JobSync

JobSync Reveals Big News

January 18, 2012

Remember when we said big changes were in the works at JobSync? And that big news was right around the corner? We know you can’t wait to get that perfect-fitting job. And we can’t wait to reveal this big news anymore either:

We are delighted to share what companies are now featuring jobs at JobSync. Last week alone, Tempur-Pedic, Kimberly-Clark, Progressive Insurance, and Avery Dennison began using JobSync to find high-fit candidates for their open positions. This week, Qualcomm has signed on, and we expect more top companies to follow shortly.

Why are such remarkable companies featuring positions on JobSync? Because they recognize that traditional recruiting methods are inefficient and often incapable of finding the best-matching candidates. For too long, standard approaches failed to take into account a candidate’s personality. And yet research has shown that 89% of mis-hires are due to a lack of interpersonal fit, not skills or aptitude. Such recruiting missteps are costly for candidates and companies alike.

JobSync is proud to work with these prestigious companies and help them find high-fit candidates for their open positions. In the near future, we will also enable you to browse through all companies and jobs in our network. The best part is you can be considered for all of these positions with a single profile. We’ll make sure to evaluate your profile’s compatibility for every job, every time. This is not only a new and exciting enhancement for us, but we hope it is also a new and fulfilling development for you!

This year is going to be a big year for JobSync. We just hope it is going to be an even bigger year for you!

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“Tebow” Your Way to Winning Recruiting

January 10, 2012

The breakout story from this season of NFL is the unlikely emergence of Denver Broncos quarterback Tim Tebow. Although a Heisman Trophy winner in college, his earlier professional play had been uneven, and going into this season, he was merely a backup quarterback with unfulfilled potential… until he took over for the lackluster Broncos when they began their season with one win and four losses. That’s when he turned the team around in dramatic fashion, with many of his startling victories coming via astonishing come-from-behind performances in the fourth quarter. And soon the Broncos unexpectedly found themselves in the playoffs.

Along the way, Tebow has generated supporters and detractors for his exciting and erratic play and public displays of religious devotion. But can his performance on the field help you score that elusive candidate? Here are four ways it can:

1. Be versatile when you play the field. Tebow is known as a dual-threat quarterback, capable of making big plays passing or rushing. As a recruiter or hiring manager, you also need to be able to effectively tap your personal network as well online sources for top talent. Don’t disregard one at the cost of the other.

2. You Must Have Faith. Kneeling and praying are common staples of Tebow’s life on the field. While we are not insisting you pray for ideal candidates, you must believe in yourself and your ability to recruit and hire superior prospects. Tebow is also relentless: He once played the second half of a high school game with a broken leg, even running 29 yards for a touchdown. You, too, should never give up (and dare we say, “Break a leg”).

3. You can always turn things around, even late in the game. Have you heard about the new Tim Tebow pizza? You have to throw out 3/4ths of it because only the last quarter is any good! Kidding aside, while you are statistically most likely to make a hire out of the first one or two weeks of candidates who apply for your position, you never know what can happen if you make a late push in your recruiting.

4. Winning ugly is still winning. Okay, so maybe you didn’t end up hiring the perfect candidate you initially wanted. It’s your company’s job now to grow and develop that employee to be the best he can be. And you may soon find yourself having one winning year after another thanks to this new recruit.

So let Tebow’s style of quarterbacking inspire your recruiting.

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Rejecting a Counteroffer

January 9, 2012

With the new year well underway, job hunting can also be expected to pick up. Which means more interviews, more job offers and… possibly a counteroffer from your current boss. It’s good to be wanted, right?

Not always.

According to a recent piece on U.S. News & World Report’s website, you should exercise extreme caution before accepting a counteroffer from your present employer. Chances are, your old company has a good reason for offering you more money, time off, and other perks, and they may not be in your best long-term interest (and this also applies if you are simply quitting without a new job to go to). No company wants to see a solid worker leave and then have to contend with the cost and aggravation of recruiting and retraining your replacement. And your departure could hurt your boss’s record – keeping you around a bit longer may give him an opportunity to find your replacement on his terms.

Sometimes accepting a counteroffer can be a good move, but keep these six concerns in mind before you do:

1. Quitting made you more valuable to your company. So, you’re only appreciated and considered for a raise when you decide to walk? This doesn’t speak well of how you were treated there nor bode well for your future at the company.

2. Things won't change. Oh sure, there may be a short honeymoon period, but soon the 7-week itch will set in and you’ll realize the misery that sparked your job search in the first place hasn’t changed.

3. You may be shunned by your boss and fellow employees. It’s only a matter of time before your boss becomes resentful, suspicious, and distrustful of you. And you can bet your colleagues will know how you got your raise and other benefits and hold it against you.

4. Job security will diminish. If layoffs hit your company down the road, you’ll be at the top of the list to be axed. Why? Your company wanted you to stay for its benefit, and should things head south, your superiors will remember how dispensable you once considered them.

5. Why stay when you’ll eventually leave the company anyway? According to a survey from recruiting firm CyberCoders, 80% of employees leave a company within nine months after accepting a counteroffer.

6. Another company believes in you and your worth. And your present employer doesn’t. Need we say more?

Chances are, the suddenly greener pastures at your old company are not as green as those at your new employer’s, so you might as well ride into the sunset of your new job.

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Hiring the Brilliant but Disorganized Candidate

January 6, 2012

Confronting today’s complex job market is no easy task for recruiters and hiring managers. Many times, it seems that no perfect candidate ever applies for a specific job at a company, leaving the company in the position of having to decide which candidate they can live with if they are to make a job offer.

Which brings us to hiring the brilliant but disorganized candidate. Is such a person worth the risk, or will their lack of order result in so much chaos and disruptiveness that they will never thrive and drag their colleagues down at the same time? Recently, Forbes.com made the argument that hiring such an individual is worth it, provided companies manage their expectations and followed these four productivity strategies:

1. Hire the person an assistant: But not just any assistant – only one who understands and appreciates the working style of the person and is given the latitude to keep the individual on task.

2. Create firm boundaries for the assistant: Make sure the assistant is provided firm boundaries so that they are not pulled into the employee’s chaos and subsequently lose their role in keeping their boss focused.

3. Manage expectations: A brilliant, creative employee will invent and innovate for you, but don’t set yourself up for disappointment by expecting him to break his mold. Just accept, for instance, that they will probably not be detail-oriented and may therefore require more time to provide more facts and figures.

4. Foster a climate for creativity: When dealing with a creative personality, shoehorning such an employee into a specific role will often diminish the person’s creativity. Instead, provide an environment in which the individual will flourish and help facilitate his contributions with his colleagues.

Brilliant, no? So give it a try, and don’t mess it up!

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Must-Have skills for Jobseekers This Year

January 5, 2012

With 2012 just underway, many job hunters are wondering what they need to do differently this year to improve their prospects. And some are pondering if it will even make a difference. While today’s job market is challenging, there are certainly ways to make sure you are truly ready when the ideal opportunity comes along.

Earlier this month, Marketwatch.com discussed five critical skills many employers feel candidates must have to fit in at their companies. This skills are:

1. Adaptability: Given the demanding economy, companies are finding they must be nimble and be able to make quick adjustments if they are to survive. And companies can only do this if they hire employees who are adaptable and capable of quickly taking on new responsibilities.

2. Creativity: Similarly, the present economic environment also requires novel and innovative approaches if companies are to weather the periodic storms encumbering their businesses. Hence, employees must be creative if their employer hopes to navigate the choppy seas they will invariably encounter.

3. Technical literacy: As more employees are being called upon to do more, it is important that they are capable of handling some of the simple technical operations (such as data entry, to help keep the company running smoothly). Employees should also be literate in social media to promote their companies as well as expand their networks.

4. Business acumen: In increasingly competitive markets, experts believe a broader band of employees at a company need to be both aware and understanding of its sales. Beyond basic marketing, company workers need to be conversant about the advantages of their products and services.

5. Flexible proficiency: In addition to being simply adaptable and taking on more responsibilities, companies need individuals who are quick learners and compliant. As one expert calls it, being “solid organizational citizens” who can take on other jobs as market demands fluctuate.

We would like to add one more critical attribute job candidates will need this year: patience. To take on more and learn more requires diligent perseverance. And without it, none of these other five critical skills would even be possible.

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