There is a new trend developing in the recruiting of high-tech employees. Due to the competitive nature of the business, companies are looking for new ways to recruit individuals that not only have the business and technical knowledge required to perform a specific job, but they are also looking for candidates that fit well into the corporate culture of the organization. Tech Planet is one such high-tech firm that is using this new approach to recruiting. Instead of the normal first round job interview, applicants at Tech Planet sit down to an informal meal with employees. The goal is to socialize with the employees to determine whether the applicants belong in the organization. After the initial meal, employees vote on which candidates will be invited back for the next round.
On-line recruiting is the process of attracting and hiring applicants for positions within an organization through use of the internet. In this paper I will assess an on-line recruitment service, identify the advantages and disadvantages of this vehicle as a recruiting technique for an organization, evaluate the pros and cons of dealing with virtual resumes, and develop criteria an organization can use for selecting an on-line recruiting service.
Experience.com recently did a survey about the real costs of getting a job. According to Experience.com, the web has made looking for a job easier and less expensive than it once was. But the “real cost” of finding a job remains time. Some of the tangible costs respondents noted include:
Interview-appropriate clothing (27%)
Travel and lodging (24%)
Research (19%)
Be prepared to spend time and money. That is the message that Experience.com survey is sending out to job seekers. However, this really only works for the passive job seeker. Active job seekers don’t have the luxury of time and money since they are actively looking for a job. Most active job seekers are only in the position to take the first job offer that comes along. Whereas passive job seekers can take their time, use the networking tools, such as Itzbig, the dynamic network for quality career connections, to find their next career opportunity. The passive job seeker has more time and money to research their prospective companies that are on their list which will result in a much more productive interview.
A few days ago, I posted how not to make a recruiting video? If you are looking to make a recruiting video for your organization, try using the U.S. Marines for inspiration. This U.S. Marines recruitingvideo shows why you should join the United States Marine Corps. It stresses the opportunities and benefits of serving in the US Marine Corps. What benefits does G-Hog offers in the healthcare field?
Welcome to the November 16, 2007 edition of carnival of internet recruiting.
Phil B. presents The Problems with IT Firefighting « Phil for Humanity posted at Phil for Humanity, saying, “People have to be punished for causing system malfunctions that they look to IT to fix for them. Due to the lack of planning or foresight of others, IT tech support is constantly in the position of resolving emergencies or putting out fires that they did not start.”
It appears there are still many companies out there that are still asking illegal questions in an employment interview. A friend of mine just forwarded to me an email she got for an administrative assistant position. The person said that there were four questions that needed to be answered:
A few questions that I have to ask:
1. How old are you?
2. Do you look like a normal person and/or presentable to take on interviews with me?
3. Are you male?
4. Do you smoke?
What is acceptable is asking for the date of birth on an employment application. You cannot explicitly ask how old someone per the age discrimination act. You cannot ask if someone smokes or not, but you can say during orientation that you have a smoke free workplace and that you give two ten minutes breaks to take care of personal reasons which can include smoking. You cannot ask if someone is male or female for fears of sex discrimination. Too many gold digging women out there using this as their defense. Just because you cannot ask these questions, there are ways around it so that you, the business owner, can hire the person that is the most qualified but is the one that you want.
Here is a recruiting video that makes absolutely no sense. This video makes no sense, and is so inappropriate if you are trying to recruit healthcare workers. Hospitals are not a place to have fun. They are a place where the sick and the dying need the utmost care possible. I would not want to have Dr. 5o cent operating on my loved ones.
The use of temporary workers is being included more and more in the long-term planning efforts of companies. Diane Domeyer, Executive Director of Office Team, says the need for companies to be more agile and responsive to change has prompted them to more frequently rely on temporary employees. “Augmenting work teams with interim professionals allows companies to quickly and cost-effectively adjust staffing levels according to demand.” This approach also can boost productivity and retention rates because it eases the burden on full-time staff.”
