tag:blogger.com,1999:blog-17980406904975896482024-03-13T23:07:21.460-04:00RPO. Today's Challenges and Opportunities.RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.comBlogger35125tag:blogger.com,1999:blog-1798040690497589648.post-17342357870798696472012-08-17T03:37:00.002-04:002012-08-17T03:41:43.806-04:006 Clever Ways to Improve Your Job Search Tactics<div class="separator" style="clear: both; text-align: center;">
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Since the job marketer continues to get tougher, jobseekers need to
evolve. Unless you really focus your energies in the right direction,
you can never expect to achieve success with your career. You need to be
smarter than ever, smart enough to beat out the competition. You need
to use a well-planned job search strategy so that you can grab a job
opportunity before anyone else does. If you think you’re not smart
enough, this article is just for you.<br />
Given below are a couple of very valuable tips that you can follow to become a smarter jobseeker than anyone else.<br />
<h2>
#1. Build Your Brand</h2>
The very first thing that you need to focus on is start building your
professional brand right away. The world has now become a global
village, where it only takes a couple of minutes to connect with
employers, hiring managers and recruiting agencies. While spending time
online (on popular social networking platforms), you need to project a
unique professional image. Unless you build your own unique brand, you
won’t be able to stand out.<br />
<br />
<h2>
#2. Don’t Waste Time</h2>
If you are unemployed, every single minute is valuable. In
desperation to get a new job quickly, you can easily waste your time on
things which are not important or won’t bring your any result. If you
continue to apply to every job that you come across, you’re wasting your
time. If you’re networking blindly, you’re wasting time. Likewise,
there are multiple job search time wasters that you need to avoid.<br />
<br /><h2>
#3. Get Active on LinkedIn</h2>
You’re never a smart jobseeker, if employers can’t find you on
LinkedIn. Even after you’ve submitted your resume to an employer, they
might just go and check out your profile on LinkedIn. Don’t just create
your account on this professional network, but be more active to connect
with influential people, industry experts and potential employers.<br />
<br />
<h2>
#4. Have a Flawless Resume</h2>
Yes, your job resume should be completely free of errors. Don’t
hesitate to have someone from outside critique your resume. Usually,
people become blind to their own mistakes. If you want to create an
eye-catching resume, you should always get it reviewed from multiple
people who you trust. If you can’t do it on your own, it’s also
advisable to work with a resume writing service.<br />
<br />
<h2>
#5. Be a Good Researcher</h2>
Research is not just an extremely essential aspect of business, it
plays a vital role even when it comes to searching for jobs. Whether
it’s about exploring different career possibilities or knowing the
details of potential employers, you need to do a good amount of research
to achieve success.<br />
<br />
<h2>
#6. Use Relationships</h2>
Using relationships in the right way can instantly boost your job
search. If you want to evolve as a jobseeker, you should always remember
to expand your relationships or network of contacts. When someone else
introduces you to a recruiting company, you’re already one step ahead of
the competition.<br />
<br />
So, are you ready to be a smart jobseeker? Use the above mentioned
tips and see where it takes you. In fact, you’ll be surprised by the
results you’ll get. Happy job searching!<br />
<br />
Resource: <a href="http://theundercoverrecruiter.com/6-clever-ways-improve-your-job-search-tactics/">The Undercover Recruiter</a>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com1tag:blogger.com,1999:blog-1798040690497589648.post-42377168060465872752011-03-23T11:03:00.002-04:002011-03-26T11:10:59.508-04:004 Traits That Separate a Great Recruiter From a Good One<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://www.ere.net/wp-content/uploads/2011/03/IBM-employee-collaborating-and-sharing-250x192.jpg"><img style="float:left; margin:0 10px 10px 0;cursor:pointer; cursor:hand;width: 250px; height: 192px;" src="http://www.ere.net/wp-content/uploads/2011/03/IBM-employee-collaborating-and-sharing-250x192.jpg" border="0" alt="" /></a><br /><p>Recruiting is unfortunately often a way station in a career. It is one stop on the way to becoming an HR executive or to moving on to other things. There are often very limited opportunities for advancement as a recruiter within most organizations, which further limits the number of people who choose to dedicate themselves to doing it well. Success also requires abilities that are not necessarily the strengths of those who choose traditional human resources as a career. I have found that many of the most successful recruiters had no intention of working for or in HR. They were interested in sales, marketing, communications, or similar areas and found themselves accidently being asked to do recruiting.</p> <p>If you take the time to talk to recruiters who have garnered a reputation for success, you will discover that they share a few traits in common. <span id="more-17907"></span><span class="Apple-style-span" style="border-collapse: collapse; color: rgb(51, 51, 51); font-family: 'trebuchet ms', verdana, arial, sans-serif; font-size: 13px; line-height: 18px; -webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; "><a name='more'></a> </span></p> <p>It is these common interests, inclinations, or skills that differentiate them from all the others. It would be useful to look for these traits whenever you are trying to find more recruiters or to identify those most likely to add the most value.</p> <p>These recruiters are not real people. They are composite people that I made up from some of the best I have seen and worked with.</p> <p><strong>Trait 1: Great at networking because they have a strong interest in people</strong></p> <p>I know this sounds trite, but it is true. Every great recruiter has a need to be around and with people. They like to meet new people and seek out opportunities to do that even when they are not recruiting.</p> <p>Bill Warren is a great example. He began recruiting when he was just 23 and a new college hire. The college team asked him to help out on campus and he immediately put the network he had developed in his fraternity and social activities to work. As he worked in a technical industry, he put together an on-campus special interest group sponsored by his company. They sent engineers to talk and demonstrate uses for their products in applied situations. With the blessing of his boss, he was able to spend several weeks each semester in campus building the reputation of his firm and their research. Recruiting was easy after the first year and remains that way today. Bill, meanwhile at 28, has become a full-time recruiter, where he is quickly becoming a star. When you ask him why he is successful, he just says: “I like people and want to help them do what they want to do.”</p> <p>His networking skills are massive both in person and online. He cultivates relationships and understands that all solid relationships are built on quid pro quo: doing something for someone who, in turn, does something for you. It is this give and take that makes for success, and he is willing to share his career advice, mentoring skills, and technical expertise. In return he gets the loyalty and commitment of many candidates.</p> <p><strong>Trait 2: Marketing and influencing skills</strong></p> <p>Sue Smith is ranked as the top recruiter in her retail organization. Hiring volume is aggressive and needs are changing all the time. Turnover is often high and seasonal hiring presents many challenges. She has to recruit contingent as well as full-time staff, and is involved in lots of internal politics.</p> <p>Yet, Sue is able to ride these waves and still make progress. While she is a good networker, where she really shines is in influencing and selling. Sue aims to get candidates interested in the work, project, and hiring manager by identifying and communicating their positive aspects, pointing out challenges when appropriate, and generating excitement. She presents well-vetted candidates to the hiring manager whom she has “presold.” Through Facebook, email, and phone calls, she uses her networks as marketing channels and targets them for specific functions and sometimes even for specific hiring managers.</p> <p><strong>Trait 3: Personalizing and leveraging uniqueness</strong></p> <p>They transcend brand by personalizing each hire and each hiring manager. Each of these recruiters has found the power and importance of personalization. Rather than rely on a generic recruiting brand, they instead brand every job and manager as unique. They know how to steer the right candidates to the right managers because they have deep knowledge of the needs and capabilities of each through their networking skills and ability to influence. While each takes a different approach, there is lots of overlap and commonality between them. They can push and pull candidates and managers toward a mutually desirable end.</p> <p><strong>Trait 4: They use technology; they are not consumed by it</strong></p> <p>Neither of these recruiters is a technology nerd. They use what works for them and whatever they can understand. They make sure both candidates and hiring managers also understand and are willing to use the tools.</p> <p>Bill does this by creating special interest groups that can be either virtual or face-to-face. He lets candidates and managers gravitate toward those that match their interests and abilities. He has leveraged more technology than Sue because his primary candidates are dispersed and distant, but he is not a “techno freak” in any way.</p> <p>Sue uses technology to enable communication. She has the amazing ability to implement a technology seamlessly by starting out small, experimenting with a few candidates and hiring managers, and growing it slowly when it works. She probably spends no more than one or two days a month where technology is her focus.</p> <p>Great recruiters are focused on getting results, but what is more important to them is that both the hiring manger and the candidate feel that they have had a real exchange of information and that both are comfortable with the decision. I am amazed that their candidates have few regrets about accepting a job and the short-term turnover is remarkably small. Hiring managers, too, are content and pleased with their hires.</p> <p>The recruiting process is not about individual recruiters, though. It is about making good matches in a seamless and efficient way. Great recruiters figure out how to do this while appearing almost in the background. The greatest praise you can get is when the hiring manger says, “Wow! Did I make a great hire last week.”</p><p><br /></p><p>Resource: <a href="http://www.ere.net/2011/03/22/4-traits-that-separate-a-great-recruiter-from-a-good-one/">Ere.net</a></p>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com2tag:blogger.com,1999:blog-1798040690497589648.post-74641675910530460862011-03-22T09:02:00.002-04:002011-03-26T05:36:17.338-04:00Monster launches Recruitment iPad App in Europe<span class="Apple-style-span" style="font-family: tahoma, arial, sans-serif; font-size: 13px; "><div class="post-headline"><h1 style="margin-top: 0px; margin-bottom: 0px; padding-top: 0px; padding-bottom: 0px; font-size: 34px; line-height: 1.2; margin-right: 0px; margin-left: 0px; padding-right: 0px; padding-left: 0px; "><br /></h1></div><div class="post-bodycopy clearfix" style="min-width: 0px; display: block; "><p style="margin-top: 1em; margin-bottom: 1em; padding-top: 0px; padding-bottom: 0px; margin-right: 0px; margin-left: 0px; padding-right: 0px; padding-left: 0px; display: block; "><img class="size-full wp-image-3847 alignright" title="Monster iPad application" src="http://www.globalrecruitingroundtable.com/wp-content/uploads/Monster-iPad-application.jpg" alt="" width="492" height="293" style="border-top-width: 0px; border-right-width: 0px; border-bottom-width: 0px; border-left-width: 0px; border-style: initial; border-color: initial; float: right; margin-top: 10px; margin-right: 0px; margin-bottom: 5px; margin-left: 10px; max-width: 96%; height: auto; " />Monster will officially launch their new iPad Recruitment App in most European countries. They promise to “<em>Find great jobs when you’re on the go</em>“:</p><div id="IntroList"><ul style="margin-top: 10px; margin-bottom: 10px; padding-top: 0px; padding-bottom: 0px; "><li><strong>Simple: </strong>Search and apply for jobs with the touch of a finger.</li><li><strong>Convenient:</strong> Access your Monster account anywhere, anytime.</li><li><strong>Innovative:</strong> Find jobs in a whole new way with the Monster app designed specifically for iPad.</li></ul><p style="margin-top: 1em; margin-bottom: 1em; padding-top: 0px; padding-bottom: 0px; margin-right: 0px; margin-left: 0px; padding-right: 0px; padding-left: 0px; display: block; ">Starting the app takes a few seconds and in the first screen it will ask you to log in to your Monster account. You can skip this step but the possibilities within the App are very limited. You can only search for jobs, and not apply, without an account. So keep your login information at hand as you need it! <span id="more-3846"></span><span class="Apple-style-span" style="border-collapse: collapse; color: rgb(51, 51, 51); font-family: 'trebuchet ms', verdana, arial, sans-serif; line-height: 18px; -webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; "><a name='more'></a> </span></p><p style="margin-top: 1em; margin-bottom: 1em; padding-top: 0px; padding-bottom: 0px; margin-right: 0px; margin-left: 0px; padding-right: 0px; padding-left: 0px; display: block; ">Then you get a welcome screen with a brief explanation how the iPad App works. If you are used to work with the iPad Apps this is self-explanatory. In the next screen you’ll find the dashboard with all the options:</p><p style="margin-top: 1em; margin-bottom: 1em; padding-top: 0px; padding-bottom: 0px; margin-right: 0px; margin-left: 0px; padding-right: 0px; padding-left: 0px; display: block; ">1. Find a job<br />2. Saved searches<br />3. Saved Jobs<br />4. My applications<br />5. My Resumes<br />6. Cover Letters<br />7. Settings</p><p style="margin-top: 1em; margin-bottom: 1em; padding-top: 0px; padding-bottom: 0px; margin-right: 0px; margin-left: 0px; padding-right: 0px; padding-left: 0px; display: block; ">Searching for jobs is fast but when I viewed my active jobs they were all plain text and contained error codes (I copied my text from Word). So the layout of my job is gone. No bold text, no bullet points and text with hyperlinks has disappeared. Moreover, applying for a job is also not possible because I don’t allow email-applications, only applications via my ATS. The Monster iPad App requires, as with their iPhone App, to email the resume and cover letter that are stored in the user account.</p><p style="margin-top: 1em; margin-bottom: 1em; padding-top: 0px; padding-bottom: 0px; margin-right: 0px; margin-left: 0px; padding-right: 0px; padding-left: 0px; display: block; ">Still some work to be done for the mobile developers at Monster but it does add value to the job seeker to make job search available ‘anywhere and anytime’.</p><p style="margin-top: 1em; margin-bottom: 1em; padding-top: 0px; padding-bottom: 0px; margin-right: 0px; margin-left: 0px; padding-right: 0px; padding-left: 0px; display: block; "><br /></p><p style="margin-top: 1em; margin-bottom: 1em; padding-top: 0px; padding-bottom: 0px; margin-right: 0px; margin-left: 0px; padding-right: 0px; padding-left: 0px; display: block; ">Resource:<a href="http://www.globalrecruitingroundtable.com/2011/03/22/monster-launches-ipad-recruitment-app-in-europe/"> Global Recruiting Roundtable</a></p></div></div></span>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com1tag:blogger.com,1999:blog-1798040690497589648.post-71778799511966693112011-03-20T16:58:00.000-04:002011-03-26T17:04:15.185-04:007 Myths of Recruiting with Technology<p>I had a phone call yesterday with a prospective client who starting our conversation with: “I think recruiters are a dying breed.” He thought the Internet and technology were going to do away with search consultants and third-party recruiters.</p> <p>I explained to him why this won’t happen. In fact, I believe technology is shining the light brighter for why recruiters are needed now more than ever. Before we finished our phone conversation, he wanted to meet one of my candidates.</p> <p>The Internet has changed recruiting forever. It is a virtual, global, 24-hour job fair. It gives recruiters – and employers – the unprecedented ability to research and reach candidates anywhere. And now with social media, recruiters can find and engage prospective companies and candidates online fast.</p> <p>The key to this treasure trove is knowing what online tools to use and how to use them. LinkedIn, Twitter, Facebook and other social media each have their unique purpose. Today, recruiters can create their own media network to market, brand and broadcast their messages. The real value begins when recruiters connect their online networks and leverage across platforms.<span class="Apple-style-span" style="border-collapse: collapse; color: rgb(51, 51, 51); font-family: 'trebuchet ms', verdana, arial, sans-serif; font-size: 13px; line-height: 18px; -webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; "><a name='more'></a> </span></p> <p><em><strong>Like all advertising, a message is only as powerful as its reach to its target audience.</strong></em></p> <p>Many think the Internet will eventually doom recruiters by cutting them out. I don’t think so. The Internet has its limits. Yes, it is valuable for research and message speed. But, at the same time, it is creating inefficiencies in the recruiting and hiring process that cost companies dearly. Firms may not see the full impact in today’s candidate rich market. But this is changing.</p> <p><em><strong>Recruiters must find their unique selling proposition by answering this:<br />What can recruiters do that technology and the Internet can’t?</strong></em></p> <p>Here are seven myths and realities of the limits of technology in recruiting:</p> <p><strong>Myth #1</strong>: Technology can be used to identify talent.<br /><strong>Reality #1</strong>: Yes, the Internet can help find candidates. But it cannot identify and evaluate talent. Search engines find key words in resumes. What if those key words are written inaccurately by unqualified candidates? Recruiters qualify talent by talking with and vetting candidates. Technology cannot do this.</p> <p><strong>Myth #2</strong>: Companies use the Internet to find the best candidates.<br /><strong>Reality #2</strong>: Companies post jobs and jobseekers apply to many positions online. This “candidate capture” approach of spreading a wide net tends to attract less satisfied, lower performers. These “Internet candidates” apply for every job they’re interested in, even if they are not qualified. Since they are looking for any job, they may be interviewing at competing companies. Recruiters find out where candidates are applying and help to minimize risks. Technology cannot do this.</p> <p><strong>Myth #3</strong>: Technology can qualify a candidate.<br /><strong>Reality #3</strong>: Candidates can be asked questions online: For example, “how many years’ experience do you have?” And, “what compensation are you seeking?” Or, “what interests you about this position and our company?” But technology can’t uncover the drivers and reasons for a career move. Or, what is important to a candidate. Or, a candidate’s career interests and aspirations. Recruiters help create fit. Technology cannot do this.</p> <p><strong>Myth #4</strong>: The Internet is the most efficient way to apply for and find a job.<br /><strong>Reality #4</strong>: This is what happens when a job is posted online: Hundreds of people apply. Everyone is put into a database. Resumes go into a black hole. Most never hear back that a resume was received. If they do hear back, it will most likely be an automated message: “Thank you for applying. We will get back to you if your background meets the position requirements.” Most never hear from the company again. Recruiters give direct feedback to a candidate whether he or she is qualified or not and the reasons why. Good recruiters can identify top candidates who may not appear qualified on paper. Recruiters communicate, think and respond. Technology cannot do this.</p> <p><strong>Myth #5</strong>: Technology can help recruit a candidate.<br /><strong>Reality #5</strong>: In limited ways. An e-mail or text can be sent to a candidate, “We are interested in interviewing you” and can help arrange the meeting. Recruiters give feedback after an interview and help manage candidates’ expectations and guide them through the interview process. They advise the best candidates on the advantages of a job opportunity over their current employment and other positions they may be looking at. Technology cannot do this.</p> <p><strong>Myth #6</strong>: Technology can help manage the interview and recruiting process.<br /><strong>Reality #6</strong>: After an interview, recruiters will debrief and gather feedback from both the company and candidates. They gauge candidates’ interest levels in the company and the job. If a hiring manager or candidate is unsure or needs additional information, recruiters will respond and get the information to help with the decision process. Technology cannot do this.</p> <p><strong>Myth #7</strong>: The Internet and technology can bring aboard the selected candidate.<br /><strong>Reality #7</strong>: What if the top candidate is interested in the position, but the parameters aren’t in line with his or her interests? What if he or she receives an offer at another company at the same time? Through discussions, a recruiter helps negotiate the desired outcome and bring aboard the best person to the company. Technology cannot do this.</p> <p>The main reason technology will not replace recruiters is that it cannot have conversations, listen and respond. Even digital conversations, through email, text or social media, do not have the essential emotional elements (voice, eye contact, chemistry) to guide people through the hiring process. </p> <p><strong><em>For a leading company to convey it is truly employee-centric – that it cares about its employees – it must have talented recruiters who care for people from the start of the application and throughout the hiring process.</em></strong></p> <p><em><strong>Companies – which lead now and will in the future – work with top recruiters who have established networks and the skills to identify, evaluate and recruit talent. Technology helps, but it cannot take the place of critical human-to-human interaction. </strong></em> (Until, perhaps artificial intelligence comes into being. But, then, will candidates want to tell their career desires to machines?)</p> <p>There are many more limits of technology and the Internet in recruiting. Do you agree or disagree? What are your experiences? Please share your ideas in the comments section.</p><p><br /></p><p>Resource: <a href="http://ramergroup.com/blog/7-myths-of-recruiting-with-technology">Ramer</a></p>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-55376787703243462482011-02-15T02:12:00.001-05:002011-02-25T02:40:42.518-05:00Recruitment's Best Kept Secret<p>Despite the huge amount of effort organisations make to attract and hire the right people there are a surprising number who are ‘square pegs’ in ’round holes’.</p> <p>How many times have you been into a store and been served by someone who is just not that interested? Contrast that experience with being served by someone who is hugely engaged and clearly loves what they do. It makes a huge difference doesn’t it? Being in the wrong job can be soul destroying for the individual. For the company they are working for it means reduced productivity, lower engagement and a potentially negative effect on customer service. <a name='more'></a><br /></p> <p>So how do organisations find and keep employees who are in their element doing their job? The simple answer is to hire people on the basis of their strengths (what they are really good at and love to do) as well as just competencies (what they can do). Most companies hire on competencies alone. The problem with that is that just because someone can do something doesn’t mean that they really want to do it. So hiring on competencies never produces consistently high performance. When people love what they do they perform better, have more energy for their work, are more engaged and stay longer.</p> <p>Hiring on the basis of strengths makes sense and has been proven to be successful. Yet most organisations remain stuck in their old ways and haven’t embraced it yet. The financial sector is ahead of the game. Standard Chartered Bank, Aviva and Norwich Union have all been using strengths based approaches to recruitment for several years. There are some companies in the retail and services sector too that are reaping the benefits and that others could learn from. Having employees who love what they do and have natural strengths in the role has such a direct and immediate impact on customers.</p> <p>McDonald’s have embraced the approach and test “what candidates do naturally”, such as whether they have a natural preference for working with customers. Starbucks make a clear link between employees who love their jobs and customer satisfaction.</p> <p>Hiring people on their strengths as well as their competencies is a no-brainer. And it does not meaning throwing out your current approach – it simply means adding an extra piece. It is like turbo boosting what you already do to make it work harder for you. And it doesn’t mean it will cost more either. There is some evidence that cost per hire reduces because there is less wastage at each stage of the process as you de-select unsuitable people much earlier and more easily.</p> <p>The proven benefits to the organization of hiring on strengths are pretty compelling:<br />• Reduction in staff turnover<br />• Increase in productivity and engagement<br />• Opens up new talent pools<br />• Increase in positive feedback from candidates<br />• Increased diversity of applicants and recruits</p> <p>It is not just the organisation that benefits from the strengths-based approach. The employee does too. The research shows that people who play to their strengths in their work:</p> <p>• Are highly engaged<br />• Are happier and more confident<br />• Have higher levels of energy and vitality<br />• Experience less stress<br />• Are more resilient<br />• Are more likely to achieve their goals<br />• Are more effective at developing themselves and growing as individuals<br />• The teams they work in are more effective</p> <p>What company wouldn’t want all that? And of course, the other major benefit is that relatively few organisations use strengths-based recruitment yet which means that if those who do have a real edge over their competitors!</p>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-80388742751381053022011-02-09T15:35:00.009-05:002011-02-13T15:21:40.330-05:00Top 6 Books on Recruitment. To benefit – read it.<span style="font-size:100%;"><br /></span><span style="font-size:100%;"> </span><!--[if !mso]> <style> v\:* {behavior:url(#default#VML);} o\:* {behavior:url(#default#VML);} w\:* {behavior:url(#default#VML);} .shape {behavior:url(#default#VML);} </style> <![endif]--><!--[if gte mso 9]><xml> <o:officedocumentsettings> <o:relyonvml/> <o:allowpng/> </o:OfficeDocumentSettings> </xml><![endif]--><!--[if gte mso 9]><xml> <w:worddocument> <w:view>Normal</w:View> <w:zoom>0</w:Zoom> <w:trackmoves/> <w:trackformatting/> <w:hyphenationzone>21</w:HyphenationZone> <w:punctuationkerning/> <w:validateagainstschemas/> <w:saveifxmlinvalid>false</w:SaveIfXMLInvalid> <w:ignoremixedcontent>false</w:IgnoreMixedContent> <w:alwaysshowplaceholdertext>false</w:AlwaysShowPlaceholderText> <w:donotpromoteqf/> <w:lidthemeother>UK</w:LidThemeOther> <w:lidthemeasian>X-NONE</w:LidThemeAsian> <w:lidthemecomplexscript>X-NONE</w:LidThemeComplexScript> <w:compatibility> <w:breakwrappedtables/> <w:snaptogridincell/> <w:wraptextwithpunct/> <w:useasianbreakrules/> <w:dontgrowautofit/> <w:splitpgbreakandparamark/> <w:dontvertaligncellwithsp/> <w:dontbreakconstrainedforcedtables/> <w:dontvertalignintxbx/> <w:word11kerningpairs/> <w:cachedcolbalance/> <w:usefelayout/> </w:Compatibility> <m:mathpr> <m:mathfont val="Cambria Math"> <m:brkbin val="before"> <m:brkbinsub val="--"> <m:smallfrac val="off"> <m:dispdef/> <m:lmargin val="0"> <m:rmargin val="0"> <m:defjc val="centerGroup"> <m:wrapindent val="1440"> <m:intlim val="subSup"> <m:narylim val="undOvr"> </m:mathPr></w:WordDocument> </xml><![endif]--><span style="font-size:100%;">For those of you willing to make an investment in yourselves, I have compiled my personal list of books that I would recommend you to read. </span><span lang="EN-US" style="font-size:100%;">T</span><span style="font-size:100%;">o benefit – read it.</span><span style="font-size:100%;"><b><span style="" lang="EN-US"> </span></b><span style="" lang="EN-US">I wish someone did it for me several years ago =)</span><b><span style="" lang="EN-US"><br /><br />“</span></b><b><span style="">Breakthrough! Exploding the Production of Experienced Recruiters</span></b><b><span style="" lang="EN-US">”<span style=""> </span></span></b></span><span style="font-size:100%;">,<br /><a href="http://www.amazon.com/Breakthrough-Exploding-Production-Experienced-Recruiters/dp/B001G6Q2H2/ref=sr_1_10?ie=UTF8&qid=1297357261&sr=8-10">Steven M. Finkel</a></span><span style="font-size:100%;"><br /><br /></span><span style="font-size:100%;">If you ever wished y</span><span style="font-size:100%;"><a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://ecx.images-amazon.com/images/I/31V6P7eve8L._SL500_AA300_.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 300px; height: 300px;" src="http://ecx.images-amazon.com/images/I/31V6P7eve8L._SL500_AA300_.jpg" alt="" border="0" /></a></span><span style="font-size:100%;">ou could earn a Ph-D in recruiting, this is th</span><span style="font-size:100%;">e</span><span style="font-size:100%;"> bo</span><span style="font-size:100%;">o</span><span style="font-size:100%;">k </span><span style="font-size:100%;">to read.</span><span style="font-size:100%;"><br /><br />The author reminds us all of not just the basics in business sales for search/recruiting (which are covered in the excellent book he wrote with Larry Nobles), but the specifics of genuinely sophisticated and dramatic improve</span><span style="font-size:100%;">ment in the recruiting busin</span><span style="font-size:100%;">ess past that point. Like all of us with decades of experience, we tend to start with fundamentals which were the foundation of our success, but rarely go too much beyond that (though we usually claim otherwise). In a good market, maybe we don't have to; in today's market, we certainly do. T</span><span style="font-size:100%;">his book is a great read for any of us in sales. If y</span><span style="font-size:100%;">ou're new to the industry, you'll learn much more than you will expect. If you're an experienced professional, you'll be surprised at not just how much you have forgotten, but how much more there is left</span><span style="font-size:100%;"> to learn. <a name='more'></a><br /></span><p class="MsoNormal" style="text-indent: 35.4pt; line-height: normal;font-family:arial;"><span style="font-size:100%;"><br /></span><span style="font-size:100%;">Steve Fink</span><span style="font-size:100%;">el wi</span><span style="font-size:100%;">ll take any</span><span style="font-size:100%;"> experienced recruiter to their next level of skill and production ...and then another </span><span style="font-size:100%;">level after that. I don't care how experienced you think you may be. He's been there and done that. If you want to greatly imp</span><span style="font-size:100%;">rove your income level an</span><span style="font-size:100%;">d your future success, Breakthrough is the book for you!<span style="font-weight: bold;" lang="EN-US"><br /></span></span></p><p class="MsoNormal" style="text-indent: 35.4pt; line-height: normal;font-family:arial;"><span style="font-size:100%;"><span style="font-weight: bold;" lang="EN-US">"Headhunter" Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever!”, </span><a href="http://www.amazon.com/Headhunter-Hiring-Secrets-Changed-Forever/dp/0615346219/ref=sr_1_12?ie=UTF8&qid=1297357261&sr=8-12"><span lang="EN-US">Skip Freeman</span></a></span></p><h1 style="font-family:arial;"><span style="font-size:100%;"><a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://ecx.images-amazon.com/images/I/51lKxGwqq4L._BO2,204,203,200_PIsitb-sticker-arrow-click,TopRight,35,-76_AA300_SH20_OU01_.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 300px; height: 300px;" src="http://ecx.images-amazon.com/images/I/51lKxGwqq4L._BO2,204,203,200_PIsitb-sticker-arrow-click,TopRight,35,-76_AA300_SH20_OU01_.jpg" alt="" border="0" /></a></span></h1> <h1 style="font-family:arial;"><span style="font-size:100%;"><br /></span></h1><h1 style="font-family:arial;"><!--[if gte mso 9]><xml> <o:officedocumentsettings> <o:relyonvml/> <o:allowpng/> </o:OfficeDocumentSettings> </xml><![endif]--><!--[if gte mso 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unhidewhenused="false" name="Medium List 2 Accent 6"> <w:lsdexception locked="false" priority="67" semihidden="false" unhidewhenused="false" name="Medium Grid 1 Accent 6"> <w:lsdexception locked="false" priority="68" semihidden="false" unhidewhenused="false" name="Medium Grid 2 Accent 6"> <w:lsdexception locked="false" priority="69" semihidden="false" unhidewhenused="false" name="Medium Grid 3 Accent 6"> <w:lsdexception locked="false" priority="70" semihidden="false" unhidewhenused="false" name="Dark List Accent 6"> <w:lsdexception locked="false" priority="71" semihidden="false" unhidewhenused="false" name="Colorful Shading Accent 6"> <w:lsdexception locked="false" priority="72" semihidden="false" unhidewhenused="false" name="Colorful List Accent 6"> <w:lsdexception locked="false" priority="73" semihidden="false" unhidewhenused="false" name="Colorful Grid Accent 6"> <w:lsdexception locked="false" priority="19" semihidden="false" unhidewhenused="false" qformat="true" name="Subtle Emphasis"> <w:lsdexception locked="false" priority="21" semihidden="false" unhidewhenused="false" qformat="true" name="Intense Emphasis"> <w:lsdexception locked="false" priority="31" semihidden="false" unhidewhenused="false" qformat="true" name="Subtle Reference"> <w:lsdexception locked="false" priority="32" semihidden="false" unhidewhenused="false" qformat="true" name="Intense Reference"> <w:lsdexception locked="false" priority="33" semihidden="false" unhidewhenused="false" qformat="true" name="Book Title"> <w:lsdexception locked="false" priority="37" name="Bibliography"> <w:lsdexception locked="false" priority="39" qformat="true" name="TOC Heading"> </w:LatentStyles> </xml><![endif]--><!--[if gte mso 10]> <style> /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Звичайна таблиця"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin-top:0cm; mso-para-margin-right:0cm; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0cm; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;} </style> <![endif]--> <p class="MsoNormal"><span style="font-size:100%;">This IS the only book you will ever need to successfully navigate the hiring mindfield. Regardless, of your experience or expertise in the hiring process, you need this book! The "rules" of the hiring game must be followed or you will be on the sidelines. An easy read, both entertaining and thought provoking, Skip Freeman provides the tools to add horsepower to your career search. Skip's years of experience in the recruiting industry are distilled into an unrivaled guide to an effective job search. Regardless, of your current career level, your transition time will be significantly reduced if you follow the path laid out in the pages of this book.<span style="" lang="EN-US"></span></span></p> <span style="font-weight: bold;font-size:100%;" ><span lang="EN-US"><br /><br /><br /><br />“</span>Search an</span><span style="font-weight: bold;font-size:100%;" >d Placement! A Handbook for Success<span lang="EN-US">”<span style="">, </span></span><a href="http://www.amazon.com/Search-Placement-Handbook-Success-revised/dp/B003BQOBYG/ref=sr_1_33?ie=UTF8&qid=1297360140&sr=8-33"><span style="font-weight: normal;" lang="EN-US">Larry Nobles and Steven Finkel</span></a></span> <p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-size:100%;">If you are thinking about getting into recruiting, then you need to read this book. If you have been recruiting for year</span><span style="font-size:100%;">s, the</span><span style="font-size:100%;">n you need to read this book. If you are thinking about getting into recruiting, reading this </span></p> <h1 face="arial"><span style="font-size:100%;"><a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://ecx.images-amazon.com/images/I/5124jnhoiOL._SL500_AA300_.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 300px; height: 300px;" src="http://ecx.images-amazon.com/images/I/5124jnhoiOL._SL500_AA300_.jpg" alt="" border="0" /></a></span></h1> <p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-size:100%;">wi</span><span style="font-size:100%;">ll e</span><span style="font-size:100%;">ither spark a burning desire or scare you away. Referred to as the "Bible" of recruiting, this book will walk you through everything from marketing a candidate, to building your desk, to taking a job order, to getting past gate keepers, to counter offers, etc. I read this when I was curious about getting into the industry after an experienced recruiter handed it to </span></p> <p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-size:100%;">me and only 30-40 pages in, I already knew what I wanted to do </span></p><p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-size:100%;">next in my career. My first month as an inexperienced recruiter I closed a better than average fee and I attribute a lot of that to this book. If you are an experienced recruiter you know that you need to get back to the basics every now and then and polish up your skills. This book will remind you of basics that were forgotten and give you new and creative ideas on how to build your desk with repeat clients. I have recommended this book over and over to people that ask me how to get into recruiting. I tell them that if they are truly serious about getting into the biggest roller coaster of a career, to read this book and it will tell you if you are cut out for this extremely difficult, but ridiculously prosperous career. Simply put: if you are in the industry and you haven't read this book, you are leaving money on the table.</span></p> <p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"> </span></p> <h1 style="font-family: arial;"><span style="font-size:100%;"><span lang="EN-US">“</span>Hire With Your Head<span lang="EN-US">”, </span></span><span style="font-size:100%;"><span lang="EN-US"><span style=""> </span><span style=""> </span></span><span style="font-size:85%;"><a href="http://www.amazon.com/Hire-Your-Head-Performance-Based-Hiring/dp/0470128356/ref=sr_1_8?ie=UTF8&qid=1297357261&sr=8-8"><span style="font-weight: normal;" lang="EN-US">Lou Adler</span></a></span></span></h1> <p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;">This is a trul<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://ecx.images-amazon.com/images/I/41hwXeAe0KL._BO2,204,203,200_PIsitb-sticker-arrow-click,TopRight,35,-76_AA300_SH20_OU01_.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 300px; height: 300px;" src="http://ecx.images-amazon.com/images/I/41hwXeAe0KL._BO2,204,203,200_PIsitb-sticker-arrow-click,TopRight,35,-76_AA300_SH20_OU01_.jpg" alt="" border="0" /></a></span><span style="font-size:100%;">y oustanding gu</span><span style="font-size:100%;">ide to the recruiting and hiring process. There are a lot of excellent books out there on this s</span><span style="font-size:100%;">ubjec</span><span style="font-size:100%;">t, but none focus as completely on the only thing that really matters - the candidate's ability to perform the job you want done. The author provides a clear blueprint for a hiring process, centered around two key questions, that helps to assure that you are only hiring the best for the position you are trying to fill. The use of the simple two question (with many intuitive sub-questions) format makes in easy to teach the process to others. Must reading, especially for those newer to the search process (though even seasoned hiring managers are sure to find some useful things to chew on here).</span></p> <p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"> </span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="font-size:100%;"> </span></p> <p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-weight: bold;font-size:100%;" ><br /></span></p><p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-weight: bold;font-size:100%;" ><br /></span></p><p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-weight: bold;font-size:100%;" >“</span><span style="font-weight: bold;font-size:100%;" >Recruiting</span><span style="font-size:100%;"><b>, Interviewing, Selecting & Orienting New Employees</b><b>”,</b><b> </b><a href="http://www.amazon.com/Recruiting-Interviewing-Selecting-Orienting-Employees/dp/0814408613/ref=sr_1_4?s=books&ie=UTF8&qid=1297360528&sr=1-4"><b><span style=""> </span></b>Diane Arthur</a></span> <span style="display: none;"><input value="B001JS7YOW" type="hidden"></span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="font-size:100%;"><b><span style="display: none;">Diane Arthur</span></b></span><span style="display: none;"> (Author) </span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="font-size:100%;"><b><span style="display: none;">›</span></b></span><span style="display: none;"> <a href="http://www.amazon.com/Diane-Arthur/e/B001JS7YOW/ref=ntt_athr_dp_pel_pop_1"><span style="color:blue;">Visit Amazon's Diane Arthur Page</span></a></span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="display: none;">Find all the books, read about the author, and more.</span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="display: none;">See <a href="http://www.amazon.com/s/ref=ntt_athr_dp_sr_pop_1?_encoding=UTF8&sort=relevancerank&search-alias=books&field-author=Diane%20Arthur"><span style="color:blue;">search results</span></a> for this author </span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="display: none;">Are you an author? <a href="http://authorcentral.amazon.com/gp/landing/ref=ntt_atc_dp_pel_1"><span style="color:blue;">Learn about Author Central</span></a> </span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="font-size:100%;"> </span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="font-size:100%;">As the author writes, "Recruiting, interviewing, selecting, and orienting<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://ecx.images-amazon.com/images/I/51uG--VgPNL._BO2,204,203,200_PIsitb-sticker-arrow-click,TopRight,35,-76_AA300_SH20_OU01_.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 300px; height: 300px;" src="http://ecx.images-amazon.com/images/I/51uG--VgPNL._BO2,204,203,200_PIsitb-sticker-arrow-click,TopRight,35,-76_AA300_SH20_OU01_.jpg" alt="" border="0" /></a></span><span style="font-size:100%;"> new employees are specific skills. How well you practice these skills can directly affect many common organizational problems, such as turnover, employee morale, and absenteeism. By carefully implementing the methods descri</span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="font-size:100%;">bed in this book, your organization can greatly improve its employer-employee relations and its level of productivity."</span></p> <p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-size:100%;">With revised, updated an</span><span style="font-size:100%;">d newly added chapters, this book is a resource full of practical, straightforward samples and explanations of what works and doesn't work.</span></p> <p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-size:100%;">Highly recommended. </span></p> <p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"> </span></p> <p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-size:100%;"><b><br /></b></span></p><p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-size:100%;"><b>“</b><b>Be a Recruiting Superstar: The Fast Track to Network Marketing Millions</b><b>”, <span style=""> </span></b><a href="http://www.amazon.com/Be-Recruiting-Superstar-Marketing-Millions/dp/0814401635/ref=cm_cr_pr_product_top">Mary Christensen</a></span></p> <p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="display: none;"><input value="B001JSB5BU" type="hidden"></span><span style="font-size:100%;"><b><span style="display: none;">Mary Christensen</span></b></span><span style="display: none;"> (Author) </span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="font-size:100%;"><b><span style="display: none;">›</span></b></span><span style="display: none;"> <a href="http://www.amazon.com/Mary-Christensen/e/B001JSB5BU/ref=ntt_athr_dp_pel_pop_1"><span style="color:blue;">Visit Amazon's Mary Christensen Page</span></a></span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="display: none;">Find all the books, read about the author, and more.</span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="display: none;">See <a href="http://www.amazon.com/s/ref=ntt_athr_dp_sr_pop_1?_encoding=UTF8&sort=relevancerank&search-alias=books&field-author=Mary%20Christensen"><span style="color:blue;">search results</span></a> for this author </span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; line-height: normal;font-family:arial;"><span style="display: none;">Are you an author? <a href="http://authorcentral.amazon.com/gp/landing/ref=ntt_atc_dp_pel_1"><span style="color:blue;">Learn about Author Central</span></a> </span></p> <p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"> </span></p> <p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;">I felt this book has re<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://ecx.images-amazon.com/images/I/51nNaApj2XL._BO2,204,203,200_PIsitb-sticker-arrow-click,TopRight,35,-76_AA300_SH20_OU01_.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 300px; height: 300px;" src="http://ecx.images-amazon.com/images/I/51nNaApj2XL._BO2,204,203,200_PIsitb-sticker-arrow-click,TopRight,35,-76_AA300_SH20_OU01_.jpg" alt="" border="0" /></a></span><span style="font-size:100%;">ally taken me to the next level. It's shown me what I need to move forward and expand my business</span><span style="font-size:100%;">. The fundamentals tought in this book were priceless and I can't wait to hear and read more of Mary</span><span style="font-size:100%;">'s invaluable material.<br />If the fact that in Mary's 1st year of Network Marketing she recruited over 1,000 people doesn't send a message, then you'd be o</span><span style="font-size:100%;">ne hard-pressed person to convince! Loved it. Thanks for the guidance once again Mary!</span></p> <p class="MsoNormal" style="line-height: normal;font-family:arial;"><span style="font-size:100%;"><span style="font-weight: bold;"></span></span></p> <p class="MsoNormal" style="text-indent: 35.4pt; line-height: normal;font-family:arial;"><span lang="EN-US" style="font-size:100%;"> </span></p><span style=";font-family:";font-size:100%;" ></span>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-222285503514700822011-02-06T11:29:00.001-05:002011-02-10T11:33:38.598-05:00Outsourcing Staff Recruitment Can Help Organizations Attract Better TalentsUnderstanding the recruitment process is one of the main objectives of any management. The success of an organization or business is driven to a considerable extent by the quality of its staff. Recruiting staff with the right skills can add value to a business. At the same time the organization must also be prepared to pay the right price to recruit outstanding talent. Careful selection will mean addition of useful resources to the company. Staff recruitment involves three main stages.<br /><br />The first step is to identify and define the requirements. This task involves job specifications, job descriptions and specification of the qualities that the potential candidate should possess, attracting the potential employees and selecting the best employee from the applicants. <a name='more'></a><br /><br />It is important to realize the fact that recruitment is a continuous process and is not a one-time affair especially when it comes to major organizations. This is because in an organization suffers situation such as staff departures because of recruitment, resignations and terminations. Staff recruitment needs can also arise because of changed business situations, such as opening of new branches or other forms of expansion, launching products in a new market or introducing new products which entails staff for marketing and promotions.<br />It is important to identify parameters by which an organization can employ a well motivated and committed workforce. Such employees can think and act for the organization and ensure that the day-to-day task is met without too much of supervision or help from the management. Recruiting committed staff is the ideal situation which every organization aspires for but it is not very easy for inexperienced recruitment personnel to identify committed candidates.<br /><br />Outsourcing staff recruitment processes is a procedure employed by many organizations. Recruiting agencies identify the recruitment needs of their clients and carried out the various steps involved which include sourcing, screening, testing, interviewing, running background checks and other similar checks on character. Some companies perform the entire gamut of operations from finding the candidates to hiring the right employee and everything in between. Professional recruitment services ensure that an organization gets the perfect staff for the opening. In the long run, this can also benefit the organization by way of increased productivity and retention of employees for longer periods.<div style="overflow: hidden; color: rgb(0, 0, 0); background-color: transparent; text-align: left; text-decoration: none; border: medium none;"><br />Resource:<a href="http://www.articlesbase.com/recruitment-articles/outsourcing-staff-recruitment-can-help-organizations-attract-better-talent-4125464.html"> articlesbase.com </a><br /><br /><br /></div>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-89437325060355923892011-01-30T15:14:00.003-05:002011-02-01T15:19:48.595-05:00The Best Jobs In America<p>The recession brought a tremendous rise in the unemployment rate in America and many people are having trouble finding employment. However, there are many jobs to be had -- and not just any jobs, some of the <a href="http://www.focus.com/fyi/human-resources/fortune-best-companies-work/">best companies in America are hiring</a>. Depending on your skillset, degree and what you want from a job, some of the best jobs in the country may be on your career path.</p> <p style="text-align: center;"><a href="http://www.focus.com/images/view/7362/">Click to Enlarge<br /></a></p><p style="text-align: center;"><a name='more'></a><a href="http://www.focus.com/images/view/7362/"><img style="width: 515px; height: 584px;" src="http://media.focus.com/images/uploaded/generic/best-jobs-america-small/Best_Jobs_in_America_small.jpg" /></a></p>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-77737178649276349122011-01-30T15:07:00.003-05:002011-01-31T15:12:28.584-05:00How Social Media Has Changed Recruitment<div class="KonaBody"><p>Social Media and Social Networking has changed the way that we as users look at employment but also the way that recruitment agencies and <a href="http://www.onlinesocialmedia.net/20100817/recruiters-takes-leap-towards-social-media-cost-effective/">companies look at recruiting</a> new talent. These days if a company is contemplating taking you or anyone else on, they look at different factors of social networking.<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://static.onlinesocialmedia.net/wp-content/uploads/2011/01/Social-Media-Recruitment.jpg"><img style="float: right; margin: 0pt 0pt 10px 10px; cursor: pointer; width: 300px; height: 225px;" src="http://static.onlinesocialmedia.net/wp-content/uploads/2011/01/Social-Media-Recruitment.jpg" alt="" border="0" /></a></p><p>Previously you would hear about jobs through word of mouth, through job centers and through a couple of other channels but these days, so much is done through the Internet it has truly changed the way that recruitment agencies find roles and positions. The Internet has made companies find it easier to find that missing link, the missing piece to the puzzle.<a name='more'></a></p><p>You only have to look at the popularity of LinkedIn to know how much of an impact <a href="http://www.onlinesocialmedia.net/20110119/using-social-media-uk-companies-slow-to-use/">social media</a> is having. <a href="http://www.onlinesocialmedia.net/20110117/linkedin-top-tips-to-improve-your-profile/">LinkedIn</a> of course is the <em>‘social networking site for professionals’</em>. These days even when you get to the interviewing stage for a potential job, companies will actually check things like Facebook to try and get an idea of what kind of person you are.</p><p>We have even heard of cases whilst you are already in a job of companies checking your social networking sites to make sure there is nothing untoward about the company on there and <a href="http://www.onlinesocialmedia.net/20100322/sacked-via-facebook-the-new-way-to-lose-a-job/">people being fired because of it</a>. Over at thestate.com <a href="http://www.thestate.com/2011/01/31/1672237/social-media-new-rules-change.html">they have written an article</a> that has some questions mainly about school football players but the same logic applies throughout recruitment.</p><p>Another great source that talks a lot about social media and recruitment is <a href="http://www.socialmediainrecruitment.com/">socialmediarecruitment.com</a>, they explain why social media is even involved in recruitment. Let’s face it, absolutely everything is moving towards social media and social networking, <a href="http://www.onlinesocialmedia.net/20110120/is-sport-the-best-industry-for-social-media/">sports</a> and <a href="http://www.onlinesocialmedia.net/20110114/is-social-media-for-people-or-brands/">brands</a> were perhaps some of the first.</p><p>How do you think social media has changed the face of recruitment? Have you been recruited for a role using social media? Let us know your experiences in the comments section below.</p><p>Resource: <a href="http://www.onlinesocialmedia.net/20110131/how-social-media-has-changed-recruitment/">onlinesocialmedia.net</a><br /></p></div>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-5979140782766080032011-01-29T14:26:00.000-05:002011-01-31T14:29:09.654-05:00Google Is On A Recruitment Drive<div class="body"> <p>Google is on a recruitment drive. The company has plans to boost its smartphone and other mobile devices development division by hiring dozens of software engineers, product managers and other mobile experts.</p> <p>Mobile apps is huge business and it is forecast this year the app revenue will hit $15.1 billion. There is money to be made here and Google know that. They have done really well with Android to date but to stay at the top of the mobile tree they need to keep inovating and developing.</p><p><a name='more'></a>While Android may be outpacing iPhone in terms of sales it is accepted that the apps on the iPhone are generally superior to the offerings on the Android platform. Coupled with the fact that Android has only 100,000 apps compared to 350,000 plus on iPhone, Google has plenty of room for growth and improvement.</p> <p>The “new” CEO, <a href="http://www.kwiksocial.com/all/2011/1/22/is-larry-page-googles-zuckerberg.html" target="_blank">Larry Page</a> has stated that one of his aims of speeding up development and getting things done. This recruitment drive in the mobile space should certainly see that happen.</p><p>Resource: <a href="http://www.kwiksocial.com/all/2011/1/31/google-is-on-a-recruitment-drive.html">kwiksocial.com</a><br /></p> </div>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-84123500076020509242011-01-29T11:40:00.001-05:002011-01-31T14:47:55.998-05:00Monster Debuts First iPad Recruitment App<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://www.betadaily.com/wp-content/uploads/2008/04/monster-logo-thumb.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 97px; height: 120px;" src="http://www.betadaily.com/wp-content/uploads/2008/04/monster-logo-thumb.jpg" alt="" border="0" /></a><br /><span style="font-size:100%;">The mega-job site is building on the success of its iPhone app to give iPad owners a new way to search for jobs.<br /><br /></span><span style="font-size:100%;">In another sign that mobile is becoming an increasingly important, if not primary, platform target for developers, <a href="http://www.monster.com/">Monster.com</a> has just released a new application specifically for the iPad that it says is the first of its kind for the popular Apple (NASDAQ: AAPL) tablet. </span><p><span style="font-size:100%;">The jobs and recruitment site released a similar application for the iPhone last fall, but Vasu Nagalingam, Monster's senior director of product management, said there are distinct advantages to the iPad application.</span></p><p><span style="font-size:100%;"><a name='more'></a>"The big thing is that there is more screen real estate so we can show more and add more navigation features," Nagalingam told <em>InternetNews.com</em>. "Most importantly for the iPhone and iPad app is that they aren't separate mobile apps you to have register for separately. It's fully integrated with your Monster account and you don't need to update anything. Everything is synched on the back end." </span></p><p><span style="font-size:100%;">A new feature Monster is giving job seekers with its iPad app is the ability to surf for jobs without logging in to their Monster account first. </span></p> <p><span style="font-size:100%;">Nagalingam said that while there are many advantages to being logged into a registered account, the company decided to make it optional in keeping with what has emerged as a general profile of mobile users. </span></p><p><span style="font-size:100%;">"People looking for a job on a mobile device, what we call seekers, all they want to do is search for jobs and apply for them," he said. "So we don't include things like articles and advice columns as part of the iPad, we just focus on helping them find job opportunities." </span></p><p><span style="font-size:100%;">But by logging in, users can tap the full benefit of the iPad app, including access to saved searches, resumes and cover letters and the ability to apply for jobs. </span></p><p><span style="font-size:100%;">The Monster app also can also users job listings they reviewed previously, and automatically marks them as expired once the listing time is up. Job seekers can also use familiar Monster filtering to search by job title and keywords and further narrow down choices by geography and education level required. </span></p> <p><span style="font-size:100%;">"We've designed this to be very much a replacement for the desktop, but it is different since we extract only the key information," Nagalingam said. For example, at Monster.com's main site job seekers will find graphically rich listings with company logos and artwork that don't appear when using the iPad app. That said, Monster's iPad app offers a kind of desktop feel by including a wooden office desktop surface complete with coffee cup image as a background. </span></p><p><span style="font-size:100%;">"Our app is also kind of unique in that we already support all 39 countries where Monster is active and we also support 19 languages, so this is truly a global app," Nagalingam said. </span></p><p><span style="font-size:100%;">Monster's next mobile target is Android, but Nagalingam said there is no set target for availability yet, but that it's likely to appear this year. </span></p><p> </p><span style="font-size:100%;"><em><br />Resource: <a href="http://www.internetnews.com/webcontent/article.php/3922751">internetnews.com</a><br /></em></span>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-31035198959222939482011-01-28T13:53:00.001-05:002011-01-29T13:57:53.289-05:00Recruitment Marketing Articles of the Week 1.22.11 to 1.28.11<p>Here is our weekly feature in which we share the top articles we enjoyed from the past week about <a href="http://www.smashfly.com/" target="_blank">recruitment marketing</a>. This week we’ll be talking about being a rebel or a leader, how to handle rejection, creating your own social recruiting case study, beefing up your job interviews and LinkedIn going public.</p> <p>Here are the articles our that interested us this week (in no particular order), enjoy!:</p> <p><a href="http://blogs.hbr.org/cs/2011/01/are_you_a_rebel_or_a_leader.html" target="_blank">Are You a Rebel or a Leader?</a> by Nilofer Merchant (<a href="http://twitter.com/nilofer" target="_blank">@Nilofer</a>) at Harvard Business Review (<a href="http://twitter.com/HarvardBiz" target="_blank">@HarvardBiz</a>)</p> <p>Great blog title and question posed by Nilofer. She presents the truth that Rebels and Leaders are only separated by a thin line.</p> <p><a href="http://www.hrbartender.com/2011/recruiting/how-to-handle-rejection/" target="_blank">How to Handle Rejection</a> by Sharlyn Lauby (<a href="http://twitter.com/sharlyn_lauby" target="_blank">@Sharlyn_Lauby</a>) <a name='more'></a><br /></p> <p>Great post on why handling rejection well can yield great benefits later on!</p> <p><a href="http://www.mysensay.com/2011/01/26/create-your-own-social-recruiting-case-study/" target="_blank">Create Your Own Social Recruiting Case Study</a> by Omowale Casselle (<a href="http://twitter.com/mySenSay" target="_blank">@mysensay</a>)</p> <p>Great systematic way of building and measuring the impact of your social recruiting strategy. These rules can apply to any recruiting initiative you run.</p> <p><a href="http://www.fistfuloftalent.com/2011/01/the-taco-bell-syndrome-wheres-the-beefin-your-interviews.html" target="_blank">Taco Bell Syndrome: Where’s the Beef (…In Your Interviews)</a> by Dawn Hrdlica (<a href="http://twitter.com/dawnHRrocks" target="_blank">@DawnHRrocks</a>)</p> <p>I’ve harped on this as well. Re-evaluate your interview process and create mechanisms that help you understand if a candidate is right for the job and more importantly right for the company. Don’t barely touch the surface in an interview. Great post by Dawn!</p> <p><a href="http://www.ere.net/2011/01/27/linkedin-makes-it-official-its-going-public/" target="_blank">LinkedIn Makes it Official: It’s Going Public</a> by John Zappe (<a href="http://twitter.com/ERE_net" target="_blank">@ERE_net</a>)</p> <p>Big news this week in the Recruiting field is that LinkedIn has announced that they’ll be doing an IPO.</p><p>Resource:<a href="http://blog.smashfly.com/2011/01/28/recruitment-marketing-articles-of-the-week-1-22-11-to-1-28-11/"> blog.smashfly.com</a><br /></p>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.comtag:blogger.com,1999:blog-1798040690497589648.post-69506845023938180132011-01-28T13:34:00.007-05:002011-01-29T15:04:08.100-05:00Social Recruitment Compass™ Infographic<p><img style="width: 505px; height: 505px;" src="http://providepeople.com/wp/wp-content/uploads/2011/01/social_recruitment_compass_v2_2a_web.jpg" alt="Social Recruitment Infographic" title="Social Recruitment Infographic" class="alignnone size-full wp-image-2409" /></p> <p><a name='more'></a><br /></p><p>Social Recruitment is at the heart of what <a href="http://www.providepeople.com/gdc">Global Delivery Core</a> do for you when sourcing the best people for positions within your company. They take search and networking activity beyond the office and the phones and apply the skills of their team across online and offline social networks.</p> <p>Social Recruitment isn’t a quick fix solution, the GDC have developed mature networks and gained credibility across the globe as IT industry experts and use this powerful status to connect with the most skilled, talented and reliable candidates for your business.</p> <p>Their simple Social Recruitment mantra is: IDENTIFY, CONTRIBUTE, NETWORK, HARVEST.</p> <p>Resource: <a href="http://providepeople.com/2011/01/social-recruitment-compass-infographic/">providepeople.com</a><br /></p>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.comtag:blogger.com,1999:blog-1798040690497589648.post-53219843592941961562011-01-26T05:49:00.004-05:002011-01-26T05:56:02.745-05:00How many HR/Recruitment Departments use PR as a way to generate response?<div class="ArticleHead"><span style="color: rgb(0, 0, 102);font-family:Georgia,Palatino;font-size:130%;" ><strong>The "Holy Trinity" of Recruitment - HR/Recruitment, PR/Corporate Affairs and Marketing.</strong></span><span style="color: rgb(128, 0, 0);font-family:Arial;font-size:14pt;" ><b><br /></b></span><span lang="EN-US">So how many HR/Recruitment Departments use PR as a way to generate response?... seems to me, that the focus is on "Social Media" but what about "Media"?</span> <p style="margin-top: 0px; margin-bottom: 0px;"><br /></p><a name='more'></a><br /></div> <table border="1" cellpadding="0" cellspacing="0"><tbody><tr><td style="width: 162.75pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="217"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US" style="font-family:Verdana;"><strong>Website</strong></span></p> </td><td style="width: 176.7pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="236"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US" style="font-family:Verdana;"><strong>Comments</strong></span></p> </td><td style="width: 94.05pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="125"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US" style="font-family:Verdana;"><strong>Costs</strong></span></p> </td></tr><tr><td style="width: 162.75pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="217"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US"><a style="color: rgb(0, 102, 0); text-decoration: underline;" rel="nofollow" href="http://www.businesswire.com/" shape="rect" target="_blank">BusinessWire.com</a></span></p> </td><td style="width: 176.7pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="236"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Need to print out and fax form to regional office</span></p> </td><td style="width: 94.05pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="125"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Based on geographic reach and word count c£260 for 400 words press release and goes to c2,500 websites</span></p> </td></tr><tr><td style="width: 162.75pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="217"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US"><a style="color: rgb(0, 102, 0); text-decoration: underline;" rel="nofollow" href="http://www.earthpublisher.com/" shape="rect" target="_blank">Earthpublisher.com</a></span></p> </td><td style="width: 176.7pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="236"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Clunky signup and need to add postcode numbers only!</span></p> </td><td style="width: 94.05pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="125"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Free</span></p> </td></tr><tr><td style="width: 162.75pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="217"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US"><a style="color: rgb(0, 102, 0); text-decoration: underline;" rel="nofollow" href="http://www.freepressreleases.co.uk/" shape="rect" target="_blank">Freepressreleases.co.uk</a></span></p> </td><td style="width: 176.7pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="236"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Need to print out and fax form to regional office</span></p> </td><td style="width: 94.05pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="125"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Free and premium service</span></p> </td></tr><tr><td style="width: 162.75pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="217"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US"><a style="color: rgb(0, 102, 0); text-decoration: underline;" rel="nofollow" href="http://www.newsvine.com/" shape="rect" target="_blank">Newsvine.com</a></span></p> </td><td style="width: 176.7pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="236"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Easy to use, copy and paste content and press submit!</span></p> </td><td style="width: 94.05pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="125"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Free</span></p> </td></tr><tr><td style="width: 162.75pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="217"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US"><a style="color: rgb(0, 102, 0); text-decoration: underline;" rel="nofollow" href="http://www.theopenpress.com/" shape="rect" target="_blank">OpenPress - www.theopenpress.com </a></span></p> </td><td style="width: 176.7pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="236"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">If you would like an account email admin@theopenpress.com with the word "Register" in the subject line</span></p> </td><td style="width: 94.05pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="125"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Waiting to hear</span></p> </td></tr><tr><td style="width: 162.75pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="217"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US"><a style="color: rgb(0, 102, 0); text-decoration: underline;" rel="nofollow" href="http://www.pr.com/" shape="rect" target="_blank">PR.com </a></span></p> </td><td style="width: 176.7pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="236"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Tries to drive users towards paid-for options. Need to check boxes carefully.</span></p> </td><td style="width: 94.05pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="125"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Free option available</span></p> </td></tr><tr><td style="width: 162.75pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="217"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US"><a style="color: rgb(0, 102, 0); text-decoration: underline;" rel="nofollow" href="http://www.prwebdirect.com/" shape="rect" target="_blank">PRWeb -www.prwebdirect.com </a></span></p> </td><td style="width: 176.7pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="236"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Probably the best known of these services and used by many businesses. Many pricing options, aimed at business users. Global service and UK.PRWeb.com service.</span></p> </td><td style="width: 94.05pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="125"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">From $80 per press release</span></p> </td></tr><tr><td style="width: 162.75pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="217"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US"><a style="color: rgb(0, 102, 0); text-decoration: underline;" rel="nofollow" href="http://www.thebusinessdesk.com/" shape="rect" target="_blank">Thebusinessdesk.com</a></span></p> </td><td style="width: 176.7pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="236"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Based on specific locations e.g. The West Midlands) and requesting news</span></p> </td><td style="width: 94.05pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="125"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Free</span></p> </td></tr><tr><td style="width: 162.75pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="217"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US"><a style="color: rgb(0, 102, 0); text-decoration: underline;" rel="nofollow" href="http://www.vocus.com/" shape="rect" target="_blank">Vocus</a></span></p> </td><td style="width: 176.7pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="236"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">This company has a media database of 1.4 million journalists, bloggers and media outlets as well as a broadcast service.</span></p> </td><td style="width: 94.05pt; padding: 0cm;" rowspan="1" colspan="1" valign="top" width="125"> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US">Paid service</span></p> </td></tr></tbody></table> <p style="margin-top: 0px; margin-bottom: 0px;"><span lang="EN-US" style="font-family:Georgia,Palatino;"><em> </em></span></p><br />Resource: <a href="http://myemail.constantcontact.com/The-Recruitment-Media-News-round-up.html?soid=1102638113496&aid=a-LNdTWup8w">myemail.constantcontact.com</a><br /><span style="color: rgb(128, 0, 0);font-family:Arial,Helvetica,sans-serif;font-size:14pt;" ><strong><span style="color: rgb(0, 128, 0);font-family:Trebuchet MS,Geneva;font-size:18pt;" ></span></strong></span>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-23435173039184293062011-01-25T19:32:00.000-05:002011-01-26T05:34:34.467-05:00How to Use Foursquare for Recruitment<div style="width: 425px;" id="__ss_6626837"><strong style="display: block; margin: 12px 0pt 4px;"><a href="http://www.slideshare.net/wmfischer/how-to-use-foursquare-for-recruitment-6626837" title="How to Use Foursquare for Recruitment">How to Use Foursquare for Recruitment</a></strong><object id="__sse6626837" width="425" height="355"><param name="movie" value="http://static.slidesharecdn.com/swf/ssplayer2.swf?doc=locationbasedrecruitment2-110119081713-phpapp02&stripped_title=how-to-use-foursquare-for-recruitment-6626837&userName=wmfischer"><param name="allowFullScreen" value="true"><param name="allowScriptAccess" value="always"><embed name="__sse6626837" src="http://static.slidesharecdn.com/swf/ssplayer2.swf?doc=locationbasedrecruitment2-110119081713-phpapp02&stripped_title=how-to-use-foursquare-for-recruitment-6626837&userName=wmfischer" type="application/x-shockwave-flash" allowscriptaccess="always" allowfullscreen="true" width="425" height="355"></embed></object><div style="padding: 5px 0pt 12px;"> Resource: <a href="http://www.slideshare.net/wmfischer/how-to-use-foursquare-for-recruitment-6626837">slideshare.net</a><br /></div></div>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-65893440033271971642011-01-25T06:36:00.000-05:002011-01-25T06:41:35.369-05:00Online Recruitment Conference 2011: The Year Ahead<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://www.rceuro.com/images/image/enhance2011blue.gif"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 200px; height: 40px;" src="http://www.rceuro.com/images/image/enhance2011blue.gif" alt="" border="0" /></a>The <a target="_blank" href="http://www.enhancemedia.co.uk/conference">Enhance Media Conference</a> is just a few days away, Thursday 27 January 2011. <div class="quote"><p><br />This is your chance to hear an excellent line-up of <a target="_blank" href="http://www.enhancemedia.co.uk/conference/speakers">speakers</a>:</p> <ul><li>Learn how to save money and hire better candidates from the Head of Recruitment for Olympics 2012 and the Head of Online Recruitment for Boots.</li><li>Learn from Microsoft why targets within recruitment can damage your success and why a website without walls is the future of talent acquisition.</li><li>Hear about the future of job boards - currently the largest online candidate channel - from the Director of TotalJobs, the UK's largest job board.</li><li>In the new innovation platform, hear from four companies who each think they have the recruitment game-changer. Do they have the solutions to your recruitment challenges?</li><li>Plus, results from the world’s largest piece of online recruitment research and three giants of recruitment discussing how to get more value from recruitment suppliers.</li></ul> <p><a name='more'></a><br />Hosted in the prestigious <a target="_blank" href="http://www.rgs.org/AboutUs/Visiting+the+Society.htm">Royal Geographical Society</a> in central London, you can network with over 400 senior HR decision makers, job boards, recruitment consultancies, advertising agencies and innovative vendors at the largest and most informative online event in Europe.<br /><br />Visit the conference website for more information and to <a target="_blank" href="http://www.enhancemedia.co.uk/conference/book-now">book</a>. Alternatively, for more information, call Vicki Tomlinson on 01483 719 027<br /><br />The Twitter hashtag for the event: #EMConf2011</p> <p>We will be covering the event live on the day, running the Twitter stream on the <strong><span style="color: rgb(255, 181, 22);">RC</span><span style="color: rgb(26, 57, 104);">EURO</span></strong> site and blogging key thoughts and higlights of the presentations.<br /></p><br /><a href="http://www.rceuro.com/index.php/Featured/Online-Recruitment-Conference-2011-The-Year-Ahead.html" target="_blank">Online Recruitment Conference 2011: The Year Ahead</a><br />Friday, 21 January 2011<div style="width: 350px;" align="right"><p style="text-align: right;">© 2011 - <a href="http://www.rceuro.com/" target="_blank">RCEuro.com</a></p></div></div>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com1tag:blogger.com,1999:blog-1798040690497589648.post-65877234059983712192011-01-24T18:17:00.001-05:002011-01-25T06:23:04.251-05:00Visualize your LinkedIn network with InMaps<p style="text-align: left;">If you’re a LinkedIn user, you already know the power of your professional network.</p> <p>What if you could visualize what your network looks like? Would your connections form clusters or groups? Wouldn’t it be great if you could see the way all your connections are related to each other? Even be able to identify the elusive hubs between your professional worlds?</p> <p>Now, you can! This week, a new LinkedIn Labs product, called InMaps is introduces. More after the jump.</p><p><br /><iframe title="YouTube video player" class="youtube-player" type="text/html" src="http://www.youtube.com/embed/PC99Nw2JX8w" allowfullscreen="" width="480" frameborder="0" height="300"></iframe><br /></p> <p><span style="text-align: center; display: block;"> </span></p> <p><a name='more'></a>InMaps is an interactive visual representation of your professional universe that answers all of the above questions. It’s a great way to understand the relationships between you and your entire set of LinkedIn connections. With it you can better leverage your professional network to help pass along job opportunities, seek professional advice, gather insights, and more.</p> <p>Here’s how it works: your map is color-coded to represent different affiliations or groups from your professional career, such as your previous employer, college classmates, or industries you’ve worked in. In my InMap, my LinkedIn colleagues are blue, while my former colleagues at Yahoo Analytics are pink and other at Yahoo are green and my Carnegie Mellon classmates are orange and tangerine.</p> <p style="text-align: center;"><a href="http://inmaps.linkedinlabs.com/" target="_blank"><img class="aligncenter size-full wp-image-5963" title="AlisNetwork-1" src="http://linkedin.files.wordpress.com/2011/01/alisnetwork-1.jpg?w=553&h=355" alt="" width="553" height="355" /></a></p> <p>Bigger names represent people who are the most connected within that specific cluster or group. When you click on a contact within a circle you’ll see their profile pop up on the right, as well as lines highlighting how they’re connected to your connections.</p> <p>Here’s where it gets interesting. Your map is actually a view into how your professional world has been created over time. To get a sense of how that’s true, label each cluster (color) and explore your connections to see who are the major bridges on your map. You can use those insights to measure your own impact or influence, or create opportunities for someone else. So, you might see two distinct groups that you could introduce to become one. Or, you might leverage one person to connect them to someone else. See an area that doesn’t look like it is representative of your professional world? Fix it by adding the necessary connections.</p> <p>Just like snowflakes, no two networks are the same. Not convinced? Share your InMap with friends and colleagues via Linkedin, Twitter, or Facebook (your contacts’ names will not be included).</p> <p>We hope you take some time visually exploring your network. I know that every time I look at mine I find something new!</p> <p><strong>To access your InMap, go to <a href="http://inmaps.linkedinlabs.com/">http://inmaps.linkedinlabs.com</a>.</strong></p> <p><em>Ed. note: You must have 50 connections and 75 percent of your profile completed to access your InMap.</em></p>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-70687981214892405182011-01-24T14:32:00.001-05:002011-01-25T08:34:38.716-05:00Top 5 Online Communities for Starting Your Career<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://7.mshcdn.com/wp-content/uploads/2010/10/whatemployerswantsocialmediaintern.jpg"><img style="float: right; margin: 0pt 0pt 10px 10px; cursor: pointer; width: 240px; height: 240px;" src="http://7.mshcdn.com/wp-content/uploads/2010/10/whatemployerswantsocialmediaintern.jpg" alt="" border="0" /></a><br /><em></em><span style="font-style: italic;"><br /></span>It’s helpful to have someone with more experience show you the ropes when you’re beginning a new journey — this is especially true when it comes to entering the job market. <p>Having a community that shares job openings, tips, resources and words of wisdom is of real value, especially when you can ask the tough questions, such as “Do I really need to write a cover letter?” or “What are the job prospects in my industry?”</p> <p>There are several career communities that focus on those initial years of your career and offer resources for you to start off strong — here are five.</p><p><a name='more'></a><br /></p> <hr /> <h2 style="text-align: left;">1. <a href="http://www.internqueen.com/12210/index.php" target="_blank">Intern Queen</a><a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://6.mshcdn.com/wp-content/uploads/2011/01/Intern-Queen.jpg"><img style="display: block; margin: 0px auto 10px; text-align: center; cursor: pointer; width: 497px; height: 340px;" src="http://6.mshcdn.com/wp-content/uploads/2011/01/Intern-Queen.jpg" alt="" border="0" /></a></h2> <hr /> <center><br /></center> <p>Intern Queen is a site managed by Lauren Berger, named by <em>Businessweek </em>magazine as one of the Top 5 Young Entrepreneurs Under 25. Berger shares her experience from 15 internships (hence the moniker “Intern Queen”) as the foundation for her advice.</p> <p>You can search for internships as well as get on the Intern Queen Hot List, a bi-monthly e-mail of opportunities. The Intern Queen has a strong social media presence on <a href="http://twitter.com/#%21/InternQueen" target="_blank">Twitter</a>, <a href="http://www.facebook.com/internqueen" target="_blank">Facebook</a>, <a href="http://www.linkedin.com/pub/lauren-berger/6/94a/600" target="_blank">LinkedIn</a>, and <a href="http://www.youtube.com/user/Internqueen" target="_blank">YouTube</a>.</p> <hr /> <h2>2. <a href="http://www.youtern.com/" target="_blank">YouTern</a></h2> <hr /> <center><img style="width: 498px; height: 356px;" src="http://4.mshcdn.com/wp-content/uploads/2011/01/YouTern.jpg" alt="" title="YouTern" class="alignnone size-full wp-image-507345" /> </center> <p>YouTern also focuses on the internship market. Organizations are able to post internships for free and search the resume database. Individuals are able to search for opportunities by location, position, or industry. Searches can also be filtered by paid/non-paid, virtual, school credit and others.</p> <p>Its internship resources page lists other relevant blogs that help individuals rate internship opportunities and educate companies on employment law related to internships.</p> <p>In addition to its blog, YouTern has a robust listing of white papers providing information about college recruiting.</p> <hr /> <h2>3. <a href="http://www.experience.com/" target="_blank">Experience.com</a></h2> <hr /> <center><img style="width: 470px; height: 260px;" src="http://8.mshcdn.com/wp-content/uploads/2011/01/Experience-Blog.jpg" alt="" title="Experience Blog" class="alignnone size-full wp-image-507347" /> </center> <p>Experience.com focuses on helping people learn from the experience of others. It promotes itself as more than a traditional job board/resume bank. The site offers something for students, alumni, employers and schools. Users have the ability to create a profile, network with other students/alumni/mentors, as well as search for opportunities.</p> <p>Its blog contains insights about compensation, job forecasts and skills to succeed in today’s workforce.</p> <hr /> <h2>4. <a href="http://www.aftercollege.com/" target="_blank">AfterCollege</a></h2> <hr /> <center><img style="width: 496px; height: 314px;" src="http://8.mshcdn.com/wp-content/uploads/2011/01/AfterCollege.jpg" alt="" title="AfterCollege" class="alignnone size-full wp-image-507349" /> </center> <p>Celebrating its 10th anniversary, AfterCollege connects college students and alumni with employers via faculty and career networks at colleges and universities around the country. It promotes a network of more than 8,200 academic departments.</p> <p>Faculty can create a career network for their department or student group. After signing up for an account, users are able to search for jobs or participate in network discussions. AfterCollege provides a career resources center with information about interviews and résumés, and also hosts a salary negotiation guide.</p> <p>Its “In the News” page (under the About tab) has a really terrific library of articles about the employment market for college grads. </p> <hr /> <h2>5. <a href="http://www.brazencareerist.com/" target="_blank">Brazen Careerist</a></h2> <hr /> <center><img style="width: 496px; height: 312px;" src="http://9.mshcdn.com/wp-content/uploads/2011/01/Brazen-Careerist.jpg" alt="" title="Brazen Careerist" class="alignnone size-full wp-image-507351" /> </center> <p>Brazen Careerist is a career management site with several interesting tools. In addition to looking for jobs, users are able to create <a href="http://mashable.com/2010/10/05/digital-resumes/">social résumés</a>, build their networks and blog from the site. Brazen Careerist also recently launched a new program called Network Roulette, giving participants the chance to connect with others in a hassle-free manner.</p> <p>Part of Brazen’s success lies in the fact that it taps into its existing users for expertise. It posts user success stories and has a tremendous library of resources, including the e-book “<a href="http://www.brazencareerist.com/2010/07/20/what-do-you-know-about-getting-a-job-check-out-our-new-ebook" target="_blank">What I Know About Getting a Job</a>” co-authored with Rich DeMatteo from <a href="http://www.cornonthejob.com/" target="_blank">Corn on the Job</a>.</p> <p>These career sites are specifically tailored for entry-level job seekers. What career communities are you finding valuable?</p>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-13690221694007342662011-01-20T12:42:00.001-05:002011-01-23T09:43:02.803-05:00Ad agency selects interns based on tweets<div class="postContent"><br /><div class="entry-content"> <div class="socialNetworksTools"> </div><p>Minneapolis ad agency Campbell Mithun is to select its next bunch of interns based on their tweets. This is so bound to catch on.</p> <p>It plans to hire 13 summer interns based on an application of “13 Career-Launching Tweets” sent between the dates of February 13 – 25, 2011. </p> <p>So that is 13 chances at 140-character ago to show what they have got (that’s 1820 characters if you’re struggling to do that in your head).</p> <p>According to <a href="http://www.campbell-mithun.com/agency/leadership/#debbie">Debbie Fischer</a>, vice president and human resources manager for the agency: “Submitting an application via Twitter supports the digital and creative nature of our business. We anticipate a lively and interesting social-media exchange.”</p> <p><a href="http://wallblog.co.uk/files/2011/01/cAMPBELLinterns2010.jpg"><a name='more'></a></a><br /></p><p><a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://wallblog.co.uk/files/2011/01/cAMPBELLinterns2010-300x184.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 300px; height: 184px;" src="http://wallblog.co.uk/files/2011/01/cAMPBELLinterns2010-300x184.jpg" alt="" border="0" /></a></p><p>Campbell Mithun takes a pretty broad approach to its long running intern programme, that is open to those who have just completed their junior or senior year of college, and puts them across the agency from account management, to creative, media and technology.</p> <p>The 2011 10-week paid internship runs June 6 – August 12. Last summer, six Lucky 13 interns joined the agency; one received a job offer at summer’s end.</p> <p><strong>Lucky 13 Twitter Application Process</strong></p> <p><strong>1. January 13, 2011: </strong>Registration opens on <a href="http://www.lucky13internship.com/" target="_blank">www.lucky13internship.com</a>. Eligibility: Applicants MUST be a college student with a graduation date between fall 2010 and summer 2012.<strong> </strong></p> <p><strong>2. February 13-25, 2011: </strong>Candidates submit application in the form of 13 Career-Launching Tweets. Each tweet must:<strong> </strong></p> <table border="0" cellpadding="1" cellspacing="0"> <tbody> <tr valign="top"> <td width="1%"><br /></td> <td width="99%">– Include primary #L13 hashtag</td> </tr> <tr valign="top"> <td width="1%"><br /></td> <td>– Include secondary hashtag identifying targeted internship discipline:</td> </tr> <tr valign="top"> <td width="1%"><br /></td> <td>- Account Management: #CMam</td> </tr> <tr valign="top"> <td width="1%"><br /></td> <td>- Media: #CMcpm</td> </tr> <tr valign="top"> <td width="1%"><br /></td> <td>- Creative: #CMcr8</td> </tr> <tr valign="top"> <td width="1%"><br /></td> <td>- Technology: #CMt3ch</td> </tr> <tr valign="top"> <td width="1%"><br /></td> <td>– Communicate applicant’s qualifications for the targeted discipline</td> </tr> </tbody> </table> <p>Based on the 13-tweet application, finalists will be selected and invited to in-person interviews at the agency. Interns will be selected by the end of March.</p> <p>Some believe that 13 is an unlucky number. But as <a href="http://www.cmithun.com/philosophy">Ray Mithun</a>, co-founder of Campbell Mithun, once said, “If thirteen is unlucky for some people, it must be lucky for someone else.” He has a point.</p> </div> </div><div style="overflow: hidden; color: rgb(0, 0, 0); background-color: transparent; text-align: left; text-decoration: none; border: medium none;"><br />Read more: <a href="http://wallblog.co.uk/2011/01/14/ad-agency-selects-interns-based-on-tweets/#ixzz1BrxdLC5j">The Wall Blog</a><br /></div><!-- more -->RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-45091790098699704032011-01-19T15:27:00.001-05:002011-01-23T09:32:45.213-05:00Is technology killing the skills behind recruitment?<p style="text-align: center;"><a href="http://braescotland.files.wordpress.com/2011/01/pc.jpg"><img class="aligncenter size-full wp-image-625" title="pc" src="http://braescotland.files.wordpress.com/2011/01/pc.jpg?w=255&h=198" alt="" width="255" height="198" /></a></p> <p>For those of us who have been in recruitment for a long time, in my case for 25 years, the advent of technology and the internet have brought amazing changes to the way we now work.</p> <p>Technology has meant databases instead of cardex files, emails instead of letters and jobsites instead of newspaper advertising. All good for the industry and for clients and applicants alike.</p><p><a name='more'></a><br /></p> <p>However, for every flip side, there is a down side. Consultants are few and far between these days, recruitment has become just part of the beast that is sales. The skills required seem to changing to those of fast searches and sales technique. There seems to be little emphasis on the preselection skills that were drummed into me many years ago but now by clicking a few “key words” applicants pop up on a screen and their details ready to be forwarded.</p> <p>The danger of mixing sales with technology is that details of applicants are often fired through by email to clients without applicants ever knowing. This is bad practice to say the least, but the “bright young things” are targetted by cv’s sent, interviews arranged, fee billing and god knows what else… they are under pressure. Hit your targets or you are out.</p> <p>I like technology, Im a bit of a technofreak BUT there is a limit to how much I would be willing to rely on it and a limit to how I would use it. </p> <p>Not sure if this will cause a bit of a grump… if it does, good, its about time we took a good hard look at our industry and our standards.<br /></p><p>Resource: <a href="http://braescotland.wordpress.com/2011/01/19/is-technology-killing-the-skills-behind-recruitment/">Brae Scotland</a><br /></p>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-37207783226439407992011-01-19T11:35:00.000-05:002011-01-23T09:20:24.328-05:00The most popular blog posts of 2010<p>2010 was a tumultuous year in recruitment and ‘<a title="Home page" href="http://gregsavage.com.au/" target="_blank">The Savage Truth</a>‘ clocked up close to 50 blogs, trying to make sense of it all. Blog readership has increased incrementally over the year, I am relieved to say, and some posts got particular attention.</p> <p>Below is a list of the 2010 posts that got the most retweets on <a title="Twitter" href="http://twitter.com/greg_savage" target="_blank">Twitter</a> and the most blog comments this year. Interestingly, some of the posts that got the most traffic overall, did not get many comments, or make this list.</p> <p>If you missed these posts, just click the links below:</p> <ol><li><a href="http://gregsavage.com.au/2010/06/07/no-you-are-not-%E2%80%98running-late%E2%80%99-you-are-rude-and-selfish/" target="_blank">No, you are not ‘running late’, you are rude and selfish</a> (453 Retweets, 106 Comments)</li><li><a href="http://gregsavage.com.au/2010/08/31/10-ways-the-world-of-recruitment-is-changing-right-now/" target="_blank">10 ways the world of recruitment is changing, right now! </a>(198 Retweets, 28 Comments)</li><li><a href="http://gregsavage.com.au/2010/08/17/recruiters-use-your-%E2%80%98necktop%E2%80%99-when-engaging-with-clients-video/" target="_blank">Recruiters, use your ‘necktop’ when engaging with clients</a> (video) (132 Retweets, 5 Comments) <a name='more'></a><br /></li><li><a href="http://gregsavage.com.au/2010/02/18/its-not-me-its-you-why-i-wont-follow-you-on-twitter/" target="_blank">It’s not me, it’s you. Why I won’t follow you on Twitter</a> (97 Retweets, 15 Comments)</li><li><a href="http://gregsavage.com.au/2010/08/03/most-of-all-social-media-is-for-grown-up-recruiters/" target="_blank">Most of all, social media is for grown up recruiters</a> (97 Retweets, 10 Comments)</li><li><a href="http://gregsavage.com.au/2010/12/14/10-massive-blunders-i-have-made-in-recruitment/" target="_blank">10 massive blunders I have made in recruitment</a> (95 Retweets, 20 Comments)</li><li><a href="http://gregsavage.com.au/2010/08/10/recruitment-it%E2%80%99s-like-running-a-marathon-just-harder/" target="_blank">Recruitment. It’s like running a marathon, just harder </a> (75 Retweets, 10 Comments)</li><li><a href="http://gregsavage.com.au/2010/06/15/here-is-a-great-idea-for-your-next-meeting-cancel-it/" target="_blank">Here is a great idea for your next meeting. Cancel it!</a> (67 Retweets, 9 Comments)</li><li><a href="http://gregsavage.com.au/2010/05/30/recruiters-please-shut-up-and-listen/" target="_blank">Recruiters please shut up and listen </a>(65 Retweets, 5 Comments)</li><li><a href="http://gregsavage.com.au/2010/11/16/competing-on-price-in-recruitment-is-a-slippery-slope-to-oblivion/" target="_blank">Competing on price in recruitment is a slippery slope to oblivion</a> (63 Retweets, 5 Comments)</li><li><a href="http://gregsavage.com.au/2010/11/30/will-clients-pay-60-permanent-placement-fees-well-yes-actually/" target="_blank">Will clients pay 60% permanent placement fees? Well, yes actually </a>(61 Retweets, 2 Comments)</li><li><a href="http://gregsavage.com.au/2010/03/22/kill-off-the-bikers-fire-unprofitable-clients-now/" target="_blank">Kill off the bikers. Fire unprofitable clients right now </a>(58 Retweets, 4 Comments)</li><li><a href="http://gregsavage.com.au/2010/08/24/each-recruiter-you-hire-costs-you-100000-before-you-pay-them-a-salary/" target="_blank">Each recruiter you hire costs you $100,000 before you pay them a salary!</a> (52 Retweets, 1 Comment)</li><li><a href="http://gregsavage.com.au/2010/10/26/more-cool-tips-on-dealing-with-clients-who-want-a-fee-discount/" target="_blank">More cool tips on dealing with clients who want a fee discount</a> (52 Retweets, 3 Comments)</li><li><a href="http://gregsavage.com.au/2010/10/19/client-wants-a-discount-don%E2%80%99t-talk-dollars-talk-value/" target="_blank">Client wants a discount? Don’t talk dollars, talk value</a> (51 Retweets, 6 Comments)</li><li><a href="http://gregsavage.com.au/2010/06/22/a-lesson-in-marketing-from-the-back-streets-of-amsterdam/" target="_blank">A lesson in marketing from the backstreets of Amsterdam</a> (51 Retweets, 4 Comments)</li></ol>Resource: <a href="http://gregsavage.com.au/2011/01/12/the-savage-truth-the-most-popular-blog-posts-of-2010/">gregsavage.com.au</a>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-49213054377182235712011-01-18T15:15:00.001-05:002011-01-23T09:23:26.854-05:003 things YOUR company is getting WRONG in Social Recruitment!<p>Incorrect hires must cost the economy £millions every year when you combine job advertising, wages and recruitment fees, and with the rise of Social Recruitment I believe we can start to reduce this wasted spend.</p> <p>As a follow on from a previous post ‘<a href="http://www.barryfurby.co.uk/social-media-job-seeker/">How to get found in Social Media</a>’, I thought it would be a good idea to put down some ideas around Social Recruitment for the brand employing staff (or the <a href="http://www.freshresources.co.uk/">recruitment business</a> sourcing them). It might sound obvious but the days of just posting jobs are gone and I believe that if we raise the bar in the recruitment profession we can greatly reduce unnecessary spend, bring the quality of service in the recruitment industry up and therefore reduce the number of cowboy recruiters spraying biz cards and cold calls around your office!</p><p><a name='more'></a></p><p>Before you can dive into Social Recruitment, you must understand what the recruitment process is and then do it well… Specification, Sourcing and Hiring are all equally important.</p> <p style="font-weight: bold;">1) First you must know what you’re looking for [Specification]</p> <p>The biggest frustration for job seekers, <a href="http://www.freshresources.co.uk/">recruiters</a> and others involved with hiring is the whole process stalling because the business doesn’t know what they’re looking for. Ironically isn’t this going to be the same reason that you hire the wrong person, pay them too much and pay a fee for someone you later let go or leaves? </p> <p>There are ways to get this right, spend time actually writing a job spec and person spec, spend time talking to you recruiter about specific requirements and take their advice – a good recruitment consultant spends 50% or more of his time talking to candidates in the industry – they should be able to provide you 2 invaluable services… Consultation & Recruitment… </p> <p style="font-weight: bold;">2) Recruitment is NOT just posting jobs (and it’s not a HR function) [Sourcing]</p> <p>If we’ve done a good job of step 1), not just anyone is going to be right for your job. Your specification will determine that you need certain skills and a certain person profile to fit well into the culture of you business. So it makes sense that just posting your job on your site or Monster probably isn’t going to find you Mr/Mrs right… HR processes and policies also won’t find you staff – actively giving your job a presence in the market place and talking to people about it will…! Social Recruitment, like Social Media Marketing is about participation and engagement. Lee Smallwood would say you can measure you ROI as Return on Involvement. </p> <p>I’ll write a follow up post about the channels, methods of using them and how to capitalize of Social Recruiting tools very soon – Today I wanted to explore the mindset of Recruiting more than the method.</p> <p style="font-weight: bold;">3) Talented staff DONT grow on trees [Hiring]</p> <p>If we’ve done a good job of step 1), and step 2) and you find that right person – grab them while you can! One of the factors we count into wasted money on recruitment is the time its taken to manage the process! </p> <p>I’ve worked with 2 clients who believed so strongly in their process of specifying requirements, psychologically profiling and detailed interviews that they have made decisions on the spot and offered jobs in 1st interviews or that evening. they know what they wanted, saw it and hired! You should do the same if you’ve got 1) right!</p> <p style="font-weight: bold;">Closing Thoughts…</p> <p>> Treat recruitment like a marketing campaign – active and accurately planned.<br />> Take time to understand what you need… get this right now and save time and money later.<br />> Participate in the space where your audience is, static job ads will fail.<br /></p><p>Resource: <a href="http://www.freshresources.co.uk/index.php/blog/3-company-wrong-social-recruitment/">freshresources.co.uk</a><br /></p>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-92208347121973934432011-01-18T10:49:00.004-05:002011-01-31T15:19:44.979-05:00117 Funniest Creative Job and Recruitment Ads<p style="font-size: large;">The most creative and funny job ads that recruiters are using to get your attention.</p> <p>Enjoy! Click through to see larger versions at the source.</p> <p>Which one is your favorite? Tell us in the comments.<br /><a rel="nofollow" href="http://www.theadmad.com/2008/02/19/pencil-advertising-agency/"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/pencil-advertising-agency-creative-job-ad.jpg" alt="pencil advertising agency creative job ad" width="400" height="581" /></a><a rel="nofollow" href="http://adsoftheworld.com/media/ambient/infojobs_net_toilet_roll"><br /></a></p><p><a name='more'></a><br /></p><p> <a rel="nofollow" href="http://www.flickr.com/photos/tomdalton/131591806"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/recruiting-on-a-college-campus-creative-job-ad.jpg" alt="recruiting on a college campus creative job ad" width="381" height="500" /></a><br /><a rel="nofollow" href="http://adarena.blogspot.com/2006/10/design-headhunters.html"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/DesignHeadhunters-creative-job-ad.jpg" alt="DesignHeadhunters creative job ad" width="400" height="600" /></a><br /><a rel="nofollow" href="http://www.adrants.com/images/testicles_wanted.jpg"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/testicles-wanted-creative-job-ad.png" alt="testicles wanted creative job ad" width="400" height="298" /></a><br /><br /><a rel="nofollow" href="http://www.adofdamonth.com/ads/show_big_ad/1917"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/newjob-creative-job-ad.jpg" alt="newjob creative job ad" width="400" height="266" /></a><br /><a rel="nofollow" href="http://www.ads2blog.com/2008/02/05/wanted-10/"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/web-developer-creative-job-ad.png" alt="web developer creative job ad" width="400" height="282" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/swedish_advertising_association_cyber_lords"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/cyber-lords-creative-job-ad.jpg" alt="cyber lords creative job ad" width="400" height="575" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/swedish_advertising_association_old_timers"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/swedish-advertising-association-old-timers-creative-job-ad.jpg" alt="swedish advertising association old timers creative job ad" width="400" height="565" /></a><br /><a rel="nofollow" href="http://www.ads2blog.com/2007/11/21/wanted-8/"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/designer-detail-test-creative-job-ad.png" alt="designer detail test creative job ad" width="400" height="388" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/jobzonendk_shit"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/job-that-makes-you-eat-crap-creative-job-ad.jpg" alt="job that makes you eat crap creative job ad" width="400" height="568" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/jobzonendk_guns"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/JobzonenGuns-creative-job-ad.jpg" alt="JobzonenGuns creative job ad" width="400" height="568" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/jobzonendk_old_records"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/JobzonenOldrecords-creative-job-ad.jpg" alt="JobzonenOldrecords creative job ad" width="400" height="568" /></a><br /><a rel="nofollow" href="http://www.adrants.com/2007/08/kwp-outset-ad-jobs-aint-glamorous.php"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/CrapJob-creative-job-ad.jpg" alt="CrapJob creative job ad" width="400" height="1074" /></a><br /><a rel="nofollow" href="http://addshots.blogspot.com/2007/12/denholm-associates.html"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/hobbies-gardening-creative-job-ad.jpg" alt="hobbies gardening creative job ad" width="400" height="300" /></a><br /><a rel="nofollow" href="http://addshots.blogspot.com/2007/12/denholm-associates.html"><img style="border: 0pt none; 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margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/smile-creative-job-ad.jpg" alt="smile creative job ad" width="400" height="611" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/trade_me_jobs_100k"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/trademejobs100k-creative-job-ad.jpg" alt="trademejobs100k creative job ad" width="400" height="611" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/ambient/monster_com_wrong_job_fireman"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/wrongjob-fireman-creative-job-ad.jpg" alt="wrongjob fireman creative job ad" width="400" height="266" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/monstercom_ballerina"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/ballerina-creative-job-ad.jpg" alt="ballerina creative job ad" width="400" height="296" /></a><br /><a rel="nofollow" href="http://www.theadmad.com/2008/06/27/monstercom/"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/soldier-creative-job-ad.jpg" alt="soldier creative job ad" width="400" height="284" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/monstercom_sumo"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/sumo-creative-job-ad.jpg" alt="sumo creative job ad" width="400" height="296" /></a><br /><a rel="nofollow" href="http://www.bestadsontv.com/print_details.php?id=6047"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/street-names-creative-job-ad.jpg" alt="street names creative job ad" width="400" height="282" /></a><br /><a rel="nofollow" href="http://adarena.blogspot.com/2007/04/print-feige-head-hunting.html"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/FEIGEHEADHUNTINGdoctor-creative-job-ads.jpg" alt="FEIGEHEADHUNTINGdoctor creative job ads" width="400" height="283" /></a><br /><a rel="nofollow" href="http://adarena.blogspot.com/2007/04/print-feige-head-hunting.html"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/FEIGEHEADHUNTINGprofessor-creative-job-ad.jpg" alt="FEIGEHEADHUNTINGprofessor creative job ad" width="400" height="283" /></a><br /><a rel="nofollow" href="http://stevecooperrecruitment.blogspot.com/2009/05/funky-designer-available.html"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/funky-designer-available-creative-job-ad.jpg" alt="funky designer available creative job ad" width="400" height="559" /></a><br /><a rel="nofollow" href="http://www.bestadsontv.com/outdoor_details.php?id=12265"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/wrapped-billboard-creative-job-ad.jpg" alt="wrapped billboard creative job ad" width="400" height="268" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/monster_com_wrong_job_barber"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/wrongjob-barber-creative-job-ad.jpg" alt="wrongjob barber creative job ad" width="400" height="299" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/monster_com_wrong_job_dentist"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/wrongjob-dentist-creative-job-ad.jpg" alt="wrongjob dentist creative job ad" width="400" height="299" /></a><br /><a rel="nofollow" href="http://www.boxel.co.uk/ramblings-of-an-old-man/clever-recruitment-ads/"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/clever-recruitment-2-creative-job-ad.jpg" alt="clever recruitment 2 creative job ad" width="300" height="443" /></a><br /><a rel="nofollow" href="http://www.boxel.co.uk/ramblings-of-an-old-man/clever-recruitment-ads/"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/clever-recruitment-ad-creative-job-ad.jpg" alt="clever recruitment ad creative job ad" width="300" height="443" /></a><br /><a rel="nofollow" href="http://www.greenpeace.org/raw/image_full/international/photosvideos/photos/it-executive-job-ad-become-a.jpg"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/it-executive-job-ad-become-a--creative-job-ad.jpg" alt="it executive job ad become a creative job ad" width="400" height="788" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/pnet_feminist"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/pnet-feminist-creative-job-ad.jpg" alt="pnet feminist creative job ad" width="400" height="566" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/pnet_socialist"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/pnet-socialist-creative-job-ad.jpg" alt="pnet socialist creative job ad" width="400" height="566" /></a><br /><a rel="nofollow" href="http://addshots.blogspot.com/2007/12/aquent-need-better-job.html"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/the-horrifying-chair-bound-human-creative-job-ad.jpg" alt="the horrifying chair bound human creative job ad" width="400" height="564" /></a><br /><a rel="nofollow" href="http://addshots.blogspot.com/2007/12/aquent-need-better-job.html"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/the-incredible-4-armed-maiden-creative-job-ad.jpg" alt="the incredible 4 armed maiden creative job ad" width="400" height="565" /></a><br /><a rel="nofollow" href="http://addshots.blogspot.com/2007/12/aquent-need-better-job.html"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/the-mortified-office-mankey-creative-job-ad.jpg" alt="the mortified office mankey creative job ad" width="400" height="564" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/us_navy_architect"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/USnavyArchitect--creative-job-ad.jpg" alt="USnavyArchitect creative job ad" width="400" height="517" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/us_navy_ceo"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/UsNavyCEO-creative-job-ad.jpg" alt="UsNavyCEO creative job ad" width="400" height="258" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/us_navy_surgeon"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/UsNavySurgeon-creative-job-ad.jpg" alt="UsNavySurgeon creative job ad" width="400" height="258" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/ambient/jobsintown_de_cash_machine"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/cash-machine-creative-job-ad.jpg" alt="cash machine creative job ad" width="400" height="585" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/ambient/jobsintown_de_cigarette_machine"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/cigarette-machine-creative-job-ad.jpg" alt="cigarette machine creative job ad" width="400" height="562" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/ambient/jobsintown_de_coffee_dispenser"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/coffee-dispenser-creative-job-ad.jpg" alt="coffee dispenser creative job ad" width="400" height="585" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/jobsintownde_ice_cream"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/icecream-machine-creative-job-ad.jpg" alt="icecream machine creative job ad" width="400" height="567" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/jobsintownde_music"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/music-creative-job-ad.jpg" alt="music creative job ad" width="400" height="567" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/ambient/jobsintown_de_petrol_pump"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/petrol-pump-creative-job-ad.jpg" alt="petrol pump creative job ad" width="400" height="562" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/ambient/jobsintown_de_photo_booth"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/photo-booth-creative-job-ad.jpg" alt="photo booth creative job ad" width="400" height="585" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/ambient/jobsintown_de_washing_machine"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/washing-machine-creative-job-ad.jpg" alt="washing machine creative job ad" width="400" height="284" /></a><br /><a rel="nofollow" href="http://adsoftheworld.com/media/print/jobsintownde_truck"><img style="border: 0pt none; margin: 10px; display: inline;" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/truck-creative-job-ad.jpg" alt="truck creative job ad" width="400" height="565" /></a></p> <h3>Bonus</h3> <p><a rel="nofollow" href="http://www.murderburger.co.nz/2009/08/26/murder-burger-needs-more-meat/"><img style="display: inline;" title="Murder Burger needs meat" src="http://cdn.jobmob.co.il/images/articles/funny-creative-job-ads/murder-burger-employment-flyer-creative-job-ad.jpg" alt="Murder Burger needs meat" width="400" height="578" /></a></p><p>Resource: <a href="http://jobmob.co.il/blog/funniest-creative-job-recruitment-ads/">jobmob.co.il</a></p><p><a href="http://www.mazarchuk-photo.com.ua/"><span style="color: rgb(255, 255, 255);">http://www.mazarchuk-photo.com.ua/</span></a><br /></p>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.comtag:blogger.com,1999:blog-1798040690497589648.post-26022355445439853822011-01-17T19:08:00.000-05:002011-01-23T08:47:06.534-05:00The top 5 UK recruitment groups on LinkedIn<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://blog.onlymarketingjobs.com/wp-content/uploads/2011/01/LinkedInforRecruitmentAgencies.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 250px; height: 250px;" src="http://blog.onlymarketingjobs.com/wp-content/uploads/2011/01/LinkedInforRecruitmentAgencies.jpg" alt="" border="0" /></a><br />With the UK recruitment sector showing signs of recovery there’s never been a better time to mingle. Sharing thoughts with peers is both invigorating and educational, all the while adding important values to your personal brand.<br /><br />Many recruiters view LinkedIn as an enormous job board or talent pool, which, arguably, it is. However, to me this belies the premise on which the social media platform was designed in the first place – to help and encourage professionals to make tangible, valuable, contacts; building important business networks along the way.<br /><br />In our evolving industry we should each be looking at ways to extend not just what but who we know – an age-old adage that should particularly resonate.<br /><br />For recruiters LinkedIn should be viewed as more than a talent-attraction channel. It’s a chance to accentuate both the personal and company brand. In each of these groups you have the opportunity to do just that.<br /><br />Get involved…!<br /><br /><a name='more'></a><br /><a href="http://www.linkedin.com/groups?about=&gid=1988204">W</a><a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://media01.linkedin.com/media/p/3/000/077/29f/0246bb7.png"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 100px; height: 50px;" src="http://media01.linkedin.com/media/p/3/000/077/29f/0246bb7.png" alt="" border="0" /></a><a href="http://www.linkedin.com/groups?about=&gid=1988204">ebrecruit Transforming Recruitment Online</a><br />Created: May 2009 | Members: 35,838<br /><br />The self-proclaimed world’s first flat-fee online recruitment service created this group in May 2009 and makes this list by virtue of its UK management team. Outgunning the rest of the groups in terms of member numbers, its relevance is most significant with the regularly topical weekly Announcements, allegedly penned by recruitment legend himself, James Caan.<br /><br />It is a generic group with all sectors represented and there is decent content to be found. Slightly irritating is the jobs area, which appears to be an hourly update of the manager’s latest conquests!<br /><br /><br /><a href="http://www.linkedin.com/groups?about=&gid=2042392&trk=anet_ug_grppro">UK R</a><a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://media01.linkedin.com/media/p/3/000/028/205/24c25f9.png"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 100px; height: 50px;" src="http://media01.linkedin.com/media/p/3/000/028/205/24c25f9.png" alt="" border="0" /></a><a href="http://www.linkedin.com/groups?about=&gid=2042392&trk=anet_ug_grppro">ecruitment Professionals</a><br />Created: June 2009 | Members: 4,567<br /><br />“Aimed at Recruitment Consultants, Head-hunters, Managers, Executives and Directors alike this group helps develop your business further”. At least that’s the hook for your membership. The content isn’t bad but you’ll want to join this group for the contacts as much as any interesting updates you’re likely to receive.<br /><br />Fair play to group owner, Wendy Overton, for seemingly ensuring membership remains tight.<br /><br /><br /><a href="http://www.linkedin.com/groups?about=&gid=120177&trk=anet_ug_grppro">The Re</a><a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://media02.linkedin.com/media/p/1/000/00b/032/36de792.png"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 100px; height: 50px;" src="http://media02.linkedin.com/media/p/1/000/00b/032/36de792.png" alt="" border="0" /></a><a href="http://www.linkedin.com/groups?about=&gid=120177&trk=anet_ug_grppro">cruitment Society</a><br />Created: June 2008 | Members: 2,192<br /><br />The Recruitment Society is the UK voice & Membership Association for best practice and innovation in resourcing. Membership and community is inclusive to all professionals with an interest in recruitment, recruiting, retaining and developing people in the workplace.<br /><br />Okay, so cynics will point to this group being a vehicle for Recruitment Society promotion but there is no obligation and manager, Steve Huxham, drops lots of useful information into the discussion area and makes a point of stirring conjecture.<br /><br />Many recruitment big-wigs hang out here.<br /><br /><br /><a href="http://www.linkedin.com/groups?about=&gid=2189&trk=anet_ug_grppro">UK Re</a><a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://media02.linkedin.com/media/p/2/000/020/1f1/0589617.png"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 100px; height: 50px;" src="http://media02.linkedin.com/media/p/2/000/020/1f1/0589617.png" alt="" border="0" /></a><a href="http://www.linkedin.com/groups?about=&gid=2189&trk=anet_ug_grppro">cruiter </a><br />Created: September 2007 | Members: 1,947<br /><br />By virtue of its members this group should be better than it is. Owner, Louise Triance, has a habit of attracting some of the most renowned names in recruitment to her various business activities, and she’s done it again with this collection of industry luminaries. So it’s a shame that more of them don’t contribute.<br /><br />Still, if you’re after recruitment contacts from all aspects of the cycle, you’re likely to find them here.<br /><br /><br /><a href="http://www.linkedin.com/groups?about=&gid=165489">RCEuro</a><a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://media01.linkedin.com/media/p/1/000/025/200/14cd0fc.png"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 100px; height: 50px;" src="http://media01.linkedin.com/media/p/1/000/025/200/14cd0fc.png" alt="" border="0" /></a><br />Created: August 2008 | Members: 1,661<br /><br />RCEURO offers a range of vertical community applications & services founded to serve the European staffing/HR sector. It offers the European staffing professional a community of shared best practices, an opportunity to partner, and knowledge sharing within the European recruitment community.<br /><br />Whilst not technically a solely UK-focussed group, you can’t ignore the relevancy of the content and, above almost all others, group manager, Alan Whitford, works tirelessly to enhance the reputation of recruitment, whilst providing a platform for recruiters to embrace an evolving industry.<br /><br />Took from: <a href="http://blog.onlymarketingjobs.com/the-top-10-uk-recruitment-groups-on-linkedin/">blog.onlymarketingjobs.com</a>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com0tag:blogger.com,1999:blog-1798040690497589648.post-756746159375048732011-01-17T16:54:00.005-05:002011-01-18T04:24:41.242-05:00Top 5 Tips for Creating Impressive Video ResumesIn today’s highly competitive job market, creating the right video resume to accompany your traditional CV can make you stand out from the crowd. The wrong one, though, can make you a laughing stock. <p>Getting it right can be pretty tough. If you’re considering going down the video resume route, we’ve got some advice for you from pros in the know, as well as real-life examples of great attempts from clued-in job hunters. </p> <p>Take a look at our five must-read tips for creating a video resume and please let us know which examples you like (as well as any tips you’d like to share) in the comments below. </p> <hr /> <h2>1. Make Sure It’s Appropriate</h2><br /><br /><object width="480" height="295"><param name="movie" value="http://www.youtube.com/v/9EzNll1U2N8?fs=1&hl=uk_UA&color1=0x006699&color2=0x54abd6"><param name="allowFullScreen" value="true"><param name="allowscriptaccess" value="always"><embed src="http://www.youtube.com/v/9EzNll1U2N8?fs=1&hl=uk_UA&color1=0x006699&color2=0x54abd6" type="application/x-shockwave-flash" allowscriptaccess="always" allowfullscreen="true" width="480" height="295"></embed></object><br /><br /><p><a name='more'></a><br /></p><p>Don’t just create a video resume because you can, create one because it’s relevant to the job you want to do. </p> <p>If you’re applying for a role in the online, media, social or creative professions, then it’s more likely a decent video resume will have the desired effect, i.e., getting you invited for an interview. </p> <p>Don’t send a video resume to a more traditional type of company that won’t “get it.” You might do your chances more harm than good. </p> <p>Graeme Anthony, from the example above, is a public relations executive. His cleverly thought out online content adds an extra wow factor to his already outstanding experience. </p> <hr /> <h2>2. Don’t Just Read Out Your Resume </h2><br /><br /><object width="400" height="265"><param name="allowfullscreen" value="true"><param name="allowscriptaccess" value="always"><param name="movie" value="http://vimeo.com/moogaloop.swf?clip_id=18458313&server=vimeo.com&show_title=1&show_byline=1&show_portrait=1&color=&fullscreen=1&autoplay=0&loop=0"><embed src="http://vimeo.com/moogaloop.swf?clip_id=18458313&server=vimeo.com&show_title=1&show_byline=1&show_portrait=1&color=&fullscreen=1&autoplay=0&loop=0" type="application/x-shockwave-flash" allowfullscreen="true" allowscriptaccess="always" width="400" height="265"></embed></object><p><a href="http://vimeo.com/18458313"><br /></a></p>The whole point of a video presentation is to offer a potential employer greater insight into you than a traditional resume can, so just reading aloud the contents of your CV is a waste of everyone’s time. <p>Use the video to help the employer get a sense of not just what you have achieved, but what you are capable of achieving in the future. </p> <p>“Tell them why you would be the right person to hire and what you can do for them,” says Mario Gedicke, account manager at <a href="http://www.mayomann.com/" target="_blank">Mayomann.com</a>, a video employment platform. </p> <p>You can, however, highlight particularly relevant info from your resume. “Focus on your experience and skill set (and possible education/training) especially relevant to the position,” advises Tyler Redford, CEO of <a href="http://resumebook.tv/" target="_blank">resumebook.tv</a>, an online resume management system.</p> <p>And if it’s appropriate and relevant to the job (as in the example above), then don’t be afraid to talk about your passions. </p> <hr /> <h2>3. Keep it Short </h2><br /><br /><br /><object width="400" height="300"><param name="allowfullscreen" value="true"><param name="allowscriptaccess" value="always"><param name="movie" value="http://vimeo.com/moogaloop.swf?clip_id=7975097&server=vimeo.com&show_title=1&show_byline=1&show_portrait=1&color=00ADEF&fullscreen=1&autoplay=0&loop=0"><embed src="http://vimeo.com/moogaloop.swf?clip_id=7975097&server=vimeo.com&show_title=1&show_byline=1&show_portrait=1&color=00ADEF&fullscreen=1&autoplay=0&loop=0" type="application/x-shockwave-flash" allowfullscreen="true" allowscriptaccess="always" width="400" height="300"></embed></object><p><br /></p><p>“Keep your video resume short,” says Gedicke, who advises that a one-minute mark is ideal. Redford agrees that a video resume should be “short and sweet.” He suggests staying within two minutes.</p> <p>“Keep in mind that recruiters would likely want to use the video resume as an initial filter for applicants,” Redford says. “However, recruiters do not typically want to use the video resume in lieu of a real, in-person interview.”</p> <p>Think of your video resume as your own personal teaser trailer. In the example above, the clip is less than one minute and 20 seconds in length, while the extra time is made up of a bloopers reel accompanied with credits, a clever way to show off your personality (and that you don’t take yourself too seriously).</p> <hr /> <h2>4. Don’t Be Afraid to Be Creative </h2><br /><br /><object width="480" height="295"><param name="movie" value="http://www.youtube.com/v/o98-qo6jAfA?fs=1&hl=uk_UA&color1=0x006699&color2=0x54abd6"><param name="allowFullScreen" value="true"><param name="allowscriptaccess" value="always"><embed src="http://www.youtube.com/v/o98-qo6jAfA?fs=1&hl=uk_UA&color1=0x006699&color2=0x54abd6" type="application/x-shockwave-flash" allowscriptaccess="always" allowfullscreen="true" width="480" height="295"></embed></object><br /><br /><br /><p>If you’re opting for a video resume, then go the whole hog and make it spectacular. Be creative, whether that’s with the concept of your pitch, use of humor, clever production values or brilliant editing.</p> <p>However, stay classy. “Be creative, but professional. Do not deviate too much from the demeanor you would have in the workplace,” says Redford. Gedicke suggests this should extend to your wardrobe too: “Dress professionally, just as if you are going to an in-person interview.”</p> <p>In the video above, James Corne creates a spoof AA-style confession, but maintains a certain veneer and dresses like he was headed to the office. This demonstrates creativity and humor whilst showing him to be a professional person. </p> <hr /> <h2>5. Make Sure It Passes the Share Test </h2><br /><br /><br /><object width="480" height="295"><param name="movie" value="http://www.youtube.com/v/Ot4K-KCLAqs?fs=1&hl=uk_UA&color1=0x006699&color2=0x54abd6"><param name="allowFullScreen" value="true"><param name="allowscriptaccess" value="always"><embed src="http://www.youtube.com/v/Ot4K-KCLAqs?fs=1&hl=uk_UA&color1=0x006699&color2=0x54abd6" type="application/x-shockwave-flash" allowscriptaccess="always" allowfullscreen="true" width="480" height="295"></embed></object><br /><br /><br /><p>As with all online life, don’t put content out there that you wouldn’t be prepared to see go viral. It’s unlikely your video resume will become an overnight <span class="blippr-nobr">Internet<span class="blippr-nobr"><a href="http://www.blippr.com/apps/603086-Internet" target="_blank" rel="http://www.blippr.com/apps/603086-Internet.whtml" class="blippr-inline-smiley blippr-inline-smiley-07"><span> (</span><img class="wp-smiley" src="http://cdn.blippr.com/images/inline-face_07.png?1265851550" alt="Internet" width="14" height="14" /><span>)</span></a></span></span> sensation, but imagining that scenario is a good test to make sure you could cope if it did. </p> <p>Imagine your friends and family watching the clip. If the thought of that embarrasses you, then don’t submit it.</p><p><br /></p>Resource: <a href="http://mashable.com/2011/01/17/tips-video-resumes/">mashable.com</a>RPOhttp://www.blogger.com/profile/16280224376711373326noreply@blogger.com1