Comparing Job Hunting

Chapter 8 had come into the job search itself in some manners that interwove with chapter 7 but distinguished itself in other manners. This endeavor began with move job search engines to use and a rehashing of how to search between the jobs motives to better find jobs one might come qualified for, and an overall sentiment of how to address the employer also came with this section. Next came how one may better seek to create an online image alongside the social media source LinkedIn, a professional website, to better expand one’s networking

Any professional person today will remember the day he or she wrote and sent that first resume. Looking for a job, especially in today's market, is a difficult and often scary process. From an employer's perspective, however, a resume is a very important part of making sure a company's employees are the best and most effective that can be found. A job seeker who sends such an employer a resume should therefore remember that this document is not only an indication that a job is needed. Even more than that, it is a presentation of the candidate's personality, skills, and suitability for a particular job on paper. In other words, an employer should be able to see as much as possible about the applicant simply by reading through the resume. A good resume will therefore provide a presentation that shows an employer that a person and his or her skills, talents, abilities, and knowledge are what is required for the a specific job within the company. With this in mind, the resume created by my friend Juan will be analyzed the way in which the candidate presents his career objective, sequence of information, and other content elements of the document.

How you would use the concept of probabilities to apply to profiles for hiring more satisfied individuals and

To understand the hiring process it is important to understand all the technology being used by job boards and hiring companies. Most people incorrectly assume people are still reading resumes. Just a few years ago, about 70% of the hiring companies were using applicant-tracking system to manage applicants. Now almost all companies and job boards like monster, career builder and indeed are using resume filter technology and applicant tracking systems. The proliferation of this technology has been driven by the volume of applications for each job and the need to search for applicants based on specific criteria for each job. Even if a candidate networks his way into the company, his resume will be put into a applicant tracking system. This is because equal opportunities employment laws, which are, and other unfair hiring practices govern companies. In most companies hiring managers are no longer allowed to accept resumes through e-mails or physical resumes without it first being submitted to the applicant tracking software. Therefore referrals, social media and LinkedIn all are subjected to applicant tracking system

Trying to position one ’s self above others in today’s job market can be daughting task. Companies continue to expand globally, expanding markets while trying to incorporate better process and more efficiency. The global expansion has not only opened up new customer markets, but it has also opened up the Human Resource pool. There is less and less regional positions, most professional level jobs are advertised throughout the nation if not globally. The internet has provided the opportunity to expand recruitment areas for companies and search areas for professionals. Companies on the internet started sprouting up that specializing in putting hiring companies with professionals and helping professionals find better fitting positions. One of the companies that came into business was LinedIn, a web based company started in May 2003. The goal of LinkedIn was to set up a social networking site for business professionals and the business community. “A LinkedIn member’s profile page, which emphasizes employment history and education, has professional network news feeds and a limited number of customizable modules” (WhatIs, 2016).

In closing it is strategically sound to regularly review a company’s leadership needs and to have in place a program that identifies internal talent, develops it and balances this against external recruitment and when going to the market ensure those involved have ownership of the process and are skilled in interviewing techniques. Despite the trend towards organisation fit it is still clear that this still needs to be underpinned by a job fit match to align not just values and attitudes but also job competence. I conclude that a failure in similarity in either area threatens the long term employment likelihood of the applicant. Once employed, a

In the current era of technology, searching for jobs can be overwhelming, seeming daunting to anyone unprepared for the undertaking. It is imperative for an individual to evaluate what is wanted in a career, understand all avenues to explore in order to locate available jobs, create effective, accurate, and appealing resumes and cover letters, specific to each job to be applied for, and be prepared for successful interviews. Gaining these skills through educational methods has seemingly positive effects for people looking for work after completing a degree. This paper discusses the benefits and reality of proper job searches, adequate resume building, and practice for the perfect job interview for the presently already employed professional graduating with a Healthcare Administration and Management Master’s Degree.

Online recruitment is a cheap and efficient method by which candidates can be filtered through. Once a CV has been uploaded, CV-matching software places the candidate in a shortlist if appropriate (HRM D.Torr, p.168). Those whose CV’S made the cut will be put through to a

Since e-recruitment emerged it has dramatically impacted modern day recruitment methods. Compared to previous traditional approaches, such as word of mouth and headhunters, e-recruitment provides a larger spectrum of opportunities for employers and job seekers. Both The Royal Bank of Scotland (RBS) and The Hongkong and Shanghai Banking Corporation (HSBC) have very similar methods of e-recruitment, each bank operates an internet based resource dedicated to online recruitment which are different in navigation and style but similar in content and purpose. LinkedIn, a networking tool used by both organisations and professionals, is actively used in order to encourage more potential candidates to interact with the businesses. All the aspects regarding the online recruitment method used by RBS and HSBC are vital in attracting suitable applicants, but to what extent has e-recruitment influenced the modern day recruitment process?

In the marketing section of LinkedIn.com, it is highlighted that LinkedIn has five effective tools that can help businesses promote themselves. The first one is the LinkedIn Company & Showcase pages. By regularly posting the adequate content, businesses can strengthen their relationships with their customers. They need to interact with their audiences and share their expertise with them. According to the same source “74% of prospects choose the company that was first to help them along their buyer’s journey.” Replying to comments and helping people through LinkedIn can be beneficial for companies. Making profits is necessary, but making good impressions and building a solid image is even more important. The different ways that can help measure success in LinkedIn are the number of the page followers, the clicks that the posts generate, and customers’ and prospects’ engagements and comments on the content

The particular focus of this paper is to understand why companies choose to hire through Internet. We know that the business world has become very competitive, and every organization is looking for the right employee by using the proper methods of hiring process. Research by Catherine Fyock stated “If you are looking to fill a job position in your company, forget about the traditional methods of recruitment” (Catherine Fyock, 2000 ). Nowadays, companies use more modern methods rather than traditional ones. Therefore, the focus is to find information and provide the benefits and challenges of both means of recruiting.

In today’s digital world it is crucial that companies evolve and adjust to the new technologies around them. Competition is stronger than ever, and does not only include the competition amongst consumers, but also the competition amongst job applicants. Traditional recruiting methods are a thing of the past thanks to new technology, and it is not only up to the job applicant but also the company to present themselves as desirable. How an organization conveys themselves to applicants is a part of the new e-recruiting process, and is the most important aspect in generating human capital. Thanks to the internet, the recruiting process has been expedited allowing companies to sift throw applicants at a record speed. E-recruiting and its process is a new innovation to the human resources department, but creates a list of advantages and disadvantages when using the process.

Therefore, hiring individuals with a strong person-organisation fit perception would be advantageous to an organisation in gaining a competitive advantage.

Internet is utilized by majority of organisations as a primary recruitment source to the advertise job positions (Lee, 2005) and high accessibility of internet with access in public libraries and many job search agencies has contributed to this change in job search habits.

Although the terms ‘recruitment’ and ‘selection’ are often used interchangeably, they are not the same. Whitehill (1991) describes recruitment as ‘positive’, ‘building a roster of potentially qualified applicants’, while selection is ‘negative’, as there is a need to eliminate unsuitable applicants (Whitehill, 1991). This means that recruitment is focused more on the quantity and quality of applicants, while selection is focused on suitability. The main goal of recruitment is to provide a sufficient number of high quality candidates for enterprises to choose the right people to fill vacancies (Dowling and Schuler, 1990). The online system has proved suitable for the