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Published: Mon, 18 Dec 2017 04:38:31 +0000

Last Build Date: Mon, 18 Dec 2017 04:38:31 +0000

 






BreckAdmin posted a blog post

Sat, 16 Dec 2017 01:48:07 +0000

BreckAdmin posted a blog post

Advance Your Career by Selling Yourself

Instead of building ourselves up and selling ourselves for maximum value we accept what is given to us and end up doing twice the work for half the pay.One of the most important places you can ever sell yourself is during the interview process for a new job. It is during this process that you should make an effort to build up yourself and sell your skills to the potential employer by making them feel that if they hire anyone else but you they are going to be losing out on an amazing talent.Here are a few tips you can use during your next career interview to make the interviewer think WOW!Dress for success.Clothes make the person and you should dress as if you were interviewing for the CEO position.Research the company and know the background of it.During the interview show that you have done your homework by asking questions or making comments about a recent press release or company announcement.Ask questions.Most interviewees just answer the questions they are presented and never speak up. Show the interviewer you are truly interested in the company and the job by asking questions relating to the company, your potential job and company culture.Bring samples of your work.Whether you are an artist or a computer programmer bring a sample portfolio of your past work and share it with the interviewer. Remember, a picture (or document) can speak a million words.Be ahead of schedule.Remember the golden rule; it is better to be 3 hours early than 3 minutes late. No one is going to hire someone who can't make it to the interview on time.Follow-up.Don't sit around waiting for a letter or a call. Send a follow-up letter immediately expressing your interest in the job and if you haven't heard back within a week pick up the phone and call.What do you have to lose? BreckAdmin offers virtual recruitment and office services to local businesses and also operates worldwide. I can take care of your administrative needs, and you can rest easier knowing that you’re receiving a professional and confidential service. Hiring me as your virtual assistant has many great benefits. One of the many benefits is that I can help you save money!It doesn’t matter what you need, don’t hesitate to reach out and discuss your business requirements with me! You never know, I could be the perfect solution to your recruitment and/or administration needs!chuck@breckadmin.com | breckadmin.com |416-540-1853See More



A blog post by Ekansh Pahwa was featured

Fri, 15 Dec 2017 17:15:30 +0000

A blog post by Ekansh Pahwa was featured

New Data From Quarterly ASA Staffing Employment and Sales Survey

U.S. staffing companies employed an average of 3.22 million temporary and contract workers per week in the third quarter of 2017, according to data released today by the American Staffing Association, remaining above three million for the 14th consecutive quarter.On a year-to-year basis, staffing employment was essentially flat (-0.7%) in the third quarter of 2017 compared with the same period in 2016.Temporary and Virtual Recruiter contract staffing sales totaled $33.71 billion in the third quarter of 2017, 4.4% higher than in the same quarter of 2016.“Staffing companies and their clients continue to report talent shortages across many sectors.” The skills gap is real and growing. The development of new and more effective training, upskilling, and work-based learning programs must be a priority for state and federal government agencies and the business community in the year ahead.”See More



A blog post by Kristina Martic was featured

Fri, 15 Dec 2017 17:15:07 +0000

A blog post by Kristina Martic was featuredWhich HR tool to invest in? ATS or Recruitment Marketing platform?Talking with business owners, recruiters and other HR professionals, we have realized that many of them have the same two questions: “Which recruiting tool should I buy? Recruitment Marketing software or ATS?” The problem is that many of them, besides not knowing the difference between the two, don't know that there are 2-in-1 solutions that offer both.Types of recruiting toolsNot every recruiting software is the same. Moreover, same types of recruiting software differ in their features and capabilities. To make recruiting software classification as simple as possible, I put them in 2 categories based on primary solutions that they offer:Applicant Tracking System (ATS) andRecruitment Marketing SoftwareTo help you understand the biggest difference between the two, think of them as pre and post application tools. Applicant Tracking System (ATS) is a solution to manage applicants, and recruitment marketing software is a solution to manage leads. Leads are defined as candidates who are or may be interested in your company, but are not ready to apply just yet.That being said, solutions offered by these two types of recruiting software are very different. However, realizing that they complement each other well, and offer the best recruiting experience together, some software providers now offer 2-in-1 recruitment marketing and ATS solution.In this post, we will define the difference between ATS and Recruitment Marketingtools. This way, it will be easier for you to decide which one of the two is the best solution to your hiring and recruiting challenges. What is Applicant Tracking System? Applicant tracking system offers a wide range of solutions for different hiring challenges. It is a repository of all of your applicants for job openings that manages and streamlines your hiring process from job applications to hires. In other words, ATS usually is a database of all your applicants’ profiles. Through ATS you can do interview scheduling, candidate screening and evaluation, collaborate with your team members...all in one place.In other words, ATS can help you in your hiring efforts only AFTER you already have applicants for your job opening. If you are struggling to attract talent, engage existing talent in your talent pools, provide better candidate experience and get more high-quality applicants, ATS is not a solution for that problem… Recruitment marketing is! What is a Recruitment Marketing software?Creating an outstanding candidate experience is what employers are focused on more than ever before. Attracting talent is more challenging than managing existing applicants, and this is exactly what recruitment marketing tools are designed for. In a recent Aptitude research, Madeline Laurano, Co-Founder & Chief Research Officer, defines a recruitment marketing platform as a platform thatManages outbound sourcing, inbound recruitment marketing, and employer branding. A recruitment marketing platform includes capabilities that maintain the employer brand, foster candidate relationships, and enhance messaging and communication efforts. The most critical capabilities in these systems include: Career Site, SEO, Employee Referrals, and Talent Communities/Networks. Some of the most important features of a recruitment marketing software include:candidate relationship management (CRM)employer brandingcandidate sourcingemployee referral programssocial recruitingcareer site optimizationdata-driven recruiting and HR analyticsengaging email campaigns and workflowsimproved candidate engagement and candidate experienceteam blogs and web pagescareer page visitors and conversion trackingtalent networking and talent communitiesThat’s a lot, isn’t it?Yes, but these are all solutions that companies and recruiters have started looking for in order to improve their hiring efforts. Therefore, when you start looking for a re[...]



Ekansh Pahwa posted a blog post

Fri, 15 Dec 2017 11:16:33 +0000

Ekansh Pahwa posted a blog post

New Data From Quarterly ASA Staffing Employment and Sales Survey

U.S. staffing companies employed an average of 3.22 million temporary and contract workers per week in the third quarter of 2017, according to data released today by the American Staffing Association, remaining above three million for the 14th consecutive quarter.On a year-to-year basis, staffing employment was essentially flat (-0.7%) in the third quarter of 2017 compared with the same period in 2016.Temporary and Virtual Recruiter contract staffing sales totaled $33.71 billion in the third quarter of 2017, 4.4% higher than in the same quarter of 2016.“Staffing companies and their clients continue to report talent shortages across many sectors.” The skills gap is real and growing. The development of new and more effective training, upskilling, and work-based learning programs must be a priority for state and federal government agencies and the business community in the year ahead.”See More



Kristina Martic posted a blog post

Fri, 15 Dec 2017 11:00:40 +0000

Kristina Martic posted a blog postWhich HR tool to invest in? ATS or Recruitment Marketing platform?Talking with business owners, recruiters and other HR professionals, we have realized that many of them have the same two questions: “Which recruiting tool should I buy? Recruitment Marketing software or ATS?” The problem is that many of them, besides not knowing the difference between the two, don't know that there are 2-in-1 solutions that offer both.Types of recruiting toolsNot every recruiting software is the same. Moreover, same types of recruiting software differ in their features and capabilities. To make recruiting software classification as simple as possible, I put them in 2 categories based on primary solutions that they offer:Applicant Tracking System (ATS) andRecruitment Marketing SoftwareTo help you understand the biggest difference between the two, think of them as pre and post application tools. Applicant Tracking System (ATS) is a solution to manage applicants, and recruitment marketing software is a solution to manage leads. Leads are defined as candidates who are or may be interested in your company, but are not ready to apply just yet.That being said, solutions offered by these two types of recruiting software are very different. However, realizing that they complement each other well, and offer the best recruiting experience together, some software providers now offer 2-in-1 recruitment marketing and ATS solution.In this post, we will define the difference between ATS and Recruitment Marketingtools. This way, it will be easier for you to decide which one of the two is the best solution to your hiring and recruiting challenges. What is Applicant Tracking System? Applicant tracking system offers a wide range of solutions for different hiring challenges. It is a repository of all of your applicants for job openings that manages and streamlines your hiring process from job applications to hires. In other words, ATS usually is a database of all your applicants’ profiles. Through ATS you can do interview scheduling, candidate screening and evaluation, collaborate with your team members...all in one place.In other words, ATS can help you in your hiring efforts only AFTER you already have applicants for your job opening. If you are struggling to attract talent, engage existing talent in your talent pools, provide better candidate experience and get more high-quality applicants, ATS is not a solution for that problem… Recruitment marketing is! What is a Recruitment Marketing software?Creating an outstanding candidate experience is what employers are focused on more than ever before. Attracting talent is more challenging than managing existing applicants, and this is exactly what recruitment marketing tools are designed for. In a recent Aptitude research, Madeline Laurano, Co-Founder & Chief Research Officer, defines a recruitment marketing platform as a platform thatManages outbound sourcing, inbound recruitment marketing, and employer branding. A recruitment marketing platform includes capabilities that maintain the employer brand, foster candidate relationships, and enhance messaging and communication efforts. The most critical capabilities in these systems include: Career Site, SEO, Employee Referrals, and Talent Communities/Networks. Some of the most important features of a recruitment marketing software include:candidate relationship management (CRM)employer brandingcandidate sourcingemployee referral programssocial recruitingcareer site optimizationdata-driven recruiting and HR analyticsengaging email campaigns and workflowsimproved candidate engagement and candidate experienceteam blogs and web pagescareer page visitors and conversion trackingtalent networking and talent communitiesThat’s a lot, isn’t it?Yes, but these are all solutions that companies and recruiters have started looking for in order to improve their hiring effor[...]



A blog post by Rick Girard was featured

Thu, 14 Dec 2017 21:40:28 +0000

A blog post by Rick Girard was featuredStay Compliant: California Hiring Changes Coming in 2018  Come 2018, two major legislative changes go into effect that dramatically alter your hiring process. To help you, dear reader,  stay compliant, I’ve outlined the essential updates from California’s hiring regulations. Salary HistoryAs of January 1, 2018, prospective employers can no longer ask about an individual's’ salary or benefits history. You cannot have a box in your application to denote past wages, and you cannot ask in the interview what a person is currently being paid. Additionally, third-party recruiters and reference checkers are also blocked from asking salary-related questions. Why did California make this change: to refocus the hiring and offer process on an individual’s qualifications, rather than past numbers. This switch forces employers to focus on designing a role and interview process that’s entirely centered on the role itself. If a candidate offers up this information in his or her interview, then that’s completely up to them. But it’s key that potential hires understand they don’t need to divulge that information. To make this point, you can even mention in writing that salary information is not required. Unfortunately, this law (in my opinion) is very poorly written. There’s an odd section of wiggle room where it comes to a company determining how much they should offer a candidate. That being said, you can provide them with a pay scale of how much a certain position would make in your company and what you can offer based on the position and the candidate’s qualifications. If a salary ranges from 100k-120k, you theoretically can offer someone with fewer qualifications a lower amount than someone with more experience. However, someone might expect they will get paid the higher amount, and then you have a dissatisfied candidate who was primed to accept an offer before the salary was revealed. There are sneaky ways to get around this, and they’re all in the wording. The question I ask is “What are your minimum salary requirements for taking this role?” or, “What are your salary expectations for taking a role with us?” As of January 1, I no longer will be asking the first question. The word “requirement”  might lead a candidate to think they will be getting paid the amount he or she demands. Expectations are simply that: expectations. To best navigate these new requirements, I suggest being cautious. Don’t ask these questions if you don’t have to, but do work with reasonable expectations. Focus on the candidate’s qualifications first and then take the hiring process to the next level. If someone really wants to work with you, and you really want to hire that person, salary will work itself out in the end. Ban the BoxThe other new regulation that goes into effect January 1 is the Ban the Box requirement. This change removes the portion of the application that asks about criminal history, including convictions and felonies. You also can no longer ask about criminal history in the interview process; Ban the Box forces companies to resort to background checks with every new employee. This new rule only applies to companies with five or more employees. Similar to the Salary question change, this law was introduced to even the playing field for people who are capable workers but have some sort of mark on their record. Especially if the crime has nothing to do with the role for which they’re interviewing, this removes any employer bias that might prohibit them from hiring the otherwise qualified candidate. Again, if the candidate wants to talk about it, that’s perfectly fine. But neither the company nor interviewer is allowed to ask or use that information as a basis to decide whether they’ll hire the person. To this end, it’s important to have extremely clear interview processes in place t[...]



ISL Recruitment posted a blog post

Thu, 14 Dec 2017 21:30:03 +0000

ISL Recruitment posted a blog postCould You Work in Quantitative Finance?Could You Work in Quantitative Finance?As the booming technology industry continues to grow and advance, an increasing number of quant analysts and developers are moving towards quant trading. Newer and more sophisticated algorithms are enabling developers in entrepreneurial units within banks and exchanges, to take advantage of the meritocratic industry and its attractive rewards.You may be wondering, how can I do this too? How can I reap these rewards and build a career in such a booming market? Am I suited to this business?To answer this, you must assess your strengths in the following areas:Mathematical ability: Most prospective employers will expect you to have a solid graduate-level mathematical understanding of areas such as linear functions and algebra. Taking this further with post-graduate study can only increase your chances of landing the lucrative Quant role.Programming skills: Quant developers most commonly work in C++ & Python and you would be expected to have a firm grasp of these. Although commercial experience is not a necessity, you would be expected to demonstrate your skill through personal projects.Financial knowledge: Although, unlike maths and programming ability, financial knowledge can be learned – it is not a necessity when it comes to applying for a Quant developer role. However, like all things, having strong knowledge of financial instruments such as bonds, will hugely benefit you in the competition to becoming a leading Quant developer.A day in the life of a Quant Developer:Ultimately, making the transition into quantitative finance is a huge move, however the financial rewards and career progression available are significant. Wondering what your average day in a Quant role might look like? Here’s what a Quant developer from Mayfair, London had to say about his ‘average day in the life…’:“On my morning commute to central London, I like to read the Financial Times or a mathematics/programming textbook around algorithmic trading. I never read the free commuter papers as they are essentially useless as regards important financial information.When I got to work, I’d start my day with a mixture of diagnosis and repair of abnormalities in the infrastructure that we had developed and check whether any remaining data tasks had been completed. I’d check the list of RSS feeds for any interesting financial information. I like to keep on top of both new trading ideas as well as IT/developer related tools that can help us improve the business.I’d then have a quick meeting with our lead quant trading researcher to discuss any data or infrastructure requests. We have until around 1pm UK time to complete any research and development tasks. After 1pm the US market opens and we generally keep an eye on its progress.I start my afternoon with various maintenance tasks and resolving failed scripts. This involves modifying some unit tests to account for the new behaviour, re-running the unit test scripts and pushing the code to the staging server and subsequently to the production environment.Prepare for the US market to open…New data sources – Financial pricing and fundamental data is the life-blood of a quant fund. The first part of the afternoon involves writing download scripts (in Python) to connect to a new API to pull in fundamental data in an automated fashion, via cron jobs.Development – The latter part of the afternoon involves specification of a new automated component to eliminate manual work.Management Meeting – Management, quant development and quant trading all get together for a weekly meeting. Any useful suggestions from my reading of papers and textbooks are brought in to the next management meeting for consideration.”The world of finance is continually moving and more complex financial products are[...]



Rick Girard posted a blog post

Thu, 14 Dec 2017 21:22:37 +0000

Rick Girard posted a blog postStay Compliant: California Hiring Changes Coming in 2018  Come 2018, two major legislative changes go into effect that dramatically alter your hiring process. To help you, dear reader,  stay compliant, I’ve outlined the essential updates from California’s hiring regulations. Salary HistoryAs of January 1, 2018, prospective employers can no longer ask about an individual's’ salary or benefits history. You cannot have a box in your application to denote past wages, and you cannot ask in the interview what a person is currently being paid. Additionally, third-party recruiters and reference checkers are also blocked from asking salary-related questions. Why did California make this change: to refocus the hiring and offer process on an individual’s qualifications, rather than past numbers. This switch forces employers to focus on designing a role and interview process that’s entirely centered on the role itself. If a candidate offers up this information in his or her interview, then that’s completely up to them. But it’s key that potential hires understand they don’t need to divulge that information. To make this point, you can even mention in writing that salary information is not required. Unfortunately, this law (in my opinion) is very poorly written. There’s an odd section of wiggle room where it comes to a company determining how much they should offer a candidate. That being said, you can provide them with a pay scale of how much a certain position would make in your company and what you can offer based on the position and the candidate’s qualifications. If a salary ranges from 100k-120k, you theoretically can offer someone with fewer qualifications a lower amount than someone with more experience. However, someone might expect they will get paid the higher amount, and then you have a dissatisfied candidate who was primed to accept an offer before the salary was revealed. There are sneaky ways to get around this, and they’re all in the wording. The question I ask is “What are your minimum salary requirements for taking this role?” or, “What are your salary expectations for taking a role with us?” As of January 1, I no longer will be asking the first question. The word “requirement”  might lead a candidate to think they will be getting paid the amount he or she demands. Expectations are simply that: expectations. To best navigate these new requirements, I suggest being cautious. Don’t ask these questions if you don’t have to, but do work with reasonable expectations. Focus on the candidate’s qualifications first and then take the hiring process to the next level. If someone really wants to work with you, and you really want to hire that person, salary will work itself out in the end. Ban the BoxThe other new regulation that goes into effect January 1 is the Ban the Box requirement. This change removes the portion of the application that asks about criminal history, including convictions and felonies. You also can no longer ask about criminal history in the interview process; Ban the Box forces companies to resort to background checks with every new employee. This new rule only applies to companies with five or more employees. Similar to the Salary question change, this law was introduced to even the playing field for people who are capable workers but have some sort of mark on their record. Especially if the crime has nothing to do with the role for which they’re interviewing, this removes any employer bias that might prohibit them from hiring the otherwise qualified candidate. Again, if the candidate wants to talk about it, that’s perfectly fine. But neither the company nor interviewer is allowed to ask or use that information as a basis to decide whether they’ll hire the person. To this end, it’s important to have [...]