Recruiters and headhunters are valuable resources and a necessary part of the job search and long-term career development of any individual. Many companies only use recruiters to hire for specific positions and this is especially the case with executive level jobs. To help jobseekers find their next jobs faster, JobConcierge.com has worked together with recruiters, LinkedIn and its own contacts to compile over 1,500 recruiter contacts, making JobConcierge one of the most comprehensive free lists of recruiters and headhunters on the internet.

“The mission of JobConcierge is to help jobseekers find their next jobs in the most efficient manner possible. The free recruiter and headhunter database is a great addition to the JobConcierge human-powered executive job search service. The list is extensive – there are recruiters in nearly every industry and in all states from New York all the way to Alaska and Hawaii. It’s one of the best resources out there.” says Jason Lee, JobConcierge.com founder.

“JobConcierge helps jobseekers optimize their job search by allowing them to cover more ground in less time. In today’s challenging environment, the keys to succeeding are being persistent and casting the job net as wide as possible. JobConcierge members have really taken advantage of the executive recruiter database (http://www.jobconcierge.com/best-executive-recruiters) – while our members are out there growing their business networks (http://www.jobconcierge.com/job-fairs), a dedicated team of professionally trained HR professionals are working hard screening job boards for opportunities for them”

People don’t realize is that when they search through online job boards they are finding the same jobs that everyone else has already found. This is the reason why their job searches don’t go anywhere. We found that by only using the major job boards, many job searchers were missing as much as half the jobs that are relevant to them. “We’re proud to offer the JobConcierge job search optimization service that’ll put more people back on track towards finding the careers of their dreams.” says Jason Lee, JobConcierge.com founder.

By focusing on job search optimization, JobConcierge helps jobseekers widen their job searches and increase their chances of finding the right jobs in less time. JobConcierge is a human-powered job search service where real people search through over 300 job boards and submit applications.

JobConcierge offers executive jobs – real people search 300 job boards & submit apps. The site is known for best niche job boards and best executive search firms

You should consider executive recruiters as a valuable resource and a necessary part of your long-term career development, rather than just a one-time service that can help you find your next job. . If an executive recruiter successfully places you in a position that you deserve, you both benefit from it. If you are successful, your recruiter will keep you in mind for future positions, and is also likely to see you as well as a source of information about individuals who could be good candidates for other openings. The most important thing to keep in mind about working with search firms is that you have an opportunity to develop a working relationship that should last over time. For a comprehensive list of executive job recruiters in your state or industry, check out the JobConcierge free list of top executive recruiters.

Always give the recruiters a chance to do their job and keep your contacts with them to the minimum. It would be appropriate to call then to confirm whether they have received your material, should definitely let them know if your employment status changes. The life of an executive recruiter can be quite hectic and intense, and repeated phone calls from you asking if they’ve found any opening from you can ruin your chances of being seen as a viable candidate. You should expect to hear from them rather you following up all the time.

Sometimes when you apply for job openings on your own, you are informed that search is being handled by an executive recruiter. In that case always remember to ask whether the recruiter is Retainer-Based or Contingency-based firms. If it is being handled by Retained-Based firm follow the suggestions of the company about how to be included in the job application process. If handled by Contingency-based firms, in that case, it would be appropriate to apply directly to the company on your own; particularly if you are able to find someone in your network that can help you get past the initial screening process and get to the interview stage. There’s a lot of job advice out there on the internet. For interview advice or general job advice, check out the JobConcierge Collection of Best Job Search Advice on the Internet.

A good recruiter would have developed a clear understanding about your job specifications, so you must feel free to ask him as many questions; he will also be willing to share it with you. Always advisable to clarify the responsibilities you will have, who you will report to, the salary and benefits, and other information about the company that isn’t accessible on their website. The recruiter is likely to have helped the organization determine salary levels and other job particulars, and would be in a position to help you negotiate the details.

There can be a real conflict between the firms and the hiring company, regarding who should be paid the fees for presenting you if you are hired. This should be safeguarded by avoiding multiple search firms present you the same job openings. Other than executive recruiters, be sure to check out industry niche job boards at the JobConcierge Best Industry Job Boards.

JobConcierge offers automated job search – real people who search 300 job boards and submit applications to take care of your entire online job search. The site is known for its best jobs for 2010

categories: executive job search sites,executive job boards,executive jobs,recruiters,headhunters,job boards,jobs,career

When there is a downturn in the economy and sales start to plummet, one of the first things many businesses start to do is downsize in an effort to curb costs. Since the early 1980’s, this has become a common practice for many businesses. The negative effect on employees is one of devastation. Those who survive downsizing tend to lose morale and trust in management. The psychological effect results in anxiety, paranoia that they are next on the list to be laid off, and an overall unhappy work environment. However, there are measures a business can take to reduce the number of layoffs during bad economic times.

The following are a number of tips a business can implement that can reduce the negative effects of large scale downsizing:

1. Companies can use job recruiting services to hire employees who have the skills to meet the company’s long term vision and goals. This will lessen the chances of having employees who are expendable, and then, a less chance that there will be massive layoffs.

2. If the business has a number of different departments, cross-train your staff so that during difficult economic times, they can be moved around to other departments instead of being laid off.

3. When positions within the company open up, hire from within the company. This will ensure that employees get a chance to stay employed, and if there is a concern about near-future economic instability, management does not have to fill the position that the employee left in order to take the new job. As well, managers should periodically assess their career development skill requirements to identify skills that their employees will need to acquire positions that become available. This will allow employees to acquire skills and education to fill positions that become available.

4. Management can work with human resources consulting to identify which employees are ready to move into management positions. When the employee moves up the corporate ladder, management can leave their previous position vacant.

5. Management can offer employees special incentives to come up with new and innovative products and services to market and sell in order to generate more revenue.

6. Management can implement cost saving strategies. This can include: reducing hours during difficult economic times, working a four day week, and laying off employees for a few weeks to save money, but then bring them back to work. As well, when an employee retires, do not fill the position, ask employees to work a few extra hours volunteering, and offer a leave of absence to some employees until the economy starts to recover.

7. Offer employees shares and stocks in the company in return for taking a pay cut.

8. Offer the employees the opportunity to buy into the company and become part owners.

Although downsizing has shown to be an effective way of cutting costs, most companies prefer not to layoff a large number of employees. Fortunately, with a little creativity and good business management plan, a company can take measures to reduce the negative effects of downsizing on employees, the business, and the staff that survive downsizing.

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Introduction

If you are interested in getting a particular job, you know that salary is going to be one of the things that you look at. If you are interested in getting a promotion to a better job with the same employer that you currently work for, you know that salary is going to be one of the things that you look at. If you are interested in becoming a representative for the union that you currently work for, you know once again that negotiating your salary is easily the best thing that you could learn how to do. In all of these cases, the salary is easily something that you can negotiate to a better level than at the start. Here are some tips to help you do just that.

Set Aside Time

A lot of times there are going to be employers that will not take your request for a raise or a renegotiated salary package seriously unless you demonstrate to them that you are indeed serious about it. Popping into your boss’ office for a few moments, asking the question, getting rejected and then taking off is not taking this process seriously. In order to show that you take it seriously, you need to do a lot more than that.

For starters, you can set aside a large block of time in order to go through those negotiations. Make sure that your employer knows that the time is being set aside for that discussion and also make sure that you have an appointment with them for that amount of time so that they know what is coming up. If you do nothing else but this, at least both parties will understand what is happening before things even start.

Ask Questions

Just because your employer says no to your request does not mean that you should get discouraged and despair of ever getting what you want. If they say no to your request after you have laid it out for them, ask questions politely. Try to find out why they said no and try to find out exactly what it is that is keeping them from granting your request. In most cases, there are some things that you can do in order to improve your status with the company before going back and asking again. There is nothing wrong with working towards a goal, but you really do need to know what that goal is before you actually start working towards it.

Keep Working

The worst thing that you can do as an employee is to get bitter when you don’t get what you want. Instead of playing the bitter person, instead play the person that is a company player. Continue doing your work even after getting the no. Show your employer that you are a serious professional that is only asking for what they think they deserve. These types of unspoken messages do have an impact and you will certainly feel it the next time the issue comes up.