what is job recruitment and how is it evaluated?
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It is often when many perspective employers desire to get applicants to come and try to find employees who would be good for their company/business. The same screening guidelines are used, as would be for any employer. They want to offer positions for those they feel would be qualified to fill the job opening. It has to be a good fit on both sides. What can the business offer you and what can you offer them.
202880
what about it?  Are you seeking employment?
761919
by being honest :)\ntry downloading criteria sheets to work from\n(they have been specially formulated to assess different areas)
175588
Depends on the company, it really does. \n\nIf you are looking for any job that dose not require a degree then just put any lame crap like; \n\n"I'm a very honest, loyal and hard working person"\n\nIf this job is for a more competitive position then you need to say something that is creative and intriguing like;\n\n"I'm not looking for a dam good job, you are looking for a dam good employee."\n\nIf the company has a political view, either obvious or not, you may want to say something about that.\n\nExample if the company seems conservative in nature (most tend to be because they like the idea of a more free economy) say;\n\n"I'm a very pro-capitalistic person who is dedicated to becoming your finest assest."
1036149
At-a-way to recruit!  Good strategy!
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Helpful Strategies for Job Seekers\nAre you in the job market? Looking for a new job? A first job? Returning to the workforce after a long period of time off? Here are some helpful tips and special links as you enter the market.\n\nWhether you're a first-time job seeker or a veteran of America's labor force, there are ten simple rules you need to know before you sit down for a job interview:\n\n   1. Know what to expect\n      A typical interview will focus on your education, experience, background, attitudes and career goals. Be prepared to address each of these areas during your meeting.\n\n   2. Ask questions\n      Don't miss your opportunity to interrogate the employer. You owe it to yourself to prepare a list of respectful questions ahead of time.\n\n   3. Be prepared for tough questions A tough interview question is any question you might find difficult or impossible to answer. Some of them you can anticipate ahead of time - prepare for them ahead of time.\n\n   4. Look good\n      Choose what to wear carefully. It's no secret that most often judge job seekers based upon their appearance and behavior.\n\n   5. Be professional\n      Approach every job interview as if it were an important meeting.\n\n   6. Conclude the interview\n      Conclude every interview with a clear plan of action in mind. State what that plan is and then follow through with it.\n\n   7. Deal with money issues\n      Compensation is important to both you and the potential employer. Talk about issues of pay and/or other compensation in a professional, matter-of-fact way.\n\n   8. Follow-up\n      A post-interview letter is invaluable. Thank the potential employer for the interview and outline the follow-up plan of action you're taking.\n\n   9. Evaluate job offers\n      Evaluating job offers can be tricky. It's a very personal process. List all the positives you can think of and weigh them against any negatives you can think of. Be fair to yourself and your potential employer.\n\n  10. Wrap things up\n      Don't neglect this final stage. Not a lot of people do it, but it's truly the mark of a professional. Write to all the people you interviewed with. Thank them for their consideration and let them know what you decided.\n\nManaging a Career\n\nThe nature of the workplace is changing, concerns about the future have been expressed by many individuals, both those preparing to start a career and those having to adjust to job changes and job losses. Stable and secure positions seem to have disappeared. You have been put in charge of your own career. Managing it will be a lifelong process. Discover the place in the world where you'll be able to enjoy a high level of wellness. Choose work that will be compatible with your own unique skills, knowledge, personality and interests. Define the balance that you would like to have with your work, finances, health, and relationships with family, friends and colleagues.\n\nBe proactive about your career. Take charge. Don't just react to whatever chance or luck brings your way.\n\nYour success depends upon understanding the changing nature of jobs, careers and the workplace in general. Be aware of local, national and even global trends. Big companies are getting smaller-they are downsizing and delayering. Internal promotions are becoming more scarce. Companies are outsourcing, entering into joint ventures, opening up opportunities for entrepreneurs.\n\nIn addition to whatever academic background or discipline that a potential employer may specify, employers say they are looking for people who are independent decision-makers and self-managed learners with a positive work attitude, well-rounded education with math and computer literacy, communication skills including good use of language, interpersonal and time management skills, flexibility and dependability. Employers seem to be much more interested in what you've actually done with your talents, than in what talents y
50805
I have found the document listed below under "Sources" to be very useful in preparing for job interviews.  Hope you find it helpful as well.
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Coming from one who has done the hiring and works in the professional world definatly call. Wait some time; about 3-5 days then call. Sometimes employers get busy or have more applicants than they expected. This slows there responce time down. Call and say that you were really interested and excited about the job and just wanted to know if they had made any decisions. If they have they will tell you. If they haven't it will show them you have initiative and are really excited about working for them. When I hire and someone takes the time to call and show enthusiasm and perseverance I always give them a second interview. Don't get discouraged employers sometimes just get busy. Keep trying and remember that for every 100 no's you'll get one yes.
925021
you get interviewed by a lot of people up the chain of the corporation.\n\nits usually depends on the job youre applying for...
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Write about your achievements in a CV\n\nSuccessfully applying for a job means showing your employer that you are mores suitable than the other candidates. Job application numbers for a particular vacancy vary from tens to hundreds. You will usually need to be short-listed among the first twenty in order be offered an interview. Only CVs that have impressed the employer will make it to this stage.\n\nWhen recruiting people, employers reduce the CV list to around forty to fifty candidates. The difference between the chosen candidates and the others is a well presented CV and cover letter.\n\nWhat did they do differently?\n\nThe way they presented their achievements. In this tutorial we will explain how you can word your achievements in a more suitable manner. Employers are attracted to achievements because they want the applicant to repeat them in their own business.\n\nfrom http://www.cvtips.com/achievements_in_your_CV.html
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Pros: they have a list of candidates and therefore will produce a possible interview list much quicker than an advertising process.\n\nCons: Recruitment Agency staff are sales people.  They get paid by commission.  No success for them = no food on their tables, therefore they will recommend anyone and everyone on their books. Always ask how long any recommendations have been on their books for, how long have they been looking for a job, how many interviews.\n\nNot everyone uses an agency to look for work, but everyone will look in job ads.\n\nAgencys are very expensive method of staff recruitment.\n\nSorry, I just don't like them - they have cost me too much time and money.
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Here’s my whole meandering ramble about this having come from a temp agency, worked contract jobs and on-staff positions.\n\nTrue, employers cannot FIND good people to hire.  The problem doesn’t lie with the people looking for work, the problem lies with the way they recruit.  Too often the people doing the recruiting have no idea of what would make a good candidate for the position.  \n\nThey have their list of requirements they look for and that’s about all.  People who’s background or resumes don’t exactly match are automatically disqualified from the start; problem is, nomenclature in companies and schools differ so a job title from one company might not hold the same title in another.  If a person puts down their old job title and the recruiter is unaware that it is an identical job, that resume is scrapped without ever being thoroughly analyzed.\n\nThe other problem is with the recruiting agencies.  Everyone knows what it means to be a temp; no respect marginal training, alienated from team events, no benefits, little compensation, possibility of being unemployed without notice.  People will tend to avoid, at all costs, going to a temp agency to get a job.  This leaves two types of people at the agencies – those who slipped through the networking cracks and are qualified but have no more leads, and those who are under qualified and under skilled.\n\nStaffing agencies have their list of clients and openings they want to fill and they will, of course, look at the qualified candidates for those jobs first.  But what happens when this particular staffing agency has no jobs available in this person’s field?  Will they advertise this person to perspective clients in order to place them where their talents can be put to use or just place them in the first available position they desperately need to fill?\n\nNow take company XYZ.  They have the perfect job for that previous candidate but they use agency ABC for their recruitment, not the one the person went to.  Of course agency ABC now has the same problem the other agency has, many under qualified candidates with few qualified candidates.\n\nWhat of the person who was already placed in a position that wasn’t in their filed?  Are they happy with their work?  Do they feel satisfied?  Probably “no” for each of those.  An unhappy employee is going to be a poor employee and so the company feels they cannot find good people to hire.\n\nRecruiters aside, let’s take look at the companies.\n\nMany companies want the “best of the best”.  I’ve seen this with my own eyes where an employee who’s been with a company since its conception gets promoted and their job opens up.  Does this company look for the same qualities the previous person had when they started the position?  The answer’s “no”.  The company now looks for a person with 3 times the qualifications of the previous person.  In fact, the old employee would probably not be qualified for their old job in this case.\n\nEmployees are also going to be hesitant to give 100% if they know their own company will not give them the same.  Too many companies have no loyalty to their employees and treat them as a liability more than an asset.  They will often extend probationary periods just to get out of hiring a new person.  They will fire employees for technicalities such as being 2 minutes late, rather than giving them the benefit of the doubt.  They’ll also cut compensation packages such as salaries and health benefits, but they still expect their employees to give 100%.\n\nCorporate America is basically a cesspool of greed.  Their definition of a “good” employee is one who will bend over, drop their pants, take it with a smile and ask for another.  Fortunately more and more people are becoming disheartened by this treatment so you start hearing the phrase - Employers cannot find good people to hire.
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opensourcejobsonline has the best relevant keyword density, this may help a bit with search engines as the search term "online" and "jobs" is very common. easy to remember too.... good luck with the project
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There are 2 main types of headhunters.  There are those that will throw your resume to 100 different companies and if one of them is interested, great.  The other type is the one that tries their best to find a good match and limits the number of times your resume goes out.\n\nI don't know if they actually have quotas for number of candidates, but it doesn't really make that much sense if they do.  Instead, they probably have their compensation based on the money they bring into the firm, just like most salespeople.  So, if they interview you, they probably think you have a decent shot at being placed, if they're the 2nd type of headhunter.  Otherwise, they'd be busy searching for better candidates.
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During practice and actual interviews and networking meetings, many job seekers are tensed and primed, ready to jump all over the questions they get.\n\nThis is a superficial understanding of how interviews work and interviewers think. Of course, you're being evaluated and you have a justifiable reason for wanting to appear articulate, credible and attractive. However, your goal shouldn't be to give a good performance. You actually have four goals: to build rapport, create a relationship that lasts beyond the interview, understand and address the potential employer's concerns and priorities and treat the interviewer like a human being, not an adversary. Your emphasis should be on overall fit, not fancy footwork.\n\nToo many job seekers view the interview process as an athletic competition. They assume the challenge is to score the maximum number of points for style on each question, racking up an aggregate score that exceeds the competition's. Their performance will "win the interview," secure a job offer and, presumably, allow them to live happily ever after.\n\nBefore you answer, take a moment to figure out where the interviewer is coming from. What does he really want to know? What does the question mean? How does it relate to previously asked questions? What's appropriate in this context? What pitfalls lurk beneath the surface of this question? Where will your answer lead?\n\nIt's always wise to anticipate topics that will arise in an interview. Job seekers who wing it often blow it. The key to confidence is thorough preparation. But there's a distinction between thinking about how to approach certain issues and prefabricating canned responses that you regurgitate on cue. Your preparation should focus on two concerns:\n\n   1. the employer's needs, priorities and values and\n   2. what you should say about your skills, abilities, aptitudes, values, style and motivation to give the interviewer an accurate picture of you.\n\nEvery interview question probes some dimension of your capability or motivation. The problem is that interviewers sometimes ask questions without knowing why they're asking them. Therefore, they can't always distinguish a constructive answer from an evasive but adroit dodge. Moreover, some questions shouldn't be taken at face value. The challenge for job seekers, then, is to build and buttress a coherent picture of their strengths and figure out what's going on in the interviewer's head.\n\nAssume you've just arrived for an interview and you immediately spy a copy of your resume filled with notes, underlines and exclamation points in front of the interviewer. Next, he hits you with that mushiest of all questions: Tell me a little about yourself. This information is obvious from your resume, so, you think, what does this clown want to know? What's the point of the question and why is he asking?
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Succeeding in a job interview and getting attention are two different things.  To succeed, be smarter and more likeable than everyone else.  To attract attention, just smear yourself with pudding. Got it?
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Employee Referral !\n\nHR survey 2006 at Bharati showed result that 66% of recruitment was done thro Employee Referral.