Tags |
|
|
Links |
|
|
Atricle Dump - Recruiting for the Media Industry
Would you like to go for a holiday without worrying about your work? Are you struggling with increasing utilities bills? Are you afraid of being retrenched? Do you own a life time of debts up to your neck? Is shortage of money driving your family apart? Is money a problem to you? Do you have insufficient time to spend with your family? Do you need to work long hours? If you answer yes to any of the questions, you would want to have a Passive Income.Money is always the No. 1 reason for social unrest, family break-ups, relationship problems etc. How many times have we read in newspaper that family fought in court over money? How often have we heard couples divorcing over the issue of money? How many people have died because they don’t have money? Countless … This is the reality of life.Money cannot buy you everything in life. But without money, you cannot buy many things in life. Is Money The Root of all Evil? No. Money Is The Means To All Greatness!Once you master the Art of Earning a Passive Income, it can change your life. You do not need to argue over the purchase of a brand new computer or to travel for a holiday in Hawaii. You can have both. You do not need to worry abo
Finding Candidates
Most major media outlets have their own web sites and a jobs section in the classifieds but smaller concerns would benefit from the cheap and convenient web sites for job-seekers. If you don’t have a big advertising budget, both general and specialist job web sites could be the best avenue. There are also plenty of trade publications which would give you a much more targeted readership.
Consider how you want applicants to apply and include this in your advertisement. It’s easier to compare applications if you have a form where you decide the format and questions.
Alternatively, if budget permits, there is the option of hiring an employment agency to manage part or all of the recruitment process which could range from sending you candidate resumes through to short-listing applicants and conducting the first tier of interviews. Brief the agency thoroughly so that they understand your company culture and what you’re looking for in an applicant.
Making the short list Grow Revenues in Chiropractic Clinic With Point of Service Sales of Retail Products
In 2006, two out of three chiropractors increased billings (67%), while almost ninety percent (88.3%) of chiropractors sold retail products to patients. At an average $28.5 collections per patient visit (PVA), retail product sales to patients remains a major revenue source. But for junior practitioners with a humble patient growth record, point of service sales is the fastest way to increase practice revenue.An added benefit of such sales is improved patient relationship. By offering your patients quality products that enrich their lives outside of your office, you demonstrate your care. Your patients are reminded of you – and of your care about them – every time they use the products you sell them. Better patient loyalty means lower attrition, frequent referrals and, eventually, improved profits. Stick to familiar products. Offer products you use during your treatments. Offer items like topical analgesics, hot and cold packs, orthopedic pillows and supports, water-based pillows, herbal packs, massage tools, lotions, oils, butters, scrubs, aromatherapy, etc., which can be used in your office to benefit your patients daily. Maintain exclusivity. Choose products not available in retail stores. Patients feel special if you offer products they c
Ask yourself – do you really need to fill a position?
Spend time planning your recruitment strategy. Implementing an effective recruitment strategy will save time and assist better recruitment decisions further down the track.
Firstly, why is there a vacancy? Some common reasons are:
- a resignation in your team
- a project requires more support
- a member of staff takes long-term leave
Secondly, what recruitment methods are available?
- Entry level: recruit employees at junior level and promote them as they are trained and developed.
- Open vacancies to the external job market
- A combination of offering internal opportunities to develop current staff and bringing new talent and ideas to the workplace. In the absence of a Human Resources department, these are questions to consider in developing a recruitment strategy.
Finally, think laterally:
- Will you need to fill the vacancy at all?
- Are other team members able to adopt some of the responsibilities?
- Does the structure of your team and the jobs within it meet the values, priorities, strategy and current technology in the company? In some instances, the departing or absent employee will have made the job their own based on their own skill set or the job may have started as one thing and evolved into another.
Composing an Adequate Job Specification
The job specification is the most important document in your recruitment strategy. It will be a fundamental part of the advertisement for both candidates and recruiters. Stating the obvious, writing may be a journalist’s bread and butter but writing a job specification is an entirely different proposition to reporting the news.
Complaints from people about being misinformed about a job are not uncommon. The job specification (spec) needs to be clear and precise about the person and skills you’re looking for. It should accurately reflect the nature and responsibility level of the job. The main goal of the spec is to interest people with the skills and experience you’re looking for but make it specific enough so that you’re not inundated with a lot of inappropriate applicants. Moreover, the spec forms the criteria for short-listing applicants and devising interview questions. Even if a job spec already exists, it pays to asses it and make any necessary changes.
Essential information to include in the spec:
- A brief overview of the company, department and product or service. If you’re looking for a journalist or designer, then mention the publication or website’s readership and editorial style. Don’t rely on your company’s reputation alone to encourage people to apply – sell your company.
- An overview of the job and where it’s placed within the organisation. Who does it report to? Who do they manage?
- List any other key relationships
- List the main duties and responsibilities
- Include any key numbers such as size of teams and budgetary responsibilities
- A person specification listing the minimum skills and experience required for the job
- Use general terminology rather than jargon and company-specific phrases
If in doubt, consult the current person in the position to come up with a summary of their main duties but consider the needs of the company rather than the specific skills set of the current employee. Evaluate any qualifications that you plan on requesting. Compliance issues require a qualification in some professions but consider whether you really need a certain qualification for your job. Asking for qualifications could deter some of the population such as older workers. Decide whether you need to include contact details for applicants wanting more information. This will depend on how many people you expect to apply. Junior positions will attract a higher than normal number of applicants. Keep in mind that speaking to applicants provides the chance to assess the quality of applicants.
Timing is everything
Be prepared for the fact that your recruitment process could take several weeks including development of a recruitment strategy. It’s tempting to rush the process in order to replace the outgoing employee and fit in a handover but this apparently ideal situation runs the risk of recruiting the wrong person and a waste of time and money in the long run.
Finding Candidates
Most major media outlets have their own web sites and a jobs section in the classifieds but smaller concerns would benefit from the cheap and convenient web sites for job-seekers. If you don’t have a big advertising budget, both general and specialist job web sites could be the best avenue. There are also plenty of trade publications which would give you a much more targeted readership.
Consider how you want applicants to apply and include this in your advertisement. It’s easier to compare applications if you have a form where you decide the format and questions.
Alternatively, if budget permits, there is the option of hiring an employment agency to manage part or all of the recruitment process which could range from sending you candidate resumes through to short-listing applicants and conducting the first tier of interviews. Brief the agency thoroughly so that they understand your company culture and what you’re looking for in an applicant.
Making the short list Most Influential Group of Consumers
Recent marketing studies reveal that most marketing strategies directed toward women fail to live up to potential due to lack of appropriate market segmentation.Businesses that are the most successful and consistently reach women with targeted marketing efforts take advantage of the different ways in which women collect information and make consumer decisions. As a business owner you can capture the female buying power through specifically targeted marketing strategies toward women versus the traditional marketing strategy.A recent Vanguard study found women trust:• Female family members
• Financial Institutions
• NewspapersInteresting market facts:• Women perceive and behave differently to consumer marketing. Women are generally more demanding in making the initial purchase, however, once they make the decision they are more brand/product loyal. For a business this means selling to women yields greater retention rates, more repeat customers and better word-of-mouth advertising. For the advertiser it means marketing in a new way.• Women spend 14% more on electronics than men.• Women own 49% of American businesses operating in the U.S.• Women are the fastest growing group of business lly, think laterally:
Composing an Adequate Job Specification
The job specification is the most important document in your recruitment strategy. It will be a fundamental part of the advertisement for both candidates and recruiters. Stating the obvious, writing may be a journalist’s bread and butter but writing a job specification is an entirely different proposition to reporting the news.
Complaints from people about being misinformed about a job are not uncommon. The job specification (spec) needs to be clear and precise about the person and skills you’re looking for. It should accurately reflect the nature and responsibility level of the job. The main goal of the spec is to interest people with the skills and experience you’re looking for but make it specific enough so that you’re not inundated with a lot of inappropriate applicants. Moreover, the spec forms the criteria for short-listing applicants and devising interview questions. Even if a job spec already exists, it pays to asses it and make any necessary changes.
Essential information to include in the spec:
- A brief overview of the company, department and product or service. If you’re looking for a journalist or designer, then mention the publication or website’s readership and editorial style. Don’t rely on your company’s reputation alone to encourage people to apply – sell your company.
- An overview of the job and where it’s placed within the organisation. Who does it report to? Who do they manage?
- List any other key relationships
- List the main duties and responsibilities
- Include any key numbers such as size of teams and budgetary responsibilities
- A person specification listing the minimum skills and experience required for the job
- Use general terminology rather than jargon and company-specific phrases
If in doubt, consult the current person in the position to come up with a summary of their main duties but consider the needs of the company rather than the specific skills set of the current employee. Evaluate any qualifications that you plan on requesting. Compliance issues require a qualification in some professions but consider whether you really need a certain qualification for your job. Asking for qualifications could deter some of the population such as older workers. Decide whether you need to include contact details for applicants wanting more information. This will depend on how many people you expect to apply. Junior positions will attract a higher than normal number of applicants. Keep in mind that speaking to applicants provides the chance to assess the quality of applicants.
Timing is everything
Be prepared for the fact that your recruitment process could take several weeks including development of a recruitment strategy. It’s tempting to rush the process in order to replace the outgoing employee and fit in a handover but this apparently ideal situation runs the risk of recruiting the wrong person and a waste of time and money in the long run.
Finding Candidates
Most major media outlets have their own web sites and a jobs section in the classifieds but smaller concerns would benefit from the cheap and convenient web sites for job-seekers. If you don’t have a big advertising budget, both general and specialist job web sites could be the best avenue. There are also plenty of trade publications which would give you a much more targeted readership.
Consider how you want applicants to apply and include this in your advertisement. It’s easier to compare applications if you have a form where you decide the format and questions.
Alternatively, if budget permits, there is the option of hiring an employment agency to manage part or all of the recruitment process which could range from sending you candidate resumes through to short-listing applicants and conducting the first tier of interviews. Brief the agency thoroughly so that they understand your company culture and what you’re looking for in an applicant.
Making the short list Location of Errors through Trial Balance
Whenever a trial balance disagrees the following steps can be taken to discover the errors:(1) Divide the difference by two and find out if some figure equal to that (half the difference) appears in the trial balance. It is possible that such item might have been recorded on the wrong side of mal balance, causing double the difference.(2) If the mistake is not located, the difference should be divided by 9 and if difference is evenly divisible by 9 the error be due to transportation of figures, e.g. Rs. 590 wrongly recorded as 950, the difference is (950-590) 360 and it is evenly divisible by 9.(3) The next step is to recheck the debit and credit totals of trial balance to satisfy that trial balance has been cast correctly.(4) If mistake remains undetected, make sure that balances or totals of all the ledger accounts have been correctly shown in the trial balance. Special care should be taken to ensure that cash or bank balances have been duly incorporated in the mal balance.(5) The next step should be to recheck that all the closing balances from preceding year's balance sheet were correctly carried forward and recorded in respective accounts in the ledger.(6) Further the totaling and balancing of the ledger accounts shou main goal of the spec is to interest people with the skills and experience you’re looking for but make it specific enough so that you’re not inundated with a lot of inappropriate applicants. Moreover, the spec forms the criteria for short-listing applicants and devising interview questions. Even if a job spec already exists, it pays to asses it and make any necessary changes.
Essential information to include in the spec:
- A brief overview of the company, department and product or service. If you’re looking for a journalist or designer, then mention the publication or website’s readership and editorial style. Don’t rely on your company’s reputation alone to encourage people to apply – sell your company.
- An overview of the job and where it’s placed within the organisation. Who does it report to? Who do they manage?
- List any other key relationships
- List the main duties and responsibilities
- Include any key numbers such as size of teams and budgetary responsibilities
- A person specification listing the minimum skills and experience required for the job
- Use general terminology rather than jargon and company-specific phrases
If in doubt, consult the current person in the position to come up with a summary of their main duties but consider the needs of the company rather than the specific skills set of the current employee. Evaluate any qualifications that you plan on requesting. Compliance issues require a qualification in some professions but consider whether you really need a certain qualification for your job. Asking for qualifications could deter some of the population such as older workers. Decide whether you need to include contact details for applicants wanting more information. This will depend on how many people you expect to apply. Junior positions will attract a higher than normal number of applicants. Keep in mind that speaking to applicants provides the chance to assess the quality of applicants.
Timing is everything
Be prepared for the fact that your recruitment process could take several weeks including development of a recruitment strategy. It’s tempting to rush the process in order to replace the outgoing employee and fit in a handover but this apparently ideal situation runs the risk of recruiting the wrong person and a waste of time and money in the long run.
Finding Candidates
Most major media outlets have their own web sites and a jobs section in the classifieds but smaller concerns would benefit from the cheap and convenient web sites for job-seekers. If you don’t have a big advertising budget, both general and specialist job web sites could be the best avenue. There are also plenty of trade publications which would give you a much more targeted readership.
Consider how you want applicants to apply and include this in your advertisement. It’s easier to compare applications if you have a form where you decide the format and questions.
Alternatively, if budget permits, there is the option of hiring an employment agency to manage part or all of the recruitment process which could range from sending you candidate resumes through to short-listing applicants and conducting the first tier of interviews. Brief the agency thoroughly so that they understand your company culture and what you’re looking for in an applicant.
Making the short list Don't Get Scammed Ever Again! - Legit Home Biz Opportunitys!!
If you are looking to do a home affiliate business without being scammed, I finally found the place. Internet Cashola is an award-winning site that offers all the information you need to get started, as an affiliate and gives you a free website, for cheap. This is a great opportunity. I’ve looked at a few others before choosing Internet Cashola, and I stick with my decision. I looked at the Rich Jerk, but it seemed to be more "flash" than "information." And personally, if I’m going to dish out 50 bucks I want to make sure I'm getting all the information that I need. Internet Cashola offers a 200+ page eBook that will teach you how to become an affiliate, get your affiliate ID, find which products to sell, site-direct affiliate marketing, how to write ads that sell, find niche keywords, send traffic your way, Google AdSense, how to use Myspace as a tool and just a bunch more. So far, it’s worked for me, but you have to determine for yourself.If you seem the least bit intrested but aren’t sure if you are the type of person to run his/her own website… no worries. Internet Cashola is designed for people who have from little or no experience to the most experienced web guru. For me, Internet Cashola is a must. If you are looking for a career, part-time job, or even just a littleterminology rather than jargon and company-specific phrases
If in doubt, consult the current person in the position to come up with a summary of their main duties but consider the needs of the company rather than the specific skills set of the current employee.
Evaluate any qualifications that you plan on requesting. Compliance issues require a qualification in some professions but consider whether you really need a certain qualification for your job. Asking for qualifications could deter some of the population such as older workers.
Decide whether you need to include contact details for applicants wanting more information. This will depend on how many people you expect to apply. Junior positions will attract a higher than normal number of applicants. Keep in mind that speaking to applicants provides the chance to assess the quality of applicants.
Timing is everything
Be prepared for the fact that your recruitment process could take several weeks including development of a recruitment strategy. It’s tempting to rush the process in order to replace the outgoing employee and fit in a handover but this apparently ideal situation runs the risk of recruiting the wrong person and a waste of time and money in the long run.
Finding Candidates
Most major media outlets have their own web sites and a jobs section in the classifieds but smaller concerns would benefit from the cheap and convenient web sites for job-seekers. If you don’t have a big advertising budget, both general and specialist job web sites could be the best avenue. There are also plenty of trade publications which would give you a much more targeted readership.
Consider how you want applicants to apply and include this in your advertisement. It’s easier to compare applications if you have a form where you decide the format and questions.
Alternatively, if budget permits, there is the option of hiring an employment agency to manage part or all of the recruitment process which could range from sending you candidate resumes through to short-listing applicants and conducting the first tier of interviews. Brief the agency thoroughly so that they understand your company culture and what you’re looking for in an applicant.
Making the short list Job Interview Body Language - 6 Things You Can Say To Get The Job Without Speaking a Word
Job interviews are your opportunity to communicate to the prospective employer why they should hire you. During a face to face job interview, you want your spoken words to match your unspoken words. And gestures and facial expressions can say a lot. Your overall presentation, which includes your body mannerisms, can be just as important as the verbal answers you give during your face to face job interview.If you want your body to say:1. “I am interested…” Lean forward a little with your head slightly tilted when the interviewer is speaking, particularly about the company, the job description and duties. This can show the interviewer that you are ‘physically’ listening and interested in what is being said. This is also an opportunity to show you know the importance of your listening skills and using your 2 ears over your 1 mouth.2. “I am comfortable…” Have a genuine smile. A fake, plastered on smile just won’t do. Imagine how good you will feel your first day on the job or after receiving your first check. That is the smile you want to convey during your face to face job interview.3. “I am trustworthy…” Maintain good eye contact. It is an opportunity to establish trust with the job interviewer. But, be careful to avoid intense eye contact. pparently ideal situation runs the risk of recruiting the wrong person and a waste of time and money in the long run.
Finding Candidates
Most major media outlets have their own web sites and a jobs section in the classifieds but smaller concerns would benefit from the cheap and convenient web sites for job-seekers. If you don’t have a big advertising budget, both general and specialist job web sites could be the best avenue. There are also plenty of trade publications which would give you a much more targeted readership.
Consider how you want applicants to apply and include this in your advertisement. It’s easier to compare applications if you have a form where you decide the format and questions.
Alternatively, if budget permits, there is the option of hiring an employment agency to manage part or all of the recruitment process which could range from sending you candidate resumes through to short-listing applicants and conducting the first tier of interviews. Brief the agency thoroughly so that they understand your company culture and what you’re looking for in an applicant.
Making the short list
Once you’ve set a closing date for applications, wait until all the applications have arrived and establish a system for choosing a short list of candidates. Five or six interviewees per vacancy is sufficient.
Determine a handful of essential criteria from the job spec and give each applicant a mark for each. If the position is junior, you’ll be looking for potential. If it’s senior, you’ll be looking for experience and knowledge.
The Interview
The purpose of the interview, of course, is to find the right person for the job and you’ll want to get the best out of each candidate attending an interview. It’s worth having a second interviewer so long as it’s someone who will contribute a constructive assessment of candidates rather than just agree with your opinions.
In the interest of finding someone who meets your criteria, have a set list of questions for all candidates to test how they measure up in each category. Of course, in any interview situation, you shouldn’t limit yourself to the set questions as more probing and specific questions will arise. But asking the same questions of all candidates will also mean the process is fair for applicants and simple for you.
At the interview, you will want to find out from a candidate:
- understanding and knowledge of the job, consumer and company
- any technical skills that may be required - for example, editing and writing skills or online experience
- any specialist knowledge necessary in the position
- soft skills such as team work and time management
A good opening question is” How did you prepare for this interview?” This will indicate how interested they are in the job and how well they apply their professional skills. Find out what they know about the job and the company.
Behavioural questions are the centerpiece of most interview strategies. The current school of though in recruitment is that asking for examples of past behaviour in similar situations is the most effective predictor of future behaviour.
Ask the candidate to provide an example of a situation where they had to do something required in the job. For instance, if accuracy and working to tight deadlines are requirements, ask the candidate how and where he/she performed these tasks. Remember to ask the candidate for the outcome and how they managed the situation.
In addition to asking questions, assessing applicants in a test is an effective way to determine technical expertise or specialist knowledge.
Most major daily newspapers test cadetship applicants on general current affairs knowledge and writing ability. This is not out of the question for more senior positions either. For example, you could give a sub editor some copy to edit. Or if scientific knowledge is necessary, provide the applicants with a written test. The holistic approach of several assessment methods is more effective because you will gain a more rounded view of the applicants’ abilities.
Decisions, decisions…
Discuss and assess each candidate by marking their answers. Consider each applicant in relation to the job spec instead of comparing them with one another.
If none of them are suitable, it’s advisable to start the process all over again. This sounds like a daunting task but it’s much better than hiring an unsuitable person and having to start over in a few months.
Short list the top three candidates. Your number one choice may not accept the position so it’s worth staying in touch with your second and third candidates by providing feedback and encouraging them to apply for positions in future.
Follow-up
Advise applicants promptly when they won’t be interviewed or have not been successful based on an interview. If the recruitment process is delayed, inform the applicants. It’s good business practice to treat applicants as clients. A professional approach will represent your company in a favourable light and save applicants unnecessary time-wasting and uncertainty.
Legal Requirements
Consult your Human Resources experts for legal advice to avoid the common pitfalls concerning data protection and discrimination. Alternatively, seek out advice from the relevant government department or statutory authority.
Finally…
Remember that rushing any part of the process will increase the likelihood of poor decision-making so taking the time to develop a thorough recruitment strategy will serve your immediate and long-term recruitment needs.
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.articledump.net/article/9823/articledump-Recruiting-for-the-Media-Industry.html">Recruiting for the Media Industry</a>
BB link (for phorums):
[url=http://www.articledump.net/article/9823/articledump-Recruiting-for-the-Media-Industry.html]Recruiting for the Media Industry[/url]
Related Articles:
A Normal Product Life Cycle - Some Examples
How to Use Your Advertisement Space Judiciously
How To Create A Better Brochure
Bookmark it:
|