Latest Discussions at Job MetrxSaturday, April 06, 2013 - 10:05:14 AM by Craig Toedtman
Mission DrivenSound familiar? It should...your marketing efforts should be driven by your personal mission. We're all about inspiring people to develop their critical strengths in support of a larger, growth-oriented vision. How about you? It is important that you crystallize your vision and tailor your job search to fulfill your personal mission. It's not just about obtaining a better job. Don't just get another job...Take steps to realize your personal mission as you execute your skills in a new position. Need help with that? Give us a call!
Friday, January 25, 2013 - 1:08:29 PM by Craig Toedtman
Quality Phone Reception - a Must for Successful Job SearchA potential client called, seeking assistance with interview preparation. In between static, lost coverage, and a call-back, I realized there was more help needed than interview prep. Today's job searches require attention to detail - including how well your phone connections work!
Without recommending the best alternative in your current situation, it is really important that you can trust your service. I call back if a connection fades away. However, how many recruiters are willing to do that? In fact, with the volume of telephone contacts that current recruiters face, it is highly unlikely that they have time to tolerate bad connections. One strike and your out!
Without high quality reception, you are jeopardizing an opportunity for consideration. Don't let your phone stand in the way of your success!
Wednesday, August 15, 2012 - 11:14:42 AM by Chris Bilotta
5 Ways You Could Damage Your Online Reputation Jennifer King, an HR Analyst at Software Advice and Jobmetrx blog contributor wrote a recent article about five subtle ways job seekers can damage their online reputation. In the article, she identifies five things employers might notice about a job candidate's online presence that could work against them in the eyes of a recruiter. For the full article go to
Wednesday, April 04, 2012 - 10:22:35 AM by Chris Bilotta
Why Recruiters Use Social Networks to Screen Job CandidatesIn a 2011 Reppler survey about how recruiters use social networks to screen candidates, 91% of the respondents claimed they have visited a potential candidate’s profile on a social network as part of the screening process. But why? With all the tweets, status updates and comments, it’s unavoidable for any social job seeker not to be searchable in some way.
To learn more about why recruiters and hiring managers screen job candidates online, Jennifer King an HR Analyst at Software Advice www.softwareadvice.com/hr/recruiting-software-comparison/ talked to a few social media and recruiting experts.
With social media, it’s possible to learn more about a job seeker than what’s on their resume, giving recruiters and hiring managers more insight into the behaviors and personal lives of their candidates.
According to Eric Meyer, partner in the labor and employment group at Dilworth Paxson LLP, “businesses and recruiters want to know as much as they can about a person who they may give a job offer. But the real purpose behind screening is to make sure the person you’re hiring doesn’t have any red flags that would make them a bad fit or a potential liability for the business.”
Most social media profiles aren’t updated with recruiters in mind, giving recruiters a better picture of the person behind the resume.
Read Jennifer’s full article about how recruiters and hiring managers use social media to screen job candidates on the Software Advice blog: http://blog.softwareadvice.com/articles/hr/your-internet-persona-1040312/
Wednesday, March 07, 2012 - 11:49:23 AM by Chris Bilotta
Job Postings R.I.P.From Joshua Weidman’s Career Enlightenment blog, comes the question:
Are you relying solely on job postings in your search?
If so, then you are reducing your chances of successfully landing your next opportunity.
Job postings are inefficient. Many unqualified candidates apply — especially in a down economy. The volume of resumes received can be unmanageable. As social networks make it easier to identify qualified potential hires, job postings will become obsolete. More and more, when hiring managers and recruiters have an open position, they’ll scour the Internet and reach out to their social networks to find the perfect candidate. When SHRM conducted research in 2011, they learned that 56% of HR managers use LinkedIn, Facebook and Twitter to source candidates (it was 34% in 2010). The number one reason they’re using social media in this way is to recruit passive candidates (84%).
It’s becoming more likely that your next job will come to you — if your virtual personal brand is visible and compelling. Ensure your social network profiles are engaging and up-to-date. And make sure you use all the appropriate keywords in everything you post online so you’ll be found by those who seek your expertise.
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