Resume Privacy
Resumes contain pretty important information. In much of the rest of the
world, the regulations covering ownership and distribution of the
information in a cv or resume is very tightly controlled. Making sense
of the maze of strong protections that vary from country to country is
the barrier to entry for global Applicant Tracking companies.
The cultural view seems to align with the
local legal views.
(Read More)
Reveille and Hyperbole: RCI Recruitment Solutions has teamed up with one of the recruiting industry's most prominent leaders John Sumser, to underwrite and coordinate a series of local events under the newly-created Recruiting Roadshow organization, starting with the Atlanta Recruiting Roadshow on September 25th, 2007.
In order to help companies effectively and respectfully manage the different generations, with their differing needs and work habits, Harris, Rothenberg International (HRI), LLC, has released a trends report "When the Golden Rule No Longer Applies: The Multigenerational Workplace."
Candidates and HR recruiters will soon enjoy a direct communication platform thanks to the upcoming release of CandidateStatements.com, the first on-demand software that dynamically creates personalized candidate websites and highlights the value of an employer's combined compensation and benefits program.
BlogHer, Inc. (http://blogher.com), the Web's number-one guide to blogs by women, announced a comprehensive Web site redesign to meet demands from bloggers and advertisers.
Deck Chairs: Dick Todd, president and founder of Universal Background Screening (www.universalbackground.com), was recently named to the board of directors of Big Brothers Big Sisters of Central Arizona. The appointment builds on a long history of personal and corporate support for the youth mentoring organization.
…
Deep Release: NoStateIncomeTaxJobs.com Launches Job Board: Gives Job Seekers New Work- Life Balance Search, Employers Job Marketing Tips
A Lot Of America's Job Seekers Are Now Considering Traditional, And Non-Traditional, Factors When Looking For Happiness And Their Perfect Job. A New Job Board Offers Niche Job Search Information For Today's Job Seekers. It Also Offers Job Marketing Strategies For Employers With Job Openings To Fill.
Many of America's job seekers are no longer influenced just by what their parents, families and friends say or think about their career choices. Now they are deliberately considering factors relevant to their personal lives and the goals they have outside the workplace when actively or passively exploring job opportunities. NoStateIncomeTaxJobs.com, a start-up online job board, has launched as a result of this trend. It highlights a niche work, financial and lifestyle option for today's job seeker by focusing on job opportunities in Alaska, Florida, Nevada, New Hampshire, South Dakota, Tennessee, Texas, Washington and Wyoming---the nine states that currently do not tax personal income. It also helps small, mid-sized and large businesses by providing a new employer marketing resource.
"Job seekers are beginning to look into more aspects of their job search than merely who the employer is and the information included in the employer's job advertisement," says R. L. Polhill, founder and CEO of NoStateIncomeTaxJobs.com. "Everything from where to live, work, and play to how much money to make, what's left to live on and what's left to give is a consideration today."
According to Polhill, this trend doesn't have to be a problem for companies. She suggests four easy ways for employers to get their job openings noticed, applied for and ultimately filled:
- Take a risk. Employers can make job seekers aware of them by interrupting job seekers where they are prospecting and researching.
- Get out of their comfort zone. Employers should market and be where their competitors are not.
- Empower the job seeker with information. Employers must make it easy for job seekers to discover on their own the value of the employers' job opportunities beyond the job description.
- Balance the needs of their company and distinguishing their brand with the wants of the job seekers. Employers must also remember to market the meaningful soft perks of their job opportunities.
"Highlighting clear and relevant advantages for the job seeker, in addition to the actual job opening, can go a long way to attracting interested, qualified active and passive talent away from their competitors," adds Polhill."
NoStateIncomeTaxJobs.com is a niche online job board with general job categories. It provides employment marketing products and services for companies with job opportunities in Alaska, Florida, Nevada, New Hampshire, South Dakota, Tennessee, Texas, Washington and Wyoming---the nine states that currently do not tax personal income. The service is free for job seekers to post their resumes.
Please visit the website or contact R. L. Polhill more information about this topic or for more employer tips.
White Paper Highlights:
nowHIRE's Advice for ATS Selection: Consider the Candidate Experience
New best practices white paper advocates for applicant's point of view.
When companies look for an ATS, they often overlook the very demographic the system is intended for: the applicants. This is the conclusion of a new white paper from nowHIRE, a premier provider of applicant tracking systems.
The white paper advises companies to consider the candidate experience when choosing an ATS, whether they hire exempt, non-exempt, contingent or a combination of employee categories. Because today's workforce is online-savvy, prospects won't tolerate career sites that are hard to navigate, waste their time or require excessive information.
Key points to consider when looking for an ATS include:
• Understand who your candidates are: What language(s) they speak, their education level, how likely they are to find you on the Internet, where they are located, and so on will all determine how you construct your career site.
• Make it easy to apply for positions: Make job listings easy to find and understand. Pick an ATS that lets you create a self-selection process that requires the minimum information from candidates.
• Strike a balance between the back end and front end of the technology: Serve applicants and hiring managers alike with a user-friendly interface up front and a robust set of recruiting tools behind the scenes.
The paper includes an account of a company who carefully considered the candidate experience while shopping for an enterprise ATS. AutoZone has over 4,000 stores in the U.S., Mexico and Puerto Rico and hires both exempt and non-exempt workers. Using nowHIRE's ATS, AutoZone customized its online hiring process for the specific needs of each group. The company has seen a dramatic increase in the number of hourly candidates, and has decreased time-to-fill by 20 percent for corporate openings.
"AutoZone provides a great example of how considering the candidate benefits everyone," says nowHIRE's president, Joseph N. Impastato, II. "When applicants are treated like customers, they feel valued, which leads to good branding and higher application rates."
To download a copy of the white paper, Best Practices in Choosing an Enterprise-Level Applicant Tracking/Hiring Management System: Keeping the Candidate Experience in Mind, go to http://www.nowhire.com/register_whitepaper.htm.
About nowHIRE:
Since 1998, nowHIRE has been a premier provider of applicant tracking systems for companies of every size and in every vertical imaginable. Their industry-defining solutions feature fully integrated, web-based recruiting and applicant tracking software modules that allow companies to customize the software to their specific recruiting needs—whether it be for hourly, salaried, internal, contingent, recruitment-based or any combination thereof. nowHIRE's solutions give clients what they call "Zoom"—the competitive edge.
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