Job Description Job Title: Hr Assistant (Full Time) Responsible To: Hr Recruitment A: Fill & Download for Free

Because the recruiting company is some third world country outsourcing firm employing a third world country recruiter who is offering a $30/hr 6 month contract job in the bay area (one of the most expensive places) when I already have a permanent secure job making much more than that in a much lower cost of living area.That and I clearly don't meet the dozen or so requirements for the shitty job.The reason they need a recruiter is pretty obvious. The pay sucks. The benefits are even worse and they have unrealistic expectations.You should really see some of these e-mails. It's quite clear they are just spamming messages out hoping to get a hit. Maybe I'll post some…EDIT: Letter below…Hi Oscar,I came across your resume and wanted to reach out to you concerning a Research Assistant opportunity that I think you would be a great fit for. The position is for a client based in Santa Clara, CA. If this sounds like something you would be interested in, you can quickly apply by clicking here. If you have any questions, feel free to reach out to me. I look forward to hearing from you.Job Title: Research AssistantJob Location: Santa Clara, California, 95054Duration: 6+ MonthsJob Responsibilities:Candidates must be CLS certified or have experience working with whole blood.Designs and conducts experiments, summarizes data, interprets results and draws conclusions. Candidate should be bench-orientated and have working experience in healthcare and/or research laboratories.Candidate must be able to read/follow test protocols and execute them verbatim.B.S. degree in Chemistry, Biochemistry, life sciences or equivalent is required.Skip the application process with OneClickApply or view the full job description by clicking LearnMoreThanks & Regards,| Recruiter |Mind you once upon a time. That job might be appropriate for me. Since then I've changed careers. Apparently my 10 year old resume is posted on some website somewhere.Here's another one. This one is pretty typical:Greetings Oscar,I represent X Consulting Inc., a leading IT staffing organization. I am part of a team responsible for servicing a major client of ours that is a world leader in IT services.Position:: Mechanical EngineerLocation:: San Jose, CALong Term ContractsJob Description-Soldering AssemblyThermal TestingWorking closely with the engineering teams to design test matrices and schedule resources/hardware/software. Preparing necessary software, hardware and samples for testing. Reworking PCB s and soldering when necessaryIf you are qualified, available, interested and planning to make a change, or know of a friend who might have the required qualifications and interest, you can contact me on desk: XXX XXX XXXX even if we have spoken recently about a different position. If you do respond via e-mail please include the Best time to call and phone number so I can reach you.Thank you,RecruiterThat one was pretty typical. I doubt the person even looked at my resume. I'm not a mechanical engineer and I don't even think a degree is necessary for whatever job duties they have.

Elizabeth, your question is so timely and cogent, I am puzzled there is not more interest. The two other replies I am seeing as I keyboard my “two cents worth”, provide adult and professional inputs worth your time.My reasons for responding are:Resumes have no power to “hurt” your career opportunities. Only you can cause that.The fact that you are paying full attention to your future indicated by your excellent question, says to me, “you get it”. You understand that just because you have a job, there is no reason to believe the job is “permanent”.You are girding your loins by making sure you have “bench strength>. That you are constantly open for new and even better opportunities.What you may want to consider is making a monetary investment in you by not “going it alone”. By carefully interviewing professional career coaches or trainers to ensure your self-marketing documents elevate you every time. Like an MD, “do no harm”.Failing getting professional help, consider this, many professionals score better paying and more challenging jobs without using a resume digital or hard copy. In other words, if you elevate your profile, no matter what job you have, you will more likely experience being recruited (pursued).Puzzled by the idea of online profile? If so, consider, for-free, exploring the following platform privately and confidentially. It is THE CAREERBLAST ONLINE ID CALCULATOR ™ - CareerBlastIf the results are not what you hoped or anticipated, take action(s) now to elevate you online ID causing you to be more easily found (recruited).Next, back to your resume concern(s). Promise you will never send out a bevy of generic, one-size-fits-all resumes or CVs. In other words customize every single publication of your document to the prospective reader or readers.Here’s some other considerations to chew on. Most professional recruiters (that does not always mean HR personnel) prefer to see only the past 10 employment years (approximately), not a litany of every full and part time job you have ever held in your 17 or 18 plus years of your life. Further, it’s not a good idea to use a job application format for your requested resume. Never.Sooo if by “many years” you state in your query, you mean, it’s possible you do not have to portray your earlier employment with the same firm you are talking about here. Leave it out.Here’s a twist. If that is not possible AND you see you staying in the same career discipline (industry), combine the old and the new job under the same employer heading. Warning: If you can not amplify/upgrade your new job title so it does not look like you took a pay cut and lesser responsibilities, fix that. In other words, don’t be a slave to the job titles imposed on you the first time and the present time. Be honest and marketing oriented at the same time. I am thinking your current job description must contain new and important duties not found in your first job with them, correct? Make it clear, the current company profile is bigger and better than the “old days” of your first employment with them. This kind of thinking and assistance is what you may get if you invest in you, your most precious asset.Think strategic with nifty tactics. There are 100s or more non-resume job tools at your disposal. Many of them, free. Your competitors are sitting in their jammies at or in front of an electronic device sending out 100s of bland and generic resumes via crowded, so-called job boards. Want to stand out in the crowd, avoid the crowd, h/t Hugh MacLeod.Ideally you get the idea from my above rant. Take charge of your future, by taking positive action to cause you to be of interest to future employers, who see in you a positive person possessing many solutions to other firm’s problems.Further think this. You are a successful and happy person with a career plan. You have the time and resources to consider other opportunities. You are in no rush. Translation: You are interesting and capable, but you don’t come cheap.

9 Best Ways To Control the Employee Attrition-Important TipsBest ways to control Employee Attrition – Managing things at work / Recruiting potential employees / Motivating the employees are the common things that are carried out in the Company. No matter how big and strong the company is there are a lot of problems that companies face from time to time.One of the major problems that every company face irrespective of the work sector is Employee Attrition. Proper strategies and ideas are required to control the growing employee attrition rate.Income is more than just a job to a large number of people. It is a vital part of oneself. Hence, a transition of any sort in the career is the most unsettling experiences in life. The cost of employee attrition is extremely high as a lot of effort, time and energy are invested in getting the employee on board, integration and assimilation with the values, culture, and nuances of the company. In simple words, it could be a minimum of 3 times the cost of annual compensation.Regardless of such a high-cost HR Professional continue to behave as an imperative department like any other department. The role of HR is not just personnel administration or police. Yet the expectation from HR is to play the role of a strategic business partner as the success of companies depend on the human capital and leverage of their potential.9 Tips to deal with the employee attritionBy following some simple and straightforward policies one can control the attrition in their organization. Retention tools are as follows:#1 – Offer equitable and modest salariesFair compensation single-handedly will not guarantee the loyalty of the employee, but offering wages below market makes it more likely that the employee would look for a job at some other place. As per the research, if the incomes lag behind more than 10 per cent at similar jobs in other companies across town, the employee is more likely to bolt. To maintain the workers, conduct reviews of the salaries regularly for all the job titles that you offer- experienced staff, entry-level staff and supervisor level staff. Compare the salary of your department with reliable averages that are statistical. If there are substantial differences, the company needs to consider making adjustments to assure to stay in line with the marketplace.#2 – Note that benefits are imperative as wellEven if benefits are not the primary reason for the employee to stick with the company, the benefits offered by you cannot be marked worse than the one offered by your competitors.#3 – Train your front-line managers, supervisors, and administratorsIt is very much known that people leave or stay because of their bosses and not because of the company. A good manager-employee relationship is crucial for the satisfaction and retention of the worker. Ensure that the managers in your organization are not driving away from the technologists. Provide them with the necessary training that is required to develop people management skills and good supervisory.#4 – Define the responsibilities and roles clearlyMake a formal job description for each position or title in your department. Ensure that your employee is aware of what is expected from them daily, what type of decisions they are allowed to make by themselves and to whom they need to report.#5 – Offer opportunities for adequate advancementTo promote the loyalty of the employee implement a career ladder and ensure that employees are aware of what they need to do to earn promotion. To identify the strong point and weakness of the workforces conduct performance reviews regularly. Assist them in improving the areas that will lead them to seek advancement in their job. A proper professional development plan provides the employee with a reason to stick around.#6 – Provide retention bonuses instead of sign-on bonusesThe longevity of the worker is typically awarded a raise annually and added vacation time after the period of the three, five or ten years. Nevertheless, why not offer other seniority-based rewards such as paid membership in the professional association of the employee after a year, full reimbursement for the uniforms and membership to a local gym. Retention packages can be designed to raise the salaries of the technologists who turn into credentials in additional specialized areas, take on more responsibilities or obtain additional education. Technologists are encouraged to skip from job to job due to sign-on bonuses while retention packages offer reasons to stay.#7 – Make someone responsible for the retentionMeasure the turnover rate of the company and hold someone accountable for reducing it. In several workplaces, no one is held responsible when employees leave, so nothing is done to encourage holding.#8 – Conduct a survey about employee satisfactionYou won’t be able to understand what is going right or wrong in the organization unless you ask about it. To check the functioning of the company conduct an anonymous survey related to the satisfaction of the employee regularly. Ask the employee what they want less of and what they want more of.#9 – Adopt an environment of teamworkTo build an effective team a lot of efforts needs to be taken. However, the result is greater productivity, improved customer service, better utilization of resources and increased morale.