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In the knowledge of William Almonte, the initial days of recruitment are the most confusing and hectic for fresh independent recruiters. Establishing on an independent platform is not just another cake and can often keep you procrastinating about the steps yet to be taken. Scheduling and planning is a must apart from which you will need assistance from an external source when you are trying to get established by your own without any experience. Communicating with other recruitment experts or even reaching out to a recruitment agency shall get the ball rolling for you.

Understanding the need for proper training in recruitment

William Almonte Mahwah noticed that, unlike industry level recruiters, independent recruiters are often deprived of the key strategies and tactics that are required for successful hiring. The degree in human resources or an MBA might not as well be sufficient. A training and development program in recruitment will help recruiters to drill down to the real tricks and glitches involved in the profession.

It is best to get involved in the after graduation training program, with the help of which you will get hold of a practical idea of the profession specifications as well as industry-level peripheral knowledge.

Strategic planning and negotiation

One quality that is mandate for independent recruiters is that they require they need to take up responsibilities of management in their own hands. In case of a corporate recruiter, the support from the HRM department is huge. It is quite evident, because they are working and practicing on a regular basis across a wide range of employees and can apply the concept of learning from their mistakes every day. The organizational management system, is dependent on the recruiter to a certain extent but are also prepared and equipped for losses in the recruitment process.

In case of self-established recruiters, the need for planning ahead of time and following a particular method is highly essential. They need to manage departments by their own and in some cases recruiters also hire supporting individuals. Some of the key responsibilities that a self-sufficient recruiter needs to be thorough with is,

• Screening maximum candidate profiles
• Talent forecasting
• Using the pipelining method
• Using proper recruitment software

However, the above mentioned factors are some of the most pragmatic issues faced by a budding independent recruiter in the initial days. Technology has brought about plenty of methods to help new recruiters select reliable clients to work with and also master the art of negotiating in the recruitment industry.

College recruitment has become a matter of concern and institutions are putting maximum effort into obtaining the best of talents from the field. It can both be demonstrated from recruits as well as educational institutions as the recruiters. Colleges and universities are improvising on modern and stronger techniques to suit new hires with the college course specifications so that they can rest assured about a promising career in the long run.

Native to international, students pay a handful to peruse their education and the job availability are more or less are leading to global downfall. Thus, institutions are on the verge of sharpening their tactics of recruiting supporting talents to enhance knowledge delivery and training. College recruitment process is not just meant for athletic recruitment but also involves other categories. Some of the types shall be demonstrated below.

Employers or real life professionals work with an institution

The particular process is all about knowing, filtering and selecting. According to William Almonte, CEO of titan staffing system, institutions are not well equipped about selecting applicants for specific courses. The need for domain-specific student recruiters is essential to pair up the right students with the right courses. Therefore, colleges work as partners with professionals who bring out the top talents suiting the course for the institution. For example, if the intake is open for the medical field, professionals or practitioners from the medical field are recruited by the institution that is placed in a precarious position for the time being.

The experts help in identifying the specific areas of interests and talents of students which is equally beneficial for the students as well as colleges at the same time. Studies show that, even if colleges are armed with adequate recruiting software and recruiting facilities, there are specific detail and specification about recruiting students. And it requires proper experience of drilling down to the existing set of knowledge.

Onsite interviews and campus interviews

In the opinion of William Almonte Mahwah, President of Titan Staffing System,  institutions are also taking up the strategies of different types of interviews. It works wonderfully when it comes to selecting students. This is a talent outsourcing process in which brands and organizations visit the campuses to organize interviews and pick up fresh talents to meet company targets.

This is one of the most potent procedures, in which the HR department of the specific company can afford direct interaction with the students. The emergence of this method was a thrilling sensation among student, as some of them got the opportunity to work with the best brands or even their dream companies. Moreover, the process does not only involve recruiters visiting from the native location but also from distant places.

On the flip side, the onsite interviews are somewhat opposite to the in campus interviews. The candidates are called over rather than the company visiting the institutions. This process is mostly applicable for local students, as it becomes nearly impossible for students to visit the campus. However, in the current century, there is no lack of college recruitment methods that are contributing equally to build a stable career for students as well as increase institutional productivity.

The job of recruiters involves playing multiple roles and has taken away the point of interest for most industries. The notion of recruitment to the outside world is more or less transparent, but there exist some interesting and unusual facts about how the industry functions; which might interest you and benefit you to some extent. To speed up your approaches you are making for the recruitment industry, it is wise to be updated with the following.

1. The downturn in the recruitment industry does not bring trouble

In the perception of William Almonte, people usually make quick assumptions on the current condition of recruiters at the time of recessions. It is true that it becomes difficult for some recruiters to get back into the business when there are fewer requirements or no hiring is required at all. External recruiters are often dissatisfied with the unstable flow of income and look forward to the same career on a much more stagnant platform. 

Companies place these external recruiters in a temporary position on lower payoffs. They receive the same quality service from external recruiters by decreasing the requirement for the internal recruits. This is a common occurrence in the industry

2. Modify positions to provide an opportunity to quality applicants

It is one of the fascinating facts that recruiters put effort on modifying job positions and roles to get the attention of standard candidates. Like companies, candidates also look forward to different job responsibilities that shall keep them motivated and interested along with proper remuneration. Many candidates are more focused on job satisfaction so that they can be benefited in the long run with complete stability.

3. Diversity in working culture adds on to the total revenue of the company

In the opinion of William Almonte Mahwah, organizations that are more accepting of employees coming from diverse backgrounds and culture, tend to be benefited double than companies limiting their candidate hunt. Recruiters play a significant role, in this scenario.

With the long years of experience, they are well informed about the traits that candidates from specific geographical locations possess. It might not be accurate hundred percent of the time but gets the ball rolling for the organizational structure and functionality. The system provides the opportunity to help employees learn about ideas and domain-specific techniques that they were unaware of and improved corporate behavior simultaneously.

4. Modern recruiters take decisions based on online profile specifications

Last, of all, recruiters are using the process of online recruitment at their best and so are applicants. It shall be quite a piece of information for fresher in the industry, that eighty percent of the recruiters make important decisions and overall judgments based on your online profile details. Before reaching pout via call or email, a large percentage of the resumes get filtered, and few make it to the list.

However, it is essential, to be honest, specific and compelling about what you are updating your online resume. As not only the professional details matter but recruiters pay equal attention to the peripheral information and personal background.

Latinos who are the most optimistic are more likely to have healthy hearts, suggests a new study of more than 4,900 people of Latino/Hispanic ancestry living in the U.S.

"Each unit increase in a Latino adult's level of optimism was associated with 3 percent higher odds of meeting the criteria for ideal cardiovascular health across four or more metrics," said principal investigator Rosalba Hernandez, a professor of social work at the University of Illinois. READ MORE AT EUREKALERT

An attack on 18-year-old Cuban-American and Parkland activist Emma González for not speaking Spanish by an Iowa Republican congressman’s campaign staff highlights the pressures U.S.-born Latinos face on language.

“This is how you look when you claim Cuban heritage yet don’t speak Spanish and ignore the fact that your ancestors fled the island when the dictatorship turned Cuba into a prison camp, after removing all weapons from its citizens; hence their right to self defense,” read a meme with Gonzalez’s photo that was posted on Rep. Steve King’s campaign Facebook page.

After facing criticism for attacking the teenager, King’s campaign team deleted the post. The use of Spanish by U.S. Hispanics has long been a hot political topic. READ MORE AT THE DAILY JOURNAL

The astonishing highs and lows of tech this year have thrown new attention onto just who is working in the sector and with what set of biases, assumptions, and priorities.

What about the state of racial and ethnic representation in tech? This, too, has become a huge topic of concern. And so we again want to build on our earlier work on the digital workforce to examine a mixed state of affairs, albeit one with several bright spots. READ MORE AT BROOKINGS

Here's a look at the Hispanic population in the United States.

Facts:The Census Bureau describes Hispanic or Latino ethnicity as "a person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race."

Hispanic people are the largest minority in the United States. Only Mexico has a larger Latino population than the United States. READ MORE AT CNN

When it comes to conversation, you’re a natural. You can chat up a storm with just about anyone, you’re a pro at listening, and you love meeting and connecting with new people.

But when it comes to starting that networking conversation? That’s a different story.

This is one of the most common concerns we hear about networking: How do you just walk up to someone you don’t know at an event—and start talking? READ MORE AT THE MUSE

Clients are always asking about best practices for Hispanic marketing — what to do (and what not to do) on digital platforms, what languages to use, and so on. Here are a few tips on how to reach Hispanic audiences effectively:

Be culturally relevant.

Brands should know the passion points of Hispanic culture — music, family, food, traditions — and use them as starting points to reach out to Hispanic audiences. READ MORE AT MEDIAPOST

The business environment is highly competitive in the 21^st century; organizations have limited reliability with the old-aged recruitment strategies. Due to the increasing number of applications as well as the arrival of diverse qualification background, it is becoming difficult for recruiters to keep the sharpness and accuracy intact in the selecting candidates.

Today’s recruiting strategies to ensure where they are placing their candidates rather than just emphasizing on the organizations. Incorporation of distinctive methods includes the adequate strategy to understand and assess candidates both professionally as well as personally.

Whole-cycle recruiting method- A mixture of technology and manual effort

According to William Almonte Mahwah, irrespective of the utilization and incorporation of high-end software, it is necessary to assess candidates as well as the suitability of organizations from every angle. The process of recruitment just does not come to an end after placing a candidate but continuous even after. If the recruitment cycle is left incomplete or performed in an unstructured manner, candidates can later face significant issues, which is a trigger for the organization as well. The sequence of recruiting method involves,

• Short-listing
• Efficient Screening
• Negotiate current options
• Evaluation of new resources
• Define hiring requirements
• Final recruiting

The entire round of hiring does not erase the traditional basics of recruiting a candidate but at the same time, gets the job done on time. The importance of a complete recruitment cycle is vast and helps a recruiter somewhat predict or intimately understand the performance level of the candidate and how much value the individual will be able to add to the organization.

How Reddit has changed the notion of selection

Reddit is one of the most user-friendly and useful tools used by recruiters these days to make a direct mark on the practice field. With the help of the particular tool, you will have access to a vast section of candidates in much more shorter time. It has proven to be an excellent source of communication between recruiters and candidates.

Most importantly, it has broken-through the typical image that most candidates had about recruiters and their ways of selection. Both the parties can communicate effectively with Reddit and place long-ended opinions. The communication style can be both formal and informal, which helps recruiters make the best of their choices.

As stated by William Almonte, large-scale organizations today, mostly hire advanced recruiting software’s that adds perfection and speed at the same time. They are on the verge of deducting manual labor as much as possible and save big. It is quite apparent, as they are benefited in many ways than that of the traditional recruiting system. The social media sites are a jackpot for recruiters that they take advantage of. The masterpieces notify about a particular job offer and essential information in lightning fast speed.

To sum it up, organizations are highly dependent on the above-discussed strategies to achieve the set targets in minimum time. But recruiters are the primary mediums of the selection procedure and can only get the ball rolling one; they have adequate technological support.

The organization is based on specific aspects, and one of them is the idea of accordance between hiring managers and recruiters. They play a crucial role in blending the edges of an organization and highlight its strength and weaknesses even more prominently. On the other hand, it becomes a matter of concern for the applicants when it comes to a gloomy tie-up between the two eminent parties.

1. Set the expectations and priorities right with your recruiter

This applies when a recruiter is new to the field as well as experienced. There is a difference of a fragile line between handling a project alone and working together for it. You might see hiring managers often dissatisfied with the type of services recruiters provide. And the occurrences continue for a long time, till the quality of the actual task is hit.

There are smarter ways and technologies to assess a recruiter’s performance. As per the knowledge of William Almonte Mahwah, the actual performance level of a recruiter comes out when he is emphasized on specifically. Hiring managers play an eminent role in providing useful guidance to recruiters. Some of the most efficient hiring tools that can be used and rated at the top are,

• Skills arena
• Saber
• Test-dome
• Applicants tracking system(ATS)
• Smashfly(CRM)

2. Communication is the key to most achieved targets

One of the most common trigger points in the degrading relationship of managers and recruiters is the lack of adequate communication. It is rising issue in most established organizations increase the number of replacements and attrition rate of candidates. Though, it is not a directly linked to the candidates but can impose adverse effect on the aspect in many ways. Therefore, try to arrange and attend meetings in person and do not hesitate to report all your queries or complaints.

3. Make your recruiter responsible for handling a project

As stated by William Almonte, hiring managers need to provide recruiters with the idea that, meeting their level of satisfaction regarding work is one of the cores responsibilities of recruiters. The hiring managers need to give out sufficient task details and descriptions to achieve a particular target. While assigning a task, several notes and points need to fulfilled from manager’s side. A proper format and system is the best way get the job done. You can follow-up with recruiters regarding specific need, but it might not be attainable in all situations.

• Organize sub tasks with proper descriptions
• Set a follow-up routine and additional communication in case of specific needs
• Assign the tasks close to expectation level that the individual is capable of meeting
• Set specific deadlines for recruiters before the final date
• Ensure adequate technical as well as practical facilities are provided
• Use ATS as your most potent assistance to assess the performance
• Close each project after completion and follow up if required

However said and done, it is best to remind yourself that you are working as a team for gathering the best talents out of the lot for an organization. Your contributions in the affair shall be counted as a whole. Implying the effective tactics, as discussed above shall work as tools against inessential disputes in the path.

There are plenty of discussions about hiring strategic maintenance, improving recruitment procedure and usage of recruiting software. But there are thousands of budding recruiters out there who want to explore the recruitment field and get into the flow. The job  recruitment is not rocket science neither just another piece of cake. Sharply, the payment for setting up a new candidate is approximately twenty to twenty-five percent of the entire salary.

Level one – Get an in-depth understanding of the job role

The first part includes the dos and don’ts in your career path. The recruiting job is all about being active both physically and mentally twenty-four seven. In brief, you will keep track of the online as well as offline occurrences, keep an eye on important emails, and cope up with the ever-changing organizational policies and requirements along with time.

Level two – Be present, observe, step out and communicate

Dissatisfaction from clients is reasonable at times. You will be working with a hundred heads together and receiving unsatisfactory outcomes at the beginning are quite normal initially. Expect it to be challenging for the first sixty days of your starting date. As per William Almonte some professions, observing is a useful remedy when you are newly assigned to the position. If you are assisting a recruiter or a recruiting consultant, noticing him dealing with clients and preparing for target meets is essential.

In the opinion of William Almonte Mahwah, the need for making open communication with different sectors other than recruitment and other experts is highly essential, although it is ignored by most of the new candidates. Be a part of the social gatherings, contests, and meetings even more, if you want to get a clear picture of the recruiting world and reach the next level of assisting your consultant. However, some of the skill sets that you will need to extend methodically and dedicatedly are as follows,

• Think from a dual point of view that is, the client as well as candidate
• Professionalism is a must
• Listen to the story line
• Be active be responsive
• Take responsibility for head-hunting

Level three – Get familiar with the recruiting software used in your organization

Manual efforts are never enough for continuing your career as the recruiter in the modern times. Software is one of the most active support systems in the profession and are on the verge of more advancement. Recruiting is a multi-way procedure, and the AI plays a massive role here. Understanding benchmarks, following the eminent KPI’s, work aggregation and online interviewing are some of the core technical expectations that need to be met, in the initial part.

Level four – Get in touch with the HRM team

Last, of all, the human resource team is the treasure that you need to bring out. There doesn’t exist a better external force that can help you overcome the issues you are facing from the route. You will learn about the entire cycle of how things work in the recruiting department, for instance, basics of application screening and the essential materials to look for in a candidate. You will also come across scenarios where you will get an in-depth understanding of how to match up candidate profiles perfectly with organization requirements.

Losing one's job can be traumatic. As the economy continues to transform, uncertainty surrounding job security and employability will only increase, especially for the older workers. However, there is always a silver lining in every cloud.

As the economy restructures, it brings about new opportunities and creates new jobs. The secret to grabbing hold of these new opportunities is skills upgrading. Here are some tips for you if you ever find yourself in between jobs. READ MORE AT CHANNEL NEWS ASIA

A new study conducted by researchers at Stanford, Harvard and the Census Bureau, finds that in 99 percent of neighborhoods in the United States, black boys earn less in adulthood than white boys who come from similar socioeconomic backgrounds. This undermines the widely-held belief that class, not race, is the most fundamental predictor of economic outcomes for children in the U.S.

The study looked at racial disparities in income over generations by looking at de-identified data from 20 million U.S. children and their parents. It tracked outcomes for Hispanic, white, Asian, black and Native Americans. READ MORE AT NPR

Five years ago, Telemundo had less than half the audience of rival Univision and was headquartered in a former shoe warehouse in a neighborhood that flooded each time a hurricane blew through Miami.

Today, the Spanish-language broadcaster owned by Comcast Corp. is nipping at long-dominant Univision’s heels in the ratings, consistently beating it in the 10 p.m. time slot with edgy narconovelas—soap operas about Mexican drug lords—aimed at a new generation of bilingual Latinos. READ MORE AT THE WALL STREET JOURNAL

1. BE PREPARED

It’s obvious but easily forgotten. The last thing you want is to show up to an event, not knowing anyone and not get the best out of the situation... preparation is KEY!

From remembering business cards, researching key speakers and event topics, and having a nose on social media to see if you can scope out who’s attending – the more prepared you are the more you’ll get out of any networking occasion.

Setting yourself goals can also benefit your networking experience. This gives you the perfect opportunity to have a clear understanding of what you want to get out of the networking event. READ MORE AT CONFERENCE NEWS

According to a new research report from the National Institute on Retirement Security, two-thirds of working Millennials have nothing saved for retirement. These are some of the surprising, new statistics about Millennials and their retirement.

Here's what you need to know. Among the many findings in the report, here are some of the major findings. READ MORE AT FORBES

When Gabriel Concha’s oldest daughter was in second grade, she started falling behind in her New York City school. Monica Olivera was living with her kids in what she called a “failed school district” in North Carolina, and William Estrada’s parents wanted to make sure their faith was part of their kids’ education but didn’t want to pay for a private school.

Each family had different concerns, but they all turned to the same solution: homeschooling. READ MORE AT 0ZY

The human resource management is the brains of the recruiting system. The HR management has much more to do than helping you select candidates for your company. If you want to look forward to recruiting wholly, you need to share responsibilities with the HR managing partners.

1. A break-down of the HR management duties in hiring

An HR manager adds value to your organisation. There is more to recruitment than just selecting and screening candidates. William Almonte brought into light that, running an organization and business, requires active control and cultivation. Most of the recruiter’s partner today with HR management team. There are reasons behind that. There are many things that you can be assured of when you are giving the responsibilities to the human resource managers among which some have been specifying.

• HR managers have a broader connection
• They are professional and experienced in the field
• They know how to take decisions that will be productive for your company

2. Planning and distributing job roles to departments

In perception of William Almonte, separating and distributing the job responsibilities in an organisation is not less than an immense talent. It needs adequate experience and in-depth knowledge to understand the nature of employees, teams and how they will perform. The entire pipeline shall follow the initial step, and if the base is weak, the outcomes shall not be productive. Henceforth, each department is set up with the right kind of people.

3. Works on employee well-being and comfort

The HRM is also responsible for facilitating your staff and employees with adequate comfort. The catch is that they know how the entire system works hence focus on cost-saving also. The company needs to make sure, that workers are provided with proper wok condition and environment. Employees have the certain expectation from the organisation. In fact, assuring the employees with safety and security at work has become part of the regulations and policies in the recent times.

• Promotion and growth in career
• Comfortable work environment
• Job security
• Health safety and security

4. Understanding employee-productivity and implementing on future recruitment

As noticed by William Almonte Mahwah, there are specific measuring tactics, or KPI’s the HRM follows and utilizes to understand accurate performance rates of candidates. The nature of hiring also transforms along with the outcomes of the benchmarks.

Additionally, the HRM also focus on strategic planning for the revenue and budget maintenance for the company. They are all-time active for expanding the business and communicating with new candidates. You shall be benefited many ways while you will be packed with the core business and you don’t have to worry about how things are working and upgrading around. They also help in highlighting the reputation of your company and help you with presenting the brand name.

As gathered, the HR management works for hands in hands with the entire system to make your company more productive. They are not just involved in employee-related matters but also provide additional ways. Their way approaches are keen and different. If you are looking forward to recruiting, parenting with the HR manager is the best idea as they know the key to balance between the people and business of your organisation.

Mahwah Man, William Almonte, NJ, 22 – Push – Ups Challenge – Mahwah, NJ Patch

Time is rolling faster than ever with the emergence of Internet system. Using online procedure has changed the entire perspective of approach to jobs and people are getting employed every day with its help. The thing is about being at right place at the right, which has been made possible by online recruitment. You can get a job before even knowing at the speed of light.

1. Quick and smart decisions through online recruitment

Individuals in this profession have to agree; decisions on shortlisting or taking action on the CV have been faster than ever. It is a huge job for the HR managers to tackle the millions of applications each day and make an assumption about the employee. You can efficiently study and reach out to the candidate. Recruiters can also post about their urgent hiring and if there is a sudden requirement for any particular position. The

2. Better geographical exposure compared to traditional recruitment

In perception of William Almonte, recruiters can approach the candidate by sitting at any part of the world and even when travelling. Neither of the people needs to be present physically to fulfill a part of the process. Interactions are made world-wide spontaneously. LinkedIn is a golden example for it, where recruiters can act out at any moment and reach out to the candidate. Traditional recruitment gives limited opportunities, such as advertising through brochures, word of mouth, newspapers and more. The online process has speeded up the whole method including quick responses from candidates.

3. Computer-driven behavior and entrance tests

Hiring candidates does not revolve around assessing academic and work performance of the candidate but also understanding his or her mindset and behavioral attributes. A few sets of test used in the industry are,

• Five-factor framework
• Psychometric tests
• Pre-employment testing
• Aptitude tests

As a recruiter, you would like to hire somebody working for you efficiently and maintain a decorum. In the knowledge of William Almonte, these cognitive tests can be held online to estimate the pros and cons much more accurately.

4. Limited time-range and high-expenditure in Traditional recruitment

You might have faced it before as a recruiter or a candidate how time and fate doesn’t favor the luck. And you missed out on the last day of application and entrance examination. The conventional recruitment involved much more hassles. Visiting institutes in person, filling out the entire application form and making form submissions used to be a lengthy process.

According to William Almonte Mahwah,the unframed interviews also affected the hiring because of fewer attempts to estimate the strengths and drawbacks of the employees. Moreover, traditional recruitment also demanded printing and labor cost reach a particular set of applicants.

It not only provides a handful of advantages to recruiters but also gives the applicants a chance to know where they are heading. Candidates can quickly check out specifications and necessary instructions on the websites with the click of a button. The method of online recruitment is not only massive support for recruiters today but an essential weapon for large-scale organizations, recruiting agencies and even entrepreneurs starting their careers.