PUBLIC MARKS from longhorn2000 with tags advertising & it

"We’ve mentioned before that lying on a resume doesn’t benefit anyone. We’ve suggested that it can keep you from getting a job that you were in the running for, or it can end up landing you in a job that you’re just not qualified for, leading to a quick dismissal and a setback in future job searches. Our advice, along with the advice of mom’s everywhere, is still going unheeded by some. A recent CareerBuilder Poll shows that a sizeable number of job candidates are still lying on their resumes."

"Once you have it in mind what you really want, you’ll need the tools to find those companies that can truly give it to you. We believe that you can find the job that is the right match for you, one that meets your needs and enables you to set and reach new goals. The tools to find that realistic dream job are coming."

In the near future, both candidates and recruiters will have access to tools that will allow them to better communicate, providing candidates with access to even more job openings. This should make it easier for both parties to achieve their goal matching up with the right job.

They often suggest tweaking your resume or committing more time to making quality contacts. Both of these steps can give you a leg up in your search, but there are times when it takes more than that. Recruiters can point out where skills and experience are lacking, and they can point candidates in the right direction to help rectify those weaknesses. However, the advice only works if candidates are willing to listen and willing to make changes when necessary

Well, employees aren’t the only ones who have to deal with quick changes in the workforce. Just as companies have become faster to let their people go, so have employees become faster at taking off for something new

"The idea of starting something new can be a daunting one, but if you have the proper tools, you’ll find that you have a much better chance of ending up where you want to go in a shorter amount of time than you ever thought it would take."

"The business landscape can change like the weather. However, one thing won’t change. There will always be a need for talent. Companies and recruiters simply have to shift their approaches to finding that talent as the world changes around them."

"So, we have candidates who long for things to move faster and hiring managers trying to beat the clock. You would think both parties could meet somewhere in the middle. Unfortunately, neither group seems to have the tools to engage in a search in which both parties can move at an effective pace and stay in communication along the way, so both know where the process is headed."

The Truth doesn’t stop with resumes. Whether it’s from panic, a desire to impress, or just a sheer lapse in judgment, too many candidates have stayed true on their resumes only to walk into an interview and start embellishing or spinning tales that would do the Brothers Grimm proud. Lying in an interview can easily come back to haunt you in the end. Even if you don’t get caught in the beginning, you can end up landing a job that you’re simply not qualified for only to lose it shortly after everyone else catches on.

"With Talent Force: A New Manifesto for the Human Side of Business, our own Hank Stringer, along with Rusty Rueff, has taken an in depth look into the current situation in business, focusing on the human side of things and what companies can do to ensure that they are consistently making the right hires. It’s not enough to find just one person who fits the bill. In order to achieve success, companies must have tactics in place that allow them to grow and adapt with a full band of top talent."

The word “annoying” is important to consider. While persistence is a positive thing, candidates can go overboard, and enough recruiters have had to deal with an overzealous candidate to know that they don’t want any part of it."

"We’re four days in and many of us have already let those good old resolutions fall by the wayside. Who knows, maybe that whole exercise thing is overrated. Even if the resolutions didn’t pan out in your personal life, it’s important to stay strong when it comes to the job search."

"If you can suck it up and deal with that horrible boss or those incompetent co-workers just a little longer, you can establish an effective Plan B job search; one in which you can hone in on positions and companies that offer a more conducive environment. With the right tools, you can create an expansive search that includes dream jobs as well as jobs that will give you what you’re looking for and get you away from the person or people that are making you miserable day in and day out."

"Nothing is more maddening to a recruiter than a job candidate who isn’t willing to take the time to do some research before getting serious about a job search. Without doing the homework, you have no idea what a company is looking for or how you can provide what they need."

"Respect is a two-way street, and one of the major complaints from job candidates is that recruiters don’t really treat them like human beings. On the other side of the search, companies have to deal with overbearing recruiters that seem far more concerned with cashing checks than with finding the right match for a job."

"Recruiters can get you where you want to go, but they do need a little bit of help along the way. If candidates are willing to take some time to look at themselves, if they have the means to compare themselves to other candidates on the market, and if they have the tools to truly explore what different companies have to offer, they’ll be in a stronger position at the onset of the job search. Then recruiters can really get down to doing what they do best."

"The snow is falling, the mistletoe is luring junior high kids to snatch that first kiss, the stockings are hung with care, and the mall is an absolute nightmare. Ah, ‘Tis the Season! It’s the perfect time to figure out what to get those job candidates and recruiters on your list, whether they’ve been naughty or nice."

"Recruiters should have the same advantages as hiring authorities. They should have access to candidates’ 'portfolios' before committing their time and energy to the recruiting process. With a fuller representation of a candidate’s history, education, skills, etc. it will be much easier to identify which type of candidate they are, and it will make recruiting them or choosing not to recruit them a much faster and more effective process."

"Hiring managers need to realize that their offer might be one of many on the table. As we’ve said before, they need to acknowledge that changes are occurring in the market, and they need the means to get to top talent quickly and to give a clear view of what their company is looking for and what their company has to offer."

"We know that you have to sell yourself as the answer to an employer’s prayers, but let’s make it easier for candidates to see what employers are praying for. It’ll make recruiters’ jobs a little easier, too. And we all know that those folks could use a break."

"That’s where the patient Plan B search comes into play. If you’re a working professional who is “testing the water,” patience is truly a virtue. With the right tools and the time, you’ll be able to put yourself in the best position to find and get that job you’ve always been looking for.."

"We all know that matching the right candidate to the right job involves a lot of jumping through hoops, swinging over moats, and countless other travails for all parties involved. Today, though, we want to focus on one of the major obstacles corporate recruiters have to deal with on a regular basis: hiring managers."

"You make six figures, you have the office in the corner, and you’re used to calling the shots. You’re a high-level exec, and you have been for a while. You’ve got a great understanding of your industry and business as a whole, and you do a fine job of motivating those you work with. You’re education is enviable and so is your experience. So why are you totally confused when it comes to the job search?"

"We’ve reached a point in many industries where there are more jobs than candidates. This is what some like to call a “candidate friendly” environment. What it means for recruiters is that they’re often not the only one with an offer for top talent. So, how do they compete?"

"Recruiters, hiring managers, and employers all seem to think that as more Gen Y employees move into the workplace, they will bring an entirely new outlook on how work can and should be done."