3 Dec 2015

INTERNET JOB SEARCHING REVOLUTION

Internet changed the lives we live drastically in most cases I hope for the better. We quickly forgot what life was like 30 years ago. It all moved a little bit slower. People searched for a new job in their own town via newspapers job adds or simply word of mouth, just a small percentage of job seekers think out of their region or even less thought out of their home country and even lesser thought to get a new job over sees.


"30 years ago, people searched
for a new job in their own town
via newspapers job adds or
simply word of mouth."

With the arrival of the Internet a lot changed, world practically become flat, as Harvard professor Thomas Friedman states in his best seller. Over night the world become our playground. We shop in china with a click on a button, we book our flights and hotels from our phone, and as we chat on Facebook, we by the way slide over job postings from all over the world that are pre selected and picked just for us, regarding our geo position, age, gender, education and job wishes.

"We shop in china with a click on a
button, we book our flights and
hotels from our phone, and as
we chat on Facebook, we
by the way slide over job
postings from all over the
world that are pre selected
and picked just for us."

Internet job search engines became highly sophisticated binary organisms that process a billion of information in seconds; they form a bridge between job providers and job seekers. Job search engines provide us with real time information directly from the market; we can access available jobs from all over the world in seconds and even apply for web video interviews.

Read and download whole article. 


21 RECRUITER BENEFITS FROM PERSONAL LINEKDIN NETWORK


LinkedIn is very popular in HR industry, because it is a useful tool which opens door to various professionals or business people who are always - for us recruiters - potential candidates.

"The majority of business
people have their own profile
on LinkedIn."

The majority of business people have their own profile on LinkedIn no matter if their purpose is a mere presentation of their competences, skills or experience or if their aim is a business cooperation or search for a new opportunity in the career.

HR professionals use LinkedIn network not only to invite potential job candidates, but also to introduce themselves and offer their services as well as to ask for some recommendation, or to contact a certain person in a company, especially if they have some specific question. We can say in short that LinkedIn serves as a channel of transmitting or exchange of information between interested parties.

"HR professionals use LinkedIn
network not only to invite potential
job candidates, but also to introduce
themselves and offer their

services as well as to ask for some
recommendation."

Sometimes HR agencies are also targeted by many professionals who want a secret career change or a certain and definitely discreet change in their company e.g. if they are looking for a new employee, especially if the domain of executive search.

HOW TO CONVERT OPEN JOB INTO LEADS AND LEADS INTO NEW CLIENTS?

Many big companies throughout various business structures have a vivid and fluid HR department dealing with all types of queries the personnel and its management require. In doing so, such companies usually develop a very clear organizational structure in having the personnel specialized in the certain fields.

In order to find the best suitable employee for a certain position, the company is also required to adjust the position according to certain knowledge levels and skills, which could be generalized in the job opening andare made clear and comprehendible for both sides – organizations and candidates. The search for the best suitable employee is inevitably affected by the specifics of the profession and the availability of suitable candidates for the position. The more specifics and requirements for a certain position there are, the harder it gets to find the best candidate.

The HR departments of big industrial companies are specialized and possess the needed network and databases to find candidates on positions with lower responsibilities, lower requirements, more abundant positions within the company, more frequent turnover, etc. However, executive positions, for example, and scarcely profiled positions are rather a rare event and require research beyond the capabilities of the local HR departments.

Basically, following just a few steps can lead to success and a great deal for both sides.

Read and download whole article


HOW HEADHUNTING HAS EVOLVED THROUGH THE YEARS



Headhunting as a recruitment method, or even more specifically related to the term 'executive search' started just after World War II in Europe when a soldier recommended collegues with special skills such as machinery and tactics to a high ranking general.

This method has been overtaken in the United Stated in the early 1950's when industry and industialization increased in order to repair the damaged economy. After a very short period of time, headhunting has vastly spread throughout Western Europe, Australia, Argentina and Chile.

In the year 2013, only in Germany alone, the anual turnover in terms of hunting for heads has witnessed an industry of 1.55 billion Euros (source: Quelle: BDU Studie „Personalberatung in Deutschland 2012/2013). In 2014 the worldwide revenue in terms of headhunting was 10 billion Euros (source: Financial Times, Emma Boyde, Nov 2014: "Boutique consultancies give headhunters a run for their money").

The reason for increasing these numbers in the last few years is the fact that numerous human resource agencies and recruiters alike are using online tools to help them with their search for executive staff. One of the leading worldwide sites with a database with of over 300 million registered members is LinkedIn.

"LinkedIn is improving its services on
a monthly basis, hence gaining
more and more members and
changing the statistics from
passive users to active ones."

Besides LinkedIn, other providers that are hitting the market are QUORA (www.quora.com) and PLAXO (plaxo.com) . Considerable amount of work and time has been put in these projects as also recruiting human resource agencies and their top employees who have been involved in order to facilitate the best service straight from the headhunters laptop.