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Frequently Asked Questions About My Job Referrals

March 1st, 2010

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Frequently Asked Questions

What is MyJobReferrals?

MyJobReferrals.com is an online job referral marketplace that lets companies locate, review, and contact qualified candidates for open positions. This is enabled via targeted notification of qualified candidates about job openings via referrals from people who know them.

For individuals, MyJobReferrals.com enables you to refer qualified candidates for open job positions and get paid if their candidate is either viewed or hired.

How does MyJobReferrals work?

The MyJobReferrals service enables users to leverage their knowledge of people in their network to match wants to needs. The referral activity connects the wants (qualified candidates) to the needs (job openings that need to be filled).

How much does it cost to post a job?

It’s free to post jobs and review the work history of applicants. Job posters pay to obtain an applicant’s contact info if they wish to follow up and contact the individual.

How is MyJobReferrals different from job boards?

  • For Companies: The system provides the ability to inform the target audience of qualified applicants about open positions that need to be filled. The candidates, both passive and active, are made aware of the job opening via personal emails (via the system) from people they know. This helps the company generate a better initial candidate pool for the position.
  • For Referral Candidates: Applications are reviewed by the job poster and they hear back, yes or no, whether they will be pursued as a candidate for the job.
  • For Referral Sources: It’s simple – help find jobs for friends by making them aware of job openings and Get Paid For Who You Know!™

Why are job referrals better than direct applications?

Many traditional tools currently available to hiring sources are not designed to solve the specific problems they face: locating talent. Job Board databases are full of out-of-date or obsolete CVs. Data mining job board databases are highly repetitious and often produces over and over the same job seekers rather than hard-to-find passive candidates. Referral recruiting does not utilize databases; it operates in real-time with live candidates ‘opting in’ to apply for a recommended position. When you receive a referral candidate application, it had to be someone who was referred in the first place, is up-to-date, and the applicant is interested in the job right now.

Can I apply directly for a job posting?

No. Sorry about that. There are many job boards on the internet which allow direct applications for positions. This site is designed for referral candidates to learn and apply for  jobs they otherwise wouldn’t have known about.

Is there a limit to the number of people I can refer for a job?

Currently there is no restriction on the number of referrals one can make, but it’s worth noting that we do take into account the number of referrals that are made and how many are selected for follow-up and successfully contacted. If people you refer do not know you or they aren’t selected to be contacted it could affect your referral reliability ranking within the system.

It’s about quality, not quantity. So please select your referrals carefully, they reflect upon your creditability.

How do I get paid for successful referrals?

Payment is distributed to the referral source via Paypal shortly after the applicant has been successfully contacted by the job poster.

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Related Links:

Notify Me of New Job Postings.
Why Job Boards No Longer Work
An Easy Way to Make Money Referring People You Know For Jobs
Find Jobs For Friends: Ways to Effectively Help People You Know Find Jobs

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MyJobReferrals.com is an online referral system enabling individuals to refer qualified candidates for open positions and receive a finder fee if their candidate is either viewed or hired. © My Job Referrals, LLC

Candidates, Making Referrals

6 Lies We Tell Ourselves About Job Interviews

February 23rd, 2010

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The author of this post is Michael Neece, CEO of InterviewMastery.com

I present frequently to groups large (200+) and small on job interview skills, and I am constantly amazed at the harmful lies people tell themselves about job interviews.

Few will argue about the importance of having a great resume; after all, it is the resume that generates job interviews. But nearly all job seekers minimize the importance of their own job interview skills. Minimizing the importance of interview skills reduces the probability of getting the job offer because it is only through an exceptional job interview performance that you’ll get hired.

During a recession, the average applicant will interview for 17 different opportunities before he/she gets one job offer. When job openings are plentiful and candidates are in high demand, the ratio drops to 6-to-1, meaning it takes only 6 interviews to get an offer during the good times. The lesson here is that without interview skills, you could waste several job opportunities before you get good enough at interviews to get an offer.

Below are six lies (assumptions) we tell ourselves about job interviews:

“I’ll do great on my job interviews because…”

1. I’m Great at My Job.

The skills required to get the job are fundamentally different from the skills required to do a job. If you have ever looked for a job you know this all too well.

2. I’m a Good Communicator

Being a good communicator is a good start, but most of our business communicating is one-on-one or in a setting where you are talking about work. During the job interview, you are often speaking with multiple interviewers and responding to thought-provoking questions about you and your talents. Convincing an interviewer of your abilities is a unique situation in the world of business communications.

3. I’ve Interviewed Hundreds of People

Being an interviewer is different from being interviewed. Just ask anyone who has been interviewed recently. I consult internationally to organizations on interviewer skills. I also present to thousands each year on job interviewing for the job seeker. While the interviewer and the interviewee are in the same room, each is playing a different role that requires different skills to be successful. It’s a bit like dancing. One person leads while the other follows. The skills to lead are very different from the talents needed to follow. When each partner does his/her part, they dance beautifully. When the job applicant has the skills, he/she facilitates a conversation and usually gets the offer.

4. I’ve Had Many Practice Interviews

Learning by trial and error can teach you a few things about effective interviewing, but it wastes a lot of great job opportunities. Besides, practicing the same unproductive job interview ritual will only make you comfortable with ineffective habits that can really hurt your career.

5. Interviewers Have Interviewing Skills

Having traveled internationally to train interviewers, I can state with certainty that over 95% of interviewers are unskilled and have had no training on effective interviewing. That is exactly why interviewers still ask totally irrelevant and bogus questions like, “Tell me about yourself,” and “What are your strengths and weaknesses?” When an interviewers asks you one of these questions, you know they are completely unskilled at interviewing.

6. The Most Qualified, Get Hired Most of the Time

Eleven years as a recruiter taught me one truth about the job market: the most qualified person rarely gets hired. The reason is that who is the most qualified is a matter of interviewer opinions, assumptions, and personal bias. Additionally, a job description is actually a collection of guesses as to what the prerequisites are for a specific job. A job description is a way for the hiring manager to say, “I want to hire someone who has already done, many times, what I want him or her to do for me.”

To secure a great job, either continue lying to yourself and go through 17 interviews to get an offer, or invest the time to learn successful job interviewing and significantly increase your odds of getting a great job sooner.

Common advice is everywhere on the Internet, but this common wisdom will only get common results. If you don’t want to invest any money in yourself, at least make a list of the interview questions you expect and those that you fear. Then ask a former colleague to mock interview you using the questions you listed. Record the mock interview using audio or video. You may be surprised at how you actually sound.Remember, the job interview is the most important moment in your job search and in your career.

While your resume may get you to the interview, it is your job interview skills that will secure the job offer. Preparation and practice make all the difference in your performance because the most qualified person rarely gets the job. The person who has the best interview wins the job offer.

Good luck on your next interview. You’re going to be awesome!

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This post was written by Michael Neece, CEO, InterviewMastery.com.

Click here for more info on Interview Mastery.

Note: The founders of MyJobReferrals have used this product in the past and it does help get you through the interview process. No one at MyJobReferrals was compensated for this endorsement.

Candidates

How To Get Hired At Any Age

February 18th, 2010

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If you’re over 30, no one should be able to guess how old you are by taking a look at your resume. It’s bad for you when a hiring manager mentally thinks of you as old. It doesn’t help you one bit. If you take pride in your wealth of experience, don’t. The hiring manager’s goal is to run a business that makes money. OLD = EXPENSIVE. Why hire an old fart when you can hire someone cheaper and younger? You’re in luck, because there’s is a formula that completely neuters being old. Here’s the secret formula for getting hired at any age…

LIKABLE + HUMBLE + MATURE = HIRE-ABLE. Look below to get in the door and blow them away with your awesomeness..

  • Step 1. You’ve heard this before; don’t put more than 5-10 years of experience on your resume. If you’re stuck on listing everything you’ve done for the last 30 years, get over it. You can compromise if you really, really have to by going up to 15 years back, but that’s really pushing it.
  • Step 2. Take the dates off your education. Also, if your school has changed it’s name, use the new name instead of the old one. I graduated from DeVry Institute of Technology, and the school changed its name to DeVry University, and I list DeVry University on my resume.
  • Step 3. Once you’ve got the interview, be likable, humble, and mature. Smile, give short and concise answers to stupid interview questions, and don’t be ornery. Carry yourself with professionalism, poise, and maturity. Don’t brag about exploits, but rather reference relevant experiences. Your maturity is your best weapon, because most companies rarely find well adjusted applicants at any age. If you execute well, your hiring manager will go from thinking “too expensive or grumpy” to “worth every frikkin’ penny”.
  • Step 4. Stay in the game. Young people struggle to find work to, and you’ll likely need to interview many times before you find a job that’s a good fit. Don’t take rejection personally, because it’s going to happen more often than not

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This post was written by guest blogger Michael Pope, a recruiter from the San Francisco Bay Area. To read more of his insights visit him at the Captain Recruiter Blog.

Candidates

Why Job Boards No Longer Work

February 9th, 2010

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Using job boards can be frustrating. There’s no way to tell whether the results are legitimate (i.e. actually looking to hire) or if your application will ever be viewed by anyone after it is submitted.

The biggest problem with Job Boards is the integrity of the data shown on the job board. (Or more accurately, the lack thereof). Positions are often posted and left up on the boards indefinitely regardless of whether the position is filled or not. This causes a lot of ‘Red Herring” posts where it appears a company is looking for applicants, but there are no openings actually available or looking to hire.

Another major reason for never hearing back is that position is not really open and the recruiting department is simply collecting resumes to find out who is out there. This is similar to the prior issue but is slightly more devious as these postings are put up without any intent of ever hiring someone. The objective is to merely collect resumes and store them for later when they might be needed. This practice is borderline unethical and does nothing to build the brand or create goodwill among potential applicants.

Lastly, applications come to a dead end because the job poster is inefficient and lacks good processes and discipline in dealing with candidate flow. Many online applications are routed to an email account or inbox where they are never reviewed. Job posters may have every intention of reviewing incoming applications, but do not.

All this leads to loss of faith in the system and eventually people stop using it.

What is needed? – An environment where the noise is cut down and all parties understand the message and abide by those rules.

MyJobReferrals works to eliminate the games by focusing on a few simple things:

  1. The job poster views your application – It’s ironic that this should need to be listed, but it’s assumed by many to occur when it doesn’t always happen. (And assuming only makes an *ss out of you and me). On this site we track each application and note if the job poster doesn’t review the application. If too many applications are not reviewed, the job posting account is closed, its existing job posts are removed, and they are not allowed to post again. We think of it as enforcing common courtesy.
  2. The job poster is looking to hire NOW. Again, it somewhat sad that this needs to be listed, but we give the job poster a week to review each applicant to determine whether they are going to pursue the candidate or not. This is designed to keep the process moving along to the point where the hiring source contacts the applicant. Since the job poster can only contact the applicant if they pay to do so, harvesting or collecting of resumes is not a realistic option.
  3. Applicants will hear back from the job poster. Job posters on this site agree to review applications within a week of submission and let the applicants know (Either way: Yes or No) whether they’re going to be considered for the position. The answer might not always be what is hoped for but at least someone took the time to view the application and took the time to let you know you’re in or to provide closure.

Simply put, job boards are past their prime. The job board was designed to simply regurgitate whatever job listings it has that match the user’s search parameters. Technology and user acceptance/expectations have evolved to the point where better options have become available. MyJobReferrals.com is the future of hiring.

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MyJobReferrals.com is an online referral system enabling individuals to refer qualified candidates for open positions and receive a finder fee if their candidate is either viewed or hired. © My Job Referrals, LLC

Industry News, Making Referrals

Don’t Tell Recruiters About Your Other Interviews

October 26th, 2009

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When a recruiter asks you who else your interviewing with, don’t tell them. It does you absolutely no good whatsoever, except perhaps when they are offering to match or beat another company’s employment offer.

Let’s say Company A figures out you’re interviewing other places, which should be kind of obvious anyway. Telling Company A who else you are interviewing with is a really, really bad idea. First, Company A is unlikely to encourage you to go work for Company B because it’s good for you. Company A wants free information to use as leverage over you. If they know you’ve got another interview, they can pressure you into accepting an offer early, cancel your interview process all together in favor of another candidate, or anything else that would benefit them and not you.

If you are dealing with a third party recruiter, telling that recruiter who else you are interviewing with will also never help you. The recruiter can take the information, market their staffing services to companies you’re already interviewing at, and then worsen your chances of actually getting by increasing the size of the applicant pool. I know, because I’ve done it.

In 2008, a job seeker I was trying to recruit told me about a different company he had an offer from. I used the information he gave me and talked him out of working for the other company. In the end I didn’t feel bad for being a recruiter and doing my job, but he didn’t benefit from me winning and the other company losing. The other company was actually a better fit for him, but I still was able to retain him.

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This post was written by guest blogger Michael Pope, a recruiter from the San Francisco Bay Area. To read more of his insights visit him at the Captain Recruiter Blog.

Candidates, Referral Recruiting

MyJobReferrals.com presenting at SnapSummit ‘09

October 12th, 2009

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We’re getting ready to roll out a new feature (which we’ll discuss shortly) which has been taking up a good chunk of time. But we’re also presenting at the 2009 SnapSummit here in San Francsico at the end of the month.

News Releases

MyJobReferrals.com is presenting at this month’s SF New Tech meeting.

September 3rd, 2009

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Just a short post today: MyJobReferrals.com will be presenting at SF New Tech on Sept 16th. Stop by and say hi if you’re in the area!

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MyJobReferrals.com is an online candidate sourcing system enabling individuals to refer qualified candidates for open positions and receive a finder fee if their candidate is hired. © My Job Referrals, LLC

News Releases

Job Referrals with a Twist – Expanding the Employee Referral Program to Everyone on the Internet

August 31st, 2009

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SAN FRANCISCO, CA – (PRBuzz) – MyJobReferrals.com is proud to introduce a new online referral program which enables people to help friends find jobs by referring qualified candidates for openings posted on the site.

There is no requirement to be a recruiter or have any recruiting experience to utilize or benefit from this referral service. An individual who notifies a good candidate about the open position will receive a placement reward if they are hired.

Matthew Franzen, the Founder of MyJobReferrals.com states: “We believe that an individual’s knowledge of their friends and of when they are looking for a job has value. Our idea is simple: MyJobReferrals.com is an online referral program that removes the limitation of where one can refer a friend or colleague for a job.

With that in mind, MyJobReferrals.com was designed to put all involved parties in a position to succeed. Individuals using the site can notify people they know about jobs openings via referrals and collect a placement award if they’re hired. Recruiters with hard-to-fill positions can identify and place candidates that they would have had a hard time sourcing via traditional means. Candidates are made aware of career opportunities that they most likely would have never heard about and get to start a new job if hired.

It’s a relationship where everyone benefits from using the referral service.”

Submitting job referrals to people you know via this service is free. Referral awards range from $1,000 to $7,000 per successful placement.

To view the current placement awards and see how easy it is to refer a friend visit MyJobReferrals.com.

About the Company: MyJobReferrals.com is an online candidate sourcing system enabling individuals to refer qualified candidates for open positions and receive a placement award if their candidate is hired.

www.MyJobReferrals.com

twitter: @myjobreferrals

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News Releases

Find Jobs for Friends – Ways to Effectively Help People You Know Find Jobs

August 24th, 2009

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At one time or another, we all know of someone who is looking for a job. But in the past it was difficult to help them because there wasn’t an easy way to let them know about open positions.

But with the rise of social networking that is all changing. While the online employment world will always include job posting boards such as Monster and CareerBuilder the industry is also expanding into more personal niches to find the required talent to fill their open positions. This means that people will be able to get more involved in helping their friends in the job search process.

The first challenge of any job search is the task of making qualified people aware of actual jobs that are looking to hire. It’s not as easy as it sounds.

For example: When looking to change jobs a few years ago I searched the online job boards every week for months until finally finding a job that was a perfect fit with my skill set. Incredibly, it was just four blocks away from where I lived at the time. Unfortunately, the position had been open for months and the company had just hired someone.

It’s pretty clear that the traditional online approach of searching the job boards doesn’t work very well if a qualified person searching for a job could live four blocks away from a position that had been open for months and not know about it.

It’s time to use a new approach on the internet and help people find jobs by connecting what you know (people looking for jobs) to needs (positions that need to be sourced and filled). Search for ‘Paid Job Referrals’ online and visit the sites that can help you find a job for friends.

And there’s no better time than now. Consider the facts: Since 2001 the number of Internet users worldwide has more than quadrupled, e-commerce and internet banking is commonplace, and online services are starting to expand into the mobile space. Millions of potential applicants post their work history on networking sites and use automated resume posting services to apply for jobs. People are comfortable using the Internet to find what they need and are willing to use the services that provide value to them.

So if you know someone looking for a job here are a few ways to help them find one:

-        Talk with friends or family and inquire if the companies they work at are looking to hire.

-        Search online for “Paid Job Referrals” and visit the new generation of sites that allow you to refer your friends for positions.

-        Visit your company’s internal website to see if they have an active referral award program.

-        Contact recruiters you have worked with in the past to see if they have positions available. Ask them if they know any recruiters who work with candidates in your friend’s field of work.

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MyJobReferrals.com is an online job referral system enabling individuals to refer qualified candidates for open positions and receive a finder fee if the referral is hired. Get Paid For Who You Know! © 2009 My Job Referrals, LLC

twitter: @MyJobReferrals

Making Referrals

MyJobReferrals.com reviewed by KillerStartups.com

August 17th, 2009

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KillerStartups.com reviewed MyJobReferrals.com,  check out what they have to say:

“Those looking for a job can always lean on the Internet for support and direction. And a new site (MyJobReferrals.com) stands as one of the most appealing services I have seen recently, if only because of the twist it adds. Basically, it is a web application that rewards you for linking qualified candidates to open positions. As the team behind it puts it “Think of it as a Craigslist to find jobs for your friends”.

Whenever a “good” candidate that you reported is hired, you (as the referrer) receive a placement reward. This service can be used by anybody – you don’t need to be a recruiter in order to benefit from it, just being someone who wants to lend a hand is enough.

I think we will all agree this is a fresh take on something which usually revolves around the very same procedures time after time. Drop by the site in order to learn more, and see if you can spot something for someone you know.”

Read the full review here.

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