Search Results - engine final

Event: CVTracer Complimentary Webinar - Shally Steckerl on SEM for Staffing & Recruiting: s final webinar of a three part series, you will learn Search Engine Marketing (SEM) for Recruiting and how to use Pay-Per-Click (PPC) on major search engines like Google and even social networks like Facebook to get your pages seen and clicked on by the right people. This online workshop also covers the strategy and tactics of Bid Management and Tracking to insure you are paying the lowest price per click, and much more! Date: Wednesday, April 21st, 2010 Time: 2:00 pm - 3:30 pm EST Title: Search Engine Marketing (SEM): Pay-Per-Click (PPC), Ad Copy Development, Bid Management & Tracking To learn more about this webinar go to http://www.cvtracer.com/webinar04-21-10.php…; Added by Leesa Wheeler at 2:38pm on April 13, 2010

Blog Post: TLS Continuum Part 73: I Think I Can: In part 66 of the TLS Continuum Series I discussed that the missing ingredient…; Added by Daniel T. Bloom at 7:27pm on November 25, 2016

Topic: Chrome delivers 300% performance boost for cloud-based CRM software: ript engine as one of the software’s highlights. This particular feature is designed to increase the performance of web applications and make their interfaces much more responsive. Although Safari 4 and Firefox 3.1 betas offer similar optimizations, Chrome is generally believed to have the edge. However, most sites do not integrate Chrome-specific optimizations to take advantage of the browser engine, which is due to the tiny market share. However one company recently showed what Chrome may be capable of. Avature, a provider of Enterprise 2.0 Human Capital Management solutions, announced the release of a new Chrome-optimized version of its Recruiting CRM software-as-a-service (SaaS) solution, which recently made it into Human Resource Executive magazine’s top ten human resources applications. What is interesting in this new version is an optimized “Rules Engine” that delivers a 300% increase in the processing of complex Javascript programs in the Chrome browser, in addition to an improved user interface and better performance on IE7 and Firefox browsers. The Rules Engine performs much of the heavy-lifting in the application. It enables business automation and allows users to build rules to manage lists, email communications and automate other tasks. For instance, using users can easily build up and tear down lists that provide a spreadsheet-like view of data records. These lists grow or shrink dynamically, based on a set of rules and a series of system events. Since cloud-based HR applications typically rely on a large number of records, the speed of performing data automation is directly related to the performance of the Javascript engine that executes data mining scripts. To our knowledge, Recruiting CRM is the first commercial-grade web application that specifically takes advantage of Chrome’s V8 Javascript engine. Although a 4x performance jump compared to Firefox and IE7 is likely to drop once Mozilla and Microsoft have their new versions of their respective browsers in place, we doubt they will completely offset the 300% difference in speed. This actually shows there may be more to Chrome’s V8 than meets the eye or than Javascript benchmarks are showing. If Google manages to increase Chrome’s share of the market once the final version is released (and that usually can take quite some time at Google), other companies could possibly justify the cost of adding extra code to cater to the specific needs of the V8 engine.…; Added by Michael Johnson to CRM in Recruiting at 12:21am on November 13, 2008

Blog Post: Job Board of The Future: My latest press release, please tell me what you think:

The internet has made the job posting and job hunting process in many ways more convenient and efficient, enabling companies and…; Added by Tanya Willette at 2:15pm on August 22, 2008

Comment on: Blog Post 'How to Choose a Headhunter - Great questions to test them...': in Oz on a SaaS-based product that will inspire Hiring Managers as well as Final Decision Makers to be involved in a 15 minute process (no painful meetings – they work independently of each other) that delivers their precise combined, ranked and weighted profile of Attributes they want us recruiters to find in exemplary candidates. It has worked every time on a MS Excel platform for the better part of 15 years so, once we have bedded-in the SaaS version here in Oz I expect it will go on the "Cloud" (dreadful description of what it really is). NOT problem solved but it sure helps us recruiters dig beneath the surface of our clients' minds before we start our assignments. In brief "Recruit with the End Defined". With no less work by us professional recruiters (head hunters, retained, contingency, temps, casuals, internal, RPO or whatever) this leads to 100% client satisfaction. Believe me, I'm the most impatient person on the planet for it to be in the market place.…; Added by Gordon Alderson at 5:50am on December 7, 2012

Blog Post: The Job Description / Job Search Mismatch: A recruiter posts a job and wonders, "Are these all the qualified candidates?" On the other side, a job seeker runs a job search and thinks, "Are these all the available jobs?" How does anyone…; Added by John P Carty at 1:54pm on March 18, 2015

Blog Post: Measuring Recruitment

Search Engine Marketing

Rich Peterson wants you to market your jobs on search engines. Rich says you’ll reach six times more potential…

Added by Richard Peterson at 2:23pm on November 11, 2013

Blog Post: Part 3: The Candidate-Focused Recruiting Website

For the third and final part of our series dedicated to helping…

Added by Adam Appleton at 5:23pm on November 15, 2017

Blog Post: If You Build It, They Will Come: the story of a successful Boolean search string!!: If You Build It, They Will Come: the story of a successful Boolean search…; Added by Dean Da Costa at 10:39am on February 24, 2010

Comment on: Topic 'Twitter - Recruiters don't really need to follow or be followed......': ob board, Post n Pray. This past week I was on a panel and I brought this topic up. In the room were 20-30 marketing and IT professionals. Of the group (all job seekers) 6 had searched Twitter for a job, as in using Twitter Search or other engine. Of the 6, 1 said it may lead to something. That's too small of a sample but because some are always looking for metrics, for what it is worth, there you are. All suggested that just a job account has little value on Twitter as it is an ongoing conversation and about relationships. This gets back to Twitter being a Social Networking site and not LinkedIn or Monster.com I do suggest that if one is trying to attract candidates what you want to see, read, converse about is not of importance but what a potential candidate wants to experience and engage in. So if that is talking about the Final Four, politics, or the last episode of ER so be it. Jerry, you have used the line about the lunch menu a few times and it did not work. Have you participated in conversations, engaged others in what they are talking about? And not our Recruiter colleagues but have you followed an IT person(s) in a location you are trying to fill a job and engaged with them in their conversation? I am not saying that using Twitter as you suggest is a bad idea. For us search firm folk we only need 1-4 good candidates to do well. But I am suggesting that you can find more by participating in the conversation. I was learning on the clock yesterday. There was a web conference that I did not attend but found 14 new to me local IT folks on Twitter. 6 of them are .Net developers so Jerry if you like I will do an introduction of you.…; Added by Paul DeBettignies at 10:04am on April 7, 2009