PUBLIC MARKS from longhorn2000 with tag job

The word “annoying” is important to consider. While persistence is a positive thing, candidates can go overboard, and enough recruiters have had to deal with an overzealous candidate to know that they don’t want any part of it."

"An effective Plan B job search should give you the best opportunity to find the right company and the right job for you. It should also allow you to avoid having to deal with companies and positions that hold no interest for you. Unfortunately, this doesn’t seem to be the case on most boards these days, and messages on job openings have become their own kind of spam"

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.

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.

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.

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

Almost everybody wakes up at one time or another filled with dread just at the thought of having to go into work...However, for some the feeling of dread never goes away.

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."

"With our recent exploration of the Job Candidate Bill of Rights and all of our talk about “candidate control,” it might seem as though we’re blaming everything that’s wrong with the industry on recruiters; as if somehow it’s only the fault of the recruiter (or hiring authority) that’s keeping candidates from landing their dream jobs. Not so, friends."

The recruiter shouldn’t do anything regarding confidentiality without the authorization of the candidate. In plain English, the candidate is in control of their personal and professional data. If the candidate says “don’t contact this former employer,” you don’t do it.

"Now.. you can’t tell anyone else about this, because this is the industry’s dirty secret: The real costs for staffing organizations associated with using job boards is not the price of a posting."

No 1: Confidentiality: Individuals are entitled to the security and confidentiality of their personal and professional background and data. Any decision to make that data available to others must be at the specific request of the individual.