Tags on Employment and Recruitment Reviews - job |
For bonus points, apply using the APII nearly wet myself seeing this innovative way of applying for a job. For those IT professionals, this will interest you. Well done Parse. Read this article:
Tags: applying, directory, Industry Chat, job, result Is Linkedin really as good as we "think" or is it already an urban myth?This question has been nagging me for a while. So many recruiters have claimed that they get all their hires from the job boards they use yet in reality they have no decent tracking to know where their hires really come from. Now Linkedin is flavour of the month but is it really just a load of hocus pocus? Has anyone got any real decent stats to prove their claims? I wanted to find out first hand so started digging with a Linkedin poll . Tags: attraction, features, Industry Chat, job, linkedin, poll, recruiters, result, social recruiting, Talent Acquisition, work Is Linkedin really as good as we "think" or is it already an urban myth? #inThis question has been nagging me for a while. So many recruiters have claimed that they get all their hires from the job boards they use yet in reality they have no decent tracking to know where their hires really come from. Now Linkedin is flavour of the month but is it really just a load of hocus pocus? Has anyone got any real decent stats to prove their claims? I wanted to find out first hand so started digging with a Linkedin poll . Tags: attraction, features, job, poll, recruiters, result, social recruiting, Talent Acquisition, work The Placement Dance (And Other Ways to Embarrass Your Staff)My first ever real sales job was in a car rental office in Southern California. There are many things I can recall from my first week there. There’s a lot of remarkable things for a 22 year old English guy to experience in his first few days in America. But one thing really stood out for See the original post: Tags: california, Industry Chat, job, office, rental, result, sales, southern, things SEEK’s new ‘executive’ pricing: smart or monopolistic?Just as everyone was winding down for the summer break, the undisputed #1 Australian job board, Seek, decided to liven things up a bit with a pricing announcement that has made a few waves. Having axed Seek Executive at the beginning of October 2011, a decision was taken to incorporate a $150k job tab into the flagship Seek site and charge a 25% premium for the privilege of having jobs listed See more here:
Tags: australian, flagship, Industry Chat, job, job-advertising, jobs, Privilege, profit, result, Waves Facebook IS the Future of RecruitingFOT01 himself, Kris Dunn, and I have been talking about the future of recruiting. So much time is spent on job boards, LinkedIn, mobile, social, referrals, networks, etc., but Kris and I are simple folk – we need idiot-proof HR types of things. One thing we both agree on is whomever figures out recruiting on Facebook – is THE winner. Period. End of story. With that in mind, we think the majority of HR/Talent Pros, like us, don’t get how to recruit on Facebook. I’m sure the big HR shops in the Fortune 500 have a good handle on it, but what about the other 99% of us, just trying to get through our days of FMLA, FSLA, oh by the way your 11am interview is here, Bob in Operations wants to talk about firing Mark at 12pm, and you still need to put together the 2012 increase matrix, because guess what?! You ARE it – my friend – in HR at your organziation. So how the heck do you think I have time to figure out Facebook for Recruiting? You don’t – but we think we can help, with a little help from our friends at BranchOut and about 60 minutes of your time on February 2nd! All for the Low-Low cost of – Free. Register here – Social Recruiting – MacGyver Style: No Money, a Paperclip and Facebook – all a real HR Pro needs to recruit! We hope to give you a couple of silver bullets for your Talent Gun! So, why did we choose to partner with BranchOut on this? It comes down to relationships and leadership – BranchOut has tremendous relationships with Facebook (which not every App on Facebook can say) and Leadership that gets what small shop recruiters are going through. Below is just a taste from Chris Merritt, GM of Enterprise for BranchOut (former executive with HotJobs and Monster), who sat down with me: (Tim) Why should FOT readers believe BranchOut is the answer to Recruiting on Facebook, and listen to you specifically? (Chris) Well – I like pina colada’s and getting caught in the rain, which should count for something:) Beyond that, I’ve been fortunate to work at the intersection of technology, companies and consumers in North America, EMEA and Asia. Through my own experience building teams around the world and working with the best clients in the talent acquisition business, I firmly believe that the best teams always win – and that’s what I’m focused on at BranchOut. Building a great BranchOut team, building world class recruiting products that leverage the Facebook platform, and ultimately helping our customers build the best teams so they can dominate their industries (Tim) Who is your favorite old school rapper and why? (this is our legit test) (Chris) – I’m not sure it’s going to add to my street cred, but over the last few weeks I’ve been listening to quite a lot of classic Queen Latifah and LL Cool J from the early 90′s. People at the office like to make fun of this, but I can see it rotating more frequently on everyone’s Spotify… you know who you are! AND while not rap or hip-hop, I encourage everyone to listen to Fela Kuti from the 60′s. It gives you an excuse to practice crazy hip movements… which drives my kids nuts as a bonus. (Tim) Why will BranchOut eventually become the go to product for Talent/HR Pros to get Talent? (Chris) Facebook has over 850M users, and they ARE using Facebook to network and find jobs. 18.4 million Americans say Facebook got them their current job. And the best way to find a job, and for companies to find top employees, is through referrals. That’s what we do – we help job seekers find out who they know at companies they want to work for, and we help companies find people they know who can introduce them to potential candidates. We’re also the largest professional network on Facebook, so when you put all of that together, it’s a great recipe for success. (Tim) Is BranchOut a better choice than LinkedIn righ now? If not, how does it get there and when? (Chris) LinkedIn has developed a great set of products and is clearly doing well, but their focus is on the top 10-15% of the workforce. Our customers are telling us BranchOut is complementary to LinkedIn’s services- as we cover the entire spectrum of the workforce. Because our database is built off of Facebook’s 850M users, our customers tell us that we’re a talent pool that they can’t ignore. Some customers see us as a must-buy solution along with LinkedIn, and other customers see us as the only solution they need. It’s a flattering position to be in, and we’re continuing to work hard to build great products and expand our business. (Tim) What is the future of recruiting (next 5 years)? (Chris) The next 5 years will be a social recruiting revolution. Mark Zuckerberg was right, Facebook did change the world. And now it’s changing the recruiting world. According to a recent study, 89% of US companies will use social networks for recruiting this next year. And over 80% of companies will check a candidates online profile in some way before hiring them. Social matters. And with people spending more and more time on social networks, it’s fast becoming the quickest and most effective way to identify and reach candidates. Companies that want a competitive edge in recruiting recognize this and are quickly adopting products like ours, in addition to using traditional products like job boards, to help them source candidates Register right now for Feb. 2nd – 1pm EST – Kris and I will attempt to drop some Facebook knowledge on you to get your recruiting funnel loaded for 2012! The rest is here:
Tags: Executive Search, Industry Chat, job, job-boards, recruiting, Referrals, result, social recruiting, the hr profession, tim sackett, war for talent One Year on from starting ‘The Job’: Interview with Ellison BloomfieldIn October 2010, the lead article in InSight 153 was Adventures of a (linchpin) job seeker. It was the story of Ellison Bloomfield, a frustrated job seeker who decided she was going to try a different approach to finding her dream job. Ellison embarked on a very public campaign to find ‘The Job’ and the outcome of her campaign was a fascinating insight into the options available for job seekers Read the rest here:
Tags: article, campaign, deloitte, dream, ellison, Industry Chat, Insight, job, job-seekers, result, seeker, seekers, social media Job boards vs. social networks. #inThe job boards pretty much took the entire job advertising market from print in around 10 years. The social networks could take the market from the job boards in maybe half that time; so it is now the job boards market to lose. Here's a few things they could try to save it. Become social Yep, that old chestnut. Actually, I don't think they can or will so we'll pass on that one. Integrate with the ATS That's what Linkedin did and within only a matter of weeks, four of the top ATS vendors had all fallen in line (and many smaller ones). Problem is, there is only one Linkedin but 1,000's of job boards so can't see that one working either. Integrate with Linkedin Imagine a job seeker on Jobsite looks at a job and once they've applied they get to see who they are connected with in that company. What an idea and of course Linkedin already offer that kind of integration. I wonder how they'd like that? Sock it to 'em job board man. Create customer Pages on Facebook Let job seekers 'Like' a customer job section and hey presto, you've helped the customer build up a…. wait for it….. talent pool. Tags: attraction, facebook, Industry Chat, job, job-boards, linkedin, networks, result, social, social recruiting, Talent Acquisition, years The job board wars: more competition pleaseThere’s plenty of fuss, quite rightly, being made of LinkedIn’s massive momentum in the online employment space. All this fuss has perhaps distracted people from what progress has been made in the fight for eyeballs and dollars in the Australian job board marketplace. Seek’s share price has rallied from around $5 two months ago to now be sitting just above $6, yet it’s still a long way from See more here:
Tags: australian, fuss, Industry Chat, job, marketplace, Momentum, price, result Recruiter advice: How to navigate the in-between yearsWhen it comes to looking for a job, experience is king. So what’s a candidate to do? Especially when they are feeling “stuck in the middle”. One such person expressed that very frustration when they wrote to us and asked: There seem to be a lot of positions for people right out of college or people with 5 plus years of experience. Are there opportunities for people with “in between” experience? Say 2-3 years of experience? What should I do? Tags: frustration, Industry Chat, job, person, result Dying a slow and dull death: AFR job ad review 2011Each year, for the past five years, I have reviewed all the job ads appearing in the Australian Financial Review (AFR), on the last Friday in October. I do this with the purpose of categorising each ad into one of four quality ratings (see below) and tracking what progress has been made (if any) in overall ad writing quality. There is no panel or independent arbitrator here, just my very Read the rest here:
Tags: afr, arbitrator, friday, independent, Industry Chat, job, job-advertising, quality, ratings, result And The Drums Played On & On & On at HR Southwest…This is my quick report from HR Southwest where “HR Training Camp” was the theme for 2011. As usual, the conference team did a bang up job with the conference logistics, quality of promo materials, keynote speakers, communication with presenters and facilities. It is not easy to put on the second largest HR conference in the nation…and these folks do it well. I emphasize “quick” report as I spent less than six hours at the actual conference. I really would have enjoyed staying the full 2.5 days as I typically do; however, they kicked off the conference on October 31st this year. Now, I recognize Halloween is not in the same “holiday” category as the big dogs like Thanksgiving or Memorial Day, but it is a BIG holiday for me and especially this year as it was my daughter's 1st Halloween. So…I had a bit of a dilemma for all of 10 seconds. I was NOT going to miss Kate's 1st Halloween. My choice and I stand by it. What I DID miss out on was professional development, networking, reconnecting with peers, branding opportunities…plus I didn't catch the KD & Sackett show which funny enough was in the same time slot as Mr. Tincup's prez. Looking back I'm glad I didn't have to make that important choice. I'm guessing a few other folks bagged out to make Halloween with their kids OR did not come on Monday OR did not come at all. While my session had a record crowd of over 300 (note: shameless pat on the back), the opening ceremony seemed to have a number of open chairs. My other concern with this year's conference was the theme. Training Camp – really? Is this how we're going to attract more senior level HR pros to SHRM conferences? Then as I looked through the educations sessions , approximately 43% were about benefits, avoiding legal issues or compliance focused. Hmmm, not going to draw me or likely many HR Director or above types to those sessions. Part of my presentation spoke about the trend towards m-learning. I told the group chances were in the next 10-20 years, conferences like HRSW would cease to exist in their current format. My hope is the time-line is actually much shorter as we (HR pros) have to do something to shake up the HR conference scene to truly grow and develop more junior talent, while engaging and exciting more senior level talent about our profession! Side note: I'm also with Mr. Tincup regarding banning swag . Vernice Armour , known as America's first African American female combat pilot, was the keynote who kicked off the conference and she rocked. Not only did she incorporate stories and humor in her presentation, but she spoke about HR's responsibility to “engage”; meaning, take the risk, walk through the door, put yourself out there, etc. Yet as the audience walked out, heads were down and I saw no one taking the opportunity to reach out and introduce themselves to someone new. No one was taking her permission to engage! As I reflect on my self-imposed short visit to this year's conference, I'm perplexed. One of the more head-scratching moments involved an awesome drum corp group who greeted the crowed on the 31st at 7:30AM and played until the doors opened at 8:15AM. Forty-five minutes of really, really, REALLY loud drumming which meant you couldn't hear the person standing next to you. Yet another opportunity lost to engage. Download IMG_1061 Next year's theme: “The New Frontier” Building The HR Universe. Perhaps we can tag along with the Star Trek Convention in Vegas? Vegas OR Ft. Worth?? Hmm, another tough call. Editors Note – Kathy Rapp is the Managing Director of hrQ in Texas, where she helps progressive companies find groovy HR Talent to drive business results. Prior to joining hrQ, Kathy booked more than 15 years of human resources leadership experience working for such companies as Morgan Stanley and First Data Corporation. A connoisseur of the intersection between pop culture and business, Kathy believes many talent issues can be addressed via the succession planning lessons experienced by Van Halen (David Lee/Sammy and sadly, Gary Cherone ). Visit link:
Tags: conference, Conferences, halloween, holiday, hours, Industry Chat, job, kathy rapp, materials, southwest, speakers, training Viral video lands Brandon Foy at MicrosoftBy Thomas Kohnstamm Geek in question: Brandon Foy Job title: User Experience Designer, Windows Earlier this year, a shockingly good Window Phone 7 fan video was making the rounds online and creating a lot of chatter on social media. Microsoft tracked down video’s creator, Florida native Brandon Foy, and invited him to make a second video for MIX11 . If the video got 200K views, Microsoft promised to use it as a TV ad. While the video didn’t make it to TV (yet), Brandon scored himself a pretty decent consolation prize: a full-time job as a User Experience (UX) Designer in Windows. Not too shabby, Brandon. I sat down with Brandon at his new office on the Redmond campus to discuss how he surprised Microsoft with his WP7 video and how Microsoft surprised him with its commitment to design. Your work is really impressive. Where’d you get your skills? I’ve been interested in design, technology and music since I was a little kid growing up in South Florida. I studied design at Full Sail University and also learned a lot about motion graphics, computer animation and compositing. I’m always looking for a new challenge. Did you ever think that your video would land you a job at Microsoft? People are always complimenting me on “my plan to get a job at Microsoft.” Honestly, I wasn’t looking to come and work here. I didn’t even know that Microsoft had high-level design opportunities. Where did you want to work? I had recently graduated and was interning at Full Sail while I sorted out my next step. I was pretty focused on getting into the film industry, but – more importantly –I wanted to go where I could make an impact. How’d you get the idea to make the video then? My cousin and I are very close and have always shared a passion for technology. He’s a big “Microsoft guy” and had a new Windows Phone 7. I was amazed by the principles of motion design that the phone exhibited; it was the first time I had ever seen a mobile device go that route. As a flipped through the phone, I started to imagine the motion graphics with music behind them. I like to create all sorts of different things, but making music is my “foundation.” I always have a soundtrack coursing through my head. When I am doing things, even regular day-to-day things, I add music in my mind – especially music timed to movement. I told my cousin about my idea and he encouraged me to turn it into a video. How long did it take you to make? A couple of weeks. And towards the end, I wasn’t sleeping very much. I finished it, posted it on YouTube and some social media and then crashed. I had the first solid night of sleep in a while and woke up to find out that the video had already gone viral. Hashtags and everything. I mean, it really blew up. That’s when you started getting calls from Microsoft? Yeah, it was crazy. All of a sudden, I was speaking with five different people at Microsoft. They were like, “Can you make another video for Mix11?” And Microsoft brought you out to the event in Las Vegas? Yes. It was a very cool experience, but also surreal. I couldn’t believe it was all happening until I was up on the stage in Vegas. And next thing I knew, I was out here in Redmond, interviewing for design roles. Is the company pretty different from what you imagined? I’m impressed by how much youthful influence we have on the team. There’s a lot to learn from people who’ve been on the team for a while, but they also listen to us and really value our ideas. There’s a devotion to design here. The focus on design runs much deeper than at a lot of agencies known only for their creative work. What would you say to other young designers who are starting their careers? While agency work or something like film can be fascinating, Windows is where it’s at – it is the base for everything. Not only do I challenge myself as a designer every day, but I know that my work is really going to impact peoples’ lives around the world. Tags: experience, foy, geek, Industry Chat, job, result, user Are Job Boards Finally Learning to Innovate?Job Boards are starting to get the message: Innovate or die. For many years the Australasian recruitment market built their empires by sourcing active jobseekers through print media and then online job boards. As online prevailed, print media wilted, and for a large chunk of the last decade the online job boards had the recruitment industry The rest is here: Tags: act, Chunk, industry, Industry Chat, job, Jobseekers, media, result The urban myth of careersite and job search engine optimisation (SEO)Optimise your jobs and all will be well. Yet another fields of dreams but this time, it is a lot less likely they will come. There are simple facts that bebunk the job SEO sales pitch and plenty of evidence to back this one up! First off, it IS important to get your jobs indexed by search engines as they will in certain scenarios get found on page one of Google et al. Tags: career sites, direct recruiting, dreams, engines, fields, job, result, sales, Scenarios, search, sem, seo The urban myth of careersite and job search engine optimisation (SEO) #inOptimise your jobs and all will be well. Yet another fields of dreams but this time, it is a lot less likely they will come. There are simple facts that bebunk the job SEO sales pitch and plenty of evidence to back this one up! First off, it IS important to get your jobs indexed by search engines as they will in certain scenarios get found on page one of Google et al. Tags: Aggregators, direct recruiting, dreams, engines, fields, Industry Chat, job, jobs, pitch, result, sales, Scenarios, search, seo Job Seeking, Dating and Time Off Policies: How to Cut Through the B.S. …As a potential job candidate one of the toughest things to do is to really assess if the culture of the company you're thinking of joining is really for you. Sure, the company website looks great and the recruiter is saying all the right things but let's be honest here – it's kind of like dating. But dating from the male perspective. I put on some nice clothes, take you out and pay for a nice dinner, and listen attentively to everything you say but while you're feeling all warm and fuzzy about being wooed you miss the fact that the guy really just drinks beer and plays video games all day. That is, until we start dating and it's too late. The same thing happens every day when a candidate accepts a new job and a month or so in to it they realize they really hate the place. Yeah, that kind of sucks. But, the good news is I'm here to tell you job seeker that I can help you cut through all the b.s. and find out what a company is really like with one question. Ask to see their time off policy. Why? Because a company's time off policy will tell you pretty much everything you need to know about the culture. Let's do a quick test: The company provides two weeks or less vacation each year. Translation: The company doesn't really want you to take any time off to recharge or gain perspective on your work. You can burn up two weeks just by doing errands. The company is likely in firefighting mode all the time and probably burns people out quickly. Probably a lot of guys running around boasting about how they haven't taken a vacation in three years. The company has an attractive time off policy but has an elaborate sign off process to actually take time off. Translation: It's all for show and they really don't want you to take any time off. Or it's a sign of a deeper cultural issue around trust. Like we're not going to really trust that you can get your work done without us standing over your shoulder and watching you kind of trust. The company doesn't have a formal policy or doesn't track it. Translation: We hire adults and adults can figure out when and how to manage their work. As long as you're completing your work on time, we'll let you take all the time you need. It's likely a place where you'll have lots of autonomy to do interesting things. Yes, there are a lot of other things to consider when looking for a job and in this economy perhaps we can't be a picky. But even if you intend to take the job regardless, ask the question. That way you won't be surprised when you see your company in its equivalent beer and video game moment. Editor's Note - Andy Porter is a VP of HR/OD with Merrimack Pharmaceuticals. Some days, he indeed does wear short shorts around the office (call it a morale booster). Other days, he spits some mad game on cheese. No really – he's somewhat of a cheese aficionado. But more importantly? He's changing how his company approaches people management and performance management. Just ask him what happened to Merrimack's annual performance reviews. Continue reading here:
Tags: Industry Chat, job, policies, result Job Seeking, Dating and Time Off Policies: How to Cut Through the B.S. …As a potential job candidate one of the toughest things to do is to really assess if the culture of the company you're thinking of joining is really for you. Sure, the company website looks great and the recruiter is saying all the right things but let's be honest here – it's kind of like dating. But dating from the male perspective. I put on some nice clothes, take you out and pay for a nice dinner, and listen attentively to everything you say but while you're feeling all warm and fuzzy about being wooed you miss the fact that the guy really just drinks beer and plays video games all day. That is, until we start dating and it's too late. The same thing happens every day when a candidate accepts a new job and a month or so in to it they realize they really hate the place. Yeah, that kind of sucks. But, the good news is I'm here to tell you job seeker that I can help you cut through all the b.s. and find out what a company is really like with one question. Ask to see their time off policy. Why? Because a company's time off policy will tell you pretty much everything you need to know about the culture. Let's do a quick test: The company provides two weeks or less vacation each year. Translation: The company doesn't really want you to take any time off to recharge or gain perspective on your work. You can burn up two weeks just by doing errands. The company is likely in firefighting mode all the time and probably burns people out quickly. Probably a lot of guys running around boasting about how they haven't taken a vacation in three years. The company has an attractive time off policy but has an elaborate sign off process to actually take time off. Translation: It's all for show and they really don't want you to take any time off. Or it's a sign of a deeper cultural issue around trust. Like we're not going to really trust that you can get your work done without us standing over your shoulder and watching you kind of trust. The company doesn't have a formal policy or doesn't track it. Translation: We hire adults and adults can figure out when and how to manage their work. As long as you're completing your work on time, we'll let you take all the time you need. It's likely a place where you'll have lots of autonomy to do interesting things. Yes, there are a lot of other things to consider when looking for a job and in this economy perhaps we can't be a picky. But even if you intend to take the job regardless, ask the question. That way you won't be surprised when you see your company in its equivalent beer and video game moment. Editor's Note - Andy Porter is a VP of HR/OD with Merrimack Pharmaceuticals. Some days, he indeed does wear short shorts around the office (call it a morale booster). Other days, he spits some mad game on cheese. No really – he's somewhat of a cheese aficionado. But more importantly? He's changing how his company approaches people management and performance management. Just ask him what happened to Merrimack's annual performance reviews. The rest is here:
Tags: Industry Chat, job, policies, result Your Help Wanted Advertisement Sucks…I was getting no hits on my Careerbuilder advertisement. Well, I was getting hits on it, but mainly the people applying for my Service Technician job were fry cooks and bank managers. I couldn't hire them. They didn't have any certifications, tools, or formal training. I had to take a new approach. Since I had been recently chased out of a competitor's garage with a water hose for passing out business cards, I knew I couldn't directly recruit these guys on the job. The right person for the job would need to be computer savvy, so I wanted to keep the position listed online. I gave it one last ditch effort on Careerbuilder. But this time? This time, I spoke to the people I was trying to recruit in their language. Shop talk. Shop talk is the banter that the guys in the garage have with each other. Shop talk is fun. Shop talk is you talking to your buddy like you would talk over a beer. *** Dealership GM Service Technician Due to retirement and expansion, we're hiring! The right candidate for this position will be a Level A or B Service Technician. He/she will probably have dealership experience. He/she will have their own tools. GM certifications are going to give you a “leg up”. ASE certifications are a plus. If you don't have certifications, don't be shy. Send us your resume anyway. Good Techs are hard to find, and you're probably really good. If you're a big jerk with a bad attitude, you should not apply. Big jerks should send their resumes to other places, like to our competitors. Requirements: Ability to pass a drug test Acceptable background check Shoes that match At least three years of experience Great attitude Burning desire to succeed Pay based on level of awesomeness. If you're still reading this ad, you either thought it was funny or you think you want to work here. If it is the latter, please send a resume to Meredith. Don't have a resume? We still like you. Just stop into any dealership and fill out a resume the old fashion way. *** Matching shoes are probably a given. I wanted everyone to be able to relate to the position. But guess what happened when I wrote it like I was talking to someone on the shop floor? I BEGAN TO RECEIVE RELEVANT RESUMES AND APPLICATIONS! I also received a few from people that do other jobs at dealerships that said things like, “Great job posting! You have the right attitude! If you ever need a General Manager…” and “I want to work here. I'm tired of working for corporate schmucks! This place seems fun!” and “Great way to get my attention with the title. I couldn't help but to click through and now I'm at the end and sending you my resume.” I'm telling you. This works. I grabbed their attention, I kept it entertaining, and I got down off of my HR high horse and wrote an advertisement that actually reflects the fun atmosphere that we have at the dealership. If you're not getting what you want, what do you have to lose? Try something new with your next ad. Editor's Note - Meredith Soleau is an HR pro out of Toledo. An HR pro for an automobile dealership in Toledo. An HR pro for an automobile dealership in Toledo which happens to have more restaurants and bars per capita than any other city in the United States which makes her an HR pro for an automobile dealership in a town full of foodies and drunks which she counts as her talent pool and employee population. Which really just means that the stories about their holiday parties must be really, really good. But more than likely, the best stories include Meredith herself because life's one crazy joke … Continue reading here:
Tags: bank, Cooks, fry, Industry Chat, job, managers, meredith soleau, recruiting, result, technician Bubble Job Board launches for web jobsPress Release Bubble launches to help people in Web, Digital, Ecommerce and Social Media industries find work. Bubble-Jobs.co.uk, a niche job board for Social Media, Ecommerce and Online industries has recently launched and is already hosting jobs for leading global brands and niche technology developers. The site aims to build a large community for people in the industry to share their expertise, industry knowledge and ultimately, job opportunities. For employers, the site provides a cost effective solution to recruitment with a ‘standard’ job posting, which with a bundle of extras including social media promotion, blog marketing features and SEO optimisation is far from standard, costing just £75. With a niche audience, employers can be confident that they will receive applications for appropriate candidates with skills, commitment and passion for the industry. Job Seekers are benefiting from a tailored job seeking experience which acknowledges the scale and unique intricacies of these emerging markets. The site favours direct employers which allows job seekers to build direct relationships with the companies they wish to work for. Of course, launching a community for the most innovative and cutting edge individuals in the market place means that the team at Bubble will have to stay at the forefront in order to keep their community engaged. To join the Bubble visit www.Bubble-Jobs.co.uk
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