Candidate Submittal vs Agency Recruitment

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Candidate Submittal is an alternative recruitment process offered by companies whereby the candidate submittal agency provides 'coaching' for the job seeker with respect to his/her job application. With candidate submittal, the job seeker usually sources their own prospective job opportunity ( eg. on Job Boards, Company Websites, Newspapers etc... ). The job seeker then applies for the job through the candidate submittal agency, which is usually run by ex-recruitment professionals or other industry veterans.

The candidate submittal service will often vett, edit or enhance the job seekers application before passing it on to the employer. The service will then act on behalf of the job seeker in the negotiations and would also may help prepare the job seeker for an interview process or other pre-interview engagement. They would also provide any relevant feedback to the job seeker with regards to his/her application.

Once the job seeker is accepted by the employer, the candidate submittal agency then may then refund a portion of the sign-on fee back to the job seeker . Usually in recognition of the fact that the candidate has completed some of the recruitment process themselves by sourcing their own jobs.
Candidate Submittal came about because the standard recruitment model was perceived by some in the recruitment industry as being wasteful and providing poor value to both employers and job seekers .

It was argued by these individuals that the standard recruitment model was never meant to be an extension of a company HR department, nor was it designed to accommodate the market share which it currently holds in the recruitment industry and to become the de facto standard for general mass-recruitment needs. They argued that the recruiter in a standard agency is cast both as a 'career coach' by the job seeker and as an 'industry specialist' by the employer. Whereas in fact the recruiter is ill-suited to fulfill either of these rules.

Candidate Submittal agencies aim to re-cast the role of a recruiter into more of a background setting. Using a candidate submittal service, the client will receive feedback and advice with regards to their application. They will not however be interviewed or matched to a position by the candidate submittal agency.

A candidate submittal service will usually offer a substantial discount over standard agency recruitment. Also, because it aims to compensate job seekers for the time they spend sourcing their own opportunities. It means that job seekers are less inclined to leave this job matching process to a recruiter who may or may not be suitably qualified to determine whether a certain candidate fits a certain position. Also since candidate submittal effectively removes the middle man in the recruitment process ( the recruiter ). It can serve to speed up the process in general and provide more meaningful feedback to the job seeker.

Full employment

In theory, it is possible to abolish cyclical unemployment by increasing the aggregate demand for products and workers. However, eventually the economy hits an "inflation barrier" imposed by the four other (supply-side) kinds of unemployment to the extent that they exist.

Some economists see the inflation barrier as corresponding to the natural rate of unemployment. The "natural" rate of unemployment is defined as the rate of unemployment that exists when the labor market is in equilibrium and there is pressure for neither rising inflation rates nor falling inflation rates. More scientifically, this rate is sometimes referred to as the NAIRU or the Non-Accelerating Inflation Rate of Unemployment

No matter what its name, this means that if the unemployment rate gets "too low," inflation will get worse and worse (accelerate) in the absence of wage and price controls (incomes policies). Others simply see the possibility of inflation rising as the unemployment rate falls. This is the famous Phillips curve.

One of the major problems with the NAIRU theory is that no-one knows exactly what the NAIRU is (while it clearly changes over time). The margin of error can be quite high relative to the actual unemployment rate, making it hard to use the NAIRU in policy-making.

Another, normative, definition of full employment might be called the ideal unemployment rate. It would exclude all types of unemployment that represent forms of inefficiency. This type of "full employment" unemployment would correspond to only frictional unemployment (excluding that part encouraging the McJobs management strategy) and would thus be very low. However, it would be impossible to attain this full-employment target using only demand-side Keynesian stimulus without getting below the NAIRU and suffering from accelerating inflation (absent incomes policies). Training programs aimed at fighting structural unemployment would help here.

To the extent that hidden unemployment exists, it implies that official unemployment statistics provide a poor guide to what unemployment rate coincides with "full employment".

Structural unemployment involves a mismatch between the sufficiently skilled workers looking for jobs and the vacancies available.

Structural unemployment involves a mismatch between the sufficiently skilled workers looking for jobs and the vacancies available. Even though the number of vacancies may be equal to the number of the unemployed, the unemployed workers lack the skills needed for the jobs — or are in the wrong part of the country or world to take the jobs offered. It is a mismatch of skills and opportunities due to the structure of the economy changing. That is, it is very expensive to unite the workers with jobs. One possible example in the rich countries is the present combination of the shortage of nurses with an excess labor supply in Information Technology. Unemployed programmers cannot easily become nurses, because of the need for new specialized training, the willingness to switch into the available jobs, and the legal requirements of such professions.

Structural unemployment is a result of the dynamics of the labor market and the fact that these can never be as flexible as, e.g., financial markets. Workers are "left behind" due to costs of training and moving (e.g., the cost of selling one's house in a depressed local economy), plus inefficiencies in the labor markets, such as discrimination or monopoly power.

Structural unemployment is hard to separate empirically from frictional unemployment, except to say that it lasts longer. As with frictional unemployment, simple demand-side stimulus will not work to easily abolish this type of unemployment.

Structural unemployment may also be encouraged to rise by persistent cyclical unemployment: if an economy suffers from long-lasting low aggregate demand, it means that many of the unemployed become disheartened, while their skills (including job-searching skills) become "rusty" and obsolete. Problems with debt may lead to homelessness and a fall into the vicious circle of poverty. This means that they may not fit the job vacancies that are created when the economy recovers. Some economists see this scenario as occurring under British Prime Minister Margaret Thatcher during the 1970s and 1980s. The implication is that sustained high demand may lower structural unemployment. This theory of persistence in structural unemployment has been referred to as an example of path dependence or "hysteresis."

Much technological unemployment (e.g. due to the replacement of workers by machines) might be counted as structural unemployment. Alternatively, technological unemployment might refer to the way in which steady increases in labor productivity mean that fewer workers are needed to produce the same level of output every year. The fact that aggregate demand can be raised to deal with this problem suggests that this problem is instead one of cyclical unemployment. As indicated by Okun's Law, the demand side must grow sufficiently quickly to absorb not only the growing labor force but also the workers made redundant by increased labor productivity. Otherwise, we see a jobless recovery such as those seen in the United States in both the early 1990s and the early 2000s.

Seasonal unemployment may be seen as a kind of structural unemployment, since it is a type of unemployment that is linked to certain kinds of jobs (construction work, migratory farm work). The most-cited official unemployment measures erase this kind of unemployment from the statistics using "seasonal adjustment" techniques.

Recruit.net

Recruit.net is a trilingual English, Chinese and Japanese international job search engine which finds jobs across Asia including China, Japan, Australia, India and Singapore. It was founded by Maneck Mohan and launched in July 2006. Recruit.net offers job searching facility along with resume upload, job index trend and allows webmaster to include search box and job ticker in their websites.

This refers to unemployment that rises during economic downturns and falls when the economy improves. Keynesians argue that this type of unemployment exists due to inadequate effective aggregate demand. It gets its name because it varies with the business cycle, though it can also be persistent, as during the Great Depression of the 1930s.

Some consider this type of unemployment one type of frictional unemployment in which factors causing the friction are partially caused by some cyclical variables. For example, a surprise decrease in the money supply may shock participants in society.

In this case, the number of unemployed workers exceeds the number of job vacancies, so that if even all open jobs were filled, some workers would remain unemployed. This kind of unemployment coincides with unused industrial capacity (unemployed capital goods). Keynesian economists see it as possibly being solved by government deficit spending or by expansionary monetary policy, which aims to increase non-governmental spending by lowering interest rates.

Classical economics rejects the conception of cyclical unemployment, seeing the attainment of full employment of resources and potential output as the normal state of affairs. However, it accepts the theory to some extent as full employment can never be reache

Applying

One can also go and hand out résumés or Curriculum Vitae to prospective employers. Another recommended method of job hunting is to use cold calling or emailing to companies that one desires to work for and inquire to whether there are any job vacancies.

After finding a desirable job, they would then apply for the job by responding to the advertisement. This may mean emailing or mailing in a hard copy of your résumé to a prospective employer. There is no one correct way to write a résumé but it is generally recommended that it be brief, organized, concise, and targeted to the position being sought. With certain occupations, such as graphic design or writing, portfolios of a job seeker's previous work are essential and are evaluated as much, if not more than the person's résumé. With most other occupations, the résumé should focus on past accomplishments, expressed in terms as concretely as possible (e.g. number of people managed, amount of increased sales or improved customer satisfaction).

Job hunting

Job hunting or job seeking is the act of looking for employment, due to unemployment or discontent with a current position. The immediate goal of job seeking is usually to obtain a job interview with an employer which may lead to getting hired. The job hunter or seeker typically first looks for job vacancies or employment opportunities. Common methods of job hunting are:

using a job search engine
looking through the classifieds in newspapers
using a private or public employment agency or recruiter
finding a job through a friend or an extended business network or personal network
looking on a company's web site for open jobs it's trying to fill

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