Hey Recruiter, question the wisdom of Monk

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About

Engineer by Chance, Recruiter by Choice. The urge to impact more life of Recruiters made me create RecruitingMonk Will ensure, we keep enriching this platform with new features every month. If you have a similar goal and if you can support/contribute/partner then write to me : ashfaq@recruitingmonk.com

  • DESIGNATION
  • CEO
  • COMPANY
  • FellowApp
  • INDUSTRY
  • Staffing
  • EXPERIENCE
  • 7 years
  • LOCATION
  • BANGALORE
  1. Obviously Recruiter coz you are adding more value in terms of identifying right talents for the biz. But as a co-ordinator you are just co-ordinating stuff & in near future most of the co-ordination things will get automated.

  2. We shouldn’t be driven away coz of designations. Because designations keep changing & evolving, sometimes even varies company to company.

    What is Devops?
    It is nothing but managing a site, ensuring when the users increase then the system scales accordingly. In short, it can also mean Site Reliability.

    So SRE = Devops in most of the cases, but then I’d advice you to look at the key KRAs defined in the JD & fig out what are the primary & supportive skills which are asked for.

    Hope this helps

  3. You should be using phantom buster or dux soup kind of browser based automation plugins to achieve this.

    Others : DNNae , Data Miner & more..

  4. Did you check data miner? They’ve two models.

    Model 1: If someone created a recipe for scraping LinkedIn recruiter & have made it public then it’s easy, you can access it.

    Model 2: If not you can create your own & join data miner fb group, if you get stuck then post a Q there, they’d help.

    Hope this helps.

  5. That’s difficult, coz you don’t have a control on who is going to apply to your job. But you can have a control on how do they apply

    Today, people are integrating chatbots to their career pages and job posts. So BOT has a conversation with the candidate, thereby only suitable ones come to your inbox.

  6. Just to add on to what Nivedita shared. I’d suggest a DesignThinking approach here, you can try to empathize on what is that which will entice a top product candidate to join a startup?

    You can maybe talk to some 40-50 candidates just to get an idea & then come up with a DesignThinking approach, this will give you more clarity on what are the aspects which you need to emphasize while trying to attract top talent

  7. Got it. You can use this string and you wont get any junk data sets

    site:linkedin.com/in (after this you can write any skill which you want)

  8. Can you elaborate a bit? What is Lin? And what you want to avoid 30+ resumes? Kindly make it little more clear

  9. I have a slightly different perspective to this question. Even before we think of salary negotiation, we should have these data points ready. Once we have the below data points ready and then comes the question when should you discuss about it.

    1- What is the market benchmark for that role/skillset, what are your potential competitors offering?
    2- Is your CTC lesser or below par from your competitors or its fairly competitive?
    3- How good is the candidate according to your gut feeling?

    Now comes, candidate fitment analysis

    The best stage to start gauging salary expectations is in the First Call itself. But, it doesn’t stop there. I tell recruiters, try to engage with your candidates as much as possible, add fun/humor to your engagement. The more comfortable the candidate gets with you & sees you as a potential career advisor, than the one who is just wanting to fill his position. Then, the candidate will open up with you for sure.

    Now, if you figure out candidate is attending interview in a company which offers slightly more than you, but you guys have better work environment or maybe he is staying nearby or any edge over the candidate. Then catch up with him for a coffee or anything that holds good for a casual conversation.

    Try to speak for the candidate and try convincing why your opportunity is better, even though the other one is offering slightly more. When you are doing this, act like you dont own the Job Req for a while, coz if you dont do this then you will end up forcing the candidate. Try being the best buddy for the candidate & be a proper career advisor. Hitting a right balance on this, takes time & comes with practice.

    Talking about CTC starts from the first discussion & goes until the candidate joins. That’s my perspective on it.

    Hope this helps:)