s (from any digital camera). We recommend that no personal identifiers be used other than first name. You are encouraged to show your style, personality and professionalism.
Once the short “video voice message” is complete, simply upload it to You Tube (www.youtube.com) and send YELLOW DOG the link at firstname.lastname@example.org.
We’ll highlight candidates on our site and we’ll be promoting this feature to clients and industry partners as well. It’s another way to get out there.
Take a look - http://www.yellowdogrecruiting.com/best_in_show.html…
lence in the rapidly evolving and growing field of online recruiting. The award categories are as follows:
Best Online Career Website 2008 Award
This distinguished award will highlight online career websites designed to enhance an organization's career brand and attract top talent. The Onrec editorial team is looking for the pinnacle of 2008 online recruitment efforts and innovative best practices in career websites.
Most Innovative Online Recruiters 2008 Award
This award will be given to individuals who have applied innovative techniques and ideas in the quest to attract and recruit talent via the internet.
Most Innovative College Recruiting Campaign 2008 Award
For this award, we are seeking the best overall online recruitment campaigns in 2008 specifically focused on recruiting recent graduates to their organization.
Most Innovative Employee Referral Program 2008 Award
Frequently cited as one of the best sources for top talent, employee referral programs have been a major area of concentration for organizations across the globe. This award intends to highlight innovative strategies and best practices in 2008 employee referral programs.
2008 Game Changing Recruiting Technology Award
As a tie-in to the overall theme for the Onrec 2008 Global Online Recruiting Conference and Expo, the editorial team is engaged in a research effort to highlight the products, services and suppliers that are helping to accelerate productivity in the online recruiting process.
Awards will be announced and given to winners on September 9th in Chicago at the Onrec 2008 Global Online Recruitment Conference and Expo: www.Onrec.com/expo2008
The organization or individual nominating the award winner will be highlighted and announced at the Onrec Expo cocktail reception in the expo hall on September 9th. All winners will additionally be featured and in a follow up article in Online Recruitment Magazine.
Nominations will be reviewed by Onrec's editorial team and panel of distinguished industry thought leaders.
Email nomination forms back to email@example.com
hy took no time to review her actual qualifications before firing this one off. Were this a position that might match Megan's interests/background (which it sounds like it's far from) I would be all for sending a polite albeit generic response thanking the person for taking the time to review my credentials and considering me but I was happy with my current situation.
This is not the case. I'm not advocating we all head to Thor Group with torches and pitchforks but the intent of the post and people's comments I feel is to highlight the fact that we have a recruiter who is building up the negative stigma associated with this profession...junk emailing about jobs the 'candidate' is neither qualified for or likely interested in.
Being as Kathy seems to be a real person the point is that she needs to target her emails so that she doesn't end up in the highlight reel on a blog somewhere and instead gets viable candidate interest. …
they don't discuss about talent and KSA?? qualification is crucial to get into a job, but why recruiters ignore to assess a talent of a person to identify whether he would he able to do a job or not..…
izing them is not managed properly. I continuously teach my students (as well as practice) these simple, core basics which you highlight, that quite often deliver the quickest and best results. Thanks for sharing it with us :D ~Dina Harding…
I simply pointed out how your experience does not apply to all agency recruiters, didn't you do the same thing with Greg? Point out the flaws in his article and highlight why your experience was different? :)…