Jobvite, creator of next-generation recruitment solutions, today announced it has been selected as a 2010 Red Herring Top 100 North America Company. The prestigious award recognizes the leading private companies in North America, celebrating these start-ups’ innovations and technologies across their respective industries.
With a proven track record in successfully matching the needs of hiring companies with the career objectives of Job Hunters, and delivering timely and cost efficient results, ATARID.com, niche recruiter has earned the respect and recognition of property management companies and homeowner associations alike.
For the past fifteen years I have worked in the staffing industry for large, global Fortune 500 organizations, start-up’s and everything in between. The common challenge that I repeatedly see staffing professionals struggle with, regardless of company size, is time management.
New surveys looking at hiring intentions in the next decade suggest potential employees will be in the power position and companies will have to do more than wave generous pay-cheques under their noses to attract them.
As so many people today post, blog and tweet their lives — both professional and personal — some companies may be interested in reviewing a candidate’s public social media presence during the recruitment process.
Competitive Intelligence. It’s the systematic gathering of open information and analysis to provide a better understanding of a competitor firm’s structure, culture, behavior, capabilities, and weaknesses. While competitive intelligence as a practice is not new to the recruiting profession, it can be a key component to a competitive recruiting strategy when deployed properly.
I would like to tell you the story of my friend in few lines. It really feels strange that he got his job through a social networking website. None is ready to buy my story, but it is as true as the sun rising in the east. Everyone is amazed that he landed up with such a good job when others really have to slog it out scanning sites, looking for opportunities and mailing resumes.
Yes- it is Friday! We all made it another week. The month is half over and there are deals that need to be closed. So keep the focus on the desk and let Recruiting Daily serve up the latest Industry news. Here is a look at the top stories from this week;
Our Around the Industry section continues to grow and over the next couple weeks we will be adding some improved functionality and design. So spread the word and stay an expert with RecruitingDaily.com all weekend long.
Have you ever been involved with a candidate that states they are working on making a decision between several great offers? Kind of like LeBron James recently? All of them are great positions and great financial offers. All of them could be the first and best choice. Great for the candidate getting the offers! And lets say one of those choices is the current employer. They are making a counter offer that is a lot more money than anyone else is offering. They really want to keep their A player!
First, a little background by way of a brief case study of how I improved how my candidates resumes were written. The year was 2005 and I was recruiting for a top 15 Fortune client who was very specific about the resumes they accepted, and they had every right to be just that picky. I’d won the opportunity to be among the very few external recruiters who was allowed this privilege and I received that opportunity because of my high standards of candidate referrals.
How much should we let chance and circumstances define who we hire, rather than continue to invest time in tough screening and many interviews?
IT staffing firms that rely heavily on H-1B visa workers to deliver their services say they are now in a fight for survival due to new rules created by the U.S Citizenship and Immigration Services (USCIS).
If you’re an IT professional currently seeking a new company to work for, you may be thinking to yourself what an IT Recruiter does. With lots of job focused sites on the internet where you can submit your resume, or apply for available positions, you may say an IT recruiter would be of no value to you.
With the economy in constant change, job seekers are turning to social networking sites to find the latest “hidden opportunity” and recruiters are being challenged by swarms of irrelevant resumes. All of these questions are being driven by millions of people voluntarily creating profiles on social sites, creating a realization that the idea of submitting your resume through “official channels” becoming a second option for talented professionals.
Society For Human Resources Management surveyed 498 recruiting professionals from their membership on interviewing “do’s and don’ts” in mid September 2009. I found the results interesting and wanted to share some of my observations.
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