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Posted to #resumes
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Michael Frash
Community Specialist
Community Specialist
4 months ago

Imagine a world where all job listings have the wage or salary range displayed. Think of all the hours you could save by knowing the pay is too low for what you need -- before you put hours into #resumes and #applications.

THE GOOD NEWS: Some states are making this law. In most cases, the objective of the new rules is to narrow the gender wage gap: If companies are obliged to publish salaries, they will find it harder to underpay women. But more generally, young employees will benefit from knowing what they and their peers are paid.

Salary transparency has been a trending concept over the past 10 years, do you think this will be common in the next 10 years? #jobsearch #WageTransparency #NoMoreGames

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Posted to #applications
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Maurine Clark
over 6 months ago

Isn’t that the truth. I have put in many, many ap #applications with no success being 71.

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Eric Rudy
over 6 months ago

What i hate most is....you see job listings, you click on the sites, all you want is to post a resume, and you go thru a crap load of questions. Then in the end with everything that has nothing that you'er interested in, you still don't get to the page to actually post your resume! All the crap to get past advertising to get nowhere. I don't want higher education. I don't want publishers clearing house...etc..etc. I just want a job! That's my rant! Eric.

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Veronica Jefferson
over 6 months ago

This is a good article to read. It speaks truth the chaotic cycle of recruiting.

Here are some of the biggest problems in recruiting, and recommendations for fixing them:

Job ads are ridiculous. They list endless "Essential Requirements" that few if any living people possess. To fix job ads, HR people who know the talent market should make sure that job ads are realistic and that the jobs they're hiring for pay the right amount. No job ad should ever be published unless it's based in reality. Every job ad should have a salary range in it.

Job ads are written as though their principal aim is to keep people from applying (in case they're not perfectly qualified)! Anybody who posts a job ad that refers to The Selected Candidate -- addressing prospective candidates in the third person as if to signal to them "The selected candidate couldn't possibly be you!" should not be writing job ads. The way we "invite" candidates into the hiring process is repulsive. We make them fill out online job applications loaded up with warnings about leaving any field blank or misrepresenting any tiny detail. In short, we treat job applicants like criminals. Your application process is a window to your corporate soul. To fix this enormous problem, we need to move away from Applicant Tracking Systems as a screening tool, and evaluate resumes and LinkedIn profiles instead. The way we treat candidates in the pipeline is disgraceful. Fearful HR leaders hide behind pointless and insulting pre-employment tests and questionnaires instead of reaching out and engaging with real people who could help the company thrive.

To fix the candidate-neglect-in-the-pipeline problem, every company needs to examine its recruiting process from the candidate's point of view. There are unexplained and unacceptable gaps, delays and talent-repelling steps in nearly every corporate and institutional hiring pipeline. Find and eliminate the roadblocks in yours! The way we communicate with candidates during their recruiting process is horrible. We would never treat a customer, vendor or friend of the company as badly as we treat candidates every day. We make them wait weeks between communications. We send them terse email messages with new instructions to follow and no encouragement that their efforts will be worthwhile.

To fix this problem, we need to examine our candidate communications and stop assuming that talented people will wait forever while we slog through the thousands of bureaucratic steps in our outdated recruiting systems.

Recruiting is easily the most broken corporate practice (with performance review a close second). It is shameful how badly most medium-sized and large employers treat the talented people who apply for jobs with them. If managers don't get the message, their competitors will leave them in the dust.

It's time for employers to wake up and smell the new-millennium talent market coffee. Unemployment is down. Talented candidates won't tolerate being treated like dirt anymore. Can we blame them?

Source: http://www.certifiedemployment.com/article/listen-up-employers-job-applicants-are-tired-of-being-treated-like-dirt.php

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Dakota Schrantz
over 6 months ago

I graduated last year, and I have yet to be even looked at by any company despite my constant flow of applications. I'm not sure what I'm doing wrong, but I just hate feeling trapped in this purgatory...

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Albert Marchese Jr
over 6 months ago

the job application of the present as well as future is on-line and contains not only company and job -specific information,but also contains psychological tests/assessments as well for the purpose of seeing what the potential candidate is like mentally and how they interact with others etc.. then,both state and federal governments have their paperwork to do as well,stuff like w2s, earned income tax credit etc.. these supposed applications are very long on computer time and if something goes wrong with the computer that one is using,most often one has to re-start the questionnaire,not application over.

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Pamela Lovett
over 6 months ago

At first glance of the job posting on indeed, it sounded perfect. Of course, not wanting to miss out, I hit "apply with your indeed resume" before really researching the company.... After I did research, I was not happy. It is ran by two less than professional ladies. Seriously, who uses drunken selfies on their website... which was very vague about what they actually do. Two big red flags! Then I hop onto their social media. Oh dear. It's ran by robots. Horrible. You're in marketing for crying out loud! Robots were answering questions with phrases like "That is great! " "Oh, that sounds yummy"... They also answered their bad reviews the same way. After all that and additional digging that left me less than thrilled, I received a voice mail, email and a text from their recruiter. No biggie, right. Well, 10 days, 12 texts, 5 emails later I'm pretty upset I'm being spam- botted by what seemed to be a great job posting. Is this mass text spam-botting the new thing?

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Lynn Mccormick
over 6 months ago

Hi, I'm entererested in some of the job positions, stock, or bather, would like to apply, I can work any time.

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joanna keeton
over 6 months ago

Hi, I am not a vet, but there is a job here in waco that I would like to apply for. I know that I must first finish my profile, but the site will not let me so I can continue application process. I have been trying for nearly 3 days now to get site to let me finish my profile but this is what I get. I have already sent an email that told me to do the things I have already done. I am very frustrated and am unable to find a number to call so I can talk to a person. this is what I get-"We’re sorry for the inconvenience, but there appears to be a slight problem bringing up the page you requested. We’re working on it and will have it back up soon. Thank you for your patience – the USAJOBS team. " things still have not changed. can anyone help me? thank you, joanna

Error from: https%3A//login.usajobs.gov/account/Contact Reference ID: 0.b333fea5.1486341000.9b4a427

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Kelly Pond
over 6 months ago

Put in applications at places u would like to work...make sure it's something u want to do or try to do so u don't dread going in everyday

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