Posts Tagged ‘online’
Screening Software ? the Latest Trend in Online Recruitment {youtube} {yahooanswers} {yahoonews}
Screening Software ? the Latest Trend in Online Recruitment
The Internet-enabled recruiting market has brought with it more reach for employers and, in general, a higher volume of applicants for jobs. With thousands of applicants vying for each position advertised, recruiting is becoming an increasingly automated process. The aim of the recruiters is obviously to screen applicants in the shortest possible time. And the aim of ResumeGrabber Pro is to help the recruiters in their job.
ResumeGrabber Pro helps the recruiters to manage the flow and choose the best applicants for jobs than ever before. Though the interview remains a key component, recruiters always search for a tool like ResumeGrabber Pro to screen the right candidates.
Beyond the
Resumes Online At TheResumeBuilder.com.
Resumes Online At TheResumeBuilder.com.
Amazing Resume Site! High Payouts, Awesome Conversions. Join Us Now!
Resumes Online At TheResumeBuilder.com.
Jobs Online Toolkit
Jobs Online Toolkit
Tools and information to find and get a legitimate work-at-home job!
Jobs Online Toolkit
Getting Administrative Assistant Job
Information on how to get that administrative assistant job quickly.
Getting Administrative Assistant Job
Q&A: I need to learn more how to pas a job interview, are there any videos online for instruction ?
Question by Matt: I need to learn more how to pas a job interview, are there any videos online for instruction ?
I need to practice my interview skills, where can I learn them ?, I also need to learn interview ettiquete, like hand shaking, greeting the interviewer, behaviour during the interview, how can I impress the interviewer(s)…
Best answer:
Answer by Dr Dave
www.collegegrad.com/job-search-videos
Know better? Leave your own answer in the comments!
Recruiters Still Digging, Finding Digital Dirt
When ExecuNet began researching in 2005 how publicly available online information influenced executive hiring, three-quarters of the search firm recruiter respondents revealed they were already Googling candidates to find information beyond the résumé. As a result, more than one-quarter of recruiters had eliminated a candidate because of what they found online.
We've continued to monitor this trend, developing a series of reports on Digital Dirt that raised awareness of online reputation management, and our 2010 data casts no doubt that recruiters have fully adopted Googling as a best practice with 90 percent regularly conducting this activity. Forty-six percent uncovered digital deal-breakers, such as ethics violations, falsified employment history and felony convictions, which lead to eliminating candidates from consideration.
We've continued to monitor this trend, developing a series of reports on Digital Dirt that raised awareness of online reputation management, and our 2010 data casts no doubt that recruiters have fully adopted Googling as a best practice with 90 percent regularly conducting this activity. Forty-six percent uncovered digital deal-breakers, such as ethics violations, falsified employment history and felony convictions, which lead to eliminating candidates from consideration.
The younger generations — digital natives — who largely live online have to make efforts to separate themselves from their less-professional identities when they enter the workforce, but for successfully established executives, they'll have to work to become visible and distinguish themselves. In our most recent research, 80 percent of executive recruiters said a candidate's job prospects improve when positive information is found online.
With this research in mind, take some time to:
- Find what's online about you.
- Work to correct/eradicate anything that doesn't reflect your name well.
- Develop a plan to establish visibility, both on the Internet at-la
By: Robyn Greenspan Source: Recruiters Still Digging, Finding Digital Dirt
Robyn Greenspan is the Editor-in-Chief at ExecuNet, the leading business network for senior executives, where she is responsible for setting and driving the editorial content strategy across ExecuNet's online and offline publications and webinar programming. She also writes and produces the company's widely cited and highly recognized research project, the annual Executive Job Market Intelligence Report.
The Rules For Job Hunting Have Changed
Reposted from HR News
Paul Anderson wants you to forget just about everything you think you know about finding a job.
“Many changes have happened in the job market since 20 years ago, since 10 years ago – since last October,” said Anderson, a former hiring manager for Microsoft and Expedia.
Even since March. Three months ago, roughly 100 résumés an hour got posted on job-search Web sites. Now that number exceeds 400 resumes an hour, Anderson said.
You want a job? Join the club.
Some 13.7 million Americans want jobs but can’t find one – up by 6 million in the last 12 months. The private sector dumped 611,000 jobs in April, according to the latest report from U.S. Bureau of Labor Statistics.
“You have so many people out there looking. Revenues are down at companies in most industries. Needs are becoming very specific. Fewer jobs are available. Some companies are trying to hire people at bargain prices. There’s fierce competition and overqualified candidates willing to take anything,” Anderson told a congregation of job seekers in Tacoma recently.
Anderson, principal at Kirkland-based ProLango Consulting, says job hunting these days has morphed into a new industry he calls Career Search 2.0. With his background in psychology, he doesn’t call himself a career consultant. No, he’s a behavioral specialist, because job hunters need to understand human behavior and outfox the system.
He offered five ways to tackle a job search in the new world.
First, scrap the elevator pitch – your 30-second soundbite that describes what you do so you can sell yourself in a flash, Anderson said.
“Why the elevator pitch doesn’t work,” Anderson said, “is that nobody cares about you. They care about themselves. You have to change your mindset from self-serving to serving others.”
That means finding out what need you can fill for the recruiters and other hiring authorities you meet.
Second, at job fairs, don’t bring a sheaf of résumés and hand them out to recruiters like Halloween candy. They’ll wind up in the garbage.
Instead, get business cards from the recruiters. Ask them what kinds of jobs they need to fill and what kind of candidates they like. Note that on the back of the business card. If you know a lot of people in town, tell them so and say you’ll steer qualified candidates their way. Then follow up when you get home. Ask the recruiter to meet for 15 minutes over coffee.
“People buy from people they like and trust,” Anderson said. “You can’t build a relationship at a job fair. Instead of being a desperate jobless person looking for work, turn yourself from a stranger into a contact. When you contribute first, reciprocity will kick in.”
Recruiters have extensive networks of contacts. If you help a recruiter fill a job, you have just tapped into that recruiter’s vast network. Even if they don’t recruit for your expertise, Anderson guarantees they know someone who does.
Third, leverage online social networks, primarily LinkedIn.com, the No. 1 online business network, to connect with as many people as possible.
Online networks allow you to find and seek advice from contacts who work for the companies you have targeted for your job search, it allows others to endorse you, and it allows you to post specific information about the job you want, Anderson said.
Other online social networks, such as Facebook, focus more on users’ personal lives – where you should “show yourself as a stable family person who’s serving the community. If you have a dog, put up a picture,” Anderson said.
“When you submit a résumé, three things happen,” he said. “The hiring manager will look for you on LinkedIn to see what kind of endorsements you have. They’ll look on Facebook for pictures of you at drunken parties. And they’ll ‘Zillow’ your address to see where you live, the value of your property, how long you’ve lived there and if you can reasonably commute to a job.”
Fourth, get your résumé off of all job-search Web sites such as Monster.com and Dice.com, Anderson said.
“They’re too expensive. Plus 85 percent of jobs are filled from word of mouth,” he said. “Use LinkedIn instead for targeting people at companies you want to work for … and get into conversations.”
Try to secure informational interviews, informal conversations where you seek advice from someone at your target company.
“Many times open positions don’t make it to online job boards,” Anderson said. “You want to build rapport with those hiring managers you met informally” so they remember you later.
Finally, Anderson said, stay off the recruiters’ blacklists.
You didn’t know they had them? Anderson told his class of job seekers that recruiters have begged him to delete this tip from his seminars. He hasn’t.
Every major company has a computerized database to manage its applicants, their résumés and notes about all interactions. Those companies also have a separate database – the blacklist – where they kick out all the problem applicants who have no chance to get hired, he said.
How do you kill your chances? Multiple ways. Visit a company’s Web site, put 80 jobs in your job cart and click “Apply All.” Anderson said it shows you as desperate rather than focused. If you come across as rude to a recruiter screening you by phone, you’ll get kicked onto the blacklist. If, during a meeting, you complain, have bad body language or appear depressed, it’s the blacklist for you.
“Every time you show up, you have the opportunity to become one of the good ones,” Anderson said. “Take it.”
Dan Voelpel:
dan.voelpel@thenewstribune.com
http://www.thenewstribune.com/voelpel/story/770211.html
