What makes a smart recruiter

Just few reasons in general theory.

1. Resiliency

2. Continuous learning

3. Entrepreneurial mindset

4. Long-term relationship building

5. Equal treatment for the candidate and client

6. A networking expert

7. orchestrator with Common sense

All recruiter should follow this:-

1. Care every client and candidate you deal with.
2. Need to have incredible energy like machine.
3. Be honest-- even it is bad news inform the candidate personally.
4. Do what you say, keep up your words.
5. Listen what clients and candidates says.
6. Elephant like memory. Good to remember where candidate works and his salary.
7. Have positive mental attitude.
8. Makes candidates feels special.Talk to them, remember their wife, children names.

I think every recruiter should have this.  What do u think?

What a trainee recruiter should know -practical fast training material

Recruiter detailed job Description:

1.    Get detailed job description from client. Talks to them know what exactly they are looking.

a. Like title, rate, duration, end client name, how many year exp

2.    Get all details from consultant.

a.    Full name

b.    Visa status

c.     Current location

d.    Two references

e.    Employer details

f.     How many years relevant exp

3.    Send your company MSA (sample master sales agreement) to resource employer to make sure payment terms is acceptable.

4.    Send Non disclosure agreement to consultant

5.    Do pre screening interview: Google some questions and u can manage.

6.    Check reference.

7.    Ask about background check.

8.    F2F / skype interview –check his availability

9.    Not to leave the contract in-between.

Where does u get requirements?

                   

 Client: Get all details and send only match resume. Don’t send resumes unmatched.

Preferred vendor: rate will be less than getting from client. Working with sub contractors, carefully handle sending resumes. He may bypass us. Get non-disclosure agreement.

Vendor: try not to work. If u r working keep ur margin and track everything.

How do u source resumes:

1.    Send mass email in Google groups, yahoo groups, LinkedIn and twitter.
2.   Save all supplier / hotlist supplier email id in notebook and send separate email to everyone.
3.   Keep regular touch with few who respond only ur emails. Call and talk to them about requirement and make them understand what u need.
4.   Don’t disclose any info unless they are loyal to u.
5.    Keep data in excel. Update regularly.
6.   For ERP: erp-consulting is sourcing tool.
7.    Try to get many GC and citizens, so there won’t be any layers.

 In General:

1.       Most important: work hard first 6 months, then the flow will come automatically.

2.       Be prompt and speed in ur work, otherwise someone will take ur resource and place.

3.       Let ur client and supplier know who u r what u want from them.

4.       Talk to ur client, about payment terms and interview result for immediate. This helps in     all ways to close one deal.

5.       Talk to supplier to send invoice correctly and with relevant data/proof to avoid delay in payment.

Top ten mistakes employers make

Classifying all workers as exempt, whether they are or not

Although classifying all workers as exempt and paying them a salary would be easier for both the employer and (arguably) the employee, legally it’s not a good idea and can get companies involved in hefty lawsuits. Read more about avoiding exempt/non-exempt wage and hour law issues here.

Letting workers take lunch whenever they want

Allowing employees to take the required 30 minute unpaid lunch break whenever they want can also put your company in danger of a lawsuit. Employees are required to take a 30-minute unpaid meal period if he/she works more than five hours.

The break must be taken no later the end of the employee’s fifth hour of work. If the employee does not take the meal break within this period, the employer must pay the worker one additional hour of wages.

Make everyone an “independent contractor” because having employees is too much trouble

Just because you want the worker to be one, or because the worker prefers independent contractor status does not make it so. Ultimately, 46% of Independent Contractors reviewed by the IRS are determined to be misclassified and one in three companies fail a worker classification audit. For more information on independent contractor misclassification, read 1099s and Independent Contractors: What You Need To Know.

Not providing training about harassment and discrimination to managers and supervisors

By law, employers with 50 or more employees must have their supervisors complete two hours of training about sexual harassment. The training must also be conducted every two years.

Let workers decide their own schedule without supervision

Employees cannot decide which days and how many hours a day they prefer to work. Most employees are restricted by law as to how many hours they can work per day without having to be paid overtime.

Terminating workers who take leave of absences

Workers have protection under law for reasons such as workers’ comp, disability, pregnancy, medical, military, jury duty, etc. There are laws that provide protection against retribution for workers taking leave.

Not giving workers their final checks if they fail to return company property

Not meeting final paycheck deadlines can be costly. If a worker is either terminated or quits more than 72 hours in advance, the worker’s final check has to be ready on their last day.

Provide loans to workers and deduct the money from their paycheck each pay period

Under California law, no other deduction other than employee benefits such as health insurance is permitted.

Use non-compete agreements to protect confidential information by preventing employees from working for the competition.

Non-compete agreements are prohibited in California with only a few exceptions. An employer cannot keep an employee from working for another company, as the company would be seen as preventing the worker from earning a living.

Implement a “use it or lose it” vacation policy and avoid paying out all that money at termination

As the employer, you may place a reasonable limit on the accrual of vacation, but you cannot take away what has already been accrued.

Read full story : calchamber.com

I have great invoicing / time sheet story.

My consultant X who i subcontract with Y and Y subcontract with Z. Consultant X left the project due to some reason. Now client requested his to do remote job for which didn't copy to Y Company. Y company thinks X and me cheating them. Now i am in between both X and Y to solve the problem. X has to send his time sheet to Y, so Y can invoice us. Since X send his time sheet to Z , Z will be invoice us. Y will be looser and i will get bad name from Y.

X - is playing nicely. He wants more money in his pocket.

If there is no Y, Z will be paying more to him.

How do u handle consultants like this?

Don’t work with them --this is simple.

Work, but talk everything upfront and give him in writing. – Of-course this won’t solve ur whole problem at least solve 50% of tension.

I started my day by starting a blog for me (personal) Then arranged 2 interviews for my work. Now it is 10.00am CST. The client rescheduled the interview two times this morning for two of my consultants . It is really headache to rescheduling interview, that's fine. This is part of my work. Little hard work with head ache, gives you closer.

Issue here : the consultant didn't like time change, because he has meeting at his office. But the client is free only at that time for today.

solution : If u want to close it soon, request ur consultant and accept the time for interview.

I made my consultant to accept by using my mkt words.

like : we need to close it soon. when u get chance do it, u may never know what Will happen tomorrow. he changed his mind and accepted. But he has to postponed his office (the current one) work.

Also note, you need to be fast when u work in recruiting. i will say this in all my blog mostly. this is very important in recruiting and in job finding.