Part time jobs,Online Jobs , Home Based jobs
July 31, 2009
advertisement: scottish job site
July 30, 2009
ats – we’re going about it all wrong
July 30, 2009
You know that Apple commercial from the 80’s where the lady (who was strangely buff and hot at the same time) runs up an aisle in a tank top and chunks a sledgehammer at a massive TV screen? Yeah, this is kinda gonna be like that …
I propose that the current ATS model is broken. I propose that a central repository of data made up from collected resumes is a poor way to comb through and assess talent. I propose that once many of you reading this stop sticking your William Tincup voodoo dolls with pins, you’ll see my point. Allow me to elaborate.
I’ve seen it happen: the hiring manager hires a loud-mouthed, over zealous, way-too-excited, pompous jackass to work in an environment with a bunch of by laid back cats who just want to get their shit done in peace. Not only does the new guy give the other employees in the office frequent anxiety attacks, but productivity has plummeted since he came fluttering through the door. The others can’t even write a simple freaking e-mail without the guy butting in. He gets on the phone and they feel their ears start to bleed from his megaphoned volume voice.
So, the people who put up with the new guy ask the hiring manager, “What gives?” The hiring manager most likely responds: “What are you talking about?!?! Our ATS found this guy and his skills matched perfectly with the job requirements you gave us!”
And there, my pedigreed chums, is where it’s wrong. A vast of the people using an ATS in their candidate searches are only tracking the hard skills of the candidates: skills in Microsoft Word, Excel, Java, HTML, Adobe, Account Management, Dreamweaver, etc., which is great…expect it’s only half the equation. A smaller percentage are “advanced” ATS users, meaning they push personality assessments to candidates who’s resumes have been flagged by the ATS. Then, if you’re really a badass and care a lot, you might go look up the handful of candidates that didn’t bomb the Myers-Briggs on Facebook. So many flaws …
Flaw #1
The initial pool of resumes is limited to the outbound activity of the recruiter. No judgment here. A recruiter can’t be everywhere at once. The pool of candidates is finite and took a lot of the recruiter’s time to compile – which only further supports my advocacy for blowing up the database. There might be a fantastic candidate out there, just perfect for the job but because you don’t know her, you didn’t consider her. On top of that, how much more time would you have if you weren’t constantly pushing people to submit their resumes to your ATS?
Flaw #2
Resumes suck. Seriously, you know they suck, I know they suck, hell, even the candidate knows they suck. No one likes to read them, and sure as hell no one likes to write one. And don’t even get me started on writing a good one. So why are we still promoting an antiquated information delivery system, most of which is made up anyway? Hell, I once put in my resume that I could play the banjo … I was on a real Conway Twitty kick. People lie. I lied five times before I got out of bed. You can bet your ass your candidates are lying on their resume. Again, no judgment. It’s gotten to the point that if you don’t embellish (that’s a nicer word, let’s go with that) on your resume, you’re D.O.A.
Flaw #3
It’s inefficient. You know how many times a typical person takes an employee assessment test in their life time? Well I don’t either but I know it’s more than once, and that’s too many. Or better yet, how many cover letters, or different resumes does a person have to write, edit and submit? Or how many different formats there are to resumes? Or how many different file formats are accepted? It’s insane. 90% of what a recruiter looks for in a candidate exists in the public domain via social media like Facebook, LinkedIn, hell even Twitter.
Flaw #4
ATS’s and recruiters alike focus on the placement of a candidate and very little on the retention of said placement. Both need to think more (and build technology around) taking into account what a successful employee looks like at a particular client’s business. This doesn’t have to be rocket science. A simple survey or questionnaire could handle most of this. The questions just need to be asked.
Imagine now, recruiters lived in world where a technology could scour the internet for the same keyword searches, personality test results, and employee history on multiple social media sites. A world where interested candidates need only submit a screen name to a company to be reviewed. A world where the equation “hard skills + soft skills + culture = fitability (recruiter home run)” still applies and is executed on all at once, to every candidate possible, not just the ones in the database. A world where ATS’s and recruiters are able to place candidates successfully at jobs for longer periods.
I see skies of blue, red roses too …
analytical career choices with jobtitled
July 30, 2009
JobTitled is a new beta site focused on helping everyone make better career decisions through the use of analytics.
The free site allows you to search for a job title or degree or browse positions and in turn provides you with analytics surrounding that position. The site is run by career trend statistics that have been built by analyzing millions of resumes and job histories from other workers.
JobTitled then calculates specific trends, such as how people get a position, where they go when they leave and what degrees they have. In many fields the use of historical data plays a key role in making strategic decisions about the future, and that theory can now be applied to making decisions about your career.
Anyone who joins the site also will be asked to describe their own job and education history, which contributes to JobTitled’s career data. The site runs its career analytics algorithms against the JobTitled database to produce an interconnected network of jobs.
Aside from contributing historical information, anyone who joins the site also can edit the description Wiki for any job that needs a contribution and create tags for jobs in order to form natural groupings and show relationships between jobs.
The site also features a JobTitled blog.
employer resource center hatches
July 30, 2009
TalentEgg, a career site for Canadian students, recently launched The Employer Hatch.
The site serves as a resource center for Canadian employers looking to hire students in Canada. The company decided to create The Employer Hatch because of its frequent interaction with campus recruiters and its strong connection with Gen-Y. Although the site focuses on those in Canada, many of the articles apply to campus recruiters everywhere.
“We’ve already successfully launched a resource geared at students and new grads, covering topics like resumes and interviews,” the company said of how the idea for The Employer Hatch began. “How about we launch a sister site for employers – somewhere we can share our own (strong) opinions on Canadian campus recruitment, as well as invite employers, industry experts, students and recent grads to share their views.”
The site provides articles pertaining to the categories of getting started, opinion, news and what students want. You also can browse articles by keywords. The Employer Hatch often features contributions from industry experts, employers and students.
The main TalentEgg site is managed by and caters to Gen-Y students who are career-minded. The site currently has an audience of more than 15,000 career seekers each month. TalentEgg hosts more than 100 Canadian employers who were hand-picked to set up dedicated pages to showcase their opportunities.
The company also runs the TalentEgg Career Incubator, where it publishes more than two new articles every day on the subject of job seeking.
Stories for training sessions
July 30, 2009
I am sharing with you a link (collection of stories and analogies) which could be used for your training sessions or any other presentations.
stories, analogies and fables for business, training and public speaking, wedding speeches, best man speeches
Regards,
shijit.
certificate of fitness
July 30, 2009
Anybody send certificate of fitness form no 5 formate
Regards
M.Vijay
Need Access Database report+presentation
July 30, 2009
I m waqas i need Access database report of any organization in which report contains tables, forms, ERP diagram, report of that data, its basically a project of my MBA in computer class.
its very urgent………………………..
u can send me on mi iD 
thanks
Regards
waqas Mehboob:huh:
Recession!!!!!!!!!!Please Guide/Help me
July 30, 2009
I lost my job due to recession some 6 months back. Now slowly I am getting calls from companies, when HR call and ask me about the gap what should i reply them, whether i have to say truth that i have lost my job because of recession or shall i say some other reason.
Please guide me friends.. I am totally confused.
and also please check and leave some comments on my resume whether it is correct or i want to change some thing in it. I am attaching my resume with this post.
using downloaded form
July 30, 2009
