The chances of getting a job via networking are much better than any other method. In May 2000, 64 percent got them by networking. I'm unable to find more updated statistics, but anecdotal accounts on various HR and news websites indicates that recruiters want personal recommendations more and more. Why?
1) It's too difficult to wade through the on-line applications, many of which are completely unsuitable.
2) Using software to do keyword searches means that recruiters can miss someone fantastic who doesn't have the whole keyword thing down pat.
3) People recommended by employees in good standing will generally share that employee's values and to be a good fit with the organization.
4) Current employees won't risk their reputation by recommending a "dog" so trust is already built in the hiring equation, giving you a leg up on the competition.
Posted by julieannerickson at 10:21 AM 0 comments Links to this post
Resume Rabbit
Www.resumerabbit.com looks like a new service that could be very helpful to job seekers. On it, you can post your resume "on up to 87 of the top job posting sites" and "choose from our long list of categories for online job banks."
They claim to "save you over 60 hours of data entry time." And you can target specific sectors or be more general in your search.
This is useful because while I recommend being specific about your intention, your desired job may show up under different categories than you use. Words mean different things to different people, so take a broad approach.
One example of how a simple change makes a big difference: On Idealist.com, you select criteria to search for non-profit jobs. You will get a different list of jobs depending on what criteria you use - even if you use the same key words. If I use "Marketing," New York State," and "New York City" as criteria, I'll get a big list that might include jobs that wouldn't appear if I used those AND "within 50 miles."
1) It's too difficult to wade through the on-line applications, many of which are completely unsuitable.
2) Using software to do keyword searches means that recruiters can miss someone fantastic who doesn't have the whole keyword thing down pat.
3) People recommended by employees in good standing will generally share that employee's values and to be a good fit with the organization.
4) Current employees won't risk their reputation by recommending a "dog" so trust is already built in the hiring equation, giving you a leg up on the competition.
Posted by julieannerickson at 10:21 AM 0 comments Links to this post
Resume Rabbit
Www.resumerabbit.com looks like a new service that could be very helpful to job seekers. On it, you can post your resume "on up to 87 of the top job posting sites" and "choose from our long list of categories for online job banks."
They claim to "save you over 60 hours of data entry time." And you can target specific sectors or be more general in your search.
This is useful because while I recommend being specific about your intention, your desired job may show up under different categories than you use. Words mean different things to different people, so take a broad approach.
One example of how a simple change makes a big difference: On Idealist.com, you select criteria to search for non-profit jobs. You will get a different list of jobs depending on what criteria you use - even if you use the same key words. If I use "Marketing," New York State," and "New York City" as criteria, I'll get a big list that might include jobs that wouldn't appear if I used those AND "within 50 miles."
0 comments:
Post a Comment