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Showing posts with label Sourcing. Show all posts
Showing posts with label Sourcing. Show all posts
Tuesday, April 7, 2015
Tuesday, February 7, 2012
Crossword - Search engine concepts
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Across
3 : This google update was introduced to penalise websites for duplicated, low quality and thin content (4)
6 : Gathers results from multiple search engines simultaneously through RSS search result (10)
9 : Also called Deep web, deepnet,Darknet, Hidden Web (8)
10 : Many individual words have more than one meaning leading to error in keyword search. (8)
11 : Malicious webcrawlers (8)
12 : This search engine type is focused on a specific topic, industry, content type, geographical location, language, etc.(8)
14 : Searches multiple search engines at one go (10)
15 : Txt file that blocks search engines from crawling (6)
16 : Commonly occurring stop word generally skipped by text indexing systems (3)
17 : This search Uses concept rather than keywords for returning results (10)
18 : An information retrieval technology (search type) allows the simultaneous search of multiple searchable resources (9)
Down
1 : Social element introduced by google to search results. (19)
2 : Enabled Google to display results quicker than before. (8)
4 : The most common form of search on the world wide web (4)
5 : Which Search engine enables users to concert their efforts by collective tagging and allow experts to guide less experienced people through their searches. (13)
6 : A computer program also called Web spider, web robots, web crawler (4)
7 : Used by authors to assign keywords to a web document (8)
8 : One of two or more words in the same language have the same meaning leading to error in keyword search (8)
13 : A computer program that browses the World Wide Web in a methodical and automated manner (7)
Tuesday, January 31, 2012
Tips for Candidate Relationship management
In my last post on “Do we need to manage candidate relationship?”, I talked about the common reasons why sourcers/recruiters run away from managing candidates. Lets now look at some pointers for managing candidate relationships.
2. Talk to the candidate- Email is not the best tool to Convey feelings or building rapport. Call candidates for status updates. Break the news personally. Follow it up with an email.
3. Don’t promise the moon - What can’t be given or delivered, Don’t promise. Even if a candidate may not be ft for a current position, he will be either in a capacity to provide you a referral, or will be suitable for some other position. The extent to which they remain approachable, depends how much they trust you.
4. Add value. - Maintain a concerned, helpful, positive attitude. Assist the candidate in his quest for finding the next job. Simple tips on writing resumes, go a long way in establishing yourself as a consultant. Don’t be afraid to pass on tips of openings in other organizations, if he is not a fit for your open positions. This will harbor loyalty. Always emphasize the “what’s in it for me” of your candidate is important for you.
5. Keep the Candidate informed. – Don’t keep the candidate guessing. Keep him engaged and informed. Ensure status updates reach them on time and accurately.
6. Make notes through the screening and recruitment process, and use old communication in further discussions. Make them know you valued the time discussing with them and that you remember them.
7. Keep in touch -Don’t forget a candidate. Wherever they are, they have referrals to offer. Ensure you track them on social networks, or use birthday/anniversary reminder tools to send them Ecards or updates on any new position that may fall under their area of interest.
8. Add them to your social networks: An acceptance of an invite gives you the foot in the door required for building a long term relationship. Tag or categorize them wherever you can. This will help you to engage with them more effectively
9. Seek help -Seek their assistance, but don’t spam. They don’t mind helping you, as long as they believe that you genuinely require their assistance. Make them feel special
10. Remain accessible - Ensure that the candidate has your contact details and remain accessible 24/7. Ensure that your respond to communication promptly. IT sends a signal to your candidate that you treat them on priority and genuinely care for them
11. Gather their Pain points- Try and uncover what is bothering them in their current situation. Understand their need to change and address your job as a solution to their challenges. Do your research, and pick up some points, you would like to use to understand the pain points. Don’t assume what they want, find out.
12. Get an applicant tracking system -Low cost to High end. Applicant tracking systems are available to suit your needs. Pick one. If used effectively, it will turn your dead database into a goldmine of interested candidates.
Similar Posts
Do we need to manage candidate relationship?
Friday, August 5, 2011
Search Engines I - Crossword
Across
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.
Down
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, April 12, 2011
Google puzzles - agoogleaday
If you are one of those, who believe in taking internet search challenges, Google has obliged with agoogleaday.com
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 agoogleaday.com. It also gives you the solution or answer to the question.
An interesting way to help people understand the power of google searches!!
Links
Word search Puzzle - Keywords and alternatives- Java 1
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 agoogleaday.com. It also gives you the solution or answer to the question.
An interesting way to help people understand the power of google searches!!
Links
Word search Puzzle - Keywords and alternatives- Java 1
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…….
Links
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
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