This week's top recruiting stories:
Too Many Applicants, Too Little Time?
Some organizations are just lucky … they have a huge, Niagara-like, flow of applicants knocking at their front door. They hire teams of people to scan paper resumes. But any experienced recruiter knows resumes contain a considerable amount of fiction; bad applicants often have good resumes; and, good applicants often have bad ones. I’ve even heard of clever applicants seeding their electronic resumes with keywords printed in background font colors to hide them.
How to Hire – and Retain – Recent College Graduates
We have learned the hard way that many recent grads are not yet ready for the real world. To be honest, when I graduated, I don’t think I was either! Over the years we have had to interview a lot of recent grads to find those who are ready. We have found that there are some things you can look for – and other things you can avoid – in order to hire them successfully.
Do You Need a Résumé in the LinkedIn Era?
Now that LinkedIn has become the standard place to present your professional history and credentials — not to mention the fastest way to check somebody else's — the humble résumé has lost its once-hallowed position as the canonical version of your professional identity. Your LinkedIn profile should be the most-viewed and most current version of your professional life. That has many people asking: Do I even need an old-fashioned résumé anymore?
The Quick Guide to Being a Great Hiring Manager
Let’s face it — most of the hiring at the average company isn’t lead by HR. Sure, HR has an important hand in the pot, but ultimately it’s the hiring manager who does the bulk of the legwork. This is why hiring managers are more important than the CEO, and is why it’s vital that you prepare your non-expert hiring team for the pivotal task they’re about to take on.
Career Fair Tips for Employers
Career fairs can be great opportunities for businesses to find prospective employees, but these venues can quickly become quite hectic without proper preparation. Lack of screening, tons of resumes, and the chaos of the day can take a super productive idea and make it a hot mess. If you want to take advantage of career fairs without acquiring a giant headache, here are some tips to keep your search focused and successful.
CareerBuilder Lists Hardest Jobs to Fill in 2013
According to a survey of hiring managers by CareerBuilder, over one-third of respondents have positions that have remained vacant for at least 12 weeks. The jobs cited as most difficult to fill between 2010 and 2013 include:
Hiring Managers, Don’t Blow the Interview! How to Effectively Screen Potential Hires
Stellar employees are the foundation of any great company, but hiring those great employees isn’t always easy. The interview is the single most important aspect of any recruiting process, and it directly relates to future success and fit between a company and the candidate.
About iRecruit
iRecruit is a web-based applicant tracking
software designed to provide any size of business a cost effective,
affordable and simple way to handle their recruiting process online.
iRecruit provides you with your own career center that will allow your
applicants to select the position they are interested in, and apply
online through your website!
Weekly demos, Tuesdays and Thursdays at 2pm Eastern Time (Register Today), or call us at 1-800-517-9099 to schedule a demo at your convenience.
Showing posts with label applicants. Show all posts
Showing posts with label applicants. Show all posts
Friday, August 9, 2013
Tuesday, November 20, 2012
Six Things You Need in Every Job Description
Your job description is a sales pitch for your company and the position. Writing an effective job description is essential to attract the right applicants, and can cut your time to hire by attracting more qualified applicants to the position.
Here are six things we've learned about developing effective job descriptions:
Search Engine Optimization (SEO); Keywords, that make your job searchable. Think like an applicant. What are you looking for when you're searching for a position? Job aggregators like Indeed.com, that iRecruit posts your positions to automatically, applicants use keywords, and locations to find positions. Google's Keyword Tool, typically used for Advertising, is extremely helpful in finding additional keywords you can use in your job description.
Essential Functions of the Position. The "meat" of your job description goes here. What does the job entail? Include a general summary with the duties, responsibilities, and set clear expectations for the position.
Job Requirements. Does the position require particular experience, education, training or skills? Does it require a license or certification? Make sure the description includes this information. The applicant should be aware that if they do not have the requirements, they may not be considered for the position.
Bullet Points. Using well thought out bullet points to summarize the position is helpful for applicants scanning the job description. Include the essential functions and requirements for the position.
Compensation. You may include a salary range or use the word "negotiable". Studies show that using the word "negotiable" in your job descriptions can attract more female applicants.
About Us Blurb. Every job description should have an "about us" paragraph at the end of the job description. Include a brief introduction to your company, what you do, and include any benefits you offer to new employees. Don't forget to link back to your corporate website in the "about us" portion of your job description.
Recommended Links:
About.com Human Resources: How to Develop a Job Description
SBA.gov: Writing Effective Job Descriptions
About iRecruit
iRecruit is a hosted, web-based recruiting software designed to provide any size of business a cost effective, affordable and simple way to handle their recruiting process online.
Not only will this applicant tracking software work in conjunction with your company website, iRecruit provides you with your own career center that will allow your applicants to select the position they are interested in, and apply online through your website!
Weekly demos, Tuesdays and Thursdays at 2pm Eastern Time, or call us at 1-800-517-9099 to schedule a demo at your convenience.
www.irecruit-software.com
Here are six things we've learned about developing effective job descriptions:
Search Engine Optimization (SEO); Keywords, that make your job searchable. Think like an applicant. What are you looking for when you're searching for a position? Job aggregators like Indeed.com, that iRecruit posts your positions to automatically, applicants use keywords, and locations to find positions. Google's Keyword Tool, typically used for Advertising, is extremely helpful in finding additional keywords you can use in your job description.
Essential Functions of the Position. The "meat" of your job description goes here. What does the job entail? Include a general summary with the duties, responsibilities, and set clear expectations for the position.
Job Requirements. Does the position require particular experience, education, training or skills? Does it require a license or certification? Make sure the description includes this information. The applicant should be aware that if they do not have the requirements, they may not be considered for the position.
Bullet Points. Using well thought out bullet points to summarize the position is helpful for applicants scanning the job description. Include the essential functions and requirements for the position.
Compensation. You may include a salary range or use the word "negotiable". Studies show that using the word "negotiable" in your job descriptions can attract more female applicants.
About Us Blurb. Every job description should have an "about us" paragraph at the end of the job description. Include a brief introduction to your company, what you do, and include any benefits you offer to new employees. Don't forget to link back to your corporate website in the "about us" portion of your job description.
Recommended Links:
About.com Human Resources: How to Develop a Job Description
SBA.gov: Writing Effective Job Descriptions
About iRecruit
iRecruit is a hosted, web-based recruiting software designed to provide any size of business a cost effective, affordable and simple way to handle their recruiting process online.
Not only will this applicant tracking software work in conjunction with your company website, iRecruit provides you with your own career center that will allow your applicants to select the position they are interested in, and apply online through your website!
Weekly demos, Tuesdays and Thursdays at 2pm Eastern Time, or call us at 1-800-517-9099 to schedule a demo at your convenience.
www.irecruit-software.com
Friday, August 24, 2012
Roundup: This Week's Top Recruiting Stories From Around The Web
Recruiting Roundup: This week find out how to source from Twitter, how to interview person's with disabilities, and how to catch lying job seekers....
this week's top recruiting stories from around the web.
Do you hire for passion?
Passion for work Next time you interview a job candidate or consider who on your team gets a new assignment, look for signs of passion for the work. Without it, no amount of talent will yield great performance.
How To Catch Lying Job Seekers
Half -- yes, half -- of all job applicants lie on their resumes. How do you figure out who's telling the truth? The chances are about 50-50 that your newest hire wasn’t completely honest on his or her resume.
Industry trends report: job postings slip in July
Indeed Industry Employment Trends show fewer job postings in July by U.S. employers across all major industries tracked. This report follows declines in June for six of the 12 major industries tracked.
The Single Most Important Recruiting Technique Since My 1-Question Interview
After 30 years of recruiting outstanding senior staff, mid-level managers, and company executives, I can now state unequivocally that the single most important step in the passive candidate recruiting process is the 30-minute exploratory interview.
Hiring 101 Part 9 - Interviewing People with Disabilities
In this video, HR Daily Advisor Editor Stephen Bruce talks about the special rules for interviewing people with disabilities. The Americans with Disabilities Act has spelled out rather strict guidelines for interviews, which you should follow carefully.
Temporary Workers: Employ with Caution
The use of temporary talent has risen as the economy has fallen, but organizations need to be aware of the perils of the "joint-employer agreement" among other HR pitfalls.
How to Source Talent on Twitter
"Why Should I Source on Twitter?" Well, you might not realize that: Twitter now has over 250 Million Users, it's growing by 500,000 new users every day, and that its users send more than 350 million tweets each day! Twitter is a platform where users publish Tweets, 140 character-long messages, to broadcast to a network of followers about what they are currently doing and interested in.
How to Select Remote Employees
We know that telecommuting is a growing phenomenon; in fact Forrester Research has predicted that by 2016, about half the workforce may be telecommuting or at least occasionally telecommuting, that is working from home between one and four days a week. This move towards telecommuting will bring benefits to both employers and employees, for example surveys show that employees can ...
The Myth of the Passive Candidate
“We need to get rid of the words ‘active’ versus ‘passive’. They just aren’t relevant words in the job search landscape anymore,’’ says Kassandra Barnes, Research and Content Manager at CareerBuilder. Barnes is referring to the findings of CareerBuilder’s recently released 2012 Candidate Behavior Study, a collaboration with Inavero highlighting the behaviors and perceptions of today’s job candidates.
California On Brink of New “Can’t Ask” Social Media Password Law
California is about to become the third state to prohibit employers from asking employees or job seekers for access to their social media postings. Without dissent, the California Senate this week approved AB1844, the privacy measure. It now requires an Assembly vote and Gov. Jerry Brown’s signature before it takes effect. The Assembly vote is likely this week and is almost perfunctory, since it has already once passed there without dissent.
The Job Market is So Bad for College Graduates that Companies are Bending Over Backwards to Hire Them
This headline makes absolutely no sense, but please don't shoot the messenger just yet. If you're confused about what's really going in with regards to Generation Y/Millennials in the workforce, turn off the news and stop reading the papers. The media is more confused than you are. Either that, or they're purposely trying to confuse you to force you to buy more papers to get unconfused.
Looking for more? Check out last week's Roundup: This Week's Top Recruiting Stories From Around The Web, or follow @cmsirecruit on Twitter for regular updates.
Do you hire for passion?
Passion for work Next time you interview a job candidate or consider who on your team gets a new assignment, look for signs of passion for the work. Without it, no amount of talent will yield great performance.
How To Catch Lying Job Seekers
Half -- yes, half -- of all job applicants lie on their resumes. How do you figure out who's telling the truth? The chances are about 50-50 that your newest hire wasn’t completely honest on his or her resume.
Industry trends report: job postings slip in July
Indeed Industry Employment Trends show fewer job postings in July by U.S. employers across all major industries tracked. This report follows declines in June for six of the 12 major industries tracked.
The Single Most Important Recruiting Technique Since My 1-Question Interview
After 30 years of recruiting outstanding senior staff, mid-level managers, and company executives, I can now state unequivocally that the single most important step in the passive candidate recruiting process is the 30-minute exploratory interview.
Hiring 101 Part 9 - Interviewing People with Disabilities
In this video, HR Daily Advisor Editor Stephen Bruce talks about the special rules for interviewing people with disabilities. The Americans with Disabilities Act has spelled out rather strict guidelines for interviews, which you should follow carefully.
Temporary Workers: Employ with Caution
The use of temporary talent has risen as the economy has fallen, but organizations need to be aware of the perils of the "joint-employer agreement" among other HR pitfalls.
How to Source Talent on Twitter
"Why Should I Source on Twitter?" Well, you might not realize that: Twitter now has over 250 Million Users, it's growing by 500,000 new users every day, and that its users send more than 350 million tweets each day! Twitter is a platform where users publish Tweets, 140 character-long messages, to broadcast to a network of followers about what they are currently doing and interested in.
How to Select Remote Employees
We know that telecommuting is a growing phenomenon; in fact Forrester Research has predicted that by 2016, about half the workforce may be telecommuting or at least occasionally telecommuting, that is working from home between one and four days a week. This move towards telecommuting will bring benefits to both employers and employees, for example surveys show that employees can ...
The Myth of the Passive Candidate
“We need to get rid of the words ‘active’ versus ‘passive’. They just aren’t relevant words in the job search landscape anymore,’’ says Kassandra Barnes, Research and Content Manager at CareerBuilder. Barnes is referring to the findings of CareerBuilder’s recently released 2012 Candidate Behavior Study, a collaboration with Inavero highlighting the behaviors and perceptions of today’s job candidates.
California On Brink of New “Can’t Ask” Social Media Password Law
California is about to become the third state to prohibit employers from asking employees or job seekers for access to their social media postings. Without dissent, the California Senate this week approved AB1844, the privacy measure. It now requires an Assembly vote and Gov. Jerry Brown’s signature before it takes effect. The Assembly vote is likely this week and is almost perfunctory, since it has already once passed there without dissent.
The Job Market is So Bad for College Graduates that Companies are Bending Over Backwards to Hire Them
This headline makes absolutely no sense, but please don't shoot the messenger just yet. If you're confused about what's really going in with regards to Generation Y/Millennials in the workforce, turn off the news and stop reading the papers. The media is more confused than you are. Either that, or they're purposely trying to confuse you to force you to buy more papers to get unconfused.
Looking for more? Check out last week's Roundup: This Week's Top Recruiting Stories From Around The Web, or follow @cmsirecruit on Twitter for regular updates.
Friday, August 17, 2012
Recruiting Roundup: This Week's Top Recruiting Stories from Around The Web
Recruiting Roundup: This week find out why the toughest interviews yield the best candidates and what to do when your great hire goes bad... this week's top recruiting stories from around the web.
25 toughest companies for job interviewees
If you're applying for a job at any of these outfits, bring your "A" game. Sounds daunting but, say most candidates and employees in a new survey, tough is good.
The pros and cons of hiring former employees
A couple decades ago if an employee voluntarily resigned and left the company they would seldom be given an opportunity to rejoin the organization. They would be considered disloyal by many members of management. Many job counselors would often recommend against rejoining because of the possibility of being the first to be let go in times of cut backs. But today companies have realized that boomerang employees are a good bet.
Forget Interviews; Hire Anyone
Interviews are a poor indicator of success. Why not abandon this expensive, old-fashioned practice and just hire the next person who walks in the door?
WOTC and Hiring Veterans
Are you planning on hiring veterans in 2012? Learn about a new tax law change that affects employers who hire veterans in 2011 and 2012 with this IRS video.
English Major Discovers There’s Plenty of Competition at $13 An Hour
If Garrison Keillor were to catch wind of what Eric Auld did, he’d have him drummed out of P.O.E.M.
The job seeking, 26-year-old Massachusetts part-time teacher phonied up a job ad to see what his competition was like. He posted it on Craigslist and sat back to await the responses.
Exciting Job Titles Can Be Powerful Recruiting and Retention Tools
It’s pure genius. The approach that I call “Compelling Job Titling” involves giving a job a compelling title, and because it costs virtually nothing, it may have the highest ROI of any single recruiting and retention tool.
Have you ever hired someone with a bad reference?
I’ve never been overly enthusiastic about references when I don’t know the person providing the reference. Because if I call random stranger and say, “Was Jane a good employee?” and he says, “No. She was a horrible psychopath.” How do I know whether it was Jane who was the horrible psychopath or the person with whom I am speaking?
What To Do When Good Hires Go Bad
Research from Leadership IQ tells us that 46% of new hires will fail within the first 18 months. The research shows that many of these failures were overlooked during the interview process, which brings the topic of new hire failures right up to the door of the HR and recruitment professional.
About iRecruit
iRecruit is a cloud-based recruiting and applicant tracking software application that allows any size company to track and report on job applicants and positions. Find out more and take a quick screenshot tour on our website at http://www.irecruit-software.com or join a demo on Tuesdays or Thursdays at 2pm. Call iRecruit at 1-800-517-9099 if you have any questions.
25 toughest companies for job interviewees
If you're applying for a job at any of these outfits, bring your "A" game. Sounds daunting but, say most candidates and employees in a new survey, tough is good.
The pros and cons of hiring former employees
A couple decades ago if an employee voluntarily resigned and left the company they would seldom be given an opportunity to rejoin the organization. They would be considered disloyal by many members of management. Many job counselors would often recommend against rejoining because of the possibility of being the first to be let go in times of cut backs. But today companies have realized that boomerang employees are a good bet.
Forget Interviews; Hire Anyone
Interviews are a poor indicator of success. Why not abandon this expensive, old-fashioned practice and just hire the next person who walks in the door?
WOTC and Hiring Veterans
Are you planning on hiring veterans in 2012? Learn about a new tax law change that affects employers who hire veterans in 2011 and 2012 with this IRS video.
English Major Discovers There’s Plenty of Competition at $13 An Hour
If Garrison Keillor were to catch wind of what Eric Auld did, he’d have him drummed out of P.O.E.M.
The job seeking, 26-year-old Massachusetts part-time teacher phonied up a job ad to see what his competition was like. He posted it on Craigslist and sat back to await the responses.
Exciting Job Titles Can Be Powerful Recruiting and Retention Tools
It’s pure genius. The approach that I call “Compelling Job Titling” involves giving a job a compelling title, and because it costs virtually nothing, it may have the highest ROI of any single recruiting and retention tool.
Have you ever hired someone with a bad reference?
I’ve never been overly enthusiastic about references when I don’t know the person providing the reference. Because if I call random stranger and say, “Was Jane a good employee?” and he says, “No. She was a horrible psychopath.” How do I know whether it was Jane who was the horrible psychopath or the person with whom I am speaking?
What To Do When Good Hires Go Bad
Research from Leadership IQ tells us that 46% of new hires will fail within the first 18 months. The research shows that many of these failures were overlooked during the interview process, which brings the topic of new hire failures right up to the door of the HR and recruitment professional.
About iRecruit
iRecruit is a cloud-based recruiting and applicant tracking software application that allows any size company to track and report on job applicants and positions. Find out more and take a quick screenshot tour on our website at http://www.irecruit-software.com or join a demo on Tuesdays or Thursdays at 2pm. Call iRecruit at 1-800-517-9099 if you have any questions.
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