Jobs in the Recruitment Industry
Copyright (c) 2009 Ianson Internet Marketing
Within every company and organization, it is essential to retain a recruiter to take on many of the duties and responsibilities that come with recruiting employees or individuals for other positions. This has lead to a rise in the recruitment industry, and made this exciting career a fast growing opportunity. However, many are still wondering, what exactly is involved within the recruitment industry?
Recruitment jobs refer to the process of screening, sourcing, or selecting individuals for a job at any given organization or firm. It also involves filling vacant positions within volunteer based organizations or community groups. Within some companies, there are generalist managers or administrators who can conduct some of the main components in the recruitment process. However, medium and large sized companies will often hire a professional recruiter or even outsource the responsibilities to recruitment agencies. This is called external recruitment, which is the process of selecting or attracting employees from outside of the company.
There are four main types of agencies within the recruitment agencies: in-house recruitment, employment agencies, recruitment websites and job search engines, and “headhunters” for professional and executive recruitment. All of the stages involved in the recruitment process include sourcing the qualified candidates through advertising and other methods, as well as screening and selecting potential candidates using tests and interviews.
A recruitment agency, or employment agency, is traditionally located at a physical location. An interested candidate would visit a local branch to proceed with an interview or assessment before being added to the agency’s books. Recruitment consultants will then use certain criteria and guidelines, as well as experience, to match candidates from a general pool to the open position’s of their clients. Qualified candidates are then put forward to begin the interview process with the potential employer. Remuneration to the agency in exchange for the recruitment services are usually paid with contingency fees or advance payments.
In-house recruitment is typically found within large companies who choose to undertake their own recruitment through their human resources department. The in-house recruiters will typically advertise job vacancies on their own websites, as well as focusing on college graduate recruitment. Usually, an employee referral program is coordinated to assist with the in-house recruitment process.
A more modern trend of recruitment has been found within online job search engines. With the online job search engines, job seekers are allowed to search across multiple websites for available positions. This saves time for the job seeker by allowing them to find many available careers without searching through employer websites one by one. Employers are also finding the online search engines convenient, as it has become an easy way to post open positions, and spread the information to many active job seekers.
Louise G
http://www.articlesbase.com/business-articles/jobs-in-the-recruitment-industry-746679.html
2009 Job Search: State of Affairs
With the current state of affairs in this country’s job market, it really is hard to believe that anyone is getting a job, not so much because of the unemployment rate, but because the process has become so arduous and ridiculous.
With all of our progress in technology, we seem to have further alienated prospective employers from prospective job seekers. Job seekers are shunned from calling employers, even their HR departments, which are partly in place to assist with the hiring process. Forget trying to speak with an actual hiring manager. He or she is like some mystery figure that only comes out after candidates have been prescreened, screened, and rescreened (kind of like a ritual cleansing). Sometimes candidates are even kept in the dark about to which company they are actually applying, only to be revealed at the last possible second (and then companies wonder, “why doesn’t the candidate seem to know much about us?”). And don’t get me started about online job posting sites that are nothing but black holes in which resume after resume just keeps going in. I mean, what are companies doing with all those resumes?
So in 2009 we are left with more and more reliance on the middle man to bridge that gap. Cue the recruiters, headhunters, employment agencies, etc.
Is that a bad thing? Sometimes, yes, because here again we have just another layer between the hiring company and the candidates.
The concept of recruiting seems simple enough on the surface. Company needs a strong candidate to fill a vacancy. Strong candidate needs a job. Recruiter plays matchmaker and brings the two parties together. Everybody’s happy, especially the recruiter who only gets paid when he or she sets up successful matches.
There is no question that it can be a very helpful service when everything goes right.
But all too often, everything does not go right. First you have candidates who seem to think that recruiters know about the bulk of available jobs out there and, more importantly, assist in placing candidates in any job they want. Second, you have recruiters who are only looking for the best possible fit for the positions they have been assigned to recruit for, which often is not the candidate who is contacting them. Instead, it may be the candidate who is currently employed and not really looking. Third, you have the companies who don’t always play by the rules. Put that all together, and you can end up with a mess.
Many candidates don’t realize that recruiters and other employment agents don’t work for them. In other words, a recruiter is not out there looking for a job for you. The recruiter is out there looking for the best candidates for the positions he or she is trying to fill. And sometimes recruiters overlook good quality candidates simply because some aspect of the candidate’s background does not fit perfectly the idealized candidate of the job description.
So what is a job seeker to do? First and foremost, get informed! Know what job search tactics work the best and what don’t. Understand how recruiters and headhunters operate and do some research to find ones that specialize in your area. Second, stop spending so much time on the Internet and network more. Statistics continue to show that both employers and job seekers find networking to be the best possible way of connecting. Third, align with other job seekers, who can often be the best eyes and ears out there. Look for group job hunting opportunities, both online and in your geographic area.
Stephen Van Vreede
http://www.articlesbase.com/careers-articles/2009-job-search-state-of-affairs-752136.html
2009 Job Search: State of Affairs
With the current state of affairs in this country’s job market, it really is hard to believe that anyone is getting a job, not so much because of the unemployment rate, but because the process has become so arduous and ridiculous.
With all of our progress in technology, we seem to have further alienated prospective employers from prospective job seekers. Job seekers are shunned from calling employers, even their HR departments, which are partly in place to assist with the hiring process. Forget trying to speak with an actual hiring manager. He or she is like some mystery figure that only comes out after candidates have been prescreened, screened, and rescreened (kind of like a ritual cleansing). Sometimes candidates are even kept in the dark about to which company they are actually applying, only to be revealed at the last possible second (and then companies wonder, “why doesn’t the candidate seem to know much about us?”). And don’t get me started about online job posting sites that are nothing but black holes in which resume after resume just keeps going in. I mean, what are companies doing with all those resumes?
So in 2009 we are left with more and more reliance on the middle man to bridge that gap. Cue the recruiters, headhunters, employment agencies, etc.
Is that a bad thing? Sometimes, yes, because here again we have just another layer between the hiring company and the candidates.
The concept of recruiting seems simple enough on the surface. Company needs a strong candidate to fill a vacancy. Strong candidate needs a job. Recruiter plays matchmaker and brings the two parties together. Everybody’s happy, especially the recruiter who only gets paid when he or she sets up successful matches.
There is no question that it can be a very helpful service when everything goes right.
But all too often, everything does not go right. First you have candidates who seem to think that recruiters know about the bulk of available jobs out there and, more importantly, assist in placing candidates in any job they want. Second, you have recruiters who are only looking for the best possible fit for the positions they have been assigned to recruit for, which often is not the candidate who is contacting them. Instead, it may be the candidate who is currently employed and not really looking. Third, you have the companies who don’t always play by the rules. Put that all together, and you can end up with a mess.
Many candidates don’t realize that recruiters and other employment agents don’t work for them. In other words, a recruiter is not out there looking for a job for you. The recruiter is out there looking for the best candidates for the positions he or she is trying to fill. And sometimes recruiters overlook good quality candidates simply because some aspect of the candidate’s background does not fit perfectly the idealized candidate of the job description.
So what is a job seeker to do? First and foremost, get informed! Know what job search tactics work the best and what don’t. Understand how recruiters and headhunters operate and do some research to find ones that specialize in your area. Second, stop spending so much time on the Internet and network more. Statistics continue to show that both employers and job seekers find networking to be the best possible way of connecting. Third, align with other job seekers, who can often be the best eyes and ears out there. Look for group job hunting opportunities, both online and in your geographic area.
Stephen Van Vreede
http://www.articlesbase.com/careers-articles/2009-job-search-state-of-affairs-752136.html
LEGAL HEADHUNTER, LEGAL RECRUITER: FOR THE BEST RECRUITMENT
http://www.esqrecruiting.com/ - This site offers the best recruitment of legal professionals. As a legal headhunter or legal recruiter, ESQ Recruiting aims to provide the company's satisfaction by giving outstanding candidates who perfectly qualify to the law firm's standards.
Duration : 1 min 28 sec
Classified Ads - Pros and Cons
The job search has one more face: now you can place your ‘position wanted’ ad on Internet message boards or in classifieds. Of course, placing ads in the classifieds is nothing new. Again, it is not without its share of pros and cons. But, now the hot point of discussion is the advent of help wanted ads on the Internet and their pros and cons.
When someone got through to an interview a couple of years ago, it was not the usual thing, for it was because he had advertised on the positions wanted classified.
Pros Of Wanted Ads
There are many upsides to advertising when you are in need of a job; you can do this in addition to posting your online resume. You can use this combination cleverly by linking them to each other. However, the clear advantages of posting “position wanted” ads are here:
1.Since these ‘job wanted’ ads are placed by you, you can be sure that you can use the space to your advantage. Try to post the message exactly as you want it. It gives you flexibility and freedom to plan your ad yourself. Be prepared to spend a few dollars if you want to do this. Some placement advertising sites ask for a monthly fee, which ranges from $9.95 to $29.50.
2.They keep your identity almost anonymous by automated transmission of messages to your mailbox. Websites protect their candidates’ identity and privacy very strictly so replies and all correspondences thereafter will be channeled through them. But when they allow personal identity, use a free email account created for this purpose.
3.Updating your ad can’t get easier than this. You can go on refining your ad very easily and whenever you want. Be specific in stating who you are and what you want; eliminate any possible ambiguities in the ad language. Furthermore, you can also specify the salary you expect.
Cons Of Position Wanted Ads
This is the other side of the coin which can’t be completely eliminated. Here are a few cons of advertising yourself:
1.There are not too many websites to advertise position wanted ads; therefore, the low popularity attracts very few recruiters and hiring managers. Secondly, they draw far less web traffic than resume databases and job placement sites, meaning that headhunters and job seekers prefer resume databases to placing ads.
2.Technically speaking, both resumes and ad sites are equally searchable depending on the optimization work that they have had done. As all are keyword searchable, the keywords play a key role in making your ad searchable.
3.Some recruiters appear to disregard advertisers as desperate people wanting a job but that still couldn’t pick up the phone and talk to recruiters.
Other cons may include misusing of your email ID by spammers and junk mailers. However, when all is said and done, and when all that matters is bagging a good job, it is not a bad idea to advertise yourself.
Tony Jacowski
http://www.articlesbase.com/careers-articles/classified-ads-pros-and-cons-50334.html
Hayabusa/Tanaka/Shinzaki vs Jake Roberts/The Headhunters
(9-13-97)Hayabusa/Tanaka/Shinzaki vs Jake Roberts/Headhunters
at Terry Funk's Amarillo Texas show.
Duration : 12 min 53 sec
How to Find Talented Tech Employees
Finding and recruiting top tech talent is a top priority for all companies and organizations from Fortune 100 to the smallest start-ups. We are all aware of the shift to outsourcing overseas, but many companies can’t afford to do so or they need their talent here in an corporate office to add to strategy and implement tactics. With the development of the Internet, newspapers are now basically an obsolete form of advertising quality job positions. However, even the great online behemoths like Monster and Careerbuilder have quickly become rather ineffective and very expensive. The normal online job boards are not targeted or proactively helping organizations find the much needed talent to take their business to next level.
This trend can actually be a good trend, especially for small and mid-size enterprises. The playing field is becoming even in finding talent. Today Fortune 1000 companies as well as small businesses have the ability to recruit talent with equal ease because of the second generation of web applications, known as Web 2.0. According to Wikipedia, Web 2.0 is a phrase coined by O’Reilly Media in 2004 refers to a supposed second generation of Internet-based servicessuch as social networking, wikis, communication tools, and folksonomiesthat emphasize online collaboration and sharing among users. The Web 2.0 world allows businesses to share information and communicate directly to potential employees.
Web 2.0 allows much easier communications. The real exchange of information allows talent to learn and establish expertise as well as gain creditability publicly. Everyone loves to give their opinion. Heck thats the basis of AM talk radio. Everyone also loves to talk about their favorite subject: themselves. Blogging allows them to do both. Tech experts visit tech blogs to keep up with their field and interact with other experts in blogs. Eventually, many of these experts may set up their very own blog.
Unlike job boards, Web 2.0 is fun! The best talent already have a job so they are not actively looking for a job. But most know that job security is rare and they may be downsized without much notice. They need to be aware of the job market and they may not be working in their ideal job or for the ideal company. They enjoy participating in the web 2.0 world. Blogs, forums, newsgroups, rss feeds, and other new methods communications give professionals something to look forward to when they come online.
Finally, there are key methods to leverage recruiting efforts and web 2.0 applications. One company specializing in helping hiring managers and recruiters find top talent in technology is Staff It Now. Staff It Now gathers resumes and job descriptions from around the net and active markets job opportunities to specific targeted groups. For example, if you need to hire someone that knows Oracle like the back of their hand, Staff It Now will market and advertise the job opportunity in several blogs dealing with Oracle programming. The site also give you an unique technology service to accurately match and prioritize resumes to job descriptions. Staff It Now brings together everything you need to find great tech professionals.
In conclusion, the static job boards and job posting sites are not getting the quantity nor the quality they use to just five or six years ago. The rapid growth of Web 2.0 and the changing global economy will force HR recruiters, headhunters, hiring managers, and small business owners to change the way they recruit talented employees. In fact, it may force them to recruit faster, more effective, and more efficiently.
Carl Williams
http://www.articlesbase.com/human-resources-articles/how-to-find-talented-tech-employees-74502.html
W*ING - Headhunters Vs Jason The Terrible & Leatherface
A Tag Team Caribbean Barbwire Match between The Headhunters and The Faces of Fear (Jason The Terrible and Leatherface)
Duration : 4 min 4 sec
Some Recommendations to Immigrate to Canada…
“I Hate Hearing Stories About Families Who Return To Their
Original Country After Unsuccessfully Attempting To Settle In
Canada.”
Don’t Be One Of Them… Information Is Power, And Being Prepared
For The Immigration Process Will Increase Your Chances Of
Successfully Settling In Canada…
“I want to start a new life. I want to sell everything I have,
go to the airport, take the first flight to Canada and start a
new life.”
Sounds familiar?
While it may sound very easy, it is not as simple as that. One
of the most disappointing facts about Canadian Immigration is to
hear the stories of families who return to their original
country after unsuccessfully attempting to settle in Canada.
One of the main reasons for these failures is that the principal
visa applicant that supports everyone financially is unable to
obtain an employment in his or her profession.
However, being prepared and educated about a process makes it
simpler and less stressful. Moving to another country is not
easy. It is crucial, however, to be organized and prepared for
this “once in a lifetime” process which, if it is done
correctly, can change your life forever.
I have constant communication with thousands of potential
immigrants all over the world, and I keep listening the same
questions about moving to Canada, such as:
- Where do I start? What do I need to do first? - Will I get a
job in Canada? - Can I bring my family with me? - Which
documents do I need to attach to my application? - How long does
the whole process take? - What do I need to do after I send my
visa application file?
Well, information is power. The more you know about the process,
the easier it will be to be a Canadian Permanent Resident and
fulfill your dream of living in one of the best countries in the
world.
Let me give you some suggestions…
1 - Set short and long term goals - It is very important that
you decide important factors such as : When do you want to move?
Which Canadian city do you prefer? Do you need to quit your job?
when?
2 - Prepare your visa application - Remember, it is very
important to fill these application forms correctly if you want
to increase your changes of getting the Permanent Residence visa.
3 - Prepare the supporting documentation - This is probably the
most important part of the immigration process, since the way
you gather and prepare these documents will determine to a high
extent if your visa will be approved.
4 - Send your file - Once you have your forms and documents
ready, you need to send your file to the Canadian Visa Office
that is responsible for analysing your case. It is very
important that you send your file the way it is specified by
each Visa Office.
5 - Start looking for a job - Since the visa application process
may take a few months (depending on your country of residence),
you should start contacting companies in Canada while your
documents are being processed by the Visa Office.
6 - Follow the instructions - You should follow the instructions
received by the Visa Office after you have sent your file (you
might have to attend an interview or medical examination).
7 - Plan your trip - If your visa is approved, you should plan
the date of arrival to Canada. It is very important to contact
Real Estate companies in Canada before you move; so that they
can help you find a place to live in this beautiful country.
8 - Pack your bags! - Get your bags ready and move to Canada!
Remember, the process can be very difficult, or extremely
simple, depending on your willingness to understand and prepare
for the visa application process.
It is not impossible, thousands of people from all over the
world move to Canada every year!
No more excuses… Start planning your goals, start preparing
the application forms and gathering the supporting documents.
The best moment to start is NOW…
See you in Canada my friend!
Best Regards,
Alex Berez Step by Step Immigration to Canada
http://www.stepbystepimmigrationcanada.com
******
If you want to start preparing your Canadian Visa Application in
a few minutes, the downloadable guide Step by Step Immigration
to Canada will be extremely useful. One of the 4 guides you will
receive contains links to Headhunters and Job Recruiting
companies in Canada (it will help you start looking for a job in
this beautiful country while your visa is being processed) —
To order now, visit
http://www.stepbystepimmigrationcanada.com/order.ht
Alex Berez
http://www.articlesbase.com/travel-articles/some-recommendations-to-immigrate-to-canada-614.html
Headhunter LIVE AV Dubstep / Techno Performance @ Stuk, Belgium
14th feb 2009
Duration : 10 min 54 sec