Recruiting.com

A case can be made that the Internet has done more harm than good.

Much of the hiring process from sourcing to closing to onboarding has changed significantly over the past 20 years. Much hasn't. And therein lies the problem.

Job search engine Careerjet has just launched a website for Russian job seekers, the newest addition to the company's international network. As a global job search engine, Careerjet offers job seekers in over 50 countries and 20 languages an easy, free method of connecting to job listings specifically localized to their location and language.

Social networking = a symbiotic relationship. Both sides get something out of the realtionship....don't they?

Not hiring remotely was the most costly mistake I ever made in business

Over the past 20 years or so, corporations worldwide have focused on a variety of initiatives. The bulk was aimed at improving efficiency, increasing profit, and ensuring quality. They have ranged fro

Tips on how to effectively hire and retain new-grads, from a gen-y, recent-grad perspective.

As an owner and manager of an IT recruiting company we are constantly talking to candidates and clients alike about the advances of technology and how it can impact our industry or potentially help us run our business better. Over twenty plus years I’ve gone from a 100% paper environment to an almost paperless existence and seen the rise of the fax machine, PC’s, the Web, company websites, job boards, social networks and many different software tools developed specifically to assist our industry.

Networking SIN's are evolving fast - yes people want to use Facebook, MySpace and other generic social networks, but they want some SIN as well!!

Employee referral programs are the most powerful corporate recruiting tool, bar none. They can produce a high volume of quality hires who have been statistically proven to have lower rates of attrition.

Human Resource departments, or anyone involved in the hiring process, put a great deal of emphasis on work experience, and for good reason. However, a single sheet of paper often forces candidates and recruiters or hiring managers to condense experience and skills into just one number for the purposes of a résumé. Screening candidates on the basis of years is a dangerous practice, especially in sales staffing.

The 65-hour work week keeps professionals away from home almost twenty percent more than in the past. Now, many stay connected to their jobs by personal digital assistants (PDAs), smart phones, and email. Technology cannot replace the personal attention you receive from your family and friends. Many recruiters find themselves in a bind due to the high demands of corporate clients and impatient candidates. Click the title to read more of the article.

A big biller is somebody who habitually bills over $1 Million per year. We aim to give you all the tools you need to improve your performance as a recruitment consultant, manager or director.

How do you get to the generation Y'ers and generation Z'ers, and communicate with them in the way they feel most comfortable? Here are their preferred methods of communication.

Ever wondered how define the various groups among the generation Y'ers and generation Z'ers? Well here are the five defined groups to help you in your long term recruitment planning.

It is getting harder to find senior leadership talent, key technical staff, and even mid-level management. At least, this is what I hear from key recruitment leaders I poll from time to time.

One of the specific challenges recruiters face is how to translate a candidate's qualifications from their military job, Military Occupational Specialty (MOS) or Military Occupational Classification (

April issue of Recruiter Newsletter includes: Ask Danny Cahill, Learning from the Past by Bill Radin, Leveraging 360 degree Assessments by SkillSurvey, Virtual Recruiting Webinar Invitation from HCI with Craig Silverman presenting (offered at no-charge), 5 ways to be a good team player from Yahoo, and more...enjoy.

HBO’s hit series Entourage is entertainment for many, but it can also be an education in hiring sales representatives.

Recruiters everywhere should be rejoicing over the latest news from Vurv (profile; site) and the Human Capital Institute, hinting that recruiting is finally getting the respect it deserves in the corporate boardroom.

The new Fetch Footprint is promising recruiters "deep Web extraction technologies," which is a really fancy way of saying the company will scour public-data sources and lurk on social/professional networking sites to gather information.

As the adage goes, "to catch a thief you must think like a thief." The same applies to finding resumes in databases.

While thinking about your needs is definitely the right place to begin a resume sourcing campaign, you should translate those needs into "resume speak" to achieve optimal results. Effective resume research in a database requires you to use your command of the English language, your empathetic abilities, your comprehension of industries and professions, and your understanding of the psychology of your target candidate. In short, you need to use every ounce of your experience as a recruiter.

Online job boards, social networking and blogs have made employment recruiting efficient. With all these things considered why do executive recruiters still command 20 -30% for recruiting fees?

If you want the best students, you have to work with the best colleges. Brand management on college campuses is the life blood of many large organizations, but small businesses have to do the same. Your business can enjoy the benefits of making the connection with college campuses by offering internships and/or apprenticeships, creating student ambassador programs, and offer volunteer work. Click the title to read more of the article.

Lessons to be learned from sports recruiting and the eBay model. Most corporate recruiting functions are far from strategic, and most recruiters are intensely resistant to change that. It's a fact that the business world is rapidly changing, and how organizations recruit talent will be forced to change dramatically as well.

You have to know the industry’s demands in order to attract the right talent at the right time. Certain clients will insist you keep an eye out for great talent to fit their organization. With that in mind, you can take the initiative to find these professionals and/or recent grads to fulfill your clients’ needs. Click the title to read more of the article.