beautyJOBshop.com is North America’s exclusive online job source for Salon, Spa and Fashion Jobs.
General Information
Founded: 2012
Service (offered): Job Posting | Resume Posting Job board for Salons | Spas | Fashion Retailers | Fitness | Cosmetics
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So often, job seekers ask me, “What should I wear?” Before you roll your eyes and click away, I’m asking you to give a minute to the relationship between attire and interviewing. You might respond to What should I wear? with “Use common sense,” or “Just exercise good judgment -THE END.” But that’s just it, your common sense and your good judgment in the interview room are someone else’s skin tight club dress with 6” heels or dirty jeans with Chuck Taylors and Grateful Dead tee. Sound ridiculous but it does happen.
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Instagram is a photo sharing tool building community, conversation, and content through photographs in real time.
Like other social media tools, it offers the opportunity to be able to engage, build relationships, and tell a story with prospective customers, candidates, and current employees. Like other photo sharing or pinning tools such as Pinterest and even Fickr, these tools offer the ability to reach an audience purely through pictures and portraits that tell a story by evoking emotions and memories through the power of photography. Read more
At SmartRecruiters, we understand that most hiring systems fail not because of a lack of functionality, but because the user experience is too difficult to pick up easily and start using today. In fact, just to create a job, most hiring systems on the market require significant investments in training and certifications, or worse, user manuals that are often outdated and largely ineffective. When was the last time you read a user manual anyway?
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For many good reasons, more and more companies are hiring interns as an efficient and economical resource for expanding their bandwidth, injecting enthusiasm and as a way of “giving back” to their community. However, it seems many employers are struggling to hire the right intern – the one who will step in with some hustle, an entrepreneurial spirit and a great attitude – and make an immediate impact. After all, how do you know which is the best intern to pick when, by default, they have little or no work experience?
Our advice: focus on the soft skills most in demand at your organization.
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Among all mediums influencing recruitment, we quickly come to “social media technologies.” Not only are these great tools and means for reaching out to people, but also deeply connecting with them. Social Media facilitates the communication on the internet. A company should ask themselves: where are the candidates, which social media platform to use, and what actions/messaging do we craft for each of them?
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Summer Jobs+ partnered with SmartRecruiters. Summer Jobs+ is a call-to-action for businesses, non-profits, and government to provide pathways to employment for low-income and disconnected youth this summer. This is an initiative by the United States Department of Labor. In this partnership, SmartRecruiters empowers organizations to list previously unlisted jobs not only in the Summer Jobs Bank, but also, to free, niche, and commercial job sites.
I woke up this morning to crazy amounts of excitement, engagement, and conversations happening on my favorite social network, Twitter.com. Twitter boasts 340 million tweets per day. Although I’m certain that number is on the rise especially with the way my Twitter feed has blowing up when it comes to the conversations surrounding the 2012 SHRM Annual Conference.
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Big Data could be that next big step in recruiting. “SmartUp: Big Data Recruiting” became a platform to facilitate the discussion between the panelists (Founder of TalentBin, CEO of Bright.com, Founder & CEO of Traackr, and CFO of GoodData), technology professionals, internet enthusiasts, and recruiters.
Check Out the Video!
So your company is building out an internship program and you have been tasked with the process of interviewing candidates and hiring the best ones. Looking at the resumes, the students come from a range of schools, with a range of GPAs, and a range of experience. So how can you gleam enough information in a 45 minute phone call, to decide which students have makings of a future hire and which are going to give you managerial migraines as they get up to speed on the basics?