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Thinking about finding yourself a new 9-5? It can be hard to figure out what exactly you can do to make your résumé stand out in a crowd of other, similarly polished, one-page masterpieces. Even after you've looked at every template around and re-written your cover letter fifteen times, there are still ways to make the recruiter or hiring manager in HR notice your résumé first — and help them remember it when they're looking at 200 others.

These résumé writing tips from experts can help you polish up what you send out with your application and help you stand out. READ MORE AT BUSTLE

Dow Jones today announced the appointment of Smita Pillai as Chief Diversity and Inclusion Officer.

Ms Pillai will lead the creation and delivery of a progressive, global diversity strategy at Dow Jones, shaping innovative approaches to foster an inclusive culture throughout the business.READ MORE AT GLOBAL NEWS WIRE

Lots of people are there to think about selecting the right candidate for their business. And to recruit only the right one, you have to make sure that you choose the right kind of recruiter. So, if you create a clear strategy of recruitment and a good plan then the online recruitment can be a simple task. There are several steps that each and every recruiter should follow carefully right before going online along with your recruitment.

An overview of the recruitment process

Preparation of a job specification is the simplest thing that a recruiter should do before searching for a recruitment agency. It should outline the ultimate opportunity of the job, specific skills needed and also personal aptitudes as well. The specifications can assist you to recognize what exactly you need from your potential employee and can help you avoid ending up with the wrong person.

The exact procedure of recruitment is the multi-stage route. There has to be a good team in place to take care of numerous aspects of the process. You should have the efficient person to select the job portals as well to post the job online and then coordinate along with them at each and every state. Another skilled and professional can be selected to just review the proper applications at the preliminary levels. As per the statement of William Almonte, the interviews can be set up by yet another person. It actually means that the efficient team has to be recognized and then put in the place before you proceed along with the placing an advertisement for recruitment.

Aspects to consider

There are some useful search engines, which can assist you to search for the finest job boards quickly along with ease. The job portals, which are examined and legitimate are listed on the search result pages so that you are actually sure you are dealing with the right recruiter. This is indeed a vital step as handing over the recruitment assignment to an inexperienced, amateur recruiter can prove the disastrous for your company.

According to William Almonte Mahwah, a recruiting agency should be experienced in their fields as well. The copy should state clearly what qualities a candidate must possess, the zones where there cannot be any compromise and also the basic minimum requirements necessary to be able to apply for the job.

Finally, when any of the candidates has replied to the recruitment advertisement, you must respond along with an acknowledgement. This sends the accurate signal to the candidate as well as projects the positive images of a company to those who actually signal all the candidates and projects the positive image of a company to those who basically hope to work with you in the future.

Whenever you are going to choose the right kind of online recruiters, you should check each and everything about that. You should check the experience and skill as well. One of the interesting facts is that, you can check some other websites as well.

For more information :

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http://www.williamalmontemahwahpatch.com/
https://www.youtube.com/watch?v=_VoN83NsEDQ
https://www.crunchbase.com/person/william-almonte

Each and every business requires the good workforce that actually strives hard to accomplish the organization’s goals as well as objectives in an effective manner. To build some excellent team, numerous organizations focus on the quality hires. However, this is often challenging to pick some suitable candidates from the large pool of the qualified people, companies can never ignore the ultimate need and importance of talented professionals.

To make such actual hires, each and every company has two options – form an in-house recruiting team or even use the services of outside recruiting agencies, which supply applicants depending on the company’s requirement.

Contingency recruiting and how it works

According to William Almonte, contingency recruiting, by definition, is the type of candidates’ search in which the recruiting firm will be paid fees only after this places the suitable candidate for the required position. This is the ultimate reason why numerous companies prefer this type of recruiting – the chances of getting potential candidates are pretty high with less investment. The contingency recruiter actually works for many clients and tries to fill their vacancies in their companies as effectively as he can.

Contingency recruiting agencies gather some of the resumes from different sources like the job portals, their own websites, etc., and also handle all the responsibilities of scheduling the meetings, conferences, screening the candidates, conducting interviews and referral verification procedures at their place. As per the statement of William Almonte Mahwah, a recruiting agency should be judged on the basis of their experience and skill as well. After conducting all these formalities, if they are totally satisfied along with the candidate’s profile, and if they feel that he or she is suitable candidate for the position, they will forward the proper resume to the respective company.

Benefits to know

Contingency recruiting agencies screen all the candidates by executing thorough processes and send the list of possibly qualified candidates, who are well suited for the requirement. In this way, the option of getting the good candidate’s profile is high. It also offers the full background checks along with the verification of references. Once the customer selects the candidates, all the recruiters also conduct the final references checks and even background verification.

So, as a matter of fact, these references verification and also background checks are quite important because they provide the actual picture of the social pattern of selected candidate. These references checks also confirm the ultimate accuracy of the information provided by candidates and also promise the employer that he is making a quality hire.

Elaborate personality testing: Personality tests are also thought to be one of the legal forecasters of job performance. So, numerous employers employ these tests to decide the cognitive as well as creative skills of the candidate. The contingency recruiting agency easily conducts these tests as well as evaluates the candidate’s capabilities. Apart from anything else, when you are going to choose the right kind of recruiting agency, you have to make sure that you check their experience for sure.

For more information :

http://williamalmontemahwah.net/
https://twitter.com/williamalmonte0
https://www.youtube.com/watch?v=_VoN83NsEDQ
https://www.crunchbase.com/person/william-almonte

The twenty-first-century recruitment concept is not only about detecting the right kind of talents but also effectively managing the same within a particular amount of time. The idea of recruitment has undergone a sheer transformation from the past and has provided the specific domain with far more advanced technologies. Recruiters of the present era cannot even think of taking a step ahead without technology as their backing. The entire industry is armed with high-end leverages today to deal with the saturated, hyper-rich, complex environment and beat the competition.

Recruiting software are one-time investments

If you look around, most of the organizations in today’s century rely on hiring software rather than manual powers. There still some myths about hiring software, which is why several recruiters hesitate on hiring a recruiting software. As per William Almonte, many fail to understand that it is a one-time investment and shall not let you down when it comes to ROI.  Rather than dealing with unnecessary hassles that will anyway give you a bank-breaking expenditure, it is wise to invest in the magnificent recruitment software. If you take a magnified look to the all-inclusive advantages that you will be leveraged with, you can count the following points in your list.

• Access around the clock
• Advanced applications
• Cuts down on long-term costs
• Getting quick updates
• Reaching a more substantial amount of mass

Organizations seek utmost accuracy

According to William Almonte Mahwah, accuracy is on top of the priority list of all established organizations nowadays, and this is precisely where the notion of ‘accurate outcomes’ step into the frame. Using recruiting software has provided utmost conviction not only to the amateurs but also the experienced individuals in the hiring industry. In fact, t has become a significant pathway to function for the human resource management. Tasks and responsibilities like screening candidates, responding requests, creating job advertisements can be performed with few clicks of the mouse within a minimum amount of time. Also, do not miss out the fact, that the outcome is more precise than it would have been if manual effort performed it.

Sustaining the process of recruitment in the long-run

The software and highly advanced applications do not only meet the expectations of current organizational requirements but also serve as a long-term recruitment tool. Using an efficient recruitment tool will upgrade the future opportunities for the organization much more effortlessly and keep it ahead of time. The leverages like faster updates, broad accessibility, order wise functionality help an organization or recruitment consultancies drill down to the core of its own weaknesses and strengths. As a result, organizations can make use of their existing resource and capabilities in a much more efficient manner. For instance, a recruiting tool often keeps an enterprise aware of its existing resources and assets accurately for a better insight of the further hiring requirement.

The hiring software is definitely not entirely new to the human resource industry but is also not entirely undertaken by organizations in many parts of the nation. However, recruiting software ATS, Testing and assessment, AI and automation are rapidly becoming a part of the globalized recruitment industry.

For more information :

http://williamalmontemahwah.net/
https://twitter.com/WilliamAlmonte0
https://www.instagram.com/williamalmontenj/
https://www.youtube.com/watch?v=_VoN83NsEDQ

With college debts at all-time highs and education loan payments about to start coming due, graduation season can be filled not only with a justifiable sense of accomplishment and high hopes but with a clear angst about how to get your first job and begin a meaningful career. Even though the Great Recession is behind us and our nation enjoys low unemployment rates, you still need to be smart about how you enter the full-time workforce.

Here are some insights and tips to keep in mind in this season of possibilities. READ MORE AT U.S. NEWS & WORLD REPORT

Hispanic women are a force to be reckoned with. This isn’t news, exactly, but rather a statement of the growing power, both culturally and economically, that they wield. As Latinas continue to advance in their careers and increase their buying power, that influence is sure to grow.

So what are the characteristics of this group? What do they look for in a brand? How do they shop? What are their values — and what issues are near and dear to their hearts? READ MORE AT MEDIAPOST

For nearly 10 years, residents in a California farming community have had to drive nearly 40 miles (64 kilometers) to see the latest film, a rare trip for some in a place where a third of the population lives in poverty.

That all changed in May when Moctesuma Esparza, a Latino movie producer, opened his latest Maya Cinemas theater in Delano in his ongoing effort to open theaters in poor, rural areas in the U.S. that lack entertainment options. READ MORE AT THE BOSTON GLOBE

Your resume can open doors for you, or it can keep you from getting hired. Sometimes it's not the big things that cause the person making hiring decisions to pass on you. It might be a relatively small mistake that dooms your candidacy.

The good news is that these mistakes are easy to fix. Just putting in a little attention to detail should let you correct these errors and give yourself a better chance at getting hired. READ MORE AT USA TODAY

It was two years ago that Iris Castaneda was escorted out of a Starbucks in Orlando by security guards after arguing with a barista over soy milk.

Though she immediately felt she’d been the target of obvious discrimination — she recalls being the only Hispanic woman in the store when it happened — Castaneda mostly kept her story to herself. She did file a written report about it, and subsequently received an apology from the store manager where the incident occurred. But she was reluctant to share what happened widely because she was afraid no one would believe her. READ MORE AT BILLYPENN

The Hispanic community continues to drive homeownership growth in the U.S., but a challenging political climate keeps many from making long-term financial commitments, according to the latest HWP Annual report released by the Hispanic Wealth Project and the National Association of Hispanic Real Estate Professionals. READ MORE AT HOUSINGWIRE

With each passing year’s development, man is becoming more and more versatile whether it is personally or it is professionally. And every development brings certain advantages with it, kudos to the newer technologies. Approaching the job sectors, the Internet has become one of the most utilized tools for job hunting that recruiters use nowadays. Considering the earlier Internet traditions in the job industry, the recent years have brought developed automation of hiring and recruiting, much different from the yesteryears. And with the changing strategies of the companies, recruiters prefer using online platform as the most favorable tool for enrolling a particular person. But how does the online recruitment play a more beneficial role? Read on.

Is Online Recruitment a Boon or a Bay?

Changing trends of 2018 in the job sectors have helped various firms excel with the inclusion of talented and hardworking employees by online recruitment. While recruiting through the Internet is a very powerful approach to appoint candidates based on the position requirement, it becomes easier for the companies when it comes to time-saving. From William Almonte’s words, we get to know that demands spoken by the companies aren’t what every candidate can meet. So for the company itself, online recruitment helps in finding the right candidate in no time.

The job portals help the companies hire candidates at a lower cost. The reason is, every job portals require the candidates’ CVs, which is why the company charges a very nominal rate to the employee.Different layouts of different job portals are handled in a very seamless way. There are options available, and then there are the very easy steps to follow instructions. Online job portals are easily accessible due to the fact that it offers uploading options, fill up all required information, so on and so forth. In the end, recruiters will be able to get through the candidates suited for their companies. Overall, it is easily handled in order to find the most suitable candidates for the company.

According to WilliamAlmonte Mahwah, the online job portals come with a wide range of opportunities for the respective job seekers. Candidates are able to filter the search as per the preferences, which results in getting a massive scale result. Basically, online portals happen to be the perfect platform for candidates searching for a job.

But Recruiter, Do Keep These in Mind

So overall, we can likely say that online recruitment is the very near future and is definitely a boon in the job industry. But while everything comes with certain disadvantages, online job hunting also has its own. That being said, one must keep in mind that the background checking or screening must be done before hiring the candidate for your company firm. Secondly, the candidates must handover their official data to the company such that no confusion partakes. Gathering information about the candidate is really important, and that is why a proper survey is very essential.

For more information :

http://www.williamalmontemahwahpatch.com/
https://www.youtube.com/watch?v=_VoN83NsEDQ
https://www.facebook.com/williamalmontemahwah/
https://www.crunchbase.com/person/william-almonte

The number of Hispanic persons in America is expected to grow to comprise more than 25 percent of the U.S. population by 2050. That growth is already helping to propel the growth of Hispanic-owned businesses by nearly 15 times the national rate. Wallethub analyzed 23 metrics in the top 182 cities to determine the cities most friendly to Hispanic entrepreneurs. READ MORE AT TIMES FREE PRESS

Can radio stations benefit by reaching out to a segment of the U.S. Hispanic market that is growing in both affluence and influence? Yes, says Gabriela Alcantara-Diaz, founder and president of Miami-based Semilla AD.

The Uruguay-born multicultural marketing veteran specializes in upscale Latinos. READ MORE AT RADIO + TELEVISION BUSINESS REPORT

We’ve all heard the advice that networking is important for our careers. And regardless of your profession, your industry or demographic, the message is loud and clear. If you want to be successful, you need to spend time networking. It’s great advice. But the critical missing piece to this advice is exactly how to network. READ MORE ON FORBES

One of the most important things about acing an interview aside from authenticity? Transparency.

So, if there's a gap in your resume, rest assured it will come up during an interview. Assume recruiters will spot it on your resume and inquire about why there's a gap or what you were doing with your time.

There are several ways to address it in a thoughtful, straightforward manner depending on the actual reason. READ MORE AT U.S. NEWS & WORLD REPORT

As the Hispanic population in the United States has exploded, so has the number of Hispanics pursuing higher education. Between 2000 and 2015, the college-going rate among Hispanic high school graduates grew from 22 to 37 percent, according to the U.S. Department of Education. Hispanic undergraduate enrollment more than doubled, to 3 million. More than a quarter of young Hispanics — 28 percent — now have at least an associate degree, up from 15 percent in 2000. READ MORE AT THE HECHINGER REPORT

A recent report from Rincón & Associates, a Texas-based consulting firm, says supermarkets must change the way they market to Hispanic consumers in order to reach this growing U.S. demographic. The number of Hispanics born in other countries compared with those born in the U.S. is declining, and is projected to decline steeply in the future, creating a “perfect storm” for grocers to lose valuable sales if they don’t adjust marketing and sales to better meet the needs of Hispanics born here. READ MORE AT FOOD DIVE

Right people and the right time are the essential factors when choosing to enroll someone in a company. And now that the massive development is taking place pertaining to the job recruitment patterns, most of the times recruiters’ inaccurate behavior reasons to omit the right person for a position. Our guide here will elaborately echo major five challenges that are seen while enrolling a person. Read on and know more.

Top 5 Hiring Difficulties Faced

Frankly speaking, organizations heads don’t really conduct official recruitment policies to develop skills strongly. While working as a recruiter or an HR is as exciting as intriguing, often it leads to some massive challenges. Most of the startups fail to measure the new hire. William Almonte says that communication is a must when it comes to e-recruitment, but mostly every recruiter overlooks it. The search system is a collaborative endeavor, which most of the hiring managers fail to understand. The most pivotal reason why companies face recruitment challenges is because of a weak relationship between recruiters and hiring managers in the big companies.

Now that we have shed lights on why challenges appear in the job recruitment world, we shall head towards the top five recruitment challenges in the recent 21^st century.

• Often prior to the enrollment, certain companies overlook to update the job descriptions. This leads to the wrong person hiring. It is a fact that if the new employee happens to be overqualified, then he/she isn’t challenged by the particular job.
• Recommendation wise, one must choose promising individual employees other than searching for a superhero or somewhat a replica.
• Cultural issues are must-checked. Because ignoring them would only lead to a monotonous work environment.
• Candidate interviewing takes a lot of effort and consistency in this field. While it is a serious business, a recruiter must keep the job description as prominent as the interview questions.
• Greeting the candidate is a warm gesture by the company, and this will initiate a homely environment, despite being dragged into the old-school tiring routine.

What Experts Recommend?

The typical old-school obstacles undergone by firms can be troubleshot only when the recruiting consultancy or the recruiter makes some modification. From William Almonte Mahwah’s elaboration, diversification is the only mode to obtain a successful growth. If both the job hunters as well as the job creators follow this, then it will help them stay afloat in this 21^st century job market. Plus, one must also be dependent on what the social media tells about the candidate.

And Everything Else

This compiles everything to know about the old-school obstacles that most of the recruiters undergo while choosing a perfect candidate. We hope our guide to shed lights on the top five challenges was comprehensive enough to unwrap the problems faced. Do you have more typical challenges that the recruiters face every now and then? Feel free to share your viewpoints in the comment box. For more information on this front, one can watch this particular space.

For more information :

http://williamalmontemahwah.net/
https://twitter.com/williamalmonte0
http://www.williamalmontemahwah.com/
https://www.facebook.com/williamalmontemahwah/

Read biographies of feature guests for the STEM Networking Forum "Building a Diversity Wave in STEM" being held Wednesday, May 30 at LinkedIn Chicago.

MODERATOR

Kristen Sonday, Co-founder, COO, Paladin

Kristen Sonday is the co-founder and COO of Paladin, which helps legal teams run more efficient pro bono programs while increasing access to justice. In her role, she works with Fortune 500s, law firms, law schools, and bar associations to staff, manage, and track pro bono work and visualize the organization's impact. Prior to Paladin, Kristen worked on international criminal matters in Mexico and Central America for the U.S. Department of Justice and served on the founding team of a New York City-based tech start-up. As a result of her work to close the justice gap, she has been named a 2017 ABA Woman in Legal Tech to Watch, ABA Journal Legal Rebel, and FastCase50 honoree. Paladin was also a part of the recent Techstars Chicago cohort and participated in the Illinois Hispanic Chamber of Commerce/1871 accelerator program.

In 2017, Kristen served as Google for Entrepreneurs' Code2040 Entrepreneur-in-Residence at 1871, representing and promoting Black and Latinx founders. Her work included events and programming to connect entrepreneurs of color across Chicago's tech ecosystem and culminated in a Latinx Startup Weekend to foster early entrepreneurship. In her free time, she volunteers as an advisor to young founders through the Princeton Entrepreneurship Council.

DISCUSSION PANELISTS

Denise Lintz, Director of Core Infrastructure, U.S. Cellular

Denise Lintz is the Director of Core Infrastructure at U.S. Cellular Corporation. She is responsible for a team of 80 people who enable project delivery and reliability for the IS Network & Data Centers, Systems (Platform, Virtualization, and Storage & Backup) and Applications (Database, Middleware, and Environment Delivery), Monitoring, and Infrastructure Operations. She graduated in 1991 from Northern Illinois University with a Bachelor of Science in Computer Science. She did internships at IBM and Allstate while in college and worked for major corporations including Ace Hardware Corporation, OfficeMax, and Nicor Gas before joining U.S. Cellular in 2012.

Carlos Castro Herrera, Software Engineer, Google

Carlos has a PhD in Computer Science and an MS in Software Engineering from DePaul university. He also has an MBA in Banking and Finance and a BS in Computer Science, both of which he obtained in Costa Rica. He is a former Fulbright scholar.

Academically Carlos has published more than a dozen peer reviewed articles. His main area of interest is the application of machine learning and artificial intelligence to software engineering problems.

Professionally, he is currently working as a senior software engineer at Google Chicago, where he works with the team responsible for Google Takeout - a tool that lets users export a copy of their data for most Google products. In the past he has worked as a Data Scientist at Intel, as an invited professor at the University of Costa Rica, as adjunct faculty at DePaul University and as a software engineer at the Central Bank of Costa Rica.

Teresa Swinton, Sales Director, Microsoft

Teresa is a performance driven, digital marketing veteran with experience delivering integrated branding and direct response solutions. She has worked agency-side (Performics), client-side (CDW) and now publisher side (Microsoft) across the retail, healthcare, tech, and auto verticals. Teresa is a dedicated sales leader that has a proven track record of guiding her teams with confidence to achieve business success. She eagerly approaches new challenges and is skilled at building relationships and developing teams.

Teresa also has a passion for diversity and inclusion and is committed to breaking stereotypes and supporting underrepresented minorities. She has taken the lead in both Microsoft’s Chicago office and the Central region in speaking to the importance of diversity and inclusion in the workplace and our industry. She created momentum where there was none around race-related initiatives and conversations. By taking a direct look at unconscious bias with her team, she has opened the door for safe and open conversations about the differences between us all.

Teresa received her undergraduate degree from the University of Illinois, Urbana-Champaign and her MBA from the University of Chicago, Booth School of Business. Teresa enjoys traveling, scuba diving and keeping up with her 17-month old son, Joshua.

Carmen Valverde Paniagua, Technology Consultant, Accenture

Carmen is a Technology Consultant in Accenture’s Technology Advisory group. As a part of the Technology Advisory group she works with her team in developing and executing technology strategies as well as determining the right combination of technologies for our clients—from tech that exists today to the emerging tech of tomorrow. In particular Carmen has experience and expertise in New IT solutions like Cloud, Multi-speed (Agile), and Internet of Things (IoT). Within the IoT space Carmen has worked on connected medical as well as connected vehicle solutions using distributed and scale agile models.

Additionally, Carmen is the Market Pillar Lead & Metrics and the Compliance Co-Lead for Accenture's Chicago Hispanic American ERG. She works with current client, potential clients, and local inclusion and diversity organizations in order to better service our clients and create ties within our Hispanic/Latino community. Carmen also serves on the National Hispanic American ERG team as co-lead for Midwest recruiting and works to promote Accenture programs, job opportunities, and identify Hispanic/Latino talent.

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