RecruitingMonk

Thanks to everyone for tuning into yesterday's LinkedIn live. Here is a snippet of what we had discussed yesterday. Recruiters who missed it can quickly run this through and for those who attended, you can have this as a ref. I'm committed to bring out the most common errs recruiters do and most of the recruiters arent aware they do such errs. And the reason behind these errs has to do with, the way we started our careers and most of us never got a structured fundamentals to learn. Unfortunately, lot of content on the web is either misleading or not so structured. Yesterday's session was more to tickle the thoughts of Recruiters, so that they know it next time what are the errs they could avoid. You can check your sourcing and basic tech skills right here at : quiz.recruitingmonk.com Were you part of yesterday's linkedin live? Out of the top 10 mistakes, which one was a learning take away for you? If you had some takeaways from yesterday's session, do drop in the comments. P.S : Join the upcoming batch 12 of mini diploma for TA, a 3months extensive mentoring program for experienced recruiters. For details drop a ping to Yaswanth Lohar Veeravalli #664

Candidate experience starts with the very first touch point - Candidate Engagement. If we look at the candidate pitch of Recruiters, most of which can be defined in the below buckets 1. It is BOT'sh or very transactional 2. Trying to oversell the role by loading tons of info 3. Great pitch, but works great for only one segment of PERSONA. Every candidate wants a good salary, but they do have certain expectations other than the CTC. How many recruiters try to gauge that expectation? These expectations of the candidates vary with the level of seniority. A good candidate pitch starts with a plan : 1. Jot down all possible expectations candidates can have : Flexibility, growth, yearly travel benefits etc etc... 2. For each expectation, try to jot down a story with in your org. 3. For each story, pen down the hook, the pun factor & the form and shape in which the story can be peddled out. 4. Have a story chalked out in different phases : 4a. The first pitch 4b. The first mail 4c. After the first round etc...... This will ensure, candidate experience is personalized and not crafted keeeping just one PERSONA in mind. Today, even the 2-5% recruiters who think they hold an amazing conversation, are in reality holding a great convo for 1-2 defined personas only. Thoughts? P.S : Join the batch 12 of mini diploma for TA. We discuss, how to leverage storytelling as a subject to entice candidates and HMs. For details, ping Yaswanth Lohar Veeravalli #recruitingmonk #662

Here we go, another LinkedIn live for all the Recruiters out there. Lets tune into, the most common sourcing mistakes recruiters do. Guess what? Most of these mistakes, Recruiters dont even know they're doing a mistake. Ask, 10 Recruiters whats their strength? 8 would tell you SOURCING. I'll be presenting to you, what I've learnt by running quiz 1.0 an assessment platform which had around 4K+ Recruiters assess themselves in last 2-3 years. I will be focusing on, what is search BIAS and why Recruiters dont tend to see beyond the bias. Our 2.0 version is live currently, do check where you stand in ref to your sourcing and tech skills. Check it out right here : quiz.recruitingmonk.com Feel free to spread a word around & nudge your colleagues. What according to you are some of the most common sourcing mistakes? Drop your comments #recruitingmonk #663

As promised, here we're live with quiz 2.0 for tech recruiters. This quiz will work as a Social Scorecard, if you've topped amongst other recruiters then have this on your linkedin or even your resume. For those who dont get to top it, you'd understand where your gaps are and where do you stand in ref to thousands of other recruiters. If you've picked up RecruitingMonk courses in the past, this will test your skills in terms of how much you're able to implement from your learnings. If you're hiring recruiters in this market & being bombarded with hundreds of profiles, get them validated and ask them to share their score card. Quiz 2.0 is more of an evolved version from what I have learnt by assessing 4K+ recruiters from 1.0 Do check it out, the quiz has about 5 modules. 3 are pretty basic ones and 2 are fairly complex. Will make the leaderboard live once we hit a decent number of recruiters. Arent you intrigued to know where you stand amongst thousands of recruiters? Give this a shot : https://lnkd.in/gVkNasQr Thoughts? Do you think having a social scorecard will help top recruiters get noticed? We want the top ones to be noticed and others to know, they've got areas to upskill. Yet another giveback to the community. #recruitingmonk

Yesterday was having an intense conversation with Kingsten Jones on how to probe techies and spot the cream layer. Kingsten has been hiring top devs for quite sometime now and his probing skills is just top notch, easily amongst the top 1% recruiters. This is what he had to share in ref to probing : 1. Project Structure : How is the services structured in the candidates org and in which service is he contributing to. (Services in context to tech) 2. Internal tools vs User facing queries : Candidates working on internal tools may not qualify for top devs, but the ones building or working towards the user facing services are the top ones. 3. Company biz : Understanding the businesses whether its ecom, infra heavy, fintech etc.. & figure out which ones have the highest dependency or usage. While hiring for any company, if you dont understand the hierarchy of services being built and which one is the most complex service at your org. Then, you're just shooting in the dark. Not every candidate who works at a big brand is a top notch candidate. Kingsten Jones will be addressing the current batches of mini diploma as a guest speaker, trying to share his experiences on how he spots top talent and how he maintains a pretty high interview to offer ratio. Whats your mantra of probing? Did you try understanding the project structure at your org and the hiring context behind every role? P.S : Join the upcoming batch 11 of mini diploma for TA, for details drop a ping to Yaswanth Lohar Veeravalli #recruitingmonk #646