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Hr, socialmedia, jobsearch, dallas & much more…

Recruiter News Tuesday, May 29

The Complete In-House Recruiter – Best In-house Recruitment Course

  • Just 1 hour per day at your desk – for 28 days – online, tutor guided course with daily interaction and support.
  • The tutor will guide you through the course ensuring each Unit is finished on time and actions are complete.
  • Just 1 hour per day at your desk – for 28 days – online, tutor guided course with daily interaction and support.The ultimate course to train new or existing In-House recruiters.
  • The course covers every step of the In-House recruitment process as well as equipping In-House recruiters with tools and techniques to fast-track performance, personally develop and work effectively with the business.You receive 28 Units of bite sized learning, and valuable insights into the In-House recruitment models.By the end of this…
  • On completion learners earn BIoR Membership and the professional letters Assoc BIoR (CPD) after their name.About the course tutor Anne Carrigan

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The Complete In-House Recruiter – Best In-house Recruitment Course

How (And How Not) to Use Social Media During the Job Search

  • According to a survey from CareerBuilder, 70 percent of employers screen job candidates via their social media profiles.
  • Ive heard from some impressive young professionals on my social media channels, but I have nearly missed them in the sea of spam messages.
  • Here are some dos and donts to make your message stick when making a professional connection through social media: – – 1.
  • Social media profiles are our personal branding sites, so dont be shy to point it out if you notice you share an alma mater with a recruiter.
  • Social media provides a wealth of opportunities for job seekers to get themselves in front of the right people, but only if their outreach is well executed.

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How (And How Not) to Use Social Media During the Job Search

Physical Therapist (PT) – Central Dallas in Dallas, from THERAPY 2000, by Dustin Attaway

  • JOB TITLE: Pediatric Physical Therapist – – REPORTS TO: Divisional Manager – – FLSA STATUS: Exempt – – JOB OVERVIEW: The Pediatric Physical Therapist is a qualified, licensed professional who provides, – – evaluates and supervises physical therapy services to patients in their home as prescribed by the – -…
  • ESSENTIAL FUNCTIONS INCLUDE BUT ARE NOT LIMITED TO: – – Completes a minimum number of visits defined by the agency – – Performs in depth patient evaluation, develops treatment plans and implements said plans inaccordance with physicians orders – – Instructs patients, their families and other members of the health…
  • Incidental time is a part of the job responsibilities which includes, but not limited to,patient chart updates, patient notes and call logs, performance reviews, supervisory meetings, anddrive time to patients home.
  • QUALIFICATIONS: – – Graduate of an accredited school program of physical therapy – – Currently licensed to practice as a Physical Therapist in the state of Texas – – Relevant clinical experience, 1 year or more preferred – – Must be able to lift, transfer, and position patients ranging in…
  • II- Position is considered to have occasional opportunity for exposure to blood borne pathogens inthe normal performance of job duties.

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Physical Therapist (PT) – Central Dallas in Dallas, from THERAPY 2000, by Dustin Attaway

Top Recruiting Courses

Recruitment Interviewing (603 students enrolled)

By Bob Bannister
  • Identify the best applicants for the role.
  • Interview applicants effectively.
  • Avoid legal infringements.
  • Confidently select the best candidate for Job offer.

Learn more.


Recruitment for startups: How to avoid common pitfalls (89 students enrolled)

By Michelle Gyimah
  • Really understand who they want to hire by examining why they are hiring
  • Get to grips with different employment status which will help them avoid expensive tribunals claims
  • Understand the true cost of recruiting new staff - it's not just about wages!
  • Sound and look professional when interviewing job candidates
  • Stay away from inappropriate questions that land them in tribunal
  • Use a system that helsp them pick the best person for the job - based on facts
  • Understand how to do reference checks when someone cannot provide a reference
  • Save themselves up to £2,000 per employee by doing simple employee checks

Learn more.


Recruiter Training - Hire Top Employees in 30 days (47 students enrolled)

By Craig Brown
  • Become a hiring hero at your company by finding the right person in record time.
  • Free up your recruiting schedule so you can focus on other important areas of your job.
  • Free $99 book version of this course!
  • Learn about the 'Heavy Door' theory of job applications.
  • Evaluate candidates using the 'Cross-Platform Verification' technique.
  • Effectively headhunt candidates using Boolean search strings.
  • Use the advertising industry's 'Rule of Three' when contacting candidates.
  • Create a Talent Pipeline that encourages great candidates to become part of your candidate pool.
  • Properly define the role and get buy-in from colleagues 'before' beginning the search.
  • Define the hiring process 'before' recruiting begins, and learn why this is important.
  • Write an accurate, engaging and precise marketing document (aka Job Description), complete with Call-to-Action.
  • Decide where and how to advertise job positions within your budget.
  • Evaluate online profiles and resumes for the 'paper test'.
  • Effectively screen and assess candidates in the early stages.
  • Decide what format final round interviews should take.
  • Create a job offer, negotiate salary and check references accurately.

Learn more.