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How To Get Noticed By Recruiters

Recruiters pride themselves on being able to find the best candidates. But what if they haven’t called ? Here’s how to get their attention.

Top-Secrets-to-Make-Recruiters-Find-You

Credit to the guys over at How to Write a CV for the original article.


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Being responsible, creative and motivated means you aren’t!

Your LinkedIn profile is not a beautiful or unique snowflake.

If you try to stand out from the crowd by describing yourself as “creative”, “motivated” or “responsible”, you’re actually making yourself look like you lack creativity and aren’t motivated enough to take responsibility for your career by penning a cliché-free LinkedIn Profile.

We make that assertion on the basis that LinkedIn’s annual list of buzzwords in its members’ profiles includes those three terms among the top eight words that members use to describe themselves.

First conducted two years ago, this year’s effort saw the seriously-social network comb through profiles penned by over 187 million members to find the most-used words. Entries in languages other than English were translated and the whole lot poured into a big data melting pot that spat out the following eight terms as the most-used:

  • Creative
  • Motivated
  • Multinational
  • Responsible
  • Experimental
  • Effective
  • Specialized
  • Analytical

LinkedIn argues that using those words in your profile makes you stand out from the crowd in the worst possible way – as someone who can’t articulate your values in anything other than words devalued by overuse, or lacking qualities that can be accurately described without resorting to blandishments.

There’s at least one piece of evidence out there to suggest employers already see through these words, as those of you who recall our story from early this year about a job ad for ‘mediocre developers’ may recall.

Check out the original article, by Simon Sharwood, over at The Register.


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Poll: Your preferred method for job hunting?


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60 Second Recruitment Interview – Jacco Valkenburg, Recruit2

Under the spotlight is Jacco Valkenburg, founder of Recruit2 and Recruiter University, and an international recruitment expert, trainer and author of two books about LinkedIn.

Q – How long have you been in the industry, and what is your current job title ?
A – I started in 1996 working on (global) recruitment strategies and execution, spanning numerous countries for leading companies. I prefer to call myself a Recruitment Architect because, as founder of Recruit2 and Recruiter University, I provide companies with recruitment consultancy and talent management solutions and expertise. My mission is helping companies to improve the results of their recruitment efforts.
Recently I launched Refer2, a full service provider for recruitment solutions such as referral campaigns and mobile Apps.

Q – Do you have a mentor and if so who ?

A – I’m very active on social media, managing a group of 100.000 Recruitment Consultants on LinkedIn, and having my own recruitment blog www.GlobalRecruitingRoundtable.com. I still learn every day from the readers feedback and the news that they share.

Q – Are you by nature a pessimist or optimist ?

A – Optimist by nature. Every challenge is an opportunity to learn.

Q – What’s the biggest lesson you have learned in your career to date ?

A – Get the basics right first, before buzzing off to new horizons. A lot of companies think they understand recruitment but do the basic things wrong such as a poorly defined recruiting strategy, no planning, using out-dated practices, weak execution process, or because they don’t measure results (and make continuous improvement). A great hiring process, that has the potential to create the highest financial impact, is relatively simple; all that is lacking is creative recruiting’s leadership.

Q – What’s your favourite business quotation or life motto ?

A – My own favourite business quote: ‘Pray that I never become your competitor’s recruiter’.

Q – What’s the best business book you’ve ever read ?

A – My favourite business book is ‘From To Good Great’ by Jim Collins that aims to describe how companies transition from being average companies to great (financial performing) companies and how companies can fail to make the transition. Since then I’ve made it my goal to help companies from good to great staffing.

Interested to learn more about LinkedIn for finding new work or assignments ? Or want to make best use of this online professional network for recruiting ?

www.CareerManagementviaLinkedIn.com

www.RecruitmentviaLinkedIn.com

This article has been re-posted, you can read the original article over at Here Is The City


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Unique Job Tracking Methods for Success

So you’ve found yourself back in the market of looking for a new job. In order to stay one step ahead of the game and ensure that you’re up to date with the progress of each and every application you make, it is vital that the most time efficient and functional tools be utilised to keep the headache out of job hunting. To be most successful it is recommended that a job application tracking system be implemented to careful monitor your progress throughout this process.

We’ve all experienced the flurry of activity involved in researching, selecting and applying for new jobs. The applications are sent out, we move onto the next job and then we sit and wait for the responses and invitations to interview to come in. Over time, it can become very easy to lose track of where we are with each individual application or even which position links to which company and the specific skills and achievements we’ve relayed to each of them about ourselves.

To avoid embarrassment, particularly when called on the telephone by potential employers, it is essential to have a system in place that allows you to clearly refer to your job application record and identify exactly where you are at any given stage. Some people like to organise themselves by using Microsoft Excel spreadsheets, which is a useful, if not time-consuming tool that allows you to keep your recruitment history organised. However, this method takes a reasonable amount of motivation to set up and complete on an ongoing basis and is only as useful as your commitment to regular data entry.

Thankfully, with the advances in technology and the move towards integrated online systems there is now a new option available to optimize your job hunting potential all in one place. Imagine a system that lists hundreds of jobs from top recruiters across the country, updated daily and covering all industries. No longer do you need to trawl the many different websites of recruitment agencies and top employers to check out the latest job opportunities available. At YourJobList.com everything is provided on one website.

Not only does this save you time and energy in registering and making searches on the different websites but it also ensures that you never miss out on the latest new job posting. Add to this a built-in job tracking device that saves and manages your applications every step of the way and you are well on your way to recruitment tracking heaven. Each position you apply for, no matter through which agency, is logged onto your account, available for you to view at any time and check the progress of your application at any stage. It’s as simple as that.

YourJobList

With this user-friendly job application tracker system in place it becomes easy to set yourself simple goals to maximise your recruitment success. For example, you may decide that you want to apply for four jobs per week, or follow-up on every application two weeks after submission, or send a thank you letter two days after each interview you attend. This virtual tool simplifies the achievement of such goals and is more likely to make your employment dreams become a reality.

Can you afford to not give it a try? Give YourJobList.com a try today, it’s free!


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Why (Most) Recruiters Are Bad People

There is an interesting discussion over at linkedin that is worth a read – it is generating quite a bit of interest.

“It dawned on me today that a majority of Recruiters I’ve met with over the course of the last six months (all female, interestingly enough) remind me of the girls who were popular in high school, and got their kicks telling everyone else they weren’t invited to their parties. More than finding applicants work, it’s the primary job of the recruiter to make sure more people Don’t get hired than do. Here are some of the despicable characteristics I’ve found in common with nearly all of the recruiters with whom I’ve met:

1) A holier than thou, self-righteous attitude: They all act like their fecal matter doesn’t stink simply because they aren’t in the interviewing chair. They all act like you should be lucky you are even getting a second of their time. And no matter how qualified you might be, and how great your credentials and references are, you’ll never be good enough for THEIR precious clients.

2) A lazy work ethic: Interestingly enough, they don’t act self-righteous towards their clients. I have a lengthy background as an Account Executive, and all of the colleagues I’ve ever worked with who were successful, were great because they knew better than their clients. They knew how to manage expectations, and how to get their clients to trust them, and coax them into venturing outside of their comfort zones. Recruiters don’t do any of this. They just want to find the client EXACTLY what they think they want. They don’t know how to nurture long-term relationships. They’re just lazy salespeople that don’t believe in going the extra mile.

3) No Conscience: In Los Angeles, we have a stubbornly high 12% unemployment rate. And recruiters don’t care. I honestly don’t know where my next meal is coming from, nor do I know how I’m going to keep a roof over my head. This doesn’t generate any sense of urgency to recruiters. They shrug their shoulders, say they’re doing everything they can, and go back to playing about on Facebook (I’ve seen this happen in person).

4) Bad Communication Skills: During my time as an Account Executive, I never ignored a new caller. You never know who’s on the other line; it could be a check for you. And if I wasn’t able to reach the phone, I called the person back right away. Didn’t matter how busy I was, it was part of my job to maintain lines of communication. Never have I had so many ducked phone calls and unanswered voicemails than when I was trying to reach recruiters. Pathetic. I still can’t decide whether I inspire so much fear that they have to dive beneath their desks at the mention of my name, or they’re just really bad at what they do.”

Credit to the original author, Ben Reiss.

Read the full article on linkedin. Take a look at the full discussion and have a read through the comments.


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How CIOs are hiring and engaging with staff

Whether blogging about their area of expertise or tweeting about business best practice, more CIOs are choosing to express their views through collaborative technology.

More senior IT leaders are beginning to dabble in social media and are finding new ways to help the business. So, where will social CIOs go next? Do IT leaders use social media to attract potential employees and do they use collaborative tools to keep new workers engaged?

JJ Van Oosten is an experienced IT leader, and former board member and CIO at Tesco.com, who believes LinkedIn and Facebook are very useful tools for recruiting potential staff. He pays particular attention to LinkedIn, drawing on his experience at large firms which suggests employees across all ranks of the business are connected through LinkedIn.

“The inhouse recruitment team does need to understand and create an excellent LinkedIn presence,” he said, referring to the need for human resources to take a structured approach to sourcing via social media. “The best talent is global, mobile and well connected. LinkedIn should play an essential part of building a good brand as an employer.”

Van Oosten said he has less personal experience of Facebook being used in a recruitment context. However, he can think of ways the tool could help. “If I had to recruit some developers, or other new talent in marketing, I could imagine organising some cool, interactive and rich events,” he said, before also suggesting that social networking can provide a strong hook for acquiring new talent.

You can read the full article on techrepublic here;

http://www.techrepublic.com/blog/cio-insights/linkedin-twitter-facebook-how-cios-are-hiring-and-engaging-with-staff/39747318