Over 30 million job-oriented searches are run monthly on Google, Yahoo, MSN, and other major search engines. Not surprisingly, these search engines get 25-30X more traffic (i.e., potential candidates) than the mainstream job boards and according to Peter Brasket, Co-founder of HotGigs, and leader of Jobs2Web, employers account for less than 2% of the first 100 search results. As the saying goes, “90% of success is just showing up.” The sad truth is that most employers aren’t. Read the full article here.
However, we can help. NAS has partnered with Jobs2Web to supply a cutting edge solution to this problem. Jobs2Web will optimize your Career Site to ensure that your jobs can be found on all major search engines as well as distribute them to the key job aggregation sites such as Indeed, SimplyHired, and GoogleBase. In addition to transforming your career site into a magnet for job seekers on the Web, Jobs2Web has the added capability of capturing passive candidates using easy email subscription functionality and job feeds in RSS, the widely used format that makes it easy to share and distribute your jobs to other websites.
For more information or to schedule a demo, please contact us.
Source: Recruiters Edge,“Why Your Jobs Need to Be Google Ready – and Why They Probably Aren’t” by Peter Brasket, November 2007
Monday, September 29, 2008
Thursday, September 25, 2008
Snapshot: Relocating for Work
Percentage of employees reporting how far they would be willing to relocate for employment opportunities, 2008:
Anywhere in the world 36.9%
Anywhere within my current country 19.8
Within a few hours of my current home 18.5
Anywhere in Europe 13.2
Anywhere in North America 4.4
Anywhere in Middle East 3.6
Anywhere in Asia Pacific 2.1
Anywhere in South America 1.2
Anywhere in Africa 0.3
Source: Manpower Inc.
Anywhere in the world 36.9%
Anywhere within my current country 19.8
Within a few hours of my current home 18.5
Anywhere in Europe 13.2
Anywhere in North America 4.4
Anywhere in Middle East 3.6
Anywhere in Asia Pacific 2.1
Anywhere in South America 1.2
Anywhere in Africa 0.3
Source: Manpower Inc.
Monday, September 22, 2008
Recruitment Videos- Worth Far More Than a Thousand Words
Everyone in recruiting and employment branding strives to demonstrate to potential candidates the excitement that can be found within their organization. Most rely almost exclusively on “words” in paid advertising, brochures, and websites, but words are “so last year.”
Each month, fewer and fewer people read newspapers and books, and more of us get our information from moving media, including online videos, film, and TV. Why? Because videos require little effort to watch but still provide a powerful message. Written “words” are weak tools for quickly transmitting the energy and the passion that your employees have for their work. A better alternative is pictures, but they too can be limiting.
If a picture is worth a thousand words…then a video must be priceless. Recruiting videos can excite by allowing potential recruits to better “see, feel, and hear” the passion and the excitement at your organization. Videos allow an outsider to “meet” your employees, to see your technology, and even to tour your facilities.
Watch how we have been able to help one of our client's convey their culture, opportunities and employee experience here.
If your recruitment video is either obsolete or could put you to sleep, let us help you develop something that really speaks to candidates and brands you as the employer that you are. Please contact us for more information and a demonstration.
Source: Recruiting Videos Allow Potential Candidates to Feel the Passion
by Dr. John Sullivan Aug 11, 2008, 6:30 am ET
Each month, fewer and fewer people read newspapers and books, and more of us get our information from moving media, including online videos, film, and TV. Why? Because videos require little effort to watch but still provide a powerful message. Written “words” are weak tools for quickly transmitting the energy and the passion that your employees have for their work. A better alternative is pictures, but they too can be limiting.
If a picture is worth a thousand words…then a video must be priceless. Recruiting videos can excite by allowing potential recruits to better “see, feel, and hear” the passion and the excitement at your organization. Videos allow an outsider to “meet” your employees, to see your technology, and even to tour your facilities.
Watch how we have been able to help one of our client's convey their culture, opportunities and employee experience here.
If your recruitment video is either obsolete or could put you to sleep, let us help you develop something that really speaks to candidates and brands you as the employer that you are. Please contact us for more information and a demonstration.
Source: Recruiting Videos Allow Potential Candidates to Feel the Passion
by Dr. John Sullivan Aug 11, 2008, 6:30 am ET
U.S. Downsizing and Economic Trends
U.S. Downsizing and Economic Trends Report ISSUE 18 (August 23-September 5, 2008) has been posted. For full report click here.
Dial M for Mobile Learning
Black & Decker has found a way to eliminate waste, shorten delivery time and gain better quality control over the training for its 300 field reps, all by replacing paper-based training materials with mobile learning content delivered directly to their hand-held PDAs.
The globally recognized manufacturer of power tools, hardware and home-improvement products spends thousands of dollars every year researching the most effective displays and educational materials for its products. Careful research goes into the planning of each display, and the field reps’ jobs are to set up those displays to exact specifications in the aisles of retailers, including Home Depot. They are required to replicate every detail, from the way the product is angled and the number of packages on every shelf to sign placement and inventory control. They are also expected to educate the Home Depot staff about the new products that they stock.
In the past, to create consistency across all markets, the reps were sent manuals, photographs and other materials on paper to guide them through these exacting steps. But there was no way to track whether they were reading or following the guidelines, or whether they’d even received them, says Cesar Saavedra, field sales analyst for Black & Decker. "You get bombarded with so many communications when you work in the field, there is so much waste and no accountability. A lot of it never even gets looked at."
To minimize waste and keep closer tabs on rep performance, Black & Decker began using a Reflexis Enterprise Learning System tool called Enfoblasts, which deliver short two- to three-minute information bites directly to the PDAs used by every rep. The digitized learning modules deliver key points of the products and displays, including include task lists, images, quizzes and short videos about the products.
"It’s an easy way to deliver information," Saavedra says. "It saves money, and it creates accountability because we can track who opens and reads the files."
The field reps can also show the videos to the Home Depot personnel in the aisles as a quick training tool rather than explaining the new product to them. "It increases the number of people we touch and creates a consistent message," Saavedra says.
While the idea of replacing paper-based training with multimedia content may sound expensive, it actually costs less and takes less time. The savings in cost and time come primarily from the elimination of printing and mailing materials, which can take days to produce and distribute, Saavedra says. Instead, he creates content using videos already produced by the marketing department for the product, which means there are few additional costs to develop the training.
This mobile learning model delivers on the just-in-time training promise that is especially beneficial for field workers who may not work out of an office or have a computer at home, says Jerry Massey, director of operations in the enterprise learning systems division of Reflexis in Kennesaw, Georgia. "With mobile learning there are no excuses," he says. "Everyone has a cell phone or PDA and it’s with them all the time."
Source: Workforce Management, September 24, 2008
The globally recognized manufacturer of power tools, hardware and home-improvement products spends thousands of dollars every year researching the most effective displays and educational materials for its products. Careful research goes into the planning of each display, and the field reps’ jobs are to set up those displays to exact specifications in the aisles of retailers, including Home Depot. They are required to replicate every detail, from the way the product is angled and the number of packages on every shelf to sign placement and inventory control. They are also expected to educate the Home Depot staff about the new products that they stock.
In the past, to create consistency across all markets, the reps were sent manuals, photographs and other materials on paper to guide them through these exacting steps. But there was no way to track whether they were reading or following the guidelines, or whether they’d even received them, says Cesar Saavedra, field sales analyst for Black & Decker. "You get bombarded with so many communications when you work in the field, there is so much waste and no accountability. A lot of it never even gets looked at."
To minimize waste and keep closer tabs on rep performance, Black & Decker began using a Reflexis Enterprise Learning System tool called Enfoblasts, which deliver short two- to three-minute information bites directly to the PDAs used by every rep. The digitized learning modules deliver key points of the products and displays, including include task lists, images, quizzes and short videos about the products.
"It’s an easy way to deliver information," Saavedra says. "It saves money, and it creates accountability because we can track who opens and reads the files."
The field reps can also show the videos to the Home Depot personnel in the aisles as a quick training tool rather than explaining the new product to them. "It increases the number of people we touch and creates a consistent message," Saavedra says.
While the idea of replacing paper-based training with multimedia content may sound expensive, it actually costs less and takes less time. The savings in cost and time come primarily from the elimination of printing and mailing materials, which can take days to produce and distribute, Saavedra says. Instead, he creates content using videos already produced by the marketing department for the product, which means there are few additional costs to develop the training.
This mobile learning model delivers on the just-in-time training promise that is especially beneficial for field workers who may not work out of an office or have a computer at home, says Jerry Massey, director of operations in the enterprise learning systems division of Reflexis in Kennesaw, Georgia. "With mobile learning there are no excuses," he says. "Everyone has a cell phone or PDA and it’s with them all the time."
Source: Workforce Management, September 24, 2008
Subscribe to:
Posts (Atom)
Posts
