As a job seeker the path to finding new employment can be challenging and at times, frustrating. It is important that you do all you can to stand out from other job seekers. Here are some tips to help ensure you get noticed:

Many organizations today have the latest technology and the greatest physical resources. But if those organizations do not have the right people, they will always struggle to achieve the results they desire. Here are some of the most important components of a successful search I've learned over the years as a Recruiting Consultant for rapidly growing organizations across the Washington, DC metropolitan area.

If you are a recruiter or HR professional working for a federal contractor, the recent changes to OFCCP recordkeeping rules have been challenging to keep up with. If you are unsure about the details of these rules, please see our recent blog posts on the subject.

Last month at Recruit DC, I had the opportunity to sit down with Neil Costa of HireClix to discuss the best ways to improve search engine optimization (SEO) in recruiting. SEO, according to Wikipedia, is the process impacting your job opening’s (in this case) visibility in a search engine’s or site’s (such as Indeed.com) “natural” (organic) search results. The better your visibility (earlier in the results), the more clicks your job opening is likely to get. SEO matters and can have impact on the effectiveness of your recruitment advertising and your employment brand. And, most importantly, it doesn't cost much to make improvements.

Did you happen to hear the news story last week about the young man who was applying for a job with Staples via the web and was shocked to have received a questionnaire offering him the opportunity to disclose if he is an individual with a disability? As a Human Resource professional with a background in government contracting compliance I knew exactly why the opportunity to disclose was given to the applicant, and quite frankly I was not at all surprised the applicant was not aware of the new requirements in place for government contractors. But I began to wonder how many of the employees working for government contractors are unaware of these new regulations.

As a government contractor with 50 employees and $50,000 in government contracts, you are required to have an Affirmative Action Plan (AAP). Much of the information that goes into your AAP is collected from your applicants and employee population by providing them with an invitation to voluntarily self-identify.