21st Century Recruitment 3rd Article

21st Century Recruitment 3rd Article
What makes a good sales recruitment jobsite?

A few basic things are critical to the success of a sales
recruitment jobsite, or any specialist jobsite for that
matter. Why am I only discussing specialist jobsites and
not generalist jobsites, I think that will become apparent
as we progress our discussion using a sales recruitment
jobsite as our specialist example.

The few critical factors that will make a specialist
jobsite work for you the recruiter are very much common
sense. Firstly the right potential candidates must be
attracted to the site, secondly the jobseeker must be
enticed by the site to search and apply for jobs and to
register there details so that recruiters can contact them
in the future. The third criteria relates to you the
recruiter, the site must be easy to use and give you access
to the right candidates in a timely and cost effective
manner. All sounds fairly easy so far, so how do you go
about assessing if you are about to spend money using the
right jobsite? You could take a free trail and some sites
do offer this, however many do not and how much time and
energy do you have available to waste testing out
inadequate sales recruitment jobsites?

Returning to our first factor, the right potential
candidates being attracted to the jobsite, just how does a
jobsite go about attracting the right jobseekers to the
website? The following is a list of the major routes to
achieving this goal

* Search Engine Optimisation
* Email Marketing
* Pay Per Click Advertising
* Affiliate Programmes
* Online PR / Press Releases
* Blog marketing * Directories
* Link Programmes
* Social Network Marketing
* Offline Marketing - Television and Print Media

All of a sudden it does not look so simple and if a good
jobsite is using all of these marketing and promotion
techniques to drive quality jobseekers to the site, how do
you know if they are doing it and doing it effectively,
with some specialist sites charging as much as £400
for a single advert, getting it wrong could be a serious
mistake.

If we go back to our good old friend Google, it can give us
some insight. For example I am a recruiter wanting to
recruit sales people. I know that Monster Jobs is regularly
advertising on TV and all over the web, it is quite
expensive which makes you think well perhaps that is
because they invest a lot of money driving jobseekers to
their collection of global jobsites. A quick search of the
URL for monster UK, as you are recruiting for a sales
person in the UK gives over 85000 results that contain a
mention of monster.co.uk. A more detailed search link: URL
is a bit less impressive at 5600. All these statistics may
be very interesting to people working in SEO and online
marketing, but to you as a recruiter are they going to get
you the candidates that you need, simple answer is no. If
we get a bit more specific about our recruitment needs as
the majority of recruiters needs are very specific, we are
looking for a sales manager for a UK bank. What would this
person search for when looking for a jobsite, (this of
course only gives you access to active candidates) perhaps
they would search for "sales jobs" or "banking jobs" or
even "sales manager jobs in banking" as people often search
for exactly what they are looking for. So where does
Monster come under each of these searches, for "sales jobs"
it does not appear on the front page, either in the natural
ranking or in the pay per click sponsored advertising. Next
I carry out the search for "banking jobs" and I get a
result monster is 9th in the search results, not bad. So I
click on the link imagining I am the banking sales manager,
ready to do my search for sales management roles in
banking, I select London from the location search box and
now I go to select the job category and the closest match
to retail banking that I work in, is retail customer
service and hit the search button. The results are for
junior cashier roles and for general retail sales jobs not
in banking, I as the prospective jobseeker am so impressed
that I close my browser and go back to work. Finally we
test monster against the search phrase "sales manager jobs
in banking" and yet again monster is not on the front page.
So Monster Jobs is not for us in this example, what you
really need is a sales recruitment jobsite that is going to
attract and retain the details of the candidates that you
need. The question is does such a jobsite exist? We will
explore this together further in the next article in the
series.

----------------------------------------------------
Louise G is a highly experienced sales recruitment
professional with over 20 years experience in all areas of
sales recruitment and is currently Sales and Marketing
Director of The sales Recruitment Jobsite.
Find out more about The Sales Recruitment Jobsite the place
for sales jobs and sales recruiters all around the globe at
http://salesrecruitmentjobsiteblog.blogspot.com or go to
the new site http://www.salesrecruitmentjobsite.com

The Job Interview Is Not Just About The Job Duties

The Job Interview Is Not Just About The Job Duties
"CAN HE DO THE JOB?"

The first item of business for an interviewer to determine
is if you have the qualifications to perform the duties of
the job. That is the basic part of interviewing - to
determine if the qualifications and experiences fit the
requirements of the position.

"DO WE LIKE HIM?" "WILL HE FIT IN?"

The next item of business is to find out if this person is
a good "fit" for the job. In other words, will he fit into
the team and the company culture? Although this is the more
subjective part of the interview, it can make or break your
chances of getting the job.

The way you answer a question could be sending the wrong
message. Are you describing yourself in the best light?

QUESTION: HOW WOULD YOU DESCRIBE YOUR PERSONALITY?

On the surface this appears to be a straightforward
question, but if you answer too hastily you may end up
sounding like every other candidate. What makes you unique?
How can you make yourself stand out and be remembered?

Interviewers ask this question for a couple of reasons; to
hear where you place the emphasis in your description, and
to see how quickly and creatively you can think on the
spot. SPICE UP YOUR ANSWERS

Don't give the interviewer with the same old answers
everybody else gives. Think about new ways to get your
message across and sell yourself.

"I am a high energy person." This answer needs more detail
and energy.

"I am a person who is energized by challenges and problems."

"I'm a hard worker." The most common phrase used. No
imagination.

"I do whatever it takes to get the job done; sometimes
working 10 hour days."

"I am a quick learner." An overused phrase which has lost
its effectiveness.

"I can hit the ground running and come up to speed faster
than anyone I know.

"I'm analytical." A lack luster answer, that doesn't reveal
much information.

"I'm a whiz at analyzing data and transforming it into
useful information."

"I'm very organized." This is a very understated answer.

"I am a person who can bring order to chaos."

"I'm reliable." This answer needs more information to get
the point across. "I pride myself on my record of never
missing deadlines."

"I'm good with customers." The answer needs clarification -
good in what way?

"I build great relationships with customers - they always
ask for me."

SCRIPTING EXERCISE

Describing your personality is like writing ads for a
product. What makes you unique? Are you the type of person
who would fit into this organization? Your job is to
convince your interviewer that you are that person. Make a
list of personality traits that describe you. The qualities
you would like the interviewer to remember after the
interview. Use some of the same words in the job posting.
Requirement: "Must have five or more years experience,
managing a diverse population of employees."

Your Answer: "I work well with all types of people."

This is a rather flat statement and not specific. Try a new
slant using more powerful words.

"I am a person who values other's qualities and
contributions. My employees would tell you that I am a very
fair manager who listens when they have something to say."

The more specific you are with your answer, the better your
chances of leaving a lasting impression. Interviewers talk
to several candidates in a single day. What will make you a
memorable candidate?

In today's competitive job market it is worth taking some
time to think about how you can describe your personality
in a way that will make you stand out. The buyer needs to
be sold on your uniqueness and abilities. When you sound
like everybody else, you look like everybody else.
Distinguishing yourself from the pack will give you an
edge. A little work before the interview will put some zip
in your pitch.

----------------------------------------------------
Carole Martin, America's #1 Interview Expert and Coach, can
give you interviewing tips like no one else can. Practice
for your interview FREE at http://www.interviewcoach.com

How To Write A Compelling Resume That Gets Results

How To Write A Compelling Resume That Gets Results
The stakes have been raised in the job search. Employers
and recruiters receive a deluge of resumes every day and in
response to every job opening. The online resume databases
are packed full with tens of thousands and hundreds of
thousands of resumes! How will you ensure that your resume
will make the cut and that you will capture attention and
get the call for an interview? Here are a few crucial tips
that are absolutely essential to the creation of a
compelling resume in such competitive times.

Tip #1: It isn't about you, it's about the employer.

Yes, I know it is a resume and I know that the traditional
foundation of a resume is a listing of your employment and
educational history. But guess what? Your resume ISN'T
about you. Very few of the actual recipients of your resume
actually care where you went to school, where you worked
ten years ago, and what training classes you completed last
year. The simple truth is that the ONLY reason these facts
are useful at all are because they give important clues as
to the value you have to offer to your next employer. Keep
this truth in mind as your write your resume. Yes, you
should still include the traditional elements of a resume,
but that should be secondary. Your focus and emphasis
should be on creating content that is employer-centered and
focused on how you have the unique and superior ability to
meet their needs and solve their problems. Present your
facts within this context.

Tip #2: Employers don't care about what you know how to do.
They care about what you DO with what you know how to do.

Qualifications are the baseline for a position, but they
don't distinguish you from your competitors in the job
market, and they certainly don't sell. On the other hand,
achievements do sell, but results sell even better. Just
telling the reader that you have achievements and
accomplishments isn't very effective unless you present
them in terms of the results and benefits they have
produced for past employers. Continually ask yourself "so
what?" in terms of your achievement. What did you improve,
save, increase, enhance, etc? What impact did the work you
do have on the companies? While numbers are always best,
even if you are unable to quantify achievements, the
emphasis should still be on the results and benefits of
your work. For the maximum impact, accomplishments should
be presented as concise "success studies" complete with
challenge faced, action taken, immediate result, and
strategic importance. The reason is simple: what you know
how to do (your qualifications, knowledge, and skills) are
of absolutely no value unless you know how to put them into
practice for the benefit of the organization. Show that you
do. Prove impact!

Tip #3: Illustrate passion. Don't be afraid to show
yourself!

Infuse your resume with your personality and your authentic
passion. Forget the self-promotion, the cliches, and the
jargon. You want to let the facts speak for themselves, but
you want to do so in a way that tells the reader about your
personality. Yes, the return on investment (ROI) that an
employer reaps from hiring you is paramount, but of almost
equal importance in the hiring decision will be the
chemistry and the fit. Forget the bland, self-effacing,
autobiographical style of resume writing that you may have
been taught in college. Let your personality and your
authentic personal brand shine through, and illustrate your
passion for your job target with succinct success stories
that demonstrate to the reader your unique value. By doing
so, you will attract the right opportunities - the ones for
which you are the perfect fit and for which the corporate
culture is a perfect fit for you.

Tip #4: Rip your resume in half.

Go ahead. Do it. Print a copy of your resume and then take
the first page and rip it in half. Now throw away the
bottom half and concentrate on the top half. This is the
most important section of your resume. This top half of
your resume must be absolutely compelling. It must seize
the reader's attention and draw them in with content that
leaves absolutely no doubt that you are the perfect
candidate to fulfill their needs and solve their problems.
With just a five-second glance at this section, the reader
should come away with a crystal clear understanding of your
focus and exactly how you would fit in their organization;
they must come away with an accurate perception of your
brand and the unique promise of value that differentiates
you from your peers and competitors. And remember, you must
not only tell the reader about your value proposition. You
must show them with examples of past accomplishments. I
said it before and I'll say it again. Prove value! Prove
impact! In short, within moments of picking up your resume
and without looking any further than the beginning of the
first page, the recipient of your resume must come away
with the perception of a dynamic, result-proven individual.
And, of equal importance, of a professional who has clear
career direction, and more importantly, who understands the
parameters and challenges of the position and exactly how
she will add unique value and a superior return on
investment in relation to those challenges. It is a tall
order, but with clear, succinct, brand-driven and
results-focused writing it is absolutely possible to
achieve all of these goals.

----------------------------------------------------
Certified resume writer and personal branding strategist,
Michelle Dumas is the director of Distinctive Career
Services LLC. Through Distinctive Documents
http://www.distinctiveweb.com and her Executive VIP
Services http://www.100kcareermarketing.com

Michelle has
empowered thousands of professionals all across the U.S.
and worldwide. Michelle is also the author of 101
Before-and-After Resume Examples
http://www.before-and-after-resumes.com

Georgetown TX New Homes Offer 10+ Reasons To Come & Invest

Georgetown TX New Homes Offer 10+ Reasons To Come & Invest
Georgetown TX is located on the Northern border of Austin,
about 20 miles away from Austin. It is one place that is
regarded as safe residing place for the reason that it has
not experienced any kind of devastating natural calamities
as well as man inflicted ones.

The place has large agricultural land and as such the place
is a small town. In the recent times, no doubt, a lot of
transformations took place and much of the agricultural
land gave way to concrete Victorian era type structures.

The place is an equal mixture of past as well as present.
We see many homes designed in the historic monument style
and they are an attraction to newcomers who enjoy recalling
the country's historic past. The architectural designs here
is one reason why Georgetown TX new homes offer scope for
real estate investment. The investor can invest in a
venture and can plan to stay with family here.

The place, besides presenting an ancient-town look has
really some vintage looking streetlights along the downtown
Georgetown. It has people-friendly features including
public parks as well as state and national parks. For
children there are theme and amusement avenues. The family
sector can expect some weekend recreation here. The place
has few water parks at accessible distance to render
recreation to the fun-loving folks. There are museums for
the art people Georgetown is a place to unwind in theatre
for those who patronize theatres because music, art, dance
and theatre shows happen here regularly. There are also
wildlife parks and zoos for the animal buddies. The
landscape beauty mixed with historically designed buildings
make it an amicable place for the retired communities as
well as the family-centric ones to settle here in
Georgetown TX new homes.

The place has law and order in place and offers security
measures to its people and town council implements policies
and procedures.

Georgetown has been a trade center since 1848 and
investment in realty at Georgetown earlier resulted in
appreciation for the investors and the industry enjoyed a
good status across the country.

No doubt, it slipped down southwards in the recent times
due to countrywide recession as well as due to pressures
from the foreclosure market. But there are investors who
are willing to come down and invest in Georgetown TX new
homes with a ray of hope for appreciation in future.

The Federal government has plans for policy changes on
foreclosure markets, real estate properties and bank
mortgages. If this happens soon, Georgetown real estate
market will be scaling again northwards and welcome people
to invest in the Georgetown Tx new homes. Having said so,
it should be remembered that investors should do their due
diligence in picking the right investor.

----------------------------------------------------
For more information on Georgetown TX New homes visit
http://www.wilsontx.com/GeorgetownTXNewHomes.ubr

Santa's unwelcome gift

Santa's unwelcome gift
The end of a long, hard, satisfying and productive year...
time to kick back and enjoy the festive season... and the
staff Christmas party... well, sorry! If you are a manager
or director of any but the smallest organisation, then you
will find an unsolicited Christmas gift in your Christmas
stocking - vicarious liability; which simply explained
means the second legal responsibility you have for the
actions of your staff. Now the legal logistics of all this
are well known to most. Unwelcome attention of a sexual
nature that offends, intimidates or humiliates and occurs
at work or in connection with work, is sexual harassment.
"In connection with work" is an interesting phrase and may
well include the retirement dinner, the staff social club
BBQ, the residential training program and even drinks after
work between a team of people who work together.

Many landmark cases determined in state and federal
jurisdictions support this premise. However the rebirth of
corporate ethics, the power of the brand and the
consciousness regarding the triple bottom line all point to
a higher order corporate motivation than trying to keep our
collective bottoms from hanging out the window on an
harassment complaint. Those who have managed a case of
alleged or actual sexual or other harassment in the
workplace will vouch for the idea that it is never just
about the incident. It is often the aftermath that is often
so difficult to resolve. Legal right of redress, complaint
procedures, policies, the appointment of contact officers
are only one part of the equation. The indirect costs of
sexual harassment and bullying involve stress, anxiety,
lost productivity, workplace accidents, absenteeism,
polarisation of the workforce, damage to reputations and
relationships external to work and loss of talent. These
costs can apply whether it is the respondent in the case
(alleged perpetrator) who is dismissed or resigns in
disgrace or the complainant who leaves the organisation;
disgruntled or disheartened with the way in which their
issue has been dealt, or their perception that it has not
been dealt with at all.

Three recent cases I have been asked to help manage,
reinforce various salient points. All are factual.

Scenario One

A group of people involved in a key company project went
for celebratory drinks on a Friday evening together upon
completion of a major milestone. Regrettably, several of
them stayed too late and drank too much. One of the men
present who had previously enjoyed a productive and
professional relationship with one of the young women,
decided he'd like to tell her what he'd very much like to
do with her if he wasn't so drunk at the time. Not only was
she mortally offended but so were several of the other
staff members present. I was asked to 'sit with' her on the
following Monday morning. She had bloodshot eyes, looked
haggard and confessed she'd had a very tormented weekend.
She told me she had seen the "offender" that morning and
that he had apologised to her (looking about as dishevelled
as she did). She told me that she realised he had been
drunk, that what he'd said had been out of work hours and
that he was sincere in his apology. But then she asked me
very soulfully how she was meant to forget that when he'd
been drunk enough to tell her how he really felt , he had
told her very crudely and directly that he had sexual
designs on her. In a sense she was grieving over the loss
of a previously safe and enjoyable relationship tainted by
his disclosure that she felt had changed their relationship
forever. She said it would take her a lot of time to be
able to be in his company again, particularly alone,
without feeling highly intimidated and very awkward.

Scenario Two

A General Manager hosted a Christmas party late last year
and went outside at one stage in the evening to have a
cigarette. He observed two subordinates in various stages
of undress, canoodling under a tree some short distance
away. He was immediately outraged as he knew the partners
to which the respective individuals were married. He called
me to debrief the situation, to sort out his feelings and
to establish what was and wasn't his right to pursue in
respect of their behaviour at a work-related function.
After some lengthy discussion he was able to appreciate
that his 'traditional" views regarding their behaviour,
whilst very powerful, ought not influence any decisions
regarding the way in which the situation should be handled.
However he knew that he had every right as their manager to
talk about the inappropriateness of that behaviour at a
work function where indeed any number of others could have
(and may have been) embarrassed and offended, even where
the behaviour of the pair was obviously consenting! Apart
from any personal objections he had to their behaviour, it
took some time before he was able to quell his feelings of
resentment at the lack of respect he believed the couple
had shown for their reputations, their colleagues and the
awkwardness he experienced in having to raise the issue
after what should have been an enjoyable time for all. At a
workshop I ran last week, a participant proclaimed her
belief that 'we have all had too much to drink at a work
function and said /done things we regretted the next
morning' and while I've heard this expressed many times, I
would challenge the assumption that this is inevitable and
universal. Surely this assertion does not appear to give
the rest of us any credit for either self control or self
preservation.

Scenario Three

Several employees attended an in-company residential
training program. Evenings were very social. People stayed
up late, gave the CD's a spin and alcohol flowed freely.
Two people, let's say Bob and Mary, from different
departments spent quite a lot of time together. Some weeks
after they returned from the program Bob complained to
Human Resources that Mary had contacted him at home several
times causing significant awkwardness with his partner,
sent him emails that contained suggestive innuendo. He
wished to know how he could get her "off his back". When
Mary was interviewed she insisted that Bob had shown
considerable interest in her at the program and while
sexual intimacy had not occurred she seemed sure that he
had wanted to pursue a relationship beyond the program.
After a facilitated discussion was held between the three
of us, Mary understood that her attention was clearly
unwelcome and she would do well, under threat of
disciplinary action, to leave Bob alone. However
perceptions and feelings of both parties were very real. It
was clear that a part of her still felt "used"; believing
that Bob had been happy to spend time with her while he was
away and that as soon as he arrived home, Mary had been
dumped. She was highly offended and bitter regarding his
allegation that he was "being stalked". He was angry and
defensive about the aspersions she had cast, once she felt
rejected, on the state of his current relationship and also
concerned that details of the complaint would harm career
prospects in a family oriented, values-driven organisation.
Regardless of the facts of the case, or readers'
perceptions of any rights or wrongs, this case is typical
of situations in which unwelcome attention and
unreciprocated affection, cultivated by overly familiar
settings and poor judgment can lead to significant stress,
feelings of rejection and confusion, strain on important
relationships outside work, considerable workplace
embarrassment for both parties and impact on productivity
and performance. So perhaps the lesson to bear in mind is
to have a good time at the Christmas party, but not too
good a time!

----------------------------------------------------
Leanne Faraday-Brash MMgmt BA Hons(Melb) MAPsS is an
Organisational Psychologist, executive coach, speaker and
facilitator. Leanne has specialised in the area of
Workplace Justice issues for 15 years and consults, trains,
mediates and investigates workplace grievances in
discrimination, harassment, sexual harassment, and
workplace bullying and performance management issues.Visit
Leanne's website at http://www.brashconsulting.com.au