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Full Stack Recruiter: The Modern Recruiter's Guide
Are you ready to learn everything about sourcing and recruitment ? Then you’re looking at the right book! If you are working in the recruitment business, if you are new at it or wish to begin a career as a recruiter, you need to know some important information. Of course, you weren’t born with that knowledge, but don’t worry, that’s what this book is here for! While reading this book, you will find information that is meant to help junior recruiters understand this business but also to expand the knowledge of the senior ones. Whether you belong to the first or the second category, this book will become your new best friend! This recruitment guide is divided into two parts. The first part of the book is all about sourcing methods . In other words, it is full of information on how to source and find people and their contact details. The second part of the book is about recruitment , and there you’ll find out how to excel in recruitment marketing, candidate engagement, cold calling, and so many more sectors. Both parts will be your guide to a more successful recruitment career! The author, Jan Tegze, is an experienced recruiter. In his book, he is sharing with you tips, tricks and smart techniques that he discovered throughout the years, with the hope that the reader will find inspiration, guidance, and the opportunity to develop and become a better recruiter. Do you want to learn more about sourcing and recruiting? Do you want to understand the recruitment business? Do you want to expand your knowledge and become an even better recruiter? Do you want to become part of the recruitment business? Do you want to read some tips and tricks that will help you develop? If you have answered “YES” to these questions, start reading this book NOW!
- GenresRecruitment
450 pages, Kindle Edition
Published October 8, 2017
28 people are currently reading
287 people want to read
About the author
Jan Tegze
12 books13 followersA Talent Acquisition Leader with progressive experience managing teams and establishing processes. He is an accomplished professional with demonstrated talent acquisition expertise and success in start-ups and fast-growth environments.
Jan has extensive experience in full life cycle recruiting and broad knowledge of international recruiting, sourcing, recruitment branding, marketing and proactive, innovative sourcing techniques. Jan is a trainer, blogger, speaker and creator of Sourcing.Games, as well as many other projects.
Jan has extensive experience in full life cycle recruiting and broad knowledge of international recruiting, sourcing, recruitment branding, marketing and proactive, innovative sourcing techniques. Jan is a trainer, blogger, speaker and creator of Sourcing.Games, as well as many other projects.
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Displaying 1 - 7 of 7 reviews
June 19, 2024
So didn't learn so much from the first part about the art of sourcing but did pick up a few important things about Recruitment from the other half of the book so I would surely implement, like how to reject candidates in the pipeline in our ATS and how to sent follow requests to people on Linkedln and about the important of personal brand as a TA partner.
Quotes:
“The problem for many people who have worked for years in organizations that are driven by tall hierarchies and rigidity is that they lose their sense of identity.
Over time, they have tied their self-worth to their job titles. According to Gallup research, 55% of people in the US define themselves by their jobs, rather than perceiving work as something they do to earn money.”
― Jan Tegze, Full Stack Recruiter
“Even if candidates are rejected during prescreening, you need to give them some feedback. For instance, you can say the position was filled, or that their requirements don't match. In this case, bad news is better than no news at all.”
― Jan Tegze, Full Stack Recruiter
“In regards to job descriptions- Replace "the ideal candidate" or "perfect candidate" with "you" or with any words that will connected with your target audience.”
― Jan Tegze, Full Stack Recruiter
“Best Times to Post on LinkedIn:
7:30-8:30 a.m., 12:00 p.m., and 5:00-6:00 p.m. on Tuesdays, Wednesdays, and Thursdays (and 10:00-11:00 a.m. on Tuesdays).”
― Jan Tegze, Full Stack Recruiter
“"Hi, I saw you have experience in international sales, and you have an impressive resume..."
"Hi Joe, I saw you have experience you have in
international sales from company ACME, and you have an impressive resume... "
If you were Joe, which message would you think looks less generic?”
― Jan Tegze, Full Stack Recruiter
“Also, if you personalize the subject line when you send a linkedln in-mail to a candidate by putting the recipient's name into the subject line, your open rate will will be higher than before, which will increase the chances that recipients will read your message.”
― Jan Tegze, Full Stack Recruiter
“Always try to personalize the message when you send someone a LinkedIn invitation.
For instance:
Hi Joe,
I'm looking to expand my
professional connections, and it seems we have a number of people in common. I am very interested in connecting with you, and I would really love to have you as part of my network!
Kind regards,
Here's another example:
Dear Joe, I would appreciate having you in my network of contacts on Linkedin, and maybe keeping in touch. :) Please accept my invitation.
Many thanks,
Jan
”
― Jan Tegze, Full Stack Recruiter
“Before you continue, keep in mind that the most important thing in recruitment is data about what is working, about what isn't working, about returns on investment, about the effectivéness of marketing campaigns, and about which sourcers bring you the most value and the biggest number of candidates.
If you don't have this data, you should learn how to collect it.
With it, you will survive in the recruitment world and be successful in your job. But without it, you're just another person with an opinion.”
― Jan Tegze, Full Stack Recruiter
“Finding Emails of Candidates:
You can use a service such as name2email.com or hunterio.
These tools will automatically
generate the most common email patterns for a targeted email
address. The best feature about name2email.com is that it is free. Hunter.io can also verify an entire list of email addresses, and you get 150 free searches per month. There are other similar services, such as anymailfinder.com and
voilanorbert.com.”
― Jan Tegze, Full Stack Recruiter
“You can also target these people through x-ray searches. You only need to embed all of these possible terms into a string:
("looking for position *" OR "open to" OR "I am seeking new" OR "in search of" OR "seeking for a" OR "seeking job at" OR "I am unemployed" OR "unemployed" OR "new opportunities" OR "new opportunity" OR "new job" OR "available for" OR "seeking role" OR "seeking work" OR "actively seeking at" OR "seeking full time" OR "seeking opportunity" OR "looking for")”
― Jan Tegze, Full Stack Recruiter
“You can expand the string with other operators. This string will help you find all the people with these titles located in London, but it will remove everyone working for IBM:
(title:developer OR title:"senior developer" OR title:programmer OR title:"software engineer") AND
London (-company:ibm)”
― Jan Tegze, Full Stack Recruiter
“their profile, you can just add (-recruiter) like this:
(Developer OR "Senior Developer" OR Programmer) (-recruiter)”
― Jan Tegze, Full Stack Recruiter
“Example: ("intitle:(CV OR resume OR vitae)" OR "inurl:(CV OR resume OR vitae)") "(NET OR CH)
(Programmer OR Developer)"
(London OR Berlin) -jobs -job
This search string will help you find all pages containing these keywords in intitle and inurl, together with the keywords NET and C#, the job titles Programmer and Developer, and the locations Germany and Berlin.”
― Jan Tegze, Full Stack Recruiter
Quotes:
“The problem for many people who have worked for years in organizations that are driven by tall hierarchies and rigidity is that they lose their sense of identity.
Over time, they have tied their self-worth to their job titles. According to Gallup research, 55% of people in the US define themselves by their jobs, rather than perceiving work as something they do to earn money.”
― Jan Tegze, Full Stack Recruiter
“Even if candidates are rejected during prescreening, you need to give them some feedback. For instance, you can say the position was filled, or that their requirements don't match. In this case, bad news is better than no news at all.”
― Jan Tegze, Full Stack Recruiter
“In regards to job descriptions- Replace "the ideal candidate" or "perfect candidate" with "you" or with any words that will connected with your target audience.”
― Jan Tegze, Full Stack Recruiter
“Best Times to Post on LinkedIn:
7:30-8:30 a.m., 12:00 p.m., and 5:00-6:00 p.m. on Tuesdays, Wednesdays, and Thursdays (and 10:00-11:00 a.m. on Tuesdays).”
― Jan Tegze, Full Stack Recruiter
“"Hi, I saw you have experience in international sales, and you have an impressive resume..."
"Hi Joe, I saw you have experience you have in
international sales from company ACME, and you have an impressive resume... "
If you were Joe, which message would you think looks less generic?”
― Jan Tegze, Full Stack Recruiter
“Also, if you personalize the subject line when you send a linkedln in-mail to a candidate by putting the recipient's name into the subject line, your open rate will will be higher than before, which will increase the chances that recipients will read your message.”
― Jan Tegze, Full Stack Recruiter
“Always try to personalize the message when you send someone a LinkedIn invitation.
For instance:
Hi Joe,
I'm looking to expand my
professional connections, and it seems we have a number of people in common. I am very interested in connecting with you, and I would really love to have you as part of my network!
Kind regards,
Here's another example:
Dear Joe, I would appreciate having you in my network of contacts on Linkedin, and maybe keeping in touch. :) Please accept my invitation.
Many thanks,
Jan
”
― Jan Tegze, Full Stack Recruiter
“Before you continue, keep in mind that the most important thing in recruitment is data about what is working, about what isn't working, about returns on investment, about the effectivéness of marketing campaigns, and about which sourcers bring you the most value and the biggest number of candidates.
If you don't have this data, you should learn how to collect it.
With it, you will survive in the recruitment world and be successful in your job. But without it, you're just another person with an opinion.”
― Jan Tegze, Full Stack Recruiter
“Finding Emails of Candidates:
You can use a service such as name2email.com or hunterio.
These tools will automatically
generate the most common email patterns for a targeted email
address. The best feature about name2email.com is that it is free. Hunter.io can also verify an entire list of email addresses, and you get 150 free searches per month. There are other similar services, such as anymailfinder.com and
voilanorbert.com.”
― Jan Tegze, Full Stack Recruiter
“You can also target these people through x-ray searches. You only need to embed all of these possible terms into a string:
("looking for position *" OR "open to" OR "I am seeking new" OR "in search of" OR "seeking for a" OR "seeking job at" OR "I am unemployed" OR "unemployed" OR "new opportunities" OR "new opportunity" OR "new job" OR "available for" OR "seeking role" OR "seeking work" OR "actively seeking at" OR "seeking full time" OR "seeking opportunity" OR "looking for")”
― Jan Tegze, Full Stack Recruiter
“You can expand the string with other operators. This string will help you find all the people with these titles located in London, but it will remove everyone working for IBM:
(title:developer OR title:"senior developer" OR title:programmer OR title:"software engineer") AND
London (-company:ibm)”
― Jan Tegze, Full Stack Recruiter
“their profile, you can just add (-recruiter) like this:
(Developer OR "Senior Developer" OR Programmer) (-recruiter)”
― Jan Tegze, Full Stack Recruiter
“Example: ("intitle:(CV OR resume OR vitae)" OR "inurl:(CV OR resume OR vitae)") "(NET OR CH)
(Programmer OR Developer)"
(London OR Berlin) -jobs -job
This search string will help you find all pages containing these keywords in intitle and inurl, together with the keywords NET and C#, the job titles Programmer and Developer, and the locations Germany and Berlin.”
― Jan Tegze, Full Stack Recruiter
June 10, 2019
A must-read for anybody who wants to get into the sourcing/recruitment world professionally. Jan Tegze states very clearly the differences between a sourcer and a recruiter. At the same time, I loved how he introduces the main skills needed to combine two disciplines successfully.
November 30, 2023
Great Guide, very informative and well written thank you for posting it it helps increase my knowledge. we also help students to grow in their careers through our courses. Visit us: https://www.sevenmentor.com/full-stac...
November 17, 2018
It is very eye opening an inspiring book for those who would like to better understand the sourcing world.
December 31, 2018
Excellent content and highly valuable future reference material
July 15, 2019
A great read for any Recruiters who want up to move more into a Sourcer Role. Some great, new and innovative ways to search for candidates. I highly recommend this read!
February 2, 2020
Decent read. Especially for beginners. Was a nice refresher on Boolean for me. But very European focused and lot of mistakes/typos in text
Displaying 1 - 7 of 7 reviews