US Work Visas – Recruiter Handbook
There are 5 main ways an individual can obtain residency and work authorization in the United States:
Sponsorship by an Employer
Investment
Sponsorship by a close Family Member in the United States
The Diversity Visa Lottery Program
Asylum & Refugee Status
The main types of temporary US work visas are the H1B, the L1 and the E.
Lawful Permanent Residence –The 'Green Card'
For many people, obtaining a 'Green Card' is a significant personal goal. The technical term is 'lawful permanent residence', and the visa is no longer green, but we are happy to use the near-universally accepted term 'Green Card'.
The sad news is that it will generally take several years to obtain a green card, so your employer will probably want to use a temporary ('non-immigrant') visa to get you to the US; once you are there you can embark on the longer project of getting your 'Green Card'
Can I be a freelance contractor in the US?
Being a professional freelance contractor, in the way that IT professionals have been able to in Australia, the UK (pre IR35), and (albeit only recently) in much of Continental Europe, is not an option in the US.
This restriction is not linked to visa requirements. Indeed, agencies are able to sponsor visas, and in 1998/9 Computer People was the 2nd largest user of H-1B visas. However, in the US people do not normally act through personal service companies, because laws force them to be the direct employees of the agency.
H1B Speciality Occupation Visas
Description:
This is a visa for people coming to the USA to work for a US employer in a professional-level position. Valid for 3 years initially, can be extended to 6.
Candidate Requirements:
Candidate must have secured job offer from a US source.
In order to get an H1B visa you will need the equivalent of a US college or university degree in a relevant subject.
If you have been educated outside the US, this requirement can often be met by:
EITHER - A non-US and/or only partly relevant degree, followed by three or more years work experience.
OR – Twelve years of high-level work experience.
NB If you wish to practice a profession such as law, medicine, or accountancy, etc, you will also need to obtain the relevant State or Federal licence to practice in the place of intended employment.
L1 Intra-Company Transfer Visas
Description:
The L1 visa is used to transfer to a US parent, affiliate, subsidiary or branch office an employee from a related foreign company. There are two types of L1 visas:
The L1A for Executive/Managerial staff
The L1B for Specialist Knowledge staff
L1 visas are issued for an initial 1 or 3 years.
L1A visas can be extended to a maximum of 7 years.
L1B visas can be extended to a maximum of 5 years
Candidate Requirements:
You must have worked for the transferring employer outside US for at least one year in the last three.
If you are a manager/executive, you must be going to manage a major subdivision or function of your employer's US operation.
If you are a specialized knowledge worker, you must have in-depth experience of your employer's particular products, processes, procedures and/or practices.
E Treaty Trader or Treaty Investor Visas
Description:
These are visas for the employees of companies registered as Treaty Traders or Treaty Investors (i.e. those which undertake substantial trade with, or have made substantial investment in, the USA.)
E visas are now generally issued for an initial period of up to 2 years; they can be renewed indefinitely.
Candidate Requirements:
You must be of same nationality as the Treaty Registered employer (i.e. if you work for a UK company, you can only go to the US on an E visa if you are a UK national).
You must be experienced in, and going to undertake, a managerial or executive role OR must have skills or knowledge essential to the operation of the business in the US in order to qualify for the E Treaty Trader or Treaty Investor Visa.
E-3 Visa for Australians
In 2005, the US announced a new visa called the E-3, for Australians only. The E3 visa allows Australian nationals, along with their spouses and children, to come to the US to work in a specialty occupation.
This should be welcome news for Australians interested in working in the US. Until now, Australians have had to battle it out with others around the world for the highly desired H1B Visa. Last year only 900 Australians obtained an H1B - now Australians have 10,500 E3 visas just for themselves. A specialty occupation is one that requires a body of knowledge in a professional field, and at least a bachelor's degree or its equivalent, as a minimum for entry into the occupation in the United States. For Australians interested in the E3 visa, the process is actually quite similar to the H1B visa. You must first find a job with a company who will then sponsor your visa. There are 10,500 E-3 visas available per year.Spouses of an E-3 visa holder are permitted to come to the US and work also. A spouse's employment may be in a position other than a specialty occupation.
J-Visas
Exchange visas can be obtained for 18 months through approved J visa programs. The aim of this program is to foster international relations by bringing exchange visitors into the US to acquire skills that can be utilized in their home country. These programs need to be designated by the United States Information Agency. If you wish to work for a short period of time, the easiest method may be on a J-1 exchange visitor visa. However if you wish to apply for a "more permanent" non-immigrant visa at a later date or permanent residence, depending on the scheme, there may be problems. There is a two-year home residency requirement after the J visa program is complete. Please visit the US Department of State's Web site for more details on the types of J visa provided. The web site is http://exchanges.state.gov/. In addition the two-year home residency requirement may be waived.
What about my spouse and children?
Dependants of personnel with US work visas are not generally allowed to work in the US, unless they can qualify for a US work visa in their own right, and can find a US employer to sponsor them. Dependants can, however, engage in study in the US. The dependants of a US work visa holder obtain their derivative visas at the same time as the main visa holder.
Other Visas:
A Visas: Diplomatic PersonnelB Visas: Temporary Tourist/Business VisasC Visas: Continuous TransitD Visas: Crewmember VisasF Visas: Students (academic) VisasG Visas: International Organization RepresentativesH Visas:
H-1B: Speciality Workers/Fashion Models
H-2A: Temporary Agricultural Workers
H-2B: Skilled/Unskilled Workers Provided USCs/LPRs Unavailable
H-3: Trainees
H-4: Accompanying Family Members
I Visas: Foreign MediaK Visas: Fiance Visas/Spousal VisasM Visas: M-1 (vocational) Study Visas/Non-Academic StudentsN Visas: Relatives of Employees of International OrganizationsO Visas: Aliens with Extraordinary Ability and their Support TeamP Visas: Internationally Recognized Entertainers or AthletesQ Visas: Cultural Exchange VisasR Visas: Religious WorkersS Visas: People Who Provide Information to US Law Enforcement AgenciesT Visas: Victims of Trafficking
TN Visas: Trade Visas for Canadians and Mexicans
Monday, December 4, 2006
Benefits for Contractors
In today’s competitive staffing arena, benefits are critical elements for contract employees.
I firmly believe that quality benefits attract quality candidates and also provides a motivation force for contractor retention. As the employer, can offer the following Benefits to their contract employees. Contractors may choose any combination of these benefits. The majority of the benefits are pre-taxed payroll deductions.
Health Insurance: This is a national PPO Plan available to all contractors who work at least an average of 25 hours per week. Prescription coverage is included. The cost of the medical coverage is based on individual, employee and spouse, employee and child(ren), or family coverage.
Dental Insurance: Every employee has the option to elect dental insurance. This is a voluntary plan where the employee can choose to see any dentist. 100% of the usual and customary cost is covered for preventive procedures immediately, 80% for restorative procedures immediately, and 50% for major procedures after a 12-month waiting period. The cost to the employee is based on individual, employee and spouse, or family coverage.
Vision Insurance: This voluntary plan is available to all contractors who work at least an average of 25 hours per week. The vision plan includes savings on vision exams, frames, lenses, and contact lenses. A laser vision correction benefit is also included.
Life Insurance: This policy is available to all contractors who work at least an average of 20 hours per week. The contract employee may buy the life insurance in multiples of $10,000 up to $300,000, not to exceed six times their annual salary. Additional life insurance may be purchased for spouse and children. These policies are portable, meaning they can stay with the contractor even if he/she leaves the contractor.
Accidental Death and Dismemberment Insurance: Included in the above life insurance policy is AD&D coverage. If a covered employee loses their life caused by an accident, the life insurance amount will be doubled. If the covered employee loses their hand, foot, or sight of one eye caused by an accident, half of the life insurance amount will be paid. If the covered employee loses two of the above caused by an accident, the life insurance amount will be doubled.
401(k) Savings Plan: Each Contracting employee has the option to join our 401(k) Savings Plan at the end of six months of continuous employment. The employee can contribute up to 90 percent of their weekly salary up to the 2005 maximum of $14,000 ($18,000 if age 50+)
Disability Insurance: Eligibility is determined by the insurance company. Disability benefits can be payable if the employee has a non-work related accident or illness and is unable to work. Benefits range from $700 to $3000 per month, depending on the employee’s monthly income. The length of the benefit can range from three months to 24 months and the waiting period for the benefit can range from 0 to 90 days. These three variables determine the cost of this benefit to the contract employee. This policy is portable, meaning it can stay with the contractor even if he/she leaves Contracting’s employ.
Personal Accident Insurance: This option is available to all active employees. This policy is designed to help cover the expenses associated with an accidental injury. This policy pays the employee directly, regardless of any other insurance they may have. The cost to the employee is based on individual, employee and spouse, employee and child(ren), or family coverage.
Voluntary Indemnity Plan: This option is available to all active employees. This policy is designed to help cover expenses associated with hospital confinements, surgery, ambulance services, heart attack, stroke, coma, and paralysis diagnoses. This policy pays the employee directly, regardless of any other insurance they may have. The cost to the employee is based on individual, employee and spouse, employee and child(ren), or family coverage.
Cancer Protector Plan: This option is available to all active employees. This policy is designed to help cover expenses associated with cancer diagnosis. Payable benefits include a first occurrence benefit, radiation and chemotherapy, hospital confinement, experimental treatment, nursing services, and prosthetic device benefits. This policy pays the employee directly, regardless of any other insurance they may have. The cost to the employee is based on individual, employee and child(ren), or family coverage.
Intensive Care Protection Plan: This option is available to all active employees. This policy is designed to help cover expenses associated with confinement in a hospital intensive care unit (ICU). Benefits include a sub-acute intensive care unit benefit, human organ transplant benefit, and ambulance benefit. This policy pays the employee directly, regardless of any other insurance they may have. The cost to the employee is based on individual, employee and spouse, employee and child(ren), or family coverage.
I firmly believe that quality benefits attract quality candidates and also provides a motivation force for contractor retention. As the employer, can offer the following Benefits to their contract employees. Contractors may choose any combination of these benefits. The majority of the benefits are pre-taxed payroll deductions.
Health Insurance: This is a national PPO Plan available to all contractors who work at least an average of 25 hours per week. Prescription coverage is included. The cost of the medical coverage is based on individual, employee and spouse, employee and child(ren), or family coverage.
Dental Insurance: Every employee has the option to elect dental insurance. This is a voluntary plan where the employee can choose to see any dentist. 100% of the usual and customary cost is covered for preventive procedures immediately, 80% for restorative procedures immediately, and 50% for major procedures after a 12-month waiting period. The cost to the employee is based on individual, employee and spouse, or family coverage.
Vision Insurance: This voluntary plan is available to all contractors who work at least an average of 25 hours per week. The vision plan includes savings on vision exams, frames, lenses, and contact lenses. A laser vision correction benefit is also included.
Life Insurance: This policy is available to all contractors who work at least an average of 20 hours per week. The contract employee may buy the life insurance in multiples of $10,000 up to $300,000, not to exceed six times their annual salary. Additional life insurance may be purchased for spouse and children. These policies are portable, meaning they can stay with the contractor even if he/she leaves the contractor.
Accidental Death and Dismemberment Insurance: Included in the above life insurance policy is AD&D coverage. If a covered employee loses their life caused by an accident, the life insurance amount will be doubled. If the covered employee loses their hand, foot, or sight of one eye caused by an accident, half of the life insurance amount will be paid. If the covered employee loses two of the above caused by an accident, the life insurance amount will be doubled.
401(k) Savings Plan: Each Contracting employee has the option to join our 401(k) Savings Plan at the end of six months of continuous employment. The employee can contribute up to 90 percent of their weekly salary up to the 2005 maximum of $14,000 ($18,000 if age 50+)
Disability Insurance: Eligibility is determined by the insurance company. Disability benefits can be payable if the employee has a non-work related accident or illness and is unable to work. Benefits range from $700 to $3000 per month, depending on the employee’s monthly income. The length of the benefit can range from three months to 24 months and the waiting period for the benefit can range from 0 to 90 days. These three variables determine the cost of this benefit to the contract employee. This policy is portable, meaning it can stay with the contractor even if he/she leaves Contracting’s employ.
Personal Accident Insurance: This option is available to all active employees. This policy is designed to help cover the expenses associated with an accidental injury. This policy pays the employee directly, regardless of any other insurance they may have. The cost to the employee is based on individual, employee and spouse, employee and child(ren), or family coverage.
Voluntary Indemnity Plan: This option is available to all active employees. This policy is designed to help cover expenses associated with hospital confinements, surgery, ambulance services, heart attack, stroke, coma, and paralysis diagnoses. This policy pays the employee directly, regardless of any other insurance they may have. The cost to the employee is based on individual, employee and spouse, employee and child(ren), or family coverage.
Cancer Protector Plan: This option is available to all active employees. This policy is designed to help cover expenses associated with cancer diagnosis. Payable benefits include a first occurrence benefit, radiation and chemotherapy, hospital confinement, experimental treatment, nursing services, and prosthetic device benefits. This policy pays the employee directly, regardless of any other insurance they may have. The cost to the employee is based on individual, employee and child(ren), or family coverage.
Intensive Care Protection Plan: This option is available to all active employees. This policy is designed to help cover expenses associated with confinement in a hospital intensive care unit (ICU). Benefits include a sub-acute intensive care unit benefit, human organ transplant benefit, and ambulance benefit. This policy pays the employee directly, regardless of any other insurance they may have. The cost to the employee is based on individual, employee and spouse, employee and child(ren), or family coverage.
How do you determine if a contractor should be paid on a W-2 or a 1099?
IRS 20-Point Checklist
How do you determine if a contractor should be paid on a W-2 or a 1099?
The IRS has established a 20-point checklist the can be used as a guideline in determining whether or not a contractor can legally be paid on a 1099. This checklist helps determine who has the "right of control." Does the employer have control or the "right of control" over the individual's performance of the job and how the individual accomplishes the job? The greater the control exercised over the terms and conditions of employment, the greater the chance that the controlling entity will be held to be the employer. The right to control (not the act itself) determines the status as an independent contractor or employee. The 20-point checklist is only a guideline, it does not guarantee that a person is correctly classified. There is no one single homogenous definition of the term "employee." Most agencies and courts typically look to the totality of the circumstances and balance the factors to determine whether a worker is an employee.
Following are the 20-points that have been established:
Must the individual take instructions from your management staff regarding when, where, and how work is to be done?
Does the individual receive training from your company?
Is the success or continuation of your business somewhat dependent on the type of service provided by the individual?
Must the individual personally perform the contracted services?
Have you hired, supervised, or paid individuals to assist the worker in completing the project stated in the contract?
Is there a continuing relationship between your company and the individual?
Must the individual work set hours?
Is the individual required to work full time at your company?
Is the work performed on company premises?
Is the individual required to follow a set sequence or routine in the performance of his work?
Must the individual give you reports regarding his/her work?
Is the individual paid by the hour, week, or month?
Do you reimburse the individual for business/travel expenses?
Do you supply the individual with needed tools or materials?
Have you made a significant investment in facilities used by the individual to perform services?
Is the individual free from suffering a loss or realizing a profit based on his work?
Does the individual only perform services for your company?
Does the individual limit the availability of his services to the general public?
Do you have the right to discharge the individual?
May the individual terminate his services at any time?
In general "no" answers to questions 1-16 and "yes" answers to questions 17-20 indicate an independent contractor.
However, a simple majority of "no" answers to questions 1 to 16 and "yes" answers to questions 17 to 20 does not guarantee independent contractor treatment.
Some questions are either irrelevant or of less importance because the answers may apply equally to employees and independent contractors.
How do you determine if a contractor should be paid on a W-2 or a 1099?
The IRS has established a 20-point checklist the can be used as a guideline in determining whether or not a contractor can legally be paid on a 1099. This checklist helps determine who has the "right of control." Does the employer have control or the "right of control" over the individual's performance of the job and how the individual accomplishes the job? The greater the control exercised over the terms and conditions of employment, the greater the chance that the controlling entity will be held to be the employer. The right to control (not the act itself) determines the status as an independent contractor or employee. The 20-point checklist is only a guideline, it does not guarantee that a person is correctly classified. There is no one single homogenous definition of the term "employee." Most agencies and courts typically look to the totality of the circumstances and balance the factors to determine whether a worker is an employee.
Following are the 20-points that have been established:
Must the individual take instructions from your management staff regarding when, where, and how work is to be done?
Does the individual receive training from your company?
Is the success or continuation of your business somewhat dependent on the type of service provided by the individual?
Must the individual personally perform the contracted services?
Have you hired, supervised, or paid individuals to assist the worker in completing the project stated in the contract?
Is there a continuing relationship between your company and the individual?
Must the individual work set hours?
Is the individual required to work full time at your company?
Is the work performed on company premises?
Is the individual required to follow a set sequence or routine in the performance of his work?
Must the individual give you reports regarding his/her work?
Is the individual paid by the hour, week, or month?
Do you reimburse the individual for business/travel expenses?
Do you supply the individual with needed tools or materials?
Have you made a significant investment in facilities used by the individual to perform services?
Is the individual free from suffering a loss or realizing a profit based on his work?
Does the individual only perform services for your company?
Does the individual limit the availability of his services to the general public?
Do you have the right to discharge the individual?
May the individual terminate his services at any time?
In general "no" answers to questions 1-16 and "yes" answers to questions 17-20 indicate an independent contractor.
However, a simple majority of "no" answers to questions 1 to 16 and "yes" answers to questions 17 to 20 does not guarantee independent contractor treatment.
Some questions are either irrelevant or of less importance because the answers may apply equally to employees and independent contractors.
Defination of 1099,W2 and IRS
1099s and Taxes:
When a person is paid on the form, 1099-misc, all money earned by the individual is paid on an untaxed basis. It is then the responsibility of the individual to file and pay the appropriate taxes. These taxes can be owed to Federal, State and Local governments. Workers compensation and unemployment issues also must be addressed independently.
W-2s and Taxes:
When a person is paid on the form W-2, the employer automatically withholds and pays all of the necessary employee income taxes as required by the IRS. These taxes include: Federal Income Tax, State Income Tax, and FICA (Social Security and Medicare). In addition, the employer will pay all of the necessary employer taxes. These taxes include: FICA (Social Security and Medicare), FUTA (Federal Unemployment Tax), and SUI (State Unemployment Tax).
The IRS and Taxes :
In recent years, the IRS has begun to realize the large sums of potential tax revenue they are losing due to misclassified 1099 independent contractors who should legally be W-2 employees. When a company pays a contractor on a 1099-misc form, they avoid the following: federal and state tax withholdings, deposits and reports, the employer’s share of Social Security and Medicare taxes, state and federal unemployment insurance premiums, state disability insurance premiums, Workers’ Compensation costs, fringe benefits, vicarious liability for employee negligence, and EEOC regulations. The IRS estimates that it loses between $4 to $20 billion per year in unpaid taxes as a result of this misclassification problem. Understandably, the IRS has made it a priority to investigate 1099-misc forms that are turned in at the end of the tax year. The IRS is continually conducting audits to determine whether or not contractors are being properly classified.
When a person is paid on the form, 1099-misc, all money earned by the individual is paid on an untaxed basis. It is then the responsibility of the individual to file and pay the appropriate taxes. These taxes can be owed to Federal, State and Local governments. Workers compensation and unemployment issues also must be addressed independently.
W-2s and Taxes:
When a person is paid on the form W-2, the employer automatically withholds and pays all of the necessary employee income taxes as required by the IRS. These taxes include: Federal Income Tax, State Income Tax, and FICA (Social Security and Medicare). In addition, the employer will pay all of the necessary employer taxes. These taxes include: FICA (Social Security and Medicare), FUTA (Federal Unemployment Tax), and SUI (State Unemployment Tax).
The IRS and Taxes :
In recent years, the IRS has begun to realize the large sums of potential tax revenue they are losing due to misclassified 1099 independent contractors who should legally be W-2 employees. When a company pays a contractor on a 1099-misc form, they avoid the following: federal and state tax withholdings, deposits and reports, the employer’s share of Social Security and Medicare taxes, state and federal unemployment insurance premiums, state disability insurance premiums, Workers’ Compensation costs, fringe benefits, vicarious liability for employee negligence, and EEOC regulations. The IRS estimates that it loses between $4 to $20 billion per year in unpaid taxes as a result of this misclassification problem. Understandably, the IRS has made it a priority to investigate 1099-misc forms that are turned in at the end of the tax year. The IRS is continually conducting audits to determine whether or not contractors are being properly classified.
Friday, December 1, 2006
Directory of Search Engines
Directory of Search Engines
A comprehensive list of Internet Search Engines and links to their advanced search pages. Also check out www.searchenginewatch.com.
Search Engines
alltheweb.com
AltaVista
Ask
AOL
DMOZ
Dogpile
Excite
Google.com
HotBot
Infodump
LookSmart
Lycos
MetaCrawler
Mamma
MAMMA
PowerMSN
Teoma
Vivisimo
WebCrawler
Wisenut.com
Yahoo!
Advanced Search Pages
alltheweb Advanced Search
AltaVista - Search
DMOZ Advanced Search
Dog Pile Advanced Search
Google Advanced Search
Hotbot Advanced Search
Lycos Pro Search
MetaCrawler Advanced Search
Teoma Advanced Search
Webcrawler Advanced Search
Yahoo! Advanced
Advanced Search: Boolean Cheat Sheet
AND
Finds documents containing all of the specified words or phrases. Resume AND Sales finds documents with both the word Resume and the word Sales.
OR
Finds documents containing at least one of the specified words or phrases. Resume OR Sales finds documents containing either Resume or Sales. The found documents could contain both items, but not necessarily.
AND NOT
Excludes documents containing the specified word or phrase. Resume AND NOT Sales finds documents with Resume but not containing Sales. NOT must be used with another operator, like AND. AltaVista does not accept 'Resume NOT Sales'; instead, specify Resume AND NOT Sales.
NEAR
Finds documents containing both specified words or phrases within 10 words of each other. Resume NEAR Sales would find documents with Resume Sales, but probably not any other kind of Sales.
( )
Use parentheses to group complex Boolean phrases. For example, (Resume AND Sales) AND (Selling OR CV) finds documents with the words 'Resume Sales and Selling' or 'Resume Sales and CV' or both.
anchor:text
Finds pages that contain the specified word or phrase in the text of a hyperlink. anchor:"Click here to visit sales.com" would find pages with "Click here to visit sales.com" as a link.
domain:domainname
Finds pages within the specified domain.
host:hostname
Finds pages on a specific computer. The search host:www.shopping.com would find pages on the Shopping.com computer, and host:dilbert.unitedmedia.com would find pages on the computer called dilbert at unitedmedia.com.
link:URLtext
Finds pages with a link to a page with the specified URL text. Use link:www.myway.com to find all pages linking to myway.com.
text:text
Finds pages that contain the specified text in any part of the page other than an image tag, link, or URL. The search text:graduation would find all pages with the term graduation in them.
title:text
Finds pages that contain the specified word or phrase in the page title (which appears in the title bar of most browsers). The search title:resume would find pages with resume in the title.
url:text
Finds pages with a specific word or phrase in the URL. Use url:myway.com to find all pages on all servers that have the word myway in the host name, path, or filename--the complete URL, in other words.
A comprehensive list of Internet Search Engines and links to their advanced search pages. Also check out www.searchenginewatch.com.
Search Engines
alltheweb.com
AltaVista
Ask
AOL
DMOZ
Dogpile
Excite
Google.com
HotBot
Infodump
LookSmart
Lycos
MetaCrawler
Mamma
MAMMA
PowerMSN
Teoma
Vivisimo
WebCrawler
Wisenut.com
Yahoo!
Advanced Search Pages
alltheweb Advanced Search
AltaVista - Search
DMOZ Advanced Search
Dog Pile Advanced Search
Google Advanced Search
Hotbot Advanced Search
Lycos Pro Search
MetaCrawler Advanced Search
Teoma Advanced Search
Webcrawler Advanced Search
Yahoo! Advanced
Advanced Search: Boolean Cheat Sheet
AND
Finds documents containing all of the specified words or phrases. Resume AND Sales finds documents with both the word Resume and the word Sales.
OR
Finds documents containing at least one of the specified words or phrases. Resume OR Sales finds documents containing either Resume or Sales. The found documents could contain both items, but not necessarily.
AND NOT
Excludes documents containing the specified word or phrase. Resume AND NOT Sales finds documents with Resume but not containing Sales. NOT must be used with another operator, like AND. AltaVista does not accept 'Resume NOT Sales'; instead, specify Resume AND NOT Sales.
NEAR
Finds documents containing both specified words or phrases within 10 words of each other. Resume NEAR Sales would find documents with Resume Sales, but probably not any other kind of Sales.
( )
Use parentheses to group complex Boolean phrases. For example, (Resume AND Sales) AND (Selling OR CV) finds documents with the words 'Resume Sales and Selling' or 'Resume Sales and CV' or both.
anchor:text
Finds pages that contain the specified word or phrase in the text of a hyperlink. anchor:"Click here to visit sales.com" would find pages with "Click here to visit sales.com" as a link.
domain:domainname
Finds pages within the specified domain.
host:hostname
Finds pages on a specific computer. The search host:www.shopping.com would find pages on the Shopping.com computer, and host:dilbert.unitedmedia.com would find pages on the computer called dilbert at unitedmedia.com.
link:URLtext
Finds pages with a link to a page with the specified URL text. Use link:www.myway.com to find all pages linking to myway.com.
text:text
Finds pages that contain the specified text in any part of the page other than an image tag, link, or URL. The search text:graduation would find all pages with the term graduation in them.
title:text
Finds pages that contain the specified word or phrase in the page title (which appears in the title bar of most browsers). The search title:resume would find pages with resume in the title.
url:text
Finds pages with a specific word or phrase in the URL. Use url:myway.com to find all pages on all servers that have the word myway in the host name, path, or filename--the complete URL, in other words.
Boolean Operator for searching -Seraching Redefined
Boolean Operators
Search engines can be considered as a cluttered resume database. Using detailed searches with Boolean search operators can drill down and find the information you are looking for faster. These operators are used to weed out irrelevant pages thereby narrowing your search results to find exactly what you are looking for.
Each search engine is unique and we recommend to review the help section on each of the search engines to determine what Boolean operators are supported.
Boolean Key
AND - The AND operator delivers results with the terms you requested. For example, searching resume and oracle will return pages with both terms - resume and oracle.
OR - The OR operator delivers results with either of the terms you requested. For example, MCSE OR M.C.S.E.
NOT - The NOT operator will not deliver certain words in your search results. For example, Java NOT coffee will deliver closer results for JAVA Programmers and not Java Coffee.
NEAR - The NEAR operator locates words that are located in close proximity to other words. For example, Java NEAR Programmer. Not every search engine supports this operator.
( ) Parentheses - The ( ) operator allows you to group terms and build longer search strings. For example, NOT (submit AND employer) will avoid pages with both names.
* - The * operator is a wild card. Adding a wild card will find words contain the wild card. For example program* will help so you do not have to run separate searches for words similar like: programmer, programming, program
Example of Complex Search String
resume AND (java or JavaScript) AND program* AND (New York or NY or 212) AND NOT (coffee or submit)
* In some case i recommend to go to the advanced search option within the search engine.
Search Engine Quick Guide
AND
AltaVista
resume AND oracle
+resume +oracle
HotBot
resume AND oracle
InfoSeek
+resume +oracle
Northern Light
resume AND oracle
+resume +oracle
Snap
resume AND oracle
OR
AltaVista
resume OR oracle
HotBot
resume OR oracle
InfoSeek
Default is OR automatically
Northern Light
resume OR oracle
Snap
resume OR oracle
NOT
AltaVista
resume NOT submit
+resume –submit
HotBot
resume AND NOT submit
Select “Must not contain”
InfoSeek
+resume -submit
Northern Light
resume NOT submit
+resume -submit
Snap
resume AND NOT submit
Select “Must not contain”
NEAR
AltaVista
oracle NEAR programming
(finds words within 10 words of each other)
HotBot
Not Supported
InfoSeek
Not Supported
Northern Light
Not Supported
Snap
Not Supported
" "
AltaVista
“sales manager”
HotBot
Select “Exact Phrase”
InfoSeek
“Document must contain exact phrase”
Northern Light
“sales manager”
Snap
Select “Exact Phrase”
( )
AltaVista
resume AND (sales OR “sales manager”)
HotBot
resume AND (sales OR “sales manager”)
InfoSeek
Not Supported
Northern Light
resume AND (sales OR “sales manager”)
Snap
resume AND (sales OR “sales manager”)
* (Wild Card)
AltaVista
develop* (finds develop or developer or any other word starting with develop)
HotBot
Not Supported
InfoSeek
Not Supported
Northern Light
* replaces multiple characters, % replaces one character
Snap
Not Supported
Field Searches
X-Ray
AltaVista
host:website.com
HotBot
domain:website.com
InfoSeek
“url must contain” website.com
Northern Light
“words in url” website.com
Snap
domain:website.com
Flip Search
link:website.com
HotBot
“links to this url” http://www.website.com
InfoSeek
“hyperlink must contain the words” website.com
Northern Light
link:anysite.com
Snap
“links to this url” http://www.website.com
Page Title Search
AltaVista
title:resume
HotBot
“words in the page title” resume
InfoSeek
“title must contain” resume
Northern Light
“words in the title” resume
Snap
“words in the page title” resume
URL Search
AltaVista
url:resume
HotBot
Not Supported
InfoSeek
“url must contain the words” resume
Northern Light
“words in url” resume
Snap
Not Supported
Definitions:
X-Raying - searches for pages that are all on the same host.
Flipping - searches for pages that link to a specific page.
Page Title - searches for pages that has specific words in page title.
URL Search - searches for pages that has specific words in the URL or web address.
Search engines can be considered as a cluttered resume database. Using detailed searches with Boolean search operators can drill down and find the information you are looking for faster. These operators are used to weed out irrelevant pages thereby narrowing your search results to find exactly what you are looking for.
Each search engine is unique and we recommend to review the help section on each of the search engines to determine what Boolean operators are supported.
Boolean Key
AND - The AND operator delivers results with the terms you requested. For example, searching resume and oracle will return pages with both terms - resume and oracle.
OR - The OR operator delivers results with either of the terms you requested. For example, MCSE OR M.C.S.E.
NOT - The NOT operator will not deliver certain words in your search results. For example, Java NOT coffee will deliver closer results for JAVA Programmers and not Java Coffee.
NEAR - The NEAR operator locates words that are located in close proximity to other words. For example, Java NEAR Programmer. Not every search engine supports this operator.
( ) Parentheses - The ( ) operator allows you to group terms and build longer search strings. For example, NOT (submit AND employer) will avoid pages with both names.
* - The * operator is a wild card. Adding a wild card will find words contain the wild card. For example program* will help so you do not have to run separate searches for words similar like: programmer, programming, program
Example of Complex Search String
resume AND (java or JavaScript) AND program* AND (New York or NY or 212) AND NOT (coffee or submit)
* In some case i recommend to go to the advanced search option within the search engine.
Search Engine Quick Guide
AND
AltaVista
resume AND oracle
+resume +oracle
HotBot
resume AND oracle
InfoSeek
+resume +oracle
Northern Light
resume AND oracle
+resume +oracle
Snap
resume AND oracle
OR
AltaVista
resume OR oracle
HotBot
resume OR oracle
InfoSeek
Default is OR automatically
Northern Light
resume OR oracle
Snap
resume OR oracle
NOT
AltaVista
resume NOT submit
+resume –submit
HotBot
resume AND NOT submit
Select “Must not contain”
InfoSeek
+resume -submit
Northern Light
resume NOT submit
+resume -submit
Snap
resume AND NOT submit
Select “Must not contain”
NEAR
AltaVista
oracle NEAR programming
(finds words within 10 words of each other)
HotBot
Not Supported
InfoSeek
Not Supported
Northern Light
Not Supported
Snap
Not Supported
" "
AltaVista
“sales manager”
HotBot
Select “Exact Phrase”
InfoSeek
“Document must contain exact phrase”
Northern Light
“sales manager”
Snap
Select “Exact Phrase”
( )
AltaVista
resume AND (sales OR “sales manager”)
HotBot
resume AND (sales OR “sales manager”)
InfoSeek
Not Supported
Northern Light
resume AND (sales OR “sales manager”)
Snap
resume AND (sales OR “sales manager”)
* (Wild Card)
AltaVista
develop* (finds develop or developer or any other word starting with develop)
HotBot
Not Supported
InfoSeek
Not Supported
Northern Light
* replaces multiple characters, % replaces one character
Snap
Not Supported
Field Searches
X-Ray
AltaVista
host:website.com
HotBot
domain:website.com
InfoSeek
“url must contain” website.com
Northern Light
“words in url” website.com
Snap
domain:website.com
Flip Search
link:website.com
HotBot
“links to this url” http://www.website.com
InfoSeek
“hyperlink must contain the words” website.com
Northern Light
link:anysite.com
Snap
“links to this url” http://www.website.com
Page Title Search
AltaVista
title:resume
HotBot
“words in the page title” resume
InfoSeek
“title must contain” resume
Northern Light
“words in the title” resume
Snap
“words in the page title” resume
URL Search
AltaVista
url:resume
HotBot
Not Supported
InfoSeek
“url must contain the words” resume
Northern Light
“words in url” resume
Snap
Not Supported
Definitions:
X-Raying - searches for pages that are all on the same host.
Flipping - searches for pages that link to a specific page.
Page Title - searches for pages that has specific words in page title.
URL Search - searches for pages that has specific words in the URL or web address.
What You Don't To Candidates By Bill Radin
What You Don't To Candidates
By Bill Radin
BillRadin.com
As recruiters, we often walk a fine line between full disclosure and keeping our cards close to the vest. For example, there are some things you SHOULD discuss with your candidates when presenting a job opportunity. These include:
Job title, responsibilities and expected results
Salary, benefits, reporting relationships and promotion potential
Size, history and ownership of the company
Imminent or forecasted changes that may affect the position
What to expect during the interview and offer processObviously, you can withhold certain information during an initial candidate screening, especially if you feel the candidate lacks sufficient interest or fails to meet the qualifications for the job. Or, if your search involves the confidential replacement of an incumbent, the employer may instruct you to use discretion in order to avoid internal strife or confusion.On the other hand, there are some things you SHOULD NOT discuss with the candidate, such as:Proprietary technologies or strategies used by your client
Qualifications or identity of other candidates
Rumors or gossip surrounding the company or its employees
Any personal feelings you have about the company or its employeesSince enthusiasm is a key element to any recruiting effort, it's okay to describe your client company as "wonderful" and its employees as "terrific." Just be careful not to overreach and misrepresent the company's people or performance. To cite your client's expectations of landing a big contract is decidedly different than stating their expectation as fact.How Does that Make You FEEL?Regarding my personal feelings, I've never considered them relevant to my role as a recruiter. True, it's nice to feel warm and fuzzy about a client. But if I can't relate to a manager's style or personality, that's MY problem—it doesn't mean the candidate won't benefit professionally from working for the person or joining the company. And if the manager's a real jerk and it negatively affects our working relationship, I'll simply take a pass on the job order—while taking care not to burden my candidates with baggage that's none of their business.
--- Bill Radin
--------------------------------------------------------------------------------
Biography : BILL RADIN is a top-producing recruiter whose innovative books, tapes and training seminars have helped thousands of recruiting professionals and search consultants achieve peak performance and career satisfaction
By Bill Radin
BillRadin.com
As recruiters, we often walk a fine line between full disclosure and keeping our cards close to the vest. For example, there are some things you SHOULD discuss with your candidates when presenting a job opportunity. These include:
Job title, responsibilities and expected results
Salary, benefits, reporting relationships and promotion potential
Size, history and ownership of the company
Imminent or forecasted changes that may affect the position
What to expect during the interview and offer processObviously, you can withhold certain information during an initial candidate screening, especially if you feel the candidate lacks sufficient interest or fails to meet the qualifications for the job. Or, if your search involves the confidential replacement of an incumbent, the employer may instruct you to use discretion in order to avoid internal strife or confusion.On the other hand, there are some things you SHOULD NOT discuss with the candidate, such as:Proprietary technologies or strategies used by your client
Qualifications or identity of other candidates
Rumors or gossip surrounding the company or its employees
Any personal feelings you have about the company or its employeesSince enthusiasm is a key element to any recruiting effort, it's okay to describe your client company as "wonderful" and its employees as "terrific." Just be careful not to overreach and misrepresent the company's people or performance. To cite your client's expectations of landing a big contract is decidedly different than stating their expectation as fact.How Does that Make You FEEL?Regarding my personal feelings, I've never considered them relevant to my role as a recruiter. True, it's nice to feel warm and fuzzy about a client. But if I can't relate to a manager's style or personality, that's MY problem—it doesn't mean the candidate won't benefit professionally from working for the person or joining the company. And if the manager's a real jerk and it negatively affects our working relationship, I'll simply take a pass on the job order—while taking care not to burden my candidates with baggage that's none of their business.
--- Bill Radin
--------------------------------------------------------------------------------
Biography : BILL RADIN is a top-producing recruiter whose innovative books, tapes and training seminars have helped thousands of recruiting professionals and search consultants achieve peak performance and career satisfaction
How to use online communities to recruit more candidates faster
How to use online communities to recruit more candidates faster
By Lucia Apollo ShawHireWorks
Online communities generally refer to internet watering holes where thousands, or in some cases millions, of people with like-minded interests meet to share discussions and commerce. Some well-known examples include eBay, Classmates.com, and Yahoo Groups. But just like undiscovered farm ponds, there are lots of lesser known, niche-based communities that are loaded with talented candidates! Many online communities have similar attributes, such as discussion forums and resource links of interest to community members. From a marketing and recruiting standpoint, this is a treasure trove opportunity to monitor discussions, pose (relevent) questions to groups, and create a data base of users as the basis for an e-newsletter (more on this topic in the next issue!). Yet, all too often recruiting efforts ignore online communities as a means to find candidates. For those who take action, you will find less competition than other mediums. And you won’t have to spend vast amounts of money and time, either. I usually set aside about 30 minutes or so on Monday mornings to review my settings, profiles, and cyber “open invitations” I’ve created for the communities I participate in. Now if adding yet another commitment to your schedule makes you groan inwardly, consider these numbers:Presently, only 29% of eligible job seekers visit the "Big Three" (Monster.com, Hotjobs.com, CareerBuilder.com)Less than 12% of all hires actually made are as a result of these Job Boards (Monster.com, Hotjobs.com, CareerBuilder.com).Despite these figures about internet job boards, we also know that 85% of people conducting research use the internet. So we know we should be sourcing candidates on the net...But where are these people? The answer is: Everywhere! Online communities exist within specific trades and professions, hobbies, sports and entertainment genres, health interests, political and religious beliefs, and ethnic and cultural commonalities. You can view professional profiles, find out about specific projects a manager worked on, and much more. But the best part is you can work anonymously. No worrying about posting an ad only to waste hours and days screening hordes of unqualified applicants out (unless you’re into that kind of thing). You can search using specific keywords, hunt within a given industry, or seek out names. Need some benchmarking data or other competitive intelligence? This is a great way to find those people quickly who might have the information you need. Okay. Let’s get into the nitty-gritty. Here are several internet communities, and tools you can use, to gain ideas from and find those elusive candidates! LinkedInLinkedIn is probably the largest network to date. Don’t be put off that many recruiters already use LinkedIn. The fact is that a great many more do not. There is ample opportunity to make contacts, meet candidates, or partner and network with others in your field. As of this writing, the beta version still allows you to have five outgoing “requests for introductions” to people you’d like to meet (at no cost). Once those introductions have been accepted or denied, you gain the slot back again. Recently, “LinkedIn Jobs” has been unveiled. During the preview period, employers can post jobs at no cost. They cite access to 1.8 Million candidates, so this is a networking tool everyone should check out. SpokeSpoke was founded in 2002. While a bit slower to run and slightly choppier to navigate, this tool really does have some fantastic features. Spoke is really designed for those of us in sales. You can set “multiple alerts” features for those companies and/or people you’d like to know more about. Every Monday, Spoke emails me new “Alert” information. I usually request information containing a candidate’s name and title only. Complete contact information (phone and email) can be a bit harder to come by. But armed with a name and title, I can usually call into a company and find the person I’d like to talk to quite easily. Spoke’s tech support is the tops! Twice I’ve needed help and gotten a call back the same day, with the problem solved. Not only that, but Spoke also follows up with a courtesy call a few days later to be sure you’re all set. Who does that? KonnectsLaunched in February of 2000, Konnects is a free tool you can use to expand your professional circle. Konnects also has a notification feature to alert you to new contacts. Very easy to use. OpenBCOpenBC is a European community and is available in 11 languages. Do you recruit internationally? Would you be open to considering international candidates for those hard-to-fill positions? This might be a fantastic tool for you. I receive a short report each week that tells me how many times my profile has been viewed, as well as how many new contacts I’ve made. There is no charge for Basic membership. Plus, OpenBC offers a contact page with guestbook, as well as the ability to receive messages from other members. Premium membership is reasonably priced at 5.95 euros per month. While probably not a ‘must-have’, this does offer the ability to see who visited your contact page and why…Would having this information be valuable to you? You really can put online communities to work for you while you’re awake or sleeping to find talented job candidates. I just recently received a batch of unexpected key referrals from candidates, as well as a job order for a new client I’m now working with, all of which came only after months of collaboration within a niche biotech community. If you make even a modest, but consistent commitment to working online communities, you’ll see returns that soar way beyond your time and expenses. So make the habit of fitting these activities into your week. Soon enough you’ll be giving all those new hires “Welcome Wagon” packages to your neighborhood!
---Lucia Apollo Shaw
--------------------------------------------------------------------------------
Biography : Lucia Apollo Shaw is the President and CEO of HireWorks, Inc. HireWorks is a professional search firm specializing in the Life Sciences. HireWorks offers research services, contract staffing, and permanent placement services.
By Lucia Apollo ShawHireWorks
Online communities generally refer to internet watering holes where thousands, or in some cases millions, of people with like-minded interests meet to share discussions and commerce. Some well-known examples include eBay, Classmates.com, and Yahoo Groups. But just like undiscovered farm ponds, there are lots of lesser known, niche-based communities that are loaded with talented candidates! Many online communities have similar attributes, such as discussion forums and resource links of interest to community members. From a marketing and recruiting standpoint, this is a treasure trove opportunity to monitor discussions, pose (relevent) questions to groups, and create a data base of users as the basis for an e-newsletter (more on this topic in the next issue!). Yet, all too often recruiting efforts ignore online communities as a means to find candidates. For those who take action, you will find less competition than other mediums. And you won’t have to spend vast amounts of money and time, either. I usually set aside about 30 minutes or so on Monday mornings to review my settings, profiles, and cyber “open invitations” I’ve created for the communities I participate in. Now if adding yet another commitment to your schedule makes you groan inwardly, consider these numbers:Presently, only 29% of eligible job seekers visit the "Big Three" (Monster.com, Hotjobs.com, CareerBuilder.com)Less than 12% of all hires actually made are as a result of these Job Boards (Monster.com, Hotjobs.com, CareerBuilder.com).Despite these figures about internet job boards, we also know that 85% of people conducting research use the internet. So we know we should be sourcing candidates on the net...But where are these people? The answer is: Everywhere! Online communities exist within specific trades and professions, hobbies, sports and entertainment genres, health interests, political and religious beliefs, and ethnic and cultural commonalities. You can view professional profiles, find out about specific projects a manager worked on, and much more. But the best part is you can work anonymously. No worrying about posting an ad only to waste hours and days screening hordes of unqualified applicants out (unless you’re into that kind of thing). You can search using specific keywords, hunt within a given industry, or seek out names. Need some benchmarking data or other competitive intelligence? This is a great way to find those people quickly who might have the information you need. Okay. Let’s get into the nitty-gritty. Here are several internet communities, and tools you can use, to gain ideas from and find those elusive candidates! LinkedInLinkedIn is probably the largest network to date. Don’t be put off that many recruiters already use LinkedIn. The fact is that a great many more do not. There is ample opportunity to make contacts, meet candidates, or partner and network with others in your field. As of this writing, the beta version still allows you to have five outgoing “requests for introductions” to people you’d like to meet (at no cost). Once those introductions have been accepted or denied, you gain the slot back again. Recently, “LinkedIn Jobs” has been unveiled. During the preview period, employers can post jobs at no cost. They cite access to 1.8 Million candidates, so this is a networking tool everyone should check out. SpokeSpoke was founded in 2002. While a bit slower to run and slightly choppier to navigate, this tool really does have some fantastic features. Spoke is really designed for those of us in sales. You can set “multiple alerts” features for those companies and/or people you’d like to know more about. Every Monday, Spoke emails me new “Alert” information. I usually request information containing a candidate’s name and title only. Complete contact information (phone and email) can be a bit harder to come by. But armed with a name and title, I can usually call into a company and find the person I’d like to talk to quite easily. Spoke’s tech support is the tops! Twice I’ve needed help and gotten a call back the same day, with the problem solved. Not only that, but Spoke also follows up with a courtesy call a few days later to be sure you’re all set. Who does that? KonnectsLaunched in February of 2000, Konnects is a free tool you can use to expand your professional circle. Konnects also has a notification feature to alert you to new contacts. Very easy to use. OpenBCOpenBC is a European community and is available in 11 languages. Do you recruit internationally? Would you be open to considering international candidates for those hard-to-fill positions? This might be a fantastic tool for you. I receive a short report each week that tells me how many times my profile has been viewed, as well as how many new contacts I’ve made. There is no charge for Basic membership. Plus, OpenBC offers a contact page with guestbook, as well as the ability to receive messages from other members. Premium membership is reasonably priced at 5.95 euros per month. While probably not a ‘must-have’, this does offer the ability to see who visited your contact page and why…Would having this information be valuable to you? You really can put online communities to work for you while you’re awake or sleeping to find talented job candidates. I just recently received a batch of unexpected key referrals from candidates, as well as a job order for a new client I’m now working with, all of which came only after months of collaboration within a niche biotech community. If you make even a modest, but consistent commitment to working online communities, you’ll see returns that soar way beyond your time and expenses. So make the habit of fitting these activities into your week. Soon enough you’ll be giving all those new hires “Welcome Wagon” packages to your neighborhood!
---Lucia Apollo Shaw
--------------------------------------------------------------------------------
Biography : Lucia Apollo Shaw is the President and CEO of HireWorks, Inc. HireWorks is a professional search firm specializing in the Life Sciences. HireWorks offers research services, contract staffing, and permanent placement services.
Advantages of Job BoardsBy Keri Wissell
Advantages of Job BoardsBy Keri Wissell
The SearchLogix Group’s Research Department utilizes job boards. Job boards, such as Monster, can be very useful. The “perfect” candidate is rarely found on a job board; however, we almost always find someone who could potentially “lead” us to a candidate who might be. The SearchLogix Group uses job boards as another tool for building relationships to connect to new people.Our Internet Research Team spends hours digging through thousands of candidates who have chosen to post their resumes on job boards. Here are a few things our team looks for initially before a call is placed to qualify candidates found on a job board:
Date resume posted or updated
Spelling errors
Qualifications
Dates, salary information, relocation, commute distanceIt is important for candidates who want to be found to stay in control of their resume while it’s on the internet. It is also important that they take it off if they are no longer open to new opportunities. Candidates should be honest when speaking with recruiters. Let them know upfront if, when and who they are interviewing with. A good recruiter will ask! If you are already interviewing with the company that the recruiter called about, that’s fine. They won’t submit you again to the same company but they will keep you in mind for other opportunities. Recruiters are all about building relationships. If candidates are not honest with the recruiter, you can bet they won’t be called again.Finding candidates on the internet is a great supplement to cold calling and networking. Hiring authorities pay good money to have recruiters find the best candidate to fill open positions. They should expect the recruiter to do everything possible to find these candidates. Asking a recruiter to avoid using the internet is not in a company’s best interest. Internet researchers are trained and are specialists in digging through the internet in ways that others are not. These candidates in some cases go through “more” of a screening process than the others but this is to protect all involved. A final thought… the best candidate for a position may be an internet candidate. Can you tell the difference between candidates sourced thru networking or sitting in a database or listed on the internet? Filling the position with the best and most qualified candidate is what matters most!
---By Keri Wissell.
All copyright Reserved with Keri Wissell
The SearchLogix Group’s Research Department utilizes job boards. Job boards, such as Monster, can be very useful. The “perfect” candidate is rarely found on a job board; however, we almost always find someone who could potentially “lead” us to a candidate who might be. The SearchLogix Group uses job boards as another tool for building relationships to connect to new people.Our Internet Research Team spends hours digging through thousands of candidates who have chosen to post their resumes on job boards. Here are a few things our team looks for initially before a call is placed to qualify candidates found on a job board:
Date resume posted or updated
Spelling errors
Qualifications
Dates, salary information, relocation, commute distanceIt is important for candidates who want to be found to stay in control of their resume while it’s on the internet. It is also important that they take it off if they are no longer open to new opportunities. Candidates should be honest when speaking with recruiters. Let them know upfront if, when and who they are interviewing with. A good recruiter will ask! If you are already interviewing with the company that the recruiter called about, that’s fine. They won’t submit you again to the same company but they will keep you in mind for other opportunities. Recruiters are all about building relationships. If candidates are not honest with the recruiter, you can bet they won’t be called again.Finding candidates on the internet is a great supplement to cold calling and networking. Hiring authorities pay good money to have recruiters find the best candidate to fill open positions. They should expect the recruiter to do everything possible to find these candidates. Asking a recruiter to avoid using the internet is not in a company’s best interest. Internet researchers are trained and are specialists in digging through the internet in ways that others are not. These candidates in some cases go through “more” of a screening process than the others but this is to protect all involved. A final thought… the best candidate for a position may be an internet candidate. Can you tell the difference between candidates sourced thru networking or sitting in a database or listed on the internet? Filling the position with the best and most qualified candidate is what matters most!
---By Keri Wissell.
All copyright Reserved with Keri Wissell
BackgroundCheck Complete | The Truth Must Prevail
CONFIRM REAL PROPERTY DATA
Prepare for real property transactions by verifying or correcting public ownership and transfer data. Identify past buyers and sellers; compare assessed land, improvement, and market values; check lender information, loan amounts, and mortgage holder information; and track results of quit claim, grant, property records and other deeds.
Help your career thrive by verifying the public data available to potential employers. Establish the validity of legally-registered professional licenses, permits, and credentials; clarify past criminal records search and occupational disciplinary actions; review your past worker's compensation claims; and double-check basic personal data for employee background checks.
Accomplish a quick and careful examination of an applicant's history. Substantiate social security numbers, current and past addresses, and other names associated with those addresses; detect possible bankruptcies, liens and judgments; and get documentation on other personal info submitted to help screen background information of possible tenant or roommate background checks.
For more info:
url=http://www.backgroundcheck-complete.com
http://www.backgroundcheck-complete.com
Prepare for real property transactions by verifying or correcting public ownership and transfer data. Identify past buyers and sellers; compare assessed land, improvement, and market values; check lender information, loan amounts, and mortgage holder information; and track results of quit claim, grant, property records and other deeds.
Help your career thrive by verifying the public data available to potential employers. Establish the validity of legally-registered professional licenses, permits, and credentials; clarify past criminal records search and occupational disciplinary actions; review your past worker's compensation claims; and double-check basic personal data for employee background checks.
Accomplish a quick and careful examination of an applicant's history. Substantiate social security numbers, current and past addresses, and other names associated with those addresses; detect possible bankruptcies, liens and judgments; and get documentation on other personal info submitted to help screen background information of possible tenant or roommate background checks.
For more info:
url=http://www.backgroundcheck-complete.com
http://www.backgroundcheck-complete.com
Background Search Agency
Though now a days many recruiting companies are also doing the backgrounbd check,other might not have the resouce for doing the same.
In matters of public record, resolve questions about an individual's civil rulings and criminal convictions with an extensive legal documents inquiry.
From bankruptcies, liens, and judgments to misdemeanor and felony verdicts, research and verify a person's records in local, state, online public records and federal annals for the best public records search results.
for more info: http://www.backgroundcheck-explorer.com
In matters of public record, resolve questions about an individual's civil rulings and criminal convictions with an extensive legal documents inquiry.
From bankruptcies, liens, and judgments to misdemeanor and felony verdicts, research and verify a person's records in local, state, online public records and federal annals for the best public records search results.
for more info: http://www.backgroundcheck-explorer.com
How to search resume in Google.com
Brief, pithy and to the point. You might know about targeting free resumes via the title tag in Altavista or Alltheweb, but are you aware of how many more resources Google offers you to find the same thing?
Google is a recruiter's dream, yes it is. It results are based upon link popularity (among other criteria) so you can be assured your searches will yield you a much more targeted selection of documents for your needs.
Google doesn't use the OR construct. Thus, the more keywords you use, the fewer results you'll get (because you're providing more and more specifications).
Some of Google's special search thingees include:
intitle: (corresponds to the title tag). intitle:resume should return results that have the word 'resume' within the title.
allintitle: makes sure all the words specified show up in the title tag. allintitle:resume engineer will return pages that have the word 'resume' and 'engineer' in the title. Oddly, note how no quotes were required.
inurl: (corresponds to the url tag). inurl:resume will return pages like http://www.lingstar.com/docs/resume.html (yes I mocked that up for a photo shoot for one of my books. Note the teapot reference).
allinurl: all the words specified shows up in the URL! allinurl:resume new will return pages like http://www.dis.org/dice/resume-new.doc
site: (correesponds with the host: or domain: tag) site:free-for-recruiters.com will return results only from that site.
You can learn more about what's available at http://www.google.com/help/operators.html
So! How can you take advantage of this rather superb ability in Google? Let's say you wanted to target resumes from Unix professionals in near NYC. NYC's area code is 212: you could search for:
intitle:resume "New York" 212 unix
You could then vary the area code and state to target NJ and surrounding locales.
Try the following interesting searches:
resume inurl:resumes.*.com
"view resumes" intitle:resume
The above touches only the tip of the solar system regarding what you can accomplish with Google... upcoming ezines will reveal even more.
Have a Great Search.Good Luck.
Google is a recruiter's dream, yes it is. It results are based upon link popularity (among other criteria) so you can be assured your searches will yield you a much more targeted selection of documents for your needs.
Google doesn't use the OR construct. Thus, the more keywords you use, the fewer results you'll get (because you're providing more and more specifications).
Some of Google's special search thingees include:
intitle: (corresponds to the title tag). intitle:resume should return results that have the word 'resume' within the title.
allintitle: makes sure all the words specified show up in the title tag. allintitle:resume engineer will return pages that have the word 'resume' and 'engineer' in the title. Oddly, note how no quotes were required.
inurl: (corresponds to the url tag). inurl:resume will return pages like http://www.lingstar.com/docs/resume.html (yes I mocked that up for a photo shoot for one of my books. Note the teapot reference).
allinurl: all the words specified shows up in the URL! allinurl:resume new will return pages like http://www.dis.org/dice/resume-new.doc
site: (correesponds with the host: or domain: tag) site:free-for-recruiters.com will return results only from that site.
You can learn more about what's available at http://www.google.com/help/operators.html
So! How can you take advantage of this rather superb ability in Google? Let's say you wanted to target resumes from Unix professionals in near NYC. NYC's area code is 212: you could search for:
intitle:resume "New York" 212 unix
You could then vary the area code and state to target NJ and surrounding locales.
Try the following interesting searches:
resume inurl:resumes.*.com
"view resumes" intitle:resume
The above touches only the tip of the solar system regarding what you can accomplish with Google... upcoming ezines will reveal even more.
Have a Great Search.Good Luck.
List of US Recruiting and Staffing Associations
A List of Recruiting and Staffing Associations
National Recruiter Associations
Please click on the respective association ot view their website.
American Staffing Association
International Association of Corporate and Professional Recruitment
Mid Atlantic Association of Personnel Consultants
National Association of Personnel Services
National Personnel Associates
National Insurance Recruiters Association
Local Recruiting Networks and Associations
Arizona Staffing Professionals Association (ASPA)
Arizona Technical Recruiters Network
Boston Technical Recruiters Network
California Staffing Professionals
Chicago Technical Recruiters Network
Colorado Technical Recruiters Network
Dallas/Fort Worth Technical Recruiters Network
Delaware Technical Recruiters Network
Houston Technical Recruiters Network
Illinois Staffing Association
Iowa Association of Staffing Professionals
Maryland Staffing Association [MSA]
Michigan Association of Staffing Services
Minnesota Technical Recruiters Network
New Jersey Technical Recruiters Network
New Jersey Staffing Association
Nevada Staffing Association
North Carolina Staffing Professionals
Northwest Recruiter Association
San Francisco Technical Recruiters Network
Seattle Area Technical Recruiting Network
South Carolina Staffing Professionals
Texas Association of Staffing
Washington Area Recruiters Network
Wisconsin Professional Recruiting Resource
Wisconsin Association of Personnel Services
National Recruiter Associations
Please click on the respective association ot view their website.
American Staffing Association
International Association of Corporate and Professional Recruitment
Mid Atlantic Association of Personnel Consultants
National Association of Personnel Services
National Personnel Associates
National Insurance Recruiters Association
Local Recruiting Networks and Associations
Arizona Staffing Professionals Association (ASPA)
Arizona Technical Recruiters Network
Boston Technical Recruiters Network
California Staffing Professionals
Chicago Technical Recruiters Network
Colorado Technical Recruiters Network
Dallas/Fort Worth Technical Recruiters Network
Delaware Technical Recruiters Network
Houston Technical Recruiters Network
Illinois Staffing Association
Iowa Association of Staffing Professionals
Maryland Staffing Association [MSA]
Michigan Association of Staffing Services
Minnesota Technical Recruiters Network
New Jersey Technical Recruiters Network
New Jersey Staffing Association
Nevada Staffing Association
North Carolina Staffing Professionals
Northwest Recruiter Association
San Francisco Technical Recruiters Network
Seattle Area Technical Recruiting Network
South Carolina Staffing Professionals
Texas Association of Staffing
Washington Area Recruiters Network
Wisconsin Professional Recruiting Resource
Wisconsin Association of Personnel Services
Blogs Could Become Newest Recruiting Tool
Blogs Could Become Newest Recruiting Tool
As reported by SHRM, Employers, recruiting analysts and consultants all have begun to extol the virtues of using web logs—better known as blogs—as a way to identify and attract job candidates. However, corporate web logs that are specifically used as recruitment tools are few and far between.
“I think employers are well aware of the value of blogs as a recruiting tool,” says Ted Demopoulos, management consultant and co-author of the book Blogging for Business (Kaplan Publishing, 2006). “There just aren’t many that have made recruiting the specific goal or focus of their organization’s blogs.”
But blogs offer businesses an excellent and interactive communications tool, and many leading corporations have extensive web log programs. Microsoft, for example, is one such company with close to 3,000 blogs posted by the company’s employees. Blogs can give an insider’s view of an organization and could provide the best and most accurate picture about a company’s work environment to potential job candidates.
A number of other high-profile companies such as General Motors Corp. and Boeing Co. have joined the corporate blog bandwagon this past year and are following the footsteps of high-tech firms like Microsoft, Sun Microsystems Inc. and Honeywell Corp. The primary reason companies are choosing to make the blogging leap is because they don’t want to risk being left out of an online phenomenon in which an estimated 5 percent of Americans maintain blogs and 20 percent read them. A Gallup poll conducted in February did find that the number of new blogs is tapering off; however, the number of people reading blogs regularly definitely seized the attention of corporate boardrooms around the nation.
Companies that don’t have employee blogs clearly could find themselves at a competitive disadvantage in recruiting qualified workers. A good example of blogs’ benefits, Demopoulos says, is the story of a man who recently read employee blogs at Microsoft to learn as much as he could about the company. He discovered that Microsoft employed many people who shared his interest in long-distance cycling and that the company also encouraged participation in cycling events. The man then decided he wanted to work for Microsoft and interviewed with the company.“This shows how blogs offer the information that job candidates can use to make a very informed decision about their careers. And the job candidates that employers want and need are the savvy and well-educated people that blogs would tend to attract,” says Demopoulos. “So it’s a tremendously powerful tool.”
-Source Recruiter.com
As reported by SHRM, Employers, recruiting analysts and consultants all have begun to extol the virtues of using web logs—better known as blogs—as a way to identify and attract job candidates. However, corporate web logs that are specifically used as recruitment tools are few and far between.
“I think employers are well aware of the value of blogs as a recruiting tool,” says Ted Demopoulos, management consultant and co-author of the book Blogging for Business (Kaplan Publishing, 2006). “There just aren’t many that have made recruiting the specific goal or focus of their organization’s blogs.”
But blogs offer businesses an excellent and interactive communications tool, and many leading corporations have extensive web log programs. Microsoft, for example, is one such company with close to 3,000 blogs posted by the company’s employees. Blogs can give an insider’s view of an organization and could provide the best and most accurate picture about a company’s work environment to potential job candidates.
A number of other high-profile companies such as General Motors Corp. and Boeing Co. have joined the corporate blog bandwagon this past year and are following the footsteps of high-tech firms like Microsoft, Sun Microsystems Inc. and Honeywell Corp. The primary reason companies are choosing to make the blogging leap is because they don’t want to risk being left out of an online phenomenon in which an estimated 5 percent of Americans maintain blogs and 20 percent read them. A Gallup poll conducted in February did find that the number of new blogs is tapering off; however, the number of people reading blogs regularly definitely seized the attention of corporate boardrooms around the nation.
Companies that don’t have employee blogs clearly could find themselves at a competitive disadvantage in recruiting qualified workers. A good example of blogs’ benefits, Demopoulos says, is the story of a man who recently read employee blogs at Microsoft to learn as much as he could about the company. He discovered that Microsoft employed many people who shared his interest in long-distance cycling and that the company also encouraged participation in cycling events. The man then decided he wanted to work for Microsoft and interviewed with the company.“This shows how blogs offer the information that job candidates can use to make a very informed decision about their careers. And the job candidates that employers want and need are the savvy and well-educated people that blogs would tend to attract,” says Demopoulos. “So it’s a tremendously powerful tool.”
-Source Recruiter.com
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