Staffing employment led private sector job growth in June, according to the latest data released Friday by the U.S. Bureau of Labor Statistics. From May to June, the private sector added 83,000 new jobs, a quarter of which were in the staffing industry. Seasonally adjusted, staffing employment grew by 21,000, or 1.5% over May.
We’re now working on a major survey with LinkedIn on determining the percent of its 70mm+ network that is active, passive, or somewhere in between. Recent data from the Recruiting Leadership Council (CLC Recruiting — Building Talent Pipelines Survey) indicates that for a broad sample of the U.S. workforce, 15-20% are very active and around 20% passive, with the remaining 60% showing a mix of passive and active behaviors.
Recruitment companies are recruiting again. The ‘war for talent’ has started once more (did it ever stop?) and thousands of recruitment consultant jobs are being advertised on the job boards and recruitment-to-recruitment specialist agencies are getting steadily busier.
Social networks lead all other recruiting channels for planned investment by employers as the economy recovers, according to the results of Jobvite’s third annual Social Recruiting Survey. Jobvite, creator of next-generation recruitment solutions, found 83% of respondents use or plan to start using social networks for recruiting this year.
Nowadays recruitment consulting business is on peak. A company whether small or large opts for the best executive search business agency to recruit the best talent. Marketing Staffing companies not only know the best talent, they also search them to you much faster than a company can.
Executive recruiters’ confidence in management hiring plans in the short-term hit a two-year high this month, as companies continue to actively pursue candidates for immediate hiring needs. In June, ExecuNet’s benchmark Recruiter Confidence Index (RCI) revealed that 58 percent of 174 responding executive recruiters are “confident” or “very confident” the executive employment market will improve over the next six months, down from a recent record of 65 percent in May.
If it’s free it’s for me. That seems to be the mantra these days. We’ve been getting a lot of questions around free resources not just for sourcing but for job posting as well. Here are 5 free job posting sites that I use to help spread the word of openings I am working.
If it’s free, it’s for me. That seems to be the mantra these days. We’ve been getting a lot of questions around free resources not just for sourcing but for job posting as well. Here are 5 free job posting sites that I use to help spread the word of openings I am working.
(This is not a sponsored posting and the services below are not clients at the time of this posting.)
5 Free Job Posting Boards and a brief overview with the text taken directly from their websties without modification.
Here are 5 Free job posting and Spidering sites in no particular order of preference.
Resumark.com (Text is from the Resumark.com website)
Unlike most other job websites on the Internet, we will list your jobs for free. That’s right – you can post as many jobs as you want – completely free. We are the first website to come up with this idea and here is how it works:
ZipRecruiter.com(Text is from theZipRecruiter.com website)
ZipRecruiter offers a do it yourself web based hiring solution as an alternative to recruiters. Founded in 2010, Ziprecruiter enables companies to post to multiple free job boards with a single submission and vet all applicants through simple-to-setup online interviews. Hiring personnel can toggle between applicants answers and resumes online as they collaborate to rate and select the best candidate.
Jobvertise.com (Text is from the Jobvertise.com website)
Jobvertise basic services are FREE to employers and jobseekers because we generate our revenue through premium services and advertising on the site. As an employer using the basic services you never have to pay a fee to post jobs or search over 800,000 resumes in our database!*
JobZoom.com (Text is from the JobZoom.com website)
To make posting easier, we want to go beyond the norm. You have the option of posting INSTANTANEOUSLY, without lengthy processes, boring signups, or hassle, in under a minute your job is up and running, it activates simply through email. BUT… if you want to easily manage jobs on your very own DASHBOARD where you can edit and delete jobs right there on one screen… we recommend a free member account. click here for the dashboard area We have many more features coming and job posting will only get smoother.
JobSpider.com (Text is from the JobSpider.com website)
JobSpider.com is a free employment information exchange job board actually modeled from http://www.craigslist.org. My name is Chris McGarry and I designed it because I was looking for a network administrator and it was frustrating to not see an intuitive and nicely organized free job board. The response has obviously been overwhelming and my “small project” has blossomed into a very popular job board that, in many ways, rivals the big boys (i.e. Monster, HotJobs, etc.).
JobSpider.com is FREE to employers and jobseekers. There is no charge to post a resume, post job(s), search through the resumes, search through the jobs, or create a job alert. JobSpider.com is FREE to employers and jobseekers because I generate revenue through advertising on the site. The only fee that I will charge is to bulk import jobs for employers.
Free job posting sites used to contain very little functionality, or at worst, be a simple forum of spam type posts without very much value. However, it seems now like free job boards may be able to offer some interesting services. Free job posting is here to stay and will keep the non free job boards innovating and adding more value for recruiters, employers, and job seekers.
Recruiters, professional resume writers and other career experts give out tons of advice on how best to write a resume that will stand out from the competition. Their intentions are noble-they want to help people land jobs-but the problem with their advice is that it doesn’t always apply to IT professionals….
Richard Piske, co-founder of The Staffing Cooperative (www.staffingcooperative.com) discusses with his partner Dave Reiss, what he focused on to grow Olsten Staffing through every economic period during the 80s and 90s. This conversation was held before staffing executives and staffing professionals at AST’s 2009 Users Group in Jersey City.
According to a recent survey conducted by executive search firm ExecuNet, a striking 77 percent of respondents indicated that they use the web for screening potential job candidates.
When this question is posed to a room full of experienced recruiters, the answers are very predictable. The most common ones include the following: “We have better candidates,” “We thoroughly check references,” “We thoroughly test all skills,” “We conduct extensive background and criminal checks,” and “We have established relationships with our clients.” Do these sound familiar?
What will the best-prepared candidate bring to the interview? You bring what it takes to show the hiring manager who you are, what you’ve done, and what you can do for him. That means that you bring everything that demonstrates your success in the past and shows him how you intend to be successful in the future.
Tired of weeding through resumes from dozens of unqualified, inexperienced applicants? Dealing with a bad hiring decision? Need a top performer, but don’t have the time to source, screen, and recruit? If you’re dealing with problems like these, then it’s probably time to hire a staffing firm. But, since not all firms are created equal, how can you find one that’s right for you? Here are five steps:
These days, one’s resume should be all about skills and expertise rather than a chronology of the jobs you’ve held in the past. Especially if you are looking to transition from a field like communications to another area, you’ll want your resume to highlight the talents you have and the skills you’ve developed that could launch you into a new field.
Hospitals and healthcare are definitely on the reliable growth pace. Current industry trend is really reverse to what you would expect, being new to this sector – this is shortage of nurses and medical professionals, meaning that it is rather challenge to find certified applicants, and not really to get new contracts from healthcare organizations.
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