By popular demand, we’ve made upgrades to our integration with needu. Yes, that means double the avenues for talent acquisition. For those not in the know, our Free Job Sites feed is an option you can activate in your JobAdder account so that you can nominate your job ads for general distribution by our network of job board partners. Partners will pick up these job ads and then publish them on their various job sites. Here’s a word from the needu team:
Need to know more? Needu is just an email away, please contact Heide Robson ([email protected]) for more information on targeting quality applicants. Our support team can assist with any enquiries on adding this job site to your account. Source JobAdder.com
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When advertising for a job vacancy, recruiters and hiring managers must face this question that continues to polarise people. Much to the frustration of job seekers, it’s common for a salary package to be omitted from a job listing. One rationale for this is that recruiters may not want to show their hand first: publicising a remuneration package means exposing it to competitors and may mean running the risk of isolating candidates with salary expectations that differ from the one on offer. On the flip side, including a wage bracket is a useful barometer from which candidates can gauge the level of seniority of the role they are applying for. It can also act as a filter to dissuade underqualified and overqualified candidates from applying. Recently, one of JobAdder’s job board partners Adzuna weighed in on the debate by kindly volunteering some real answers about what (or rather, how much) recruiters stand to lose by not disclosing salary information. And the results were quite surprising. According to data insight from Adzuna, the abandonment rate by quality candidates of ads that do not include salary information are significantly higher than those that do. Ads with some sort of indication of wage have been proven to have a click through rate as much as three times higher than their counterparts without it. So, if you’re a recruiter who is a staunch member of the camp against listing any dollar figures first up, Adzuna’s findings present some very good reasons to reconsider your position. As well as guaranteeing a higher chance of visibility, the inclusion of a remuneration package will likely result in a more diverse talent pool applying for your vacant position, stacking the odds in your favour when it comes time to make a placement. It appears that when it comes to publishing a job vacancy, it doesn’t pay to play your hand close to your chest.
Authors: Jessica Johnson-Shapter & Laura Hanrahan Image source: Pexels Source JobAdder.com A little over a month ago I left yet another perfectly good, brand new mobile phone on the back seat of a taxi. (Unfortunately for me it was a taxi and not an Uber, where I would certainly have had it returned to me, but that’s a post for another day). Normally when this happens I would drop into a mobile phone store the next day and grab the latest, greatest, gadget-iest phone and carry on with my day. Only this time I didn’t do that. This time I thought “I really don’t actually like having a phone and being one of those knobs who puts their phone on the table while eating with others, or walking around outdoors obnoxiously staring at their screen”. This time I resisted the very faint urge to get a new gadget and simply went off to work without a phone. It started off like one of my many tech experiments, with no real expectations, time frames or intended outcomes, I just wanted to see if I really did ‘need‘ a phone or if I owned one because it was unimaginable not to have one. As days have turned into weeks and weeks into a month, I am here to tell you that I am a new person – and the new me most definitely does not need a mobile phone in my life. Here are some of the things I have observed:
“So how does a CEO, husband and father of two get by without a phone” I hear you ask? Here are a couple of minor adjustments I have made:
From where I sit today, I really cannot see myself getting another mobile phone. I will keep buying any cool productivity gadgets that catch my eye of course, but I think my smart phone days are behind me. I will let you know if that changes, and if so, what device was so compelling that I was willing to give up my new-found freedom for it.
Orginal Source JobAdder.com Reformatting resumes and removing candidate name and contact details is an old fashioned recruitment practice that I think needs to stop. There’s nothing wrong with adding a cover page or some branding but removing the contact details is unnecessary and in many cases insulting to the client. I know when I get sent resumes without a candidate name I generally delete them. I also think “Don’t you trust me? Why are we working together?” The other important reason why I think privatizing resumes is pointless is that a quick Google search of job title and company name (or just about any piece of the resume) will tell you right away who the person is. There are not many people out there that you can’t find online with just a few key bits of information. I want to see the entire resume, or better still a LinkedIn profile. Original Source JobAdder has recently expanded to Denver, CO! As a part of that expansion, we’re continually seeking new team members to join the JobAdder team. Hiring for the Digital Producer and Web Designer position at JobAdder, we initially sought out with a traditional approach to recruiting. But with tools on LinkedIn such as “Profile Matches” and “Who’s Viewed Your Job Posting” the question of recruiting passive candidates has come top of mind. Passive Candidates 46456577 — meaning those who are currently employed or not looking for employment — continues to be a sense of mystery in the recruiting world. Some recruiters take a more aggressive approach to recruiting passive candidates, while some avoid it all together. 1) Focus on Employer Branding: In cities like Denver, San Francisco or Seattle, culture is everything. Having a unique employer brand stand out will likely persuade passive candidates to look further at your company and what you have to offer. 2) Networking: Just as in sales, you wouldn’t cut to the chase right away. In most cases, you’ll nurture the relationship a bit. When recruiting a passive candidate, take time to consider if a candidate is a good fit or if they are even interested in entertaining a new position. 3) Keep Candidates in Your Network: Consider your candidates base as a newsletter subscription. While you may have passed up a candidates for a previous position, most likely, if you keep your interview process a positive one, candidates will entertain offers from your company in the future. If your company is in a niche market — such as healthcare, hospitality — consider a monthly newsletter on industry trends. Or simply build your presence with job seekers through social media. 4) Highlight Opportunity within the Company: Sometimes the difference between swaying passive candidates into active candidates means just having a conversation. Start with a casual conversation and see what they are looking for in their career. Then highlight how your company can meet that need. What’s your best advice for recruiting passive candidates? Comment below or tweet me at or @jobadder with your thoughts and ideas. Original Source By Ashley Stowers After reading the title of this post you may be asking yourself “what the heck is gamification and how is this relevant to my company?” Well, gamification can be used by businesses to improve employee engagement and motivation to improve results and solve problems. Technology Advice, describes gamification as the application of game elements to non-game contexts – taking the elements we like about games and applying them to real-world scenarios to make them more interesting and engaging. “But why would I want employees playing games at work?” you may be asking. Well, gamification has been proven to increase engagement, efficiency and morale, and the positive feedback users receive helps build motivation. Examples of gamification used in a business environment can be points systems that track completion of certain tasks like on-boarding or compliance training, volunteer or charity events or contests, training and up-skilling, or even an update on the old-fashioned sales board. Points can be spent on either real life or virtual goods, depending on what your company chooses to offer as an incentive (it may be the glory only!). Rewards don’t have to be just for employees either! Implementing a customer loyalty program is another example of gamification. Characteristics of a good game can be translated to the workplace. Whether you’re aiming to improve sales results, increase productivity or improve on-boarding success, the way you plan and structure your game (or gaming elements) is critical to ensure it’s both understood and adopted. Your game doesn’t have to be high-tech or costly, but be sure to include these key elements.
We’re currently seeing some of our customers implementing gamification techniques and tools such as wall-mounted KPI dashboards to encourage productivity and create a fun motivated team environment. Do you currently have or plan to implement gamification techniques in your workplace? Original Source This month the JobAdder crew headed cross country to exhibit at both HR Technology Conference and Expo in Las Vegas and Staffing World 2014 in Washington, D.C. It was JobAdder’s first time exhibiting at both shows and JobAdder team exhibited in style. First, we headed to Las Vegas for the HR Technology Conference and Exposition where more than 4,000 attendees headed out to see HR in Tech’s best. Then we headed to Maryland where we met 1,600 attendees during the event hosted by the American Staffing Association. From sessions to exposition, the JobAdder team was excited to be at both events. Couldn’t attend? Here a few lessons we learned along the way: 1) Recruiters are Rocking Social Media! Sure, this may sound like old news, but hundreds of tweeters took to #HRTechConf and #StaffingWorld on Twitter to share their latest happenings at the show. Still today, plenty of tweeters are sharing their updates from the show with the world. Great to see both HR and Staffing embrace social media. 2) Mobile is King Both Staffing World and HR Technology presented mobile applications and websites that showcase their product on-the-go – see JobAdder mobile recruiting 3) Big Data is In From apps that track activity to productivity, HR Technology shows that Big Data isn’t going anywhere anytime soon. While some are ignoring data, many recruiters and HR pros are looking to data to help analyze their workforce and hire. 4) Tradeshows Aren’t for the Faint of Heart Sore feet? Check. Long exposition hours talking with attendees, jammed packed sessions and after parties offered something for every hour. Both cities proved to be an excellent place for both exhibition and after hour events. 5) Hiring Managers are Paying Attention to Generational Differences At HR Technology, keynote speaker, R. Ray Wang presented on generations and unconventional ways to think of the different generations. From conversations on the floor to social media, hiring managers were alive with the topic. How is your company facing generational differences? Did you attend either show? Comment below and tell us what you learned! Original Source Are you ready for some football? The JobAdder U.S. office has gotten into the spirit of Football season with an office wide Fantasy Football league. For many some at our office its the first league they’ve participated in and some are pros. For me? I’m a newbie, but a football fan at heart. And since we’re at JobAdder — and we have a mission to simplify the recruitment process — I taken a few lessons from Fantasy Football into recruiting. So here it goes, my top list of lessons any recruiting professional can take from joining a Fantasy Football league. 1) Do your research: How much do you really know about a position? What’s important? A quarterback is the core of any football team, but unless you look at the elements a true quarterback needs you can’t truly recruit the right person for your team. Similarly, when recruiting, if you don’t take the time to understand the ins and out of a position you could spend hours and hours flipping through stacks of candidates without knowing the definition of a “good candidate” 2) Culture isn’t everything, but it certainly helps: When it came to picking players I opted for players on the team I enjoyed watching. As a Seahawks and Broncos fan I chose players on those teams that not only played well, but, knew I would love watching it. I may not be the winner in the end, but it will be much more enjoyable that picking random players based on stats. Compare this to recruiting. If we all recruiting candidates that looked good on paper, we would develop a culture of boring and potentially negative work environments. 3) Don’t give up on a player right away: The NFL sees it’s fair share of injuries and violations when it comes to players. Looking at my Fantasy Football roster its easy to look at Roddy White’s recent hamstring injury as an excuse to drop him. When in the middle of a candidate search, it’s easy to overlook candidates with short stints at a job or long periods of gaps in their work history. Take a look back at a candidate’s record and ask yourself if there’s a reason for a short stint of long job gap. 4) Know someone before you offer a trade: We’ve seen our share of good and bad trades in our fantasy league. 90% have been successful, but some weren’t so successful. Partly because some people failed to read what that player would do for someone in the long run. Just like when submitting candidates, each candidate you submit is an opportunity to present your best recruitment strategies to your client. Taking the time to phrase a submission email the right way or think long term about that candidate will help you with a client and your success in the long run. 5) Stay organized! I can’t tell you how many times I’ve lost track of my what’s happening in Fantasy Football. But using the tools that the NFL mobile apps offers, I’m able to check standings and more on-the-go. JobAdder offers recruiters the same functionality so you can keep your recruiting toolbelt close to you at all times. What recruiting lessons have you taken from your fantasy league? Comment below and share with us! Original Source What a year it’s been! JobAdder has grown leaps and bounds since our expansion in April 2014. This week our team welcomed Ryan Shiba, Learning and Development Manager. In this new role, Ryan will help expand and update the extensive training materials available to clients through new, engaging interactive tools. Over the past few months, JobAdder has introduced a host of product updates that enhance the current design and functionality of JobAdder. Ryan’s role will assist in developing training material that highlights the latest JobAdder updates as well as providing state of the art online training resources for all users. “Learning and Development is an important role for JobAdder. As we continue to grow, the importance of having the resources for clients to better understand how they can simplify the recruitment process in JobAdder has grown. Ryan’s role takes JobAdder further down the path of achieving our goals of 24 x 7 customer support and continuous, state of the art online learning.” A bit about Ryan: Ryan’s background includes degrees in psychology, sociology, and education. Starting his career in 2006, Ryan has spent a majority of his career in higher education, most recently at the University of Denver. Ryan’s wide ranging experience in learning and development and his passion for online user experience made him the ideal candidate for this role. A few fun facts about Ryan: Outside of work, Ryan enjoys training and competing in Brazilian Jiu-Jitsu and submission grappling. Welcome, Ryan! Original Source |