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100's of CallCentre Vacancies have been posted for free on our new jobs board! It is 100% free to post your CallCentre Vacancies at www.callcentresearch.com

The CCS Jobs Board now includes the following features:

For Recruiters

* Recruiters Dashboard
* Flexible and powerful CV search interface
* Search CVs by nationality, gender, job type, salary range, education & experience
* Build your recruitment profile
* Recruiter interaction with Candidates via Private Messaging System
* Automatic job expiry and easy delete
* Candidates can set up alerts to receive jobs periodically via email

For Candidates

* Candidate Dashboard
* Set up periodic Job Alerts
* See which Recruiters have viewed your profile
* Improved advanced vacancy search
* View 100's of current vacancies for free and apply for free
* Upload your CV
* Manage multiple CV's and cover letters
* Job application manager
* Private messaging system

Philippine Government Launches Job Portal - Phil-Jobnet

Another job portal is added to the ever increasing list of job search and online job sites. This time it's from the Department of Labor and Employment that launched their very own Phil-Jobnet portal has reached 108,377 so far, posting a high demand for call-center agents.

“This is a record for the government’s Internet-based job skills matching facility,” said Labor Secretary Rosalinda Baldoz via Inquirer.  She noted that the job postings as of this week surpassed previous levels.

The previous highest vacancy level registered in the system was at 102,930 following Labor Day celebrations four months ago, records from DOLE showed. The Web portal, http://phil-job.net, is maintained by the agency’s Bureau of Local Employment.

Current postings show a high demand for call center agents with 20,026 vacancies while over 4,000 customer service assistants were wanted.  Some 3,600 vacancies are sales clerks were also available.

The portal also showed that the agency’s accredited employers were also looking for 2,997 domestic helpers; 2,386 laborers; 1,937 carpenters; 1,778 general electricians; 1,778 heavy equipment operators; 1,707 factory workers and 1,615 service crew workers, among others.

Job offers for real estate persons, merchandisers, promo salespersons, clerk for government, pipe fitters, production machine operators, staff nurses, street sweepers, cashiers, salesmen, data encoders, general pharmacists, forklift operators and plumbers are also available.

Baldoz also lauded private-sector employers for continuously announcing job vacancies in the government system.

“The Phil-Jobnet is an important tool in our labor market information delivery system. It contributes to our effort of bringing down to the grassroots free and valuable information on jobs available in the market,” she said.

You Can Hunt For Jobs Using Facebook?

Found an article on Silicon Republic that's entitled "Job Hunting Goes Social." Here are some of the highlights from that article where multiple netizens have agreed that online channels have become a valid alternative medium for talent search and job searching. Traditional networking tools are no longer enough. LinkedIn, Facebook and Twitter are now extended personal message boards that express social and professional persona.


Meeting in person still counts

And while social media will never replace your face-to-face meeting, she says it has enhanced that.

Declan Fitzgerald, international recruitment manager, LinkedIn, which itself is now recruiting heavily in Ireland, also argues that social media is swiftly changing the way people are looking for and applying for jobs.

“A lot of people have very quickly realised they can create their own online brand for themselves by creating a LinkedIn profile, having a Twitter feed, or a blog. Then there are those who are more traditionally orientated towards the paper CV. In many ways, the recruitment industry is rebooting and we are beginning to see a whole new variety of innovative recruitment channels.”

LinkedIn now counts more than 400,000 users in Ireland. “It’s growing incredibly quickly in Ireland,” says Fitzgerald. “It’s predominantly IT, sales and marketing-based professionals, which are the quicker adopters, but we’re beginning to see all types of professionals put their profile up there now.”

He says people are actually beginning to apply for jobs now using their LinkedIn profile.

“People are starting to spend time building their network on LinkedIn. From an employer point of view, it’s becoming increasingly important to see who are these people connected to, whether they are truly passionate about this area to the extent they are tweeting about it or if they have a blog.

“If you have a situation where two candidates are very similar, the one with the deeper social footprint is the one employers will go for, because they can see their connections.”

Campbell also agrees that LinkedIn is top dog for job seekers and recruiters. “As a platform, it is built around recruiters finding people. It is a massive CV database.”
Irish social media recruitment

The statistics speak for themselves. Irish Recruiters, a LinkedIn group formed in 2007 by Fitzgerald, carried out a survey last year on social media recruitment in Ireland, and 91pc of recruiters said they use social media to recruit, with 89pc indicating they have hired from LinkedIn.

So how can people who are looking for a job best use sites such as Facebook, Twitter and LinkedIn to their advantage?

Campbell says graduates, for the most part, don’t know if they could find a job through LinkedIn or Facebook.

“For people, Facebook is not about finding a job. It’s about switching off, but it can be used by recruiters and it can be used by jobseekers.”

For jobseekers, Campbell has launched a series of webinars, showcasing what people should be doing on social media.

Jobseekers should start by filling in data – specifically in the employer and education sections – as well as changing privacy settings to allow others to see your Facebook profile so you can be found, he says.

And, of course, as with all social media, you should be careful about what you post and the type of language you use on Facebook when looking for a job, Campbell points out.

“I’ve always followed a policy of whatever I put up on Facebook, or write on a blog, I am always thinking, ‘Am I comfortable that any of my relatives can see this and that any employer or any prospective client can see this data’.”



How to job search using social media

With Facebook, you can also create your own webpage, he says, as is the case with LinkedIn and Twitter.

With LinkedIn, Fitzgerald says jobseekers should create their CV in a paper format and then map that data out onto their LinkedIn profile.

“Put up a photograph and list out, in detail, the bullet points of your responsibilities. Go so far as creating a PowerPoint presentation, giving a portfolio around some aspect of your work. Start quickly connecting. I strongly suggest joining groups within your profession and to start debating in some of the discussions.”

Kennedy, whose recruitment remit is IT professionals for the mid-west, advises people to look at the LinkedIn profile of a company if they are going for an interview with them.

“I believe any IT professional looking for work should have a LinkedIn account, as more and more employers are using it to source top talent. Facebook and Twitter are used by employers as a form of reference, but also they are advertising their jobs on Twitter."

She also anticipates things changing down the line in terms of Skype and webinars. “We're finding that there's a lot more interviews being set up via Skype. It's making the process move quite quickly.”

Getting involved online

And Twitter can also be used to jobseekers’ advantage, says Campbell.

“If you are graduate wishing to get into a particular sector, follow that sector on Twitter and Facebook. On LinkedIn, start engaging with executives in key areas you want to work in, asking incisive questions.

“There’s an onus on people to respond on social media and help people. That’s the part of social media people forget. You have to interact on pages, ask questions and be seen.”

The key, explains Campbell, is to use social media to then take your job search offline.

“It’s when you use social media with a combination of more traditional activities that it really becomes powerful. You can find out that a conference is happening and meet people in your industry and make connections. For employers, it’s really difficult to differentiate graduates, so network. People hire people, not CVs.”

Kennedy’s advice to jobseekers is to continuously look on job boards, check out recruitment websites and make sure they are on LinkedIn. “Call the companies that are hiring and get your details through.”

LinkedIn’s Fitzgerald adds: “We’re in a transition phase where we are moving away from CVs for the first port of call. Savvy technologically-centred professionals are shifting to this new way of building an online profile.”

Should Your Resume Have Two Pages? Or Just One?

I've been asked so many times what would be the ideal length for a resume. This article from Monster.com answers this question nicely by enumerating the pros of each one



Pro: One-Page Resume

“Ideally, your resume should be one page, because recruiters and managers have short attention spans,” says Jennifer Brooks, senior associate director of the MBA Career Management Center at UNC Kenan-Flagler Business School in Chapel Hill, North Carolina. “It’s your ad; it doesn’t have to be comprehensive. If you feel the need to write down everything you’ve done in your entire career, you’re not thinking about the buyer, who just needs to know what’s relevant.”

Her tip for keeping your resume short and easy for the “buyer”: Use a summary statement. “It’s better than a career objective,” she says. “It’s what you want me to know about you in a nutshell. That makes it easy for recruiters to know your focus and your skills.”

Dani Johnson, author of Grooming the Next Generation for Success, agrees. “If you have a long work history, know that most people don’t read what you did 10 years ago,” she explains. “Put the focus on your most recent accomplishments, and if you have skills that repeat from one company or job to the next, state ‘same as above as well as these’ to save room.”

Pro: Two-Page Resume

While everyone agrees shorter is better, it’s a fact that some of us will need longer resumes. If you’ve got a lot of varied experience or a long career, you may well need more space to tell your story.

“Two pages may be OK,” says Paul C. Green, a former hiring manager and the author of Get Hired. But three or more pages is too much. The best way to present your career information is through a chronological resume format with bulleted skills listed below each position.” One exception: Any skills that are relevant to a particular employer or are in demand in today’s workplace, like critical-care nursing, nanotechnology or eliminating environmental hazards, for example. For maximum impact, list these skills in your resume's career summary.

Kim Isaacs, Monster's Resume Expert and director of ResumePower.com in Doylestown, Pennsylvania, says even if you’re going long, stay focused on what’s most relevant to prospective employers. “Let go of information that doesn’t help win job interviews,” she says. That includes positions held long ago, outdated accomplishments, old training and hobbies. She also suggests putting effort in your presentation. “Design is equally as important as resume length and content. A one-page resume that’s crammed with information is less desirable than a well-organized two-page resume that is easy to read and digest.”

Compromise on Resume Length

Like any good argument, there is a middle ground solution, according to Chris Laggini, vice president of HR for DLT Solutions, an IT reseller and service provider in Herndon, Virginia. “Recruiters read for speed," he says. "They are on a minute-long word hunt for certain titles, skills and years of experience. Hiring managers read for detail. So, we recommend that you have both a one-page resume for the recruiter and an in-depth resume format to be shared with the hiring manager. In your short version, make certain to highlight keywords and titles referenced in the ad for the position. In the long version, provide the hiring manager with enough detail for them to get an accurate picture of you, what you are capable of accomplishing and what you want from the career path.”

The Final Word on Resume Format

All our experts agree that the key to writing an effective resume of any length is to choose elements carefully. “A good way to filter your experiences is to survey your network on the needs of employers, and sample business articles for common themes of discontent in the workplace” Green explains. “List 10 ways employers are hurting today [and] describe 10 of your skills that you can deliver to deal with them. Use your resume to convert what you have done in the past to what you can do in the future -- then your phone will ring.”

Winsource Looking for 600 Outbound Call Center Agents

Here's an ad from Winsource solutions
They're looking for 600 outbound call center agents
If you'd like to work in Mandaluyong City, you can contact them from the info in the pic above
Ideally you should have

• 6 months experience or more since they pay premium for agents with more experience
• Preferably with Sales & Credit Card extraction experience
• Excellent English communication and comprehension skills
• Computer literate
• Fresh graduates welcome
  

Top 10 Resume Mistakes

Here's a cool article I found on Monster.com on 10 resume mistakes you should avoid.

1. Typos and Grammatical Errors

Your resume needs to be grammatically perfect. If it isn't, employers will read between the lines and draw not-so-flattering conclusions about you, like: "This person can't write," or "This person obviously doesn't care."

2. Lack of Specifics

Employers need to understand what you've done and accomplished. For example:

A. Worked with employees in a restaurant setting.
B. Recruited, hired, trained and supervised more than 20 employees in a restaurant with $2 million in annual sales.

Both of these phrases could describe the same person, but the details and specifics in example B will more likely grab an employer's attention.

3. Attempting One Size Fits All

Whenever you try to develop a one-size-fits-all resume to send to all employers, you almost always end up with something employers will toss in the recycle bin. Employers want you to write a resume specifically for them. They expect you to clearly show how and why you fit the position in a specific organization.

4. Highlighting Duties Instead of Accomplishments

It's easy to slip into a mode where you simply start listing job duties on your resume. For example:

* Attended group meetings and recorded minutes.

* Worked with children in a day-care setting.

* Updated departmental files.

Employers, however, don't care so much about what you've done as what you've accomplished in your various activities. They're looking for statements more like these:

* Used laptop computer to record weekly meeting minutes and compiled them in a Microsoft Word-based file for future organizational reference.

* Developed three daily activities for preschool-age children and prepared them for a 10-minute holiday program performance.

* Reorganized 10 years worth of unwieldy files, making them easily accessible to department members.

5. Going on Too Long or Cutting Things Too Short

Despite what you may read or hear, there are no real rules governing the length of your resume. Why? Because human beings, who have different preferences and expectations where resumes are concerned, will be reading it.

That doesn't mean you should start sending out five-page resumes, of course. Generally speaking, you usually need to limit yourself to a maximum of two pages. But don't feel you have to use two pages if one will do. Conversely, don't cut the meat out of your resume simply to make it conform to an arbitrary one-page standard.

6. A Bad Objective

Employers do read your resume's objective statement, but too often they plow through vague pufferies like, "Seeking a challenging position that offers professional growth." Give employers something specific and, more importantly, something that focuses on their needs as well as your own. Example: "A challenging entry-level marketing position that allows me to contribute my skills and experience in fund-raising for nonprofits."

7. No Action Verbs

Avoid using phrases like "responsible for." Instead, use action verbs: "Resolved user questions as part of an IT help desk serving 4,000 students and staff."

8. Leaving Off Important Information

You may be tempted, for example, to eliminate mention of the jobs you've taken to earn extra money for school. Typically, however, the soft skills you've gained from these experiences (e.g., work ethic, time management) are more important to employers than you might think.

9. Visually Too Busy

If your resume is wall-to-wall text featuring five different fonts, it will most likely give the employer a headache. So show your resume to several other people before sending it out. Do they find it visually attractive? If what you have is hard on the eyes, revise.

10. Incorrect Contact Information

I once worked with a student whose resume seemed incredibly strong, but he wasn't getting any bites from employers. So one day, I jokingly asked him if the phone number he'd listed on his resume was correct. It wasn't. Once he changed it, he started getting the calls he'd been expecting. Moral of the story: Double-check even the most minute, taken-for-granted details -- sooner rather than later.