Interview with Just-Posted.com CEO

Interview with Just-Posted.com CEO I recently came across the founder of a new, different type of Vertical (that is, a site that takes job postings from many sources and aggregates them all into one place) and wanted to pick his brain. Below youll see responses to some questions that I shot him. In the spirit if disclaiming you should know that Jeff and I are moving down a path together which will provide a tighter integration between the job board and the JibberJobber that means that soon youll be able to click a button from the search results to create a new job record in JibberJobber, where youll be able to then track that job as much as you want (even when the job gets filled you may have some excellent info that you want to keep on record). Ah, wouldnt it be nice if all job boards allowed you to do this? Well see what the future has in store ?? For now, here are the questions I presented to Jeff Tokarz, CEO and Founder of Just-Posted.com, and new blogger (mozy on over to see an interview he did with me :p): Why are you doing this? Aren’t there already 40,000 job boards out there? Great question, Jason. The answer, quite simply, is this; we are passionate about giving job seekers more of what they want and less of what they don’t want. Searching for the ‘perfect’ job online using job boards and job search engines is like trying to find a parking space in New York City – nearly impossible. The volume of information on the Internet is growing exponentially. Users (job seekers) of the Just-Posted.com job search engine have complete control over their online job search experience; immediate access to the ‘most’ relevant job opportunities available from among millions of jobs on thousands of Web properties. (jason: I think this is what the Job Relevance box is for so somehow they are rating the relevency of the results based on what you put in, this is how they are giving you control correct me if Im wrong. Looks similiar to the the new TagJungle stuff, which is supposed to give Technorati a run for its money but in t he end, should make the experience better for the user.) How does your site differ than SimplyHired and Indeed.com? Speed, coverage and most importantly, relevance are what make Just-Posted.com unique. Competing job search engines do a masterful job aggregating content from disparate Web properties, and appealing to various candidate and employer interests such as retirees, pet lovers, etc. We aim to make the online job search process less cumbersome, less frustrating, and more responsive to the needs of job seekers. In a recent interview with Om Malik (GigaOM), Jim Lanzone, CEO of Ask.com said it well, â€Å"If we do a better job for users of our local search, hopefully they’ll use us more often †¦Ã¢â‚¬  We agree. With your 20+ years experience as a recruiter, what needs to be improved for job seekers? The job market is dynamic – in a constant state of contraction and expansion. Job seekers, active and passive, demand access to career management tools that provide timely, relevant information. The Internet, given its vast potential to engage job seekers and employers, has enormous potential. JibberJobber.com is a great example of technology designed to enhance a job seeker’s job market visibility and potency. What are some of the â€Å"revolutionary† changes that you’ve seen in recruiting/employment over the last 5 or 10 years? The Internet and Web services have forever changed the recruitment and employment landscape. Job seekers have immediate access to information about jobs, employers, career resource services, etc. Employers and recruiters now have the ability to reach, identify, qualify and select the best talent available. The Internet †¦ it’s the death of distance and time. Any predictions for the next 5 years? We predict that job seekers will create online communities of like-minded individuals – each willing to share information about employers, employment opportunities, etc. – to the benefit of the entire community. User generated content, similar to ‘citizen journalism’, will allow job seekers to get behind actual recruitment advertising, sales pitches and collateral material to more fully evaluate a prospective employer’s culture, growth opportunities, etc. I kind of see this happening in other places, but Jeff didnt know that in JibberJobber we are already providing this with a global companies where you can go see companies that other users are putting in their system, and have the ability to leave comments on and rate these companies pretty cool stuff! What is your favorite career management toolset/organizational tool? (my disclaimer: I asked the question but just expected a JibberJobber, of course! answer I did not feed this to Jeff at all, but considering his history as a headhunter I cant dispute it!) Quite candidly, the JibberJobber.com ‘career toolkit’ is, by an order of magnitude, our favorite career management tool. It successfully brings order to the chaotic job search process. It’s no surprise that users of the Just-Posted.com job search engine ask for JibberJobber.com. Thanks Jeff, for taking time to think about and respond to my probing questions ?? Note that in a search result there is an RSS button (see orange button below?), just click on that, and thats what you put into the JibberJobber custom feed to add that saved search in JibberJobber (when you click youll see the URL/feed to paste into JibberJobber, like this): http://www.just-posted.com/rss.aspx?keywords=teacherCity=rochesterState=NYJobType=Education=SalaryRange=). Job board experts (I seem to remember reading something here, I think, but cant find it now nonetheless, if you are interested in this subject, Bob is THE EXPERT) seem to think there is certainly room for more what do you think? And, if you have just 4 minutes move on over to Carl Chapmans survey about job boards and give your 2 cents on what is working well and what needs to be improved. Interview with Just-Posted.com CEO I recently came across the founder of a new, different type of Vertical (that is, a site that takes job postings from many sources and aggregates them all into one place) and wanted to pick his brain. Below youll see responses to some questions that I shot him. In the spirit if disclaiming you should know that Jeff and I are moving down a path together which will provide a tighter integration between the job board and the JibberJobber that means that soon youll be able to click a button from the search results to create a new job record in JibberJobber, where youll be able to then track that job as much as you want (even when the job gets filled you may have some excellent info that you want to keep on record). Ah, wouldnt it be nice if all job boards allowed you to do this? Well see what the future has in store ?? For now, here are the questions I presented to Jeff Tokarz, CEO and Founder of Just-Posted.com, and new blogger (mozy on over to see an interview he did with me :p): Why are you doing this? Aren’t there already 40,000 job boards out there? Great question, Jason. The answer, quite simply, is this; we are passionate about giving job seekers more of what they want and less of what they don’t want. Searching for the ‘perfect’ job online using job boards and job search engines is like trying to find a parking space in New York City – nearly impossible. The volume of information on the Internet is growing exponentially. Users (job seekers) of the Just-Posted.com job search engine have complete control over their online job search experience; immediate access to the ‘most’ relevant job opportunities available from among millions of jobs on thousands of Web properties. (jason: I think this is what the Job Relevance box is for so somehow they are rating the relevency of the results based on what you put in, this is how they are giving you control correct me if Im wrong. Looks similiar to the the new TagJungle stuff, which is supposed to give Technorati a run for its money but in t he end, should make the experience better for the user.) How does your site differ than SimplyHired and Indeed.com? Speed, coverage and most importantly, relevance are what make Just-Posted.com unique. Competing job search engines do a masterful job aggregating content from disparate Web properties, and appealing to various candidate and employer interests such as retirees, pet lovers, etc. We aim to make the online job search process less cumbersome, less frustrating, and more responsive to the needs of job seekers. In a recent interview with Om Malik (GigaOM), Jim Lanzone, CEO of Ask.com said it well, â€Å"If we do a better job for users of our local search, hopefully they’ll use us more often †¦Ã¢â‚¬  We agree. With your 20+ years experience as a recruiter, what needs to be improved for job seekers? The job market is dynamic – in a constant state of contraction and expansion. Job seekers, active and passive, demand access to career management tools that provide timely, relevant information. The Internet, given its vast potential to engage job seekers and employers, has enormous potential. JibberJobber.com is a great example of technology designed to enhance a job seeker’s job market visibility and potency. What are some of the â€Å"revolutionary† changes that you’ve seen in recruiting/employment over the last 5 or 10 years? The Internet and Web services have forever changed the recruitment and employment landscape. Job seekers have immediate access to information about jobs, employers, career resource services, etc. Employers and recruiters now have the ability to reach, identify, qualify and select the best talent available. The Internet †¦ it’s the death of distance and time. Any predictions for the next 5 years? We predict that job seekers will create online communities of like-minded individuals – each willing to share information about employers, employment opportunities, etc. – to the benefit of the entire community. User generated content, similar to ‘citizen journalism’, will allow job seekers to get behind actual recruitment advertising, sales pitches and collateral material to more fully evaluate a prospective employer’s culture, growth opportunities, etc. I kind of see this happening in other places, but Jeff didnt know that in JibberJobber we are already providing this with a global companies where you can go see companies that other users are putting in their system, and have the ability to leave comments on and rate these companies pretty cool stuff! What is your favorite career management toolset/organizational tool? (my disclaimer: I asked the question but just expected a JibberJobber, of course! answer I did not feed this to Jeff at all, but considering his history as a headhunter I cant dispute it!) Quite candidly, the JibberJobber.com ‘career toolkit’ is, by an order of magnitude, our favorite career management tool. It successfully brings order to the chaotic job search process. It’s no surprise that users of the Just-Posted.com job search engine ask for JibberJobber.com. Thanks Jeff, for taking time to think about and respond to my probing questions ?? Note that in a search result there is an RSS button (see orange button below?), just click on that, and thats what you put into the JibberJobber custom feed to add that saved search in JibberJobber (when you click youll see the URL/feed to paste into JibberJobber, like this): http://www.just-posted.com/rss.aspx?keywords=teacherCity=rochesterState=NYJobType=Education=SalaryRange=). Job board experts (I seem to remember reading something here, I think, but cant find it now nonetheless, if you are interested in this subject, Bob is THE EXPERT) seem to think there is certainly room for more what do you think? And, if you have just 4 minutes move on over to Carl Chapmans survey about job boards and give your 2 cents on what is working well and what needs to be improved.

The Modern Minimalist A Simple Yet Sleek Resume Template

The Modern Minimalist A Simple Yet Sleek Resume Template The Modern Minimalist: A Simple Yet Sleek Resume Template “Keep it simple” â€" a never-aging principle of great products. When you are in the job market, you are a product too. So perhaps instead of choosing a “shining wrapper”, you’ll want to stick with the classics. Why?Well, when you choose our Modern Minimalist resume template, you communicate utter confidence in your skills and experience. Our clean design that makes use of blacks, whites, and grays, creates a sophisticated framework for your experience and qualifications without being stuffy or overbearing. You’ll notice there is plenty of space provided for your contact information, certifications, even links to your social media pages. Feel free to add a cover shot as there’s room for that. Is this the resume template for you? Are you in the financial services sector? Are you searching for a c-suite position? Do you simply want a well-designed template that focuses more on your resume objectives than some theme? If so, we think this template could be ideal for you.O nce you’ve chosen this as the best resume template for you, simply click the button below to receive your copy for free! File size: 63 KB Format: .docx Downloaded 940 times License: Free, personal use only. Please read the license terms for resources. Download previous article A Brilliant Dental Assistant Resume Example Plus Writing Tips next article Consultant Resume Example + Actionable Writing Tips you might also likeFresty â€" A Clean Simple Resume Template

The Tech That Accelerates Blue-Collar Hiring

The Tech That Accelerates Blue-Collar Hiring LinkedIn may not be a well-used networking tool among employees in manufacturing and the trades, but don’t underestimate the tech-savvy nature of today’s blue-collar workers. Smartphones are as common as hard hats at construction sites these days as workers use them for scheduling jobs, sending proof-of-work updates and staying in touch with their supervisors and clients. On the manufacturing floor, mobile device applications are increasingly used by plant managers and line workers to access information for daily job tasks and monitor performance. However, talent acquisition for manual and technical roles remains different from white-collar recruitment. Purpose-built video interviewing software can help you engage more effectively with blue-collar candidates and accelerate quality hiring for these roles. 4 Ways to Leverage Your Interviewing Software The interviewing technology you rely on for efficiently hiring professional roles also helps TA teams engage, interview and hire better candidates for positions in factories, transportation and logistics, and the trades. With a purpose-built solution, your candidates don’t need special technology to participate in interviews. They can use a smartphone if they choose. Either way, you gain all of the modern advantages in terms of efficiency, time savings, and faster speed-to-hire:  Invite Candidates to Complete an On-Demand Voice Interview.  Simplify interviewing for your candidates and your team with an automated phone call that enables candidates to answer your pre-recorded questions. Using any phone, candidates can participate during a lunch break, or at any convenient time outside their working hours. Their responses are recorded for you to review and forward to hiring managers. On-demand voice interviews are effective whether you have just a few candidates to reach or are in high-volume hiring mode.  Modernize Phone Interviews. Interviewing technology improves the traditional phone interview process by allowing you to schedule, administer, record and share the interview with hiring team members. Candidates can participate using a smartphone or any phone, at a time that works with their schedule. Recruiters and hiring managers can quickly and easily refer back to the recorded interview if questions come up, reducing the need to reach candidates multiple times, and improve collaboration and hiring decision-making. Streamline On-Premise Interviews.  When it’s time for live, on-premise interviews, streamline with your interviewing solution. Maintain your question sets in the platform for easy access; record your notes and fit score for each candidate in the platform and ask additional interviewers to do the same. After the interviews are completed, the entire hiring team will have simple and convenient access to all of this documentation and their notes readily available for hiring decisions. Speed Up Scheduling. Some interviewing software also has an integrated application that allows candidates to self-schedule an interview. Using email or text, they select a slot that works best for them from times you’ve proposed. You don’t have to worry about trying to reach them when they’re on the job to set up the interview. Some of these applications also allow you to coordinate multiple interviewers. Consider using it for campus hiring, job fairs or any other time you need to schedule an interview. This technology helps employers demonstrate they respect their candidates time. Raise Your Profile with Blue-Collar Candidates How candidate-centric is your hiring process for blue-collar workers? Is it simple, fast, and appropriate for the role? Your candidate experience says a lot about your organization and the way talent is valued. To engage with this talent pool more effectively, use the ideas above to design a hiring experience that is welcoming, convenient for candidates and respectful of their schedules. It’s the first step in creating a better candidate experience that shows your organization is different and builds blue-collar candidates’ interest in accepting your offer. About the author:  Sarah Doughty is Vice President, Client Success at Montage where she leads client partnership development. Sarah and her team support clients in maximizing their ROI through change management and enhanced adoption of Montage’s interviewing solution.

Succeeding at an EY (Ernst Young) assessment centre

Succeeding at an EY (Ernst Young) assessment centre Great news! Youve passed the online tests and initial interview and now youve been invited to an assessment centre. So far, so good. But what happens next? Ben Wong, WBS graduate, is here to spill the beans. Ill be joining EY next year in the audit service line (Financial Services) and remember what it was like to on the other side of the application and selection process. I know how useful (not to mention reassuring) it is to read about others experiences and insights and it certainly helped me prepare before my assessment centre. Forewarned is forearmed! So, here goes The assessment centre consisted of three exercises: a group discussion, an individual written exercise and a re-test of the online test. Group discussion The task was to choose an industry  AND  an individual company to invest in, providing two recommendations and two risks for each choice.  I had 40 minutes in total for the discussion, split into 15 minutes reading time, 20 minutes to discuss and the last five minutes for questions and answer session with your assessor. Questions the assessor asked following the discussion: What would you do if your recommendations were not well received by the partner? The Government recently released new data for one of the industries; how would this affect your recommendation? Would you be willing to stay over time to complete this project? Advice: Keep track of time, address your group mate(s) by name, ask their opinion, help move the discussion along. One of the things assessors look for is how  well you communicate with your team mates.  Its not just about the content. Speak clearly, audibly and allow others to speak. Encourage other candidates to participate and contribute as well. Individual exercise For the individual exercise, there were  two parts to write in 40 minutes and and the exercise is completed via Word on a laptop. Part 1 : Write a summary for a client. They want to know:  The sales and profit trend in the past years AND the reason for the trend.  Recent topical issues in the client industry how the client complies with Government policy. Advice:  There is a lot of information to work through. My tip is  to read and follow the instructions so that you can quickly zoom in on the salient points. Be concise and get straight to the point. Try to calculate the percentage increase for the sales and profit trend if you can to highlight your analytical skills. Part 2: Lead a team to complete an in-depth analysis to be presented to the client by a certain date. They want to know: How you will organise your time to ensure the work is completed on time. What skills you will learn from this experience. How you aim to  develop  the skills of your team members. One of your team members may have an exam within the time frame of the work being completed; your manager wants you to find a way to ensure that if s/he goes for the exam, the work can still be completed on time. Advice: This is fairly straightforward task. Just explain how you use a timetable, regular meetings, setting deadlines, monitoring the work in progress etc.  Note that it is in email form, so use the same format, as follows: Dear X Thank you for your email Your content If you require further information, please do  not hesitate to ask me. Kind regards, X Retest of the online test(s) This is a standard test of verbal, numerical and diagrammatic tests.  The test is paper based, so youll have to shade the answers which will take more time than a clicking a mouse. You have to complete eight questions in six minutes.  It might be worth getting some practice in beforehand with paper based tests. There are opportunities to do this as a student at Warwick just pop along to the Student Careers Skills help desk, and theyll give you the materials you need. Advice: There is a real time pressure to consider, but my key message is dont panic! Try to complete the test as quickly as you can but dont sacrifice accuracy for speed. I didnt finish the test, but I I still met the required standard and passed the assessment centre.  Essentially,  quality quantity. And dont forget to bring your own calculator. They wont be very forgiving  with ill-prepared candidates. And finally The assessment centre was all over by lunchtime, so it was an intense period but a relatively short one. There was also an opportunity to talk to current EY employees over lunch. I think preparation is crucial and I would definitely encourage you to gather as much information as you can about the process and use resources like WikiJobs  and The Student Room forums to pick up useful tips and find out how other students have fared. Try and enjoy it. Even if you dont succeed on this occasion, the chances are youll be a step closer to getting that graduate job. Learn from the experience and try to hone your technique for next time. Share this:TweetPrintEmailMoreLike this:Like Loading...

Men continue to stubbornly refuse opportunities in pink-collar work - Debut

Men continue to stubbornly refuse opportunities in pink-collar work - Debut Ah, the patriarchy. The song  used  to say, This is a mans world, however, stereotypical male jobs are on the sharp decline. The jobs that are on the rise? So-called pink-collar work, or occupations that usually employ women. Think health aides, nurses, or jobs in the service industry. However, the New York Times reports that men arent flocking to these jobs as they practically should.  In fact, more than a fifth of American men arent employed at all. On an objective level, some might say thats just silly. Having said that, there is no underestimating the stigma that comes with doing a job thats perceived as womens work. Why is this happening? Lets wind it back a little. When you were growing up, were you ever told certain jobs were for men and other jobs were for women? For example, men became doctors and women grew up to be nurses. Take that. Combine it with the repeated rhetoric that things that are perceived to be female are inherently weaker and less worthy. What do you get? Children who grow into adults who look at pink-collar work as lesser. The stigma is pretty entrenched. A study published in April 2016  explored what happens when men make a lateral move into pink-collar work. The results werent pretty. In fact, men in the lowest-rung jobs like nursing assistants earned 10 per cent less than men on the same level in a blue-collar job. The bright side? Men in pink-collar jobs were actually less likely to be laid off, and saw a significant rise in wages over time. Blue collar wages, however, mostly stayed the same. Traditional masculinity is standing in the way of working-class mens employment, Andrew Cherlin, a sociologist and public policy professor at Johns Hopkins University told the  Times. We have a cultural lag where our views of masculinity have not caught up to the change in the job market. Speaking of the job market, how is it actually changing? According to the Bureau of Labor Statistics, the two jobs predicted to decline the fastest from 2014 to 2024 are locomotive firers (declining 70 per cent) and vehicle electronic installers and repairers (declining 50 per cent). Respectively, they are 96 per cent and 98 per cent male. Meanwhile, the fastest growing jobs are overwhelmingly female. Jobs such as occupational therapy assistants, physical therapy assistants and home health aides are seeing an especially sharp increase. Care jobs in general are rising by 30% or higher, and are generally over 68% female. This is despite the fact that, as we covered earlier, pink-collar work tends to be more stable. Dont try to convince working-class men that, though. Joan Williams, law professor at U.C. Hastings comments: White working-class mens wages have plummeted, and what happens to men in that context is anxieties about whether theyre real men' she said. *Sigh*. Toxic masculinity continues to rear its fragile, ugly head, it seems. Heres to hoping a paradigm shift happens in the near future, decreasing the stigma against pink-collar jobs so we can all just get on with our happy, employed lives. Feature image ©  CreateHERstock GIFS via Giphy Download the Debut app and get Talent-Spotted by amazing graduate employers! Connect with Debut on  Facebook  and  Twitter

Celebrate those who help others - The Chief Happiness Officer Blog

Celebrate those who help others - The Chief Happiness Officer Blog Ive previously mentioned New York-based company Next Jump and the great culture theyve created. One of their practices that really inspires me is that?their most important and prestigious employee award?is not given based on performance but based on who helps others the most. In the video above you can see their 2014 ceremony it is both brilliant and moving. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Resume Writing Tips For Seniors

Resume Writing Tips For SeniorsThere are many ways to boost your career in a senior-only community, but if you're in your mid-sixties or older, you should seriously consider utilizing the tricks and tips for seniors in resume writing. A piece of paper doesn't have to be all that effective at all in this modern world. The reality is that employers are searching a lot more often than they used to, and you can bet that there are several different ways that you can be found on a resume, just by using the same old tactics. So, you might want to give these resume writing tips for seniors a try.If you are active duty military personnel, then you probably know how important it is to get your resume ready in time for the 'ready' date. This often means getting it done well in advance of the cut-off, which means that you must be very organized and professional when it comes to writing your resume. Even if you aren't in the military, these resume writing tips for seniors still apply to you:Alway s include a 'Ready to Learn' section, with a quick and upbeat summary of the basic skills and accomplishments that you have accomplished. Make it brief and to the point, and always end it with an encouraging 'Keep Going!' It will make a great impression on potential employers.Do a good job of spelling the name of your field, including punctuation. This doesn't mean that you can't be a little sloppy and use some creative spellings, but it does mean that your potential employer will quickly pick up on any errors that you may make.Almost as important, do not omit to use your middle initial, as this may be seen as an informal or unprofessional way to be seen as a senior citizens. If you were born with a senior citizen middle initial, you might want to keep it; otherwise, you may want to consider changing to a junior or senior citizen middle initial.Avoid mentioning such things as 'good school,' or references to any awards or honors, unless they were given by a professional organization. Likewise, do not use the term 'advisor' to describe yourself or your career, because many senior citizens may feel intimidated to reach out to someone older for advice. Always be careful to avoid any association that makes it seem like you are speaking to a younger person.In addition, you should always write about what you have done, rather than who you are. Be as specific as possible, but remember that your purpose for writing is to give your prospective employer the most accurate information possible. Most importantly, though, be clear about what you can bring to the table, and remember that this is about you and your career.As you can see, there are many useful resume writing tips for seniors that you can take to heart. Your goal is to come across as a professional and to look as if you are still able to contribute something new and valuable to the company, even if it is just for your experience with the company's volunteer programs. With these tips, you can boost your career in a senior-only community and get a great job done.