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Dakotta Alex - ArticlesAbout the author:
Dakotta J.K. Alex, social venture director and author of “Damn, I Need a Job. Again!” and “The Recruiters Guide Book,” is a Global HR Solutions Consultant specializing in human capital recruitment, process management and career analysis in the US, Europe and China. With over 9 years of consultancy experience he has found his niche in the social networking arena and now runs the 3rd largest recruiting network forum http://www.RecruiterGroups.com in addition to a candidate / recruiter forum known as http://www.AskTheRecruiter.com. Information regarding Dakotta’s other ventures, books, and articles can be found at http://www.dakotta.com. How to Find a Job InternationallyAs global commerce emerges, and flights to other countries take as long as sitting in Los Angeles rush hour traffic, more and more young people are considering the idea of working abroad. A major factor prohibiting people to look for jobs in the international market is the uneasiness of immigration rules abroad but mainly the inability of securing a position. TRAINING RECRUITERS TO SURVIVE IN CHINAThe passing of the Employment Contract Law, drafted by the National People's Congress of China, will go into effect in 2008. The law, the first of its kind, allows the AFTCU (All-China Federation of Trade Unions) to have a say in many company policies including how employees are evaluated, termination of employees, and the procedures published in employee manuals. The law also restricts companies from laying off more than a certain number of employees at any one time. From Recruiting 101 To 102: Retaining RecruitersMost of the time, the HR department of a typical corporation is working to keep its employees satisfied and working. Recruiters are busy searching for qualified applicants who could provide a host of benefits for the company and who are likely to ‘stick with it’ and invest in the future of the company. But what happens when it is the recruiter who is thinking about leaving? IS HR FINALLY GETTING THE RECOGNITION IT DESERVES?With more emphasis put on HR metrics, global recruiting, and using advanced technology to create databases and store information, HR departments are becoming more of a presence in company board meetings and strategic planning sessions. While this is a positive step, are HR departments ready to handle added responsibilities, and are they equipped to recruit the level of employees expected? HOW TO INCPORPORATE CULTURAL DIVERSITY INTO THE WORKPLACEHave any of the employees within your company ever asked you why diversity is not a priority? Do you find yourself interviewing the same type of candidate on a regular basis? Do you think you are hiring innovative employees or just those who will only do what is asked of them? If so, you should consider changing your hiring practices to include interviewing and hiring those who come from differing educational, social, religious, cultural, and industrial backgrounds. HIRING THE BEST RECRUITERSBad hires. You've heard the horror stories. But do you know the monetary consequences of hiring the wrong people for key positions within a company? According to a survey conducted in 2006 by career-consulting firm Right Management, the cost of hiring an employee who is not qualified to do their job can cost a company two and a half times their annual salary. If your company experienced two or three bad hires each year, the costs would be overwhelming. Psychosocial Factors: Creating a Well-Balanced Work EnvironmentA study published by the Surgeon General of the United States in 1966 warned US companies and industries of the dangers in creating workplaces filled with stress and unpleasantness. The study reported that 13% of workers from different industries were showing signs of stress that was affecting their health and well-being. By 1993, over 40% percent of workers reported they were under too much stress (Galinsky, Bond and Friedman 1993). UNDERSTANDING HR RECRUITING METRICS AND MAKING USE OF THEMIf you are not currently using Hr recruiting metrics to measure new hire quality or hiring manager satisfaction, then you should begin doing so as this information could be very valuable in explaining changes that need to take place in the recruiting system or simply offer ways to make a good system even better.
While you do not have to implement all of these metrics at once, choose one or two that will help your recruiting system immediately and work from there. Over time, you can add more met The Secret Handshake: Why Networking Is VitalThe old maxim, “It’s not what you know, but who you know,” really is a good way to sum up the importance and relevance of networking in the life of the job-seeker. Thus, it would not be a stretch to say that networking is the most important activity for a job-seeker to get a handle on to achieve success while searching for a job. Telling is not Training!We as educators in the corporate world need to clear our perceptions as to what are we exactly attempting to do when we train and relay information. Some issues to be aware of is:
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