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Blog Post: LinkedIn is bragging again - Feature on Advertising Age: I recently came across a link that was…; Added by Justin McMillin at 9:19pm on December 6, 2010

Comment on: Blog Post 'A Good Candidate Experience: “There’s really no excuse not to...”': here they stand. With all the technology available today, there's no reason you can't send an automated email that simply says, "Thank you for your application. We will be reviewing candidates over the next two weeks, and will reach out to those that most closely fit our needs. We apologize, but due to the high quantity of applications we receive, we are unable to respond to each candidate individually.". If your system allows it, also send a quick email to let them know they're no longer in the running. Many of these candidates could have been "spraying and praying," but others may have taken the time to thoughtfully put together a resume and cover letter (and go through your tedious ATS) - and they are genuinely interested in working for your company. Those people are probably your customers and brand advocates, and you owe them some common courtesy. Otherwise, you may be hurting your brand - both employer and consumer. They may also be a great candidate - but for another position - and they will never consider your company again. And they'll tell their network not to consider your company either. I wrote an article with some tips for effective (and easy) communication, at each step of the process: http://www.bright.com/recruiter/articles/get-great-candidates-and-hires-communicate. Long story short: just let candidates know where they stand. Jen Picard Marketing Director, Bright Recruiter…; Added by Jen Dewar at 2:37pm on May 7, 2013

Blog Post: Does the Recruitment Industry suffer from short termism?: I read a…; Added by Alex Brock at 8:26am on December 29, 2010

Topic: Are you discriminating because you use Social Networks to find candidates?: didates through Facebook or MySpace may open employers to discrimination charges. By Fay Hansen Comments 19 | Recommend 33 n the rush to cut recruiting budgets and avoid the avalanche of résumés now generated by job boards, employers are increasingly tapping professional and social networking sites as a sourcing tool. Some employers now rely heavily or even exclusively on Twitter or LinkedIn to fill open positions. While this approach may create short-term cost savings and new efficiencies, it may also skew applicant pools and trigger discrimination lawsuits. “Networking sites, including Twitter, exclude whole populations,” says Jessica Roe, managing partner at Bernick, Lifson, Greenstein, Greene & Liszt in Minneapolis. “We are going to end up with a very homogenous workforce. The social networks represent limited social groups and very small labor pools. It’s an enormous issue.”…; Added by Jeff Weidner at 12:20pm on September 30, 2009

Comment on: Blog Post '$#IT Happens': y interview and interviewer is different. What is considered a "weakness" for this job may be a strength on the next one. For the most part, short of correcting inappropriate attire or body odor, there is no way to give them advise for future interviews based upon any shortcoming(s) in this one, because it is an apples to oranges comparison. One other thing... I know many recruiters who chicken out and send rejection emails. If someone took the time to come in and interview with your client or your company, man (or woman) up and have the courtesy to call them. It is my least favorite part of the job, but I think we owe it to someone who put their time and effort into the process. Besides, you never know when you may need to call them in the future for something that is a perfect fit and treating them with respect and empathy now may pay dividends down the road.…; Added by Ron Rafelli at 11:22am on October 16, 2009

Blog Post: 7 Advantages of Using a Cloud-Based Applicant Tracking System

As noted in a …

Added by Mark Jackson at 12:00pm on December 22, 2016

Blog Post: Using Contractors to Help Clients Complete Projects: In a recent blog post, we reported on an article by The Kansas City Star that discussed the trend of hiring workers on a contract basis to complete projects, a practice the article…; Added by Debbie Fledderjohann at 11:11am on February 18, 2011

Topic: .jobs a gamechanger?: n will allow jobs to be easily published, for free, by any participating employer. On paper, its a clean, simple idea. In terms of adoption however...well, I honestly don't know if I've ever visited a .tv or .co site. Have you? The article implied that if this takes of, .jobs can very well signal the beginning of the end of for-profit job sites such as Monster and Career Builder. Follow the rabbit hole a little more and you see a major hit in revenue for the job aggregators of the world, as well as Craigslist. But how will this effect recruiting? So I dug around a bit to see how .jobs is taking shape. There seems to be two primary strategies in the use of .jobs: One strategy is for individual corporations to brand their own jobs page and recruitment efforts by using '.jobs'. A good example can be found here: http://www.mercymiami.jobs/. Its a quick and easy way for prospective candidates to find out about the jobs your company has, rather than force them to navigate through the site to get to the good stuff. The second method is more of an industry method described in the original article below, where you can link your jobs to the relevant industry.jobs site. For a job seeker (as well as a staffing business development rep), this is a very good option. For example, www.administrative.jobs will show you all available administrative jobs available through corporations on the network by company, job title, or state. The industry grouping also works geographically. So you can go to seattle.washington.jobs and see over 4,00 listed jobs. What are your thoughts - how are you using .jobs? Do you think it will continue to take off? New '.jobs' network may doom for-profits: http://seattletimes.nwsource.com/html/businesstechnology/2014008855_btdotjobs24.html …; Added by Jacob Rhoades at 5:06pm on February 15, 2011

Blog Post: Making the Case for the 140 Character Twitter #Résumé: Can you describe all of your distinctive attributes in 140 characters or less? Better yet, can you sum up your entire job résumé into one…; Added by Catie Augusta at 11:17am on May 7, 2013