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Hi dear
It may seem to u that i am preaching but in reality you should take it easy and focus on work.
This points may help you
1. Understand Job description properly. It includes Profile, designation, experience required, salary range that can be offered, industry match and location of the job.
2. Put a proper search. put more general search. do not except readymade Profile from search result.
3. evaluate CVs properly. this will elliminate "not matching" kind of comments
4. finally recruitment at a consultancy is a repititive job and may turn up as monotonous but try to keep yourself up and chill
finally be patient, sooner or latter you will earn you money
From India, Mumbai
It may seem to u that i am preaching but in reality you should take it easy and focus on work.
This points may help you
1. Understand Job description properly. It includes Profile, designation, experience required, salary range that can be offered, industry match and location of the job.
2. Put a proper search. put more general search. do not except readymade Profile from search result.
3. evaluate CVs properly. this will elliminate "not matching" kind of comments
4. finally recruitment at a consultancy is a repititive job and may turn up as monotonous but try to keep yourself up and chill
finally be patient, sooner or latter you will earn you money
From India, Mumbai
Hello Ravi,
Just cool down.
One thing which is very im[portant in recruitments is PATIENCE..
We understand that we all want to make money as fast as posssible but that doesnt mean we will apply shortcut like SMS ing candidates .
Why I said this because there are so many consultants , Why would they respond to your SMS or take it srsly. you need to take a call on this, Just make sure you are the first one to call them and judge them or analyze them in 3mins of your conversation dat r dey srsly interested for the position/ or your organisation....take them in your confidence....
i hope you are getting my point Ravi.... recruitmnets is a real fun if you complete your task ontime..
Time management is very crucial in recruitments .
I suggest just dont waste a single minute also when you get the requirement......
I am sure things wil improve.... Just be calm.....
ALL THE VERY BEST.....
Cheers :-P Isha (Monaisha).......
From India, Delhi
Just cool down.
One thing which is very im[portant in recruitments is PATIENCE..
We understand that we all want to make money as fast as posssible but that doesnt mean we will apply shortcut like SMS ing candidates .
Why I said this because there are so many consultants , Why would they respond to your SMS or take it srsly. you need to take a call on this, Just make sure you are the first one to call them and judge them or analyze them in 3mins of your conversation dat r dey srsly interested for the position/ or your organisation....take them in your confidence....
i hope you are getting my point Ravi.... recruitmnets is a real fun if you complete your task ontime..
Time management is very crucial in recruitments .
I suggest just dont waste a single minute also when you get the requirement......
I am sure things wil improve.... Just be calm.....
ALL THE VERY BEST.....
Cheers :-P Isha (Monaisha).......
From India, Delhi
Hi Buddy,
Plz remember once you talk with the candidate then only you get the feel that the candidate is in true LFC(looking for change)mode of not.
sunday or non working day .....Plz dont call
Regards
From United States, Long Beach
Plz remember once you talk with the candidate then only you get the feel that the candidate is in true LFC(looking for change)mode of not.
sunday or non working day .....Plz dont call
Regards
From United States, Long Beach
Hi Ravi,
1. understand the requirements which is given by client and what they are expecting exact skill-sets.
2.what the client is having a grade among the competitors. eg. ISO, CMMi etc. then you can screen the profiles and check with them whether they are interested or not.
eg: CMM5 Level candidate does not come to only ISO9001 Client.
3. when u communicate with candidates, tell requirements clearly and collect their total experience, ctc, notice period , reason for job change, they are waiting for offers from any other company and references etc.
4. check with, whether they are forwarded their resumes to any other clients.
5. follow-up the candidates.
6. you send to the client atleast 5 profiles which are excellent profiles.
Sure!! You will get more closure and incentives.
Wishing you total success in all you do!
From India, Madras
1. understand the requirements which is given by client and what they are expecting exact skill-sets.
2.what the client is having a grade among the competitors. eg. ISO, CMMi etc. then you can screen the profiles and check with them whether they are interested or not.
eg: CMM5 Level candidate does not come to only ISO9001 Client.
3. when u communicate with candidates, tell requirements clearly and collect their total experience, ctc, notice period , reason for job change, they are waiting for offers from any other company and references etc.
4. check with, whether they are forwarded their resumes to any other clients.
5. follow-up the candidates.
6. you send to the client atleast 5 profiles which are excellent profiles.
Sure!! You will get more closure and incentives.
Wishing you total success in all you do!
From India, Madras
Hi Ravi
Though I am no longer in the business of recruitment now, but whatever time I spent in recruitment I learnt few thigs :-
1.) To close positions it is important to have good networking, So whomsoever you call if he says he is not intreseted then dont loose hope ask him for any further references, make rapport with the candidate.
2.) If you know the prefernces / priority of the candidate , then there will be no problem of he joining and leaving after a month, atleast I have never had.
3.) If closing a position is important for you, getting a good job is all the more important for the candidate, get this point clear , and then sell the job to the candidate.........You will be more confident if you remember this point, It has to be a win win situation.
4.) When you recruit for a client , you sell a job, and you are the spokesperson for the client.........so know both the job profile and the client well.
meanwhile Happy Recruiting........
Cheers
Parul
Though I am no longer in the business of recruitment now, but whatever time I spent in recruitment I learnt few thigs :-
1.) To close positions it is important to have good networking, So whomsoever you call if he says he is not intreseted then dont loose hope ask him for any further references, make rapport with the candidate.
2.) If you know the prefernces / priority of the candidate , then there will be no problem of he joining and leaving after a month, atleast I have never had.
3.) If closing a position is important for you, getting a good job is all the more important for the candidate, get this point clear , and then sell the job to the candidate.........You will be more confident if you remember this point, It has to be a win win situation.
4.) When you recruit for a client , you sell a job, and you are the spokesperson for the client.........so know both the job profile and the client well.
meanwhile Happy Recruiting........
Cheers
Parul
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