Fact: job descriptions can be tricky to write even if you're a professional. However, many employers come to our recruiters after job posting failure. Subsequently, these individuals feel that their job postings did not show the success it would if they had just written it a little bit better. This is NOT the case.
To really hit a home run with a job description, you have to be in the 99th percentile. Our recruiters have access to post for free just about on every job board from here to New Zealand. We don't normally post more than a few jobs per client because they are simply a waste of time, ironically done by hirers with the hopes of not wasting money.
Though, that does not mean that your job description must go to waste. Many companies, regardless of size have trouble "recruiting" the best job applicants on the market because upon meeting these individuals, the interviewers or recruiting party have sometimes failed to take the time to lay out the benefits that the employee will receive on both a monetary and personal basis by working with the organization.
When you formulate these "job descriptions," focus them on the benefit of the individual who will earn the job, instead of having the attitude (or having others perceive) that the job seeking process is all about the hiring party.
Upon interviewing, if you focus on getting the interviewee interested and engaged in the position, they are inevitably going to be more relaxed, and thus more open as to the answers to your questions. If you can get a job seeker engaged in the prospect of working at your firm during the initial interview rounds, you are going to go into the final decision-making process with an enormous amount of additional ammo to help you make the right hiring decision.
One last hint regarding the job descriptions is to avoid generic adjectives such as "best" or "great!" Even if it takes an hour in front of a thesaurus, I can almost guarantee that you can make your company an absolute All-Star when it comes to open job seekers having the active demand to become a part of your organization.
Ken's recruiting and job articles can be found at his blog, kaswrite. Ken is president of KAS Placement a sales executive search and marketing recruiting firm
Back in January 2010, a small FBfund company called Wildfire was making a name for itself by helping brands and businesses launch viral campaigns — sweepstakes, contests, and the like — on Twitter and Facebook. It had around eight employees.
Fast forward to today: Wildfire now has a team of over 120, and it’s raking in money from a host of top brands and companies (as well as many smaller ones). And now, they’re upping the ante: in addition to the viral campaign builder that has been their core product to date, Wildfire is now offering what it’s calling a ‘Social Marketing Suite’ — which CEO Victoria Ransom says makes Wildfire a one-stop shop for all of your online marketing needs.
So what exactly does the new suite entail? The first new product is the Page Manager, which is meant to help businesses craft Facebook Pages that look good and can be frequently updated. There are several templates and support for custom designs, and support for multiple tabs.
The second new product is Messenger, which allows companies to schedule posts and manage inbound messages — you can delegate certain messages to specific employees, if you’d like.
The last new product is the Dashboard, which offers an overview of analytics that’s more detailed than Facebook’s built-in Insights feature. There’s also a mode that lets you chart your progress against a competitor’s (we saw a similar feature from ContentAide back in April).
Rounding out the suite is the Promotion Builder, which has been Wildfire’s main product to date. This allows companies to construct giveaways using a straightforward interface — drag and drop the text fields you’d like to require during the sign up, tweak the banners, then enter the official rules and you’re off and running.
The company isn’t announcing exact pricing yet (you’ll have to call in to get a quote), but says that the suite will range from “low hundreds” to “low thousands” of dollars per month for a subscription, which includes both the campaign builder and the products above (though different features will be available for different plans). The social suite is already being used by some large brands, including Facebook itself, Lady Gaga, and EA Sports.
Wildfire isn’t alone in this space — competitors like North Social and Involver also offer applications that can help with many of these tasks. But this is also a huge market, with many businesses eager to establish themselves online without having to hire someone to design them a custom Facebook page.
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Nikon launches AF-S DX Micro Nikkor 40mm F2.8 macro lens: Nikon has announced an inexpensive macro lens aimed at entry-level DSLR users. The AF-S DX Micro Nikkor 40mm f/2.8G offers true 1:1 macro in a compact, ...
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LOS ANGELES — As investors punished News Corp.'s stock again on Monday, questions arose anew about the leadership of its chief executive, Rupert Murdoch. The phone hacking scandal in Britain now threatens to engulf top ...
Phone Hacking: Rupert Murdoch's Leadership Of <b>News</b> Corp Comes <b>...</b>Fact: job descriptions can be tricky to write even if you're a professional. However, many employers come to our recruiters after job posting failure. Subsequently, these individuals feel that their job postings did not show the success it would if they had just written it a little bit better. This is NOT the case.
To really hit a home run with a job description, you have to be in the 99th percentile. Our recruiters have access to post for free just about on every job board from here to New Zealand. We don't normally post more than a few jobs per client because they are simply a waste of time, ironically done by hirers with the hopes of not wasting money.
Though, that does not mean that your job description must go to waste. Many companies, regardless of size have trouble "recruiting" the best job applicants on the market because upon meeting these individuals, the interviewers or recruiting party have sometimes failed to take the time to lay out the benefits that the employee will receive on both a monetary and personal basis by working with the organization.
When you formulate these "job descriptions," focus them on the benefit of the individual who will earn the job, instead of having the attitude (or having others perceive) that the job seeking process is all about the hiring party.
Upon interviewing, if you focus on getting the interviewee interested and engaged in the position, they are inevitably going to be more relaxed, and thus more open as to the answers to your questions. If you can get a job seeker engaged in the prospect of working at your firm during the initial interview rounds, you are going to go into the final decision-making process with an enormous amount of additional ammo to help you make the right hiring decision.
One last hint regarding the job descriptions is to avoid generic adjectives such as "best" or "great!" Even if it takes an hour in front of a thesaurus, I can almost guarantee that you can make your company an absolute All-Star when it comes to open job seekers having the active demand to become a part of your organization.
Ken's recruiting and job articles can be found at his blog, kaswrite. Ken is president of KAS Placement a sales executive search and marketing recruiting firm
Back in January 2010, a small FBfund company called Wildfire was making a name for itself by helping brands and businesses launch viral campaigns — sweepstakes, contests, and the like — on Twitter and Facebook. It had around eight employees.
Fast forward to today: Wildfire now has a team of over 120, and it’s raking in money from a host of top brands and companies (as well as many smaller ones). And now, they’re upping the ante: in addition to the viral campaign builder that has been their core product to date, Wildfire is now offering what it’s calling a ‘Social Marketing Suite’ — which CEO Victoria Ransom says makes Wildfire a one-stop shop for all of your online marketing needs.
So what exactly does the new suite entail? The first new product is the Page Manager, which is meant to help businesses craft Facebook Pages that look good and can be frequently updated. There are several templates and support for custom designs, and support for multiple tabs.
The second new product is Messenger, which allows companies to schedule posts and manage inbound messages — you can delegate certain messages to specific employees, if you’d like.
The last new product is the Dashboard, which offers an overview of analytics that’s more detailed than Facebook’s built-in Insights feature. There’s also a mode that lets you chart your progress against a competitor’s (we saw a similar feature from ContentAide back in April).
Rounding out the suite is the Promotion Builder, which has been Wildfire’s main product to date. This allows companies to construct giveaways using a straightforward interface — drag and drop the text fields you’d like to require during the sign up, tweak the banners, then enter the official rules and you’re off and running.
The company isn’t announcing exact pricing yet (you’ll have to call in to get a quote), but says that the suite will range from “low hundreds” to “low thousands” of dollars per month for a subscription, which includes both the campaign builder and the products above (though different features will be available for different plans). The social suite is already being used by some large brands, including Facebook itself, Lady Gaga, and EA Sports.
Wildfire isn’t alone in this space — competitors like North Social and Involver also offer applications that can help with many of these tasks. But this is also a huge market, with many businesses eager to establish themselves online without having to hire someone to design them a custom Facebook page.
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<b>News</b> Corporation Looks to Bolster Stock With Buyback Plan <b>...</b>
The company's stock price has dropped since the revelations of a wider phone hacking scandal at News of the World.
<b>News</b> Corporation Looks to Bolster Stock With Buyback Plan <b>...</b>Nikon launches AF-S DX Micro Nikkor 40mm F2.8 macro lens: Digital <b>...</b>
Nikon launches AF-S DX Micro Nikkor 40mm F2.8 macro lens: Nikon has announced an inexpensive macro lens aimed at entry-level DSLR users. The AF-S DX Micro Nikkor 40mm f/2.8G offers true 1:1 macro in a compact, ...
Nikon launches AF-S DX Micro Nikkor 40mm F2.8 macro lens: Digital <b>...</b>Phone Hacking: Rupert Murdoch's Leadership Of <b>News</b> Corp Comes <b>...</b>
LOS ANGELES — As investors punished News Corp.'s stock again on Monday, questions arose anew about the leadership of its chief executive, Rupert Murdoch. The phone hacking scandal in Britain now threatens to engulf top ...
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