How Technology is Changing the Recruiting Landscape

How Technology is Changing the Recruiting LandscapeHow Technology is Changing the Recruiting LandscapeHow Technology is Changing the Recruiting Landscape Rossheim, Senior Contributing WriterWhile the principles of a well-written job postingremain relatively constant, recruiting technology is rapidly changing their distribution model. With that rapid evolution, recruiters who arent paying attention run the risk falling far behind, and quickly.The sourcing piece has changed tremendously with online developments, says Irina Shamaeva, a partner with Brain Gain Recruiting. Recruiters who understand online sourcing are ahead of the competition.What key changes are driving online sourcing and recruiting as we enter the second decade of the 21st century? Heres a rundown of some key developments and recruiting strategies.Targeted Advertising Boosts Job PostingsOne recent innovation in online recruitment is the use of syndicated display advertising technologies (on-line media) to put job posti ngs in front of more job candidates.These advertisements are generated dynamically and automatically distributed to a targeted audience across many web sites.Behavioral target networks use cookie-based targeting to look at behaviors that demonstrate an interest in a particular career, says Joran Lawrence, senior product manager for Career Ad Network (CAN),which collects this anonymous data.Our customers want to address a select audience, says Lawrence. If they post a nursing job, they dont need to get in front of all of the68 Million Americans that Career Ad Network reaches, but just those people in the targeted region who have an interest in nursing. The ad is presented to relevant seekers on whatever website theyre on, from thematically related sites like Salary.com to geographically-oriented sites like Yellowpages.com.This targeted advertising extends the reach of the job posting and can lure candidates who arent actively looking for an open position on a job board. Rather than i nvesting substantial time and money to plan an advertising campaign, konzeption ads, and buy media, the employer simply signs up to have the targeted ad generated from their job opening.Behaviorally-targeted ads have proven effective in increasing views of job postings. Career Ad Networkon averageincreases views of linked job postings by 40 percent to 100 percent for an ad that runs for 30 days.What does the future hold for targeted advertising as a recruiting tool? As we use semantic search to aid job seekers, we will use ontology categorization to make career advertising more powerful, Lawrence says.Reaching Mobile-Savvy Candidates Another development in job posting distribution is the adoption of mobile phones to access the Internet, including the explosion of Apple and Android devices that now offer reasonably-priced 3G data.These devices are driving behavioral changes in todays ever-connected workforce. Catering to this mobile audience is another way to extend the reach of job postings for recruiters looking to source candidates in the prime of their careers.Job searching is very transactional, says Vasu Nagalingam, senior product director for Consumer at Monster. Job seekers typically visit job boards at frequent intervals for new jobs. The mobile-savvy audience is discovering their mobile phone to be the perfect channel for this type of behavior. Nagalingam sees Internet-connected mobile devices as changing seeker behavior. Supporting these changes is critical to maintaining a healthy candidate pipeline.created its job-seeking app for Apples iPhone and the iPodtouch to help employers reach these savvy candidates. The emerging workforce is a popular group of mobile Internet users, says Nagalingam. Employers who want to target this aufstrebend workforce should review their recruitment plans and incorporate mobile recruitment strategies to increase their recruiting efficiency.Why Search Engines are often FickleWhile dedicated recruitment tools continue to advance, some recruiters still attempt to harness the ever-advancing power of general-purpose search engines to source candidates from every corner of the Internet. But theres a catch. The sophistication of these search engines, the enormous knowledge base behind them, as well as the constantly changing rules of ranking among search engines all complicate their use for niche applications such as the recruitment process.General search engines remain difficult for recruiters, because theyre afraid of syntax, says Shamaeva. Search-engine syntax is kind of like English but you have to understand search-engine software, which uses very complex algorithms. It feels overwhelming for many recruiters.Even as most of the general-purpose search engines of the early 2000s fall by the wayside, the winning survivors all have their limitations for recruiters. Bing is poorly documented, and Google is now blocking the majority of advanced searches, because it thinks youre a robot, says Shamaeva.Mean while, pioneering semantic search technologies like Power Resume Search promise to ease sophisticated searches of resume databases. Its time for recruiters to start incorporating the new semantic search tools into their strategies, Shamaeva says.Meeting Candidates Wherever They Are, OnlineAs professionals spend ever more time with more web resources, many employers are applying a convergence model of online sourcing that brings together many Internet genres, from social mediato job boards. Candidates especially members of the millennial generation expect to find out about opportunities at a given employer, anywhere they happen to be on the web.You have to appeal to all those students who are trying to figure out how to stand out in a competitive market, says Holly Paul, US recruiting leader at PricewaterhouseCoopers. Candidates have told us they want us to be on Facebook, and to provide an individual to contact.And those candidates have particular expectations about the performance of job-search media, regardless of the platform. They assume information will be kept current, for example. Firms wanting to reach mobile candidates will have to update them frequently on the status of their job applications, because thats the persona of the mobile user, says Nagalingam.

What to Do If You Cant Answer an Interview Question

What to Do If You Cant Answer an Interview QuestionWhat to Do If You Cant Answer an Interview QuestionThe thought of not being able to answer an interview question is a scary one for many job applicants. It happens mora often than you might think. Sometimes, you dont know the answer. In other cases, you may know, but your brain freezes at the moment. Or, interviewers may deliberately try to stump you to reveal how youll respond to challenging questions. Being prepared for not being able to respond can help alleviate some of the anxiety and help you make the most out of a difficult situation. Dont Panic Your mindset going into an interview is a critical ingredient for success. Many candidates assume that they must have a near perfect interview to land the job. In reality, it helps to recognize that other interviewees will also have difficulty answering all the questions to the complete satisfaction of the recruiter. Often, a solid but imperfect interview is sufficient to move you on to the next step in the screening process. This realization can help stop you from panicking if you cant answer a question well. Take the time to review the mostcommon interview questionsemployers ask so you will have an idea of what to expect. Stay Calm Your reaction if you cant immediately come up with an answer can be more important than the ability to deliver the answer. Dont stress out. Maintaining a calm, confident posture when confronted with a tough question will help convince the recruiter that your inability to answer a question is an unusual occurrence for you. If you fall apart and get upset, the interviewer may lose confidence in you. Consider saying something like Thats a very interesting question can I take some time to consider it and get back to you later? or Great question, I can answer it in part but would like to consider it further and get back to you. Buy Some Time You can often buy some time to formulate an answer by rephrasing the question or askin g for clarification. For example, you might say Are you looking for an example of how I motivated an underperforming colleague in a team situation? By the time the interviewer answers, something may have come to mind. Or, you can also say, That question is a bit of a stumper Can I think about it, and come back to it at the end of our conversation? Its possible the interviewer will forget to ask it again, and that will allow you to follow up in your thank you note. Try to Clarify Maybe you did not understand the question. In that situation, try to identify what you found confusing. Was it just one term or word? Ask the interviewer to define it. Or, you can say, Im not sure I understand what youre asking. Can you explain more? Dont Fake It It can feel embarrassing not to be able to answer a question. But inventing something that might not make sense is worse than politely and briefly stating that you do not know the answer. If you are truly perplexed by the question and do not think buying time, defining terms, or asking the interviewer to rephrase the question will help, say you are not sure. You can try to spin this to be more positive by saying that youll be thinking about this question after the interview, or that youll do some research, or even that you hope to learn more about the topic if hired. If you give that last response, it can be helpful to relate another time you were unfamiliar with a concept and were then able to master it. Thatll make you look resourceful. Answer When You Follow Up Perhaps the most significant thing you could do if a key question has stumped you is to research a strong answer after the interview. You can then include that answer as part of yourfollow-up communication. Very few jobs require workers to have all the answers on the spot. Demonstrating that you will be persistent, hard-working, and resourceful when you initially lack information can be impressive to employers.

Registered Nurse Job Description Sample

Registered Nurse Job Description SampleRegistered Nurse Job Description SampleRegistered Nurse Job Description SampleThisregistered nursesample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Registered Nurse Job ResponsibilitiesPromotes and restores patients health by completing the nursing process collaborating with physicians and multidisciplinary team members providing physical and psychological support to patients, friends, and families supervising assigned team members.Registered Nurse Job DutiesIdentifies patient care requirements by establishing personal rapport with potential and actual patients and other persons in a position to understand care requirements.Establishes a compassionate environment by providing emotional, psychological, and spiritual support to patients, friends, and families.Promotes pati ents independence by establishing patient care goals teaching patient, friends, and family to understand condition, medications, and self-care skills answering questions.Assures quality of care by adhering to therapeutic standards measuring health outcomes against patient care goals and standards making or recommending necessary adjustments following hospital and nursing divisions philosophies and standards of care platzset by state board of nursing, state nurse practice act, and other governing agency regulations.Resolves patient problems and needs by utilizing multidisciplinary team strategies.Maintains safe and clean working environment by complying with procedures, rules, and regulations calling for assistance from health care support personnel.Protects patients and employees by adhering to infection-control policies and protocols, medication administration and storage procedures, and controlled substance regulations.Documents patient care services by charting in patient and dep artment records.Maintains continuity among nursing teams by documenting and communicating actions, irregularities, and continuing needs.Maintains patient confidence and protects operations by keeping information confidential. titlenurse, registeredEnsures operation of equipment by completing preventive maintenance requirements following manufacturers instructions troubleshooting malfunctions calling for repairs maintaining equipment inventories evaluating new equipment and techniques.Maintains nursing supplies inventory by checking stock to determine inventory level anticipating needed supplies placing and expediting orders for supplies verifying receipt of supplies using equipment and supplies as needed to accomplish job results.Maintains professional and technical knowledge by attending educational workshops reviewing professional publications establishing personal networks participating in professional societies.Maintains a cooperative relationship among health care teams by comm unicating information responding to requests building rapport participating in team problem-solving methods.Contributes to team effort by accomplishing related results as needed.Registered Nurse Skills and QualificationsClinical Skills, Bedside Manner, Infection Control, Nursing Skills, Physiological Knowledge, Administering Medication, Medical Teamwork, Multi-tasking, Listening, Verbal Communication, Health Promotion and MaintenanceEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Registered Nurse Jobs and apply on now. Learn mora abouthow to hireRecruiting a New Hire if You Havent Hired in a WhileInterviewing Gaffes and Recruiting DisastersMaintain a Legal Hiring Process