Recruiters will be faced with more resumes for each job positions than they can possibly deal with. Imagine having to work with 500 resumes for one job position and sorting through to the best fitments within slated time lines. This same recruiter is used to working with 50 – 70 resumes for a given target position. It is possible that the market pressures have gotten to recruiting teams as well – their requests for additional hands and tools may not be well received. Everybody is looking to do more with less. What this means, is that your resume needs to survive a few filters before a human being would open it. Effectively, you need a two-part job search strategy. (1) Getting your resume to the recruiter and (2) getting your interview with the hiring manager or job order owner.

An overwhelming number of recruiters are headed for online recruitment. There are very few recruiters working in specialty areas who are still managing without online recruitment. Even these recruiters could be using offline recruitment tools that would pose similar tests to your resume – as online recruitment. Question is, will you resume show up? What should be done to have your resume show up right on top? If it does show up, will your recruiter feel like reading it and will it go to the hiring manager? Will your hiring manage find it motivating to get you to the interview? Will your resume bring your skills to the spot light in the interview?

1. Read several job orders for your skillsets and come up with phrases that are most commonly used – you need to infuse them into your resume
2. While it is easy to pick up buzzwords for your job position from the internet, it makes sense to use phrases that your prospective recruiter has already put into the job order
3. Do not use jargons that are known only inside your company or division – these are not going to be searched on
4. It is good to look up sample resumes on the internet or from your colleagues, so long as you do not lose the originality of your resume
5. If you are stating your objective in the resume – take the time and write something of your own, let it breathe your professional personality and be humane. Recruiters hate to read clichéd objective blurbs
6. Quantify your work experience so that your recruiter and your hiring manager get a hang of your ability to deliver results – an in a changing economy ability to deliver results is worth its weight in gold (or should we say oil, crude oil, oh so crude)

Here are some sample job positions and the important key phrases that go with them
Financial Analyst / Senior Accountant
* BS in finance or accounting with 4 years of experience or
* MBA in related field with 2 years of relevant experience
* accounting
* financial reporting
* financial statement
* Excel

* accounting
* financial
* trend analysis
* financial statement
* results analysis
* trends
* strategic planning
* develop trends
* financial modeling
* personal computer
* microcomputers
* DCF
* presentation skills
* team player

While it can be difficult to give definitive lists of keywords and concepts, it is possible to give you samples of actual keyword searches used by recruiters Be sure that you list only experience you actually have. Do not include these keywords in your résumé just because they are listed here.

Business Manager
* BS in engineering or computer science
* 10 years of related engineering and/or manufacturing experience
* strategic planning
* network
* product management
* program management
* business plan
* line management
* pricing
* team player
* CAM
* marketing
* product strategy
* vendor
* general management
* OEM
* profit and loss

Business Operations Specialist
* bachelor’s degree
* 4 years of related experience
* production schedule
* project planning
* ability to implement
* CList
* data analysis
* off-shift
* team player
* automation
* ability to plan
* customer interaction
* VM, CMS, JCL
* REXX, UNIX
* MVS
* analytical ability
* customer interface
* network
* skills analysis
* automatic tools

Senior Software Engineer
* BS/MS in engineering, computer science or closely related field
* 8 to 9 years of experience
* C++
* customer
* hiring/firing
* prototype
* structured design
* code development
* DASD
* methodology
* real time
* supervision
* communication skills
* experiment design
* problem solving
* software design
* testing
Secretary
* high school education or
equivalent
* 5 years of experience
* typing skill of 55–60 wpm
* interpersonal skills
* oral communication
* administrative assistance
* clerical
* data analysis
* file maintenance
* material repair
* PowerPoint
* project planning
* reports
* screen calls
* troubleshoot
* answer phones
* communication skills
* document distribution
* mail sorting
* Microsoft Word
* presentation
* publication
* schedule calendar
* secretarial
* appointments
* confidential
* edit
* material
* policies and procedures
* problem solving
* records management
* schedule conference
* telephone interview

OK quit kidding, Dr. Sullivan’s just making a list of recruitment trends. And, here is how his recruitment forecast aligns with GoRecroot features (or is it the other way around?)

Upgrade employment branding: Now if you are not Google, GE Facebook, Tata or Sodexo - you need a brand building strategy. You can invest loads of time on brand building and advertising. Or, you can buy yourself a GoRecroot Spot lighter.

GoRecroot has the best recruitment - employer branding strategy packaged and served haute. And by that we refer to the following specialty recruitment advertising features:
1. Photos, images in your advertisement
2. Audio clips - your recruiter or hiring manager talks to the candidate
3. Video slots - show’em around the work place for, “work” is the biggest remuneration (ask Google)
4. Distribute your job orders - Widget’em, show’em on the internet

Reinvigorating referral programs: Highest volume and quality of candidates comes from a well designed employee referral program. We take it a step further. At GoRecroot you can share your job order with pretty much anyone in your address book. You can also gift wrap you job order into a nice widget and put it anywhere on the web - be it Facebook, MySpace, Orkut, your Intranet, Corporate portal, Blog, link in an email, SMS (we can go on). Interesting point is all the resumes that get referred to, collect at a single web dashboard for you to crank your recruitment intelligence engine.

Renewing the focus on quality of hire. Absolutely. We love Dr. Sullivan for saying this. We also love Lou Adler for predicting the end of the transactional model of recruiting (that means just dumping all job orders and a million resumes into one basket and let you to figure out the resulting mess).

You should try a resume search at GoRecroot now. We should not be calling it “search” for it is mapping of resumes to job orders. Very soon you will get ranked resumes - ranked for fitment basis parameters that you believe are most relevant.

Utilizing social networks. We do not want to say much on this one - just go to www.GoRecroot.com and pick up “useful links” from the footer.

Utilizing video. While it may be hard for some to fathom, 1:1 and 1:many video has become a very popular communication medium, surpassing all other forms of Internet traffic. Second only to employee referrals, the most impactful tool for effectively demonstrating the excitement and passion at a firm is online video. If a picture is worth a thousand words, then moving pictures demonstrating what it’s like to work at your firm would have to be “priceless.”

GoRecroot has video slots included in the following places:
1. Resumes
2. Job orders
3. Employer - recruitment advertising slots

Wait - do not run for your video recording software. Face some nice light, light up with a smile, get your web cam to look at you and you record online. You need to try it to tell your friends that video recording online is like popping corn.

Using mobile-phone recruiting. Yes, you must recruit on the move. From your mobile phone browser go to http://www.JobsandResumes.mobi and here you can:
1. Create a quick resume
2. Create a job order
3. Check out responses to your job order
4. Check out responses to any of your ad slots

Revitalizing corporate jobs page. As much as your traditional recruiter will be against your corporate jobs pages branding, this is a must do. Before you head off to find programmers who can do this for you, here is an idea:

Make job orders with video in GoRecroot - wrap them up as a widget - take a link of the widget and post it in your career site. Your career site is now audio - video enabled. Do not forget to brag how you “AVI” enabled your career pages over your tea break.

Recruiting globally. Recruiting managers are beginning to learn how to differentiate multi-national recruiting from true global recruiting. Key focus areas include global sourcing, globalized websites, and globalized employer referral programs. This is really a no brainer: GoRecroot brings together 10 million global job positions and, that in turn brings millions of global job seekers. Try your talent sourcing at GoRecroot and your global recruitment strategy is in place.

Dr. John Sullivan is a well-known thought leader in HR. He is a frequent speaker and advisor to Fortune 500 and Silicon Valley firms. Formerly the chief talent officer for Agilent Technologies (the 43,000-employee HP spin-off), he is now a professor of management at San Francisco State University. He was called the “Michael Jordan of Hiring” by Fast Company magazine. You can read his recruitment trends forecast here

Or you can swing into action by going here

How will you survive the economy slow down, recruitment freezes? What should you do to grow your business into new sectors and, into new markets? Will your business be muscled out by big brand career sites and business monsters? NO. Not with GoRecroot (www.GoRecroot.com)

Let’s face it, you are in a challenging profession. You create careers and impact lives in a positive way. When the going gets tough, you get going. You are progressive, you adapt to changing business weather, you drive results for yourself and for the clients who depend on you.

————————————————————-

WORLD CLASS PROGRESSIVE RECRUITING

————————————————————-

Here are a few things that can take you into world class progressive recruiting.

STOP paying for resume access – for what is out there on the Internet, need not be paid for
Searching for resumes is a WASTE of your time, START resume MAPPING, RANKING
You need to multiply results from your job advertisements – go for specialty ads & branding solutions
Get powered by multi media – let your candidates hear your voice, and see your video
You must be a busy professional – why not do business from the mobile – Go to www.JobsandResumes.mobi

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GoRecroot value pricing for online recruitment solutions

———————————————————————–

GoRecroot subscription model pricing starts at as low as Rs. 1,600 for a year

Free access to resumes

Free ad slots included

Free access to mobile recruitment toolbox

GoRecroot multi media ads & branding solutions starts as low as Rs. 1,100 for a month

Change the ad frequently to get more returns

Free audio slot and video clip in your ads

Free job position distribution widget

—————————————————————–

Satisfaction guaranteed [or] YOUR MONEY BACK at www.GoRecroot.com

—————————————————————–

Global recruiting methods are changing. Here are POWER packed GoRecroot features to take your career GLOBAL:
>> SMS 98419 80957 (India) NOW and get started. Send us an SMS with your key skills and your email ID. You will get a free GoRecroot job seeker account with matching, USA, Europe, Asia jobs included

>>QUICK RESUME. Easiest way to get started on your global job search. Takes less than one minute to fill in essential information and launch your career

>>Job search on your MOBILE PHONE. Try a job search from your mobile phone. Visit www.JobsandResumes.mobi

>>STOP using old resume templates. Recruiters have changed their resume search methods.

To make sure that your resume get the BEST RESPONSES

(1) Use the GoRecroot resume template
(2) Include your photo, voice clip and video spot in your resume
(3) GoRecroot has online voice and video recording for you

We all know that the offline recruiters (staffing consultants) business is fragmented. No one comes out with a Top 10 recruiters of the world – because there are too many recruiters and too many specialist recruiters at that. How come, in the online recruiting world, we get a Top 10 list published every now and then. It cannot get more funny than this list (we will not name names) that had a job database (portal if you would), an application tracking system and a web 2.0 online recruitment “platform” all in the same list.

Will I, putting on a the cap of a hiring manager or a human resource manager, make the choice of recruitment partner because that firm is in some top 10 list? So, I guess, I shouldn’t be joining an online recruitment service because it is in the top 10. Particularly because online recruitment is more than a decade old and, there are the old job databases and the new online recruitment platforms. Also because, online recruitment has changed since the monsters and the goliaths arrived. Talking goliaths, here is an interesting test of the on going “david vs goliath” in the online recruitment space.

Keyword traffic estimators have an interesting insight for us. “Resumes” or “Job search” are popular searches on the internet. “jobs” as a search will throw out a billion results. No kidding, a billion results. Fantastic, how ubiquitous is the Internet? A billion pages for results? Or, damn silly, if I want to get serious about my career, I would not be entering an ocean with something as vague as “jobs”. I would be a bit more specific, such as: “jobs + writer + blog + milan”

Now, I put my hiring manager cap back, I would not search for “resumes” either. I would go with “job resume mapping” because I am looking for much more than resume access. I know that the internet has more than 40 million resumes out there. I do not want just vanilla access to resumes. I want my preferred online recruitment destination to bring some recruiting intelligence.

Now you go back to your favorite search engine and ask for “jobs” and “talent sourcing mapping” In the former list are Goliaths and the latter are the progressive online recruitment platforms. Coming to think of it, why are the goliaths spending so much for search engine positions for “jobs”, they can be old world job portals, but they are not going to burn a hole in their marketing for a vanilla keyword such as “jobs.” May be, just may be, their target audience is not specific about their careers. Progressive career oriented job seekers are logging out of old world job portals. They are probably tired of mailboxes getting flooded with irrelevant job maps based on keywords.

Lou Adler is prophesying the end of the traditional job portals for the same reason.

For Recruiters
Be at two places at once: An important talent sourcing to be initiated and meeting with a long term client - Hard to choose ? Do both with GoRecroot mobile recruiting.

For Job seekers
Busy work week, limited time to get to an important career step to be planned - create a quick resume and get your job search started

Spot lighter – specialty employer branding, recruitment advertising solutions
Tracting for your employer branding or recruitment advertising on your mobile. Responses to job postings and essential yield information available as Ad views

At GoRecroot mobile, you can:

Join GoRecroot – it is real quick and easy. All you need is your email ID for communication. Get started with a free membership and check out subscription pricing to derive more power.

To join, type in your email address, set a password and re-type the password as confirmation. GoRecroot terms and conditions apply

Sign in to your account at GoRecroot– if you already have a GoRecroot account. Use your sign in email ID, enter the password and you are ready to go Recroot.

Resume search or talent sourcing from the mobile – create a easy job order and get mapped resumes

Job search Career planning step 1 from your mobile – create a quick resume and get mapped job positions

Job order tracking JO (Job order) views is the total number of visits to your job order. This is counted from the date of posting of the JO at GoRecroot. This includes web, mobile, and widget views.

Resume response tracking Views is the total number of visits to your resume. This is counted from the date of posting of the resume at GoRecroot. This includes web, mobile, and widget views.

Favorites – You can mark specific job orders or resumes as favorites. You can then track activity on these favorites. With favorites, you can get to targeted information in quick time.

Visit www.JobsandResumes.mobi

Try GoRecroot mobile at the Mobile simulator here

Job vs career: This can look like a mere play of words. Let us demarcate before we get into career planning mode. A career is the pursuit of a lifelong ambition or calling. A job is a stint of employment.
You can say, that a career is a collection of job stints. Yes, with one important underlying condition: that you allow good amount of time in each stint, and all stints come together to make a coherent plan. “Good amount of time in each stint”, “What is good amount of time?” – This varies with each job seeker, the company, the sector or domain that you are working on. Overall, we can say, that it is enough time so that you have learned and delivered results. However, if you keep building your career in stints, somewhere it can start looking ugly. Too many odd sized building blocks, different colors, pointing at different directions, do not build a useful structure.
Steps to creating a career plan:

1. The most important factor in creating a career plan is to determine your interests and skills. This is an important first step. Be sure that your interest comes from deep within and it is not hugely influenced by extrinsic factors.

2. When you think in terms of skills, try and get to an abstract level. Also, look at skill sets and not specific skills in isolation. You need to put together basket of skill sets that can complement each other and deliver a business result.

3. Let us qualify our interest with this example: I am skilled at inter personal relationships – let us break this down now. Am I good with communication? Can I communicate beyond medium of expression? How about languages? Which are relationship equations that I can handle well? Where do I fail? What I have learned in the last 2 weeks or a month, in this space. If you want to portray “inter personal relationships” as your core strength, you better evolve that by the week if not, by the day.

4. Once you have listed out skill sets (not isolated skills, but a set of skills that can work together), re-visit your interests. Is there a clear mapping? Repeat steps 1, 2, 3 & 4 until you arrive at a clear set of interests (which I could convert to a career plan) and mapped skill sets (with which I can deliver an impact in my career plan of choice).

5. Now you are ready to search for jobs. Just search, not apply yet. Read a bunch of open job positions, preferably global to start with, then narrowing down to target geographies. Each open job position lists requirements in terms of skill sets. See how this maps to your interests and skill sets. Now you are mapping your interests and skill sets to the job market out there.

6. Once you have short listed job positions – fast forward, 2 years, 5 years, 10 years, 15 years. Let us say, I map my skills to become a search engine optimizer. What do I become in 2 years, or 10 years. The answer is not: Search engine optimizer with 2 years or 10 years experience. You need evolve. Go ahead, search for resumes “search engine optimizer, 2 years or 10 years experience” – think if you can see yourself doing this.

7. You now have a career plan that maps, interests, skill sets, market opportunities and has some visibility into the future.

8. Reality is that there will be gaps. Your interests and your skill sets may not match on step one of your career. How well you bridge these gaps, and in what time frame is your pursuit. In addition, we should make provisions for levels of skill sets. As we see in this example: I am good with college foot ball, am an average player. I want to make it big – and here are skills that I need to improve: sporting temperament, tactical and fast running and so on.

9. An ideal balance point is when your job position, your career plan, your interests and your skill sets are in harmony. You will feel it when you have it – when you smell it, remember to make the best out of it. These can last for a few months or years. But, you should make these times a hallmark of your productivity and accelerate. When accelerating you are proactively disturbing this balance. The objective is to reach a higher level and regain the balance.

10. Try and conduct the above process over a few days if not weeks. When you have the conviction, pack it into your resume and, remember to show it in the interview.

Your business is focusing more on bottom line reality and less on top line activity. You need to do the same for your recruitment metrics: it is not the number of resumes, the number of phone calls or email, or even the number of interviews anymore. What matters is the number of positions filled and quality of hires. You created a job order over the weekend and have your mailbox flooded with responses. Are you thrilled? You should not be, in 2008 and moving forward.

What would be of relevance is how many of these resumes map to your job order. Your old recruitment toolbox (job portals, application tracking, and communication out reach) is designed to get you quantity without quality. If you are investing your time in resume data processing, you need to log out of this fool’s paradise now. Big biller recruiters have already exited the job board game.

Here are 5 aspects needing recruitment value creation and focus:
1. Time, cost savings, value creation with quality of hire
2. Specialized employment advertising and recruitment branding solutions
3. Trust building and interactive outreach methods to attract top notch professionals
4. Focus on and generating interest from quality, passive job seekers
5. Full utilization of your time, you cannot afford to be data processing

Focus is going to be on bottom line reality: value creation. Here are some examples of how GoRecroot’s features deliver value in online recruiting:

–GoRecroot has specialty recruitment advertisements and employer branding solutions. This means, you can stop relying on conventional banner ads that work like black boxes. GoRecroot ads and branding solutions inculcate how quality job seekers approach new job opportunities and how they communicate.

–Old world flat file searches based only on keywords deliver quantity and not quality. You could get quantum of preliminary results, but very little in terms of positions filled. GoRecroot approaches talent sourcing as mapping of job orders to resumes. GoRecroot’s intelligent talent mapping algorithm means tremendous time and cost savings. With this intelligent mapping, focus on well-mapped prospects and get to results faster.

–GoRecroot has a mobile recruitment toolbox available at www.JobsandResumes.mobi. You can sign up for free, create a job order, and initiate your talent sourcing. Do not be tied to your desk, go head hunt, go recroot.
About GoRecroot
For recruiters, GoRecroot (gorecroot.com) focuses delivering functionality value primarily through (1) recruitment ads (2) employment branding solutions (3) jobs to talent mapping (4) recruitment community value additions. Multimedia (audio, photo, video) enabled, multi modal (browser access, mobile access and downloadable thin client), multi geo (covers 100+ main geographies around the world), multi domain (over 40 business sectors and over 5000 sub sectors). GoRecroot payment processing is secured and powered by Google and PayPal. Subscription pricing for GoRecroot is linked closely to functional value delivered.

www.JobsandResumes.com is GoRecroot’s mobile recruiting toolbox.

About the GoRecroot Team
The creators of GoRecroot have been in talent sourcing and mapping since the 90s and have worked closely with recruiters and job seekers around the world. The intelligence behind GoRecroot is derived from hands on experience fulfilling scores of different job positions. The creators have their ears to the ground and have been listening closely to recruiter pains and tribulations. GoRecroot intends to continue its close-knit association with recruiters and thrives to play an active role in getting more progressive recruiters to the big biller club.

Press contact:
Gracer Motha
help [at] gorecroot dot com
www.GoRecroot.com

On one hand, gurus like Adler are snubbing transactional models in job boards. On the other hand web pundits are dumping social networking sites. Just to save us the clutter we put together a simple wish list. Like always, we want the best of both worlds - progressive recruiting tools, social networking based passive candidate reach out, and more.

Online recruitment is growing at (up to) 40% - so we want online recruiting. Off line work flow tools, we would like to avoid. We want web based accounts so that we can work together with as a team, with peers and with customer teams. Collaboration is the key.

Job order posting has got to be easy. As much we truly accept that garbage in - garbage out, still holds good for computing, we want to get started easy. We want easy job orders that can be filled up in less than a minute. Get us started.

We want a powerful recruitment tool box and web dashboard to run our business

We want interactive job orders, we want to talk to job seekers through our online job orders

Likewise, we want to hear our job seekers, we know that in recruitment voice is a huge trust builder.

We want intelligent job order to resume mapping. We do not want to waste time with linear job searches.

We want specialty recruitment advertising and branding solutions.

OR,

Just forget it, go to www.gorecroot.com and the job order template takes care of this and more for you.

1. Job positions that involve duplications of skill sets are prone to be cut down.

2. Focus on value additions - if you are delivering mass quantities of common place talent, immediately focus on value additions. Non value added transactional operators and job boards will be cut in size.

3. More active candidates in the talent pool directly translates to greater demand for passive candidates. Can you reach out to passive candidates effectively? Is your job order to resume mapping software intelligent enough? Is your passive candidate communication multi media enabled and interactive?

4. Tough economic conditions create significant demand for specializations - 9/11 created positions in defense, construction, legal. Sub prime is creating positions for specialty real estate professionals or analysts in banking.

5. Recruiter collaboration and networking is important. You need to network synergies with fellow recruiters. Focus on recruiter splits and gain clarity on job order ownerships. When you share job orders, do it efficiently.

6. Recruiter time is under pressure. You need to select the right job order to pursue. You cannot afford to be hidden behind your desk data managing or formatting resumes. You need job order to resume mapping intelligence.

7. Sales is under pressure. You need to deliver results on the move. Learn up on mobile recruiting. Recruitment on the move.

8. When times get tough, the weaker recruiters will wash out with the tide. If you can weather the storm and find ways to gain market share and build your reputation, you’ll be positioned to grow as the market recovers.

9. Cash is king. Do not get into huge block commitment with old world talent sourcing or recruitment advertising models. Make sure your investments are going into services that link payment to results. Remember, you client will pay you for results, not for activity or traffic.

10. Changes in economy make for great lessons. Like they say, when the student is ready, the teacher appears.

We call it ads & branding solutions for recruitment. Essentially you advertise as part of your talent or job search or you build a brand. A recruiter or staffing consultant builds a long term brand to source both job orders and talent. A hiring manager builds brand to attract quality traffic to his career site. Quality here is determined by how well his ad is targeted for, his keywords of choice. Or, it can be a job seeker showcasing his profile with a voice clip to solicit global positions.

How this any different from traditional online advertising?

In several ways:
1. Pay for impressions, pay for eye balls - are phrases that are severely admonished
2. Recruitment ads have quantified results - typically sourcing targets
3. Targeted - segmented advertising is essential for recruiting
4. Traffic is important - but it is not the end criteria
5. There is nuts and bolts of recruitment advertising, segmentation for example: drawn from handling unstructured data
6. Ads & branding is part of an overall solution that recruitment platforms offer - recruiters are looking at end results
7. Search, filter, select, schedule, verify, build trust are just some of the pieces that work behind your recruitment banner ad

It is by delivering value, that online recruitment services are weather proofing themselves in the post dot com burst era. A good section of the industry continues to be excited about social media and networking. While, another section is worried that all this noise about social networking is just blowing up another bubble.

Here are some growth factors of online recruitment measured in terms of Fortune 500 companies joining the bandwagon:
1999 - 33% or less
2003 - 94%
2007 - 100%

Revenues:
2003 - 3 billion USD
2007 - 16 billion
2008 - 20 billion (projected)

1. Wear a big biller attitude
2. What is the big biller attitude? Check out Adlerconcepts.com or BillVick.com

3. You need to handle a lot of data – and should be able to source, search, filter, connect, schedule and more
4. You should not be wasting time in data entry – as a big biller your time is better spent in networking and hunting
5. You need to know how to keyword search for resumes and arrive at your selected special bunch
6. You must be thinking: Move over resume search it is job to resume mapping time. You need an intelligent mapper

7. You need to be on the move – mobile access is very important
8. You need to get the word out, your job order cannot be found in just one or two job boards (no way)
9. Distribute your job order in style – your prospects need to know that you are looking out – you use widgets

10. You need sophisticated scheduling support – your recruitment time is very valuable
11. You need fantastic service and customer support backing – beyond just email support

12. You need to be smart about your budgets – free job order posting is a good to have
13. You are a brand – you are a fast track recruiter, you need specialty ads and branding solutions
14. Hot jobs, hot postings, recruitment advertising – all specialized to the hilt

15. Your customers (employers) depend on you – enable employer branding, put them on the spot light

You must be thinking easier said than done? Consider it done – above is a selection of features available at www.GoRecroot.com

For example, YouTube. At YouTube you upload a video, extract a link and post it in your website or blog, or you email the link to a friend. The recipient clicks on the link and watches the video. No large attachments, no need to download a player. A simple method to share video content. Now, we all know how YouTube is used and abused.

Talking about distribution of content, as relevant to talent sourcing and job searches - obviously both job orders and resumes form distributable content.

Eureka!? Not yet.

As a recrooter I would love to have a job order widget that I can distribute in the internet - especially in passive recruiting. I can post this widget in Facebook or Orkut. How will interested jobbers (job seekers) get in touch with me? What do they see when they click on my widget?

As a jobber, I would like to use this easy method, write a custom cover letter, attach my resume widget and distribute. In quick time, I can have detailed resume into several career sites. Right?

Why not try it out at GoRecroot

Our client asked, does that happen all the time. We volunteered a guess, on the negative. Heading back, we googled out “recruiter splits” and you would be surprised to a lot of dirty linen in public (IPs - so to say).

Green opportunities beckon - you have the job order, I have my resume archives gathering dust. We jump in, all in good will. When there is income to share, goodwill is under stress and, relationships split. What’s a good method:

1. The side that brings the opportunity takes the larger share (The risk is taken by this recruiter in dealing the business)
2. The person sending resumes is usually pulling out of the archives - not that there were hot hot resumes
3. If there are niche skills, or the recruiter is going out of the way to source resumes - discuss costs then and there
4. Basically agree on the split before sharing the resume

Wouldn’t it be nice if someone started job order sharing service? Apparently, somebody did…
GoRecroot - truly a service to go recruit

Our friend here has a good story. They almost lost a client in the process of splitting earnings.

Go to job board
Pay for a year
Search resumes, filter
Worry about accuracy, though nothing much could be done
Download resumes one by one
Or, depend on the job board’s over used and abused (to the extent of spam) broadcasts
Manual resume scavenging
Pull out email IDs and phone numbers
Call (and be surprised that the candidate has nothing to do with your requirements)
Scamper to get some schedules
Best case: 500 resumes ran through in a day, and some schedules with luck and the recruiting God smiling at us

Now:
Search (Oh we do not pay for access anymore)
Actually, do not search, map resumes to your job order, get ranked results (this is nirvana)
Preview samples, fine tune search again
Drill down to a good basket of 75 - that’s something that me and my peer can cover in an hour
Add your shortlisted resumes to your desktop
Download - do not bother - get the information you want from your resume (not data)
Generated a report of just phone numbers and name for us to call
Generate a report of skills and name for the interviewer (not resume dressing needed anymore)
We select candidates for skills not for their resume formats

Are you asking, where this can be done?
GoRecroot for progressive recruiting - True customer oriented eCommerce approach to recruiting services - That is truly a first

A peer in the MIS world was good to point out the the difference between information and data: Information is useful data. Coming to our world: resumes is data, qualifying, mapped resume is information. And, information is wealth. Amen.

OUTSOURCING YOUR JOB HUNT
If you are getting a peer or a consultant to do your job hunt to the level of making contact with a prospective employer - stop doing this now. You can get help to the level of someone gathering job order description or information for you. You make the connect - use the opportunity to create an impression.

RESUME BLASTING
Do you treat your resume like a promotional mailer? Distribute it all over the place or get a group email ID and broadcast? This means (1) Your cover letter or your resume is not customized for the job order in hand - Resume customization in lieu of arranging the skill sets for the given job order. (2) You do not follow up, there are employers who seek to measure your interest with the follow up method that you adopt. Plus your prospective employer or their job consultant knows that you are hunting around, which will reduce your market value.

Another aspect of mindless blasting is clicking the APPLY FOR THIS JOB button wherever you see it. When you submit your resume to a job where you do not have minimum qualifications - and you have a reason to doing so - make an offline connect.

75% of email traffic received by a generic ID such as careers@bestemployer.com is junk. If you rely only on email to get your next job - forget it. Your resume is probably in the junk folder.

PRIVACY
Do not write a tell tale resume with private information. We’ve heard enough and more about misuse of private information. Another aspect of privacy - using Internet at work to coordinate your job hunt. Wake up - Even a mom & pop street corner store can afford a network and a firewall in it.

INTERNET JOB HUNT BALANCE
You do not want to rely entirely on the internet for your job search. You do not want to deny the abundance of information that is available on the internet either. Depending on your skills and where you want to be working next, see if your target employers and their head hunters are hanging out in Print Classifieds or Job boards.

BEING COOL
Email is new age - it has been for over 15 years now:), but an email ID such as kewldude800@xyz.com is not a great identification. Also see what your social networking page is saying about you - from the eyes of a headhunter, hiring manager or recruiter. Please blogpost here about ‘Big Brother is Watching‘. Also your resume or your job hunt webpage is a business document, it is not your platform to express political views.

Balance 994 things you do not want in your job hunt come under ‘common sense application’. We do not want to question your CSA quotient by putting down all of those 994. (Actually, “6 things” as a title did not sound grandiose enough to attract your attention)

Thank you for blogging here.

Decide the approach for your voice resume: (A) I am going to present highlights from my resume (B) I am going to add information to my resume (C) I am going to build intrigue with a story or an achievement (D) What are attention grabbers - in a 1 minute voice recording you should have 3 or 4 attention grabbers.

Here is your check list:
1. I have a script before I can record
2. I have rehearsed and heard myself, I slept over the script and it looks good
3. Someone listened to my voice CV and gave me feedback (not a patronizing friend)
4. My voice CV adds value to my job resume - in 4 or 5 specific points
5. There is quantification of my achievements that a recruiter can relate to

YOU HAVE A GREAT VOICE, THEN
(not because you can sing in the shower or your friends thought so)
Do not get carried by the voice and try to sound good
Do not over stylize
Remember not everyone with a great voice made a great orator or a singer

NOTHING UNUSUAL ABOUT YOUR VOICE THEN
Good, focus on the content
Speak slowly, clearly
Choose words that make you sound better
Short sentences help you sound better
Choose to present in lists
Remember some of the greatest singers or orators did not have the best of voices

End note: Your voice CV is about your career and not your voice - So try one.

I HAVE A VOICE CV BUT DO NOT KNOW OF A PLACE TO POST IT?
Oh that’s easy
www.GoRecroot.com is one of the better places for a multi media career portfolio

There are some good reasons to say yes. With the introduction of online job boards, international recruiters and hiring managers have the real need to slice n dice through large volume of resumes at a pop. A digital resume portfolio is increasingly preferred over an emailed or snail mailed resume.

The essential difference: Provide career data in a marketable fashion in one neat package.

The best of new age job services actually provide a full service for the Jobseeker and often times for free. Job seekers are supported with the ability to follow and stay ahead of the latest trends in resume presentation with voice resume (or talking CV or audio resume), video resume (like one jobber put in a mini video of his training session in the curriculum vitae), multiple photos (good old profile shot, shot of jobseeker at work and, in a relaxed ambience).

All that creates a jobseeker branding and all through web 2.0 enabled easy-to-use technology. Jobseekers can post samples of work, recommendations and awards, video and much more.

www.gorecroot.com has some progressive resume presentation or resume builder features. Stopping by would be good use of time.

Make a voice resume or power your job order with voice.

An increasingly popular trend, graduates stepping out of universities and looking ahead for their first interviews are closing their social networking pages. Reason: Big brother is watching. Job hunters are increasingly conscious of anything they put into the online sphere—even e-mail, which, of course, can be forwarded to anyone.

These are not entirely paranoia. There is anecdotal evidence and some HR reports talk about corporate recruiters are Googling potential employees, having interns log onto social networking sites to check out an applicant’s profile, and using the online world as another way to check references. This trend, combined with the growing population of sites like Orkut, Facebook and MySpace, has many young people uneasy and unsure about how to navigate a new world.

B-school administrators and professors are beginning to advise students on maintaining a professional presence on social networking sites, in e-mail, on personal Web sites, and blogs. “Even if it’s password protected, recruiters have profiles, too, and can get into your groups.”

In a survey by AfterCollege.com a little more than 70% of the 60 students say they continue to post the same things they always did, even though potential employers might be taking a look. About 20% of the 90 employers who have so far responded to the same survey, say they investigate new hires by visiting social networking sites. A considerable 6% of employers say they’ve decided not to hire someone based on what they saw online, but another 26% responded to that same question with “no comment.”

To quote Roberto Angulo of AfterCollege.com “Students should be more concerned than they are”.