New Trends in Online Recruiting Strategies

New Trends in Online Recruiting StrategiesNew Trends in Online Recruiting StrategiesNew Trends in Online Recruiting Strategies Blaszczyk, Managing Editor, Resource CenterWhat are the new trends in zugreifbar recruiting strategies? To find out, we asked the experts at CKR Interactive,a recruitment advertising agency founded in 2001 in the heart of Silicon Valley.For three years running,CKR has been named to Inc.s list of fastest-growing private US companies. The company was a winner at the 2012 Creative Excellence Awards.Monster What new trends are creating a winning online recruitment strategy for todays leading companies?CKR We are seeing a trend of employers embracing emerging media in efforts to be where their target audience is, while strengthening their employer brandas an innovative work place.A big emphasis on a streamlined mobile and social media marketing planhas been key, as has unique, interactive career sites, reevaluating employer brand propositions and positioning, and ongoing metrics to measure ROI.Employers, now more than ever, need to look at the big picture and plan for the future versus tackling everything one project at a time.As the economy recovers, the war for talent is picking back up and employers need to focus on being where their target candidates are, instead of expecting the talent to find them. Still, an emphasis on utilizing messaging and online assessment functionality is important to ensure that the candidates entering the pipeline are the right ones.Monster Is the objective to engage as many people as possible? Or is it possible to be more selective in attracting specific skills?CKR Its a bit of a mix of both - for the fruchtwein part the objective is to identify how to get in front of a very specific prospect.However, its also important to maintain a strong employer brand, especially in the social realm where many aim to engage as many people as possible, as your connections there may very well lead to future candidates and/o r customers.MonsterCan innovative multimedia marketing be done effectively, without breaking the bank?CKR An example of a low-cost multimedia campaign we conducted for ourselves is our agency anniversary campaign, which won Grand Prize for Self Promotion at this years CEAs.As CKRs anniversary falls on April 1st, we decided to launch an April Fools Day campaign promoting several fake (and hilarious if we do say so ourselves) products promising to help employers to retain and even clone their top talent via three topics Cloner, Deployeeand reTension.Utilizing online marketing tactics including video, landing pages, pay-per-click (PPC) campaigns, social media, schmelzglas campaigns, sales sheets and PR, we were able to stir up a lot of buzz and traffic to our site without breaking the bank.In fact, our social shared when up 300%, our Facebook fan base grew to more than those of our top competitors combined, and we saw a huge increase in site traffic - about a 55% increase from the nor m And this is all from a campaign that ran for less than a week.Monster How are companies using online media to build their brand?CKR Companies are now aiming to utilize online media in a comprehensive manner versus a piecemeal approach, taking into consideration placement, timing, frequency, messaging and creative used.Every single detail has an effect on the employers brand and must be taken into thoughtful consideration. Furthermore, avenues such as social media are being used with a focus to strengthen the employer brand and communications with potential candidates, versus solely on recruitment.An example of a successful career website is the site CKR designed for one of the worlds largest and most respected contract research organizations, Covance (a multi-award winner).Site visitors are able to quickly learn about Covance, view their connections and current openings at Covance, and access information on a variety of topics such as university/college opportunities, benefits, va rious departments/career paths, and diversity. Visitors also learn about Covances mobile job search app, which makes it even easier for job seekers to stay abreast of opportunities at Covance.Additional examples of our favorite career sites can be viewed on Our Portfolio page.Monster What three social media activities will be most effective in recruiting top talent?CKR Based on the current trends and successes were seeing, we believe that these three social media tactics will be most effective in recruiting top talent in the months aheadContent strategy that includes targeted status updates to show thought leadership in specific areas and feature online content in context for the organization.Sharing jobs in context with content across the social web.Targeting the right followers/fans and being active on three or more social platforms.

Study Women financial advisors punished more harshly than men

Study Women financial advisors punished more harshly than menStudy Women financial advisors punished more harshly than menAre women punished more punitively for misdeeds at work than men? In the financial advisory industry, they are according to a new working paper from Harvard Business School on the gender punishment eu-agrarpolitik.Researchers used 10 years of data on financial advisors employment information from the Financial Industry Regulatory Authority (FINRA), an independent nonprofit authorized by the U.S. government to monitor financial firms. The info also contained details about whether an advisor had ever committed misconduct and detailed each infraction.Men misbehave 2x as much, women 20% more likely to be firedMale advisors committed misconduct twice as often as female advisors, it was found. However, when women committed misconduct, there were bigger consequences they were 20% more likely to be fired, and 30% and to have a harder time finding employment afterward.Whil e women are punished more heavily than men for their misdeeds, their misconduct that is 20% less costly to the company women are less inclined toward repeating the misconduct. Men, on the other hand, are more serious, repeat offenders, with higher settlement costs to the firm up to $20% incurred if they are caught.The researchers attributed the unfair treatment of women advisors, and the more laissez-faire treatment towards their male counterparts, to gender bias, especially since the industry is male-dominated.Female managers make a differenceHowever, the gender punishment gap narrowed when the women financial advisors worked at companies with a greater number of females as managers or at the local branch level. This told researchers that the gender punishment gap was not dictated by certain firms or financial niches. Instead, it was a phenomenon called in-group tolerance. Simply put, people are more tolerant of those that are more like them.In the workplace, men are less likely to come down hard on men male executives seem to be more forgiving of misconduct by men relative to women, says the paper which leaves women out in the cold. But in a financial advisory workplace where there are more women managers, female bosses are less likely to respond to womens misconduct with excessive harshness.A recent Wall Street Journal story deals with the same topic on women high positions in their field and the little leeway they are given to make mistakes as opposed to men. Both the article and the above Harvard Business School working paper referred to another Harvard working paper from last year on surgeons.If a female surgeons work resulted in the death of a patient, physician referrals to her dropped 54%. If the same happened to male surgeons, however, the reaction was not nearly as harsh. The paper noted that this may be because men appear to be treated as individuals.

Military Education Benefits & Enlisted College Programs

Military Education Benefits & Enlisted College ProgramsMilitary Education Benefits & Enlisted College ProgramsThe Active Duty Montgomery G.I. Billis the same for all of the active duty services. The choice of whether or not to participate in the program is up to the recruit and is made (after a briefing) in basic training. If a recruit elects to participate, hismilitary pay is reduced by $100 per month for 12 months ($1,200 total). In return, the recruit receives education benefits. The active duty G.I. Bill Benefits can be used while on active duty, or after (honorable) discharge, but must be used within ten years of discharge.To use MGIB while on active duty, you must serve two continuous years of active duty. There are a few different scenarios for how the MGIB can be used after honorable separation from active duty.With three years of active duty, you must have served three continuous years of active duty, unless you were honorably discharged early for one of a very few specific reasons, such as medical. You only need two continuous years of active duty if you first enlisted for two years of active duty, or you have an obligation to serve four years in the Selected Reserve. You must enter the selected reservewithin one year of your release from active duty. Alternately, those with two years of active duty who werehonorably separated early for one of the very specific reasons allowed (such as medical) are also eligible. Its important to note that if you are separated early, and lose your G.I. Bill qualification, you do not get your money back. It is because, under the law, the money taken out of your pay is not considered a contribution, but rather a reduction in pay. Reserve/Guard Montgomery G.I. Bill It is the same as the Active Duty Montgomery G.I. Bill, with a few exceptions Your military pay is not reduced for this program. However, your monetary benefits are not nearly as generous as the Active Duty Program. While you must enlist for a period of si x years or more, you can begin using the benefits immediately after boot camp and technical or A-school. But benefits terminate if you dont serve your entire enlistment contract period. Even if you dont separate from the Reserves, MIGB benefits expire 14 years after the date you become eligible for the program. Active Duty Tuition Assistance All of the services offer 100 percent tuition assistance for courses taken while on active duty. However, there are limitations per year per individual. Additionally, there are limits on the amount of tuition assistance available per semester hour. Guard/Reserve Tuition Assistance Both the Army National Guard and the Air National Guard offer tuition assistance as well. Additionally, many states offeradditional education benefitsfor members of their National Guard (National Guard is controlled- for the most part- by the individual States, not the Federal Government so that benefits can vary widely from state-to-state). TheAir Force Reserv esgive 100 percent tuition assistancefor undergraduate degree programs, with some limitations an annual maximum.The Army Reserves offers 100 percent tuition assistancefor both undergraduate and graduate degrees, and theCoast Guard Reserves offer tuition assistancefor both undergraduate and graduate degrees as well. The Navy and Marine Corps Reserves do not offer a tuition assistance programs. However, for all of the reserve services, military members who are called to active get the same tuition assistance benefits as their active duty counterparts. That means, for example, that a Reserve Marine, called to active duty, would be eligible for the Marine Corps Active Duty tuition assistance program. The Community College of the Air Force The Air Force is the only service thatissues college credits and college degrees. The Air Force does this through theCommunity College of the Air Force (CCAF), which is a fully accredited community college. Itissues fully accredited college transcr ipts, and awards Associate of Science degrees to Air Force members in educational areas of their military specialties, using a combination of credits for off-duty college courses, military schools, and military experience. Getting a Degree While on Active Duty Eachmilitary basehas an Education Office, who have arranged for colleges and universities to conduct college courses on-base, leading to various degree programs.And even for those who dont work a traditional schedule, distance-learning has changed the face of getting an off-duty education. In addition to taking courses off duty, each of the services has programs which allow some enlisted to remain on active duty and attend college full-time,receiving full pay and allowances. Some of these programs lead to a commission as an officer some do not. Most require that you commit yourself for a longer hitch in the military. Most require that you obtain some college (usually two or three years) on your own, first, and all of these programs are extremely competitive. There are many more applicants for these programs than there are available slots each year. Enlisted members who do obtain a college degree while on active duty can apply for a commission throughOfficers Candidate School(Officer Training School for the Air Force). Again, there are generally many more applicants each year than there are available slots. The Army and the Coast Guard are the only services in which an enlisted member can obtain a commission without having a four-year college degree. Enlisted members of the Army can attend OCS and be commissioned with only 90 college credits. However, they must complete their degree within one year of being commissioned, or they risk being reverted (rifted) to their previous enlisted rank.