Recruiter News Line

ResumeFinders.com is a brand new service offering a unique concept in the world of human resources.  You list your job openings with us, we place the ads, review the resumes and send you the best candidates.  You do the interviewing just like you would anyway.  We have a flat fee that is very reasonable per job opening that you list with us.  Your organization will save time and money and never have to use a recruiting firm again.  We accept job listings from almost every industry for almost every position.

Recruiting firm executives Eugenia Kaneshige and Joseph Norwood have announced the formation of career counseling firm Norwood Career Advisors.

“As the employment market has rapidly changed from a candidate driven market to a company driven one, we’re excited to share our relationship development skills with many more people than we can as executive recruiters,” says Joseph Norwood, managing partner at Norwood Career Advisors.

Adds managing partner Eugenia Kaneshige, “Getting a job is all about selling yourself to a potential employer, and I’m very excited about teaching people how to do that.”

With the current unemployment rate at 8.9%, Charlotte ranks in the bottom 10% of the fifty most populous cities in the U.S.

For many years, the economic sun shone brightly on Charlotte—allowing it to bask in one of the highest growth rates in the country. One of the chief engines of that growth came from the bankers who sought to build Charlotte into a major financial center. Now, however, most Charlotteans would be surprised to learn that if they are among the ranks of the unemployed, their chances of finding a new job are statistically better in the Rust Belt than here in the Queen City.

The very personal devastation that the job losses were inflicting on their friends and neighbors provided the impetus for the formation of Norwood Career Advisors. Transplants themselves, Eugenia Kaneshige describes what had brought so many people to Charlotte, “the hope of retiring in one of the most beautiful cities in the country.”

Norwood Career Advisors is a Charlotte, NC-based career counseling firm that gives job seekers a competitive edge against the rising tide of qualified candidates that surface for every job opening. Norwood Career Advisors’ consultants are all former senior executives who also have experience as executive recruiters. They are intimately aware of the hiring trends and the processes that hiring managers employ, instilling confidence in their clients and shaving precious time off the job search process.

Las Vegas, NV – A local leader in the employment and staffing industry is throwing caution to the wind and opening their doors on Friday, Feb. 20, 2009 to sign up job seekers and businesses alike for a one-month free trial of their services.

“It’s hard enough right now for both sides of the employment crisis, and we feel compelled to help with a jumpstart.” Said Frank Viarra, Founder and President of Real Life Recruiting, “Plus, it doesn’t hurt that in this industry, word of mouth is everything.”

A one-month trial is being offered to the first thirty people or businesses that sign up for the company’s recruiting services. “We match the kind of employees a business needs to people that are qualified to do the work, and we work to connect people to the kind of companies they aspire to work for.” Viarra explained about how Real Life Recruiting works. “It’s a waste of time for everyone to hire the wrong person.”

Real Life Recruiting works differently than the typical recruiting agency, as it provides thorough tests and interviews in order to narrow down the exact needs and abilities of both job seekers and businesses. They aim not to just put workers into jobs but to place – and keep – people into positions in which they will love and thrive.

“That’s the beauty of having placement specialists - they uncover hidden talents for people that open doors into businesses they may never have thought to explore.” Real Life Recruiting boasts an unheard of 97% satisfaction rate of both employees and businesses. And 9 out of 10 people that were placed since conception are not only still employed but exceeding in the company.

The company is based out of Las Vegas, NV and is locally connected with a majority of the businesses in the area. They have the connections you want and need when looking for a good job or employee.

Recruiters can start their own internet job boards in one day with easy to use, search engine optimized, and surprisingly affordable JobMount technology.

This is an excellent way to:
- leverage industry contacts
- build a proprietary database of contacts that will grow and stay
- earn a piece of the $6 billion per year that is spent on on-line recruiting

JobMount offers a choice of custom or template job board software, hosting and critical proprietary built-in SEO, as well as personalized optimization consulting.  Unlike other job board software, JobMount offers full transparency into SEO, as well as metrics and CRM with interfaces to Gmail and Google Calendar.

Despite global job losses due to the current economic crisis, hundreds of niche job boards are being launched every month, all aimed at gaining a share of the $6 billion annual spend on internet job advertising.  Driving traffic and conversions to these job boards is essential, and JobMount is a proven solution that dynamically creates website content that is viewed favorably by the complex search engine algorithms.

JobMount offers clients:
- Job Board technology perfected for Search Engine Optimization
- Sales oriented CRM Dashboard and analytics
- Google apps integrated: calendar, email
- Bulk posting, Job Spider for bulk jobs publishing
- Custom and template packages
- Starting as low as $995 for SEO Built-in Template Solution

View Demo: http://demo.jobboardmount.com
Packages & pricing info: http://www.jobboardmount.com/cm/pricing

Michael Woodrow, Chief Operating Officer of Aspen Technology Labs, states, “We have received rave reviews from our customers for both the custom and the template job board solutions.  Our clients are thrilled that the job board technology allows them to optimize as well as measure their search engine results, and significantly lower, and often eliminate, expensive pay-per-click marketing campaigns, while increasing traffic.”  One customer stated, “there is no question that JobMount is a better mousetrap.  Our visitors literally doubled in three months because we started appearing in the top four results on Google and Yahoo for literally hundreds of key word combinations.  This allowed us to eliminate our pay-per-click budget.”

Due to the built-in SEO features, there is now an opportunity for many niche players to enhance their position or launch a new board. Existing Job Board owners can use the self-assessment guide or request a free SEO review from www.jobboardmount.com

Madison, OH - Some recruiters are using a secret weapon to assist them in placing a high volume of candiates in spite of the recession.The recession has hurt both large and small recruiting agencies, job orders have dried up, and many candidates are afraid to make a move. Yet in spite of the difficult environment many small recruiting agencies and independent recruiters are using recruiting networks to connect with each other and place more candidates than they can on their own.

John Kaufman of http://www.RecruitingRocket.com says,”Networking with other headhunters and exeutive recruiters in a split fee network helps by providing you with additional job orders and a larger pool of candidates so that you can fill more orders more quickly”.

He says that as a small recruitment agency or independent recruting company it’s often difficult to both find job orders and source candidates quickly enough because of increased competition from other agencies. He adds that recruiters working together as a team, allows each headhunter to have the resources of a larger company, while retaining the benefits of being independent.

Tips for Networking with other recruiters in a split fee network:

- Get it in writing - Make sure you have a split fee agreement in place, and you are both comfortable with the terms before you share client or candidate details.

- Act with integrity - When working splits with other recruiters, you should always act with honesty and integrity. Cheap tricks will get you banned from the networks, and will earn you a bad reputation with the clients.

- Only present fully vetted candidates - When working a split, you should present candidates to other recruiters in the same way you would present them directly to a company. “Dumping resume’s” on another recruiter and expecting him to do your job will not work. Make sure that your candidate is qualified, interested, and you have checked references prior to submitting him for consideration.

- Communicate effectively - Communicate with other recruiters regarding job requirements, timelines, candidate profiles, and each of your expectations from the relationship. Working with other recruiters in a split network is an excellent method of building long term business partnerships, not just one time placements.

Using split fee placement networks like RecruitingRocket.com helps recruiters by helping them build long term partnerships which help in both sourcing candidates and job orders.

John Kaufman is a managing partner with AgentHR - a nationwide recruiting agency with over 50 independent offices and founder of http://www.RecruitingRocket.com - a split fee and social network for recruiters.

Improved Experience, the parent company behind HR Technology products, Make Better Hires and Get Better Hires, is focusing on decreasing company costs during this difficult economic time. A move they say, is getting them in the door with customers.

“Our products serve as a mirror or a dashboard to how a company is doing in the their recruiting, hiring and onboarding practices,” said partner Claudia Faust, a 15-year industry veteran, who developed the product based on her own frustrations with poor HR Reporting.

Both Make Better Hires and its sister product, Get Better Hires, measure every step of the recruiting and hiring process by allowing job seekers and new hires to give anonymous feedback, which it then calculates to provide the dashboard numbers that are the products’ hallmark.

“My executive team ‘talks in dashboard’ and for my team to be able to articulate in this same language keeps us in the conversation of change,” said Carole Anderson, the Director of Recruiting at Classmates.com.

And while Faust admits that not all companies are interested in “looking in the mirror” to see a true reflection, warts and all, the ones that are willing to honestly evaluate the service they provide job seekers and third party hiring professionals, are more likely to “weather the storm” in her opinion.

“We’re not hearing as much talk now about a war for talent,” said Faust. “What I am hearing is that HR Technology has to do its job and provide 306 degree value for the money. In some cases, the technology has to be robust enough to support an already skeletal team. Improved Experience provides technology that powerful.”

Improved Experience offers business intelligence solutions for use in Human Resources, Recruiting and Staffing. From the earliest point of contact and throughout the entire employment life cycle, the Better Hires suite of products from Improved Experience measures and benchmarks critical indicators of workforce engagement and employer brand. Improved Experience products are real-time and subscription-based, utilizing patent-pending survey technology. Global sales, operations and customer support are provided from Dallas, Miami and Copenhagen.

Staffing companies are saving jobs and hiring Skilled Tradesmen in the construction industry during this tough economic time. Construction Jobs are usually staffed with skilled tradesmen such as Ironworkers, Pipefitters, Pipe welders, Millwrights, HVAC, and Electricians - these industrial trades are commonly used in commercial and industrial construction as they have been for the past 25 years.

These skilled trades require years of practice and continuing education to master and always require certification of one form or another. Construction Staffing companies have a nationwide reach, enabling tradesmen to work anywhere in the country during these tough times. Skilled Tradesmen can not count on finding local work; these trades are to much of a niche. To find work as a skilled tradesman you must consider traveling to out of town projects where you can earn great pay, bonuses, and per-diem in some cases.

Construction staffing and personnel companies like Grus, Inc. call employees daily to check their employment status and to keep records updated. Skilled workers and tradesmen can also sign up for an automatic Hot Jobs notification service to ensure real time notification of the best opportunities.

Contractors notice these benefits; a company that keeps constant contact with its workforce is a tremendous asset because they generally have the highest quality workers. In these tough times lots of good men and women in the commercial and industrial construction industry are out of work. These construction personnel and staffing companies now have a large pool of some of the best tradesmen and women in the United States. If you need additional Journeymen for your construction project you should consider staffing with a construction personnel company.

The benefits out weigh the costs, usually a staffing and construction personnel company can handle all of the employment background checks, drug screening, skill assessment, payroll, workers compensation, child support, and tax administration - leaving the Contractor and Sub-Contractor to focus on the construction project as a whole. These time saving services not only make working with a construction personnel company enjoyable but they also demonstrate a smart approach to construction management in a recession.

Being smart with your workforce management is necessary in these tough times, making hiring mistakes can cost a significant amount of money in the long run, good quality works and tradesmen can be tough to find if your only looking in your local area. To be smart about your hiring process you must think outside the box and outside the state.

New research announced by Guidant Group and the Human Capital Institute (HCI), indicates that the United States contract talent workforce is growing at more than twice the rate of traditional employment. The study, released today by Guidant Group, HCI, and industry partners, examines the use of contract talent in U.S. organizations.

More than 90 percent of organizations surveyed for the study, “The State of Contract Talent Management and the Role of HR,” reported that they use contract talent. Additionally, 34 percent said that their use of contract talent has increased or increased dramatically in the past three years.  Looking towards the future, a full 85 percent of respondents believe that their use of contractors will remain about the same or grow over the next three years. Contract talent is defined as contractors, consultants, freelancers, temporary help, interim executives and others who are not part of an organization’s full-time or part-time workforce — a group that currently comprises almost one-third of the U.S. workforce.

The composition of the contract workforce is also changing in this economy; more than half are skilled consultants performing mission critical functions. The study indicates that human resources and procurement professionals will need to collaborate to manage contract talent strategically.  Larry Kihlstadius, Senior Vice President of Guidant Group, noted, “The future of talent acquisition clearly rests with the integration of contract, project and full time hires.  All sources of talent will become critical components to the strategic leverage of human capital.  Forward thinking companies are already stratifying the workforce to obtain the “right sourced” blend for talent acquisition.”

The Contract Talent Research Practice Area at HCI, which produced the study, was formed to examine the use of contract talent and provide strategic thought leadership.  Conducted in late 2008, the wide-ranging study included a survey of several hundred HR leaders, from an equal number of organizations, followed by in-depth interviews with a selection of HR executives from across the nation.

Chicago, IL , — The recent downturn in the economy and subsequent loss of jobs has job posting sites and job search companies bracing for the onslaught of the unemployed.

Couple this with the possibility of thousands of job applicants coming on the market with the recent warnings from General Motors, Ford, Chrysler, Target, and big box electronics giant Circuit City, job posting sites, job search agencies, hiring managers, and employers are going to be busy.

Sites like Monster.com, Careerbuilder.com, and job.com will certainly be busy, but newcomer
MyIzzo.com is prepared to out pace these traditional job posting sites with the use of internet technology not in use by these standard bearers of the internet job site industry.

MyIzzo.com brings the use of the internet to both the job applicant and hiring managers from around the world with cutting edge live interviews, online video introduction videos, and unique applicant profile pages.

The technology used by MyIzzo to bring these parties together, can best be seen with the use of the live interview.  Applicants and employers can meet face to face via a web cam.  This technology reduces the time and expense of initial job interviews for both the applicant and the employer. In this day and age of technology and tight pocketbooks, the MyIzzo live interview can only be seen as ‘genius’.

On the MyIzzo.com website, a job searcher can put their best foot forward to a possible employer with the use of the online introduction video.  This allows the applicant to upload a video explaining their qualities and what they can bring to the table for a new employer. With the traditional job posting sites, the applicant has one shot at a face to face meeting. MyIzzo.com allows an applicant to practice their online video introduction and only upload it when they are satisfied.

MyIzzo’s profile page is unique in the job posting industry because it allows the applicant to upload more information about themselves, other than a standard resume. Items, such as pictures, awards, letters of recommendation, certificates, and licenses can be uploaded for potential employers to see.

These technological tools, via use of the internet, allow hiring managers to accurately and inexpensively assess the value of a possible new employee.

The unemployment numbers are rapidly increasing. Employers are going to be overwhelmed with job seekers.  Getting through those numbers to find the right fit between a candidate and a job offering is going to be tougher than it is during normal economic times.

While we all wait to see what the current economic situation will mean to the ranks of employed and unemployed, companies like MyIzzo.com are not standing still. In normal economic times, the technology used by MyIzzo.com would be considered leading edge.  In these tough times that we are facing now, MyIzzo.com and their unique technologies and ideas are right on target and NEEDED NOW!

Hiring Manager, prepare for the rush of the unemployed now. Get started with MyIzzo.com today!

According to the Bureau of Labor Statistics (BLS), unemployment in the US is at a record high since the Great Depression, totaling 11.1 million. As the number of job seekers continues to increase dramatically, and the pressure to reduce costs continues, companies seek alternatives to paid background checks. Criminal and financial background checks don’t tell the whole story and now more than ever, hiring managers must be more selective for fewer opportunities. Yasni (www.yasni.com) – the world’s leading people search engine – says that “social reference checking” is on the rise, enabling hiring managers to research an applicant’s online reputation and social references on www.yasni.com for free.With yasni.com, employers and HR managers can easily search the largest pool of information publicly available online for detailed findings for more than one billion people. In addition to collecting professional information through resources such as LinkedIn and Jigsaw, as well as criminal records through criminalsearches.com, yasni helps provide details about social behavior by returning social networking profiles, including MySpace and Facebook, blog postings, photos, online shopping wish lists and more.

The BLS further states that the number of people who completed temporary jobs rose by 315,000 last month, and increased by 2.7 million over the last year. As more short-term employees become commonplace, the need to perform thorough social background research becomes increasingly important.

Steffen Ruehl, the founder and CEO of yasni, came up with the idea while working as head of marketing for two of the leading online career sites in Europe, JobScout24 and JobPilot, now a part of Monster.com. “It became clear to me that an easy-to-use, one-stop resource that provided free, thorough results about an individual would be very helpful to employers,” Ruehl said. “Since our launch just one year ago, yasni has become the leader in the worldwide people search market and background checks on job applicants is one of our most popular searches.”