Is Interviewing a Career For You?

Do you feel like you’re always being interviewed, but you never get the job? Believe it or not, you should count yourself lucky. Only between four and six people get called in for an interview for every batch of 100 resumes. Obviously you’re doing something right on your resume and something wrong in your interview if interviewing has become a career for you. If you’re an interview veteran, this can actually hurt your chances of getting hired. People who interview too many times suffer from all sorts of problems, including complacency.

Are you so accustomed to interviewing that you’ve stopped trying very hard? Your attitude is more transparent than you think. Complacency can be seen in wrinkled clothing, poor posture, unenthusiastic replies, lackluster responses and little eye contact. If you go in to an interview expecting not to get the job, chances are you won’t.

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Job Boards Winning Over Applicants & Employers?

As an employer, have you ever wondered if job boards are worth the effort? As an employee, do you second guess yourself as to whether you should bother to upload your resume? Here are the pros and cons of job boards and what value they hold for both employers and prospective employees.

Pros of Job Boards

  • Hub for Job Availability

Job boards provide a centralized location for job availability. If you’re looking for a job, it’s convenient to be able to log in to one centralized website, enter relevant keywords, and find open job positions in a short period of time.

  • Hub for Qualified Candidates

If you’re an employer looking for qualified candidates, job boards provide an excellent means to source those candidates and draw attention to openings you need filled. Quality job boards usually equal quality candidates, so be sure you choose wisely when it comes to job postings.

  • Centralized Location for Openings

Job posters know they can post a job once and receive tens or hundreds of qualified job applications for every job opening. Job boards provide a centralized location for openings that employers can use to minimize the work involved in hunting down candidates.

  • Easy Accessibility to Applications and Cover Letters

When busy employers want easy accessibility to applications and cover letters, job boards are the answer. Employers receive instant notification when applications and cover letters are submitted, as well as instant download status.

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Aussie Businesses Make Pitch for Summer Tourists

Tourism Australia’s goal is to increase Australia’s tourism industry by up to $140 billion by the year 2020. Will your business contribute to that goal? Will your business be able to claim your market share? Check out how similar companies to yours in the tourist business are planning to entice visitors from around the globe.

How Others Are Working It

Hilton routinely discounts room rates when the rest of world wants to swap out their shovel with a beach towel. This gives visitors a break on costs, and fills up the hotel’s rooms, usually bringing them up to capacity.

Tourist package companies are partnering with advertisers like Viator to draw tourists whenever they conduct online searches for Australia visitor attractions.

Some resorts offer guests a total package that includes guided wildlife tours, snorkeling excursions, scuba diving trips and more.

Where Are They Coming From?

Visitors to Australia come from all over the world, in numbers reaching into the six millions, at last count. Australia is a wildly popular destination for the people from Ireland, England, Wales, Scotland, and the U.S. Though many are from English-speaking countries, French, Italian, Danish and the Spanish are also frequent visitors. In years past, Chinese visitors have accounted for a large part of the Australian tourism market, and that upward trend is expected to continue in 2015. As such, your business should employ at least one person who is bilingual for each language.

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Recruit with a Social Media Edge

A couple of years ago, Facebook partnered with the U.S. Department of Labor and eventually unveiled its own job board. Trend watching recruiters took notice and companies like Work4Labs, BranchOut and others now actively use and promote the use of social media to recruit both companies that need workers, and the people who need jobs.

It’s not too late to jump on the job boards social media bandwagon. Social media is an effective tool to target new business clients, as well as find people whose skill sets match clients’ needs. Are you doing all you can to use this tool to the most advantage? Here are some ways to use social media effectively in your recruiting business, as well as 3 lessons job boards can learn from social media sites.

Engage Prospects

There’s something about social media sites that creates a relaxed atmosphere. If you really want to find out about a prospect’s true character, engage them on your business social media site. Invite responses, and encourage interaction by asking questions, responding back, and posting often. Pay attention to who says what. You’ll get a pretty good picture of how prospects present themselves to the outside world when you analyze their behavior on your site.

Do Some Digging

It’s obvious that you should visit a prospect’s personal social media page to see if they are who you think they are, and to avoid any nasty surprises. But beyond that, do some digging on other social media sites and forums. Doing some surface searches for keywords related to that person’s username may turn up, not only more information you can use to recruit them, but possibly associations with other individuals who you might like to recruit as well.

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Recruiting the Right Individuals The First Time?

From a recruiter’s perspective, knowing the right way to handle interview individuals after the interview can be tricky. Some interviewees are more needy than others and some can be downright presumptive, assuming they’ve got the job when in actuality your client may already have chosen someone else. Some of these problems may be avoided by recruiting the right individuals the first time around. It also helps by knowing how to follow up after a job interview. Here’s how to handle common job interviewee problems after the recruitment process is underway.

They Keep Calling You

First of all, you should look at any follow up call as a good sign that the interviewee is eager. It means that they liked what they saw and heard at the job interview, and they’re very interested. The problem arises when the employer doesn’t reciprocate the feelings. So here’s what you do. You politely take the interviewee’s phone call. You say that you got really good feedback (which you probably did, because you are a great recruiter, after all). Then you say that the employer went with another choice. You say that you are just as confused as they are, but that it turns out, they’re better off. You found out just recently that the employer’s not that great to work for, or that the salary was lower than what they deserve, or that you have a better offer waiting in the wings. Whatever you’re comfortable with. The point is, you don’t want to lose this person. You spent the time seeking them out. You’ll be able to find their perfect fit. It just won’t be this time.

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Is a Career Switch Calling You?

Could it be time for a career switch? Each year, according to Forbes, over 2 million Americans quit their jobs, presumably for a new one. And a recent poll conducted by Harris Interactive uncovered the astonishing statistic that 74% of Americans would seriously consider getting a new job. Are you one of them?

Why would so many people be unhappy with their jobs in their 30’s? One reason may be that we are called upon very early in life to decide on a career choice that is intended to last for the rest of our lives. College freshmen may get away with not declaring a major, but by sophomore year, the pressure is on to decide how you want to spend the rest of your life.

How are we to know at such a tender age what daily work life is like in the career we choose? Of course you will know what a certain professional does in general, but the detailed, specific, day-to-day activities don’t necessarily make themselves known until you’re actually hired to do that job. By then you’ve accumulated massive amounts of student loans that require immediate payment installments. And if you’re unlucky, you may have proud parents eagerly watching your every career move, hoping you’ll follow in dear daddy’s footsteps, as he did with his father, and his father, and so on.

But now it’s your turn. You may be hearing the quiet voice in your head whispering about how tired you are of living someone else’s dream. How tired you are of working for people whom you don’t respect. How tired you are of your daily commute. How tired you are, period.

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Using SMS as One of Your Recruiting Tools

Now your company can recruit faster and more efficiently thanks to SMS. In the past, recruiters had to be part time headhunters, part time spies, sneaking around in pubs and water closets, hoping for just a few moments of privacy with job candidates. So how is SMS changing the playing field? Here’s why SMS is spot on as a recruitment tool.


Previously, recruiters have had to be reticent about leaving messages on answerphones, in case current employers, coworkers or even nosy barmen eavesdropped when it was being played. SMS is a private communication that shows up only on the target’s mobile, with no need for the recipient to speak or give awkward, coded replies.

Instant Access

Having to operate only within the boundaries of normal business hours used to put a strain on communication go rounds. Since the ringer isn’t needed when vibration mode is activated, recruiters can SMS round the clock without worry about disturbing meetings or family time.

Written Record

With SMS, there’s a neat little automatic written history of correspondence, so both parties can refer back to previous texts to confirm details like promises, dates and salary requirements.

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Why Big Data Can Be Recruitment’s Best Friend

Big data, which is commonly measured in terms of volume, velocity and variety, is enticing to many but useful to few. The reason is that the sheer volume of data needs to be tamed and organized in order to deliver tangible and usable information. Is your organization focused on big data’s bottom line deliverables? Or is your organization seduced by the numbers without the tools to interpret data in useful ways?

Big data is so complex, it needs to be disentangled, interpreted, disseminated and used in practice in order to useful. It’s not some gigantic jumble of names, numbers and facts to be handled irresponsibly or carelessly and then tossed aside as a failed experiment.

If you represent an organization looking to use big data, but you’re unsure how to stay focused on the big data bottom line in order to use it as a recruitment tool, look no further than the pharmaceutical industry.

Big pharma Glaxo Smith Kline not only uses big data for its recruitment, but it also is pushing for big data to influence new client gain and retention. To lead by example, this pharmaceutical giant is offering its treasure trove of big data to researchers who have been challenged with answering the needs of people who have yet to sign up for pharmaceutical answers to their physical, emotional and mental needs.

So how can your organization use big data for your recruitment needs? Try these smart tactics to realize actionable results.

1. Throw Away the Junk

That’s right. There’s a lot – a ton – of junk included in big data. Example: if you’re looking for a market researcher, does it really matter if their hobby is collecting elephant statues or knitting? You get the point.

2. Forget the Stereotypes

Don’t even think of tossing aside applications just because the person lives in a foreign country. These days, people travel and live abroad for personal and educational reasons. Also, education transcends boundaries. You may be skipping over a 4.0 GPA applicant because they contact you from Ecuador, thinking that…

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Are Babies Welcome in Your Company’s Family?

As a business owner, you could be losing out on solid female talent if your company is hostile to employees who are also parents. Even though the law states that you can’t discriminate against women who choose to become mothers, you may be inadvertently cultivating a workplace environment where women don’t feel comfortable divulging their family plan. Here’s how to make babies welcome in your company’s family while maintaining the integrity of your business goals.

Embrace Change

If your company is successful, you have understood the need to keep up with the latest tools and technology you need to beat out your competitors. It’s likely that your employees have had to get on board with company changes a multitude of times during their employment. It’s your turn to embrace the changes that your employees bring to the company. Employees are not stagnant two-dimensional assets. They are constantly changing and growing as individuals, and the more you embrace the changes that they experience in their personal lives, the more loyalty they’ll have toward you and your company.

Develop a Plan

Soon-to-be mothers have a natural tendency to worry whether their jobs will still be there for them when they return from maternity leave. You, too, may worry that a new mother may not want to come back to work after experiencing motherhood. It’s a valid concern, as you may have invested considerable time and money into making the employee one of your best. This can cause a silent tension between you, in the build up to her maternity leave. Help to ease her fears and your worries by developing a plan for her workload after the official maternity leave is over.

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Looking to Improve Revenue? Try Communicating

Technology has made it possible for your employees and executive staff to communicate across a broad range of methods. But the same technology that makes communication easier makes it harder for humans to manage. The more ways customers can contact your business and your sales representatives, the more devices that need to be managed.


Multiple Devices Increase Chances for Failed Communication

Mobile phones, tablets, office phones, i-watches, desktop computers and laptops all have varying abilities to accept calls, emails, texts, notifications and messages from your source of revenue: your customers. With all these devices, it’s no small feat for your employees to manage them all with efficiency. The likelihood of missing a message or a call from a valued client or a potential new customer is high.

Eventually, customers who are trying to reach someone in your company are going to look elsewhere for their services. Your competition has found the solution, and now you have found it, too. Unified communications is the answer to centralizing all your employee’s communication needs.

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