How Social Media is Used in Recruiting in 2014

How Social Media is Used in Recruiting in 2014 As the job market becomes more competitive than ever, social media has significantly  impacted recruiting, giving birth to the next big thing: social recruiting. Thanks to this Jobvite  study, this  data on recruitment and jobseekers demonstrates why technology is vital to recruitment success. Takeaways: Although 93% of recruiters use or plan to use social media, just  18% consider themselves experts on social recruiting. just 41% of recruiters are investing in mobile. 55% of recruiters have reconsidered a candidate based on their social media profiles. Recruiters use mobile to primarily contact candidates (41%) and forward candidates/resumes to colleagues (40%). RELATED: How Job Seekers Use Social Media and Mobile in 2014

How to Talk in Metrics that Matter to Recruiters - Personal Branding Blog - Stand Out In Your Career

How to Talk in Metrics that Matter to Recruiters - Personal Branding Blog - Stand Out In Your Career Big Data is the new comfort zone for decision-makers who fear taking action or making a choice without justifiable cause. The decision might be wrong, but if they’ve made it based on an assemblage of data points: there’s some cover and conversation rather than more draconian measures, like getting fired. Data matters so much to so many that The McKinsey Global Institute predicts the US will need nearly two million data savvy analysts and managers in the next eight years. Now you might not want to go quant for a career; however, you do want to be numbers oriented when it comes to making the case for getting hired. And, it’s the numbers that measure your achievements, ambition, plans and activities that matter to recruiters. It all goes back to the prescient comment by Edward Deming in the 1950s. The quality guru famously propounded: you cannot manage what you can’t measure. That’s because incremental and continuous process improvement needed something to hang onto. How would you know if the plant was getting better, more productive, faster, more effective or cost efficient with less defects if you didn’t have a baseline? And, then you’d logically want regular snapshots or updated data to see if your changes were helping you make progress. It’s like weighing yourself everyday or at some regular interval. The scale has the answer. It’s a number that objectively demonstrates that the dry cleaner did not shrink your jeans. The extra ten pounds you’re ignoring until your waistband is screaming shows up when you look down and what you weigh cannot be denied. A recruiter is like every other person in business whose job it is to gather information, do a comparative analysis and make recommendations. Collecting data on you is the simplest and safest way to sort through the wildly positive recommendations everyone collects on LinkedIn and reconcile that with the limited experience you have or the skills you might be lacking, but could learn. After all, very few people hired for a job actually fit all the job requirements. That’s why knowing someone is still the best way to get a job. Better to have someone vouch for your character and recommend you for your sunny nature than reach into the grab bag of resumes to pick a mystery candidate. You should be supplying data on yourself. This is your way of proving you can be managed (or that you can manage) because you understand the importance of measurement. Plus, you should be your own best recommendation, with real facts and measurements about what you have achieved rather than the vague props that appear on your LinkedIn love line. Data is critically important if you don’t have the experience or skill set a recruiter has been set out to locate. Obviously, it won’t be data on what you haven’t done that they are looking for. It will be data on what you have done that helps them predict you are a good investment. The best data is what I call “startling statistics.” These are facts that surprise us to the point we are startled. That means we stop and listen (or read) so we can regain our balance. You’ve seen this startle response if you go to the theatre, especially the philharmonic or opera. Someone in your row begins to nod off and then snore, until their head drops and the pull on their neck startles them awake. Or their spouse elbows them. You want to startle recruiters with data about your life and times. For example, one of the most impressive sets of statistics I have ever heard from a job candidate was about something he did in elementary school. As a nine year old, he got a hand-me-down lawn mower and started cutting neighbors’ lawns for five dollars a week in summer. He shoveled the snow off their driveways in winter at five bucks a pop, and tripled his income because he lived in New Jersey and shoveling was practically a full time job before he left for school on snowy mornings. He persevered until he saved enough money to buy a ski jacket, equipment and boots when he entered junior high. Years later he made the ski team in high school. The data proved that early in life he had amazing initiative, plus the ability to do really hard work and the self-control to save up for a long-term goal. Hired! What startling statistics could you compile about what you have done? What startling statistics about your life â€" where you have traveled, what you have done for a social cause, or how many hard jobs you’ve held would give us the data we need to hire you based on your character and the qualities that are part of your personal brand? Of course, if you can startle us about what you have accomplished that directly speaks to the job that’s open: great. But if not: reflect back on your life and calculate the many numbers that allow us to meaningfully measure what matters about you. Perhaps its your compassion, poise, motivation, congeniality, logic or patience? I have worksheet on how to create startling statistics about your personal history and personal brand. If you would like it, email me at Nance@NanceRosen.com. Subject line: Startling Statistics. Author: Nance Rosen  is the author of Speak Up! Succeed. She speaks to business audiences around the world and is a resource for press, including print, broadcast and online journalists and bloggers covering social media and careers. Read more at NanceRosenBlog. Twitter name: nancerosen

7 Things to Consider When Reviewing Employee Rewards

7 Things to Consider When Reviewing Employee Rewards It’s well known that recognising and rewarding employees for excellent work helps to ensure they feel valued for their efforts; creating a culture of high performance, increasing employee engagement and improving recruitment and retention. However, as with salary and benefits packages, an organisation’s approach to reward and recognition may need to evolve to ensure it remains appealing. For example, a recent survey by Sodexo revealed that millennials would rather receive experiential rewards for hard work over financial gifts. While a study by Reward Gateway highlighted that recognition is just as, if not more important, than financial reward. It found that 59% of people would rather work for a business where they received recognition over a higher salary job where they felt they weren’t recognised. If this has made you think it’s time to review your approach to reward and recognition, here are some things to consider. How often do employees receive rewards or recognition? We are seeing a shift towards employers creating a more continuous culture of reward and recognition. Instead of focussing on rewarding staff on an annual basis, or during performance reviews, employers are looking for innovative ways to thank, praise or reward employees as and when they do good work. Are you offering what your employees really want? Staff surveys are a useful tool for monitoring what employees would most appreciate and find engaging. It also gives you the chance to check if what you are currently providing is still appealing. Rewards often work best if they contribute a little something extra to everyday life. This could be money, shopping or experience vouchers, or travel incentives. Or it could be extra time off to spend with family or to enjoy some additional leisure time. When it comes to recognition, do employees place the most value on a personal thank you from managers? Or would they prefer a shout out of some kind from their peers? Are rewards available fairly and is the criteria understandable? All employees should understand the criteria behind any reward system in place and there should be equal opportunities for all team members without it becoming overly competitive. If it’s perceived to be easier for those working in roles with obvious goals and objectives to earn rewards, those in less target-driven positions or support roles won’t be engaged or motivated in the same way.   Are you making the most of ‘free’ rewards? It’s estimated that UK businesses spend over £35 billion a year on employee recognition but rewarding success doesn’t have to be financially based, or expensive for the business. Simple and sincere acknowledgments still go a long way. We’ve seen lots of companies find ways to reward their teams with inexpensive treats, which also bring people together, from cakes on a Friday to breakfast rolls on a Monday. Other incentives which don’t necessarily break budgets can be based on time. For example, an extra day’s holiday in December to get all the festive shopping and planning sorted, or to attend a child’s school play. Or, as we do here at Pure, time outside of the office to spend volunteering or fundraising for local charities. Do you have a recognition culture which spans from the top level down? While managers are often best placed to spot good work and give praise and thanks when it happens, they should also be recognised and rewarded by their own line managers and senior leaders for doing so. Senior leaders can also make a big impact by providing praise and thanks directly to employees. Recognition which comes directly from the top can really help to paint a bigger picture. Those in more senior positions are better equipped to share the direct impact a project or success has had on the overall business and why employees should feel proud of their contribution. Does your reward and recognition fit with your culture and values? Aligning rewards and recognition with company culture and values will have more impact on increasing engagement. It can also influence cultural change by sending out important messages about the value of employee contributions, the positive behaviours valued within the organisation and empower employees to bring company values to life. Are you making use of social platforms? Social media can be a great platform to give ‘shout outs’ to employees for their hard work or to share praise they’ve received. This not only shows employees they are valued and worth posting about but also highlights the organisation as a place where efforts are recognised and rewarded. Internal social platforms such as a staff intranet or internal newsletter can also be used to recognise and share employee successes, or as a hub to run peer-to-peer nominations for recognition awards.

When the Grass Seems Greener - Personal Branding Blog - Stand Out In Your Career

When the Grass Seems Greener - Personal Branding Blog - Stand Out In Your Career Life sometimes feels too stressful and serious. The pressure we put on ourselves, in addition to that of partners, management, and employers, will add considerable stress. One good remedy is to call a good friend who understands the situation and can provide sound suggestions. With nearby friends, arrange to meet on occasion for lunch or coffee to have a friendly chat. By the time the conversation is over, you will most likely walk away feeling a whole lot better and possibly have new ideas in mind. Speaking of walking, a walk in nature always brings the mind back to a more relaxed state. Exercise at the gym helps, and if you are lucky enough to have a pet, somehow that cat or dog knows just what you need, and then life calms down. Another way of solving the dilemma is to consider your favorite activities and hobbies. The best example is that of Mrs. Fields. She loved baking and conceived the idea of making cookies for a living. Her venture proved to be lucrative for her and delicious for the rest of us. The grass always appears to be greener for those employed and those who are entrepreneurs. We question, “what were we thinking?” The idea of a salary sounds good until we remember the stress of previous jobs. We may move forward with accepting an offer only to realize it isn’t exactly what we wanted. And consideration of working for oneself sounds great to the employed until realization hits of all the learning that is necessary while attempting to make a living. It’s wise to prepare for future events when extra stress may be yours. Who comprises your close circle of friends or confidantes? If you currently do not have a couple of trusted peers to turn to, then it’s time to consider joining a group of keen interest to find like-minded people. Nurturing relationships is the best way to continue on your journey and eliminate the thought of giving up. One alternative is to research the communities nearby where you may donate your expertise. One of the best ways to lift your spirit is to help others first. And when you see your work being beneficial, you feel the special reward of appreciation by those you serve. Another idea is to take continuing education. You just might stumble onto a brand new interest that takes you in a new direction while your current skill-set may be put to good use. To sum this up, those of us willing to take some risk by making a change have the explorer mentality to travel the unknown road ahead.   In some cases, it may be an uphill struggle. But when every effort is made to figure out what will work for each of us best, the results become highly rewarding. Best of all, you will have developed an admired personal brand. Sales Tips 1. Seek out a group of like-minded individuals. 2. Develop close ties with a few. 3. Freely exchange ideas with those you trust and admire. 4. Consider new ideas expressed as possible joint ventures. 5. Be open to collaborative projects. 6. Be a reliable partner to lend support when needed. 7. Offer your expertise to communities in need. 8. Feel and give appreciation. 9. Use your experiences to create additional services. 10. Celebrate Success!

How to Talk About Blog Article Writing on Resume

How to Talk About Blog Article Writing on ResumeA common dilemma faced by a lot of job seekers is how to talk about blog article writing on resume. With the emergence of the Internet and the advent of e-portfolios, it becomes more difficult to create or compose effective content for the resume. However, there are some simple steps that can be followed to make sure that your resume is transformed into a compelling content.It is important to put a lot of emphasis on key information. With a resume that is mostly composed of bulleted information, it may not give enough space to talk about the individual. Therefore, you need to create an informative or motivational opening section.To write the introductory section, you need to ensure that you highlight all the details that you would like to communicate through your article content. You should consider including anything that will make you stand out as a credible and qualified professional. When you are writing the introduction, ensure tha t the overall impression is that of a person who can write about various topics.It is also important to state clearly and simply the characteristics that you possess that would help you stand out from other people who are applying for online resume writing jobs. People who are interested in applying for online resume writing jobs often have the notion that they should create resumes that look professional and innovative. As much as possible, do not hide your professional experience as this will only become a deterrent.Once you have written a few sentences that detail your skills and experience, then you need to list out what are the topmost skill sets that you possess. This is very important and is the first part of how to talk about blog article writing on resume. The use of bullet points will help you highlight the points.You should also include in your resume the expertise that you would possess in terms of providing solutions to problems of your future employer. Make sure that y ou write clearly so that you can communicate your point of view clearly. Other than the points mentioned above, it is also important to add anything that can benefit the future employer.When people are trying to decide whether they would hire someone, they always want to know whether they can work well with the potential employer. If you do not want to leave a bad impression, you should include a paragraph on the benefits that you can provide to the prospective employer. Also include the work ethics, the past history, the skills and the latest expertise that you have.Following these tips on how to talk about blog article writing on resume will help you create a truly impressive resume. In the end, the employer will have a more positive impression of you. It is important to always keep in mind that you should emphasize on your strengths.