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Tips on how to Write A Successful Internet Job Posting?
The key to a successful Internet job posting is first recognizing that it is not a print classified
advertisement. An Internet work posting is interactive, and needs a good
understanding of interactive marketing. One of the greatest challenges contractors face when publishing jobs online, is recognizing which they must change their traditional job posting habits.
An online job publishing will not do well if written just like a print classified ad.
It must be thought more like an interactive marketing campaign for the whole firm.
The Marketing Department rather than the HR Department should write this.
Update the Company Web Site
The company web site is rapidly becoming the first stage of contact for
most job seekers or prospective clients. Contractors should up-date their corporate web site so that it supplies a professional and interactive presentation of the firm, its goals, key personnel, corporate culture, top achievements, plus business philosophy.
In fact , every marketing and advertising resource available to the contractor should be utilized to make the corporate web site the best it can be.
Although most job planks provide hot links to organization web
sites, some do not. Either way, job hunters are
likely to independently surf the Internet to be able to locate a contractor's web site, relevant press releases/news, before submitting their continue.
In the fast paced globe of Internet surfing, most job seekers
will only take the time to view the top twenty search results.
Making it to the top usually is about keywords.
They often make the difference between a successful job posting along with a waste of time.
Contractors should place the right keywords in the right place so that the
right people can find their work postings. Online job postings aren't viewed the way print classified ads are viewed.
Online job postings are hidden within databases that contains thousands of records, and they must be known as 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 number of
methods with point and click directories. It's important for companies to study the job posting and key
phrase guidelines of the hosting job table since
they will differ from site to site. Many job boards will rank or prioritize
job posts within their database by title, account status, date,
keywords or various other less obvious means.
Adding keywords properly assures that a job posting will find
its way to the top of the job board's search
results. Adding keywords improperly may result in having the work posting deleted by the hosting job board or simply lost in the amounts of database records that job
seekers never find. While identifying the
best keywords for a job posting, companies should determine which words the task seeker will select in utilizing the job board's search engine - including all relevant occupational-specific terms (i.
e. Hard Bid Estimator or value engineering).
To cover all the facets, It is a good idea to use multiple 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, after that
Orlando should be added as a key phrase. Most job boards require keywords
to be added in a special field, in a particular fashion (using
estimates, comas, etc . ). Job postings that do not offer
a special field for keywords usually require the contractor
to add keywords to the Job Description, Job Requirements or various
other searchable fields. When adding keywords to a Job Description, contractors
need to 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 if
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 want to see salary and information about the company.
Other people want to know job location. Most job boards claim that a well-written job posting can achieve many more qualified applications than a poorly written job posting.
Fortunately many job boards provide FAQ's and job posting recommendations to
help contractors get the most from their work posting.
Some provide statistical evaluation of individual job postings.
These statistics often show the number of work seeker
views and applications submitted to each job posting.
Contractors can use statistics to evaluate their results and modify the job posting
appropriately. 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 ought to be specific about
the scope and kind of work, the hours, the job objectives, the salary and
the location. They need to also make sure all fields are
appropriately filled in completely. A few boards allow for job postings to become
previewed prior to going live helping companies see the completed job posting the way in which job seekers
will see it. Many work boards allow for real time editing throughout
the advertisements flight.
As opposed to classified print ads, online job postings usually allow for
pages of copy. Headhunter. net allows for three thousand characters in the Job Description and three thousand characters
within the Job Requirements fields - or even about two typewritten pages.
Contractors should write clearly and existing text in an organized, logical way.
Job postings should read just like a composition and not a print
classified ad. Sentences can be short but they should always be
complete sentences containing correct spelling, punctuation, and grammar.
The copy should include natural paragraphs, with line breaks, so that the job seeker
can find relevant information easily and quickly. Writing
in all Caps, using too much exclamation points, or adding acronyms and abbreviations will reduce the
credibility of the job posting and potentially result in job deletion by the web hosting job board.
Acronyms and abbreviations should also be spelled out since job hunters usually search by complete phrases.
Read Job Posting Guidelines
It's important that contractors read and 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 postings 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.
Work postings that encourage job seekers in order
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 every thing in hiring top talent. " Within ten days, the top 10%
of job seekers are gone. Once someone desirable is identified,
it's important to behave on that person right away.
Today's recruitment market is highly competitive and the hiring cycle should not
allow for any dead time between in-house interviewing schedules and final selection. Contractors must not
leave job seekers hanging more than 5 to seven days without a scheduled followup meeting.
Otherwise, they risk shedding the job seeker entirely.
There must be top-level management involved with all crucial hires.
Involving top management makes job seekers feel that the hire is a crucial position,
and that they have personally been selected as the "candidate of choice" by the top brass.
Contractors should start closing the deal the moment they
understand that they want someone for hire. They should not really let up until an offer is on the table and accepted.
Common Internet Work Posting Fields & Their Purpose
Titles should be industry-specific and familiar to job seekers simply because they will
use keyword search for positions according to 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 utilized primarily to
have the job posting discovered by job seekers.
Adding appropriate key phrases, 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, Medical center Flooring
Project Engineer, and Veteran Concrete Superintendent).
Job descriptions typically focus on job duties, duties, scope, achievements and goals to be accomplished.
The clearer the particular description, the more likely qualified job seekers may
apply. Job descriptions should focus on the job seeker's needs
and not just the positioning. Job descriptions should
be written through the job seeker's perspective. They should furthermore answer
the question, "Why would employment seeker want to apply for this job? " Contractors should describe the best parts of the job, interesting challenges, upcoming job opportunities, reporting relationships, and why the position is available.
It's important to market the overall career opportunity while not just describing it.
If a job seeker takes the job, what will their life be like?
Use word pictures trying to communicate desirable images that the work seeker can visualize,
compelling him/her to change jobs. For example:
"work in a progressive environment where you can learn more within six months than you may have in the last 6 years", or "walk into your personal office and join a team of enthusiastic professionals who are constructing the next great management firm".
When there is not a job-posting field that listings specific benefits and perks, include them into the job description.
Job benefits include things such as flex period, work
at home, child care, above average medical benefits, company vehicle,
education reimbursement, country club membership, and other special offerings.
Nevertheless , contractors should recognize that the Job Explanation field should not describe the company, the task
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 in the wrong fields) may result in the job posting being edited or removed.
Most job boards allow for a hot link to the particular contractor's corporate web site.
Many job boards, in addition to offering a popular link,
will offer a special Company Profile field.
Contractors should completely fill in this field.
This will add important content and keywords to the job board's database in order to improve their chances of being found by searching job seekers.
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 - handling key elements like organization size, location, benefits, company goals,
mission, administration style, employee quality of life and
what makes the firm special. Contractors should also include information about the qualities desired in all team members.
This field often provides for limitless content and is the least modified by the
hosting job board. Some job boards even allow for several company profiles that can be individually associated with a respective job posting (allowing recruiters to add
information on each particular client, and contractors the opportunity to promote information about
their various divisional offices).
It is essential to put contact information on all forms and in most
appropriate fields. Contractors should make it easy for a job seeker to apply.
Most job hunters prefer email. Some prefer using
mail, fax or phone calls prior to sending their confidential resume.
It really is appropriate to specify a favored contact method, and request that all programs include the respective Job ID.
By having several contact methods and the contact name (not just a department) of the
real person, a job seeker much more likely to believe the job is legitimate
Job Identification (ID)
For job postings, contractors should use a tracking system to provide a distinctive Job ID for each job publishing
and require that job seekers research this ID on applications
whether or not faxed, emailed, or mailed. This enables contractors to know which site - and specifically which ad :
brought in the respective application. Information as
to where the best applications come from will help contractors to know what work boards have
been the most productive sources of skill.
Job Responsibilities are simply the job requirements for the position. In order to get
the best response, contractors should checklist
why the requirements are there. Examples will be: "A Bachelor of Arts Degree is required to help lead Corporate Communications" or "We require seven 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. Avoid 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 Obligations field as an eliminator of undesirable resumes by making qualifying statements ("Applicants must have a minimum of six consecutive years with the same general contractor. Or else, please do not apply. ").
To be able to eliminate many unwanted job seekers, contractors can also add qualifying phrases such as "background checks are performed within the hiring process" or "personality testing is used in the hiring process".
Many contractors refuse to post salary information in job postings.
Salary figures make job postings reputable, and
substantially improve the job hunter response rate.
It is also one of the most widely searched fields on a
job publishing. Job seekers are typically more interested in the income than any other item in a
job description. According to executive recruiter,
Chuck Groom of CC Group, Incorporation., money is one of the top reasons why
individuals leave their job. Job seekers do not
want to waste time with a job that could not pay what they require.
Each time a salary figure is lacking, they are going to assume that the contractor may
be embarrassed by the level of salary level :
or have something to hide. Phrases like "Salary is commensurate with experience, N/A, Open, or Depends on experience" usually
do not 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 achieve of the Internet, more and more foreigners (without valid work visas) are applying to United States job postings.
Contractors may eliminate many foreign applications by simply stating "applicants must be United States citizens", or "only United States citizens or those with valid work visas need apply",
or "you must have measurement to work in the United States to be considered with this position".
Most major work boards require the location field to be completed.
Although many recruiters refuse to identify job locations (in fear of disclosing
their clients need for confidentiality), list the job location is one of the
main fields that job seekers search. Job seekers from all over the country/world may see the job publishing.
Without a valid city noted, job seekers must guess the job location.
They often will not apply because they think that the posting is in an undesirable location, or that it's invalid to serve only as a ploy to
Best Places to Post an Internet Job Publishing
There are several good choices for contractors who would like 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 work posting to be seen by as many relevant viewers as possible.
However , although the majority of job boards charge similar charges for services, their volume of viewers can vary dramatically.
Many contractors will choose to post jobs online along with traditional,
well-known, off-line businesses which 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 at Alexa. com and easily attached with a web
browser. Once installed, it will indicate a web site's guest
traffic (based on a common standard, and measured against
the entire seventeen million plus web-sites currently on the Internet).
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