Recruiting Diverse Candidates

Diversity training, recruitment and consulting services combined with a comprehensive job board and career network are now available with the partnership of CPGjobs, the consumer packaged goods industry's career network, and Diversity Search, Inc., a recruitment firm specializing in the placement of women and minority candidates. The partnership will increase the reach and service offerings of both organizations while addressing the needs of increasingly diverse work environments worldwide.

For more than 10 years, CPGjobs has been connecting candidates experienced in the consumer packaged goods industry with top-tier, Fortune 500 employers and recruiters. Unlike large commercial job boards, the company's unique business model emphasizes long-term, personal relationships with candidates throughout their careers -- whether they are actively engaged in a job search or not.

In Diversity Search, Inc. CPGjobs President and Founder Michael Carrillo says he has found the right recruiting partner that will provide clients with needed services, while helping to grow business overall. According to Carrillo, "Diversity Search, Inc. is the perfect partner for CPGjobs. Our clients have been asking for recruiting services for several years now. The challenge was to find a partner that could rapidly deliver completed searches with high-quality candidates, and provide a good fit in terms of shared core values. Diversity Search delivers all that and more."

The increasingly global workforce makes diversity a key 21st century business issue. According to the Bureau of Labor Statistics, by the year 2050, women will occupy 48% of the total U.S. labor force. Latinos and African Americans will occupy 24.3% and 14% of the labor force respectively, while white, Non-Hispanic workers will decrease their share by nearly 20%.

MBA Focus Launches Site to Recruit MBA Talent

MBA Focus, a leader in technology and services for recruiting MBA talent, has pioneered the first service that enables employers to easily, instantaneously post open positions directly to students and alumni of more than 50 top-ranked graduate business schools in the U.S., Europe and Asia.

The firm's new MultiPost Job Network, which launched December 1, 2008, enables employers to immediately broadcast job openings to MBA students and alumni in the MBA Focus network of globally ranked MBA programs - including nearly all U.S. News 2008 top 20 "best business schools" - with one single entry. Without MultiPost, employers must complete a job posting form for each program in the MBA Focus network - a process so time-consuming that employers often hire temporary staff to manage it.

MultiPost brings a new level of ease and cost-efficiency to the posting process, enabling employers to reach top talent for positions and increasing the number of jobs posted directly to the type of candidates who can fill them. It benefits mid-size and large employers as well as MBA career services offices and the students (including part- and full-time students as well as students in executive MBA programs) and alumni they serve.

To encourage the maximum number of suitable job postings for its school partners, MBA Focus charges only a nominal convenience fee for use of the MultiPost Job Network. For-profit corporations pay $195 per posting; search firms pay $295; and it only costs $95 for non-profit organizations.

Jobs can be posted to all or specific schools in the MBA Focus network for the single fee, either through a school's job-posting page or a link on the MBA Focus Web site. The schools and/or MBA Focus monitor all postings for suitability before placement on job boards.

"The MultiPost Job Network service is in strong alignment with our company mission," said MBA Focus chief executive officer Gregory A. Ruf. "Our charge is to develop advanced technologies and services that will elevate MBA recruiting; MultiPost is a unique technology that enables employers and recruiters to easily and affordably announce positions to top talent from the world's leading MBA schools. We are extremely excited to deliver this capability both to our employers and the schools we serve."

Tips for Recruiting the Best Employees

Recruiting the right employees can make a huge difference in the workplace. Whereas good workers are worth their salary, but if a hiring mistake occurs that brings on an individual who is not motivated or not capable of living up to the job description, then the company loses money.

Employers who want to recruit good workers should focus on improving their pool of candidates. This can be done in a variety of ways such as asking local universities to suggest new graduates, attending conferences, browsing the internet for resumes and advertising with the right job search sites. Hiring managers should also ask top employees to recommend individuals of their acquaintance that they believe would make good staff additions.

Another thing that can help attract the right individuals to a workplace is to be known as a good employer. Cultivate a reputation that would bring in the type of individuals that would fit well with the corporate culture. Offering better salaries and benefits than similar places businesses will also cause a company to be a first choice for job seekers. These things will also help to decrease the turnover rate and save the money that is usually lost when a new hire leaves during the first six months of their employment.

An employer who is interested in recruiting the best possible workers should also use their website to their best advantage. Create a section devoted to employment, including available jobs and their descriptions and enable job seekers to apply via the Internet.

In order to make sure that the best applicants are who they say they are, and are therefore capable of offering the quality of work desired, hiring managers should perform background checks. By checking references, educational and work experience and criminal histories, employers stand to avoid making terrible hiring mistakes.

5 Tips For Recruiting Good Employees

There are some steps employers can take to ensure they recruit the best employees.

While the number of current job seekers has doubled from this time last year, employers are being faced with an abundant number of resumes and cover letters from those seeking work. While recruiting is often a time consuming process, the end results can often be rewarding.

According to an article by Recruit 2 Hire, there are five essential tips employers can take to recruit and maintain great employees.

The first tip is when reviewing a resume, an employer should consider the person's length of time on previous jobs, as a candidate with many short-term jobs could have a problem with commitment.

"It isn't necessarily a given that they were laid off because the company was cutting back," the article notes. "Star performers are not laid off if the company can avoid it. Be sure to check those references carefully, especially if the company is still in business. You don't want someone else's 'deadwood.'"

Employers also should look for gaps in employment and ask the candidate for an explanation, as employment lags could mean anything from going back to school to gaining a criminal record.

The candidate's resume should be closely scanned for overlaps in employment dates, which could either be a simple error or a sign that the candidate is falsifying information. Any overlaps should be explained by the candidate and verified by the previous employer.

Employers can benefit from having a copy of job descriptions when reviewing resumes.

"The more skills that match your job description, the more likely you will be to have a great match," the article states. "Focus on what they have done in the past that matches what you want them to do. If you need cold calls to develop new business, watch for that on their resume. Write a list of things you want them to do and then ask questions that will get those answers (or the lack thereof)."

Once done reviewing resumes, employers should sort them into two piles, one for those that look perfect and one for those that look good.

"Call the perfect ones on the phone and ask them why they want to work for your company," the article adds. "Pay attention to your instincts - if you need a receptionist, it is important that the person has a pleasant phone voice, that they are enthusiastic and articulate. If they don't make you feel good when you're speaking to them on the phone, they won't make a very good first impression on the customers who call your company."