Tags |
|
|
Links |
|
|
Answer Upon - Recruitment at Mouse Click
Congratulations. After much thought and research, you have discovered which career is right for you. The thought of it fills you with passion, enthusiasm, and inspiration. This career will give you the opportunity to use your favorite and best talents to make a great contribution. This is the type of work that Joseph Campbell referred to when he said, “Follow your bliss.”Ahead of the PackYou’re ahead of many others who have not discovered their “bliss.” You feel grateful that you discovered your right livelihood, but now you face a dilemma. There are risks. Do you quit your present job or business and plunge ahead into your dream job or business? Will you be able to pay your bills? What will your family and friends think? Is this career practical?Heart and Mind ConflictYour heart says, “go for it.” Another part of you is scared and urges caution. Fears you didn’t know you had start appearing. You wonder, “What if I
1. SITES SHOULD BE INTUITIVE
Good site navigation and structure not just in company profile section but also within the careers section that will encourage the candidates to explore & learn more about your company. Candidates are judgmental and bugs, errors or poor site design will make them question the caliber of the whole organization. Make your careers section visible. It should be tempt a candidate to visit your careers page if not for applying but at least to know what kind of career your company offers. Apart from this a candidate while leaving your site should have th
Security has become an inevitable part of today's dynamic world. Here comes the role of security guards. A security guard, otherwise known as security officer, is of supreme importance in almost all such arenas as physical security of personnel, monitoring specialized events, and protecting invaluable properties by maintaining high visibility presence to detect illegal or inappropriate actions. In other words, security guards are usually employed by a company or an organization to monitor, patrol, preserve, and protect personnel as well as property, against theft, fire, terrorism, or vandalism. Security Guards' services and duties also cover safeguarding their employer's investment, detect criminal activity, and enforce laws on the property. At a glance, the motto of security guards is to ‘detect, deter, observe, and report.'Al though, duties and functions of security guards are same in general, their specific duties may vary according to the natur
Traditionally job seekers most preferred channel was Newspapers & Personal Referrals. As for online recruitment, the medium has come a long way in the last 3 years, but it remains a tool that has only been put to the test in a candidate-rich environment. Along with the IT revolution in the recruitment channel the current market has four clear segments - Corporate Sites, Personal Referrals, Newspapers, Recruitment Agencies & Job Sites.
Online recruitment has an edge over other traditional media for four clear reasons:
* REACH
* SPEED
* COST
* QUALITY
According to The Top-Consultants.com 2004 Recruitment Channel Survey result Corporate Sites have been slowly increasing their share of applications over the last 3 years – up from 8 % to 13% of all application. Executive Recruitment Agencies generate 21% of direct applications, which was initially 50% of all applications. Job sites have significantly increased its share by generating more CV applications than any other recruitment channel. Newspaper advertising appears to be the channel that has declined as a result – now generating less the 19% of management consultancy applications, or a fraction of what was being generated in the late 1990s. Personal Referrals generates 9 % - 10% of all applications proving it to be a secured channel for a new job or career shift.
But this raises a question which recruitment to adopt. Currently the majority of companies are yet to make full use of the web as a recruitment tool.
The key trends in these market depicts that Recruitment Consultancies & Job Sites are able to generate large volumes of applicants. Personal Referrals potentially is able to reach a wider pool of candidates, but only it succeeds only in generating a small number of applications. Newspapers: It is clear that candidates now use this channel less than in the past. Corporate websites is still unexplored tool.
CORPORATE SITES
It has the large potential to significantly increase the volumes of applicants in the next 1- 2 years. The share of applicants can be doubled & become one of the major recruitment channels. But they are the least-used channels in today’s market, despite heavy investment made by companies in developing this technology. Inadequate marketing and a poor user experience are to be blamed. Its high time corporate understand that developing their career pages is equal to heavy investment made on ones own infrastructure or purchasing a costly software which will enable smooth functioning. Corporate websites have the considerable recruitment savings potential that is yet to be realized. They are the most attractive pool of jobs of any recruitment channel. Most jobs never get advertised on Internet job boards or in newspapers. But the fact is that they generate less than a third as many applicants as internet job boards is a reflection of how poorly this tool is utilized and poorly marketed. Corporate should design & develop their career pages in such a manner that attract more applications from the best candidates in other words a career site should be capable of maximizing the conversion rate of no. of people visiting the career pages. The hindrances can be overcome by the adopting following strategies:
1. SITES SHOULD BE INTUITIVE
Good site navigation and structure not just in company profile section but also within the careers section that will encourage the candidates to explore & learn more about your company. Candidates are judgmental and bugs, errors or poor site design will make them question the caliber of the whole organization. Make your careers section visible. It should be tempt a candidate to visit your careers page if not for applying but at least to know what kind of career your company offers. Apart from this a candidate while leaving your site should have th
What are the legitimate work at home opportunities? Well that is simpler to answer than it is to tell you how to go about it.The first piece of advice is stay clear of data entry schemes, stuffing envelopes, and home assembly work all of these are scams one way or another. You may get paid a little but it is impossible to earn anything like a decent income without working 16 hours a day 7 days a week, and I assume since your interested in legitimate work at home opportunities then something that attracted you was to chance to work your own hours. These schemes are no better than working for an employer but for less money.Enough about those methods though, what are the legitimate work at home opportunities? Well there are 3 methods which are legitimate and do work. They are-1. Paid surveys 2. Dropshipping/wholesaling 3. Affiliate MarketingNow you know the legitimate work at home opportunities where do you find them? Fi
* REACH
* SPEED
* COST
* QUALITY
According to The Top-Consultants.com 2004 Recruitment Channel Survey result Corporate Sites have been slowly increasing their share of applications over the last 3 years – up from 8 % to 13% of all application. Executive Recruitment Agencies generate 21% of direct applications, which was initially 50% of all applications. Job sites have significantly increased its share by generating more CV applications than any other recruitment channel. Newspaper advertising appears to be the channel that has declined as a result – now generating less the 19% of management consultancy applications, or a fraction of what was being generated in the late 1990s. Personal Referrals generates 9 % - 10% of all applications proving it to be a secured channel for a new job or career shift.
But this raises a question which recruitment to adopt. Currently the majority of companies are yet to make full use of the web as a recruitment tool.
The key trends in these market depicts that Recruitment Consultancies & Job Sites are able to generate large volumes of applicants. Personal Referrals potentially is able to reach a wider pool of candidates, but only it succeeds only in generating a small number of applications. Newspapers: It is clear that candidates now use this channel less than in the past. Corporate websites is still unexplored tool.
CORPORATE SITES
It has the large potential to significantly increase the volumes of applicants in the next 1- 2 years. The share of applicants can be doubled & become one of the major recruitment channels. But they are the least-used channels in today’s market, despite heavy investment made by companies in developing this technology. Inadequate marketing and a poor user experience are to be blamed. Its high time corporate understand that developing their career pages is equal to heavy investment made on ones own infrastructure or purchasing a costly software which will enable smooth functioning. Corporate websites have the considerable recruitment savings potential that is yet to be realized. They are the most attractive pool of jobs of any recruitment channel. Most jobs never get advertised on Internet job boards or in newspapers. But the fact is that they generate less than a third as many applicants as internet job boards is a reflection of how poorly this tool is utilized and poorly marketed. Corporate should design & develop their career pages in such a manner that attract more applications from the best candidates in other words a career site should be capable of maximizing the conversion rate of no. of people visiting the career pages. The hindrances can be overcome by the adopting following strategies:
1. SITES SHOULD BE INTUITIVE
Good site navigation and structure not just in company profile section but also within the careers section that will encourage the candidates to explore & learn more about your company. Candidates are judgmental and bugs, errors or poor site design will make them question the caliber of the whole organization. Make your careers section visible. It should be tempt a candidate to visit your careers page if not for applying but at least to know what kind of career your company offers. Apart from this a candidate while leaving your site should have th
Recently in an interview, Aaron Potts asked me about success. Immediately I thought of success as looking forward to Mondays. We are a society of "weekenders." One of the most popular catch phrases in the U.S. is "Thank God its Friday." I refer to this as the Friday-Generation syndrome. We live for the weekends and I have to wonder why? I love my Mondays. They exhilarate me! I think it really boils down to what we do for a living and how much we enjoy what we do. I remember Deepak Chopra once saying that most heart attacks occur at 9 am on Monday mornings. I don't think this is because we are a culture of masochists who just enjoy suffering. It is because we have not found our passion. No man who lives his life with a passion hates Mondays. You can quote me on that. So now the important part-how does one find their passion? Their place in the world? A couple of ways...1) Look to your childhood. Children are innocent and their desires are often unta
But this raises a question which recruitment to adopt. Currently the majority of companies are yet to make full use of the web as a recruitment tool.
The key trends in these market depicts that Recruitment Consultancies & Job Sites are able to generate large volumes of applicants. Personal Referrals potentially is able to reach a wider pool of candidates, but only it succeeds only in generating a small number of applications. Newspapers: It is clear that candidates now use this channel less than in the past. Corporate websites is still unexplored tool.
CORPORATE SITES
It has the large potential to significantly increase the volumes of applicants in the next 1- 2 years. The share of applicants can be doubled & become one of the major recruitment channels. But they are the least-used channels in today’s market, despite heavy investment made by companies in developing this technology. Inadequate marketing and a poor user experience are to be blamed. Its high time corporate understand that developing their career pages is equal to heavy investment made on ones own infrastructure or purchasing a costly software which will enable smooth functioning. Corporate websites have the considerable recruitment savings potential that is yet to be realized. They are the most attractive pool of jobs of any recruitment channel. Most jobs never get advertised on Internet job boards or in newspapers. But the fact is that they generate less than a third as many applicants as internet job boards is a reflection of how poorly this tool is utilized and poorly marketed. Corporate should design & develop their career pages in such a manner that attract more applications from the best candidates in other words a career site should be capable of maximizing the conversion rate of no. of people visiting the career pages. The hindrances can be overcome by the adopting following strategies:
1. SITES SHOULD BE INTUITIVE
Good site navigation and structure not just in company profile section but also within the careers section that will encourage the candidates to explore & learn more about your company. Candidates are judgmental and bugs, errors or poor site design will make them question the caliber of the whole organization. Make your careers section visible. It should be tempt a candidate to visit your careers page if not for applying but at least to know what kind of career your company offers. Apart from this a candidate while leaving your site should have th
While scouting for the top 10 hot jobs, we combed through tons of data offline as well online. Making a small list for just 10 hot jobs has taken some important considerations like the following ones:1. Longevity of relevance of the job 2. Salary and growth potential 3. Universality of the fieldWhile most job seekers looked for higher positions and salaries, others considered permanence of their job was their priority. It is noteworthy that the definition of job security has changed substantially in the last decade and it is all about continuing in the same job but under different employers. Ready? Here we go!10 Hot Jobs And The Certifications You Need To Get ThemThe top hot jobs were all of a high profile nature and most of them were in the field of computers.1. CISCO CERTIFIED NETWORK EXPERT: This hits the top for the second successive year. Candidates consider themselves lucky to pass this test even on thei
1. SITES SHOULD BE INTUITIVE
Good site navigation and structure not just in company profile section but also within the careers section that will encourage the candidates to explore & learn more about your company. Candidates are judgmental and bugs, errors or poor site design will make them question the caliber of the whole organization. Make your careers section visible. It should be tempt a candidate to visit your careers page if not for applying but at least to know what kind of career your company offers. Apart from this a candidate while leaving your site should have th
It works:Because the Advertising Agencies tell you it works without producing one iota of evidence to substantiate their claims as to the exclusive increase in sales that one advertising campaign has produced!It works because we live in an over informed society, and the agencies are working very hard to increase the quantity (but not quality) of clutterIt works because the customer has become immune to advertising, so Advertising Agencies are attempting to cut through the clutter with brilliant creative work.Advertising works – especially now that it is moving onto the Internet!Advertising works because advertising agencies pay scant attention (if any) to the actual process of communication, and concentrate heavily on creativity and media buying.Advertising works because the days are numbered for TV ads dominance…but they don't know what to replace it with!Advertising works because the correct model of comm
1. SITES SHOULD BE INTUITIVE
Good site navigation and structure not just in company profile section but also within the careers section that will encourage the candidates to explore & learn more about your company. Candidates are judgmental and bugs, errors or poor site design will make them question the caliber of the whole organization. Make your careers section visible. It should be tempt a candidate to visit your careers page if not for applying but at least to know what kind of career your company offers. Apart from this a candidate while leaving your site should have the images of your company vision, mission, recent achievement, future development, press releases etc.
2. JOB VACANCIES
Many sites fail to provide clear job description about the opening. A vacancy posted should allow a candidate to self-select himself for the same and not waste his time applying for which he would be rejected. It should clearly define about the role, skills required – technical skill & soft skill, education qualification, experience, and other details like work environment – what your company/department is like, no. of openings, date specific posting, other benefits, bench marked industries, sales pitch questions etc can be included which will act as added role in convincing the candidate that the openings are real time opportunities.
3. TIPS FOR CAREER ADVANCEMENT
Content of your career section also play a vital role. Candidates appreciate when apart from applying for job posting they are guided on their career advancement. Tips for case studies, interviews, securing job, presentations, handling office politics, communication skills, team work etc can be few topics that can form part of your career site.
4. CV SUBMISSION
Candidates prefer sites where they are allowed to submit their existing CV rather than recreating a CV online. A long application form seems to be very tedious as most of candidates take the decision to apply sitting at their work place. And its logically not possible making a person to fill the lengthy application form sitting few yards away from his boss or from dial-up connection at home. CV submission not only comforts candidates but also attracts quality candidates by not forcing them to re-enter information that is already in his CV.
5. A CLEAR RECRUITMENT PROCESS
Allowing online tracking of how the candidate application proceeds will make a candidate believe in the recruitment process. Transparency is what a candidate looks for. Giving a user id to the candidate, sending your Newsletter, career tips, current openings, etc will help you to retain the best candidates interest in joining your organisation. The recruitment process should be automated but it does not hold good of sending an automated rejection emails on submission of his CV.
6. INTERACTION & FEEDBACK
According to The Top-Consultants.com 2004 Recruitment Channel Survey candidates like to provide information and then see that what is presented to them in turn has been tailored to their needs or circumstances. Candidates resent firms that do not keep them in the progress of their application this left candidates with a less favourable impression of the firm. Feedback form, site page rating, email to a friend can be a few content of your site which will save you from getting a feedback candidates as “ sending my CV into a black hole”. Incorporate a “refer this job to a friend” link on your careers pages, that allows readers to send a recommendation for a particular job on to their friend and colleagues.
7. BRANDING
Whenever you post job adverts to job sites, be sure to include a link within your advert to your own careers website. Most job boards will not charge for this inclusion in your advert, but it is a great branding exercise for you as it ensures that candidate awareness of your corporate careers pages is magnified. Over time, mor
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.hubyou.info/article/12922/hubyou-Recruitment-at-Mouse-Click.html">Recruitment at Mouse Click</a>
BB link (for phorums):
[url=http://www.hubyou.info/article/12922/hubyou-Recruitment-at-Mouse-Click.html]Recruitment at Mouse Click[/url]
Related Articles:
Student Business: Why You Should Jump on the Opportunity
Bookmark it:
|