Zyoin.com – We are hiring

We at Zyoin.com, India’s Leading Online Recruitment Company are looking for young, passionate, high energy HR Professionals who can join our Recruitment team. We are a startup company, by successful entrepreneurs with background from IIT Kanpur and NITK Surathkal. We are passionate about changing the face of recruitment industry.

You can apply to us if you are :

 - Passionate Recruiter
 - Energetic.
 - Highly motivated.
 - Interested in Implementing innovative recruitment ideas
 - Believe that Recruitment is an Art.
 - Dont consider sourcing profiles from Job portals as a skill set.
 - Internet savvy
 - Currently based out of Bangalore

For more details or applying contact me at prashant@zyoin.com or call up +91-96866 22652.

Do pass this to your friends as well.

Look at what media has to say about Zyoin.com:

1. The Smart Techie Magazine: http://www.thesmarttechie.com/magazine/fullstory.php/SFRZ828618505

2. The Hindu – Business Line : http://www..thehindubusinessline.com/2009/03/02/stories/2009030250990200.htm

3. Deccan herald: http://www.deccanherald.com/content/3406/reward-points-system-recruiters.html

Regards,

Anuj Agrawal
www.zyoin.com
Bangalore

Linkedin For Recruitment

If you would have observed, the Advent of web 2.0 has brought lots of internet based tools to recruiter’s desk. So ability to use these tools efficiently has becomes a necessary skill set for any recruiter. World Wide Web is loaded with tools like Job portals, Social Networking website, Communities, Twitter, LinkedIn, Blogs and for that matter google itself, as a medium to headhunt or source profiles.

Compared to all the means Linkedin has come out as the very interesting tool for sourcing profiles, specifically if you want to reach to passive candidates with niche skillsets. Linkedin has free tools as well tools you can buy, But as all of us know buying tools of Linkedin is not the cheapest of solutions also it does not assure you any closure in spite investing good amount of money on it. With my experience I have found some of very interesting and free ways to source profile using linkedin. And I would like share it with you.

So let’s get started with:
The foremost aspect which represents you in Linkedin is your profile; it’s the single most important differentiator between you and some other recruiter .
Make sure you add who you are and what you do, your education background etc. Also share the kind positions you work for, type of companies you represent and do make it a point that you share your contact details including your mail id and contact number so that people can easily approach you.

Once your profile is ready, the next thing you do is to build contacts, this enables you to reach more and more people and improves your visibility, the best thing is import your address book from internet mail accounts and your outlook, find who all are there and invite them. If you have database of candidates or clients with their mail ids make sure you upload it linkedin thus adding all of them as your linkedin connections. Also keep adding each candidate whom you get to know constantly in Linkedin. This will help in continous increase in your connections. Also make sure you accept all invitations which come to you or even become a LinkedIn OPEN NETWORKER(LION)

Once your profile is ready and contacts list have started building up, you need to make sure that people who have worked with you, your candidates and as well as your clients recommend you, Linkedin also  provides a link to ask for recommendations don’t forget to use that.

Now you are all set to utilize linkedin to its fullest. So let’s move into how to use some of the free tools on Linkedin to source profiles.

1. Keep updating your status with the hottest requirement you are having this will allow people in your network to know what the hottest thing you have. Who knows right candidate might from someone you know.
2. Search for Linkedin groups which are relevant to what you are looking for, identify group by skill set, company names, education background, roles, etc. There are two important you can do, firstly post jobs in these groups and directly mail to group members. Do not choose groups by size but by your need. Also make sure you remove groups or leave groups which are useless. As Linkedin limits you to just 50 communities.
3. Question and Answers: Keep asking for question to all you connections, these question are also read by their connections ,
you can ask questions like I am looking for a Java developer from Internet domain can you suggest me anyone or say I am hiring Java developers can you help me in finding one or can you suggest me companies where I can get the java developers from banking domain. Who knows as an answer you can get a good candidate.
4. Searching people: This is a very important feature you can use to search through Linkedin. I would suggest you to focus on simple keywords like company name or designation or say Java if you are looking for Java developer. The result might be wide but can be useful. To make it focused you can use location criteria. Once you know that you have found the right profile ,you can directly connect with your first level of connections, for the second and third level the best thing is able to get contact details from the 1st Level connection whom you know well, when that doesn’t work see what groups is the person you want to contact is member of, you can mail to him if you belong to same community. Another way is search their names on job portals using previous companies name as combination, you might be able to get his email id or old contact number from there. If you still don’t find a way to reach the person, better call his company boardline and ask to connect.

Using all this regularly definitely pays off by in generating lots of passive candidates. With my experience using Linkedin I have found that most profile I get are unique, passive and generally the perfect hit for me.
Also I get approached by 3-4 peoples who saw my linkedin profile as need my services to get them the right job. Many are not useful but still it’s important that people start knowing you as the right person to approach when hunting for job.
One of the factors you should always keep in mind while using linkedin maintain strict formal relationships, use your words carefully and don’t make people feel that you are hurting their privacy, this will help networking efforts last of long.
I hope you find the knowledge I shared useful. I am sure there might be more ways to use Linkedin, I leave that for you to find it.
For any further details feel free to connect with me at anuj@zyoin.com

Core Competencies in a Good Recruiter

With our experience in Recruitment field, we have identified some of the very important core competencies in a good recruiter, following is brief about it:

Listening Skills: Great Recruiting is about engaging people, understanding what motivates them and then presenting them the right opportunity.

Persuation: Recruiters should be able to convince candidates to consider openings above all others

Counseling: The Best recruiters are  career counselors.

Persistence: Things always go wrong, good recruiters should be able to forge ahead despite negativity and conflict.

Risk Taking: Getting names, pushing the envelope and trying new things are part of the job.

Savvy: Be street smart, have lots of common sense, have lot of ingenuity and be quick on the feet.

Great Phone Skills: Using verbal skills alone, recruiters must be able to present the most compelling case.

Networking Ability: Recruiters must be able to generate a stream of great names from everyone they meet.

Do let us know your thought about it, you can also connect with me in case of queries at anuj@zyoin.com

How to reduce Hiring cost using simple techniques?

1. Calculate your Hiring Cost:

Do a proper calculation of your hiring costs, dont forget internal hiring manager’s time, advertising, Travel, assesment/ Testing and Third Party recruitment services.

2. Analyze: 

For any requirements, before calling your recruitment agency or advertising on newspaper or job boards, consider return over investment, I am sure there are 100’s of free and cost effective and efficient ways to attract quality talent pool, specially using internal referencing, social networking, online advertising , and don’t forget Zyoin.com

3. Share Requirements Exclusively:

Sharing requirement exclusively or in bulk to your vendors,  can be used as medium to negotiate rates with them, thus helping you to in bringing down your hiring cost.

4.  Streamline your process:

Verify your recruiment process, evaluate each of them versus cost, make necessary changes if required. Consider having your own website, there  are lot of development happening around Application Trackng Systems and Recruitment Software for powering your website. Involve your IT department as well.

5. Use Online Advertising:

Online recruitment advertising can offer lower costs and very effective method to big number of job seekers (both active and passive ones). Look at necessary Free Niche and Generic Job boards and Social Networking platforms.

6. Plan:

The recession would not last forever, and talent shortages would never go away, make sure you have a very robust recruitment strategy and effective recruitment processes in place, so that you have access to the best talent when the right time comes.

Regards,

Anuj, Director- Recruitments, Zyoin.com

Team Zyoin Pic

Shorter and more precise JD’s for you

Hi All,

Zyoin.com is making its JD’s much shorter and precise so that getting right CV becomes easier for you.

Let us know your thoughts on the same.

Keep Zyoining!!!

Prashant.

Companies using Zyoin as Keyword

Jobexindia steals Zyoin keyword illegally.

Get Paid for Every Qualified Candidate

At Zyoin.com, we have always been thinking of ways to motivate and retain our loyal base of referrers.

We observed that, we do get lot of referrer coming to us with good candidate profiles, but  not all get offered or join the employer, to keep our referrer excited about sharing good profiles we have come up with a reward point system which can allow them to earn money even if there candidates do not get offered.

For every action that one does, we have assigned a point.  And each point can be redeemed as cash.

Here is how the point System works.

1. For Every Profile Sent to Employer: 25 Points

2.  For Candidate is a CV reject/Duplicate by Employer: (-)25 points

5. Employer Shortlist Referrer’s CV: 25 Point

6. Candidate attends an Interview: 50 Points

7. Candidate does not attend Employer the Interview: (-)50 Points

In effect as a referrer you get 100 points for lining up a qualified candidate for an interview at customer end. This 100 points translates to Rs 100  and can be redeemed in 1000’s.

Though the amount looks small, but it definitely covers the cost associated  with lining up the candidate (mobile bill, internet usage etc).  Once the cycle of closure happens bigger rewards are always there for you to earn.

For any queries call me at +91-9686622652.

Happy Zyoining!

Prashant

Congratulations to our referrers

Recent offers from some of our referrers , Congratulations to all. Keep Zyoining

1. Rakhee Srivastava – Asklaila
2. Vijay Anand  – Ariba
3. B Krish – Fiberlink
4. Prasad K – Esko

Keep looking at Hot Requiement mails to close more positions.

- Prashant

Art of HeadHunting

In this we have tried to cover what, why and how of headhunting. Hope you find it useful.

Why HeadHunting?

1. Passive job seekers constitute the largest percentage of best talent in the industry.
2. 40-45% of the workforce in the industry comprises of passive job seekers.
3. Quality not quantity is the name of the game.

HeadHunting Methodology:

1. Mapping Talent
2. Name gathering
3. Getting past the gate keeper
4. Identifying candidate motivators
5. Call and subsequent conversation
6. Selling the benefits to the candidate
7. The client pitch
8. Objection / Concern handling
9. Managing the process
10 . Managing resignation

Now what is Talent Mapping?

“Who is where”                      – The  Human Capital
“Who knows what”                    -  Talent/Competencies
“Who joined whom (client)”       – Talent Tracking

Talent Mapping Process

Step1- Detail research about the client company
Step2- Detail understanding of the JD
Step 3- Identifying target sectors or target companies

Sources for Name Gathering

a) Linked in
b) Job Portals
c ) Google
d) Client
e) Target companies website

Getting past the Board Numbers

1. Just ASK-    Call up the receptionist and ask “can I speak with the X Manager.” There being ” are so many thing in the world you could fear more than the fear of judged” by others. SO MOST IMPORTANT and the BEST WAY – JUST ASK
2. Interview:-Become a candidate 
3. Business Seminar- Want names for sending the information about a conference.
4. Become a prospective customer
5. Proposing to sell a product or service for which the decision maker would be a person whom you are trying to headhunt.

Identifying the motivators

- Challenging job
- Salary
- Brand image of the client company
- Better career path in the clients company.

Benifits of HeadHunting

1. Exclusive database for the position
2. Database for future
3. Better candidates as compared to other recruiters

Do share us your views on how to proceed headhunting.

Keep Zyoining…. Prashant