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All Blog Posts Tagged 'job' - RecruitingBlogs 2014-11-26T09:00:18Z http://www.recruitingblogs.com/profiles/blog/feed?tag=job&xn_auth=no The Truth and Nothing But the Truth tag:www.recruitingblogs.com,2014-11-17:502551:BlogPost:1841354 2014-11-17T04:12:05.000Z Dave http://www.recruitingblogs.com/profile/Dave89
  If you're about to embark on the job-hunting process, it's important to be as upfront and honest as possible with recruiters.

Whether you were let go from your previous job for unsatisfactory performance or you have social media skeletons in the closet, starting a new job with a clean slate is the best…

 If you're about to embark on the job-hunting process, it's important to be as upfront and honest as possible with recruiters.

Whether you were let go from your previous job for unsatisfactory performance or you have social media skeletons in the closet, starting a new job with a clean slate is the best way to get the ball rolling.

Here are 5 things you should always tell recruiters during the interview process:

1. How Long Do You Plan on Staying?

Interviewing for a long-term position is one thing, but if you're just looking for a job to fill your unemployment gap, this is something a hiring manager needs to know. It costs companies a lot of money to recruit and they want their efforts to be as long lasting as possible.

If you're interviewing with hopes that another job will come along, simply tell the interviewer. You may still get the job or the job might go to another candidate who is looking for a long-term career. Either way, at least you aren't entering a new position on false terms.

2. Why Did You Leave Your Previous Position?

Sometimes you leave a job because it's unfulfilling and sometimes you are let go for other reasons. As the following article shows, whatever the terms are, the reason why you left your last job is just 1 of 5 things to ALWAYS tell a recruiter during your interview.

Quitting on good terms with two weeks' notice and good luck handshakes are something every interviewer would like to hear, but that's not always the case. Even if you quit on short notice or were fired, the interviewer will appreciate your honesty.

3. Do You Have a Clean Social History?

More and more companies are looking into candidates' social histories before hiring.

According to Social-Hire.com's CEO Tony Restell, "For candidates, social media can certainly "backfire" if there's anything on your social profiles that causes the recruiter to question your professionalism or that doesn't tally with what you've stated on your resume."

Because of this, you might need to make some social changes in order to make yourself a more attractive candidate. Restell goes on to say, "Nowadays, you should assume that your social profiles will be looked at every bit as much as your actual resume and cover letter, so you should invest in cleaning them up and perfecting them accordingly."

4. Do You Have a Criminal Record?

Although many companies do their own research, coming clean about any criminal history you may have is better than letting the employer discover it on their own. Chances are you'll have to state whether you've ever been arrested on the employment application.

Whether it's a DUI or a greater offense, letting the hiring manager know your background will help them understand you better. Likewise, being upfront and honest about your past will avoid any surprises down the road for your new employer.

5. Honesty is the Best Policy

At the end of the day, honesty is always the best policy during the interviewing process.

If there is something in your life or on your résumé you feel you need to lie about, then it's probably something the hiring manager needs to know. Put honesty first and your truthfulness will go a long way.

When you're ready to pound the pavement for a new job, make sure you put everything upfront.

Photo credit: Image courtesy of stockimages at FreeDigitalPhotos.net

About the Author: Adam Groff is a freelance writer and creator of content. He writes on a variety of topics including job hunting and résumé writing.
 5 dream jobs you never knew existed (and wished you had!) tag:www.recruitingblogs.com,2014-10-30:502551:BlogPost:1836677 2014-10-30T12:00:00.000Z Rebecca Baines http://www.recruitingblogs.com/profile/RebeccaBaines

Whilst stuck in a dead end role, have you ever dreamt of finding a dream job that lights your fires, motivates you and makes you want to get up and go in the morning? For some its a vocational calling, such as a doctor or teacher, for others its something they excelled at…

Whilst stuck in a dead end role, have you ever dreamt of finding a dream job that lights your fires, motivates you and makes you want to get up and go in the morning? For some its a vocational calling, such as a doctor or teacher, for others its something they excelled at academically such as a chemist or an auditor; but what about the dream jobs you never even knew existed? Not easy to stumble across but their so worth it when you find them! Here are our top 5 dream jobs that we had no clue existed and we wish we had...

Chocolate Taster

As if we don't munch enough of the good stuff on the weekend, a lucky few get to do it Monday - Friday, 9 - 5. Dubbed the real life Willy Wonka, Brandt Maybury is one of a few master connoisseurs taste testing products at Green & Black's. Everyday Brandt is presented with new flavours, including the weird and the wacky, to experiment with - no surprises that he is a self confessed chocoholic! Warning though - Brandt's found he has to hit the gym regularly to shift the extra calories.

Waterslide Tester

Sebastian Smith, a lucky student from Somerset landed the job of a lifetime travelling the world to try out adrenaline pumping chutes at Splashworld Resorts. Sebastian won a competition ran by First Choice holidays, for a 6 month contract with the travel agent that includes all expenses paid trips from Greece to Jamaica, as well as a £20,000 salary. Sebastian rates the exhilarating slides on two factors - biggest splash and adrenaline factor. Jealous much?

Island Caretaker

Ben Southall from Hampshire was on cloud 9 when he managed to secure the job of a lifetime as Island Caretaker of Hamilton Island on the Great Barrier Reef in Australia. Part of a campaign ran by Tourism Queensland, Ben landed a 6 month contract with a whopping AUD$150,000 salary and rent free luxury island accommodation. His responsibilities included exploring the island, reporting back, feeding the fish, cleaning the pool and collecting the mail - all in the paradise environment.

Disney Princess

If your dream as a child was to grow up to become a princess this is your opportunity - we can't all be Kate Middleton! Responsibilities include being worshipped by countless children and giving life to legendary Disney characters such as Minnie Mouse and Elsa from Frozen. Perks include making childrens dreams come true, free admission to Disney Parks and free reign to explore the secret cavernous underground land of Disney.

Google Tricycle Mapper

You can literally put the world on the map collecting data for Google's Streetview as a Tricycle Mapper! One of a handful on the planet mapping and photographing areas that can't be accessed with Google Mapping cars. The job is pretty sweet, exploring the world and getting in your daily exercise all at once.
 6 Common Blunders New Hires Make - And Then Get Hurt tag:www.recruitingblogs.com,2014-10-28:502551:BlogPost:1836303 2014-10-28T05:00:00.000Z Madeleine Allan http://www.recruitingblogs.com/profile/MadeleineAllan

So, you just landed yourself a new job and you are probably nervous, because you want to impress your employer. Well, you are not the first person to feel like this because everyone feels nervous the first time they step into the professional waters.

Starting a new job is a nerve wracking experience. It might cause much anxiety because you really want this job, and you cannot afford to be thrown out in the first week. Besides, you have a lot…

So, you just landed yourself a new job and you are probably nervous, because you want to impress your employer. Well, you are not the first person to feel like this because everyone feels nervous the first time they step into the professional waters.

Starting a new job is a nerve wracking experience. It might cause much anxiety because you really want this job, and you cannot afford to be thrown out in the first week. Besides, you have a lot of expectations from your employer and colleagues. You expect them to be everything that they were during the interviews.

This leads a lot of new hires to make serious mistakes which maybe bad, both, for the company and the employee. The employers may not have enough time or patience to endure your mistakes.

Following are some of the common mistakes new employees make:

1. Shabbily Dressing:

The one thing most people fail to understand is that some people have very strong observation skills. The first thing that people notice about you is your dress. The minute you walk into the office, your colleagues will scan you, observe you and will form an instant analysis of you. So, if you want to make a lasting impression on your colleagues, make sure you are dressed properly, as per the office decorum.

2. Expecting Too Much:

When you get hired, your boss might guide you by giving you all the details about the job. He might even assign you to one of your colleagues so you may learn what you are expected to do. But, if you think that your boss will hold your hand, and guide you about each and everything, or he will protect you every time you run into trouble, then you are wrong. Your boss hired you so you may help him with his problems, not the other way round. So, stop acting like a child, and be the responsible man you are expected to be.

3. Never Asking Questions:

Your first few days or weeks at the job are sort like a learning tenure. Throughout, your probation period, you are expected to ask as many questions as you like as long as you are learning something out of it.

However, don't bother your colleagues too much by asking loads of irrelevant questions or by asking the same questions over and over. You don't want your colleagues to think of you as an annoying person.

4. Less Socializing:

The literal meaning of an organization is that of a group of people who work together for a particular purpose. You cannot run an organization if you will not talk to your colleagues.

I have come across new hires, who are too shy or too proud to talk to others. Not talking to your colleagues is a source of conflicts in organizations, which may jeopardize your job.

5. Not Adapting Office Culture:

One of the most common and annoying things about new hires is that they want to compare everything with what they learned at college. New hires like to give advices to their new colleagues based on what used to be the norm in their college.

If you want to fit in the office, you will have to accept and adapt to the environment of your new office. You will find a lot of things that maybe different, but then every organization has a different culture.

6. Networking Too Early:

A few days at office is too soon, do not add your new colleagues on social network websites just now. You and your colleagues need time to get to know each other before you send them invitations on LinkedIn. If you send an invitation too soon, and let your colleagues look at your personal profile, they might form an opinion about you.

First impressions is the last, always remember that. Therefore, make your first impression in a way that can boost and bolster your career success. In addition, don't wait for anyone to spoon fed you because if you do so you will only be delaying your career growth. If you want to build a sound career, then you have to avoid the above mistakes.

Madeleine Allan is a passionate research writer and a student consultant. She guides students in choosing the right degree program in order to start a good career. Besides being a consultant, she is also an essay writer at Essay Spot.

 Does a Pregnancy Impact the Recruitment? tag:www.recruitingblogs.com,2014-10-18:502551:BlogPost:1833742 2014-10-18T06:04:13.000Z Dave http://www.recruitingblogs.com/profile/Dave89

 If your business is in the middle of the hiring process, it's important to know how a candidate who is expecting will impact your workplace in the future.

There are laws that protect pregnant employees from recruitment discrimination, but there are also some factors you have to consider when hiring…

If your business is in the middle of the hiring process, it's important to know how a candidate who is expecting will impact your workplace in the future.

There are laws that protect pregnant employees from recruitment discrimination, but there are also some factors you have to consider when hiring qualified candidates who are soon-to-be mothers.

When it comes to hiring with a baby on board, here are just a few ways pregnancy impacts your business:

Pregnancy Discrimination

Discrimination of any kind is forbidden in the workplace, including pregnancy discrimination. The Pregnancy Discrimination Act, or PDA, states that employers cannot make any employment decisions based on whether an employee is pregnant.

This includes hiring decisions as well as promotions, layoffs, health insurance benefits, and salary adjustments. Before beginning the recruitment process, it's important to familiarize your hiring management team with the laws and requirements set forth by the PDA.

Put Experience First

Simply put, a potential employee's pregnancy should not affect your recruitment process whatsoever. There are some changes you'll need to make as time goes on, but the interviewing process should largely go unchanged.

It is up to the employee to tell you they're pregnant regardless of how far along they are.

The only facts you need to be concerned with during the recruitment stage are the candidate's work experience and résumé. If the candidate is qualified for the job at hand, then that should be more than enough for a job offer.

What Employers Need to Know

There are a few factors that will eventually impact your business by hiring a pregnant employee.

As the following article shows, "Health insurance and pregnancy" for example, is something you're business will need to consider in the future. If you have a shared insurance premium with your employees, rates will reflect maternity costs for both you and your employee.

Likewise, your business will also need to have a plan in place when maternity leave comes into play.

You are required to offer 12 weeks of paid or partially paid maternity leave to employees that have worked for your business for more than a year. This will impact your business's workforce and efficiency for a short time.

Be Proactive

To avoid any pitfalls when an employee takes maternity leave, it's important to take a proactive approach. Filling positions with short-term, part-time employees can help fill the absence gap and ensure your business isn't negatively impacted.

In addition, if a potential employee chooses to bring up their pregnancy during the recruitment process, it's important to make sure you handle the news with a proactive spirit.

Instead of thinking about how the pregnancy will affect your business, you should make sure the employee knows you're thinking about their wants and needs.

Besides, if the candidate is more than qualified for the position, you wouldn't want them walking away because they feel like a hindrance to your business.

Think Big Picture

At the end of the day, a pregnant employee isn't a setback for your business.

If you're hiring for a long-term position, then a three-month maternity leave is just a blip in the radar. In other words, keeping in mind the big picture during the hiring process will ensure you hire the best candidate for the job regardless of their pregnancy status.

When you're ready to begin hiring, keep in mind the pregnant employee pointers above.

Photo credit: Image courtesy of patrisyu at FreeDigitalPhotos.net

About the Author: Adam Groff is a freelance writer and creator of content. He writes on a variety of topics including recruitment and human resources.
 OVERCOMING FAILURE, UNDERACHIEVEMENT tag:www.recruitingblogs.com,2014-10-16:502551:BlogPost:1833433 2014-10-16T16:26:48.000Z Recruiter Raya http://www.recruitingblogs.com/profile/CandiceTrebus

Are you feeling discouraged during your job search? Discouragement can come not only from how potential employers respond to your queries and applications, but also from your own self-assessment of skills. You might be wondering if you'll ever be good enough for the jobs you want.…

Are you feeling discouraged during your job search? Discouragement can come not only from how potential employers respond to your queries and applications, but also from your own self-assessment of skills. You might be wondering if you'll ever be good enough for the jobs you want. It's likely that you are also comparing yourself to other candidates who may seem more accomplished than you. How can you compete with them?

Reshape Your Narrative

You might be interested in reading a recent article posted to Mashable, discussing strategies that "underdogs" used to land a job. The advice the article offers often involves finding the right narrative, the right way to present yourself.

For example, if you have transferable skills from an unrelated field, highlight those. Incorporate them into the story of who you are, showing that you're versatile and flexible. Communicate genuine enthusiasm and potential.

You might also be concerned about past failures. Maybe you started a business or worked for a business that wound up folding. Remember that failure doesn't put you out of the running. As discussed in a recent article from Entrepreneur.com, employers may welcome people who have failed but have also learned from their mistakes. If you're in a job interview and are asked about past failures, you can discuss your experiences in a way that emphasizes your resilience and persistence. You weathered the storm, and you survived it. You learned a lot and have a lot to offer.

Be sure to contact us to further discuss concerns you have about what you think is a less-than-stellar track record. One of the ways we can help you find a job is to give you advice on how to present yourself in the best light instead of putting yourself down unnecessarily.
 Top 7 Healthcare Job Boards tag:www.recruitingblogs.com,2014-10-13:502551:BlogPost:1832277 2014-10-13T23:30:00.000Z Paul Andre De Vera http://www.recruitingblogs.com/profile/PaulAndreDeVera

Finding top talent in the healthcare industry can be a daunting task. For many healthcare positions, the education requirement and the average employment duration are both well above average. When searching for a highly skilled talent in lower turnover roles, you can never have enough people in your talent pool. SmartRecruiters has posted 400,000+…

Finding top talent in the healthcare industry can be a daunting task. For many healthcare positions, the education requirement and the average employment duration are both well above average. When searching for a highly skilled talent in lower turnover roles, you can never have enough people in your talent pool. SmartRecruiters has posted 400,000+ jobs to hundreds of job boards. To find and hire healthcare professionals, these are the 7 best job boards to advertise your open position:

Health Callings is the complete career resource for today's healthcare professional.
 Post a Job to Health Callings

Healthcare Job Site a place to manage your career, search for new opportunities and connect with top Healthcare employers and professionals.
 Post a Job to Health Care Job Site

Sanagajob Healthcare Jobs. Do you like to help people? Do you look good in scrubs? The largest part-time and full-time hourly healthcare job resource.
 Post a Job to Snagajob

Indeed is the #1 job site worldwide with over 140 million unique visitors each month. More people find healthcare jobs on Indeed than anywhere else.
 Post a Job to Indeed

CareerBuilder helps match the right healthcare talent with the right opportunity more often than any other site.
 Post a Job to CareerBuilder

Monster provides career advice, job-seeking tips and more. The global leader in connecting people to healthcare job opportunities.
 Post a Job to Monster

Craigslist is a local classified and forum for jobs, resumes, etc with a dedicated section for healthcare jobs.
 Post a Job to Craigslist

To supplement your hiring efforts, also consider recruitment agencies with healthcare specific focus, such as HealthCare Job Solutions, or bigger agencies with respected healthcare recruitment departments, such as Kelly Services.

Do you have a top source for finding a healthcare professionals that's not on the list?

Original Source: http://www.smartrecruiters.com/blog/top-7-healthcare-job-boards/
 What Recruiters Can Learn From a No. 1 Company on Great Rated's List of Top Tech Employers tag:www.recruitingblogs.com,2014-10-08:502551:BlogPost:1831426 2014-10-08T23:04:25.000Z Kim Peters http://www.recruitingblogs.com/profile/KimPeters667
At Great Rated, we're truly excited to share our recent People's Picks: 20 Great Workplaces in Technology, based entirely on the results of confidential employee surveys. Not only do these companies offer fantastic benefits and opportunities for advancement. They've also created magnetic work cultures within a sector that can be particularly challenging for recruiters because the…

At Great Rated, we're truly excited to share our recent People's Picks: 20 Great Workplaces in Technology, based entirely on the results of confidential employee surveys. Not only do these companies offer fantastic benefits and opportunities for advancement. They've also created magnetic work cultures within a sector that can be particularly challenging for recruiters because the workforce is highly skilled and highly sought. Here's a closer look at what the top organization on our list in the small companies category does to help attract and retain talent.

Visionist: Proving Employee Development and Camaraderie Matter

Even for an organization with only 43 people, Visionist is exceptional for the number of categories in our Trust Index survey where employees were unanimous in saying the company does things right. This is a particularly difficult feat in sensitive areas like employee advancement. Yet 100 percent of Visionist team members say the company awards promotions to those who best deserved them, compared to an average of 74 percent of employees among Fortune 100 companies we've surveyed. Likewise, Visionist's employees unanimously say their managers let people accomplish their jobs without looking over their shoulders. These results boil down to something that can benefit any workplace: Actively involving the employee in his or her own career.

"I really enjoy the fact that management really wants you to be happy with the project you're working on and also is genuinely concerned with your career goals," says one Visionist employee. "One of the first questions they ask you is where you want your career to go. I told them that I had a career goal of being a software architect. Consequently, management will often contact me about project opportunities with prototyping or designing, encouraging me to pursue my career goals. It feels good to know that I have the backing of my company to pursue any career path I choose and not feel stuck in a single profession."

Like many of its peers in Silicon Valley, this Maryland company also backs up this investment in employees with wide-ranging perks to keep its people happy. These include free takeout meals for team members who've recently taken home a newborn, four weeks of paid time off, and group activities like skeet shooting and pancake breakfasts. These types of programs don't exist in a vacuum. At Visionist, employees confirm that these benefits help create a widespread camaraderie that spills over into their work as a team.

"There are activities that influence the attitude and the value associated with being a part of something bigger than one's self," another Visionist employee says. "The company president and CEO has events during each calendar year at his home for employees. There, he caters the food, has singing, games and just all-around fun for all who attend, from the youngest to the oldest."

Kim Peters is CEO of Great Rated!, where she focuses on developing strategic business partnerships.
 Unwritten Tricks Recruiters Use To Attract Graduate Students tag:www.recruitingblogs.com,2014-10-03:502551:BlogPost:1830182 2014-10-03T09:44:45.000Z Lesley J. Vos http://www.recruitingblogs.com/profile/LesleyJVos

The philosophy of recruiting is changing today. Yes, this sphere is not what it used to be several years ago, because today recruiters have to deal with totally different kinds of candidates – Millennials.

Hiring Millennials differs…

The philosophy of recruiting is changing today. Yes, this sphere is not what it used to be several years ago, because today recruiters have to deal with totally different kinds of candidates – Millennials.

Hiring Millennials differs a bit from the one we all used to. Cover letters and formal resumes are what modern graduates do not like though they have to learn and follow all those tips and tricks on resume writing to catch a recruiter's attention and get a job of their dreams as a result. Anyway, recruiters start using some innovative ways to attract young and talented candidates and make them interested in job positions they offer.

As far as we all understand, young specialists have specific requirements for their future work, and they use slightly different methods of job search for students than their predecessors used a few years ago. That is why recruiters try some modern methods to bring a new talent in. What are they?

1. Social media

Students are very socially active today, and it would be a sin for a recruiter to ignore LinkedIn, Twitter, Facebook and other great online places: big chances are that your potential candidate is there, waiting for you to hire him.

Recruiters develop relationship with recruits in social media, share job postings there, encourage other employees to recommend people from their networks, check profiles of potential candidates... This is one of the quickest and really effective ways to hire young talents, and professional recruiters often practice it today.

2. Networking online

Time is priceless in our modern world, and both recruiters and candidates know that perfectly. All these networking events and job fairs cost a lot (literally and figuratively), and a new trend comes at once: online networking events.

Different candidates have different job search strategies, and networking online can help some students with specific majors and attitudes to job search find a job they have been looking for a long time.

3. Video interviews

Both recruiters and candidates are happy to live in digital age, where technologies let us forget about wasting time and money. The days of having dozens of candidates in your office for an interview are gone: Google Hangouts, Skype and many other video technologies let you save some time and choose some good (and ignore some bad) candidates before they come to your office for final interviews.

Potential candidates love this technology too, as it lets them understand whether they need to waste their time on this particular job position.

4. Various digital tools.

Millennials are big fans of technologies, and they always welcome new tools in different spheres of their life, including job search and career building. Good recruiters know that, so they are not afraid of trying various digital tools to attract and hire talented young candidates.

Google Hangouts is used to engage with candidates;

Different online writing tests are used to understand whether a candidate fits this particular job position, and whether they really want this job;

Survey Monkey is used to interview candidates on specific subjects.

Some tips for recruiters who want to hire a talented graduate student:

Do not be afraid of trying new techniques for recruiting (targeted advertising for example).

Millennials value social responsibility and mentorship; make sure your company can give it to them.

Do not focus on candidates from "elite" schools only: a real talent can be hidden in any degree program.

Young professionals know many tricks to write a resume that can impress every recruiter, but it does not mean that the best candidate is a one with the best resume. Look for an employee who is committed to your company and ready to stay with their employer.

Though we live in a digital world today, do not let technologies swallow you up completely: face-to-face work is also very important when it comes to hiring good specialists for good employers.

By Lesley J. Vos, an educator and a career specialist for college students. Lesley is a writer for Bid4Papers blog, and she works on her e-book at the moment.
 Common Misconceptions about Recruiter's Mind tag:www.recruitingblogs.com,2014-09-26:502551:BlogPost:1829253 2014-09-26T08:38:21.000Z Avika Shah http://www.recruitingblogs.com/profile/AvikaShah
 A recruiter represents the face of the organization as far as quality manpower is considered with respect to best recruitment services. Imagine a candidate without proper qualifications or performance recruited into a company for a key role. If the company suffers because of the inability of the candidate, then it is not just the failure of the candidate but also the…

A recruiter represents the face of the organization as far as quality manpower is considered with respect to best recruitment services. Imagine a candidate without proper qualifications or performance recruited into a company for a key role. If the company suffers because of the inability of the candidate, then it is not just the failure of the candidate but also the recruiter as well. However, given below are the common misconceptions about a recruiter's mind.

Recruiters represent organizations and not candidates.

This is the biggest myth ever related to the work of a recruiter. Though there is hardly any truth in this conception that a recruiter looks after the interests of the organization alone, the responsibility of a recruiter is to standby a candidate as well in order to ensure that the performance is exceptional to the core.

Recruiters have a magic wand to get best resumes on their desk.

Perhaps, this is totally illogic as it might appear that the job of a recruiter is very easy. The actual fact is that a recruiter does a lot of research and exercise in the background to find the best candidate profiles. In fact, the process of recruiting as refined as resume writing as all qualifications of the candidate has to be taken into account before hiring. The entire process is very exhaustive as there are thousands of profiles that need to be checked into to get the eventual results.

Recruiters leave your CVs in the open market without permission

Imagine that you have applied for a key role in an organization by sending your CV and a couple of copies of them. If you are not selected for the desired job, then you might never bother about asking your CV back hoping for a future call. However, there are candidates who think that recruiters pass such CVs into the open job market. This situation never happens as recruiters known the value of each candidate.

All recruiters get paid same way and in bulk

It is not easy to recruit the right candidate for the top post. A lot of aspects have to be considered in detail in order to ensure that the best candidate has been chosen. Every recruiter owns certain kind of responsibility and gets paid on the basis of performance and experience as is the case with any other field. Earning maximum is possible only when the tasks assigned are accomplished with utmost perfection.

Recruiters are not responsive and behave rudely

Though it might appear exactly the same way, this is the biggest misconception that prevails among the minds of jobseekers for sure. However, the situation is totally opposite of what it is perceived in general. Perhaps, there are recruiters who are known to go through each and every CV carefully and respond to the query in an appropriate manner. Appearing politely is a part of the job of the recruitment. However, there could be slighter variations depending upon the personal mindset of each recruiter

By ReKruiTIn Team
 Job sites & tech in the news tag:www.recruitingblogs.com,2014-09-24:502551:BlogPost:1828481 2014-09-24T12:00:00.000Z Chris Russell http://www.recruitingblogs.com/profile/careercloud
Lots of job sites and other recruiting tech has been in the news lately. Here's my roundup.

* Jobs2Careers Ranked #131 in Inc. 500 List of Fastest-Growing Privately-Held Companies. Congrats to Bruce Ge for building a good aggregator in the face of Indeed and SimplyHired. READ ABOUT IT HERE

* NJmarketingjobs.com…

Lots of job sites and other recruiting tech has been in the news lately. Here's my roundup.

* Jobs2Careers Ranked #131 in Inc. 500 List of Fastest-Growing Privately-Held Companies. Congrats to Bruce Ge for building a good aggregator in the face of Indeed and SimplyHired. READ ABOUT IT HERE

* NJmarketingjobs.com is a new hyper-niche job board. It targets a "local niche". Sites like these have the potential to bring in $1,000 per month if done right and given enough time. SEE IT

* The American Legion signs on with Monster.com's Military.com READ ABOUT IT HERE

* ZipRecruiter lands $63 million in funding. These guys made job distribution into a huge business opportunity. Bodes well for other HR tech and ATS's. READ ABOUT IT HERE

* RallyPoint is a Linkedin for Veterans and helps them get jobs. I wonder how many more "Linked for (insert niche)" will be launched? READ ABOUT THEM HERE

* CareerCloud launches a twitter job search engine/directory called Jobcritters. Think Twesumes and Job Tweets. SEE IT

* Going back to the Inc list of fast growing companies there were a number of job sites on the list, here's a quick graphical breakdown.

 Is the Classic Job Description Antiquated? tag:www.recruitingblogs.com,2014-09-23:502551:BlogPost:1828150 2014-09-23T13:30:00.000Z Teju Adisa-Farrar http://www.recruitingblogs.com/profile/TejuAdisaFarrar

The short answer to the title question is yes. With the advent of startups, new businesses emerging, and technology ever-changing the classic job description is not appealing or compelling for the average job seeker today. Who wants to work at a company whose job description is from the time of typewriters?

Unless you're a hipster who's hoping to write on an authentic typewriter at their alternative new…

The short answer to the title question is yes. With the advent of startups, new businesses emerging, and technology ever-changing the classic job description is not appealing or compelling for the average job seeker today. Who wants to work at a company whose job description is from the time of typewriters?

Unless you're a hipster who's hoping to write on an authentic typewriter at their alternative new job (hipster culture=just old things revitalized and "re-discovered"), probably not many people want to work for an outdated brand. However, simply because a company has been around for many years does not mean it is outdated; and simply because a company is a startup does not mean it doesn't need some help remaining culturally relevant.

Job descriptions are about branding as much as they are about making sure candidates know what they are applying to. To attract the ideal candidates you need make sure they are excited about the job and, more so, about working for the company-working with the brand. Whether we want to admit it or not, every company has a brand that it is selling to potential new hires. The classic job descriptions with the generic information and uninspired writing will no longer get top talent vying for your positions. We have to be more creative and concise yet informative. I know, it sounds like a craft. Well it is. Crafting a job description to get the best ROI is definitely a craft. It should be fun, serve a specific purpose, and also ensure you are building a team with people who are genuinely interested in working with and growing in your company.

If a potential candidate feels like the company didn't put any effort into their job description, they will not have a desire to apply. We want our job descriptions to tell a story, even if it is an old story it should have a modern-application. The brands that survive are ones that keep growing with their community and find ways to update their story while still preserving the core mission and vision. IBM has continued to be one of the most successful and innovative companies because they have a mission that is foundational and doesn't stunt (actually encourages) progressing technologically and strategically over time. Our job descriptions should do the same thing.

Job seekers today want to work with a company with a strong foundation, but that is also open to new ideas, innovation, and progress. Similarly, companies want to hire candidates with a strong set of core skills who are flexible, adaptable, agile. Company values should be reflected in all aspects of the company, even something as standard and generic as job descriptions. Are job descriptions outdated? Some people say yes, others say no. Regardless, what we do know is we need to find a better way to convey what we need from our new hires and where we want them to help us take the company. We need to give them an understanding of the company challenges and strengths as well as how they can help solve them. We need to be honest and inspire people to want to work for our organization.

This can be done in a job description. If you can't do it, find someone who can. The classic job description is outdated, vintage, antiquated, obsolete, but not useless. You should refresh, update, rewrite, renew, breathe life into your job old descriptions. We still believe job descriptions are necessary, useful, and the best way to introduce a potential new hire to who you are and where you are going.

Welcome to the future of job description writing, isn't it inspiring!

Resource: http://recruiterbox.com/job-descriptions
 8 Hurdles Fresher's Commonly Face tag:www.recruitingblogs.com,2014-09-16:502551:BlogPost:1826035 2014-09-16T14:12:29.000Z Avika Shah http://www.recruitingblogs.com/profile/AvikaShah
 Fresh candidates who newly begin their professional career face a lot of problems that need to be overcome with confidence and training along with best Resume Writing concepts. Given below are some of the common problems that they face as far as joining an organization is taken into account.

 1. Lack of Proper…

Fresh candidates who newly begin their professional career face a lot of problems that need to be overcome with confidence and training along with best Resume Writing concepts. Given below are some of the common problems that they face as far as joining an organization is taken into account.

 1. Lack of Proper Communication Skills

Most of the candidates begin on a high note in any organization. However, the robust environment makes them to be in the backseat unable to cope with the work pressure as well. Improving communication skills in an exceptional manner will help them in dealing with such problematic situations without going through any major complications as well.

2.  Improper Approach Towards Interview

Recruiters and officials on the interview board expect the candidates to be agile and to the point. However, there are numerous freshers who take the interview in a casual manner. This creates a bad impression upon their candidacy because of which the opportunity could be lost. Generating the best response with positive attitude is necessary during interviews.

3. Poor Preparation Of Resume

At a time when master resumes are making rounds in the recruitment industry, the role of normal resumes has got hardly any role to play. Though you might have good skills and exceptional qualifications to boast for sure, the lack of a matching resume in this context will heavily come down upon your job opportunities for sure.

4. No Focus Upon References And Recommendations

Getting selected into the top firm requires you to have enough references for instant consideration of your job proposal. The candidates who have recommendations have the higher chances of getting recruited into the top firms. However, they are not compulsory as recruiters never depend upon them alone in order to absorb a candidate into the firm.

5. Aptitude Test Blues For Candidates

There are certain candidates who display their skills in an exceptional manner. However, the lack of proper strategies towards aptitude test casts a greater impact upon their career because of which top opportunities forego them. Instead of facing such a drastic situation, it is necessary to develop the best aptitude skills in order to remain a winner always.

6. Convincing HR Personnel As Expected

HR representatives are a tough nut to crack is the general industry notion. Perhaps, it could be true to some extent as they need to consider talent acquisition from a broader perspective by checking various qualities of the candidates in an ideal fashion. Taking any risks in this regard might prove to be problematic, which might affect the entire organization's performance.

7. Technical Details Of Subjects

Most of the freshers lack practical experience because of which they lack the technical expertise needed. By taking care of the situation in detail, it is possible to come across the best results in an exact manner anticipated. Maximum focus is necessary upon various aspects so that the premium features could be realized as per the given situation.

8. Getting Depressed For Not Getting Right Job

Many candidates get psychologically affected due to the lack of proper job that reflects their educational qualifications. Instead of waiting endlessly for the right job, it is necessary that you compromise and get the current job so that you could hone your skills perfectly by applying for the right Jobs in India accordingly.
 When Should You Quit your Job! tag:www.recruitingblogs.com,2014-09-05:502551:BlogPost:1824089 2014-09-05T12:22:04.000Z Avika Shah http://www.recruitingblogs.com/profile/AvikaShah
Think beyond practical boundaries and set out to fizzle. Build your own particular dreams, or another person will contract you to assemble theirs. It is never past the point where it is possible to be what you may have been. Never work only for cash or for force. They won't save your soul or help you sleep at night. Diligent work is terrible when life is without reason. Be that as it may when you live for an option that is more prominent than yourself and the delight of your own sense of…

Think beyond practical boundaries and set out to fizzle. Build your own particular dreams, or another person will contract you to assemble theirs. It is never past the point where it is possible to be what you may have been. Never work only for cash or for force. They won't save your soul or help you sleep at night. Diligent work is terrible when life is without reason. Be that as it may when you live for an option that is more prominent than yourself and the delight of your own sense of self, then diligent work turns into a work of adoration.

The truth of the matter is that once you begin searching for counsel aboutleaving Job in India. Are your physical needs, your passionate needs, your mental needs, and your profound needs being fulfilled?

Steady pushed about work? Despite the fact that you don't fit in at the workplace? Accomplished verbal misuse at work? No more space for development? Truth be told, as indicated by me, these are simply a couple of the signs that now is the ideal time to leave your employment. Occupation is not adjusts to their long haul objectives. Aptitudes are not being tapped. Administration doesn't recognize plans are not being listened. In the event that your thoughts are no more heard or esteemed exhausted and stagnating at your employment.

You feel like you can't win

In the event that you discover your part has ended up confounding, or that individuals in senior administration circumstances give clashing input, you may need to begin considering your next move. Nobody needs to be stuck in a circumstance where they can't win and if a vocation makes you feel like this why not takes a gander at proceeding onward? Your occupation ought to make you feel invigorated and tested, he says. "Like you are succeeding in an option that is instead of like you are battling a losing fight and not accomplishing anything."

You've lost interest

Your employment ought to keep you tested and captivated, yet in the event that you're rationally looked at when you ought to be working, its likely not a decent fit any longer. "It's paramount that your employment pushes you and keeps you intrigued," he says. On the off chance that your current position doesn't rouse you, it may be time to search for one that does.

You question every move.

Everybody sets aside a few minutes to time, however in the event that you second figure each choice you make at work; your job is likely making more tension than its value. When you get to the phase where you question what you're stating and you're pondering whether individuals around the table will concur with you, proceed onward. You ought to be sure at work; not never-endingly apprehensive.

Symptoms

Misery to go office? Mobile switches off commonly? Going late commonly? Taking numerous clears out? Need enthusiasm in work? Hate the individuals you .work-related anxiety is influencing your well-being. Work execution is enduring. In case you're generally won't gainful at work, no more have great work-life offset.

Conclusion

Everybody has terrible days at work. We every have cycle when our occupations in India are exhausting, baffling, or excessively distressing. We can begin to consider stopping, actually looking at occupation destinations to see what's out there. It winds up being an exceptionally extreme informed decision — when is the time right to move on?

By ReKruiTIn.com Team
 5 Reasons Your Job Ads Aren't Working and Ways to Fix Them - Recording Available Now tag:www.recruitingblogs.com,2014-08-14:502551:BlogPost:1820789 2014-08-14T14:30:00.000Z Katrina Kibben http://www.recruitingblogs.com/profile/KatrinaKibben
 The recording and slides are up and if you've ever posted a job before, you need to watch this webinar. Hosts Mike Walsh, …

The recording and slides are up and if you've ever posted a job before, you need to watch this webinar. Hosts Mike Walsh, Sr. Product Marketing Manager, Glassdoor and our own Matt Charney, Managing Editor, RecruitingBlogs.com broke down everything that's wrong with your posts now and even do a round of hot-or-not to showcase examples across industries and networks.

What are you waiting for? With the right job ad strategy, you can snag passive job seekers and target top talent.

http://recruitingwebinars.com/5-reasons-job-ads-arent-working-ways-fix/

  11 Sources to Drive Traffic to Your Job Listings tag:www.recruitingblogs.com,2014-08-07:502551:BlogPost:1819694 2014-08-07T19:30:00.000Z Paul Andre De Vera http://www.recruitingblogs.com/profile/PaulAndreDeVera
You've spent all this time crafting your job listings and it's published live on the web. Congratulations. How do you begin promoting it? Driving traffic to your job listings begins with a strategy because, let's face it, your job listings are not going to engage great candidates if no candidates can find it. You can't have a party if you don't send invitations. Here are 11 free and paid sources from 5 different acquisition channels to get you started.…

You've spent all this time crafting your job listings and it's published live on the web. Congratulations. How do you begin promoting it? Driving traffic to your job listings begins with a strategy because, let's face it, your job listings are not going to engage great candidates if no candidates can find it. You can't have a party if you don't send invitations. Here are 11 free and paid sources from 5 different acquisition channels to get you started.

Referral Traffic

1. Your own online properties. Do you have a your own career website? Finding great talent in your industry can be easy by sending your company or blog's traffic to your job listings. A career website should have a mission statement, some rich media, and an up to date listing of your open jobs.

2. Social Bookmarking sites allow users to bookmark their favorite websites or pages that other people can publicly view and vote up or down. If you bookmark useful content other people will find it, share it, and vote it up so others can enjoy it. Oh yeah, and it only takes about 20 seconds to bookmark your site. One popular social bookmarking site is Reddit, and guess what, they have a section dedicated to job listings. Visit http://www.reddit.com/r/jobopenings/ to post your job now.

3. Free job boards like Indeed and SimplyHired, also known as job aggregators, are places to start driving free targeted traffic to your job listings. If done manually, it's a bit more time consuming than social bookmarking, but it is well worth it. To save time you can try using a service to post a job to hundreds of job boards with one click.

4. Free Press Releases. You probably want to partner with your marketing team on this one. To get more exposure, you can write a press release announcing your new open position/s and submit to a free PR distribution site like PRlog.com. Press releases can trigger Google Alerts for people subscribing to your company or the open job position.

5. Forum/Community posting: Modern recruitment marketing campaigns require posting to relevant forums and communities. There are community forums setup online for virtually every niche, industry, or topic you can imagine. Some forums may even have board on solely to post open jobs. Try searching for "(Your Industry) forum" or (Your Industry) "powered by phpBB" or (Your Industry) "powered by vBulletin" on Google, don't forget the quotes.

Organic Search Traffic

6. Search Engine Optimization. This may seem like an obvious one, and I've discussed this in the past, but it can't be overlooked. Make sure your job listings are optimized for search engines. SEO optimized job posting requires page titles, heading, and META tags to ensure they target the keywords for your job opening you're looking to rank highest for.

Social Media Traffic

7. Social Sharing. Start with Twitter and Facebook. On Twitter, tweet your job listings out with the hashtag relevant to the job opening, such as #sales to hire a salesperson or #tchat to hire a talent acquisition role. On Facebook you should post a job to your network of friends and create your ownFacebook careers page to your company page. Also make sure to add a "Like button" on your site to entice visitors to like your Facebook fan page. As you gain more likes, you'll gain more candidates.

"Social broadcasting can be useful, it lets your entire audience know that your company is growing and hiring," says SmartRecruiters Content Marketing Director David Smooke, "but the future of social media recruiting lies in targeted one to one communication from trusted source to prospective hire." Learn More about Employee Referrals via Social Media.

Paid Traffic

8. Paid Search. Although Google Adwords and BingAds are typically utilized to entice consumers, PPC has a place in recruiting. Recruitment pay-per-click programs can be easily done using your job listings as landing pages. Assuming your job listings are optimized for organic search, your quality score for your job listings will be high and costs will be down.

9. Paid Social. TweetMyJobs is a great option to leverage paid search on Twitter, which is great for targeting people based on what they like to talk about. Another 3rd party service I recommend is Candarine, not only do they provide paid social traffic, but they also target the niche communities and forums mentioned above. Additionally, Advertising on Facebook brings you powerful location, demographic and interest targeting allowing you to reach the right hires.

10. Job Boards. Did you think I forgot about the most reliable way to drive traffic to your job listing? Heck no! Success is about picking the right job board. Here are the best job boards for tech, marketing,internships, healthcare, startups, and more specific niches.

Email Traffic

11. Email. Consider adding links to your job listings or careers site in your weekly/monthly newsletters. If you have customers who love your product, why not have them work for you? I've heard many cases where customers become employees. If you want to be more targeted campaign, you can send out an email to the relevant members of your talent community.

 Using a few of of the sources I cited will get traffic flowing almost instantly. Outline a strategy, execute and do it all over again.

Happy Hiring!

Original blog post: http://www.smartrecruiters.com/blog/11-sources-to-drive-traffic-to-your-job-listings/
 5 Ways Your Job Ad Can Attract More Candidates tag:www.recruitingblogs.com,2014-08-07:502551:BlogPost:1819929 2014-08-07T14:30:00.000Z Ashley Zito Rowe http://www.recruitingblogs.com/profile/AshleyRowe
 A 2012 study by TheLadders revealed that Recruiters spend 6 seconds reviewing a resume. If…

A 2012 study by TheLadders revealed that Recruiters spend 6 seconds reviewing a resume. If it takes that little time to review qualifications, how much time are you putting into your job ads?

Or have you considered how long candidates take to scan your ad?

To help you with both scenarios, I listed some points to consider when writing your job ad. While some of these considerations may take time and research, they may help you reach more qualified candidates, save you time on interviewing, and make your talent search easier.

1. Relevant Title

TheLadders' study showed that Recruiters spent most of their time reviewing a candidate's name, job titles, companies, start and end dates, and education. If you are looking to match candidate titles to your open req, consider the most commonly used titles. Including a title that's frequently used by other companies will broaden your candidate supply. When searching for the occupation Web Developer, we noticed that Java Developer is a title that is commonly used by other employers. Chances are that candidates will refer to themselves by this title. If you happen to be looking for a Web Developer with Java skills, then consider using this title in your job ad to attract the ideal candidate. Below are the other most frequently advertised Web Developer job titles, which seem to vary depending on the essential skill requirement.

Most Commonly Advertised Web Developer Job Titles

Source: WANTED Analytics

2. Brief Bio

 If you take 6 seconds on a resume, candidates may not be investing much more time looking at your ad. Consider a short bio rather than a lengthy one. Let job seekers know about your company, while including selling points. Rather than including a company history, instead highlight what would be of interest to candidates. For instance, if your company values personal time and allows its employees to have a flexible work schedule, that may be something worth mentioning in a brief description about the business. Think about what matters to your ideal candidate and cater the message to them. Millennials are considered socially conscientious. If you donate to charities, help causes, or make the world a better place, include that in your bio.

3. "Must Have" Requirements

Do your ads scare candidates away? Don't intimidate candidates with a laundry list of requirements. Each "must have" requirement may make jobs harder-to-fill. For example, Accountants score a 43 on WANTED Analytics' Hiring Scale. The Hiring Scale ranges form 1 to 99, with 99 indicating hardest-to-fill. By adding Sarbanes-Oxley (SOX) skills and a Certified Public Accountant (CPA) certification to your requirements, the Hiring Scale score increases to 47. This is not a drastic change, but it demonstrates how "must have" qualifications could increase hiring difficulty. Consider which skills in your job ad must be known, which are "nice to have," and which are teachable. Include just the essential skills in your ad and look for other abilities in the interview, such as adaptability and whether they're teachable. Teaching candidates skills or technologies on the job will expand your candidate supply and address a skills gap.

Hiring Scale Score for Accountants with SOX Skills and a CPA

Source: WANTED Analytics

4. Salary

Is the salary for the position a selling point? Include a salary if it's worthwhile. Perhaps someone located in a different region that pays less will be interested in a longer commute or relocating if you can offer more than they currently earn. For example, the national median salary for Mechanical Engineers is $79,750. The median advertised salary represents the pre-negotiated amount that employers advertise to attract candidates. This may not necessarily reflect the compensation that is agree upon between employer and employee. In Detroit, the advertised median salary is lower than the national average, $70,400. In New York, the advertised median salary is $88,100, or $17,000 more than the median in Detroit. Recruiters in the NY metro area can advertise in Detroit and list the offered salary in an effort to attract candidates to a position that will pay more. If you aren't getting responses or applicants, perhaps you're not advertising the going rate. If you're recruiting in NY and paying less than the median salary in that area, you should consider increasing the salary to be competitive in the market.

Median Advertised Salary for Mechanical Engineers in the US and in the NY Metro Area

Source: WANTED Analytics

5. Benefits

Are your benefits an attractor? If so, include the ones that really matter. If not, your company may consider offering more attractive incentives. Compare your benefits to your competition. Are you losing candidates to them? What are they offering that you're not? Think about what matters to your ideal candidate and make sure your job ad refers to those benefits.

What other things do you include in job ads to help attract the right candidates? Let me know in the comments below.

 Call for Mr. Hole, First Name: Jack tag:www.recruitingblogs.com,2014-07-24:502551:BlogPost:1816876 2014-07-24T23:01:38.000Z Kelly Blokdijk http://www.recruitingblogs.com/profile/KellyBlokdijk
 Here's the recruiting scenario:

An executive search firm principal (let's call him Jack) searches for and sources potential prospects via LinkedIn

Jack finds and contacts a potential prospect (let's call her Jenny) through inMail

In his inMail…

Here's the recruiting scenario:

An executive search firm principal (let's call him Jack) searches for and sources potential prospects via LinkedIn

Jack finds and contacts a potential prospect (let's call her Jenny) through inMail

In his inMail message Jack introduces himself, his search firm, and briefly describes his client's opportunity to Jenny

Jenny politely replies to Jack that she would be open to discussing the opportunity and provides her contact info and availability for a call

Jack calls Jenny the next day and leaves a voicemail and also emails her the official job description

Jenny is unable to return the call by end of day (for Jack's time zone – 3 hours ahead), so she emails Jack to thank him for the additional information and let him know her availability for a call the next day

The following day, Jack replies to Jenny's email and requests her resume

Jenny thinks Jack is a JackHole

Jenny's recap (recruiter rant) of the scenario:

Resume THIS you typical jerkface recruiter! You found me on LinkedIn, liked what you saw enough to contact me, presumably to speak with me, so why do you suddenly need a resume in order to do that?

Don't jack me around Jack!

(BTW: Jenny's LI profile is comprehensive, so her resume would be redundant at this stage)
 You're Three Questions Away From Quantifying Your Resume tag:www.recruitingblogs.com,2014-07-24:502551:BlogPost:1816966 2014-07-24T20:30:00.000Z Kelly Mead, SPHR http://www.recruitingblogs.com/profile/KellyMeadSPHR
 Some people have an advantage when it comes to quantifying their accomplishments on their resume. Take Deep Roy, the one-and-only Oompa-Loompa from Charlie and the Chocolate Factory; how many of us can say that we saved our company millions of dollars by doing 165 jobs?

Hiring managers and recruiters want…

Some people have an advantage when it comes to quantifying their accomplishments on their resume. Take Deep Roy, the one-and-only Oompa-Loompa from Charlie and the Chocolate Factory; how many of us can say that we saved our company millions of dollars by doing 165 jobs?

Hiring managers and recruiters want to find people who add value to the company. They are seeking talented individuals who accomplish meaningful goals on an individual or team level that contribute to the company's success. That's how companies become and stay profitable.

The concept of quantifying accomplishments is difficult for many people to grasp or it feels overwhelming. There is a misconception that if you are not a high-level manager within your firm or if you did not contribute to a ten percent increase in the company's revenue that you have nothing worth quantifying on your resume. I'm here to tell you that is not true!

Each of us contributes to our company at a different level. It's just a matter of figuring out how express your accomplishments in measureable terms. It's not as difficult as it seems. Quantifying your accomplishments simply means stating them by using percentages, dollars or numbers. It is as simple as answering these three questions:

HOW MANY?

Say you're IT support for a rapidly-growing company with numerous branches. Your days are spent constantly answering questions and troubleshooting technical issues. How do you express this on a resume so it has value?

 Your resume states:

  Provided IT support on general technical issues to employees.

 Change it to express HOW MANY:

 Safeguarded company operations by providing technical support to 100 employees at

 9 different locations.

Clearly, the second statement sounds more impressive and you have quantified something that is difficult to measure, especially if your support process is informal.

HOW MUCH?

Let's say you work in the accounting department and last year you thought it was faster to start emailing invoices. That change saved the company time and money.

 Your resume states:

 Reduced department costs by implementing new invoicing method.

 Change it to convey HOW MUCH:

 Implemented new invoice delivery system which reduced costs by $20k per year.

Again, the second statement sounds more impressive and you don't need access to your company's financial statements to calculate this. If you know the average number of invoices you send out each day, that there are 250 business days in a year, the cost of postage, how many hours of your time has been saved and your hourly rate, that's all you need.

HOW OFTEN?

This time you are a customer service associate. You help customers at a busy store by answering their questions, helping them choose items and checking them out.

 Your resume states:

 Responsible for providing customer service to clients.

 Change it to explain HOW OFTEN:

 Ensured customer satisfaction at a high-volume location, effectively providing service to an

 average of 100 customers per day.

If you don't know how many customers you help in a day...count! Keep a notepad handy and make a hash mark every time you help someone. That information can be very helpful later.
 Video Job Interview – The Good, Bad, and the Ugly tag:www.recruitingblogs.com,2014-06-26:502551:BlogPost:1812347 2014-06-26T14:30:00.000Z Charles Moore http://www.recruitingblogs.com/profile/WirelessRecruiter
 A video job interview in recruiting creates manageable content, although very few ATS or HRMS systems allow video storage. The benefit of being able to edit, store, and convert to the appropriate information format for evaluating candidates or future consideration of a new opening.

T…

A video job interview in recruiting creates manageable content, although very few ATS or HRMS systems allow video storage. The benefit of being able to edit, store, and convert to the appropriate information format for evaluating candidates or future consideration of a new opening.

The three types of video job interview are:

One-Way Video Job Interview: whereby the recruiter posts questions in the form of yes/no, multiple choice, or requiring a direct reply and the candidate can answer the questions. Most often, the candidate can review the questions and rehearse/formulate their answers in practice sessions. These are always recorded.

Two-Way Video Job Interview: whereby there is a live interaction between the recruiter and the candidate and is often recorded.

Group Video Job Interview: whereby the candidate faces an interview panel and the entire interview is recorded.

Benefits / Disadvantages of the Video Job Interview

The one-way type is very basic and for lower level positions where a body or limited skills and experiences may be all that is required, this method certainly enables a pre-screening of dozens, if not hundreds of applicants. In the one-way video job interview in recruiting, there is no live interaction between the recruiter/interviewer and the candidate/interviewee. While many believe the one way video interview offers unique advantage of enabling the candidate to likely provide honest answers without panicking or being under undue stress, this is folly in thinking.

The problem is not dishonesty, rather skewered embellishments. Secondly while the idea is that by not seeing the candidate first, this preempts some type of discrimination or bias, those subconscious biases will come into play once the recruiter views the recorded video job interview.

Finally, a major disadvantage is that the recruiter cannot challenge the candidate's answers nor visually see eye/mouth/facial and body movements and tonal differentiations in the challenges that recruiters trained in behavioral interviewing techniques could make a proper assessment of.

The two-way video job interview in recruiting has the advantage of the recruiter witnessing changes in body movements/expressions (hands, eyes, mouth, sweating) and tonal changes.

The ability to challenge answers and delve deeper into particular areas of the interview is a huge benefit over one-way interviews. There are two disadvantages: one is the limited time that recruiters have to conduct an X number of two-way video interviews each week; the second is more difficult to measure as it is preferable to have more than one interviewer whose style, technical or behavioral assessment skills may be better suited for certain types of questions and interaction.

The group video job interview in recruiting is the most difficult to schedule and if not planned properly can result in a disastrous outcome. A group video interview is similar to a panel interview in-person. In my 25+ years in executive search, sadly 70% of all panel interviews are poorly structured and result in sometimes unfair evaluations.

Time and time again I had clients refuse to collaborate with me in giving me the foundation and structure of the panel interview and the personalities involved leaving me the sad situation of not being able to fully prepare the candidate for the panel interview or relying solely upon the client's group decision about which candidate to hire. As any seasoned retained recruiter knows – taking the recruiter out of that final process means we cannot advise on which candidate we feel is the one to hire in this case.

Properly Plan the Video Interview in Recruiting

It took me several years to come up with the right solution. Before a candidate is presented on the short list, we have already conducted psychometric testing and weighted against the behavioral and DISC surveys of the hiring team as at the beginning of the search, we conduct confidential online based 15 minute surveys of the direct reports, reporting to, internal and external customers the role we are filling is involved with. By averaging the values, relationships, work style, motivations, and decision making traits of the client team, we are certain the candidates who best fit that culture are presented.

The added benefit is because we know the individual client members traits, as recruiters we are in a unique position to advise on the structure and responsibilities of the individual panel members as well as the overall group interview. What we find is that the panel video job interview in recruiting structures are often hastily organized or dominated by one person. A senior recruiter's expert advice in group/panel interviews is greatly appreciated by clients.

Solutions for a more Effective Video Job Interview in Recruiting

The benefits and disadvantages of the video job interview in recruiting that are outlined above do showcase that video interviews are evolving tools which confer a company or business entity with the advantages of cost-efficiency and excellent time management which in turn reduce the losses (and some overhead costs) thereby optimizing the overall value of the company.

After presenting a short list of candidates with complete dossiers including analysis of skills/expertise, relevant accomplishments and problem solving methods used documented; contacts and relationships documented, behavioral and team fit analysis completed; social media reputation report and comprehensive background checks completed.

Since the Hiring Manager now knows everything about the selected candidates presented, the lead recruiter working on the cyber security, wireless, or power systems search works with him/her in developing a short set of hypothetical and situational questions for those candidates. These are designed to get witness the candidates' reasoning and thought processing skills in how they would handle a known situation or a possible issue/trend.

Those finalists' assessments and video job interview are delivered to the client. This also best prepares the Hiring Team to properly structure a group panel video interview for recruiting when scheduling conflicts and time differences preclude a 1st round of face-to-face interviews.

In this digital age, new challenges in utilizing the video job interview in recruiting will arise as new mobile Internet apps develop. Of course, the video interview in recruiting will never eliminate the need and human touch of face-to-face interviews.
 Job boards Aren't Dying (but a lot of recruiters are doing their best to help kill them off) tag:www.recruitingblogs.com,2014-06-19:502551:BlogPost:1811063 2014-06-19T10:30:00.000Z Alasdair Murray http://www.recruitingblogs.com/profile/AlasdairMurray
 I sometimes think people are thinking far too hard and becoming much too confused about the whole recruitment process and how to attract applicants.

Job boards to me are the ideal and only place I would look for jobs. Why? Because it is so bloody simple. I register and set up some search terms so that…

I sometimes think people are thinking far too hard and becoming much too confused about the whole recruitment process and how to attract applicants.

Job boards to me are the ideal and only place I would look for jobs. Why? Because it is so bloody simple. I register and set up some search terms so that when a job is posted that matches my criteria I get an email alert telling me about it. It's then down to me to see if what the advertiser (recruiter or direct employer, it matters not) has to say woos me or not.

Sadly though, what has happened since online job posting emerged and has since grown into the monster it is today (no pun or promotion intended) is that too many people have focused less on creativity of message and more about how many boards their buck will buy them.

Accordingly, probably 80% of all online job posts are bland, boring affairs with no appeal, no sell and, in many cases, littered with grammatical errors. What's more, the originator of such poor content moans about job boards being on their last legs when they themselves are the architects of that way of thinking because they post rubbish and get a rubbish response.

The solution, to me at least, is simple. Craft a message that will appeal to the reader, then carefully target the boards you need to be seen on rather than fire the message out scattergun style to every board and via every aggregator under the sun. The quality people who inhabit those boards will have set up job alerts. They won't be spending their days trawling every job board for every vacancy that includes the search terms that are applicable to them. Nor will they be frantically searching through Twitter in the vague hope that there's a job there for then. But, they WILL warm to a job that they have been made aware of that speaks their language and makes their laid back approach to recruitment suddenly a proactive one.

In short, creativity of message and careful targeting is key. It's also something that too many have lost sight of, instead believing that if your badly constructed job ad reaches a billion people, then surely at least a few of them will be interested. Yes, possibly, but not the right quality of people. Recruitment is no different to buying a house or choosing a holiday or car. The person making that decision has to be wooed, has to feel there is some kind of allure in the property/destination/vehicle. Too many job ads these days have become the prefab/caravan park/jalopy of the advertising world - but the only people to blame, are the people who write or cut & paste the ads.

Job boards aren't dying. The art of knowing how to attract people through creativity with words is. Don't believe me? Just look at a typical job board and the dross that's on there. Most of it would never have made it into print as editorial quality control wouldn't have allowed the ad to cheapen the reputation of the publisher. On that point, the job board that introduces quality control in terms of content, ahead of the need to just make money by accepting any old copy, will maybe lose out on quantity, but be streets ahead in terms of quality. I don't expect that to happen anytime soon though.
 The Job Interview - Providing a Great Candidate Experience tag:www.recruitingblogs.com,2014-06-18:502551:BlogPost:1811004 2014-06-18T11:00:00.000Z Peter Clayton http://www.recruitingblogs.com/profile/totalpicture

"I'm sorry… Why are you here?"

There are thousands of articles, blog posts and "how-to's" advising job seekers how to prepare for a phone screen, a video interview, and in-person job interview. But what about the other side of that desk or conference table? The hiring manager, recruiter, HR manager, and others tasked with interviewing and evaluating candidates? …

"I'm sorry… Why are you here?"

There are thousands of articles, blog posts and "how-to's" advising job seekers how to prepare for a phone screen, a video interview, and in-person job interview. But what about the other side of that desk or conference table? The hiring manager, recruiter, HR manager, and others tasked with interviewing and evaluating candidates?

How well do employers handle the interviewing process from a candidate's perspective? For the most part, not great. A quick check on Glassdoor.com will confirm this.

For the past eight years I've produced and hosted TotalPicture Radio, covering many HR and recruiting conferences, recruiter meet-ups, attending community meetings of job seekers, and speaking at library "career nights." Believe me, there are many more horror stories than positive ones when it comes to how candidates perceive they were treated during (and after) the interviewing process. The quote I began with is no joke. The fact that candidates don't hear back from an employer, even after a day of interviewing on-site is no joke.

However, there are many companies working hard to make things considerably better for candidates, and I've had the good fortune to learn about them as a member of the Candidate Experience Award Council, The CandEs.

CandE winners are investing time, attention, plus a good deal of thought and resources to delivering a good-to-great candidate experience throughout the attraction, interviewing, and hiring process. I decided to reach out and ask a few of the CandE winners what they do… differently.

I spoke with Melissa McMahon, Vice President, Talent Acquisition at CDW. She noted, "We take a very practical and simple approach to managing the candidate experience at CDW." The "keep it simple" approach seemed like a good idea to me, so I asked her to expand on the company's approach to the candidate experience and their "simple" philosophy. McMahon replied, "It might sound basic, but we set very high standards of respect and consideration with the ultimate goal of valuing each person who shows interest in joining our company. These are not just words, this is the expectation of how we treat one another at the company and that same consideration should extend to our candidates. This includes timely follow-though with candidates at all stages of the interview process. We want our candidates to know that we value them, their skills and experience and also their time. Candidates want to know that they have thoughtfully been considered."

Marvin Smith, Strategic Talent Sourcing Consultant at Lockheed Martin Corporation, responded to my request with the following advice: "If you want to provide a different candidate experience than the competition, then you must be different than the competition. The social media revolution has set expectations that a person interested in employment with an organization should have transparency into the interview and hiring process. Most ATS's (applicant tracking systems) are not designed to meet the candidates' expectations, rather they are designed to govern the integrity of a transaction. Great tension is created when transaction does not align with social expectations - the very people that we are trying to assist are negatively impacted by the process. The answer, is to walk your talk. Establish the expectations for the candidate experience with the initial engagement and communicate the candidates' status at each step of the interview process."

I met with two recruiting leaders at Deloitte, (a three-time CandE Award winner), Tracy Ferry, Future Workforce Solutions Lead, Best Practices & Innovation, and Jen Powell, SPHR Market Awareness and Brand Cultivation Lead. They shared with me a candidate's Glassdoor.com evaluation (interviewing for a "Consulting Manager" position).

"The process was very organized and the company offered many resources for the candidates to prepare. There was someone there to shepherd the way at each step. There were recruiters who handled arrangements and scheduling by phone and then there were people that served as hosts and interviewers while at the actual in person interview".

Of course, all of the companies participating in the Candidate Experience Awards care about improving their candidate's experience, are active on social media, and monitor sites like Glassdoor.com regularly - not so much to "see what people are saying," so they can play damage control, but to see where they can make improvements in their hiring processes. The focus is not us versus them: It's us learning from them.

According to Tracy and Jen, Deloitte's recruiters spend a considerable amount of time preparing for on-site interviews: "Our recruiters do their best to ensure that hiring managers know who is coming through their door so they are prepared. Interviewers are provided with candidate profile packets that go beyond a resume and can include white papers, notes from previous phone conversations and other interview feedback. Our hiring managers do their best to put themselves in the candidate's shoes – tailoring the candidate experience as they view the interview through the candidate's eyes. In addition to the process itself, interviewers are encouraged to be prompt in providing feedback to recruiters to ensure that we can get back to candidates with decisions as quickly as possible".

You want to hire A players? Treat them as A players.

Transparency is top-of-mind with many of the CandE Award winners. John Wilson, Founder and CEO of WilsonHCG told me, "Through every part of the hiring process, it's important to remain transparent and personalize the experience. My philosophy is that its better to hire a '10' as a person and a '7' in skill-set than it is to hire a '7' as a person and a '10' in skill-set. You can always train skills but you can't make someone a better person. This is why it's so important to have an honest conversation and genuinely engage with candidates." John's litmus test for determining if the candidate had a good experience: "The difference between a positive candidate experience and a negative one is whether you can ask the candidate – hired or not – if they would refer others to your organization and you get a 'yes!'"

Chris Hoyt, Director, Global Talent Engagement & Marketing at PepsiCo (another three-time CandE Award winner), participated in a recent webinar with Elaine Orler, Chairman and co-Founder of Talent Board, the founding organization of the Candidate Experience Awards. When asked, "From a recruiter point of view what are the must-have's to create a great candidate experience?" Hoyt responded: "The number one piece - I hate to give the canned response - is empathy. I think it's a little deeper than that too. It's the realization that these are not just consumers on the other side of those applications, but these are people… When we keep that in mind and remember that we're actually working with people on the other end of this ATS, or at the other end of this CRM, and remember from an engagement standpoint, I think that just makes all the difference. I'll bet every one of us can remember applying to a job, or chasing a job we were really excited about - whether we got it or not, and the feelings you go through… And then remembering that this is a human experience - this is a relevant experience with people on both sides."

Responding to Hoyt's remarks Orler said, "Walk a mile in their shoes. For every organization, if you get to the mindset as a recruiter where you are frustrated because you have candidates - its time to take a step back… Because the reality is… what we're asking people to do in order to promote themselves to us as a candidate, we always have to ask ourselves if we're willing to give them back the same amount of time and attention."
 A Glimpse at the Best and the Most Awful Education Jobs tag:www.recruitingblogs.com,2014-06-11:502551:BlogPost:1809791 2014-06-11T06:32:00.000Z Simon Hopes http://www.recruitingblogs.com/profile/SimonHopes
 Children around the world grow up listening to a simple saying 'Do what you Love'. However, following those words might make the scenario worse for education professionals. People, who have passed one year after another studying their favorite subject, and have achieved many…

Children around the world grow up listening to a simple saying 'Do what you Love'. However, following those words might make the scenario worse for education professionals. People, who have passed one year after another studying their favorite subject, and have achieved many degrees to secure the most appropriate jobs, might not be able to enjoy a delighting paycheck at the end of the month.

The sector related to educational jobs has a wide variety of occupations that can be classified according to the pay-scale that ranges in between $25,000 to $100,000 per year. This margin is quite diverse than that of the other available standard jobs. This is the reason why Forbes conducted a survey to collect Occupational Employment and Wages Data from Bureau of Labor Statistics. This data denotes the data regarding salary and employment in the sectors of Education, Library Occupations, Training, and other jobs related to the relevant areas.

The above study, which was originally conducted by Bureau of Labor Statistics, shows that most of the popular public sector occupations were from the part of teaching. According to the survey, five out of the six topmost jobs in public sector are as follows -

Elementary School Teachers, apart from special education

Middle School Teachers, apart from special and technical education

Secondary Teachers in Schools

Substitute Teachers

Assistant Teachers

However, the above scenario is just the tip of the iceberg. A job in the educational field is also considered to be the worst one in many cases. Therefore, here is a closer look to the best, as well as, the worst education jobs in terms of annual remuneration -

Best Jobs

1.  Postsecondary Law Teachers claim the topmost spot for the best job in the educational field with an annual salary of around $122,280.

2.  Postsecondary Teachers for Health Specialties are on the second spot with an average annual salary of around $105,880.

3.  Engineering Teachers have secured the third place for the best educational jobs with an average annual salary of about $102,880.

4.  Education Administrators are there on the fourth place with an average yearly salary of $100,600.

Worst Jobs

1.  The worst job in the field of education is that of the Teacher Assistants with an average annual salary of only $25,570.

2.  Substitute Teachers are said to have the second worst educational job. They have an annual salary of about $29,350 on average.

3.  Preschool Teachers, who are not linked with special education, claim the third spot in the list of worst educational jobs. Their average annual salary is $31,420.

4.  Graduate Teaching Assistants are on the fourth place in the worst list of jobs in teaching. The mean annual salary is about $31,810.

However, the above list is only a compilation of the best and worst scenarios in the field of educational works. Irrespective of the pay, people, who have a fancy for such jobs, should do what they really love to do.

Summary: Though there is a great diversity in the pay-scale of educational jobs, nothing can be better than spreading knowledge throughout a nation. Moreover, the worst sums are not as bad as most other jobs in private sectors.

Author's Bio: Simon Hopes is a well-known online math tutor, who, in his leisure time, loves to clarify several issues related to the field of education.
 Job Postings Are Not the Enemy tag:www.recruitingblogs.com,2014-06-04:502551:BlogPost:1808801 2014-06-04T01:30:00.000Z Kelly Blokdijk http://www.recruitingblogs.com/profile/KellyBlokdijk

By now you've probably heard and maybe even read at least one of the 129,732 industry blogs or news articles about Zappos' new job…

By now you've probably heard and maybe even read at least one of the 129,732 industry blogs or news articles about Zappos' new job posting-free world of recruiting. Sounds awesome, right?

Boring ads, big buck job boards, black hole ATS bursting at the seams due to too many barely qualified applicants… Good riddance!

But wait. You work for a regular company, with a regular culture, full of regular hiring managers, and only a regular amount of public awareness of who you are and what you do.

More importantly, you don't have a team of quirky crooters on stand-by, tracking twitter streams or eye-ballin' instagram all day long.

Somehow ditching job postings and conversing with a community in order to build relationships doesn't sound like the most expeditious method of filling that growing stack of requisitions on your desk, does it?

Maybe you aren't ready for THAT drastic or dramatic recruiting revolution, but you can take steps to fix the broken or neglected stuff.

Job postings aren't the enemy, though they do present an area where revitalizing "regular" wouldn't hurt. Freeing yourself from the bondage of bland postings and instead marketing your openings like opportunities could be just the right makeover for the regular to become ravishing. After all, a well written (compelling, enticing, appealing) job posting serves to attract the right type of applicant and may even deter those that would fit better elsewhere.

All that buzz and hoopla sure makes talent communities sound like an exciting source of candidates. So take a look. Maybe you already have one, but it has a regular name like database, ATS, or network. If not, there's always that trusty telephone or email system as a conversation starter.

Now for the touchy-feely stuff...

I know, I know… you have a regular recruiting goal of putting butts in seats, on time, and on budget. Newfangled fads are not your thing.

You have no room for relationships… No hankering for hashtag chats… No vision for viewing video cover letters… And, absolutely-positively no interest in prospects' Pinterest passions.

No problem! How about this regular idea: treat people right, right from the start, so they want to join and stay at your company - no matter how sexy that shoe company looks.

You don't need to revolutionize recruiting by chasing fancy new tools or trendy techniques. Keep it simple, silly…

Take what works and make it work better. Then try not to scuff your heals while kicking the rest to the curb.

 Technology and the numbers game is destroying creativity of thought. tag:www.recruitingblogs.com,2014-06-03:502551:BlogPost:1808440 2014-06-03T09:30:00.000Z Alasdair Murray http://www.recruitingblogs.com/profile/AlasdairMurray
 While browsing Twitter recently I noticed an organisation that was offering an all in recruitment advertising service for less than £200 (about $335), so I got in touch. Not because I have any jobs to advertise, but because I was curious. Here's what they told me:

"We will write your advert ensuring it is…

While browsing Twitter recently I noticed an organisation that was offering an all in recruitment advertising service for less than £200 (about $335), so I got in touch. Not because I have any jobs to advertise, but because I was curious. Here's what they told me:

"We will write your advert ensuring it is fully key worded to show up in the relevant searches. We will then post your vacancy to 30+ job boards i.e. Jobsite, CV Library, Career Builder, Fish4Jobs, My Job Group & Trinity Mirror. We also include specialist, industry specific, regional and local job boards which are related to the role and location. We will monitor your advert throughout the full 28 days and give you free access to our applicant tracking system where you can manage all applications as soon as they apply"

A couple of things immediately sprang to mind. Firstly, How? How could they offer such a service so inexpensively? Surely if I approached the job boards they mentioned independently I'd pay at least what they are quoting for all of the above, just to put one job on one board? Secondly, the phrase "we will write your advert ensuring it is fully key worded to show up in the relevant searches" - is that what recruitment has come to? Loading your job ad with repetition so that it shows up in relevant searches?

I've been saying for a long while now that technology is destroying creativity. So many recruiters it seems, are under the impression that as long as you cut & paste a job description and fire it out to as many job boards as you can afford, that success is guaranteed. They then scratch their heads when the response they get in terms of quality is poor.

It also annoys me when I hear people saying that Facebook is the place to find people – after all it has over a billion members. Either that or Linkedin for similar reasons. It's not about numbers. Never has been. It's about targeting and attraction. When I worked at recruitment advertising agencies with a mix of direct employers and recruitment consltancies, we worried about two things. First, getting the message right i.e. putting out advertising with some kind of allure that not only got seen by the right people, but also those who maybe even weren't actively looking for a job but were sufficiently intrigued by what the advertiser had to say that they felt compelled to apply (in fact those were the people we most wanted to reach). Second, and this was just as important, if not more so than the first – identifying the right media i.e. targeting very carefully where we advertised rather than firing it off scattergun style into several random publications.

If the modern day adage that the more people the reach the more likely you are to find the right person is true (and it's not by the way) we would simply have put every job advertisement in the newspaper with the largest circulation. That would mean we'd have advertised in the UK in The Sun and the Daily Mirror and nowhere else. But, guess what? Those two newspapers spent years trying to build up successful recruitment sections but by and large failed because the make up of their readership was such that it just didn't reach the right people. It was fine if you wanted a security guard or maybe seasonal sales staff, but anything else, forget it.

Current thinking amongst many in recruitment, however seems to be all about the numbers and the technology. And is it any wonder when you get offers like the one above knocking about? Buy it as cheap as possible and fire it out to as many job boards as you can. But, even if that approach made sense, how many of the 'authors' of those ads that are fired out to numerous job boards sit down and think to themselves "would I apply to this ad, or am I just going through the motions?" How many take the time to consider what would inspire them to respond to someone else's ad?

People are human beings with emotions. Every buying decision in life is an emotive one. A house, a car, a holiday. Even which brand of beer or ice cream you favour has probably been influenced by advertising. So why not jobs?

Why did so many people kill the allure and the targeting and suddenly rely on a warped numbers game, a quick cut & paste, a few keywords and a few clicks of a button? It's clear to me that technology and the numbers game is destroying creativity of thought.
 3 Simple Ways to Improve the Candidate Experience tag:www.recruitingblogs.com,2014-05-22:502551:BlogPost:1806092 2014-05-22T17:00:00.000Z Kevin Hawkins http://www.recruitingblogs.com/profile/KevinHawkins
 Looking for a job is stressful – just ask Google. A search for 'job search stress' returns about 55,000,000 results.

Whether the job seeker is a member of the long-term unemployed, recently out of work, or even employed but exploring their options it's important to understand that they are going through a…

Looking for a job is stressful – just ask Google. A search for 'job search stress' returns about 55,000,000 results.

Whether the job seeker is a member of the long-term unemployed, recently out of work, or even employed but exploring their options it's important to understand that they are going through a stressful, time-consuming process. The easier you can make their experience, the better chance you have of helping them find the right job and having a good impression of you as an employer.

Here are three simple changes you can make to provide a better, stress free, Candidate Experience and create a great impression with job seekers.

1) Let Me Know Where I Am

Job seekers arrive at your opportunities through a variety of paths. Search engine searches, job aggregator listings (like Indeed or Simply Hired), job postings, emails, even print ads. No matter what profession they belong to, nor what job they are looking for, for a few seconds they all have the same question the moment after they click on a link or type in that URL.

The question is: "Am I in the RIGHT PLACE?"

You have about 4-8 seconds at that point for the job seeker to do decide if they are going to stay or click the BACK button.

You might be wondering how to ensure you can keep their attention and help them stay engaged.

Here's how you show them they are in the right place.

Five simple tips:

Use proper branding to ensure they know who you are. If you had branding on a job posting before they come to this page, the branding show match as much as possible.

Use the headline to say 'You're in the right place' – this is one of the first things someone will look at – if it doesn't match the primary reason they've come to the page, they will most likely leave.

Give me the information I asked for. If a job seeker clicks on a link about Benefits, don't send them to your Home Page.

Show images that support the content accurately. If I am looking for a job as a nurse – show me a nurse in the proper setting. At least show me the appropriate clinical setting – some to help orient me.

Provide simple navigation – it has to be easy to find and understand.

Proper branding and consistent navigation through the experience is critical to re-assure the job seeker that they are in the right place.

2) Let Me Find It Quickly

We know from experience (and data) that most job seekers want to find a position first – a job description of a position that matches their skill-set.

Yes, there is a lot of other information that is important to the job seeker – company culture, benefits, and your history, even how different departments are structured and how they function. That's all important – LATER. After they find a job that's a good fit and determined they are interested in taking the next step with you.

Job seekers want the shortest distance to their information.

Does your navigation work?

While some studies have shown that people will click and click and click until they find what they need, most successful tasks are associated with fewer clicks – maybe three or four. Once the user has arrived at your career site they should be able to get to the information they want swiftly.

Is your navigation clear? Make sure your job families organized in a way that let's someone easily understand: I have to go HERE.

Good navigation improves the ability for users to predict what they will find if they follow a link on a website. Use plain language in places where it will be seen and avoid using made-up words or branded slogans as navigation options.

It's just like shopping online

Think about it this way: if you're looking to buy a new TV, do you start by researching a company's return policy and product warranty options? Typically you look to see if they have the product you want first. Once you've determined they have something you want to buy, then you explore the details of doing business with them. It's the same way with job seekers and your organization.

Poor Job Titles = Confusion and Stress

Some experiences are insanely frustrating for job seekers – bringing them to pages that offer job information, even the headline might contain a particular job title like "Network Systems Analyst jobs" but when they look at the actual content on the page all they see is a list of random positions, none of which match that career area – or their needs. The result is confusion, stress and frustration.

You can reduce job seeker stress, and make a great impression as an employer by simply getting the job seeker quickly to that job description in a consistent, branded environment.

Make the experience about THEM and not about YOU.

3) Let Me Take Action

All of this:

Letting the job seeker know they are in the right place

Providing a strong branded environment

Using congruent imagery on a page

Clear page headlines that match expectations

Making job content available in a few clicks

Focusing on the job seeker's information needs.

All of it is really about one thing: Make it easy for me to complete my goal.

So far we've discussed the user's primary activity. It's right there in what we call our target audience: the job seeker. This is both what they are and what they do: I am looking for a job. Let me find it. Now we have to address the underlying motivation: Now that I've found it, make it easy for me to take action.

Job seekers typically have one action option: apply for a job. A clearly worded button, well placed next to your job description, is sufficient to take them into your ATS to begin the job application process. At that point your career site, your brand presence has done the majority of the work in helping the job seeker reach their goal. If they're ready – this is when they click and enter the job application process.

But sometimes they aren't ready to click the 'Apply Now' button.

There could be a few reasons for this: there isn't a position available at the time; they don't have time to complete an application at the moment; they are gathering a variety of job opportunities to re-visit later – whatever the reason, they aren't applying right now. It's important to give them an opportunity to take action that requires little effort on their behalf while keeping them engaged.

Give job seekers an option if they aren't ready to apply.

Talent Network sign-ups are the ideal alternative to the application process. Joining a Talent Network allows solidifies their relationship with you, knowing they are going to get some kind of email contact from you and even automated job alerts.

You have a warm job seeker lead and they don't have to keep track of a browser bookmark for your site which means less stress for them.

For a Talent Network sign-up, the less fields the better: name, email, current position, zip code and even phone number. You could add a few more, but they should be carefully considered. Remember, we want to keep the job seeker relaxed, and the less you ask for, the less the job seeker has to worry about.

The Candidate Trust Benefit

If you follow these steps, you can help provide job seekers with a stress-free experience…all designed to genuinely help your prospects while simultaneously creating goodwill, building your brand, and providing you a growing Talent Network pool and applicants.
 10 Interview Questions That Sound Weird but have Great Value tag:www.recruitingblogs.com,2014-05-15:502551:BlogPost:1804779 2014-05-15T05:30:00.000Z Akansha Arora http://www.recruitingblogs.com/profile/AkanshaArora
 You may have all the right degrees that can get you through a job interview, if the interviewer decides to stay to the questions that relate job and how well you think you can perform it. But it has been noticed that employers like Apple, Yahoo! and more try to judge a person through some weird and tricky questions.…

You may have all the right degrees that can get you through a job interview, if the interviewer decides to stay to the questions that relate job and how well you think you can perform it. But it has been noticed that employers like Apple, Yahoo! and more try to judge a person through some weird and tricky questions. Here are some examples of top 10 weird interview questions and why companies ask them.

You are at an interview brushing up your skills and knowledge, getting prepared for the interview that can land you at your dream job. You think everything is going fine, until you face a weird question that suddenly makes you feel "Why". Even if you get the job, you keep wondering what the relevance of the question that was asked on the day of interview. Today just preparing for questions like where will you land in next five years and why should we hire you is not enough. Candidates must know that employers can make them face with questions that they never expected and will force them to think out of the box. Well, those weird questions may be weird to you, but make perfect sense to the interviewer as these questions have the ability to judge a person on issues like problem solving skills, handling stress, creativity, getting to know the interests and flexibility of a candidate.

Before we get into the list of questions, it is important to understand why some of the companies put great attention in framing and asking the oddball questions.

Why do companies ask the oddball questions?

A company that has been recruiting for quite some now knows that a candidate will come well prepared for the job he has applied. The reason why employers come up with such weird questions is that employers seek the real person, want to hear interesting and spontaneous answers. They are more interested in original and off beat answers that a potential employee frames at the moment. The employers want to explore the candidate's logic and the ability to reach at a conclusion. These questions never demand a right or wrong answer, all the employers want to understand is:

Type of problem solving ability does the candidate has

The thinking process of a candidate

The behavior of a candidate

The positivity that the candidate could bring

Weather the candidate will fit in the company culture

How to prepare for these questions?

The employers seek something different, something that is not in the books or a training center. But the question is do these questions have any relevance related to a candidate's future performance? The answer is a big yes. The fact is that 90% of the candidates appearing for the interview have the educational background and experience for the job. Therefore it becomes very important to understand the importance of these oddball questions and to be kind of prepared for them. Although, there is no definite way of preparing for these questions, but what you can do at least is your homework. Know about the company, use social media to connect to the professionals already working in the organization, and get to know the culture and the type of interview that takes place. This will give you a rough idea of how to prepare for the interview.

Here is a video that shows why companies ask these weird questions and how can you be prepared for these questions.

In the case of quirky and off beat questions, train your brain to think logically for even the most illogical question you hear.

The Top 10 Oddball Questions of 2013

Here is a list of top 10 weird interview questions of 2013 that the employers of well-known companies asked the interviewees

#1: If you were to get rid of one state of US, which it would be and why? – Forrester Research

#2: How many cows are there in Canada? – Google

#3: Jeff Bezos walks into your cabin and says you have a million dollars to launch your best entrepreneurial idea. What is it? – Amazon

#4: How would you communicate in a perfect world? – Novell

#5: What song best describes your work ethics? – Dell

#6: What kitchen utensil would you be? – bandwidth.com

#7: You are a head chef at a restaurant and your team has been selected to be on Iron Chef. How do you prepare your team for the competition and how do you leverage the competition for your restaurant? - Accenture

#8: How many quarters you need to reach the top of Empire State Building? – Jet Blue

#9: What do you think when you are alone at home? – Gallup

#10: Me and wife are going for a vacation, where would you recommend? – PWC

The relevance of these questions

As said earlier, these questions let the employer to know about the candidate, the personality and the some skills. The questions designed by the HR or hiring manager are not vague. The questions are designed according to three broad categories. The three categories are:

Questions like number of cows and which state to eliminate fall into the first category where the employers test the thought process of a candidate. They obviously do not expect a right answer, but test your thought process and way you come out with an answer. In simpler terms they give you a puzzle and observe the steps you complete. Remember what matters are the steps and not the final statement.

Moving further, questions like Jeff Bezos walking in and other situational questions are designed to test the reaction of the candidate in an unexpected situation. Of course, you do not expect Jeff Bezos or any other person to come up to you. Hence, the employers are observant with the reaction of the candidate. People who calmly think and frame an answer that would probably make even a little sense would have an edge over the ones who experience panic and get numb at the situation.

The last category where the employer creates a funny situation or tries to build a personal rapport is where he wants to know whether the candidate fits in the corporate culture that the organization has. For example, the work culture varies from organization to organization and a person may not be comfortable in a very formal or some may not be comfortable working too casually. So in order to avoid misfit, companies try to pick someone who matches the corporate culture.

Final Words

So, in all these questions can cause irritation to the candidates, but it is important to know the reasons why a company frames and one should be prepared well in advance to answer. Polish your thinking skills; update your knowledge about the company and display a positive attitude when you appear for an interview. The questions are not tough just tricky and they need to be handled intelligently.
 Why social media is a powerful tool for job seekers? tag:www.recruitingblogs.com,2014-05-08:502551:BlogPost:1803727 2014-05-08T08:21:16.000Z Ryan Hooker http://www.recruitingblogs.com/profile/LewisYorkeJohnson
After The Shore Groups created its first ever infographic last week, we thought it would be a good idea to take on another spin on job seekers using social media.

Networking sites like LinkedIn can be such a powerful tool for job seekers, if used correctly. The ability to create relationships with recruiters, add CEO's of businesses, and apply for jobs via the website with a few simple clicks. LinkedIn has grown massively…

After The Shore Groups created its first ever infographic last week, we thought it would be a good idea to take on another spin on job seekers using social media.

Networking sites like LinkedIn can be such a powerful tool for job seekers, if used correctly. The ability to create relationships with recruiters, add CEO's of businesses, and apply for jobs via the website with a few simple clicks. LinkedIn has grown massively since it was first created back in May 2003 and has been a real asset to not only job seekers but recruiters and employers.

However social media hasn't always been a good thing for job seekers. When applying for jobs, its common employers check the candidate's social profiles to get insight on what that person is like. So it's incredibly important that you stay consistent on all your social profiles, so employers can't pull you down and decline you applications. Also it's likely that employers check for constantly post rants online with misspelled words and bad grammar and then check you're CV and yet you claim to be an expert communicator. It will hurt your credibility.

The whole part of social networking should being connecting with contacts who supply similar interests to you. Also you can start following companies that you have interests in as its very common that they tweet & post business products, services, blog posts and most importantly for job seekers, new opportunities within the business when they become available. It's important that job seekers remember that connecting & networking must be a two-way relationship so it's important that you can try and help others whenever you can.

Social media can give a load of opportunities, so show off what you can do! Write and share your own blogging content, create infographics, comment on news and developments in your industry. By doing all this you will have a consistent and presentable profile that shows a very knowledgeable professional with their industry.

It can also be a very good idea to make separate profiles and turn on privacy settings on your profile if you don't want your employer/ potential employer to see what you have been up to. At the end of the day it's about showing off and showing potential employers what you can do. So go out there and start networking with others today via your very own social channels.

 By Ryan Hooker

The Shore Group
 3 Key Ways Business Intelligence Impacts Recruiting and Hiring tag:www.recruitingblogs.com,2014-05-05:502551:BlogPost:1803206 2014-05-05T14:00:00.000Z Cali Yakaback http://www.recruitingblogs.com/profile/CaliYakaback
 Recruiting and hiring are highly competitive fields, and those parties on both sides of the transaction have a vested interest in getting ahead. Companies are eager to beat out their competitors by hiring the best possible people, and meanwhile, job hopefuls are looking to do everything they can to find the ideal…

Recruiting and hiring are highly competitive fields, and those parties on both sides of the transaction have a vested interest in getting ahead. Companies are eager to beat out their competitors by hiring the best possible people, and meanwhile, job hopefuls are looking to do everything they can to find the ideal positions. They want more money, better benefits and so on.

Both sides are facing a challenge, but fortunately, they can both find solutions in the same way – they can rely more heavily on business intelligence to help them make key decisions.

The bottom line is that the growing "big data" trend is one that can help everyone in the workforce. Companies can tap into more information on all the talented people out there, and individuals can explore the depths of the Internet for knowledge about available jobs. Information is easier to come by than ever.

According to VentureBeat, the sheer volume of data out there today is staggering. The news source recently reported on research from IBM which shows a total of 2.5 exabytes – that's 2.5 quintillion bytes – being created by the world's population daily. Even if only an infinitesimal fraction of that information is relevant in HR, it's still a tremendous boon to the workforce collectively.

Sandeep Chand, an expert on the growth of software as a service in talent acquisition, told the news source that a major deciding factor for the future of HR will be companies' ability to sift through all the information out there.

"What are recruitment technology companies doing today in preparation for big data?" Chand asked. "'Garbage in, garbage out' is a common phrase that can also apply to big data. In preparation for the encroaching days when data will get bigger, businesses must focus their provisional efforts on streamlining processes and associating data collections so that data is unduplicated and normalized."

3 Ways Big Data Can Help With Recruiting

Filtering through the "big data" to find the most relevant nuggets is vital. Here are three major ways it can help.

Helping candidates find jobs
 There are countless resources out there to help individuals find the right jobs, ranging from job boards to specialized websites and agencies. Which position is the best fit? It's often difficult to discern the truth, but advanced BI tools can help job seekers do their due diligence and find the best opportunities out there.

Filling openings for recruiters
 On the recruiting side, it's never easy to choose the best applicant for a job simply on paper, but data can help companies find some key trends. What colleges and universities produce the best talent? What job skills are most relevant? BI can uncover secrets about how businesses find the best people.

Empowering companies against the competition
 Everyone's looking for the best possible talent these days – the figurative "war" is on. Having the smartest recruiters is one way to beat out the competition, but in 2014 and beyond, having the best BI tools may prove just as important. Whichever company mines for the most relevant data will be in prime position to come out ahead.
 Talent Shortage or Trust Shortage? tag:www.recruitingblogs.com,2014-04-17:502551:BlogPost:1800354 2014-04-17T00:30:00.000Z Kelly Blokdijk http://www.recruitingblogs.com/profile/KellyBlokdijk
A significant percentage of people involved with screening and selecting job candidates fancy themselves detectives, mind-readers, psychics and psychologists. They're almost always willing to trust their own gut. But not much else slips unscathed through the scrutiny of these trust deficient evaluators of talent.…

A significant percentage of people involved with screening and selecting job candidates fancy themselves detectives, mind-readers, psychics and psychologists. They're almost always willing to trust their own gut. But not much else slips unscathed through the scrutiny of these trust deficient evaluators of talent.

When this takes place do we end up with a talent shortage or a trust shortage?

Judges of Job Seekers

Trust deficient individuals are overtly judgmental and suspicious of anyone that happens to be actively pursuing a new employment opportunity. To them, active job seekers are viewed as defective and inferior and obviously not trustworthy talent or they would not be unemployed, underemployed or unsatisfactorily employed. If an active job seeker is fortunate enough to be granted an interview, everything he or she says about why they are looking or why they are not working may unjustly fuel skepticism about their employability. Entire chunks of the available labor pool are automatically disregarded because of this unreasonable level of distrust of active job seekers' abilities.

Interrogators

Instead of conducting a professional business-person to business-person conversation, trust deficient interrogator types play games and ask tricky (no-win & awkward to answer) or irrelevant questions to see how people think, act or respond under pressure. They prefer to treat interviews as "guilty until proven innocent" interrogations. Putting people on the spot and convincing them to spell out failures, mistakes and weaknesses helps reinforce the mind-reader's reasons for not trusting any positive information acquired. Anyone that doesn't tell the interrogator what they want to hear in the way they want to hear it gets dismissed.

Power Trippers

Some interviewers live in a world where their own power trips entitle them to demand current compensation and salary history from any prospective candidates in order to pre-classify them as worthy or unworthy of the position under consideration. Rather than developing a market-driven compensation structure to reflect the performance criteria of any respective position, the trust deficient power tripper bases a candidate's future earnings on unrelated present or past income. Even if a candidate is adamant about money not being a key motivator, the non-trusting psychic-friends-network interviewer will assume that's a lie and refuse to accept that anyone would have different priorities than him/herself. The power tripping wannabe psychologist's assessment of candidates' financial situation is what determines who moves ahead or who is dropped.

Private Investigators

These self-appointed detectives are not satisfied with traditional due diligence and objective (compliant) background or reference checks, so they seek out backdoor methods to dig up dirt about candidates. They have no qualms about putting the candidate's employment status or professional relationships in jeopardy with premature inquiries or unauthorized sleuthing. Investigators may even probe backdoor sources for personal details, gossip, hearsay and speculation and put more weight on that than other input. Trust deficient detective types are always eager to rely on information obtained out of context, especially if it contradicts other data collected. Sneaky NSA-style intrusion or privacy invasion might be all it takes to disqualify an otherwise qualified candidate.

 While being thorough and thoughtful is encouraged, taken to the extreme trust deficiencies can undermine the success of a selection process. Judging, interrogating, power-tripping and investigating as described here does not make for a trust-based relationship.

If the pre-screen crystal ball predicts LIES ahead, then don't waste time engaging in any of this trust deficient behavior. Sir-Mix-A-Lot knows what he likes and so should you.

 Does anything good ever come from skipping phone screens? tag:www.recruitingblogs.com,2014-03-26:502551:BlogPost:1796739 2014-03-26T01:23:55.000Z Kelly Blokdijk http://www.recruitingblogs.com/profile/KellyBlokdijk
I've never found that to be a good "call"

I've been hearing from people that they are getting contacted by companies and staffing firms to come right in for an in-person interview without going through an initial phone screen first. These are educated, experienced mid- to senior-level career workers pursuing professional positions.

In my personal experience as a job seeker I never had a worthwhile interview experience with a company that skipped the phone interview. And,…

I've never found that to be a good "call"

I've been hearing from people that they are getting contacted by companies and staffing firms to come right in for an in-person interview without going through an initial phone screen first. These are educated, experienced mid- to senior-level career workers pursuing professional positions.

In my personal experience as a job seeker I never had a worthwhile interview experience with a company that skipped the phone interview. And, because of that, a couple of times when I politely questioned whether that option was available or suggested that step, it was as if that would be an imposition. To me that is a huge RED FLAG about their hiring process!

As an interviewer, I can't imagine any reason not to conduct phone screens. It seems much more efficient for all parties involved and helps establish mutual interest without wasting time.

What do you think?