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Malaysia 1st | Social Recruiting Network

As Malaysia's 1st social recruiting network, Jobtact makes it possible to bridge employers and individuals through talent
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What People Are Sharing?

Elise

Comments 0 View 1

HR Excellence Awards 2014
HR Excellence Awards 2014 is looming nearer. Excited! Today is already 2 September 2014 and judging for the HR Excellence Awards will end on 15 September 2014. Let's do the countdown to the most distinctive event and that will be 13 days for the judging to end and 57 days for the winner to be announced. More updates every week on HR Excellence Awards 2014.

Elise

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HR Excellence Awards 2014..........another three more judges in the judging panel

Elise

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HR Excellence Awards............2014
Year in and year out, HR Excellence Awards has been the talk of many HR practitioners who are hoping that their company can win this distinctive award. This year Jobtact is honoured to be the sponsor together with other partners and sponsors Mercer, Active Network and Freeflow production for this distinctive event. At present HR Excellence Awards entry has come to an end on 25th August 2014. Regretfully to all the HR Practitioners who did not participate, we will see you again battling for the same award in year 2015. To the participants, judging is in the process and the WINNER of HR Excellence Awards................ wait for the judges to conclude their judging and if you want to know more, be there at Hilton Kuala Lumpur Hotel on 29th October 2014. See you there at this most exciting event for all HR Practitioners. From all of us at Jobtact

Elise

Comments 0 View 11

HR Networking................4 keys pitfalls to avoid

Elise

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IRB on the hunt at exit points for Tax Evaders

Elise

Comments 0 View 19

Offer our Deepest condolences to family and friends of MH17

Chee Fei Chung

Comments 1 View 105

What Employers Hate About Job Seekers
Recruiting an employee is arduous for an employer as recruiting eats up hours of staff time and energy. From planning the employee recruitment to interviews and the selection of a superior employee, current employees invest time and energy to select the right employee. A well-prepared, qualified job seeker can increase their likelihood of landing the job by avoiding these job seeker behaviors employers hate. Employers magnify their chances of hiring a superior employee, when they avoid job seekers who exhibit these ten fatal errors, what employers hate about job seekers – or ought to. 1. Job seekers apply indiscriminately for jobs that don’t match their skills and experience. Employers are spammed by unqualified and marginally qualified people who apply for each posted job. Yet, reviewing every resume, hoping for a gem, the interesting applicant who doesn’t quite fit the hiring profile, is critical to find superior employees. So, the employer is stuck evaluating them all; and this means - they are all gone - in 30 seconds. 2. Job seekers don't follow instructions about how to apply for the job. If the job seeker fails to follow instructions, their application may never reach the people with the power to hire. Failure to answer questions about salary requirements, for example, may relegate their application to the “no” pile. Worse? A job application that fails to follow directions is not considered a valid application and need not receive consideration for the position. Employers must evaluate whether the job seeker’s behavior will be acceptable in their workplace. 3. Job seekers present their credentials unprofessionally. Their resume and cover letters contain typos, grammatical errors, incomplete thoughts, portions copied and pasted from prior applications to different employers, and details not requested for the current job. Recently, a governmental employer added the caveat that applications mailed in stationery belonging to the current employer would not be considered. The same applies to emailed applications from the current employer’s address. 4. Job seekers lie on their resume or bolster their credentials by blurring details or leaving out pertinent facts. In a recent SHRM study, 64% of HR professionals did not extend a job offer to a potential employee because their background reference check showed inaccurate dates of previous employment. Lies that are purposeful or lies that omit facts and blur details will haunt a job seeker. Commonly, employers consider lying on application materials grounds for dismissal – even years after the employee was hired. Employers should dig deeply to check the accuracy of applicant credentials such as claimed degrees. 5. Job seekers are unprepared to fill out the job application during their scheduled interview. This makes the job seeker seem unprepared. It holds up the employer’s background checking process if the job seeker is a viable candidate. Companies often use the application as a literacy screen so taking the application home is not an option. In any case, employers can take no action until they have a completed, signed application that gives permission for reference checks. Plus, the job seeker’s signature attests to the veracity of the information they provide. Especially if you asked the applicant to arrive early to fill out the application – and most employers do – this lack of preparation is unacceptable. 6. Job seekers fail to research the company. In one recent interview for a software development company, the job seeker hadn’t visited the company website or become familiar with the products. How can a job seeker tell an employer how well he or she will fit the job and the company when the applicant didn’t even visit the website? In fact, how can the job seeker even apply? This is hardly the face to present to a potential employer. And, it speaks volumes for potential job performance. Or, it should. 7. Job seekers try to get to hiring managers in an effort to circumvent the hiring process. Read number two above. Then, ignore this advice provided by supposedly informed career professionals. Applications sent to hiring managers end up on HR’s desk. The note says, “I don’t know this applicant.” Or, the note says, “I can’t vouch for this person, but someone I know recommended him.” Rest assured, if a current employee is enthused about a candidate, the “right” people know. And, the job seeker doesn’t risk pissing off HR staff who move qualified applicants on through the review process. 8. Job seekers that “bug” hiring managers and HR staff quickly wear out their welcome. HR has a name for candidates whose calls, emails, and visits interrupt work and steal time and attention from overworked staff. They call them “stalkers.” These job seekers gain no points with the hiring decision makers – and this ought to be the consequence of such behavior. Get my drift? 9. Job seekers indulge in unprofessional interview behavior. Why would any serious job candidate blow their chances so badly when their foot is already in the door? Job searchers arrive late; dress improperly, reek of cologne, and sport dirty finger nails. They are unprepared to answer predictable questions. They chew gum, take calls on cell phones, and forget items they need in their cars. One interviewee asked the employer the name of the company where he was interviewing; he said he forgot to read the sign on his way in. Another asked an interviewer if she wanted to see his belly scar to verify a boat accident was the reason for his unemployment. Smart employers notice and make appropriate hiring decisions. 10. Job seekers fail to practice common courtesy. They arrive late, fail to follow instructions, bombard employers with emails and calls, and talk down to lower level employees. Employers should consider courtesies such as thank you letters when making a hiring decision. Candidate behaviors do reappear in the workplace. Source: http://humanresources.about.com/od/selectemployees/a/employers_hate.htm

Elise

Comments 0 View 39

Malaysia's Employers of choice..........are you the one...

Elise

Comments 0 View 26

Strangest interview questions.........

Grace Pang

Recruitment Manager Comments 0 View 25

Can you train happiness? It might just be your biggest sales conversion asset yet!
“Good Morning…. Sunshine!” Yep, just 3 simple words greeted me at the order-taking intercom at Starbucks drive-thru yesterday morning. What followed was the most pleasant experience I’ve had interacting with a service based company in a long time. Every single “note” was pure Red Thread Client Service! The thing about interactions is that they usually involve emotion, good or bad. Emotions or feelings “stamp” that experience. The stronger the emotion the more we remember it and tell others. Experiences that have no emotion invoked we forget. So we either want to make them good ones and certainly not bad ones. This experience also set the tone for the entire day for me and for many others. I watched two cars in front of me, curiously wondering what the heck was going on. The lady’s face, two cars up, lit up with a smile, laughter and effusive energy in the side-view mirror. Then the car in front of me….same reaction. The anticipation of wondering what was so fantastic was brewing inside me. Why in the heck would interacting with an intercom elicit happiness? The order conversation after the spunky “Good Morning Sunshine” was followed by a closing upbeat and energetic “wonderful”, instead of the typical thank you. All of it fun and delightful. It was all a STANDout™ experience. When I drove up to the window, smiling from ear to ear, the cute girl waiting to take my money was all smiles as well. I exclaimed “whose the voice behind the intercom?” She replied, “Oh yeah, Chase is amazing and it’s contagious. We are all happy in here!” About 6 people inside the window service area turned around and smiled and pointed at Chase who was busy taking another order. When finished I told Chase he should be training all service people! He’s a linchpin and we can all use them in our business. I’m sure his positive energy made him enjoy his job more, his fellow employees enjoyed their jobs more, and the customers for sure enjoyed their day more. Did it really take something special for Chase to be this way? Special training? Special skills? No, of course not. It costs nothing to be happy. It costs nothing to train others and ourselves to value happiness and kindness over other rules and protocol in the business. It does seem to be the hardest thing for us to all seem to be able to do….to set aside our personal issues, our bad day, our gripes, our hardships, to remember what’s the easiest and cheapest way to create a Red Thread Experience. However it made the biggest difference in how I viewed this brand and how I view most brands. Of course, Starbucks needed to have great overall branding, an amazing product, and an inviting store, for me to pay $2.50-$6 for a drink. What keeps me coming is the service which is normally above average. What do other businesses do that need to charge a high ticket service or product fee? I now have a new “feeling” that arises when I think of getting a coffee at Starbucks. But, it’s not one that I have to think about. It is subconscious. Subconcsious decisions that we make on what we buy, where we go, what we do, what we spend and who we trust are based on an accumulation of experiences with that company. There are lots of companies that make good tasting drinks, have good enough branding, and perfectly suitable furnishings/store decor. Why we are devoted to Starbucks is because they create a Red Thread Client Culture™. They are like “Cheers” where most everyone knows your name, if you visit fairly often enough. That’s important! It’s an up level move that separates the Starbucks from the Dunkin Donuts. I wouldn’t expect to have that sort of experience at DD, honestly, but hey…they could at least try. It comes back to that “gut reaction”. I’ve heard it said that a brand is the gut reaction someone has when they think of your brand. Those gut reactions aren’t just something they perceive but learned experiences based on emotions they felt as they experienced your company. All tucked away and stored in the subconscious for the next time they decide they want or need say …another cup of joe….who will they pick? How does this apply to your sales conversion? What parts of your business can you automate and what parts need training, more training, and yet more training until they become part of your Red Thread Client Culture™? Source link: http://www.tonyadavidson.com/blog/2014/08/12/can-train-happiness-might-just-biggest-sales-conversion-asset-yet/