Recruiting  is moving into the mobile network arena with a twist.  An article in SHRM “HR Magazine” (Feb. 2010) highlights the new method of connecting with potential job seekers.  Companies are providing options to the generation that lives on their mobile devices thru SMS (short messaging services).  This lets job seekers opt in to receive information on opportunities within a company, as well as communicate with the potential employer on their mobile device. 
One company that uses SMS finds that email marketing open rates are in the single digits, while their SMS messages are read 92% of the time.  For them this method of communication makes a lot of sense.  Texting options are available on most mobile phones and so the outreach is very successful.
Companies using this method add information to their advertising or career pages to allow the job seeker to sign up for the distribution network.  The recruiter must also provide an opt-out method for the service.  Then they are free to capture mobile numbers and send messages at will. 
To manage the contact information, recruiters can sort by location, or create segmented codes that identify the type of opportunities (SALESJOBS, TECHJOBS).  Then as hiring needs arise there is a ready and interested group of applicants to contact. 
For the company using this service, some effort is required to make their recruiting presence mobile-friendly.  Not all emails designed for desktops will work well in this mobile environment. This is a new opportunity for companies that provide solutions for marketing & recruiting systems.  
Job seekers can stay on top of the latest career news in an organization they want to work for without having to constantly access their website or career center.  They also have another opportunity to reach the recruiters directly and update them on any new developments in their careers. 
Obviously this new recruiting technique is just in the early adopter stage, and won’t replace other media.  Still, it is worth checking out for both employers and applicants.

Tags: applications, candidates, hiring process, hiring talent, job seeker, recruiters

So few jobs, so many applicants. Recruiters processing applications start eliminating resumes based on their own criteria. In industries where layoffs have been significant staffing professionals are less likely than usual to consider someone who doesn’t specifically meet their job requirements.

Job seekers who have been laid off and who possess great credentials or experience are looking hard for their next job. Many are perfectly willing to take a less challenging position and would be grateful for the job. An article in SHRM Staffing Management quoted a variety of employers on their views of “overqualified”. In particular the recruiter for a pharmaceutical company is looking for a precise fit. The recruiter views with suspicion someone who applies for a job beneath their qualifications. The candidate wouldn’t automatically be disqualified, but they definitely wouldn’t have an edge over others.

There are a lot of reasons for this view. The prevalent belief is that the candidate will keep looking for better opportunities and move on as soon as something opens up. Also the “overqualified” applicant may not be able to fit in as a regular employee after years of a leadership or executive position.

There is another view in this debate, however. First, the new talent strengthens the knowledge base of an organization, and might even shorten the orientation process if they are already familiar with the industry. Second, it is a signal to other employees that this is a good company to work for. Finally , there isn’t any guarantee that an overqualified person will leave sooner than the more appropriate candidate. One hiring professional believes that having a highly talented candidate for a short time is more valuable than a mediocre employee who stays on.

SO – for the “overqualified” job seeker, given the above issues, your task is to present yourself as willing to hang in there for the long term, and eager to work with this new company. Your ability to add a new perspective, balanced with the emphasis on wanting to do the job you are hired for, are the selling points that may get you a great opportunity. Everyone wants success.

Tags: applications, candidates, hiring process, hiring talent, Hiring Trends, job seeker, job seeker attitudes, recruiters

It’s that time again, and we have scheduled our Spring virtual job fair for March 15-19, online at www.nmvirtualjobfair.com. We held our first virtual high tech fair last fall and it was well received by job seekers and employers. The venue was created to help both busy employers and job seekers find each other without having to stand in line or in a booth.

We also wanted to provide that personal attention to the potential employee, and to do this we asked the hiring company to acknowledge and respond to the applicant right away, letting them know how their resume stacks up and where the company is in the hiring process.

This mode has been used in other areas and some of the media groups hold online job fairs to keep it simple but also maintain a personal connection. As there are more and more job fairs the job seeker has to make choices according to their time limits, and this virtual fair eases that pressure while giving information on what’s happening right now in the tech industry.

Job seekers might also make a better online presentation by using the social network pages to film a self interview, or contact companies that can help with that product. If that isn’t possible, addressing the reasons why you would be the perfect applicant as it relates to the open position helps give the recruiter a little better picture of your abilities. There is one caution we would offer to the applicant. Read the job descriptions carefully and make sure you fit with the type of candidate the company is looking for. It doesn’t’ help your cause to apply for jobs that you aren’t qualified for.

Get your job description/resume ready and sign on on March 15 – 19 to participate in this exciting event. See you (online) there.

Tags: applications, candidates, Facebook, For Employers, hiring process, hiring talent, job fair, job seeker, recruiters

In the current employment market there is a strange phenomenon occurring. Job fairs abound in the larger cities—at times there is one or more scheduled per day. Universities and community colleges as well as local companies or commercial recruiting groups all have their day. Job seekers also abound. At many of these fairs there have been many more job seekers than jobs.

As a result the job/career fairs become disheartening for the applicants and grueling for the recruiters present. There has to be a better way!

The New Mexico High Tech/Green Tech Virtual Job Fair provides a more pleasant atmosphere for both parties involved. This fair is a boutique event catering to high tech companies with jobs in New Mexico. Our first event was held October 12-16, 2009 and was well received.

The fair is promoted as any other event, and the jobs listed are current and available. The recruiters respond and give timely feedback to applicants, but from their office computer. They get the extra visibility a job fair provides but can manage the process much more efficiently. Especially for some of the smaller companies where staff wears many hats, it has been a positive experience.

For job seekers as well, the event is more pleasant. Rather than standing in line with hundreds of other job seekers, one can apply from home and still get a response as to whether the employer is interested in their resume.  At that point further follow up can be arranged if the employer so chooses.

Best of all—parking is never a problem!

Tags: candidates, For Employers, job, job fair, job seeker, recruiters, recruiting