Let’s face it – recruiting is a challenging job. The better the challenge, the greater is the reward. If you do more than a million dollars a year, you belong to an elite club – big biller. We know that you want to be there and we put together a list of what you should do:

1. Wear a big biller attitude
2. What is the big biller attitude? Check out Adlerconcepts.com or BillVick.com

3. You need to handle a lot of data – and should be able to source, search, filter, connect, schedule and more
4. You should not be wasting time in data entry – as a big biller your time is better spent in networking and hunting
5. You need to know how to keyword search for resumes and arrive at your selected special bunch
6. You must be thinking: Move over resume search it is job to resume mapping time. You need an intelligent mapper

7. You need to be on the move – mobile access is very important
8. You need to get the word out, your job order cannot be found in just one or two job boards (no way)
9. Distribute your job order in style – your prospects need to know that you are looking out – you use widgets

10. You need sophisticated scheduling support – your recruitment time is very valuable
11. You need fantastic service and customer support backing – beyond just email support

12. You need to be smart about your budgets – free job order posting is a good to have
13. You are a brand – you are a fast track recruiter, you need specialty ads and branding solutions
14. Hot jobs, hot postings,recruitment advertising – all specialized to the hilt

15. Your customers (employers) depend on you – enable employer branding, put them on the spot light

You must be thinking easier said than done? Consider it done – above is a selection of features available at www.GoRecroot.com

Widgets by definition are a self-contained piece of code that you can move into, out of and anywhere. Widgets are one of the exciting ingredients of the new web (or web 2.0 or 3.0). In layman terms, a widget is a wrapper that help you distribute content.

For example, YouTube. At YouTube you upload a video, extract a link and post it in your website or blog, or you email the link to a friend. The recipient clicks on the link and watches the video. No large attachments, no need to download a player. A simple method to share video content. Now, we all know how YouTube is used and abused.

Talking about distribution of content, as relevant to talent sourcing and job searches - obviously both job orders and resumes form distributable content.

Eureka!? Not yet.

As a recrooter I would love to have a job order widget that I can distribute in the internet - especially in passive recruiting. I can post this widget in Facebook or Orkut. How will interested jobbers (job seekers) get in touch with me? What do they see when they click on my widget?

As a jobber, I would like to use this easy method, write a custom cover letter, attach my resume widget and distribute. In quick time, I can have detailed resume into several career sites. Right?

Why not try it out at GoRecroot

A particularly unique job order needed some 'tweaking'. Couple of us recruiters and our good client met over coffee. We could not help over hear the next table - also recruiters (is this cafe a recruiter hang out or what?) were on to their banter. Their conversation was getting hotter than the brew. Long story short: Your job order, my resume, how do we split the income.

Our client asked, does that happen all the time. We volunteered a guess, on the negative. Heading back, we googled out recruiter splits and you would be surprised to a lot of dirty linen in public (IPs - so to say).

Green opportunities beckon - you have the job order, I have my resume archives gathering dust. We jump in, all in good will. When there is income to share, goodwill is under stress and, relationships split. What's a good method:

1. The side that brings the opportunity takes the larger share (The risk is taken by this recruiter in dealing the business)
2. The person sending resumes is usually pulling out of the archives - not that there were hot hot resumes
3. If there are niche skills, or the recruiter is going out of the way to source resumes - discuss costs then and there
4. Basically agree on the split before sharing the resume

Wouldn't it be nice if someone started job order sharing service? Apparently, somebody did...
GoRecroot - truly a service to go recruit

Our friend here has a good story. They almost lost a client in the process of splitting earnings.

Before:

Go to job board
Pay for a year
Search resumes, filter
Worry about accuracy, though nothing much could be done
Download resumes one by one
Or, depend on the job board's over used and abused (to the extent of spam) broadcasts
Manual resume scavenging
Pull out email IDs and phone numbers
Call (and be surprised that the candidate has nothing to do with your requirements)
Scamper to get some schedules
Best case: 500 resumes ran through in a day, and some schedules with luck and the recruiting God smiling at us

Now:
Search (Oh we do not pay for access anymore)
Actually, do not search, map resumes to your job order, get ranked results (this is nirvana)
Preview samples, fine tune search again
Drill down to a good basket of 75 - that's something that me and my peer can cover in an hour
Add your shortlisted resumes to your desktop
Download - do not bother - get the information you want from your resume (not data)
Generated a report of just phone numbers and name for us to call
Generate a report of skills and name for the interviewer (not resume dressing needed anymore)
We select <a href="http://www.gorecroot.com/store.aspx">candidates for skills</a> not for their resume formats

Are you asking, where this can be done?
GoRecroot for progressive recruiting - True customer oriented eCommerce approach to recruiting services - That is truly a first

A peer in the MIS world was good to point out the the difference between information and data: Information is useful data. Coming to our world: resumes is data, qualifying, mapped resume is information. And, information is wealth. Amen.

earch. You do not want to deny the abundance of information that is available on the internet either. Depending on your skills and where you want to be working next, see if your target employers and their head hunters are hanging out in Print Classifieds or Job boards.

BEING COOL
Email is new age - it has been for over 15 years now:), but an email ID such as kewldude800@xyz.com is not a great identification. Also see what your social networking page is saying about you - from the eyes of a headhunter, hiring manager or recruiter. Please blogpost here about 'Big Brother is Watching'. Also your resume or your job hunt webpage is a business document, it is not your platform to express political views.

Balance 994 things you do not want in your job hunt come under 'common sense application'. We do not want to question your CSA quotient by putting down all of those 994. (Actually, "6 things" as a title did not sound grandiose enough to attract your attention)

Thank you for blogging here.

OUTSOURCING YOUR JOB HUNT
If you are getting a peer or a consultant to do your job hunt to the level of making contact with a prospective employer - stop doing this now. You can get help to the level of someone gathering job order description or information for you. You make the connect - use the opportunity to create an impression.

RESUME BLASTING
Do you treat your resume like a promotional mailer? Distribute it all over the place or get a group email ID and broadcast? This means (1) Your cover letter or your resume is not customized for the job order in hand - Resume customization in lieu of arranging the skill sets for the given job order. (2) You do not follow up, there are employers who seek to measure your interest with the follow up method that you adopt. Plus your prospective employer or their job consultant knows that you are hunting around, which will reduce your market value.

Another aspect of mindless blasting is clicking the APPLY FOR THIS JOB button wherever you see it. When you submit your resume to a job where you do not have minimum qualifications - and you have a reason to doing so - make an offline connect.

75% of email traffic received by a generic ID such as careers@bestemployer.com is junk. If you rely only on email to get your next job - forget it. Your resume is probably in the junk folder.

PRIVACY
Do not write a tell tale resume with private information. We've heard enough and more about misuse of private information. Another aspect of privacy - using Internet at work to coordinate your job hunt. Wake up - Even a mom &amp; pop street corner store can afford a network and a firewall in it.

INTERNET JOB HUNT BALANCE
You do not want to rely entirely on the internet for your job s

Is this the end of the two page resume as we know of it?

There are some good reasons to say yes. With the introduction of online job boards, <a href="http://www.gorecroot.com/">international recruiters</a> and <a href="http://www.gorecroot.com/corporate-recruiters.aspx">hiring managers</a> have the real need to slice n dice through large volume of resumes at a pop. A digital resume portfolio is increasingly preferred over an emailed or snail mailed resume.

The essential difference: Provide career data in a marketable fashion in one neat package.

The best of new age job services actually provide a full service for the Jobseeker and often times for free. Job seekers are supported with the ability to follow and stay ahead of the latest trends in resume presentation with voice resume (or talking CV or audio resume, video resume (like one jobber put in a mini video of his training session in the curriculum vitae , multiple photos (good old profile shot, shot of jobseeker at work and, in a relaxed ambience).

All that creates a jobseeker branding and all through web 2.0 enabled easy-to-use technology. Jobseekers can post samples of work, recommendations and awards, video and much more.

www.gorecroot.com has some progressive resume presentation or resume builder features. Stopping by would be good use of time.

Make a voice resume or power your job order with voice.

Decide the approach for your voice resume: (A) I am going to present highlights from my resume (B) I am going to add information to my resume (C) I am going to build intrigue with a story or an achievement (D) What are attention grabbers - in a 1 minute voice recording you should have 3 or 4 attention grabbers.

Here is your check list:
1. I have a script before I can record
2. I have rehearsed and heard myself, I slept over the script and it looks good
3. Someone listened to my voice CV and gave me feedback (not a patronizing friend)
4. My voice CV adds value to my job resume - in 4 or 5 specific points
5. There is quantification of my achievements that a recruiter can relate to

YOU HAVE A GREAT VOICE, THEN
(not because you can sing in the shower or your friends thought so)
Do not get carried by the voice and try to sound good
Do not over stylize
Remember not everyone with a great voice made a great orator or a singer

NOTHING UNUSUAL ABOUT YOUR VOICE THEN
Good, focus on the content
Speak slowly, clearly
Choose words that make you sound better
Short sentences help you sound better
Choose to present in lists
Remember some of the greatest singers or orators did not have the best of voices

End note: Your voice CV is about your career and not your voice - So try one.

I HAVE A VOICE CV BUT DO NOT KNOW OF A PLACE TO POST IT?
Oh that's easy
www.GoRecroot.com is one of the better places for a multi media career portfolio

Enjoying the anonymity of the internet in social networking? Are you revealing a bit more in Orkut, Facebook, MySpace, YouTube, or BlogSpot? Extreme political opinions, photos, college pranks, "weekend" preferences and more?

An increasingly popular trend, graduates stepping out of universities and looking ahead for their first interviews are closing their social networking pages. Reason: Big brother is watching. Job hunters are increasingly conscious of anything they put into the online sphere—even e-mail, which, of course, can be forwarded to anyone.

These are not entirely paranoia. There is anecdotal evidence and some HR reports talk about corporate recruiters are Googling potential employees, having interns log onto social networking sites to check out an applicant's profile, and using the online world as another way to check references. This trend, combined with the growing population of sites like Orkut, Facebook and MySpace, has many young people uneasy and unsure about how to navigate a new world.

B-school administrators and professors are beginning to advise students on maintaining a professional presence on social networking sites, in e-mail, on personal Web sites, and blogs. "Even if it's password protected, recruiters have profiles, too, and can get into your groups."

In a survey by AfterCollege.com a little more than 70% of the 60 students say they continue to post the same things they always did, even though potential employers might be taking a look. About 20% of the 90 employers who have so far responded to the same survey, say they investigate new hires by visiting social networking sites. A considerable 6% of employers say they've decided not to hire someone based on what they saw online, but another 26% responded to that same question with "no comment."

To quote Roberto Angulo of AfterCollege.com "Students should be more concerned than they are".

Spiraling costs, be it office space, transport overheads or big time salary payouts in any industry headed for some costing / profitability realities - some new important questions will be raised. Especially in the area of human capital management</a>. Unlike the past, when developing Human Resources  for the sector, was simply a matter of hiring and on-the-job learning, today's Knowledge professionals require companies to deploy 'Best Practices' that create a conducive environment for achieving customers', personal and professional goals.

Talent sourcing and mapping would come under increased focus. Output from academia is not showing massive signs of industry or vocation orientation and, given that sector's track record nobody is betting on overnight changes.

What is the global recruiter planning to do improve his sourcing smarts? Outreach is probably a given, with fat corporate budgets and multi channel tentacles. You now have all resumes parked in your email boxes - fine and dandy. What next? Good fitment is, often needle in the haystack.

Any experiences - fellow recrooters?

Any one talking about reversing trends and changes yet?