Are Online Courses the Answer for Your Career?

The poor choices you may have made in your naïve youth don’t necessarily have to haunt you for the rest of your life. If you find yourself as an adult with no career to speak of, you can still pick yourself up and dust yourself off. Online courses could be the answer to your career.

As an adult, you probably don’t have the leisure of attending school full-time, the way you could have when you were a young adult going to college right after high school. Now, it’s critical that you be able to take courses after work and on weekends so that you can hold down a job and tend to family matters. But dealing with long commutes to community colleges or schools takes up even more precious time. That’s why online courses are ideal for people in your situation.

How Online Courses Can Lead to Better Times

Online courses can help you build a career that will help you get more earning power for your entire life.

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Recruiting Red Flags to Avoid

Do you wonder what happens on the other end of your application process after your CV is in the hands of the recruiter? Would you like to know the secrets of what makes recruiters place certain CVs in the “call for interview” stack and others in the “rejected” pile? Here’s your insider’s guide on things that recruiters red flag, and how to replace them with items that recruiters consider gold.


Recruiters are experts at detecting fabrications on CVs. Fabrications are, of course, a euphemism for falsehood. One telltale sign that you’ve written a lie on your CV is the presence of inconsistencies.

Inconsistencies might include things like:

  • You claim to have an advanced degree in business, but your job history shows you’ve worked the night shift in a chipper for the last three years.
  • The dates on your CV indicate you were somehow able to be in two places at one time, effectively violating almost every natural law in the universe.
  • Your CV states you were a finalist candidate at a top solicitor’s firm, immediately after which you accepted a job as a secretary at an insurance company.

What to do instead:

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How Can You Be The Best and Recruit The Best?

As a recruiter, you assume that you are in charge. You have all the power, right? You hold the keys to the kingdom, so to speak. You have the client, you have access to the world of candidates, and only you can join the two. In a sense, you’re a matchmaker. But a lot can happen to prevent the perfect match.

Do you want to be the best recruiter out there? Do you want to have the best clients and get candidates to come to you? It’s possible. Here’s how in two easy steps….

1. Be a good listener

Obviously, you don’t have hours to spend on the phone or on Skype listening to your clients or job candidates talking about their needs. After all, you want to have a personal life like everyone else, right? But you can listen without being there. Online forms are much more than a way to get people to submit contact information.


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Take Your HR Department to the Next Level

It’s tempting to allow your HR department to operate autonomously from the rest of your company, especially if you have a particularly skilled HR staff. But they may need a helping hand and neglect to bother you about it. Sometimes the best employees are the ones who resist asking for assistance because they have a good work ethic and insist on working problems out for themselves.

Now, however, there are so many more tools available to help HR departments that you would be remiss not to check them out and empower your staff with the ones most suitable for their needs. The gifting season is over, but you can still hand over some much appreciated assistance.


Some corporate policies are so restrictive that department heads are afraid to avail themselves of the latest tools and trends. Sometimes the most powerful tool you can offer your HR department is permission.

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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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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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