Hey Recruiter, question the wisdom of Monk

Forgot Password

Lost your password? Please enter your email address. You will receive a link and will create a new password via email.

Sorry, you do not have a permission to add a question, You must login to ask question.

Sorry, you do not have a permission to add a question, You must login to ask question.

Sorry, you do not have a permission to add a post.

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. LinkedIn doesnt give any filter to filter data by notice. But there is a small window through which we can achieve this via X-ray or Google search

    site:linkedin.com/in Java “Looking * Job”

    The above string will give you people who have written looking for job or looking for developer job or looking for java job or any other combination which people use.

    And in place of Java, you can add your skills which you are hiring for. Play around with X-ray search, you will get a hang of it.

    Hope this helps 🙂

  2. Haha that’s just an analogy to add little humour, irrespective of the gender of candidate & HM 🙂

    If you Google Recruiting & Dating, you will get lot of fun stories/articles by top writers & bloggers. Read them out for some laughter & some good pointers to take from.

     

  3. This comment was edited.

    Candidate (Girl) – Hiring Manager (Guy) Relationship is like a dating scenario.
     
    He tries his best to impress by talking about the role, culture, future etc.. Now the guy cant impress a girl in one meet itself, so he deserves a bunch of meets (formal/casual).
     
    Each time he meets, he can try his best to impress. More meets = More chances of Impressing.
     
    Hope your recruiting story has a happy ending. 🙂

  4. Today, there are thousands of Recruiter Jobs out there just coz of the below:

    • Unstructured sourcing funnels
    • Data scattered all over the place
    • Sourcing activity is the most time consuming one

    Now this is bound to change in years to come, with AI & centralized data systems coming up with BlockChain models, its just a matter of time that most of the sourcing activity will be done in couple of clicks. But the question is, can 100% sourcing happen in couple of clicks?

    • 40% of candidates have detailed profiles on the web. That means, they can be accessed in couple of clicks by a good AI or scraping system.
    • But 60% of the candidates dont have a detailed profile. Now this makes the job of AI systems difficult and also the job of a mediocre sourcer. Most of the sourcers dont consider these 60% data sets while sourcing and they tend to miss out on them.
    • Engagement is the new sourcing, people who realise this today and start shaping their recruiting activity more around Engagement will have better careers in near future than those who dont realise.

    How Engagement = Sourcing?

    • Resumes be it on Job boards or LinkedIn are dead, unless they are updated. And people update it only when they want a new job. But a good recruiter is one who can move a passive candidate & entice him for a new roll.
    • To entice a passive candidate, one should know his recent tech stack which we do not know. But the only way one could stay informed is by coming up with an engagement strategy & trying to understand the new tech stacks of the candidate.
    • Secondly, a proper engagement strategy helps candidate remember you as a brand & candidate might buzz you when he thinks of a Job or might refer his colleagues or friends.
    • CandidateID is one such tool which does an amazing job when it comes to blending marketing + recruiting – a perfect engagement strategy.

    Conclusion:

    Sourcing isnt dying, but its just getting more & more interesting. And by clubbing sourcing with a right engagement strategy it gets even more amazing.

    Here’s an article which believes the same, sourcing isnt dying. Check this

    Hope this helps 🙂

  5. Amazing answer, loved those many insights.

    Such answers is what will inspire and help the recruiting fraternity. Kudos to you buddy.

    Happy Recruiting:)

  6. IT Industry has thousands of fake folks out there, its all about how smart is the fake candidate. If he or she is too smart, then he can bypass any strategy of yours or AI.

    But here are a few tips around how to minimise fake candidates

    • There are a list of companies which provide fake certificates. Many large organisations have this list and this helps them spot fake folks.
    • If you look at their projects it will be very similar or very small scale (school/college or some basic projects)
    • Ask open ended questions to the candidates, this is the best way to spot fake ones. Here are some samples of open ended questions
      • You have mentioned using spring, what was your contribution using spring in your current project?
      • Can you explain me about the project and what was the use case of the project?
      • How big was the team involved in this project, was every team member was based out of India or there is someone in client location?
      • Ask for colleague or manager reference(name) for BGV, say you wont contact them until you are offered. But we take these details during the initial round itself.

    Asking such open ended questions which can be only answered by people who have been physically part of the project, this helps in weeding out lot of fake candidates as they would stammer or wont have a proper answer.

    Hope this helps

  7. Normal X-Ray:

    site:linkedin.com/in “verification engineer”

    Image Search:

    Google Search: “verification engineer” -LinkedIn

    Click on –> Images –> Settings —> Advanced Search —> Image type —> Face & enter.

    This will lead you to new pages and might lead you to forums of these engineers. This is a gold mine to explore beyond Linkedin.

  8. Everyone knows that, there are thousands of Indian engineers across the globe. If you are looking to search Non Indian engineers, then this is the below approach

    On LinkedIn: (Recruiterlite)

    – (“data engineer” OR “Bigdata Engineer” OR “Data Architect” OR “Big data Engineer” OR “Bigdata Architect”  OR “Big data Architect”)  AND (kafka OR flink OR storm OR kinesis) NOT (JNTU OR “University of Madras” OR IIT OR BITS OR NIT OR Das OR Reddy OR Kumar OR Jain)

    You can add most of the Indian university names and common surnames of Indians in NOT.

    On X-ray:

    site:linkedin.com/in “Data Engineer” -India

    This will give you candidates who have not worked in India ever. (if candidates havent written the city, where they worked then you wont be able to negate such corner cases)

    Hope this helps!!

  9. I was handling the RecruiterLite dashboard from one of my clients and I used to have regular interactions with the LinkedIn business partners. They say, around 40s is a good average to have in terms response rate on LinkedIn.

    And I believe the below factors play a key role in terms of whats the good response rate

    • Pool availability for a role vs Number of Job openings in that location
    • Are you pitching mostly to candidates who have spent min 15-18 months in their current company?
    • If you are pitching to candidates who are in their new company for just 6 odd months, then does the company have any ramp down? If no, then response rates can be lower.

    Last but not the least, keep doing a lot of A/B testing with your message, personalisation, a bit of humour etc. Keep trying until you get that one message which performs well for you.

     

  10. inurl , intitle, filetype are super powerful operators which lets you mine data across web with ease.

    inurl:users.xml “programmer|developer|engineer” “gmail.com”

    Let me help by decoding your search string. If you hit the web (Search Engine)

    inurl:users.xml : This will get you those datas which has the terms users and the file is in xml format. Mostly users.xml can help you mine users data available on public and in xml format.

    “programmer|developer|engineer” : Now, you are telling the search engine to make sure that the results (inurl:users.xml) has any of these words (Programmer OR Developer OR Engineer)

    “gmail.com” : Your third parameter of the search ensures, you get only those pages which has atleast one sting as gmail.com. This basically helps you index those pages which has one or more mail IDs as that of gmail.com

    Hope it helps.

    Happy Recruiting 🙂