If you want to become
a recruiter , you should be good at maintaining the data
Q) How to maintain
the data and what is the ideal format that I need to use?
You can maintain you
data on excel following is the ideal template you can follow
Excel Sheet:
1)
S No
2)
Role
3)
Name
4)
Email ID
5)
Phone Number
6)
Company
7)
Years of Experience
8)
Location
9)
Desired Location
10)
College
11)
Degree
12)
Specialization
13)
Current Salary
14)
Expected salary
15)
Project
16)
Notice Period
17)
Comments
·
This is the ideal Work sheet that you need to
maintain. This will be your bible/Kuran/Gita.
·
Apply Conditions for Email ID, Phone Number and
apply duplication condition so that you can track duplicate entry
·
In Comments section- Maintain standard
terminology so that you can sort and filter the entries
o
Resume in Review
o
Reject - Review
o
Telephonic interview to be Scheduled ( Phone
Screen to be Scheduled)
o
Telephonic interview Scheduled ( Phone Screen
Scheduled )
o
Reject – Telephonic Interview
o
Clear- Telephonic Interview
o
In person Interview to be Scheduled ( Onsite to
be Scheduled )
o
In person Interview Scheduled ( Onsite
Scheduled)
o
Reject – In person Interview ( Onsite Reject )
o
Tech Round pending
o
Hire Call
– Select
o
Offer Extended
o
Offer Accepted
o
Joined
o
Offer Declined
o
Not Picking up the call – Call back
o
Wrong Number
Note: Have different colors for each comments so that its
easy for you to track. Have Comments on the each (like tip) so that whenever
you hover on the comments you will know your latest activity.
Understand the Recruitment Life Cycle:
1)
Company – Leadership will come up with a plan to
work on a project and company roadmap for the year
2)
For that the immediate reports will come up with
a plan to decide on the head count that they need to work on the project
3)
Once they decide on the numbers( Head count they
will initiate the requirement to the Talent Acquisition )
4)
TA team will negotiate on the number of hires
and finally commit the number of hires
5)
Few Companies have a team called work force
management ( WFM ) who will look into the internal availability of the
resources who are releasing from the projects or the who are on the bench .
6)
For Example: Say team required 150 resources.
Initially WFM will estimate how many resources that they can fill internally
(For say 25 positions) Where rest 125 requirement are shared with Hiring Team
to hire externally.
7)
Then requisition request is raised to fill the
requirements
8)
TA team will understand the requirement and
start
9)
Sourcing
10)
Screening of the profiles
11)
Interview Process
12)
Selection
13)
Offer Extending
14)
BG verification
15)
Onboarding of the candidates
16)
Induction
How to work on the requirement flagged to TA-Team
Example:
Software Developer
Position:
·
Understand the requirement
·
Meet hiring manager what exactly that he is
looking for in the resource that he wants in the team.
·
Ask Questions like
o
How will candidate add value to the team
o
What is the skills required
o
What is the Experience level
o
Kind of the project what we are working on (
Roles and Responsibilities)
o
What will be growth opportunity
o
And opportunities to go aboard
o
Try to take Write up on Project and about company
as well
·
Before starting to source the profiles, Try to
meet the engineers who are working on the current team or project.
Get some References
First Sample:
·
First lets get few profiles for sample before
start sourcing the profiles.
·
Naukri – First source the profile of the same
company and see what he mentioned in the resume
·
Check which college he is from
·
What was his previous company
·
What are the skill stack that he carries
·
Experience level
·
See what kind of projects that he worked on in
previous company
·
His current location
Second Sample:
·
Meet the recruiter who worked previously on this
requirement and understand the challenges that he faced to hire people.
·
If it is new requirement calibrate the
interviewers and Hiring manager on the expectations from the candidate in the
interview.
·
Try to get previous hire data so that you can
map
·
Company
·
College
·
Experience
·
Location
·
Project
So that you can search for similar
kind of profiles to hire the people. Because probability to hire people will be
more .Now you will have little Idea and now let’s work on the strategy
Strategy to Source:
Lets identify what the sources that we can generate the
profiles or Resumes.
1)
Regular Job boards like Naukri,
Monster,Glassdoor, Dice etc
2)
Free Jobsites: Hirist.com, Careerbuilder.com,
Indeed.com , Internshala ( For interns ) http://www.multirecruit.com/free-job-sites-India.html
3)
Social Media:Google, Facebook, LinkedIn,
Twitter, Behance.com ,Instagram, Blogging,Google hangouts
4)
Non Jobsites: Github, Quora, Dribble, Foursquare
5)
Employee Referrals – Internal Branding (
Internal Job posting, Posters, Referral Dropbox, Stickers on Laptops
,Signatures - tag line)
6)
Job Ads – Advertisements, Radio Ads,Paper Ads
7)
Tie up with Just Dial and yellow Pages where you
can generate leads
8)
Bill Boards,Hording, Wall Posters
Boolean Search:
Boolean search helps
you to search by combining words or Phrases by using following words:
·
AND –
Simply to say if you are using this operator then what ever the skills that you
mention is mandatory
·
OR – Its there
either Skill set A OR Skill Set B
·
NOT - If you don’t want a resume having a
particular skills or role then you can exclude them by using this operator
·
* - If
you don’t know about exact designation then you can use the core word a
followed by this * symbol example : Teach* which returns results like Teach or
Teacher or Teaching or Teach
·
() – If you
are using parentheses whatever you mention will be searched first and rest all
later.
·
“ ” – If you
want to get profile of Exact phrase then you can use this option
These are called Boolean operators. This works on BODMAS principle (Bracket
of Division, Multiplication, Addition, Subtraction)
This Example will illustrate all the operators:
Case1:
Hiring manager asks a recruiter to hire a software developer, where he
clearly mentions that he needs a candidate with skills like Java, J2EE
Let’s use Boolean operators individually:
1. AND
Java AND J2EE
(You will get the results of the profiles
containing all the skills mentioned above)
2. OR
Java OR J2EE
You will get results of the profiles
contains either Java or J2ee
3. NOT
Java NOT J2ee
You
will get results
Case 2:
You need you source
profiles of Quality Assurance Engineer
Skills are: Selenium,
Protractor, Manual Testing, Test Case
Where all the skills
are mandatory and you should not source any profile from TCS Company (for
Example )
Let’s do it in little complex way
First Step:
Selenium AND Protractor
Second Step:
Selenium AND Protractor AND “Manual Testing” (Note: I used
inverted commas so that I can get profiles of exact phrase)
Third Step:
Selenium AND Protractor AND “Manual Testing” AND “Test Case”
Fourth Step is Little
Complex:
(Selenium AND Protractor AND “Manual Testing” AND “Test Case”)
NOT TCS
Here you will get results containing all the skills and will
exclude profiles having TCS mentioned in their Resume or Profile
Case 3:
Following is the requirement
you need source profiles for it accordingly
1) HTML/HTML 5
2) CSS/CSS 3
3) Angular.js
4) Node.JS
5) Testing (Not Required)
6) IOS ( Not Required)
7) Companies ( Swiggy,Paytm,unbxd)
8) Coverges, Value Labs ( Not Required)
Answer:
(HTML OR “HTML 5” AND
“CSS OR CSS3” AND “Angular.JS” AND “Node.JS”) AND (Swiggy OR Paytm OR unbxd) NOT ( IOS AND “Value
labs”)
