Friday, August 5, 2011

Search Engines I - Crossword

4. Russian search engine (Yet Another indexer)
6. Govt owned Chinese search engine
7. this search engine has a multilingual search interface , europeon languages.
9. an online service that answers factual queries directly by computing the answer from structured data.

1. Microsoft's Bing webcrawler
2.Twitter bio and profile search, even allow you to limit by your personalized friends and followers (site closed)
3. New name for MSN search
4. it is a search engine, a news aggregator, a shopping center, an emailbox, a travel directory, a horoscope and games center, and more.
5. China's leading search engine company
8. A post or status update on Twitter, a microblogging service
10. one among top ten search engines in 2010

Tuesday, July 5, 2011

How to approach a Passive candidate?

You will be judged by your behavior not intention!!!!

Understand the mindset of general passive candidates
Most candidates do not want to be seen as actively looking. It’s important you acknowledge this
Remember that no one is 'truly' passive atleast not for long or forever,
Remember that being approached for a position is flattering, discuss with a view to obtaining advice

Don’t Do’s ---- Things that can put your candidate off

Playing Games
No respect for their time

To Do’s

Research the candidate and don’t blindly rush into the call.
Review their online profiles and check for recommendations, career growth
Collect info on what reasons could compel them to move. Check for chinks in the armour

Have a reason to call Don’t waste the candidate’s and your time with an irrelevant call
Only make calls if you feel the candidate will be happy to receive it
Good idea to email the candidate and follow it up with a phone call

Respect the candidate’s time
Time your call
Don’t be afraid to reschedule
Make sure you keep you appointments

Be open and transparent
Give them a brief outline about the job and check their interest before revealing everything
Know what information to be shared and when

Talk, don’t interrogate
Don’t push
Generate a conversation
Start with something you know about him and which is relevant to the job” I can see you have tremendous banking experience” or you have some wonderful recommendations” or I hear "your work on ... was outstanding
Put the candidate at ease: If the candidate is referred, it is always good to let them know (Being referred is flattering”) “Say something like "you were recommended to me as an expert in...." when they say "who by?” always say that as you rely on anonymous referrals to do your job, you can't be specific - but obviously confirm that it wasn't anyone in their current firm
"Would you be open to exploring a situation that's clearly superior to what you're doing today?"
I don't know if the timing is right for you or not, but I am working on a search that may be of interest, depending on what is important to you in your next position
Sound enthusiastic
Understand the trigger points that could initiate the desire to change but also create an interest level in the new role by highlighting the merits of the role

Respect the Candidates privacy
Don’t send job networking bytes to candidate who are not open to such messages (check the Linkedin interested in option)

Use the right channel
Try networking to get to the person through a friend of his

Stay in control
Believe you have a substantially good bargain for the candidate
Don’t give too much ground, but don’t sound unreasonable.
Show empathy, but not weakness
Control your speech

Track candidates
Keep a list of candidates and maintain their status
Make sure all candidates reach their logical conclusion (Won/Lost)

Sell the Job
Build a relationship,
Uncover the need,
Overcome the objections,
Fill the need
Close the deal.

Act as a consultant
Make the candidate aware of opportunities
Make sure the candidate values your advice

10 Myths – Passive candidate sourcing

Tuesday, June 21, 2011

Candidate database: Keeping it healthy

In my last post on candidate databases "Review your candidate database", we talked about the Johari window and how candidates have a tendency to slip into a black hole and the database becomes non productive.

Here are a few pointers on countering this tendency and keeping the candidate database healthy

1. Strategize and Plan
First and foremost activity is to have clarity on what you want in your database and Why i.e. Identify the need for having a database. This will ensure that your database gives you ROI.
Pool your manpower forecasting to determine your need to identify current and future Candidate requirements
Perform a skill gap analysis to ascertain where your database is shallow and where it is effective

2. Identify info criticality
Parsing is a major pain when capturing candidate details and parsers will miss out on a lot of information. Manual entry of all the information is not feasible due to the time it takes. It is essential that you identify “MUST FILL” info and “GOOD TO FILL” info. The meaning of MUST FILL could change with each stage of the selection and screening process. Ideally by the time the candidate reaches the second round all the information should be captured

3. Assign responsibility
Break the task of updating candidate records. It will be too much for one person.
Candidate: Allow him to update his personal details, qualifications, work history. Give them a login.
Sourcer/recruiter: While qualifying the candidate for a job, the sourcer/recruiter can fill the candidate summary sheet, defining the candidate. Will make it easy to search candidates.
Interviewer: Skill Ratings in a predefined format. Will get appended to candidate summary sheet

4. Track and review
a. Periodic reviews: Periodically review the database for its relevance to current and prospective openings. A concentrated third party effort would be advisable.
b. Track deviations: Set candidate record quality standards within the system and flag deviations.

5. Engage and Involve
a. Make it interactive. Don’t just give a form to candidates for filling in. give them a system which is interactive. A system that can tell them the status of their application, jobs matching their profiles, Interview dates and venue. Some tips on guidance and counseling will be the extra mile
b. Respond: Never ever hide behind workload and not respond to a candidate. Always communicate. Use templates, if required but keep the candidate informed.

6. Keep it relevant
a. Rank/Rate: Systematically rating a candidate on a particular skill, job or domain is required if you want to keep the database relevant. Else, you will never know. If the candidate, sourcer/ recruiter and interviewer, play their roles this is possible assuming your database supports such ranking
b. Let go: your size of database is only as big as the number of relevant candidates you have in it. Remove candidates that are not relevant.

7. Keep it feasible
a. Automate: Without automation, it just won’t be feasable for you to keep your database healthy, no matter what your volume.
b. Recruiters mindset: Recruiter/Sourcer doesn’t like to fill forms or sheets. He is better of searching and speaking to candidates. Try to keep the data filling part to the minimal and tune the workflow of the system to the workflow of the recruiters. You will need their support to make the system work. Sell them the value of the database.
c. Search tool: Ensure that the system has a decent search tool, tuned towards the fields or data that your team is filling in.
d. Budget: There is a lot that can be done... And overdone. Ensure that you keep a tab on the cost and the ROI.

8. Ensure use
Use strategies to ensure usage
i. Make people aware:
ii. Establish and publish process
iii. Review use
iv. Enforce/Coerce

The most important aspect of keeping a database healthy is to continue using it…. If not in use, will not be useful!!

Candidate Database System: A perspective?
Review your candidate database

Wednesday, May 4, 2011

Beliefs of a Passive Candidate Sourcer!!

Wonder what will pop up if you open a Passive Candidate sourcers head. Probably synapses of Boolean, schemas of social networks, web of search engines and a lot more.

I have come to believe that it is not just the technique and knowledge but the mindset that one carries as a sourcer, which transforms them into what they become.

Sharing a few beliefs that reflect this mindset
• I will eventually find it, the key is in knowing when.
• My angel is in the details
• All roads will lead you there, but there is an expressway
• I am born lucky, and I know it.
• It is always worth the time spent, but there are timelines
• Sometimes I may just have to put my head down and scan through everything
• I will plan my search, but will not always be able to work my plan
• My searches define me
• I practice the secret art of sourcing
• I am hungry for more
• KISS works all the time, but complicated is not always bad
• There is nothing called a perfect search string
• I can’t do, till I know what to do.
• It is easier to find a needle in a haystack, if I know where to look
• I keep my eyes open
• Keywords are the key to finding the information, but knowing how to use them will determine, how quickly I find it.
………………………………… the list can go on………..

I am sure you have more to add

Related articles

Wednesday, April 27, 2011

Fallen words - Exact word - boolean


How to play: Fill in the missing letters in each column of the puzzle from the column of choices below. You can only use each letter once.

 U  O A  I  O
 A  A E
 U E O
 U E  O
 A  E

                      U        O            T          Y                     O         R

                      A         S            E          S                      A         N

        M         U        R            K          A                       T          O

        Q          P          E            R          A        S            E          O         E

        Q         U          H            R         D        T              I          S          N

CLUE: Exact word

Other game links

Crossword - Basic Boolean

Saturday, April 16, 2011

Crossword - Basic Boolean

*****Should be a cakewalk- Time yourself******

3 An operator (the terms you specify must not appear in the documents)
5 What is cat in the following search string- (cat oR dog) AND pet AND pune?
6 A wild card
7 Type of search (resume OR CV) AND (j2ee OR j2j) AND NOT (apply or submit)
10 Synonyms, alternate spellings, and variant word forms of a keyword
12 Gives meaning to the relationship between words or phrases in a search string
13 An operator (At least one of the terms you specify must appear in the documents)
14 Use of paranthesis

1 Generally use to query on phrases
2 An operator (All the terms you specify must appear in the documents)
4 Operators used to refine search
8 Boolean was named after
9 Generally used to group alternatives
11 A combination of words or phrases and operators

Tuesday, April 12, 2011

Google puzzles - agoogleaday

If you are one of those, who believe in taking internet search challenges, Google has obliged with

Today's Question

My name is Robert. One day before my brother Rohan’s 19th birthday, our father had an album on the Billboard 200. Name the album.

Every Day Google will post a question on It also gives you the solution or answer to the question.

An interesting way to help people understand the power of google searches!!

Word search Puzzle - Keywords and alternatives- Java 1

Monday, April 11, 2011

Word search Puzzle - Keywords and alternatives- Java 1

There are 8 keywords or alternatives for java, hidden in this puzzle.. Find them

Friday, April 8, 2011

History of Microblogging in China

While trying to Sync my ushi account with microblogs I expected to see twitter somewhere.

It was not twitter, but Sina and Sohu its Chinese counterparts / Clones.Tried logging in but couldnt make much progress. Though not Greek or Latin, the microblogs are in Chinese. No English versions available.
Digging a little deeper came across these fantastic articles that give you an idea about how microblogging has transformed within china.

Sina Weibo Controls the “Holy Shit Idea of a Generation”, Launches New URL ( translates to this article gives a wonderful pictograhic image displaying the history of microblogging in China

Can Outcompete JingWei and LinkedIn? - this post gives an excellent narrative on the social business networks like linkedin in china.

Happy reading

Friday, April 1, 2011

Sourcer / E recruiter Assessment- Hiring Freshers

Recently a question was tossed to me about qualities that you would look for in a fresher, while hiring for a sourcer  or e recruiter position.
While hiring freshers for E recruiters or internet search assignments, we have followed a standard process
1) Internet sourcing round: The applicant is given 5 tasks all centered on finding information on the net in a fixed period of time. He is rated on the search string quality, and approach while finding candidates. Finding the answers is secondary.
2) Job spec round: The applicant is given a job description and time to review and ask questions. He is then given a set of 5 CV’s, to match against the job with an explanation. He is rated on his ablity to understand the requirement, willingness to ask questions and application of logic in matching the CV’s to the job description.
3) Personal round: The applicant, who clears the above two rounds, is then taken through a Personal interview, with the manager/HR to check for the behavioral fitment,

Looking at the people that have been selected and performed well, I have come to believe that following characteristics should be looked at while interviewing a fresher for a sourcers position
1) Comprehension skills: Helps them skim through the vast pool of information quickly. Sourcers with good comprehension, screen faster than others.
2) Attention to detail: Helps them to screen candidates better. It also helps them to use the search results in modifying their search more effectively.
3) Perseverance: These are your passive sourcers. They won’t give up easily
4) Listening skills: High on these skills and you have someone who will learn faster. Generally will have better comprehension too.
5) Problem solving ability: While searching, there will always be a roadblock, round the corner. All the good sourcers, I have seen, have been good at problem solving
6) Analytical ability: Freshers, that are low on the analytical skill, are not comfortable with booleon logic, and take time to get over this hurdle
7) Adaptability: to be honest, have had mixed opinion on this skill. One of my favorites, but have had sourcers, who are excellent at one geography/sourcing channel, but not good at others.
8) Willingness to question and learn: Its all about being open to learning. With the speed with which the landscape of sourcing is changing, this is absolutely critical.

Can you add more…….


Thursday, March 24, 2011

Move your Jobs to Facebook

Imagine, candidates and employees advertising your jobs to their friends and network at one click. With Facebook, the word of mouth just got stronger.

Many companies have now started using Facebook as a medium for attracting candidates. Following are a few methods of putting your jobs on Facebook.

1)      Like button plugin on your career site:
The Like button lets a candidate or employee share your job with friends on Facebook. When the candidate clicks the Like button on your site, a story appears in the user's friends' News Feed with a link back to your career site.
This will not only make your job more visible to the relevant group of candidates, but also increase the volume on your career site

2)      Facebook Page:
This will allow you to mirror your career site jobs on Facebook and provide the candidates with a single page for open jobs.

3)      Like box plugin on your career site:
The Like Box is a social plugin that enables your candidates / visitors to your website, to like your Facebook Company Page directly from your website.
You will also be able to check the candidates, who visited your page and display recent posts from your page.

4)      Registration plugin:
If you have a career site, and want users to create a new account with ease, the Registration plugin could be of tremendous help. When logged into Facebook, users see a form that is pre-filled with their Facebook information where appropriate
This allows the candidates to easily sign up for your career site with their Facebook account.  Also, Liking and Sharing jobs using the Like button / box from your website will need a facebook login. Ease of sharing should translate to more jobs being broadcasted.

5)      Referral applications:
There are a lot of referral applications like hireplug, jobtonic etc which will provide a platform for posting and viewing jobs and make referrals with the chance of being rewarded
With a concentrated pool of candidates interested in referring, it is an ideal method, if you are willing to pay.

6)      Facebook Advertisements:
Facebook Ads allow you to easily advertise a destination on Facebook such as a Page, Event, Application or Group, or your own website
You can use it to advertise walkins, careersite, an online event, specific jobs, or your facebook page. They will attract people, which your network may not be able to reach.

Related links

Thursday, March 17, 2011

Google Images - HERE's SOME FUN MAGIC FOR YOU...!

Came from a friend (Aswathy Pillai) Via email

1. Go to Google

2. Click images

3. Type "flowers" or any other word.

4. You will get a page which is having full of images

5. Then delete the URL from the address bar and paste the below script (Check Comments)

6. See the magic.

Play around with the x and y values and iterations in the script..

Tuesday, March 15, 2011

Lifecycle of a candidate record in a database

If you don’t have a candidate database, you should have one quickly. If you have a database, you need to make the most of it. With the speed with which it can become decadent, you need to keep an eye on it all the time.

Candidates entering the system have got two status
• Application status
• Database Status

Application status: Refers to the status of the candidate against a particular job. Eg : Screening, LI, L2, Candidate Reject, Offer etc. Most of the times, this status will be updated and majority of candidate activity will be updated.
Database status: Refers to the status of the candidate within the overall database. It is the stage in the lifecycle of a candidate. Taken as a whole this essentially reflects the usefulness of the database and the responsiveness of the candidates

The Candidate Lifecycle

The Candidate Lifecycle stages
Cold stage: In this stage the candidate has either not been engaged or has become unresponsive for period of more than a year’s time. Most of the candidate records sourced by sourcers/recruiters would ideally enter the system in this stage. The dead log or unproductive candidate records should be weeded out from this stage as part of periodic cleansing

Warm stage: Advert responses coming directly into the system, candidates through career portals, referrals and vendor profiles would enter the system at this stage. These are interested candidates. They will remain in this stage till they become irresponsive, are not relevant to any current or near future requirement, irrespective of they being selected to move ahead for the requirement, they have been sourced for.

Hot stage: This stage candidates have been spoken to, are keen to be assessed for a specific requirement which currently exists within the system

Hold stage: In this stage the candidate is not to be contacted by the Sourcer/Recruiter. It could be due to certain escalations in terms of validity of record (time, manual flag), candidate debarred, no poach agreement…

The candidate record will fluctuate through these lfecycle stages. It is equally important to remove candidates, as it is to keep them updated.

Related Links
Candidate Database System: A perspective?
Review your candidate database

Wednesday, March 9, 2011

Indian Recruiters Day - 9 march

Yesterday was Womans day...
                       Today is Indian Reruiters Day!!!

 Thanks to ERA (Executive Recruiters Association), March 9 has been designated as special for recruiters. A day when you can reflect, the service or otherwise:) done by the recruitment community as a whole.

You can call it mutual admiration, but felt good:)

Small excerpt from Manya Advani's Facebook page..

Stay away from these horror movies

Tadapta Client * Recruiter ki Maut * Katil Manager * Shaitani Recruitement * Backout ka khauf * Sadma Target ka * Pyasa Employer*Chudel ka interview"*Daravni Drives"* "wicked weekends*

Feel good... and have a Happy Recruiters Day.!!!!

Manya Advani 
Happy Womans Day

Saturday, March 5, 2011

Job Aggregators- the new job boards??

Indeed has launched its "Indeed Resume" service, which allows candidates to upload their resumes. Job seekers can now create a resume from scratch or upload an existing resume in any common formats including Word, PDF, RTF, TXT, and HTML.

They already have a job post option, where employers can post their jobs, directly to Indeed.

What can follow next with them..
Search resumes on job aggregators?
Social network posting directly from aggregators?

Social networks, have already started competing with job boards, for job broadcasts and are well placed with larger populations in their networks. Employee referrals has also started to run on social networks. With Job aggregators, joining the competition, wondering, what can the job boards do to hold their own. Will they be at best restricted to niche boards? Will only sponsored job postings be charged, and others free? Will they have their own social networks?

Love these transformations!!

Indeed resume
Add jobs to Indeed
Linkedin employee referrals 
Social Media Optimisation in recruitment- Employee referrals

Tuesday, March 1, 2011

Searching candidates on Facebook – Find your friends

Facebook has good one of the largest pool of candidates outside the job boards. Challenge has always been trying to search for candidates, using its search option.

“Find your friends” gives you an extension to your Facebook search. Following is a stepwise approach that will enable you to search beyond your colleagues, classmates and friends

Step 1: Click on Find your friends from your homepage (Look on your right side of the page)

Step 2: Click on “Show more” from the “Find Friends” page

Step 3 Utilize Search options

On your left side of the screen following options are available

* Current City
* High school
* Mutual friends
* College or university
* Employer

Below each head, you respective schools, colleges, companies... etc will be given as options. Below each option set you will see a textbox. You can use this textbox to do a targeted search

Example: If you want to search for people within Hangzhou china

Type Hangzhou, and select the appropriate option from the dropdown. As you type, the dropdown changes. Will help you with typo errors too

After you select the appropriate option a text box will appear. You can add more locations in a similar fashion.

Using multiple search options
You can use multiple search options (company, school, employer, university, city, etc.) to narrow your search results

Example Accenture+ (Hangzhou OR Shanghai)

And you will get all Accenture employees currently on Facebook and staying in Hangzhou or Shanghai China

Happy Sourcing!!

Move your jobs to Facebook
Your Next Hire: The Social Media Sourcing Specialist
Four Reruiting tools
Recruiting / Sourcing Via Twitter

Monday, February 28, 2011

Linkedin Blocked in China??

This landed in my inbox this morning, though I would share

"Cannot access Linkedin? Did you read the news? LinkedIn blocked in China | VentureBeat

Anyway, Ushi is better so please join my network in Linkedin instead. The Ushi Linkedin import tool is here, and it is so easy to use. Just a friendly reminder so that you can keep on successful networking."

Interesting Article, would also give you an idea about Chinese Linkedin Clones. Also a perspective of how social media is shaping up in China.

I have tried Renren, but due to the language, found it impossible to use effectively. Ushi, has been a very comfortable to use network, and has a good mix of English and Chinese.

Happy networking!


No one goes to Linkedin.. Believe it???

Intersting Posts on Linkedin network size  

Tuesday, February 22, 2011

Redefining the Passive Recruiter/Passive Sourcer

Read a post on Boolean Blackbelt “Passive recruiting doesn’t exist” and it has pierced my long founded assumption of Passive recruiting/sourcing as opposed to Active recruiting/sourcing. Let’s redefine the two terms

Active sourcing / recruiting :
Reflects a conscious effort towards finding a candidate
Passive sourcing / recruiting: Reflects a laid back approach towards finding a candidate.
Differentiators between the two breeds…

Active sourcers/recruiters
Passive sourcers/recruiters
Job post
Well made adverts designed to attract candidates. Responses reviewed and adverts refined accordingly. Will respond to all / most of the candidates. Spread the posting across job boards, universities, social communities and other sources
Post jobs and wait for responses. Candidates not responded to.
Rely on Print and Job board adverts.
Social Media
Active on social media with sizeable and quality networks. Publicise their company, jobs and themselves. Create / Participate in communities, where candidates are active.
Social media is for personal use
Job board search
Use alerts to keep a tab of which new candidates are posted in their domain. Extensively search job boards, for candidates and referrals.
A weeks search, max a month. Skim through the results.
Agency reliance
Carefully choose the requirements to be given to agencies. Mostly fill the requirements on their own.
Agencies are their best friends. Rely on agencies to fill most of the requirements.
Employee referrals
Push jobs to employees and impress upon them to refer.
Policy is published. Wait for employees to refer
Friend networks
Build friend networks within competitor companies, and keep a tab of what’s happening there
Not bothered about what’s happening with the competition
Mass emailing
Will send customized mailers
Make a draft, and send to all.
Telephone/internet sourcing
Utilise both, depending on the situation
Mostly internet focused. Telephone utilized only for interviewing.
Reason for contacting candidate
Events, birthdays, seminars, referrals, jobs… etc
Only for a job
Candidate network
Build a network of candidates, within their domains and geographies proactively.
Search for candidates when required. Don’t spend energy in building a network.
A Passive sourcer/recruiter will be an inbox recruiter as aptly described by Sarang Bramhe “A Recruiter 1.0 is one who gets a job requirement; post it to various job boards, newspapers etc and waits for his inbox to deliver goods. It’s a classical case of recruiter who “Post and Pray” to get good resumes and fill in the requirement”
An active sourcer/recruiter will work towards expanding his network by increasing his reach across multiple channels (colleges, SPOCS, associations, social networks, Phone sourcing... etc. And strengthen this network by being in touch on a regular basis. This sourcer may
even help the candidate with jobs with other companies, if required.
More than how they utilize the sources, it is the basic approach towards finding candidates and filling positions, that marks them out as passive or active sourcers. At the centre of this approach lies the willingness to keep candidates engaged and build an active network of candidates within the scope of requirements available.

Who are you???? Active or a Passive sourcer/Recruiter!!

Related Posts

Monday, February 21, 2011

No one goes to Linkedin.. Believe it???

Just read a post by Tony Garcia, "LinkedIn Admits That No One Goes to LinkedIn"...

Though the title is misleading, it does make you think... The abstract from the SEC site states ….

"The number of our registered members is higher than the number of actual members, and a substantial majority of our page views are generated by a minority of our members."

As any other social community, I am not surprised to read that. What will be interesting is to know the percentage of the majority.
It is natural that most of the activity on any social network will be by the ones with a reason to utlise the network. Could be recruiters, sales or marketing guys, experts... majority of the people do not contribute.

This raises a question on your inmail responses. I generally look at 15 to 20% as a decent hit ratio.

Wondering if LinkedIn can put an activity meter against each member? Moreover, if that activity meter could classify the activity across categories... you will have less inmails... more returns.

Related Links
Interesting Posts on Linkedin network size
Linkedin Employee Referral engine- an ethical issue?

Tuesday, February 15, 2011

10 Myths – Passive candidate sourcing

Guess, you already know about them, recruiters weigh them in gold, hiring managers love them, they are difficult to find and they don’t change jobs easily… this is how generally “Passive candidates will be described. Love to be one
Lets try and unravel some myths about approaching these species
Myth 1: Don’t Sell the Job - They are picky, they are sensitive! You may end up offending them by selling the job
The more passive the candidate, the more selling is required. Bland Job adverts or unenthusiastic pitch is never going to land you a passive candidate. If you just brag about the job and its benefit, the likelihood of you convincing the candidate is quite low. The key to selling a job to a passive candidate is to find out one reason, for which he will change the job.
Myth 2: Passive Candidates are not looking out – They are happy with their current job and are not looking for a change.
Just check how any on Linkedin, don’t check “interested in job opportunities”. They are always looking out
There is never a perfect situation. Some irritant in the job will always be there. They may not be interested in moving out for a reason. Find the reason and irritant. You might find the irritant is more important than the reason not to move for some.
Myth 3: Your Call is going to irritate most Passive candidates
Being wanted is flattering!! Yes, they may not be expecting your call and may be taken aback, they may be busy and you may have intruded at the wrong time. If approached professionally, no passive candidate will get irritated. Give them time to get comfortable and don’t forget to follow up.
Myth 4: A “NO is the end of the conversation
The likelihood of the passive candidate saying not interested is higher than the active candidate. I have seen a lot of times, this NO is just a natural response to not being prepared for the call. Always try and understand why they are not interested to change a job. Make them comfortable enough so that they speak atleast 5 sentences. After that you wont have a problem. The first five are the most difficult. Control the conversation and the “No” is easy to encounter.
Myth 5: Calling Passive candidates is not ethical
That’s an internal battle for you to fight. If you don’t feel happy in what you are doing it won’t be good enough. I don’t see anything wrong in offering a change for the better to a candidate. Even if it means, opening the eyes of the candidate.
Myth 6: Always Email First : Don’t want to make an unsolicited call
Safe bet!! Email first, candidate is aware that you are calling, or at least you can say, “I had informed”. The only challenge with this approach is in deciding what information to reveal in the email. I would not want to give a solution, without understanding what’s bothering the candidate but still believe that a well worded email or voicemail wont hurt.
Myth 7: Always Be Honest with the Passive candidate
Won’t dare to say this in public but I am a Sagittarian. Never give a false picture to the candidate about the role and related information. You don’t always have to be honest about is how you found his contact information. Don’t say anything that will make them suspicious.
Myth 8: Passive Candidate will perform better than active candidate
Well, they will be more valued for sure by the recruiters, but can’t say if they will perform better. Assuming that passive candidates are currently performing better than their colleagues, leading to high satisfaction and hence not looking out, it is but logical to assume that they will perform well in the new company. Run a sample.. hire the best performers in your competition, and you will find they may struggle in your company. Apart from skill, it is the company’s culture, policies, procedure, environment, that will determine successful performance.
Myth 9: Job boards don’t have Passive candidates
Hidden in CV’s are references, which could be excellent passive candidates, and also a contact for a ruse to connect. Apart from the references, I personally believe, all candidates who have not update their CV, for more than 3 months have turned passive. Had they been serious, they would have got a job by now.
Myth 10: Passive candidate search is only effective in hiring senior level requirements
For senior level requirements, you don’t have an option on the job boards. Passive is by and large the only source for fulfilling these requirements. For other requirements, job boards, would generally give a decent response. That doesn’t mean, you can’t look beyond them to find more candidates. Definitely try the job boards’ first, easy thing to do. Don’t compromise on the quality of candidate, if you don’t find your best match. Remember, Passive is always an option, albeit a challenging one.

Care to add more!!!

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Intersting Posts on Linkedin network size

Stumbled upon two ver intersting posts on your network size on Linkedin---

Do You Really Know the Size of Your LinkedIn Network? -
"However, many people don’t know that the number representing LinkedIn users three degrees away from you is just an estimate." - Glen Cathey

Does LinkedIn Limit the Number of Connections You Can Have?

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