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. It’s better to go with market parity so that the candidate doesn’t move to a new job in a short span.

    That’s why large MNCs spend huge money by outsourcing to analysts to understand CTC standards in the market, so that they can make sure they are neither giving less nor more.

  2. Trying to understand their personal goals. Coz someone of that level would have had some plans or might have some plans to do something which will create an impact in their line of biz. Try to understand if they wanted to build something or have planned to do so in a similar line of biz as yours (your company). That can be a good motivation.

    Secondly, just ask them if you get to work with us how do you think you can bring an impact over a period of time, let’s say from 3 months 12 months. How & what impact can you bring in?

    You can ask these kind of questions to gauge who can fit in well & who is coming with that extra zeal which can give him an edge over the other.

  3. 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.

  4. 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

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

    Others : DNNae , Data Miner & more..

  6. 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.

  7. 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.

  8. 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

  9. 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)