Search Results - info relating

Comment on: Blog Post 'Do you "KIS" with your candidate's resume?': s a recruiter immediately want to understand and is important to my clients. Companies want to see recency as well as depth of experience for specific areas that relate to their need. A resume that cannot identify this is not going to get any attention. Also agree that the contact info should be in the body of the text and not a separate header/footer. It can get lost too easily in various viewing formats or ATS.…; Added by Alisa Tazioli at 2:02pm on April 9, 2010

Blog Post: Who Are You Online?: We’ve all heard the stories and realize the importance of building your online brand and presence. I think a fair question would be how do you measure what this really does for your career and your…; Added by Duane Roberts at 3:02pm on March 25, 2009

Blog Post: USCM: What It Is And What It Does

USCM stand for “URL and web page…

Added by Dean Da Costa at 9:57pm on June 12, 2014

Blog Post: There's a stalker lurking near you !: You may relate to “The world’s in my backyard” if you own an online profile. Social media has enabled us reconnect with long lost friends, have an online profile, made business easier and even saved…; Added by Alban at 10:23pm on January 26, 2011

Blog Post: Why You Ought To Think about Becoming a School-Based SLP: We come up with a simple and short infographic featuring several reasons…; Added by parvin mahfuz at 6:31am on April 14, 2013

Comment on: Blog Post 'How Much is Too Much?': ecruiter way back when--I always noticed employment Ads with mailing addresses but no contact name for the recruiter—just a code and address to mail a resume. It occurred to me that it was illogical for a recruiter to make themselves invisible in their recruitment postings—unless they were lazy, or didn’t want to deal with the high traffic of respondents. Why would they make potential candidates simply mail their resumes into a potential “black hole”, which many of them turned out to be, since many employers never acknowledged receipt of such resumes. Why leave potential and high potential candidates in suspense? Worse, why antagonize them about a situation like applying for a job—which most take seriously? Why be invisible? So very early on and to this day--I always put my contact info in all my Ads and job postings in such places that my corporate peers industry, in the '80s, would never do, e.g., the Los Angeles Times; the New York Daily News; the Denver Post; the Wichita Eagle; etc--all cities with large aerospace companies. The logic being--some of the best candidates are either not looking for a job, or could be but don't want to put their info on front-street for others (like employers/peers) to see for obvious reasons. Didn't it occur to them that some ideal candidates will never expose themselves by formally applying to job if they wanted to pose some exploratory question(s) first that relate to the job, the company and their potential fit? BUT if they had a way to contact the recruiter to have a preliminary conversation—problem solved. I can tell you how many outstanding candidates reach me in this way—plenty! However, it would never have happened if I was unreachable and thus invisible. Now as regards outstanding profiles on LinkedIn with no contact info—the same logic applies. A resourceful recruiter will be able to track you down—but why present a barrier to them? Okay so you’re not looking for a job, but if an outstanding job suddenly materialized through some other source—wouldn’t it be advantageous to check it out? All a recruiter is trying to do is to pose a potentially great opportunity.. And how about former colleagues, interested students looking for advice, past advisors—surprise invitations to speak at a conference or contribute to a book? Because my contact info is on LinkedIn I have been invited to speak at an HR conference, to be quoted in an HR industry communiqué, and to contribute to two books. Three of those are done with one to go—and who knows how many more invitations I will receive thanks to being VISIBLE on LinkedIN and elsewhere?…; Added by Valentino Martinez at 4:23pm on May 14, 2011

Blog Post: 5 Best Recruitment Marketing Articles of the Week 5.7.11 to 5.13.11: Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting…; Added by Chris Brablc at 11:18am on May 13, 2011

Blog Post: Hiretual > A Pretty Rad Tool: So I’m just about 6 months into this whole recruiting thing. Loving life so far. I’ve nailed the acronyms for the most part, now I’m trying to focus on the tools. Recruiters use…; Added by Alexis Gingerella at 11:29am on December 14, 2016

Blog Post: The Next Big Thing in Recruiting is... Voice Search Optimization: I read recently that Google released a new version of its search app for iPhone and iPad this week. (Yawn.) I scanned the article and read that part of the update included a "…; Added by Jim Stroud at 12:49pm on November 3, 2012