Author Archives: Christine Savery

Why Niche Job Boards are Becoming Popular

Niche-job-board1A niche job site is a job posting web site for a specific industry or group of job seekers. Niche job sites include all levels of positions and can rank the jobs based on industry, type of position, and location. The smaller job posting boards will show openings that would get lost in a larger job board. Also there is a greater chance that your resume will end up in the hand of a recruiter rather than getting lost after applying through a general application site. Smaller companies will also use niche sites in order to find the most attractive applicants for their companies. It allows them to spend less time going through applicants than if they were using a larger job posting site. These niche site aren’t always easy to find, so here is a list of some helpful sites:

  1. Adrants, – Jobs in the advertising industry
  2., – Jobs in the retail industry
  3. Authentic Jobs, – Jobs in the web development industry
  4. ClearanceJobs, – Job board exclusively for candidates with active or current U.S. Government security clearances
  5. Coroflot, – Jobs for design-driven companies
  6. CrunchBoard, – Jobs in the technology industry
  7. Culintro, – Jobs in the culinary industry
  8. eFinancial Careers, – Jobs in the finance, banking and insurance industries
  9. Energyfolks, – Jobs in the energy industry
  10. Flexjobs, – Job site for part-time or full-time flexible jobs
  11. HealthcareJobsite, – Jobs for the healthcare industry
  12. JobsInLogistics, – Jobs in the logistics industry
  13. JobsInManufacturing, -Jobs for plant management, production planning, materials management, engineering, maintenance, purchasing and logistics
  14. JobsInTrucks, – Jobs for drivers
  15. Sales Gravy, – Jobs in the sales industry

Hopefully these sites will help you hone in on the specific industry that you’re most interested in. With a somewhat high unemployment rate of 6.7%, it’s important to differentiate yourself from the millions that are also seeking jobs.

How to Win the Interview Marathon

The Boston Marathon is approaching, you may be running in it or you may be in the running for a position at a certain company. Here are a few tips that you can practice to help you train for the interview.

  1. Do Your Homework

This is an essential part of being prepared for an interview. If you don’t know the company and their purpose, then you really don’t care about the position or interview at all. It is important to show the company that you are passionate about their service or products and are ready to dive into the job as soon as they accept you. By preparing thoroughly, you show the employer that you’re already familiar with the corporate culture and would fit in well. If you know the goals and missions of the company, the employer will see that you’re ready to work hard to accomplish them.

  1. Align Answers with the Job Description

It is important to know the job description and your resume inside and out. Take time to go through all the requirements and qualifications listed for the job opening and try and align them with all the information on your resume. You need to be able to show that you are either qualified or over qualified for each of the requirements. Be sure to have an experience or skill ready that can relate to each of the requirements.

  1. Don’t Sound like a Teenager

Communicate well with others by removing unnecessary words from your vocabulary, words such as “like” and “um” are used to fill time as you think of the right words to use. They can make you seem very immature and uncertain. Consciously make an effort to eliminate them from your everyday life to try and get rid of them.


This is probably the most important part of nailing an interview and continuing on to the second round. It is highly beneficial to look up some interview questions that relate to the industry or position you applied for and prepare answers for them. Just be careful, because you don’t want your answers to sound too rehearsed.

  1. Exude the 3C’s

Remain cool, calm, and confident during the whole interview. By doing this, you’ll stand out as one of the best candidates. The interviewer should understand that people get nervous during this process; if you come off as confident and calm, you’ll show them you’re capable of working well under pressure.

  1. Have Questions Prepared

Stay away from the typical questions that interviewers usually ask. Instead, ask questions that relate to the service or product the company provides. Not only will this show that you did your research, it also shows the interviewer that you’re eager to learn more about the company.

  1. Most Important Thing to Wear: a Smile

Another way to exude confidence is to wear a smile. Smile at everyone you interact with; it will show your positivity to the whole team. People will take notice and would want to work with someone who is in a good mood.

  1. Say Thank You

It’s important to say “thank you” at the end of your interview, recognizing the time these employees took out of their schedule to consider you. As a follow up, make sure to get their contact information in order to send an additional thank you note. In the note, be sure to thank them for all the information that they provided you. Use the opportunity to explain one last time why you’d be a great fit for the position.

The interview is the time to verbally and non verbally show the employer that you belong at their company. As soon as you step into the office you need to sell yourself and show that you are the best candidate. If you follow these tips and make sure you are fully prepared; you have a chance of winning the interview race!

Introverts Can be Leaders Too!


When we think of a successful leader, our minds tend to think of someone who is good at communicating, personable, and lively. These qualities usually coincide with people who tend to be extroverted. In the business world, there is the notion that to be successful, you must be extroverted and be able to sell yourself along with the company. We never expect the introverts to be able to lead effectively. We don’t realize that introverts possess qualities that many extroverts don’t; this can sometimes can make them just as effective at leading. As the author of the book The Introverted Leader: Building on Your Quiet Strength and Quiet Influence, Jennifer Kahnweiler stated, “They just lead with quiet confidence.”

These are some qualities that make introverts great leaders:

  1. Patient -Introverts think before they act, because they like to be fully prepared before they bring anything to the table. They weigh all their options before jumping to any conclusions. All of their hard work and preparation in whatever they are doing, reduces any anxiety they might have; so you know they’ll make the right decision.


  1. Imaginative – Introverts have the tendency to always think outside of the box. Extroverts can be just as creative, but when introverts are left alone they can cultivate interesting solutions. They allow themselves to take the time to evaluate the best possible solution to their problem.


  1. Quiet – Extroverts are known to talk a lot, but that isn’t always the best quality to have as a leader. It is more valuable to be a good listener and respond accurately to the followers. Sometimes is better to sit back and let the group decide where to take the discussion.


  1. Calm – Introverts always exude the 3 Cs: calm, cool, and collected. This can be a crucial asset in times of a crisis. With the amount of preparation that they do it allows them to remain calm and confident under pressure. These qualities also make them approachable to other people.


  1. Independent – Introverts embrace solitude, so if you have an introvert as a manager or boss, you usually won’t find them constantly breathing down your neck. Not only do they appreciate their independence, but they’ll also allow you autonomy with your own work.


Forbes Magazine documented that 40-percent of executives have described themselves as being an introvert. Some people who have identified themselves as introverts are Microsoft’s Bill Gates, Warren Buffet, Charles Schwab, Avon’s CEO Andrea Jung, and Eleanor Roosevelt. This isn’t to say that extroverts don’t make excellent leaders, as well. Sometimes, though, it’s beneficial to embrace introverts as the leader of choice.


HR Trends that Will Spring into Effect

HR Trends That Will Spring Into Affect

imagesNow that Spring has finally arrived, it’s time to look at the hot trends that are changing the way we conduct our HR services. The HR departments have to keep up with the constantly evolving demands of businesses and their employees. There are a few specific aspects that professionals have noticed are impacting the workforce and need to be noticed in order for businesses to get more productivity from their employees. Here are a few ways to get a head start:

  1. The Flexible Workplace – With three different generations in the workforce, there are many different needs that need to be met. Employees may be working extra jobs, they may want to be home with their children or want the seclusion of working from home. More people are dealing with all different kinds of responsibilities and need their workforce to try and accommodate that.
  2. Rise of Performance Management – Companies are starting to focus on continuous growth and development. They want people performing at their best abilities. Employers are implementing more training programs to enhance the skills set their employees already have.
  3. Meaningful Work – Employees tend to become more motivated in their work when they feel like there is meaning behind it. They will be most productive if they are passionate on what they are working on.
  4. New HR Technology – Different technology can help businesses make their HR functions easier, cheaper and more effective; this technology will enter the market this year. Businesses need to take advantage of these technologies, turning them into an asset for the company.
  5. Going Global – Companies of all sizes now have the capability to become global. Businesses are looking all over the world to find the best candidates for their company. Diversity within a company can only help the business and bring a different perspective.

Now that this harsh and long winter is coming to an end it is time to do a little spring cleaning and think of fresh new ways to get the most out of the HR department. These trends can help you think about how other companies are using these tools to benefit their companies. The HR industry is constantly changing and it is good to keep updated  with the different techniques that companies are using. Some of those tactics could potentially benefit your company in a way you may never thought possible.

Outsourcing Recruiting? Does it Work?

outsource2Is your company trying to decide whether to outsource their human resource department? This is probably true considering the large amount of companies that are starting to cut the time and cost of the recruiting process. Outsourcing the whole HR department can become difficult because there are so many aspects that need direct interaction with the employees; like training and benefits. However, recruiting is easier to outsource because, besides the interviews; almost everything is done online or with technology. Some companies are even starting to conduct online (Video) interviews.

7 reasons why outsourcing recruiting is beneficial:

  1. Cut a large cost
  2. Reduce the amount of bad hires
  3. All recruiting info organized on one platform
  4. Organized applicant tracking info
  5. Quality control of applicants
  6. Reduce turnover rate
  7. Put focus on other departments

Outsourcing recruiting works well because it allows the company to focus on aspects of the business that are more important than the hiring process. Sometimes there are specialized skills, technology, and needs that are too expensive for a company to invest in, in order to recruit people.

6 Reasons Why In-House Hiring is Beneficial


Many companies have gravitated towards looking within the company first when a new job position opens up. There are plenty of reasons to look within your own company before seeking traditional recruiting methods elsewhere. Below are a few reasons to stick to internal searching if at all possible:

  1. It’s Cheaper – The amount of money companies spend on recruiting and finding a person outside of the company is significant. If you already have a potential replacement in mind within your own walls, you can completely cut out that process – even if it means spending some additional time preparing them for the role.
  2. A Sense of Familiarity – There would be no time spent on making the new employee feel welcomed if they are already apart of the workforce. They will know how people get work done and they will already know what working style works best for the company.
  3. Employee Growth – Good employees always try to get ahead by growing their capabilities. Invest in their future, allowing them grow as they stop into new roles within the corporate structure.
  4. Aligned with Company Goals – The people that are already within the company are aligned with the mission and goals. They know the purpose of the company and how to successfully improve their service or product.
  5. Proven Track Record – There is no need to ask yourself whether or not someone lives up to their resume. When you hire in-house, you are well aware of the quality of work that person produces.
  6. Sense of Value – Hiring within the company will show that management will always put their employees first, and will create a sense of loyalty between employee and employer.

In certain situations, it may be beneficial to hire outside, such as to grow the company larger than your current pool of employees will allow. Also, if there is no one within the company that wants or is qualified for the position, then it may be necessary to look beyond.

LinkedIn Taking the Place of Headhunters

linkedin-questionsThe most common way that companies hire is through referrals. The New York Times stated in an article that “the referred candidates had a 40 percent better chance of being hired than other applicants.” The site LinkedIn has allowed companies to look up multiple referrals through the internet; without even contacting another person. It has become the new hiring landscape for many businesses. LinkedIn has digitally replaced the tasks provided by headhunters. Headhunters can also be extremely expensive for companies; so cutting this cost is beneficial and headhunters even use LinkedIn too.

However, now headhunters have another job; their roles have switched to become more exclusive and expensive. Headhunters wouldn’t still be in existence if LinkedIn took over all of the recruiting efforts. Most of the time the applicants that the distinguished companies are looking for already have jobs and aren’t even searching for another position. One interview with Dan Martineau, conducted by the Business Insider stated, “Most of the time – probably 85 percent- we recruit people who don’t want to leave their jobs.” All the different sites that are currently available are simply tools for the recruiting process. Recruiting still relies on some sort of human interaction and building relationships; companies need to take advantage of that. The reason why some companies still pay the high cost of headhunters is because they can provide results that LinkedIn can not.

Pre-Employment Testing Vs. Applicant Tracking Systems

Test-with-bubbleMany companies go through the issue of hiring the wrong people. They become more reliant on background tests and pre-employment testing to ensure they are hiring the top qualified applicant for the job. They can screen applicants by using cognitive tests, personality tests, background tests, drug tests, emotional intelligence tests, and talent assessment tests. Employers create and administer tests that are associated with the certain job title. For example, if you are applying to an HR position, an employer would assign you a test based on the tools and skills you should know if you are applying to that position. This is completely different from a regular background test; because it goes beyond personality testing. The employer can then confirm that the applicant is paralleled to what they state on their resume. These are known as Talent assessment tests. All of these types of tests can be administered online or they can be given during the hiring process in the office.

These tests differ from applicant tracking systems. An applicant tracking system is a software application that allows businesses to manage resume data and all applicant information. The submitted information is accessed through both internal information and from information posted on job boards. They are typically cloud-based programs that can sort and align resumes accurately with job descriptions. The main benefit to ATS is that there is one primary database for a company’s hiring efforts. It allows them to organize and manage human capital.

The combination of having an applicant tracking system and pre-employment testing will help companies accurately hire the right candidate. The only downfall is that these systems can be costly and time consuming for companies that aren’t big enough to manage them. They make the the hiring process easier mostly for larger companies. The medium and smaller sized companies usually chose one of the two systems to help them with their hiring process; because they need to dedicate their time to growing the company.



Differences in Hiring Between the Generations


The baby boomers, generation X’s, and generation Y’s all have differences in their working habits and should be treated differently within the workplace; especially when it comes to hiring. Depending on the different generation, the employer has to attract him or her to their business based on that generation’s working style and habits. Establishing a hiring process generated for the different generations not only can increase productivity, but also increase job retention.
The baby boomers are known to be loyal to one job and have a longer job retention. The baby boomers are people born between 1946 and 1964, who make up about 20% of the American public. This is a large portion because after World War II, there was a spike in the birth rate. They appreciate having stability within their workplace and remain loyal to their employers. They tend to prefer an organization that has a strong sense of community and one that has a lot of support within the organization.

People who are a part of the generation X are typically attracted to organizations that provide a stable and flexible work environment. The generation X includes people who were born between 1965 and 1980, and make up about 48 million Americans. Most of them are now reaching into their 30’s and 40’s and over 60% of them attended college; which makes them more educated than the baby boomers. They tend to appreciate autonomy and freedom within the workplace. Generation X’s also are usually attracted towards jobs that provide them with a lot of life balance and time to have fun within their work activities.

Generation Y’s , or the millennials, are more fitted to work in teams; they like collaboration. The millennials are people who are born between 1980 and 2000 and are just starting to emerge in the workforce. This is a fast growing population in the workforce and organizations need to learn how to fit their needs. Not only are they team oriented, but they also are very achievement based. Unlike the baby boomers they are not likely to stay at one job their entire life; which makes job retention more difficult. They do not enjoy meaningless and busy work; they enjoy productive jobs.

A good recruiter must be able to identify all of these differences in order to effectively hire and retain their employees. They also cannot rely solely on benefits in order to make these generations happy. Recruiters and employers should be able to adjust the way that they treat and manage each of these different types of generations. However, we still have to remember that not everyone is the same and that it is important to really get to know each employee and how they like to be managed. This may seem like a rigorous and time-consuming, but it will surely increase productivity.