These days writing a good CV is more than just about making it look good on the human eye; it also has to be optimized so that it is returned in prominent enough page ranking so a recruiter will find it when he is sourcing for the role.
Talent Technology Corporation, a leading provider of recruiting solutions for corporations, staffing firms, HR software vendors and job boards, today announced the acquisition of TalentSpring and Standout Jobs. These latest acquisitions, along with the addition of several software industry veterans to the management team, will help drive Talent Technology’s continued growth by delivering a complete portfolio of solutions to solve recruiting challenges today and in the future.
On the face of it, this title makes no sense. First, how could a passive candidate have multiple offers? Second, who cares? In today’s troubled economic times, when we make an offer, it’s accepted, no negotiations, no counteroffers, no competing offers. It’s just accepted. Period.
For Kevin Kiernan, success is all about connections. Kiernan founded information-technology staffing firm Verigent seven years ago. The Mooresville-based company — which also has offices in New York and Washington — works for several Fortune 1000 companies in 40 states across the country.
Debra Ann MacDougall advises job seekers with troubled pasts or obvious disabilities on how to present themselves to hiring managers. She and Elisabeth Harney Sanders-Park lay out their strategy in a new book, The 6 Reasons You’ll Get the Job: What Employers Look For — Whether They Know It Or Not.
Mitchell Strobl is your average college junior at DePauw University in Greencastle, Ind., but the way he landed his new job is distinctly 21st century. “I came across this website [through] a link that was posted [on my Facebook wall],” said Strobl, 20. The site lined up with his interests perfectly, and after contacting the president of HuntingLife.com, he was soon hired to become a writer and then a product reviewer for the hunting and conservation news site.
As a key provider of Doctors & GPs to the UK’s Healthcare sector Merco places 100’s of doctors every month. Increased demand from existing clients has prompted Merco to establish a Nurse & AHP Division. This division will offer specialist Nurse & AHP staff on locum, contract and permanent basis.
If you are looking to learn the proper syntax of a particular companies email make up a very nice tool which is still growing is called…
Uncovering hidden talent does not always mean you need to use slick recruiting tools. Instead you need to understand why you are searching what you are searching. It’s important to understand the end result that you are looking to achieve.
Are you trying to build a database of potential names or leads? Are you working to build a call list? Or are you working to attract potential talent that may not be looking for a job but is actively researching their work and industry?
There are many approaches you can take depending on your need. You can use tools like Verify Email Address or you use tools like EmailFinder and US Search. Some of these are paid tools but do offer free options. Spokeo has one that I really like and that you can use free of charge. Referyes also offers free versions of an email finder that work extremely well.
If you are looking to learn the proper syntax of a particular companies email make up a very nice tool which is still growing is called ExecutiveBomb, which was shared with us by @GaryCozin. Send him a tweet and say hi and also stop by “Cool Tools” group on LinkedIn created by MartinLee.
If however you want to attract a unique set of potential targets for your organization I’d recommend making the candidate find you. Now this posting is not an in depth “how to” article on how to make this work and might make this sound simple but finding email addresses and contacts by making them find you is really not a mammoth undertaking.
Job blogs have become popular. The problem is that most of the Job Blogs are simply posting grounds with little to no resources for industry learners. You can follow the likes of Mike Natoro or Kevin D’Aprile or some corporate examples like the talent communities being built at Deluxe Corp and ATT. There are many more examples but the point is that attracting potential talent can be done fairly simple and inexpensive.
Here are a few suggestions for you to help attract potential talent via a job blog:
TLD = Top Level Domains
Secure a top level domain name with immediate SEO return. This can be difficult since 1 word domains are rarely available. For example I recruit in the Big 4 space. I own “Big4Recruiter.com” “Big4Audit.com” among a host of others. These sites are not built out just yet but by using these domains and building out an information portal around the Big 4 industry namely audit I can work to make this a destination or landing page for Big 4 Auditors, resulting in capturing there contact details.
Do not always talk about your company’s openings
Publish a page on this site that is dedicated to Job hunting and available opportunities. This will allow you to build a destination resource page for potential talent to connect with you. Use your team’s creativity and create a list of 100 plus topics to write about. Determine your time frame and build a library of completed articles prior to posting. Similar to most successful blogs you’ll need a constant stream of great content to bring readers back. Whether it is auto generated or original you must be sure to publish daily to your site. You can manage this through RSS feeds or working with your firm to build a library of key information to share with candidates including weekly newsletters sharing job information with all subscribers.
Articles might include:
Be creative and informative. The natural traffic through SEO you’ll pickup is amazing and the resumes tend to be much stronger.
SEO and SEM? What’s it all about?
I don’t know to be honest. I am not an expert in that area, but here are some strong articles to you’re your started:
Subscription Follow ups
Never ever be the company that spam’s potential talent with useless garble. It’s frustrating and a borderline felony in my estimation. Subscribers want to know specific answers to specific questions. Be sure you are not dumping every subscriber into the same tags and lists. Have a form created for candidates to select or opt in to the chain of information they wish to receive. If your CRM provider cannot does this for you than you need to find a better quality listing service.
Engage with contests, host a giveaway and learning events
It sounds simple because it is. Host contests for the different channels of recruitment. This means have 1 contest for your Facebook fan page, 1 for your twitter followers, 1 for your reader etc. Keep things unique and interesting.
Host a virtual career fair, virtual interview days; buy a cup of coffee for everyone that responds to particular question within a said amount of time.
Remember the goal is to uncover key talent, contacts or leads in unique situations that your competitors are overlooking.
With Oracle’s acquisition of Sun, organizations with e*Gate or JavaCAPS technologies will need to plan for migration to Oracle Fusion Middleware. To provide support during this critical migration process, Wise Men Consultants has become an Oracle Gold Partner and can provide the people, processes and technology to help customers migrate smoothly to Oracle Fusion.
While the economic news these days offers more questions than answers, one thing remains relatively constant: the unemployment rate, which is still stuck at around 9 percent. Seems that all those folks who lost their jobs over the past few years can’t seem to find someone willing to hire them.
IT employment was essentially flat in September after growing steadily throughout much of the year. According to a monthly index of IT jobs developed and published by TechServe Alliance, a collaboration of IT services firms, clients, consultants and suppliers, IT employment in September was essentially flat compared with August, dipping by only 200 jobs (0.0051 percent) to 3,886,100.
Though the nation has supposedly been in recovery since June of last year, jobs have not been added nearly as fast as they were lost during the recession. According to an analysis published in The New York Times, it will take almost a decade for the economy to restore all the jobs the recession took away. That’s why so many Americans are finding that their job search extends for months, and in the worst cases years.
Early in her career, Maria Dorfner, chief executive of NewsMD Communications, asked her mother for advice about salary negotiations. Her mother told her, “You need them more than they need you.”
The Recruitment and Employment Confederation (REC) has called for a greater role for the recruitment industry in future skills policy through its response to the Government consultation Skills for Sustainable Growth.
Manpower announced it has selected three winners of the Supplier of Excellence Awards for 2010. As part of the company’s 8th Annual Supplier Diversity Roundtable held in Milwaukee, the Supplier of Excellence Award is given to companies for outstanding supplier affiliation and customer service.
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