The National Online Recruitment Awards 2006
I must admit starting this Blog has had a number of great spin-offs which I didn’t expect, although at the time it started of as a little bit of fun. What has kept me motivated is the enjoyment I get by helping other recruiters succeed, and the fascination over the influence of technology in recruitment.
One of the spin offs of doing this I had the pleasure to talk with Stephen O’Donnell Director of Alljobs Limited and realised that we had some similar experiences, or maybe it was just the fact we have been in this industry too long!!
Having said all that www.alljobsUK.com are the Hosts of the National Online Recruitment Awards and as I have a passion for the Internet I wanted to give Stephen and AlljobsUK my full support, so don’t forget to vote.
The categories for which nominations have been invited are:
1. Best General Jobsite
2. Best Specialist Jobsite
3. Best Regional Jobsite
4. Best National Recruitment Agency Website
5. Best Small Recruitment Agency Website (3 branches or less)
6. Best Employer’s Website (recruitment)
7. Best Online Recruitment Section by a Consumer Publication
8. Best Online Recruitment Section by a Trade Publication
9. Best Employment Advice Website
I have a few of my favorites and I look forward to discussing the shortlist, for more information go to the National Online Recruitment Awards 2006
Tags: recruitment awards
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Back ups of CV’s and Resumes or When was your last backup?
Today I came across an article of Lynn’s called "When was your last backup?" as I thought my comments were also relevant for recruitment, I thought I would copy it in here too.
Hi Lynne
This is a very serious issue and having had a few disasters in the past, I know how important it is to have a back up. In my case I worked in recruitment and all those cv’s and contacts are my life blood.
The reason for commenting here was it was the exact question I asked a client the other day, who was interested in buying our recruitment software. Like most people who work from home or a small business, he didn’t back up adequately or automatically.
What was ideal about our product was that the database was ASP based, so even if his office burnt down his data was safe. In fact he could pop into his local Internet cafe and contact a candidate that evening if he wanted, rather than wait a few days for disaster recovery.
But this is fine for business, but I still do not have a backup for my personal documents. My plan was to have a separate hard drive independent of the PC like an IT friend of mine, but the other day I had a Eureka moment or should I say two things came together.
On Techcrunch there was an article for Omnidrive the article can be found here, which seems the perfect answer for our problems. What they are promoting is to put your data on the Internet, or should I say their servers, except the only issue is it isn’t due to be launched till September. So I have my fingers crossed that I do not wipe my hard drives before then!
Still I will watch these comments here for any other ideas from anyone else, but I am fairly convinced that having a virtual drive on the web is the safest option.
Tags: cv backup
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Arithon Recruitment Software saves you Time and Embarrassment
I have now been working for Arithon for just under three month and I have to admit I love everyday. I think it’s because I know I am genuinely helping recruitment consultants succeed.
I know this is poor but although I have been using Arithon for over 2 years now, I came across a function today that really has been a revelation and to be honest I am keen to show it off.
What I didn’t’ realise is that the Arithon Recruitment Software, when it receives the CV or Resume by email from the job boards it’s Parsing technology will scan the CV and automatically enter all the key details such as name, address, skills history etc into the database.
Now many software products do something similar but where this really stands out is when it reads the CV it can work out which vacancy the candidate has applied for and will attached the candidates details to it, ready for you to call. In addition to this the candidate receives an email telling them we have his or hers details, how cool is that?
The amount of times I cannot remember, which vacancy a candidate has applied for when I call them, particularly if it is an old vacancy. This certainly makes you look more professional.
Tags: recruitment software
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Expect the Worst, Restrictive Covenants
This may sound negative and the last thing I want to do is to come across this way, but I have learnt that the placements you expect to come in don’t and the ones that do are the ones you least expect.
When I chose this title I was thinking of my worst experience of setting up a new recruitment consultancy, which are the restrictive covenants in your contract prohibiting you ability to operate another recruitment consultancy.
I had first hand experience of this with a company I joined, where they managed to stop the company from operating, although this is quite rare it can happen. Knowing this when I started my own agency I knew I had to have a back up plan, just in case my ex employer tried the same thing, as a result I am glad I did.
If this should happen to you, then my experience below will I hope help you to succeed, you will just need to modify it for your own market and knowledge.
When I started on my own I set up a recruitment consultancy for Healthcare Sales as this is what I have been doing for the last 10 years. Knowing what could happen, I knew I needed a backup plan. As a result I picked a market that I was comfortable with and that was general sales recruitment for the local market.
With this in mind and at the same time as setting up the healthcare side, I bought the local newspapers, plus back issues and cut out every sales advert for a 3 month period, as they had contacts names and telephone numbers. This meant I had a list of live contacts I could use given the worst case scenario, which as it turned out I needed. So the next day I started to canvas these company and it began to produce an alternative revenue to the point a new division was created. And of course when the restrictive covenants had expired we were able to do Healthcare once again.
It is also worth noting that it is quite rare for companies to try to take you to court, as it is very costly for them and negative energy, but it does pay to be one step ahead.
And the other point is if you expect the worst then over compensate create more opportunities, so that the placements you don’t expect come in.
Tags: restrictive covenants
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Arithon Recruitment Software Announce CV/Resume Parsing
Arithon are delighted to announce that our revolutionary new CV parsing feature is now available for all our users.
We are introducing Phase one of the tool to the market from the start of next month/ the 1st of July.
Arithon’s new CV parsing function will allow users to instantly scan CVs and transfer all candidate details onto their Arithon system, with the simple click of a button. It can also be set up to send an automatic personalised response to the candidate.
CV parsing will dramatically cut down on consultant administrative work and hugely increase agency productivity.
To cover the costs associated with development and maintenance of the service there will be a charge associated with CV parsing. Those who take up the CV parsing tool can avail of an introductory price of ten percent of their Arithon subscription fee.
To sign up for Arithon’s CV parsing simply fill out the form on our web page at http://www.arithon.com/bgt_signup.0.html
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Review of Lou Adlers “Using Zoominfo to Hire Passive Candidates”
As promised earlier I would listen to Lou Adler’s conference call on “using Zoominfo on recruiting passive candidates”. I will be honest here I nearly didn’t bother, as Lou didn’t return my email. So I thought why should I phone from the UK and use up my skype credit. But who looses out, me for being such a “stig in the mud” or as the Americans say “A Dumb Ass”, please correct me if it is the wrong expression.
As it turns out I am glad, as strangely it wasn’t such a big sell on zoominfo but tons of useful advice. That says something because trying to teach “this old dog new tricks” is hard! As you may know I do not recruit anymore, but Lou really got me buzzed up, to the point where I was nearly tempted to get back in and start all over again.
What really made me respect Lou was everything that he said I believe is true. The info he passed on tonight was not only free it was obviously from an experienced pro. His secrets or work ethics that he imparted will ensure that you will become one of the top billers in your company.
So although I thought I was going to right a review on Zoominfo, it ended up being about Lou. And here again Lou’s common sense approach is right on, Zoominfo wont make you rich as a Recruitment Consultant but using the tools correctly will.
In the next couple of days I am going to have a play with Zoominfo and I will report back, but what I am looking to gain from this software is to see how suitable it is for the UK market place.
So if you want to find out more about Lou Adler and his training company you need to visit http://www.adlerconcepts.com/
And once again thanks Lou, I really enjoyed the Seminar
Tags: zoominfo, recruitment, recruiting passive candidates
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Interview for a dating agency or How to get your ideal man!
This is a bit thin in regards to a poor interview, but as a prospective date would you be hooked.
It is amazing what you can convey about ones personality in a very short time. So this video is about a a lady trying to convey by video her personality to her ideal man, do you think she managed to do it?
Tags: Interview for a dating agency
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Manage your Cash Flow for a Recruitment Consultancy
For a business to success you need to be in control of cash, in its management and its forecast so that there I are no surprises, banks hate surprises!
My ex boss would say cash is king and he couldn’t have been more accurate. It is important to take control of cash early on in a recruitment business thereby avoiding the issues that can hit new recruitment consultancy.
By managing the cash it shows that you are in control of your business and the benefit is the banks will see this as a positive, so if you ever need their help and if you do it right and are able to forecast the problem early banks are more helpful.
SWAT RECRUITING RELEASES GOOGLE TECHNIQUE BOOK
St. Louis, MO – May 11, 2006 – Swat Recruiting www.swatrecruiting.com has published a new book titled Power searching for free Resumes on Google - A Guide to Advanced Search Techniques and Methods.
This book offers the reader several advanced methods utilized for locating qualified resumes of passive candidates on Google, the largest and most productive search engine.
Over 40 pages of great information for the beginner to the advanced searcher. Includes sections on the difference between active and passive candidates, detailed explanations of Internet search terminology, inurl and intitle searches, community/isp/site searches, synonym searches, use of best practices, pages of little known Google extras, commercial search tools, and more.
Available in both hardcopy and electronic pdf format, there is something for everyone in this book. More information available on the web site.
Tags: Candidate Search, CV Search, Resume Search
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Aaron Clarke Group Launches Its Training Academy
The Aaron Clarke Group is delighted to announce the formation of the Aaron Clarke Training Academy. The Academy aims to attract graduates, junior recruitment consultants and junior professionals to its comprehensive training programme with a view to providing a long-term career with the organisation. The Aaron Clarke Training Academy launches its first training programme on 5 July 2006. The Academy will be running four programmes with twenty-four vacancies per year. For more information visit www.aaron-clarke.com or email contact@aaron-clarke.com
Tags: Recruitment Training
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