Keep Boomerangs in Mind on Your Free Company Jobs Page

When you are looking to fill a position and creating your free company jobs page, do not forget about boomerang hiring. A growing number of companies are welcoming back old employees. Your online search may turn up familiar names that are worth considering.

Many consulting firms have traditionally maintained alumni organizations. Today, that trend has spread. Celestial Seasonings estimates that more than 10% of its workforce are repeat players.

If you want to access your old employees as a source of future candidates, there are many steps you can take. That includes using your job listings to let them know that rehires are welcome Like any hiring decision there are advantages and disadvantages.

The upside of boomerangs is a relatively high return on investment. You already know their skills and whether they are a good fit for the corporate culture. There is also a public relations value. As people change jobs more often, returning may supplement retention as a metric to watch. It says something positive about your company that employees would want to come back.

Of course, there are also factors you want to be cautious about. All candidates should receive equal and objective consideration to find the best person for any vacancy. Examine exit interviews and other sources to identify why the person left and reduce the risk of running into a recurring issue. You also need to consider the impact on current workers, especially those who may have advanced after the candidate’s departure. While rehires have tended to come from voluntary resignations in the past, it may now be worth looking at people whose positions were eliminated for financial reasons as long as everyone is still on good terms.

Employers and recruiters can search more than one million resumes for free at Jobvertise. Contact us to post jobs free and get your free company jobs page for your web site.

Efficient Temporary Staffing with Online Recruiting

There are several advantages of temporary staffing as opposed to fixed full time jobs, especially in today's economy. It may be more convenient to hire a full time staff, but businesses today might not have the budget for that, and instead can only hire workers for a short amount of time. Online recruiting for temporary staffing, however, isn't always straightforward, as different job candidates have different goals and expectations.

A recent Smart Manager article discusses the benefits of temporary staffing. The article explains that the most important aspect of temporary staffing is flexibility, or rather that temporary staffing can be changed and fixed so that it can fit any business' need in any industry. According to the article,  this level of flexibility has made temporary staffing an ideal solution in several industries today:

"For countless organisations, there are many benefits to using temporary staffing.  The most obvious is that you can reduce overall payroll expenses by adding staff only when needed. Companies such as hotels, restaurants and entertainment venues are obvious examples, but that is just the tip of the iceberg. Today there are temps in accounting, HR, marketing, logistics, administration and the list goes on - companies in almost every sector can use temps to their advantage."

Just like not all job candidates are alike in their job expectations, not all businesses are alike in their staffing needs. Some businesses have steady revenue streams throughout the year while other businesses have hyper-concentrated busy seasons, and therefore only need employees for a short period of time.

The most important aspect of temporary staffing when it comes to online recruiting is to make sure you and your job candidates are on the same page. Candidates searching for full time jobs should be informed of the temporary nature of the job in a straightforward way. Job candidates searching for a seasonal job however, will be the perfect fit for your company.

If you would like more information about temporary staffing or online recruiting, contact us.

Free Resumes for Employers Can Help Employment Numbers Rise

Have you looked at the recent job reports yet? It appears that the employment rate in America is on the rise and that’s good news for the majority of individuals. Businesses that are hiring at the moment tend to be restaurants, hotels, home health care agencies, retail establishments and members of the entertainment industry.

If you happen to be an HR Director in one of those industries, we’ve got a bit of good news for you too. There’s a place where you can go to access free resumes for employers. It’s our site, Jobvertise.

With our complimentary human resource tools, you can fill your firm’s job openings and get Americans back to work even faster than before. Now that’s a win-win scenario for us all!

With your complimentary access, you’ll be able to peruse a maximum of 20 resumes a day. If you have more job openings to fill than one or two, our low priced alternatives may work out better for you. We’ve currently got three paid plans on offer and if you sign up for more than three months, you could enjoy a substantial discount on any one of them. The three plans are known as the Starter, Standard and Pro.

The Pro Plan is clearly the top of the line offering at the moment. It lets subscribers view anywhere from 9,000 to 9,300 resumes a month. Thus, it’s perfect for large companies with many subsidiaries.

The Standard Plan is a step down from our top level offering. It includes a minimum of 3,750 resume views a month as opposed to the Starter Plan’s minimum of 1,500.

Paid and free resume access aren’t our site’s only attractive features. We also offer a variety of amenities with each plan. Among them are resume alert services and free job landing pages. To learn more about them and how they can help you stimulate America’s ongoing job creation efforts, please contact us at Jobvertise today.

To Find the Best Candidates, Know What You're Looking For

Whether you are looking for a car, a job, a mate or the perfect employee for an open position you need to fill, the best advice you can follow is to decide at the outset exactly what you are looking for. Yes, you already have a laundry list of required skills, experience, and education but if you spend a little extra time in defining what you really want, you will find candidates who are a better match and save yourself time meeting with prospective candidates who aren’t quite the right fit.

To start:

• Define your company. Not what you do or sell, but your company’s personality. Do you value team-building, encourage employees to participate in after work company activities, want to create a collaborative atmosphere? Then make sure you say that in your job description. While that type of environment is not optimum for everyone, others will thrive in it and become a real asset to your company, not just fill the job.
• Define your employees. The best chance you have for selecting a successful candidate is to take a look at your company’s superstars. These will be different at every company. Are they the employees who bring in the most money, effectively manage others, motivate and develop the people who work for them? When you have a better grasp of what traits your company values, you will be able to look for and evaluate that in potential candidates.
• Talk to the people who the new employee will work for. In most companies, a department sends a written request for a new hire to HR. Often, these are just old job descriptions that will “do the job” of explaining the required skills. If you are in HR, take 10 minutes to talk to the people who will interview or manage the new employee. You will, no doubt, find out additional requirements and preferences that will help you select the right candidates to bring in for an interview.
• Create a meaningful job description. Every company wants to find a candidate with “great communication skills, dynamic leadership ability, and the ability to work easily with others while still being a self-starter who doesn’t need a lot of supervision.” When you write the job description, give a list of the actual activities that the employee will work on. That will make it much easier to find a good match.

Spending time on the above activities will give you a much clearer picture of the person you want to hire. Rather than a list of key words, you will have a good outline of the traits that will make a qualified candidate the best candidate for your unique company. And that’s where Jobvertise comes in! Once you know who you’re looking for, you can search our database of over 1 million resumes. With the world’s largest free resume database, you are sure to find exactly the person you a looking for. Contact us today. We can help you find the best candidate for the job you need to fill.

Finding Candidates That's a Good Fit For the Company

It's important to not hire someone who is the most qualified, the best dressed, the best interviewee (the one that nailed all the interview questions), and the most confident.  It's about hiring the right person; someone who has all of it with the intangible "it" factor.  This person fits the overall vibe of the company and will gel well with co-workers, management and customers.  As we approach the end of the year employers are evaluating their hiring choices and making sure they didn't make hiring mistakes.  Employers need to know if the person they chose is the correct hire.  Consider the following to find candidates for the end of the year, next year and beyond.

• Meet and Greet:  Introduce new hires to the rest of the team.  This throws new hires off their game and exposes pieces of their personality they didn’t show in their interview.  Employers must watch closely for those hidden traits.
• Assessments:  Companies offer 90 days to new hires to see how the employee fits in with the company culture.  After ninety days they evaluate their performance and see if the employee has the chops to continue working here.
• Gaps:  It's great to hire someone who has the same personality and traits as everyone else.  More than likely everyone will get along.  However, companies are hurting in the long run because they are hiring the same kind of people.  Current employees are producing the same results without change.  They need to hire someone who offers something different to the table, yet meshes in with co-workers and management. 

Try this approach in future interviews.

• Ask unusual questions.  Standard interview questions are something anyone can prepare in advance.  A way to separate the good from the bad is to ask out-of-the-box questions.  One question is to ask employees their worst work environment they worked in.  Anyone that hasn't had a terrible work environment may jump ship to another job when it does get hard at your company.  Another question to ask is how you dealt with the terrible work environment. 
• Listen to the responses of those questions.  Is the person overacting or overreacting?  Is the person genuine?  This person must convince you that their experience really happened.  Press the issue if there are suspicions. 
• Tell them the company culture.  Let them know in detail about the environment this company oozes.  Make sure it is written in writing so the candidate knows what to expect. 
• Redeploy:  If you hire someone that isn't a good fit in that area, consider moving the employee to another area.  The candidate may fit better in another part of the company that the hired position.

Hiring based on what is read or what they hear in interviews is going to be terrible when the employees don't get along.  Companies need to learn from any mistakes they made during the hiring process.  Making the same mistakes will force companies to repeat the same results.  Contact us for more information on ways employers should hire employees.

The Great Human Resources Tool

The people who are employed to work in human resources are responsible for a number of tasks, not the least of which is the hiring process. They have to try to find individuals who would make a good fit in the company. Thus, they have to try to search out people for the jobs that are open from time to time.

In the event that the job they are trying to fill is one that is rather specialized, then they may have to hunt for people who have the right skills and qualifications to get the work done. It may be the case that the individual needed is not someone who can just be found anywhere.

Searching for people who have the right skills and qualifications used to be a much more difficult process, but just like with so many other things, the Internet has made this process much easier than it used to be. Those working in human resources seeking the right candidates for the job can now simply log on to jobvertise.com and find the people that they need.

On this website, it is possible for individuals to upload their resumes to do job hunting and potentially to be found by businesses as well. It is a great way for them to network with a lot of people in the industry that they happen to be qualified for.

We provide one of the greatest places for those working in human resources to get their jobs done. Not only do we help people find jobs, but we feel that we help those who already have jobs in human resources get their work done.

Contact us if you would like to learn more about what we can provide to you.

4 Qualities to Look for When Searching Our Free Resumes for Employers

Even with Jobvertise’s superior human resources tools, sifting through free resumes for employers can be time consuming. So to help speed up the process and save everyone from a dreaded case of sandpaper eyes, we wanted to share a bit of advice for finding the best candidates. In our experience, there are several qualities commonly found in wonderful employees. Here is a glance at four of those attributes:

#1: Adaptable
One characteristic commonly found in job candidates with executive potential is adaptability. A good way to tell if a potential hire has that quality is to look at their past work history. Those that held more than one position within a firm or positions that inherently required multitasking tend to be adaptable.

#2: Inquisitive
We’d also suggest looking for signs that the job candidate is inquisitive or otherwise interested in learning new things. Tell-tale signs of such are often found in the education section of a person’s resume. Examples include certificates earned after college graduation and participation in skill based seminars.

#3: Accommodating
The ability to be accommodating is another characteristic to keep an eye out for when using our human resources tools. A great way to determine a person’s flexibility is to look at which hours they list as being available for work. Other methods include looking at what they listed as their desired starting salary and whether or not they listed being open to relocation.

#4: Philanthropy
Lastly, you can sometimes identify a great, prospective team player by their propensity to participate in philanthropic endeavors. After all, most charitable organizations require volunteers to work together in teams. Thus, items to look for when scanning our free resumes for employers include a history of volunteer work.

For more information on finding the best job candidates for your firm’s open positions, please feel free to contact us. We also encourage you to follow us on Twitter and check out Megan’s tips on our Jobvertise Facebook page.