Guest

How to Source Profiles using Linkedin

2009-10-15T04:33:05Z

Today social networking sites have a key role to play in recruitment industry. They are well regarded as effective recruitment tools for they have changed the way recruitment takes place. Linkedin is one such site which has made the lives of recruiters easier.

What is Linkedin?

Linkedin is a professional networking site that connects professionals from around the world, representing 170 industries and 200 countries, and where they can find, be introduced to, and collaborate with other qualified professionals that they need to work with to accomplish their professional goals.

How does Linkedin work?

According to the site, when you join Linkedin, you create a profile that summarizes your professional expertise and accomplishments. You can then form enduring connections by inviting trusted contacts to join LinkedIn and connect to you. Your network consists of your connections, your connections’ connections, and the people they know, linking you to a vast number of qualified professionals and experts. Through your network you can:

• Manage the information that’s publicly available about you as professional

• Find and be introduced to potential clients, service providers, and subject experts who come recommended

• Create and collaborate on projects, gather data, share files and solve problems

• Be found for business opportunities and find potential partners

• Gain new insights from discussions with likeminded professionals in private group settings

• Discover inside connections that can help you land jobs and close deals

• Post and distribute job listings to find the best talent for your company

How do you get started?

Creating a good Profile

The foremost aspect that represents you on Linkedin is your profile. Your profile is the single most important differentiator between you and other recruiters. Keep the following points in your mind while creating your profile:

1. Make sure that you include who you are and what you do, your education background and professional experience in your Linkedin profile

2. Update the kind of position that you work as and the type of companies that you represent

3. Share your contact details including your mail id and contact number so that people can easily approach you

Building Contacts

Once your profile is ready, the next step in line is to build contacts, which enables you to reach more people and improves your visibility:

1. Import your address book from your internet mail accounts or your outlook ,find who all are there and invite them

2. If you have a database of candidates or clients with their mail ids, make sure that you upload it on your Linkedin account to add them as your Linkedin connections

3. Keep adding every candidate, whom you get to know constantly on Linkedin. This will help you in continuous increase of your connections

Getting Recommended

Recommendation is another feature in Linkedin where you get recommended from your connections for the work that you did or do:

1. Once your profile is ready and contacts lists have started building up, you need to make sure that your peers at work, your candidates and your clients recommend you

2. Linkedin also provides a link to ask them for recommendations. Don’t forget or be reluctant to use the feature.

How to source the Profiles?

Having done the necessary groundwork, you are now all set to utilize Linkedin to its maximum potential. So, let us move onto the guidelines for using the free tools available on Linkedin to source profiles:

1. Keep updating

• Keep updating your status with the hottest requirement that you have. This allows people in your network to know the requirements that you have at present

• You never know that the right candidate might be someone you already know or someone who is in your network

2. Search for Linkedin groups

• Search for groups which are relevant to what and whom you are looking for; identify them by company name, industry etc.

• There are two important things that you can do with these groups viz. posting jobs in these groups and directly mailing to group members

• Do not choose groups by size, but by your needs at present

• Make sure that you remove groups or leave groups which are not of your use, since Linkedin limits you to only 50 communities

3. Question and Answers

• Keep asking questions to all your connections. It is a good practice as the questions are widely read by their connections

• For instance, you can ask questions like “I am looking for a Java developer from Internet domain, can you refer 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 java developers from banking domain?”

• You can certainly get a good candidate or a matching profile from the responses you get for these questions

4. Searching people

This is an important feature that you can use to search people through Linkedin.

• 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 are useful. To filter the results, you can use location criteria

• Once you know that you have found the right profile, you can directly connect with the person if he/she is in your first level of connections

• For those profiles in the second and third level the best thing that you can do is to get the contact details from your first level connections

• When all of these do not work, look for what groups is the person, you want to contact, member of. You can also mail him if you belong to the same community.

• Another effective way to do this is to search their names on job portals using previous companies name as combination. By doing so, you might get his email id or contact number and bring them in.

• If you still don’t find a way to reach the person, better call his company board line and ask to connect.
Using all of these features regularly pays you in dividends by generating lots of passive candidates.

The Outlook

• With my experience in using Linkedin, I have found that most of the profiles which I usually get are unique, passive and are definitely the perfect fit for me.

• I was even approached by some people, who incidentally saw my Linkedin profile and who needed my services to get them the right job.

• There are many talented recruiters out there, but it’s a matter of your importance and credibility that people start knowing you as a right person to approach, when they hunt jobs.

Things to be pondered- A word of advice

Some factors that you should always keep in your mind while using Linkedin:

• Maintain strict formal relationships

• Use words carefully and judiciously

• Make people feel that their privacies are duly respected.

All of these would make your networking effects last long.

I hope that you find the knowledge that I shared useful. I am sure that there might be many more ways to use Linkedin as well. But I leave that for you to find them. Any feedback or additions to mine are always welcome.

Recruitment through Twitter

2009-10-15T04:23:21Z

“You are no one if you are not on Twitter”, a song by Ben Walker is sure to become an anthem for those use social media to communicate every second. Though envisioned as an SMS based social network, it has become a fast and an effective communication tool. Today, it has crawled over every form of business leaving its imprints on them. Recruitment is one industry which has joined the bandwagon.

Twitter is a good bet for you if you are a recruiter and have to get various openings that you have to job seekers. Apart from enabling you to tap both the active and passive talent pools, it allows you to network with potential employers who may be interested in your offerings. And if you think that you are also a web savvy recruiter and don’t want to lose out in the game then Twitter is an asset which must not be ignored at any cost.

All said and done, we did a research on ways to use Twitter for recruitment. And I have highlighted the 10 commandments here for those of you who are still looking or trying it out.

1. Engagement: You can build relationships with your clients as well as candidates.

2. Leads Generation: You can find the prospective people by ways of replies to your tweets on your requirements.

3. Branding: Twitter is the best for you if you want to brand your client or the employer in the market. You will not realize until you find out that many people on the network are talking about your product or service.

4. Job Posting: Job posting is a cake walk now as you just have to tweet about your requirements available.

5. Connecting to Job Seekers: You can also keep in constant contact with your prospective candidates by ways of tweets and retweets on the current status.

6. News and Updates: Any recruitment related news can be updated at will, anytime.

7. Hyper linking: Useful contents such as profiles, videos, podcasts and blogs can be linked to your twitter page.

8. Discussions: You can engage yourself in a series of discussions that revolves around recruitment.

9. Candidates Research: You can keep track of what your candidates are engaged at.

10. Be Yourself: Make sure that you resort to quality rather than quantity tweets.

Recruiter Jobs in India

2009-10-15T04:18:50Z

If you are a recruiter, you would generally be engrossed in browsing the huge pool of talent pool that exists in major job boards to tap the best talents for your requirement. In this pursuit of yours, you may not have realized that you too have job openings for yourself. With the economic crunch in hand, we understand that not many people are looking out for a change. But the sole aim of this post is to just let you know that there are ample of openings for you as well.

We are of the opinion that many of you are on a look out for a change today .On this line, we did a small study on how best can we find job openings for you. Based on the study, we are highlighting here some of the ways to keep the ball rolling:

• Use Linkedin: We would not delve deeper as to what Linkedin is or how does it work, but as a recruiter, you would have certainly used Linkedin for your requirements. If not, you should make it a point to create a profile there and be ready for a change. For there are groups on Recruitment and HR in Linkedin and they have the best of the openings in the industry, spread across all verticals. Apart from this, you can also start a new discussion thread or post stating that you are looking out for a change. If you fit the requirement bill, you are sure to get a couple of call back if not many. Though Networking is the key here, don’t forget to get recommended for the kind of good works that you have done.

• Use major Job Portals: Most of the popular job portals like Naukri, Monster, Recruits.Net and Bixee have ample of openings for recruiters across all domains. You just have to look out for the ones that suit your current profile. We have as many openings as we have for “I have 4+ years of experience in Java/J2EE and am looking out for a change” category of jobseekers. You just have to be smart enough to pick up the right company. So the next time you think that you would change, log onto these sites and you have a handful of avenues before you.

• Free Lancing: Freelance recruitment is one of the big things today, of which you can take the advantage of. With negative feedback of this practice beginning to shed and companies starting to invest on this segment as a cost cutting measure, you can choose to become a freelance recruiter instead. You don’t have to maintain an office space as you would just need an internet connection and a telephone. As most of the recruitment activities are done online today, you always carry your office with you. And with Recruitment Process Outsourcing (RPO) becoming an order of the day, you cannot become more successful than this.

Recruiter jobs are galore, but it is of utmost importance for you to keep your behavioral traits of a good recruiter intact. Network a lot with the people in the industry and try to establish an image of credibility to the world so that they notice you and approach you. Because you just need a good job and a good company to work for. Don’t you?

Hiring Spree is back in India

2009-10-15T04:16:06Z

Call it a boon for job hunters as well as recruiters as hiring activities are on a comeback to India, if we are to believe what HR experts in India have to say about recruitment industry today. One gets to see fresh requirements being posted on online recruitment portals and traditional job boards. This comes at a time when the whole world is undergoing an economic recovery.

Let us see some quotes from the industry highlighting the situation:

"The resume posting activity is picking up again as people are testing the waters for changing their jobs," says C S Venkata Ratnam, Director, International Management Institute (IMI).

“The hiring conditions were turning for the better even as a long way remains for companies to regain their previous year's levels. The job scene has improved but is still to reach the levels of euphoria we were accustomed to in earlier years. We don't see a 'flurry of resumes' but cherry picking of key talent continues to happen,” says R. Shankar, Executive Director, PricewaterHouseCoopers(PwC).

"The economy has pulled out of the stagnancy in hiring. Although, there is an uptrend in hiring, this may be only indicative of replacement hiring," says, Sumeet Singh, National Head – Marketing and Communications, Info Edge.

"Once recovery begins to take hold, business executives and talent leaders can expect a 'resume tsunami' as voluntary turnover rises with leaders and workers with critical skills seeking new opportunities," says Jeff Schwartz, Deloitte LLP Consulting Principal (Human Capital).

So, what do we get? On analysis, I foresee the following developments:

1. Retail and Realty sectors are expected to have a bigger comeback with bigger demands for manpower.

2. IT/ITES may still crawl slowly as it is not domestic demand driven.

3. Telecom, FMCG and Pharma would stay as they are now, though expected to be better.

4. Banking and Financial sectors may still continue to be the hot favorites.

5. The question of Job security would continue to rule the roost may be, for a couple of years.

If surveys are to be believed then there was a significant increase in hiring activities (22%) in the month of June this year, according to a survey by Naukri.com. But an increasing trend is surely got to be seen today. Things are falling onto their own places slowly. Job seekers are constantly polishing their skills and updating their profiles to stay ahead of the competition and grab every opportunity. Online recruitment firms are gearing up for the heyday.

With a change in the way recruitment takes place and the cut throat

Core competencies in a good recruiter

2009-10-15T04:12:26Z

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.

Persuasion: 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

Ways to reduce hiring costs using simple techniques

2009-10-15T04:07:51Z

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

Get Paid for every qualified Candidate

2009-10-15T04:04:14Z

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

3. Employer Shortlist Referrer’s CV: 25 Point

4. Candidate attends an Interview: 50 Points

5. 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!

Hearth Congratulations to our Referrers

2009-10-15T03:57:48Z

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

The Art of Headhunting

2009-10-15T03:55:21Z

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 to headhunting.

Keep Zyoining

Another Press Coverage for Zyoin

2009-10-15T03:48:10Z

Another Press coverage of Zyoin
http://www.deccanherald.com/content/3406/reward-points-system-recruiters.html

New reward points system to recruiters

Zyoin.com, a startup pioneering the concept of online recruitment marketplace has announced the launch of two first of its kind features in online recruitment space, which are poised to change the dynamics of recruitment business in India.

The first being the reward system. Krishna Kumar CEO Zyoin.com said, “Traditionally, recruiters get paid on successful joining of their candidate. So if a company gives a recruitment mandate to a recruiter, he or a she needs to wait till the position gets filled and the candidate works with the employer for a period of at least three months, before realising any payment. Such long waiting periods are definitely not suitable for freelance recruiters. With the Zyoin.com, reward point System, they no longer have to wait for such longer cycles.”

He added, “In addition to the reward point, Zyoin.com we have also launched, automated resume ranking feature for the first time in public domain. As soon as a freelance recruiter uploads resume of their candidate, the Zyoin automated resume ranking comes back with “Resume Fitment Score” of that resume against that Job on four common resume evaluation parameters, which includes, Current Salary, Educational Qualification, Current Experience and Location of the candidates.

Such scores are very helpful for the recruiter, as it helps them in identifying the right kind of resume.”

Startup Hiring at one percent of CTC as success fee

2009-10-15T03:45:51Z

Zyoin.com is now offering recruitment services @ minimum cost model. Our experience of working with over 200 customers has shown that 8.33% cost being charged by most consulting firm works out to be a very expensive proposition and you would rather like to invest that money somewhere else.

Zyoin now offers a recruiter, access to leading job-portals and the recruitment tools (resume tracking, resume rating, job posting/visibility solution) in SAAS model where we charge a fixed fee for a dedicated recruiter and recruitment tools and only 1% of CTC as success fee.

For your hiring, Zyoin will also leverage its 3000 recruiter/professionals from various locations spread across the country who work for the cash rewards announced on each of the job posts on our website, which will give you the necessary reach for filling any kind of position.

Mail us at anuj@zyoin.com to discuss this in details.

Start your own recruitment firm

2009-10-15T03:42:20Z

Dear All,
Zyoin invites all recruitment entrepreneurs to become a part of India’s largest growing Online Recruitment Community. We all know that current slowdown is one of the worse slowdown we’ve witnessed in our lifetime and starting a business can never be more challenging. However–these are the times which actually separate men from boys and provides opportunity to entrepreneurs to start their venture at much lower costs and ride the business boom when it comes.

Zyoin presents a unique opportunity where a recruitment entrepreneur can start and manage a recruitment business from the convenience of his home and get all the required tools (technology/recruiters/Portal Access) to make it big in recruitment business. Please find the details about our franchise program using the link below:
http://www.slideshare.net/anuj28/zyoin-franchise-program

Interested entrepreneurs are most welcome to contact us at anuj@zyoin.com or +91-9902800332

Regards

Anuj, Director-Recruitments

Tips for sourcing profiles using Internet without Naukri or Monster

2009-10-15T03:37:49Z

Everyone knows how to source profiles from Naukri or Monster. But do you know more than 50% of positions are filled without the use of these sources. I guess everybody understands that anyone can source profiles from job portals, actual capability of recruiter is known only if he/she is able to source profiles from other media.

To help our referrers, we have put some of easy internet tips for sourcing profiles. These means are only useful when the targeted candidate is an internet savvy person. Also it is an understood fact that these tips are not fastest means of sourcing profiles, but if used effectively they are the best and the cheapest means to get profiles.

1. Linkedin: Linkedin.com is the most premium source for finding people and by far the most professional social networking website you can easily find people with background of IT, Sales, Marketing and Finance here.
There are few important points you need to take care. Keep your LinkedIn profile fully updated. Connect with as many people as possible. Become an open networker on LinkedIn by sharing your contact details on the profile. Start doing job postings in relevant groups, don’t post two many jobs as people might consider you as a spammer.

You can also search through profiles on LinkedIn which makes it’s extremely handy when you are targeting a very niche crowd, the only problem is you might not necessarily find contact details of the person. To be able to search more people you need to have more connections, But you can send message to them if you belong to the same group in LinkedIn, also try to search in other social networks like orkut, from which you can connect to this person, last but not the least way could be calling them up on there corporate board line :P .

2. Orkut & Facebook: Orkut & Facebook are informal social networks, you find all sorts of people there. The best way to target people here is dropping scraps or messages to them. You can target the right candidate by searching either on skill sets or educational background, another way of identifying is looking people from relevant technology or educational communities. Try adding as many people as possible also make sure that they know you are recruiter who is hunting for people. This will increase your chances for connecting with them if they are looking for a change.

3. Free Job posting websites which are targeted towards niche skill sets attract lot of good candidates make sure you post your jobs there.

4. Blogging is another means of sourcing good profiles as most websites are search engine optimized, your blogs are read by all sorts of people searching for jobs or related information, make sure you share the jobs which are hot with you and also share some career or recruitment related advice so that you can build instant rapport with people reading your blog, you can also get advise related information from various other internet sources. This is very successful means of sourcing good profiles.

5. Posting jobs on Yahoo and Google groups has been another very successful means of getting profiles, only thing you need to make sure you are member of the right groups which are related to jobs or technology or education. Also keep posting jobs in new groups to reach to more and more people. Don’t mind posting jobs on groups even if they are small in size.

6. Google: Google is a known means for searching anything on net, but what most people don’t realize is it is very good means to search for profiles, many people maintain there professional profiles on there personal websites. They can be easily searched using Google, you can use keywords like ‘Resume’ India and skill sets depending on what you are looking for, also you can set Google Alerts for certain niche skill set. This gives you an email as soon as any body updates appropriate information on the web. This is a very powerful means to search for profiles on web. And can be utilized to your benefit.

You can also search for various databases stored on the web by searching for email id with using a combination of filetype: xls, this will search through all excel sheets with relevant information. Say you want to search for people from a company named XYZ, most probably there company mail id would ending with xyz.com. So you can identify database with his mail id by putting search keyword as @xyz.com filetype: xls

I am hopeful that these tips would be found useful by our referrers. If you have any more tips feel free to add them on our comments section in the blog.

Regards,Anuj

Team Zyoin

Automated Scoring for Every Resume

2009-10-15T03:30:29Z

In line with our tradition of launching innovative features every few weeks, Zyoin.com has released a new innovative resume ranking feature.

How it works? Well, its pretty simple. As a referrer, you can go ahead and submit your referral in the same manner that you have been doing so far in the past. At the end of the process, the System throws up a message, which is like the message shown below.

One gets to see the overall resume score as well as the score on four of the individual scoring parameters. There is also a help screen on this message that gives some idea on how this score is calculated. Should you require more details, do feel free to get in touch with us.

Few Tips to be successful at Zyoin

2009-10-15T03:25:55Z

Zyoin.com has been there for almost 10 Months now. We recently reached a landmark figure of 10000 registered users. Many of the people who joined became successful and many were quiet unsuccessful. We had observed some of the common traits in the successful referrers on Zyoin, and thought we should share this with our users.
We have listed a few, and we are sure many of you can write interesting ideas of being successful on Zyoin.

Following are the Tips:

1. Know the Job description well enough if you are not sure dont refer for the sake of referring, feel free to call us or ping us on Gtalk to know more about JD’s. Do look at sample resumes to understand the requirement better.

2. Match your candidates resume properly, Resume Match happens only when following factors are taken into account
a) Skills Match
b) Role Match
c) Quality Match (Education and Current Salary of Candidate)
d) Location Match

3. Talk to your candidate, this makes you verify if the candidate is interested/available and matching to the requirement where you want to refer him. This a necessary investment by you which will ensure that you will have fruitful results.

4. Use various social networking websites like LinkedIn, Orkut, Facebook, Hi5, Ryze etc. and post jobs in Linkedin Groups,Yahoo Groups, Google Groups, Rediff Jobs etc. This will get you loads of passive job seeking candidates.

5. Meet us if possible, meeting Zyoin.com team definitely helps you in understanding the requirement much better. We love to meeting referrers as well :) .

6. Keep checking our mails for the Hottest Jobs, it gives you good idea which company is aggressively hiring.

7. Work on Quality not on Quantity, 95% of successful users have been people who send us around 2-3 good profiles a day.

We hope these tips will help you guys in being succesful on Zyoin.

Keep Zyoining!!!!

Zyoin is now on Twitter

2009-10-15T03:20:31Z

Zyoin.com is now on Twitter.

You can now keep a track on what we are doing at http://twitter.com/zyoin_jobs

Zyoin.com is now Twittering.

Happy Zyoining

Zyoin is now the number one online recruitment marketplace in India

2009-10-15T03:10:11Z

We wish all our Employers, Referrers and Candidates a very happy new year 2009!!

We also want to take this opportunity to thank everyone, who made Zyoin India’s No 1 Recruitment Marketplace in terms of the no of daily visits, no of registered recruiter, in terms of Job listing and the closure. Thank you all of you again.

This new year, we have also launched a host of new features that our users have consistently asked for. Some of them are:

1. Search by Experience: Now you can go ahead and search our listed Jobs based on the experience of your candidate.

2. Direct Resume Upload: You no longer have to send a referral email to your candidate. If you have all the details of your candidate and his resume handy, directly uploading his resume results in a successful referral and also an automatic email goes to your candidate informing him about Job application.This feature is specifically useful for professional recruiter. However, if any of your friend is looking for a Job, you can continue the old way of sending Job referral email and letting your friend go through the Job and apply.

3. Session Management: This is a tech change that we have done to make the portal more usable. So if you a search a job without without being loggedin and try to refer, it will ask to login, but now do you not have to search for Job all over again, it remembers, where you were before login.

4. Advanced Tracking System: This is another powerful addition. We made our tracking system really powerful. So either you are a Referer or an Candidate or an Employer, just login into Zyoin and you get to track everything that matters, quiet conveniently. So go ahead and experience the new Zyoin.

Cheers!

Team Zyoin

Your Success Fee Chanrging Model

2009-10-15T03:12:07Z

Till recently, charging anywhere from 8% to upto 20% of the first year CTC of the candidate, was the standard recruitment fee structure in India. Most of the time discussions used to happen around the percentage a recruitment consulting would charge and there was hardly any discussion on any other model. But, now, anywhere, we go, one of the first question being asked is, Do you have any other model?

This is the changing reality of the recruitment space and Most of the recruitment consulting companies as well as Organizations have realized this. The new models being suggested are a mix of fixed minimum sum and rest being paid as success fee with standard SLA terms.

This is certainly a win win proposition for both the parties. Recruitment consulting companies do not have to work on closing positions that somebody else too is working to close and there is very high chance that in spite of putting good effort in closure, they may end up getting nothing. Where as for Employer, there overall cost of recruitment goes down. They do not have to pay a fixed percentage for hiring, but pay less for giving predictable revenue to a consulting company and also enjoy the SLA benefits.

But what about Employer posting their requirement on Recruitment Marketplace like Zyoin and quoting their own price for getting the required resource? How is that going to impact the whole ecosystem? We would be discussing our observations in upcoming posts.

Online Recruitment marketplace India

2009-10-15T02:59:01Z

Zyoin is positioning itself as Online Recruitment Marketplace of India and it seems to be working quiet well.

The concept is very simple, Zyoin post its requirement on behalf of its registered Employer and we let a large number of recruiter and professionals with large network work on closing those requirements.

We are quiet excited about the way zyoin.com platform is evolving and looking forward to our next product update in next two weeks. The new release is aimed to cover all the shortcoming that users have pointed out in the last 3-4 months. With this upcoming version, we hope Job refering becomes all the more effective, efficient and easy.

So Stay tuned for more update and happy referring.

Get Zyoined.

Team Zyoin

No Direct Job Application on Zyoin portal only Referral

2009-10-15T02:56:06Z

We are happy to announce that to keep the interest of our referral community, we have removed the direct Job Application feature on zyoin.com. The only way any job application can be processed is through registered referral.

With this, we have taken care of the key concern pointed out by referrers in our last Referral Conference. So start Referring!!

There are many more interesting features coming up zyoin.com. Keep watching this space for update!

Happy Referring!

Team Zyoin