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

  2. 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:)

  3. 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 🙂

  4. 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.

     

  5. 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. 🙂

  6. 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 🙂

  7. Amazing answer, loved those many insights.

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

    Happy Recruiting:)

  8. 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

  9. 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.

  10. 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!!