Now human resources departments with fewer recruiting needs can enjoy the same time-saving software tools as large corporations while maintaining their budget!
Corporate Solutions Lite
With all of the essential features of our applicant-tracking system and fewer fees, it is the ideal solutions for corporations with limited hiring requirements.
Corporate Solutions Lite includes
- Reporting Capabilities
- Resume Intake
- Candidate Tracking
- Automatic Notification of New Applicants
- High-Speed Search Engine
- Security and Privacy
- Candidate Flagging
- Ownership of Your Data
- Automated Search Capabilities
- Email Tracking
- File Uploading
- Resume Importing
- Skills Matrix
- Message Centre
Corporate Solutions Lite is our most cost effective solution!
It was designed for the needs of smaller HR teams of up to 3 users who need a robust applicant tracking system, but have limited resources.
To inquire how our Corporate Solutions Lite software package can enhance your company’s HR team by contacting our Sales department.
Once again it’s Calgary’s annual Stampede Celebration, a time of year where our city is suddenly filled with a festival atmosphere and western wear. This year marks the hundred year celebration of the Calgary Stampede and it’s bound to be full of excitement. This parties are bigger and the attendance at the grounds promises break records. Business in Calgary know that the Stampede events are where a lot of deals are made, so if you are going to any of these it’s a great time to network and make some new friends.
With all the corporate Stampede functions being put on around the city these next two weeks can be great for networking and making job contacts. Who knows maybe the person waiting in line next to is your doorway to a new Job!
Here are 6 easy tips for making a good impression when in line.
1. Dress for the occasion with a Cowboy or Cowgirl hat and western wear. It’s about the spirit of the event and having some fun with it.
2. Look for corporate name tags or wristbands and introduce yourself.
3. Do not Drink too much, you never know who you might meet.
4. Ask a combination of pointed and casual questions ( What do you do? What other parties are you going to this week?)
5. Find out about any functions their organization is sponsoring and maybe how you would attend.
6. Get a business card and use it to send a friendly e-mail thanking them for the nice chat in line.
Take a break from the Job hunt for a FlapJack Hunt! During the Stampede there are free breakfasts offered everyday throughout the city. All you need to do is show up and grab a plate. http://www.flapjackfinder.com is a great website and phone app to help you find a breakfast near you. These are all put on by local companies and can be a great way to find out about any jobs openings they might have.
Remember to use the tips above because you never know who will be standing next to you. Good Luck and Happy Stampede!
The job search is not easy and sometimes there is some real space between getting interviews. So when you do get them you want to make sure that you make the most of them!
Here are some quick tips before heading to your next interview;
Never be late: A job interview is your first ever contact with the new boss, so be right on time. This will improve their confidence in evaluating your reliability. Your commitment to the job is assessed right from the time you reach the place of interview.
Smartly share experience with previous employer: Your previous employer was not the one worth working for, may be that is the reason you are joining the new employer. But sharing this during the interview would mean you are not fit enough to deal intelligently with diverse professional settings.
Prove your merit: Prove through examples what are you good at. This is the time to show your worth to them. Identify suitable examples from your prior professional experiences in which you were able to show the best of your skills. They want to see you integrate well with their requirements.
Stay away from telling tales: The interviewer lets you speak whatever you want to. This is how they assess your personality. They are not here for you to amuse them and certainly not in the mood at the time of interviewing you. Telling stories and tossing comedy would only put a bad impression on your interviewer. A non-serious conclusion of issues from your side is not something they would expect.
Explore more: If you are determined to find a place with the new employers, show them by asking relevant questions. If you do not show interest in the job details you have applied for, they are not going to think of you as a suitable candidate. They want to know that you realize you will be involved in the state of affairs of the company. Ask intelligent and relevant questions. This will show how genuinely interested you are in earning the job role with them.
Be polite: Never show a single sign of aggressiveness or anger in your behavior. Soft and polite expressions give you a head start in making rapport with the interviewers. Negative behavior will obviously put a negative impression on the interviewer. Be aware of the fact that nobody wants a hostile person in their establishment.
Show your social side: An offensive and ill-mannered person is the one everybody wants to stay away from. A friendly and delightful personality attracts affection and fondness. Same happens when the interviewer finds you as a charming and pleasing person. So be in your best of moods. Showing excessively reserved signs or trying to be unnecessarily blunt reduces keenness among the interviewers for you.
For more tips check out our JobSeeker Resources
This is an excellent article that talks about the need for a change with how jobs are advertised on job boards from pricing structure to the way they are advertised.
HireGround Job Board (www.hgcareers.com) has always operated a niche job board that specializes only in Professional and Skilled Trades because we agree that other boards are flooded with filler jobs. Our goal has always been to make the users our focus, which is why we have strict limit on what type of jobs we allow to be advertised with us. This way we offered a unique place where job seekers know they won’t have to sort through hundreds of filler jobs. It’s good to see that what we’ve been doing all along is what will help the recruiters moving forward.
Why are recruiters abandoning the pay-to-post model?
By Jennifer LeClaire
Monster.com and its pay-to-post pricing model once took the recruiting world by storm. Now, the storm may be calming as employers begin to second guess the pay-to-post model.
According to Deutsche Bank analyst Jeetil Patel, the number of job listings on employment Monster Worldwide fell dramatically in May compared with a year earlier. U.S. job postings were down 18 percent on a year-over-year basis for the second quarter, with a 21 percent drop in May. That’s worse than the 8 percent slide in April.
So the question becomes, why are more recruiters abandoning the pay-to-post model? Is it sheer economic conditions, or are recruiters merely looking for a new model? Hiring managers and recruiters are sounding off.
The Survey Says…
In a recent survey promoted to recruitment and Human Resource executives, some answers to the pay-to-post question begin to emerge. For example, nearly 69 percent of respondents said job board pricing models no longer satisfy their online recruiting needs.
Drilling down a little deeper, only about 20 percent of respondents agreed the pay-to-post model yields good results with consistent value. More than 65 percent took the opposite view, reporting dissatisfaction in the overall value of pay-to-post.
A whopping 75 percent of respondents disagreed with the premise that searching resume databases often uncovers quality candidates. More than 64 percent said most job boards don’t provide useful tools that allow them to manage and make hiring efficient, and only about 16 percent agreed that online job boards provide a quality service to job seekers and employers.
The overarching takeaway: More than 60 percent said they would prefer a less risky performance pricing model where they only pay if they find a suitable candidate for the job.
“The pay-to-post pricing model places all the risk squarely on employers and provides no guarantees of finding a qualified candidate,” says Rafael Cosentino, vice president of business development for RealMatch. “Risky up front pricing and poor performing keyword based job boards are just two of the reasons why employers are beginning to abandon the pay-to-post pricing model in favor of pay for performance and free employment sites.”
The New World of Recruiting
Recruiting is much more complex than it used to be, says Vani Colombo, vice president of programs with the Northern Virginia Chapter of the Society for Human Resource Management.
“You can’t just post an ad on a site like Monster and wait for candidates to come,” says Colombo, also the director of Human Resources at VIPdesk, an Alexandria, Va.-based outsourced customer care provider. “You really need to do your homework and think of recruiting as a marketing campaign–who is my target market, and how can I reach them?”
The bottom line is this: With a wave of retiring Baby Boomers, a wave of less experienced Generation Y workers coming into the market, and the changing economic landscape, finding the right people for the right jobs at the right time is more critical than ever.
Michael Buckner, global director of Talent & Acquisition at Waggener Edstrom, a multiservice global public relations agency headquartered in Boston, cites several reasons for the decline in pay-to-post, including the languishing economy, the trend toward targeting passive candidates and the rise of Googlers who just use search engines to look for “PR Jobs in Boston.”
However, Bucker’s fourth reason may well expose the root.
“It’s hard to see the ROI for job boards,” he says. “The ‘tagging’ of candidates to determine from whence they came to you originally is not an exact science and the ‘self-declaration’ of a candidate regarding how he was sourced is probably even less accurate. Hence, it is difficult to say X percent of your hires came from Monster or HotJobs or CareerBuilder.”
Throw it Against the Wall
Kiersten Kaye, director of Human Resources for Boston-based CSN Stores, an e-commerce company that operates more than 200 stores, has watched what she calls a growing trend over the past decade.
“Job seekers are using the throw-it-against-the-wall-and-see-what-sticks approach to their job search,” she says. “For every one qualified applicant we’re getting resumes from 10 to 20 unqualified applicants for the open roles we post on job boards and our Web sites.”
This “wall sticking” approach led to companies adopting Applicant Tracking Systems that allow recruiters to do keyword searches to cull through a bank of resumes and extract only the few that meet the criteria for the role. But that, too, causes problems: a backlash of disgruntled applicants who complain they are sending their resume into a black hole, never to be seen again.
Applicants feel disconnected with the recruiting process and consequently hate recruiters because most recruiters are only contacting and following up with the truly qualified applicants, Kaye says. So what do the applicants do? Throw more up against the wall.
“Applicants feel like they need to send 100 resumes to get one bite,” she says.
“Smart recruiters gave up posting for roles, because it’s like culling for a pearl in a oyster farm.”
Wading Through Irrelevant Listings
Jonathan Davis, founder and executive vice president at Austin-based recruitment process outsourcing provider American Workforce Companies, handles active searchers for more than 100 companies a year. From where he sits, Monster’s advantage is it drives more traffic than other boards but the number of irrelevant listings is hard to digest.
“Not only have we been using niche job boards a lot more often,” Davis says, “when we just came up for renewal with Monster.com they practically gave away job postings just so that we would renew because they are well aware of the decrease in the value of their posts.”
Another possible cause of the pay-to-post model’s decline is the proliferation of pay-to-post job boards. Dan Singer, co-owner of Civil Search International, a Tempe, Ariz.-based engineering staffing firm, is certain the hundreds of new boards are splitting the attention of hiring managers and job seekers.
“Monster used to be an effective recruiting tool to find the passive job seeker, but most of our clients are no longer willing to pay the big bucks to find average talent,” Sager says. “Monster no longer gives us an adequate return on investment.”
Many recruiters are paying big dollars for long-term pay-to-post contracts and are extremely hesitant to renew, according to Sager. In the meantime, he says, Monster is being very stubborn about cutting prices.
Suggesting a Paradigm Shift
Dora Vell, principal of Vell & Associates, an executive search firm in Waltham, Mass., has some suggestions about how the pay-to-post model needs to change. More targeted responses, she says, is a good place to start.
“Right now, we get too many responses that are irrelevant,” Vell complains. She’d like to see anonymous posts that don’t demand a response from her firm. If there is only one qualified candidate out of 100 resumes, she says, her team doesn’t want to be obligated with the financial and time burdens of responding to the other 99 so they are not left wondering about the position.
“We’d like to see some way for the posting site to allow us to post the acid test, and for the site to analyze candidates – like a Business Intelligence system – and proactively provide alerts,” Vell concludes. “We want the site to screen irrelevant candidates out automatically.”
When considering your career, it’s important to learn how to handle yourself in various office situations. Sometimes there’s a need to seek help from a manager if you are having issues with coworkers, but what do you do when your Manager or Boss is the one treating you unfairly?
The options that come immediately to mind are either just keep your head down and take it or move to another job or company, before you make any hasty decisions here are some interesting strategies that you could put into action.
Horrible bosses are of many types; those who like to shout just for the heck of it, those who criticize you on minor things, and those who blame you for their own blunders. Unfortunately, wicked chiefs can be found quite easily; they are almost in every organization.
What options do you have if you are subordinate to one such devil? Of course, you can quit, but only if you afford the related costs of losing the job. Nevertheless, you can manage this unwanted relationship and make it bearable.
Wendy Kaufman, the CEO of Balancing Life’s Issues, a N.Y.-based corporate training firm and Bob Sutton, the author of “The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn’t” have given five tips on how to manage the wicked bad bosses. Here are the tips;
1. Put up resistance
One way to manage the hurting workplace situation is to become emotionally insensitive. Build a wall around yourself; don’t allow bad attitude of your seniors to damage you personally. Your boss has a bad behavior just for the sake of it and it is not only you who fall prey to it, so just don’t impose it on yourself. When you are emotionally insensitive, no bad behavior will bother you in any way.
2. Don’t drag yourself in trouble
Your boss probably looks for ways to strike you but it doesn’t mean that you should allow him to do so; stand up for yourself and say no to it. Tell your boss that you will discuss the matter at some other appropriate time.
3. Don’t let it spoil your performance
Although evil seniors can be discouraging and de-motivating, never let it harm your progress and job. Keep up the good work and your superior bosses will surely notice. Be at your best and let everyone around you decide who deserves to be liked and hated.
4. Record keeping
Maintain a record of every bad and unjust thing that your boss has done to you. This will help you if he threatens to kick you out of the office.Your work life is not the only life you have. You should take pleasure in your personal life too. Don’t let your work life destroy all other aspects of your life. If you have fun in your personal life, you can forget about the rotten things of your boss.
If these don’t work for you then maybe it is time to start looking for some new job opportunities!
Check out www.HGCareers for the latest Jobs!
With the amount of people on social media sites like facebook, Linkedin and twitter we have the unique ability to stay connected to our network easier then ever.
You can share a funny picture or a cool video with your friends. You could invite them to a party, or tell them about a concert that you went to. We are sharing so much with each other and so frequently but are we truly contributing to people or are we just creating more noise? How often do you actually help someone who needs it? There are many of us who have friends that are out of work or even in work looking to make a change. When was the last time you posted a link to a job or opportunity instead of a funny video?
So how come when you are on the job hunt you find yourself suddenly alone? We have a unique opportunity to share jobs and help the people we know that are looking for their dream careers.
What I would like to suggest is this, if come across one that sounds like it might interest someone you know, then take the time to share it with them.