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.
Saturday, December 7, 2013
Friday, November 29, 2013
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.
#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.
Thursday, November 21, 2013
Online Recruiting Tools Can Help Firms Meet 2014 HR Goals
With 2014 on the horizon, we wanted to take a moment to talk about current and emergent HR trends. As it stands now, the majority of experts agree that there are several areas that will impact human resources management in the New Year. Here’s a quick overview and how using online recruiting tools can help:
The current and emerging trends that are expected to play a key role in staffing matters next year include, but are not restricted to, the following:
In addition, our online recruiting tools are designed to be integrated into a company’s existing websites and used with social media outlets. For example, with our recruiting tool, job search boxes and RSS feeds may be added to a firm’s choice of sites. There is also an option to create a dedicated jobs page that can be linked to and shared across assorted platforms.
On top of all of that, our recruiting services and resume search plans can help to decrease the time between job postings and success. That’s because our premium plans offer access to potential employee’s e-mail addresses, phone numbers, targeted alert tools and search options.
Do you have questions or want more information about online recruiting tools? If so, please contact us through the Jobvertise site. We’d be delighted to help you achieve your firm’s human resources goals in 2014.
The current and emerging trends that are expected to play a key role in staffing matters next year include, but are not restricted to, the following:
- Mobile Devices and System Integration
- Social Media and Gamification
- Globalization and Outsourcing
- Cloud Computing and Big Data
In addition, our online recruiting tools are designed to be integrated into a company’s existing websites and used with social media outlets. For example, with our recruiting tool, job search boxes and RSS feeds may be added to a firm’s choice of sites. There is also an option to create a dedicated jobs page that can be linked to and shared across assorted platforms.
On top of all of that, our recruiting services and resume search plans can help to decrease the time between job postings and success. That’s because our premium plans offer access to potential employee’s e-mail addresses, phone numbers, targeted alert tools and search options.
Do you have questions or want more information about online recruiting tools? If so, please contact us through the Jobvertise site. We’d be delighted to help you achieve your firm’s human resources goals in 2014.
Monday, November 18, 2013
Free Resume Search Can Help Solve Unfortunate Staff Shortages
To those that work in the human resources industry, it should come as no great surprise that unfortunate staffing shortages do happen. What may not be so obvious is how to correct them. If you find yourself in such a position this holiday season, we’d like to recommend taking the following actions:
Start to repair the damage by logging onto Jobvertise. Once you are on site, conduct a free resume search. It will turn up the resumes of those presently looking for employment in your geographical area. Under the free search plan, you’ll be able to look at 20 of those resumes each day.
Next, take the 20 job candidates that appeared during your free resume search and go over what they posted. As you do, look for any red flags. If you find a resume that doesn’t quite suit your needs, discard it and move on. When you are finished, go back over the remaining resumes and attempt to make contact with the job seekers. Hopefully, you’ll be able to set up interviews quickly and make a final selection.
If you have very little time to fill your firm’s open positions, consider signing up for a paid resume search plan and our recruiting services instead. The paid search plans allow you to view anywhere from 50 to 300 resumes per day. In addition, you’ll be able to get supplemental contact information like direct e-mails. That should make it easier for you to make contact and set up interviews.
The recruiting services, on the other hand, can help bring your firm’s job postings to the attention of qualified candidates. Additional recruitment resources available include, but are not limited to, featured jobs listings, RSS feeds and customized job notification pages.
For more information on our free resume search and the other human resource tools mentioned above, please contact us online.
Start to repair the damage by logging onto Jobvertise. Once you are on site, conduct a free resume search. It will turn up the resumes of those presently looking for employment in your geographical area. Under the free search plan, you’ll be able to look at 20 of those resumes each day.
Next, take the 20 job candidates that appeared during your free resume search and go over what they posted. As you do, look for any red flags. If you find a resume that doesn’t quite suit your needs, discard it and move on. When you are finished, go back over the remaining resumes and attempt to make contact with the job seekers. Hopefully, you’ll be able to set up interviews quickly and make a final selection.
If you have very little time to fill your firm’s open positions, consider signing up for a paid resume search plan and our recruiting services instead. The paid search plans allow you to view anywhere from 50 to 300 resumes per day. In addition, you’ll be able to get supplemental contact information like direct e-mails. That should make it easier for you to make contact and set up interviews.
The recruiting services, on the other hand, can help bring your firm’s job postings to the attention of qualified candidates. Additional recruitment resources available include, but are not limited to, featured jobs listings, RSS feeds and customized job notification pages.
For more information on our free resume search and the other human resource tools mentioned above, please contact us online.
Friday, November 8, 2013
Use A Free Resume Database To Quickly Find The Best Candidates
Every human resources representative wishes that all applicants that walked in for a job interview would be great candidates for the job. Unfortunately, that is not how it works. However, there are ways in which one may reduce the amount of time they spend looking at applicants that are not cut out for the job. One such way is to use a free resume database.
Businessinsider.com did a review of a free resume database and came up with a list of some of the benefits for an employer:
Perhaps there is someone waiting out there to be hired for the job you have to fill but they are unaware it exists. If they knew about it, maybe they would jump at the chance to work for you. It is difficult to say for sure, but there is a likelihood that someone out there is missing the opportunity that you have to offer. Don't let that happen by simply using a free resume database
.
Contact us if you have any more questions regarding why you might consider using a free resume database.
Businessinsider.com did a review of a free resume database and came up with a list of some of the benefits for an employer:
Benefits for employers
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No subscription necessary
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Preview resumes without ever leaving the search results page
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Set up unlimited saved searches and receive daily emails with new and updated resumes matching search criteria.
Perhaps there is someone waiting out there to be hired for the job you have to fill but they are unaware it exists. If they knew about it, maybe they would jump at the chance to work for you. It is difficult to say for sure, but there is a likelihood that someone out there is missing the opportunity that you have to offer. Don't let that happen by simply using a free resume database
.
Contact us if you have any more questions regarding why you might consider using a free resume database.
Sunday, November 3, 2013
Jobvertise: A Great Human Resources Tool
If you are an employer or business, you want to find the best human resources out there at minimal cost. Many job boards cost an arm and a leg to work with, reducing your return on investment. But we are different at Jobvertise.com. We are the best human resources tool because we help you connect to suitable job candidates without the exorbitant cost to your budget. We make our commission off of advertising and premium services, so we offer many job advertising services for free!
More and more companies, large and small, are soliciting help from work-at-home experts nowadays. You can connect with these people via our job board and decide who is best for your company, just like in the real world. Just take some time to browse our listings and our site to see how it all works. You will be pleasantly surprised with the results.
It's simple to use. You just input your information about the job you have open, and job seekers will apply to the job. Then you can decide who has the right skills, credentials, and expertise to do the best job for your company. It's that simple. We want to help you find the perfect match. In fact, you could consider us like a "matchmaking service" for employers and potential employees. You put the jobs out there, and then you decide who you want. What could be easier than that?
One thing we take pride in is our extensive list of titles. We have about every job title in the world listed for employers and employees to search through so there is an endless array of job categories for you to place your jobs with. Come see us on the web and check out how it works for yourself.
For information on how we can help you connect with a great human resources tool, to find the perfect fit for your job, contact us.
More and more companies, large and small, are soliciting help from work-at-home experts nowadays. You can connect with these people via our job board and decide who is best for your company, just like in the real world. Just take some time to browse our listings and our site to see how it all works. You will be pleasantly surprised with the results.
It's simple to use. You just input your information about the job you have open, and job seekers will apply to the job. Then you can decide who has the right skills, credentials, and expertise to do the best job for your company. It's that simple. We want to help you find the perfect match. In fact, you could consider us like a "matchmaking service" for employers and potential employees. You put the jobs out there, and then you decide who you want. What could be easier than that?
One thing we take pride in is our extensive list of titles. We have about every job title in the world listed for employers and employees to search through so there is an endless array of job categories for you to place your jobs with. Come see us on the web and check out how it works for yourself.
For information on how we can help you connect with a great human resources tool, to find the perfect fit for your job, contact us.
Tuesday, October 29, 2013
Search Resumes with Jobvertise Premium
| Resume Searching Plans Search Resumes | Employer Login |
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Jobvertise has created a new set of membership plans for searching resumes. Previously, we offered two membership levels, free and paid. Now we give you several membership levels to choose from based on your needs. Resume Searching Discounts
Frequently Asked Questions We have compiled a list of common questions and answers regarding our new membership plans. Please see the Membership Plans and FAQ and scroll to the bottom of the page. If you still have questions contact sales at 888-388-JOBS (5627). |
Saturday, October 26, 2013
Great Ways to Find Top Candidates with Jobvertise
Have you been trying to find candidates to fill your firm’s open positions? Has the entire process got you a bit flustered and ready to throw in the keyboard? If that’s the case, we’d suggest signing up with Jobvertise and utilizing the following online recruiting tips:
Show the Love
One great way to find candidates is to let the world know why existing employees love working for you. Doing so in an effective manner should make others want to join your team in droves. This publicized love fest may be achieved in several ways. For example, you could create a landing page that includes video testimonials and a job search text box. You could also launch a “show the love” social media themed campaign with tie-ins to your Jobvertise jobs page.
Get a Plan
Another superlative way to find candidates with Jobvertise is to establish a plan. Although our basic service is completely free, paid plans offer valuable features. Those important features include resume alerts, targeted search capabilities, phone numbers and priority access. They can help you do such things as quickly assess the current labor pool, understand your options and make contact with top talent before your competitors.
60 Second Sell
Want to find candidates of the right caliber? Then channel your inner radio copy writer and use those skills to come up with short, killer job descriptions. Just make sure that they’re factual and touch upon all of the key benefits. Once you’re done, batch load them onto the Jobvertise site. You may also want to use our site’s featured job option to highlight key positions. It is an ideal way to get your firm’s listings in front of serious job seekers.
To ask questions about the service and pick up additional online recruiting tips, please contact us through the Jobvertise website.
Show the Love
One great way to find candidates is to let the world know why existing employees love working for you. Doing so in an effective manner should make others want to join your team in droves. This publicized love fest may be achieved in several ways. For example, you could create a landing page that includes video testimonials and a job search text box. You could also launch a “show the love” social media themed campaign with tie-ins to your Jobvertise jobs page.
Get a Plan
Another superlative way to find candidates with Jobvertise is to establish a plan. Although our basic service is completely free, paid plans offer valuable features. Those important features include resume alerts, targeted search capabilities, phone numbers and priority access. They can help you do such things as quickly assess the current labor pool, understand your options and make contact with top talent before your competitors.
60 Second Sell
Want to find candidates of the right caliber? Then channel your inner radio copy writer and use those skills to come up with short, killer job descriptions. Just make sure that they’re factual and touch upon all of the key benefits. Once you’re done, batch load them onto the Jobvertise site. You may also want to use our site’s featured job option to highlight key positions. It is an ideal way to get your firm’s listings in front of serious job seekers.
To ask questions about the service and pick up additional online recruiting tips, please contact us through the Jobvertise website.
Sunday, October 20, 2013
Look for 5 Common Resume Lies to Find Honest Candidates
Every entrepreneur would love to have the right tools to spot a liar on paper before the interview happens. While normal fudging on a resume is to be expected, direct lying is never a good thing. Employers need to know the five most common lies and watch for them while they are busy trying to find candidates.
1. Falsifying Grades
This is the most common resume lie because graduates can easily bump their GPA up on paper. While many people will not list a fake degree, they will list a higher-than-real GPA. Require any potential employees or interviewees to supply transcripts before moving forward in the interview process.
2. Graduation Dates
As candidates age, it becomes tougher to stand up to the younger competition. The temptation to change the graduation year is very strong when it will place the candidate in the same bracket as the younger, fresher competition. Make sure to ask for those transcripts mentioned above.
3. Exaggeration in Job Experience
Some desperate candidates will bloat their work experience or job titles. This lie can be tough to catch when talking to candidates, but will come out through contact with references. It's also a good idea to get permission to speak with old supervisors to get the truth.
4. Language Fluency
Being fluent in a foreign language makes an applicant look better on paper, so this lie will come up on occasion. If there is any reason to doubt, learn a few phrases and try them out on the applicant. Better yet, ask a fluent friend to sit in on the interview. The lie will come out quickly and you will understand more about the morale of the candidate.
5. Technical Knowledge
As with language fluency, computer skills are very easy to fudge on a resume. Luckily, this lie is easier to test without the help of a friend. Ask a potential employee to take a free online test for the skills which they claim to have. You'll find out before the person leaves the interview if they can do what they claim.
If you need any further help with spotting a liar, or if you're interested in finding great employees, contact us today and we'll get you started.
1. Falsifying Grades
This is the most common resume lie because graduates can easily bump their GPA up on paper. While many people will not list a fake degree, they will list a higher-than-real GPA. Require any potential employees or interviewees to supply transcripts before moving forward in the interview process.
2. Graduation Dates
As candidates age, it becomes tougher to stand up to the younger competition. The temptation to change the graduation year is very strong when it will place the candidate in the same bracket as the younger, fresher competition. Make sure to ask for those transcripts mentioned above.
3. Exaggeration in Job Experience
Some desperate candidates will bloat their work experience or job titles. This lie can be tough to catch when talking to candidates, but will come out through contact with references. It's also a good idea to get permission to speak with old supervisors to get the truth.
4. Language Fluency
Being fluent in a foreign language makes an applicant look better on paper, so this lie will come up on occasion. If there is any reason to doubt, learn a few phrases and try them out on the applicant. Better yet, ask a fluent friend to sit in on the interview. The lie will come out quickly and you will understand more about the morale of the candidate.
5. Technical Knowledge
As with language fluency, computer skills are very easy to fudge on a resume. Luckily, this lie is easier to test without the help of a friend. Ask a potential employee to take a free online test for the skills which they claim to have. You'll find out before the person leaves the interview if they can do what they claim.
If you need any further help with spotting a liar, or if you're interested in finding great employees, contact us today and we'll get you started.
Friday, October 11, 2013
Retailers Can Search Resumes for Free During this Holiday Hiring Season
It's almost Halloween, which means it's almost Black Friday and the official kickoff to the holiday shopping season will begin before you know it. Therefore, it's time for retailers in need of extra staff to support the holiday shopping season frenzy, to soon begin the search for qualified candidates at all possible locations.
Sure, you can go the traditional routes for finding help. There's the classic "Help Wanted" sign in the store window. There's word of mouth of course, and there's also the local newspaper still being an option. Or is it? Do newspapers even exist at all anymore? Anyway, advertising your new Christmas season job openings online is probably the best place to attract as many capable job seekers as possible. Now, there are several ways to do this. But, what if you could search resumes for free online?
Welcome to Jobvertise.com, a website that allows employers to search resumes, post jobs, and get your jobs page for your web site all free of charge. Why pay for some of those other listings services when you can do it all for free? That's right, not only is it free, but your job postings also automatically get added to your website, the Jobvertise site, Google, MSN, Yahoo, and more.
The statistics for success on Jobvertise are virtually undeniable. There are over one million resumes available online to search through, more than 25,000 visitors per day, and over 250,000 job listings. So this holiday season, if you're an online retailer looking for some extra help to get you through the busy season, give Jobvertise a look. Contact us today for more information.
Sure, you can go the traditional routes for finding help. There's the classic "Help Wanted" sign in the store window. There's word of mouth of course, and there's also the local newspaper still being an option. Or is it? Do newspapers even exist at all anymore? Anyway, advertising your new Christmas season job openings online is probably the best place to attract as many capable job seekers as possible. Now, there are several ways to do this. But, what if you could search resumes for free online?
Welcome to Jobvertise.com, a website that allows employers to search resumes, post jobs, and get your jobs page for your web site all free of charge. Why pay for some of those other listings services when you can do it all for free? That's right, not only is it free, but your job postings also automatically get added to your website, the Jobvertise site, Google, MSN, Yahoo, and more.
The statistics for success on Jobvertise are virtually undeniable. There are over one million resumes available online to search through, more than 25,000 visitors per day, and over 250,000 job listings. So this holiday season, if you're an online retailer looking for some extra help to get you through the busy season, give Jobvertise a look. Contact us today for more information.
Wednesday, October 9, 2013
Feature for jobs pages hosted by Jobvertise
We have added a new feature to reduce spam for companies that host their jobs pages with Jobvertise. If you allow free postings to your jobs page we automatically add a CAPTCHA image and field to reduce spam. The CAPTCHA field is an image that requires a human to type the letters in order to verify the code. We also offer an audio playback method for those who have trouble reading the image.
This prevents automatic bots from posting and cluttering up your jobs page. Note that pages that require payments for posting using our Jobcharge system will not be affected.
If you have any questions about this change please contact us.
The Jobvertise Team
This prevents automatic bots from posting and cluttering up your jobs page. Note that pages that require payments for posting using our Jobcharge system will not be affected.
If you have any questions about this change please contact us.
The Jobvertise Team
Friday, October 4, 2013
Human Resources' Tool Can Help Managers Uncover Resume Red Flags
With all of the people looking for work these days, human resource managers truly have their work cut out for them. On a positive note, there are ways that HR Directors can ease their staff’s workloads. One of them is to use a human resources’ tool that can quickly help HR team members identify resume red flags.
A human resources' tool that falls into that category is Jobvertise. Jobvertise allows employers to complete several key functions that are helpful in uncovering resume red flags. For example, employers may use select search criteria that will help them eliminate overqualified individuals and those that are outside of the firm’s geographical area.
In addition, Jobvertise is a human resources’ tool that permits employers to directly view a person’s e-mail. The e-mail that a person uses to submit a resume can be a red flag too. Take the case of a job seeker that uses his or her current employer’s e-mail account to submit a resume as an example. It indicates that the person does not have a problem using his or her employer’s assets for personal gain.
Use of unusual e-mail addresses like “partyallthetime@” could also signal a potential problem.
Furthermore, employers using Jobvertise as a human resources’ tool also have the capability of separating current resumes from aging ones. As such, the hassle of sifting through the resumes of applicants that feasibly have long employment gaps or outdated skills is greatly reduced.
Helping to identify resume red flags is not the only benefit to be gained by using a human resources’ tool like Jobvertise either. It also offers busy HR staff the opportunity to complete the following tasks with ease:
A human resources' tool that falls into that category is Jobvertise. Jobvertise allows employers to complete several key functions that are helpful in uncovering resume red flags. For example, employers may use select search criteria that will help them eliminate overqualified individuals and those that are outside of the firm’s geographical area.
In addition, Jobvertise is a human resources’ tool that permits employers to directly view a person’s e-mail. The e-mail that a person uses to submit a resume can be a red flag too. Take the case of a job seeker that uses his or her current employer’s e-mail account to submit a resume as an example. It indicates that the person does not have a problem using his or her employer’s assets for personal gain.
Use of unusual e-mail addresses like “partyallthetime@” could also signal a potential problem.
Furthermore, employers using Jobvertise as a human resources’ tool also have the capability of separating current resumes from aging ones. As such, the hassle of sifting through the resumes of applicants that feasibly have long employment gaps or outdated skills is greatly reduced.
Helping to identify resume red flags is not the only benefit to be gained by using a human resources’ tool like Jobvertise either. It also offers busy HR staff the opportunity to complete the following tasks with ease:
- Secure featured and super featured ad placement
- Protect sensitive e-mail addresses from view
- Batch import multiple job openings
- Create a customized job page
- Search resumes for free
Sunday, September 29, 2013
Go Beyond Resumes to Find Candidates
Going through our site is just the first step to finding qualified candidates to work for you. Potential employees put on their resumes and online listings only the things that they want you to see. You may have questions about some of the qualifications or notice inconsistencies. Before you ask prospects about these issues, go beyond their resumes with the following guidelines.
- Check out their social pages, such as Facebook and Twitter, to find out the person behind the resume. They present a more accurate picture of your candidates as they reveal unguarded moments of individuals. Do their workplace pictures show them busily completing a projects, or displaying copier prints of their body parts? Are their text postings merely rants about their current employers or do they brag about how they improved work productivity.
- Do a Google Search to find out more about their online trails. Don't neglect to look under the Images, Videos, News, and Blog options. While social pages reveal what applicants want to say about themselves, a search shows what others think about them. You may come across community and industry websites that laud their contributions to work and society. Or you may uncover inconsistencies with the dates, salaries, job names, and employer information that they list on their resumes.
- If this research uncovers a promising candidate, put his name in Google Alerts. If additional web mentions pop up between the time you find the resume and the time you interview him, an alert is sent to your email so you can investigate it.
Saturday, September 21, 2013
Online recruiting: the first step
The world is no longer as private as it used to be. With social media taking over our day to day lives, and having the ability to find out someones entire back story at the drop of a hat, the process of employee recruitment has become a whole different animal.
In the realm of business, all it takes is a small idea to change the world. In order to foster that idea, it is important that the right people are behind it. College degrees are no longer the golden ticket, and a Harvard University Diploma no longer gives you a free pass to life in the fast lane.
The science to online recruiting, and more specifcally recruiting the right employee has drastically changed. It is important to make sure that the people getting the job, bring more to the table than the day to day job qualifications.
It is important that you know an employee in terms that are larger than the dimensions of their cubicle. A persons capabilities have much greater depth than what can fit on a piece of computer paper. As a company, it is your job to delve deeper into the potential candidate and find out what those capabilities actually are.
Uncovering a quality resume is the first step to hiring an employee that will become a company asset. While the power is in your hands, we would love to help you a long the process. Please contact us for some more information and let us know if you have any additional questions. We look forward to working with you!
In the realm of business, all it takes is a small idea to change the world. In order to foster that idea, it is important that the right people are behind it. College degrees are no longer the golden ticket, and a Harvard University Diploma no longer gives you a free pass to life in the fast lane.
The science to online recruiting, and more specifcally recruiting the right employee has drastically changed. It is important to make sure that the people getting the job, bring more to the table than the day to day job qualifications.
It is important that you know an employee in terms that are larger than the dimensions of their cubicle. A persons capabilities have much greater depth than what can fit on a piece of computer paper. As a company, it is your job to delve deeper into the potential candidate and find out what those capabilities actually are.
Uncovering a quality resume is the first step to hiring an employee that will become a company asset. While the power is in your hands, we would love to help you a long the process. Please contact us for some more information and let us know if you have any additional questions. We look forward to working with you!
Friday, September 13, 2013
Why Hiring Managers Didn't Hire Teens this Summer
Did your teen have a hard time finding a job this summer? Not surprising; businesses have not hired teens for summer work. It used to be that teens get a summer job as a way to get out of the home and make extra money. What changed in human resources?
- Businesses are looking for permanent employees. Teenagers can only work in May, June, July and August. Employers look for someone year-round because they don't want to continue hiring employees. Employees do hire in the summer; this crop of employees are there for the everyday, holiday and last beyond the summer break.
- Competition is fierce. Teens are looking for work, but so are retired workers, senior citizens and college students. Companies hired senior citizens and retired workers because they have more experience and are more dependable than teens. College students were hired too because they have more riding on this job: paying off tuition, fees, room and board. They will hold the job and stay in college just by rearranging their college schedule to make time for both. They're motivated. Even teenagers have to compete with other teenagers, and the ones that had a good track record last summer remain with the same company this summer. Employers like to hire experienced people and they will take teens that have worked with them before over new ones that need training.
- The recession is over, but the unemployment rate is still high thanks to a weak economy. With the healthcare law coming around the corner employers are still scared to hire people. Therefore a strategy that's being used is to hire a jack-of-all-trades employee or to use the employees they have to perform multiple tasks.
- There are not enough jobs out there for teens. When the economy was stable everyone was working, and there was enough work for teenagers to gain experience. Now that the recession happened employees are tightening the belt on payroll and only hire people when it’s mandatory. As a result there are not enough jobs out there for everyone. Retired workers, senior citizens and college students are taking the jobs that were meant for teens.
- No connections on the inside. Getting a job is never about what you know. It's really is who you know, and it does help to get to know as many people as possible. When you network with other people you will get the latest jobs listings before it's posted to the public. You can score a job before anyone knows a job is available.
Thursday, September 5, 2013
Tips for Creating an Effective, Free Company Jobs Page
So you’ve decided to sign up for Jobvertise, our complimentary online recruiting tool. Congratulations and welcome! At this point, you may be thinking about setting up your free company jobs page. We encourage you to do so. However, before you get started, why not take a moment to check out our tips?
Free Company Jobs Page Tip #1: Cohesiveness
When crafting your design, consider using our special “Your Customized Jobs Page” link. It will take you to an area where you can insert a HTML code into the page’s formatting. Doing so will go a long way in making your free company jobs page blend in naturally with your existing site. That, in turn, will only add to your company’s polished image.
Free Company Jobs Page Tip #2: Write with Clarity
To attract qualified candidates to your free company jobs page, be sure to write the ads with clarity. Succinctly explain what your company’s philosophy is and then cover the key aspects of the position. Of course you’ll also want to clearly list what you expect from each candidate and the hiring process. For example, you could write something like “Interviews will be scheduled with those that pass the initial screening within 14 days of application receipt.”
Free Company Jobs Page Tip #3: Utilize Video Library Links
If you are hiring for a position that can’t be summed up in a few sentences, consider utilizing links. The links could take the applicant to your company’s online video library. Once there, they could review audiovisual materials that provide in-depth information about your company’s job openings. If you don’t already have audiovisual materials prepared, you may want to hire someone to produce them.
Those are just a few free company jobs page creation tips to help you get started. Once you’re finished with the page, consider using our site’s resume search and Featured Jobs options too. Together, they should help you fill your firm’s job opening in record time. And as always, if you have any further questions, please contact us.
The Jobvertise Team
Free Company Jobs Page Tip #1: Cohesiveness
When crafting your design, consider using our special “Your Customized Jobs Page” link. It will take you to an area where you can insert a HTML code into the page’s formatting. Doing so will go a long way in making your free company jobs page blend in naturally with your existing site. That, in turn, will only add to your company’s polished image.
Free Company Jobs Page Tip #2: Write with Clarity
To attract qualified candidates to your free company jobs page, be sure to write the ads with clarity. Succinctly explain what your company’s philosophy is and then cover the key aspects of the position. Of course you’ll also want to clearly list what you expect from each candidate and the hiring process. For example, you could write something like “Interviews will be scheduled with those that pass the initial screening within 14 days of application receipt.”
Free Company Jobs Page Tip #3: Utilize Video Library Links
If you are hiring for a position that can’t be summed up in a few sentences, consider utilizing links. The links could take the applicant to your company’s online video library. Once there, they could review audiovisual materials that provide in-depth information about your company’s job openings. If you don’t already have audiovisual materials prepared, you may want to hire someone to produce them.
Those are just a few free company jobs page creation tips to help you get started. Once you’re finished with the page, consider using our site’s resume search and Featured Jobs options too. Together, they should help you fill your firm’s job opening in record time. And as always, if you have any further questions, please contact us.
The Jobvertise Team
Saturday, August 31, 2013
What to Do with Overqualified Candidates
Overqualified candidates are tough to sort out. They are qualified for the job, but have more qualifications than the ad listing. There are concerns that hiring someone too qualified for the job will turn out to be someone that's using the job as a stepping stone for something better. Avoid this hiring mistake by dealing with these candidates head on.
As hiring managers search resumes for potential candidates there is a chance that you land on an overqualified resume. Instead of passing those resumes up focus on what this overqualified person on the resume can do for your company. Read their resume and focus on the benefits. Sample questions to ask are the following: Are they qualified enough to mentor staff members? Do they know enough people to strengthen the company? Can they represent a piece of the business that lacks in sales or growth? Making a list for each candidate will help you decide which ones is the best fit for the company moving forward.
If you decide, after reading resumes, that some overqualified candidates deserve an interview be honest to them. Inform them about the job in detail and expectations they have to meet. You can easily mesh two job listings that the overqualified candidate can do that truly fit them professionally.
You can also alter job descriptions or add special projects to make sure the potential candidate chooses them for the long haul. Next tell them about the pay rate. Never give an overqualified candidate less then they deserve. Instead tweak the pay rate to make it higher than initially listed or give them an opportunity to apply for a future promotion. Give the candidate time to think about it if they cannot make a final decision. One or two days are a good length of time. Be sure to tell them that you're looking for a person who will stay with the company for a long time not for a short term.
It's a risk hiring a qualified candidate. Sometimes a qualified candidate is a risk worth taking. Make the leap and contact us for more information on online resumes searching and finding the right one.
As hiring managers search resumes for potential candidates there is a chance that you land on an overqualified resume. Instead of passing those resumes up focus on what this overqualified person on the resume can do for your company. Read their resume and focus on the benefits. Sample questions to ask are the following: Are they qualified enough to mentor staff members? Do they know enough people to strengthen the company? Can they represent a piece of the business that lacks in sales or growth? Making a list for each candidate will help you decide which ones is the best fit for the company moving forward.
If you decide, after reading resumes, that some overqualified candidates deserve an interview be honest to them. Inform them about the job in detail and expectations they have to meet. You can easily mesh two job listings that the overqualified candidate can do that truly fit them professionally.
You can also alter job descriptions or add special projects to make sure the potential candidate chooses them for the long haul. Next tell them about the pay rate. Never give an overqualified candidate less then they deserve. Instead tweak the pay rate to make it higher than initially listed or give them an opportunity to apply for a future promotion. Give the candidate time to think about it if they cannot make a final decision. One or two days are a good length of time. Be sure to tell them that you're looking for a person who will stay with the company for a long time not for a short term.
It's a risk hiring a qualified candidate. Sometimes a qualified candidate is a risk worth taking. Make the leap and contact us for more information on online resumes searching and finding the right one.
Thursday, August 22, 2013
3 Mistakes Employers Make When Trying to Find Candidates
Anyone who has ever had a hand in recruiting applicants for employment understands how difficult it sometimes can be. It’s important to select job candidates who have the required experience, education, and skills to do the job.
However, in their enthusiasm to find candidates, sometimes employers discount applicants who they don’t feel are the perfect match. That can lead them to make one of these three mistakes.
Overlook Suitable Skills because of Job Title
In this recent CBS post, the Evil HR Lady Suzanne Lucas responds to a reader who has the responsibilities of human resources, but not the job title. In talking with her current employer as well as potential new employers, she has found that the lack of title is inhibiting her ability to move from a secretarial role.
By merely looking at someone’s job title and not their job duties, recruiters are apt to overlook someone who has suitable skills, but hasn’t been given the chance to apply their abilities to the right situation. Someone hoping to get out of this dilemma is not only likely to be forever grateful to the company that provides them their big break (think loyalty), but may be more willing to negotiate salary in exchange for the chance.
Discount Quality Candidates that are Trainable
Related to the first mistake mentioned above is when a potential candidate gets a pass because they have less experience than desired or are missing one skill set.
Part of developing job descriptions and job postings is determining the number of years and types of experiences someone needs to perform a job successfully. It’s rarely a scientific process. Therefore, some flexibility is in order. The same is true when applying the desired qualifications to each candidate’s resume.
Hiring someone who has less than the requested years of experience or is shy one skill set can be a mistake, especially if that person brings other qualities to the table. Offering an opportunity and some training can often net an employer a great employee.
Leave Jobs Unfilled Looking for the Perfect Candidate
Finally, one of the most egregious mistakes that an employer can make is leaving a job unfilled for an extensive length of time because they are trying to find the perfect candidate.
Yes, it is important to find someone who fits with the organization and has the necessary skill sets to perform successfully. However, it’s important to find the proper amount of balance between seeking perfection and wasting time.
That’s where Jobvertise can help by saving employers time and money. As the world’s largest free job and resume database, Jobvertise can help you find candidates to meet your staffing needs. For more information, review our website, read our blog, and then contact us.
However, in their enthusiasm to find candidates, sometimes employers discount applicants who they don’t feel are the perfect match. That can lead them to make one of these three mistakes.
Overlook Suitable Skills because of Job Title
In this recent CBS post, the Evil HR Lady Suzanne Lucas responds to a reader who has the responsibilities of human resources, but not the job title. In talking with her current employer as well as potential new employers, she has found that the lack of title is inhibiting her ability to move from a secretarial role.
By merely looking at someone’s job title and not their job duties, recruiters are apt to overlook someone who has suitable skills, but hasn’t been given the chance to apply their abilities to the right situation. Someone hoping to get out of this dilemma is not only likely to be forever grateful to the company that provides them their big break (think loyalty), but may be more willing to negotiate salary in exchange for the chance.
Discount Quality Candidates that are Trainable
Related to the first mistake mentioned above is when a potential candidate gets a pass because they have less experience than desired or are missing one skill set.
Part of developing job descriptions and job postings is determining the number of years and types of experiences someone needs to perform a job successfully. It’s rarely a scientific process. Therefore, some flexibility is in order. The same is true when applying the desired qualifications to each candidate’s resume.
Hiring someone who has less than the requested years of experience or is shy one skill set can be a mistake, especially if that person brings other qualities to the table. Offering an opportunity and some training can often net an employer a great employee.
Leave Jobs Unfilled Looking for the Perfect Candidate
Finally, one of the most egregious mistakes that an employer can make is leaving a job unfilled for an extensive length of time because they are trying to find the perfect candidate.
Yes, it is important to find someone who fits with the organization and has the necessary skill sets to perform successfully. However, it’s important to find the proper amount of balance between seeking perfection and wasting time.
That’s where Jobvertise can help by saving employers time and money. As the world’s largest free job and resume database, Jobvertise can help you find candidates to meet your staffing needs. For more information, review our website, read our blog, and then contact us.
Friday, August 16, 2013
Online Recruiting: An Affordable Way to Find the Right Candidate
Let’s face it. Finding and hiring good employees the old fashioned way is expensive. There are newspaper ads to place, multiple interviews to conduct and background checks to pay for. In some instances, for large firms, that can add up to thousands of dollars each year. On a positive note, there are more affordable, modern day recruitment methods that are available to employers. Here’s a look at one of the best ones:
When it comes to finding the perfect group of new employees at a reasonable price, you can’t beat online recruiting sites. Let’s take our site, Jobvertise as an example. Our online recruiting site features a basic resume searching plan that is absolutely free. It allows companies to view 140 resumes a week and post help wanted ads. We also have other online recruiting plans that allow for additional resume viewings, custom job landing pages and featured job listing capabilities. They tend to range in price from $29 to $89 per month.
A help wanted advertisement, on the other hand, is likely to cost you much more than that and deliver far less. Understandably, the advertising costs will vary based on the newspaper and the ad itself. However, for comparison purposes, one time ads in some major metropolitan papers tend to sell for $133 per column inch. To make the advertisement standout above the others, there are usually other costs involved as well. Examples include fees for prime placement and specialized coloring. In addition to the higher price, newspaper ads traditionally come with little to no extras. For instance, there is a good chance that placing a newspaper ad won’t give you access to an international database full of quality candidates and custom job landing pages.
Those are just a few of the ways that an online recruiting site can save businesses money. If you would like to learn more, please contact us through the Jobvertise website.
When it comes to finding the perfect group of new employees at a reasonable price, you can’t beat online recruiting sites. Let’s take our site, Jobvertise as an example. Our online recruiting site features a basic resume searching plan that is absolutely free. It allows companies to view 140 resumes a week and post help wanted ads. We also have other online recruiting plans that allow for additional resume viewings, custom job landing pages and featured job listing capabilities. They tend to range in price from $29 to $89 per month.
A help wanted advertisement, on the other hand, is likely to cost you much more than that and deliver far less. Understandably, the advertising costs will vary based on the newspaper and the ad itself. However, for comparison purposes, one time ads in some major metropolitan papers tend to sell for $133 per column inch. To make the advertisement standout above the others, there are usually other costs involved as well. Examples include fees for prime placement and specialized coloring. In addition to the higher price, newspaper ads traditionally come with little to no extras. For instance, there is a good chance that placing a newspaper ad won’t give you access to an international database full of quality candidates and custom job landing pages.
Those are just a few of the ways that an online recruiting site can save businesses money. If you would like to learn more, please contact us through the Jobvertise website.
Thursday, August 1, 2013
Free Resume Database Can Help Retail Stores Fill Fall Openings
Each year, countless retail establishments across the nation are faced with a dilemma that traditionally starts in late August. Yes, we are talking about the need to fill positions abandoned by those heading off to college. Unfortunately, it comes right before the big pre-holiday hiring season and can make a serious impact on the quality of a store’s service. This is especially the case if the store’s management is not prepared to fill those positions quickly. The good news is that there is an easy, quick and affordable way to fill those upcoming positions. Read on for the details:
One of the quickest, most economical ways to fill those seasonal openings is to utilize a free resume database and online recruiting tools. There are several such options available. However, one of the best is Jobvertise. Unlike some other sites, Jobvertise offers easy, customizable options that help employers spend less time searching and more time interviewing.
Take their resume searching plans for example. There are currently four plans available. The first plan allows employers to view 20 resumes a day for free. During a 30-day month, that’s 600 resumes!
The other three resume searching plans offer a cavalcade of additional benefits for a modest fee. Additional benefits include, but are not confined to the following:
Those are just a few great reasons to use Jobvertise for all of your online recruiting needs. To learn more, contact us.
One of the quickest, most economical ways to fill those seasonal openings is to utilize a free resume database and online recruiting tools. There are several such options available. However, one of the best is Jobvertise. Unlike some other sites, Jobvertise offers easy, customizable options that help employers spend less time searching and more time interviewing.
Take their resume searching plans for example. There are currently four plans available. The first plan allows employers to view 20 resumes a day for free. During a 30-day month, that’s 600 resumes!
The other three resume searching plans offer a cavalcade of additional benefits for a modest fee. Additional benefits include, but are not confined to the following:
- Access to a 300 resumes per day (Pro Plan)
- Direct e-mail and phone number access
- Ability to allow multiple HR staff access
- Customized, fine-tuned search options
- Resume e-mail alert service
Those are just a few great reasons to use Jobvertise for all of your online recruiting needs. To learn more, contact us.
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