a college grad of, say for example, history, without a specific career path, with volunteer and work experience in a number of different places that all really translate to "transferable skills" there are certainly a lot more places to look. The decline in the job market has exasperated the problem convincing new grads that they do have to look at every opportunity available.
More or less, I am just saying that I sympathize with the guy having been in that situation less than a year ago and while 5-10 a day sound like a lot, when you widen your search perameters and location (a lot of new grads are willing to try out a new city if a good opportunity arises) then I am not convinced that it is unrealistic.
Furthermore, I understand the irritation that comes with a computer generated rejection letter that can really feel like "oh, the computer doesn't think that I can do this job."
Perform industry-specific research
Despite the current economic situation, many industries are still actively hiring part-time staff, including health care, accounting, IT, sales, education and fundraising. Performing online research and reading industry-specific journals will inform you of who is hiring in your area.
Set up informational meetings
Speak with those in your professional and personal networks to find out what is going on in specific industries and firms.
Talk to others who work part-time
Gain greater knowledge of different companies’ hiring policies by finding out how others got their part-time jobs. Don’t forget to get names of hiring managers.
Connect with organizations that hire part-time help
Web sites like MyPartTimePRO.com specifically display part-time, professional-level jobs. Other online and offline services are available to help moms and retirees return to work.
Engage recruiters and employment agencies
Don’t just contact general staffing firms; research those who serve your specific industry. Also, many companies outsource their hiring to recruiters. If there is a specific employer you are interested in working for, contact their HR department directly to find out which firms recruit for the company.
Tailor your own position
Many companies strictly hire full-timers. When interviewing, show the hiring manager how you can do a great job in less time. Other firms may not even realize they need your services and will create a position for you based on your captivating presentation.
Actively use online networking opportunities
Make use of online tools other job seekers and recruiters actively use: LinkedIn, Facebook, ListServs and newsgroups.
If you are seeking employment with an association or nonprofit organization, volunteer first. Volunteering provides the potential employer with a first-hand look at who you are and how you perform.
Originally published at: http://www2.ljworld.com/news/2009/jan/12/how-find-part-time-work/…
t? By "pure" I mean a dedicated professional who utilises various sourcing channels to increase candidate flow for the whole business rather than for specific roles. Specific positions will be handled by specialist recruiters in each defined business unit e.g. IT, HR etc.
What metrics would measure their success in the role? How would a business measure the value addition a sourcing consultant brings into the team of agency recruiters?
effective I would recommend:
- Taking a few minutes between each call to rehearse what you are going to say to this specific person (i.e., don't pitch and run) so you sound confident and sincere.
- Focusing on building a relationship versus achieving a specific result. If you have a true desire to add value with your call, the results will follow naturally.
ustries or companies that have industry-specific job titles. I can also deliver leads based on company revenue and geographic location. The leads would be companies that have actively posted jobs online within the past 30 days, and would include links to their current online job postings. I would also work out a method for delivering only leads for companies that aren't already in the recruiter's database, so that they only receive new business leads.…
g the success of the team and were NOT the driver of the team.
This causes me to dig deeper and ask questions like "what are 2 or 3 SPECIFIC things YOU did to contribute to that?" or "Give me 1 or 2 ideas YOU implemented to raise/save money in YOUR role there?"
Often you will validate these "we" people were not the stars on the team when you really dig down. Sometimes they are, that's the importance of getting real specific with them.
T. our specialization are in sourcing Passive and Active candidates by applying name sourcing, X-raying, Cold calling, Regional Specific, Competitor Specific, web-mining, peeling, flipping, tweaking and that’s how you can rely on us in sourcing. We are available on hire and split basis
Phone: 203 490 2039
specific areas of interest to key members of a community. It is tough to strike a balance between providing overall value and pushing specific company solutions. But, if they are effective their job of engaging prospective customers should be much easier. However, if they lose the trust of the community; then members will bolt and they have the potential to suffer a loss of credibility.
This question you posed has a lot of parallels to the post, Dr. John posted over on ere.net today "Interact or Your Talent Competitors Will"…
interview the hiring manager said, "We like her, and she is very smart and can learn new things. Most importantly she fits in wonderfully with the team, user community, etc." She was hired, has thrived like all get out, and is now a manager. I wish companies/managers would think this way versus be so caught up on some specific ingredient of a job description... …