Salesconex

Great New Offer from SalesConex

pharma — Tue, 17 Apr 2012 05:16:13 +0000

Our service is changing…..same great service at a fraction of the price…..COMING SOON

Check out our Blog

sales — Tue, 17 Jan 2012 13:56:29 +0000

While you’re on the site why not check out our blog. Feel free to leave your comments and thoughts. Check out our link to 10 Predictions for Recruitment & Staffing in 2012 for all the latest in the recruitment field….. http://www.salesconex.com/blog/

10 Predictions for Recruitment & Staffing in 2012

sales — Fri, 13 Jan 2012 11:06:35 +0000

Looking a change in 2012?….

Check out this from Social Talent http://www.socialtalent.co/resources/?p=3940

Check out our Sister sites…..

sales — Tue, 10 Jan 2012 15:05:28 +0000

http://www.pharmaconex.com/ for pharma and medical jobs

http://www.dentistinuk.com/ for dentist jobs in the UK

What you wish you had known before the interview…..

sales — Thu, 15 Dec 2011 08:41:18 +0000

http://visual.ly/what-you-wish-youd-known-your-job-interview

A Big Thank You

sales — Wed, 30 Nov 2011 10:27:58 +0000

Thanks for all the great comments that have been coming in about the blog. There has been very little activity of late as we are a fairly new company and are pounding the pavements to get more clients on board. There will be updates before the end of the year but just wanted to thank [...] Read the rest...

Why Companies Aren’t Getting the Employees They Need

sales — Mon, 24 Oct 2011 14:42:13 +0000

http://online.wsj.com/article/SB10001424052970204422404576596630897409182.html?mod=wsj_share_in_bot

Changing Face of Recruitment Industry Through Social Media

sales — Wed, 12 Oct 2011 12:02:12 +0000

February 23, 2010 by samgilson
Whilst we are clearly out of a recession, albeit marginally, we are still in a competitive market place. Employers and recruitment agencies still need to ensure they embrace the many opportunities offered through social media. If used well, social media is a platform that can deliver good quality candidates whilst ensuring that organisations differentiate themselves.
Social media has changed the face of the recruitment industry, according to a recent survey. 66% of all companies stated that they are investing in social media as part of their business development strategy for the foreseeable future.

There are two clear benefits to developing a good social media strategy

Cost effective and targeted to identify quality candidates in addition to being a useful research tool
Social media can be a good candidate retention tool through knowledge distribution (announcing quality articles, jobs that may not be in the public arena and so on).

The recruitment and HR industry will benefit by having a clear understanding of how effective online marketing and social media can be to their businesses. Despite the many positive articles that can be found online there are still many organisations that voice their doubts as to how such tools can be used to attract candidates.

Some suggest that platforms such as Linked In and Twitter are merely passing “fads”. As with all things, longevity does have to be taken into account. We are now living in an age where companies need to demonstrate their strengths through good communication. This is at the very heart of a good people strategy that embraces social media.
There is an event (due to take place in April this year) on social media in the recruitment industry. There will be sessions on how to utilise Linked In, Twitter and Facebook (and is probably one of many events taking place this year).

Here at the Holst Group, we have been able to clearly demonstrate our expertise in psychometric testing and employee evaluation through our blog content and running commentary which has been supported through our Twitter and Linked In activities.

As one blog we read recently stated, “Social media is an unstoppable force that will engulf the recruitment industry”. It has enabled many of us to demonstrate our knowledge and expertise, particularly in specific sections of the industry such as psychometric testing.

But it’s not that simple. In the golden days of recruiting we would hunt for days to find a candidate with a top university degree, working for a top notch company and considered priceless.
Today however, we run a simple search on LinkedIn or Twitter and have a large number of suitable candidates at our fingertips. Today’s problem is the opposite of yesterday – candidate scarcity and limited information has led to an overabundance of candidates and even more information available on each one.

Our information “super highway” has given us a fresh headache – how do we evaluate a potential candidate via their social media activity? Can we clearly see a general skill set, how accurate is their work history and education? Finally, which one should you contact?

This latter question is probably the easiest to address: LinkedIn gives us the ability to review genuine recommendations from peers to managers which will play a pivotal role in the final decision. A completed profile will also help to influence the final decision as will group memberships, size and calibre of their network.

Do candidates have a blog of their own and does it reflect their professional life whilst giving an insight into their interests?

Facebook can also be indicative of a candidates personality – for example, does their Facebook account reflect the balance between a personal and professional life? Is their account family friendly?! There are many legal debates currently about how a future employer can and should interpret a Facebook account – ultimately a Facebook account will give a good indication of character!

But why is all of this important in today’s marketplace? Most employers these days are looking for the right skills and experience – but a good “character fit” is equally crucial, hence the growth in psychometric testing and career assessments in the last few years. As we read recently in a blog “A person’s social media footprint gives employers (and others) the best insight into passions, interests, communication styles, work habits, work/life balance and all sorts of other valuable information”

Recession proof your career

sales — Wed, 12 Oct 2011 11:52:44 +0000

1. Do nothing!
Consider staying exactly where you are. Companies very rarely get rid of their top employees; in fact it’s a company’s top employees that will need to be held onto if they are going to survive the worst of a downturn.
2. Move to a Country with better growth prospects
Brazil, Russia, India & China have been highlighted as areas where there has been sustained growth and have not been affected too badly by the recession, all four countries are set to be the world’s dominant economies by 2050.
3. Get involved in a big project
Get yourself stuck into a project which is more than likely to run for many months; doing this will help ensure that you are a critical member of the team
4. Education
If you have always wanted to do an MBA, then this may also be the time to start applying. Not only is it an ideal opportunity to apply yourself with little distractions, but once the upturn arrives you would have shown a diligent approach to progressing your career.
5. Move to another department
If you feel that despite the recession you are still in need of a new challenge, why not look at other departments within your firm that look set to grow? Moving from a stagnant division to one which is driving profits may be worth considering. Many large organisations advertise their roles on the intranet, or it is always worth speaking with your HR department to find out what other opportunities there are internally.
6. Don’t choose a risky sector
Certain industries are at greater risk than others during a downturn. Housing and construction has been one of the major casualties of the recent recession, with many construction sites being deserted in the USA, UK and more recently Dubai.
7. Network
There’s one thing every accountant should be doing and that’s strengthening their professional network. With companies looking to reduce costs in all departments, hiring managers and heads of department will examine their networks and the networks of other friends and colleagues in an attempt to avoid costly recruitment fees. Ensuring that your name and the work you do is well known may well open up doors when you least expect it.
8. Volunteer
If you are one of the many people who has suffered from redundancy and are keen to get yourself back to work as soon as possible, volunteering for a charity is a good way of keeping yourself busy and your skills up-to-date. It sends out a good message to prospective employers for when you are applying for new roles, and may indeed help you stand out at the shortlisting process

9 Traits That Make Great Employees Outstanding

sales — Wed, 12 Oct 2011 11:41:35 +0000

By Jeff Haden | August 26, 2011
Biography
Jeff HadenJeff Haden learned much of what he knows about management as he worked his way up the printing business from forklift driver to manager of a 250-employee book plant. Everything else he knows, he has picked up from ghostwriting books for some of the smartest CEOs he knows in business. He has written more than 30 non-fiction books, including four Business and Investing titles that reached #1 on Amazon’s bestseller list. He’d tell you which ones, but then he’d have to kill you.
Visit his website at: www.blackbirdinc.com
Here is my list of qualities that make an already great employee outstanding:

1. A little bit “off.” The best employees are a little different: Quirky, sometimes irreverent, happy to be unusual… they seem slightly “off,” but in a really good way. Unusual personalities shake things up, make work more fun, and turn a vanilla group into a team with flavor and flair. People who aren’t afraid to be different stretch boundaries, challenge the status quo, and often come up with the best ideas. But for this to be a great quality, the people who are a little “off” also need to…
2. Know when to reel it in. A non-standard personality is a lot of fun until it isn’t. When times get tough, major challenges pop up, or situations become stressful, even the most eccentric should know when to set aside their desire to express their individuality and fit seamlessly into the team. Outstanding employees know when to play and when to be serious, when to be irreverent and when to conform, and when to challenge and when to back off. Tough balance to strike, but outstanding employees walk that fine line with ease.
3. Ignore job descriptions. The smaller the company the more important it is that employees think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done. When a key customer’s order is in danger of shipping late, outstanding employees know without being told there’s a problem — and jump in without being asked, even if it’s not “their job.”
4. Eager to prove others wrong. Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn’t have leadership potential could have a burning desire to prove themselves. Education, intelligence, talent, skill — all are important, but drive is critical.
5. Praise in public. Few things can boost morale more than praise from a peer, especially a peer you look up to. Outstanding employees recognize the contributions of others, especially in group settings where the impact of their words is even greater. But they also know when to…
6. Complain in private. We all want employees to raise issues, but some problems are better handled one-on-one. Great employees often get more latitude to bring up controversial subjects because their performance allows greater freedom. The employee who comes to you after a meeting to discuss a sensitive issue that if brought up in a group setting would have set off a firestorm does you and the business a favor. And speaking of favors…
7. Ask questions for others. Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately. For example, an employee once asked me a question about potential layoffs. After the meeting I said, “Why did you ask? You already know what’s going on.” He said, “Yeah, I did, but a lot of other people don’t — and they needed to hear the answer from you.” Outstanding employees have a feel for the issues and concerns of those around them and step up to ask questions others are hesitant.
8. Start work on time. What does “on time” mean? Walking in the front door on time? Getting to your desk on time? Outstanding employees start working when the workday starts; they don’t get their coffee, hang around and chat, take care of personal stuff… they hit the ground running, on time. Granted, this might just be a pet peeve, but if your start time is 8 a.m. shouldn’t you be working at 8 a.m.?
9. Tinker. Some people are rarely satisfied — in a good way — and are constantly playing around with something: Reworking a report, tweaking a process, experimenting with a different workflow. Great employees follow processes. Outstanding employees go a step farther and find ways to make those processes even better, not just because they are expected to but because they can’t just help themselves.