Monday, December 30, 2013

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.

Sunday, December 15, 2013

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.

Saturday, December 7, 2013

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 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.

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.

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:
  • Mobile Devices and System Integration
  • Social Media and Gamification
  • Globalization and Outsourcing
  • Cloud Computing and Big Data
Jobvertise’s online recruiting tools can help when it comes to trends related to mobile devices, system integration, globalization, outsourcing and social media. To begin with, our free online job and resume database is the largest one in the world. So finding world-savvy, high quality employees both domestically and abroad is merely a mouse click or two away.

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.

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. 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
  • No subscription necessary
  • Preview resumes without ever leaving the search results page
  • Set up unlimited saved searches and receive daily emails with new and updated resumes matching search criteria.
This is a great way to look at things. Employers are able to gain a wide range of benefits when they use a free resume database that they would not have available to them if they were not taking advantage of such technologies. They immediately get a better grasp of what the potential candidate for hire is going to be like, and in fact can hand select the people that they would like to offer an interview to.

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.