William Almonte Mahwah

Well, first of all, to begin with, to know how to become a virtual recruiter, we need to understand the business to the core. Recruitment is itself a vast industry, and it has many ways and methods of functioning. Hence we better understand the different ways of working as a recruiter in this field. The two primary differences are the onsite recruiters who are appointed by employers, and other is virtual recruiters, the ones who work from home.

Famous recruiter Mr. William Almonte, admits the benefits of the virtual recruitment practice, as it earns more profit than the regular one. Though, the question of the matter is how to practice the virtual recruitment and become one? Let’s get the insights of it.

The overview of virtual recruitment process

The very first step is to evaluate yourself before getting into the ground, that whether or not you have the determination or skills to commit for a full timer recruiter. For which you need to observe and understand the hectic schedule of an experienced recruiter. Besides doing this, you also need to prepare yourself to delve into the job descriptions and requirements the profession demands.

So to become a virtual recruiter one needs to fulfill the following requirements of which includes the traditional method. And the second one discusses the necessary qualifications a virtual recruiter needs to obtain as per Mr. William Almonte.

Complete knowledge

1. The virtual recruiter must have the knowledge of beginning to end process of placement. That includes:
2. How to build up relationship
3. b) The creative ways of resourcing candidates and recruiting
4. Handling the end to end interview process
5. Take charge of all successful placements and its critical aspects as well
6. Create a connection between your employer company and the job seekers
7. Issuing bill and the collecting the remuneration of your service
8. Meeting the qualification requirements of either having a bachelor’s degree or industrial training and specialization in particular domain
9. Should have professional ethics and behave accordingly
10. Knowing well, to manage schedule, and also should thrive for the best result keeping a positive outlook.
11. Excellent communication skills in both written and verbal, all at the same time being a good listener.
12. Technically sound having strong knowledge of internet and other ways of recruiting, including handling social media.

Required qualifications

1. Always be open to learn new trends of the industry and serve as a true helping advisor to the clients.
2. Understand that only 20% of the workforce gets represented by candidates who are on job boards. Rest is satisfied with their employment.
3. Always stay up to date in terms of a latest market trend and techniques need to be applied in recruitment practices to stay competitive. Also get involved in meticulous training about the recruitment business.
4. Know the outsourcing to expand your business and utilize your time in something meaty to get a strong hold of the business.

The above suggestions are required qualities a virtual recruiter should obtain to start and grow in the industry independently.

Recruitment is a tough profession and needs to be tackled wisely. Recruiters are under pressure round the clock; their job is not restricted to official duty hours but also beyond that. So within the recruitment business, it becomes really difficult to manage recruiters. The foremost challenge that a reputed recruitment firm faces are recognizing their recruitment process. Monitoring that process for both positive and negative aspect also comes as a challenge. It has been observed over the years, that different firms have different recruitment process. They stand by distinct ideas and follow different strategies.

We have extracted valuable factors from the successful business graph of Mr. William Almonte and analyzed over here to pay attention to.

The challenges and Monitoring

What comes to the fore as the most important task to be considered is the offers and acceptance before and during the placement procedure. Offers from the employers and acceptance by the applicants are the primary area of concern. This is the first challenge to monitor well for further improvement. This is a crucial area to judge whether or not your firm is getting sufficient offers. If it is getting offers then what is the ratio of acceptance, which depends on the recruiting process, and niche.

On the other hand, there are few more assessments should be made on the number of offers you are getting and how many should come your way monthly or yearly. Which position in which industry is getting more priority? Which recruiter is drawing maximum offers in which client company? Does your firm is having a good transformation of offers to placements?

These are all major parts of the job you should take into concern. If the placement ratio is not as much as it should be, then you better be cautious about it. Pick up some marginal or lower offers to raise the placement ratio. The same goes for the candidates as well, they cannot accept every offer from you, this might be the reason of falling out in the ratio of placements.

The technical support in recruitment system

As per Mr. William Almonte, you have to focus on the revenue to increase every month instead of decreasing. So for that, you need to manage your recruiting process through good software. The easy and user-friendly system can help to perform the entire task involved in the recruitment process. The system should function well to marketing or find job seekers, preparing schedules, sending bio-data, etc.

Moreover, you need recruitment friendly software that can fasten your task in lesser time. This will solve your half of the burden of work. Besides having the software, you need to prepare reports also. Those are appropriate for the changes occur in the continuous process of recruitment. Since you cannot rely on vendors to get you reports generated out of software, you have to prepare it on your won.

The essence of the matter is, you need to have user-friendly easy software to perform the recruiting tasks faster. Along with a report made by expertise as per suitable changes required time to time.

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Whenever we discuss business, professions, market strategy or anything related to the corporate world, we have to look in detail at it. We have to dig much deeper to find out the strength, weakness or even tactics of the companies. So the very common questions that arise in the first place that what are the things that a company needs to establish itself?  Well, to begin with, it needs efficient employees to deliver their assigned job well. Furthermore, it requires a person who can represent the mission and vision of the company. Besides these a role model for a team to be inspired by and excel rapidly.

According to Mr. William Almonte, it is no different in the recruitment industry as well. It also demands the same things in its employees who can be placed and looked forward to as the best recruitment professionals in the market.

The general scenarios

Recruitment has two elementary ways; one is the internal and other is external. The process solely depends on the stature of the firm. Its capability and proficiency in the business which will determine the recruitment process to be chosen. It is often seen that companies who are entering the market or have the potential to grow rapidly but falling short due to lack of ideas or talents. As per Mr. William Almonte, this is when the need for hiring recruitment agency comes up. Appointing a recruitment agency becomes profitable in such scenarios where the new addition of talent can return the recruitment fee within few weeks.

Wearing multiple hats

Recruitment is a fast-paced industry where you cannot be bound by having only one skill. You may require wearing many hats while showcasing different talents in different times. For example, you may have to know the sales strategy, how to do the market research, how to motivate fellow employees or candidates if need be. While performing these multiple tasks, a good recruiter must possess patience as well. Especially during the placement which ensures their billing amount. Recruiters have to be expert at finding talent to get on their board to fulfill the further tasks.

The need for recruitment in recruitment agencies

When a staffing agency faces the need for hiring right professionals they too have to recruit efficient employees to deliver the work in the contract. Many agencies have distinct departments for different domains, which would require a specialist to be on board. This example will help the recruiters to locate the right person on the job as the existing ones already are aware of the job requirement. So it will be easier for them to utilize their skills and experience to find and hire someone for a bigger opportunity.

These analyses fall in the recruitment category for recruitment agencies, and how they deal with it. The basic criteria that work for recruitment industry are same for other fields as well. The core agenda is to hire deserving people with all the required qualities for the job. Whether it is for the recruitment agency or elsewhere, the conditions cannot be curbed down.

To understand the recruiters and recruitment practice, we need to get to the core of it. The recruiter has to be proficient at his work to survive in the long run in the industry. All the procedures of recruitment like screening, short listing candidates, and finalizing them for the final selection by the employer should be done with ease. They should have the capability to handle multiple clients at the same time, fulfilling their respective requirements. The fundamental truth lies in the distinctions of recruiters that we have discussed underneath.

As per Mr. William Almonte, there are quite a few distinctions but we will be discussing the main two types.

The Categories are as follows:

The First Category: In this category, the recruiter serves under to the company until all the vacant positions are occupied by his referred applicants. All this while he serves solely for one organization and does not earn commissions for per head recruitment. It is more like a contractual service.

The Second Category: The category falls suitable for recruiters who work as the third party headhunter. They get commissions for each successful placement of applicants. There are two other divisions which fall under the second category of recruitment. One is the type where recruiters get paid upfront as they are supposed to fill up vacancies for the company under their laid conditions. The other one is where the recruiter gets payment after placements are successfully done.

Mr. William  Almonte also agrees with the fact that, every business has its up and downsides, positive and negative traits recruitment is no exception. It also has advantages and disadvantages lie in the methods. Let’s enlighten some of the plus and minus points of the business, which are essential truth to help you assess better.

Expediency: It saves time, which is most often than not a big issue epically for big organizations. They simply lack the time to invest and only focus on hiring potential candidates. So the main agenda is how to solve a big problem smoothly in lesser time. This is when a recruiter comes on board to complete the task.

Screening and Short listing: Usually the HR persons of the company do not have time to minutely go through every application of the bulk. Recruiters are hired to check their educational background of each candidate. It is important to know whether or not they are applicable for the offered designation. Thereafter comes shortlisting them and preparing them to be sent for the final round of interview.

Placing Advertisements: Placing ads is also one of the initial tasks of the recruitment job, which the recruiters do very appropriately. On various social media, job portals, through latest software they place ads for the required candidates.

Hindrances:

Recruiters do not always update by phone calls if you do not fit the bill

They tend to overlook your details qualification or experience, aiming to find higher level positions.

Recruiters often end up disclosing the information of applicants in order to sell it.

Regardless of the side, you are on, employer or candidate, you must assess the decision of opting for a recruiter before hiring them.

Online recruitment is very much an essential part of the internet. It is a kind of extended leg of it, which has immense benefit. Like any part of any professions or regular lifestyle, the Internet has benefited the global recruitment spectrum also. The Internet has allowed posting an advertisement on various social media as well as job portals. Searching candidates from a variety of popular job medium have become an integral part of recruitment. The web is consistently proving its advantages to credit success and saving cost at the same time to employer companies to a great extent.

We have had an extensive study on Mr. William Almonte‘s business technique, and have summarized few expediencies and laid down here:

1. Vast range of covering geographical area

When a company is unable to find desired candidates from locals, then it has to stretch its hands to reach out to a wider area to fetch applicants. Here comes the advantage of the internet which can bring thousands of applications within a shorter span of time. It is evidently minimizing the distance between employees and employers. Online search engines provide the classified applicants in a handful number. In a way, internet is ushering new fresh talents across the globe and also opening greater opportunities to job seekers.

1. Preset recruitment procedure

Those days are over when companies have to rely on an advertisement given on newspaper within limited words. There are other few stages include while reaching to the final selection process through the conventional recruitment process. It is tiring, time-consuming and also costly. Whereas, the online job recruitment functions more fast, it is easier, and ensures a reliability of staffing sources. The Internet offers many facilities to run online screening, short listing applicants, and fastens the hiring time. It has indeed transformed the manual process to an automatic, programmed procedure.

1. Hiring time has evolved

As per Mr. William Almonte, the web has quickened and improvised the old manual process of hiring. Every single step has been recomposed in a smarter and simpler way. As the companies are in need of efficient applicants, and they cannot afford to lose out on any desired candidate. This is why, the employer companies are highly relying on web-based recruitment, as it is less tiresome. Also, finishes the tedious task in lightning speed.

1. Cost saving

Internet service provides a lot of profitability when it comes to limit the budget of recruitment. If the company is restricted to hire applicants in a constraint budget, then internet can get the best result along with numerous options. Quality and quantity both come through some finger clicks and tapping. It is certainly able to find the best match as per the employer’s requirement. It is expanding the market for job seekers to be found and employers to find and pick the best ones.

The contribution of internet recruitment is vehemently growing holding a strong ground of its successful results. The upsurge in the global market determines the credibility of the internet recruitment.

Everyone has a desire of doing the job that really suits the career that he/she focuses into. But it is very tough to get the desired job. There are many companies that provides job. But all these jobs are not suitable for the boy/girl. It can be also said that the job seeker is not impressed with the job search. To get an ideal job the best and the most useful way is to get in touch of a recruiter. These recruiters are the persons who are aware of the jobs that one is searching for. They have the full idea and knowledge of placing the candidates according to the job that they desire for.

The main thing that the job seeker has to keep in mind is to get the best recruiter. There are many recruiting agencies. But all these agencies are not the same. They offer something and they provide something. Therefore making a step forward the job seeker has to gain a thorough knowledge of the recruiter. Without this knowledge he/she may be trapped in the racket of job providers. Therefore it is a step that one must know before providing the details of his/her bio-data. In the internet there are many sites which states to provide jobs according to the qualification or experience.

William Almonte who is a renowned recruiter has made some of the guidelines that one must follow before making for a recruiter. These guidelines are essential for every generation and the way to find the right recruiter for the desired job that he/she is in search.

Making the right decision

Decision making is one of the greatest works that the job searcher must follow. At first he/she has to select the criteria of the job. There are many jobs in the market. But all the jobs are not the same. There are variations in jobs. By experience or through educational qualification the job searcher has to shortlist the job that he/she wants to do. After that, find the right recruiter. In searching the right recruiter it takes time. But it must be tried to get the best recruiter from the market.

Tell the recruiter the right things

A recruiter is not less than a doctor or a judge. The recruiter knows very well and in detail of the recruiting process that are going on. He has the great bonding with many companies. Therefore the job hunter must provide all the necessary documents to the recruiter. This will help the man/woman to find the desired job that the job seeker is seeking.

A tight bonding is good for the future

According to William Almonte the job seekers must tie up a good and healthy relation with the recruiter. The people who are involved in the process of recruitment have a good relationship with the companies that usually recruit not by any job announcements. Mainly the big companies provide the duty to bring the right candidate to the recruiters. Therefore the recruiters can provide big spaces if the job seeker makes a good bonding.

When you are appointed as a Staffing Manager to recruit people for a job vacancy, then you become the one responsible for hiring the right people or wrong people. Henceforth, the future ambiance or productivity depends on your hand. So in order to recruit the right person, first you have to know what job you are hiring for, and what are the job descriptions. Then only you will be able to understand the job role and qualities require meeting the job responsibility. In case if you do not possess any idea about exactly to look for in a candidate, then you may look forward to the experienced employees of the same designation and extract information from them to find the best match for the job.

As we have observed the working method of Mr. William Almonte, to hire an efficient candidate, there are several things that should be taken into account. Like the cost of organizational and training come to the fore. Also, the ability and skills in the candidates to begin with initially and thrive for learning more.

Let’s discuss some basic factors of hiring the right candidate:

A Strong Concept of the Job Role:

The recruiter or the person assigned to recruit the right candidate has to have a strong and clear concept about the job role. If it is a pilot project, then it is always advisable to discuss with veteran seniors about the potentiality requires matching with the job responsibility. A full analysis is needed to understand the functionality of a job post, to hire the appropriate people for it.

Future Possibilities:

As per Mr. William Almonte, the staffing manager also has to concern about the long run possibilities, hence recruiting the correct people might turn out beneficial for the company. Since, a company invests a lot in an employee, hiring misfit people would result in a loss in the future and they might not sustain in the company for a longer time.

List down the Qualities:

The Educational qualification, experience, extra non-technical skills and other job oriented knowledge, everything that are significant to meet the requirement of the post, should be jotted down in a list. The recruiter has to be very sharp while observing resumes and should discard the irrelevant ones immediately. If the requirement list is getting long to find the best match then trusting away some of the criteria would help to get a close match concerning the job responsibility.

 Technical Assistance:

The staffing manager may use advanced technology to fasten the procedure of recruiting people. There are several smart software that may help to sort out candidates from the bulk of application, as per the desired list. The recruiter should choose a software that will help in multiple ways with many options to filter out the unnecessary bio-data.

Conclusion:

The last and final stage comes to the interview round, where questions should be flat and general; rather it should be customized based on each candidate. So that would help to bring out the originality of candidates, and will eventually benefit to the judgment, recruiting the right person fit for the job.

As the days and years pass by, so many things start changing, whether it is a social lie, personal life or professional life. Everything changes with time, and so does the recruitment trend in the global world. Every year market for some industries either flourishes or declines, as per the ongoing trend or scenario business modules have to be setup. Even in the recruitment industry, professionals have to follow new trends for business development. Considering the economic stature of the industry, job openings, and a number of job seekers, possibilities of betterment and profit of companies in the global market trend are setup.

While researching for new trends of 2017, we have minutely observed Mr. William Almonte‘s business strategy. We have taken cues from that in understanding some defining aspects which might be the driving transformation in recruiting.

Firstly, the financial system is going upward; hence, unemployment rates will go down as more candidates will get to meet the new job opportunities. Now, in this scenario, to direct candidates in the right way and control them, recruitment agencies have to gear up to compete with the challenge.

Secondly, if the state or country is having a great time of better or strong financial stability, that means, companies will have more openings for new jobs, they will be able to launch new ventures as well. So automatically the recruitment volume will noticeably grow. In this regard, recruiters will be hired to fulfill the desired requirement; therefore, they also have to thrive to make the most of the golden opportunity.

The last but most important point as per Mr. William Almonte is to take into account; companies always look for hiring more people, not in the sense of maximum in number, rather maximize the diversity of candidates to run varied workforce. The biggest trend or challenge of 2017 will be to magnetize educated candidates who could fit and meet the diverse work pattern. This will turn out to be the advantage of the companies in the New Year. Here comes the challenge to live up to the opportunities, the new trends have brought. Let’s get an insight of it.

New Technologies in the New Recruitment Trend:

In the New Year 2017, the volume of candidates is supposedly going high, so to fulfill the requirement of vacancies, recruitment agencies will need to fasten their work in restricted time. To execute their job they would need advanced, faster and smarter technical support to keep the workflow going.

Diverse Place of Work:

It is widely seen amongst job seekers that they prefer diverse workplace when it concerns job opportunities and companies.

Fetching old Talented Candidates:

The hiring speed and volume both are increasing rapidly. Hence the recruiters have to be quick to make a decision of whom to select and whom to reject during the screening. With the help of latest technologies, it is finally possible to scan through resumes of old candidates, who might happen to fit for the current vacancy.

Conclusion:

Having said earlier, a trend is being setup in accordance with the ongoing situations based on previous experiences. So the industry professionals and business expertise are preparing strategies after evaluating these trends of 2017.

There is a thorough process of recruitment that a company goes through which involves around five stages. Recruitment is a demanding task that needs extensive hard work and well execution of planning. This job keeps the staffing managers or recruiters on their toes. Before getting on the field of implementation, smart planning needs to be made of. It is a sort of balance game, keeping the need in mind for the employer and candidates. Since any of the parties would be paying in either case, so this task requires fulfilling the necessity of both parties. This condition is applicable if the company hires a recruiter agency to resource candidates for targeted projects.

After closely monitoring famous recruiter Mr. William Almonte, it is evidently understandable that recruitment is an integral part of the human resource department, HR persons or staffing managers are responsible for maintaining the quality of candidates to the professional level. All the necessary documents are mandatory to be filled up and signed by concerned authorities. Recruiting procedure is not only to find best talents for the company but also find the best match within the restricted budget. Now, let’s get on the board of five stages which are the basics of recruitment.

Well-knit plan

A meticulous plan is a must regarding the basic need of the company. Whether it is the vacant position of the ongoing project or in some cases pilot projects. The necessary qualification of candidates, job descriptions, experience or skill needed in applicants, etc. Everything that falls into the criteria of the job positions should be taken care of in the process of recruitment.

Implementation of planning

Once the plan is chalked out, here comes the point of implementing it. While applying the plan, there are other things come to the forefront, like the locations to be preferred to choose candidates from, training them as per the job role, selecting trainers from in-house experienced employees or hiring from outside, etc.

Resourcing Candidates

As per Mr. William Almonte, a recruiter should give his/her contribution to the highest level, when it comes to using source or networking. Be it a personal or professional network; anything can be used for the benefit of the company or their job. Apart from the regular ad posting on social media and job portals, recruiters have to cash in on their personal contacts and referrals from friends or associates.

Screening or Scanning

Well, screening is nothing short of scanning. This stage of recruitment requires the recruiter to run a scan through all applications, filtering a few from the bulk is indeed a tough job. Choosing as per the educational qualification, experience, eligibility, candidate’s knack on the job designation all are vital parameters to judge whether they are suitable or not.

Final Round of Assessment

The final stage is when the entire preliminary task is completed of recruitment, and candidates are done with final round interviews by the employers. Here comes the time of estimating the entire cost of recruiting resourcing and at times training process of applicants. Completing all paper works and handing over the intimation letter to the candidates when they are on board are the last formalities of recruitment.

When we are talking about recruitment business, there are so many things that can make things easier or tougher for the business holder to run any project. Recruitment is a process that involves demanding tasks for parties, the recruiter, and the employer. They both have to be expert and wise enough to chalk out plans and execution of them. Usually, the consultancies are appointed as a coordinator of the employer and candidates. The agenda has to be very clear in the head of the hired consultancy as to what the company is seeking. In accordance with the company’s need consultancies have to organize their tasks?

The Main purpose of hiring consultancy

Basically any large company opts for hiring consultancy is to fasten the procedure of their project. Since hiring suitable employees is not a cake walk, and business executives have other assignments and pressures to work on. In such cases, companies find it convenient to appoint a consultancy. As we have done a close reading of the business graph of Mr. William Almonte, we have figured out the value of going through a consulting agency. It is quite obvious for companies, to avoid the grueling procedure of recruiting desirable candidates, which require lots of patience, skill and judging capability in various stages.

How do consultancies function

When a consultancy gets into an agreement to serve the client company, it has to show its highest level of efficiency to recruit suitable candidates. The task includes posting ads on different social media, job portals, advertising in a newspaper, sorting of applications, screening candidates and finally fixing the schedule with the company after zeroing on final applicants. These are the primary aspects of recruitment which every consultancy goes through in order to meet all the conditions laid by the client. They are meant to bridge the distance between applicants and employers, keeping the ultimate benefit of all in the mind, as well as making the perfect match of job applicants and employers.

Why companies choose to opt for consultancies

According to Mr. William Almonte, consultancies have been the most trusted, conventional source of getting through talented candidates. They create a platform for job seekers to come and show their best skill but also give fruitful exposures to the best career opportunities. At the same time, they also line up bright, efficient candidates for the betterment of the company. Consultancies are most reliable sources which can work at lightning speed to meet client’s requirement, using all kinds of resources to ensure the best service. Large companies are financially capable of hiring a consultancy to save their valuable time which prevents further harassment of a loss. There are chances of losing on their part if companies start recruiting on their own. They are not wary of cost or remuneration of a recruitment agency; rather they focus on their need. Consultancies are not only agreement bound to serve its client until the end but also maintains confidentiality.

Moreover, consultancies do have its significant role in the business. They can build up a prolific career for a candidate and also be productive results to the companies. Hence, it is unquestionably a better decision to team up with a consultancy.