PUBLIC MARKS from longhorn2000 with tag "Job Board"

"Now, there’s nothing wrong with glam rock. We all know it can be really catchy, and it did lead to some of the most creative fashion trends of the past several decades. But we on the job boards have been stuck in the genre for too long. It’s time to move forward. While the past may hold some answers, the future of recruiting should be something different and something better."

"Many suggest that the holidays serve as a key search time for unemployed candidates. While this is true, the holidays can also provide quiet candidates with the chance to see what the market has to offer for the upcoming year. It’s also a time when that dream job might not have been picked clean by hundreds of other candidates."

"So, why the wrath? Are IT recruiters really the scourge that some people make them out to be? Maybe some aren’t doing the job, but for many it’s simply a lack of tools. They’ve resorted to cold calling at all hours of the night, because there’s no place on the big boards for them to go. Many IT candidates have abandoned the boards because they can’t find what they’re looking for, so the recruiters have followed."

"Now, we’ve discussed our issues with the niche boards before. While many are doing a fantastic job of bringing smaller companies to the table, most still lack the tools to help quiet candidates find their dream job at those smaller companies. While it’s a step in the right direction to go beyond the Googles and Yahoos!, more steps have to be taken. It’s not enough to post unique jobs, we have to effectively match candidates to companies. "

"On the dating sites and the job boards that are modeled after them, it’s a give and take kind of thing, a “let’s get to know each other a little better” kind of atmosphere. We believe in candidate control, and therefore we believe that candidates should have the chance to glean a substantial amount of information about a job or a company without ever saying anything about themselves."

"The last ten weeks have given us the chance to see what’s on the minds of most of the job candidates out there. As we see it, there just isn’t a source right now for candidates, recruiters, and hiring managers to effectively connect and communicate. As we’ve said before, change is coming, but it won’t just be for candidates. After all, there are things that recruiters and hiring authorities need, and we hope to explore those topics in the future with a comprehensive Bill of Rights for each group."

"We know there’s not always a lot of love being throw recruiters’ way, but we believe if more recruiters had the right tools to work with; tools that allowed for better communication between all parties involved, and tools that allowed recruiters to better assess what a company was really looking for and what a candidate really had to offer, more candidates and companies would be expressing their gratitude on a regular basis. "

"It’s become to easy for businesses and hiring managers to limit the access that job candidates have to information on specific positions and the company as a whole. Whether this occurs due to poor interviews, vague job postings, or a total lack of feedback, it’s got to stop. As we say most weeks when looking at the Job Candidate Bill of Rights, when the candidates are treated right, everyone benefits."

As we gear up for Halloween and start to think twice before walking up the stairs in the dark, we thought it would be the perfect time to highlight a few of the scariest stories from the world of the job search. Just as in the big screen horrors, no one is safe. Candidates, recruiters, and hiring managers are all fair game. Now, prepare to be terrified, or at least amused...

Aggressive lead generation and special offers aren’t the only new ads wreaking havoc on the job boards, and Monster isn’t the only culprit out there. In a beautiful world where DVRs allow us to fast forward right through the commercials, advertisers are constantly looking for the next trick. Just try watching a show without seeing an ad for another show on the same network pop up in the middle of a dramatic scene or during a critical third-down situation.

We know that recruiters are swamped with resumes, but as we’ve said many times here, our industry should be one that’s conducted on the basis of respect. We also believe that a system that provides candidates with substantial feedback on why they didn’t get a job or what they need to do to give themselves the best opportunity to get that job will benefit everybody in the search process, including recruiters and hiring managers. Again, when we respect the rights of the job candidate, we all benefit.

We know that increased confidentiality and better communication can limit the problems with job board scams and fake job posts, but ethical behavior can’t just be one of many options when searching for a job or an employee. It has to be the only option if online job searching is ever going to become as effective as we all once thought it could be.

So, how do we avoid the lies? Well, everyone can just promise to be honest from here on out. If that doesn’t quite work, we could develop a better system for measuring candidates’ skills and how they relate to real-world scenarios at the job they’re applying for. A system that allows recruiters and hiring authorities to get a truer picture of the candidate will help companies avoid falling for the lies, and it will make it easier to match the right candidates to the right jobs.

So, how do we avoid the lies? Well, everyone can just promise to be honest from here on out. If that doesn’t quite work, we could develop a better system for measuring candidates’ skills and how they relate to real-world scenarios at the job they’re applying for. A system that allows recruiters and hiring authorities to get a truer picture of the candidate will help companies avoid falling for the lies, and it will make it easier to match the right candidates to the right jobs.

Developing a Plan B is a lot easier if you have an outlet that can put you in contact with recruiters and hiring managers that are interested in the skills you acquired during your service. You also need a source that can help you recognize the skills that you might need to develop in order to have a shot at the jobs that really interest you.

There’s something to be said for instinct, but when hiring authorities and recruiters know what they’re looking for and measure each candidate against the same criteria there’s a much better chance of matching the right person to the right job. See, when job candidate’s rights are respected, everyone comes out on top.

If every interviewer you asked was willing to give you honest feedback, the world would probably be a better place, but we all know that’s not going to happen. For every person willing to give you some real insight, there will be 20 who say something just to get you off the phone.

Almost every recruiter has had a moment when a “perfect” candidate turns down the “perfect” job. This moment can be a little shocking, somewhat embarrassing, and incredibly frustrating. You feel as though you’ve committed your time and energy aiding both the candidate and your client, and all of a sudden it’s washed away. So why does this happen? Is it some cruel joke that candidates set out to play on recruiters?

Those days are over, friends. You refused to get a drink off the top shelf of the refrigerator for your little brother 25 years ago, that’s going on his blog. You try to be funny on MySpace and you come off like kind of a jerk, countless people are gonna know about it. Anonymity is no longer part of our daily lives, and people are inundated with so many sounds and images that it’s become harder and harder to make a name for yourself simply by doing a solid day’s work.

Now, we’re not advocates of staying in a job that offers you nothing and makes you want to throw sharp objects at passersby. However, we are advocates of conducting effective, intelligent job searches, or more appropriately we might call these “opportunity explorations”. Having a strong Plan B means conducting searches that provide you with confidentiality while you’re still at your job.

Consideration: All interested candidates, from all available sources, should be considered for an open position based upon their ability and aptitude, and that consideration should be free from racism, sexism, and other forms of prejudice and intolerance.

Many recruiters, hiring authorities, marketing gurus, and HR personnel believe that getting on the same page with this new crop of “youngsters” is a far greater task than the ones they have faced with previous generations. Why all the concern? Well, apparently young people don’t even view work the same as the old Boomers

It’s amazing how often the things we talk about that need to be done in recruiting are things that we’ve all probably be hearing since we were three. In this case, don’t lie and make sure people know exactly what they’re getting into before they meet with you. It’ll make it much easier for the candidate, but it will also give recruiters and hiring authorities a much better chance of finding the type of talent they’re looking for.

The spam/spam filter problems serve as another reminder of how broken the system has become. Candidates don’t know if their info is safe, recruiters are missing out on potential clients, and everyone is spending far too much time trying to get down to brass tacks. There simply doesn’t seem to be a job board or online recruiting system in place that is able to cope with the number of candidates and recruiters out there.

"Itz time to throw a little love the recruiters’ way. What can be done to make the lives of these mighty men and women a little easier? Itz time for a Recruiter’s Bill of Rights. Why should candidate’s be the only ones with a bill of their own, right? Well, as luck would have it, someone has taken John Younger’s Job Candidate Bill of Rights and transfered it piece by piece into the realm of the recruiter."