Niche Recruiting

A New Study from Beyond Reveals How Job Seekers Will Search for Jobs in 2015

Beyond, recently surveyed over 4,000 job seekers across the country to better understand who would be searching for jobs in 2015.

Highlights from the Study Include:

  • Who is searching for jobs
  • What they plan to do to improve their searches
  • How different types of candidates look for work

As an HR Pro or recruiter getting in front of the right candidates at the right time is critical and this [INFOGRAPHIC] can help. It illustrates exactly how candidates feel about searching for work and how they intend to go about it in the coming months. We hope you find it as valuable and interesting as we do.

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Want to Improve Your Applicant Pool? Then Improve Your Job Postings

ID-10077881Recruiting quality candidates all begins with a well written job posting. The purpose of a job posting in general is to attract the best applicants and deter those candidates that simply apply to EVERY job. HR pros that take the time upfront to write an awesome job ad can save a lot of time sifting through unqualified candidates later.

Think of a job posting as a gatekeeper. In order for the gate aka the ad to function properly, it must be clear and concise. When a job posting is vague, you’re simply asking for anyone to walk through that gate. A job shouldn’t leave room for interpretation when it comes to requirements. And requirements should be listed near the top of the posting with a statement that reads “Applicants that do not meet these requirements will not be considered.” This statement will hopefully deter those unqualified applicants.

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Stop Receiving Unqualified Resumes

Imitation-GameWith the Academy Awards approaching I’m trying to see as many nominated films as I can—so I recently saw “The Imitation Game”. If you’re not familiar with the (true) story, it takes during WWII and it is the story of the incredibly smart team of people that worked to crack Nazi codes in England. Alan Turing (he is considered the creator of computer science) led this team of geniuses and he knew that recruiting these brilliant minds was going to be hard (a concept recruiters are sadly all too familiar with). But Turing’s recruitment method while unconventional was actually quite simple.

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Expert Interview with Our CEO Rich Milgram on Running Job Sites

Long gone are the days of a 30-year career with one company.  The average person changes jobs 11-15 times during their lifetime and many of them simply hop from job to job without any real strategy or career management roadmap.

In his recent interview with the Recruitment Advisor Blog, Rich Milgram,'s Founder & CEO, discusses how people need to focus more on career management, not just finding the next job.  And companies shouldn't hire just to fill seats.  

If companies--and the people they hire--could take more of a more holistic approach to career management, it could eliminate job hopping, and build stronger, more fruitful employer-employee relationships. the full interview on Recruitment Advisor.


Playing Games With Candidates Might Help You Hire

Video-games“Turn off that Atari and get to bed!” My mom would yell up at me as I sat in my room, staring blankly at the TV screen playing my video games.

Like most kids do, I’d stomp my feet in protest, struggling to pull myself away from whatever video game I was immersed in … complaining under my breath. And she’d yell up to me “Life isn’t all fun and games!”

Turns out she was wrong. Sort of.

Gamification has been a hot topic for a while, and with the advent of games disguised as personality tests, it's now making its way into the recruitment process.

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I Filled a Job You Didn't Even Know You Had.

OK, so you’re a hiring manager, and you’ve just arrived at the office, grabbed your coffee and opened up your email inbox.  There--in boldfaced lettering--the subject line of my email screams “JOB PROPOSAL MEMO”.   And you’re thinking…great.  Another spam from some job seeker.  But you open it anyway.

And that’s how my story at began.

10 years and 2 weeks ago, a new position was created at, which was invented and filled by yours truly.  The primary tool used to accomplish this?  It wasn’t a resume or cover letter.  It was a Job Proposal Memo.

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Making Sense of the Recruiting Ecosystem: An Infographic

CRM, ATS, JADs…the dizzying array of acronyms in the HR products and services ecosystem is overwhelming, and with the addition of new and unique players who are cropping up every day, the delineation between who vendors are and what they do has become blurry and confusing.

The product and technology roadmap from prospect to employee can be generally broken down into 7 major and distinct areas:


  • Attract
  • Source
  • Recruit
  • Assess
  • Hire
  • Retain
  • Reward








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I’m Not in the Mood: Measuring Employee Happiness

“Feelings….nothing more than feelings…” 

The song “Feelings”, written in 1974 and performed by many artists since that time, is running through my head as I pen this post. And now, with the addition of some new “human capital emotional monitoring tools” that have recently hit the market, perhaps HR professionals and business owners will soon be singing the same tune.

As the world continues to capitalize on the explosive use of mobile devices by building apps that Emooter make you look pretty or help you make your friends look fat, innovation in the HR space is no different. Two recent
tools to hit the scene, and, are hoping to help HR professionals better gauge the mood of their employees.  A third, called, is rumored to be coming out later this year. 

Basically, the way these tools work is pretty simple. As an HR administrator, just download the app or log in to the web site, set up the administrator account, and invite your employees to participate. Employees then can click a smiley face or frowny face, or use a slider bar and tell the app how their feeling about their job. Your employees can do this real time and as many times a day as they desire. This data is then aggregated from all of the participating employees across the company and can be used to get a real time pulse on how your employees are feeling. Think of it as an electronic mood ring for your employees. Clever.

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Who will win the war for Resume 2.0? Ten Visual Resume Tools Reviewed.

Before it was easy to build your own blog, before Facebook was hot, before the ability to tweet a Boring message to the world…getting your skills and qualifications in the hands of the right people was much different than it is today.

Not so long ago, job search meant sweating over an IBM typewriter—or in later years—a word processing program, driving to the local stationary store, picking up the parchment paper, and getting just the right stamp for the outside of the envelope. And, most of the time your envelope would be opened by a real person, who would experience your application from both a visual and tactile sense as they unfolded your resume and cover letter and perused the contents. Back in the day, these were just a few of the resume rituals that were quite commonplace.

Fast forward to now. At the push of the button, you can apply to almost any job, anywhere. A job seeker has access to more jobs, more companies, and more opportunities. And, of course, employers have their pick of more candidates, with more experience, from more places. Job seekers have more jobs at their fingertips, but are competing against far more people. Employers have more talent at their disposal, but struggle to identify the best talent amidst the sea of applications.

In the process the resume has been downgraded to mere words in binary format, competing for the attention of computer systems that are the gatekeepers to recruiters. The traditional resume still persists but, as renowned HR expert Peter Weddle recently said, it is about as “inspiring as a brick.” In fact, in a recent poll, over 57% of the HR professionals we polled said that an infographic or visual-style resume would help them more quickly evaluate candidates over a traditional resume. And, 79% of jobseekers said that they wish they had a better way to present themselves online. Resumes are primed for an upgrade.

In the age of social media, your personal brand is king. You are the marketing department for the product of "You." You are the sales person for yourself. And the cacophony of available self-publishing, self-branding, self-broadcasting tools is exhaustive and overwhelming. Every day, a new social network pops up or some new-fangled job search site promises to give you all the jobs, handle the apply for you, and make your job search quick, easy, and painless. And yet, most job seekers still must rely on a few pages of largely unformatted copy and bullets to get hired.

At present, that is the reality. A more evocative resume doesn’t play well with Applicant Tracking Systems (ATSs), and 93% of hiring managers are still going to ask for the traditional resume at some point during the hiring process.  But, recruiters and HR folks are already stepping outside of their systems to get a fuller picture by searching Google and looking people up on social media to find out who they really are. A growing number of companies are developing alternatives to the traditional resume. Over the next few years, these formats will continue to gain traction, become better integrated with ATS systems and other technology, and grow more widely used and accepted by job seekers and recruiters.

Here’s a look at 10 companies that are leading the charge in enabling professionals to craft a more visual resume and make a better online elevator pitch. I graded each tool based on eight important criteria to demonstrate their value (see addendum).

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Facebook Graph Search: don't get caught with your pants down

OK, so it has finally happened.  We’ve talked about it for years, we’ve argued about it in the bar and in the board room:

“Facebook will always be for my personal stuff and Linkedin is always for my professional stuff.”

Not so fast. 

With Facebook's new Graph Search, your personal life and your professional life have just collided.  In a VERY big way.
Released in Beta in January, 2013, Graph Search is Facebook’s new people search tool.  The name isn't very sexy, but what it can do for recruiters, marketers, and those of you looking to troll Facebook to find a date is actually pretty powerful.  Almost scary.

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