The good news? Over 84 percent of job seekers in this generation (ages 19 to 26) are optimistic about landing employment. The not-so-good news?  There are significant discrepancies in points of view with loyalty, leadership, tech-savviness and more.

In particular, when it comes to loyalty, 82 percent of Millennials identified themselves as loyal. Guess what percentage reflected how HR felt about this generation’s loyalty? Give up? One percent felt Millennials would become faithful to their employer on a long-term basis. continued…

New Career Opportunities Daily: The best jobs in media.

eHarmony, the online dating website, announced that it will expand into the recruiting space before the end of the calendar year. Huh?

Apparently, the company will pair people to people just as it does in dating. continued…

New Career Opportunities Daily: The best jobs in media.

Looking for a new job in PR? Are you feeling bruised and battered from pounding the pavement without results?

“Score That Job” is a new show from mediabistroTV that will guide you through the never ending maze of online resumes, emails to nowhere and phone calls that go unanswered. Join career expert, author and mediabistro editor Vicki Salemi as she gives you the inside scoop on how to “Score That Job.”

In this episode, Vicki finds out what it takes to get hired at New York’s Rubenstein Public Relations.

You can view our other MediabistroTV productions on our YouTube Channel.

New Career Opportunities Daily: The best jobs in media.

According to a piece published by The Washington Post, NPR decided to mention a new job posting on Twitter and Twitter alone.  Although the deadline to receive applications was merely one week away, the tweet resulted in 132 re-tweets and 140 applications. As a result, NPR hired 15 interns.

New Career Opportunities Daily: The best jobs in media.

No. 3: Being Short on Details

Jon Tucker, senior strategist at Compete Marketing Group, an online marketing agency, cautions managers not to treat resumes as gospel. “Just because someone says they’re good at something on their resume doesn’t mean it’s true,” he said. “By conducting action-based interviews — where you have candidates go through real-life scenarios regarding tasks they performed — you can quickly weed out the best from the rest.”

“Hiring managers need to focus on the actual results someone achieved in a role and drill down on how they achieved them,” said Duffy. “If the person can’t answer with specifics, that’s a huge red flag.”

For more, read 8 Warning Signs of a Bad Job Candidate. [Mediabistro AvantGuild subscription required]

New Career Opportunities Daily: The best jobs in media.

According to hiring consultant and trainer Nelson Scott, this is typically the first question people ask when they agree to be a reference. How then are managers supposed to get any useful information from them? In the latest Mediabistro feature, workplace experts give advice on how to interview a prospect’s cheerleaders. Below, an excerpt:

“If you were to give her one piece of career advice, what would it be?”

This hypothetical question was suggested by David Gaspin, talent acquisition manager for TheLadders.com, who advises focusing as much on imperfections as star qualities. Another example: “Under what conditions have you seen her struggle or get stressed out?”

Junge likes the idea of putting such questions in a mentoring context, rather than just asking for a candidate’s biggest flaws. “Everyone has weaknesses, but most references couch their real concerns,” he said. “Asking a reference where they would focus their coaching efforts gets to a similar place, but is far more likely to produce practical, actionable feedback.”

For more, read What to Ask a Job Candidate’s References. [subscription required]

New Career Opportunities Daily: The best jobs in media.

For starters, use the interview to glean info that isn’t on the resume. And an easy way to do this to ask about what happened between jobs. ”Find out why the person changed roles or employers. If a transition doesn’t make sense, then probe more deeply,” said Caroline McClure, principal at recruiting consultant ScoutRock. That information is sure to be more useful than a canned response about previous job duties.

Get six more tips for maximizing an interview in 7 Job Interview Tips for Employers. [subscription required]

New Career Opportunities Daily: The best jobs in media.

According to Business Insider, she reviews every serious candidate’s resume. One insider told the site the new change going all the way up the food chain isn’t exactly expediting the hiring process.

The source explained, ”It’s gotten a little frustrating.” After all, according to the site he lost two candidates due to timing.

New Career Opportunities Daily: The best jobs in media.

Despite high unemployment rates, according to a new CareerBuilder survey, more than half (56 percent) of employers who recruited new employees in the last year reported that a candidate rejected their job offer. That’s right — rejected it.

Turns out, a candidate’s experience with the employer from start to finish during the recruitment process impacts their decision about whether or not to accept an offer. continued…

New Career Opportunities Daily: The best jobs in media.

Mashable found the video yesterday. Does it work as a recruitment video?

Your (not so) humble blogger thinks not. At 3.5 minutes long, it is far too long. Nowhere in the video (until the very end) or the title does it even mention that it’s a recruitment video—you’d have to be watching the video on YouTube to have read the description to learn that Litzky is hiring.

Not only that, but after 3 minutes of a song that exhorts the viewer to “call me maybe,” an employee holds up a sign that says “No calls,” and directs users to a URL to apply. A URL that 404s–page not found. Update: Gillian Small of Litzky reached out to us and said that actually, the URL is totally fine. That is true IF you can read the type in the video well enough to realize that the url is http://litzkypr.com/jobs and not http://litzkypr.com/Jobs. (Who does this??)

And despite having been on Mashable for five hours, the video has only gained 631 views (at the time of this posting). Maybe lots of people are sick of that song.

HOWEVER. We will say that this video has one thing going for it. It looks like the folks in this video are having a genuinely good time. In a small office (which is what Litzky appears to be) culture is important, so if this video sends a message to jobseekers that it is a fun place to work –if that’s said jobseeker’s idea of fun–then, great.

New Career Opportunities Daily: The best jobs in media.

So, far as we’re concerned if you’re in a rut and just want out (as in the exit door to another employer), job seekers may want to hang in there and pursue internal opportunities.

As explained in a post on ERE, the study concluded that internal candidates performed better than people who were hired from the outside. Technically, internal candidates are more valuable than external ones. Not only that, newbies took about three years to achieve the performance levels similar to their colleagues who were promoted internally!

As HR execs and recruiters rely on this data, they may weigh internal candidates more heavily than external ones. And why shouldn’t they? Internal candidates already know the company’s culture and protocol.

Although the study revealed results based on financial services institutions and not media companies, the methodology and results spread the word about the importance of internal candidates and bench strength.

New Career Opportunities Daily: The best jobs in media.

As reported by ERE, an online gathering site for recruiters, a recent study by Evolv’s analytical team discovered the answer is no.  A candidate’s work history is a poor predictor of future job tenure. So yes, this is good news!

Results showed absolutely no correlation between the number of positions a job candidate reflected on a resume and how long they’ll last on a future job. A candidate’s resume may raise a red flag to the hiring manager if he or she has held three jobs in the past three years, but according to the results, that doesn’t mean he or she is more likely to leave the new job than someone who worked for the same employer for three consecutive years.

The study examined the number of various full-time jobs participants held during the past five years and how many full-time jobs they held less than six months. As it turns out, employment outcomes revealed there wasn’t an impact based on the number of jobs someone held or how many short-term gigs they held either.

While the good news reflect work history isn’t correlated to future success and job hoppers shouldn’t be quickly dismissed, according to the piece on ERE, in reality, it happens.  Recruiters may size up a candidate’s history and incorrectly predict a short-lived tenure at their employer.

New Career Opportunities Daily: The best jobs in media.

Millennials will transform workplaces according to a new study by MTV entitled, “No Collar Workers,” that took an in-depth look at the career perspectives of this often misunderstood generation. The study was conducted online in January 2012 and polled 509 Millennials.

Nick Shore, senior vice president of strategic insights and research at MTV, wrote a piece about the study for MediaPost, reminding us that “around 10,000 millennials turn 21 every day in America right now, and by some estimates there are already 40 million millennials in the workforce.” According to Shore, at the core of the Millennial employee is, “the quest for meaningful work that makes a difference.”  This fundamental need manifests itself in ways that differ from Baby Boomers and GenX.

Shore elaborates:

What could be misinterpreted as “self importance” is a deeper sense of having many new ideas and wanting to contribute, as well as a desire to have their tech skills and savvy tapped by senior managers.

What could be misinterpreted as “career pickiness” is an expression of a need to connect deeply with the work…

More specifically, the study found that:

New Career Opportunities Daily: The best jobs in media.

According to Google recruiter Michael Junge, that’s one of the biggest mistakes job applicants make.

“A lot of people see us as a necessary evil; others see us as a powerful ally. It’s interesting how that plays out in people’s attitudes and behaviors and the way they interact with us,” he tells PEHub. “The reality is that we’re trying to make sure we’re hiring the best people, including people who have the best attitude as well as skill set. Any time someone tells me, ‘I would never say this to a hiring manager, but…’ whatever comes after the ‘but’ does not advance their cause.”

Other problems: being late for phone calls or people “who get wrapped up in little details” make poor hires, Junge says. “You can also learn a lot, usually later in the process, by how someone handles the negotiation around their salary. I’ve seen people become very emotional when we start talking about money. I’ve also seen them make commitments and then back out. One specific red flag is not being willing to share salary history, or misrepresenting salary history…if a candidate blatantly exaggerates his pay, if someone making $80,000 says they are making $110,000 in order to get a better offer, that can be [a conversation ender].”

New Career Opportunities Daily: The best jobs in media.

Here’s two blog posts from Kristin, a NYC-twenty-something who was emailed by a recruiter she’d never heard of about a position. Sounds good, right? Sadly, it started to spiral downhill almost immediately….

Part one: Recruiter is patronizing, comes up with silly requirements (like “ask her to write a two paragraph bio about herself in third person, explaining why she is right for this job. Right now, please. (It’s 4:30 pm)”) and forwards correspondence from the hiring manager directly to Kristin, when the hiring manager clearly thought she was just talking to the recruiter (which seems like it should be a big nono).

Part two: Recruiter sends this amazing email (go read the whole thing; neither we nor Kristin added this formatting, though):

Despite that, the writer says she went to the interview anyway and that the people at that company were nothing like this recruiter.

The happy ending: According to a later post on this blog, Kristin accepted a job offer. No telling whether it was this one.

New Career Opportunities Daily: The best jobs in media.