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Five Best Apps For Job Seekers.

As social media and mobile technology continue to change the way in which firms recruit their talent, so too have job seekers been forced to consider new and diverse ways of seeking employment.

A 2011 survey by StepStone Solutions revealed that 96% of recruiters considered social media and e-recruitment to be significant tools in terms of reaching out to a global audience, which in turn encouraged job seekers to embrace the same methods in order to establish themselves as viable candidates for work.

With this trend set to continue as remote and real-time interaction becomes increasingly crucial to the hiring process, it is important that job seekers utilize the very best in new and existing recruitment apps to maximize their chances of success.

LinkUp
Finding and applying for suitable roles of employment can be a time consuming practice, with numerous individual job sites and recruitment agencies accessible online. To help resolve this potential issue, LinkUp has created a job search app that details vacancies and opportunities across many different organizations and industries.

In addition to this, it has subsequently partnered with the Android feature “Hire a Droid” to share these vacancies with a wider target audience. By utilizing this app, job seekers can view nationwide employment opportunities in a single online space, and by streamlining their search they can invest more time and consideration into to each individual application.

Craigster
For anyone who wishes to create a more tailored job search and target roles based primarily on their locality, the iPhone application Craigster is an extremely useful tool. As one of the more established mobile applications, Craigster allows users to search for opportunities in individual cities across the U.S., while also giving them access to the thousands of classified advertisements and listings available on Craigslist.

It also boasts a map feature that allows job seekers to view locations and evaluate which jobs are logistically viable for them to consider, so that every opportunity that they pursue is suitable to their circumstances.

Pocket Resume
With any number of viable job opportunities identified, the next challenge is make a strong application. Now, while the resume may no longer be the only tool with which potential employers assess a candidate’s suitability for work, it is still an important document that provides a clear representation of an individual and their capabilities.

Pocket Resume for the iPhone allows users to create, manage and distribute their details from anywhere, and utilizes PDF rendering technology to make the editing process as easy as possible for those on the move. When those last minute resume changes and improvements are required, the app ensures that job seekers do not lose vital time during the application process.

Dropbox
In terms of sharing documents and information with recruiters in a time sensitive manner, the evolution of cloud technology has also helped to revolutionize the contemporary job search. With free personal accounts available that offer up to 2GB of storage, Dropbox provides a resource where individuals can store their resumes, references and any other necessary documentation within a single online space. Given the increasingly competitive nature of the U.S. job market and its tentative growth in the last financial quarter, jobs seekers cannot afford to ignore any tool that allows them to make an instant application for employment from their smartphone or tablet.

LinkedIn

Networking is also a key practice in enabling job seekers to emerge from a bustling crowd, and to do this effectively it is important to understand the behavior of social recruiters and which resources they use. In a recent social recruiting activity report conducted by Bullhorn, it was revealed that professional media site LinkedIn was used exclusively by nearly 50% of all e-recruitment bodies, with an average network of 661 connections dwarfing the numbers recorded by Facebook and Twitter.

With this in mind, the free LinkedIn app for the iPhone is of significant importance to job seekers in 2012, and a tool that gives them access to a growing number of professional opportunities and contacts.

The Bottom Line
With these apps available either for free or at a minimal download cost, adapting a job search to suit contemporary recruitment techniques is now as affordable as it is productive. Not only this, but these apps have the potential to drastically reduce the amount of time that an individual spends out of work, by streamlining the application process and improving the way in which job seekers interact with recruiters and future employers.

This post originally appeared at Investopedia.

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500+ Women File EEOC Discrimination Charges Against Wal-Mart.

In a move to protect their right to pursue individual and class action pay and promotion claims against Wal-Mart Stores, Inc., more than 500 former and current Wal-Mart women employees who had been part of a national class action lawsuit have filed a charge of discrimination against the retailer with the U.S. Equal Employment and Opportunity Commission (EEOC) as of Friday, Jan. 27.

That was the deadline for women in five states – Alabama, Arkansas, Georgia, Mississippi andNorth Carolina – to pursue their claims, according to plaintiffs’ attorneys Joseph Sellers, Cohen Milstein Sellers & Toll PLLC, and Brad Seligman, the Impact Fund, who represent the women.  The vast majority of the EEOC charges – some 430 – were filed in those states since the June 2011 U.S. Supreme Court decision reversing a lower court ruling certifying class action against Wal-Mart.  Women in all other states who previously filed class action claims against Wal-Mart, and its subsidiary Sam’s Club, have until May 25, 2012, to file a claim with the EEOC.

“The Supreme Court did not give Wal-Mart a free pass to discriminate.  Filing an EEOC claim is one more way current and former women employees of Wal-Mart can assert their rights,” Sellers and Seligman said in a statement.  More than 12,000 women have contacted plaintiffs’ counsel directly or through the informational website, www.walmartclass.com, to discuss pursuing claims of gender-based pay and promotion discrimination.  Even in the five states with the Jan. 27, 2012, filing deadline, women with pay and promotion discrimination charges against Wal-Mart from July 2011-on can file EEOC claims against the company.

“These EEOC charges are just the down-payment—we expect to file thousands of additional charges by the May 25, 2012 deadline.  We urge women throughout the country who feel they have been discriminated against by Wal-Mart in pay and promotions to log onto thewww.walmartclass.com site and register,” said Seligman.

Regional class action lawsuits on behalf of women plaintiffs who worked in California and Texas region Wal-Mart stores were filed in federal courts in those states in October 2011.  An expanded class action was filed in Texas federal court in January 2012.

For information about the case or EEOC discrimination filings against Wal-Mart Stores, Inc., visit www.walmartclass.com.

SOURCE Cohen Milstein Sellers & Toll PLLC and the Impact Fund

Five Major Challenges For Global HR Leaders In 2012.

Europe is heading for recession. China is battling its own economic challenges, and we in the United States are hardly in a position to help; yet we just did.  Are we near a tipping point, or as some evidence shows could already be past that point and, what are the implications for Human Resources leaders?

Recently. the Conference Board warned world economic growth will remain below its potential for many years to come. Growth is likely to slow to just 3.2% next year, then pick up slightly for a few years, before falling to just 2.7% per year between 2017 and 2025. Even China and India, which have recently enjoyed rapid economic growth, are worried.  A few weeks ago, European leaders agreed to boost the lending power of the region’s bailout fund. But that’s done little to boost confidence. Since then, Italy’s borrowing costs have surged and Greece’s debt crisis has remained in the spotlight, forcing prime ministers of both countries to agree to resign from their positions down the road.

Meanwhile, we are struggling to recover from our own financial meltdown three years ago. While company earnings have bounced back, Americans are seeing little relief amid 9% unemployment and a still-slumped housing market. Though most economists are not predicting another recession for the United States, not enough is known about American exposure to Europe’s debt crisis.

So what are 5 HR issues for global companies in 2012 that you might not have thought of?

  • Companies will continue to become larger with greater global footprints. The importance of globalization and successfully integrating markets across boarders will be of critical importance.  Underpinning this will be a natural conflict of allegiances pitting nationalism versus corporate success.  What role will HR play in helping businesses balance national interests that me be in conflict with corporate goals?  Like never before HR needs to be aware of changing political dynamics and landscapes.  Will employees put country before company, and if so, what is your plan?
  • What functions within organizations will become increasingly critical, and how will those responsible identify, and secure the appropriate talent?  As currency fluctuations increase in frequency and volatility, will your CFO’s be equipped with the optimal internal tax and treasury talent required to navigate and leverage exchanges? Are you prepared to deliver to them a contingency staffing plan that supports the elimination of the Euro, and the introduction of independent currencies from across the European Union?  That’s just the finance function.
  • We’re living in an increasingly border-less world in which talent management could take on a different meaning.  Finding and retaining quality talent will continue to be essential to business sustainability, and most industries and countries will experience a widening talent gap for highly skilled jobs and the next generation of mid and senior leaders.   Are you working with the state department and immigration attorneys here and abroad to ensure you are leveraging the right resources to both push and pull international talent?  Are you doing the same with executive search firms, and keeping a close eye on competitor’s activities?  Who is applying for access and permits, and why and where?  HR must become more externally focused and curious, providing insightful strategic information that can be applied quickly and effectively.
  • To survive large European and domestic unions need to evolve. There are two types of european councils, those centered on global companies; transnational works councils, and those centered upon industries; Global Union Federations or (GUFs).   European works council arrangements have not proven to be as powerful or effective as a means of driving wage equity across borders. There’s been no wage bargaining transnationally, even with the common currency of the Euro, although some have been able to bargain successfully for non-wage related benefits.  Whether transnational or GUF, the IFAs’ or International Framework Agreements between the unions and employers are unenforceable, and lack systems for bargaining, arbitration, mediation, etc.  Labor leaders realize that prior to the well running dry in Europe; employers disregarded the multi-national mandates set forth by the EU.  If they do not secure a new generation of dues paying members; they’ll die.  Unions are aggressively pushing the right to organize, gain recognition and, or win accretion in the U.S. by leveraging foreign unions, employers, and political structures against global employers doing business in the U.S.  Further, they will salt their way into the millennial culture, and ultimately their employers.  Germany’s IG Metall, the world’s most powerful union, has established an organizing department partnered with Change to Win’s that has targeted wind-turbine manufacturers and auto dealers here and abroad.
  • An increased demand for HR metrics may bring about a widely accepted set of analytic measures and methods or global standards to describe, predict and evaluate the quality and impact of HR practices and the productivity of the work force.  However, globalization is also a driving impetus toward the use of more metrics with greater cultural sensitivity.  So how will you blend and balance a need for widely accepted analytic HR metrics for the purpose of consistent communications and micro metrics that align in a more intimate, and cultural fashion?

Those are but five HR issues that may vex organizations as the world becomes a more ambiguous place in 2012.  It will be imperative that HR leaders ramp up their level of curiosity, and immerse their thought in truly understanding the multitude of cultures in which they do business.

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