Recruiter News Sunday, April 1 Question, Candidate, Nesquik bunny & more…

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Recruiter News TLDR / Table of Contents

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This Recruiter Shares The Questions The Smartest Job Candidates Asked

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  • To help get you started, here are some of the super-smart questions Ive been asked during actual interviews by real-life candidatesand the reasons they got my attention.
  • Related: 8 Ways To Make A Great First Impression During An Interview Plus, if you want to get a sense of whether youll enjoy being around the people you could be working with every day, this is the question you should ask.
  • As a candidate, its the perfect question to catch the recruiter a little off-guard and get an honest answer.
  • A question like this gives you the chance to address any concerns the recruiter may have about your fit for the role head-on, in person.
  • This is another question that shows a recruiter theyre talking to a candidate who cares about team dynamics and understands that how a team works together can make or break the success of its projects.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: question, candidate, seriously gutsy question, team, specific UX team[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]This Recruiter Shares The Questions The Smartest Job Candidates Asked[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”This-Nestl-recruiter-is-here-to-help-you-get-your-dream-job”][vc_column width=”1/2″][vc_separator][vc_column_text]

This Nestlé recruiter is here to help you get your dream job

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  • This Nestl recruiter is here to help you get your dreamjobAaron shares six career insights gained from speaking to hundreds of candidates and reviewing thousands of resumes from all over thecountry.Best dayever!When I joined Nestls recruiting team, I knew Id be finding great candidates and helping build Nestls future.
  • I spent the day helping load up Nesquik product and meeting colleagues Id helped recruit, all while dressed as the Nesquik Bunny, cracking up the rest of the team.
  • Not all of them will spend a day as the Nesquik bunny, but they all have a core Nestl-ness: a collaborative spirit, a passion to innovate, and a drive to make Nestl a better company than it was yesterday.
  • Youll have the chance to meet your prospective colleagues during the interview process, so take the opportunity to learn about them, their career path, and how theyve made an impact working at Nestl.
  • Im looking for people who want to advance their careers, but that also want to improve themselves, those around them, and that have a drive to help make Nestl better than we were yesterday.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]This Nestlé recruiter is here to help you get your dream job[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Ways-to-Improve-Relationships-at-Work-HumanTelligence”][vc_column width=”1/2″][vc_separator][vc_column_text]

Ways to Improve Relationships at Work – HumanTelligence

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  • If there are no proper relationships, then the work environment would not stay positive, which would eventually result in the drop of work quality.
  • One needs to make sure that there is an open communication about the professional work, which would make people comfortable with each other in the organization, resulting in a good relationship with each other.
  • Knowing what is happening around in the organization and understanding the employees helps in building up relationships with them.
  • Working for the entire time is not possible by any individual, and small perks helps in building relationships among people.
  • The company needs to know that opinions from every individual must be taken, for a proper working of an organization.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: building new ones, relationships, work, special attention, office atmosphere[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Ways to Improve Relationships at Work – HumanTelligence[/vc_column_text][/vc_column][/vc_row]

Recruiter News Saturday, March 31 Subsystem level… ref, ‘lead systems engineer, Employers & more…

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Recruiter News TLDR / Table of Contents

  • ASA dismisses complaint against Morson job ad | Recruiter
    • The Advertising Standards Authority has not upheld a complaint against a job advert for a lead systems engineer placed by technical recruiter Morson International, which a complainant claimed was misleading.
    • subsystem level… Ref, ‘Lead Systems Engineer, Lead Systems Engineer, internal applicant tracking, additional IVVQ support
  • Employers still uncertain about hiring, says JobsOutlook | Recruiter
    • Employer confidence in the UK economy is showing no signs of improvement, according to the latest ‘JobsOutlook’ survey by the Recruitment & Employment Confederation (REC).
    • employers, temporary agency workers, Short-term hiring plans, permanent staff, policy Tom Hadley
  • The 6 Best and Worst Cities for Small-Business Hiring
    • Big companies have an advantage in the talent wars, but in these cities workers, show a preference for jobs at smaller firms.
    • small businesses, job seekers, biggest hiring advantage, smaller companies, regional pay disparities

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ASA dismisses complaint against Morson job ad | Recruiter

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  • The ad on a job listings website by Morson, seen on 8 November, stated: Lead Systems Engineer 45-51 p hour | Templecombe | Contact/Interim… A client of ours is seeking a Lead Systems Engineer to provide additional IVVQ support at subsystem level… Ref no: complainant, who did not believe the…
  • In response, Morson provided evidence to the ASA, which included: – – The ASA considered consumers would expect the ad was genuine, adding documentary evidence relating to the role had been provided by Morson, demonstrating two candidates had been interviewed and the role had been filled by a successful applicant….
  • For these reasons, the ASA ruled the ad was not misleading and no further action was necessary.
  • Recruiter contacted Morson for comment.
  • Comment below on this story.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]ASA dismisses complaint against Morson job ad | Recruiter[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Employers-still-uncertain-about-hiring-says-JobsOutlook-Recruiter”][vc_column width=”1/2″][vc_separator][vc_column_text]

Employers still uncertain about hiring, says JobsOutlook | Recruiter

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  • The surveys latest findings show employer confidence in the economy remains negative, with more employers continuing to think economic conditions will get worse (33%) than think it will get better (23%).
  • The findings also show employers remain uncertain about hiring, with 20% saying they dont know what their plans are for temporary agency workers in the next four to 12 months.
  • However, this has fallen from 32% last month as some employers begin to firm up plans.
  • The survey of 600 employers also shows: – – Commenting on the findings, REC director of policy Tom Hadley says businesses are still pessimistic about the future of the economy.
  • Employers are potentially turning to temps, which could bring opportunities to candidates interested in temporary work and the flexibility it affords, but is also a sign employers are affected by economic and political uncertainty.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: employers, temporary agency workers, Short-term hiring plans, permanent staff, policy Tom Hadley[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Employers still uncertain about hiring, says JobsOutlook | Recruiter[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”The-6-Best-and-Worst-Cities-for-Small-Business-Hiring”][vc_column width=”1/2″][vc_separator][vc_column_text]

The 6 Best and Worst Cities for Small-Business Hiring

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  • ZipRecruiter defined small businesses as those with 20 or fewer employees, and large ones as those with 500 or more.
  • It’s possible that job seekers who prefer small businesses overlarge businesses or vice versa are reacting to regional pay disparities in one direction or the other.
  • With that stipulation, small businesses have their biggest hiring advantage in these six cities: – – Wichita (63 percent advantage) Pueblo, Colorado (34 percent advantage) Santa Fe, New Mexico (31 percent advantage) Midland, Texas (30 percent advantage) Dallas (21 percent advantage) El Paso (20 percent advantage) – And these six…
  • The study notes that while America’s three biggest metros are among the worst for small businesses, there is no general correlation between the size of a city and its advantage or disadvantage for small businesses.
  • It’s because people in these cities like to work at small businesses.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]The 6 Best and Worst Cities for Small-Business Hiring | Inc.com[/vc_column_text][/vc_column][/vc_row]

Recruiter News Friday, March 30 Social media agency, Talent acquisition specialist, Company canine cottages & more…

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Recruiter News TLDR / Table of Contents

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5 Skills Every Recruiter Must Have

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  • Similarly spending a few extra minutes to build rapport with the hiring manager not only to understand the job requirement, but also know the dynamics of the team, soft skills required for the position etc. can go a long way in hiring the right talent for the job.
  • With a Masters degree in Human Resources and over 10+ years of experience in HR and recruiting/staffing, she is adept at social media recruiting , career coaching for professionals and building effective job search strategies for career seekers.
  • Ash is working as a senior Global Talent Acquisition Specialist at Verizon Labs and also provides 1-on-1 Career Coaching to new college grads and mid-level executives during weekends and after business hours and specializes in resume writing, interview training, building effective LinkedIn presence, dress for success training.
  • Social Hire – the Social Media Agency for recruiters and small businesses.
  • With outstanding Social Media Agency reviews on Google and exceptional client retention rates, the team at Social Hire really do know what works (and just as importantly, what doesnt work).

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: Social Media Agency, talent acquisition specialist, rock star recruiter, Purple Squirrel Finder, Social Media Manager[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]5 Skills Every Recruiter Must Have[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Dog-friendly-travel-company-seeks-pawsome-canine-critic-candidate-Recruiter”][vc_column width=”1/2″][vc_separator][vc_column_text]

Dog-friendly travel company seeks pawsome canine critic candidate | Recruiter

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  • The Metro is reporting dog-friendly travel company Canine Cottages is recruiting for a canine critic to carry out its property reviews.
  • The online travel site, which has more than 1,500 dog-friendly cottages around the UK, is seeking a new recruit, who must be at least six months old, and be able to endure long car journeys and walks on beaches, hills and forests in locations across England, Scotland and Wales.
  • Benefits include treats and surprises from top dog brands with one full weeks holiday plus three long weekends at various cottages across the UK.
  • Comment below on this story.
  • You can also tweet us to tell us your thoughts or share this story with a friend.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: company Canine Cottages, dog-friendly cottages, long car journeys, online travel site, various cottages[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Dog-friendly travel company seeks pawsome canine critic candidate | Recruiter[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”12-Ways-to-Connect-With-Your-Community-During-Your-Job-Search”][vc_column width=”1/2″][vc_separator][vc_column_text]

12 Ways to Connect With Your Community During Your Job Search

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  • If attending networking events makes you feel uncomfortable, consider connecting with more people in your community during your job search people like your former colleagues, your friends, your family members, your neighbors,fellow PTA members, your hair stylist, the folks with whom you volunteer, the local career center staff, etc.
  • These events offer important opportunities but at the same time, so do your fellow community members.
  • Saying Ill do anything; I just need a job is not helpful to people in your community, and it will make you appear desperate.
  • Even when connecting with your community in a casual way, youll want to show people how serious you are about finding a job.
  • Ping the people in your community with updates on your job search or just to keep in touch.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]12 Ways to Connect With Your Community During Your Job Search[/vc_column_text][/vc_column][/vc_row]

Recruiter News Wednesday, March 28 Sexual harassment, Sexual harassment policies, Product description & more…

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Recruiter News TLDR / Table of Contents

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Recruiters urged to protect candidates against sexual harassment | Recruiter

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  • Commenting on the findings, Nick Evans, employment lawyer at law firm Fletcher Day, said courts already take a dim view of recruiters or clients trying to use non-disclosure agreements (NDAs), or gagging clauses as they are commonly known, to cover up sexual harassment allegations.
  • If candidates are being asked to enter into NDAs at the outset of an assignment or contract of employment, there may be good reason to protect client confidentiality but if it is to attempt to give carte blanche to an employer to cover the behaviour of their staff or clients…
  • According to Sybille Steiner, partner solicitor at law firm Irwin Mitchell, recruiters should review their sexual harassment policies in light of the Commissions findings.
  • One of the recommendations of the Commission is that employers should ensure that their sexual harassment policy explicitly addresses their obligations under the Equality Act 2010 in respect of workers supplied to them by third parties, ensure it is shared with organisations supplying staff and services, and that workers supplied…
  • However, the Commission notes that not all allegations of sexual harassment will constitute protected disclosures or criminal activity, and that the scope of the relevant section in the Equality Act 2010 that prohibits a contractual clause if it constitutes, promotes or provides for unlawful treatment under the Equality Act 2010…

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Recruiters urged to protect candidates against sexual harassment | Recruiter[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Walkin-Drive-for-HR-Recruiter-Culminant-Outlook-Chennai—Broker-Ads”][vc_column width=”1/2″][vc_separator][vc_column_text]

Walkin Drive for “HR Recruiter” ( Culminant Outlook ) Chennai – Broker Ads

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  • Job Description – – Company Details: – – CULMINANT OUTLOOK is a leading recruitment company based at Chennai engaged in the field since 2010.
  • We range our services provided in comprise the entire gamut of Human Resource from Recruitment, Temp Staffing, Contract Staffing & facility management.
  • Interview Date – 26-Mar to 30-Mar – – Interview Time – 11 AM to 6 PM – – Experience – 0 to 1 year – – Graduation – MBA, B.Tech – – – – Walk-in Interview Venue Details: – – Culminant Outlook Consultancy, – – No: 9/14, 1st floor, -…
  • Salary: 2,50,000 – – Exp : 0 – 1 yr – – Industry:Recruitment / Staffing – – Functional Area:HR , Recruitment , Administration , IR – – Role Category:HR/ Recruitment / IR – – Role:Recruitment Executive – – Employment Type: Permanent Job, Full Time – – – – Company Profile:…
  • We range our services provided in comprise the entire gamut of Human Resource from Recruitment, Temp Staffing, Contract Staffing & facility management.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Walkin Drive for “HR Recruiter” ( Culminant Outlook ) Chennai – Broker Ads[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”5-Common-Recruiter-Questions-About-Background-Checks-in-the-U-S—HireRight”][vc_column width=”1/2″][vc_separator][vc_column_text]

5 Common Recruiter Questions About Background Checks in the U.S. – HireRight

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  • It depends on the depth of information requested by the employer and other factors, including: – – – Checking backgrounds of candidates who have lived, worked or gone to school in multiple locations may require additional time.
  • Best practices may include: – – Standardized policy and uniform processes – Helping candidates understand and prepare for a background check – Mobile technology for the candidate to input and receive information – Screening executives/re-screening employees – Adherence to applicable current regulations (FCRA, EEOC, ban-the-box and pay equity legislation).
  • A candidate may claim that he or she was not hired because an employer, in reviewing online information, discriminated based on the candidates age, race, religion, medical history, or nationality.
  • A background checkvendor is considered a Credit Reporting Agency (CRA) and along with an employer, is subject to the Fair Credit Reporting Act (FCRA), which helps protect a candidates rights by requiring that employers take certain steps when requesting and reviewing a candidates background report.
  • For more information on background check turnaround time, see our video below: – VIDEO – – – Free eBook: Background Checks for Dummies – – – Background Checks For Dummies [eBook] – Your guide to help reduce hiring risk and improve your quality of hire.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: background checks, criminal background info, background check vendor, Credit Reporting Agency, Credit Reporting Act[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]5 Common Recruiter Questions About Background Checks in the U.S. – HireRight[/vc_column_text][/vc_column][/vc_row]

Recruiter News Saturday, March 24 Cultural differences, Chief product officer, Quick tip & more…

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Recruiter News TLDR / Table of Contents

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3 Common HR Mistakes in Multicultural Teams — and How to Avoid Them

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  • While this is in many ways a good thing, cultural differences between team members can cause uncomfortable and expensive HR blunders.
  • Such a lack of communication will only degrade trust between the company higher-ups and the rest of the employees.
  • We sometimes struggle to maintain a cohesive company culture with employees in so many different countries, particularly during times of rapid growth.
  • Make sure any companywide policies do not conflict with employees cultural values.
  • Honoring the values of employees helps people feel heard, and it makes them feel like valuable parts of the team rather than cogs in the machine.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: cultural differences, chief product officer, team members, expensive HR blunders, common mistakes HR[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]3 Common HR Mistakes in Multicultural Teams — and How to Avoid Them[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”For-an-Authentic-Effective-Job-Interview-You-Must-First-Understand-Your-Own-Personality-Type-Part-II-“][vc_column width=”1/2”][vc_separator][vc_column_text]

For an Authentic, Effective Job Interview, You Must First Understand Your Own Personality Type (Part II)

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  • In my previous article,I discussed how you can leverage your preferences for either introversion or extraversion preferences based on the Myers-Briggs Type Indicator (MBTI) to present an authentic version of yourselfduring a job interview.
  • Sensing vs. Intuition: The Kinds of Information We Like and Trust – – Being aware of how you, and others, take in information can help you use the right words during an interview.
  • Now, you likely wont know your interviewers personality type preferences, but you canuse both sensing and intuition language during the interview and then look for understanding from your interviewer.
  • Some interviewers want to know if you can make decisions based on what the job logically requires, and others want to know if you consider how your decisions affect others.
  • Judging vs. Perceiving: How We Organize Our External World – – Howyou organize your external world and how you present that organizational approach during an interview can make or break your shot at landing the job.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: Quick Tip, interview, personality type, personality type preferences, mbti certification programs[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]For an Authentic, Effective Job Interview, You Must First Understand Your Own Personality Type (Part II)[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”4-CV-Tips-You-Should-Always-Give-to-Your-Candidates”][vc_column width=”1/2″][vc_separator][vc_column_text]

4 CV Tips You Should Always Give to Your Candidates

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  • The job market is extremely competitive and so, CVs have to be an enjoyable read, whereby recruiters and employers can extract the information they need quickly.
  • While candidates might think that a complicated looking CV will earn them points with employers as it makes them look sophisticated and clever, it is not necessarily true.
  • To achieve this successfully, candidates should consider dividing your CV up into sections that are identifiable and will make employers want to read more.
  • Your CV is your way of showing potential employers who you are, what you do and how you can benefit them and so, you need to portray a professional image.
  • This will enable candidates to communicate their values to readers quickly and efficiently, therefore, they should consider keeping their CV under two pages in length with minimal wasted space.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: CV, employers, candidates, , [/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]4 CV Tips You Should Always Give to Your Candidates[/vc_column_text][/vc_column][/vc_row]

Recruiter News Thursday, March 22 Social media agency, Recruiters, Shrm recertification credit & more…

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Recruiter News TLDR / Table of Contents

  • What it Means to be a Recruiting Superstar by Nature
    • Social Media Agency, recruiters, positive candidate experience, Employment specialist Amy, seemingly perfect offers
  • Newsletter
    • Register for our Workology Newsletter! Workplace unicorns unite! Join our email newsletter giving you the skinny on leading trends and resources for HR, re
    • SHRM recertification credit, valuable workplace resources, sales cold calls, ,
  • 73829BR: Boots Pharmacy Placement 2018
    • boots pharmacy placement, Pre-registration training place, Pharmacy services Boots, Walgreens Boots Alliance, fantastic Pre-registration training

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What it Means to be a Recruiting Superstar by Nature

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  • As recruiters, we know recruiting is competitive, and sourcing millennials can be tough, so there are a few traits recruiters must embody to attract the right candidates: – – If you cannot put yourself in both your hiring managers and candidates shoes, you will lose at recruiting.
  • While it can be easy for agency recruiters and third party recruiters to get caught up in a big payday, or a corporate recruiter to want to simply get someone into the role, thats not a great way to approach a new requirement.
  • Its so easy, in fact, that 92 percent of recruiters already use social media as part of their recruiting process.
  • Know the skill set, know the candidate: Most great recruiters live by this credo.
  • Social Hire – the Social Media Agency for recruiters and small businesses.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: Social Media Agency, recruiters, positive candidate experience, Employment specialist Amy, seemingly perfect offers[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]What it Means to be a Recruiting Superstar by Nature[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Newsletter”][vc_column width=”1/2″][vc_separator][vc_column_text]

Newsletter

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  • Join our email newsletter giving you the skinny on leading trends and resources for HR, recruiting and leadership.
  • Youll receive a variety of valuable workplace resources no more than 3x a month that you can access quickly from all across the web and everywhere in-between.
  • We never share or sell your email address and your contact information to third parties.
  • Because we hate getting those sales cold calls and emails too.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: SHRM recertification credit, valuable workplace resources, sales cold calls, , [/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Newsletter[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”73829BR-Boots-Pharmacy-Placement-2018″][vc_column width=”1/2″][vc_separator][vc_column_text]

73829BR: Boots Pharmacy Placement 2018

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  • This is a fantastic opportunity for third year MPharm students; were providing a Boots Pharmacy Placement (BPP) which is a two week, practical, paid placement.
  • The placement will give you the perfect chance to put your university learning into practice, while gaining a great community pharmacy experience that will give your career a head start.
  • We have a wide range of Pre-registration places available for Pharmacy placement students across England, Wales and Northern Ireland.
  • A Boots Pharmacy placement could be the start of an amazing career with Boots.
  • It could open up even more opportunities with Boots such as part time work after your placement and, most importantly, a chance to secure a Pre-registration training place with us.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: boots pharmacy placement, Pre-registration training place, Pharmacy services Boots, Walgreens Boots Alliance, fantastic Pre-registration training[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]73829BR: Boots Pharmacy Placement 2018 – Boots Jobs – Career Opportunities with Boots : Boots Jobs – Career Opportunities with Boots[/vc_column_text][/vc_column][/vc_row]

Recruiter News Monday, March 19 Job, Urban career center, Candidates & more…

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Recruiter News TLDR / Table of Contents

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3 Things to Consider When an Interviewer Asks “Why Should We Hire You?”

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  • In addition, you have to make your answer relevant to the job at hand and demonstrate the value youll bring to the company.
  • I tell my clients that no company wants someone whos just looking for any job they can get.
  • You Will Fit In – – Whether or not youll be a good fit is a major concern many employers have, and its also a tough thing for you to prove.
  • Your fit is difficult to prove without data or good recommendations from your references, but try to provide as much hard proof as possible: – – Tying It All Together – – Explain how youll exceed the employers needs based notonly on being able to meet the three major components,…
  • Going into the interview, know how important your role to the organization is: – – Bob McIntosh, CPRW, is a career trainer who leads more than 15 job search workshops at an urban career center.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: job, urban career center, job search workshops, , [/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]3 Things to Consider When an Interviewer Asks “Why Should We Hire You?”[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Texting-Candidates-4-Rules-Every-Recruiter-Should-Follow”][vc_column width=”1/2″][vc_separator][vc_column_text]

Texting Candidates: 4 Rules Every Recruiter Should Follow

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  • This post will walk you through some texting etiquettethe dos and don’ts that every recruiter should keep in mind in order to provide a great candidate experience.
  • And since most people are never far from their phones, you can assume the candidate will see your text.
  • Here are a few examples of texts a candidate (Adam) could receive from a recruiter (Rachel): – – Using text to do anything else creates problems: it leaves things open to miscommunication and more lengthy communication is best done via email, on the phone, or in person.
  • According to a recent survey, 14% of job-seekers said the most inappropriate thing a recruiter could do over text was to send a message outside of business hours.
  • There are a number of tools that can help you manage your text messages with candidates.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: candidates, text, recent survey, candidate experience, great candidate experience[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Texting Candidates: 4 Rules Every Recruiter Should Follow | LinkedIn Talent Blog[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Senior–Project-Control-Officer-position-in-Montreal-QC-Jobs”][vc_column width=”1/2″][vc_separator][vc_column_text]

Senior- Project Control Officer position in Montreal, QC Jobs

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  • Summary of tasks: – – Assist Project Manager with creation and maintenance of the project work plan.
  • This includes tasks, dependencies, time frames, resources and links with other projects – – Identify and highlight resource loading issues within the project work plan.
  • Facilitate the analysis by the project manager of resource and planning alternatives by providing what-if scenario results.
  • Assist Project Manager with documenting and tracking all risks, issues, change requests and action items.
  • Set up, collect and ensure completeness of actual hours with respect to project staffs time reporting on assigned tasks and estimated time to completion.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: project manager, project work plan, Assist Project Manager, project management deliverables, process project invoices[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Senior- Project Control Officer position in Montreal, QC Jobs[/vc_column_text][/vc_column][/vc_row]

Recruiter News Friday, March 16 Social media agency, Talent acquisition specialist, Passive candidates & more…

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Recruiter News TLDR / Table of Contents

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5 Skills Every Recruiter Must Have

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  • Similarly spending a few extra minutes to build rapport with the hiring manager not only to understand the job requirement, but also know the dynamics of the team, soft skills required for the position etc. can go a long way in hiring the right talent for the job.
  • With a Masters degree in Human Resources and over 10+ years of experience in HR and recruiting/staffing, she is adept at social media recruiting , career coaching for professionals and building effective job search strategies for career seekers.
  • Ash is working as a senior Global Talent Acquisition Specialist at Verizon Labs and also provides 1-on-1 Career Coaching to new college grads and mid-level executives during weekends and after business hours and specializes in resume writing, interview training, building effective LinkedIn presence, dress for success training.
  • Social Hire – the Social Media Agency for recruiters and small businesses.
  • With outstanding Social Media Agency reviews on Google and exceptional client retention rates, the team at Social Hire really do know what works (and just as importantly, what doesnt work).

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: Social Media Agency, talent acquisition specialist, rock star recruiter, Purple Squirrel Finder, Social Media Manager[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]5 Skills Every Recruiter Must Have[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Rockstar-Games-is-looking-for-a-great-Recruiter-“][vc_column width=”1/2”][vc_separator][vc_column_text]

Rockstar Games is looking for a great Recruiter.

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  • Rockstar India is seeking a Recruiter to identify, source, & qualify candidates for all positions.
  • The ideal candidate will have proven experience recruiting candidates across a variety of fields, a tireless approach to researching and contacting the world’s best game talent, and undying passion for Rockstar Games and our titles.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: passive candidates, potential candidates, Rockstar Games, best game talent, Effectively track outreach[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Rockstar Games is looking for a great Recruiter.[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Business-Development-Recruiter—Youth-Program-Job-in-San-Jose-CA-at-work2future-Foundation-22–24-hr-“][vc_column width=”1/2”][vc_separator][vc_column_text]

Business Development Recruiter – Youth Program Job in San Jose, CA at work2future Foundation ($22-$24/hr)

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  • The Business Development Recruiter will facilitate activities that include, but are not limited to: in-depth client interest and aptitudes evaluation, outreach and marketing of work2future services to priority Industry sector employers, market research for in-demand occupations and identification of job opportunities for work2future clientele.
  • The successful candidate will fulfill the following duties: – – o Responsible for the creation and implementation of an employer outreach plan and job development plan in coordination with the overall communications strategy.
  • o Primarily responsible for providing full-cycle recruitment and job development services, including job lead development, sourcing/screening, applicant tracking, candidate assessment, and submittal.
  • o Attend job fairs and business networking events to develop leads, provide guidance to clients concerning employment opportunities and application procedures.
  • o Responsible for preparing employment activity reports, as well as facilitating post-employment communication with clients, and may be assigned other related duties.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: work2future Foundation, Business Development Recruiter, priority industry sector, job development services, job development plan[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Business Development Recruiter – Youth Program Job in San Jose, CA at work2future Foundation ($22-$24/hr)[/vc_column_text][/vc_column][/vc_row]

Recruiter News Thursday, March 15 Andrade, Interview process, Lipton & more…

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Recruiter News TLDR / Table of Contents

[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”The-5-most-common-interview-mistakes-and-how-to-correct-them”][vc_column width=”1/2″][vc_separator][vc_column_text]

The 5 most common interview mistakes — and how to correct them

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  • Being persistent is key, people are busy so stay in front of them, but also make sure to end the interview with a clear understanding of their timeline, any concerns they have about you and next steps for following back up.
  • And having the salary talk can be more nerve wrecking than the interview itself which is why many people dont have it at all.
  • The reasons should not be feeling-based, but always fact-based, like: I have a certain amount of experience, I am relocating from another area, or if there is a long learning curve/ramp time, says Andrade.
  • People should not feel intimidated: ninety-nine percent of the time the hiring manager is expecting this and usually there is wiggle room.
  • – – Many people fear that asking for more money may take their offer off of the table altogether, but Andrade says that shouldnt be a concern.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: Andrade, interview process, Allison Andrade, people, time[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]The 5 most common interview mistakes — and how to correct them[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”2018-Should-Be-the-Year-That-HR-Takes-a-Stand-Against-Workplace-Abuse”][vc_column width=”1/2″][vc_separator][vc_column_text]

2018 Should Be the Year That HR Takes a Stand Against Workplace Abuse

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  • The approach [companies] have taken in the past has been to focus far more on protecting the rainmakers of their organizations and mitigating risk in rather small and inconsequential ways, says Mark Lipton, professor of management at The New School and author of Mean Men.
  • As senior executives and key employees become outed for bad behavior that remained unchecked over the years, firms are now risking their brands.
  • But over the past few years, there has been an increasing call for boards to take responsibility for ensuring their organizations have healthy, performance-driven cultures in effect, the need to hold the CEO accountable for creating and maintaining these cultures.
  • In the current climate, boards must now oversee organizational culture not only as a risk issue, but as an organizational performance imperative, Lipton says.
  • In this case, the CHRO may have a dotted line reporting to a board committee charged with creating and sustaining a healthy culture for all talent something we are starting to see more movement on, Lipton explains.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: Lipton, Mark Lipton, possibility Lipton, powerful male executive, workplace sexual harassment[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]2018 Should Be the Year That HR Takes a Stand Against Workplace Abuse[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Making-This-One-Change-to-How-I-Wrote-Job-Descriptions-Made-Me-a-Better-Recruiter”][vc_column width=”1/2″][vc_separator][vc_column_text]

Making This One Change to How I Wrote Job Descriptions Made Me a Better Recruiter

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  • Since I was acting as a classic used car salesman, the best candidates opted-out and the least best were those who needed the job and the hiring manager was desperate to hire a decent person.
  • I just tossed the skills-based job description aside and used the intake meeting to create a performance-based job description that defined the work a person needed to do rather than the skills needed to do the work.
  • The initial job description required the candidate to have an MBA and CPA, 10+ years of consumer products distribution industry experience with companies of $500 million or more.
  • None matched the exact skillset listed on the original job description, but the CEO agreed before we contacted any of the candidates that these were all viable people.
  • Recognize that these types of job descriptions are not job descriptions at all; theyre people descriptions and by using them you include the best people including all diversity candidates who bring a different mix of skills and experiences to the table.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: job description, job descriptions, performance-based job description, skills-based job description, unit general manager[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Making This One Change to How I Wrote Job Descriptions Made me a Better Recruiter | LinkedIn Talent Blog[/vc_column_text][/vc_column][/vc_row]

Recruiter News Wednesday, March 14 Placement process, Final placement process, Ai & more…

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Recruiter News TLDR / Table of Contents

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IIM Ahmedabad Placements 2018: This firm emerged as the biggest recruiter at IIM A

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  • Indias premier B-school Indian Institute of Management, Ahmedabad (IIM-A) has completed the final placement process for the class of 2018 of its coveted post-graduate programme (PGP) in management, with students being placed across more than 23 cohorts.
  • Firms from multiple domains participated across the three clusters in the final placements, with students being placed across more than 23 cohorts.
  • In the second stage of the final placement process, firms were grouped into cohorts based on the profile offered, and groups of cohorts were invited to campus across different clusters.
  • As in previous years, students were provided the flexibility of making dream applications to firms of their choice in a subsequent cluster even with an offer in hand.
  • Accenture Strategy made the most offers at the end of the final placement process with 18 offers, followed by BCG and Amazon with 14 offers each.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: placement process, final placement process, , , [/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]IIM Ahmedabad Placements 2018: This firm emerged as the biggest recruiter at IIM A – The Financial Express[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”AI-meets-HR-the-reinvention-of-the-human-recruiter”][vc_column width=”1/2″][vc_separator][vc_column_text]

AI meets HR: the reinvention of the human recruiter

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  • From freeing up time for strategic thought and relationship-building to helping talent acquisition professionals better understand their markets, the clever use of technology provides an excitingpath for the recruiter of the future.
  • Other time-consuming tasks such as scheduling interviews and implementing assessments can also be handed over to AI tools, freeing up professionals timeto qualify candidates more thoroughly and take a more personal approach with applicants.
  • By automating administrative and process-orientated tasks, one thing is clear: technology is enabling recruiters and HR professionals to spend more time using their creativity, judgement, and analytical skills to identify the right candidates.
  • In fact, 64 per cent of talent acquisition professionals said AI and big data has changed how their organisations recruit, with a further 87 per cent saying they are excited by the prospect of working more closely with AI.
  • In place of that skill, the recruiter will need to become an expert in AI technology outputs in order to provide clients with deeper and more impactful data analytics that will help them make better talent decisions.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: AI, talent acquisition, talent acquisition professionals, big data, [/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]AI meets HR: the reinvention of the human recruiter | ITProPortal[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Mobile-Recruiting-2-0-How-to-Use-Text-Messages-to-Simplify-Candidate-Engagement-Free-TextRecruit-eBook”][vc_column width=”1/2″][vc_separator][vc_column_text]

Mobile Recruiting 2.0: How to Use Text Messages to Simplify Candidate Engagement, Free TextRecruit eBook

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  • Mobile Recruiting 2.0: How to Use Text Messages to Simplify Candidate Engagement – – Discussions of mobile recruiting seem to focus almost exclusively on mobile-optimized career sites and job postings.
  • These are important pieces of any mobile recruiting strategy, but they alone are not enough.
  • Recruiters need a way to engage directly with candidates via mobile devices.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: Management Human Resources, Management Executive Management, Sales Force Management, Human Resources Benefits, Project Management[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Mobile Recruiting 2.0: How to Use Text Messages to Simplify Candidate Engagement, Free TextRecruit eBook[/vc_column_text][/vc_column][/vc_row]

Recruiter News Tuesday, March 13 Social media agency, Recruiters, Small businesses & more…

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Recruiter News TLDR / Table of Contents

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What it Means to be a Recruiting Superstar by Nature

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  • As recruiters, we know recruiting is competitive, and sourcing millennials can be tough, so there are a few traits recruiters must embody to attract the right candidates: – – If you cannot put yourself in both your hiring managers and candidates shoes, you will lose at recruiting.
  • While it can be easy for agency recruiters and third party recruiters to get caught up in a big payday, or a corporate recruiter to want to simply get someone into the role, thats not a great way to approach a new requirement.
  • Its so easy, in fact, that 92 percent of recruiters already use social media as part of their recruiting process.
  • Know the skill set, know the candidate: Most great recruiters live by this credo.
  • Social Hire – the Social Media Agency for recruiters and small businesses.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: Social Media Agency, recruiters, positive candidate experience, Employment specialist Amy, seemingly perfect offers[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]What it Means to be a Recruiting Superstar by Nature[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”The-6-Best-and-Worst-Cities-for-Small-Business-Hiring”][vc_column width=”1/2″][vc_separator][vc_column_text]

The 6 Best and Worst Cities for Small-Business Hiring

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  • ZipRecruiter defined small businesses as those with 20 or fewer employees, and large ones as those with 500 or more.
  • It’s possible that job seekers who prefer small businesses overlarge businesses or vice versa are reacting to regional pay disparities in one direction or the other.
  • With that stipulation, small businesses have their biggest hiring advantage in these six cities: – – Wichita (63 percent advantage) Pueblo, Colorado (34 percent advantage) Santa Fe, New Mexico (31 percent advantage) Midland, Texas (30 percent advantage) Dallas (21 percent advantage) El Paso (20 percent advantage) – And these six…
  • The study notes that while America’s three biggest metros are among the worst for small businesses, there is no general correlation between the size of a city and its advantage or disadvantage for small businesses.
  • It’s because people in these cities like to work at small businesses.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: small businesses, job seekers, biggest hiring advantage, smaller companies, regional pay disparities[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]The 6 Best and Worst Cities for Small-Business Hiring | Inc.com[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”The-One-Thing-That-Will-Definitely-Disqualify-You-In-A-Job-Interview”][vc_column width=”1/2″][vc_separator][vc_column_text]

The One Thing That Will Definitely Disqualify You In A Job Interview

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  • The No. 1 mistake a candidate might make is to disparage his or her prior employereither the company itself or people who worked there, says Laura Handrick, who works as FitSmallBusinesss HR analyst.
  • Employers want team players, not people who carry negative baggage.
  • If a candidate is overly negative about a current or past employer, it plants seeds of doubt in a hiring managers mind, he explains.
  • Trashing a previous employer is something recruiters and hiring managers hate so much that they may ask leading questions in order to see if youre willing to bad-mouth a boss.
  • In an interview, I can identify a bad team player right away by asking questions that lead the candidate to talk about his previous team experiences, says Dave Lopes, director of recruiting for Badger Maps.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: candidate, previous employer, past employer, FitSmallBusiness‘s HR analyst, Common Job Interview[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]The One Thing That Will Definitely Disqualify You In A Job Interview[/vc_column_text][/vc_column][/vc_row]

Recruiter News Sunday, March 11 Strongest labor market, 12-month increase, Product description & more…

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Recruiter News TLDR / Table of Contents

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U.S. adds 313,000 jobs in February, but wage growth moderates

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  • WASHINGTON (MarketWatch) – The U.S. created 313,000 new jobs in February, the biggest gain since mid-2016 and a reflection of the strongest labor market in two decades.
  • Economists polled by MarketWatch had predicted a 222,000 increase in nonfarm jobs.
  • The 12-month increase in worker pay slipped to 2.6% from 2.8%, however.
  • The increase in jobs in December was revised up to 175,000 from 160,000.
  • Read the full story: U.S. adds 313,000 jobs in February in biggest gain in a year and a half

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: strongest labor market, 12-month increase, biggest gain, average workweek, unemployment rate[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]U.S. adds 313,000 jobs in February, but wage growth moderates – MarketWatch[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Urgent-Requirement-for-Peoplesoft-Admin-Banglore—Broker-Ads”][vc_column width=”1/2″][vc_separator][vc_column_text]

Urgent Requirement for Peoplesoft Admin Banglore – Broker Ads

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  • Skills: PeopleSoft Admin – – – – Mode of Hire: Contract to Hire – – – – Experience: 4- 10 yrs – – – – Job Location : Chennai – – – – Note:Only immediate joiners / 7-10 Days / not working candidates are preferred.
  • If Interested please share your updated resume with below details: – – – – Full Name: – – Skill: – – Total Experience: – – Relevant Experience: – – Contact number / Alternate contact number : – – DOB: – – CTC P/M: – – Expected CTC P/M: – -…

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: product description, Minimum Order Quantity, Piece Product description, Product details, blouse piece[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Urgent Requirement for Peoplesoft Admin Banglore – Broker Ads[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Improving-the-Candidate-Experience-5-Tips-for-Recruiters”][vc_column width=”1/2″][vc_separator][vc_column_text]

Improving the Candidate Experience | 5 Tips for Recruiters

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  • Getting the candidate experience right can mean the difference between hiring the perfect person for a job and settling for second best.
  • With that in mind, here are five ways recruiters can positively impact the candidate experience.
  • If youre trying to convince a candidate to move across the country so you can fill an overdue open request, make sure this person is really comfortable with the change.
  • Even if you or your client dont move forward with a candidate, thank the person for taking the time to engage in the process.
  • It may be all in a days work for the recruiter, but its a major life change for the candidate.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: candidate, candidate experience, candidate engagement, candidate engagement ebook, positive candidate experience[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]5 Surefire Ways Recruiters Can Positively Impact the Candidate Experience[/vc_column_text][/vc_column][/vc_row]