What is E recruitment?
E recruitment or online recruitment makes use of technology (internet) to carry out the various recruitment processes. It helps enhance and streamline workflow of the hiring process so as to enable easy and quick hiring of candidates.
E recruitment software or applicant tracking software is the latest method that can be used to automate recruitment. It also ensures considerable reduction in the time and cost involved in the entire recruitment process and helps increase the productivity of the recruiters. Here's how...
Automates recruitment process: Automating and streamlining the entire recruitment process is one of the most important features of e recruitment software. Candidate tracking software applications eliminate all paperwork and help reduce time and cost spent on the various recruitment processes by recruiters. The productivity tools provided by the software help recruiters reduce time spent on unnecessary tasks and enable them to focus more on achieving target.
Reduces Time-to-hire: Reducing the time-to-hire becomes crucial so that the right candidates are not lost to competitors. E recruiting plays an important role in minimizing the time taken search, shortlist, interview and offer so that the right candidates are hired as quickly as possible.
Decreases dependence on vendors for recruitment: Features of the candidate tracking software like easy search options and centralized resume database make searching for the appropriate candidate resumes easy and hassle-free. Recruiters no longer have to depend entirely on vendors to acquire the right candidate. This reduces hiring costs immensely.
Helps retrieve CVs for future reference: The centralized database created by the candidate tracking software enables easy storage and retrieval of CVs for future use. The CVs need not be stored in cumbersome spreadsheets, files or folders or imported again.
Makes communication easier: A recruiter ends up spending a lot of time communicating with the vendors or employees in case of an employee referral. E recruitment software enables timely updates on the status of the candidate and thus saves a lot of time, otherwise spent by the recruiter in follow-up calls and queries.
Source: http://ezinearticles.com/
Monday, October 18, 2010
Sunday, October 17, 2010
Why Faking Your CV Is a Bad Idea
How NOT to write a CV - lie, fake and embellish - as Stephen Wilce is sure to agree. The New Zealand former-chief defence scientist quit following allegations of a falsified CV, including outlandish claims which he was unable to prove.
Wilce was head of the Defence Technology Agency, a high security position, which he apparently achieved due to a CV full of impressive qualifications and experiences, including service in the British Marines, a stint as an Olympic bobsledder, designing guidance systems for nuclear missiles, and an employment history at MI5 and MI6.
After investigations of "employment, security and credibility issues" turned up no correlation between his claims and the truth, Wilce resigned. Concerns were raised as to how such a person - described by previous co-workers as 'Walter Mitty' (a fictional character created by author James Thurber, who is immersed in a fantasy world) - could have passed the vetting and security procedures required to reach his position in the security division.
Obviously, this is an extreme case, but lying and embellishment about details on CVs is all too common - and a big mistake in all instances. There is a difference in finding a way to best describe and promote your qualifications and skills, and barefaced lies!
The most common 'fibs' on resumes and CVs are:
Fake degrees, or claiming a degree not earned: Diplomas can be purchased from the internet, for man, woman, child and dog! Needless to say, these do not count as qualifications... Similarly, employers can trace claims back to the schools and universities listed on your CV, and if you are not on their records, you are not doing yourself any favours by pretending you are.
Over-inflated job titles: Don't be tempted to 'promote' yourself to a role higher than the one you actually filled - or being liberal with the truth over your duties.
Criminal record: Never leave off a criminal record - finding that you've lied about such a thing looks far worse than putting the fact on your application, and you could lose your job for the dishonesty. Use your application or interview as an opportunity to prove that you have learned from your past experiences in a positive way.
Dates of employment/unemployment: A gap in your CV may look worrying to you, but never amend dates to fill it. If you took a gap year or went traveling, apply those experiences to skills you will require in the role you are applying for; if you were unemployed, it's ok to say so - it's a harsh job climate out there! Just make sure you focus on the time you were employed, and what you achieved and learned while doing so.
Now you know what NOT to do, you can find more advice on how to write a CV, a cover letter, creating a Video CV and even a personal career website to make sure that your CV is the best that you can make it!
Source: http://ezinearticles.com/
Wilce was head of the Defence Technology Agency, a high security position, which he apparently achieved due to a CV full of impressive qualifications and experiences, including service in the British Marines, a stint as an Olympic bobsledder, designing guidance systems for nuclear missiles, and an employment history at MI5 and MI6.
After investigations of "employment, security and credibility issues" turned up no correlation between his claims and the truth, Wilce resigned. Concerns were raised as to how such a person - described by previous co-workers as 'Walter Mitty' (a fictional character created by author James Thurber, who is immersed in a fantasy world) - could have passed the vetting and security procedures required to reach his position in the security division.
Obviously, this is an extreme case, but lying and embellishment about details on CVs is all too common - and a big mistake in all instances. There is a difference in finding a way to best describe and promote your qualifications and skills, and barefaced lies!
The most common 'fibs' on resumes and CVs are:
Fake degrees, or claiming a degree not earned: Diplomas can be purchased from the internet, for man, woman, child and dog! Needless to say, these do not count as qualifications... Similarly, employers can trace claims back to the schools and universities listed on your CV, and if you are not on their records, you are not doing yourself any favours by pretending you are.
Over-inflated job titles: Don't be tempted to 'promote' yourself to a role higher than the one you actually filled - or being liberal with the truth over your duties.
Criminal record: Never leave off a criminal record - finding that you've lied about such a thing looks far worse than putting the fact on your application, and you could lose your job for the dishonesty. Use your application or interview as an opportunity to prove that you have learned from your past experiences in a positive way.
Dates of employment/unemployment: A gap in your CV may look worrying to you, but never amend dates to fill it. If you took a gap year or went traveling, apply those experiences to skills you will require in the role you are applying for; if you were unemployed, it's ok to say so - it's a harsh job climate out there! Just make sure you focus on the time you were employed, and what you achieved and learned while doing so.
Now you know what NOT to do, you can find more advice on how to write a CV, a cover letter, creating a Video CV and even a personal career website to make sure that your CV is the best that you can make it!
Source: http://ezinearticles.com/
Saturday, October 16, 2010
Security Guards - Does Size Really Matter?
OK so you are looking to set up your own security firm. You have not really thought about the types of security guards you need for your business but you have seen the media representation of security guards and security officers. You start to obtain CVs and you get height, weight and body fat stats thrown in and on the surface, these potential candidates look impressive. They match the stereotypical big and tall, fearsome looking man with rippling muscles that put Rambo to shame! But stop and think a minute. Is all that brawn really necessary to make your business a thriving success? Perhaps you need to think again.
There are several things to consider when selecting security guards to work for your business
1. Who are your clients?
If you are concentrating on supplying manned guards to pubs, bars and night clubs, then you might consider size as an important factor when selecting a guard for your client. However, with the unfortunate rise in violent and fraudulent crimes and of course the horrendous terrorist attacks innocent people have had to endure; it would seem that everyone is feeling the need to be more protected and secure. Therefore, the wealth of opportunity for the new security business owner is no longer restricted to the entertainment industry.
These days security guards are required in all business arenas. Hotels, have security guards, Hospitals have security guards. lots of posh new developments have 'concierges' (security officers in disguise in my opinion) and of course many major office blocks in any major UK city will have at least one security guard. None of the security guards in the fields mentioned above need to have any major muscle 'bulk' to carry out their jobs effectively. This leads on to the next point, what skills are needed to fit your clients requirements
2. Skill sets
There are 2 types of skill. Physical skill and mental skill. Depending on your client, your security guard may need to have physical skills such as, being able to run and apprehend criminals, be physically fit enough to control a crowd perhaps. Or in some instances guards may have to be skillful at defending and protecting themselves against violence inflicted upon them or others. In this latter instance, there a plethora of martial arts strategies that can be learned by guards to use when they absolutely need to use them. To be an effective martial artist does not require anyone to be big and muscular. Think of all the martial artists you know at the top of their game. How many of them are massive and fearsome looking?
Arguably, more important than physical skill is mental skill. The security guard that can control their own temper, appease an irate visitor, or diffuse a potentially violent situation with the power of language is worth his or her weight in gold and is an asset to any organization.
3. Professionalism
Ultimately the security guard you place in your clients organization is representing your business. Any behavior they display whether good or bad is a reflection of you. So regardless of the size of the person, if that guard is not professional, pleasant, approachable, vigilant, etc, you can forget about obtaining repeat business from that particular client. Moreover, bad news travels quicker than good news so if you have a particularly bad guard representing you, news will spread so fast that you could end up losing a lot more contracts.
4. Training
It is always good to look at what your security guard has done in terms of training. By law, all security personal are required to have a SIA license sometimes called a SIA badge. This allows individuals to legally work as door supervisors, CCTV operators, close protection officers, event security, cash transit, and everything else within the security field. There are no size requirements to complete the SIA license. There is however a minimum age requirement (individuals need to be 18 years old and over) and individuals do need proof of identity.
5. Communication
At the end of the day, a security guard needs to be able to communicate effectively with a number of people.
o The client
o The public and
o YOU
'The client' is not just the person you have negotiated the contract with, but the whole business. So if your guard is working in an office block servicing 1000 people, all of those people are the client. Your security guard needs to be able to communicate in a professional manner at all times - no slip ups allowed!
Using the same analogy of the office block, 'the public' are the people who do not necessarily work in that building but they come to visit, or use the facilities in some way. Again, your security guard needs to be able to command respect, whilst respecting others and communicate, both verbally and non verbally the protocol of your client.
Just as important, your guard needs to be able to communicate with you especially if they are on a temporary contract. If they fall sick, or are unable to get to work for example, you need to be able to know in good time so as to seek alternative cover. Reliable security guards are one of the keys to your business being a success.
In summary, in the argument over brawn vs brain, the brain will win every time. By using your brain when starting out your business you can ensure you think about;
o Who your customers are
o What their needs are
o What type of security guard is going to fulfil those needs and select the most appropriate trained and licensed guard - irrespective of size.
Source: http://ezinearticles.com/
There are several things to consider when selecting security guards to work for your business
1. Who are your clients?
If you are concentrating on supplying manned guards to pubs, bars and night clubs, then you might consider size as an important factor when selecting a guard for your client. However, with the unfortunate rise in violent and fraudulent crimes and of course the horrendous terrorist attacks innocent people have had to endure; it would seem that everyone is feeling the need to be more protected and secure. Therefore, the wealth of opportunity for the new security business owner is no longer restricted to the entertainment industry.
These days security guards are required in all business arenas. Hotels, have security guards, Hospitals have security guards. lots of posh new developments have 'concierges' (security officers in disguise in my opinion) and of course many major office blocks in any major UK city will have at least one security guard. None of the security guards in the fields mentioned above need to have any major muscle 'bulk' to carry out their jobs effectively. This leads on to the next point, what skills are needed to fit your clients requirements
2. Skill sets
There are 2 types of skill. Physical skill and mental skill. Depending on your client, your security guard may need to have physical skills such as, being able to run and apprehend criminals, be physically fit enough to control a crowd perhaps. Or in some instances guards may have to be skillful at defending and protecting themselves against violence inflicted upon them or others. In this latter instance, there a plethora of martial arts strategies that can be learned by guards to use when they absolutely need to use them. To be an effective martial artist does not require anyone to be big and muscular. Think of all the martial artists you know at the top of their game. How many of them are massive and fearsome looking?
Arguably, more important than physical skill is mental skill. The security guard that can control their own temper, appease an irate visitor, or diffuse a potentially violent situation with the power of language is worth his or her weight in gold and is an asset to any organization.
3. Professionalism
Ultimately the security guard you place in your clients organization is representing your business. Any behavior they display whether good or bad is a reflection of you. So regardless of the size of the person, if that guard is not professional, pleasant, approachable, vigilant, etc, you can forget about obtaining repeat business from that particular client. Moreover, bad news travels quicker than good news so if you have a particularly bad guard representing you, news will spread so fast that you could end up losing a lot more contracts.
4. Training
It is always good to look at what your security guard has done in terms of training. By law, all security personal are required to have a SIA license sometimes called a SIA badge. This allows individuals to legally work as door supervisors, CCTV operators, close protection officers, event security, cash transit, and everything else within the security field. There are no size requirements to complete the SIA license. There is however a minimum age requirement (individuals need to be 18 years old and over) and individuals do need proof of identity.
5. Communication
At the end of the day, a security guard needs to be able to communicate effectively with a number of people.
o The client
o The public and
o YOU
'The client' is not just the person you have negotiated the contract with, but the whole business. So if your guard is working in an office block servicing 1000 people, all of those people are the client. Your security guard needs to be able to communicate in a professional manner at all times - no slip ups allowed!
Using the same analogy of the office block, 'the public' are the people who do not necessarily work in that building but they come to visit, or use the facilities in some way. Again, your security guard needs to be able to command respect, whilst respecting others and communicate, both verbally and non verbally the protocol of your client.
Just as important, your guard needs to be able to communicate with you especially if they are on a temporary contract. If they fall sick, or are unable to get to work for example, you need to be able to know in good time so as to seek alternative cover. Reliable security guards are one of the keys to your business being a success.
In summary, in the argument over brawn vs brain, the brain will win every time. By using your brain when starting out your business you can ensure you think about;
o Who your customers are
o What their needs are
o What type of security guard is going to fulfil those needs and select the most appropriate trained and licensed guard - irrespective of size.
Source: http://ezinearticles.com/
Friday, October 15, 2010
Thursday, October 14, 2010
Wednesday, October 13, 2010
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