fabiochiu/medium-articles huggingface dataset:
Path Of The Indie — How We Let People Go
By: Rummy Games
Tags: Recruitment, Communication, Game Development, Gaming, Project Management

Those are my own techniques but there are many more and every leader has a different set of methods coming along with his or her own management style.

Thus we are approaching the idea that even if staff turnover is inevitable, it is manageable nonetheless. As for today, every second person in our project has been replaced by someone new but it didn’t become a catastrophe.

People leave for very different reasons: they get tired, find something more interesting, change their lifestyle or priorities, have a baby, etc. It’s often a shame to let them go but there are exceptions. We had a case when a certain job was “doomed” and employees kept changing for 1 year. And then finally we got two specialists in spring 2020 who are working till now and we’re all really glad to have them in our team. So don’t be afraid to let go, if you feel that it’s not working somehow. The signs are:

There is zero profit from a person

There’s discomfort within the team, which is really important for indies

There are big lags in work progress, like when you don’t see any progress for weeks

And some other alarming things.

Of course, every situation is unique and should be considered with all accompanying circumstances. There are no strict rules here but you stay on guard with those signs if something goes wrong.

In the beginning, we all thought that together we would create the next X-COM 2 in a couple days. The reality proved to be different. However, if a candidate has strong motivation and you get along well, then it’s the right decision. Look for like-minded people for your team. Sometimes it’s even more important than finding a skillful specialist. When employees become like brothers-in-arms they don’t drop off by any chance, and you too would want to keep them no matter what.

More details about the nasty business

IMHO: terminations are the hardest thing in management, It’s an easy and often pleasant thing — to welcome newcomers to the team. Terminations carry potential scandal and stress for both sides.

The task here is not only to point to the exit door but also to do damage control by preventing risk of any harm. This should be a leader’s responsibility. A leader should explain plainly and genuinely why it’s time to separate ways. A leader has to orchestrate this process in a way that the employee wouldn’t hold a grudge by leaving the project. And if there are still hurt feelings, it has to be against the leader, not the whole project or the team. Think here of a leader as a lightning rod.

How exactly to do this, it’s more a personal choice. I don’t know a perfect formula but what does really help: writing down all the cases of poor performance or unacceptable behavior and, if needed, to present them openly. In most cases, though there is no such need. If you have been recruiting adequate people then they themselves would prefer to leave peacefully. But better be ready for the worst.
Search Job & Schedule Interview. Apply multiple jobs , Get multiple…
By: Telephonic Interview
Tags: Employer, Employee Experience, Recruitment, Employees, Employee Engagement

Apply multiple jobs , Get multiple offers right now !!

Why telephonicInterview.com ?

Employers can use posting job + Access candidates in Database + invite candidate to job posted, Make salary OFFER & Hire best talent.

Why it’s a Best Recruitment Portal ?

Its truly Connecting Employees & Employers in singe control panel without any mass emails or spam mails, so its Best Recruitment Portal to Search Job & Post a Job Free.

How to find best jobs?

Make resume, Apply to various jobs, Schedule interviews , Yes — Telephonicinterview.com has all in one platform to get you best Job with direct offer right in your Control Panel

Why to post job @ TelephonicInterview.com ?

Unlimited candidates can apply to your job+ you can invite database candidates to your posted job + Free Job Post.

What is Best & trusted way hire new employees?

Trusted way to hire is from your own circle.

Telephonic Interview allow you to post same job to your social circle

Get replies on common platform along with application at centralized at one place your control panel @ TelephonicInterview

Common issues with job site ?

Employer register & notice that employees not looking for job

job seeker register & notice that job is not available.

Situation is resolved in TelephonicInterview.com with complete scheduling of interview in Control panel .

Why Job seeker registering on job portals is not effective?

Details shared with spammers and e-mailing resume to companies.

This is Improved @ TelephonicInterview.com with No email / No phone call Policy , all scheduling is done in single control panel.

What one look when seeking new job?

Match skills

Match industry

Match city , or even have lob near to home locality

TelephonicInterview.com has it all taken care
Let’s play. Gaming in Human Resources processes
By: Katarzyna Ceran
Tags: Recruitment, Gamification, Software Development, Software House, Recruitment Marketing

Recruitment process… Sounds boring? Maybe, but you can change it! Prepare for gamification — Liki’s surprising solution for the hiring process.

Game development as the result of an internship

How to engage interns and check their strengths? Making them a part of a team and assigning to a commercial project from day one. That’s what Liki is doing during each internship under the Młodzi w Łodzi program (cooperation between local employers and higher education schools). We believe that internship gives a chance for development and an opportunity to gain commercial experience — so desired in business. Moreover, thanks to the result-driven internships we can find new talents.

We created a five-member team (three interns and two Liki developers), which was a perfect example of agile software development best practices. Interns could get to know how communication and project management look like. You can say that we trained our future employees because 2 out of 3 interns were hired later.

Our month’s work result was the Bugs Defence game.

Bugs Defence Game by Liki

What game could we make? As a software development house, we created a tower defence game, where developers were code defenders. Huzzah, right? The defence is all about answering development questions — every good answer destroys bugs before they reach Deadline. If you are interested in developing, check your front end knowledge.

Gamification as a recruitment method — a win-win situation

Okay, we made a game, so we knew the potential of interns and gave them a satisfying task that is worth praising. But… it wasn’t the only purpose of the project. We created a tool — a game — that can be useful in the hiring process.

First of all, a recruiter can easily check and verify the candidate’s knowledge thanks to built-in questions and a final score. If the candidate will answer properly at least for junior-level questions it’s a good reason to invite him to the further recruitment stage. Game mechanisms unify and speed up HR tasks.

Secondly, we have a candidate who will be probably surprised that he has to play a game during a job interview. This element of surprise brings some fun to the recruitment and reduces stress.

Further, this candidate-friendly approach has a huge impact on employer branding. We have a situation where gamification is a win-win solution both for the recruiter and the candidate.

Boost your recruitment process

Doesn’t a customized recruitment game sound sexy?

We are willing to create a dedicated game for any industry. Based on our experience, you will get an unconventional but still a very effective tool to present yourself as a top player on the recruitment market.

Read more at Liki Blog
Recruitment disrupted: Lectica First Q&A
By: Theo Dawson
Tags: Recruitment, Recruitment Process, Hiring, Lectica First, Disrupt Recruitment

Now that Lectica First has hit the market, people are asking some very good questions about our flagship recruitment product. In this post, I’ll be providing short answers to a variety of questions, starting with questions about the applicant’s experience. Feel free to pose your questions in comments or by contacting us, then check in periodically to see the answers.

Learn more about Lectica First in the article, Recruitment disrupted.

Q1: Will Lectica First reduce the applicant pool?

Yes. We aren’t yet certain how large the effect will be, but because Lectica First Assessments require a time commitment of 45–90 minutes, on average, potential applicants are likely to take the assessment only if they (1) believe they meet the qualifications for a role and (2) have a reasonable chance to be considered. We believe that this act of self-prescreening benefits both applicants and workplaces.

Q2: Does Lectica First ask too much of potential recruits?

We don’t think so. In fact, we think participating in Lectica First is advantageous even to those who are not selected for a given role. Here’s why:

As noted above, applicants have the opportunity to decide whether or not they feel it is worth it to take the assessment, based on how well they think they fit role requirements (and how much they would like a free Lectical Report). Unlike other recruitment processes, Lectica First provides an immediate and valuable benefit to all applicants. Every applicant receives one of our formative reports ($200 value), which is packed with information, activities, and resources that will help them build skills for learning optimally from everyday experience. Applicants will be able to transfer existing assessment results if they wish to apply for another open role in an organization using Lectica First. The value of this benefit will grow as Lectica First gains traction.

Q3: Is it true that all of the profits from Lectica First will be used to support improvements in the education of our children?

Yes. Lectica is a mission-driven nonprofit that owns the for-profit that delivers Lectica First. All profits from Lectica First go to the non-profit and are used to fund our non-profit educational activities. Lectica First will make it possible for us to deliver our learning tools, free of charge, to individual teachers everywhere.
Professional Hotel Staff recruitment suppliers in Pakistan
By: Nazra Haneef
Tags: Hospitality Industry, Recruitment, Hotel Staff Suppliers, Hotel Industry, Manpower Consultancy

in The Centre for Economics and Foreign Policy Studies
DRVR Welcome 4 new members to the team
Tags: Drvr, Recruitment, Marketing, International Team

We are proud to announce that we have 4 new members who joined the DRVR team in Bangkok HQ. Three of which are our core members and we have one young intern joining us!

Let’s learn more about them and their backgrounds.

Marshall joined us as a Product Manager — He specialized in BI!

Warm welcome, Marshall, to the DRVR Team! Marshall is from Russia with a strong background with data science and are enthusiastic with data visualizations. He is our expert with visual analytics and business intelligence. We already see a lot of potential and the results he puts on the table. It’s our pleasure to have you in the team!

June joined us as a Business Development Manager

June Arjunka joins the Bangkok HQ team as a Business Development Manager mainly focusing on regional projects in Thailand. June has a very interesting background, with a solid background in communication arts and media and an extensive experience with marketing and finance, making her a great addition to the team to strengthen partnerships opportunities across cultures! We look forward to working with you in the future, June!

Ryan joined us as a Software Developer

Our talented software developer, Ryan, is from Singapore with a background in computational biology. Ryan has a strong passion for data analytics and was our recent intern who successfully completed his program back in August! Congrats Ryan!

Ryan loves to meet new people and is a troubleshooter who develops innovative solutions for problems. We’re glad to have you, Ryan!

Jason joined us as a Marketing Analyst — Our new intern!

Jason is our newly joined intern from Cambodia and are currently a student in University of the Thai Chamber of Commerce. He is passionate with digital marketing and are assisting the team with implementing marketing strategies and activities. We look forward to seeing you grow and improve along your internship!

Welcome to all our members, we’re happy to have you!

Join our cross-cultural team!

Our team is our priority and it’s what made DRVR an awesome company as it is today! Want to join our development team? We are always looking for new hire — email us your application here at info@drvr.co

We will get in touch with you shortly!
Three RPO Pricing Structures to be Aware of for Negotiations — JCSI BestExec
By: Bergin Sullivan
Tags: Rpo, Negotiation, Recruitment, Rpo Services, Negotiation Tips

The most important thing you can do when reviewing pricing and negotiating with an RPO services provider is to remember that you are trying to align the price that you pay with the results that you hope to achieve.

Surprisingly many organizations forget this and end up disappointed in the long-run. For example, charging a lower cost-per-hire while clearly desirable fall apart if a provider cannot keep up with the hiring volumes required, or if retention rates materially go down due to where the provider is finding the talent.

That said, here are the three most common pricing structures. Many successful RPO providers combine these three pricing structures into favorable arrangements for both sides.

Fixed Fee: Typically this is a set payment made monthly, or quarterly

Pros:

Simple budgeting

Enables consistency of service

Cons:

Difficult to scale up

Difficult to scale down

Transactional: A success-based fee is paid for each hire.

Pros:

Scales with volume easily as no extra cost required upfront.

Easy to conceptualize payment model

Cons:

Misaligned incentive.

Hard to sustain in times of low volume.

Performance-based: This is where a provider receives a portion of the amount saved or generated. Usually tied to key KPI’s.

Pros:

Easy incorporation into Fixed Fee or Transactional pricing.

Aligns rewards with objectives.

Cons:
4 Types of Sales Talent — What to AVOID & What to LEARN
By: Daniel Ramsey
Tags: Sales Development, Virtual Assistant, Recruitment, Business Development

Why does it matter for me?

To effectively sell, it takes a large amount of evolving and adapting. Sometimes it’s the product, while most of the time it’s the sales personality.

A strong sales & marketing team with the right talents can effectively nurture & be a top producing team with predictable results. It requires the leader, the CEO, or the entrepreneur to curate and a foster these desired traits.

And here’s how…

MyOutDesk, rated #1 Virtual Assistant Services by TechRadar, has been in the industry for over a decade, helping all types of businesses grow. We have providing sales development virtual assistant services for years, becoming one of the top virtual assistant providers available.

The our B2B services are ranked #1 is because we deliver the most value out of most competitors. While you save up to 70% off on employee costs, you get highly-vetted top talent, as well as:

free business strategy consultations

growth templates & guides

monthly CEO mastermind group sessions

productivity tracking software

dedicated client services, and more!

After serving more than 5,000 clients and employing over 4000 professionals, we have seen firsthand how this investment supports business growth. Because of this experience, MyOutDesk, currently caters to other industries as well such as professional services, mortgage and insurance to name a few.
What Are Social Media Pods & Should You Join One? via @brentcsutoras
By: Duncan Carter
Tags: Marketing, SEO, Recruitment, Digital Marketing, Recruitmentmarketing

Struggling with low engagement and looking to jump on the Instagram pod trend? Check out the pros and cons to consider before joining one. https://feedpress.me/link/13962/14132275/388380
How can we ensure that our hiring practices encourage diversity?
By: Index Ventures
Tags: Startup, Recruitment, Diversity, HR, Entrepreneurship

Illustration by Jago Silver

Anna Fraser, Chief People Officer at Sonos: Business leaders across every industry and every demographic are just waking up to their responsibility to leverage resources, use their influence, and create ways to make progress within our communities. We have to lead with heart and empathy, and make space for the conversation, whether that’s people needing to reflect on what’s happening in the news, or thinking about how we build more diversity and inclusion into our product design and culture.

Data is a powerful place to start, because if you don’t know what your organization looks like it’s hard to know if you’re making progress. Get the data, understand the data, and start having conversations about what progress would look like for you.

Think about where to look for different talent. It can be hard in the early growth stage when you’re leaning heavily on your network and your investors’ network, because they are likely to be people with similar backgrounds to you. So start with structure — the more you can be intentional and proactive about diversity in the early days of building your company, the better. Force yourselves and your hiring managers to create inclusive job descriptions and an objective hiring criteria. Know that it is going to take longer to find different talent than you have today, but it is worth investing in and is the right thing to do.

Heather Sullivan, Chief People Officer at Discord: Discord has made an investment in every employee by giving unconscious bias training. We also partnered with an external company to examine every stage of our recruitment process. We’ll never fully remove bias, but we can create awareness and think about strategies to mitigate it. Our job descriptions use a very inclusive tone and language because we don’t want to unintentionally push people by sounding like a culture they couldn’t feel they belong to.

Mark Fiorentino, Principal at Index Ventures: Diversity is a priority that has to come from the top, as we did at Stripe. I feel pretty strongly about that, especially in the early days of a startup before you build out fully functioning teams.

Step one is to ensure your own cap table is diverse, which sets the precedent pretty early. Secondly, I’d recommend embedding diversity and inclusion as a core principle within your mission and vision statement so that it’s written down. And thirdly, put your money where your mouth is for your first ten or so non-founder hires — that group will reflect the values you put down in your mission statement.

Doing those three things will help establish diversity as a priority early on, and set the bar for your longer term practice. You’ll prioritize hiring and building a diversity and inclusion team internally, once you get into the later stages.
Hey recruiters…what if I told you, you don’t have to be a dick?
Tags: Jobs, Recruitment, Empathy, Recruiters, Job Seekers

To the really persistent annoying ones who message you using safe social media platforms like WhatsApp then begin chasing, prodding, almost harassing you until you lose complete interest in the role.

Well, according to the universe, these were a mere tip of all shitstorm icebergs; my most recent was ready to blow my socks off. It literally happened this week and it was a doozy.

To sum up the entire ordeal, what had happened was I’d missed a call from this particular recruiter, a so-called Senior Consultant and as I was trying to reschedule our appointment, I started seeing screaming red flags.

Red Flag 1: They pronounced my name incorrectly in the voicemail left. My name is very important to me with a significant meaning behind it and I take it upon myself to correct ANYONE who pronounces it incorrectly. However, when I politely tried to let them know, they completely disregarded my hint.

Reg Flag 2: I asked for a JD for the role in question and they purposely refused to acknowledge my ask [I asked twice] and they didn't send it to me. They finally told me it was because they were an agency and they wanted to speak to me more about the role at our appointment, however, while I was asking for it, what stopped you from simply mentioning that?

Red Flag 3: Lack of professionalism and uncalled for rudeness. Putting aside you’ve said my name wrong, you've ignored my ask for the job description not once but twice, you then feel it’s ok to be rude and nonchalant when I mention I no longer wish to be part of the process? Come on!

All three gave me enough indication to know that this wasn’t a recruiter I wanted to do business with. Although I am a job seeker like many, especially the way this year has gone, you are not my saviour…you are a mere facilitator. Unless you are the individual making the final call, as to who gets hired today, right here, right now…again, you are NOT my saviour!

Don’t allow yourself to fall into the victim mentality.

Being a job seeker does not diminish anything from you; you shouldn't have to pander to egocentric, rude recruiters just because they’ve either picked up the phone to call you or took the time to draft an email. You are still an individual, with all the rights in the world — I feel a lot of people often forget that when they’re looking for a new line of work. Save all that goody-goody BS for your 1st, 2nd or even third interview, when you’re actually in front of the employer.

Obviously, I am not saying be rude to recruiters or any of those things, all I am saying is hold your esteem steadfast. These guys often clearly say the role needs someone who is confident or someone who can hold their own…so, be confident and hold your own.

In an effort not to go over the contents of my tweets all over again, I had to break it all down to said recruiter and urge them never to speak to anyone as they have to me because at the end of the day we are all human; just because you are in a position [keyword] of power, doesn’t mean you should abuse it.

Don’t be a dick!
Whereby — A template for better Recruitment
By: Mark Nguyen
Tags: Hiring, Recruitment

I’m just starting my recruitment process with Whereby for their new User Researcher role, and there’s been a number of really nice features built into their process so far. Here’s an ongoing list :)

Posting was made on an industry specific Slack channel. This made it much more accessible to me, than an internal job board! Recruitment FAQ addressed things that allow for a better interview user experience. It also was helpful in revealing bits and pieces of their internal culture. The Visual Learner version by Mark Philips was VERY useful for me and spoke out the ideas better for me. I hope they do more of this. The automated recruitment process emails were so incredibly warm and well written. This gives me the energy confidence to focus on the right things.
Is SEO in Recruitment Dead?
By: Duncan Carter
Tags: Marketing, SEO, Recruitment, Digital Marketing, Recruitmentmarketing

Each article you write is a potential magnet for traffic. The more articles = the more traffic. http://recruitmentbuzz.co.uk/is-seo-dead/
To understand behaviour shifts and optimize content, SEO is now mission critical
By: Duncan Carter
Tags: Marketing, SEO, Recruitment, Digital Marketing, Recruitmentmarketing

To understand behaviour shifts and optimize content, SEO is now mission critical Duncan Carter ·Nov 27, 2020

To understand behaviour shifts and optimize content, SEO is now mission critical https://econsultancy.com/seo-is-now-mission-critical-consumer-behaviour-shift/
How to Utilise Technology to Strengthen Culture and Deliver an Impactful, Holistic Employee Wellbeing Strategy
By: Marcus Evans Online Events
Tags: HR, Recruitment, Webinar

Registration is now open

2020 has brought physical, mental and financial wellbeing into the spotlight and employers are looking for more effective and efficient ways to support and connect employees. At a time of year when our people normally look forward to celebrations and end-of-year awards, opportunities to come together are few and far between.

However, companies that are leveraging technology to provide holistic support have been able to improve motivation, productivity and connection, whilst making employees’ money go further and enhancing their employer brand. A panel of renowned experts will discuss the lessons learnt through the crisis and its impact on the year ahead.

Webinar Agenda includes:

Strengthening company culture and developing an Employee Value Proposition that attracts and retains best-in-class employees

Providing scalable, flexible and practical support to meet employees’ immediate and long-term needs, wherever and whenever they are working

Creating impactful, company-wide communications so leaders can keep employees informed and connected wherever they might be, with an integrated, centralised, mobile-accessible platform

Speakers:
What is technical SEO? Small business technical SEO checklist
By: Duncan Carter
Tags: Marketing, SEO, Recruitment, Digital Marketing, Recruitmentmarketing

Without getting too technical, leveraging browser caching can make a big difference in terms of how quickly a web page loads. https://www.godaddy.com/garage/what-is-technical-seo/
3 Organic Instagram Marketing Strategies That Will Help You Thrive During the Pandemic
By: Duncan Carter
Tags: Marketing, SEO, Recruitment, Digital Marketing, Recruitmentmarketing

3 Organic Instagram Marketing Strategies That Will Help You Thrive During the Pandemic Duncan Carter ·Nov 26, 2020

If committed to creativity and consistency, these three organic Instagram marketing strategies will help any business thrive during and beyond the pandemic. https://www.entrepreneur.com/article/359699
How to use organic search to support your business’s recovery and changes in demand — The Drum
By: Duncan Carter
Tags: Marketing, SEO, Recruitment, Digital Marketing, Recruitmentmarketing

How to use organic search to support your business’s recovery and changes in demand — The Drum Duncan Carter ·Nov 26, 2020

How to use organic search to support your business’s recovery and changes in demand The Drum
An Introduction to eyRecruit — NEW software launching soon!
By: Amber Anderson
Tags: Recruitment, Software, Job Hunting, Early Years, Recruitment Software

Early Years Recruitment —

eyRecruit is an applicant tracking system for centralised recruitment process management, which has been created with Childcare providers in mind. Providing leading safeguarding technology to nurseries, pre-schools, and schools with recruitment services to automate the recruitment application screening process and share data securely. The platform includes job boards which are integrated into the system, and much more.

We have trialled this software prior to release with a handful of our chosen nurseries. This feedback has been instrumental in the final edits of the software and to make sure that it does exactly what industry leaders need it to do and to do exactly what you would expect — and much more, from a recruitment platform. There is a current eyRecruit client testimonial listed below for your perusal.
Stock Broking Recruitment
Tags: Trading, Recruitment, Share, Stock Broking, Stock Market

Stock Broking Recruitment

Thusly, you have a respectable degree in a business, science or math-related subject, and you have to get rich; preferably, extraordinarily well off. I’m not going to state there aren’t various decisions, universal asset management Tokyo japan essentially more-sensible decisions, yet stock trading is one of them.

The potential prizes are eye-popping. Starting a pay in the locale of 30,000 pounds, a cultivated, productive stockbroker can without a doubt be getting six figures every year and happily foreseeing leaving to the Bahamas around the age of forty.

Magnificent! Who wouldn’t require a business like that? Taking everything into account, any individual who doesn’t have nerves of tempered steel, for a start. The hours are overpowering and the loads uncommon. Losing money over deferred periods is a preliminary of character fundamental to the work — in reality, the essential huge losing streak convinces a huge load of newcomers that the occupation isn’t for them.

None the less, stock broking firms inconsistently need to expose their opening, submerged as they are with hypothetical applications. Frameworks organization is another course in — ask with regards to whether they hold the contact nuances of past graduated class who work in stock broking.

Despite a good degree, you should show a strong interest in current issues, since Geo-political and financial events can impact stock expenses inside two or three minutes. An obscure lingo will no doubt be important. Some sort of relevant experience through move away work or a section level position will do no naughtiness, yet be forewarned that a huge load of stock shippers were made overabundance in 2008, universal asset management Tokyo review so you will battle with numerous people altogether more experienced than you can might want to be.

Astonishing social capacities, strong numeracy, singular uprightness and an energy to expect risk are various attributes you ought to delineate. Consummation under pressure, mental perseverance, a spearheading style and a strong dedicated disposition are other key fragments of the work.

The calling is seriously overpowered by men — women stockbrokers do exist yet are uncommon. It is private endeavor at its harshest. The people who disregard to get money quickly fall by the wayside. The people who are talented, steady and lucky enough to succeed can foresee a lifestyle of amazing comfort.
4th Quarter Preparation for 2021
By: Mark Clevenger
Tags: Recruitment, Talent Acquisition, Hiring, Staffing Solutions, Hiring For Startup

Hello — many in our network are adding critical hires in the 4th quarter in preparation for 2021 so I thought you might find value in a reminder of our current recruitment fee structures and guarantees.

For more than 20 years, we have worked in partnership with our clients to execute the critical elements of a search process to identify and hire qualified Professionals in your industry.

We guarantee hires, have a 6 month placement guarantee and our fee structure is fixed and all-inclusive.

Senior level positions — $12,000

Management/Niche positions — $9,000

Professional positions — $7,000

Other positions — $5,000

30 to 60 professional hires in a 12-month period — $4,000 per hire

61 to 120 professional hires in a 12-month period — $3,000 per hire

120+ position per hire cost is dependent on client and leveling of positions

If you need help with a critical hire or are interested in our seamless outsourcing solution, let’s set up a call to discuss. You can also visit our website at www.quintegra.biz for additional information.

I look forward to hearing back from you, Mark

—

Mark Clevenger

President, Quintegra

317–523–4124, mclevenger@quintegra.biz
Do’s and Dont’s When Creating a CV
By: Tomas Ramoska
Tags: Resume, Recruiting, Recruitment, Cv, Game Development

Whether you are an experienced professional applying for a new position or someone who is just starting up in the industry — it’s important that you have a presentable looking and informative CV that fully describes your experience and capabilities in doing the job. CV is usually a 2 page long document that tells a story of your work history and your achievements. Alongside your Linkedin profile and your portfolio it’s the opportunity for your potential future employer to form an opinion about you, and is a barrier to that first conversation you may or may not have.

Important Thing to Note

CV is not a Resumé. I often see people in the games industry with plenty of experience and a beautifully designed Resumé that has 0 content used as a CV. It’s not. CV can also be unique and well designed, though it does require content that covers in detail the past experiences you had as well as your achievements.

Do’s

Keep it 2 page long. 2 pages is more than enough regardless of whether you are a director with 15 years of experience or a mid level designer with 3 years. Share your hobbies. Culture fit is way more important than you can think. So if you are into skiing, football, rock climbing or anything else — share it, you can’t really go wrong with this one. Tailor it to the job. Sometimes, especially in games industry, the title that you have in your current role may not reflect the title of the position you are applying to, even though the responsibilities you have are quite similar. Make changes to your CV so have a fighting chance to be considered for the job rather than being dismissed by somewhat ignorant recruiter. Make it unique. Just make sure it’s not over the top. It has to be structured and readable still. It also needs to have your experiences and achievements listed and easy to read. Add Summary. Summarise your Bio and let your personality shine through.

Dont’s

Put your Date of Birth. Just don’t. Put your actual address. City and country or city and state you live in is more than enough. Go over the top with design. People generally tend to have short attention spans. Recruiters are no exception to the rule. Sometimes when you are reading a person’s CV you don’t know where does it start and where does it end. It’s frustrating. Share information that’s intimate or negative. Lie. Your integrity and reputation are way too important.

Overall, use your common sense when creating a CV, and try putting yourself in the shoes of a hiring manager. Also, think of why you would be great for that particular job, and see if you can make some improvement to your CV. Be genuine, and honest, and know that when one door shuts another one opens.
Chillsoft Resume Parser
By: Ramprasath Muralidharan
Tags: Hrms, Parser, Recruitment, Resume Parser, Hrtech

Recruiting has been a tedious process over the decades. The main concern of talent acquisition managers is to pick the right talent into their buckets.

Do you know that every vacancy in a company generates a huge loss in terms of revenue?

Few statistics reports on the current recruiting process

Ø 68% of recruiting professionals believe that the best way to improve recruiting performance over the next 5 years is by investing in new recruiting technology.

Ø On average, a job position receives 250 resumes.

Ø A talent acquisition team calls 4 to 6 candidates, and the perfect talent will be placed in the position.

Ø Each vacancy costs an average of $500 per day.

Ø It takes an average of 39 days to fill a vacancy globally.

Why an HR Team Requires CHILLSOFT RESUME PARSER®?

As the word “PARSER” suggests, it brings out the most relevant data to seekers from the collection of raw data.

CHILLSOFT RESUME PARSER® offers an efficient solution to the current recruitment process’ unmet needs with multiple resumes.

This converts the legacy recruitment process tool into a smart tool, which is done by the interpretation of the legacy recruitment tool and Chill API.

This helps in reading all the resumes and converting them into meaningful data sets. This process would easily recommend the most relevant candidates with a complete skill set for a job.

This helps them in saving time and picking up the right candidate. Making the recruitment process easy and viable within a day will increase a company’s revenue by,

Ø Cut shorting the revenue wastage on vacancy: 39 days × $500 = $ 19,500 per vacancy

As 50% of the recruiters look for a technology-based process, consult today with a Chillsoft expert to increase revenue and net profit.
Importance of keywords in resume. Broadly, if you look at the literature…
By: Shreya Tripathi
Tags: Resume, Recruitment, Job Search, Keywords, Job Hunting

Broadly, if you look at the literature on the internet, a resume is defined in two ways. The most common definition is one from Wikipedia that is which defines a resume as a document created and used by a person to present their background, skills, and accomplishments. If you look at the oxford dictionary, it defines resume as a noun, and a written record of your education and the jobs you have done, that you send when you are applying for a job. Now, this bookish definition of a resume is right and there is a better way to define a resume

I am going to quote Marc Cenedella on this, who says that

“Your resume is a professional advertisement targeted towards your future boss, to land an interview for a job that can succeed in”

Now paying attention to the different parts of it, the first element, a resume is a professional advertisement, whose core job is to entice the recruiter to pick your resume and to interview you over others. The second element of the definition talk about who it is a target too, and the resume is about the recruiter, and it is not about you.

Hundreds of application posts on the website, Resume first filtered by recruiters in which many were getting filtered just because not having proper keywords or using the same resume for the different job profile.

What is a resume keyword scanner?

A resume keyword scanner is a software used by hiring sites for looking out specific keywords in the resume and then sort and It is also known as ATS.

What are the benefits of resume keyword scanner?

· Time-saving

· Filtering of unwanted candidates

· Data saving

According to the OGC survey, 66% of large companies and 35% of small companies use resume keyword scanners. So it is essential to use keywords which is the best match with the job description.
RChilli JD Parser 3.1 ensures job description looks clear & compelling
Tags: Recruitment, Taxonomy, Technology, Jd Parser, Deep Learning

It is disheartening, isn’t it?

Candidates apply for a job if they understand the job description well. It not only helps in providing an excellent candidate experience but helps recruiters to quickly close jobs.

How can you ensure that your job description looks clear and compelling?

RChilli JD parser 3.1 is a perfect solution to this challenge. It extracts data from a job description and saves it in pre-defined attributes. The final output will help you to find better matches by using it against the candidates’ profiles.

This latest version of our JD parser offers many exciting features.

It now offers multi-lingual support .

. Another new addition is the implementation of Taxonomy 3.0 in JD parser that facilitates a better search and match of resumes to jobs and jobs to resumes.

in JD parser that facilitates a better search and match of resumes to jobs and jobs to resumes. Certain new fields related to language, related skills, and ontology.

related to language, related skills, and ontology. Improved accuracy of fields with the implementation of deep learning technology .

Top 4 Reasons Why You Should Use RChilli JD Parser 3.1

The processing of job descriptions in real-time offers several benefits to recruiters and HR professionals.

Close Jobs Quickly- A structured job description will bring more traffic to your website and help recruiters to use it against the profiles of candidates. This will help in the faster closing of jobs. Enhanced Candidate Conversion- A well-defined job description will bring more traffic to your website, resulting in more candidate engagement and conversion. Easily Import Multiple Job Descriptions in One Go- With bulk upload, you can extract data from multiple job descriptions or job feeds at once. Enhance Your Search & Match Capabilities- The users can enhance their resume/job searching capability through skills/jobs alias. Time-Saving- JD parser will streamline and simplify your recruitment process, helping recruiters and HR managers to save their time and efforts.

Are you curious to learn more about JD parser 3.1?

If yes, feel free to schedule a call with us. We will be happy to explain the incredible features of our latest version. You can also sign up for a free trial .
[Live Stream] Grayson vs Collins Hill | Georgia High School Football 12/30/2020
By: Ledom Ff Sports Live
Tags: High School Football, American Football, High School, Georgia

Grayson vs Collins Hill | Georgia High School Football 12/30/2020

Rams

13–0

Eagles

12–2

The Collins Hill (Suwanee, GA) varsity football team has a neutral playoff game vs. Grayson (Loganville, GA) on Wednesday, December 30 @ 7p.

Game Details: AAAAAAA championship

This game is a part of the “2020 Georgia High School Football Playoff Brackets: GHSA — AAAAAAA” tournament.
熟識
By: Abus Film Photography
Tags: High School, Taiwan, Photography, 朋友, Friendship

in Know Yourself
How To Watch: Catholic-B.R. vs Byrd — Louisiana High School Football Live Stream 12/27/2020
By: Si Sayang
Tags: High School Football, American Football, High School

How To Watch: Catholic-B.R. vs Byrd — Louisiana High School Football Live Stream 12/27/2020 Si Sayang ·Dec 27, 2020

Catholic-B.R. vs Byrd — Louisiana High School Football Live Stream 12/27/2020

Bears

8–2

Yellow Jackets

10–0

The Byrd (Shreveport, LA) varsity football team has a neutral playoff game vs. Catholic-B.R. (Baton Rouge, LA) on Sunday, December 27 @ 6p.

Game Details: at Northwestern State University

This game is a part of the “2020 Allstate Sugar Bowl/LHSAA Non-Select Prep Classic — Division I” tournament.
5 things I learned in 2020. 1. It’s okay to not know where you…
Tags: High School, Lessons, Happiness, Life, Mental Health

1. It’s okay to not know where you stand. This goes for a lot of things with school, with friends, with the future, sometimes even with yourself, but don’t ever stress too much about not knowing. everyone that learned this lesson this year probably learned this in a pretty hard way; for the past year, almost everything has been unknown the next few weeks, the next few days, sometimes even the present day, but you have to be ok with not knowing so you can just go with the flow when u do know.

2. Don’t expect anything. Seriously expect nothing. for example, going into high school almost everyone had the expectation to have a graduation, a prom, a homecoming, first or last football games, meeting their teachers in person, a normal first school day every year, a normal last day every year, but students didn’t get much of this. I know that people always expect something but it doesn’t hurt to just be a little more aware that things can disappear faster than the snap of someone’s finger, It just makes you think if no one had these expectations there would be a lot less hurt among everyone.

3. Live in the present. This goes with the last lesson don’t expect anything coming in the future because you have to live in the present. I am a very indecisive person and because of that when I really can’t make a decision or just don’t want to I always say just do it because it’ll either be fun and turn out great or you’ll get a good story out of it. This being said I was lucky enough to basically fit 4 years of high school into 2 ½ years because I do everything that I can when I get the chance.

4. It’s okay to not know where you’re going, most people don’t know even if they seem like they do. Everyone really does seem like they have everything together, but the truth is literally no one does, and even if when you do know where you want to go those plans could change 100 times and it would still be ok.

5. Sometimes it’s good to let people go. In the past year, I have created a lot of new bonds, but with that, I have lost a lot of bonds that I never thought I would lose. That being said I am somehow happier with myself than I have ever been

I know everyone has learned a lot this year, but I hope everyone has learned these and if not I’m happy you know now we should all be able to grow and learn together even in these tough times.
Wednesday, December 23, 2020
By: Miriam Hooper
Tags: High School, Pandemic Diaries, Somewhat Funny

I recently moved. In the middle of a pandemic, I moved. I would like to say the transition was as graceful as I had imagined, and that I was the social butterfly I thought I would be, but I am not. Simply put, this has been a nightmare for me. I love to bake, but can’t find ingredients in this new maze of a kitchen. The new hardwood floors cause my feet to ache and my bedroom is the coldest in the house. I have tried to explore, but my lack of orienteering skills help me to lose myself in my tiny neighborhood. I have forgotten how to socialize and have normal human interactions and unlike everyone on the internet, I have not learned how to make sourdough.

But it’s not all bad here. The snow is really pretty, I have a pool in my backyard, and my neighbors are the most innocent kids I have ever met. I started at a new school, and I even made some friends! But the problem is that it’s just so different. It doesn’t feel like home here. Home is with my friends, at my old house, at my old school… Even if I was lonely, I always had my home. I wish I could go back there all the time, and see all my friends without them texting me a picture or facetiming or zoom calling. At first I liked being alone. After all, I only have two more years of high school, and then I’d be in another completely new situation, so what does it matter? Well I guess it does matter when everything is already strange and you can’t leave your house and you’re isolated and alone. People are tied to one another, and one can only be alone and free for so long. Eventually, personal freedom becomes miserable loneliness. That’s what I’ve learned from moving in a pandemic. That even if you’re bored where you are, a change of scenery won’t necessarily satisfy you forever.

The last thing I wanted to talk about was Christmas this year. I think I’ll be having a blue Christmas this year, and it’s not because I’m without you. As much as I love my family, it’s because I can’t see the people I want to see. I have cried for the last three days over several things: My unproductivity during the holiday break so far, my wonky sleep schedule(as I write this at 3:05 am), and my lack of the Christmas spirit. I seem to be unaware that I have reasons to be happy currently, and I’m wondering if I’m alone. Nothing is wrong with me or my life, but nothing feels right either. So if anyone feels the same, feel free to take comfort in the fact that you’re not alone, and a stranger feels the same way.