Tags |
|
|
Links |
|
|
Atricle Dump - Applicant Screening, Applicant Screening Tactics
Dallas needs a very professional employment service for the huge business volume in the city. Employment Agencies are so professional and methodological very efficient to provide a great service to the companies and the job seeker of Dallas. There are many permanent jobs, temporary jobs, contract and direct placement opportunities. Companies want to be the partner of the recruiting agencies, so that the partners can be the real business clients for their business objective. Besides that the works to hire, train, retain and reward top candidates in a position t
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job application. At the bottom, put another asterisk with the words,
The business of catering itself is pretty routine once you get the business going. A caterer is simply a restaurant in which every order is delivered. You'll have the usual concerns of food preparation, pricing, storing, and serving, without the need for a wait staff or a dining area but with the need for delivery drivers and service staff at the delivery point.Starting the catering business, however, takes some imagination. Your priority as a small business owner is not to change the face of business, but rather how you grow your business from one leve
The applicant screening process can be exhausting as you try to out maneuver or avoid the notorious question "What are your salary requirements? As a past recruiter I can say that I didn't even enjoy the applicant screening process when I had to conduct them by phone. Here are three common ways companies use to screen out applicants.....
- Applicant Screening tactic #1: Scheduled interview/completion of application
- Applicant Screening tactic #2: Phone interview
- Applicant Screening tactic #3: Online company website application
This aggressive probing strikes fear into the hearts of job hunters. Here's how to respond to these tactics.
1) THE EMPLOYER REQUESTS YOUR SALARY HISTORY This tactic is not new to the applicant screening process. Many job application forms have boxes in which you are to write your previous salaries, and ads sometimes request (demand) a salary history. Sometimes the ads threaten that failure to comply means you won't be considered.
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job application. At the bottom, put another asterisk with the words,
Advertising is a competitive field; there is no question about it. Having been in this industry for over twenty years, I have seen many changes: some good, some bad but the core basics of the business remain constant. What used to take weeks to accomplish fifteen years ago virtually takes days but the flip side of that is that in order to do that, you have to stay up with technology and constantly learn. I often laugh with colleagues that one day my head will truly explode with all the information it is being fed.The reward, however, is the final produc
- Applicant Screening tactic #1: Scheduled interview/completion of application
- Applicant Screening tactic #2: Phone interview
- Applicant Screening tactic #3: Online company website application
This aggressive probing strikes fear into the hearts of job hunters. Here's how to respond to these tactics.
1) THE EMPLOYER REQUESTS YOUR SALARY HISTORY This tactic is not new to the applicant screening process. Many job application forms have boxes in which you are to write your previous salaries, and ads sometimes request (demand) a salary history. Sometimes the ads threaten that failure to comply means you won't be considered.
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job application. At the bottom, put another asterisk with the words,
When is being nice hurting you? I have written before about how the job search process can be filled with rejection and how you can turn that around by being nice to yourself. This article is about the line some people cross into being soft on themselves and hurting their job search.It is 11am and well shucks it is too late to call on someone now about work. I’ll have lunch, and presto it is 2pm and you would not want to bother someone at this time of day. You will find yourself falling in the same trap that many novice salespeople. You keep adding hour
This aggressive probing strikes fear into the hearts of job hunters. Here's how to respond to these tactics.
1) THE EMPLOYER REQUESTS YOUR SALARY HISTORY This tactic is not new to the applicant screening process. Many job application forms have boxes in which you are to write your previous salaries, and ads sometimes request (demand) a salary history. Sometimes the ads threaten that failure to comply means you won't be considered.
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job application. At the bottom, put another asterisk with the words,
Every industry has its accepted truths. These are the things that everybody knows - the obvious answers. The problem is that yesterday's truths may be out of date, and things that appear to be common sense on the surface may be a lot more complicated when you look a little deeper. When the question is a potentially expensive one like the purchase and maintenance of your forklift fleet, it's a good idea to examine both possibilities. The industry is changing, and old truths should be re-examined. In addition, your options have grown, and the old easy answers ma
This aggressive probing strikes fear into the hearts of job hunters. Here's how to respond to these tactics.
1) THE EMPLOYER REQUESTS YOUR SALARY HISTORY This tactic is not new to the applicant screening process. Many job application forms have boxes in which you are to write your previous salaries, and ads sometimes request (demand) a salary history. Sometimes the ads threaten that failure to comply means you won't be considered.
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job application. At the bottom, put another asterisk with the words,
Melbourne Business InformationBefore I tell you about doing business in Melbourne, let's take a quick look at the history of Melbourne... Founded by free-settlers in 1835, 47 years after the first European settlement of Australia, the famous Victorian gold rush of the 1850s transformed Melbourne from a small pastoral settlement situated around the Yarra River into a vibrant metropolis.So much so that by 1865, Australian’s were calling the city “Marvelous Melbourne"Melbourne even served as the temporary national capital from
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job application. At the bottom, put another asterisk with the words, "Will gladly discuss salary in an interview."
If you are responding to an ad, write in your cover letter, "I am making a competitive salary for a (title) with (number) years experience, and I will be happy to discuss salary in an interview."
Perhaps some employers will follow through on their threat. However, most employers are interested in finding good talent to solve their problems--with or without a salary history. I think it's far better to not disclose than to risk being screened out or boxed in to a low salary by including your salary history or salary expectations.
2) TELEPHONE SCREENINGS The second applicant screening tactic is also not new, but is more common. Employers screen candidates by phone before agreeing to a face-to-face interview. Often, this screening includes questions about past salary or current requirements.
Solution: As in a face-to-face interview, your strategy is to convince the interviewer that salary will not be an issue. Possible responses include:
- "I'm sure you pay fair salaries, don't you?" (They say, "Of course"). "Then, I'm sure it won't be an issue if you decide I'm the best candidate."
- "I'd like to fit into your salary structure. I'm sure you've got a range in mind."
- "That depends on the responsibilities. Can we talk about the job?"
- If the inter
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.articledump.net/article/9549/articledump-Applicant-Screening-Applicant-Screening-Tactics.html">Applicant Screening, Applicant Screening Tactics</a>
BB link (for phorums):
[url=http://www.articledump.net/article/9549/articledump-Applicant-Screening-Applicant-Screening-Tactics.html]Applicant Screening, Applicant Screening Tactics[/url]
Related Articles:
The Factoring Company - How They Help Grow your Business
Hiring a Graphic Designer? Here are 10 Quick Things You'll Want to Consider
How to Conduct Your Background Check When Hiring Someone
Bookmark it:
|