popularity of job fairs waxes and wanes with the economy, and in our
current downturn, these gatherings are back again with a vengeance. From
big cities to small towns, job fairs are being organized by national job
boards, local chambers of commerce and all sorts of organizations
in-between. And theres no doubt that bringing together employers
that have available jobs to meet with eager job hunters is a great
The catch from the employers perspective is in making sure that
candidates have the correct expectations before they head off to a local
fair. As a participating recruiter, everything you can do to help
prepare candidates for the experience will make the day that much more
valuable for you and them.
When a laid off project manager was preparing to attend a recent job
fair in a New Jersey suburb, for example, he focused on the same things
he thought about when he first attended job fairs 10 years ago: the look
of his suit, the quality of his resume, and the best way to avoid
traffic while getting to the hotel ballroom. Things have changed, and he
was in for a big surprise.
The fair was scheduled to run from 9am to 3pm, and the job seeker
arrived around 10:30am. He was greeted by a line of fellow job hunters
that, as far as he could tell, stretched from the ballroom down two
hallways and into another empty ballroom. And that was just to register
More. . .
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Unemployment numbers are rising each month, but that
doesnt mean for one minute that there is an abundance of Top
Talent in the Job Market. In fact, the opposite is more accurate.
Its important that hiring authorities realize it is difficult to
attract top talent in the current Job Market.
Its true; you may be receiving more unsolicited resumes than ever
before, but are they of the caliber you want to hire? In most cases, the
answer is no. Now more than any other time in history, it is critical
that you hire the best person for the positions you have open.
The same is true now as when the job market it tight. Often the most
qualified candidates are currently working for someone else but would
contemplate a change for the "right opportunity." They are NOT
More. . .
- They are NOT listed on any Job Board
- They are NOT circulating their resume
- They are NOT in an active job search
News for Recruiters:
RPO Providers: Whitepaper
Futurestep, a Korn/Ferry Company,
specializing in strategic talent solutions, releases whitepaper,
Changing the Conversation: Rethinking Procurement and Performance for
Real RPO Value. Developed by Futurestep CEO Robert McNabb, the
whitepaper is in response to a growing number of requests from corporate
planners for practical input on guiding an RPO vendor selection process.
The publication draws from interviews with talent leaders who have
undertaken successful RPO initiatives across a number of key industries,
including oil and
Workload and Stress Taking Toll on Workers
associated stress are on the increase in the workplace while employee
morale, motivation, and endurance are on the decline, according to a
survey of business leaders and work-life experts conducted by WFD
Consulting. In fact, employee stress and workload have increased
substantially in the last 12 months, with eight-out-of-10 respondents
reporting that managers and employees workloads have
increased, along with employee stress. At the same time, half of
respondents report that employee motivation,
Better Hires Improves Recruiting Efforts, Strengthens Team
Better Hires, the patent pending employee engagement diagnostic software
from Improved Experience, is enabling clients to not only improve their
recruiting efforts, but create stronger teams and increase credibility
with candidates. And for Kim Giglio, Director of Recruitment at
MultiCare Health System, this has meant new insights into candidate
perceptions that were formerly difficult to measure. "The data has been
very helpful," says Kim Giglio. "It validated some assumptions and gave
us the data
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