generic boards, with detial of what we are looking for, experience type---and receive people who have none of our key experiences. They say they have people in my business on the site, but it is the opposite in quantity as compared to the industry specific--where 90% at industry specific have what I want, on the generic, 10% at most have what I want--we get the volume from both, but the quality is higher on the industry specific.
We have had some luck with regional association boards that are centered on the industry--targeting mostly the local candidate base rather than national. That is important as for most of our positoins, as a small company, we are not able to assist with relocation costs. So, keeping things local, within our industry (even though it is one of the largest in the world) works best for us--more bang for our buck. I've tried the others, but it is more a waste of my time.
Jason C. Blais said:Thanks Paula. I have to agree that industry specific services serve to focus efforts and energy. I'm curious if people feel like certain niche/industry sites do enough to attract the volume of candidates necessary. I've seen some excellent services that didn't promote themselves at all, and suffered as a result.Paula said:From a hiring co's perspective, the generic sites do not provide the desired concentration in specific industries. I tend not to post on the generic/non=industry specific sites as there is minimal ROI. I have much more success with industry specific sites as they target their marketing to both candidates and employers.
through different titles swung from Executive search firm to a corporate, trust me its only & only about hiring !! Yeah but i do belive these days you dont get the kinda of quality 'consultant' (& i dont mean a title) who knows & understands the how to consult industry specific, role specific & most imp career specific…
tes, securing quality personnel and uniting the right people with the right opportunities. The ability to deliver that complete package comes with years of experience and a total focus on meeting the needs of a specific industry.
In working with an IT staffing companyin Dallas, I know they follow specific processes to find the right IT talent for Clients. To share some inside knowledge, this is the IT staffing process to match IT talent with Clients: http://www.insourcegroup.com/stage-one-of-our-proven-process …
there are no gaps.
You can communicate the goals through standard KPI and Job Descriptions. I would tkae the current position's and tailor it to make it current. I would then ask for input on how they might change it with the goal of achieving the KPI's.
I would also assign any tasks that may be specific to one or the other. For instance, if distributing a report needs to be done on Thursday then make sure the one working that day understands it up to him/her. Again, asking for input on these will help with buy-in.
I would then set down and discuss what are the possible communications issues, e.g., how will they handle getting a message from you that their work partner needs to know. What are the specific issues that may arise and what are the specific methods for handling them.
Job sharing can be great if they continue to see themselves as a team. It can also become a nightmare if someoen doesn't pull his/her weight. It can also become a political hot potato if they become defensive and blame failures on each other. Good luck.…
nar, I approach this topic in a different way. The length of a resume is a moot point. Forget it.Rather, the length of a resume is a function of its depth (of information).
I will give my trainees two resume samples: a brief 1 page resume and a detailed 3-page resume. Then, I will ask them to highlight with a yellow marker all the keywords or unique 1-2 word phrases on each sample. Then we tally point the keyword count. In ALL cases, the long resume will have more keywords and a greater depth of detailed, job-specific, industry-specific, vendor-specific, client-specific, equipment-specific information than a short, 1-page resume. While I would not expect a recruiter to do this with her/his clients --after all my trainees pay me to teach them these things -- it is an objective way to make a job seeker understand how to write a compelling resume: Detail is king/queen and gets many more interviews than a 1-pager.
As an aside, I have found recruiters need only 1 page to size up a job candidate. But, a job candidates needs a 2-3 page resume of detailed information to overcome the intra-database competition. That is, to get in the final filtered resumes.