It is no secret that we tend to think of computers when talking about looking for a job online. A standard internet search on your computer will turn up a number of career search websites. Did you also know that you can use your smart phone as well? You can! Whether you have an iPhone, Windows phone, or Android phone, you can use this device to job search. On your phone’s marketplace, you’ll find a number of job search app designed to get the job done.

Since a search on your phone’s marketplace will return a number of job search apps, which one should you install? Here are a few features to look for:

Job Search Apps: Free

As you know, you’ll find thousands of applications available for download on your marketplace. If you have an Android phone, you’ll use the Android Market and so forth. These apps vary in price. Let’s take games for example. Many are free to install, some are 99 cents, and others cost as much as $5. You will find the same price variances with job finders.

Why spend money if you do not have to? That is why you are encouraged to checkout free job apps first. Since you spend no money, give the app a try. If it doesn’t meet your wants and needs, simply uninstall it from your phone!

Job Search Apps: Multiple Sites Searched

Another variance you’ll commonly find with job programs is the websites searched. Some apps will search one job site and one job site only. Other apps will search multiple career sites at once. You want to be able to search multiple websites at once. You want one search to produce jobs from CareerBuilder, Monster, Indeed, Simply Hired, Dice, Craigslist, and so forth.

The ability to search multiple job sites at once is important. Companies use a wide range of job posting services and websites. If you limit your search to only one or two, you miss out on valuable job opportunities and this can hinder your chances of landing a job.

Job Search Apps: Search Filters

Being able to search multiple job sites at once is advised because it will give you the upper-hand, but a good application will have additional features for you to take advantage of. For example, you should have options when it comes to searching for jobs. You should be able to key in your zip code or city and state. It is best to choose a search radius, as this enables you to determine how far you want to drive to work each day. If a search radius is not offered, you should at least be able to arrange jobs in order of distance from your zip code.

Additional features you should look for include the ability to forward jobs onto yourself via email; ideal for applying for jobs with a computer generated resume, the ability to sort jobs based on preferences, the ability to remove jobs from your list, and so forth.

Job Search Apps: Resumes

It is rare to find a job search app for smart phones that enables you to apply via an uploaded resume. That is why being able to email a job listing to yourself is advised. Most apps will direct you to the job ad and you may be able to apply for the job using the online job application, but you will have to type this document on your phone.

A number of apps have separate resume databases that attach to another app available for download on the marketplace. For example, EXAMPLE A may have a Job Search App #1 and in that app you have the ability to upload or type up a short resume. The app you are loading this resume into is a job search app, but EXAMPLE A also has a Resume Finder on the marketplace. Your resume will likely be added to this Resume Finder’s database.

In order to better understand the unpublished job market, let’s take a minute to review first the more traditional published job market in order to better understand the difference between both.

The published job marketplace is where we usually go for available published opportunities, you know, the newspapers ads, Job Banks, Staffing or recruiting agencies postings and Job Fairs.

But did you know that the published jobs only represent about 30% of all available jobs at any given time? Some experts in the field even claims that this job marketplace represents only about 10% of all available jobs.

So the logical question is, where are the rest of the available jobs?

The Unpublished Job Market

The unpublished job market, also known as the hidden jobs market, is where job openings are filled without being advertised, or at least, not in the way we are used to as will see in a moment.

The unpublished job marketplace represents about 70% of available jobs at any given time. But there’s more; 85% of the six-figure salary positions are filled via this unpublished jobs market. That means that the executive job listing we see in high end publications such as The Wall Street Journal, Barron’s or The Financial Times, to name a few, only represents around 15% of the six-figure salary positions available.

Then the question is why this hidden market exists in the first place?

Why there is not just one place we can go and find all available jobs in the market?

To help ourselves answer these questions, let’s take a quick look at the mechanics of both employment markets.

How the Published Job Market Works

In the case of the more traditional job marketplace, we perform our search on the available job listings to determine what positions we want to pursuit. Then we send our resume to either, the employer, placement agency or headhunter, depending on who post the listing.

Once your resume is received, the recruitment team does the initial screening of the received resumes. The surviving resumes are then sent to the hiring manager to review and the actual interview process begins.

First, HR or the hiring agency do a first round of interviews to see if the candidate fits into the corporate culture and to validate the resume information. Then the hiring manager interviews the screened candidates to select the most suitable one. Once the interviews are performed and the best candidate selected, the job offer process begins.

If the hiring company is performing the process, the HR team will present the offer the HR team will present the offer. In the case of a head hunter, it will serve kind of an intermediary between the hiring company and the candidate, making sure the candidate receives a good offers as its commission if usually a percentage of the final salary.

How the Unpublished Job Market Works

In the case of the hidden jobs marketplace, the process is kind of more streamlined and or even more discrete.

The job fulfillment process on this market is more company driven, sometimes using external resources, but in rather a different way than in the traditional job market. On this market, job referrals are more common as companies looking for good candidates ask business partners, suppliers, contacts in other companies or even their own employees for referrals.

Some companies even have employee referral programs; after all, who better than the employee to know if the referred candidate fits the corporate culture as he or she lives it every day. In one Fortune 500 company I used to work for, the employee referral program actually paid a cash incentive for every referred candidate that got employed and completed their first three months on the job.

When you compare how both markets works, you might be thinking that the unpublished job market is not as easy or convenient as responding to published jobs ads. But when you look at the number of possibilities available, definitively the hidden job market is something that you should consider as part of your overall job hunting strategy.

The 21st Century job search marketplace is constantly shifting. So are job-seekers. And so are the rules for how you can land a great employment opportunity.

In fact, today there are two
marketplaces. One is the old-fashioned traditional marketplace of resumes, classified ads, website postings, agencies and recruiters, interviews and rejection letters.

The other is the hot fast-track job search marketplace of career partners, contact banks, automated interviews, professional introductions, interactive dialogs, on-the-spot employment creation and savvy negotiations.

Let me show you what I mean.

In a traditional job search, you start by putting together a resume. Your resume follows a prescribed format that includes an objective statement and your job history in a reverse chronological order. You add educational and personal data.

You take a look in the Sunday paper and comb through job openings and you check out some online job sites. You send out a few resumes and/or post them on some popular websites.

Maybe you approach a couple agencies or recruiters. If all goes well you get called in for an interview, maybe two, maybe none. The procedure is pretty straightforward.

The job you’re applying for is clear-cut, too. The interviewer knows what’s desirable in a candidate. At the interview you dress well, behave pleasantly, do your best to answer the questions.

If there is a match between your background and the employer’s needs you may advance to the next level in the decision-making process. Maybe you’re called back, maybe not. If not, you may get a “thanks-but-no-thanks” letter. But, then, there’s always the hope for another interview somewhere.

That was then. The dynamics of the 21st Century have changed everything.

OK. You can still find classified openings in the newspaper. There are still lots of agencies and recruiters at work, as well. But the marketplace has shifted dramatically.

Expectations of both employers and job-seekers have moved in decidedly new directions. For example, employers expect job-seekers to know and understand corporate goals. They want prospects to demonstrate how they can contribute.

On the other hand, job opportunities are being created on the spot and the candidate can be part of the creation process. Above-average deals are the products of above average negotiations where “dollars” is only one part of the total package.

Most importantly, if you want to excel, if you want a superior job with more money, if you want to select your next job rather than settle for it, you must understand and embrace the dynamics of today’s job marketplace.

The online marketplace in many ways is similar to the offline marketplace. One of the similarities is the business structure. You can have your own business or you would be working for someone else. In both cases you would be enjoying something which most people in the offline marketplace do not enjoy, which is working at home.

The disadvantage of the marketplace is that it is not usually easy to be working for someone else and at the same time having your own offline business. Yet in the online marketplace you can have any combination:

1- Have a job working at home and being an employee in the offline marketplace

2- Have a job working at home and have your own offline business

3- Have a job working at home and have your own online business

4- Have several jobs working at home

5- Have several online businesses

Therefore, it is obvious that the online business has a much flexible nature.

Let us look now at the preference between finding jobs working at home for someone else or having your own online business. Actually in many cases it is a path decision, and I think people are divided into two types regarding the path chosen.

The first type starts the search by trying to find a job online. In many cases they do not get lucky finding something that works or even that is legitimate. Therefore, they might think that finding jobs working at home will not deliver the kind of income they are expecting or even dreaming of; accordingly they might switch their thinking into trying to find a way to build their own business online.

This same type can get lucky and through their hunt for a job online, they find some good opportunities. Yet after they get well established, they start looking for other opportunities either in the form of other jobs working at home or through venturing into establishing their own home based business.

The second type starts looking for home based business opportunities to establish their own business online. If they do not find what they are looking for they might start looking for something more stable and that is looking for jobs working at home.

As you can realize we do not think that there is a type who is successful with having a home based online business and still looking for jobs online. Therefore, jobs working at home are either a first step towards establishing a business online, or step back after failing in establishing a home based business online.

This article is written for those who are starting their hunt for jobs working at home and they are bombarded with different spam messages regarding establishing a home business or getting an online job. This article aims at putting those two different types in perspective for those who are just starting their search.

Far too many times in the last few years because of the crummy economy, professionals are devaluing their self-worth in the job marketplace. We as a society need to put a value on our own lives in the business world and start driving the price of employees up instead of down.

This theory is not only goes for solo-entrepreneur’s on the internet and off, but the common job seeker who has just found themselves laid off from a job, re-entering the job marketplace, or trying desperately to move on from their current position. I worked for a company once that lost their contract. It was awarded to another vendor and the employees in my office scrambled to move on before being laid off.

The one thing that distressed me was the inability to determine one’s self-worth in the business marketplace. What irks me the most in corporate America is when people take a pay cut when they really deserve a raise. Why on earth would you work at a position for 3-10 years, gain all that experience and then let someone tell you that your worth is less than what you are currently making or valued at the same amount?

It’s inexcusable to let someone dictate your value in our society regardless of what the economy is doing, what your friends tell you should be making, or what an HR person says your job title is worth! Do you want to know why? Every time you take a pay cut you are not only undermining your ability to survive and your family’s ability, but you are telling the HR person and the economy they are right. Do you have any clue what that does to the job market? That not only makes the rich richer (the big bad business owner), but it also now tells the rest of the job pushers that your job is now only worth this much money. That means everyone else who is qualified for that position in a different state and a different city has now been told their job is only worth this much.

So for example, Project Coordinator Jane in ABC city USA has made 60K a year as a high level project coordinator on at IT project for the last 3 years. She has gained invaluable skills and could probably do the job of a project manager now and run circles around them. Unfortunately she has also gotten burned out on her job and she has heard rumors that they are eliminating her department.

She has now applied for a better coordinator position at company Awesome. They have everything she wants in a position and are even going to give her more duties such as managing a small staff. Guess what? They know she needs a job so they offer her 55K a year to this awesome new job and explain that’s what everyone else in the industry is now offering. Jane takes it without even negotiating and she is happy to have a job. But she has a twinge of depression creep in because she feels that she should have and could have been making more but tries to rationalize her thoughts stating she was going to be out of a job soon so she should be grateful for anything at this point.

This is where the downward spiral starts. Jane in turn has started a ripple effect by not even negotiating herself worth even though she deserves more. But now she feels a bit of anxiety every time she goes to work at her new awesome job because she knows she should have asked for more money. This is a common problem not only in the corporate world but online as well. Because Joe Shmoe in India can live on and will take 4 dollars an hour, Joe Brilliant in the good ole USA feels he needs to lower his prices as well.

If the entire workforce would stand up for themselves and tell corporate America they are worth more, and that they will not being doing the job of 3 people instead of just 1, I believe our job force would be much happier and work more productively. You have to value yourself everyday in life and business much higher than what you would expect. In turn others will value you as well in turn affording you better opportunities, more money, and a better lifestyle. The moral of the story is, if you have to fake it do, ask for what you are worth, know where you are going in life whether it be in corporate America or as a solo-entrepreneur. Never settle for less than you are worth!

Freelance marketplaces are designed to cover many problems of outsourcing which sooner or later are faced by all business people who need to delegate certain activities to offshore teams. Where should you look for contractors? Which one should you choose? Which skills do you demand to get the job done? How can you carry out the hire and the project transparently? The answer may come from a freelance marketplace, such as Elance, Guru, or oDesk.

But why freelance marketplaces, when there are lots of more accessible options?

• You may Google for software companies and look at the top results; but the highest search results will show the best SEO level, not necessarily the best expertise in your field. You’ll also lose lots of time jumping from link to link, from website to website – not the best way of comparing companies.

• You may visit specialized developers’ events, exhibitions, and conferences, and look for a contractor there. The benefits are the eye-to-eye contact and direct conversations. But the downside is costs: no one can guarantee you a perfect contractor at the very first conference you attend.

• Social networks, forums, blogs – close to googling, but again, it’s more about checking the company that appeals to you, than to search one by one.

• References – do you have fellows who had the experience of working with a company they would gladly recommend? Very good, but what if you don’t have such fellows?

• Freelance marketplaces. Here we are with the most universal solution. Lots of players gathered in one place. The simplest way is posting your job and waiting until contractors find you. Or – you can start checking the rankings to find the company you need in the most convenient way.

Let’s take a look at the Elance stats provided by their website: they are arguably the most popular marketplace with more than 1.7 million clients and 3.5 million contractors. The quantity of posted jobs reached the 3.5 million mark in 2013. Even your niche has a pretty huge competition; but anyway it’s more efficient than googling for a contractor.

The Bad Can Be Overcome

The drawback of these marketplaces is that there are many freelancers who are relatively novice in their subject area; or they are there just for an additional source of income – so to say, a lower overall level of professionalism. If you need a ‘serious’ team for your middle or large project, or if you simply want to hire someone from the top, it will be a matter of thorough search. However, it’s inevitable wherever you’d be looking for your contractor.

Top players of these marketplaces really stand out, so you may start with checking the rankings from the top.

The Good May Determine Your Choice

The main good trait – it’s affordable because of the competition. Outsourcing earns its living by being affordable. The rest is quality delivered in time – and it isn’t impossible to find these among the sea of contractors.

There are many other time-saving and convenient goodies provided by such marketplaces – some of them may prove crucial for you when making a choice. Let’s take a look at some of them provided by Elance.

• First, if we talk about IT and software development, the aforementioned ranking list of over 47.5 thousand contractors. You may save time by checking the leaders, their professional expertise, clients’ feedback, and other information. The ranking list is based on a point system and updated weekly by Elance.

The results are influenced by: delivering high-quality work on time and budget, level of client satisfaction, lasting client relationships, and performance indicators, which depend on the category of services.

• Time-tracking software counts the time spent by contractor on the project and takes screenshots of the work in progress. They are taken at random time (once per about several minutes) and delivered to the client. You can view the work process in real time, in order to provide the team with your comments. Rather convenient and transparent for both sides – you are confident paying for documented hours and contractors are guaranteed payment for hours worked.

• Freelance marketplaces take their share for providing the platform (usually 10%). They don’t want to lose earnings, and they provide secure and efficient means of payment (which are also highlighted as a protection from any kinds of financial fraud). As for Elance, the system that’s used is called Escrow. After the project is divided into milestones, the funds are placed into Escrow. Again, it’s risk-proof for both sides – the payment will be conducted only after the completion and acceptance of the agreed amounts of work.

• Client feedback is an extremely important part of each contractor’s profile. Once posted, it cannot be deleted or altered. This work history is provided by Elance members and is based on legitimate experience only – the work that clients and contractors did together on Elance. The rating is set by clients for each job done, and comprises the following indicators: quality, responsiveness, professionalism, subject matter expertise, adherence to schedule and cost.

• Many other benefits of working at such marketplaces usually show in the process of work. For example, Elance provides education and training resources, tips and best practices for both clients and contractors – all the links are conveniently stored on the dedicated page. Or the Referral Program, which allows Elance members to bring friends to the marketplace as new clients – thus earning money and Connects (you may also get acquainted with it in detail on the website).

• Each marketplace needs to ensure the security and openness, thus membership requires providing and updating true, accurate and complete information about each member: legal name, contact information, portfolio, etc. Individual accounts cannot be shared between users; team members cannot share or transfer log-in credentials; accounts cannot be transferred or sold to other users. There are also means of reporting infringements and suchlike.

Job Portals in India displayed an exponential growth in the first decade of this millennium. In many ways this coincided with the strong growth of the economy, at least till 2009-10. Naukri, JobsAhead (subsequently bought by Monster to start India operations), TimesJobs and Shine have been at the forefront in making online recruitment the preferred means of hiring.

The last few years have of course seen the emergence of new competition in the form of LinkedIn, which now has above 24 million registered users in India. Alternate channels of hiring such as employee referrals, recruitment consultants, walk-in interviews have also accounted for a bulk of the recruitment.

For the masses, such as those working in field, customer service, back-office, etc. adoption of job portals has been relatively limited. Lower penetration of Internet and the ineffectiveness of Curriculum Vitae as hiring tools for such roles had hitherto accounted for the limited success of job portals in this segment.

Yet, it would be safe to predict that version 2.0 of Jobs Marketplaces is likely to be bigger and even more exciting than what has been witnessed in the last 15 years. In the next 10 years India will welcome the largest number of youth to the workforce globally. The addition to the Indian workforce in the formal sector is likely to be nearly 100 million. Surely therefore, employment marketplaces are poised for a new phase of growth and innovation.

Current Trends

Increased competition for talent at all levels, soaring attrition rates and changing skill requirements for employability are driving innovation in hiring.

Mass recruitment in organizations was earlier addressed through employee referrals, walk-ins and local recruitment agencies. There is an effort to include these job seekers more effectively on online employment marketplaces, as hiring for these segments will continue to see the most action.

Emergence of various niche businesses, offering valued added services, across the HR & recruitment value chain. For instance, skill assessment companies, credentials verification entities and Recruitment Process Outsourcing or RPO.

Social media and digital media are bringing about the biggest changes in how we communicate. Data analytics and Big Data on the other hand are dramatically changing business intelligence. It is, therefore, only natural that Employment Marketplaces which relate to work (and hence are so central to our lives), are being dramatically altered by social media, digital marketing and data analytics.

Key Challenges

The mass recruitment segment poses a whole set of new challenges. The traditional “classified” approach of online job portals is not optimal for these job seekers. Many of them are not comfortable making a CV and even when they are, employers are much more keen on evaluating job seekers for these roles on soft skills and preferences, which are difficult to obtain from a regular CV. Employers are looking for solutions which help them filter and select “suitable” and “interested” candidates for the interview process.

As the National Employment Survey points out, several of these job seekers are not in a position to signal their presence to employers. Hence a “reach-out” mechanism is needed to find these job seekers and match them against suitable jobs.

Job Seekers in this segment display highly transient characteristics. This is manifested in quick job changes and high attrition rates. This points to a need to track and curate these job seeker profiles as they add skills and change their preferences, over short periods of time.

Today, recruitment in this segment using a job portal could entail downloading 100 profiles to see that only 10 are “suitable” and “interested” leading to recruitment rates in low single digits.

New Opportunities

Therefore exciting opportunities in Employment Marketplaces are likely to be in:

a) Providing scalable solutions in the mass recruitment segment which will see nearly 100 million young people joining the workforce.

b) Integrating value-added services, to better match job seekers and employers in the mass recruitment segment, and perhaps even in the white-collar segment. This would include assessment of skills and pre-screening of candidates for employers based on various factors such as preference of location, salary and their overall intent to join.

Future scenario and growth

An area which is definitely going to witness dizzying growth and increased competition is the relatively under-served mass recruitment segment. To serve this segment however, one cannot employ a high touch recruitment model, as the commercial dynamics and the speed of response expected by employers do not allow such luxuries.

Emergence of scalable solutions for this segment will require pre-screening of profiles on parameters beyond demographics and experience. Preferences (locations, industry, shifts); Skills and Behavioural data of job seekers will be employed to pre-screen candidates for jobs. This would entail extensive use of data analytics. The current trend of using social media and digital marketing to source information of “interested” job seekers will grow even more rapidly.

With the rapid expansion of the vocational training sector (providing opportunities to the job seekers to enhance their skills), matching services can alleviate the larger problem of filtering candidates for mass recruitment. Unless tools and processes which allow for industrialization of this selection and pre-screening are employed, there will be sub-optimal upfront matching of jobs to the most suitable candidate.

Research has shown that finding job seekers is not a problem in this segment. But screening them to find best matches is critical especially as the number of job seekers and job creation in this segment grows at the fastest pace ever.

I am working as a professional internet marketer in various online freelancing marketplaces from the last seven years. When I initially started the online freelancing career, I depended on one marketplace for all of my work. I earned enough money to conduct my career smoothly. When I started working other sites, I was able to get significantly higher paying freelancing jobs from there. So, today I would like to share my view and top ten awesome online freelancing marketplaces among the hundreds of freelancing marketplaces.

1) UpWork

UpWork.com is one of the awesome online freelancing marketplaces. This site is the combination of two of the most popular marketplaces oDesk and Elance. Here a freelancer can find out almost all kinds of online jobs. There are two kinds of jobs. One is hourly and another is a fixed price job.

2) Freelancer

Freelancer.com is another popular online freelancing marketplace. Here a freelancer can get data entry work to high level programming projects. There are thousands of clients and freelancers around the world. A new freelancer can easily get their desired jobs from here.

3) Fiverr

According to my view, Fiverr.com is one of the most popular online freelancing marketplaces. Here a freelancer need to post a gig with all clear instructions that what can he or she provide. If the client like this, then they can start ordering with five dollars. So the client can easily get quality work in cheap price. For this reason this site is becoming more and more popular day by day.

4) PeoplePerHour

PeoplePerHour.com is a great platform, focusing on freelancing for web projects. If you’re an article writer, digital marketer, graphic designer, web developer, SEO specialist, or anything you love to work with your specialty then. PeoplePerHour is definitely worth checking out. Here you have to post hourly and clients will buy this and pay you according to your set price.

5) 99designs

This is a platform for freelance designers, 99designs.com lets you compete in design contests and get feedback as clients choose the best ones with a great payment. It’s a great way for talented designers to prove their talents and earn handsome money.

6) iWriter

iWritter.com is the best online freelancing marketplace for content writer. This is the fastest, easiest and most reliable way to get content for your website. A freelancer also can earn almost 15 dollars for each quality article.

7) Freelance Writing Gigs

This is another popular freelancing marketplace for freelance writers, editors, bloggers, publishers or any combination of those. This is a great option for freelancers who have a way with words.

8) Toptal

Toptal.com is also one the most popular freelancing marketplaces for a custom software development project. Here if a client wants to get a custom software development service, then they can get it from a highly skilled and professional freelancer.

9) Project4hire

With hundreds of project categories, Project4hire.com makes it easy to identify jobs that suit your skill set, without scanning through large volumes of posts. It’s great for writers, coders, consultants, designers, programmers and more.

10) iFreelance

iFreelance.com platform accommodates some of the usual suspects of the freelancing world. Here you will get proofreading, arts, data entry, graphic designing, photography, bookkeeping and all types of professional task. But this site is not free for freelancers. There will be a membership fee required for it.

So, you can choose one of these online freelance marketplaces to start your freelancing career or to get your job done fast. Here you will get all kinds of talented freelancers and clients around the word. So what you are waiting for? Start your smart career with these.

In my more than three years of working as a Virtual Assistant, I now find it easy to search for clients and eventually get hired. When I was starting as a VA, I must admit I struggled in getting clients. That’s normal though. I have learned along the way. I did some more readings from other blogs related to Virtual Assistant jobs and found some helpful tips on how I can find clients looking to hire virtual assistants. Now, I have several places or sites where I meet prospective clients seeking for virtual administrative assistance. Here are my top 5:

1. Elance.com

Elance is the world’s largest and leading online talent and skills marketplace. It helps companies hire and manage professionals or freelancers to get work done and grow their business. At the same time, it provides professionals and freelancers the opportunities to work and earn.

I started to use elance two years ago. I put it on top of my list because in my experience, it gave me the best clients so far. I have found long term virtual assistant works through elance. Although it is not a free marketplace, spending almost $20 a month for the membership is very much worth it. I can earn $1000 to $2000 a month working as a Virtual Secretary from elance alone.

How to apply for virtual assistant jobs:

With a paid membership, you will be given “connects” that you can use in placing bids to job postings. Make sure you have a good proposal and reasonable rate when bidding especially when you are just starting. When you have built a good reputation and earned positive reviews, you can opt to increase your rate. Remember that most companies prefer to hire those that have positive reviews/feedback.

How you can get paid:

Client can pay you through elance and then withdraw from elance to your bank or PayPal.

2. Guru.com

Like elance.com, Guru is one of the biggest online talent marketplaces. Almost all projects that can be outsourced are found in here. I found some good clients in here although they are more short term that what I got from elance. It is not about the marketplace I think, maybe I was just luckier with elance or that guru has more virtual admin assistants to compete with over these jobs.

How to apply for virtual assistant jobs:

For free memberships, you are only allowed to bid to a few select job postings which makes it difficult to land a job or get a project. With a paid membership, you can get more privileges in placing bids to jobs available. You are given up to a hundred bid counts per month if I am not mistaken. You also need a good proposal and a good reputation for better possibility of getting hired.

How you can get paid:

Client can pay you through Guru and then withdraw form Guru to your bank or Paypal.

3. Craigslist.org

Although many people say dealing in Craigslist is a lot riskier than any place else, I would still put it at third spot due to some good clients it brought me. I have gotten virtual assistant tasks from here since I started as a VA. This is where I got my first client, that actually paid. Yeah, there were some clients that did not pay. That is the risk with craigslist. It is an open classified ad site so the possibility of getting scammed is higher.

In general, craigslist has been so helpful when I look for writing jobs. I have learned from my bad experiences so when I deal with clients that I met from Craigslist, I make sure I won’t get screwed. I either do some background check on them or I ask for upfront payment. But for starters, I don’t suggest the latter.

How to apply for virtual assistant jobs:

When you see ads on craigslist, you can find contact information of the poster. It can be an email, phone number or a url where you can apply online. Make sure you have a good proposal prepared. Rates in craigslist in my observation, is a bit lower because the companies looking for workers are generally those that do not want to shell out some cash to register in paid online marketplaces such as elance or guru. So giving a reasonable rate is critical for you to be considered when applying.

How you can get paid:

Since it is an open classified ad site, payment option depends on the client. Most of them pay via Paypal. The assurance is not 100% but it is worth the risk so far in my experience.

4. Odesk.com

Odesk is a unique online talent marketplace because it requires its service providers to log in to their workroom so working hours can be logged and the buyer or clients can monitor the work done. You get to feel you are just in a regular office with your boss monitoring your work. At first I like working here but since I started doing other stuff aside from being a virtual assistant, I slowed down. I have gotten good clients here, mostly for data entry and research jobs.

How to apply for virtual assistant jobs:

Odesk is a free marketplace. They only add a small percentage on top of your regular rate whether hourly or fixed, which will be charged to the client. So basically, you do not need to pay any fees to get work. Make sure you have prepared a very appealing proposal to get noticed because, being a free marketplace, expect to have more competition. I would suggest you start with smaller projects, like data entry, research and writing jobs just so you can build your reputation. Eventually you will get bigger projects as you add positive reviews/feedback.

How you can get paid:

You can get paid through Odesk and then withdraw from Odesk to your bank or Paypal.

5. freelancer.com

Used to be getafreelancer.com, freelancer is one of my favorites because it is free to register and a lot of virtual assistant jobs are available. In my experience though, among freelancer, elance, guru and odesk, it is only in freelancer where I experienced getting scammed. Because a company can post a job for free in the first post, chances are, some people will take advantage and post jobs that are not legit and will only try to screw you. I have experienced once not getting paid. Although it was only a short term small project, I became more reluctant to apply to jobs offered by new buyers. Since then, I always apply to jobs posted by old buyers.

A great asset for any HR professional is to be multilingual and have international HR experience; these capabilities are in demand. But when it comes to recruitment, hiring trends can differ greatly by region. We explore the current global recruitment marketplace and discuss what HR skills are needed in each area.

Middle East

There is fast-paced growth in the Middle East because of the investment in infrastructure from the government and multinational organisations taking advantage of growth opportunities in the developing market.

When it comes to human resources, there is a strange combination of admin-focused HR departments and modern HR teams who are much more strategic. While commercial focus is an increasing priority for many companies, resulting in a growing need for HR business partner expatriates, the biggest challenge for the Middle East is to educate developing businesses about the importance of a commercial and business focus for HR.

Asia Pacific

In Hong Kong, strategic-level HR is in demand, as are talent and employee development professionals because employee retention is a key focus for many companies. China is expected to have an onslaught of new HR roles since functions are being centralised in head offices. There is also an emphasis on hiring and retaining talent as a means to grow business. New roles in Japan will be to fulfil immediate business needs.

Singapore

Singapore’s HR revolution is being led by the healthcare, telecommunication, and pharmaceutical industries. There is a focused effort to move functions in-house in the name of cost efficiency, and staff retention is becoming a significant issue; because of this, sectors are seeing an insurgence of HR expats.

Australia

Having just reached a seven-year peak in the industrial sector, there’s a market shortage in industrial relations and retention. Companies have been forced into competition because the pool of professionals is limited.

Europe

With the overshadowing Euro problems, it’s no surprise that the European recruitment market is mixed. France is currently avoiding risk since it is expecting taxation changes later on this year, while Germany is investing in upgrading the skills of HR departments (mostly business partners) and recruiting new employees. Netherlands and Belgium are developing their business in the Far East and Middle East. Spain, Greece, Italy, and Portugal have been inactive in the recruitment market and are expected to stay this way for the moment.

UK

Replacement roles make up the most permanent hires, and there’s been a lot of recruitment for mid-level positions on the interim market for fixed-term contracts in human resources.

The industry is shifting attention to e-commerce due to increased consumer use of online services. As a result of the commerce sector’s actions to minimise operations costs, IT services and outsourcing continue to grow.

A period of 6-month unemployment in HR is rare since the market is mature and experienced practitioners are consistently sought-after. The focus on finding the ideal HR candidate has resulted in a longer recruitment process since some specific skills are hard to come by; in the financial sector, there’s an overall skills shortage for the available jobs in HR. Companies are holding out to find the perfect person and want candidates who can tick all of the boxes.

What HR skills are in demand?

Singapore:

Cost efficiency is the focus in this area. Each role has to be worth its weight, which has led to an increase of generalist business partners and in-house roles being created.

It’s likely that benefits specialists and business partners will be in demand for the rest of the year. Permanent positions may be hard to come by, which could be good news for HR contractors.

Hong Kong:

At the moment, companies in Hong Kong are looking to recruit at senior level for presidents and directors while keeping their eyes open for HR professionals with strategic business skills.

Remuneration packages and benefits policies are a big focus, so there’s a demand for compensation and benefits specialists. Those with global experience are sought-after too, since employers are creating restructuring packages to attract employees to Hong Kong, or for internal talent so they can explore different options abroad.

Middle East:

The Middle East HR market is thinking about business on a global scale, so many companies are looking for people who can create up-to-date HR departments that have commercial and strategic value.

While mid-level business partners are always sought-after, there’s also been a demand for local HR professionals due to nationalisation targets.

In the past 5 years, the focus has been on recruiting outside the area (bringing in expats) in order to raise the bar of HR, and make the function a driver of business. While there’s opportunity for those who don’t speak Arabic, those who want success should be specialists with expertise in their area.

Australia:

The HR focus in Australia is in the public sector because Occupational Health & Safety (OHS) legislation is changing and standardising around the country. This requires HR consultants, advisors, managers and case managers. New financial budgets will create opportunities for change managers as well; projects that were once postponed are now back on.

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