Neil Hernandez's Blog

Indeed no longer posts jobs from free sites

It used to be that Indeed would scour the internet for all job postings. Wheter the site was a pay for a posting site like CareerBuilder, a company website, or a free posting site like Craigslist or Ebay Classifieds - the job posting would appear on the results of the Indeed job search engine result. Not any more. They no longer show results from free posting sites. So if your posting appears on Craigslist, ebay classifieds, or other free sites, it will no longer appear on Indeed.

This means, the recruiting strategy of posting on a free site and then have it appear on Craigslist will not work anymore.

 

How to Find Resumes on Google

http://www.booleanblackbelt.com/2009/02/how-to-find-resumes-on-the-internet-with-google/

ODesk

I just discovered a website called ODesk.com. It is a place for employers to post jobs that are online or remote based, and it is a place for remote workers to find online or remote jobs.

So a virtual recruiting company can post their virtual recruiting or other virtual jobs on oDesk for free. Applicants can apply for free. Of course, ODesk charges of the company hires a worker.

I have not tested it yet, but it appears to be in line with the virtual recruiting arena.

How to Approach a Passive Candidate on LinkedIn

One skill that a good recruiter must develop is recruiting passive candidates. One way to do this is to use LinkedIn. There are many ways to contact candidates on LInkedIn, but once you do the first moments of contact with them are crucial to the sucess of the encounter.

According to recruiting expert Lou Adler:

There are two prerequisites when using any of these techniques. First, you must get the candidate to agree to enter into an exploratory career discussion as a condition for beginning the conversation. Second, with this permission granted, give no more than a 20-second overview of the position, and then immediately ask the prospect to provide some preliminary background information.

The key then is to first ask the candidate permission to have an exploratory career discussion. This means to ask the candidate if they are even open to the idea of talking about their career. Once they say yes to that then give brief (no more than 20 seconds) overview of the position you are presenting to them. As soon after you do than, ask the prospect to provide some initial background information.

Why does Adler stress the importance of these two intial steps? Becuase it establishes you as the seller. ANd as the seller you can say no to a candidate and not the other way around.

TimeTrade- Online Appointment Setting

I discovered this new website called TimeTrade: http://www.timetrade.com/.

I have not tested it yet and it costs only $49/year for the lowest version. But it may be a great way to do automated and quick appontment setting.

 

Don't fall in love with your candidates

It was Valentine's Day the other day. Love is in the air. One place where love may not be advantageous is in the realm of recruiting. I've seen so many recruiters fall in the falling in love with your candidate trap. They find what they think is the perfect candidate for a job and then submit her to the hiring manager. Later when the hiring manager declines the candidate, the recruiter get's perturbed or worse falls into a tailspin because the hiring manager rejected their perfect candidate.

To be successful in recruiting you gotta take the emotional component out of it or at least minimize it. A good recruiter submits a candidate and then forgets about the candidate. A good recruiter focuses on the recruiting part of the job and does the best possible part in that role. Then when their candidate gets rejected (which happen way more often then not), take that as valuable feedback to improve your recruiting and not personal attack on your judgement.

Use Bullhorn Reach to Assist Your Social Media Recruiting

I discovered another web tool to help in social media recruiting called BullhornReach.com.

I have not fully tested it you, but if you want another possibly free source to find candidates you may want to look more into Bullhorn Reach.

 

Cash Flow and Your Recruiting Business

They say that 9 out of 10 new businesses fail within the first 5 years. The number one reason for this is that the business does not provide enough cash flow to keep the business running and to pay for the entrepreneur's personal expenses.

Thus, one of the key focuses for any recruting business or for that matter a self-employed recruiting specialist is to have cash flow. That is why a job and that is why an hourly contract recruiting situations are so appealing becuase they provide cash flow.

That is the inhrent danger of setting up a contingency recruiting business only. There is lot's of uncertainty in it. If someone does not produce, then they are out of money and will be out in the streets looking for a new gig. At the same time, a contingency recruiting situation can work, but only if the clients are great and there is a proven path to money. On the other hand, adding a component of an hourly or a pay per interview model to the business may be a key. Why? Because of the cash flow component.

If you are searching for a way to enhance your management and analytical skills for your recruiting business, business management classes can help.

A recruiter must make money. The recruiting business must show that they can make money- fast or else recruiters will drop out fast. Thus, any recruiting business must show that path to money right away.

Fishing Net Recruiting for Hard to Fill Positions

FNB photo

Let's face it not all recruiting is easy. Recruiting is like fishing. And there is a reason why they call it fishing and not catching.

When fishing there are two ways to fish passive and active. When the fishing is hard, it is probably wise to do both methods. In the passive method, you set up a net or your bait out there and hope something bites or swims by and gets stuck in it. In the active method, you agressive go out there and hunt for fish.

Recruiting for a hard to fill position or positions works the same way. You have to use both an active and a passive methods. I'd advise setting up the passive methods first and then wait for a bite. At the same time, you cna be agressive and do some active measures at the same time.

The obvious passive method is doing a job posting.

The obvious active methon is sourcing resumes and then calling the candidates.

How to Approach Recruiting for a Comission Only or High Comission Job

To become a savvy international recruiter, www.onlineinternationalbusinessdegree.org  offers relevant business management courses that can help you. If you can't wait to finish your degree in business, here are some tips to get you started in the recruitment business.

There is no one recruiting method for all types of positions. Each positions requires a different strategy. In the case of a job that is high comission or or only comission, you generally want people calling you - not the other way around.

A comission only job is one of those jobs where only a certain type of person is looking for. A person that wants salary or hourly may or may not be open to a comission job. But a person that wants a comission job wants a comission job and is thus a more likely candidate.

Here are some of my quick thoughts on this type of recruiting:

1) Place ads in a lot of free/inexpensive places- Post ads whereever you can. If you do not have a budget. Then hit the free places first. Goto Craigslist, eBay Classifieds, Indeed, and all the other sites that you can think of that you cna post jobs for free. Generally, you want people calling you or you want people sending resumes to you.

2) Be very direct in the ad- People do not like to get decceived. If it is a comission job, then explicitly state that on the ad. Again, you'll have less responses than if you explicitly said it was a comission job, but the ones you do get (if they read the ad) will know it is comission.

3) Try to send a few emails- not a lot- After you post ads, I would look at a job board and try to find potential candidates. Do a few key word searches. Try to look for people who have done something similar in the past or somehow on their resume would want a comission job. Do not get burned out by calling or sending tons of cold call types resumes. You will only get frustrated.

4) Consider going to a big job fair- Try a local job fair or two. Again, be very explicit that you are looking for comission only jobs. You want to spend time talking only to the people who know that and would consider that- no one else.