Recul considérable du nombre d’offres d’emploi en ligne
Le Monster Employment Index belge a cédé 7,5% en octobre: ce ralentissement de l’activité de recrutement en ligne met fin à une tendance haussière initiée en mai 2009. Selon Eurostat, les chiffres du chômage n’ont guère évolué depuis le mois de mars, ce qui suggère que les employeurs conservent leurs travailleurs, plutôt que de les licencier. Le recul de la demande de travailleurs en octobre souligne l’attitude prudente adoptée actuellement par le marché de l’emploi. D’une année à l’autre, le nombre d’offres d’emploi en ligne a diminué de 14 %.
Les tendances à long terme de l’Index montrent que l’offre d’emplois en ligne reste positive dans le secteur de la santé et des services sociaux et dans celui du management, alors que la demande a considérablement diminué d’une année à l’autre dans le secteur du transport et de la logistique, de la comptabilité, de l’audit et du conseil fiscal et de l’IT. Le secteur de la construction et de l’extraction est l’un des seuls à avoir enregistré une augmentation du nombre d’offres d’emploi au mois d’octobre. Le secteur public recule pour le deuxième mois consécutif et enregistre ainsi pour la première fois une croissance annuelle négative.
Article complet : RH Tribune

Hey , Thanks for visting our blog. we’re going to be talking about recruitment, jobsites and employment in New Zealand. hopefully we’ll put together a lot of information and tell you about good jobsites that we find.  To start things rolling here is a list of popular jobsites in New Zealand. feel free to add on.

Job mail

Cv Advice

Recruitment

Finance jobs

Seek

IT Jobs

Contractors

Accountancy Jobs

Jobs.org.nz

Christchurch Jobs

Recruitment Consultant

Online job recruitment sites have revolutionized the recruitment landscape for both bosses and work seekers and principally increased the potency with which hiring calls can happen. Employers and jobseekers have widely profited from online recruitment and today, online hiring forms the central pillar of a smart staffing system for firms in each business sector. The widespread arrival of web recruitment has brought jobseekers and companies with numerous benefits and rewards. The most obvious benefit of web recruitment is the massively improved degree of recruitment process.

Thru each segment of the recruitment process, an internet system eases a more streamlined, settled approach than the normal, paper-based recruitment. Many manual jobs , for example sorting, coding, filing, and routing application materials, can now be performed mechanically. This enhanced and efficient recruitment solution makes a contribution to another important advantage of net recruitment cost-effectiveness. Up to date studies and industry surveys show that most firms’ recruitment costs have reduced sharply after the shift toward online systems.

Applications like qualification quizzes, instant fit assessments, skill-based analyses, and other metrics can be administered instantly to applicants over the Net narrowing the amount of rsums that are hand-coded by HR staff. Online recruitment is fast. A job vacancy can be put on a job site in the morning, the 1st applications arrive by dinner time, and an applicant interviewed by the end of the day. Online recruitment gives you a suggestion of how fast online recruitment can be and job recruitment sites are user-friendly, you don’t need to have a comprehensive understanding of IT to post a vacancy announcement.

Sometimes all you want is a job ad and a card. It is definite the movement of many online recruitment functions and job search resources has massively expanded the scope, accessibility, ease and potency of the recruitment process. This invention will be much more effective than current industry recruitment solutions and pose less risk to both the applicants and clients. Aside from augmenting the caliber of applicants in the Recruitment Industry, recruitment agencies will have the choice to choose applicants without delay from job recruitment sites at a smaller costs of current industry recruitment agreements.

http://www.sellmyjob.com/

SELLMYJOB.com is a new and very different jobs website. The site claims that they, ’sell jobs’. The way it works is that sellmyjob.com invite people who are leaving their jobs to receive a fee if they ’sell’ their current (soon to be previous) job to sellmyjob.com’s ‘buyers’.

As a job seeker, if you find a job you like then you should bid for it. If you’re the highest bidder and you’re the best person for the job, then it could be yours.

Find a job through SELLMYJOB.com

The site claims that using their services means that:

• You don’t need to  go to lots of interviews.
• You save tons of time.
• You’re unlikely to get a rejection from employers.
• You’re more likely to get a new job.

“How to Answer Any Question An Interviewer Could Possibly Throw At You! … “

Interviews can be tough. Interviewers can be mean. And they can ask you some really difficult questions. Give yourself the edge in the interview stakes and visit this site to:

• Understand what are the best answers to the toughest questions.
• Position yourself as THE best candidate for the job
• Learn how to think like a recruiter.
• Sell your experience in a way that so that you get hired!

What other people have said:

“… amazing! … ” “… just buy it …” “… it helped me so much! … “

What you get from this site

An 81 page interview guide that has been recently (2009) re-published due to popular demand. With 134 positive reviews, you can download your copy instantly from here…

Target Tuesday

How long could you survive if you lost your job? Don’t be caught off guard and set yourself some tasks this Target Tuesday, so that you are prepared to cope during the downturn.

1. Firstly, ensure your CV is up-to-date and published on jobsites.  Even if you’re not looking, it is good to be on the mailing lists so that if something catches your eye, you are ready. It is useful to be up-to-date on what is going on in the job market. You may also find some part time hours that fit in around other work and are a helpful boost to your savings.

2. Dejunk. Work through every room of your house. Leave no corner unturned, even the shed and the garage! Work through every item and use William Morris’ advice ‘Having nothing in your home that is neither beautiful nor useful’. Make use of ebay and Amazon to sell unwanted items. Hold a garage sale or car boot sale, but don’t be tempted to buy anything else! By the end of it you’ll have a nice lump of money to put in your savings account. ~Whilst you’re dejunking, give everywhere a summer clean. 

3, Stop buying things and instead save the money you would have spent. Alvin Hall has an answer for those who say they can’t afford to save and advises that we need to work towards having  3 months of our salary saved up, then 6, then 12. Adopt a mindset of repairing, revamping reusing, improving and recycling.

4. Cut out anything you can live without. Gym membership – adopt a Move-It Monday attitude instead! Make your own lunch instead of buying  out. Make it fun! There are plenty of ideas on Flickr’s laptop lunches group.

woollywotnots' laptop lunch

5. Sort out your financial budget.

6. Look for cheaper alternatives for your credit cards Are you paying the least amount for your living essentials such as utilities and do you have the best mortgage deal? Could you condense debts into a loan with a cheaper rate than a credit card?

7. Once you’ve carried out the above steps, you should be feeling pretty good about the future. So your focus now is on generating a second income stream. Be creative with finding ways to make some money and get free publicity. Think about things you enjoy in your spare time. Sell handmade online. Read here for the sites with the highest rankings.

Do you have anymore ideas to share? Please post a comment to share your ideas.

If you’d like to join in with Target Tuesday – make a blog posting on the subject each Tuesday, linking back to this post and show a link in the comments. Every Tuesday, we’ll all make a posting that focuses on us moving one step closer to our vision of what December 2009 will be like. It could be simply a thought, or something you’ve made or an action you’ve taken.

Previous Target Tuesdays:

3 Goals

Career Questions

Create a perfect CV

Be a resolute success in 7 steps

Beat Procrastination

Work life balance

How many days can you afford to live, if you lose your job

Turn your hobby into a business

Calligraphy

Finances

Explore Locally

Will Writing

Time Management

The Great Outdoors

University

 Learning to fly

Exploring outdoors

Drive a supercar

Top 100. Have you?

Explore your city

We’ve been working on a project (can’t say with whom) to mash together a whole bunch of the data we’ve been amassing (in terms of graduate destinations, careers resources, generic careers information) in the form of a webservice delivering facts and figures and suggestions about the jobs graduates in particular degrees do, the average wage, some of the employers and the best resources to start looking for information about those particular careers.  It’s all wrapped up with a series of our articles on application forms, networking etc etc…

I’m very excited about it – the deadlines have been horrendous but we should have it out in the open later this month.

A lot of it draws on our careers resource Careers Tagged, which has turned out to have a way too complicated user interface (though a lot of people feed back that they still find it very useful) but the data and tagging engine for which is driving a lot of our current projects, including this one and our new Job Online, which uses Careers Tagged.  Careers Tagged’s engine looks at a job selected by a user and suggests other relevant vacancies, along with a set of online resources to find out more about the background to a particular sector.  The tagging behind it is crowd-sourced but from a very select crowd – the careers information offices and advisers who work for us.  So the relevancy of the hits is surprisingly high.  Not so much crowd-sourcing, perhaps, as tribe-sourcing, to loosely adapt a concept from the Tuttle peeps.

The trouble with crowd-sourcing seems to me to lie in two areas – face-validity and subject expertise.  Whilst there are a lot of great community driven resources for careers information (e.g. Wikijobs), a lot of the information is patchy or biased.  Specialties tend to be under-represented, for example.  So for Careers Tagged, we worked on the assumption that if we had enough careers information professionals involved, we’d be able to broadly cover covers period with a fair certainty that individual biases would be averaged out and that the information/resources highlighted would be of a consistently high standard.    Tribe-sourcing, then, is using a group of loosely affiliated people to generate a product from their combined common interest – the assumption is that each person in the tribe either knows something about the subject or work area and has no ego about being corrected.  If we ever manage to finish anything around these parts, it’s generally due to tribe sourcing.

Don’t get me wrong – I’m a great believer in the Wikipedia concept and users can already add their own tags to Careers Tagged if they want.  But without that core tribe of contributors, we wouldn’t have anything.

There’s probably another post to be written about the relation of tribes to our organisational habits, good and bad, at some point, though any number of bloggers (e.g. Michael Bauwens at P2P, the inevitable Seth Godin, Joe McKendrick at FastForward) have written far more authoritatively on this.

I wrote on my other blog 2 articles with 2 sets of useful links:

• Looking for a job in UK? – useful job sites in UK, find a job in UK, list of sites that offer jobs, by categories, in UK, with some personal observations….
• Looking for website templates? – list (not a full list, but pretty comprehensive) of websites that offer website templates, web templates, free or paid templates for websites or blogs/wordpress/etc.
• small list of romanian blogs/bloggers – pleasantly impressed with the activity and posts of the Romanian blogosphere;

Also, the pages with links are being updated “without notice”; as I encounter/I am being sent links, I analyze and post them…

Reading a post from Seth Godin (a fav for us marketing geeks) today started me thinking about the tribal nature of construction jobsites and the depth of knowledge that they represent. The tribes of the carpenters, masons, electricians, etc. have been around for over a hundred (if not hundreds) of years, much longer than most of the principle organizations in construction. Tradition runs strong in these tribes and often triumphs over other forces (design guidelines, management directions, etc.) to the detriment of productivity.

Unfortunately, collaboration is not a tribal tradition. If it were, the improvements in jobsite communication, quality control and productivity would be mind-blowing. What if the tribes smoked a peace pipe and agreed to a treaty that would place the good of the project above all else? What if all tribes watched out for one another, alerting each other to potential problems before they lead to delays, rework and rescheduling. Every day on every jobsite in America (and many other places), there’s a steel worker who notices a misplaced junction box or a mason who sees a carpenter’s apprentice using the wrong tool. What if those rival tribe members took ten seconds to give a quick “heads up”, then moved on. What kinds of improvements would we see?

Last week News.com reported that Yahoo were piecing together a new recruitment/business focused social networking platform targeting students and graduates to be called Kickstart. They even reproduced screenshots. It’s generated a certain amount of noise but as of yesterday, I couldn’t find any mention of it on any of the Yahoo blogs. It’s apparently (Mashable report) in trials with college students. The screenshots look more like LinkedIn than Facebook…

(source: News.com)

…but with a much richer media interface. One interesting point is (Market Pilgrim points out) that to join a group for a particular company, you’ll need to have an invite from an employer who was also an alumnus of your college or school. That might prove a little bit of a barrier to growth. From the point of HE institutions, it would also reinforce the difficulty of non Ivy League (US) or Russell Group (UK) universities in getting the ‘high-end’ of the graduate recruitment market to pay attention. Also, the real competitors in this highly specialised market are people like Vault.

Vault claim that

There’s a reason Fortune recently called Vault “The best place on the Web to prepare for a job search.” Job seekers, students and professionals have discovered that Vault is the Internet’s ultimate destination for insider career and education information.

In terms of university careers services, they own the high-end of the competition. On the other hand, they aren’t set up as a social networking site. Neither (though they talk about it a lot) are the bigger UK competitors, Graduate Prospects and (Hobsons) Doctor Job. Actually, one wonders whether SN is really necessary – I wonder whether most users (the ones employers might want to hire at any rate) aren’t savvy enough to stripmine these sites for information and then head over to Facebook for the actually networking.

Of course, it may never launch. Yahoo (think 360) are still trying to gain traction in the social networking marketplace. Flickr remains their most conspicuous success – and they had to buy it. Now, they were to put something together which allowed people to import their relationships from existing Yahoo social networking properties, it might get off to a flying start. But then, where’s the USP? And do we really need another LinkedIn?