job search engines and medical jobs fed from the healthcare job search engine, www.JobJobHealth.com.
GAINESVILLE, FLORIDA, June 17, 2010—Career Management Source announces the development of a low cost career center for healthcare blogs, healthcare associations, healthcare forums, and other online medical sources interested in a job board with advanced features. A JobJob Career Center delivers job posting capabilities, resume search, application tracking, and job distribution. Revenue generating job posting packages are customized for different medical industries. The resume bank enables employers to pay for candidate searches. In addition, the career center has rental space available for three standard banner ads. The JobJob Career Center’s progressive features make it unique and cost effective.
Incorporating a JobJob Career Center into an existing website requires relatively few modifications. The product is designed to be fully functional on day one. “The aim of the JobJob Career Center,” says Hayes Milani, CEO of Career Management Source, “is to provide a low cost turnkey solution with all the features of a customized career center. It gives healthcare blogs, medical forums, healthcare associations and other medical websites the opportunity to offer more services to their users and the ability to generate additional revenue.” The cost for a JobJob Career Center involves a minimal set up fee and revenue share model. The company provides hosting, support, design, job distribution and payment processing with a minimal amount of customization.
The JobJob Career Center enables healthcare employers to post jobs on a blog or forum and then feeds them to the www.JobJobHealth.com healthcare search engine, where they are organically listed in real time job search results, dramatically lowering the costs of recruiting for qualified applicants. Conversely, job listings from the JobJobHealth.com medical search engine are automatically fed to career centers, based on industry. Increasing the visibility of job listings, the JobJob Career Center more effectively markets employment opportunities to their target market of healthcare workers.
JobJobHealth.com, Google base, Twitter and other leading job search engines will also be fed jobs posted to a JobJob Career Center. “Our career center offers employers the largest exposure for their target market,” comments Teresa Sholten, COO of Career Management Source. The JobJob Career Center facilitates the largest distribution of all types of healthcare jobs including: hospital jobs, medical jobs, dental jobs, nursing jobs, medical assistant jobs, medical technician jobs, healthcare jobs and pharmaceutical jobs. Medical forums and blogs with large followings are now able to effectively advertise healthcare jobs with a JobJob Career Center, increasing the amount of time a visitor spends on their site and enticing them to return for new job listings. To learn more, visit www.JobJobHealth.com, email email@example.com or call 888-865-8914.
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on homogeneous for fear of reverse discrimination? This happens to be the way of the world glaringly noticeable in most, not all, group, team and executive board pictures for a majority of employers.
Employers who fail to make a concerted effort to identify, pursue and attract highly qualified individuals representing people of color, women, and people from "a certain background” (as you put it) get to perpetuate the idea that what currently exists is okay. Respecting the concept of "diversity" on one hand but not being diversely represented on the other is a roundabout way of accepting the status quo, particularly if an employer assumes diversity representation occurs naturally—it doesn’t.
What compounds the issue is the pervasive assumption that people of color, women and other protected groups, who make their way up the career ladder, were somehow advantaged thanks to Affirmative Action. That kind of thinking taints and even thwarts recruiting and retention efforts for better diversity results in an organization. There is simply no heart in the effort and the results bare that fact out when the count and the picture shows diversity is lacking.
Yes, reverse discrimination is wrong. But so is historical discrimination that literally took a Presidential Executive order to open the door for better diversity outcomes. The struggle continues.…
mer service I rec'd a call from BJ's CEO Mike Hard. I found Mike to be very forthcoming and honest and if anything was more impressed with their recent growth than concerned about their viability. I did suggest to Mike however that they may want to consider putting any collected fees owing to recruiters "in trust" in order to eliminate any potential concern of this private company going under and leaving the recruiter holding the bag. I have only done private preferred engagements on BJ and would expect there would be additional challenges of client/recruiter urgency and commitment otherwise. I have never had an issue getting paid and have found the service of BJ to be efficient and fair. I think a marketplace like this is essential in doing the best by your top candidates that you do not have suitable opportunities for. I would happily give 25% of a fee to BJ in order to monetize work that my team has already done. Could be great opportunity for our applicant and an extra revenue source for my employees. I expect that this one-off flyer type approach is the only way most seasoned recruiters with a long-stranding existing client base might use an online marketplace like this. I suspect most BJ company clients expect this as well and do not trust that good recruiters are going to really focus true headhunting on searches where they are competing with multiple agencies with limited client engagement.
Bottom line: I strongly believe there is a strategic place for both hiring companies and recruiting firms for tools like BJ. In my limited experience, it looks like BJ is trying to do right by all its stakeholders and I bet has loads of recruiters getting more out when they are putting more in.…