Jobs
Original post by StaffingIndustry
Resource Solutions has released their Social Recruiting Playbook, a ‘working guide’ on how to harness the power of social recruitment.
Written in conjunction with industry specialists at Carve Consulting, the playbook is designed to introduce senior executives in HR to social media. With more than 175 million professionals using LinkedIn and Facebook having just reached one billion users, it is clear that social networks are becoming the primary way in which the world communicates, connects and shares news. Organisations know they need to engage but most simply don’t know how to. The playbook explores how organisations can use their social networks to find great people by considering:
- The key social media platforms available for recruitment and the advantages of each
- How job seekers can be engaged through social media
Welcome to America. Startups, patent holders, and iPhone programmers, please come to the front of the line
Original post by Alex Salkever via Quartz
Immigration reform looks like it might really happen in US President Barack Obama’s second term. Many have tried before and failed; few ever attempted a total overhaul of a very broken system. But amid sudden political momentum, what if the laws governing foreigners’ rights to live and work on US shores could be rewritten? Who would get to stay? How tight should borders be? Which countries and industries benefit? Quartz has been asking lawyers, advocates, and business leaders what a sound migration policy in America would look like.
For the first time in recent memory, immigration reform in the US appears to be a political slam dunk. Republicans smarting from a poor showing among all minorities publicly acknowledge they need to embrace Latinos and Asians to win the White House. An emboldened Barack Obama is chafing to push forward comprehensive changes to the immigration policy. Much of the noise around this issue has focused on dealing with the millions of undocumented workers.
But perhaps a more pressing issue (as I and Vivek Wadhwa argue in our book, “The Immigrant Exodus”) is reforming skilled immigration rules to allow more high-powered aliens to start companies, work, do research, and remain in America. A 2011 study found that nearly half of the Top 50 venture-backed companies in the U.S. had immigrants on the founding or top management teams. Another study estimated that 25% of publicly traded companies founded between 1990 and 2005, that had also received venture backing, had immigrant founders. A 2007 research project by Vivek Wadhwa and AnnaLee Saxenian found that 52% of science and technology companies in Silicon Valley, the global center of tech innovation, had at least one immigrant founder.
We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
Find out more information by visting the NYC Jobfair page.
Facebook Social Jobs App – Not A LinkedIn Killer
Original post by Josh Bersin via Forbes
There was an amazing amount of press last weekabout Facebook’s new social jobs app, even forcing LinkedIn’s stock down a few percent. What exactly is it and will it matter?
The Facebook Opportunity in Recruiting
Well first of all, it’s important to realize that Facebook does have a huge opportunity to make money in the recruiting space, with business models similar to LinkedIn. And today the company is selling plenty of recruitment advertising (we don’t know what percent of its ad revenue is from recruiting, but with nearly 1 billion users there’s plenty of opportunity).
Remember that the recruiting industry, which consists of over $130 billion spent on products and services to help employers find people, is all about “finding the right candidate.” And with so many people actively sharing all their personal information on Facebook, there are a lot of opportunities for companies (Facebook and others) to develop tools to help recruiters find those candidates (and vice versa).
The real business model in recruiting today is not candidates paying to put their resume online, but rather building fantastic search tools to help corporate recruiters find just the right people. We like to call this market “TheGoogle of People” – and a variety of smart companies are working on this now. LinkedIn has built amazing tools in this market, and is now on a runrate to generate a billion dollars in talent management revenue next year.
That all said, going after this market takes intense focus (it’s a complex and highly competitive space), and it does not appear that Facebook is there yet.
The Social Jobs App (or “Partnership”)
The Facebook Social Jobs Application (or Partnership) today is an aggregated search tool that lets candidates search job postings among five of Facebook’s application partners (Monster, BranchOut, Work4Labs, US.jobs, andJobvite). While this sounds like a good idea, it isn’t executed well.
When you use this application, you essentially type a search term into the box and select which of the five organizations you want to search from. And as you can see from the promotional page above, Facebook is promoting the total number of jobs in the system.
Well if you try the app (click here to try it out), you find it to be a fairly poorly implemented search system which doesn’t even come close to the services offered by LinkedIn or Indeed.com (Indeed is one of the most successful job aggregation systems in the market).
Today it has several challenges.
First, you have to select which job source you want to search (which more or less makes the system frustrating, since each of these five providers reaches different and overlapping parts of the market). So when you do search, it’s very confusing where to go.
We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
Find out more information by visting the NYC Jobfair page.
Startup of the Week: InternAvenue
Original post by WIRED.co.uk
InternAvenue is an online recruitment tool that allows employers to access graduate interns in key business areas of interest. Companies can create a profile and search through prospective interns to find those candidates with the exact skills they are looking for, rather than posting a regular job ad. The company was founded by Oxford graduate and former lawyer, Dupsy Abiola. She recently appeared onDragon’s Den and secured £100,000 investment from Peter Jones. Wired.co.uk caught up with her.
Founder: Dupsy Abiola
Launched: September 2012
Employees: five
Funding: closing third round of angel investment
What problem do you solve?
Put simply, it is hard to just meet and hire the bright students and graduates you need without considerable investment of time and money. We believe businesses would benefit from direct access to the right types of candidates, right when they are needed.
How do you plan to make money?
Intern Avenue is free for students. We charge business a fixed fee for access. Other revenue streams are planned, but at present our focus is on providing our core value — reliable access to qualified and skilled applicants who can add value immediately upon hire.
What’s the biggest misconception about your business?
When you do something new, misconceptions are inevitable. I would not like people to mistake our platform for “just another niche job board”. Intern Avenue is a talent aggregator which operates like an on-demand introduction agency. We aim to support and enhance company hiring activities. We also help candidates by providing them with the ability to be headhunted and find accurate job market data in a space where this visibility is sorely lacking.
We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
Find out more information by visting the NYC Jobfair page.
A new poll suggests most Americans are always keeping an eye out for that next better paying or more satisfying job.
The study commissioned by social recruiting firm Jobvite of Burlingame found that three out of every four workers are actively looking for, or at least open to taking, a new job. That’s up from 69 percent during a poll last year.
Those numbers take into account all workers, employed or not. But even of those who do have jobs, 60 percent would be open to taking a new job and 9 percent are actively seeking one, the study said.
However, job seekers are more pessimistic than last year about finding that job – 61 percent say it’s harder to find a job now than last year.
Something that may hold them back even more – looking bad on a social network. Previous studies showed 86 percent of job recruiters are likely to look at Facebook, LinkedIn or Twitter to check out potential employees.
Original post by KAZIM LADIMEJI via Recruiter.com
We all know the situation: It’s been a tough search with limited quality candidates and you’ve got a severely under-staffed internal team. At last, you find a great candidate who fits the bill and loves the company, and every thing is going fine until at offer stage they drop the clanger that they want a starting salary that was much higher than budgeted! What do you do? As a hiring manager or recruiter, you have to do your best to negotiate with this candidate making sure that if any raise is granted it does not upset the internal pay hierarchy or else you could be facing discord and a spate of pay rise requests leading to unhealthy levels of internal inflation.
We know that this can be an awkward situation that most recruiters and hiring managers will face from time to time and below we have set out eight ways to help you handle this difficult situation.
1. Buy yourself time
Don’t feel pressured into giving an immediate answer to a candidate’s request for a higher-than-budget starting salary, irrespective of whether your answer is positive or negative. Tell the candidate that you will need time to discuss this with your colleagues and superiors; let he or she see that there are barriers, e.g. other people that need to be convinced. Plant a seed of doubt in their mind.
2. Ask the employee if they have any evidence to back up their claims
Ask a candidate, “Do have any evidence to back up your claims for a higher starting salary as your reward department will need to see this in order to even consider a case.” Defer some of the decision making to other parties not present, and put some hurdles in place, so the candidate can see that while you are open, it will not be an easy ride and he or she will need to justify their case. This approach may help to deter the ‘chancers’, but the more determined will keep on pushing.
How to Get Your Resume Noticed
Original post by MARIE LARSEN via Recruiter.com
I’ve got to be honest here: Sometimes going through resumes is a drag. Don’t get me wrong, HR is a great field to work in and it is incredibly rewarding, but there are things that we see in HR that cannot be unseen.
Sure the job market is tough right now, but, from my experience, people still aren’t putting the necessary effort into their resumes to ensure they are getting the attention the resumes deserve.
So how do you make sure your resume grabs the attention of your reader? Follow along for a fewresume tips and insights to reevaluate the document you have now and get better results:
Appearance
Forget about a fancy letterhead and swirly font types. When employers comes across a fancy resume, they see that the candidate doesn’t have enough confidence in his or her experience and abilities to just leave well enough alone. You don’t need to dress up success; success bleeds through the pages of your resume.
With that being said, if for some reason you feel you must dress up your resume, I implore you, please don’t include your picture. Your resume should describe who you are, your skills and accomplishments on paper. The interview is where potential employers can put a face with a name. And for you movie buffs, do not spray your resumes with a sweet scent (thank you, Legally Blonde). It is not a love letter and its smell, if any, will not help.
The only exception to this rule is if you are applying for a position working in the creative department of a company or you want to be a model or actress and pictures of yourself are necessary. Otherwise, just say no.
The Secret to Landing your Dream Job? Happiness!
Original post by ORA SHTULL via Recruiter.com
As we search for a job or pine for a promotion, we often think: If only I get this job, I’ll be happy. If only I get this salary, I’ll be happy.
According to the latest research, our thinking is backward. The exploding field of neuroscience has turned the notion of “success leads to happiness” on its head. As it turns outs, quite the opposite is true: If I’m happy, then I’ll be successful. Being happy is so critical to my executive clients’ professional success that I include a full chapter on it in my book, The Glass Elevator: A Guide to Leadership Presence for Women on the Rise.
The happier you are, the more likely it is that you’ll land the job and salary of your dreams. And once employed, the happier you are, the more productive you will be. In fact, in a sweeping meta-analysis of 225 academic studies reported in Harvard Business Review, researchers found that happy employees are, on average, 31% more productive. Their sales are also 37% higher, and their creativity is 200% higher.
It’s clear that we need to boost our happiness levels. The good news is that most of the factors that contribute to happiness are absolutely in our control. Only a meager 10% of our happiness is based on external circumstances. That leaves us in some degree of control of a whopping 90% of our happiness.
Where the startup jobs are [infographic]
Original post by Aaron Lander via Pinterest
We’re delighted to announce we’re holding our second bi-annual Job fair this September in London
Graduates in the job market
Original post by inspiring interns
We’re delighted to announce we’re holding our second bi-annual Job fair this September in London. Meet Inspiring Interns and many other employers at this event.
