Search Results - receiving

Blog Post: Web site traffic creation: Get linked. This is a very important part of website management. Exchange links. Trading links with other websites that are closely related to the subject of your website can bring you more…; Added by Manohar Mahesh at 7:58am on February 5, 2009

Blog Post: Best Practice for Accepting Paper Resumes at Career Fairs: The hiring process today is a minefield of laws, regulations and ever-changing legal challenges. Failing to comply can have a wide range of consequences; none of them desirable, and many very…; Added by Rakuna at 1:44am on February 26, 2022

Blog Post: Recruiting a Recruiter for Your Job Search: Many of us have many stories to tell about working with external recruiters during job searches. Some good, some not so good. It is no different than any other professional role--some folks you…; Added by Jeff Lipschultz at 11:55pm on April 12, 2009

Comment on: Topic 'NEWS ON JOBS AROUND THE WORLD': ay people are presenting their curriculum vitae - the universal passport to career opportunities - is changing as digital technology now allows jobseekers to build online multi-media presentations. Technology developed in the US allows candidates to create what is being called a 'visual CV', and include images, pdf files, charts and graphs, weblinks, online video and work samples, alongside the traditional text. But, as a growing number of professionals in the UK embrace the concept, lawyers are warning it could expose employers to a greater risk of discrimination during the recruitment process. Stand out At the company synonymous with the trend, Visualcvs.com, marketing director Pierce Resler says the benefit of a CV with all these bells and whistles is that it helps jobseekers stand out from the crowd. She says the firm has also made it extremely easy for people to build their own visual CV by offering free access to its software, which individuals can use to download the applications they want to include. The CV is then hosted online by the company, allowing the person to send a URL link to their CV out to prospective employers or anyone else they might want to see it. "A lot of people have a public version that acts as a consistent professional representation anywhere online, whether accessed as a button on an e-mail signature, via a social networking website such as Facebook or LinkedIn, or on a website or blog," says Resler. The concept seems to be popular, with Resler claiming an "extensive take-up" of visual CVs since the company launched at the start of the year, with registered users in more than 120 countries. And it is not just people working in new media, IT and advertising that are using the technology. According to Resler, they come from a host of different professions. She adds: "We had a competition to find the best examples, and a garden designer won. We also have management consultants who are using the platform to include strategy presentations, and CEOs who, for example, might embed a broadcast interview to demonstrate their media profile." Lagging behind As with a lot of new business concepts and technology, the UK is lagging behind the US in its adoption of visual CVs, or similar creations, such as personalised video presentations. In fact, in a recent survey of 500 UK candidates, executive search company MRINetwork found that only 4% had used a video CV - a figure president Michael Jalbert expects to increase in the coming years. He says: "The growth of broadband connections and the existence of easy-to-use video-making applications will most likely spur usage as more candidates, hoping to stand out from the competition, post video CVs online to boost their chances of being noticed and hired." Legal headaches But while the exciting potential of this technology is obvious, it may present employers with a few legal headaches as they strive to ensure their recruitment processes are objective and free of prejudice, says Judith Watson, head of employment at law firm Cobbetts. She is concerned that having a picture or video of a candidate embedded into a CV will lead recruiters to make decisions based on the age, race, sex, appearance, and disability of the candidate - something that arguably might happen less when they are faced with plain text on two pages of A4 that typically make up a traditional CV. She says: "The video CV gives employers the opportunity to assess a candidate's compatibility straight away, which may lead to a faster and more efficient selection process. However, it is still possible - and even likely - that they will make stereotypical assumptions based on what they see, leaving themselves wide open to discrimination claims." But although Paul Lambdin, an employment partner at law firm Stevens and Bolton, acknowledges that visual CVs increase the risk of discrimination claims, he also thinks this risk is "manageable". He advises recruiters to leave a paper trail when rejecting a CV. He says they should make a note - it need only be a few lines - as to why a candidate was not given the job and ensure that the grounds given are solid business reasons. He says: "In the real world, it may be impractical to make a note for each CV if you are sifting through hundreds, but you should at least keep a record of your thinking when it comes to the shortlist of candidates." Lambdin says employers could also face another potential legal pitfall if any recruitment advertisement they put out requests candidates apply only by video or visual CV. "This could leave them open to accusations of age discrimination, as these types of applications are typically only used by young people," he says. But, according to Lambdin, any equal opportunity employer who regularly monitors their recruitment can show they employ a diverse workforce in terms of age, race, sex and disability can be assured this would be influential at tribunal when faced with a discrimination claim relating to visual CVs. "It's a very useful and persuasive tool," he adds. But before UK employers end up facing claims in this area, visual CVs need to become established over here - something Kevin Green, chief executive of the Recruitment and Employment Confederation, a body that represents the recruitment industry, thinks is unlikely. More cumbersome He believes visual CVs could make the recruitment process "more cumbersome", forcing recruiters to spend longer making their selection through watching video presentations or clicking on web links. "Americans are much more into appearance and have featured photographs on their CVs for years - I'm not sure it's something that would be as popular in Europe," adds Green. He has however seen a rise in recruiters using social networking sites, such as Facebook and Linkedin, for background checks on candidates, especially at the shortlisted stage. And while lawyers say there is nothing underhand with this - the information is in the public domain, so there are no legal issues around data protection - Green reminds recruiters that the postings and references on these sites should not replace the standard reference from a previous employer. "These sites give you background on a person, show how they present themselves and can help back up any claims they may have made at interview. But any references or recommendations will be unsubstantiated and will therefore have little validity," he adds. Case study Reading-based e-business consultant Toby Treacher created his visual CV two months ago and has already used it to apply for a job, receiving a mixed response from his potential new employers. He says: "Because of the industry I work in, the people I sent it to were interested in my approach, and to a certain extent it was seen as a statement of credibility - that I am up with the latest trends and technology. "But they still requested I send them a more conventional Word document, simply because the mechanisms they have in place to process CVs couldn't cope with the format. If an employer is sifting through hundreds of CVs, I doubt whether all the applications linked to the CV are of any use because of the time it takes to use them." Treacher has included links to his Linkedin page as well a BBC radio page where some interviews he did for local radio are stored. He has also included a graph, which visually demonstrates how a company grew during his time there. He says: "I think this type of CV will work well in the freelance world, where people want to employ you quickly for a job they need doing straightaway, because you can give examples of your work there and then." And because his CV is posted in the public domain, Treacher also believes there is less likelihood of the odd white lie making its way onto his resumé. He adds: "Because it's public, it has to be honest, with less embellishment. You can't put anything out there that a former colleagues might see and disagree with." www.PersonnelToday.com Monday, 12 January 2009…; Added by Melissa Furtwengler to Green Jobs Now! at 5:21am on January 12, 2009

Comment on: Topic 'No one returns emails or calls any more. Did professionalism go out the door wi…': ming negative responses to my sparked debate. It seems to be a sensitive subject on both sides but I'm probably debating a losing battle. You really hit the nail on the head for ME. One of those aha moments. Enthusiasm and belief in ones product or service is so very important, especially now in this economy. I know this, but, being reminded certainly does not hurt. Maybe I've just become less optimisitc and that's what people are hearing from me. I really need to think about my message and how I am being perceived, regardless of the fact that I really do believe my company provides value add! (Perception is Reality). I've been in sales for over 20 years personally, but I have only been in this particular business for approximately 4 years. I love it believe it or not, but, even in my first year of recruiting and being an absolute novice I never saw the lack of response as I do now. I guess that's where my frustration lies. I in no way intended this subject to turn into a pity party for Jill I just wanted to make my point hoping it would at least resonate for people who are on the side of the desk making hiring decisions or the decision on who to respond too and who not too. Jack Young said:I attended my first recruiter’s work shop in September 1986. I unfortunately can’t remember the name of the presenter, although I do remember his diamond studded cufflinks, embroidered/monogrammed shirt, and a smirk that said, “90% of you newbies will never make it past the first 60 days.”We had to learn the “pitch”, and it went something like this, “Hi, my name is Jack Young I’m an executive recruiter I take it you know what I mean.” Depending on whether you were cold calling a candidate or a client you then went further in your spiel with, CANDIDATE: “I’m calling you today because I just received a fabulous assignment to recruit a Director of Operations for a wonderful manufacturing company in your area, and I was wondering if you’d be interested in hearing about this opportunity?”Jill, apropos your discussion from the CLIENT SIDE circa 1986, “I was calling you today because I just met an incredibly talented Director of Operations. I’m handling a search for another distribution company, and frankly, this particular Director of Ops is too senior for my current client company. Do you think you’d be interested in hearing about this very talented operations professional?”Here’s a laugh from these pre-scripted call days; I worked with another new recruiter “Bob”. Bob really took the training literally, and committed to memory the opening phrase, “Hi my name is Bob I’m an executive recruiter I take it you know what I mean.” Well, we all worked off of paper company lists at the time, and you simply were “dialing for dollars”, not paying too much attention to who, what and where. Bob is on his umpteenth call of the day, and about twelve of us in the “recruiting bullpen” were making calls, and hated hearing Bob and his inane rendition of, “Hi my name is Bob I’m an executive recruiter I take it you know what I mean.” Finally, Bob get’s the next potential client or candidate on the phone, and he starts his pitch when all of a sudden we hear him say, “Hi my name is Bob I’m an executive recruiter I TAKE IT I KNOW WHAT I MEAN”. Jill, I’ve laughed a lot during my years in this business, but maybe never harder than hearing Bob utter that one phrase. Imagine the thoughts going on in the mind of the person listening to that pitch.It is amazing with this training I ever survived in the business. On and on, evolving and evolving we’ve trekked. Always trying to professionalize our approach, and gain entre' to the next great client, or superstar “Operations Manager”.I find myself having morphed from newbie/novice salesman, agency proprietor, to seasoned showman/schmoozer. A day does not go by where I’m not formulating a strategy of how to break into an account. How can I reinvigorate enthusiasm with a long standing client company that’s been hit hard by the economic downturn?No one returns my calls, where has professionalism gone was the salesman’s lament in 1986; it is still a challenge to overcome today in 2009. The biggest difference is that the snub can emanate from so many different forms of media. Our email can be ignored, our voicemail can be ignored, our text can be ignored, and the greatest indignity of all, our Tweet can be ignored…I posted a blog on April 23rd. titled “I just want someone to call me” http://www.allowmetointroducemyself.com/blog/ from the 100’s of candidate calls I receive and their pleas for help in connecting with a potential hiring authority or recruiter that can offer them some hope.Man, I don’t want to be preaching, (particularly to this choir), but many of us face the same challenge as the candidate(s) wanting audience with a hiring manager. Reinvent, or as our President sold us, “change”… and so I shall.I’ve reinvented my recruiting model for the fourth time in 23 years. This incarnation is the most drastic, innovative, and circular in design. I’ve tried to consider the most glaring needs of the client, candidate, and recruiter. This new model gives me reason, and purpose to reach out to 23 years of connections. I won’t be sending a single postcard, letter or facsimile.There’ll be links to PowerPoint presentations stored online. Announcements throughout the Social Networking community, and yes, old fashion phone calls to my most valued accounts. Jill, I need to be extraordinarily compelling in my message.I need to be inventive in my service, and need to employ strategic risks that look good on paper, but are wholly unproven in practical application. I can do this because I am convinced my plan is solid, and the implementation benefits everyone.I’m leaving emails regarding this launch that are being returned. I’m calling my client base with a message that goes something like this, “Hi, it’s Jack Young, and I would like to speak to you about a new recruiting solution for your company. I’ve crafted a unique way for us to work together that will dramatically reduce your cost in utilizing my service, and provide you greater access to my network.” I’m receiving a call back of about 90% of the time. As a maniacal Class A lunatic, the 10% not responding still drives me nuts. My attitude is once the program roles out and gains it’s first, and second success, the ten-percenters will come along as well.Be compelling, be beyond excited, be positive – if you believe you are calling with a product or service that will definitely improve the functionality, productivity, and profitability of a company, and that belief is born from solid research and experience, keep calling until the CEO, President or owner of the company tells you to stop! …; Added by Jill Rosenfield at 4:40pm on May 13, 2009

Blog Post: SIX DEGREES: Meet Andrew Banever, CEO of JobTarget, One-Stop JobBoard Posting, Part 2: By Dave Mendoza, Master Cybersleuth, Affiliate Partner, JobMachine Inc.

(720)…; Added by Dave Mendoza at 5:44am on January 25, 2008

Blog Post: The Galactic Confederacy: Why LinkedIn Is Stealing The Legal Playbook from Lord Xenu: In January, LinkedIn filed a…; Added by Matt Charney at 9:01am on May 15, 2014

Blog Post: The Rationale and ROI of Company Reviews for Employer Branding: The internet has changed how we do so many things, from how we shop to how we make doctor’s appointments to how we study. According to a Zendesk study of consumers’ use of online reviews,…; Added by Steven Duque at 9:45am on September 13, 2016

Blog Post: The Dead Meat Theory – Why Counteroffers Don’t Pay Off: John Q. Executive walks nervously into his boss’ office to announce, “Mr. Employer, I’m really sorry to have to tell you this, but I’ve decided to accept another position. The…; Added by Mark Bregman at 6:46pm on October 15, 2010

Blog Post: Post-Interview Correspondence from Employers: Has Common Courtesy Become Obsolete?: Many Accounting, Finance, IT and Office Support job seekers have surely been ignored after the submission of a job application – especially via Internet job boards. We’ve discussed…; Added by Lauren McGrath at 12:40pm on October 19, 2012