Recruitment and Sourcing Tips for New IT Recruiters
The IT industry has changed the shape of this world, and it will keep changing it in the future. Becoming a Software Engineer has emerged as one of the most desired career options for Indians, as well as students across the globe.
Thousands of fresh IT graduates come out every year, in the hunt for their chances of employment in many giant companies such as TCS, Infosys, Cognizant and many other R&D (Product Development) Organizations. This industry is still booming.
This IT industry brings thousands of IT recruitment firms with it. In these recruitment or placement firms work thousands of recruiters hunting for better résumés and making countless calls every day. We all are a part of it, you and me too.
Sourcing résumés is an art and it requires dexterity. Sourcing résumés for fresh graduates is rather easy. But when it comes to sourcing profiles for experienced IT guys, it requires a little time for careful consideration.
Generally, we source two types of profiles; one for consulting or service based companies and another for product based companies. Let me give you a quick idea about how to differentiate between product and service companies.
Products companies are those which have got their own real PRODUCT which you can see or use or buy. For example, VMware is a product company with products such as vSphere, ESX Server, Workstation, etc., that you can see or use or buy.
Service companies don’t have products; they work on their clients’ products for code review, maintenance or enhancement. They sell their services to others. For example, Infosys is a product company which works on projects related to code review, maintenance and enhancement.
However, a service company can have a product division working on its own product, for example, Infosys has got a product called Finacle (a banking product) which can be seen, used or bought.
There are a few tips you can use in sourcing quality resumes with good numbers.
1. Use Advance Search – Always use the main search option which is also called Advance Search in job portals. Don’t get tempted to terms like Easy Search or Quick Search.
The advantage of using Advance Search is that you can either choose or ignore any criterion/option as per your preference.
2. Learn and Master Boolean Search- If you don’t do a Boolean search, you are a novice in recruitment. I don’t know why we have complicated Boolean search or new recruiter (or those who don’t know about Boolean search) fear this.
It is the most efficient way to find the recruiter in job portals. The best thing about the Boolean search method is that It works with all job portals, even on LinkedIn, Google and Facebook. Once you learn Boolean search, you don’t look at other search methods, because this method is the best one.
Doing a Boolean search is like telling your computer what to find out and what to ignore. Look at this Boolean search: (java OR j2ee OR corejava) AND (spring OR hibernate) AND html. In this search sting OR indicates ‘any one of these’, and AND indicates ‘must have’.
‘NOT’ can also be used, but it can sometimes fire back by hiding keywords or whole résumés.
Try to avoid NOT and play with AND and OR. You just try it, and you will learn just in two or three attempts. And yes, AND, OR, and NOT must be in capital; they are like codes.
3. Be Specific with Keywords – keywords are the master players. You should use them as your arm in a battle.
You can be specific, or in some cases, quite open. Be wise enough to perceive the result with your keywords. For example, no need to type java with “core java” because Java itself brings “Core Java” with it unless you are specifically looking for “Core Java”.
CoreJava, without space brings different results as it becomes a different word altogether.
Practice is all it requires. Obviously, don’t use Java and C++ in the same box if you need both in a profile. Keep narrowing down your search by using less but important keywords.
4. Do not be Strict with Educational Qualification – I have seen recruiters making mistakes by choosing some specific Qualification/courses out of fifty options in the drop down menu. Be kind to yourself and leave it open.
Never do I use or recommend this option to anyone. It Technically brings poor results. Suppose, the candidate has not opted ‘Computer Science’ in the drop down menu while uploading or signing up, but has mentioned it in his word/pdf resume you will never find that résumé.
Also, job portals don’t maintain and you don’t remember all the words related to Educational Qualifications and courses what candidates may or may not mention. Moreover, if you need B.Tech profiles, but you see only MCA ones, just scroll down.
5. Keep an Eye on Job Changes/ frequency of Job Changes /Gaps/Joining period of current Job – The person who’s going to have a secondary look at your sourced résumés will find out these things.
So, have a quick look and be ready with an answer or explanation if needed.
6. Check the Role & Responsibility – some recruiters prefer to have a glimpse on Projects; but, if you are running out of time, at least, don’t miss to check the Role & Responsibilities of the candidates.
This helps us understand what the candidate has been doing in his job. Question your candidate on his current role and responsibility based on your requirements or JD.
7. Get the Ratings on Their Skills – Before taking the details of CTCs (Current & Expected) and Notice Period, take down the ratings on the important key skills.
Though, it may not be needed by your client or manager, but it is always good to note it down. Make it a habit.
8. Beware of Fake Candidature – As a recruiter, it is also our job to ensure that we are keeping fake and forged candidatures at bay.
Being Fake could cause serious career related issues, so always avoid it. The best way to keep off fake candidatures or candidates is using your Sense.
Things such as résumés not updated/uploaded, dilly dallying with interview schedule, not being specific with CTC or not answering calls are a few signs by which we can sense the interest level and seriousness of candidates.
It is always better to be clear with the candidates by asking some direct questions. Nullify the candidature if you sense something fishy and update your manager about it.
9. Ask for the Acknowledgement of Ail Email Communication– Asking for acknowledgement from the candidates about interview schedules or any other changes keeps us on a safer side. We can also produce it as a valid document when needed.
10. Know When Is the Right Time to Drop the Candidature: I generally drop the candidature of a candidate if they don’t turn up for the interview in the second time.
I also drop the candidature if they don’t make their stand clear for the next process. Not responding to the calls, or disconnecting the calls, or saying ‘I’ll let you know’ are bad signs for recruiters.
Finally, these ten are not the only points that can make you an excellent IT recruiter, but of course, these ten points can make you a better recruiter. There are some skills that cannot be mastered, but requires only constant improvement; recruitment is one of them. Happy sourcing.