Archive for October, 2008
Enhance Your LinkedIn Profile & Collaborate with Box.net
Posted by JasonWith the recent LinkedIn launch of applications, you now have the options to install and use applications for communicating and collaborating with your LinkedIn network.
Box.net has launched an application for the LinkedIn platform, enabling members to significantly enhance their profile with content from their Box.net accounts and collaborate on project files and folders with your network. Click the video for a demonstration.
Announcing LinkedIn Applications
Posted by JasonLinkedIn announces more ways to interact with your network. The new features include ways to create projects and collaborate, share information, customize your profile, and gain key insights.
Work collaboratively with your network.
- Box on LinkedIn: Share files and collaborate with your network.
- Huddle on LinkedIn: Private workspaces to collaborate with your network on projects.
Share information and keep up to date with your network.
- Amazon on LinkedIn: Discover what your network is reading.
- TripIt on LinkedIn: See where your network is traveling.
- SixApart on LinkedIn: Stay up to date with your network’s latest blog posts.
Present yourself and your work in new ways.
- Google Docs on LinkedIn: Embed a presentation on your profile.
- SlideShare on LinkedIn: Share, view and comment on presentations from your network.
- WordPress on LinkedIn: Promote your blog and latest posts.
Gain key insights that will make you more effective.
- Company Buzz by LinkedIn: See what people are saying about your company.
Get started exploring and sharing with your network today.
Announcing RecruiterWire
Posted by JasonAnnouncing RecruiterWire.com.
RecruiterWire.com, the newest FREE service from the Complete Career Network, has officially launched and offers recruiters a fun and informational new website dedicated to them on the Ning platform.
RecruiterWire.com features:
- Funny videos and games related to recruitment
- Social networking with other recruiters
- The latest news, blogs and tips on the recruitment industry
- A forum focused on recruitment trends and best practices
- Information and options to join LinkedIN recruitment groups
- Links to job listings for recruiters
- And much more to come!
Join today for Free.
Day #2 at the annual SHRM Diversity Conference general session started off with the Chief Diversity Officers Panel. Key messaging included focusing on Diversity as a competitive advantage, executive support, and positioning yourself as a business leader – just as a head of a product or business line would.
The highlight of Tuesday hands down was the general session with Frans Johansson. Frans makes Tony Robbins look calm on stage, any day!
Frans recent best-selling book “The Medici Effect” has sparked “The Medici Game” – a way for organizations to drive a conversation about innovation. One of the stats used to kick off the session was the length of time a company used to be part of the S&P 500. The answer is 25-35 years, but that was then – this is now. The average length today is between 10-15 years. Thus, the need for innovation. The point: Diversity drives innovation. You’d expect that while attending a Diversity Conference, right? An example used to drive the point was Sony invented the Walkman. In theory, they could/should be “the music company”. Which computer company took their place? Apple comes to mind…
Frans made linkages with products, people, and organizations you would have never thought possible – and how they resulted in amazing success – in hindsight.
See you in Orlando next month at The Recruiting Conference. Not attending? Follow the conference highlights here.
SHRM Diversity Conference - October 27, 2008 (Day 1)
Posted by JasonMore than 1,000 attendees are expected to attend the annual SHRM Diversity Conference and Expo in Atlanta, GA. Although there is no SHRM twitter stream to follow (SHRM hasn’t posted since May), there is no shortage of great session content, speakers, and networking opportunities!
There were 16 different sessions on Day 1 of the event. A couple sessions that created some buzz were “Creating Your Comprehensive Diversity Strategic Plan” by independent consultant Grace Odums, and “Engaging White Men in Diversity Efforts - Why it’s Essential and Where do they Fit” by Tim McNichol, managing partner from White Men as Full Diversity Partners.
In the exhibit hall, the award has to go to the ladies wearing the bulls’ horn hats (Ann, Mona, and Cindy) from The LifeMoxie Company! LifeMoxie specializes in people and their potential - and offer everything from mentoring solutions to moxie skills. Click here for more information and to register for their upcoming webinar “7 Steps to Creating Strategic, Sustainable, and Successful Mentoring”. You can also read their article on “5 Ways to Mess up Mentoring“.
And of course, if you want the scoop on the conference, the place to hang was with Hazel. One of the most customer-oriented individuals I have ever met! Talk on the street here included the Election, Job Losses, Leadership in Diversity, and more.
Check back tomorrow for more information on this years conference, sessions, speakers, and attendees.
Get a Free Pass to the Kennedy Information Recruiting Conference
Posted by JasonNo ticket to attend the Kennedy Information Recruiting Conference next month in Orlando? No problem.
Send me an e-mail, or direct message via twitter with your interest. Kennedy is interested in providing attendees and “web watchers” live updates, news, and information from the conference via their twitter stream. In return for capturing and posting, you’ll get full access to the conference sessions!
Conference Details:
Kennedy Information’s Recruiting Conference & Expo
November 16 – November 19, 2008
The Floridian Hotel
1500 Sand Lake Rd, Orlando, FL
8 Ways Twitter Will Change Your Life
People are using the microblogging service that allows posts of 140 characters or less for bigger, more important tasks; here’s how it’s evolving.
Standout Jobs Announces General Availability of its Recruitment Communication Platform
Standout Jobs, a leading provider of Web-based tools to power companies’ online recruiting efforts, today announced the general availability of version two of its web-based Recruitment Communication Platform. Previously dubbed “Reception” while in beta, Standout Jobs’ Recruitment Communication Platform boasts many new features and updated functionality proven successful with more than 200 beta customers since the company’s launch at DEMO in January 2008.
Simply Hired Launches Sites for Canada, United Kingdom, Australia and India
Today, Simply Hired launches international job search websites for Canada (www.SimplyHired.ca), the United Kingdom (www.SimplyHired.co.uk), Australia (www.SimplyHired.com.au) and India (www.SimplyHired.co.in). The sites will include over 1.5 million job listings aggregated from the leading job boards, content websites, newspapers, organizations and company career pages from these four countries. Simply Hired continues to be a comprehensive job search engine with over seven million jobs worldwide and counting.
7 Tips for Jump Starting a Stalled Job Search
A growing number of jobseekers find themselves in the midst of a long-term job search. According to Bureau of Labor Statistics, the U.S. jobless rate soared to a four-year high of 5.7% in July 2008 and the average job search took more than four months to net results. However, some critics would put this number and the number of the unemployed much higher.
9 Sites for Successful Job Interviews
Job hunting is only the first step in the process of getting a new job, but how do you prepare for the interview that will land you the new career you want? The Web is filled with tools to help you figure out how to prepare for and give that perfect interview that recruiters are looking for. Here are nine tools for successful job interviews that include everything from test quizzes to interview tips, access to others who can answer your questions, and more.
Create a Five-Step Plan for Job Search Success
Finding work that you love, that also meets your financial needs, doesn’t happen by accident. It requires a well-thought plan of action and an intense level of commitment. A dismal economy punctuated by the worse job loss in years has resulted in a volatile, intensely competitive job market. Published job ads can easily generate hundreds of resumes from desperate jobseekers. Overwhelmed employers and recruiters sift through mountains of resumes trying to quickly eliminate candidates. The average resume getting just a 15 - 30 second review unless the candidate is able to capture the employer’s attention. So what can you do to get noticed by potential employers and shorten the duration of your job search?
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Job Seekers and Employers Look for Alternatives to Job Boards
Posted by JasonRealmatch recently publicized the results from several interviews detailing the frustrations felt by job seekers and employers while trying to connect with each other online. The interviews and survey research very clearly indicates an extreme degree of frustration and dissatisfaction about the economy as well as the fragmented, commercialized and noisy environment perpetuated by online job boards. In addition to being frustrated with technology and scams, the current economic environment is causing employers and recruiters to abandon the “pay-to-post” pricing model which in turn is causing job seekers to form new habits to find job listings.
Between frustrating technology and risky pricing models, job seekers and employers are finding new Web properties to become paired. With competition for employment and talent on the rise – and with layoffs making headlines across the nation, many job seekers are kicking online job searches into high gear hoping to land a steady paycheck.
Recent data from the Inavero Institute for Service Research concluded 50 percent of hiring managers use online job boards more than any other recruiting tool. In fact, these hiring managers revealed that 72 percent of the salaried jobs they needed to fill were posted to an online job board as part of the search strategy.
However, despite the prevalence of recruiters who say they are still heading online to find qualified candidates, job seekers are voicing frustrations with the status quo. Chief complaints include job board spam, irrelevant listings, confusion over keyword searches and a decreasing number of job postings.
“Whether a good economy or bad, online job seekers and recruiters voice similar complaints about traditional classified/keyword job boards,” says Rafael Cosentino, vice president of business development for RealMatch.com. “But recruiters and the online job board industry can learn plenty from listening to the frustrations of candidates and employers who are often desperately seeking to connect. We need to better serve the online employment market and stop fragmenting the market with 50,000 unconnected job boards.”
Jelena Woehr has a self-admitted pet peeve about mainstream job boards – she hates it when boards aggregate job listings from several sites and return pages upon pages of the same listing posted in several places. “Would it really be so hard to program these search engines to eliminate results that are exactly the same?” asks Woehr, a social marketer in Golden, Co. “Google does it, so why can’t job boards? It’s such a pain to see 60 results and then realize there are only six jobs fitting my search terms, but each is listed 10 times.”
Karen Whiting, an author and speaker based in Grasonville, Md., is frustrated with services like (a certain job board) that she says blatantly ignore the parameters of the job search. “Even though you request listings for jobs in the marine engineering field in the $90,000-plus range, they constantly send listings for sales positions and high school grads,” Whiting explains.
Willy Franzen has a laundry list of frustrations. Franzen graduated from Cornell University in 2006 and began job searching in the fall. He said he was pretty picky about what he was looking for and wound up undergoing a long job search that yielded few prospects he could get excited about.
Don’t We Get Enough Spam?
A common beef with online job boards is spam. Job seekers are frustrated with illegitimate postings that only distract them from their mission, and blame job boards for allowing spammers and advertisers to clutter results.
Shannon Ramos cites spam e-mails for off-topic jobs, get rich quick schemes and search results that don’t match the parameters of her queries. But Ramos, a relief escrow officer and mobile notary public in San Dimas, Calif., has a particular beef with (a certain job board): “I don’t appreciate the tons of ‘commercials’ I have to say ‘no thanks’ to,” she says. “If I wanted to go to college or get a loan, I wouldn’t be job hunting.”
The Free Job Board Stigma
It’s one thing to be annoyed by irrelevant job listings when you are merely keeping an eye out for the next rung in your career. But when paying your mortgage depends on finding a new job, entering random words into an empty search box and hoping for the right match can be a daunting experience for the average job seeker. Allan Hess knows that feeling all too well. He is in the midst of his fourth time through what he calls “the mill.” Back in 1999 the free job boards were a blessing, he says, but today those same boards are riddled with spams and scams, he says.
“The boards have stooped to prostitute themselves to compete and generate revenue, so they seem to sell or allow junk to be sent out. Even while surfing the boards, you are now bombarded by ads from various schools, and for work at home gimmicks,” says Hess, of Marietta, Ga. Hess has held leadership positions in business development, marketing and sales in the I.T. industry. “All this is a distraction.”
Over 3400 Human Resource professionals and recruiters participated in a recent survey which also reveals a high level of discontent with classified/keyword/pay-to-post job boards. Some of those survey results:
When posting a job online, the “pay to post” pricing model yields good results with consistent value.
- Strongly agree 13.3%
- Moderately agree 6.9%
- Undecided 13.7%
- Moderately disagree 33.9%
- Strongly disagree 32.2%
I would prefer a pay for performance pricing model online where I only pay if I find a suitable candidate for my job.
- Strongly agree 39.2%
- Moderately agree 22.2%
- Undecided 4.8%
- Moderately disagree 7.3%
- Strongly disagree 26.5%
Most online job boards have enough traffic to provide value to job seekers and employers.
- Strongly agree 6.1%
- Moderately agree 5.9%
- Undecided 22.2%
- Moderately disagree 22.6%
- Strongly disagree 43.2%
“We took a critical look at all the problems which plague legacy job boards from the job seeker and employer’s perspective. I’m proud of the solutions we offer to job seekers and employers”, says Cosentino of Realmatch.com. “RealMatch is listening, our matching technology produces relevant results for both sides of the table,” says Cosentino. “As Employers abandon the unnecessary risks associated with the “pay-to-post” pricing model in favor or risk free pricing models, job listings are disappearing from the pay-to-post job boards which were so popular in the past. As employers and candidates adopt new and better technologies like that of Realmatch.com and used across 1100 partner sites powered by Realmatch’s technology, finding a job and hiring a candidate is becoming easier, less risky and much less frustrating.
FREE Recruiting Webinar: Get a “Yes” on your First Call
Posted by JasonGet a YES on your first call! A FREE recruiting webinar sponsored by Broadlook Technologies.
Tuesday October 21, 2008st
3:00 pm - 4:00 pm CST
Click to Register
You will hear and learn about:
- How to get 3x or even 9x the results from your phone calls.
- What every Applicant Tracking System should have to support Sphere of Influence
- What are the new venues of contact information that will get you to yes faster
- How to send impactful emails that get read
- How to get return calls from your voicemails…really!
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