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Since it’s typical for only a handful of applicants to earn an interview after an employer has reviewed hundreds of applications, what you put on your resume is incredibly important. In many cases, it’s the one chance you’ll have to truly “wow” a hiring committee, so crafting the perfect resume should be considered an art form and nothing less. 

While anyone you ask will likely have some tips about the best things to include in your resume, it’s just as important to understand what not to include. Below is a list of 5 things you should absolutely remove from your resume unless you want to give a hiring manager a good laugh and land your job application in the discard pile.

  1. Clearly listing contact information on your resume is a necessity, but don’t even think about including the embarrassing email address you’ve been hanging onto since high school. If you don’t have an email address that sounds professional, take a few extra minutes to set one up for free. Having trouble deciding on a new one? Simple is best. Try for some variation of your name.
  2. Avoid listing hobbies unless they are directly relevant to the job you’re applying for. For example, if you’re applying for a computer programming job and learned C++ for fun, listing your hobby demonstrates both a passion for the field and introduces a key skill. However, avoid listing irrelevant hobbies or pastimes which might be deemed unusual. No hiring committee wants to read about the intimate details of your vintage action figure collection.
  3. Similarly, leave off personal details such as:
  • sexual orientation
  • marital status
  • religion
  • political affiliation
  • controversial opinions

Unless you are applying to a church position or another job which directly relates to one of these details, including these kinds of personal leanings can result in a hiring team making unconscious assumptions about you before they’ve even had a chance to read the remainder of your resume or see what you’re capable of in an interview. Don’t make an employer uncomfortable from the start.

  1. On a more technical note, proofread your resume. Typos, grammatical errors, or even sloppy formatting can be a huge turn-off to employers who are searching for the best candidate. Even a resume full of outstanding accomplishments can be easily thrown aside if it contains any indicators of laziness. Aim for perfection, because if you don't know, employers certainly don't think you'll be likely to do so on the job.
  2. Hiring teams are smart, which means that they’ll know if you’re padding your resume with exaggerations or blatant lies in order to make yourself seem more qualified for a position. Don’t do this. Employers want to see what you’re capable of, not what you can make up, so focus on the skills you can Roughly 42% of surveyed employers said that they would still consider candidates who met only three of five desired qualifications for a particular job.

Recruiters will spend as little as 6 seconds reviewing your resume, so keep it relevant, keep it professional, and keep it free of mistakes! After purging your resume of the items listed above, you’ll be well on your way to making a better first impression in those crucial seconds.

Sometimes it's best to work with an expert, find your industries leading recruiters verified and rated by the employers and candidates they work with on Recruiterly.

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According to Forbes Magazine, many companies are doing a very poor job of providing feedback to job applicants working their way through the hiring process. It is a matter of corporate responsibility and it reflects favorably on an employer if they make an effort to provide unsuccessful job applicants appropriate and timely information about the status of their job application.

In some cases, applicants have filled out lengthy applications; provided professional credentials and certifications and have taken batteries of tests such as psychometric testing. They may have driven a long distance to a lengthy interview before a panel. They deserve to be apprised of the state of their application in a caring manner.

The Pitfalls of Callous Treatment of Applicants

When an applicant is made to wait until a final candidate is hired or has never been informed that their candidacy was unsuccessful, it leaves a very unfavorable impression on the company. According to Seek, a large corporation that maintains international job boards and an ezine for human resources managers can have a negative reputation once they fail to let candidates know whether or not the position has already been filled.

Online social ranking sites like Glassdoor and Indeed.com provide a means for disgruntled applicants who feel they were not treated fairly to explain their story to literally thousands of potential job seekers who may look elsewhere. A person who is an applicant today may also be a potential customer tomorrow. It just makes good sense to demonstrate corporate responsibility and not leave unsuccessful job seekers waiting and uninformed about their application.

Here are some rules to follow when providing feedback to unsuccessful candidates:

  • The Means of Feedback Should Reflect Where the Candidacy Failed in the Process

Feedback to job candidates should include an email that explains the hiring process when they first apply. Candidates who understand the hiring process will more likely perceive it as at least fair and will know what they can expect to happen at each stage. Candidates who do not make it to an interview can be sent an email rejection letter, but candidates that make it to the interview deserve a phone call to inform them that they did not make the cut.

If a candidate was rejected early in the process, Seek suggests that the email be timely and that the HR manager not wait until the final candidate has been chosen. The reason for this is that, the longer a candidate is kept in the dark, the longer that their anger and frustration may grow. A timely rejection email shows that the company respects the candidate’s time and it can help the candidate move on to other prospects.

  • Give Concise Feedback

Findlaw recommends that the type of feedback provided to unsuccessful job applicants be concise and professional. The feedback for someone who was interviewed should not simply focus on what the candidate lacked but on their strengths as well.

HR professionals should take caution and avoid comparing the successful candidate to the unsuccessful candidate in the rejection notice because it could lead to legal challenges of the hiring process.

  • Do Not to Raise False Hopes

HR professionals should not to get swayed into making statements during an interview that may give an applicant false hope of being hired. It is easy to do this when the candidate seems to click in the interview at the time. Later, though, another interviewee may actually turn out to have a bit of an edge. In this case, the first interviewee was given verbal signals that provided false hope.

This can lead to anger, resentment, and frustration on the part of the candidate. If the candidate was that good in the interview, the company may later need them for another opening, so the company does not want to create false hope and burn bridges for other, more suitable openings in the future.

  • Personalize Your Message and Keep Job Talent Communities

Keeping the job hiring process human, humane, and caring - is the Golden Rule. How would we like to be treated when we are stomping the pavement looking for work? Simple things make the hiring process more caring, like using the person's name in a rejection email after a paper check finds the applicant lacking in qualifications.

Speaking to the person's strengths in the phone call or email rejection after an interview helps the person know that they were valued for their experience and talents they demonstrated during the interview. Also, keeping in touch with interviewees through job talent communities on social media can help maintain connections for future opportunities.

In the internet Age, more so than ever before, companies need to do a better job of keeping job applicants informed regarding the status of their application in a timely and humane manner. The best and the brightest want to be treated well by their future employer.

It is likely that the majority will look at online sites that rate employers and will be swayed by the ratings they see therein before they choose where to apply. There is no reason for top-notch candidates to waste their time with companies that treat applicants poorly.

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Talent shortage it's here and it's real! For the first time in decades, we have more open jobs than workers to fill them. And although desperate times may call for desperate measure, you shouldn’t lose focus on whether or not your new staff is a good fit for your company’s culture or if they have the required skills.

Have a look on this stats that will help you go through it without panicking and look for creative solutions to not be affected:

 

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So much of your efforts go into securing and excelling in a job interview. News of a second interview can be unsettling.

Why do they want to see me again? Is the second interview just a box-ticking exercise? Does the employer want to explore doubts they have about my suitability?

Failure to treat a second interview with the care of the first could result in you losing out. But what're the main differences between the two? And how do you ensure you shine?

1. Technical

On the whole, first interviews tend to focus on the biographical. It is about the employer getting to know you as an individual - your career history, motivations, strengths and weaknesses.

It’s also an opportunity for you to find out more about the role and the company. In contrast, second interviews dwell more on the technical aspects of the role and explore in greater detail your experience and competence in certain key areas.

Expect to be probed on your strengths and skills as related directly to the role.

2. Senior

A second interview will normally be held by a more senior interviewer or interviewers. Often an initial interview is with the hiring manager, while the second may involve a senior stakeholder in the business.

For example, a candidate applying for a head of operations roles may find themselves interviewed by a director of another business area or global location.

So you may find yourself being assessed on your ability to face off to senior stakeholders, meet demanding deadlines and work collaboratively.

3. Consistent

Your second interview should be a progression of your initial meeting, but covering new ground and exploring certain topics in greater detail. However, questions may be repeated from your first interview - particularly if the original interviewer isn’t involved in this stage.

If this happens, don’t be afraid to repeat yourself. The interviewer either hasn’t heard your answer before or could be probing areas of perceived inconsistency.

If you have well-prepared answers from the first interview, don’t be tempted to use examples or circumstances you have just thought of for the sake of originality. They are unlikely to be as considered.

4. Format

Some employers like to alter the format for a second interview. It may be a presentation, it may be a panel interview, it may consist of back-to-back interviews.

The best advice is to be prepared for all eventualities. Regardless of what is involved, your recruitment consultant should be ensuring you know what to expect.

5. Don’t be surprised if there’s a 3rd stage!

The second interview might not be the final one. There may be a third round involving a formal process or an “informal” interview – perhaps incorporating a “meet the team” lunch.

Here, your interviewer or potential colleagues might be very relaxed and casual in manner. Do not mirror them. You are still being assessed.

Stay focused

Candidates often underestimate the importance of the second-round interview, thinking they already have the job ‘in the bag’. But in many cases, a subsequent interview is tougher than the first.

Don’t undo all your hard work by misjudging its place within the recruitment process.

www.core-asset.co.uk/resource/the-second-interview-rubber-stamp-or-bear-trap

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Certifications give a tremendous boost to an otherwise stagnant career or knowledge base. Like everyone else, this applies to the HR professionals as well. Competition for HR professionals has increased and organizations are now seeking validation of employee skills before hiring them.  Certifications are the best way to prove commitment and add credibility to the CV. They are also one of the most suitable ways to ask for that long pending pay hike. And it is not only us who say so. According to payscale “Employees with the SPHR certification make 93 percent more money”. Certifications also improve the employee’s chance of getting promoted. 42% of employees at the VP position are certified employees.

A growing number of HR professionals themselves realize the importance of certifications. A study presented that 98% of responders say certifications add value to their profile and 56% of respondents say that best hr certifications are extremely important for professional growth. In addition to bringing credibility and value, HR certifications also help in:

  • gaining global perspective.
  • keeping jobs.
  • pursuing interests.
  • gaining different skills.
  • developing relationships in the industry.

HR certifications become all the more necessary in global hiring scenario when trust and recognition become a critical issue. Institutions and organizations have recognized this need and are facilitating better and flexible study options for professionals. Many more employers are coming forward to sponsor their employee’s education. Certificates and diplomas are available for professionals at all levels in the organizations. We have outlined the basic ones below:

Types of HR certifications:

Though certificates and diplomas in HR are multifarious, here are the most recognized ones:

APHR (Associate Professional in Human Resources): APHR certification is for people who are beginning their careers in human resources. The participant needs to appear for a short 2-hour online exam to receive this certificate.

PHR (Professional in Human Resources): PHR certification is meant for junior HR professionals who report to other senior leaders within the organization. The certification is done online through a 3-hour test. Results are valid for 3 years.

STMP (Senior Talent Management Practitioner): There are 6 different tracks to apply for this certificate. Minimum 5 years of experience is required.

SPHR (Senior Professional in Human Resources): SPHR certification for senior HR Professionals who are invested in HR policy-making and strategic planning. The certificate is valid for 3 years. 

SHRM-CP: SHRM-CP test has very specific job and work experience requirements.  It is a 4-hour exam and certification is valid for one year.

That brings us to the question where to get these certifications from:

Professional Organizations:

A number of organizations are facilitating certifications. Here are few institutions providing Top HR certifications:

International Association for Human Resource Information Management:

International Association for Human Resource Information Management facilitates education through various means. Their Human Resource Information Professional (HRIP) course is meant for practicing HR people who deal with information systems.

Society for Human Resource Management:

Society for Human Resource Management has two levels of certifications for HR professionals. Beginners and mid-level HR Professionals can go for SHRM Certified Professional (SHRM-CP®) and Senior HR professionals can opt for SHRM Senior Certified Professional (SHRM-SCP®).

Talent management Institute (TMI):

Talent Management Institute offers two courses for mid-level and Senior HR leaders. Its Associate fellow program is for mid-level HR professionals who want to go for larger, more impactful roles. The Global fellow program is for Senior HR professionals. Details of the courses can be seen on their page tmi.org.

HR Certification Institute®(HRCI®):

HRCI is an independent nonprofit organization and provides four different levels of certifications to HR practitioners: Associate professional in Human Resources, Professional in Human Resources, Senior Professional in Human Resources and Global Professional in Human Resources. Their certification is valid for 3 years.

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Code.Google is a website that allows users to maintain Code.  Not a lot of recruiters try to source there. The reason is simple they do not know how. Well to do this without worry you need go no further than into your bag of tricks and pull out an old tried and true tool, a simple search with some extras

 

So to source within Code.Google you simply need to use a skill known as xraying, like the one below. Now the interesting thing is this will actually be a Github results once you open the pages.

 

site:code.google.com java

 

If you run the strings above in google you will get the results below.

Now once you have your results you need to simply open the page then you then simply click on a user and then you can search for that user name, and find more info on them

 

If you need more info on X-raying see my blog post http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a

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Owning a contracting company involves a lot of hard work and commitment. It also calls for a substantial level of preparation and caution. If you’re a business owner who is looking to defend your contracting company appropriately, these techniques can do you a massive favor. Ample and rock-solid business protection practices should always be among your top priorities.

In-Depth Contractors Insurance Coverage

Investing in contractors insurance coverage is 100 percent essential for business owners. This kind of insurance can safeguard contracting businesses from significant financial losses that are the consequences of accidents and the like. Contractors insurance in NJ can be suitable for businesses that revolve around carpentry, construction, painting, plumbing, and HVAC (Heating, Ventilation and Air Conditioning). General liability insurance can help business owners relax.

Reliable and Responsive Staff Members

The cooperation of staff members who are qualified, reliable and responsible can give contracting business owners a sense of ease that’s unrivaled. If you want to safeguard your contracting company from all kinds of issues, then you need to recruit team members who you can trust completely. Approach the employment recruit process with all the care and effort in the world.

A Commercial Security System

It’s crucial to keep your contracting company’s physical location safe and sound. If you want to safeguard your office, employees and customers, it can be wise to invest in a technologically advanced commercial security system. Commercial security systems can keep issues with unsightly vandalism at bay. They can stop trespassers from being able to walk around your business. They can stop theft from taking place as well. If you want to steer clear of the hassles of stolen items, identity breaches and beyond, commercial security system installation can be priceless.

Legal Assistance

Teaming up with a qualified lawyer can do so much for owners who wish to protect their contracting businesses. Search for an attorney who works with companies that are part of your specific field. Ask fellow business owners if they have any strong lawyer suggestions for you to consider, too. Guidance from an experienced, proficient and reputable attorney can do a lot for business owners who want to avoid all sorts of legal and financial headaches.

Contractors are talented and sedulous people. If you’re a contractor who is looking to keep your business strong, then you need to concentrate on protection practices that make sense. A+ business protection methods can keep you confident and secure.

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When trying to attract suitable candidates for a role, the importance of a job title is often underestimated. As it’s the first thing that a potential applicant will see, it’s crucial you get this part right. Failure to do so could mean losing out on the ideal candidate.

Here’s four things to keep in mind.

1. Include keyword phrases

Hiring companies can unfortunately fall into the short-sighted trap of naming a role to suit their internal structure or processes. Each employer has its own hierarchy and understanding of what the title means but this can prove confusing for external candidates, particularly when scrolling through potential roles and time is of the essence.

Obvious as it sounds, candidates will naturally search for roles and phrases they are familiar with and aware of. If your job title does not include the key words they are searching for you will be hidden away and potentially miss out on relevant applications. Acronyms and abbreviations are best avoided and the use of correct spelling and grammar will only optimise your search visibility further.

2. Keep it short and simple

When it comes to the length of the job title less is often more. Keep the title short and concise. There is no need for complexity.

A common mistake is adding into the title key words from the job description in the hope that it will help inform the candidate’s decision. While keywords are great for writing effective job titles, it can be easy to get carried away. Avoid putting too many in a job title. Does a job title really need to be longer than three words?

A long, specific title could put off many strong candidates from even applying, but similarly too general a title will result in an overload of candidates with irrelevant experience. The latter is the lesser of two evils.

Lead with the position and level of seniority required, followed by the area it covers, e.g. “Senior Analyst, Settlements”. This should help to attract candidates with the relevant experience without sounding overly complex.

3. Industry inconsistencies

The financial services industry often has inconsistencies in titles between similar roles. Candidates at differing firms can have indistinguishable responsibilities and daily tasks but vastly different titles. This can make it difficult for a jobseeker to gauge how relevant a position is.

Words such as “officer” and “specialist” are often overused and rarely add anything to the title. A data specialist at one company could have a completely different role profile to a data specialist at another.

4. Avoid buzzwords

Although not commonplace in financial services, a growing number of firms are adopting offbeat titles such as “accounting ninja” or “growth hacker”. While these titles can help garner initial attention, the responsibilities and details of the position can prove puzzling to job seekers. Effective job titles should not leave someone in the dark. Instead, they should clearly communicate the scope of the position so that the candidate can easily identify whether or not it is the role they are seeking.

Avoid using words and phrases to make a role sound more glamourous and exotic than it actually is. Candidates may find the title appealing initially but when digging deeper into the responsibilities and tasks of the role it will become apparent they have been misled.

Balance is key

Often difficult to balance, the job title should be appealing and interesting enough to lure any potential candidates in but not so obscure and complex that they can’t find the role when searching.

Ultimately employers should take a conservative approach and make sure that the title accurately reflects the role and daily responsibilities involved. Candidates want a title that reflects the level and remit of the role, with more and more people viewing them as badges of authority and respect.

So don’t underestimate the significance of a concise and representative job title, both for sourcing the best candidates and ensuring your future employees feel valued and respected within their roles.

www.core-asset.co.uk/resource/job-titles

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With today’s job market, recruiting and retaining great talent can be a challenging task. In the battle for the top estate agent, going above and beyond in your recruitment is essential. It’s not just about what questions you ask during an interview, as Kelvin Elliott, Purchasing Director at Yes Homebuyers states, "It's also how the company markets itself online, the work culture and how it nurtures its staff."

Dont just follow the same script

Whether you’re looking for a candidate just starting out their career in or a seasoned professional with years of experience, think about what your employees want. You need to compete with other companies to recruit the best talent for the job. If you’re looking to recruit estate agents in the millennial age bracket, many candidates are looking for remote and mobile-first technology that allows them to work from anywhere and complete job tasks quickly and accurately.

Track the interview process

Once you’ve selected the pool of candidates for the position, you can begin the interview process. Track the process from start to end efficiently by asking each candidate the same questions or tasks. Using the same, standardised method will help you keep track and report on the entire recruitment process. Every candidate will be judged fairly and balanced.

Social events

Hosting events that focus only on recruiting agents is a great way to get to know a number of candidates in an informal setting. Whether it’s a monthly or quarterly social event, an informal environment is a great way to interact and build a rapport with potential estate agents. These social events can be happy hours, speaking events or just open evenings. Even if you’re not actively looking for recruits, it’s always important to start finding promising agents early on so you’re not caught off guard when you suddenly need to find the perfect match.

Market your online presence

A strong online presence is key to attracting the right talent. A marketing presence isn’t just for canvassing prospects but for promising agents looking to make their next career move. Make sure your online profile is up to date and active.

With 79% of job seekers using social media to search for a job, an online presence is a must. With younger job seekers who are in the first 10 years of a career, this figure jumps to 86%. Out of the Jobseekers using social media in their job search 67% use Facebook, 45% use Twitter and 40% use LinkedIn. Therefore it’s so important to use different platforms to reach out to new talent.

Workplace culture

Professionals place a heavy importance on the cultural aspects of the company they work for. Providing a supportive and helpful environment with a focus on implementing high-quality training and marketing are all things that potential candidates are looking for in a new position.

Measurement for performance and the opportunity for career development are all vital aspects of company culture for new employees. Offering up the right environment and culture for the employees you’re looking to hire is crucial.

Be proactive

When recruiting a new estate agent, it can often be due to another agent leaving. When an estate agent leaves on short notice, you have to find great talent in a short period of time. In these cases, the pool of candidates can be limited to individuals looking for a move at the time.

Rather than being restricted to a pool of candidates, proactively cultivate candidates that could be potential replacements or even new additions. By casting a wide net and looking at both entry-level candidates as well as seasoned agents, you can have a much smarter and proactive approach to your recruiting process.

Keep hold of great talent

Recruiting the right estate agent for a company is one thing but retaining great talent can be a whole different story. Companies should be constantly nurturing an individual’s skillset whether that’s through extensive training, marketing programmes or productivity tools. With 79% of people who quit their jobs citing a ‘lack of appreciation’, retaining staff can be an issue. Keeping hold of great real estate agents involves thinking about their long-term happiness, investing and appreciating them.

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It’s been estimated that as much as 75% of enterprise software lays unused in the companies it works with. At TargetRecruit, we are committed to increasing software adoption so our customers can get the maximum value for their software investment.
Here are a few things you probably didn’t know you could do with TargetRecruit.

Download PDF

1. Job Boards Search
Job Board Search allows you to search and take action on over 200 job board candidate databases. Candidate and job applicant records are then created in TargetRecruit with the click of a button eliminating the need to manually transfer candidates from job boards into your ATS.

2. Job Questionnaire
Job Questionnaires help recruiters to quickly pre-screen candidates during the online portal application process. The answers are stored in the job applicant profile and customers can leverage the data to reduce the strain on recruiters to sift through hundreds of applications by auto rejecting or approving them.

3. Resume Parsing
TargetRecruit resume parsing includes the ability to auto-create and update candidate records by uploading up to 50 resumes at a time. The parsing functionality will save the contents in keyword searchable format, allowing recruiters to quickly find candidates with specific experience and skills.

4. Auto Match
This feature of TargetRecruit allows your recruiters to identify candidates directly from the job record. All you need to do is to fill out the job description field when creating a new job record and the system will automatically search for candidates with competency details that match.

5. Video Interviews
Video interviews make the entire hiring process easier, quicker, and more convenient for recruiters and candidates alike. TargetRecruit offers Video Interviewing technology- fully integrated through our partnership with XpertReview. It doesn’t matter where you or your candidates are or when your schedules align. With video interviewing from TargetRecruit, interviews can happen anytime, anywhere.

6. Kanban View
The Kanban view has become the favorite among Salesforce power users. Displayed in a card-based view for easy record management, Kanban replaces clunky tables with one-page summaries of just about any TargetRecruit object you want to work with. TargetRecruit users can switch to the Kanban view for most objects in the object’s list view like leads, candidates or cases.

7. Universal Background Check Integration
TargetRecruit has partnered with Universal Background Screening, a leading provider of background screening solutions including a comprehensive selection of employment background checks and verifications, employee drug testing, employment physicals, and compliance management services.

8.Prophecy Skills Assessment for Healthcare
TargetRecruit has partnered with Prophecy, the national leader in holistic nursing and allied health assessments. Prophecy Assessment is an online questionnaire that a candidate for a healthcare job must respond to, in a timely manner. These assessments allow the recruiters to ask industry relevant questions, to be able to choose the best healthcare professionals.

9. E Sign Your Documents
Sign contracts and documents from anywhere and accelerate your digital workflow with eSignatures from DocuSign, our technology partner and eSignature industry leader. Now close business in minutes and drastically reduce the document and contract management process with TargetRecruit.

10. Duplicate Management
Avoid creating multiple contacts of the same candidate with duplicate detection from TargetRecruit. Every time a new candidate is created in the pool by uploading/parsing a resume, and if the same candidate applies for a different job, the existing candidate record will be updated instead of creating a new record.

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