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How you can Write A Successful Internet Job Posting?
The key to a successful Internet work posting is first recognizing that it is not a print classified advertisement.
An Internet job posting is interactive, and needs a good understanding of interactive marketing.
One of the best challenges contractors face when publishing
jobs online, is recognizing they must change their traditional job
posting habits. An online job posting will not do
well if written like a print classified ad. It must be believed more
like an interactive marketing campaign for the whole firm.
The Marketing Department as opposed to the HR Department should write this.
Update the Company Web Site
The company website is rapidly becoming the first stage of contact for most job seekers or prospective
clients. Contractors should upgrade their corporate web site so that it supplies a professional and
interactive presentation of the firm, its goals, key workers,
corporate culture, top achievements, and business philosophy.
In fact , every marketing resource available to
the contractor should be utilized to make the corporate web site the very best it can be.
Although most job boards provide hot links to business web sites, some do not.
Either way, job seekers are likely to independently surf the
Internet in order to locate a contractor's web site, relevant push releases/news, before submitting
their curriculum vitae.
In the fast paced globe of Internet surfing, most job seekers will only take the time to view the top 20 search results.
Making it to the top generally is about keywords. They often make
the difference between a successful job posting and a waste of time.
Contractors should put the right keywords in the right
place so that the right people can find their job postings.
Online job postings are not viewed the way print
classified advertisements are viewed. Online job postings are hidden within databases that contains thousands of records, and they must be called up
for a job seeker to view all of them. This process up may take the form of keyword
selection in a search engine or any type of number
of methods with point and click directories.
It's important for contractors to study the job posting
and key word guidelines of the hosting job board since they will
differ from site in order to site. Many job boards will certainly rank or prioritize job posts within their database by title, a regular membership status,
date, keywords or other less obvious means. Adding keywords properly
assures that a job publishing will find its way to the
top of the job board's search results. Adding key phrases improperly may result in having the job posting deleted by the hosting work board
or simply lost in the volumes of database records that job seekers never find.
While identifying the best keywords for a job posting,
companies should determine which words the job seeker will select in utilizing the job board's search engine - and include all relevant occupational-specific terms (i.
e. Hard Bid Estimator or even value engineering). To cover all the angles, It is a
good idea to use multiple words and phrases or synonyms that may mean exactly the same
thing. For example , if the job location is in a
lesser-known town such as Maitland, Florida
but near a popular city like Orlando, Florida, then Orlando should be added as a key word.
Most job boards require key phrases to be added in a special industry,
in a particular fashion (using quotations, comas, etc . ).
Job posts that do not offer a special field for keywords usually
require the contractor to add keywords to the
Work Description, Job Requirements or some other searchable fields.
When adding key phrases to a Job Description, contractors should write the keywords into complete sentences so
that the content flows as a logical composition.
Make It Believable
Job Postings should be believable and complete when they want to attract the top talent.
Many executive job seekers are interested
in work postings that contain detailed job descriptions and job requirements.
Many need salary and information about the company.
Other people want to know job location. Most job boards claim
that a well-written work posting can achieve
many more qualified programs than a poorly written job publishing.
Fortunately many job boards offer FAQ's and job posting suggestions to help contractors get the most from their job posting.
Some provide statistical evaluation of individual
job postings. These statistics often show the number
of job seeker views and applications posted to each job posting.
Companies can use statistics to evaluate their results and modify the job
posting accordingly. The more details provided
in a work posting the more credible the job as well as the better the fit.
Therefore , more job seekers will respond. Contractors needs to be specific about the scope and kind of work,
the hours, the job targets, the salary and the location. They should also
make sure all fields are usually appropriately filled
in completely. Several boards allow for job postings to be previewed prior
to going live helping companies see the completed job posting
the way job seekers will see it. Many work boards allow for real time editing
throughout the advertisements flight.
In contrast to classified print ads, online job postings usually allow for pages of copy.
Headhunter. net allows for 3 thousand characters in the Job Description and three thousand characters in the Job
Requirements fields - or even about two typewritten pages.
Companies should write clearly and present text in an organized, logical manner.
Job postings should read like a composition and not a print categorized ad.
Sentences can be short however they should always be complete sentences that contains correct spelling,
punctuation, and grammar. The copy should include
natural sentences, with line breaks, so that the job seeker can find relevant information easily
and quickly. Writing in all Caps, using extreme exclamation points,
or adding acronyms and abbreviations will reduce the credibility of the job posting and
possibly result in job deletion by the hosting job
board. Acronyms and abbreviations should also be spelled out since job seekers
usually search by complete terms.
Read Job Posting Guidelines
in order to utilize their assistance. It's important that contractors read
plus understand the terms that relate to job postings and keywords to
get the best results. It is typical for work boards with have high quality control standards to delete
or edit up to 25% of all job posts as being inappropriate.
Most job planks do not allow for listing of emails, URL's, use of
copyrighted material, defamatory remarks, false, inaccurate or misleading details, illegal or unethical content.
Job postings that encourage job seekers to
email for more details, are usually prohibited.
Contractors should immediately follow-up on all qualified applications
that have been submitted. Peter Weddles at weedles. com says, "Speed is everything in hiring top talent. " Within ten days, the top 10% of job seekers are gone.
Once somebody desirable is identified, it's important to work
on that person right away. Today's recruitment
market is highly competitive and the employing
cycle should not allow for any dead time between in-house interviewing
activities and final selection. Contractors should not leave job seekers hanging more than five to seven days without
a scheduled follow-up meeting. Otherwise, they
risk dropping the job seeker entirely. There needs to be top-level management involved with all essential hires.
Involving top management makes job seekers feel
that the hire is a crucial position, and that they have personally already been selected as the "candidate of choice" by the top brass.
Contractors should start closing the deal the moment they know that they want someone
for hire. They should not really let up until an offer is on the table and accepted.
Common Internet Job Posting Fields & Their Objective
Titles should be industry-specific and familiar to
job seekers given that they will use keyword search for positions
based on standard job titles. The Job Name
field is not the field to market the task posting
(like with a classified ad). The Job Title field should be used
primarily to have the job posting found by
job seekers. Adding appropriate keywords, in the appropriate place, is much more important than catchy
job titles that never get seen. However , it is acceptable to add relevant,
occupational-defining adjectives to the basic
Job Title (such as On-site Architectural Project Manager, Conceptual Chief Estimator, Hospital Flooring Project
Engineer, and Experienced Concrete Superintendent).
Work descriptions typically focus on job obligations, duties, scope, achievements and
targets to be accomplished. The clearer the description, the more likely qualified job seekers will
certainly apply. Job descriptions should focus on the job seeker's
needs and not just the positioning. Job descriptions should be written from your job seeker's perspective.
They should also answer the question, "Why would employment seeker want to apply for this job? " Contractors should describe the very best
parts of the job, interesting challenges, future job opportunities, reporting relationships, plus why
the position is available. It's important to sell
the overall career opportunity while not simply describing it.
If a job finder takes the job, what will their lives be like?
Use word pictures and try to communicate desirable images that the job seeker can visualize, compelling him/her to change jobs.
For example: "work within a progressive environment where you can learn more in six months than you may have in the last six years", or "walk into your private office and join a team of enthusiastic professionals who are developing the next great management firm".
If there is not a job-posting field that lists specific
benefits and perks, add them into the job description. Job benefits include things such as flex period, work at home, child care, above average medical advantages, company vehicle, education reimbursement,
country club membership, and other special offerings.
Nevertheless , contractors should recognize that the
Job Description field should not describe the company, the job
requirements, the job location, salary, or even anything else unless
there is no other suitable field in which to post this information. Improper
content (or placing content within the wrong fields) may result
in the task posting being edited or erased.
Most job planks allow for a hot link to the particular contractor's corporate web site.
Many job boards, in addition to offering a very hot link,
will offer a special Company User profile field. Contractors should completely complete this field.
This will add precious content and keywords to the job board's database in order to improve their chances of being found by searching job hunters.
A Company Profile field creates an additional promotional opportunity for the firm and the job position. Use this field to
describe what the company does - addressing key elements like organization size, area, benefits, company goals,
mission, administration style, employee quality of life and what makes
the firm special. Contractors should also consist of information about the qualities desired in most team members.
This field often provides for limitless content and is the least modified by
the hosting job board. Several job boards even allow
for several company profiles that can be individually connected to a respective job posting (allowing recruiters to add information on each particular client,
and contractors the opportunity to market information about their various divisional offices).
It is essential to put get in touch with information on all forms and in all of
appropriate fields. Contractors should make it easy for a job seeker to apply.
Most job seekers prefer email. Some prefer using mail, fax or phone calls just before
sending their confidential resume. It is appropriate to specify a favored contact method, and request
that all applications include the respective Job ID.
By having several contact methods and the get in touch with name (not just a department)
of a real person, a job seeker much more likely to believe the job is valid and apply.
Job Identification (ID)
For job postings, contractors should use a tracking system to provide an unique Job ID
for each job publishing and require that job seekers
guide this ID on applications whether faxed, emailed, or mailed.
This allows contractors to know which site - and specifically which ad -- brought
in the respective application. Information as to where
the best applications originate from will help contractors to
know what job boards have been the most productive sources of talent.
Job Responsibilities are merely the job requirements for the position.
In order to get the best response, contractors should list why the requirements are there.
Examples would be: "A Bachelor of Arts Education is required to help lead Corporate Communications" or "We require seven many years of project management experience for industrial building projects. This position will deal with three Project Managers and 7 Project Engineers".
Make clear the "required" qualifications and the "desired" skills.
Prevent clich's or trite phrases such as "self-motivated", "team player", and "fast-paced" (making
the job posting appear common). Contractors can also use the Job Duties field as
an eliminator of unwanted resumes by making qualifying statements ("Applicants must have a minimum of six consecutive many years with the same general contractor. Otherwise, please do not apply. ").
In order to eliminate many unwanted job seekers, companies can also add qualifying phrases like "background checks are performed within the hiring process" or "personality screening is used in the hiring process".
Many contractors refuse to post income information in job postings.
Income figures make job postings credible, and substantially improve the job hunter response rate.
It is also one of the most broadly searched fields on a job posting.
Job seekers are typically more interested in the salary than any other item in a job description. According to executive recruiter, Get rid of
Groom of CC Group, Incorporation., money is one of the top reasons why individuals leave
their job. Job seekers never want to waste time with a job that could not pay what they require.
Any time a salary figure is lacking, they will assume that the contractor
may be uncomfortable by the level of salary level - or have something to hide.
Phrases such as "Salary is commensurate with experience, N/A, Open, or Depends on experience" never prove effective.
They will actually significantly reduce response rate to a job posting.
An important qualifier, that is often overlooked, is the work status
field. With the international reach of the Internet, more and more foreigners (without valid work visas) are applying to United States job postings.
Contractors can eliminate many foreign applications simply by
stating "applicants must be United States citizens", or "only United States citizens or even those with valid work visas need apply", or "you must have distance to work in the United States to be considered for this position".
Most major work boards require the location field to become completed.
Although many recruiters refuse to determine
job locations (in fear of revealing their clients need for confidentiality), list the job location is one of the main fields that job seekers search.
Job seekers through all over the country/world may see the job publishing.
Without a valid city noted, job hunters must guess the job location. They frequently
will not apply because they think that the particular posting
is in an undesirable location, or even that it's
invalid to serve only as a ploy to collect resumes.
Greatest Places to Post an Internet Job Posting
There are several good choices for contractors who want to post their jobs online.
Nevertheless , the key is to find job boards that to
provide the "right" viewers - as well as a large volume
of "right" viewers. Contractors want their job posting to be
seen by as many relevant viewers as possible. However , although most job boards charge
similar charges for services, their volume of audiences can vary dramatically.
Many contractors will certainly choose to post jobs
online with traditional, well-known, off-line businesses
that have a job board presence online. Nevertheless ,
the online job posting business (such any Internet business) is an unique business that requires an entirely different set of guidelines and business acumen. The off
the internet leaders are rarely the leaders in the online world.
In selecting the right job table, contractors should compare results depending on verifiable industry standards.
One way to make an accurate comparison is through Amazon's Alexa Research, which can be downloaded with Alexa.
com and easily attached to a web browser. Once installed, this tool
will indicate a web site's website visitor traffic (based on a common standard, and measured
against the entire seventeen million plus web-sites currently within the Internet).
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