MANAGEMENT JOBS SEARCH & CAREER

A New Tool for Twitter allows you to locate management jobs

The network of microblogging has gathered more than 360,000 of these ads in 30 days. The human resources departments of companies are increasingly turning more frequently to social networks to fill vacancies. In the past 30 days, Twitter has collected more than 360,000 jobs. Now, thanks to a new tool for Twitter, it will be easier to locate the tenders issued by companies in the network of microblogging. Developed jointly by London TweetDeck and the job seeker TwitJobSearch, JobDeck application is a version of TweetDeck able to locate recruiting news that indexes "tweets" with job alerts.

The tool is based on joint action TwitJobSearch and TweetDeck. TwitJobSearch runs the network for jobs and tags associated with the job search categories. This application allows you to organize together with TweetDeck Twitterfeed at the same time integrate with Facebook, MySpace and LinkedIn. "The recruitment has evolved quickly, so improving the tools to manage this process is an essential part of his administration," says Howard Lee, WorkDigital, the company behind TwitJobSearch.

This program seeks to meet the needs of future Local Development management Agents, whose purpose will be to carry out local policies and boosting socio-economic advancement of the social partners in the territory. The mandatory content will provide an overview on the basics of local development and common tools and content. The optional contents offer students the opportunity to specialize in one of the two major fields: Socioeconomic Development and Job Management. The program integrates the perspectives of Economics, Business Organization, Social Psychology, Labour Law, Foundations of Economic Analysis, Sociology and History and Economic Institutions, taught by working professionals and professors of the University.

Search for online Management Jobs

The Network is the fastest and cheapest to find employment. Internet has become the meeting point between business and labor. Saving time and money is the most attractive for both parties, but also the Internet offers flexibility, speed and breadth of supply and information that is not in the street. Without doubt, the online job boards are the fastest and most effective economic-and perhaps offer and demand-employment. The Network, a meeting point for management jobs. In europe there are more than 1,600,000 people are unemployed, according to the latest data from INEM. In this cumbersome task is to find a new job (or first) or recycled to adapt to changing labor market conditions, the Internet provides a great help. Increasingly, the network constitutes the meeting point between businesses and job seekers, to the point that has become largely how to find work. Flexibility, speed and universality that makes available to the user to have emerged as a useful avenue for those who want to leave the unemployment queue.

So much so that in the midst of the crisis that has afflicted and continues to plague the 'dotcom' jobs sites have remained afloat and even have increased, many web sites outside the labor market job boards have been incorporated as a means attract the attention of Internet users. It is estimated that in Spain circulating on the Internet more than five million resumes. Most job sites have a section for businesses, where women have access to the list of applicants for a fee, and one for candidates. This section is usually free access to use the search engine and find special offers, and require registration (usually free) if you want access to more services. Because for the job seeker, the Internet is much more than a tool to look for work. The pages devoted to the labor market typically include many additional services:

* Classification of deals by sector, geographic area, salary, etc.
* Job Search by keywords and other criteria.
* Ability to 'hang' a cover letter and resume, and upgrade both at any time.
* Tips for curriculum development. Help for writing (CV formats and templates), editing and translation.
* Professional advice on cover letters, job interviews, tests, etc.
* Legal consultation on contracts, layoffs, unemployment benefits, etc..
* Sending alerts (new job) by e-mail based on selected criteria.
* News and reports on the labor market as well as information on courses, scholarships, competitions, etc.
* Contact with other candidates through forums.

Where to find the best management jobs

As already mentioned, the interest of the Internet for employment sites is such that a number of upstarts have pointed to pockets of working on their pages, thus offering for the plaintiff is wide and varied. The bet is not free: last year, according to Pew Internet Project, half of U.S. Internet users (52 million people) used the Web to find work. Of course, the user seeking to find work through the network must have access to the Internet and an email address that you consult with a stable frequency.

* Career websites. They are undoubtedly the starting point. Usually have the most extensive databases and is where companies often turn to 'browse' curricula. Monster, with sites in 21 countries, is the industry leader. Your page in Spanish (also accessible from Jobline, portal it bought two years ago) said to have more than one million jobs, which can be accessed through search engines for vacancies in Spain, Europe or worldwide. Like any good job portal offers a number of additional services, such as 'My Monster' (to create resumes, cover letters and sending automatically to the selected companies), editor CV, expert forums, articles on job search and electronic newsletters with appropriate offers to each profile.

Other good alternatives are Infojobs.net, which has the counter resumes 1,360,731, 58,233 and 16,580 vacant jobs (all in Spain) or Infoempleo, portal created in April 2000 by the Circle of Progress, which also offers has a section of guidance (advice and consultations to expert) and a training (masters, courses, grants, online training, etc). But the list is endless (Trabajo.org, bolsadetrabajo.com, trabajos.com, CareerBuilder, OficinaEmpleo, Untrabajo.com ...), thus making it useful to visit sites such as La Linea, ecomur.com, or 5campus Webempleo.org . org bringing together information, links and resources on Internet use. Canal Company offers a comprehensive comparative report. To find work outside of Spain, are also interesting Jobpilot, CareerBuilder, Careersite.com, StepStone, Topjobs or America's Job Bank. And in Latin America Laborum.com, LatPro, Empleate.com or Ltj.com.

* Specialty Sites. An applicant who is clear about the area you want to work must go to specialized sites: Virtually every sector has its employment page, though, being on the Internet, are most abundant job markets and computer technology: Tecnoempleo in Spain or Computerjobs in the U.S. are just two examples. They also highlight the sites for work related to finance, but bids for journalists, doctors, veterinary, etc., Also found your site on the Net. The specialization not only has to do with activity. Thus, bags can be found working for managers, freelance, women, part-time jobs for people without experience.

* Classified Ads. Adverts publications have also made the leap to the Web Anuntis Group, publisher of free newspapers and specialized publications on housing, motor and jobs is an Internet Laboris.net, which is a tool, Infosalary, to "discover your market value. " Segundamano also has a working section on the Internet, complete with the Labour Market website, belonging to the vast network of Trader.com. In the heat of the Network, also born classifieds sites and online yellow pages as maimai.com, Clasificalia (IP Canal) or Qualify with their job markets.

* Newspapers and management magazines. The classified section of newspapers have been transferred, in many cases, the Network in the form of 'channels'. The business newspaper Expansion and the world share the portal Expansion & Empleo, while ABC has created an employment Channel Todotrabajo.com bids and La Vanguardia clasificados.com www.los-linking.

Other sites for management job seach

Another alternative to find employment on the Internet is to visit the websites of the agencies. Some like Randstad offer advice and information to apply for employment for temporary workers, but others work almost like portals, with resources for both companies and applicants. Agettes comprises six major temporary employment; Interempleo, Manpower, Adecco or Temps are other examples of ETTs with an Internet presence. Public employees to get a job 'for life' can visit the INEM, where it is possible to introduce the curriculum in the database of the European Union or information about training courses, types of contract, benefits unemployment statistics, legislation, etc. Last month, INEM launched the initiative Contrat @, for the reporting of new hires over the Internet (in the first month received 8260 new hires), leaving more time for officials to meet job seekers.

It is also helpful to visit the website of the Ministry of Public Administration devoted to public employment, where deals are available, scholarships or competitions. Also, the Citizen's Portal (Administracion.es) has a section to locate calls by organizations or provinces. Almost all work sites have their specific section on public employment and others like Empleopublico.net serve to find deals exclusively in this field. * Companies
Certainly a interesting formula to find work is to go directly to the website of the company in which the applicant is interested. It is rare not to find a link you consult with vacancies and even to send the curriculum. However, it is not strange that these virtual HR departments are entirely fictitious, since companies often do not keep updated and sometimes offers to 'pretend' growth when they are throwing people out the back door.

General websites and search engines for the directories of search engines like Google or Terra are a good source of information on job boards. Furthermore, many portals have created specific sites: Yahoo!, For example, mounted his job portal Hotjobs after purchasing.

Shielding a labor contract, "privilege or reality?

It is common practice in contracts for senior management (golden parachute), but occasionally in ordinary type. Terms of armor or armored contract. They are concepts that, in general, are associated with high business community, and even remind the market galactic football stars. A contract is shielded when in case of dismissal, means certain guarantees and financial compensation for the worker. At present, the economic situation has pushed into the background, but is valid and is not an exclusive remedy and senior executives of multinational companies. Certain special circumstances favoring the other workers also negotiate a contract of this nature. In others, nor even need to feel firm and worker to agree the terms. The reason lies in the Spanish labor law: workers exempted from some special protection that shields them against layoffs and possible retaliation by the company.

In Spain, the golden parachutes became a reality when in 1985 it adopted the General Act of senior management. For this rule governing the relations between the company and the jobs that belong to this range, while regular labor contracts do, inter alia, through the Statute of Workers. In contracts for senior management, according to this decree, the employer is entitled to break the relationship without cause that justifies the termination of contract. It is sufficient that the company claims a mere loss of confidence to carry it out. In that case, the employer is required to communicate its decision in writing and comply with the notice dates, ranging between three and six months. When this occurs, the Act establishes a minimum compensation equivalent to seven days' salary per year of cash. It also stipulates that this amount does not exceed in any case the maximum limit of six months.

In the senior management contracts, the employer has the right to extinguish without valid reason. In the event that the company does not comply with the time of notice or does so in part, the senior executive is entitled to compensation differently. The amount is equivalent to the wages for the duration of the period of notice. But at the same time establishing that the two-party company and senior executive may agree on negotiation, pre-recruitment, conditions of any kind. Therefore, the employment contracts of senior managers set out the "protection clauses" in cases of contract termination by unilateral will of the employer.

The concessions that traditionally have incorporated these contracts are large and diverse. Among the most common, include medical and life insurance, pensions, rent, vehicle delivery, payment of school children ... In some cases, contracts of this nature also involve the participation of the executive in company profits or delivery of packages with stock options of the company. But of them all, the clause star armored labor contracts referred to compensation which is payable in case of dismissal. Depending on the circumstances and negotiating power, the figure varies. Sometimes, it will be similar to the amount that the manager would be forgone. In others, can be above or below that amount.

Legal Protection for management jobs

The protection clauses are lawful and are provided, express, in the special contracts of senior management. It is also possible in ordinary employment contracts agreed, although now traded in special circumstances. It is customary for the worker the Covenant as a precautionary or protection, in positions involving geographical mobility. Some skilled jobs-without top management, which require a change of address to other regions or countries are fertile ground for the worker to try, before signing the contract, negotiate with the company some protection clauses. It is common to offset the potential damage of the transfer is negotiated extra compensation to the possibility of dismissal. This figure is often similar or close to the amount of wages received by him until the end of the contract if he had not finished.

It is customary for the worker protection clauses attempt to agree on posts involving geographical mobility. In addition to these workers, there are others who have special protection to safeguard their dismissals. If the company that hires terminate the contractual relationship, the worker is entitled to appeal this decision because, under current law, violates their fundamental rights. When this happens, a judge of the social states dismissal as null and requires the company to reinstate the worker immediately and paid the wages he has stopped receiving, also called processing. This is provided that the sentence does not declare the source of the employer's decision or whether the dismissal and disciplinary catalogs. If a company fires a pregnant employee, the dismissal is null and must readmit. Under current regulations, workers are shielded itself from dismissal are:

* Mothers who are pregnant, although the company is unaware of the state in which the employee is.
* Workers who enjoy a maternity leave or paternity leave.
* Employees with a contract suspended for adoption and pre-adoptive or permanent foster care of children.
* Workers who have applied for or benefit from a reduced working hours for breastfeeding.
* Staff has benefited from the leave to care for a child or a sick relative.
* Mothers and fathers newly reinstated to his job after completion periods of maternity, paternity, adoption or foster care. There should be no more than nine months elapsed from the date of birth or adoption of a child.
* Workers victims of gender violence with reduced hours or rearrangement of working time.

Internet Job search and career options overseas.

The trend confirms that the Internet sector is and will increasingly be an essential tool in attracting and selecting staff. Europe, for example, spent on online recruitment almost 600 million euros in 2000 and spent over 4,000 million in 2005, according to some studies. And up to 94% of the 500 largest companies in the world (according to Fortune) consulted by ILOG Research, use the Web to recruit a steady increase from 29% in 1998 and 88% in 2001. And is that companies are in the ideal network to expedite the renewal and extension staff in addition to saving time and money to the human resources department. Traditionally, the process since the company detects the need to cover a post until you hire the right candidate is laborious, slow and expensive. After defining the job well, the company must pay for an ad (expensive or too limited in space) which try to attract the attention of a widespread audience. Then you have to wait for the curriculum and all the following work: database creation, analysis and selection of candidates, calls or letters, interviews, etc.

So not surprisingly, says a study by ISE, more than two-thirds of human resource professionals regularly use new technologies to do their jobs and a quarter prefer them to traditional recruiting. According to the Institute itself, the Internet reduces from 90 to eight days the time of recruitment in the company. Internet lowers the costs of selection, about 75% expenditure and 40% the time spent, according to the most accepted half-allows to better structure the search for workers and helps to organize and simplify the receipt of nominations. A computer program combined with the company's Web site, or one in which labor supply is made, is to create a database automatically, with all kinds of fields that have filled the individual concerned. Thus the company can screen the resumes to find the most suitable for the job.

In addition, the search range is wide: each day there are more than 3,000 new resumes on the Web On the one hand, we can better target the target audience, since jobs are viewed by applicants that have been found to conform to profile (and even can be placed in specialized pages), or else, it is possible to extend the search for applicants across the globe without raising costs. The job interview is, ultimately, a work must in most cases, but the number of filters that can be passed to candidates online, limited to the pre-selected at a late stage. Since many companies that have created a section on its Web site ("Work with us") to make the selection of personnel, but jobs sites are most used by the plaintiffs and, therefore, for companies offering Work on the Web