Why Social Engagement is Key to Recruitment

Why Social Engagement is Key to Recruitment We speak to Chad MacRae who is a recruiting leader and design thinker with over twelve years of experience in talent acquisition. He is the founder of Recruiting Social, a recruiting services company that supports talent teams across North America and donates 10% of profits to education charities. He has found talent in 45 countries (Including the U.S., Canada, Greece, the U.A.E, and Afghanistan) and provided recruiting strategy to top organizations including OpenX, Hearts Science (an Omnicom company), Grindr, Rubicon Project, and Activision. Why do  candidates want to work with you? Aside from working with some of the best workplaces in North America, my design thinking background has equipped me to really understand the candidate perspective, paint an exciting and honest story about the organization, and deliver a positive candidate experience. What talent challenges are you faced with? Getting hiring managers to consider candidates with alternative backgrounds and qualifications â€" i.e., diversity. How do you communicate and activate this? It’s important to get leadership, as well as all employees, directly involved â€" seeing the potential of people with different experiences, and building an inclusive workplace. For example, to help one of our global tech clients become more transgender-inclusive, we partnered with a local organization called  TransCanWork. Every employee completed their training program and spent time learning from members of the trans community about this untapped pool of talent. Best  source of hire? You need a mix: employee referrals deliver faster time-to-performance. Sourced candidates present greater diversity and attract people you may not otherwise get. What initiatives are you particularly proud of? Last year, Recruiting Social was a named a Top 25 Most Socially Engaged Staffing Agency by LinkedIn. What hard lessons can you share with us? Anyone who’s started a business (like a recruitment company) has considered hiring a friend or family member. I’ve done this, more than once. But you need to really sit down and consider your business plan. Can that friend/family member help you get where you aim to go? Hire the person who will help you get there, not the person who is easiest to hire or most immediately available. What are the most common mistakes you see recruiters make? Not giving feedback to a declined candidate. You never know. That person might not be the right hire now, but they might be the right hire for a future opening. Candidates remember a good â€" and bad! â€" experience. I’ve had candidates hired who, ten plus years earlier, I’d declined! And yeah, they remembered their earlier (positive) experience with me. What’s your tech stack? The list: ATS + Candidate Texting:  CATS Reporting :  PGAdmin PostgreSQL tool  or  Tableau  for larger datasets Scraper:  Data Miner AI Sourcing Tool:  Hiretual Social Sourcing: LinkedIn Recruiter, Facebook, and Instagram Job Board:  AngelList,  BuiltInLA Project Management:  Asana Web browser tab suspender:  The Great Suspender Calendar:  Appointlet Internal Communication:  Slack Team Collaboration:  Donut What are your top 3 tips for recruiters? Never stop learning. Go to conferences outside of the HR/Recruiting industry. Consider how you can contribute beyond the typical, req-to-offer hiring process. Who inspires you and why?   Netflix I love all the video content they are doing, combining their consumer and employer brands. Check out #FirstTimeISawMe, an interview series with Netflix employees talking about the first time they saw themselves represented in a Netflix Original. Also, the #SheRules content highlights some of the women that work at Netflix and how they impact the work done at the company. What’s up next for recruiting? AI:  There are a lot of tools that will help with sourcing and screening candidates and we will continue to see a rise in use and adaptation with agencies and in-house recruiters. Scenarios Planning:  Internal recruiting will continue to solidify their seat at the table with leaders and build their consultative approach. Organizations will have to move from a “forecasting headcount” culture to true scenarios planning, where they map out current state to future scenarios based on environmental factors. New Collar:  When we look at talent, we will see continued growth of “New Collar” hiring. With coding boot camps and accreditations from organizations such as the General Assembly, we are going to see some organizations relax their narrow expectations of what school candidates went to and other illogical qualifications. Especially in more aggressive markets! Connect with Chad  on LinkedIn.

On the Job by Anita Bruzzese Are You Asking Your Team to Read Your Mind

On the Job by Anita Bruzzese Are You Asking Your Team to Read Your Mind Bosses often tout the importance of everyone singing from the same choir book or a variation of that theme. The point, they stress, is that everyone needs to communicate constantly so that team efforts are being directed efficiently and productively towardthe same goals. Why is it then that many workers believe their bosses arent inclined to follow the same advice? One of the most common complaints is that workers feel they dont know exactly what the boss is thinking and key information iskept from them. In such cases its not that workers believe that the boss is being deliberatively secretive, but more a matter of the boss for some reason or another is not giving them key information or important details. The result is that workers become frustrated and disengaged, and the boss fails to meet strategic goals because workers are unable to coordinate their efforts. Be repetitive and concrete In his book, Good Boss, Bad Boss, Robert Sutton cites the case of the miracle on the Hudson when Capt. Chesley B. Sully Sullenberg III landed a plane loaded full of passengers safely on the Hudson River. While the plane was failing, flight attendants repeatedly called to passengers to Brace, brace, heads down, stay down. Sutton notes that such repetitive and concrete guidance isnt just effective during emergencies. The things you say over and over have the most impact if they specify what to do and when to do it, he writes. As a boss, your job is to find the equivalent of Brace, brace, heads down, stay down for your followers. Still, managers these days are scrambling to keep up with their duties, just like members of their team. They feel they dont have time to yell brace, brace every day and want workers to bemore self-directedso that the managers can get other tasks done. Is there a way to bridge this divide between what managers can realistically communicate every day and what workers need to know to get their jobs done? Transparency leads to engagement The key may be that the boss is the one who will pilot the plane to safety, but workers also have to be willing to do their part andfollow critical directions. A team member who tries to go his or her own way will not only undermine the boss, but lead to hostility and dysfunction in a team. So, here are some ways to ensure the team and the boss are on the same page: Use checklists.Sutton points out in his book that checklists were developed by pilots before World War II, and doctors and nurses find that using simple checklists with patients requiring intravenous lines in their veins decreases infections and deaths. Teams with checklists of basic procedures are less likely to forget a step and the boss can be assured he or she doesnt have tomonitor every aspectof a common process. Eliminate complexity. Brain research shows that experts often are not the best teachers because their experience and knowledge allow them to automatically respond to issues that may boggle the mind of a beginner. Thats why communication among team members must be kept simple so that the novices arent left in the dust. Bosses need (read the rest here)

4 Tactics I Used to Save 70% of My Income - Classy Career Girl

4 Tactics I Used to Save 70% of My Income Not long ago, I was sitting in another meeting, gazing at the people around me, wonderingâ€"how did I get here? I was supposed to help people, to be of service in connecting them to careers they felt passionate about. Instead I found myself in another meeting discussing product positioning and the profitability. I felt stuck. I had left a career in marketing to follow my heart toward work that developed people. The method I followed was attaining a Masters in Human Resources, along with a corporate HR job. Nevertheless I found myself in roles supporting business initiatives instead, with little time to positively influence the lives of people. When you are standing in the same place you thought you left years ago, it’s time to go within and discover your true intentions. For myself, my intention was to help people develop a deeper awareness of why they do what they do and to connect their truest desires to passionate work they lovedâ€"not the reality at the time. Given the gap between doing what I intended and what needed to be done at work, I knew I needed to take action to create a path I would find more fulfilling. The challenge was that my next jump was going to have less of a formula and require time to produce income. Thankfully I had many inspirational sources to take the challenge on with full responsibility and openness to creative solutions. That said, the goal was to save 70% of our dual income to amass ten years’ worth of living expenses in support of our dreams of entrepreneurship. We also wanted to travel and enjoy the occasional meal out during this timeâ€"so creativity was key! This past September I was able to take my leap of faith and start a life coaching business, given a separation program from my previous employer and the attainment of the 10x yearly living expenses goal. Opportunity complemented the effort my husband and I put forth in a beautiful way I never expected. There were countless tactics we used to accomplish to save our goal amount, for simplicity’s sake, I categorize them below. 4 Tactics I Used to Save 70% of My Income and Amass Ten Years Worth of Living Expenses 1. Detach your self-worth from your material world. There is a powerful tendency in our society to link our stuff with our worth. To detach myself from this connection, I removed unnecessary things from my life and reflected on how I felt without the item. As examples, I kept my 2004 car for 10+ years; I didn’t get my hair highlighted for a year and I only replaced 10 items in my wardrobe last year (compared to an average of 25 replacements a year). I didn’t miss muchâ€"with the exception of the highlightâ€"I’m really excited about being blonde again. ?? [RELATED: 15 Ways I Paid Off 80k of Debt] 2. Go beyond limiting money beliefs. With savings as a goal, it was challenging to invest in our businesses. Last year my husband needed to go to NYC to attend the Architectural Design showâ€"costing more than we budgeted for. Personally, I had to let go of my scarcity mindset, go beyond our limiting money beliefs and put our money in service of my husband’s development. It paid off in exposure, experience and sales. 3. Always be open to a hot deal. During our accruing years, we never skipped a year to travel. Last year we went to Italy, on roughly half the suggested budget through American Airlines Advantage miles and by using Airbnb credits. We were also able to dine at our local favorite restaurant twice a month by purchasing gift card deals on the Raise App. Deals enabled us to experience luxury along the journey as well as new sites. 4. Learn and get out of your comfort zone. Building your skills, makes life require less money. For me specifically, I focused on building my skills in cooking, gardening and hosting. I started with a few basic recipes, but with BudgetBytes’ helpâ€"I soon became a regular in the kitchenâ€"whipping things up with leftover ingredients and meal planning to optimize store deals. I also learned how to start a garden and can tomatoes. Finally, I started hosting more dinners at our home and received more invites to more home based gatherings so we could still enjoy our friends. Its amazing how much you can save not eating out! I truly believe that when you set an intention and follow through with your best efforts, it will be rewarded in unforeseen ways. This is why I encourage everyone I meet to define their desires, become intentional and wait for the magic.

10 Ways Social Media Just Cost You That Job! - Personal Branding Blog - Stand Out In Your Career

10 Ways Social Media Just Cost You That Job! - Personal Branding Blog - Stand Out In Your Career With all of the clamor (“outrage”?) in recent years about employers using social media, or more precisely, posts on these media, to “screen” job candidates, you might expect that a lot of hiring companies have wised up and started backing off the practice. You would, however, be wrong, very wrong! Employers’ use of social media, with particular attention paid to posts on various sites, to “screen” job candidates, a practice that began in earnest several years ago, actually is on the rise, according to a recent CareerBuilder survey. The survey by the job board giant was conducted in February and March 2014 by Harris Poll and sampled the opinions and attitudes of 2,138 hiring managers and Human Resources professionals and 3,022 adults employed in the private sector and across a variety of industries and companies. Here are two of the key survey findings: • Forty-three percent of employers said they now use social networking sites to research job candidatesâ€"up 39 percent over last year and up 36 percent over 2012. • Although 12 percent of employers said they don’t now research candidates on social media, they said they plan to start the practice. How can this possibly be? you might be asking. Why are companies continuing, and even escalating, this practice, which is so “unfair,” so unnecessarily “invasive” of a candidate’s personal life? Simple answer: Because they can! As long as the job market remains largely a “buyer’s market,” from the standpoint of the hiring companiesâ€"and it does!â€"employers will continue to do pretty much as they please. And, quite obviously, they are doing precisely that by using social media screening to further evaluate job candidates. Not surprisingly, Facebook and Twitter are the sites most frequently used for potential employee screening. And, of course, it’s become almost a given that employers will “Google” virtually any and all candidates who come under serious consideration for a job. According to the CareerBuilder survey, 40 percent of employers said they routinely use search engines such as Google to “screen” potential candidates, which actually sounds kind of low to me. I’m sure you’re already quite familiar with the potential harm social media posts can do to job candidates, and the survey cites some of the specific ways ill-advised posts can indeed take a candidate completely out of the running for a job. Here are the Top 10 reasons hiring companies gave for passing on candidates, after screening them on social media sites: • Provocative or inappropriate photos or other information (46%). • Information (or photos) about a candidate’s alcohol and/or illegal drug use (41%). • Bad-mouthing a previous (or current) employer or even a fellow employee (36%). • Poor (or even, extremely poor) communication skills demonstrated (32%). • Making discriminatory comments regarding race, gender, religion, etc. (28%). • Lying about qualifications (25%). • Sharing confidential information from previous (or current) employer (24%). • Revealing a link to criminal behavior (22%). • Use of an unprofessional “screen name” (21%). • Lying about an absence from a current or former employer (13%). Some Candidates Actually HELPED by Social Media ‘Screens’ But the news isn’t all bad when it comes to screening job candidates using social media, according to the survey. Some companies indicated that such screens actually swayed them more favorably toward some candidates. One-third of employers conducting such screens said they discovered content that made them more likely to hire a candidate. Even more astounding is the fact that about one-quarter (23%) said they found content that directly led them to hire certain candidates! Here are the Top 10 reasons employers cited for getting “warm and fuzzy” feelings about certain candidates, based upon social media screening: • Got a good (or better) feel for the candidate’s personality (46%). • Candidate’s background supported his/her stated professional qualifications (45%). • Candidate’s site projected a professional image (43%). • Candidate apparently well-rounded, obviously had a wide range of interests (40%). • Great communication skills (40%). • Candidate obviously creative (36%). • Number and type of awards and other accolades (31%). • Great references posted about the candidate (30%). • Interaction with hiring company’s social media presence (24%). • Candidate had large number of followers/subscribers (14%). Here is how Rosemary Haefner, Vice President of Human Resources at CareerBuilder, summarized the overall survey findings: “It’s important for job seekers to remember that much of what they post to the Internetâ€"and in some cases, what others post about themâ€"can be found by potential employers, and that can affect their chances of getting hired down the road. Job seekers need to stay vigilant, and pay attention to privacy updates from all of their social networking accounts so they know what information is out there for others to see. Couldn’t have said it better myself! So, if you care about protecting the personal and professional brand you have so carefully built and maintained over the yearsâ€"and I am assuming that you do!â€"make sure your social media posts, as well as what others post about you, always exemplifies absolute professionalism! This post is a modified excerpt from the next book in the “Headhunter” Hiring Secrets Series of Career Development/Management publications, Career Stalled? How to Get Your Career in HIGH Gear and Land the Job You Deserveâ€"Your DREAM Job! by Skip Freeman. Publication is scheduled for early fall 2014.

Resume Writing Services For Montgomery Alabama

Resume Writing Services For Montgomery AlabamaIf you need to write a resume, don't let your skill and experience to stand in the way of hiring. There are so many professional resume writing services to choose from that you can choose the best one for you. With all the competition, it is easy to feel overwhelmed and this can cause you to make a mistake.Most of the service providers are trained professionals and will be able to produce excellent resumes with no problem. They have hundreds of resume examples and can give you a good idea of what is available. Once you find the service that best fits your needs, you will be able to submit your resume quickly.In most cases, you can submit your resume online without the help of a third party. It is important to realize though that many professionals will charge an additional fee to create and submit your resume. This fee is usually a percentage of the amount that you are seeking, but sometimes it is a flat fee.All resume writing service pro viders will take a look at your resume and decide if they will be able to produce it as you requested. You may also be asked to provide samples of work that you have already done for previous employers. It is important to keep in mind that many professionals have to ask for samples so that they can be sure that they are going to get the results that they are looking for.It is important to remember that you will not be getting the results that you want if you do not provide accurate information. If you are not comfortable providing samples, then you can be assured that you are not going to get the results that you want. This is an area where many people make a mistake and end up sending incorrect information or, worse, omit important information that could make a difference.If you are interested in a professional resume writer, then there are many different ways to get started. There are a number of websites that are dedicated to helping consumers get information about professional s ervices and professionals. You can even check with friends and family for suggestions and find referrals when needed.When you find a professional resume writer, you should send the information that you have. You should expect to hear back within a few days and you should expect to receive several samples of the kind of resumes that they have produced. You should keep in mind that you should be able to request sample information in order to make sure that you are getting a quality resume.Remember that when you are working with a professional resume writer, you should expect to get all of the information that you have asked for. It is always important to be honest with them. A professional can help you write a resume and your chances of getting a job can increase dramatically.

How Social Media Can Make or Break Your Job Search - CareerAlley

How Social Media Can Make or Break Your Job Search - CareerAlley We may receive compensation when you click on links to products from our partners. Social media is no longer just for sharing cat photos and recipe videos; it has also become a necessary tool for employers across the globe. In fact, Business News Daily reports that 70% of hiring managers screen candidates using their social media accounts, even when theyre not provided by the applicant. This makes it entirely possible that in todays competitive job market, your online persona could be the difference between you getting a position at your dream company or not. That said, here are some pointers you should keep in mind about your social media presence if you want to land the perfect job. Making it Looking professional all around Having a strong network and a polished profile on LinkedIn can leave a good impression on potential recruiters, but it doesnt mean you should stop there. Tweet This Having a strong network and a polished profile on LinkedIn can leave a good impression on potential recruiters, but it doesnt mean you should stop there. Forbes reveals that 65% of employers check social media accounts to see if the applicant presents himself or herself professionally. Covering all your bases by making all your Facebook, Instagram, or Twitter accounts look professional will make your online persona more appealing to recruiters. Image by Free-Photos from Pixabay Participating in industry conversations Theres more than one way to look professional online, and participating in industry conversations is one of the best options. Responding to the latest news in the field youre interested in by tweeting or posting about it can make you appear well-rounded and thoughtful. Having opinions on changes in the industry and sharing them online shows that you care about the big picture and can really contribute to the company. While traditional sites such as Monster.com and SimplyHired.com continue their reign in the job marketplace, people are supplementing their searches there with the vastly more diverse set of social networking sites. Strategically using both social media and job search sites can propel your ability to uncover opportunities in ways unheard of just a few years ago. TopResume Grammatically correct posts Although it may seem trivial, proofreading your posts can positively affect your chances of getting a job. When recruiters check your social profiles and find grammatical errors or poorly worded sentences, it may give them the impression that you lack good communication skills or worse that youre incapable of putting in the effort. In contrast, having well-written sentences can make it seem like youre the type to think before you post. This, in turn, makes your job application more attractive to employers. Photo by Kaboompics .com from Pexels Breaking it Inappropriate posts One inappropriate post on any of your social media accounts can ruin your chances of getting an interview. Data based on Jobvites Social Recruiting Survey shows that 70% of recruiters said that sexually suggestive posts can affect a candidates application. Meanwhile, 83% said that references to illegal drugs online are a major turn off, while 66% said the same about profanity. Here on CareerAlley, we recommend that you make it a rule of thumb not to post anything that you wouldnt want your mother to see including photos of drunken nights and profanity-filled angry tweets. Unprofessional connections Being friends with everyone on Facebook is questionable, but acceptable. The same rules dont apply to LinkedIn though, and you cant just add anyone. Special Counsel recommends building a professional LinkedIn profile with good connections within your industry. Try and avoid too many unprofessional connections like family members, your hairdresser, or your local coffee shop. This is because your connections reflect the kind of network you have, which means that it can be a deciding factor on whether or not you get a second interview. Photo by Lisa Fotios from Pexels Inconsistencies with your application Its easy to claim that youre an organized and meticulous person on your cover letter, but do make sure that your social media accounts say the same thing. When recruiters look through your Instagram posts and see a selfie with a messy room in the background, it can tell a totally different story. Of course, the best solution is to be honest in your application, but it helps to also keep your story straight and be careful about what you post. At the end of the day, it is important to understand that its not that difficult to make changes in the way you act online. It just requires some thoughtfulness and responsibility traits that help you in other aspects of life, as well. In a world where private spaces continue to shrink, it pays to be aware of what you present to the public, especially when the audience is a potential employer. What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to identify and land your dream job. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search

SMALLVILLE Employee Engagement - Jane Jackson Career

SMALLVILLE Employee Engagement - Jane Jackson Career As a featured blogger on Smallville, I am honoured to share career advice and guidance to all small business owners focused on continued business growth. Here is my latest article:EMPLOYEE ENGAGEMENT: HOW TO APPRECIATE, MOTIVATE AND ENGAGE YOUR WORKFORCEClick here to read  the original articleAs a career coach, I work with professionals who wish to manage their careers more effectively. Some would like to figure out how to progress in their current roles, others feel frustrated with where they’re at either because of misalignment with their manager or their team members, and others are ready for a new challenge yet they don’t know how to identify satisfying opportunities within their organisation. Some are so demotivated, they have had enough and are ready to leave.I often wonder why it is that in some organisations many employees are not given the regular support and encouragement to measure how effective they are in their roles. As a result, there is the danger that these emplo yees may feel undervalued, unrecognised or unappreciated and therefore be less engaged and productive than they could be.“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” â€"  Simon SinekPwC recently released their report,  Talent Mobility 2020 and Beyond  and this report emphasised that the business world is in the midst of fundamental change. In the next decade, the ability of organisations to manage their global talent efficiently will mark the difference between success and failure.The report also acknowledged that we’re facing the world where the best and brightest talent is prepared to follow their own agenda and opportunities, wherever they may be and irrespective of who is offering them.According to the Talent Mobility 2020 report, CEOs have a new focus on retaining the best: two-thirds say that it’s more likely that talent in their organisation will come from internal promotions in the future. With this in mind, businesses must help professionals plan for career development in their current organisation. And individuals must take ownership of their careers and identify the areas where they can enhance, develop or progress in their careers.Typically, performance reviews focus on past results and outcomes, however, there now is a need for business leaders to engage in regular, more informal and yet meaningful career conversations with their team members.Unfortunately, there appears to be a reluctance by some senior managers to engage regularly with team members in career conversations that will support them to develop realistic career objectives with a reasonable timeframe.What is it that causes this reluctance? In my opinion, I believe this is due to a number of factors which may include a lack of open communication or miscommunication due to time constraints or discomfort about having the discussion, misalignment of expectations between manager and team member, personal s ensitivities, and uncertainty about the direction of the business.“Employees who believe that management is concerned about them as a whole person â€" not just an employee â€" are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” â€"  Anne M. MulcahyIn business, the only constant is change. Employees need to be given the opportunity to develop resilience and self-reliance and take control of their career paths. They need to assess what really makes them tick, identify the personal and career values that drive them, understand their transferable skills and knowledge plus be able to articulate their tangible accomplishments over time.This can be assisted by open career conversations or through more formal training programs with a qualified career professional. With support, each professional will be able to develop a realistic career strategy that will tie in with the company’s future direction and be a win-win for both them and for the business.The benefit of empowering employees to take control of their career journeys is that they will have a greater sense of ownership of their career direction, which in turn will provide higher engagement levels, greater productivity and a happier workforce.Do you want to know how career development coaching or group career development workshops will be of benefit to your organisation? For a tailored approach to career management, email me at jane@janejacksoncoach.com