Steps to Better Manage Your Candidate Database

For most companies and staffing firms, a typical strategy is to compile all candidates sourced into candidate databases. However, these databases are often not well-organized, or not optimized to yield the appropriate results when time is of the essence. This renders the very purpose of databases futile. It is essential to have your candidate databases well-organized to make the most of the amount of financials and time invested in preparing the databases.

Here are a few steps to better manage your candidate databases so you can adequately use to find high quality candidates whenever the need arises.

1. Establish filters for categorizing candidates when you are using third-party sources

When you are sourcing candidates using third-party tools such as aggregators, job forums, job boards, etc. establish certain parameters using which they can be screened later after they are integrated through your Application Tracking System (ATS). Establishing these filters from the onset will help you search for quality candidates faster when you need to.

2. Employ third-party tools to better organize incoming data

Sometimes, your own organization skills and ATS might not be enough to handle the vast influx of applications you might be receiving from candidates. To ensure a well-managed candidate database under such circumstances, you might want to invest in third-party technologies that categorize resumes according to customized criteria you have set. These tools can typically be easily integrated with your ATS and make searching through your candidate databases infinitely more efficient.

3. Categorize based on skills, not keywords

Stuffing keywords into their resumes is a popular tactic of job aspirants to get through ATS and into databases. Instead of relying exclusively on keywords, add skills corresponding to the candidate entries in your database so it is easier for you to filter high quality candidates with the requisite skill-set for a job. This way you will not have to depend on complicated Boolean search strings and make your search process much more effective and streamlined.

4. Eliminate or merge duplicate entries

Often, databases end up getting cluttered and bulked up because of duplicates that might make their way into your ATS from multiple sources. It is essential to get alerted through the software regarding potential duplicates. Systems can identify these by matching email IDs, phone numbers, first-last name combinations, and so on. Once alerted, you can either eliminate the extra entry, or merge the records in case of additional information. This will keep your database organized and clutter-free, therefore saving you time when you are screening candidates.

5. Deep-clean your database every once in a while

It might be so that your candidate database is simply too disorganized to employ any managing strategy without doing a thorough introspection and deep-cleaning first- a process which might seem to daunting to even start. Then you keep continuing in the same vicious cycle and your database just gets more and more out of hand. It might be prudent to hire outside help, perhaps a freelancer, to clean up your database and organize it in a logical manner that you can carry forward through the rest of your sourcing process. This deep-clean might be required every once in a while to ensure your candidate database is at its optimum and can yield you the best quality results at as few searches as possible.

How to Recruit Candidates using LinkedIn?

The quality of a company’s workforce can make or break its reputation, and success rate in the market. It is, consequently, very important to pay attention to the recruitment process, so you can filter out the ideal candidates from the barrage of applicants, and convert them into ideal employees. Finding candidates who match up to your requirements might pose a problem, but it is easily solved in this age of social media. More and more companies are using social media platforms such as Facebook, Twitter, etc. to source candidates, and LinkedIn by far shows the most satisfactory results amongst these. LinkedIn also provides a more viable alternative to traditional recruiting sites such as Monster.com by combating the problem of quantity vs. quality.

When used correctly and strategically, LinkedIn can prove to be a powerful platform that helps companies narrow down on candidates with specific and coveted skill-sets, and build a competent and successful workforce. Here are a few tips on how to recruit candidates using LinkedIn:

Put in Work and Creativity into Building the Company Profile

Put in thought and effort into making your company profile on LinkedIn. This is the page that should give all potential candidates an overview of your company and what you expect from your employees. The profile should have regular uploads of blog posts, relevant videos and photos, job postings, employee testimonials, and links to your website and other social media platforms. Make sure your profile is not only attractive to job aspirants, but can also hook in their attention enough to convert them into applicants.

Make use of Network for Candidate Sourcing

LinkedIn connections are a great database to source your candidates from, and it also gives you a greater deal of control in the hiring process. In case you find your established network a bit too vast, you can effectively narrow it down using a few search tricks. For instance, instead of searching for job-related keywords, you can make use of the advanced search options and browse by industry, education, location, or even work history. Make use of the ‘tag’ feature to categorize connections based on your criteria, and view this list at one go. A paid subscription on LinkedIn will, however, provide you with more advanced search options to streamline your sourcing experience. You can also tap into your existing employee’s networks for further options of candidates who might have similar skill-sets and other requisites.

Consider Investing in a Premium Version for a Quarter

Consider upgrading to a paid version of LinkedIn. While the free version is itself a very powerful platform with a plethora of recruitment tools, the upgrades offer a more personalized and expanded toolkit that will give you greater control over your recruitment process. The LinkedIn Recruiter service is a very convenient tool, available upon upgrading, that helps you fine-tune your searches to a greater extent, and provides advanced analytics to gauge the success of your campaigns, create mass mails, etc. Though paying a fee for using the premium services might put-off some people, consider that investing (perhaps only for a quarter) will actually cut down on the cost of hiring a recruitment agency and give you a much greater deal control of and efficiency.

5 Tips to Boost your Candidate Sourcing Strategies

Candidate Sourcing refers to the recruitment strategy of actively scouting and engaging qualified talent, with an aim of converting them into applicants when positions in your company are vacant. To attract the best talent in your field and get ahead in the competitive job market of today, the company needs to put itself out there. Candidate Sourcing is of value to not only upcoming companies who may not have much brand recognition, but also larger establishments. It widens an enterprise’s recruitment horizon, making the process much more efficient and attracting applicants in bulk from which they can have the pick of the lot.

Here are 5 tips that will help you boost your Candidate Sourcing strategy and make the most of it:

Make Your Job Posting Easy to Find

Ensure that the job description you put out is easy to understand, and lucrative enough to attract the attention of potential applicants. Your job postings should be easy to find on job boards and forums. An Applicant Tracking System (ATS) that is compatible with these job boards can make the sourcing process easier for you by uploading the applicant resumes automatically and compiling them for easy sorting.

Be in Cahoots with your Hiring Manager

Make sure to be on the same page as your hiring manager from the very onset of the recruitment process. Clearly define what your criteria for a good prospective employee is, to make sure the candidate sourcing is done along those lines. A kickoff meeting is indispensable for the same. Discuss the job role, your ideal candidature, review the talent pool. Make sure the communication lines between you and the hiring department are open even after the initial meeting, and revert with constant feedback to make the candidate sourcing procedure efficient.

Make the most of Social Media

Make the best use of social media platforms for scouting passive candidates, nurturing them, and eventually converting into job applicants. This category of possible candidates may not have impressive profiles on job boards, but they are much more active on social media platforms such as Facebook, LinkedIn, Twitter, or even Instagram. You can streamline your searches based on keywords, skill-set, location, industry, etc., and you might be surprised to stumble across some very high-quality talent.
Along with scouting for talent, you should also post the job profiles on the company’s social media pages. Engage with potential candidates via the messaging system and answer any queries they may have. This will build a rapport and help in supplication conversions.

Use Semantic Search

A semantic search strategy helps you find candidates who might have otherwise escaped your notice owing to unusual or highly specific job titles. Semantic searches not only look for your specified job titles, but also related titles and synonyms. Ideally, a semantic search should scan for skill keywords, variations of title, and generic misspells. They can also find specific combinations of words or phrases in a sentence that may reveal the skill-set you are looking for in a candidate. Boolean search strings are usually the go-to option for conducting semantic searches, but certain ATS available can also make this task easier.

Compile Referrals

Referrals are a great way of sourcing candidates. You can compile referrals from existing employees, other recruiters, and even recent candidates who may refer to their peers. You can find both passive and active candidates through referrals, and statistically this strategy has been known to fetch some of the best candidates.

Top Staffing And Recruitment Trends For 2020

The year 2020 marks not only the start of a new year, but also the start of a whole new decade, and the spirit of revival and freshness is apparent not only in the internal strategies but also in the anticipation of fresh additions to the workforce. A young workforce who can breathe innovation into an enterprise is crucial to remain relevant and succeed in today’s competitive arena. Therefore, staffing and recruitment becomes a very important area that requires strategizing and creativity to attract and induct the ideal aspirants.

Here are a few staffing and recruitments trends that will come in handy in 2020 to keep you updated on the mostly candidate-driven workforce:

Employer Branding

Employer Branding is an important recruitment trend for 2020 since by promoting a company in the best light, it will attract more, and better qualified, candidates. By building up the company’s employer branding, it will be more attractive to job aspirants.

Social Recruiting

More and more companies are using social media as a major tool in their recruitment process in 2020. Social Recruiting, as this strategy is known as, does not only include putting up job postings on platforms such as Facebook, LinkedIn, job forums, and the like, but also the use of social media platforms to actively search for candidates, and attempt to convert them into potential employees.

Recruitment Marketing

Recruitment Marketing, which allows recruiters to attract the best job candidates and turn them into applicants, is a major trend for 2020. Not only does Recruitment Marketing help attract talent, it also ensures that companies stay up-to-date with the latest recruiting practices and helps them overcome any staffing hurdles.

Inbound Recruiting

The Inbound Recruiting strategy is one where recruiters encourage a continuous inflow of potential qualified candidates, regardless of whether the enterprise has open positions at the time. This engages the candidates and also creates a bank of applicants that may be converted whenever a position opens up. This makes the recruitment process a lot more efficient and streamlined for the long-term.

Talent Pools

Talent Pools are a big area of focus for recruiters in 2020. These are essentially a detailed database of candidate profiles, including applicants and sourced or referred candidates. A high-quality and large talent pool will ensure that a recruiter can fill up any vacancies in the company swiftly and efficiently.

Candidate Experience

In 2020, Candidate Experience is much more in focus. Employers and recruiters have realized the importance of ensuring the candidate’s experience during the entire recruitment process is positive, as these nuances often spread around by word of mouth. A candidate with a negative experience may very often warn other applicants from applying at a company, and effectively reduce the inflow of applications.

Recruitment Automation Tools

The use of Recruitment Automation Tools, that is, software that automates the recruitment procedure, is big amongst the recruitment trends of 2020. Tools such as Applicant Tracking System and Recruitment Marketing Software, and top-notch novel software that offer 2-in-1 automation tools, help in attracting, engaging, and converting job aspirants into applicants and prospective employees are covered in today’s competitive market where time is of the essence.

All you need to know about Work Authorization Visas in the US

If you are a foreign national staying up nights looking for lucrative job offers in the United States of America then there’s one phrase that must be extremely familiar to you: Work authorization visas. If you are from a different country and want to get employed in Silicon Valley or any other work-hub in the US, then you are legally required to process this precious document!

Figuring out the nitty-gritty of work authorization visas can be quite daunting since there are simply too many types and too many details that you need to get through. We will attempt to make it easier for you by elucidating on some of the important terms and points that you will often hear in conversations related to US work authorization Visas.

Curricular Practical Training – Be studious and earn at the same time!
CPT of Curricular Practical training is the golden buzzword for any foreign students in the US who are trying to deal with the burden of education loans and expensive living costs. CPT allows any foreign student to go for paid internships and avail employment training to boost their resume. CPT allows foreign nationals to do part-time or full-time work and earn in dollars as long as they are enrolled as a student in the United States. CPT also has several work-study programs which provide foreign students with the support they need to get an on-campus or off-campus job.

Curricular Practical Training – Be studious and earn at the same time!

CPT of Curricular Practical training is the golden buzzword for any foreign students in the US who are trying to deal with the burden of education loans and expensive living costs. CPT allows any foreign student to go for paid internships and avail employment training to boost their resume. CPT allows foreign nationals to do part-time or full-time work and earn in dollars as long as they are enrolled as a student in the United States. CPT also has several work-study programs which provide foreign students with the support they need to get an on-campus or off-campus job.

Optional Practical Training – Juggle education with employment!

Optional Practical Training is a great option for undergraduate or graduate foreign students in the US who enjoy F-1 status. This is specifically beneficial to students who are done with their degrees or have been pursuing for at least nine months at a stretch. The idea is to ensure that foreign students receive appropriate on-field practical training alongside their education. Some students do opt for pre-completion OPT while they are still in college but the majority goes for post-completion OPT which comes into use after 12 months of completing a college degree. A lot of students tend to complete one degree at a time, and then work through OPT for a specific amount of time before moving on to the next higher degree.

J1 Academic Training (AT) – Learning and earning has never been easier!

Academic training is a brilliant opportunity for any foreign student enjoying J-1 status in the United States. This gives them work authorization and allows them to actively look for employment in their field. Although, this is only open to students seeking a J-1 degree the job they eventually go for need not be academic. This also needs to be authorized by the international office of the institute acting as the student’s program sponsor. Foreign national students are often advised to check with their sponsor’s office for detailed information on their academic training eligibility policy.

The nonimmigrant NAFTA Professional (TN) Visa- A fantastic option for Canadians and Mexicans

The nonimmigrant NAFTA Professional (TN) Visa is perfect for Canadian and Mexican citizens who want to start working for employers in the USA. This nonimmigrant status is however not available to permanent residents of these two nations. However, for Canadians and Mexicans who want to apply for pre-arranged business activities in the US, this is the ideal way forward.

The H-1B Visa: The golden ticket for work authorization in the USA

The US H-1B Visa is the go-to option for US companies that want to provide work authorization to graduate-level workers. This visa is particularly for occupations which require technical proficiency in specialized disciplines such as IT, engineering, mathematics and medicine. People who do not possess a bachelor’s degree or higher can still avail the H-1B Visa by showing an equivalent qualification.

Now that you know the various options available for getting work authorization in the United States, there’s nothing that can stop you from flying to the USA for your dream job.

Optional Practical Training – Juggle education with employment!

Optional Practical Training is a great option for undergraduate or graduate foreign students in the US who enjoy F-1 status. This is specifically beneficial to students who are done with their degrees or have been pursuing for at least nine months at a stretch. The idea is to ensure that foreign students receive appropriate on-field practical training alongside their education. Some students do opt for pre-completion OPT while they are still in college but the majority goes for post-completion OPT which comes into use after 12 months of completing a college degree. A lot of students tend to complete one degree at a time, and then work through OPT for a specific amount of time before moving on to the next higher degree.

J1 Academic Training (AT) – Learning and earning has never been easier!

Academic training is a brilliant opportunity for any foreign student enjoying J-1 status in the United States. This gives them work authorization and allows them to actively look for employment in their field. Although, this is only open to students seeking a J-1 degree the job they eventually go for need not be academic. This also needs to be authorized by the international office of the institute acting as the student’s program sponsor. Foreign national students are often advised to check with their sponsor’s office for detailed information on their academic training eligibility policy.

The nonimmigrant NAFTA Professional (TN) Visa- A fantastic option for Canadians and Mexicans

The nonimmigrant NAFTA Professional (TN) Visa is perfect for Canadian and Mexican citizens who want to start working for employers in the USA. This nonimmigrant status is however not available to permanent residents of these two nations. However, for Canadians and Mexicans who want to apply for pre-arranged business activities in the US, this is the ideal way forward.

The H-1B Visa: The golden ticket for work authorization in the USA

The US H-1B Visa is the go-to option for US companies that want to provide work authorization to graduate-level workers. This visa is particularly for occupations which require technical proficiency in specialized disciplines such as IT, engineering, mathematics and medicine. People who do not possess a bachelor’s degree or higher can still avail the H-1B Visa by showing an equivalent qualification.
Now that you know the various options available for getting work authorization in the United States, there’s nothing that can stop you from flying to the USA for your dream job.