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Times are changing. Older professionals need to work harder than ever to get ahead. The average person is living longer and healthier thanks to science and medicine. The age of retirement is continuously being pushed forward with no promise of future social security benefits. In our current situation, workers will be making career decisions well past the age of 50.So how can older workers remain relevant and communicate their strengths and skills to recruiters and hiring managers and continue advancing within their careers? If you're feeling like your age is negatively affecting your career, this guide is for you.

>> Times are changing
What are the real reasons why recruiters and employers should focus their attention on branding? Isn't reaching out to candidates and posting jobs across multiple websites enough?In our fast-paced and ever-changing job market these days - not really. We're here to reveal to you not only the top reasons why you should start dedicating time to building your employer brand, but also how to build this brand in a way that engages top talent.

>> Building a better brand
When you hire a new employee for your startup, you're investing in the future of your business. That investment can either pay off with a positive return, slowly fizzle out, or blow up in your face. Every employer hopes for the first option.As a startup, we know that hiring and finding new, dedicated team members is not a walk in the park, which is why we want to share with you all of the steps to take and factors to consider when hiring for your startup.

>> Don't be scared of your first hires!
When your startup is just getting off the ground, you need to make some careful hiring decisions. You probably don't have the resources you need to hire all the employees you'd like to hire. Instead, you have to prioritize. So, where do you start? Who do you hire first? How do you convince great candidates that your startup is the company to work for?If all of these questions seem familiar to you, you're not alone. It's tough to determine how to go about hiring for your brand new company - but we're here to cover everything you need to know about growing a team of hard-working individuals who want to push your company to the next level. Here are some important things to consider...

>> Better Hiring, Better Company!
We are racing to the threshold of what futurist author, lecturer and NYU Abu Dhabi Professor Ted Chu - chief economist of the International Finance Corporation at the World Bank and former chief economist at General Motors and the Abu Dhabi investment Authority - has called a "posthuman economy."A posthuman economy will define an epoch with the potential to be dominated by astoundingly and unimaginably sophisticated robots, A.I. systems, man-machine cyborgs, "transhuman" and "suprahuman" technologies, including GMO creatures and other surprises - all of them "autoplastically"-evolved or "alloplastic" enhancements, competitors or replacements for "traditional" humans.

>> Prepared for the posthuman economy?
A quick scan of job adverts on job boards and careers sites shows that many employers are missing a trick (well, several tricks) when writing their job descriptions. These job descriptions are not that well optimized to attract talent and/or attract the qualified talent.We have no doubt that many of the issues stem from time-pressurized employers just wanting to "get the advert up." The trouble is that studies show that the main reason for bad hires is rushing, according to CareerBuilder, and one thing which suffers during a rushed hire is the initial job description quality – which can put you on the back foot from the beginning.But, even if you are rushed, time pressurized, or not that skilled in job description writing, there are several simple modifications you can make to your job advert to make it more effective.

>> Ready to walk the walk?
Interviews spark fear in 92 percent of the talent pool, and that apprehension could result in poor interview performance, regardless of a candidate's qualifications. Those with great experience and the right skill sets might bomb interviews, and under qualified candidates might ace them, thanks to natural extroversion.How, then, can recruiters help the best candidates shine above the rest when it comes to interviews? There's a lot of talk about interviewing best practices, but what do actual recruiters do? When ensuring that you not only attract the best talent to your company but also mold a great interview experience, use some of these innovative strategies.

>> Ready for a great interview experience?
Some say that the way to conduct one's personal life is to 'go with the flow.' Relax, let yourself be carried by the currents of chance, focus on the ride (not the destination), and don't try to force anything—just 'let it be.' Yet, in the realms of career, business, and management, many of the same and most other people are likely to believe that nothing is accomplished without self-denial, cost-cutting, and clock-watching.

>> Flow at Work
Instead of generalizing about what the Millennial mind "really" is or what it ought to be, or what percentage of Millennials are this or that, or more or less so than others, the goal shall be to explore "conditional explanations" and descriptions of their alleged, disputed or denied traits, attitudes and behaviors.

>> The real Millennials
What will happen if a sophisticated A.I. system (especially an "autonomous" one) interprets its directives and data in such a way that it "perceives" a conflict between human goals and needs, and proceeds to give them relative weights and priorities disastrously at odds with human weightings of these -- e.g., through either a misinterpretation of your command or an unimaginably complex logistical chain triggers a nuclear exchange between two superpowers in order to make a pizza for you?

>> The Future of A.I.
Because "narcissism" means different things to different people and in different domains (e.g., pop-culture and social science research), the term should be used with great caution in informal social contexts, in the media, in HR assessment and employee management, and in scientific research.

>> Millenials, millenials, millenials
Increasingly porous national borders, migrant waves and the ongoing easing of other migration/immigration, employment and social-benefit policy barriers in the E.U. and the U.S. are very worrying to those harboring apprehensions about a global or regional migrant-entry and employment "open border"-induced free-for-all.

>> Open the border?
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