The use of contractors instead of full time employees is an employment option that is growing in popularity.
More and more, a significant percentage of the ‘work’ that gets done in organisations has a short-term or ‘project’ focus to it.
New data is available which tells us that where you advertise your job vacancy is more important than ever in determining whether you will receive enough applications. So what’s changed and what do you need to know?
Occasionally, an employer will proudly tell me how they have “researched” their candidates by checking their Facebook page. My first question is always: What did you learn?
If they tell me they were concerned by pictures suggesting the candidate is a “party animal”, it immediately takes me to my second question: How did the candidate perform during their phone screening, interview and reference checking?
Some employers I’ve dealt with insist on only hiring people with direct experience in their industry. Their reasoning is usually that they can “hit the ground running”. In other words, they want and expect them to become productive in the shortest period of time. This will reduce the time and cost that would otherwise have to go into training.
This may be obvious to most employers, but it’s worth covering for those that maybe aren’t getting the job advert response they would like.
In the rush to be a part of the social media networking craze, you need to pause and understand whether your brand will help or hinder you when it comes to attracting good candidates.
I’ve always said the following to job applicants about the content of their resume:
“Print whatever you like, as long as you realise that if you’re interviewed, you should expect to be scrutinized over every single detail“.
All of our content is presented for employers and our blog is no different. This entry is a case in point.
We all keep hearing about the power of advertising via social media but is it really effective? We’re not yet convinced, at least when it comes to the SME sector and other private ventures – ie: the non corporate sector.
Why? – Because first and foremost, there’s a notable lack of data available from the providers themselves and also from independent sources (regarding its effectiveness).
Social media sites such as LinkedIn are coming under scrutiny from advertisers because it transpires that visitors spend the least amount of time on LinkedIn. Turns out that member’s mostly just update their resumes’ and then log off – not much looking around happens so adverts don’t get noticed.
Of course active job seekers will search those adverts but it seems that the greatest beneficiaries are corporations who can dedicate time to networking with the view to identifying good talent.
So if you’re a non corporate entity we suggest continuing to advertise on seek, mycareer and careerone in Australia. At least until there’s some solid evidence that social media advertising is money well spent.
While we don’t have the full details yet on this story, it appears the “outgoing” Yahoo CEO claimed a computer science degree on his resume that he did not in fact possess.
There’s often a tendency when dealing with senior or professional candidates to take them at their word. Almost a professional courtesy if you like.
Here’s a magazine we’ve long respected for their contribution to the development and support of SME’s in Australia.
Their article today entitled “How important is cultural fit when recruiting” is one of the first we’ve seen that explains the topic in a format that’s easily understood.