Can you really get something for nothing....
We have found that people and job boards that aren't interested in spending as little as $5 a month to advertise their sites are usually not around
very long and never really become leaders in the market because they don't have the traffic to their sites.
Maybe I'm a little old school but Momma always said you cant get something nothing. You have to sped money to make money.
This lead me to the question - besides backlinks, press releases, writing articles, forum posts, and blog comments. Are there really still places you can get quality traffic for free to your job site?
Original posted on http://www.recruitinglounge.com/
SmartBrief, Inc. Announces Addition of Job Listings to Popular Daily Newsletters
SmartBrief, Inc. announced today the addition of job listings to its popular online daily newsletters in the following industries: Aerospace, Cable and Broadband, Construction, Education, Food service, Gay & Lesbian Leadership, Health Information Technology, Interactive Advertising, Regulatory / Medical Affairs, Retail, Retail Pharmacy and Wholesale Distribution.
HireAbility.com Announces Recruiter Training Center Geared at Filling Industry's Accreditation Gap
Today, HireAbility.com (www.hireability.com), a leader in recruiting software and services, unveiled its newest venture geared toward providing staffing professionals with accredited, online education taught by the industry's top talent.
Londonderry, NH (PRWEB) June 27, 2007 -- Today, HireAbility.com, a leader in recruiting software and services, unveiled its newest venture geared toward providing staffing professionals with accredited, online education taught by the industry's top talent.
The venture, called 'The Recruiter Training Center', is based on the principals of making continuing education credits (CEUs) for staffing professionals easily accessible and affordable by connecting recruiters with leading recruiting experts through state-of-the-art web conferencing technology.
National Association of Personnel Services (NAPS) as its accreditation provider.
Through much research and consideration, HireAbility.com has chosen the
"Over the years, NAPS has focused on alliances that will improve the success of our membership and will take the industry image to the next level of professionalism," said Conrad Taylor, CPC/CTC, president of NAPS. "We have been very impressed with what Hireability.com is doing in the industry to help meet those objectives."
Craig Silverman, HireAbility's Executive Vice President of Sales and Marketing, explained the principals of The Recruiter Training Center are to address the growing needs of the staffing industry. "An accountant can find courses at their local college or university that addresses their needs, while recruiters have notoriously had a more difficult time learning the 'ins and outs' of their specialty," said Silverman. "Our goal is to provide education in an easily accessible environment."
The Recruiter Training Center holds monthly training classes and is open to the public. All credits are approved by NAPS, and each hour of class a professional attends provides them with a CEU credit.
"We've heard from lots of recruiters who are looking for educational classes offering CEU credits," said Amy Renz, Executive Vice President of Technology and Operations at HireAbility. "Accreditation improves a recruiter's marketability, effectiveness, and earning potential, which is part of our company's mission. Being able to provide not only our Recruiter Network members with access, but all recruiting and staffing professional worldwide, is very valuable."
The Recruiter Training Center's first class will be lead online by Internet search guru, Shally Steckerl on August 9 from 1:00 to 2:30 PM EST. Steckerl, a well-known talent acquisition consultant, strategist, and speaker in the recruiting community, will show how to yield a treasure trove of leads using Google in conjunction with free resources from LinkedIn, a huge social networking site, and Zoominfo, a people search engine. This class has been approved for 1.5 CEU credits.
For more information about upcoming classes, visit HireAbility's class listings.
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.
# # #
RecruitMilitary and AAIM Management Association Launch Initiative to Hire Military Veterans and Mili
RecruitMilitary, LLC, and AAIM Management Association of St. Louis have launched an initiative to promote the hiring of military veterans, military spouses, and other men and women with military backgrounds by the more than 700 companies that are members of AAIM. In their first project, RecruitMilitary and AAIM are providing incentives for AAIM member companies to interview job seekers at a RecruitMilitary Career Fair at Busch Stadium in St. Louis on July 19.
St. Louis, MO (PRWEB) June 28, 2007 -- RecruitMilitary, LLC, and AAIM Management Association of St. Louis have launched an initiative to promote the hiring of military veterans, military spouses, and other men and women with military backgrounds by the more than 700 companies that are members of AAIM. In their first project, RecruitMilitary and AAIM are providing incentives for AAIM member companies to interview job seekers at a RecruitMilitary Career Fair at Busch Stadium in St. Louis on July 19.
RecruitMilitary, based in Cincinnati, produces career fairs and provides other services to connect employers with job seekers who have military backgrounds. All of the company's services are free to job seekers. All of RecruitMilitary's owners, officers, account executives, and recruiters are either veterans or active or former reservists. The company was founded in 1998.
AAIM Management Association is an employer association in the Greater St. Louis area. AAIM serves its members in the areas of business education, customized organization development, executive coaching, process improvement, customer satisfaction, and human resources -- including consultation regarding job evaluation, incentive plans, benefits, affirmative action, recruiting and staffing, reference checking, insurance, and career transition. AAIM was founded in 1898.
"This partnership will benefit both the job seekers we serve and the member companies served by AAIM Management Association," said Drew Myers, President of RecruitMilitary and a former Captain in the United States Marine Corps. "Job seekers that attend the RecruitMilitary Career Fair will gain access to an outstanding selection of employers. AAIM members attending will meet hundreds of highly motivated job seekers with the skill sets, initiative, self-discipline, and leadership qualities that Corporate America wants and needs."
David Coverstone, AAIM's Vice President, Human Resources Consulting, said, "Our new relationship with RecruitMilitary gives our member companies an outstanding opportunity to augment and upgrade their workforces with men and women who have the needed skills as well as a proven work ethic. And our participation in the RecruitMilitary Career Fair will be a way of saying to the veteran community, 'Welcome, please apply, and thanks for serving our great nation!'"
The St. Louis event will be the 23rd of 45 RecruitMilitary Career Fairs scheduled for 2007. During 14 such events produced from January through May, an average of 30-plus organizations interviewed an average of over 450 job seekers.
Job seekers at RecruitMilitary Career Fairs include veterans who already have civilian work experience, men and women who are transitioning from active duty to civilian life, members of the National Guard and reserves, and military spouses. Interviewers include representatives of corporate employers, law-enforcement agencies and other government employers, educational institutions, veterans service agencies, and veterans associations. RecruitMilitary produces its career fairs in cooperation with The American Legion; HireVetsFirst, a unit of the United States Department of Labor; and the Military Spouse Corporate Career Network (MSCCN).
In addition to participation in career fairs, RecruitMilitary offers subscriptions to its database of self-registered job seekers who have military backgrounds, currently numbering more than 160,000, at its Web site, www.recruitmilitary.com ; advertising in online and print media; and contingency and retained hiring services. The company mails more than 53,000 copies of a quarterly, print newsletter called Incoming! to over 230 military bases throughout the world for distribution to transitioning personnel; employers advertise their job openings in Incoming!
# # #
Arbita Sponsors the International Association for Human Resource Information Management (IHRIM) July
Webinar Supports Delivery of Expertise to Companies Facing HR Technology Changes.
Minneapolis, MN (PRWEB) June 28, 2007 -- Arbita, the leading provider of global job advertising distribution solutions, has announced that it will sponsor the International Association for Human Resource Information Management (IHRIM) July Webinar, Managing the Transformational Project: Lessons Learned from MetLife's Talent Management Initiative, on Wednesday, July 11, 2007. As a proud member of IHRIM, Arbita is committed to supporting its mission to be the leading professional association for knowledge, education and solutions supporting human capital management.
The Newman Group to explore lessons learned, best practices, and unique needs associated with managing a transformational project.
In this Webinar, presenter Roger Taylor, Vice President of Strategic Staffing at MetLife, with first-hand experience leading a highly successful transformational initiative, joins talent management strategy expert Dave Marzo of
"Keeping up with HR information technology challenges HR professionals to continually revitalize their skills and augment their knowledge," said Lynne Mealy, IHRIM President and CEO. "IHRIM values Arbita's support of our educational programs that enable individuals to enhance their professional capabilities and share strategies for managing the ever-changing HR information management environment," Mealy affirmed.
For more information on the IHRIM July Webinar, go to: http://www.ihrim.org/events/Webinars/webinarJuly07.asp
Reduce Risk of Bad Hires with New Candidate Potential Report
Free Trial of Validated Job Candidate Selection Tool Until August 31. Summary: Personality tests for job candidates are an excellent defense against the risk of bad hires because they help assess the difficult question of "job fit." Performance Programs, Inc., a leading distributor of employee personality tests, announces that it can now help smaller businesses use the new Candidate Potential Report from Hogan Assessment Systems.
Old Saybrook, CT (PRWEB) June 28, 2007 -- Employee personality testing is rapidly becoming a best practice for companies interested in selecting high-caliber employees and managing talent. Personality tests are an excellent defense against the risk of bad hires because they help assess the difficult question of "job fit." It is often challenging for smaller businesses to implement employee personality testing, however, due to the need for formal job analysis and local validation studies.
Performance Programs, Inc., a leading distributor of the Hogan Personality
Inventory, can now help those businesses use the new Candidate Potential Report Series (CPR). Hogan Personality
Inventory (HPI) has a successful 30-year track record in predicting employee
performance and helping companies improve bottom-line business results by
reducing turnover, absenteeism, shrinkage, and poor customer service.* The new
Candidate Potential Report is designed for organizations hiring fewer than 80
people per year across different job titles. CPR helps employers by providing an
immediate candidate rating of "high," "medium" or "low" job fit.*
Employers who wish to try the new Candidate Potential Reports before August 31, 2007, can obtain three reports at no charge. If they continue using the reports after that date, there is a one-time fee of $400 to set up an account and $50 per report thereafter.
Performance Programs is a human resources consulting firm with expertise in psychometrics for the workplace. The company has assisted hundreds of employers of all types and sizes worldwide since 1987 with employee personality testing, 360 feedback, employee surveys, leadership assessments, work-life balance surveys, cross-cultural assessments, and more. Call 1-800-565-4223 for more information.
Hogan Certification Seminars: Performance Programs is an authorized
certification provider for Hogan personality tests, including the Hogan
Personality Inventory (HPI), Hogan Development Survey (HDS) and Motivation,
Values and Preferences Inventory (MVPI). PPI will hold three Hogan certification
seminars in 2007, including Friday, July 27th, Thursday, October 4th, and
Friday, December 7th, in the Old Saybrook, CT area. Please view the Hogan Assessments Certification agenda and register online or
call Sonya Hamilton at 1-800-565-4223.
Hogan Personality Inventory is published by Hogan Assessment Systems of Tulsa, OK. All Hogan products are grounded in 30+ years of research and have scientifically-based predictive power. Their tests are in use by organizations of all types and sizes worldwide.
The seven job families on which the Candidate Potential Report is based include Service and Support, Administrative and Clerical, Technicians and Specialists, Operations and Trades, Sales and Customer Relations, Professionals, Managers and Executives. CPR is based on seven job families that capture more than 95% of jobs in the economy.
The HPI was the first Five-Factor personality inventory developed specifically for the business community and, through an ongoing program of research and development, the HPI continues to maintain an industry-leading position.
More Chances to Be Rewarded for Referring Friends to Jobs with Jobtonic
Job vacancies in six more sectors added - online marketing, property, HR, publishing, media and recruitment.
Edinburgh (PRWEB) June 30, 2007 -- Jobtonic has added job vacancies in six more sectors over recent months, strengthening its position as the best destination for those looking to be rewarded for referring friends for new jobs.
have recently been added to the website by some of the leading names in those fields. Rewards of up to £2200 are up for grabs to those making the right connections amongst their friends or online social networks.
These new vacancies come in addition to the ever growing list of opportunities in other sectors making Jobtonic the only viable generalist job board for the referral recruitment market. Almost all counties in the UK now have jobs listed and our referrers are being quick to take advantage of the opportunity to earn some serious cash by making the match between their friends and our vacancies.
Nick Goldstein, GM Jobtonic commented "with such a breadth of geographical locations and market sectors catered for, ours is the only UK referral recruitment site to match the diverse nature of our visitor's social networks, both on and off-line."
For interview opportunities with Nick Goldstein on the impact Web 2.0 is having on recruitment or any further information, please contact us. Take Jobtonic for a test drive today.
The Jobtonic process:
Jobtonic is the UK's first website to reward individuals for matching candidates with positions. Jobtonic allows forward-looking employers to directly target passive candidates, considered the holy grail of recruitment. In March 2007 the site was the first in the UK to reward a successful referral hire.
# # #
itzbig has Big Plans for Bringing a Quality Experience to Job Seekers
AUSTIN, Texas (BusinessWire EON) July 2, 2007 -- With job security a thing of the past, itzbig stepped into the void today with an interactive network that connects talented professionals with appropriate job opportunities at companies hiring in Texas.
www.itzbig.com) takes a revolutionary approach to the job exploration process. Unlike traditional public job boards, itzbig emphasizes quality, security and feedback to create an environment that welcomes both employees, who ordinarily might not be seeking a new job, and employers.
“One of the things that is unique about itzbig is its structured data approach, or matching, scoring and ranking mechanisms, which allows potential employees and the hiring companies to better assess the fit,” said analyst Kevin Wheeler, Global Resources Learning, Inc. “In essence, the qualifications of the employee and the requirements of the employer are matched, scored and ranked. This ensures that potential employees and employers receive immediate feedback on where they are in the process and in turn creates a positive, productive relationship from the perspective of both parties.”
Just as important is the fact that the prospective employees can anonymously pursue opportunities in a secure environment, said Jim Hammock, CEO and a co-founder of itzbig.
“Potential job seekers are extremely concerned about protecting their identity,” said Hammock, the former CEO of Hire.com. “The most talented employees are not going to explore another position if they believe their identity might be compromised. We’ve created a network that shields the prospective employees, allowing them to explore the changing landscape for the most appropriate position, and then act on it.”
Corporate HR professionals see tremendous value in this anonymity as well.
“The quality of the candidates goes way up when they know their identity is not going to fall into the wrong hands,” said Mark Hansen, Managing Director of Modis-Austin. “They are actually more inclined to provide personal data when they feel they are in a secure environment.”
itzbig also gives prospective employees the ability to control their job search in that they decide what their input is for each respective position. If they’re unsure of what to emphasize in their profile, they can engage in an online dialogue with recruiters and hiring companies, who can provide more detailed feedback on the position.
“When you’re on job boards, your search abilities are very limited and you end up with a huge pool of candidates and very few connections. itzbig allows you to source on a particular skill set, shows you how candidates compare to other candidates and enables a confidential connection to those candidates,” said Bryan Powell, director of recruiting, Rackspace Managed Hosting, Ltd. “That’s a big advantage.”
The ultimate goal is to create a quality experience, which is another reason itzbig decided to stage the rollout of the network, beginning with companies that are seeking to fill technology or IT positions in Texas.
Hammock added that itzbig’s measured approach also appeals to prospective employees.
“They understand that jobs are tenuous in today’s economic climate,” he said. “In responding to that reality, we’ve created a network that offers them a safe, yet powerful plan B.”
itzbig is a private network for career exploration, which offers a real-time interactive experience designed to promote a better fit between a prospective employee and a hiring company. By focusing on quality, the company’s innovative approach rescues job seekers and employees from drowning in large quantities of poorly matched data.
New Insourced Job Search Application Trashes Junk Jobs, Empowers Users
Bradley-Morris Invites Employer HR Recruiters to July / August Hiring Conferences for Ex-Military Ta
Host cities for employers with civilian jobs include Atlanta, GA; Austin, TX; Charlotte, NC; Chicago, IL; Norfolk, VA; San Diego, CA; and Seattle, WA.
Atlanta, GA (PRWEB)July 1, 2007 -- Bradley-Morris, Inc. (BMI), the largest military placement firm in the U.S., announced their July and August 2007 Hiring Conference schedule today. The events, which are a more efficient and effective version of military job fairs, focus on Management / Engineering, Technician / Supervision, and Sales / Sales Management careers. The Hiring Conferences will take place on the following dates:
"Employers who attend BMI Hiring Conferences are addressing a broad array of hiring challenges such as tackling near-term needs, building bench-strength and accessing a diverse talent pool," said Shaun Bradley, co-CEO and president, Bradley-Morris, Inc. "In fact," added Sandra (Sandy) Morris, co-CEO and treasurer, "We have found that the only companies who haven't hired ex-military job seekers are those who haven't interviewed them yet."
Fortune 1000 and emerging sector companies attending BMI Hiring Conferences interview candidates for civilian jobs in areas such as leadership and management; project engineering; sales and sales management; production engineering / supervision; manufacturing engineering / management; operations and logistics engineering / supervision; electrical, mechanical and maintenance technicians; and field service technicians. BMI Hiring Conferences provide scheduled interviews with pre-screened candidates, a distinct difference from most military job fairs.
Employers and job seekers who wish to view the complete 2007 / 2008 Hiring Conference schedule and register for BMI's services can go to Bradley-Morris.com or call 1-800-330-4950.
About Bradley-Morris, Military