With unemployment nearing double digits, it’s hard to imagine there are jobs, ready for the taking but it’s true. Many companies are hiring, and can’t fill their slots fast enough. Here are seven jobs companies are desperate to fill, and how you can qualify.
Any company knows that it’s only as good as its employees. In fact, its employees are a company’s most valuable asset. Further, though, management staff is even more important, because they determine through their leadership how well the company is going to meet its goals. That’s why it’s so important for any company to do its utmost to find and hire the most reputable and qualified people for its positions on the executive level.
Job-site operators are bracing for an influx of competitors as the dot-jobs domain widens its reach.
I get emails and calls daily asking how can I use Facebook for recruiting? Well, it’s not always about recruiting when using “social tools” like Facebook. Social tools are also about getting found yourself – Facebook pages are a way to do this.
Recruiters should pay attention to Facebook, because almost everyone is on it. It’s a great way to connect with friends and colleagues. However, good recruiters know that your best candidates are one in the same with your friends and colleagues. Neworking within your personal circle is a great way to find strong candidates that you can put your trust in. So more and more, Facebook is a great way to get more business. Optimizing your Facebook page is one step in the process.
Besides searching for candidates on Facebook and reaching out to people you know or used to know, it’s also important to optimize your own Facebook page. Here are a few tips to optimize your Facebook page and get people to find YOU:
On any social recruiting effort, make sure that before you use these different systems, you should have well developed professional profile. On Facebook, that means having an optimized Facebook page. Have fun and happy Facebook recruiting!
Recruiting a rainmaker is the holy grail of most partners in law firms. We get telephone calls every week from firms that go: “Hello, we would like to recruit a solicitor – 3 years PQE for corporate commercial work, with a proven track record, a good level of ability and experience in a reasonable law firm.”
Until just a few years ago, looking for a job was a relatively straightforward process. Write a résumé. Scour job sites or the classifieds. Submit an application for listings that seem appropriate. Reach out to recruiters. Then, wait.
Temp staffing agencies in the Wilmington area face the challenges of a sluggish economy like other businesses, but local offices are reporting some rebound in 2010.
After a fantastic double-digit gain last month, managerial recruitment activity showed a slight drop in August, falling to 102.3, according to the new CareerCast.com/JobSerf Employment Index. The August 2010 Index, which measures managerial hiring activity online, dipped 4.6 points from July 2010. On the bright side, the Index has seen an uptick over the past year with the August 2010 Index 22.5 points higher than it was in August, 2009.
It is all too easy for sourcers, recruiters, HR professionals, and hiring teams to develop a skewed, distorted, and decidedly one-way view of the world. Perhaps spending 99% of the time on only one side of the recruiting process is to blame.
There is no doubting this increasing importance of social media in our world. If Facebook was a country, it would be the fifth largest human population inside the planet. It can be approximated that over 95% of under 25 year olds belong to a interpersonal media website. It can be perfectly logical that there is really a fast increase inside the amount of organizations embracing social recruiting as a way to solve their staffing issues.
It’s been said that there are two basic types of people — the ones who say that there are two basic types of people, and the ones who don’t. My version of this classic theme is that people tend to either play to their own strengths or burn up an equal amount of energy trying to protect their weaknesses.
Managing any recruitment project using traditional recruiting practices is often manual and resource intensive. This generally results in recruitment teams relying on advertising methods that produce fewer prospective candidates as they simply don’t have the resources to handle higher volumes of applications
True story. Pete is a dear friend of mine. After eight years in recruitment, has decided that he’s had enough. He’s had enough of the hours. He’s had enough of the chasing. He’s had enough of the competition. So Pete (yes, let’s call him ‘Pete’) is becoming an author. No, he’s not writing about recruitment. Or CVs. Or interview techniques. He’s writing a book about traveling. Vietnam, to be precise.
TweetMyJOBS, the world’s largest and most comprehensive Twitter-based recruiting solution, today announced a significant enhancement to its platform with the launch of its new SafeTweet™ job posting functionality. Identity thieves use fraudulent job postings to trick job seekers into giving out personal information, and SafeTweet eliminates these risks by ensuring the security and validity of embedded URL’s in online job postings.
Vivo, a leading provider of IT Staffing and Consulting services, today announced the company has been named to the Inc. 500 list for 2010. This particular Inc. 500 list consists of the fastest growing, privately-owned companies in the U.S. This is the first year Vivo has appeared on the list. CEO, Marilyn Weinstein commented on the award “I owe this all to our amazing team. I am extremely proud of everyone. Their hard work and dedication made this award possible.”
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