Updates 2010

Yesterday details emerged that China has selected its next generation of astronauts; a crew of five men and two women. However, to be one of those two women, recruiters demanded a rather unusual qualification, motherhood. The Chinese space programme is known to be stringent in its selection of potential astronauts; even bad breath can shatter your chances. However, this requirement for maternity doesn’t stem from an inferred ability of mothers to better cope with the gruelling conditions of space. Instead China fear for what damage space-based radiation might inflict on a would-be female astronaut’s ability to have children in the first place. Xu Xianrong, an expert at the air force general hospital, is quoted on the Guardian website as saying of the unique approach, “It’s out of the consideration of being responsible for the female pilots. Though there is little evidence on how the space experience will affect the female constitution, we have to be extra cautious. Afte
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Reputation Armor has found 79% of managers reviewed online information about job applicants. 70% rejected candidates based on what they found. 18%, Reputation Armor also notes, of companies found social networking profiles as constructive because they presented an excellent feel for culture fit and added trustworthiness to the candidates’ resumes. Reputation Armor believes this number is only going to continue to grow. 76% of executives anticipate being Googled however 22% have never Googled their own name to see what companies and recruiters will hit upon. According to a study last year, Reputation Armor observes, the top industries most likely to screen job candidates using social networking sites and search engines include those who handle sensitive information. Contact Reputation Armor @ http://www.reputationarmor.com
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On Monday my colleague Philip Tusing, co-author of the Sources of Talent Report, released his latest report, Executive Monitor. An eye opening look at what 1,332 executives are thinking in Australia about all sorts of different topics from compensation, education, recruiters and personal branding. Philip gives a great run down on the key findings on his site, so go read them there as I do not plan to reproduce them here. Instead I wanted to look at what the results mean to me. I see the key issues from the report being how do employers keep their senior employees both engaged, motivated and working towards the goals of the organisation, instead of just their own personal goals. Another message from the report I found was that Australian executives are motivated primarily by money and their own success. While this is not necessarily a bad thing, and nor is it limited just to the executive ranks, I think some of the key findings show us a fairly dangerous future. The number one trigger
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Hi, my name is Chris Brablc and I’m the newest member of the SmashFly team!  As the Marketing Specialist at SmashFly, I’ll be SmashFly’s Web Ambassador utilizing Twitter (@smashfly), Facebook (SmashFly Technologies), LinkedIn and other social media to initiate and contribute to the best conversations in the recruitment marketing community. In addition, I’ll be the main voice for the SmashFly blog using it to publish the best concepts and conversations I come across in the recruitment marketing space.  I’ll be blogging a few times a week on important recruiting topics and will provide: Links to the most relevant recruiting articles Meaningful insights into recruitment marketing conversations New Technologies that will help recruiters recruit more effectively Important findings from our personal experiences with clients New Product enhancements / announcements to our WildFire platform New ideas / concepts about recruitment marketing I look forward to me
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A job recruiter must succeed in their positions to gain respect in the community they work in. This means that they need to be able to find potential employees quickly, screen them, & send them to the potential employer. The job recruiters also need to be able to handle several different clients at one time in most cases. There are a few different types of job recruiters. Three type of recruiter is an internal person for the business. This means that they work in house for a company & thus taking care of all recruitment needs their company may have. Sometimes, job hunting can yield great results if professionals try to extend themselves to streams of work that they have not historically in the past thought about as career options. On making a rational assessment of the qualifications that they have earned & the skills they have acquired, lots of professionals find that they can in fact apply for over the obvious jobs. A switch in job responsibilities withi
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I wanted to make a case for the Indian IT Male today on Woman’s Day. I am an unabashed MCC – Male Chauvinist Cow* and being an Indian IT Male does help add another feather to my cap. Indian IT Male : A profile Is a Certified Donkey Workhorse is what the recruiters look for. Dirty work is what the clients want us to do. Knowledge is valued but not sought. Skills are important, but not imparted. Aspirations are considered, but not encouraged. Is Highly Over Populated The service industry in India employes the largest number of people after Agriculture. And most of these work for BPOs. The criteria to join the IT industry is an open one. All engineering graduates, all science graduates (Wipro is a case in point), all MCA, MSc IT grads and all and sundry join the chorus cursing the Indian IT industry. Is Largely Under Represented Even the HR departments of IT companies are largely used by Indian companies as spokespersons for the management. The mills used to have unions –
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I wanted to make a case for the Indian IT Male today on Woman’s Day. I am an unabashed MCC – Male Chauvinist Cow* and being an Indian IT Male does help add another feather to my cap. Indian IT Male : A profile Is a Certified Donkey Workhorse is what the recruiters look for. Dirty work is what the clients want us to do. Knowledge is valued but not sought. Skills are important, but not imparted. Aspirations are considered, but not encouraged. Is Highly Over Populated The service industry in India employes the largest number of people after Agriculture. And most of these work for BPOs. The criteria to join the IT industry is an open one. All engineering graduates, all science graduates (Wipro is a case in point), all MCA, MSc IT grads and all and sundry join the chorus cursing the Indian IT industry. Is Largely Under Represented Even the HR departments of IT companies are largely used by Indian companies as spokespersons for the management. The mills used to have unions –
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Bushidō (武士道), roughly translated as “the way of the warrior,” is a Japanese code of conduct and way of samurai life. At the beginning of the ancient book Hagakure it is asked: If someone were to ask, “What is the true meaning of ‘The Way of the Samurai’?” the person who would be able to answer promptly [...]
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There are 17 jobs for MARKETING ANALYSTS in New York City. The hiring companies and recruiting agencies are all listed here. ADDITIONALLY, Be seen by 1.5 million employers & recruiters instantly! Click Here PLUS click here, too, to see other Professional, Managerial & Executive Openings! 1. Analytic Recruiting, Inc 2. Avon Products, Inc 3. Barnes & Noble 4. Bartech Group 5. Icrossing 6. JPMorgan Chase 7. Kaplan 8. Kforce Professional Staffing 9. Legg [...]
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There are 110 jobs for BUSINESS ANALYSTS in New York City. The hiring companies and recruiting agencies are all listed here. ADDITIONALLY, Be seen by 1.5 million employers & recruiters instantly! Click Here PLUS click here, too, to see other Professional, Managerial & Executive Openings! 1. Accenture 2. Acesoft America Inc 3. Actimize, Inc 4. AIG 5. AllianceBernstein 6. American International Underwriters 7. Amtex Systems Inc 8. AON 9. Apposite Solutions Inc 10. B & [...]
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