I was about to post this reply and saw Shri's reply already there, which is similar to what I wanted to share with you Piyush...but still, I am adding my few points...hope it helps...


When you mean “Recruiter” is it for IT? Or Non-IT…though it makes no difference…the main point is you need to have the minimum but comprehensive knowledge of the skills you are recruiting for.

But for IT : it’s a bit more complicated, where you should be aware of the most happening languages, their usage & their advantages on other techniques.

In brief ::

1)Knowledge on the skills you are hunting for.
2)Be aware of different companies who are working on similar platform, which would save a lot of time searching for prospective candidates.
3)Very good communication & people management skills, you should be able to analyse a person right from the telephonic interview itself!
4)Patience, follow up & “never give up” attitude!!
5)These days, research about the companies who are closing down. It helps you when it comes to head hunting.
6)Build & maintain a good PR. You can start from social/professional networking sites. Job portals are only a source…
7)Last but not the least, maintain a database for each and every skill, it helps you have a track of the candidates for future follow ups & saves a lot of time.

I guess this would be enough as a start…waiting for more inputs from other members as well.



Shri, well said... I agree with you on this...


Diana

Thanks Shri

Hi Piyush,

Diana has given a good overview, in my view a few things has to be added...

1. References will work a lot instead of searching on Job Portals.
2. Maintaining your own Database
3. Good Rapport with Clients as well as with Candidates too.
4. Good negotiation skills.
5. More importantly patience
6. Must know each and every aspect on Job Portals, how to give Key skills,Mass Mailing and importing your data base to Excel


Jagan

Hi Jagan,

Thanks for your inputs...

Well, regarding "mass mailing"... I think it is best to find out & be sure that the candidate whom you are mailing is having the required skills.

I usually receive so many mails, which are annoying, on PHP, designing, SEO, Testing, Oracle.....etc...Just because I had mentioned these on my profile as technologies & areas of recruiting expertise & I am sure many other recruiters would also have this experience.

I am not against mass-mailing...It can & should be used since its quick, saves a lot of time & you get response from the interested candidates only, with other details like CTC, Exp, location... etc.

You can use this method when you just want to have a quick try, especially on outstation candidates or those who are actually not looking for a change or those who have appeared some months back. Provided, that profile should match exactly with your vacancy. (A quick browse on the profile will help).

Make an excel sheet with the minimum information, e.g. name/exp./contact No/email/location/current Co. & then send a common mail with a brief on your Co.'s profile, JD, location & other information you would like to give/know.

This not only saves you time, collects you more information for your database, but, adds more value to your efforts...since the candidates receive relevant mail, which makes them feel, they are halfway through...& you will never send a mail twice to the same candidate who is NOT interested…

What is your take on this?!

I agree about chances of getting good references...

But "keywords" do not work...as I had mentioned, you get the profile of many recruiters who contain those keywords...isn't it!?...

As, I said, I am not against it...but personally, would not opt for it, unless I have not browsed the profile at least one glance, to know if it is relevant to what I am looking for...then shoot a mail...