Getting hired for a job can be one of the most tiresome processes. Often, it feels especially daunting when you don’t actually have a job and require it desperately. Moreover, the time taken could frustrate you, demotivate you, and in turn affect your productivity and efficiency.
However, like any lengthy process, getting hired can be broken down into phases and steps. This makes the job search process easier.
The job search can be categorized into two phases: the “preparation phase” and the “’D-Day’ phase,” (when you appear for the job interview), with steps within each.
The Preparation Phase
Completing Your Resume
Basically, your resume is what represents you before you do. Getting hired starts with a resume that is formal yet refreshing, mentioning all your skills. Start by browsing the most recent templates of resumes based upon your job profile. Various applications create resumes free of cost.
Networking
Your network works as a kind of PR, so you should make sure to keep connecting with new people. Social media sites like LinkedIn help you connect with employees and employers from across the world. So try connecting with them and expanding your network.
Finding a Career Counselor
Try getting in contact with a career counselor. They could analyze your skills and come up with better career options for you. If you wish, you can consider these options and can even choose to change your career. Additionally, these counselors can help you create a list of target employers to pursue.
Job Hunting
Job hunting is the most tiring job of the process. Enroll in job fairs and online platforms that might get you in contact with job vacancies. Several employers post job vacancies on social media sites like LinkedIn. All you need to do is enter your career preference on the application to get started.
Job Vacancy Research
When you come across a job vacancy, do some brief research about it. Study the job posting thoroughly for what they’re looking for. Before you apply, prepare a good cover letter to accompany your resume. Draft the cover letter according to the job profile. Make sure you convert the letter to PDF format before sending it.
Following the Rules of Etiquette
Each time you send an email or reply to an email, make sure you are on your best behavior. Your words represent your personality. You do not always need to be formal, but definitely be professional. The salutations have to be accurate. Make sure you write “Sir/ Ma’am” if you do not know the gender of the person you’re addressing.
Giving Professional Replies
If the company sends you an email to inform you about something, make sure you reply to it and notify them that you have received the email. Prompt replies are crucial to the process of getting hired. They show you’re reliable and have a strong interest in the work.
The “D-Day” Phase
Don’t Forget Self-Care
The day of the interview shall decide your future with the company. It’s the difference between getting hired and getting shown the door. Be well prepared for the day. Eat well so that you have an abundance of energy. Make sure you get to sleep, shower, and dress your best.
Practice Your Answers
Practice a short introduction about yourself, the professional responsibilities you’ve accomplished in the past, and your previous job roles. Also, practice your delivery of information in the mirror. Experiment with different tones to make sure you sound confident. And be sure to know your resume like the back of your hand.
Nail The Interview
During the actual interview process, be precise and informative. If you’re thrown a curveball question during the interview, be honest and tell the interviewer you’re not sure about an answer. Authenticity is best. Also, come prepared with questions of your own. Never say, “I do not have any questions.” Instead, ask the interviewer about their expectations from their employees, the job role, and where they see the company 10 years down the line. This will show that you’re a thoughtful individual with a serious interest in the organization.
In conclusion, by adhering to these phases and steps, you’ll be well-positioned to find a great role at any organization.
https://talentculture.com/wp-content/uploads/2021/07/getting-hired.png6001018Lucas Campbellhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngLucas Campbell2021-08-09 10:00:492021-09-22 19:27:02Getting Hired: The Two Phases of Landing Any Job
No one’s career path is ever a straight road. Invariably we all experience some more windy routes along the way. That doesn’t mean, however, that one can’t make a plan to help you go in broadly the right direction.
Here Are 10 Can’t-Miss Tips To Help Your Career Planning:
First, know yourself; then after explore towards different career options and also figure out which kind of job would certainly suit you best. Have a clear vision of what you actually want to do after completion of your education.
Collect information related to your dream career and compile any data you can get; analyze the skills, abilities required, then match it with your present skills.
There are lots of ways to achieve your goal, so you have to map all the possibilities and you have to figure out how you want to be there.
You should invest your most time in learning so you can have a clearer vision and direction
Be a good listener and listen to your seniors very carefully and without any hesitation feel free to ask. If you ever come across any doubt get the clarification on your doubt.
As you want yourself in a better position in future, you should create your resume with objectives and goals and the things you want for yourself. Resume is the most important thing, which reflects your all educational efforts so you will have to learn how to perform professional resume writing.
Be knowledgeable, on the daily basis read newspaper and keep yourself updated with the latest technologies and information. Google can be your one stop solution.
Rather than wasting your time in hanging out and playing candy crush you should spend your free time with minded people so you can have more creative ideas. You will also have an opportunity to share your knowledge if you have about any recent technology or activity.
Get experience – when you are a new kid on the career block you’ve got to be prepared to start at the bottom and work your way up
While climbing the corporate ladder, make sure to connect with colleagues and clients. Oh, and don’t forget, be nice to those other people climbing the ladder too – you never know where they’ll be in the future!
Image: Big Stock Images
00Ruchi Guptahttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngRuchi Gupta2015-07-09 11:00:332020-05-30 13:27:3010 Tips To Forge A Successful Career
Are you pursuing new job opportunities — hoping to take the next step in your career? How do you determine if a potential employer is a wise choice? What criteria really count?
If wellness programs aren’t on your “must have” list, you may want to reconsider. The evidence is mounting. Companies committed to workforce wellness — particularly those committed to total quality of life at work and at home — are likely to be your best bet.
Unfortunately, not all companies make that kind of commitment. It’s no doubt one reason why employee engagement is so poor. Of course, engagement is influenced by multiple factors, but in general today’s workforce isn’t feeling the love. In fact, Gallup research revealed last year that 70% of U.S. employees are either disengaged or actively disengaged — and it’s costing companies over $300 billion a year.
The Workforce Wellness Difference
If you’re looking for a new gig, it makes sense to bypass organizations whose employees just aren’t dialed in to the work they’re doing, or the company’s mission, or its culture. But how doyou find a great place to work?
There are some amazing companies out there that demonstrate their commitment to employees by investing directly in their health and happiness. We see them every day.
Leaders at these companies recognize that employees who are engaged in life inside and outside of their work environment are likely to be more productive and loyal over time. These types of companies support their workforce with comprehensive wellness options, like healthy food choices in the cafeteria, free group exercise classes in corporate gym facilities, paid time off to volunteer in the community, and even cold, hard cash incentives to reward healthy behavior.
Why Total Wellness Matters
By improving your health in multiple ways — physical, mental, social and financial — you’ll improve your total quality of life and maximize your potential in your job. Smart companies know this, and smart job seekers do, too. According to our own research, 87% of employees believe robust workplace wellness programs are paramount when choosing a place to work.
In recent years, with technology advances like the Internet, smartphones, teleconferencing and a variety of devices that help us work productively no matter where we’re located, the lines are blurring between work and home life. Employers recognize this, and increasingly are helping employees improve their total quality of life — not only by offering stellar benefits and workplace wellness programs, but also by extending those benefits to family and friends. This way, employees can rely on their natural support network to influence and reinforce their healthy habits.
Including family members is a no-brainer for employers, since spouses and dependents help boost wellness program participation. It should be a no-brainer for you, too. When exercising and dieting with a friend or family member, you have a 57% greater chance of losing weight than by going it alone, according to the Framingham Heart Study. Plus, getting healthy is more fun when you don’t fly solo. With innovative wellness programs that include your family and friends, you can challenge one another to simple, healthy competitions. For example, you can win bragging rights by tracking who climbs the most stairs at work, or who eats the most fruits and vegetables each week.
Employee Health Is More Than Fun and Games
But all of that fun also has serious impact. If your employer offers wellness programs you enjoy, and you take advantage of those programs, you’re more likely to adopt and sustain healthy lifestyle changes for the long-term. What’s more, the link between companies that provide robust workplace wellness programs and sustained employee engagement is strong. Our research shows that, at these organizations, 80% of employees feel their employer cares about their well-being.
So, in the long run, what can you expect? The payback of choosing a company that cares includes: fewer sick days, fewer workplace safety incidents, and an increased sense that your contributions at work have a greater overall impact, according to multiple sources. You’ll also feel a stronger connection with your employer, as you’re encouraged to stay active and healthy, and you see a similar commitment to those you love.
Bottom line: Healthier, happier employees are more engaged employees. And engaged employees perform more effectively at work. This can opening avenues to upward mobility and promotions that you might never have realized otherwise.
Factor these elements into your job search today, and I am confident that, in the future, you’ll find greater benefits both at work and in every other facet of life.
(About the Author: Chris Boyce is CEO of Virgin Pulse. He is an accomplished technology entrepreneur who brings more than 15 years of consumer loyalty, enterprise and consumer software experience to Virgin Pulse. Leveraging Virgin’s philosophy that business should be a force for good, Chris’ leadership has been instrumental in guiding Virgin Pulse’s development of market-leading, technology-based products and services that help employers improve workforce health, boost employee engagement, and enhance corporate culture. Chris has an MBA from Harvard Business School. Connect with him on LinkedIn or Twitter.)
(Editor’s Note: Chris Boyce discussed employee engagement with the TalentCulture community this week at #TChat Events. See full highlights and resource links in the Recap: “Employee Engagement: Say It Like You Mean It.“)
https://talentculture.com/wp-content/uploads/2014/02/apple-256265_1920.jpg352700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2014-02-11 14:01:282020-05-27 17:01:37Job Hunting? Look For Employers That Care About Your Future
(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)
“The whims and vagaries of team life sometimes are not so much fun, but more often than not, there’s a great feeling of brotherhood amongst everybody that works together.”–Geddy Lee, Rush
Have you felt that kind of harmonic convergence in the workplace? Brotherhood and sisterhood. A deep sense of interconnectedness and shared purpose that moves you forward. Participation in a team whose members continually learn from one another and push one another to contribute their best.
Collaborative energy can be a powerful creative force — just as it has been for more than 40 years with my favorite band, Rush. Geddy, Alex, Neil. Each has lived, lost and loved his work, with every fiber of his being.
OK, I’m a fan. I romanticize. But the proof is in the music. They take their craft very seriously — blending bass, keyboards, guitar, drums and evocative lyrics. They also have fun. Lots of serious fun. And failure. They’ve seen their share of failure, too.
They’ve pushed themselves individually — and as a team — with a kinetic energy that knows no bounds. To me, this is refreshing, because I constantly hear the world of work cliché about how easy it is to find your passion and be happy with what you do.
It’s not that easy. It takes introspection and homework, plus a lot of practice and perseverance. But the good news is that the investment that pays off in ways that you can apply in your life. It’s not about becoming a big-time rock star. It’s about understanding your particular brand of “genius” — something you can get your heart around, and rev over and over again, until the vibe is right for you. It’s the full measure of your unique skills, experiences, passions, interests, talents, abilities, and attitude that you possess.
1) Choosing Incremental StepsBig leaps aren’t in most people’s risk-adverse DNA. For many of us, discovering what we can do (and what we’re here to do that only we can do) naturally unfolds one small step at a time. It’s like learning to play as a team, but internally, and with continuous refinement. My first step came as a child, when I began connecting words into honey-laced phrases. I’ve covered a lot of territory since then (with multiple side trips), but I’ve never looked back.
2) Can Lead to Monumental Outcomes The operative word, here is “can” — but the point is that legitimate breakthroughs are possible from incremental steps. Finding your core genius is a very personal, soul-searching endeavor that requires self awareness, reflection and prioritization. Before you brainstorm life-changing career possibilities, you have to start with a meaningful decision framework. You need to learn what’s important for you, first.
How can TalentCulture support this process? Wherever you are in pursuit of professional bliss, we hope you’ll keep sharing your experiences with us here and on social channels. This is a safe place to test ideas, find resources, and exchange information. Your #TChat brothers and sisters are with you on this journey. We’re all in this world of work together. So let’s rock on.
#TChat Week-In-Review: Bring Your “Genius” To Work
#TChat Twitter: Immediately following the radio show, Meghan, Maggie, Laura and I moved over to the #TChat Twitter stream, for a dynamic open conversation with the entire TalentCulture community. Moderator Dr. Nancy Rubin led hundreds of participants through a discussion focused on 5 related questions.
See highlights in the Storify slideshow below:
#TChat Insights: Better Career Choices Mean Better Business
GRATITUDE: Thanks again to Maggie Mistal and Laura Rolands for sharing your perspectives on how each of us can find our core genius and apply it to our career. Your enthusiasm and expertise are infectious!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about career strategy or professional development? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how employers can be more proactive in forging employee relationships. Our guests are Chris Boyce, CEO of Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group. It’s a discussion that speaks to the heart of talent-minded professionals everywhere, so save the date for this very special Valentine’s Week Event — Wednesday, February 12!
Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, on our NEWGoogle+ community, and elsewhere on social media. So stop by anytime.
https://talentculture.com/wp-content/uploads/2014/02/5003843336_247a956c54_b.jpg347700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2014-02-06 16:23:402020-05-27 17:00:40Bring Your "Genius" To Work #TChat Recap
(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)
“The whims and vagaries of team life sometimes are not so much fun, but more often than not, there’s a great feeling of brotherhood amongst everybody that works together.”–Geddy Lee, Rush
Have you felt that kind of harmonic convergence in the workplace? Brotherhood and sisterhood. A deep sense of interconnectedness and shared purpose that moves you forward. Participation in a team whose members continually learn from one another and push one another to contribute their best.
Collaborative energy can be a powerful creative force — just as it has been for more than 40 years with my favorite band, Rush. Geddy, Alex, Neil. Each has lived, lost and loved his work, with every fiber of his being.
OK, I’m a fan. I romanticize. But the proof is in the music. They take their craft very seriously — blending bass, keyboards, guitar, drums and evocative lyrics. They also have fun. Lots of serious fun. And failure. They’ve seen their share of failure, too.
They’ve pushed themselves individually — and as a team — with a kinetic energy that knows no bounds. To me, this is refreshing, because I constantly hear the world of work cliché about how easy it is to find your passion and be happy with what you do.
It’s not that easy. It takes introspection and homework, plus a lot of practice and perseverance. But the good news is that the investment that pays off in ways that you can apply in your life. It’s not about becoming a big-time rock star. It’s about understanding your particular brand of “genius” — something you can get your heart around, and rev over and over again, until the vibe is right for you. It’s the full measure of your unique skills, experiences, passions, interests, talents, abilities, and attitude that you possess.
1) Choosing Incremental StepsBig leaps aren’t in most people’s risk-adverse DNA. For many of us, discovering what we can do (and what we’re here to do that only we can do) naturally unfolds one small step at a time. It’s like learning to play as a team, but internally, and with continuous refinement. My first step came as a child, when I began connecting words into honey-laced phrases. I’ve covered a lot of territory since then (with multiple side trips), but I’ve never looked back.
2) Can Lead to Monumental Outcomes The operative word, here is “can” — but the point is that legitimate breakthroughs are possible from incremental steps. Finding your core genius is a very personal, soul-searching endeavor that requires self awareness, reflection and prioritization. Before you brainstorm life-changing career possibilities, you have to start with a meaningful decision framework. You need to learn what’s important for you, first.
How can TalentCulture support this process? Wherever you are in pursuit of professional bliss, we hope you’ll keep sharing your experiences with us here and on social channels. This is a safe place to test ideas, find resources, and exchange information. Your #TChat brothers and sisters are with you on this journey. We’re all in this world of work together. So let’s rock on.
#TChat Week-In-Review: Bring Your “Genius” To Work
#TChat Twitter: Immediately following the radio show, Meghan, Maggie, Laura and I moved over to the #TChat Twitter stream, for a dynamic open conversation with the entire TalentCulture community. Moderator Dr. Nancy Rubin led hundreds of participants through a discussion focused on 5 related questions.
See highlights in the Storify slideshow below:
#TChat Insights: Better Career Choices Mean Better Business
GRATITUDE: Thanks again to Maggie Mistal and Laura Rolands for sharing your perspectives on how each of us can find our core genius and apply it to our career. Your enthusiasm and expertise are infectious!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about career strategy or professional development? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how employers can be more proactive in forging employee relationships. Our guests are Chris Boyce, CEO of Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group. It’s a discussion that speaks to the heart of talent-minded professionals everywhere, so save the date for this very special Valentine’s Week Event — Wednesday, February 12!
Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, on our NEWGoogle+ community, and elsewhere on social media. So stop by anytime.
https://talentculture.com/wp-content/uploads/2014/02/5003843336_247a956c54_b.jpg347700Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2014-02-06 16:23:402020-05-27 17:00:53Bring Your “Genius” To Work #TChat Recap
(Editor’s Note: Are you looking for full highlights and resource links from this week’s events? Read the #TChat Recap: “Candidate Experience: Getting It Right.”)
The concept has been gaining visibility in HR circles for years. Along the way, we’ve explored the topic multiple times at #TChat events, and on this blog.
The term isn’t yet part of a typical job seeker’s vocabulary. But people don’t need to speak HR lingo to know if a prospective employer treats them with courtesy and common sense. Regardless of whether a candidate is hired, those impressions make a lasting impact. And in a world where both top talent and brand loyalty are scarce, companies ignore these fundamentals at their peril.
Candidate Feedback: Thunder Rolls
Of course, word now travels incredibly fast on social channels. And with organizations like The Talent Board (the “CandE” Candidate Experience Awards people) paying close attention, the voice of the candidate is getting louder all the time.
In fact, response to this year’s “CandE” survey was thunderous. Nearly 50,000 former job candidates invested 40 minutes each to tell The Talent Board how employers managed their application and interviewing process. Imagine the insights that will come from all of those data points!
Fortunately, we don’t have to wait much longer to find out, because this week, we’ll hear “early returns” from two of the leaders behind the survey:
To kick-off this week’s discussion, Gerry joined me for a brief G+ Hangout, where we discussed the focus and importance of this year’s analysis:
If you’re an HR professional, or a business leader who wants to know how to win hearts and minds through recruiting best practices, you won’t want to miss this week’s #TChat conversation!
Immediately following the radio show, our discussion moves to the #TChat Twitter stream for an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these 5 related questions:
Q1: Why does “candidate experience” continue to be a hot topic? Q2: As a “perpetual candidate,” what would you like employers to fix? Q3: What hiring process improvements have you seen that worked? Q4: Why don’t more companies request + act on candidate feedback? Q5: What technology traps keep the candidate experience painful?
We look forward to hearing your feedback, as talent-minded professionals — so bring your best ideas from both sides of the hiring table.
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
Do you think of yourself as a geek? If so, you’re not alone. A recent Modis “Geek Pride” survey found that more than 87% of Americans proudly identify with their inner nerd. If you’re among them, you may be pleasantly surprised to learn that those characteristics can serve you well in a job hunt.
This means that geek employees are already roaming the halls everywhere. And, since people enjoy working with colleagues who share similar interests, employers are likely to hire even more people with geek tendencies.
Note to non-geeks: If you never identified previously with this pack, it might be time to jump on the bandwagon and become more obsessive about whatever is on your list of personal and professional passions. This one change could make or break a job hunt.
But simply announcing “Hey! I’m a geek!” won’t land you a job or a promotion. You need to translate your geekiness into skills employers understand and appreciate. During interviews, focus on the following aspects of your personality. You’ll be well on your way to showing hiring managers that you’re one of the best candidates their organization could possibly choose.
5 Ways Your Geek Power Can Land You A Great Job
1) Your geekiness makes you an obsessive problem-solver
There’s not a single company that doesn’t have problems to solve — whether it’s their own, or their customers’, or both.
This is where geeks come in handy. You enjoy challenges and finding answers to problems. (More so with technical geeks, but also with the pop-culture-loving geeks, as well.)
If your geeky self tends to dig deep into work challenges, you’ll be valued for your persistence — which may not be as common in your non-geek coworkers. What company wouldn’t want to hire you for that?
2) You taught yourself more than you ever learned in school
No matter what your interests may be, if you’re a geek, you tend to be creative and experimental. Since you don’t learn via traditional methods or work via traditional processes, you tend to find ways to teach yourself.
Employers love creative self-starters, especially when you use that skill to solve their problems. For example, you might take a smartphone picture of your signed contract and send it via email instead of hunting down a paper envelope, a stamp and a mailing address. (And besides, it gets there faster, anyway.)
If you’re want to exercise your creativity, look for companies that are flexible and innovative in their mission and their process. A more traditional setting might stifle this special quality in you, so seek environments that will benefit from your originality and resourcefulness.
3) You mastered work-life balance before it was even a “thing”
As a geek, you tend to want to make a life instead of a career. This means you’re less likely to be a workaholic who runs yourself down and reduces your quality of work.
But be careful not to become too dedicated to your “life” instead of your job. Realistic, optimistic geeks understand that to live a good life, meaningful work is a necessary and welcome component.
4) You’re flexible to change, diversity and new ways of learning
This mindset is tied closely to a geek’s creative nature. If an old approach doesn’t work for you or the problem at hand, you’re willing to toss it out the door and try something new. You’d rather learn from what Joss Whedon can teach you about business than what an experienced Wall Street guru has to say.
If a company is interested in workers with a little bit of daring and open-mindedness, you’re the ideal candidate. A geek is more willing to help a company grow, adapt and develop through alternative methods than some non-geek counterparts who may prefer to play it safe, and remain set in their ways.
5) You’ve got the drive to make a difference
What you do each day is not just all about you and your life. You want to contribute something greater to the world and make it a better place — whether that’s through the products you support or the way you live your life. (“Yep, this Superman shirt is 100% organic cotton!”)
It’s likely that if you’re a geek working for a company in the business of changing lives, you’ll feel passionate about that company’s goals, services and products.
Of course, not all geeks are created equal. And not all companies can handle having lots of geeks onboard (and vice versa). As mentioned above, geeks work best in innovative companies.
However, you’re also a huge force to be reckoned with in the workplace. So when you’re applying for jobs, fly that geek flag high and make sure you apply to companies that not only provide professional growth, but also gladly welcome your special character within their culture. Let us know what your discover on your unconventional path!
(About the Author:Bree Brouwer is a freelance blogger and content strategist who writes for FortressGeek.com, a Canadian-based online retailer full of nerdy goods. Bree and the staff at FG love helping geeks get paid to do what they’re passionate about. Connect with Bree on Twitter or LinkedIn.)
(Editor’s Note: This post is republished from Brazen Life, with permission. Brazen Life is a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, it offers edgy and fun ideas for navigating the changing world of work. Be Brazen!)
(Also Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome for events, or to join our ongoing Twitter conversation anytime. Learn more…)
https://talentculture.com/wp-content/uploads/2013/11/1113387_51567384-001.jpg349700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-11-19 09:47:582020-05-27 16:32:28Dare To Be Different: 5 Reasons Geeks Get Great Jobs
Recruiting consultant Michael Marlatt says the staggering pace of mobile adoption shouldn’t surprise us, because mobile devices offer a very personal connection. “It’s one of three things we carry. We never leave home without it. It’s the keys, the wallet or purse, and the mobile device.”
Mobile Hiring: Moving Beyond First Impressions
In this landscape, it makes sense for employers to offer mobile-optimized career sites and application management processes. Mobile-friendly recruitment enhances the candidate experience and gives employers a competitive edge in the quest to find top talent.
What happens after a candidate is selected? In the critical timeframe between recruitment and onboarding, how can organizations leverage mobile tools to streamline hiring steps? And along the way, how can mobile engagement continue to solidify an employer’s relationship with new recruits?
Ignoring those questions can have costly consequences — for both employer brands and employee retention. So this week, our community expanded the recruiting discussion to look at how mobile technology can transform the entire transition from candidate to employee. To guide our conversation, we invited two experts in hiring process innovation:
Why is mobile increasingly vital for the hiring process? As Kyle recently noted, 22% of U.S. turnover occurs within 45 days of employment. If organizations aren’t fast and efficient at bringing new hires up to speed, they’re at risk of adding to those statistics. And with the average cost of turnover at about 20% of an employee’s salary, failure at this stage can have a significant impact on the bottom line.
So, how can HR organizations leverage the immediacy and reach of mobile to make the entire hiring process more efficient and effective? For wisdom from the crowd, check the resource links and highlights from this week’s events, below. Thanks to everyone who contributed ideas and opinions!
#TChat Week-In-Review: Mobile + Hiring = Good Match?
Watch the #TChat Sneak Peek Video
SAT 11/9:
#TChat Preview: TalentCulture Community Manager Tim McDonald framed this week’s topic in a post that featured brief “sneak peek” hangout video with one of our guests, Todd Owens. Read the Preview: “Hiring: Moving Forward With Mobile?”
#TChat Twitter: Immediately following the radio show, Meghan, Kevin and guests joined the entire TalentCulture community on the #TChat Twitter stream, as I moderated an open conversation that centered on 5 related questions. For highlights, see the Storify slideshow below:
#TChat Insights: Mobile Hiring — HR Evolution or Revolution?
GRATITUDE: Thanks again to Todd Owensand Kyle Lagunas for sharing your perspectives on the increasingly vital role of mobile strategies throughout the employment lifecycle. We value your time and expertise.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about hiring or mobile workforce issues? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week we celebrate “community” in a big way — as we look back on 3 years of #TChat at a very special anniversary double header with Hootsuite VP of Talent, Ambrosia Humphrey.
https://talentculture.com/wp-content/uploads/2013/11/abstract-164329_1280.jpg350700Nancy Rubinhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngNancy Rubin2013-11-15 09:40:342020-05-27 16:31:13Mobile Hiring Hits The Fast Lane #TChat Recap
“The ability to market to prospective talent with or on a mobile device. More importantly, mobile recruiting is about the opportunity to connect with job seekers anywhere, and at any time; provide a better candidate experience; streamline your own process; and engage job seekers in entirely new and unique ways.”
It sounds like a lofty goal — but how do we get there from here? And how are employers overcoming key issues in implementing mobile strategies? To keep the conversation grounded, we welcomed two experts in talent acquisition:
(Editor’s Note: See highlights from the #TChat events and related resource links at the end of this post.)
Mobile Is Everywhere — Why Isn’t Mobile Recruiting?
Many #TChat participants agreed that mobile recruiting is becoming a necessity, as individuals increasingly rely on smart phones and tablets to connect with information and people in our personal and professional lives.
The convenience of mobile access is rapidly translating into job search behaviors, even though many employers haven’t yet optimized their websites for mobile access. SimplyHired says that the number of workers looking for jobs via mobile devices has skyrocketed, from 2.3 million to 9.3 million in the past year. Talemetry, says that 70% of job seekers are using mobile platforms, while Beyond.com estimates even higher, at 77%. (See the article and infographic.)
However, as the Wall Street Journal explained earlier this year, most companies aren’t moving fast enough. According to a recent CareerBuilder study, only 20% of Fortune 500 companies have mobile-optimized career sites. What is everyone waiting for? Read the full report, “Trends in Mobile Adoption: An Analysis of Mobile Recruitment Efforts Across Industries.”
Mobile Excellence: What Does It Look Like?
So, what does it take for employers to be “mobile recruitment ready”? Ideally, it starts with a website that is that is optimized for mobile interaction. SnapHop, a company that provides mobile talent management solutions, says these elements are necessary for a great candidate experience:
• Support for all mobile platforms — access to sites from anywhere using, any mobile device; • Location awareness — automatically sense the candidate’s location and filter information accordingly; • Personalization — tailor information and recommendations by uncovering candidate preferences; • Social media presence — leverage social channels to connect with candidates and share relevant, timely content; • Responsive design — ensure that on all platforms, content is easy to skim and consume, and navigation flows with a minimum of resizing, panning, and scrolling.
And what did the #TChat crowd say about the pros and cons of mobile recruiting? Check the highlights slideshow and other resource links below for great facts, real-world stories and ideas from across the TalentCulture community.
#TChat Week-In-Review: Mobile Devices + Recruiting = Perfect Match?
#TChat Twitter: Immediately following the radio show, Meghan, Kevin and guests moved over to the #TChat Twitter stream as I led the TalentCulture community through a conversation focused on 5 key questions. For highlights, check the Storify slideshow below:
#TChat Insights: Recruiting Is Rockin’ Mobile Platforms
GRATITUDE: Thanks again to Jessica Miller-Merrell and Rayanne Thorn for helping us explore the potential of mobile platforms in the recruiting process. Your knowledge and passion are infectuous!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about mobile recruiting trends or issues? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we dive into another fascinating topic — the role of social media in building brand influence. So save the date (November 6) for another #TChat double-header!
“The people to get even with are those who’ve helped you.”
–J.E. Southard
Today it’s time for us to “get even” by expressing deep gratitude! Why? Because Forbes.com has selected TalentCulture as one of “100 Top Websites For Your Career.” Of course we’re thrilled — and not just for all the obvious reasons. So, in the spirit of lists everywhere, here are our 3 Reasons Why This Forbes List Matters:
1) It Matters For Our Mission
By including us, Forbes is acknowledging the rise of crowdsourcing and virtual communities of practice in today’s social business world. And, if you consider the breadth and caliber of the company we’re keeping, it truly is an honor to be featured.
2) It Matters To Others In The World Of Work
On this list, everyone is a winner because there are no rankings. Instead, as Forbes staff writer Jacquelyn Smith notes:
“Our goal was to assemble a comprehensive guide to smart and engaging…online destinations for interns, job seekers, business owners, established professionals, retirees, and anyone else looking to launch, improve, advance, or change his or her career.”
Forbes has developed a highly eclectic mix of sites. It’s not just about wildly popular social platforms like Twitter; professional networking sites like LinkedIn; job boards like CareerBuilder; and reference sites like the Bureau of Labor Statistics. Forbes actually adds meat to those big bones with niche services like CareerBliss and PayScale, as well as informational sites like Lindsey Pollak and Jobacle.
However, for us, the most exciting sites on the list are the many valued friends, partners and participants in our TalentCulture community. For example:
Most importantly, this recognition is a positive reflection on each of you— the tens-of-thousands of monthly visitors who rely upon TalentCulture as a resource for helpful “world of work” ideas, insights, connections and conversations with professional peers.
This milestone is also an opportunity for us to express our gratitude for the hundreds of community participants who, for nearly 4 years have generously developed blog content, appeared as guests on our #TChat Radio shows, participated in our popular #TChat Twitter events, and shared knowledge and peer support continuously on our social media channels.
TalentCulture exists only because of the time, effort and skill that each of you contribute. That’s the beauty of community. This isn’t merely a “website.” This is a reflection of a continuous collaborative process that our founder, Meghan M. Biro, calls a “metaphor for the social workplace.”
Truly, in this case, we could not have done this with out you. So thanks to you all! And congratulations on what you’ve helped us create. Stay tuned to this site — and let’s see where our living learning laboratory will take us next!
https://talentculture.com/wp-content/uploads/2013/09/3888733207_3ed319baa5_o.jpg350700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-09-19 17:58:202020-05-25 17:57:41Forbes Picks TalentCulture As A Top Career Site: 3 Reasons Why It Matters
“Be yourself; everyone else is already taken.” -Oscar Wilde
Looking for yet another staggering social era statistic? Try this from personal branding tools provider, Brand Yourself:
Google processes more than 80 million “people” searches each day. Yep. 80 million. Chances are someone will be searching for you soon. So ask yourself this — if someone “Googled” your name right now, would the results do you justice?
Brand Positioning: It’s All About The “C” Words
As a marketing and communications professional, I’ve spent years persuading business organizations to mind their messaging, so the world will understand their brand promise. I preach the “5 C’s” of brand positioning: Clarity, Completeness, Cohesion, Credibility and Consistency. And now, after a week of “brand you” discussions with the TalentCulture community, I see how those very same concepts can be an equally powerful force in our professional lives.
Turns out, I’m not the only one who likes “C” words! Earlier this year, after #TChat conversations about how professional recommendations influence personal brands, our very own Kevin W. Grossman offered some handy “C” advice of his own on the Reach-West blog:
“…Ensure your online profiles are as consistent and accurate as possible across all social points of presence. In other words, whomever you say you are, and whatever you say you’re doing (and have done) is close (if not the same) on LinkedIn, Facebook, Twitter, G+ and the many other industry and association niche networks and communities where you’re visible.
Consistency and accuracy are critical keys, because those searching for you and reviewing your profiles will be looking for anomalies that don’t add up — and you want everything to add up. You want to stand out, but you want to add up — and for goodness sake you want to be accurate and truthful about everything. That includes your recommendations and endorsements. Never over-spin, or allow others to go there. Not only that, but at the very least once a quarter review and update your online profiles, and kill those you no longer want to maintain, even if you’re not looking for work.
Why? Because you never know when that great new opportunity will be looking for you to add up. It’s your personal employment brand. Take care of it.”
DIY Brand Makeover
Learn more about “Reinventing You”5 C’s of Brand Positioning
Hmm. I guess I’d better spend the dog days of summer cleaning my personal brand “house.” How about you? From what I saw on the #TChat stream yesterday, few of us would disagree with the importance of proactively managing an online persona. But for some people, focusing on themselves is almost as enjoyable as flossing their teeth.
That’s why we asked a fearless brand management expert to lead the way this week — Dorie Clark, author of Reinventing You. Dorie clearly understands the issues that hold people back from “owning” their brand identity, and she offers practical tools to make it work.
Below, we’ve captured the week’s highlights — including a tweet-by-tweet Storify slideshow from #TChat Twitter, and other resource links.
We hope this sparks a desire to start your own brand makeover. Let us know about your progress…here or on the stream. The TalentCulture community, is always open and ready to offer ideas and support. Rock that brand!
#TChat Week in Review: Reinventing Your Personal Brand
#TChat Radio: To kick-off this week’s #TChat double-header, Dorie spoke with Meghan M. Biro and Kevin W. Grossman about the power of proactively managing your brand. Even if you’re not in the market for a new position, you’ll hear ideas you can use. Listen now to the recording.
#TChat Twitter: As the radio show concluded, we fired-up the Twitter chat engines for a dynamic, community conversation about the role of personal branding in our professional lives. As always, the crowdsourcing energy was breathtaking. Thanks to everyone who contributed! To review highlights, see the slideshow below:
#TChat Twitter Highlights: “Reinventing a Personal Brand”
GRATITUDE: Thanks again to Dorie Clark for helping our community think more intelligently about the “why” and “how” of personal brand management. You inspire us to reach higher!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about work/life integration issues? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week at #TChat events, we’ll continue our summer “professional restart” series with a special crowdsourcing forum. Check for details in a preview post this weekend.
In the meantime, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.
https://talentculture.com/wp-content/uploads/2013/07/httpwww.sxc_.huphoto450108-002.jpg337677Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2013-07-18 19:09:062020-05-25 17:38:45Will The Real You Please Stand Up? #TChat Recap
Thinking about reinventing yourself professionally so you can switch fields or move up the ladder in your current career? A good way to start is by giving yourself a “Personal 360” interview.
At some corporations, employees receive performance reviews based on what are called “360 reviews” (360, as in all directions). In a 360 review, the key people you work with — your boss, peers, subordinates and clients — provide anonymous, aggregated feedback about you and your performance. Firms conduct these reviews partly to uncover the suck-ups who get along perfectly with their bosses but are tyrants to everyone below them.
What a Personal 360 Interview Can Do For You
By pulling together your own Personal 360 interview, where you talk with assorted people about your strengths and weaknesses, you’ll be able to begin leveraging your best talents for the next stage of your career. These people are not only your best hope of receiving honest feedback, they’re also the ones you’ll turn to for mentoring and (eventually) new business and referrals. It may seem like an imposition to reach out, but the truth is, it takes a village to reinvent yourself.
First, create a list of questions you think would be helpful in enhancing your self-knowledge. Executive coach Michael Melcher suggests paired questions. For example: “What’s my strength?” and “What’s not my strength?” Or “What career can you see me in?” and “What career can you definitely not see me in?” That format, Melcher says, “gives people permission to give the full picture; they don’t want to be too negative.”
A few good questions that aren’t paired:
What 3 words would you use to describe me?
If you didn’t already know what I do for a living, what would you guess, and why?
I’m trying to go from field X to field Y. What steps would you suggest?
What are my blind spots?
Picking Interview Targets
Next, identify the people you’ll be tapping for your 360 review. You need to be careful, especially if you don’t want to tip your hand to co-workers that you’re considering a career change. Focus on friends, trustworthy colleagues and family members you can depend on to provide honest feedback (no frenemies need apply).
Phyllis Stein, a career consultant in Cambridge, Mass., and the former director of Radcliffe College Career Services at Harvard University, suggests identifying up to 20 people who exemplify the interests, skills and values you admire. Ideally, you’ll want to corral a diverse assortment of men and women in different fields so you can get a broad perspective.
Once you’ve selected potential members of your 360 posse, it’s time to approach them. Melcher suggests making it clear that you want them to set aside time, but not for friendly chitchat. “If you tell your friends you’ll be interviewing them, they’ll take it much more seriously,” he says. Explain that you’ll be spending about 20 minutes asking them about your personal brand so you can see how you’re perceived.
Face-to-face interviews often yield better responses than phone calls, emails or Skype chats because they let you probe answers further. But they’re not always possible. You might be in Miami and the interviewee in Mumbai, for instance. Or the person you want may be so busy that the best you’ll get is an email pecked out on a smartphone between layovers.
However, be prepared. You’ll need a thick skin to conduct face-to-face interviews. Sometimes the truth can be painful. So if your poker face isn’t up to snuff, you might just want to stick to doing your Personal 360 electronically.
No matter how you conduct the interviews, be sure the people you’re talking with agree to be brutally honest. New York–based career coach Alisa Cohn says you almost have to be forceful about this with friends because their desire to protect you is often so strong.
“Say, ‘I’m trying to develop myself and I know you love me, but I’d appreciate your candid feedback about my limitations,’” Cohn recommends. If your friend says, ‘You don’t have any,’ insist he or she takes your request more seriously.
How to Prompt Honest Answers
One trick, she says, is to bring up negatives about yourself so your 360 team doesn’t have to do so. “You can say: ‘I’ve gotten feedback in the past that I’m a tactical thinker — not strategic. I wonder if you’ve seen that and what you think?’” Cohn says. “When you rat yourself out first, they can add on.”
Conducting a Group 360 Interview
In addition to (or instead of) one-on-one conversations, another possibility is hosting a group gathering in your living room with 8-10 trusted friends and colleagues, assuming your network lives nearby. The benefit of this is that you can leverage the wisdom of crowds when one person’s idea sparks another. Think of it as a focus group where the focus is you.
Make sure you have enough comfortable chairs and, just as in real focus groups, bribe people with dinner and/or copious, high-quality snacks. If you’re able, it’s a classy gesture to provide each attendee with a small token of your appreciation, like a gift card for a coffee shop or bookstore. Keep the whole shebang to 90 minutes max, with 30 of those minutes upfront for mingling and to accommodate late arrivals.
Essential Jobs for a Group Interview
Two roles are critical: the facilitator and the scribe. If you’re a terrific moderator — you can keep meetings going efficiently, politely hush ramblers, probe interesting statements — take on the facilitator role yourself. But for most people, this can be a tricky assignment when the subject is you. So you may want to ask a friend or co-worker to fill the role. Just be sure to coordinate in advance with the moderator so you’ll be able to slip him or her notes for follow-up questions.
You might, however, be comfortable as the scribe. If so, sit silently in the back, don’t interrupt and just take notes. It’s a good idea, with your group’s permission, to record the session so you can play it back and review it in the future.
You may want to set aside five minutes at the end of the session to ask attendees to write down a short summary of their perceptions — three words that describe you, the most important skill you should develop and so on. Since some participants may be too shy to offer their thoughts out loud, this is a good way to ensure you’ve captured their insights.
It could also be useful to supplement your 360 interviews by reading over previous performance reviews and recommendation letters you’ve received at work, as well as by seeing what people have said about you online — positively and negatively. (A Google search can help you accomplish the latter).
Once you’ve gathered all the input, it’s time to synthesize that information. Be sure you’re assigning the appropriate weight to what you’ve heard. Rather than obsessing about something one person mentioned in a 360 review, look for consistent patterns across comments you’ve received.
It’s easy for something negative to stick in your craw. But the power of one harsh appraisal can cloud your understanding of how you’re perceived in general. Remember, you’re trying to find patterns. To uncover them, ask yourself the following questions:
What adjectives did people use to describe me?
What skills did they say I possess or lack?
What aspects of me or my brand were most frequently mentioned?
Were any of those aspects cited as unique or unusual?
Now you have to determine what it all means. Be careful not to confuse kind words with traits that will serve you well in your career reinvention. “People may say, ‘I see you as thoughtful, methodical, and nice,’” Cohn says. “Those are lovely professional qualities, but they aren’t describing a leadership brand like the word ‘decisive.’ They’re not going to get you to the C-suite.”
(Author Profile: Dorie Clark is the author of “Reinventing You: Define Your Brand, Imagine Your Future.” She is an adjunct professor at Duke University’s Fuqua School of Business, and is a consultant and speaker for clients such as Google, Fidelity, and the World Bank. She also contributes frequently to Harvard Business Review and Forbes. Learn more about Dorie at dorieclark.com and follow her on Twitter @dorieclark.)
Editorial Note:Reprinted with permission by Harvard Business Review Press and Adapted from “Reinventing You,” copyright 2013 Dorie Clark. All rights reserved.
https://talentculture.com/wp-content/uploads/2013/07/woman-106821_1920.jpg352700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-07-16 08:40:432020-05-25 17:38:33Considering a Career Change? Take a 360 Snapshot
Most of us are familiar with the concept of personal branding. We understand how important it is to put our “best face forward,” especially during a job search. (Our mothers told us about that long ago.) And you don’t have to be Kim Kardashian to see that social media shines a constant spotlight on our lives, for better or worse. So…why don’t more of us cultivate our personal brands as carefully as a marketing manager would?
Creating a Fresh Perspective
Learn more about “Reinventing You”
Is your online presence incomplete or out-of-date? Do you suspect it sends the wrong message? Are you considering a career change, but struggling with how to reposition yourself for a new role? What’s the best way to recombine all the elements for a message that is accurate, authentic and attracts the right kind of attention?
That’s our focus this week in the TalentCulture community, as we continue our “summer restart” series with the author of of Reinventing You, Dorie Clark. Dorie is a communications and brand management expert who has written extensively about this topic. And we’re fortunate that she’s sharing her insights with us throughout the week.
To set the stage, Dorie joined me for a brief G+ Hangout to discuss why personal brand management matters, not just during a job search, but on a continuous basis:
Don’t forget to save the date — Wednesday July 17 — for a #TChat double-header that is designed to change your professional life for the better. Bring your questions, concerns, ideas and suggestions, and let’s talk!
#TChat Radio — Wed, July 17 at 6:30pmET / 3:30pmPT
Listen to the #TChat Radio show
Dorie joins our hosts, Meghan M. Biro and Kevin W. Grossman for a closer look at why and how professionals can benefit from personal branding. Listen live and dial-in with your questions and feedback!
Immediately following the radio show, our conversation with Dorie opens wide, as she moderates our community discussion on the #TChat stream. We welcome anyone with a Twitter account to join us, as we discuss these questions:
Q1: You are the captains of your own career destiny. Why or why not? Q2: What should your first priorities be when reinventing your personal brand? Q3: Does it make a difference if you’re a full-time, part-time or contract worker? Why/why not? Q4: How can business leaders facilitate ongoing career development, inside and out? Q5: What technologies today help us reinvent ourselves? How/why?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2013/07/DorieClark-1.jpg310620Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-07-14 12:06:472020-05-25 17:38:20You 2.0: Reinventing a Personal Brand #TChat Preview
“Not knowing when the dawn will come, I open every door.”-Emily Dickinson
I sat along the far front corner of the partner’s desk, trying not to sulk in the chair. This particular partner, an attractive Chinese woman in her mid-30’s, sat quietly behind her desk while she studied my professional profile like an archeologist attempting to decipher an ancient scroll. She even put her glasses on at one point. The partner’s sister — also a partner, and just as attractive but a few years younger — smiled at me like I was a special child about to get on the short bus for the very first time.
They asked me a series of questions about my experience and skills. They finally warmed up to me as we continued to talk about career aspirations, Silicon Valley, VC’s and HR-related tech startups.
Finally the older sister took her glasses off and said, “You know, you’re very unconventional. You’ve done a lot over time, and have been quite diverse in a short time, especially on paper. Now you’ve engaged with us to help give it all context. And it’s a pleasure, by the way. But still, it’s hard to put you in a…bucket. You know?”
I do. And so do many others who have carved and crafted their way into unconventionality by learning new skills, making career transitions, job hopping, consulting, freelancing, starting business endeavors and any combination thereof.
Professional Mobility Goes Mainstream
Nancy Friedberg, president of New York City executive coaching firm Career Leverage, recently said in a Fortune article, “Partly because of all the economic instability lately, and partly due to the entry of Gen Y into the workforce, people increasingly see themselves as free agents. It’s all about the portfolio of skills you bring, not loyalty or security. Moving around has become the new norm.”
This was a recent candidate experience I had with an executive search firm in Silicon Valley. Lovely, smart women who knew their business and understood the power of the professional skill portfolio. But as I noted earlier this week, we are naturally stalwart creatures of comfort and habit. Talent selection, mobility and succession planning have long been determined primarily by literally matching hard skills and experience to a job description, and of course gut instinct.
This is not to disparage any search professional working today, but saying that talent strategies should focus on hard skills is no longer enough. The softer skills — communication, empathy, team-building — are just as integral to selection and development, if not more so. The partners I met with understood this and made it clear during our conversation.
Looking at Talent Through New Eyes
This week on #TChat Radio, Josh Bersin emphasized the importance of looking at human capital management challenges through a more strategic, holistic lens. Rather than emphasizing the need for hard skills alone, high-impact organizations seek people with a full spectrum of capabilities — and develop both hard and soft skills. As organizations reinforce and expand these combined capabilities in real-time, and provide flexible context that responds to workforce competencies, we can expect talent selection, talent mobility and business performance to improve.
Those of us who pursue unconventional paths should take heart – it seems the tide is turning in our direction. If only unconventionality paid better, right? Actually, for the progressive individuals and companies propelling themselves and the enterprise forward, it does.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-03-22 12:24:042020-05-25 16:29:08Career Moves: An Unconventional Payoff
“Act as if what you do makes a difference.
It does.” -William James
It really does. Live who you are and be the difference not only in your own life, but in those around you as well. Each and every moment is a opportunity. The subtle inter-connectedness we have with those closest to us ripples outward from the pebble plunk touching even the most distant connections.
However, it’s our responsibility to manage the plunks. Being mindful and purposeful is what makes all the difference in the ripple effect.
Every Point of Presence is a “Plunk”
This is the new age of transparency and personal branding; you have to own each and every moment and every opportunity. Even for those of you who stay in the social shadows online, the light will find you at some point. Professionally speaking, that is. The world of work has new rules of personal branding and marketing today. Even if a prospective employer requires you only to submit a traditional resume and cover letter, odds you’re being vetted online in every way publicly possible – starting with a search engine query.
You are your own subdued reality show — so why not exploit the new branding and marketing rules for your own benefit? Why not be accurate, consistent, accessible and personable in every point of presence you “plunk” in?
The Medium is the Message
Brand marketers today know that everyone consumes content a little differently, so keep that in mind as you create content that supports you and your personal brand. Diversify the ripple with a variety of good stories about who you are and what you aspire to be and do — bring those stories to life across multiple media — written word, video, audio and/or visual imagery.
Make a difference and be a difference. Those who feel the ripples of warm, reassuring water passing them by will stop and take notice. That’s the bottom line lesson from this week’s TalentCulture community focus on “brand you.” Below are several other takeaways to consider, along with links to archives of the week’s activities.
1) Every Brand Tells a Networked Story
Each of us has a professional pathway, triumphant successes, and painful failures. All of these “brand you” elements are increasingly visible, and connected with others. Whether or not we proactively develop a personal brand strategy, our collective actions and associations reflect upon us, individually and in relation to our employers. And similarly, our employer’s brand reflects upon us. It’s a delicate symbiotic relationship.
2) There’s Nowhere to Hide
Assume everyone is watching, even if no cameras are in the room. Social media captures and exposes interactions. It blurs the lines of communication among job candidates, employees, customers, business partners, organizational leaders and recruiters. So, what are the issues and opportunities that come along with this fluid, open digital village?
3) Listen to Smart Brand Guidance
That’s why #TChat called-in brand management big guns to lead the way this week:
If you missed any of this week’s events – or if want to revisit insights anytime – just follow the links below…
#TChat Week-in-Review
SUN 2/24
In a Forbes.com post, TalentCulture CEO, Meghan M. Biro outlined the premise for this week’s focus on career strategy and branding: “5 Steps to Discovering the Brand You”
Listen to the #TChat Radio recording
MON 2/25
#TChat Weekly Preview laid out key questions for the community to consider: “Empower the Brand You”
WED 2/27 #TChat Twitter: Rayanne returned to moderate our freewheeling #TChat Twitter forum, and we set the stream on fire! By the end of the hour, the #TChat hashtag was trending globally on Twitter – a sign of tremendous “signal” strength. But we care most about the quality of the conversation. What were people saying? And did others find it useful?
Participants included job-seekers, recruiters, consultants, writers, thought leaders, social media specialists, marketing professionals, and even a couple of CEOs. Now that’s proof of the relationship between individual brands and the world of work! And what were they talking so fast and furiously about?
To see highlights from yesterday’s #TChat Twitter forum, please watch the Storify slideshow below: #TChat INSIGHTS Slide Show:“Empower the Brand You”
[javascript src=”//storify.com/TalentCulture/tchat-insights-empower-the-brand-you.js?template=slideshow”]
Closing Notes
THANKS: Again, thanks to Rayanne Thorn and Chris LaVoie for sharing your personal stories, aspirations, and professional expertise with the TalentCulture community this week. You bring context, dimension and personality to the concept of employer/employee branding.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about career management or recruiting issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we’re looking at the power of collaboration tools and techniques in helping diverse minds work together more effectively in today’s workplace. Save the date for #TChat Radio, Tuesday, March 5, at 7:30pm ET. And #TChat Twitter Wednesday, March 6, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.
Q2: Does the world of work need a reality-based TV show? Why or why not? #TChatRayanne
A2: No, we live business/opportunities all day long. The last thing I want to do is come home and live even more. #tchatMichael Chopp, PHR
A2. Ughhh. Reality shows are NEVAH “needed” for anything and they’re never real either. #tchatHeather Bussing
A2: We are all interesting but THAT interesting? I don’t throw TV-worthy diva fits at work. Sorry. #TChatJoel Peterson
A2 I don’t think reality tv would add value, too much distrust on the truth #TchatLisa Larter
A2: Hehe, if it’s a real “reality” based recruiting show, let me give em a challenge!!! #TChatJanis Stacy
A2. It could be a good way for job seekers to see the other side of the process and see what recruiters look for #tchatKimPope
A2:I think we can re-design reality shows – They don’t all need to be Sleazy Shore! #TchatRayanne
A2: All reality shows are somewhat “scripted” so a reality show about life at work would only be worth it if it was not “managed.” #TChatJoel Peterson
A2: The Apprentice & Trump is a gr8 lesson in what not to do as a leader. #tchatJohn R. Bell
A2: We don’t need another reality show – just better editing of the stories we’re already telling. #tchatAndy Janning
A2: (Raises hand with puzzled look) What’s the point of a world of work reality TV show? Who for? #TchatLara Zuehlke
A2. Job seekers can see how other job seekers epically fail on this show and hopefully learn not to do it themselves :) #tchatAshley Lauren Perez
A2: There is too much “Truman Show” in our lives today. No more reality TV #tchatJen Olney
A2: Most ppl I know think of Reality TV as a *freak shows*. Is this the way 2 portray the hiring process, or is it too late? #TChatNancy Barry-Jansson
A2 Ready for a career makeover show. Needed. #TChatMarla Gottschalk PhD
#Tchat A2 Work is reality… Eyeballs flow to quality Information and topical authority is transferred to producers of relevant content.ALEX BOTTOM
A2 The question to ask is how real is the Reality show? Is there a transparency enough for people to see?#tchatSonalee Arvind
A2: I have to say that I have a lot of time for Shark Tank’s principles. #tchatJohn R. Bell
A2: But, if we can deliver good story for a cause, even ever so embellished hyper-reality, them I’m in. #TChatKevin W. Grossman
A2 Not helpful. Reality TV edited to serve up hype and drama. We watch world of work through unreal lens of show editor #TchatSejual
Online vetting can create tunnel vision. Traditional interviews, experience, references, 1 to 1 are essential. #Tchat A2Lois Martin
Here are my office digs, as requested. Small but cozy. (See top right corner for various board games.) #Tchat http://twitpic.com/c7cw1qJoel Peterson
Q3: Do we really live in an online peer-vetted playing field? Why or why not? #TChatRayanne
A3 Digital life and “real” life are increasingly overlapping #tchatChristopher Yeh
A3 Smart people don’t show “everything” online – that’s what branding is about – you can be honest without being “naked” #tchatAnnette Richmond
A3: To an extent. Tech has placed us in a peer-vetted environment but employers (or recruiters) are stuck in the 90’s. #TchatDamon Lovett
A3 The online part is important but ultimately it’s the human to human relationship that makes all the difference #tchatHolly Chessman
A3 the peers of old were too limited/ing. Add the online dimension & a world of opportunity opens to one who cultivates presence #tchatBrian Rensing
A3. I think we have the beginnings of a broad peer-vetting field but there’s room for a universal currency of trust. P2P Yelp! #TchatAndrew Marshall
A3. Think about our #tchat community of peers. Haven’t we all learned so much from one another? #tchatTerri Klass
A3: Don’t we keep each other honest? Hey, I saw that… #TChatKevin W. Grossman
A3. We’re having a lot of fun! Social business is essential for ROI on attention, time, energy. #tchatMichael Clark
A3: I’m still trying to figure out what an online peer-vetted playing field is. Reality gamification? #tchatHeather Bussing
A3. I think it depends on your confidence level HUGELY #TchatLisa Larter
A3: How do we know online personas are authentic? In face 2 face meetings, you can’t take time 2 construct the “perfect” response. #TChatKavita C.
A3. Networking outside of your organization can help ensure you don’t get yourself stuck with stale ideas #tchatKimPope
A3 Impressions are formed fast on #SoMe #tchatAlli Polin
A3: Problem is, I’ve not seen this actually happen in the real world. #tchatRob McGahen
A3: Call me old-fashioned but I still love real-life high-fives, handshakes, and HR-approved hugs. #TchatLara Zuehlke
A3: Don’t believe everything you read – back up it with gut feel and real references #tchatJen Olney
A3: If a tree falls in your forest, and nobody cares… #TChatKevin W. Grossman
a3 It’s like real-time back-door references on #SoMe #tchatAlli Polin
A3 But when u Google yourself, ur only seeing what Google thinks u want to see. Indv filters break the self awareness clarity. #tchatStephen Abbott
Currently at @panerabread during #TChat http://pic.twitter.com/0j8OFxsPqyMary Beth Huffman
Q4: Should we film our daily body of work? What other technologies should we use to empower our personal and corporate brands? #TChatRayanne
A4) Playing sports taught me, “the eye in the sky, doesn’t lie” It gives you opportunities to correct ur flaws. Would be interesting #TChatVinnie Levine
A4. I wish there were documented videos and realistic views of jobs when I was choosing a degree/career path in college #tchatAshley Lauren Perez
A4 If used correctly, video can definitely help convey a brand quickly and beautifully–in a short amount of time too. #TChatSendgine
A4: We’re all using social media to empower our brands, aren’t we? #tchatVizwerxGroup
A4 Film, if you must, with a few softening filters…reality can be too ugly sometimes. #TChatEnzo Guardino
A4: We should think like new world marketers and use all mediums to brand and promote ourselves. Every one consumes differently. #TChatKevin W. Grossman
#Tchat A4 Filming daily wouldn’t make sense for many firms but video chats will likely grow as older workers become less & less influential.ALEX BOTTOM
A4. Sharing without intent is personalized SPAM. If you are recording your life be mindful of why and for whom. #TchatAndrew Marshall
A4: We are not far off. Google glasses here we come. HR / Privacy Nightmare #TChatSean Charles
A4: I am all about knowledge sharing BUT there are limits – there has to be. #TchatDamon Lovett
A4: If I filmed my daily activities it would be me playing on Facebook, eating Bon-Bon’s in my Pajamas > (according to my husband) #TChatSusan Avello
A4: Plus wouldn’t there be huge implications legally? #TchatLara Zuehlke
A4: No matter what the subject, every story has to be crafted. Nothing worth learning from is just “unscripted” if its filmed. #TchatJoel Peterson
A4: Filming an engineer working probably wouldn’t be something most would like watching. Type Type, coffee, type type. #TChatJanis Stacy
A4: Not everything needs to be shared. Pick your spots and create content that is worthy of the brand #tchatJen Olney
A4. Just because you CAN, doesn’t mean you should. #TchatPatty Swisher
A4: A powerful brand can stand out even without technology. MLK did not need twitter ! #tchattanvi gautam
A4 Hmmm. In my practice everyone would have to sign a waiver. :) #TChatMarla Gottschalk PhD
A4: For #SoMe projects it would be awesome to view & record screens of my team to coach & reward #TChatSean Charles
A4. We keep moving forward, not resisting but embracing tech, (almost) anything’s possible. #tchatMichael Clark
Q5: What should business leaders do to better improve the recruiting process and the candidate experience? #TChatRayanne
A5: Keep it simple and put yourself in the position of candidate – would you want to work with your organization? #tchatJen Olney
A5. Know exactly what they are hiring for rather than just who they like. #tchatJohn Baldino
A5: Realize: talent isn’t free. There’s an initial #investment to hire & ongoing investment to retain. A good employee = hard 2 find. #tchatEvelyn Eury
A5 Do good work, provide excellent service, and care about how you do it. #tchatHeather Bussing
A5. Respond to each applicant if even with only a form email letting them know there candidacy is over and someone else got the job #TchatGuy Davis
A5: Don’t force yourself to be someone you’re not. This rule also applies to social media and candidate experience #TChatMeghan M. Biro
A5: Don’t assume that if you build it they will come. Those days are gone. #tchattanvi gautam
A5 #tchat Have a complete understanding of the transferable skill set needed for the position.Michael Chopp, PHR
A5: Get creative. Ask your teams,: “given what U know about our culture now, would you accept a job w/us if U were a new candidate? #TchatJoel Peterson
A5: In all seriousness, tell me HOW to apply to their company. Then treat me with respect as a human being. #TChatJanis Stacy
A5 manage expectations how and when you will respond to job applicants #TchatPeter Clayton
a5 The recruiting process should use the ATS as a tool, not as ‘the answer’ Still need to pick up the phone & connect #tchatAlli Polin
A5 It’s all about value value value. #jobseekers and #employers need to outline how they mutually add value #tchatGoldbeck Recruiting
A5. The recruiter’s purpose is not to stump the candidate. #tchatTerri Klass
A5) prob unrealistic given legal climate, but would be great to get honest feedback – why wasn’t I hired or interviewed? #tchatRich Grant
A5. If you always do what you’ve always done you will always get what you’ve always got. Want different? Be/Act different. #TchatAndrew Marshall
A5: #Job applicants need to understand that #hiring isn’t personal. So easy to think it is. Keep branding yourself & strengths. #TchatLara Zuehlke
A5 Improvements come from honest engagement in recruiting process. Better experience when leaders’ training cultivates better EQ #TchatSejual
A5) it would save time for both empl. and job applicants if employers provided a salary range #tchatRich Grant
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-02-28 21:59:372020-05-25 16:23:08Mindfully Managing Your Personal Brand: #TChat Recap
The digital reputation economy is fast approaching — it’s already here for movies, restaurants (including their restrooms), customer service in retail, and a growing number of employers. And it’s arriving for us ordinary citizens: “everyman” and “everywoman.” Startups are building software that can aggregate your tweets, “likes,” online commerce and more, to construct a profile of who you are. And employers, banks and others who have influence over your professional and personal affairs want to review that aggregation of data. This week we look at whether or not that’s a good thing in general, and how it changes our professional and personal currency.
Endorsements online can mean a lot. This we know, and their apparent relevance to the world of work is considerable. They can help an organization’s SEO, yes, and research shows that a large majority percentage of social media users turn to their peers for recommendations on products and services, and not to the organizations themselves that provide these — a sort of unofficial recommendation.
There must be a corresponding phenomenon in the world of work. And that would be digitally revolutionary. Against the backdrop of social endorsements are the official and unofficial mechanisms for professional endorsements and recommendations that drive careers, too. With its new endorsements functionality, LinkedIn recently has made a splash along these lines.
Let’s train our collective #TChat wisdom on endorsement, to look into whether or not all online endorsements are created equal. We’re going to do our best to extrapolate as many key takeaways as possible that might be applicable to the world of work. In the spirit of that quest, following are this week’s questions:
Q1: What is the value of endorsements and recommendations online, whatever the context?
Q2: In the world of work, are all online endorsements and related activity created equal? Why or why not?
Q3: How should leaders interpret online recommendations & endorsements? What is the value?
Q4: When do *you* endorse a fellow professional online? What criteria do you use?
Q5: How is tech changing the nature & value of endorsements & recommendations?
To view the #TChat Radio preview, click the image.
One of this week’s #TChat Radio and #TChat Twitterguests is Dr. Marla Gottschalk (@MRGottschalk), a prolific member of our community. Marla is practice manager in organizational development at Rand Gottschalk & Associates, a management consultancy focusing on organizational change and performance development. Here’s a link to her blog, The Office Blend.
Our other guest for the radio show, and moderator of Wednesday’s Twitter chat, will be Mike Dwyer (@cruiter), co-founder and managing director of market development at QUEsocial, a social business technology platform that equips employees in recruiting, sales, customer service, product marketing, and marketing with job-specific training, content and motivation to convert social media activities into desired outcomes.
So please, join us. Tune into the radio show on Tuesday, Jan. 22, at 7:30pm ET / 4:30pm PT. And then bring your ideas to the Twitter chat on Wednesday, Jan. 23, from 7-8 pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are). We always enjoy and value your tweets and wisdom!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-01-21 20:06:012020-05-25 16:13:04The Power of Online Endorsements: #TChat Preview
“All I know is that sometimes you have to be wary Of a miracle too good to be true All I know is that sometimes the truth is contrary Everything in life you thought you knew…”
–Neil Peart
They sat in the front pews listening to our advice. The air conditioning didn’t work, so fans swirled warm air from back and forth between the open doors and windows, like restless dreams of the unknown. They listened with guarded optimism, looking tired, a little lost.
We talked about résumé best practices and where to look for jobs and how to optimize and leverage online professional profiles and where to find freelance and project work. We talked about volunteering and getting involved in your local community, not only to give back, but to exchange with one another via networking reciprocity; we never know where our next opportunity could come from. At one point toward the end of my segment, I forced a smile, thinking of my own career path, the highs and lows and mediocre in-betweens. I wiped my sweaty brow and looked toward the windows, already somewhat regretting my metaphorical cliche.
“Keep all those windows of opportunity open you find throughout your careers,” I said. “You never know when you’ll need them.”
These were the job have nots — working-class to middle-class folk who have lost their jobs, whose careers have ground to a halt, whose personal lives have gotten in the way of their professional ones. This was also my latest experience volunteering with Hirewire, a local organization to help job seekers in Santa Cruz County with career development and job search advice.
Consider one of the Hirewire attendees, an aerospace engineer in his late 50s out of work for nearly three years, struggling to fill the hole in his résumé and remain relevant and to again become employable.
Consider another of the Hirewire attendees, a service delivery professional in his early 40s out of work for over a year, struggling to find value in the local employment office workshops and counseling sessions.
Consider my best friend from college. In 1987 he wanted to be an airline pilot. He finished his college degree, flew hundreds of hours, finished all his flying certifications and — wallah — he became an airline pilot, first flying for a commuter airline and then for a global transport airline. But then just last month — wallah — he was out of a job, laid off due to the continued economic ice age.
Consider the thousands of men and women given highly skilled training to defend us near and abroad, to then find themselves again as civillians drowning in double-digit unemployment.
Consider the millions of high school graduates (and many more of those who didn’t graduate) who fight for a finite number of low-wage jobs while being shuffled to and fro from social service to social service and then told to look ahead, figure it out and find a job.
Figure what out, exactly? Sometimes the truth is contrary for the job have nots. And sometimes it’s a breath of fresh air, like the note I recently received from another friend of mine:
All is moving along for me…I’m doing some interesting work with companies both inside and outside of the HR space which is keeping things fresh. And still managing to find (some) balance in life by following your advice from the last time we spoke about “keeping all the windows open.”
Ah, so much for metaphorical clichés — so much is needed to warm the world of work again. So much has been lost during the darkest of modern economic winters. So much needs to be reinvented and reinvested.
So much for the job have nots.
Thank you for joining us yesterday. Your tweets couldn’t have come at a better time for the job have nots. If you missed the preview, click here.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-07-12 11:22:542020-05-22 14:27:14So Much for the Job Have Nots: #TChat Recap
If you’re in an HR or recruiting position, you likely interact with a lot of job seekers and employees, and you may believe that you already know everything you need to know about their mindsets and attitudes. After all, you’re in the people business.
Plus, you’re busy! You’ve got an inbox full of resumes and a calendar full of meetings and interviews, and you think you’re making things easier by applying an unchanging checklist to the job seekers you have to sort through.
It’s time to think again. Preconceived notions can hurt you and your business, because they may be leading you to reject top talent before you can discover it.
At Monster, we talk to job seekers every day; like with #TChat, we know conversation counts. Because, after all, that’s the ultimate goal of connecting. And here are just a few of the commonly held recruiting notions that today’s worker – who, statistically speaking, is likely also a job seeker – want HR pros to know:
5 Job Search Myths and The New Recruiting Realities
MYTH #1: Currently employed candidates are preferable
You don’t still ignore “active” candidates in favor of “passive” ones, do you? The line between people who are actively looking for a career change and people who aren’t has blurred — Monster polls have found that a considerable majority of employed people would jump ship for the right opportunity. (As a side note, this makes employee engagement very important right now — what are you doing to keep your current employees engaged?)
MYTH #2: Gaps in employment make a candidate undesirable
Times have been tough, right? Great workers have been laid off and had a hard time finding new employment. Rejecting candidates for gaps in employment means you reject a lot of great talent out of hand. Look into “gaps,” and you’ll see that many candidates have been filling downtime with personal-development activities that make them better hires, not worse.
MYTH #3: It’s all about salary
This just isn’t true for today’s workers. It’s no longer about throwing money at great candidates — especially for younger workers, quality-of-life issues can trump monetary compensation. Want to make your company more attractive to talented people? Look into adopting flex-time and flex-space policies. Provide on-the-job learning opportunities (and make sure that all employees, even “entry-level” ones, are treated with respect and shown how they contribute to company success). And think about how your company can promote its green and social-good efforts — corporate responsibility is becoming more and more important to workers.
MYTH #4: “Overqualified” people are unacceptably risky hires
That “overqualified” worker has the expertise your company needs. Instead of rejecting him or her outright, find out why he or she wants to head in a new career direction. As with salary, many great candidates are now less interested in titles and more motivated by other concerns.
MYTH #5: Over 50 means over the hill
Now more than ever, age is just a number. People are living longer and putting retirement off for later — not only because they need income, but also because they want to stay engaged with their careers (or begin a new one). Like “overqualified” workers, Baby Boomers are a great untapped employment-market and expertise resource.
#TCHAT Questions (06.28.11)
What recruiting myths are you challenging? Have you uncovered any other outdated recruiting mindsets? What can HR do about it? Tonight’s special #TChat Live! from SHRM 11 will focus on the current state of affairs with regard to talent management and HR leadership.
If you’re at SHRM 11 this week, stop by ARIA Resort & Casino’s Bluethorn Meeting Room #3 for our meet-up today. Food and drinks will be available. You don’t have to be in Vegas to follow the action. Search for hashtag #TChat on Twitter or your favorite Twitter client and join the conversation.
It’s sure to be a lively discussion, so we hope you can join us at 8 PM ET/5 PM ET on Twitter for #TChat!
Q1: What does HR do? Is that different from what they’re supposed to do?
Q2: Why should HR be responsible for all talent management and recruiting? Why not?
Q3: What are the common misperceptions other departments have about HR and why?
Q4: What’s HR getting right in today’s world of work and business?
Q5: HR pros: What can employees do differently to better partner with HR?
Q6: What does the future of HR look like? Does it have one?
Visit www.talentculture.com for more great information on #TChat, as well as other great resources on careers and hiring.
Monster’s social media team supports #TChat’s mission of sharing “ideas to help your business and your career accelerate — the right people, the right ideas, at the right time.”
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-06-28 15:30:202020-05-20 17:19:15What Your Workers Really Think About HR: #TChat Preview
Weekends aren’t the usual time for companies to drop market-making news, but it happened this weekend, when Monster announced the launch of BeKnown, a networking application which marries the social-media savvy and vast audience of Facebook (more than 750 million users) with the track record and recruiting muscle of Monster
I was prepared in briefings last week so it was not a complete surprise to me. I’m still pondering the ramifications of this shiny tool. But it happened, and in the reporting that accompanied the announcement, one observation went unsaid.
Old School, Meet New School
For recruiters and talent management pros everywhere, it’s an announcement that’s been a long time coming. I’ve known the team at Monster for many years and through many of it’s revisions. As one of our #TChat media partners I offer Monster a huge congratulations and am very pleased about the news. And while some companies may feel a bit threatened or fear disintermediation, it is a good thing for our industry. Time will tell how quickly people and companies can adopt the new technology in a way that is useful.
For job seekers, it’s a revolution that continues to unfold. Revolutions change things, and people have to figure out how to use the change to their advantage – and do it quickly. Does this mean no more need for recruiters? Absolutely not, and more on that later too.
With BeKnown, job searchers – passive or active – have a new tool with which to create professional networks. Users can construct an old-school presentation of their accomplishments – a social resume – and float it out, while keeping their personal and professional networks separate, into the powerful, new school Facebook stream.
There are other real contenders in this game – LinkedIn, with ~100 million users, and an early innovator giant kudos goes to BranchOut, a Facebook application created by a bunch of smart, Silicon Valley VC-backed entrepreneurs. There is zero question they are early adopters in this space. Both are excellent tools, but neither has the recruiting backbone of Monster. I wonder how this will play out in the marketplace. Will be interesting to watch the developments.
What does this mean for recruiters?
We will have to be smarter and work harder for clients to prove our value. But I’d argue that the vastness that is Facebook will turn out to be a great thing for recruiters who continue to pivot quickly to offer services to help clients bridge the worlds of social interaction and job search. I’ve been to Leadership and HR conferences and talked to lots of recruiters in the past few years, and most of them have been looking for something like BeKnown. Why? Because most recruiters are already social media-savvy, but most companies don’t have the bandwidth to construct social communities to attract prime recruits. BeKnown could be a/the invaluable bridge.
What does it mean for job seekers?
More access. A new channel, in a familiar Facebook form. More than 700 million other users, loosely-connected into a huge job-sharing and job-hunting network. What BeKnown doesn’t have that recruiters offer: a tight, focused relationship, built on trust, with a professional who knows the ins and outs of job hunting, personal branding, talent management and career-building.
BeKnown will create disruption, but it also will create opportunity for job seekers and recruiters. What it won’t do? Replace relationships.
The loose bonds many of us have with Facebook friends are fragile, transient things, made more transient by frequent, subtle tweaks to Facebook’s algorithms which create a social filter many users barely notice. Facebook’s privacy issues and lack of transparency are real concerns that will continue to be managed. Nevertheless, BeKnown is a step forward for job seekers at a time when many need the extra help and visibility. And for recruiters, it’s a missing piece – a social edge, a new channel, a new way to add and prove the value of relationships.
It’s old school meets new school. And I could not be happier.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png2011-06-27 09:46:522020-05-20 17:18:54Monster's BeKnown Disrupts: Meet New School Social Networking
It’s not just that many recent grads are new to the world of work — it’s also that the world of work has changed quite a lot in recent years. The tumultuous economy, fast-changing technologies, and the social-media revolution (just to name a few factors) have made the workplace 2011′s grads are entering a very different place from the one 2oo1′s experienced.
Of course, many of the questions new grads face — such as “Should I follow my passions or work on finding a stable career?” “What mistakes should I beware of?” and even “Was my four-year degree really necessary?” — aren’t questions that only young people ask. We’re all dealing with these questions to some extent.
If you’re a new or recent grad looking for answers, a job seeker with questions about the new world of work, or anyone who has career wisdom to share, join #TChat tonight at 8 p.m. Eastern (5 p.m. Pacific). This is sure to be a lively discussion!
#TChat Questions and Recommended Reading (06.07.11)
Here are tonight’s questions, along with some posts on emerging workforce issues we think are worth checking out. This background reading isn’t mandatory to get in on tonight’s #TChat action, but we suggest checking out these articles by top career-advice and talent-management thought leaders before the chat (or if you missed it):
Q1: Should 2011’s new grads follow their passions, or focus on finding a stable career?
Monster’s social media team supports #TChat’s mission of sharing “ideas to help your business and your career accelerate — the right people, the right ideas, at the right time.”
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-06-07 15:36:512020-05-20 17:08:59The World of Work for New Grads: #TChat Preview
Informational interviews have a number of things going against them. They sound boring, ineffective and most importantly are hard to get. However, in reality, they aren’t hard to get at all and, if leveraged effectively, will increase your chances of finding and being considered for jobs, especially the “hidden” ones.
Unfortunately, many job seekers fail to request the interviews properly and as a result, actually turn off or lose the “interviewee” altogether. Here are eight secrets for effectively requesting and successfully getting informational interviews:
1. Email, don’t call. Emailing or sending a message via LinkedIn allows the recipient to choose to respond at their own leisure and doesn’t interrupt their schedule.
2. Make GRAMMAR your new best friend. I know we all use spell-check nowadays, but honestly, proofread anything and everything you write to any professional. It doesn’t matter how well they write, they have a job and you don’t yet, so make sure everything from punctuation to capitalization is perfect. If possible, ask someone else you trust to read your outgoing messages to these professionals just for outside perspective. This is especially important if English is not your first language.
3. Hook them with your subject line. No matter how you know the person you want to contact, the subject of your message has to be personal and direct to catch their attention and move them to read it. If you don’t know the person, consider using “John – Question from a Student” or “John – Request for Informational Interview.” If you do know them, I recommend “John – Request from Chris Perry” or if you don’t know them personally, but went to the same college or have something in common, I recommend something along the lines of “John – Request from a W&M Student.”
4. Briefly introduce yourself. In a short first paragraph, state your name, who you are and what you are doing. Remember, busy people don’t have time to read long messages. Keep it short, sweet and to the point.
5. Command the common ground. If someone who knows them has referred you or you have something significant in common with the person (i.e. college, professional organization), make sure to include this at the end of your first paragraph or at the beginning of your second. A stronger connection or link between you both can only help you get the interview.
6. They know you want a job, so don’t ask for one! In your next paragraph, this is where you make the direct request for the informational interview; however, DON’T ask them upfront for help to get you a job in their company, as they already know you’re interested in opportunities in their company or you wouldn’t be contacting them. I recommend you make it more about them and ask them for the opportunity to speak about THEIR career, how THEY got involved in it, THEIR company and/or its culture.
7. NEVER send your resume to them with your initial request. This looks presumptuous and inconsiderate and your resume just implies that you expect them to take time to look at it and more time to send it to the right person BEFORE they have even had a chance to “yes” or “no” to your request. If you are emailing them, include a link to your LinkedIn profile in your signature, and if you are sending a message via LinkedIn, there is no need, as you are already on that network. Let them be the one that request more information from you.
8. Don’t Forget Your Contact Info. Make sure to have a professional email/message signature with all possible methods of contact listed. This way, you look good, but they can also get in touch with you in whatever way they prefer. You might even tastefully include a link to your LinkedIn profile, personal website or other supporting media online. This is more appropriate than a resume, because it offers them the option of seeking more info about you.
Today’s post is by Ty Abernethy — founder and CEO of ZuzuHire, a multimedia candidate screening tool incorporating video, voice, essay and multiple-choice questions. He has a background in executive recruiting, and currently manages the finance/accounting recruiting division of Chase Professionals.
The hiring process is changing–not only for companies and recruiters, but also for candidates. With companies facing challenges like budget cuts and understaffed recruiting departments, they are looking at new tools to simplify the hiring process. Things are changing quickly, and it’s hard to keep up. But it’s also difficult to tell which tools and innovations will stick once the dust has settled. Here’s a breakdown of some of the exciting new technologies that will (most likely) stick and how candidates should adapt to keep up.
Ding, Dong the Job Boards Are Dead (well sort of…)
Once upon a time, all hiring strategies went like this: 1) post an ad to a major job board, 2) review resumes, 3) interview, 4) and hire. But things are changin’. Now, with the advent of social media, companies and recruiters have so many more recruiting gadgets in their tool kit. And with aggregate job sites like Indeed and SimplyHired, there is no longer a need for employers to post with the major job boards. Companies can use the smaller, lesser known (and cheaper) boards and get great results. And LinkedIn has now become the largest “resume” database in the world. Soon companies and recruiters will use LinkedIn profiles interchangeably with resumes. And before too long, companies will start allowing applicants to apply to their job postings via the “Connect with LinkedIn” plug-in instead of having to upload a resume. For candidates, this means they must have a professional, updated, and detailed profile.
Video Is Not Just For Pop Stars!
Video is fast becoming a major component to the hiring process, both as a marketing tool and as a candidate screening and interviewing tool. Companies are realizing that the more they differentiate their jobs from their competitors’, the easier it is for them to attract exceptional candidates. And video is a great way for a job seeker to get to know a company better. YouTube and Facebook videos help to give a company a face and a personality and make candidates more excited about the organization. Additionally, video offers a great time saving solution for companies during the interviewing process. Companies can interview candidates in a fraction of the time by incorporating video, and save on travel costs as well. Very soon it will be commonplace for companies to screen and interview candidates via video before bringing candidates in-house to interview. Job seekers need to purchase a webcam so they can keep up!
Mobile! (It’s not just a town in Alabama!)
Mobile recruiting will be huge in the future. Currently, companies looking for a competitive edge have started to incorporate mobile apps and text messaging into their recruiting campaigns. New technology allows recruiters to send out a job via an app and candidates can “check in” if they are available. Recruiters see not only that the candidate is available, but where he/she is geographically located. Then recruiters can reach out to candidates that are in the closest proximity to the job. Crazy, right! Additionally, recruiters now have the capabilities to mass text message candidates with job specs. Instead of having to wait for a candidate to check his/her email, recruiters send the message directly to the one device candidates never put down—their cell phones! Powerful stuff, especially for recruiters sourcing for time-sensitive temp jobs. Job seekers should update to smart phones to keep up.
How Job Seekers Should Adapt
Job seekers that adapt the fastest will see the best results. Being prepared for these changes really helps a job seeker stand out from the crowd. First off, it’s imperative for candidates to leverage their social media communities. Great sites like StartWire make it extremely easy to keep your networks updated on your job search and to ask for assistance and support along the way. It is imperative to find and apply to jobs within the first 24 hours that they are posted. Candidates should set up Indeed and Bing job alerts for target job titles in their geographic location. Signing up for social media job search tools like BraveNewTalent can also be quite effective for finding companies that are hiring. Job seekers should purchase a webcam and become comfortable communicating and interviewing online. If job seekers can keep up, they will stand out among the crowd.
The times are a changin’, and if you adapt you will thrive. What are you doing to update you recruiting or job search strategy?
In your job search, you, the job seeker, seek out the employer, but that doesn’t have to be the case throughout your entire career. There are many ways that you can brand yourself to stand out, increase your visibility in front of career stakeholders and inevitably make employers come to you.
Here are just 5 ways you can change the game and get employers to come to you:
1. Start Blogging: Starting and maintaining your own blog requires investment and commitment of your time, energy and creativity. While you can choose to blog on any topic you desire, focusing your blog’s theme and content to better serve your industry can be an outstanding way to show off your personal brand and demonstrate your unique value to potential employers and career stakeholders. Not only can this blog be a great entrepreneurial venture to include on your resume and online profiles, but it shows your hiring managers and interviewers industry involvement and contribution outside of your full-time experience. Blogs are very easy to get started. There are both free and self-hosted platforms to choose from, including WordPress, Blogger and Typepad.
2. Get Quoted: Whether or not you start your own blog or contribute guest posts regularly to industry-related blogs, getting quoted online in blogs and other online magazines or offline in books or other periodicals on a topic relevant and valuable to your industry and target employers adds a new credential for you to taut in your job search, but also really boosts your personal brand for your long-term career. HelpaReporter.com (HARO) is a FREE service that links reporters, journalists, bloggers and authors with experts and experts-to-be to get quoted in print or online media. Sign-up to receive daily queries from HARO and respond as often as possible and appropriate to any related to your field or areas of interest. Before long, you may be quoted in the Wall Street Journal, a published book or interviewed for leading blog, which will increase your credibility across your network and beyond.
3. Get to the People Behind the Postings: Most job seekers and professionals neglect informational interviews, likely because they sound boring, hard to get, ineffective and/or all of the above. Informational interviews are actually powerfully effective both in your job search and in your career networking. By reaching out and asking for a few minutes to learn about a fellow professional’s career, experience and advice (Note: this does not mean asking for a job), you get a chance to introduce yourself and your brand, share your value and make a stronger connection with someone new. While this person may not be in the position to hire or ready to hire at the time of your interview, you are now on that individual’s radar and maybe a first go-to candidate for the next opportunity that comes up.
4. Offer Your Ideas: If you’re willing to put a little work into targeted job searches and take a small, calculated risk, you might consider doing a little research for your chosen company, identify the right contacts within and offer them a free proposal of fresh ideas related to trends and opportunities in the industry or functional area. Consider sharing some relevant case studies that support your suggestions and spark more thought. It will be essential that you really think these through in putting them together and that they be grammatically correct etc., as these may be someone’s first or last impression of you. Offering your ideas or suggestions is risky in the sense that it opens the door for rejection or no response; however, it immediately shows the recipient your investment, your creativity 7and ultimately the value you offer the organization.
5. Step Up to the Podium: If you like the opportunity to speak publically and have something relevant to share with your peers, whether it be advice, experience or case studies, consider developing a presentation or presentations that you can pitch to present for various industry associations, alumni groups and other organizations. Whether they are webinars or in-person events, presenting to an audience sets you apart as a confident thought leader who has true value to share with others, whether it be an audience or an employer. Do a little background research on both what organizations and associations are out there and exactly what topics and events are currently being offered so to determine how you could offer something to serve unmet needs or compliment their current event programing.
00Chris Perryhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngChris Perry2011-03-24 11:18:522020-05-20 16:55:305 Steps for Career Branding: Make Employers Come to You
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