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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
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  • BANGALORE
  1. Even though Naukri is one of the main go to job portals in an Indian context and almost all recruiters use this day-in, day-out. But still there is a huge gap on how it is used, I would say less than 2-3% recruiters know how to use Naukri 360*. Below is my reasoning

    • Recruiters dont go beyond 2-3 pages on Naukri, even when there is good amount of data coz recruiters believe that, resumes beyond 2-3 pages is Junky, which is partially true. But does that mean, there are no suitable profiles after 2-3 page?
    • 70% of recruiters use keywords and 20-25% use basic Boolean. This is one more major constrain on why Naukri’s DB is not effectively used. For example: if you are in france and you can hardly speak french, then your communication might be broken or ambiguous. Similarly, the language of Naukri or any database search engine is Boolean, if you arent mastering it then you do not know how to converse with it.

    Tips:

    • Whenever you are working on a skill which has 2k+ resumes, then prefer using “Title & KeySkill” search, this will give you more qualitative profiles.
    • Use Designation search under Employment details (whenever you are working for roles which are designation driven)
    • Use NOT operator to build multiple search models & each search model has to give you new data set, this will make sure you dont end up with same repetitive profiles.
    • Bring in BigData concepts in sourcing “Slice & Dice data”. Whenever you have search results beyond 1k+, break it down into small slices. Lets say you are working for 2-4 years exp, break it to 2 – 3 in one search and then 3 – 4 in another ( you can break it down even to 2 – 2.6 in one search if you have large data set). Simple advice is, make sure you dont have more than 400 – 500 search results at any given point of time. This will ensure, you have the best of the resumes for that given exp range on your first page itself. If you dont follow this technique of slicing/dicing, then your good resumes might be beyond 2nd 3rd or more pages, which you will miss out on.

    Important: Move from being a JD centric sourcer to a candidate centric sourcer.

    Search Samples:

    Refer to the below attachment, I have added a few search models which will give you an idea of how to build probabilistic search models and how to use NOT.

    Search Models – Naukri

  2. This comment was edited.

    Generating keywords is an art by itself and the below points can help you derive synonyms for a skill.
    1- By carefully reading resumes. Most of the Recruiters miss out on reading resumes contextually and with a lens to derive synonyms.
    Example:
    Candidate should have experience with X tool. (Assume this is a sentence in a JD)
    I have very good experience working with tools like A,B,C. (Assume this sentence is in a resume).
    Now Recruiters should try to fig out if B & C can be suitable too if not A? Only if this question tickles Q Recruiter’s thoughts, he would end up checking with the Hiring Manager.
    2- Simple Googling can always help. Lets say your JD says, “Should have experience with Ant (build tool)”. You can just go to Google & say ” Ant vs “. Now you will get a list of options.
    3- Ask FellowMonk – Recruiting Assistant: On the right below corner, click the Monk icon, it will open up FellowMonk. FellowMonk will help you frame Boolean & also generate keywords for technical jargons. Currently it is trained with close to 1000 words, we will be adding more to this.
    The urge for generating more keywords is an habit and something most of the Recruiters need to practice.
    “Search doesn’t end just with the keywords in the JD”

  3. Yes, very much. We are in a period wherein the concept of degree is just changing so rapidly and with top companies like Google & others hiring non degree holders, even Zoho for that matter in an Indian context. Degree is just a piece of paper which doesnt justify anyone’s skills.

    In today’s era its all about how quickly you adapt to a skill and apply it to the business world is what counts.

    In one of the companies I had worked with, there was a candidate (without degree) who had joined as a typist initially, he turned out to be a rockstar recruiter when he got an opportunity to do recruiting. Today, he is with one of the best product firms as a TA.

    Personally, I have placed candidates in HR (Tech recruiter roles) Industry, those who do not have a degree. Having good comm skills & ability to quickly grasp is what I look for before training & placing them in HR roles.

  4. Keyword Search :

    • Most of the recruiters who use keyword search do not understand how the search engine works, why do they get these results and what can they do to tweak it. Basically those who use keyword search are not in a position to talk with the search engine
    • It is quantitative data set
    • You cant build complex search queries, lets say I want two mandatory skills out of A,B,C. You cant write one search string to perform this.
    • Being a keyword recruiter you cant search on LinkedIn/Google

    Boolean:

    • You have a hold on the search and you can easily talk to the search engine.
    • It gives qualitative data set.
    • Can build complex search strings for example – ((A AND B) OR (A AND C) OR (B AND C))
    • Once you master the art of Boolean you will marry the NOT operator which is the superman of sourcing and lets you build amazing probabilistic search models & gives you the ability to search any DB engine almost 360*