The Impact on the Market After Financial Success in Recruitment Industry Was Written

Many years ago, when I was writing the manual Financial Success in Recruitment Industry, I never realized the tremendous impact it would have onthe industry and me.

Many people have bought the manual – Financial Success in Recruitment Industry,even though it is priced highat $89.00, and that price will be increased very soon. Even so, there are still many buyers out there who want to make a difference in their lives by learning from the Guru.

The manual – Financial Success in Recruitment Industry has become an icon of who I am and what I am.

The manual caused me to become known as “The Recruitment Guru.”

The manual inspired me to develop and create the training program“Recruitment Apprentice,” which not only teaches some of the secret strategies of C-Marketing, it actually enhances C-Marketing to a level I have never seen before.

In 2006, using C-Marketing alone allowed me to close 10-15 cases per month by myself. In 2010, after implementing the Recruitment Apprentice Training Program, I was ableto expand C-Marketing, which allowed any user to close 50-75 cases per month, a rate thathad never been heard of before.

What makes C-Marketing so successful in this training program is that it actually builds on existing work and maximizes its resources in order to actually close more cases using the same or even fewer resources.

When I taught the concept of C-Marketing to the recruitment apprentice class, the response was awesome! Many participants could not believe what they had seen because the method is so shrewd and cunning that one trick alone is equal to the efforts of five to ten consultants!

To date, however, the number of people who use C-Marketing is still very low because most who have learned the concept did not follow through and got caught in the “X3 Trap”,something that I taught about in “Email Marketing Magic.” The “X3 Trap” is very deadly; many people know about it and talk about it, but still fall into it.

Even so, there are still a good handful of people who have already used C-Marketing aggressively and are laughing their way to the bank…

The moral of this article is this: Sometimes, you will not know the outcome of your action or decision, and fear itself will very likely stop you from taking the GIANT step you have wanted to take. The answer is to take the step anyway--what do you really have to lose? If the reward is going to be far much more than the risk, by all means, take the BOLD step and go for it. It will be too late 20 years from nowto look back and tell yourself: I should have done it 20 years ago….

Take the GIANT step – Step out of your comfort zone, go for it!

I wish you success in every journey on which you embark.

Dougles Chan –  Check his recruitment website at dougleschan.com

Change in employees recruitment methods due to Social media

Looking for a job! These days’ Social media websites helps you with not just finding long lost friends but in getting a job as well. It is interesting to observe the way in which recruiters have exploited these “social” networks to reach out to a wider audience, the way job-seekers have responded to the growing phenomena and most importantly how the job market has evolved in the midst of this trend.

Online recruitment industry dates back to 1994 when Jeff Taylor founded monster.com employing through the social media is a relatively new phenomena but it is picking up really fast. In March 2012 Research Now conducted a study on behalf on of Jobscience, a Talent Relationship Management company. ‘Social media sites are changing the way businesses look for talent;’ they found out based on a survey of over 150 HR executives, directors, managers etc. They believe that social media will help them reach better qualified candidates. Thirty-six percent of these officials were sure to increase the usage of social media towards recruiting, in the year 2012, as compared to 2011. Although this survey was undertaken in the United States of America, we can be more than sure that a similar situation is present in other developed as well as developing countries with increasing penetration of technology.

Employing companies are building organized efforts towards creating their positive image on the social network. They are engaging with the cohort so that by the time there is a job opening, the candidates are at least familiar with the basic features of the company. LinkedIn, a social network created with a focus on professional engagement; is the leading platform for this purpose today. 86 percent respondents of the Research Now survey believe so. On the other hand, potential employees are also using these channels to gather information about prospective openings, relevant people, company profile etc. In a way this is helping them to ‘be in the loop.’ This method is improving inclusion by bringing in candidates who might not otherwise have access to this information. It is also facilitating symmetry of information. Facebook is currently in the second leading position in this space with 51 percent respondents giving this response and the newly-developed Google+ secures the third position with mere 26 percent.

A third and very important player in this are the online recruiting companies. All the leading global as well as Indian portals are making social networks their primary target towards reaching out to the candidates on behalf of recruiting companies. Facebook or LinkedIn presence and reach are becoming their key marketing attributes.

The time has come when an ‘unemployed’ and ‘jobless’ person can spend any amount of time on Facebook. For those accusing him of wasting time, he might just say that ‘I am looking for a job there!’

In the long term; and must I say that in this speedily evolving world of World Wide Web long-term could just be a year or two, we can hope that this interaction through the social media will also maximize the quality of the job-employee matching. And who knows, by then the analytics scientists might also build tools to evaluate a prospective candidate through their social media presence!

An article written by Dougles Chan - Recruitment Business Guru for Staffing Agencies