Search Results - easily buy

Blog Post: Online Rep U. Nation

Added by Matt J Peter at 11:54am on May 26, 2010

Blog Post: Our 7 Best Recruitment Marketing Articles of the Week (5.15.10 to 5.21.10): Originally posted on the SmashFly Recruitment Marketing Blog…; Added by Chris Brablc at 10:19am on May 21, 2010

Blog Post: 4 Tips for Budgeting for a Career Change: Whether you're starting your own business, changing careers, or just going off the job grid for a bit of soul searching, your financial situation is about to change - drastically. If you've…; Added by Andrew LIsa at 3:39pm on October 28, 2013

Event: LinkedIn Live Training: is an experienced expert in using social media to hire premier candidates. In this 90 minute presentation, Jim demonstrates a step by step walk-through of how to use LinkedIn to source, connect and hire candidates. If you want to see how effective Jim is at social marketing and SEO, Google “Jim Durbin Recruiter”! LinkedIn is increasingly becoming the social network of choice for businesses and passive job-hunters. In an age where e-mail and voicemail can easily be avoided, LinkedIn represents a new and exciting channel that many candidates prefer to use as an initial contact with recruiters. The Social Media Headhunter Series is a DVD training regimen based on live walkthroughs of social media tools. Training is broken into easily understood chapters. Video playback by chapter allows for quick review of key points, giving the recruiter access to the information they most need. Chapters for LinkedIn: Recruiting Companion include: 1) Introduction to LinkedIn 2) Sourcing For Candidates 3) Connecting With Prospects: Messages That Work 4) Checking References Inside LinkedIn 5) LinkedIn Tools and Packages 6) The Salesman's Guide To LinkedIn 7) Do's And Don’ts Review 8) LinkedIn Marketing LinkedIn has the potential to be a game changer in the recruiting field. While most recruiters have signed up for LinkedIn, very few are using the site to hire more people. Learn from one of the few trainers that runs a desk every day. The meeting will be at Doubletree Hotel and Conference Center (click for map). There is ample free parking. Networking starts at 7:30 AM including a Continental breakfast and the program starts at 8:00 AM. The program will last 60-90 minutes, followed by a question and answer session, ending at 10:00 AM. The cost including the LinkedIn DVD is $125.00 for MAPSS members and $150.00 for non-members. M Firms must buy a minimum of one DVD ticket. Additional attendees from a MAPSS member firm will be $50.00/person and $75.00/person for non members, without the DVD. Individual attendees must pay at the level including the LinkedIn DVD. Additional copies of the DVD will also be available. We suggest you take a moment to register now. This program will sell out and seating is limited! www.MAPSS.net…; Added by Jim Durbin at 1:40pm on October 9, 2008

Comment on: Topic 'Applicant Tracking Systems....any recommendations?': or do you want a web-based system? My preference is server/client because of the speed, robustness and control that I get over it. I maintain full control, I host the data and it is by far faster than any web-based system. But I am happy with the fact that I can't access it on the internet from anywhere as fast as you can access a web-based system. The two main advantages of the web-based is that you can pretty much access from anywhere and they host your data, but you are the mercy of the speed of internet, whether their server is up/down etc etc). 2) Do you want to host the data yourself or do you want them to host it for yo? (it is possible even with the client/server based systems for the company to host your data at extra cost). But if you go with client/server and decide to host it yourself you will need to also purchase a server and set it up, which is not all that expensive). 3) What integration options does your new vendor offer you? Can they seamlessly integrate with outlook so you can easily process resumes you receive through outlook? Can they later on integrate with your website? What are the costs involved? 4) What is the cost to set it up, maintain it and set up new users? Some systems can be cheap to buy but expensive to maintain 5) What support do they offer and who else uses them? (are they companies you know?) 6) What type of recruitment companies use them most? (will this fall within your needs?) 7) What is the process if you later decide to change? Can you easily get your data back? (again can be a problem with web-based) Remember, what may work for someone else may not work for you. I hope that helps.…; Added by Navid Sabetian at 11:30pm on March 12, 2011

Blog Post: The Rise of Desktop Manufacturing in the Great Recession: In the last post, we talked about the changing nature of markets and marketing in the Great…; Added by Jay Fenello at 12:25pm on April 12, 2010

Comment on: Topic 'Applicant tracking systems': ntil you try it) 4. Is it more for recruiting, or for applicant management, or both? I work with iApplicants, so we provide a solution in this area, but the reality is you have to truly think about these questions before deciding. The reason our clients like our system is it was designed for smaller organizations (less than 2000 employees, 50% of our clients are between 50-500). They don't have to change their process based on our software because the software adapts to each client in a different way (probably one of the most flexible ones I have ever seen). We have features that can be turned "on" or "off", depending on what you need. It also provides a career portal for applicants to apply online, giving you exposure to major search engines. Since we design it after your own website, it has the right look and feel that you will need. It tracks candidates and EEOC (and much more), and is very simple and very user-friendly. You can edit and update the website itself very easily, including the jobs, your departments or divisions, applicant status etc, and we build custom reports for our clients so they can track what they want to track. So that is a little about us, but I would say talk to someone and narrow it down to what you really want to accomplish and see if it is going to be a fit. I wish you luck in your search!…; Added by Steve at 11:37pm on January 16, 2009

Blog Post: Five things to consider when leaving higher education: So you have studied hard, gained many skills and knowledge, made great friends and passed your qualifications, that’s it, higher education done. It may seem a frightening prospect but the…; Added by Tonisha Parra at 2:32am on May 1, 2015

Blog Post: Employing in my happy place- employing 'online': The world's population is increasingly going online. The internet is expanding exponentially, making space for almost every aspect of life. Constantly battling with time, we are always looking for…; Added by HDot at 4:59am on August 8, 2009

Blog Post: ATS : How To Get Buy In From C-Suite