Archive for the ‘Recruiting & Hiring’ Category
 Despite of constant warnings about the career dangers of posting certain content on social-media sites, many job hunters still don’t follow the advice. Social profiles are easily remembered and not always in a positive way. Recruiters, who often move around from company to company, carry this information with them. This can significantly reduce your chances for a long period of time.
People don’t realize that small things like spamming their resumes or bending the truth can damage their career. Job hunters often send cover letters that claim a specific position at the company or submit the same letter for several other openings. Those candidates are loosing their integrity immediately. To avoid that, it is recommended to write about the two or three positions you’re most qualified for in a single letter.
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 The recruiting process varies by industry, company and profession, but end result is the same: only one person out of many candidates is hired. Not every company sends out rejection letters and only few say why.
For those who aren’t hired, it can be a mystery to understand what happened, but knowing what exactly goes on behind the scenes may give you the inside track for a job.
Many employers use recruiters or human resources (HR) personnel to pre-screen applicants that meet a job’s basic qualifications. The goal is to remove only candidates that are a clear miss. Some screeners read every resume, but many search for certain keywords. Some of them consider cover letters and others may ignore cover letters completely. To stay on the safe side, it is better to submit a well-written cover letter and include relevant keywords that usually found in the job posting.
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 Leadership concepts describe the way we organize, inspire, evaluate, and reward employees. With so many management theories, there are some ill-conceived practices that are widely used:
- Recruiting system that requires candidates to go through multiple steps before they can get as much as a phone interview. Those steps can often be insulting and may include reference and credit checks, questionnaires, online and work assignment tests, etc. Giving hiring responsibilities back to hiring managers can improve the speed and quality of recruiting process.
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 Pay freezes, layoffs and cost cutting strategies do not improve employee’s morale. A recent survey shows that over 22 percent of workers want to change jobs as soon as it will be possible. Companies might end up paying up to three times a worker’s annual salary to cover the cost of recruiting and training, as well as, due to the productivity loss.
Losing critical employees have always been an issue for employers. When the job market improves, more workers will seize the opportunity to jump ship. Employees with important skills will leave first. Though it probably won’t happen before the jobless rate falls to its normal value, which is not expected during this and even next year, it is now a good time to take proactive steps to retain the most valuable employees.
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 I have recently written about employment discrimination and found that my explanations regarding age discrimination became a subject of many heated discussions and controversy. Needless to say, it is a very sensitive subject. The purpose of my article was to help those who are being discriminated against by shedding some light on how employers look at things and why discrimination takes place. In my opinion, Job Seekers who have this understanding are better equipped for dealing with discrimination.
I am going to attempt to do this again. This time I will be focusing specifically on Age Discrimination and on myths and facts surrounding it:
What is Discrimination?
Princeton Dictionary defines discrimination as “unfair treatment of a person or group on the basis of prejudice rather than individual merit”. I strongly feel that treating job seekers unfairly simply because of their age is wrong and unjustified. At the same time, however, I feel that it is in an employer’s right to test job seekers’ abilities in order to determine if they are fit to perform duties as required by the job. I think it is wrong to require an employer to hire someone because of anti-discrimination laws if such individual is not the best choice for the job. To me, this is actually discrimination in reverse. For example, hiring a candidate to satisfy diversity requirement and simply because of their race and not their abilities, is actually discriminatory against other better-qualified candidates.
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 Unfortunately, discrimination during job search is widely spread in the United States and around the world. A topic about age discrimination became one of the most debated topics in our LinkedIn Job Search Group and we felt it is necessary to address the issue of employment discrimination in more detail.
It is illegal for employers to discriminate based on age, race, gender, religion beliefs, physical characteristics, disabilities, family status, and medical history in the United States. Nonetheless, many job seekers are facing just that every day. Discriminating at work is wrong and unjustified. However, before giving any advice on how to deal with it, we first need to understand some of the different types of discrimination and the reasons to why employers discriminate in the first place. As an employer, I can share some of the misunderstood reasoning (again, often not justifiable) that sometimes makes employers “look the other way”. Hopefully, by understanding these reasons better, we can formulate effective strategies for dealing with discrimination at work.
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 Speed dating might not be just for singles anymore as some companies are using a similar format while interviewing candidates. If it leads to success in personal life, it may as well work in business. This format allows companies to accelerate the selection process and compare applicants more easily while decreasing the risk of losing great candidates in the normally long interview process which can sometimes take weeks or even months.
Non-traditional recruiting method has many advantages for job seekers as well. First of all, it’s a great opportunity to talk to many potential employers. It also gives an idea on how many people are looking for a job in your industry. Entry level candidates can gain valuable interviewing experience. In the end, even if you are not offered a job, you can still get some tips or recommendations from employers.
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 With most job sites on the Internet charging big bucks for job listings we think their model is grossly wasteful and inefficient. Employers either waste a lot of money on job listings that may not bring them the right candidates or they get tons of resumes they don’t need.
This is why we at Resumark.com have just introduced a unique performance-based system:
You can Post jobs for free. That’s right - you can post as many jobs as you want – completely free. No other job website is doing this. Here is how it works:
- We submit your jobs to all major job aggregators and social networks.
- We will automatically find and match job seekers with your jobs.
- Job seekers will express interest in your jobs and you can preview their resumes.
- You can also search our entire resume database for free.
- You only pay as low as $3 to download complete resumes if you decide they are worth downloading.
Give it a try and post your jobs for free – what do you have to lose?
As some people hunted fruitlessly for work many months after layoff, they probably realize that those months might, themselves, be part of the problem. One clue was a conversation our client had with a recruiter. The first question was, ‘When did you get laid off?’. The second one was, ‘How come you haven’t found a job since then?’
About 15 million Americans are currently out of work and the number is not expected to decline very soon. As challenging as it is for anyone to find a job in this economy, it can be even harder for people staying jobless for a long time. Demoralization, lost skills, potential employers who prefer up-to-date experience are the factors that negatively impact their chances.
Some workers who have spent months out of job can just disconnect from the job market and decide to apply for Social Security benefits or union pensions they didn’t intend to take until much later. Some of them can try to get in on other government programs such as disability benefits.
If you’re currently unemployed, the likelihood is that you may not find a job for a significant period of time. Even when you find a job, you may spend years to get back to the same salary level. Therefore, it might be a good idea to get training now so that when the labor market comes back, you’ll be prepared.
With the economy weakening, the reports of the widespread offshoring and outsourcing have attracted much public attention. Although all workers have long been exposed to competition, trends such as falling communication costs, the rise of Internet commerce, and other technological advances have made a much wider spectrum of jobs vulnerable to relocation. But how is offshoring distinguished from outsourcing?Outsourcing is a term that refers to the practice of one company hiring another to perform tasks that used to be done in-house. E.g. an automaker used to make its own tires, but now buys them from another company that specializes in tire production. It does not necessarily indicate nationality—functions can be outsourced to either domestic or foreign workers. Offshoring refers to substituting foreign workers for domestic labor. When a company finds replacements for current employees outside the country, it may hire its own employees abroad (offshoring) or it may outsource the work to another company operating abroad. Take the familiar example of a U.S. company that decides to replace U.S.-based computer programmers with programmers in India. Sources: EPI Offshoring Guide, Wikipedia
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