In this 2 part series Bob McIntosh (Career Trainer, Certified Professional Resume Writer (CPRW), and LinkedIn Expert) explains what LinkedIn is and is not, why LinkedIn is essential to the job seeker, how to get the most out of LinkedIn and gives some does and don’ts.
Other episodes in this series:
By Hire Pulse
Employment agencies have become an invaluable asset in the quest to find a job. An 
employment agency will test your skills, look at your experience, and decide if you’d be a good hire for the companies they work for. They make finding a job easier because they provide you with access to otherwise hard to come by job positions. They also help their client companies by managing the hiring process. Their ability to do the screening and hiring for companies has propelled them into the front-line of the recruitment process.
The most common employment agencies in the past were “temp agencies” that hired temporary help for companies, often on a labor hire basis. But these days it’s more common to find a permanent, full-time job using an employment agency.
If you do very well at your employment agency interview, then you’ll have a good chance of being put forward to the employer as their candidate of choice. This will give you a great head start, so treat your employment agency interview like an interview with the employer directly. Before you go, there are some things you should do to prepare. » Read more: Job Search Tips: 5 Great Tips to Help You Wow the Employment Agencies
I read an article by Jeff Dickey-Chasins, The Job Board Doctor, that was directed towards recruiters and owners of job boards. Jeff is a consultant to job boards themselves and provides an eye opener to candidates who often complain about the number of “fake” job postings on the major job boards.
Fake job postings definitely are out there, from my personal experience. Here’s some ideas how to best deal with them.
In my prior life as a recruiter, my offices were required to have a minimum number of jobs posted each week … even if we didn’t have enough current job orders. This requirement was audited as part of our offices’ performance and reported all the way up to the President of the company.
In addition, even if we had job orders, we were required to post additional ads for “typical” jobs that we often filled … even if there wasn’t an immediate need for that specific job. Part of what drove this requirement was my company’s relationship with CareerBuilder. My prior employer was one of CareerBuilder’s largest advertisers and purchased an unlimited advertising package with them. So our corporate office encouraged (insisted on is a better description) fake job ads to drive a pipeline » Read more: Job Search Tips: How To Recognize Fake Job Ads
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