Search Results - correct luxury

Comment on: Blog Post 'Acknowledging the Elephant in the Room': uarantee that the (guessed) keywords really appear in any job posting in the database. 2) Any keyword search stalls after entering a handful of words. The job board either does not give you anything back or you get some junk back (i.e. when you enter the "and" as keyword on Monster, Monster will show you jobs that contain the "and" in the job posting). 3) A typical job posting has 20 to 50 requirements. If every requirement is just a word (it is typically more) and a job seeker has to match at least half of the requirements to find a useful posting for him/her then the job seeker has to guess at minimum 10 correct words. Now, when you play the lottery you guess 6 numbers out of 49. In this game you have the luxury that you know the 6 guessed numbers are actually in the pool. With the keyword search you don't have that luxury. You have to guess 10 words out of thousands and you don't even know whether you guessed words exists in any of the job postings. Bottom line is that job search on job boards with keywords is just lottery. Job seekers cannot guess 10 correct words out of thousands. It's impossible! They cannot find any close matches to their skills and education. On top of that they are under pressure. They feel the whole process is gamble and they know if you want to win the lottery you have to play alot. That's where the recruiters get hit. They see the floods coming in but cannot sort it out. There in no feedback to job seekers. Result: Everybody complains. What needs to happen is to stop the lottery approach and allow job seekers to know what requirements are in the database of job postings BEFORE they start searching. This list of requirements is the master index that job seekers go through once and store as a profile. All requirements in new jobs that come in are matched to the job seekers who have a stored profile. Job seekers simply review their best matches and apply. There will be fewer job applications but more quality.…; Added by Henning Seip at 2:44pm on April 12, 2011

Blog Post: TLS Continuum Part 63: What Wows: In last week’s blog I discussed the response to What if? What does our future organization look like to the marketplace? By doing this we have established the gap analysis between what the…; Added by Daniel T. Bloom at 2:03pm on September 2, 2016

Comment on: Blog Post 'Resume Roulette - Paper does not = people.': y on their resumes, social media networking profiles or other related correspondence. You are correct in stating that most people – high level executives and other top-tier professionals included - do not have much success with do-it-yourself resume projects. So what is the harm in those folks outsourcing that task to a subject matter specialist? If I’m not a web designer, I could either by a “web design for dorks” book to figure out enough to slap something together -OR- I could hire an actual web designer to do the job. What would be more likely to produce the best result? Assuming I choose to do it myself, would others be willing to overlook any flaws -OR- would they assume the poor quality is reflection of other aspects of what I do? That scenario would equate to building an ineffective resume or conducting a job search without being up to speed on how things work in this contemporary, competitive market. Most people involved with talent acquisition don’t have the luxury of time to examine each and every applicant for hidden potential. It is incumbent upon candidates to market themselves according to the prospective employers’ needs. Or, alternatively, recruitment professionals could advise them to pursue professional assistance to do so. When you only get one chance to make a great first impression, the ROI from objective, outside help should be immediately evident. Even if/when a talented professional is identified through networking or referral, their paper or online presence should be a consistent match and reflect the entire package.…; Added by Kelly Blokdijk at 8:51pm on March 8, 2010

Blog Post: Pay Your Bills Like a Pro: Most of the people lead a busy life while some are up before the day even start, it’s either because of school, work or they have to prepare something for their family. It’s a normal routine that…; Added by Geo Msn at 4:14am on January 4, 2017

Blog Post: Digging Into RecruitingBlogs.com v1.23: Boo.

(Oct 31, 2008) My trip to India was no less than a complete mental enema. Although the image is a bit harsh, my cherished assumptions were challenged again and again. On my…; Added by John Sumser at 9:30pm on October 30, 2008

Blog Post: Start Your Unusually Creative Journey to HR’s Edge

Journey to the edge…

Added by Nicole Antonio-Gadsdon at 9:54am on February 26, 2016

Blog Post: How Inc. Magazine Promotes RPO for Small Businesses: In the recent issue of Inc. there is a page that directs readers to…; Added by Nick Tubach at 12:48pm on May 4, 2011

Blog Post: Interviewing: What type of car salesman are you?

There are two things (hopefully) that every person will encounter in their life (among a million other things, but we’ll focus on these two for now).

Interviewing for a…

Added by Dane Anar at 2:33pm on April 10, 2013

Blog Post: Human capital new king for PEGs: building bold leadership for change: A recent Forbes article by Matthew Kirdahy titled “Filling the Talent Pool” begins: “The focus at private equity firms is shifting. Cash will always be king, but looking ahead, the most important…; Added by Kathleen Quinn Votaw at 8:57pm on June 23, 2009

Blog Post: Top 5 Recruiting Talent Acquisition Trends of 2016: The Assemblage of efforts and judgment cannot establish if there is a defined toolset for hiring ideal talent in recruiting acquirement. Some belief it’s the necessity of the present tendency to…; Added by Darren Hayes at 2:05pm on June 21, 2016