iitjobs.com - The IT Jobs Blog

The Rise of vertical search engines

2010-03-04T05:09:23.022-08:00

Its no brainer to guess that search is the number one activity people do on the internet . Search has always been a very lucrative area with a lot of pull and money flowing in. This phenomena led to the emergence of many search engines popping one after the another promising artificial intelligence based results ( wolfram alpha ) to human powered results ( mahalo ).

Many of these search engines failed to sustain the initial buzz that was created by them. This can be attributed to many factors but honestly the fact is that these search engines couldn’t deliver what they had promised.

With all the push and pull happening a new breed of search engines began to slowly emerge. These search engines are what we refer to as the “vertical search engines”. Some people also call vertical search engines as aggregators. This is due to the fact that these type of search engines aggregate data from various sources and present it to the user. The most common way of aggregating data is by using xml feeds.

Now lets take a look into the top 3 reasons why general search engines fail and vertical search engines rock.

1. Specialized searches –If a person is looking out for a job. He can either go to a job board or do a simple look up on google. A google search would yield a very unordered result. We did a search and found out that 20 per cent of the results were unrelated. Results from news, blogs and article directories don’t help a jobseeker much esp when he is looking for a job. All he needs is to simply check the opening and submit his resume for that position.

2. Freshness – General search engines like google and yahoo do not crawl a website everyday and that’s why the indexed data is not always up to date. Some of the results can be over a month old. While in vertical search engines the xml feed that is sent to them by the publisher website tells them exactly when the content was published and notifies them of any changes. With the inbuilt mechanism of handling the feeds the xml data is updated and reindexed automatically. This ensures the freshness of the content or the job opening.

3. Specialized tools – Many industry specific vertical engines offer specialized tools that assists a user in exploring more about his topic of interest. For example indeed.com offers a salary calculator, job trends, email job alerts and forums where people can participate and get to know more. Basically vertical search engines provide a user with a “one stop shop” option which general search engines don’t.

Here is a report by a leading market research company ( Jupiter Media ) . They did a survey on the problems faced by users with general search engines.

The bottomline

Vertical search engines are here to stay. With a growing user base, revenue and the set of unique features that the vertical search engines provide. It won’t be a hard to guess that vertical search is the next big thing.

This weblog is sponsored by iitjobs.

iitjobs launches ( RPO ) recruitment process outsourcing services

2010-01-29T12:19:50.72-08:00

We are pleased to announce that iitjobs is now offering RPO services. We hope to eliminate the overhead cost burden that many recruitment companies are nowadays facing due to the rapidly spiralling economy. Be a small organization or a big recruitment firm outsourcing has definitive advantages in terms of cost savings.

Since iitjobs has been a premier IT specific job board and the value & job market experience we bring with us is second to none. Our years of real "down in the deep" experience and scalable infrastructure can provide you with cutting edge recruitment solutions. More information can be found here -

http://www.iitjobs.com/recruiters/RecruitmentProcessOutsourcing.aspx

To set up a one to one consultation services please drop us a email at rposolutions@iitjobs.com or call us at 510-248-4343.

This weblog is sponsored by iitjobs.

Pro's and Con's of posting a resume on a Job Site / Portal

2010-01-11T11:02:27.352-08:00

First it’s good to get an e mail / call for better work and pay. It’s good to be on Job Site – But you are not sure if your employer will find out or not? Unwanted Spams / Calls? Can I delete? How a recruiters searches and sees / uses the resume? What happens after 356 days? So Pros / Cons if you post resume on a Job Board?

The Internet, has made a lot of things in a human being's life easier. Finding a job is one of them. Previously, hunting for a job meant visiting a company personally and submitting your resume or applying through a friend/acquaintance. The other way was to respond to newspaper ads. Practically, this technique was very time consuming and with very less results as the candidate could reach out to a handful of employers.

To reach out to innumerable employers across the world, today's job seekers uses Internet to seek job and more and more Internet would be the de-facto place to find job. All are the same, job portals, social sites, peer-to-peer or whatever that jargon will be – if you are on Internet you will get ‘calls’. If you are employee our suggestion is do upload your resume as you never know what great opportunity you will miss. But just put your First Name, e mail id and your skills – THAT’S ALL – DO NOT PUT – Home Address, Mobile number, Birthday, Passport number, references, etc – again just put First Name, e mail id and your skills


Pro's	Con's
Job-seekers can just log on to view thousands of job openings across the world, without going anywhere (the good old newspaper has only hundreds of openings that come once a week.)	All job postings do not have a clear information of the requirement, resulting in candidate applying for a wrong job or maybe even ignoring it.
They can look for relevant jobs based on domain, experience, location, type, skills and a lot more.	Certain job boards spam the candidate's mail box with unwanted job requirements. A candidate may start ignoring the job board's mails after sometime as a result.
You can save and edit different versions of their resumes by simply filling in the questions and then apply for any job with a single click without the need for posting the resume again.	Candidate gets calls from recruiters, at times even for unwanted positions.
Candidates can view the profile of any company in the job site that has details posted.	Candidate's personal information like mobile cell number, email-id, address, personal information etc. are shared with other businesses for cold calling. e.g. Insurance agents, investment agents, etc.
Candidates can view all jobs by a specific employer.	Candidate's experience details can be used for making sales calls to the company by retrieving the company name and location.
Candidates can view list of all applications – jobs applied for.	If a candidate puts his official email-id in his resume, it can be used to reach the other employees of the same firm.
Candidates can email a specific job to a friend.	By using the candidate's project details, recruitment firms can prepare a fake resume and apply it to the company for doing reverse marketing.
Candidates can print a specific job details.	Personal details of a candidate like Passport no., Social Security number, etc can be misused resulting in the candidate's name getting involved into some legal matter.
At a small price (Internet usage) candidates can apply for various jobs. They need not buy lots of newspapers or travel to a lot of places for job hunting.	Confidential information such as new technologies or marketing strategies is at stake when a candidates posts his resume online, as it could be picked up other companies for misuse.
Searching for a job on the Internet is less time consuming as compared to the traditional method.	If a candidate's resume is located by representatives of his/her company on a job board, it could jeopardize his/her career prospects.
As new IT job vacancies are advertised on the site, the recruiters can keep the candidate informed by email of any new opportunity that matches his/her requirements.	It is far easier for a recruiter to rule a candidate out based on specific criteria such as experience, qualifications, and knowledge base rather than the more subjective criteria such as personal attributes/characteristics, strengths or personality.
Job boards show the candidate only the relevant job listings based on his/ her search criteria.	Some candidates give the names and contact details of their references. This information can be misused for sales calls, etc.
Job Boards have resume creating resources that help a candidate enhance his/her resume and also help to write a good cover letter.	Candidates may get mails/calls from people offering them a job that is a scam, resulting in the candidate losing money and worst may end up involved in a legal case.
Candidate is at peace with the thought that he has tried his best to reach out to the maximum companies across the globe.	Candidate may receive mails which contain viruses/worms resulting in some harm to his/her PC.
Various job boards provide advice/information/guidance on one's career which can be implemented successfully to enhance career growth.	After a candidate's resume is downloaded by an employer or a recruiter, physically tracking it is impossible. Without the candidate's consent it may get duplicated on other sites.
Candidates can subscribe to newsletters that contain valuable tips about job hunting and current trends.	While job boards and resume database sites can be a job search tool worth utilizing, using this approach exclusively is passive job hunting and not likely to be very effective.
Candidates can establish a good relationship with professional recruiters who can help them and their friends successfully in getting the right job.	Mass posting your resume on various job sites may result in potential employers and recruiters to overlook your profile.
Candidates can earn referral booty(some job boards really do have a referral policy) by referring apt candidates for a given position.	Candidates spend lot of time being pre-screened by recruiters, submitting long forms with a hope to get a break in their job hunting. They are rewarded with voice-mails or no responses in return, leaving them frustrated.
When a candidate's resume is shortlisted from a Job Board, his/her resume is passing a pre-selection system and when it comes on the desk of hiring managers they will read it very carefully.	Candidates need to keep contact details in their resumes updated, otherwise recruiters may miss them for a suitable job opening.
Another advantage is that the use of online communication is less intrusive than traditional methods. If you're already employed, you can spend time during nights and weekends perusing sites maintained by employers or job search companies, posting resumes and more, all without conflicting with your current job.	For any advertised position, candidate has to face a lot of competition as job boards invite thousands of applications for the same posting.
If a candidate keeps his resume updated with the Key skills or with a proper objective/subject line, it is easy of a recruiter or employer to notice his resume among thousands of applications.	Many job boards are not in the business of job seekers find work. They are in the business of advertising and just post job ads.
Most reputable job boards have features that enable you to protect your own privacy and confidentiality, control who sees your cv, mask the identity of your current employer (so your employer doesn't know you're looking), and easily edit and delete your cv or change it from active to inactive.	Many job postings do not have a name and contact no. with whom candidates can follow up.
Print job ads offer only one way communication, i.e., people can see the ads and reply; while Job Board offers two way communications, where companies can contact suitable candidates and vice versa.	If a candidate puts fake experience in his resume, this would hamper his career prospects.
By posting resume on a job board, a candidate can know his market worth even if he/she is not actively looking for a change in job.	An online job posting is sometimes not genuine. The employer is surveying the market to test their current remuneration packages and to see if any of their employees respond.

This weblog is sponsored by iitjobs.

Eugolipe - A Beginning of an End - 2009 and coming of 2010

2009-12-22T10:38:20.787-08:00

Started thinking in 2003, visualizing in 2004, vetting in 2005 and dived in

2006 and OH MY GOD.. Happy in 2003, excited in 2004, elevated in 2005,

epitome in 2006, hit 'the wall' in 2007, climbed 'the wall' in 2008, got

drenched in 2009 and having Fun..

Since 'thinking' internet market place for job portals scene has changed

dramatically - vertical search engines, peer to peer sites, social sites,

classified websites, individual job insertions on Blogs, media, Job postings via

online Advertisements and not yet on mobile - our take is it will not be

100% possible to purely build on mobile technologies because of the various

field required to search - oops did we say search maybe the big daddy will

find something in future or maybe purely in interactive voice response?

(IVR)

For us job portals are here to stay and just in few years will be the only

way to find jobs / candidates. Wherever there is not a challenge to find job

seekers / skills, those job / skills do not require job portals and could

be filled by internal/ referral/ free sites/ Social Sites. But wherever there

is challenge to find and jobs which are open for more than seven days then

you require Job Portal - that's where we are in that segment - even today

there is a challenge to find Technology Professionals if only Technology

professionals are in abundant than we should not be in this business - this

will not happen for many years for there is a lot of innovation / vast/

complexity in Technology - it will only happen if the world just accepts

everything under Google! Till then we will be keep breathing..

Welcome 2010 - our take is it will be same as 2009 a mediocre to a bad year

for jobs.

So gear-up, get back to drawing board, innovate and pray - Wish you all a

Very happy New Year

Team iitjobs

This weblog is sponsored by iitjobs.

360° Art of Job Hunting - Some Tips, Bits, Pits, Chits on Job Search

2009-09-08T00:51:38.885-07:00

Year 2009 early September and global news floating around the dawn of global economy reviving– Few! Finally! Japan, Asia, EU and as per 'news' signs in America – Welcomed!

No - This subject is nothing new – so why waste writing one more – aahh, hmmm – as we are also waiting to get some work and nothing to do as such let’s write – Let's Share!

So – The Premises – Global Technology Professionals – Who have not yet seen 'that' slightest light beyond 30 days – very tough – we feel it - ……tried all friends and family and trying via external method to get till personal interview.

1^st – Create 'Skill-O-Meter' – What's that – Its kind of Demand and Supply of your skill - Check www.indeed.com or www.simplyhired.com and its regional properties as per your country/preference – Typically a Technology Professional can work on more than 3 to 4 titles.

2^nd – Search for your skill see how many openings it throws out – it will show on the top right hand side - put that number in your excel and see which State/City has the highest opening – do similar exercise in your different skills – so some direction…

3^rd – You can dissect the data, by Company, Location, Salary, etc. now with some direction where there are more openings for your skills, and observe daily number increasing or decreasing this way you can get some real time 'Skill-O-Meter'.

4^th – We suggest to have Gmail account – we have tested various major free e-mails – Hotmail, Yahoo, Live and specially e-mail provided by your ISP's they have such a high Spam filters that above 50% of time a recruiter's e-mail will go into your Spam box or not even reach you. Many e-mails that are auto-generated from companies Applicant Tracking System usually end up in Junk mail – We as recruiters have faced this situation many times with job seeker in turn missing an opportunity.

5^th – Your Phone – Always charged, Clear Voice Mail, Always ON – keep it in Silent Mode, if you are busy this way you can see who all had called. A very important tool.

6^th – Understand today's recruiter's are in immense pressure - to fill more position with less resources and within 24 hours. Companies are filling those few positions without even publishing within day or two. The process is On Demand, Now, Speed, sell first – fill later - They are overwhelmed with resumes – qualified or not but tons – so speed, response, follow up, research be ready with all your ammo (try Chawanprash)

7^th – Your Resume – Ah! Resume – Not giving 'gyan' over here how to write an resume lot of stuff on this is 'out there' – Somehow a resume 'view life' is just 10 to 20 seconds to get an Call or e-mail – really a resume is just browse through by a recruiter to 'screen' before it reaches to hiring manager or next step.

8^th – 'Be There' – Job Portals, Social sites, Open Searchable resume on Google, Niche sites, Classified sites, Tech Forum, Local Conference, Blog, Join Virtual Yahoo, Google, etc. groups, reverse interview/marketing, cold calling/e-mail hiring managers, volunteer, publish some articles on relevant forum/blog, YouTube…

9^th– Tips – Job Portals – Fill all the fields, keep editing every 7 days - this way resume shows on top when a recruiter searches.

Social sites – Keep it updated, get recommendation, you can also keep 2 profiles one professional other personal – Network within.
YouTube – Have 30 seconds not more than that it should be intriguing to get you an interview .

10^th – I think this list making thing is getting boring – so let me end here – try different things – will continue later – bring on some 'NEW' stuff – North East West South.

This weblog is sponsored by iitjobs.

Bore ho Recess – Oops Recession – My Foot

2009-04-20T00:59:03.184-07:00

That’s right, it is official and we are in a recession. I know, I know, I should be shaking in my boots like a good mind-controlled puppet, but all that shaking just kicked my brain into gear.

A few things flashed across my mind:
   1. It feels like this recession is the recession of a millennium;
   2. Bad things are going to happen and there is nothing we can do to stop it;
   3. An invisible hand is going to make my money disappear so I should hold on to it as hard as I can.

Everyone was living happily and no one seemed to have clue about what was going to happen. Then, BOOM the stock market tanked. BOOM, companies bankrupted. BOOM, the world is going to end and all we can do is to sit tight and fasten the seatbelt on the boat going straight to hell. When did we buy the boat ticket anyways? This time it just seems like everything is going wrong all at the same time, and all other recessions were really just peanuts in comparison. Do you believe in this? If so, then congratulations, you are under the spell of the media. The recession is not necessarily that much worse than the times before, but the media certainly made sure that it is the best elaborated on in history. But wait a minute are we truly in recession – for me recession is long period of Recess in ones life while continuously seeking to make some basic money and not able to make – the efforts can be to find a job, take a temporarily short term unrelated job, starting something own – like a chaithella, tutor, online various work – there IS workout there but if someone puts the formulas I need minimum that salary, this title, that job and not innovate to generate income - that contributes to recess.
Yes my friends and relatives have been affected by the their own slow down – they were at comfort zone for many years and could not forecast long recess time – yes they have all the means to carry on without work for the past savings they have but still not generating small income.
In my daily life as global technical recruiter – yes we head hunt people for India, Singapore, Australia, UK, USA, and Canada markets specific to software engineers and I still have my job – my boss Yells at me – why are you not able to find candidates, why it is taking so much time to find candidates, why are you not doing your minimum numbers … - Yes we have good number of openings and all the tools (more than that) of the world at our disposal to get candidates but after making call after calls to candidates they tell me they are not interested – 8 out of 10 candidates are busy! - I think specific to Technology candidates with experience between 4 to 10 years with hands on experience are busy globally.
When I’m heading for my work everyday I read – see everywhere about recession – hmmm let me see when I will get hit with ‘my recess’ – lets get this session over by working hard – Jai Ho!

This weblog is sponsored by iitjobs.

ATS and Integrated Career Page

2007-11-13T11:50:52.796-08:00

What is an integrated career page?

When you advertise your job openings on various mediums, the candidates normally view your advertisement there and eventually cross check it with your career page. Suppose these openings don’t show on your career page at the same time or if you do not have a career page, then a candidate does the next best thing, he/she applies to the generic e-mail ids provided on your website e.g info@company.com or hr@company.com

Such generic e-mail ids attract a lot of junk mail and trash mail and the chances of you deleting a quality resume by mistake is huge. Hence, it becomes imperative for you to have an updated career page that is not only live and real time at all times but also directs all the resumes to the inbox of your recruiter. So an integrated career page becomes essential because, not only is it cost effective, it is also maintenance free.

You can, here, integrate the career page with our job site. This is a small technical process which can be easily sorted. An IT person from your company and our specialist will spend a couple of hours trying to understand how your career page or web site works and integrates or merges (in a broad term) your career page with our job board.

Having an Integrated Career Page is the first step towards having your own simple and efficient Applicant Tracking System (ATS). You could choose have the larger complicated ones, or a more simple one which starts with integrating your career page.

What is an Applicant Tracking System

An Applicant Tracking System, also called a candidate management system, is a software application designed to help an enterprise recruit employees more efficiently. An ATS includes a corporate career site, allowing companies to post jobs onto their own website, as a way to attract candidates. Candidates may apply for specific jobs or generally to the company. Effective solutions store this candidate data inside a database to allow effective searching, filtering, and routing of applications.

Why Is ATS Important ?

Companies Having Integrated Career Page

Companies Not Having Integrated Career Page

Real Time Job Ads

Yes

Dynamically Searchable Resume

Yes

Enterprise wide Accessibility

Yes

Company Ownership

Yes

Builds company Brand

Yes

Better User / Candidate Interface / Experience

Yes

Cost of Maintenance less

Yes

Avoid junk mail in you company mailbox.

Yes

Avoid loss of database when an employee moves on

Yes

Avoid loss of database due to technical or mechanical error

Yes

No more paperwork

Yes

Easy access from anywhere in the world

Yes

Helps keep notes for future reference, on a candidate

Yes

Company wide reports view for the management

Yes

Helps re-distribute work load for better results

Yes

Allows Job Specific Screening Questions

Yes

Tracks the flow of the Application Process

Yes

Allows for Simple Email Blasting to Groups of Applicants

Yes

Allows for Multiple Logins enterprise wide

Yes

Dashboard view of hiring status

Yes

Quick resume search

Yes

Tag based search

Yes

Less search time and more call time for your recruiters with candidates

Yes

Quick and easy search of internal and external candidates

Yes

IM facility

Yes

Candidate ownership with a recruiter within the enterprise.

Yes

Saving your search string.

Yes

Your job posting is never down

Yes

Eliminate costly agency fees.

Yes

Reduce the cost per hire

Yes

To sum up, implementing an Applicant Tracking system allows a company to effectively advertise its job requirements over a wide area, organize and filter candidate data for further reference, reduce company costs, and above all increase productivity.

This weblog is sponsored by iitjobs.

IT Jobs - Global Validation - Part 2

2007-11-10T09:31:45.437-08:00

Would you say every country is self sufficient with opportunity providers and appropriate, qualified talent alike? No? Well, how then, would you fill that void?

The answer is to spread your horizons and look beyond your boundaries. With the governments of almost all the countries relaxing their rules for easy movement of Technology (IT) talent from any one point in the world to the other, the world has become flat in its true essence. And with this there is no better segment to be in than IT. I would like to share one such fabulous success story with you. This will also disillusion our fellow recruiters who swear by one job board or another for total solutions. Believe me, NOTHING WORKS.

As we are all aware that US is known as the land of opportunities and home for large and small corporations alike. One such 20 year old, NASDAQ listed,over $500 million company had this gigantic task of employing a huge number of experienced candidates for various positions that they had open. They tried all the job boards, newspapers, references or whatever other means that they could to fill those positions at the earliest, but are not really successful. So here is what they do. They fall back on us to try to gather such talent from anywhere in the world to work in the US on H1b's Visa's

How did we accomplish it? We worked in different shifts, looked up all the leading job boards, ended up with almost the same candidates on them,launched a campaign and ultimately with all the push and shove, managed to get a handful bunch to work for the US. In the entire screening and grunt work process we realized that one thing really works perfectly. It is always a mix of various sourcing strategies with the scales tipping more towards the personal networking and references.

We were able to tap technology professionals from all over the world with top-notch skills from - Singapore, New Zealand, Malaysia, UK, U.A.E (Dubai), South Africa and India. All together we had hard to find skills over 50
professionals approved for USA on H1b Visa.

iitjobs global job advertisement, global technology database and networking enabled us to successfully execute the project.

About The author - Firozy is a IT recruiter working with matrix7i. She has a extensive recruitement experience in key skills such as SAP and Oracle. She can be reached at firozy AT matrix7i.com

This weblog is sponsored by iitjobs.

IT Jobs - Global Validation - Part 1

2007-11-10T09:18:34.109-08:00

"Coming together is a beginning, staying together is progress, and working
together is success." - Henry Ford

Power of Global Job board combine with Networking serves a large client in Australia

Simply put, Recruitment is the fine art of finding a right person for a right job at right time.
Although difficult for these three factors to fall in line; it is not impossible either.

An e-mail from my VP for the technology (IT) requirement for an Australian company baffled me initially.
'Cause, some of the skills mentioned therein were completely new to me. And I confess, I had
never even heard of them as they were very recent skills set. Therefore, to be able to pre-screen a
suitable candidate, a little research was imperative. Post research, I realized that most of the skills were Oracle Applications related. And the next thing was to funnel resumes for the same.

Our team strategically sourced candidate names from iitjobs. After some screening and a little chat with one of the candidates we also learnt that the required skills were interrelated. And that made Resume funneling a bit
easier.

However, since most of the prospective candidates were available either on weekends or at night, tracking and talking to them and to convince them of this opening posed a problem too.

But as luck would have it, the very first candidate I spoke to turned out to be the most suitable one too. Talking to him was a great experience and I learned a lots more about the required skills and their inter-relatedness.

But, what still puzled me was - why a large resourceful Australian company would outsource recruitment ? Of course, the company urgently wanted candidates with extensive in BPEL (Business Process Execution Language)experience. Running out of time, they were unable to find a suitable candidate in Australia since BPEL is a tough terrain and hence a rare skill.Naturally, urgency played a role too.

Probably a sum total of all such factors prompted them to tap into our expertise and resources to broaden their search globally vis-a-vis friendly Australian immigration policy - 457. And within just 2 weeks we gave them a
suitably qualified candidate.

But there were 2 vacancies, and they were still short of one.

We called up the selected guy to know if he has any friend/colleague with similar expertise. He could win an iPod if he recommends a suitable candidate and that candidate gets selected. And voila! He popped out two
names and one of them got selected.

And surprise of surprises, this new candidate did not have his resume on any job board. But thanks to an eager referral we were able to track one more candidate who fit the bill perfectly. I think that speaks volumes about power of networking. Of course, prompt response and quick efficient processing by the Australian company made a
difference too.

We encourage referrals. And while tracking and talking to prospective candidates, we often get such useful references from most of them. It was a rewarding learning experience that reasserts the truth about what Henry ford
has said.

About The author- Rucha is a IT recruiter with Matrix7i. She has over 5 Years of recruiting experience with some of the top staffing companies operating in the IT domain. She can be reached at rucha AT matrix7i.com

This weblog is sponsored by iitjobs.

Is there a cure for common cold ? In the same essence is there a cure for a technical recruiter ?

2007-02-14T06:11:48.093-08:00

They say it takes two weeks to get over a common cold, with or without medicine. Is it not the same scenario for "Just in Time recruitment" ? Nothing seems to work most of the time. Internet search,traditional style Unix job boards,job boards,referral, advertisement or any other sourcing channel available to a technical recruiter, does not seem to work for recruiting a technology professional in today's market. What can today's creative technical recruiter do to stay ahead of the pack. These are a few ideas and suggestions:

°    Like in life " Prevention is better than cure " for common cold, in the same analogy I believe the technical recruiter has to learn to build a pipeline of prospective candidates way before the requirement pops up, I.e instead of fire fighting.

°    "Home cures help manage common cold better" Similarly referrals, ATS (Applicant tracking system) mining, networking and advertising for pipeline will help manage talent better than "just in time" recruiting

°    " Good immune system helps keep common cold away", similarly good HR practices, training and best practices help retain talent thereby helping to reduce attrition.
As the common cold is a contentious, nagging trouble sometime fatal, technical recruiting has to be taken in complete seriousness. While seeking help from as many sources as possible (like technology groups, networking, advertisement in addition to job boards mining as in common cold, like homeopathic remedies,steam inhalation, herbal potions, balms love and care in addition to antibiotics.)

In the same essence is there a cure for a technical recruiter ? We have tried various therapies like Monster therapy , Dice Therapy , Careerbuilder therapy , Iitjobs therapy.There are many job boards the world, but still its difficult to find the right candidate But then does the recruiter find the right kind of people ?

The answer is "yes" and "no" both .

Its time to accept the hard fact that free resume search websites for employers or recruiters don't help much but they do help in creating that valuable pipeline.Basically a recruiter needs to systematically build relationships and develop networks .Technical recruiters need to get creative, strong and persistent to help deliver the scarce commodity of technical talent.

This weblog is sponsored by iitjobs.

Search for a job in the UK

2007-02-01T03:20:39.937-08:00

Being a recruiter the most commonly asked question which i regularly face is that,how to search for a job in the uk ? and my answer to that is always .....huh???? Recently the UK has opened its borders to the geeks and has virtually put a red carpet for IT professionals. This move by the is being seen as a major way to boost its inflow of high tech labour.

There yet are many countries yet to follow the suit but the UK has been the first one to implement this kind of policy after Uncle sam did way back in the 90's.Well over the times software industry has gone through some radical changes right from algorithms to outsourcing.People might argue that outsourcing is bad but frankly speaking its helping the economies more than ever.As per a report the average employment in th US has been to a record low,i guess this is a suitable explanation for the above.

Nowdays skills like SAP and open source technologies are in huge demand.SAP is very hot these days and of course traditional programming languages like C++ and Java are also in the wanted list.In the united states market SAP is in huge demand and so it is in UK.As the software industry is booming and cash is flowing like never before the companies have started investing more in ERP/CRM applications and even provide free training to its employees.If i would have been in some candidates shoes i would go for SAP or any other ERP/CRM package

Now comes the question "how to search for a job in the UK" ,well it isn't easy as it seems you can either post your resume on a job board or look for headhunters.While posting your resume on a job board is the easiest option but it may not be the most effective option( correct me if i am wrong ) but the best way out is through traditional means a.k.a Network.Job boards do provide a global reach for your resume but the key is posting your resume on a niche job board or a industry specific job board...that will greatly increase your chances of being noticed.

This weblog is sponsored by iitjobs.