Category: Uncategorized

Candidate Back Out/Offer Declines

Sharing it to my Connection..


Types of back out:-

Let’s look at what stages of the recruitment process a back out can possibly happen.

1. Candidate backing out before the interview
2. Candidate backing out after interview
3. Candidate backing out after accepting the offer
4. Candidate backing out before joining
5. Candidate backing out just after joining

Probable reasons for back outs:-

Varied reasons can be attributed as to why a candidate back out, from my past experiences below are some of the common ones –

Have in hand several offers and will decide on the one best offerDeveloping cold feet at the last moment before submitting his/her resignation letterHR/Line Manager convinced him/her to stay back.Was given a very good counter offer by employer so decided to stay back.Not serious about leaving current job, and attending interviews just because the opportunity was presented to him/her.Learnt of the project which was not to his liking/preference/expectation and is not keen on joining.The final offer not up to his/her expectationDid not agree with some of the clause(s) in the offer letter/appointment letterHis/her friends/contacts gave negative feedback about the organization so decided not to join.Required joining time not reasonable.See what offer he/she can get from the market to negotiate a better salary with existing employer.Selection process took too long and has already accepted another offer.Tried re-negotiating for more salary after selection.Genuinely have personal/family issue because of which he/she cannot take up the offer.

Repercussions & effects of backing out:-

Recruitment is an expensive activity. Every time a candidate backs out the recruitment process has to be initiated all over again.Good amount of time and effort is wasted to find a new replacement and projects can and do get delayed and all these translates to revenue lost.But most important of all is the loss of client’s trust. This is non tangible and will have long term adverse effect vis-à-vis client-vendor relationship.

How to avoid & reduce candidates backing out:-

If you and your candidates are in the same area it is always advisable to meet face-to-face.Be it on the phone or in person spent as much time as you can and dig for information – what motivates him to look for a change, professional and personal reasons, what are his expectations in terms of money and roles, etc.It is important to be in control when it comes to recruiter-candidate relationship. To achieve that it is important that you conduct a thorough pre-qualifying. Get all the low-down about his background and aspirations.Always insist on obtaining either verbally and/or in writing his/her response and commitment to the job offer. You may do this with a direct approach or with great subtlety. Which approach you resort to will depend on each individual or their level of seniority – you need to make the right judgement.Constantly update him/her on the process and try keeping-in-touch on a frequent basis.Pay close attention while talking to him/her and listen for those tones and expressed/unexpressed concerns and look for those signs that might indicate his intentions.If any of his/her words, expressions, actions gives you a sense of doubt and concern, then drop him/her and move on. It is better to drop him/her now than later have a back out in your hand.Have a set of questionnaire that you can run through with him/her before proceeding to qualify him – questionnaire that will test his seriousness and sincerity to look for a change.Do not hesitate to ask them if they have discussed with his/her family members about this plan to look for a job change. Especially for those who are married, please confirm with them if they have consulted their other half.Try and get inside your candidate’s mind, understand his needs and his aspiration.Pro-actively try to cover all areas that you possibly think will be a likely point of concern (reason for a back out) for him at a later stage and addressed them immediately.

If after all this you have a back out it’s probably all right, after all, let us not forget that we are only human and let us accept the fact that they too are also just human like us and not anything else . Like us they too can have many internal and external influences/flaws for them to change their decision at a drop of a hat or act differently at times without any rhyme or reason.

The trick here is to constantly learn from ones mistakes and not repeat the same mistake the next time round. A good recruiter is someone who no matter how many times he falters and gets knocked down will reinvent himself and come back again and again but stronger, better and smarter.

Google Trends :How to use it

Google Trends is one of the best FREE resources to use when it comes to figuring out what words to use in your job title and descriptions when advertising jobs online, as it helps you to understand what job seekers type into the Google search engine on a daily basis when hunting for jobs. So, today we’re going to show you how to use it to start drastically improving the the SEO of your job ads:

How to Use Google Trends

Step 1:
Visit and type the keywords you think someone would type into Google to search for a job like the one you’re offering, into the search box at the top of the page. In this example, I for searched for the phrase “human resources jobs”.

Google Trends will then show you a graph displaying the amount of times that exact phrase has been searched for in Google over a specific period of time. In this example, Google is able to show me how many times “human resources jobs” was searched for worldwide in the past 12 months and in which countries the query was most popular:

We can see searches for “human resources jobs” peaked in both August 2014 and January 2015, with the least amount of searches for the term taking place in November and December 2014. We can also see that the term was most searched for by job seekers in Canada.

Step 2:
Click ‘Add term’. The real power of Google Trends is in its ability to compare the original phrase you entered to a similar but different phrase, to compare the popularity of the two. In this example, I added the term “hr jobs” to compare it against the original term, “human resources jobs”. When we run this new comparison search, we now see a graph displaying the trend for searches for the phrase “hr jobs”, compared to “human resources jobs”:

In this example, it’s very obvious that the phrase “hr jobs” is searched for by significantly more people than the original “human resources jobs” phrase. And that the term is just as popular now as during one of its biggest peaks in January 2015.

Therefore, if I was to advertise a Human Resources managerial role now, I should be use the job title HR Manager instead of Human Resources Manager to describe the job on offer, as more people search for “hr” then they do “human resources”. I would also be sure include “HR” in several areas of my job ad.

Step 3.
Try adding a third search term to compare it against the two you already have. In this example, we compared the phrase “jobs in hr” against our two original phrases, “human resources jobs” and “hr jobs”:

When trying this out for your own jobs, type in all the different ways you can think of phrasing the same job function to get a good feel for what candidates are typing into Google. Doing so will help you better title your job ads and ensure you’re using most relevant keywords in the body of your job ads – all of which will improve your job ad SEO and its “find-ability” online.

If you’re struggling to find keywords or phrases to compare, just scroll down the Google Trends results page, where you can see related terms to the terms you have searched for and what terms are rising in popularity:

This is the beauty of Google Trends. It helps you discover keywords and phrases that you wouldn’t think people would use to find your job. It can also help refine job titles down to the finest details e.g. whether or not you use “job” instead of “jobs” or abbreviate “human resources” to “hr”.

For example, by comparing the search terms “social media manager”, “social media marketing manager”, and “digital marketing manager”, Google Trends was able to tell me that a new breakout search terms for the same type of role are “community manager”, “social community manager” or just “social manager”. Other similar titles suggested were “digital content manager”, “online marketing manager” and “online community manager”:

Then comparing each of the most popular job titles, I was able to deduce that the most popular searches was for a “Social Manager” with “Social Media Manager” coming in second:

Therefore, in order to increase the SEO of the job I was advertising, I would be better off to use terms like “social media” to describe the role, rather than “digital content” or “online community”.

Remember, there is a limit to how many terms you can compare, so if you hit that limit (5 terms), just remove the weaker phrases you’ve compared to add more.

Social Talents

LinkedIn Limits Group Messages

LinkedIn has set new limits on this frequently used feature which was often touted as a way to “get around” their other InMail limitations.

The new LinkedIn Group member messaging guidelines are as follows:

You can now only send a total 15 free 1:1 group messages to fellow group members each month. This limit is set for all the groups you belong to and not for each group individually. If you go over the limit, you’ll see an error message until the next month begins.Unsent messages don’t carry over to the next month. This limit includes messages sent directly from a group, to your 1st degree connections.If you need to send more messages for recruiting, promoting, or connecting with members outside your network, you must upgrade to one of LinkedIn’s Premium accounts or Recruiter product options.You have to be a member of a group for at least 4 days.You have to be a member of LinkedIn for at least 30 days in order to send messages to fellow group members.

How will this affect your messaging habits? Will this new limit be a big blow?
Share your views

New Gmail Feature..Rectifying Sent Mails

Previously, once an email was sent it was set in stone, but now, ‘mistake’ emails could be a thing of the past.

Users of Google’s email service Gmail will now have up to 30 seconds to cancel an email once it has been sent.  

The feature has to be enabled in settings, where you can also select how long the ‘undo’ option is available for. Once enabled, a thin yellow line will appear at the top of your screen with the option to ‘undo’ whenever you send out an email. Clicking ‘undo’ makes the original email reappear.

Gmail said in a statement: “Previously a popular feature in Gmail Labs, and recently added to Inbox by Gmail, today we’re adding ‘Undo Send’ as a formal setting in Gmail on the web. 

“’Undo Send’ allows people using Gmail to cancel a sent mail if they have second thoughts immediately after sending. The feature is turned off by default for those not currently using the Labs version, and can be enabled from the General tab in Gmail settings.”

Email Tools for Recruiters

6 Productivity Boosting (FREE) Email Tools for Recruiters

Email. No matter how many people try and tell us it’s dead, the fact of the matter is email is still a necessary part of our day-to-day lives as recruiters, and will probably continue to be for a number of years to come.

The main problem with email these days is that we’ve become slaves to it. We hear a ping and we’re straight back to it, no matter what we’re doing. It’s a distraction that divides our focus and kills often our ability to do get stuck in with more productive tasks.

But we’re here today, to help you take back control. To make your email work for you and not the other way around. Ladies and gentle-recruiters, these are our top picks of the best free email productivity tools:

Sidekick by Hubspot

Sidekick is one of our absolute favourite tools .

Sidekick is an email plugin that works for Gmail, Outlook and AppleMail, that tells you (in real time) when the emails you’ve sent are opened by their intended recipient. It’s also able to tell you when any attachments you included in an email are downloaded and read, and when any links you’ve chosen to share in your emails are clicked. In a nutshell, Sidekick gives you incredible intelligence on the emails you send. And particularly if it’s prospective candidates that you’re emailing!

Think about it! If you’ve reached out to a hot candidate via email, when Sidekick tells you exactly when they open it, you can use that information to create a “serendipitous” moment by picking up the phone and giving them a call a few minutes after they’ve read it. When they answer you can ask them, “Hey, did you get my email?”. Chances are they’ll say “Yes, I just opened it!”. Bingo! You’re in. And the whole thing looked like it was fate on the candidate’s side, because they’re completely unaware that you have tracked their email. And the best part is, Sidekick is available to use for free for up to 200 notifications a month!

Alternatively you can pay $10 a month for unlimited tracked emails, but we recommend being selective with the emails you track, and sticking to the free product.

Download Sidekick by Hubspot ->

Rapportive (Gmail Only)

This social email tool is so good, LinkedIn bought it a few years back!

Basically, Rapportive socialises your Gmail by replacing the ads Gmail normally shows in the right hand sidebar with detailed social information about the person you’re emailing or have recieved an email from. Yes, as long as you have your LinkedIn account open in another tab while using your Gmail account in another, Rapportive will scrap LinkedIn for any social information about the person you’re emailing or have received an email from – their job title, their profile photo, the company they’re from, where they’re from, any social media accounts associated with their LinkedIn account (e.g. Twitter and Skype), and crucially whether or not you are connected with them on LinkedIn.

If you’re not connected with them on LinkedIn for whatever reason, you can use Rapportive to send a connection request to them from within your Gmail account without having to leave Gmail.

It’s really simple, and really genious!

Download Rapportive ->


One of the biggest cardinal mistakes you can make as a recruiter, is forgetting to follow up with candidates you’ve reached out to. We’ve all done it, but FollowupThen is here to unsure you never do it again!

How can it ensure this? Right from within the candidate email itself, my friend! All you need to do to take advantage of FollowupThen, is BCC when emailing a candidate and it will automatically remind you to follow up with that person at a time and date you’ve specified.

To do this, all you need to do is determine the day, time or frequency of when you would like to be reminded to follow up, then BCC your candidate email with that email address. For example, if I want to remind myself to follow up with a candidate next Wednesday, at the same time I’m emailing that candidate, I’ll BCC If I want to remind myself to follow up with Johnny about our recruitment training course on March 31st at 2:15pm, I’ll BCC!!?1

Heck, if you’d like FollowupThen to remind you to send your wife flowers every Valentines Day just send an email to with “Valentines Day Flowers” or something similar in the subject line! No messing around, no third party extensions, just set your reminder date right within the initial candidate email and Bob’s your uncle. Setting a follow up reminder couldn’t be simpler or more precise.

Check out FollowupThen ->


Email signatures can be exceptionally boring and in many cases, exceptionally ugly. So, if you’re looking to stand out as the go-to recruiter, in a sea of everyday recruiters emailing prospective candidates, be the one with the awesome email signature!

WiseStamp lets you get creative with your email signature by allowing you to add pictures, choose fonts, play around with font sizes and colours, add links to your social profiles, and even include an RSS feed that displays your latest blog posts! And it’s as easy to do as fill in the blanks.

It works for Gmail, Yahoo Mail, Hotmail and AOL, and the basic version is free to use.

Start using WiseStamp ->

Gmail Offline (Gmail Only)

Found yourself somewhere without LTE or wifi and need to check your emails? No worries, you have Gmail Offline installed on your browser!

Gmail Offline does exactly what it says on the tin – it lets you access your Gmail inbox even when you’re offline. It does this by synchronising your Gmail inbox with your computer, so that when you need to read an email, search your inbox, or respond to an email offline (that can be instantly sent when you reconnect), you can. Perfect for flights, train journeys, bus rides – in fact, there is no end to the places where Gmail Offline can come in handy! (Trust us, we’ve been there!)

To start Offline Gmail after installing, open a new tab in Chrome. In the new tab, you will see a Gmail Offline Icon. Click on the icon, and Offline Gmail will load. Simples.

Download Gmail Offline ->

If you’re anything like me, then over the course of your emailing life you’ve signed up to one of two (read: hundreds) of newsletters, daily deals sites and subscription services – all of which you now receive a daily clatter of annoying emails from. But let’s face it, you’d rather poke your own eye out then have to go through each and every one of those emails and click unsubscribe.

Well, has the answer to all your unwanted subscriber problems. By scanning your inbox for any and all subscriptions, allows you to clean up your inbox by making it possible to mass unsubscribe from the ones you don’t want, and combing your favourite subscriptions into one, easy-to-read daily email digest at a time of your choosing. It’s as wonderfully uncomplicated as that.

Start using ->

Google+ vs. Linkedin – Where To Invest Your Time?

Sharing an article. Worth reading

One of the biggest social media challenges of the day is determining where to invest your time. What’s worse, the ever-changing social ecosystem means that the right strategy 12 months ago may no longer be right today.

A particular challenge for people wanting to connect and build a brand for business or recruiting purposes is weighing up time invested in Google+ vs. LinkedIn. Here I’ll share my experiences and insights, in the hope they’ll help you figure out your own strategy for the coming year. I’ve also added a fun poll below so we can see where you are all planning on investing your time…

We’ll take it as a given that you are being socially astute rather than spammy in your use of these sites – ie. you’re sharing good content and engaging with people rather than pumping out a stream of pure promotional messages.

Here are some of the things you may be striving to achieve with your social networking activities – and my score for whether Google+ or LinkedIn is coming out on top in that area…

Immediate Traffic To Your Careers Pages or Blog or Website

Assuming you’re not one of the earliest adopters of Google+ – and so aren’t in the Circles of tens of thousands of Google+ users – my experience is that you’re most likely to see significant web traffic to the links you share from being active on LinkedIn.

By joining and contributing to relevant LinkedIn Groups, it’s possible to be seen by thousands of your target candidate audience. Should your links start being shared by other members of the community, some may be featured as trending items and so get much wider exposure across the site. Plus – in case you hadn’t noticed – LinkedIn has been going to great lengths to ensure that users spend increasing amounts of time on the platform – so links you share will be seen on the site.

The same is not yet true on Google+. Communities (the Google equivalent of Groups) are in their infancy and in most sectors I think recruiters will find it hard to discover communities where there is anything like the same membership as in comparable LinkedIn Groups.

Generating several thousand monthly visits to your site from active participation on LinkedIn is wholly achievable in my experience. If you have a recruiting team of several people, multiply up and that could start to be a significant chunk of your total career page / blog traffic that’s there to be generated (for free) via LinkedIn. Google+, by comparison, is more time-intensive to be active on and in my experience yields only a fraction of the same web traffic as LinkedIn.

Google+ vs. LinkedIn – the point goes to LinkedIn

Long-term Traffic Boost Through SEO Improvements

In the search engine marketing world, it’s the accepted wisdom that search engines are increasingly taking social media shares into consideration when ranking websites in their search results. That’s to say the more social shares your content is getting, the more likely it is to be boosted in the search engine rankings.

Now traffic from other search engines is nice to have, but be under no illusions that Google is the main game in town here. If there’s something you can do that will boost how Google perceives the content on your careers site / blog / company website, that has the potential to translate into significant long-term advantage for you or your business.

Since Google isn’t in the habit of divulging its search algorithm, I can’t tell you definitively which social shares are going to carry the most weight in future search engine ranking performance. But given Google’s investment in its Google+ product, I wouldn’t want to bet against Google+ shares becoming an increasing determinant of website ranking on Google search results pages. Would you?

Now let me share a social media secret with you. When you read content on the web, you’ll tend to see that content is shared most widely on the social networks where the author or business owner themselves has the strongest presence. That makes sense right? If you have lots of Twitter followers, for example, but haven’t done much on LinkedIn, then the people most likely to see your content are Twitter users and the sharing that is easiest for those people to do is to continue sharing it on Twitter.

I’ve seen this in practice on Social-Hire, where we’ve invested in having a strong Twitter and LinkedIn presence, but put far less effort into Facebook. Our sharing stats are a mirror image of this. I could give you countless other examples, LinkedIn networkers whose content is mostly shared on LinkedIn and so on.

The obvious conclusion is that if you want to be well positioned to be getting social shares of your content via Google+ – and therefore raising the profile of your content in the Google ecosystem – then a key component for achieving this is becoming more active on Google+ yourself.

Google+ vs. LinkedIn – the point goes to Google+

Ultimate Candidate Reach

This point can be made pretty succinctly. LinkedIn has taken a decade – give or take – to get to the point where it has 200m profiles on the site (and that’s before we discount all the profiles that are out of date or not being actively used). In a fraction of this time, Google+ surpassed double that figure and continues to grow strongly. Its routes to reach people are far more extensive than LinkedIn’s, so I don’t expect any change in this trend. Also Google’s ability to bring people back to Google+ is pervasive. Every day people use the Google search engine, Gmail and the like – and so see their notifications alert for Google+ without having had to consciously return to the site. LinkedIn doesn’t have anything like the same daily visibility unless you actually choose to return to the site (or use their apps).

So in terms of sheer reach Google+ wins hands down. Add in the fact that LinkedIn increasingly requires you to buy a subscription to access the lion’s share of its network, whereas Google+ is free. Your potential to reach out to people for free is unquestionably greater on Google+. If you have a corporate account on LinkedIn and can reach the whole network and send targeted mails to candidates of interest, this undoubtedly gives you the edge in terms of reaching lots of relevant people for a particular role quickly and effectively. But in terms of who will be better positioned to succeed in the future, I’d bet my money on a recruiter who’s built up a sizeable Google+ presence rather than a similar time invested in LinkedIn.

Google+ vs. LinkedIn – the point goes to Google+

Wading Through Spam

This point is even more succinct. LinkedIn users are drowning in spam. I’ve read that LinkedIn are taking steps to try and counter this, but as things currently stand lots of Groups have been destroyed by the all-pervasive product spammers you find there. So considerable time has to be invested in choosing the right groups to join and in hand-selecting the connection requests to accept (as every profile has to be thoroughly vetted, so prevalent are the numbers of professional-looking spam profiles springing up on the site). It’s also not easy to see which profiles are guilty of spamming until you’ve actually connected with that person, so time is also lost cleaning up those who choose to waste your time.

The Google+ experience, by contrast, is a most pleasant one. What users are doing on the platform is far more transparent, so you can see in a flash whether someone is a value-contributor on the network or not. For Communities, Google+ also has a spam detection system – where people posting potentially spammy content are flagged to the moderator and this content only appears in the community once approved. This is such a revelation compared to LinkedIn, a real blessing for any recruiter thinking of creating a Group or Community for their business.

Google+ vs. LinkedIn – the point goes to Google+

Targeted Approaches and Community Building

LinkedIn’s trump card is, without doubt, the structured data it’s collected on its 200m+ accounts. If you’re looking to target candidates from a particular company in a particular location with a particular skillset, LinkedIn can generate a target shortlist for you in a way that Google+ cannot emulate. If you’ve got access to their premium services, you can also fire off messages to your target candidates in an ultra-efficient way.

That’s what’s needed to deliver on your immediate hiring needs. For the longer term success of the company, building a community of fans and potential employees is also an important consideration. With its Company Pages, geographic tailoring and the ability for users to follow these, LinkedIn has a strong offering here too. But Google+ is no slouch either. However, its focus isn’t purely on the needs of the corporate market and so I imagine the ability to build a community of advocates and potential employees will remain a stronghold for LinkedIn – albeit one that Google+ may erode as its userbase continues to grow.

Google+ vs. LinkedIn – 2 points go to LinkedIn (but it’s a close call on the 2nd point)

Concluding Remarks

So there you have it, final score:

Google+   3   –   3   LinkedIn

As of right now, I’d have to rate it a score draw as to where you should be investing your time as a recruiter. However, the above suggests LinkedIn is where I think you’d get the most short-term upside from your investment in social media. So if you need traffic to your careers site today and shortlist candidates in for interview later this month, LinkedIn is where to invest your time.

But if you’re a recruitment business owner, or a corporate recruiting team mapping out your recruitment strategy for the next years, it’s hard to argue that the biggest benefits aren’t going to be had by investing more of your time in your Google+ presence. So the question is, are you playing the short-term game or the long game?

Sourcing through Linkedin Pros & Cons

Linkedin – is a great networking site.

It help us to

  •  Gain access to experts & network – ‘gatekeepers’
  •  Investigate career paths of others
  •  Join relevant ‘communities of interest’
  •  Search & enquire about jobs
  • Source Active and Passive Candidates

There are many + & – while using LinkedIn for Hiring, Check the below table

Hiring-Linkedin Pros & Cons
Hiring-Linkedin Pros & Cons