Applicant tracking -  recruiting software for the staffing industry

Recruiting tip - Applicant

The Power of Interview Preparation:
Partially reprinted with the permission of Bill Radin

... "The Short and Long of It
There are two ways to answer interview questions: the short version and the long version. When a question is open-ended, I always suggest to candidates that they say, “Let me give you the short version. If we need to explore some aspect of my answer more fully, I’d be happy to go into greater depth, and give you the long version.”

The reason you should respond this way is because it’s often difficult to know what type of answer each question will need. A question like, “What was your most difficult assignment?” might take anywhere from thirty seconds to thirty minutes to answer, depending on the detail you choose to give.

Therefore, you must always remember that the interviewer is the one who asked the question. So you should tailor your answer to what he or she needs to know, without a lot of extraneous rambling or superfluous explanation. Why waste time and create a negative impression by giving a sermon when a short prayer would do just fine?"

Applicant tracking news

CATS Applicant Tracking System - Affordable Recruiting ...

MSN-applicant-tracking, Thu, 18 Mar 2010

CATS is affordable, on demand online recruiting software built by recruiters, for recruiters. No contracts, no sign-up fees, no sales reps. Get started for free in just 60 seconds.

Announcements From ERE Expo

ERE Articles, Tue, 16 Mar 2010

Jobvite isn’t making a big splash about this, but it has a new social recruiting tool for job seekers. Think of it as a combination of bit.ly, the URL shortening site that allows you to track your links, and Jobvite’s matching service. I only heard about it this morning at Expo, so there has been [...]

Optimism Growing, Startups Returning. Could Hiring Be Around the Corner?

ERE Articles, Tue, 16 Mar 2010

Optimism returned to the recruiting community in November. That’s what my informal survey here in San Diego at ERE’s Expo tells me. In conversations, people say things like, “We were told last year that we would start hiring again” or “I started seeing reqs from departments that I hadn’t heard from in a year.” The vendors on [...]

2010 ERE Recruiting Excellence Award Winners

ERE Articles, Tue, 16 Mar 2010

A big congratulations to this year’s recipients of the ERE Recruiting Excellence Awards. They’ll be in the good company of past winners such as Starbucks, Deloitte, and Enterprise. You’ll hear about the winners in multiple venues, including upcoming articles on this website, as well as at this week’s conference in San Diego, this Fall’s conference in [...]

Contract Sourcer/Recruiter

Jobs in Recruiting, Tue, 16 Mar 2010

Are you tired of the agency world? Do you get bogged down by numbers and quotas? Are you exhausted from sacrificing quality for quantity? Gilt Groupe is looking for a talented sourcer/recruiter to join our team. This position will provide the opportunity to work in the fastest growing online company in NYC, partner with the best and brightest minds in the industry and directly impact the bottom line. In this highly visible position, you will source and/or recruit for positions in our finance group as well as other positions throughout the company. The contract is 3-6 months and is 100% on site in our NYC office. We will not consider anyone remote. MUST have the following: Minimum of 3 years experience recruiting junior to senior level finance professionals Minimum of 1 year experience at a recruiting agency (contingency or retained) recruiting for full time finance professionals Minimum of 1 year working in a fast paced recruiting environment Understanding of the full recruitment lifecycle process (lead generation, managing the internal/external process, extending an offer and closing a candidate) Ability to interact, influence and negotiate with a variety of internal clients an external candidates VERY strong internal client focus and relationship building skills Bachelors degree

March Madness Costing Employers

Human Resources, Tue, 16 Mar 2010

For employers, March Madness , the men's college basketball tournament, marks the arrival of several annual rituals: employee-organized office betting pools, a potential dip in employee productivity and a decline in Internet speed, as employees watch live streaming broadcasts of the tournament games during office hours. March Madness also provides a team building opportunity for your workplace. According to John Challenger, chief executive officer of Challenger, Gray & Christmas, Inc. , an outplacement company that tries to predict the impact of March Madness on workplaces, "March Madness and the subsequent office pools have been going on long enough, that employers can no longer claim to be caught off guard by the annual event. Some have tried to squash these pools, most simply ignore them and others have found ways to embrace the tournament as a team-building and morale-boosting opportunity ." This year, Challenger, Gray & Christmas, Inc. estimates that workers distracted by March Madness could cost employers as much as $1.8 billion in unproductive employee time during the first week of the tournament, alone, based on 20 minutes of daily time wasting. Other sources cite up to 100 minutes per employee of tournament watching time during March Madness. A 2009 Microsoft/MSN survey found that 45 percent of Americans planned to enter at least one college basketball pool last year. Challenger anticipates that employee activity is highest between Selection Sunday, March 14, and the end of the first round, March 19. During this time period, people research their teams , fill out their brackets, bet in office pools, and watch games online during work hours, costing employers the estimated $1.8 billion. "As the tournament moves beyond the first and second round, the impact on the employer decreases, since few games are played during office hours and workers can no longer make adjustments to their brackets, thus eliminating the need to research teams," Challenger added. During the first two days of the Tournament (Thursday, March 18 and Friday, March 19), approximately half of the 32 games are played during business hours. In a 2010 survey by the Society for Human Resource Management (SHRM) , two-thirds of employers do not have policies regarding office pools, fantasy sports leagues, or gambling in the workplace and less than 4% (according to Fox News) had ever disciplined an employee for participating in these events. Around 66% of employers monitor some aspect of Internet connection, but many fewer block actual sites. Challenger suggested that employers might consider using March Madness as an annual team building event. "Companies can use this event as a way to build morale and camaraderie. This could mean putting televisions in the break room, so employees have somewhere to watch the games other than the Internet. Employers might consider organizing a company-wide pool , which should have no entry fee in order to avoid ethical and/or legal questions." It's a bit late to plan a lot for this year, although snacks and televisions in break rooms are easy to pull together quickly, but making March Madness a company team building event might work well for your future tournaments. March Madness isn't going anywhere any time soon; so, why not take advantage of the events as a spring celebration ? (Information from a Challenger press release, Fox News, and SHRM.) Image Copyright Streeter Lecka / Getty Images All Topics | Most Popular | Newsletter | HR Forum March Madness Costing Employers originally appeared on About.com Human Resources on Tuesday, March 16th, 2010 at 02:53:50. Permalink | Comment | Email this

Experienced Recruiter

Jobs in Recruiting, Mon, 15 Mar 2010

Our boutique executive recruiting firm in the healthcare field is seeking a part-time experienced recruiter. It is possible that this could grow into a full-time position. Our business is mainly a mix of contingency and retained search. Therefore, the compensation mix would likely be a combination of a monthly draw and commission. As an independent contractor, you will be responsible for your operating expenses. The responsibilities of the position will include: Source and contact potential candidates for our clients’ job openings. Follow through the interview and hiring process. Keep the database information related to assignements accurate & up-to-date. Prospect for new job orders. In order to be considered, you will be asked to provide affirmative answers and detailed examples to the following questions: 1. What recent experiences & accomplishments demonstrate your ability to work independently, in a systematic, honest and ethical manner? 2. Are you an adept verbal and written communicator and a quick study who can effectively manage many projects at any given time? Please provide examples of your written communications. We have a strong preference for someone who has experience in executive-level recruiting in the healthcare field. You will need to have your own office space and phone equipment, either at home or in a professional setting in the New York metro area and an Apple computer running the latest version of OSX.