Maximize the Return on Your Cleared Job Fair InvestmentClearedJobs.Net
This document provides information about employer services from ClearedJobs.Net, including resume database searching, job posting packages, job fairs, advertising, and consulting services to help employers find security-cleared talent. It outlines their various service packages and rates. It also provides tips for employers on maximizing their return on investment from participating in ClearedJobs.Net job fairs, including preparing for the event, interacting with candidates at the event, and following up after the event.
Many job postings in the cleared community are pulled straight from the government contract award. While you can’t change the requirements of the job, you do have some flexibility in how you choose to advertise it. Improve your job postings to meet their full potential with these tips.
Talking Points for Virtual Cleared Job Fairs ClearedJobs.Net
Consider these questions as you prepare to chat with attendees in a virtual cleared job fair. It’s also helpful to prepare answers to commonly asked questions to ensure efficient and consistent responses during your timed, text-based chats.
Texting for Talent: How to Build Your Talent Pipeline Through MobileAggregage
Emails and phone calls can go unanswered, but 95% of text messages are read within 3 minutes of being sent, and 45% get a response. The way your candidates communicate has changed, and you need to meet them where they are in order to elevate your candidate experience and win top-tier talent for your team.
Texting for Talent: How to Build Your Talent Pipeline Through MobileNaba Ahmed
Emails and phone calls can go unanswered, but 95% of text messages are read within 3 minutes of being sent, and 45% get a response. The way your candidates communicate has changed, and you need to meet them where they are in order to elevate your candidate experience and win top-tier talent for your team.
Maximize the Return on Your Cleared Job Fair InvestmentClearedJobs.Net
This document provides information about employer services from ClearedJobs.Net, including resume database searching, job posting packages, job fairs, advertising, and consulting services to help employers find security-cleared talent. It outlines their various service packages and rates. It also provides tips for employers on maximizing their return on investment from participating in ClearedJobs.Net job fairs, including preparing for the event, interacting with candidates at the event, and following up after the event.
Many job postings in the cleared community are pulled straight from the government contract award. While you can’t change the requirements of the job, you do have some flexibility in how you choose to advertise it. Improve your job postings to meet their full potential with these tips.
Talking Points for Virtual Cleared Job Fairs ClearedJobs.Net
Consider these questions as you prepare to chat with attendees in a virtual cleared job fair. It’s also helpful to prepare answers to commonly asked questions to ensure efficient and consistent responses during your timed, text-based chats.
Texting for Talent: How to Build Your Talent Pipeline Through MobileAggregage
Emails and phone calls can go unanswered, but 95% of text messages are read within 3 minutes of being sent, and 45% get a response. The way your candidates communicate has changed, and you need to meet them where they are in order to elevate your candidate experience and win top-tier talent for your team.
Texting for Talent: How to Build Your Talent Pipeline Through MobileNaba Ahmed
Emails and phone calls can go unanswered, but 95% of text messages are read within 3 minutes of being sent, and 45% get a response. The way your candidates communicate has changed, and you need to meet them where they are in order to elevate your candidate experience and win top-tier talent for your team.
The document describes the services offered by QCSS, a call center that provides outbound and inbound call center services including lead generation, sales, customer service, and data entry. It details the types of campaigns QCSS supports such as appointment setting, sales, surveys, and help desk functions. It also provides an example call flow and describes the reporting, quality assurance, and information needed from clients to set up a customized campaign.
This document discusses using assessments in the hiring process. It defines three main types of assessments: behavioral assessments that evaluate personality, integrity and cognitive abilities to determine job and cultural fit; skills tests that evaluate specific skills and abilities; and reference checks that collect structured feedback from previous employers. The document explains how each assessment is conducted and the types of questions they can help answer. It emphasizes using the right assessment at the right time in the hiring process, from initial screening to making a final offer. The last section promotes an assessment center product that provides thousands of pre-integrated tests from leading vendors.
Quick Start Tutorial for JobsGroup.net's Niche SitesOllieBoyd
This document is a quick start guide for JobsGroup.net that provides an overview of the site's features to help users fill vacancies. It outlines 10 improvements to the site design that increase exposure and applications for jobs, as well as features to help recruiters and job seekers search for candidates and vacancies more efficiently. Tips are provided throughout for using different site functions like searching CVs, posting jobs, managing campaigns and accessing support.
The document discusses using personality profiling techniques in recruitment and selection. It outlines the objectives of the course which are to give students hands-on experience with recruitment advertisements, profiling techniques, and different interviewing methods. The syllabus includes a comparative study of recruitment advertisements, an analysis of profiling techniques like personality, aptitude and competency, and a study of different interview modes. It also discusses how personality profiling can help assess a candidate's competence, personality traits, motivation and values to see if they are a good fit for the job and company culture.
The document provides tips for optimizing job posts on LinkedIn to better match candidates with job opportunities. It recommends including specific job details like title, location, industry, job functions, skills required, and company description to improve search results and increase the likelihood the job will appear in relevant members' "Jobs You May Be Interested In" sections. It also suggests leveraging connections and sharing posts on other social networks to maximize visibility and find qualified candidates.
The document provides tips for optimizing job posts on LinkedIn to better match candidates with job opportunities. It recommends including specific job details like title, location, industry, skills required, and company description to help the algorithm match profiles to the posting. It also suggests using one's network and LinkedIn groups to promote posts and maximize views from qualified candidates.
The document provides tips on how to master Glassdoor for employer branding and recruitment. It recommends (1) creating and claiming your company's Glassdoor page, (2) encouraging positive employee reviews, and (3) responding promptly to both positive and negative reviews. It also suggests using Glassdoor's paid services like job advertising and enhanced profiles to further promote your employer brand online.
NaukriPremium - Hire talent from premium institutesvridhi chowdhry
This document discusses Naukri Premium, a service by Naukri.com that helps companies build employer brands and reach out to talent from top engineering and MBA colleges in India. It provides details on the potential candidate pool of over 600,000 from these institutes. It highlights key benefits of using the service such as accessing pre-filtered qualified applicants, customizing employer profiles and job postings, and testimonials from recruiters and job seekers praising the relevance and quality of matches. The document encourages companies to use this service to effectively attract top talent from premium institutes.
Naukri apply integrations - Get all applies in your ATS, No dropoutsankur_naukri
The document discusses how companies can improve their application process and reduce drop-offs by integrating with Naukri.com. It notes that 50% of Naukri job seekers now apply through mobile, and mobile applications are expected to reach 55% by 2015. It proposes two solutions: 1) integrating applies directly into a company's applicant tracking system (ATS) so all applications flow automatically with no redirections, and 2) adding a "Apply with Naukri" button to career sites to simplify the process for mobile users. The integration can be completed within 2-3 weeks and would provide companies access to Naukri's database of 37 million registered job seekers.
The document provides tips for using the job search website Simply Hired, including searching for jobs, setting up email alerts, researching companies and salaries, mapping locations of jobs, and utilizing social networks and connections to expand one's job search. It also offers tips for preparing resumes, researching companies and interviewers, practicing for interviews, following up appropriately, and maintaining professionalism throughout the hiring process.
The document describes a career opportunity as a virtual recruiter working with Talent Corner HR Services Pvt. Ltd. As a virtual recruiter, one would recruit candidates for various sectors and levels from the comfort of their home without a boss or pressure. Talent Corner provides training, software assistance, and earns 40% of a candidate's first month salary if they are hired. The recruitment industry is growing and virtual recruiters can earn between 3-5 recruitments per month depending on their efforts. There is a Rs. 5000 registration fee but no other costs.
Sankar Venkatraman, Product Marketing expert for LinkedIn Talent Solutions, will go over each stage in a candidate journey and reveal specific touchpoints where effective recruitment campaigns will work.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
The document provides tips for building an effective talent pipeline. It recommends prioritizing roles that are hard to fill or recruited for repeatedly to increase chances of quick hiring. It also suggests pre-screening candidates for cultural and performance fit through mutual connections and getting hiring manager commitment by explaining benefits like earlier productivity. Additional tips include creating a single source of information to track candidates, treating the pipeline as a community by respecting candidates' time, and personalizing outreach.
12 Tips for a Stunning Talent Pipeline
Imagine having a warm candidate slate at your fingertips for every hard-to-hire role. Make it happen with these 12 tips.
Sparta e-Recruit Services provides businesses recruiting optimization. The service increase the visibility of the job ad to applicants, highlights the culture of the company for applicants, provides a free Applicant Tracking System (ATS), lowers the cost of advertising on job boards and ultimately delivers high quality candidates for the company to consider.
This document is an eBook from Simply Hired that provides guidance on conducting a successful job search. It covers topics like job search strategies, resume and cover letter tips, interview preparation, and following up after an interview. The eBook recommends using job search engines and social media strategically, focusing resumes on accomplishments rather than responsibilities, researching companies before interviews, and following up promptly after interviews via email. The overall goal is to help readers master all aspects of finding a new job.
The document provides guidance on sharpening job search skills, including planning a job search campaign, identifying leads and opportunities, establishing contact with prospective employers, following up, and using example follow up letters and scripts. It emphasizes the importance of following up with employers to determine if your resume was received and reviewed, and continuing to follow up until you receive an answer, interview, or rejection. It also stresses staying organized by keeping a contact log and tailoring resumes when contacting individual opportunities.
Staffing and recruitment process today is more sophisticated than ever. It is no more about opening a position and expecting thunderous response from the most eligible candidates. Relying on a staffing company is what can help you in ways you wouldn't have expected.
Many job postings in the cleared community are pulled straight from the government contract award. While you can’t change the requirements of the job, you do have some flexibility in how you choose to advertise it. Improve your job postings to meet their full potential with these tips.
Maximize the Return on Your Cleared Job Fair InvestmentClearedJobs.Net
ClearedJobs.Net provides employer services for recruiting cleared professionals including resume database searching, job postings, advertising, and hiring events. Their services help employers build a comprehensive strategy for attracting cleared talent. They offer resume searching, flexible job posting packages, hiring events like job fairs and conferences, and advertising options like banner ads and emails. ClearedJobs.Net aims to make the hiring process easy and help employers find qualified cleared candidates.
The document describes the services offered by QCSS, a call center that provides outbound and inbound call center services including lead generation, sales, customer service, and data entry. It details the types of campaigns QCSS supports such as appointment setting, sales, surveys, and help desk functions. It also provides an example call flow and describes the reporting, quality assurance, and information needed from clients to set up a customized campaign.
This document discusses using assessments in the hiring process. It defines three main types of assessments: behavioral assessments that evaluate personality, integrity and cognitive abilities to determine job and cultural fit; skills tests that evaluate specific skills and abilities; and reference checks that collect structured feedback from previous employers. The document explains how each assessment is conducted and the types of questions they can help answer. It emphasizes using the right assessment at the right time in the hiring process, from initial screening to making a final offer. The last section promotes an assessment center product that provides thousands of pre-integrated tests from leading vendors.
Quick Start Tutorial for JobsGroup.net's Niche SitesOllieBoyd
This document is a quick start guide for JobsGroup.net that provides an overview of the site's features to help users fill vacancies. It outlines 10 improvements to the site design that increase exposure and applications for jobs, as well as features to help recruiters and job seekers search for candidates and vacancies more efficiently. Tips are provided throughout for using different site functions like searching CVs, posting jobs, managing campaigns and accessing support.
The document discusses using personality profiling techniques in recruitment and selection. It outlines the objectives of the course which are to give students hands-on experience with recruitment advertisements, profiling techniques, and different interviewing methods. The syllabus includes a comparative study of recruitment advertisements, an analysis of profiling techniques like personality, aptitude and competency, and a study of different interview modes. It also discusses how personality profiling can help assess a candidate's competence, personality traits, motivation and values to see if they are a good fit for the job and company culture.
The document provides tips for optimizing job posts on LinkedIn to better match candidates with job opportunities. It recommends including specific job details like title, location, industry, job functions, skills required, and company description to improve search results and increase the likelihood the job will appear in relevant members' "Jobs You May Be Interested In" sections. It also suggests leveraging connections and sharing posts on other social networks to maximize visibility and find qualified candidates.
The document provides tips for optimizing job posts on LinkedIn to better match candidates with job opportunities. It recommends including specific job details like title, location, industry, skills required, and company description to help the algorithm match profiles to the posting. It also suggests using one's network and LinkedIn groups to promote posts and maximize views from qualified candidates.
The document provides tips on how to master Glassdoor for employer branding and recruitment. It recommends (1) creating and claiming your company's Glassdoor page, (2) encouraging positive employee reviews, and (3) responding promptly to both positive and negative reviews. It also suggests using Glassdoor's paid services like job advertising and enhanced profiles to further promote your employer brand online.
NaukriPremium - Hire talent from premium institutesvridhi chowdhry
This document discusses Naukri Premium, a service by Naukri.com that helps companies build employer brands and reach out to talent from top engineering and MBA colleges in India. It provides details on the potential candidate pool of over 600,000 from these institutes. It highlights key benefits of using the service such as accessing pre-filtered qualified applicants, customizing employer profiles and job postings, and testimonials from recruiters and job seekers praising the relevance and quality of matches. The document encourages companies to use this service to effectively attract top talent from premium institutes.
Naukri apply integrations - Get all applies in your ATS, No dropoutsankur_naukri
The document discusses how companies can improve their application process and reduce drop-offs by integrating with Naukri.com. It notes that 50% of Naukri job seekers now apply through mobile, and mobile applications are expected to reach 55% by 2015. It proposes two solutions: 1) integrating applies directly into a company's applicant tracking system (ATS) so all applications flow automatically with no redirections, and 2) adding a "Apply with Naukri" button to career sites to simplify the process for mobile users. The integration can be completed within 2-3 weeks and would provide companies access to Naukri's database of 37 million registered job seekers.
The document provides tips for using the job search website Simply Hired, including searching for jobs, setting up email alerts, researching companies and salaries, mapping locations of jobs, and utilizing social networks and connections to expand one's job search. It also offers tips for preparing resumes, researching companies and interviewers, practicing for interviews, following up appropriately, and maintaining professionalism throughout the hiring process.
The document describes a career opportunity as a virtual recruiter working with Talent Corner HR Services Pvt. Ltd. As a virtual recruiter, one would recruit candidates for various sectors and levels from the comfort of their home without a boss or pressure. Talent Corner provides training, software assistance, and earns 40% of a candidate's first month salary if they are hired. The recruitment industry is growing and virtual recruiters can earn between 3-5 recruitments per month depending on their efforts. There is a Rs. 5000 registration fee but no other costs.
Sankar Venkatraman, Product Marketing expert for LinkedIn Talent Solutions, will go over each stage in a candidate journey and reveal specific touchpoints where effective recruitment campaigns will work.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
The document provides tips for building an effective talent pipeline. It recommends prioritizing roles that are hard to fill or recruited for repeatedly to increase chances of quick hiring. It also suggests pre-screening candidates for cultural and performance fit through mutual connections and getting hiring manager commitment by explaining benefits like earlier productivity. Additional tips include creating a single source of information to track candidates, treating the pipeline as a community by respecting candidates' time, and personalizing outreach.
12 Tips for a Stunning Talent Pipeline
Imagine having a warm candidate slate at your fingertips for every hard-to-hire role. Make it happen with these 12 tips.
Sparta e-Recruit Services provides businesses recruiting optimization. The service increase the visibility of the job ad to applicants, highlights the culture of the company for applicants, provides a free Applicant Tracking System (ATS), lowers the cost of advertising on job boards and ultimately delivers high quality candidates for the company to consider.
This document is an eBook from Simply Hired that provides guidance on conducting a successful job search. It covers topics like job search strategies, resume and cover letter tips, interview preparation, and following up after an interview. The eBook recommends using job search engines and social media strategically, focusing resumes on accomplishments rather than responsibilities, researching companies before interviews, and following up promptly after interviews via email. The overall goal is to help readers master all aspects of finding a new job.
The document provides guidance on sharpening job search skills, including planning a job search campaign, identifying leads and opportunities, establishing contact with prospective employers, following up, and using example follow up letters and scripts. It emphasizes the importance of following up with employers to determine if your resume was received and reviewed, and continuing to follow up until you receive an answer, interview, or rejection. It also stresses staying organized by keeping a contact log and tailoring resumes when contacting individual opportunities.
Staffing and recruitment process today is more sophisticated than ever. It is no more about opening a position and expecting thunderous response from the most eligible candidates. Relying on a staffing company is what can help you in ways you wouldn't have expected.
Many job postings in the cleared community are pulled straight from the government contract award. While you can’t change the requirements of the job, you do have some flexibility in how you choose to advertise it. Improve your job postings to meet their full potential with these tips.
Maximize the Return on Your Cleared Job Fair InvestmentClearedJobs.Net
ClearedJobs.Net provides employer services for recruiting cleared professionals including resume database searching, job postings, advertising, and hiring events. Their services help employers build a comprehensive strategy for attracting cleared talent. They offer resume searching, flexible job posting packages, hiring events like job fairs and conferences, and advertising options like banner ads and emails. ClearedJobs.Net aims to make the hiring process easy and help employers find qualified cleared candidates.
Prepare for Marketing Automation: 5 Tips to Maximize ROIG3 Communications
View this webinar on-demand at: http://dg-r.co/AutomatedROI
Getting started with marketing automation may seem complicated, but with a little preparation, you’ll see results right away. In fact, 44% of companies achieve a positive ROI within only six months - with a 28% average overall return.
This quick start crash course will give you a 5-step strategy to prepare your organization for adopting marketing automation and help you accelerate your return on investment.
In this webinar, you'll learn:
The three “Must Dos” to get started;
Setting up your pilot lead management program;
Core competencies your team will need;
The 5-step process for creating your first automated program; and
Optimizing and maximizing results with metrics that matter.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
To expand your talent pools of qualified candidates, we recently announced 3 new product updates: Open Candidates, Apply Starters, and Contractor Targeting.
These slides take us through the recent webcast to learn more about these features — along with other recent product enhancements.
An IT staffing agency is a company or organization that specializes in providing organizations with highly skilled and qualified information technology (IT) professionals to fill various roles within their IT departments. These agencies can help organizations with recruiting and hiring full-time employees, as well as providing contract or temporary staff to meet the specific needs of an organization. They can provide a wide range of professionals, including software developers, network administrators, cybersecurity experts, and IT project managers. The goal of an IT staffing agency is to help organizations find the right mix of skills and expertise to meet their technology needs and support their overall goals and objectives.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you a full look at all the Q1 product updates rolling out across LinkedIn Talent Solutions.
Speaker Names:
Lauren Kuemmeler, Senior Customer Success Manager
Tucker Johns, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
How to Hire the Perfect Conversion Rate Optimization ExpertHireQuotient
1. Define Your Goals and Expectations
Before starting the hiring process, clearly define what you aim to achieve through CRO. Whether it's increasing e-commerce sales, boosting sign-ups, or improving lead quality, having clear objectives will help you assess candidates based on their ability to meet these goals.
2. Use a Detailed Job Description
Refer to the job description template provided earlier to create a detailed posting that outlines the skills, experience, and qualities you are looking for. A comprehensive job description will attract candidates who are better suited to your specific needs.
3. Leverage Various Recruitment Channels
Post the job across multiple channels to reach a broad audience. This includes industry-specific job boards, professional networking sites like LinkedIn, and social media platforms. Additionally, consider reaching out to your professional network for referrals, as they can lead to high-quality candidates.
4. Screen Resumes for Key Skills
Look for candidates with a proven track record in CRO, including experience with A/B testing, user research, analytics, and web optimization. Also, consider their experience with the tools and technologies relevant to the role.
5. Conduct Thorough Interviews
Prepare a list of questions that delve into the candidate's experience, problem-solving skills, and understanding of CRO principles. Discuss specific projects they've worked on and the results they achieved. This will give you insights into their approach to optimization and ability to drive results.
6. Evaluate Technical and Analytical Skills
Consider giving a practical assignment related to a common CRO challenge or asking them to analyze a set of data and present their findings. This will help you assess their hands-on skills and ability to derive actionable insights from data.
7. Assess Cultural Fit
Ensure the candidate's work style and values align with your company culture. A CRO Expert who is a good cultural fit will be more likely to collaborate effectively with your team and contribute to a positive work environment.
8. Check References
Speaking with former employers or clients can provide additional insights into the candidate’s performance, work ethic, and impact on previous CRO initiatives.
9. Make a Competitive Offer
Once you've identified the right candidate, make an attractive offer that reflects the value they will bring to your team. Include not just salary, but also benefits, opportunities for growth, and any unique perks your company offers.
10. Ensure a Smooth Onboarding Process
Provide a comprehensive onboarding process that introduces the new hire to your company’s products, services, and marketing strategies. This will help them hit the ground running and start making an impact more quickly.
Read the full article here: https://www.hirequotient.com/how-to-hire/conversion-rate-optimization-expert
How to hire a Marketing Automation SpecialistHireQuotient
1.Hiring a competent Marketing Automation Specialist is crucial for businesses looking to enhance their marketing effectiveness through automation.
2.Clarify Your Needs and Goals
Start by defining the specific objectives and expectations for the Marketing Automation Specialist within your organization.
3.Craft a Detailed Job Description
Use the job description template provided earlier as a starting point to create a detailed and enticing job posting. Highlight the responsibilities, required skills, experience, and qualifications.
4.Utilize Various Recruitment Channels
Post the job across multiple platforms to reach a broad audience. This includes popular job boards, professional networking sites like LinkedIn, and industry-specific forums
5.Screen for Key Competencies
Review applications with an eye for the core skills and experiences that align with the role's responsibilities.
6.Engage the Short-Listed Candidates
An integral part of the recruitment process is engaging the candidates that were shortlisted.
7. Assess the Skills of the Candidate
While the resumes and profiles of candidates may give a general idea of how good a candidate may be, to get a comprehensive idea of a candidate's proficiency, they need to be assessed.
8. Conduct In-Depth Interviews
Prepare a list of interview questions that delve into the candidate’s experience with managing automation tools, developing marketing automation strategies, and achieving marketing goals.
9. Evaluate Leadership and Strategic Thinking
Assess the candidate's ability to lead and develop a marketing team, as well as their strategic approach to automation.
10. Check References
Contact previous employers or colleagues to verify the candidate’s accomplishments, leadership abilities, and impact in previous roles.
11. Make a Competitive Offer
Once you've identified the right candidate, make an attractive offer that reflects the value they bring to your organization.
12. Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new specialist to your company’s marketing automation processes, tools, and team members.
Tips For Developing A Successful Remote Interview ProcessAbishAlathukattil
After 2020, the global workforce shifted from prioritizing traditional interview practices to conducting remote interviews. And we all are aware that an in-person interview is vastly different from conducting interviews via Google meet or telephone. Therefore, when hiring a remote worker for a remote position, hiring managers and recruiters want to ensure that the recruitment process is as effective as possible and the company is hiring the best talent for themselves. Let’s take a look at some tips for developing a successful remote interview process that will get the best candidates for your company.
How to Hire the Perfect Customer Service SpecialistHireQuotient
Here's a comprehensive guide on how to identify and hire the ideal candidate:
Craft a Clear Job Description: Begin by creating a detailed job description that outlines the specific qualifications, skills, and responsibilities associated with the role. Clearly communicate the expectations and the unique aspects of your company's customer service approach.
Leverage Multiple Recruitment Channels:Cast a wide net by utilizing various recruitment channels to attract a diverse pool of candidates. Platforms such as job boards, professional networks, and industry-specific forums can help you reach both active and passive job seekers.
Leverage Technology for Screening: Incorporate technology, such as applicant tracking systems (ATS), to streamline the initial screening process. This ensures that candidates meet the basic criteria and have submitted the required documents. Explore how EasySource's Candidate Discovery Module can help you instantly surface relevant Customer Service Specialists.
Implement Persona-Based Screening: Move beyond traditional keyword-based screening and adopt a persona-based approach. This method allows you to assess candidates based on their fit with the ideal customer service profile, ensuring a more holistic evaluation. Learn more about the advantages of persona-based screening and how EasySource can assist in this process.
Assess Technical and Soft Skills: Design assessments that evaluate both technical and soft skills relevant to the role. Use pre-built or customized skill assessments to validate a candidate's abilities. Explore EasyAssess for pre-built and customized adaptive skill assessments
Conduct Targeted Interviews: Develop interview questions that directly assess the candidate's suitability for the role. Questions should cover communication abilities, problem-solving scenarios, and the candidate's approach to customer service.
Utilize Video Interviews for Efficiency: Implement automated video interviews to efficiently assess candidates beyond the resume. This approach not only saves time but also provides insights into a candidate's communication style and presentation. Discover the advantages of EasyInterview for video interviews.
Prioritize Candidate Engagement: Keep candidates engaged throughout the recruitment process by using communication tools that allow for personalized messaging. Explore EasySource's Candidate Engagement Module for personalized candidate engagement.
Conduct Thorough Reference Checks: Validate a candidate's work history and performance by conducting thorough reference checks.
Streamlined Selection and Onboarding: Once you've identified the perfect candidate, expedite the selection process with a comprehensive offer letter. Introduce the selected specialist to the organization's culture, values, and specific product or service.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-service-specialist
How to Hire the Perfect Customer Service SpecialistHireQuotient
Here's a comprehensive guide on how to identify and hire the ideal candidate:
Craft a Clear Job Description: Begin by creating a detailed job description that outlines the specific qualifications, skills, and responsibilities associated with the role. Clearly communicate the expectations and the unique aspects of your company's customer service approach.
Leverage Multiple Recruitment Channels:Cast a wide net by utilizing various recruitment channels to attract a diverse pool of candidates. Platforms such as job boards, professional networks, and industry-specific forums can help you reach both active and passive job seekers.
Leverage Technology for Screening: Incorporate technology, such as applicant tracking systems (ATS), to streamline the initial screening process. This ensures that candidates meet the basic criteria and have submitted the required documents. Explore how EasySource's Candidate Discovery Module can help you instantly surface relevant Customer Service Specialists.
Implement Persona-Based Screening: Move beyond traditional keyword-based screening and adopt a persona-based approach. This method allows you to assess candidates based on their fit with the ideal customer service profile, ensuring a more holistic evaluation. Learn more about the advantages of persona-based screening and how EasySource can assist in this process.
Assess Technical and Soft Skills: Design assessments that evaluate both technical and soft skills relevant to the role. Use pre-built or customized skill assessments to validate a candidate's abilities. Explore EasyAssess for pre-built and customized adaptive skill assessments
Conduct Targeted Interviews: Develop interview questions that directly assess the candidate's suitability for the role. Questions should cover communication abilities, problem-solving scenarios, and the candidate's approach to customer service.
Utilize Video Interviews for Efficiency: Implement automated video interviews to efficiently assess candidates beyond the resume. This approach not only saves time but also provides insights into a candidate's communication style and presentation. Discover the advantages of EasyInterview for video interviews.
Prioritize Candidate Engagement: Keep candidates engaged throughout the recruitment process by using communication tools that allow for personalized messaging. Explore EasySource's Candidate Engagement Module for personalized candidate engagement.
Conduct Thorough Reference Checks: Validate a candidate's work history and performance by conducting thorough reference checks.
Streamlined Selection and Onboarding: Once you've identified the perfect candidate, expedite the selection process with a comprehensive offer letter. Introduce the selected specialist to the organization's culture, values, and specific product or service.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-service-specialist
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...LinkedIn Talent Solutions
Craig Ringland, LinkedIn
Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!
Key highlights:
Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
This document provides templates and guidance for writing effective job postings. It includes a job posting template, examples of good job postings, and forms for preparing important details about the position and ideal candidate with hiring managers. The introduction explains that the toolkit aims to help recruiters quickly and smoothly manage the job posting process to write better posts and get back time for other priorities. The document then provides guidance on important prep work like defining the position and candidate before writing the posting, and includes templates to capture this information from initial meetings. It also showcases examples of well-written postings and emphasizes crafting compelling descriptions that attract quality applicants.
Similar to Recruiter Pro-Tips for Virtual Cleared Job Fairs (17)
The Applied Research Laboratory at Penn State University conducts research and development to support national security, economic competitiveness, and quality of life. As a University Affiliated Research Center, ARL performs essential research free from conflicts of interest. ARL focuses on innovation, maturation, and implementation of new technologies in defense, national security, and other areas. ARL has addressed critical challenges for over 75 years and functions as a trusted partner to sponsors by taking a mission-focused approach.
CI or FS Poly Cleared Job Fair Handbook | March 6ClearedJobs.Net
This document provides information about several companies attending a cleared job fair, including Accenture Federal Services, AT&T, August Schell, BAE Systems, Boeing Intelligence & Analytics, CACI, and Constellation Technologies. For each company, it lists relevant contact information, a brief description of the company and services provided, and open positions requiring security clearances at various locations. The document encourages job seekers to complete a survey for a chance to win a $100 gift card and provides information on recognizing the top recruiting companies.
The document provides information about a Cleared Job Fair taking place on February 22nd including logistics for job seekers attending:
- An information booth will be available for questions
- A survey will be emailed after the event for feedback and a chance to win a $100 gift card
- The survey will ask job seekers to vote for the companies that provided the best recruiting experience
CI or FS Poly Cleared Job Fair Handbook | February 1ClearedJobs.Net
Accenture Federal Services, Arcfield, AT&T, BDO, General Dynamics - IT, Jacobs, and KBR were recruiting at a cleared job fair on February 1, 2023 from 2-5:30pm at the Westin Tysons Corner. The document provided information on each company, positions they were hiring for, and location requirements. Attendees were asked to complete a survey to provide feedback on the recruiters and be entered to win a $100 gift card. Eleccion, ManTech, and VTG Defense were not participating in-person but would receive resumes.
The document provides information about an upcoming cleared job fair hosted by All Clearances Virtual on November 15th from 2-5pm ET. It lists the logistics of the event, including an information booth, resume review booth, post-event survey where participants can win a $100 gift card, and recognizing the top companies as "Best Recruiters" based on participant surveys. It then provides profiles of several companies, like Amentum, General Dynamics - IT, GovCIO, L3Harris Technologies | Space & Airborne Systems, and Leidos that will be present at the job fair and are hiring for various cleared positions.
CI or FS Poly Cleared Job Fair Handbook | November 2ClearedJobs.Net
The document provides information about a cleared job fair to be held on November 2nd in Tysons Corner, Virginia. It includes details about activities at the job fair such as completing a survey for a chance to win a gift card and getting quick resume reviews. The rest of the document profiles 15 companies that will be present at the job fair, providing brief descriptions of each company and lists of open positions requiring security clearances.
The document describes Envisioneering, Inc., a small business that provides scientific and engineering services to the US military across areas like directed energy, sensors, and logistics support. It has 30 years of experience meeting national defense and technology development needs through a team of experts. The company values technical excellence, integrity, and providing responsive, cost-effective solutions to help customers meet their needs. It strives to support employees through competitive benefits and opportunities for growth.
The document provides information about the National Cyber Summit Job Fair taking place on September 20th in Huntsville, Alabama. It includes details about the event logistics like a job seeker survey to provide feedback and enter to win a prize, resume review sessions, and a floorplan listing the employer booths in attendance. Several employers like Agile Defense, Air Force Civilian Service, Arcfield, BAE Systems, CAE USA and others are highlighted with brief descriptions and current job openings requiring different security clearances.
CI or FS Poly Cleared Job Fair Handbook | September 7ClearedJobs.Net
This document provides information about a cleared job fair, including logistics for job seekers attending the event. It also profiles 13 companies that will be present at the job fair, listing some of their open positions that require security clearances. The fair is on September 7th at a hotel in Maryland and encourages job seekers to complete a survey for a chance to win a gift card.
The document provides information about a cleared job fair, including logistics for job seekers attending. It outlines that job seekers should complete a survey for a chance to win a gift card and can vote for the best recruiters. It then profiles 13 companies attending the job fair, listing open positions requiring security clearances at each company.
The document announces an all-virtual cleared job fair on July 19th from 2-5pm ET, providing information on the information booth, resume review booth, post-event survey where participants can win a $100 gift card, and how participants' survey responses will determine the "Best Recruiter."
CI or FS Poly Cleared Job Fair Handbook | June 7ClearedJobs.Net
The document provides information about a cleared job fair taking place on June 7th from 2pm to 5:30pm at the Westin Tysons Corner. It includes logistics for job seekers such as completing a survey for a chance to win a $100 gift card, resume reviews on a first come first served basis, and recognizing the top recruiting companies as voted by job seekers. It then provides information about 10 companies that will be present at the job fair, including their location, security clearance requirements, and open positions.
GovCIO is a government IT company that was founded by a Navy veteran and consultant to bring fresh ideas to government IT using agile methods. They deliver high-value IT solutions and services to transform how government works for customers like the US military and Health and Human Services. GovCIO has grown from two founders at a kitchen table to over 2,000 employees while maintaining their founding mission and culture of prioritizing customers. They are hiring for various IT positions across the country.
CI or FS Poly Cleared Job Fair Handbook | May 4ClearedJobs.Net
This document provides information about a cleared job fair being held on May 4th from 2-5:30pm at The Hotel at Arundel Preserve. It outlines the logistics of the event including opportunities to complete a survey for a chance to win a gift card, get resume reviews, and vote for the best recruiter. It also includes brief descriptions and contact information for 13 companies that will be present at the job fair, such as AT&T, BAE Systems, Ball Aerospace, CACI, COMSO, and General Dynamics, who are hiring for positions requiring security clearances.
The document provides information about a cleared job fair being held on April 13th from 2-6pm at the Westin Tysons Corner hotel. It lists some of the logistics and services available at the fair, including completing a survey for a chance to win a $100 gift card, getting resume reviews from recruiters, and voting for the best recruiter. It then provides brief descriptions of 10 companies that will be present at the fair, including the types of jobs they are hiring for and the security clearance levels required.
CAE is a leading training company looking to add talent to develop innovative training solutions. They provide integrated hardware, software and instructor services for military aircraft like the B-2, C-130, F-16, KC-135 and MQ-9. CAE has locations in Florida and Texas and seeks qualified applicants from various backgrounds like engineering, cybersecurity, and program management. Open roles include positions in software, systems engineering, business development and program management.
CI or FS Poly Cleared Job Fair Handbook | February 9ClearedJobs.Net
The document describes a cleared job fair taking place on February 9th from 2-5:30pm at the Hyatt Dulles hotel. It provides logistics for job seekers including completing a survey for a chance to win a $100 gift card, resume reviews on a first-come first-served basis, and voting for the best recruiter.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Why you need to recognize your employees? (15 reasons + tips)Vantage Circle
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
1. Recruiter Pro-Tips for Virtual Cleared Job Fairs
Follow the links in the invitation email to register for the event.
Complete your Booth Representative profile, keeping in mind that
your responses and photo will be visible to candidates.
Save time during the chat by drafting a few talking points in a text
document, both questions to ask as well as answers to candidate
FAQs:
1. Write a greeting that you can use for each job seeker, such as
“Welcome! What specific positions do you have an interest in?
Please give me a moment while I review your resume.”That keeps
the job seeker engaged and lets them know what you’re doing.
2. Compose any standard questions that you plan to ask each candidate to efficiently pre-screen.
3. Develop a graceful exit sentence for all candidates, including those who aren’t the right fit.
4. Determine your standard next step process for quality candidates. Will you be handing off top
candidates to a hiring manager for an immediate interview? Have email addresses handy for any team
members you might want to pass candidate information on to.
5. Your contact information for job seekers who may want to follow up.
Before the Event
ClearedJobs.Net Employer Services
Resume
Database Search
Job Posting
Packages
Job Fairs
Advertising and
Brand Building
We can combine these services to deliver a comprehensive solution to meet the goals of your security
cleared talent acquisition strategy.
Quickly Find Higher
Quality Cleared Talent
How We Attract
Cleared Talent
How We Are Different
2019 Services Rates
Resume Database Searching:
(price per user license)
Job Posting Packages:
Term and bundled discounts available
For more information, please contact Sales
703.871.0037, Option 3 Sales@ClearedJobs.Net
Easy to use search function
gives you UNLIMITED
Resume Views to thousands
of cleared candidates.
Flexible Job Posting
packages let you refresh
and replace your jobs
with no additional cost.
Face-to-Face hiring
events introduce you to
cleared professionals at
Cleared Job Fairs® and
cyber security professionals
at Cyber Job Fairs.
Banner Ads and Direct
Email Messages give you
direct exposure to cleared
professionals in the defense
and intelligence communities.
Resume Search Agents
Automatically deliver security-cleared
candidates matched to your specific
job requirements – every day!
Resume Folders
Help you conveniently organize
saved candidates
Digital Notes
Keep your notes and comments
with each resume
OFCCP Compliant
Resume search, job posting and
record keeping tools
Candidate Military Service Indicator
Supports veteran hiring
Direct Hire Cleared Facilities
Employers Only
Headhunters are not allowed to use
our services, so you won’t receive
resumes from perm placement firms
that use your same database.
Flexible and Accommodating
to Our Customers’ Needs
Tell us what you need and we work
with you to provide the customized
solution you need to find the right
security cleared candidates.
Customer Service Focused
A dedicated Customer Service team
is available to answer your questions
and provide you with training and
technical support. Contact them at
703.871.0037, Option 5, 8am to 6pm ET.
Social Media & Networking
ClearedJobs.Net has built a strong
community of security cleared Job
Seekers online through LinkedIn,
Twitter, Facebook, and many other
social networks.
Military Job Fairs & Military
Transition Classes
Our presence in the veteran community
is strong. We take an active role
in supporting our transitioning
military moving to the private sector
by attending military job fairs and
teaching at transition classes.
Advertising & Newsletters
We advertise online via search
engines, aggregators, media outlets,
and more. We provide meaningful
career content sent directly to
candidates through social media,
and videos to aid them in their career
searches. New Hiring Employers,
featured jobs, and important industry
events are part of the regular flow of
information presented.
Industry Events & Conferences
ClearedJobs.Net sponsors
conferences and industry events
to include providing speakers,
professional resume reviewers,
and career mentors.
3 Months................
6 Months.................
12 Months..............
1 Job Spot - 30 days.......
3 Job Spot - 30 days.......
5 Job Spot - 30 days.......
Maximize Your Cleared Job Fair Return on Investment
Before the Event
Hiring events are an effective part of a successful cleared recruiting and brand building strategy. But you need to be
sure your team is properly prepared to make the most of your investment.
Get Prepared Be Successful Follow Up
1. Determine your goals
Do you want to make on-the-spot offers?
Schedule interviews for a later date?
Whenever possible we provide a private
interview room so in-depth interviews can
take place on-the-spot and you can take
advantage of the moment. That’s why we
encourage you to bring hiring managers,
and provide you with an electronic pre-
registrant resume file one week before the
event.
2. Organize your branding
The materials and displays you send to the
event need to fit in an 8’x 10’booth, along
with your staff. Some employers over-
banner their booth, and typically one is
enough to meet your needs.
Consider having a handout that conveys
your unique selling proposition. Maybe you
offer better benefits than your competition,
a unique corporate culture, a broad range
of contracts that allow for growth, etc. You
want to be sure that whatever makes you
better than your competition stays with
candidates of interest.
Giveaways seem to be a race for the next
great thing. Just keep in mind usefulness
and shelf life, which is the main purpose of
a giveaway – to stick around long enough
that your brand is imprinted in the job
seeker’s mind.
3. Review the Details Email we send for
Logistics
ClearedJobs.Net sends you two Details
Emails with event logistics 16 days prior,
and then one week prior to the event.
These emails contain comprehensive
information about the event that you can
share with your team.
4. Determine who will represent your
company
As you plan for your company’s presence,
keep in mind some strategies for success.
Always send at least two representatives so
your attendees can eat, take a break, and
take a moment to relax without leaving
your booth unattended.
A mix of recruiters and hiring managers is a
good strategy, and you may want to have
your reps work in shifts. Be sure not to have
too many representatives staffing your
booth at one time. Having more than 3-4
company reps in your booth at once leads
to a wall of representatives that may be
intimidating for candidates. And there’s just
not that much room!
5. Prepare your staff to think beyond
their specific needs
Talented candidates may have interest
in positions that are not directly handled
by the company representatives at the
event. You don’t want to lose those folks,
so how will you make sure they have
a good experience, receive pertinent
details, and know whom to follow up
with? Don’t miss the opportunity and turn
talented candidates away because your
representatives are not properly informed
beyond their specific and immediate
needs.
Your results can vary greatly depending on
the talent of the staff attending the event.
6. Share the word about your event
participation
Use your communication and social media
channels to publicize that you’ll be at the
event and ready to talk to qualified talent.
Help us amplify the message and the event
will be a greater success for you.
We promote the event on Twitter,
Facebook, LinkedIn, and Instagram, so
if you or your team are active on those
platforms please spread the word.
7. Contact Job Seekers before the
event
After we send the pre-registrant file one
week prior to the event, we encourage
you to contact job seekers of interest
and encourage them to attend. That
extra touch from you can help determine
whether or not they decide to brave the
traffic, rain, heat, cold or other obstacles
that may make them decide not to come
the day of the event.
8. Take advantage of our offer to set up
candidate interviews for you
We also encourage you to take advantage
of our offer to preschedule interviews
for your on-site team. Send us up to 5
potential candidates and we’ll do the
legwork to try to set up interviews for you.
9. Send us your job titles
Be sure to send your job titles for positions
you want to publicize at the event to our
Customer Service team, and they will
upload them for you. The sooner you
share those with us, the more visibility
they receive. Some employers prefer job
or skill categories vs specific positions if
the number of positions you have to fill is
numerous. That’s okay too.
Brazen is web based so
downloads aren’t necessary.
• Here’s a service check link
to make sure you can access
the event without firewall or
other issues.
• Use an updated browser.
We recommend Chrome but
Brazen works with the most
updated versions of Firefox,
Safari and IE or Edge.
• Log on 15 minutes early
to ensure no technical
issues. If you do run into
technical issues, email
repsupport@brazen.com.
• Be sure you’ve got a strong
internet connection.
Tech Check
Visit ClearedJobs.Net | customerservice@clearedjobs.net | 703-871-0037, Option 3
Recruiter
2. Visit ClearedJobs.Net | customerservice@clearedjobs.net | 703-871-0037, Option 3
• Greeting – During your first chat, create a Greeting found in the upper left. Include an open-
ended starter question and let the candidate know that you’re reviewing their resume. Each chat will
automatically start with that greeting, giving you time to review the candidate’s profile and resume.
• Time Left – Keep an eye on the amount of time left during your chats. Chats range from 8-12 minutes.
• Turn up your volume so you can hear the notification when
you are connected with a candidate.
• Click the Available to Chat button when you’re ready.
If nothing happens right away, that just means there aren’t
any candidates waiting in line.
During the Event
• Multi-chat – It’s best to start out chatting with one job seeker at a time, unless you’re experienced or
until you’ve gotten your feet wet. That provides a better candidate experience.
• SmartQueue – If your company set up SmartQueue booth screening questions, click to view candidate
responses.
• Snippets – Save the questions/FAQ answers you prepared earlier as canned responses. In addition to
helping you spend less time typing, this creates more consistency among your candidates’experiences/
responses, and helps you ask questions better suited for text-based chats.
3. Visit ClearedJobs.Net | customerservice@clearedjobs.net | 703-871-0037, Option 3
• Extending Chats – You may extend a chat once by 2, 5, or 10 minutes. We recommend you avoid
extending too much. The goal is to quickly assess as many candidates as possible and to schedule follow-
up or pass on top candidates. You can only extend a chat once. If you do so, extend for the full 10 minutes.
• Ending Chats – Chats will end when time runs out or if either party clicks the End This Chat button.
If you’re interested in a candidate, before the chat ends, communicate next steps or even schedule an
interview. For candidates who are not a good fit, feel free to use your graceful exit and end the chat early.
• Next Steps – After each chat, give your candidate a next step and couple of notes before moving on to
the next candidate. You can also fill in additional notes and take follow up steps after the event is over.
• If you need to take a break – Once you update your notes for a candidate and click finish, you’ll
immediately get the next person in the queue. If you need a moment to collect your thoughts, do that
before finishing the rating. Or, while in an active chat, uncheck“Available to Chat.”Then once your current
chat finishes, new chats will not start until you toggle back to available.
After the Event
• Finish any follow-up notes you didn’t get to while the conversations are fresh in your mind. You’ll have
access to chat history for two weeks following the event.
• Use the follow-up features under History to email the candidate or forward to another recruiter/hiring
manager.
• Be sure to complete the Survey we’ll send you after the event. We value your input! Your feedback helps
us provide a better event experience.