Everyone's Blog Posts - RecruitingBlogs

Top 10 Digital Marketing For Recruitment Consultants in Mumbai

2019-11-16T06:22:39.000Z

Mumbai is the city of dreams where many people came to make their dreams. People came for Jobs. Jobs are the critical factors in Mumbai. Without Job, you can't stay at Mumbai. This is the reason that the Number of Recruitment Consultants in Mumbai are Opening day by day. Some Recruitment Consultants like Conscript.net, Atal Rojygar, and Talents hunter are performing their well in the market. This is only because of Digital Marketing Agency. They are promoting their business with the help of Digital Marketing Company in Mumbai. But, remaining others, they are not performing well. This is just people are not unknown about their name and brands. So, For Promoting Your Recruitment Consultants you need Digital Marketing Agency to get a number of candidates.

So, I am Going to Present Top 10 Digital Marketing Company in Mumbai for Your Recruitment Consultants

1: e10 Infotech Pvt Ltd

Their honesty and transparent digital marketing services work speaks for itself. They deliver a personal, passionate & tailored Digital Marketing service to each and every one of our clients, whether it is big or small, based in India or abroad. They strongly believe that there’s no merit in a ‘one-size-fits-all’ approach to Search Engine Optimization (SEO), Content Marketing, Social Media Marketing, Social Media Optimisation or PPC. Their advanced digital marketing methods are innovative and always anticipate the intent of your customers and search engines like google, bing, etc.

Contact No: (91) 98677 663174

E-mail: info@e10.in

2. MyDigital Crown

At MyDigital Crown, They believe that developing a multi-channel strategy is the advanced version of online success, which is why our 360° approach and out of the box thinking help in digital marketing. Whether you’re a marketing manager at a leading enterprise or a small business owner trying to do it all – MyDigital Crown is for you. They are one of the Top Digital Marketing Agency in Mumbai.

The work culture of our company is relaxed and without the usual corporate hierarchy. Hence there is no strict reporting or leaving times. It helps our team members to put in there stipulated hours as per there convenience. To be at the top of their game people who are working on the MyDigital Crown spend a good amount of time reading and experimenting to be keeping up to date.

Contact No: +91 8369511877

E-mail: info@mydigitalcrown.com

3. Sociobliss

As an agency, Sociobliss is a melting pot of vibrant ideas blasting off together to produce superb customer experiences. Having faith in us, Their clients allow our team to experiment with their online environment for possible results.

Their Digital Marketing Company In Mumbai team works under the strategic guidance of Ms. Megha Bhati, the Digital Head of Sociobliss. She’s a competent professional with over 9 years of experience in the online industry. Together with passionate marketers, Sociobliss delivers captivating, memorable brand experiences. Their vision is to bridge the gap for brands for customer interaction while driving awareness, engagement, and conversions for our clients.

They have built competence in interaction with a variety of audiences. Social media is their caliber to encompass them around your brand. Their digital solutions focus on a holistic approach across the web to achieve your advertising & marketing goals.

Contact No: +91 816-9940571

E-mail: Info@Sociobliss.com

4. 24Web Solutions

24web Solutions, is a Digital Marketing Company in Mumbai that provides a wide range of outsourced marketing solutions that will ensure the successful growth of your business. If your website is looking for a more comprehensive marketing service, then 24websolution can become your in-house marketing department, yet outsourced. Their experience in Digital marketing has enabled us to produce campaigns, increase brand awareness and generate sales leads.

They're a dynamic, ambitious and innovative digital marketing company, based in Mumbai. What sets us apart is our collaborative and results-focused approach, which is both data-driven and creative. They develop 24websolution tailored to our clients' individual needs and nurture long-term relationships with them as strategic partners, built on a foundation of openness and knowledge-sharing. They have character, personality, and passion; it’s infectious.

5. Webedesk

The Digital Marketing Solutions Serving the online business community, webedesk.com offers professional digital marketing services including search engine optimization, web development, and social media engagement. They have offices in India, Canada, and Dubai with more than 100 digital marketing professionals standing by to serve their clients’ needs.

We believe that a company’s digital presence is an essential part of their overall marketing and branding strategies and our focus is to help the business owners find a solution to meet those needs. Their team of experienced professionals offers effective digital marketing solutions to create customized solutions that suit your needs and the needs of your business.

6. Fruit Bowl

FruitBowl Digitial is a full-service Interactive media agency (Social Media, Digital Marketing, Branding), a tight-knit team of creators, doers, organizers and overall talented souls. They are lucky enough to create something beautiful almost every other day, build brands and design websites for talented people from all around the world. Life is good! We love our work and they are sure you will too!

7. Digipact Media

Serving in India as a Digital Marketing company, Digipact Media looks forward to providing a complete digital impact on your business by brand strategy, creativity, and innovation. Further, with fast growth, we are leading in the sector of internet marketing. Our dedication to finding effective and complete solutions for our valuable customers allow us to stand alone in the crowd. Besides, we share our elite expertise in technology under the guidance of Google.

Not just being a sales business, Digipact Media is the passion and enthusiasm of our team. Thus, our team acquires a grip on marketing research, branding, and online advertisement. As our belief in what famous marketers says, we work for trust, reliability, commitment, integrity, and our core values. Moreover, this is how we convert your business into the brands for our clients.

8. Green Lemon

Established in 1999 as a digital marketing company in Kerala and specialists in paperless marketing tactics, Greenlemon is a one shop stop for all your digital marketing needs.

We believe in principles of integrity, trust, and dedication and exercise them regularly in our tasks and dealings with our clients in order to build a trustworthy and lasting relationship. So once you choose us as your team to make your business shine with internet marketing services, we will make sure that our quality content and cooperative services have you coming back to us every single time!

9. VIACON

Viacon is a young, exciting, vibrant and dynamic digital marketing company with a difference. The biggest value that Viacon as a company strives for is ‘empathy’. This virtue helps us stand apart from our competitors.

A digital marketing company should be able to harness the power of the digital medium to empower brands. While we love working with the bigger brands, it is the smaller ones that really stir our creative juices.

10. Langoor

Langoor is a digital agency made of creative technologists. We help brands achieve business outcomes through marketing strategies based on deep analytics and customer journeys. We create 360-degree campaigns that connect online and offline experiences. We build and grow web systems, applications and e-commerce platforms that propel your business forward.

The Langoor, also known as “the Great Indian Langoor”, is a type of monkey only found in India. “Langoor” also colloquially means “crazy” in Hindi. We chose the name because it reflects our approach: you need to be crazy to be able to change the world.

Contact Details Phone Number: 9663 995 220 Email ID: info@langoor.com Address: #323/183/4/4 Doresanipalya, Arekere Bannerghatta Main Road, Bengaluru 560076

What Is Performance Management? 5 Reasons Why It Matters

2019-11-14T06:00:00.000Z

Performance Management can be defined as a process focuses on aligning your employees with goals and competencies, creating development plans specific to an individual employee, and driving better business results.

An effective Performance Management System helps to unlock employee’s talent full potential and turn your small business into a major competitor to the biggest companies. Please check the below information Why performance management matters.

5 Reasons Why Performance Management Matters

Set and Manage Goals

Discuss with your employees and set daily/weekly/monthly goals while ensuring that the employees’ goals aligning with organization goals. Set SMART (specific, measurable, attainable, relevant and time-bound) goals that motivate employees and make them feel noticeable.

Give Performance Credit without due

Managers, peers, and co-managers can assess the performance of the individual employee and can appreciate, comment, and provide feedback instantly without due to motivate the employee to achieve better in the future.

Organizational Transparency

The simplest definition of a transparent workplace is that the organization must create openness between managers and employees. This type of openness between managers and employees creates trust and leads to a successful organization.

Develop Accountable People

A leader can accelerate their team to understand that their job is to work in a way to achieve the team goal successfully. When employees focus on collective results rather than their own individual objectives, the team can build accountability at your company.

To cultivate the accountability in people, nurture five areas. 1. Be clear about the expected outcome. 2. Understand the capability of employees meeting the expected outcome. 3. Set weekly milestones with clear, measurable, objective targets. 4. Provide open and honest feedback. 5. If you are clear about all the preceding points, it is reasonably sure that you can support the team performance.

Develop leadership and training skills

Cultivate leadership with training courses. This helps to position them with the organization for long-term success. The organizations that develop leaders can increase employee retention, improve morale and establish a vision of their own.

Identify the perception gaps between the employees and managers. Create leadership development or training programs to work on the gaps. Besides on-the-job experience and mentors, the training courses will pave a great way to develop leadership skills that the organization can apply in the workplace.

The Virtues of Retained Search

2019-11-14T01:30:00.000Z

Why Retain Me? (The Hidden Benefits of Retained Search)

In the World of Search, aka ‘Technical Search’, or ‘Executive Search’, which are rather synonymous terms; there exist two modalities: ‘Contingency’ and ‘Retainer’. Contingency search is where a fee is only charged when a candidate who has been hired actually starts at the company/client; whereas retained search is more similar to investing and buying the services of an attorney (for example) who will be dedicated to solving the case: It involves an initial deposit up-front, which is paid to initiate the search, defray costs of overhead, and assure that a highly-skilled recruiter with many years of expertise in the “Black Art” of hiring and finding great people is paid for their time and effort.

Many clients wonder why they should bother to pay a retainer fee when there is no commitment involved in the alternate choice of contingent search, and if they are satisfied with the result of a contingent search, and hire a candidate whom the recruiter has presented, then of course the recruiter will be paid for his services. Why put down any kind of deposit when there is no real need?

This is a fallacy – an illusion.

Recruiters who are working on contingency basis are stacking up multiple searches and working on them in parallel or tandem. Only one-third of all contingency searches ever get filled by the recruiter who works on them… perhaps even less. The only strategy for a contingency recruiter that makes sense is to juggle as many searches as possible, simultaneously. If the recruiter is extremely deft and quick, there is a chance to make multiple placements out of 3 ‘juggled’ contingency searches, but that is clearly against the odds. This means that the recruiter devotes less time to the individual searches, and more time to the goal of maximizing the likelihood of billing. Whichever searches are more difficult will then be neglected, and most likely left unfilled.

Realistically, a recruiter who gymnastically and acrobatically juggles searches is performing a very challenging feat; but it is actually the client or customer who suffers, because the recruiter is smart enough to know what he needs to do to bill (i.e. make an actual placement). For example, I would happily juggle more than three searches in order to make a placement, if I can reduce the amount of Time I waste on the searches that are least likely to pay or provide remunerative benefits of some kind. I’m sure most other recruiters would feel the same as well.

This is why I prefer and recommend retained search as the superior mode or solution for hiring the best and most qualified people for the job. For instance, retained search gives me an assurance that the client actually cares about the position enough to retain me – i.e. they have ‘skin in the game’. If I lose, they lose, which means that they need to be willing to cooperate with me to the needed extent… to provide them the very best possible service.

By retaining me – since I am a proven commodity at finding great employees -- the client has purchased a level of assurance that there will be a committed effort to solving the search to its completion, as opposed to the approach of juggling and catching the ‘low-hanging’ fruit which is most readily available. Rather than being distracted by aberrant assignments where the client is really only on a “fishing expedition”, or cancels the search without hiring anyone, for reasons rarely explained, the retained recruiter is enabled to continue on his quest for the best employee, the best solution, and enabled to conduct an “exhaustive search” which really investigates not merely ‘low-hanging’ and easily-accesible candidates, but most importantly, those candidates which are perhaps the hardest to find and contact.

My goal, as a solution-provider, has always been to find the best candidate in the World (who fits the job description, salary requirements, availability, etc. of the job description). If a company truly wants to find the best candidate, and not just fill a position with a ‘warm body’, retained search is the superior solution.

Some arguments have been made that “retained search is only for C-level positions”, like CEO, CTO, COO, CDO, CIO, CTO etc. (all of which I have accomplished, myself). This is, again, a fallacy, because, even in the very first retained placement I ever made, at the very beginning of my career, the candidate stayed with the company for 12 years, and rose to the rank of Vice-President. This was, of course, an enormous benefit to my client, a small company where I placed about 20% of the employees, which eventually was sold for about $500 million, a few years later.

The value of retained search is where a search is particularly difficult to solve, yet still critical for the company. In my experience, I have seen multiple companies who have had a specific and important position open for more than two years, and as a retained recruiter, I was able to fill those positions with candidates I found in less than two weeks. One client was a $10+ Billion firm which obviously had the Capital and finances to pay recruiters, but no one actually succeeded in filling that position until a retained search.

Not all recruiters are created equal. Some of us are much better at research, persuasion, empathy, sales, etc. Personally, while I love the research portion of my work, I also greatly enjoy explaining to candidates why a specific job is in their best career interests, as well as counseling client companies on why they should interview specific candidates.

Full disclosure: I must admit that the largest fee I ever charged ($151,000) was a contingency search which basically involved making only one phone call to the client to determine if they had interest in the candidate. This is hardly typical, however. Despite this result, I am still convinced that retained search provides superior results to my clients. That was a very rare instance, where the company benefitted with ROI of about 10,000x. Yet, statistically speaking, and most realistically, retained search is more likely to produce best or better results.

Among other reasons, contingent searches are usually not exclusive, and, as a result, with multiple recruiters contacting the same candidates, not only does it create a bad impression among those we are most hoping to impress, but it also potentially leads to multiple submissions of the same candidate by different recruiters. This is unfortunate, and can also be quite costly for the client, if both recruiters insist on being paid. Also, a candidate tends to have a lot more attention when he/she hears that a search is taken seriously enough to be 'retained'. It adds a cache' of credibility that cannot be easily dismissed.

On my side, as a recruiter who spends innumerable hours researching the qualifications of candidates, I question why a client would ask me to work a search on ‘Contingent’ basis, unless they were not serious about hiring the position. What happens, mostly, in my case, is that clients who request contingent searches are merely ‘testing the waters’, ‘fishing’, etc. They are not really serious about hiring. Of course, there are exceptions. I am grateful for those exceptions, because they have made me a considerable amount of income, as well, but there is always a degree of “iffiness” about them that is distracting and counter-productive.

Willingness to pay a fee in advance demonstrates being serious about the need to fill the position. This is a fundamental criterion of ‘qualifying’ the validity of the opening, for me. Take it from me, as someone who has charged $151,000 for that single phone call to a client – retained search is still a much better solution for both parties.

How to source on the lesser known sites!! SCGuild!!

2019-11-11T20:10:59.000Z

SCGUILD is the Software Contractor Guild and as it implies is a place for software contractors. This can be a great place to find candidates however a lot of recruiter do not search here. The reason is simple they do not know how. Well to do this without worry you need go no further than into your bag of tricks and pull out an old tried and true tool, a simple search with some extras, and a whole lot of website searching

So to source within SCGuild you simply need to use a skill known as xraying, like the one below.

site:scguild.com/resume java

If you run the strings above in google you will get the results below.

If you need more info on X-raying see my blog post http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a

See my YouTube video on x-raying

http://bit.ly/2SItz9m

I am out next week at Sourcecon. Once I return, we will start our Fall Sourcecon Share back. In mean time may the source be with you!

Career scope and employment opportunities in Johor Bahru

2019-11-11T10:00:00.000Z

Johor Bahru is the capital city of the state of Johor in Malaysia. The metropolitan area of Johor Bahru is the third largest populous city in the country. The city has witnessed modernization and development over the years, and today, present itself as a capital city with many administrative buildings, schools, religious buildings, and other organizations, businesses and industries. The city has opened its doors to employment of the new gen professionals who are looking for opportunities for better growth in a smaller location as compared to the ones available in bigger cities. Johor Bahru, in recent time, has transformed itself into a new economic power house in the country.

Why young professionals are moving to Johor Bahru for jobs?

In recent time, many professionals and young Fresh graduates are moving to new locations for jobs and career. One main reason is to avoid the competition and the other reason is to build a prospective career. Thankfully, Johor Bahru has become the upcoming hub for jobs in Malaysia. There are many reasons for this.

The best part of this city is that it is connected directly to Singapore by railways opening up a good number of business opportunities and jobs in Johor Bahru. It has a very close economic relationship with Singapore, which opens up a good number of jobs in Johor Bahru.
It has been reported that one of the fastest growing economies of Malaysia after Kuala Lumpur is Johor Bahru.
It is the main commercial centre of the state of Johor.
The city is the connection link between the three major countries Indonesia–Malaysia–Singapore. It is located in the Growth Triangle comprising these 3 industries.
The city life is an active one without much hustle and bustle as in Kuala Lumpur. Hence, the young professionals do not mind staying and doing jobs in Johor Bahru

Prominent sectors for jobs in Johor Bahru

There are many sectors of different industry domains offering prospective jobs in Johor Bahru.

HR reports have shown that the most popular sector that dominates the economy of the city is the tertiary-based industry.
Job seekers can find jobs in the tourism industry, hotels and hospitality industry because people are exploring new tourist destinations nowadays and Johor Bahru is one of them. In fact, urban tourism is very popular and opens up a number of employment opportunities. Affordable luxury accommodations and proximity to Singapore have made Johor Bahru an upcoming tourist destination in Malaysia.
The city is home to a number of financial services centers, including banks and investment firms.
Commerce and retail sectors are other predominant sectors for job opportunities.
Candidates can look for jobs in Johor Bahru in the industries like as electrical and electronics, plastic manufacturing, and food processing industries. Industrial reports say that the city has emerged as the top investment destination for manufacturing sector in Malaysia.
For trading and business as well, Johor Bahru is an important center. The city hosts a number of conferences, congress and trade fairs for the neighboring countries. Trading activities between Singapore and Johor Bahru are very popular.

Average Salary for jobs in Johor Bahru, Malaysia

On an average, candidates employed in various jobs in Johor Bahru can expect a salary of RM 42,443.

Popular Jobs in Johor Bahru

Some of the in-demand jobs in Johor Bahru are

Account Executive
Project Engineer
Human Resources Manager
Accountant
Administrative Assistant
Mechanical Engineer
Quantity Surveyor

According to payscale.com, in recent time, the well-paid jobs in the city are the position of HR managers, followed by the job role of accountants, and then mechanical engineers. PETRONAS, Dyson, Kerry Ingredients, Biocon are some of the reputed employers offering lucrative jobs in Johor Bahru.

A Guide to a Host of Successful Debt Consolidation Careers

2019-11-11T09:16:59.000Z

A spendthrift lifestyle that necessitates instant gratification and access to readily available credit has resulted in huge consumer debts for most American households as they have been living way beyond their means. Moreover, advertisements are constantly reinforcing and instilling in young minds, the idea that having debts is quite normal and purchasing what you want on credit is something that is widely accepted and a usual way of life.

According to https://www.nerdwallet.com, credit card balances that are carried from one month to another are constantly on the rise and have reached a whopping $423.8 billion at the beginning of 2019 as per the annual analysis by NerdWallet about household debt in the United States. Moreover, we understand that overall consumer debt in the United States reached $13.3 trillion during the last quarter of the year 2018.

The current debt scenario is pretty overwhelming and the common people do not know how to get out of the debt trap. Hence, debt managers, debt counselors, debt consolidators, loan managers, and everybody attached to debt consolidation are much sought after these days since they are proficient and well-trained in dealing with complex debt situations. The debt consolidation professionals would help individuals in managing their finances in such a manner that they could eliminate their debts effectively.

Debt Manager

Debt Managers are given a lot of importance because numerous people are grappling with overpowering debts due to the financial crisis. These professionals help in educating and advising people regarding effective ways of dealing with their debt. They help in guiding their clients so that they identify the loan type that would best suit the occasion and explain all the associated requirements and restrictions. They would be providing expert assistance and professional guidance on crafting effective plans for managing all your existing debts. If you are having a passion for finance then you could pursue a successful career in debt relief services in reputed organizations such as NationaldebtRelief.com.

Role & Responsibilities

Debt Managers are supposed to be designated third-party officials who are known to help debtors with smart ways of repaying their outstanding debts via an effective debt management plan. They provide professional advice to individuals with debt issues that are getting completely out of control. They help in organizing debts, making debt payments to the previous creditors so that their clients could avoid bankruptcy. They help debtors to choose the most appropriate debt relief option. Debt management involves chalking out an effective debt relief plan along with the debtor. Sometimes, they may be compelled to even negotiate with their client’s creditors for reducing the debt amount and getting the best repayment terms possible for their clients.

Qualifications

Debt Managers must possess a bachelor’s degree from a reputed institution preferably in finance, business, accounting, law, economics, or mathematics. Those individuals who are well-trained in investment, taxes, and even risk management would be given more preference for the job. Debt Managers require a set of people’s skills. Individuals who have exceptional command over both verbal and written communication skills could consider pursuing a career as a Debt Manager. He must necessarily possess organizational and math skills.

Debt Counselor

A debt counselor is known to work with his clients for providing emotional and practical support to assist them in managing complicated personal debt. We understand that a debt counselor has the responsibility of handling complex debt situations, assisting clients to effectively manage their finances and ultimately become debt-free.

Role & Responsibilities

Debt counselors provide practical assistance and invaluable advice to their clients regarding issues that include budgeting, financial planning, bankruptcy, and money management, etc. Debt counselors are required to liaise with their clients’ creditors and they often negotiate on their behalf. They also, provide legal advice relevant to their client’s case and are always present to support and help their clientele with court proceedings. They offer emotional support also, to those clients who seem to be anxious or stressed regarding their financial health.

Role of Debt Counselor in Debt Consolidation

Debt consolidation is quite a popular and effective stratagem for reducing debt. We understand that a qualified debt counselor could help you in clearly understanding the merits and demerits of debt consolidation. Professional debt counselors provide relevant advice regarding what all to look for, provided his clients choose to opt for a debt consolidation loan for consolidating their multiple debts into one single bigger loan to be repaid only once every month at usually a lower rate of interest. With such a plethora of competencies, choosing debt consolidation as a career today is just right for everyone who seems to be passionate about all kinds of financial advisory services.

Educational Prerequisites

If you wish to be a debt counselor, you need to be proficient in financial matters and possess exceptional interpersonal skills. Even though employers do not seem to follow any standard educational prerequisites, you must possess a bachelor’s degree preferably in accounting, finance, economics, and any other allied subject. You could build a solid career in debt consolidation provided you have a sound understanding of finance. However, you could be considered for a debt counselor’s position even if you are having a degree in psychology, human ecology, and social work, etc. since providing emotional support to clients is a critical aspect of a debt counselor’s job. You would require professional certification or accreditation by the state you are residing in. Do not apply for this position with just a basic high school education without any work experience as you would find career growth quite tough while competing with more qualified professionals.

Loan Officers

When clients apply for a debt consolidation loan, a qualified loan officer in a debt consolidation company or agency comes to their aid. Loan Officers are responsible for understanding and discussing clients’ needs. They should recommend the top loan products and assist their clients by putting together a comprehensive loan package. Loan Officers also, need to work and coordinate with the underwriting team all through the loan process.

Responsibilities of a Loan Officer

The chief responsibility of Loan Officers is to meet with clients for determining their requirements and to recommend the best loan products to cater to their unique goals. A Loan Officer must have sound knowledge of the company’s loan products and he must know all the qualifications needed for a debt consolidation loan applicant. He must be able to identify and recommend loan products that not only cater to the clients’ requirements but that are as per the company’s lending guidelines. He must necessarily use professional judgment for determining specifically which potential borrowers would present risks in the future for the company.

Loan Officer Skill-set

A Loan Officer must possess a Bachelor’s Degree preferably in Finance. He must have adequate experience and expertise related to the consumer loan industry. Needless to mention a Loan Officer must have exceptional customer service skills and excellent communication skills. Moreover, he must possess mathematical skill and attention to detail.

Conclusion

A career in the debt consolidation industry could be fulfilling for individuals who have a passion for math and finance. Individuals who love to help people in financial distress and solve their issues are the right candidates for debt-related jobs in a debt consolidation agency or company. We have seen that debt consolidation jobs necessitate proficiency in finance and the candidates must necessarily possess interpersonal skills and empathy to pursue successful debt careers in this fiercely competitive field.

Port-a-Potty Recruiting – What’s behind Door #2 will shock you!

2019-11-10T03:00:00.000Z

Over the summer, I was taking my high school daughter to band camp and found one of the best recruitment marketing ads I’ve seen in a very long time.

So, what do Port-a-Potties have to do with Recruitment Marketing and Employer Branding?
You’ll be surprised!

With US unemployment at a 50 year low, job seekers have lots of options, and talent acquisition leaders have to get creative and learn from their marketing colleagues.

What this means to the employers, of course, is that what worked last year and the year before, might not be working anymore. If you’re still having the same hiring problems you’ve had for the last 5 years, it might be time to start thinking creatively, or looking at new solutions.

And to do that, you have to think and act like your ideal candidates.

So back to the Port-a-Potties.

Well, after a long, yet beautiful drive in the Redwoods of the San Francisco Bay Area, I needed a bio break when we got there.

So, I headed over to the port-a-potty, and my wife tells me…

You won’t believe what’s in the port-a-potty!

Of course, I’m intrigued.

When I open that flimsy plastic door, and take a seat (if you dare), and then look up… I see this…

It’s a glorious “Now Hiring” sticker on the inside door of the door.

At first, I don’t know what to think.

“Holy Crap” (right?), that’s the weirdest thing ever. I’m kind of shocked.
I’m trying to make sense of it. Is this a good thing? Does it work? Is this good branding? Who are they trying to hire? What’s their target market?

And since I’m in the Thinker pose, sitting on the plastic throne, I start wondering about the campaign.

Who is United Site Services trying to hire?
Drivers, hourly workers, equipment technicians… the same people who are working at construction sites or delivering materials to construction sites. The same people who would be frequenting a port-a-potty! Bingo!

It’s Highly Targeted Recruitment Marketing Ad!

United Site Services is one of the largest construction services companies in the US. They rent and deliver construction equipment, including port-a-potties.

Placing stickers, on the inside of their hundreds of thousands of port-a-potties is cost-effective, highly-targeted, campaign. Additionally, their target market is probably sitting down, and has a moment to read! (Just saying…)

Kudos to the United Site Services team

They’ve done a great job of targeting their potential workforce. When you’re going to do something different, there will always be risk, and this was definitely a risky move.

Now, just because I think the target marketing is great, it doesn’t mean the entire campaign is great, though.

For a campaign to be great, it’s got to work. It’s got to generate qualified candidates to be a success.

This is a really important point for all talent acquisition leaders, recruitment marketers, recruitment ad agencies, recruiters, and employer branding individuals and team members.

In a tight employment economy, Rule #1 = Make it easy for candidates to apply!

Take a look at the ad again. It’s great!

It has a picture of someone doing the job. Check!
The “Now Hiring” text really stands out. Check!
They include benefits, in simple text. Check!
They highlight “Full Time/ Permanent Positions” (job security is probably really important for their workforce). Check!

But, what about the call-to-action?

Look way down at the bottom right-hand corner of the ad… in the smallest font on the entire ad:

Here’s a great, attractive ad, highly targeted, uniquely placed, but the call to action isn’t highlighted, and unfortunately, I don’t think it works.

It’s time to check the Candidate Experience and journey.

So, now, I pretend I’m a job seeker and follow the call to action.

I take out my phone and start typing away, while sitting on the plastic throne, trying to get to the career site.

Remember it’s also really small print, so I have to look up at the sticker, and then back to my phone. And then up to the sticker and down to my phone. I have to do this a couple of times, and finally, since I’ve known the brand “United Rentals”, I give up looking up and down and simply start typing.

I type “careers.unitedrentals.com” Fail #1.

Ugh. After squinting and looking really hard because it’s one big run-on string of 30+ characters with no capitalization, I notice… Oh, it’s not “UnitedRentals” it’s “UnitedSiteServices”. They were probably one company and split into two brands, but I didn’t know that.

I type “careers.unitedsitesedvices.com” Fail #2.

What? Ugh!!! Damn it… I typed the letter “d” instead of “r”… start over again.

Remember, Rule #1 is Make it Easy for Candidates to Apply.

It’s the candidate experience that counts. If you don’t make it easy for the candidates to apply, they won’t. To understand the candidate journey you have to test it as exactly as possible. We can assume candidates aren’t going to the port-a-potty with their laptops, so we need to test the call to action on a mobile phone.

A little frustrated, I took a picture of the ad, and went back to the car.

I failed 5 times until I finally got to the career site.

By then, I was pretty frustrated. I can’t imagine what a job seeker would have though, but it’s probably not good.

Typing 30 characters in exact order, on a mobile phone is NOT easy.

As a result, instead of getting candidates excited about opportunities, my guess is many candidates got frustrated and never make it to the career site at all. And, if they did make it to the site, they were frustrated.

Once I do navigate to the career site. It’s great. It’s mobile-friendly, lots of info, and probably cost $100,000 or more to build and maintain.

TIP: Follow the actual candidate journey, as a candidate would. No short-cuts.

If your workforce is “mobile-first”, you have to give them an easy to use, mobile-first experience. A 30 character career site url isn’t easy for the mobile workforce. Neither is a 20 character url, or even 15 character url.

Another Super Important Fact:

91% of career site visitors leave without completing an application!

Think about that for a minute. Since the evolution of applicant tracking career sites, about 20 years ago, the “default candidate journey” has been to send candidates to your corporate career site.

At the time, that made a lot of sense. Candidates were plentiful. The ATS helped with compliance and workflow processes for the recruiters. Employers could add videos and other content to encourage the right candidates to apply.

But, less than 1 in 10 visitors complete an application. (The average visitor to application conversion rate was 8.52%, per Jobvite and Appcast application surveys).

If you’re wondering how you can generate more qualified candidates, without increasing your recruitment marketing spend, this “90% Applicant Drop-off” is a great place to start looking.

If you’re sending candidates to your corporate career site, you’ll want to track your “Visitor to Application” rate. (The total numbers of unique visitors to your career site, divided by the number of unique completed applications? Google Analytics is free and most ATS or career site or CRM should support this.)

A lot of large companies spend $100,000+ on their “career site”, or “talent network”, making them look really pretty and engaging, but if you don’t know if more candidates are applying, and if your attracting the right candidates, ie (qualified applicants), maybe what you have isn’t working.

So, What can you do differently? Use a chat bot!

Instead of losing 91% of prospective candidates, what if you captured 90% of those mobile visitors?

What if you could capture their name, phone number, location, email address, as well as some pre-screening and qualification questions?

That could be transformational, not just another “tool”.

You could massively increase your candidate experience and engagement while increasing the number of qualified applicants.

Well… You can!

And you can do it today, through an automated text messaging conversation or recruitment chatbot!

Would that generate more qualified candidates for recruiters and hiring managers? Absolutely!

It’s called a Text to Apply chatbot.

And, with the candidates in your chatbot, you can add recruitment automation, by automatically scheduling interviews for candidates that meet your qualifications, saving your recruiters and hiring managers from the multiple back and forth emails and phone calls, while adding those candidates to your existing ATS via an integration.

Instead of trying to recruit with a call-to-action that isn’t easy, and a candidate journey that sends candidates to your career site, that fails to convert job seekers to applicants, 90% of the time, you could try something like the below.

Which campaign do you think would more qualified applicants?

The 30 character alphanumeric career site URL, or a simple and easy-to-use text messaging application?

So, while I think the United Site Services targeting and ad copy was amazing, unfortunately, like so many candidate journeys, the call-to-action and applicant tracking system apply process often kills what could have been a great campaign.

For more information about recruitment marketing, recruiting automation, chatbots, for career sites, or Apply-by-Text, please contact us.

Know the Numbers…

2019-11-09T19:15:10.000Z

Employment & Unemployment

Employment Rate: 60.4%
Unemployment Rate: 3.6%
Underemployment Rate: 12.5%
Youth (16 to 24) Unemployment Rate: 7.9%

Job Openings & Labor Force Participation

Job openings were at 7.02 million on the last business day of September
Jobs Openings Rate: 4.4%
Labor Force Participation Rate: 63.3%
Civilian Labor Force in the US: 162.07 million

Hires & Turnover

Number of hires were at 5.9 million on the last business day of September
Hires Rate: 3.9%
Turnover Rate: 3.8%
Separations: 5.8 million
Quits Rate: 2.3%
Layoffs and Discharges Rate: 1.3%

Bonus Number

Projected Unemployment Rate in 2029: 4.7%

Recruitment Trends to Watch Out For in 2020

2019-11-07T14:26:36.000Z

The economy in the U.S. right now is shaped by several key factors. These chiefly relate to global issues such as the trade war with China and the UK’s prolonged expectation of departure from the E.U; all of which affect the future of our recruitment landscape.

With uncertain times in the global economy looming and U.S. unemployment at a record low, 2020 looks to bring a unique set of challenges. As such, American businesses should prepare themselves for the latest recruitment trends expected for the year ahead; especially as increasingly innovative techniques emerge to meet a somewhat difficult time for recruiting.

While recruiters are competing for top talent, the economy remains resilient and 128,000 new jobs were created in October. This is despite trade turbulence and slowdown in global growth.

Therefore, there’s no reason that businesses can’t forge ahead with their hiring efforts in 2020, although it may be wise to err on the side of caution. To help you out, Resume-Library has come up with the top recruiting trends to look out for in the upcoming year. Simply adapt your recruiting tactics to fit the shifting labor market!

1. Flexible Recruiting

In an increasingly competitive hiring market, it’s more important than ever that companies are clued up on what candidates want. And, one of the main perks that job seekers are after is flexibility.

Indeed, studies found that 69% of unemployed or economically inactive respondents said they would be encouraged to start working if flexible opportunities were offered. You could see applications to your vacancies rise drastically as a result.

Plus, offer flexibility as a perk and you may also be able to cut costs. You can hire professionals on an ad-hoc basis; with freelancers, part-timers and temps. The upside of this is that you can hire based on skilled talents on a project basis, which could also boost your productivity.

Of course, flexibility depends on the requirements of the job. Flexible working won’t be suitable for every employee. However, evaluate each case on an individual basis and take into account that most businesses are becoming increasingly versatile. You don’t want to get left behind!

2. Build Your Brand

Having a strong employer brand will significantly decrease the amount of effort you need to put into your recruitment efforts. Brand reputation speaks for itself and this will help you to attract ideal candidates through word of mouth and employee referrals. Not only that, it will help you to retain employees further down the line; saving you precious time and resources.

An excellent brand reputation doesn’t just appear overnight, so ensure that you continuously put effort into it. One of the easiest ways to do this is by maintaining an active social media presence. Engage with other industry specialists and share and post relevant content to establish yourself as a useful resource.

Don’t forget to ensure your website is easy to navigate. Modern candidates may refer to your website as a one-stop shop for everything they need to know about your company, so make sure this information is accessible. Include employee testimonials to add credibility to your claims. Remember to make your site mobile-friendly too; this is crucial for the modern job hunter!

3. Embrace Remote Work

Remote working is the future of the workforce. Particularly in technology-led industries. Your remote employees have more time to complete their work and less distractions, as well as a better work-life balance. This could be why remote working could become a universal perk offered by all employers. Therefore, it’s vital that your business is ready to adapt.

In order to do so, you need to ensure that you’ve got the proper equipment in place to enable remote working. Decide how you’re going to manage your remote workforce so that they don’t feel out of the loop. Instant messaging systems such as Slack or Rocket Chat are quicker and more efficient than Trello.

Furthermore, circulate an internal newsletter with regular company updates. You’ll find it easier to motivate your remote workers if they feel more unified with the rest of the team. Part of this includes encouraging your employees to celebrate success across the company.

Review Your Recruitment Process

If you really want to improve your recruitment process for 2020, then it’s essential that you review your current system. Analyse what’s working well and what could use improvement. Perhaps you’re great at attracting candidates, but your retention rates are low. In that case, your company culture and reputation could use a boost.

However you choose to bring candidates to your company, make sure you act quickly. There’s no saying how impending global affairs may affect your recruitment process, so take advantage of the strong economy at present. In fact, why wait until 2020? Get ahead of the competition and incorporate these recruitment trends into your hiring strategy now!

Want to post your jobs, showcase your brand and fill your jobs faster? Advertise with Resume-Library to start hiring today!

The Right Way To “Sell” Your Job Opportunities

2019-11-06T18:38:55.000Z

When it comes to recruiting, business professionals often speak in terms of “selling the job” to prospective candidates. It is true that effectively recruiting involves somewhat of a sales approach. How you put this into practice, however, depends on how you define the term “selling”.

If you think of sales as convincing someone to take a position, you may want to rethink your definition. The goal is to find the right person for a job, and the right job for the person. You are not looking for someone you have to convince to take the job. The sales part is learning to effectively educate a candidate on all of the relevant factors of the job and allowing them to determine if it is the right fit.

Selling a job to a candidate in the wrong way can result in early turnover or general dissatisfaction and lack of engagement.

I encourage businesses to sell their positions the right way – focus on long-term fit, engagement, and retention. Here are a couple practical tips to do that:

Understand the employment experience at your company

In order to effectively and accurately sell your position, you have to make sure that you have an accurate view of the company from the employee’s perspective. Setting accurate expectations is key.

What is the work culture like?
What are the expectations of the job?
What does a typical workday or workweek look like?
How many hours are they going to work?
What are the pay and benefits?
What are the intangible benefits (work/life balance, flexibility, meaningful work, etc.)?

Know the value proposition

The value proposition is what you are effectively selling. Recruiters and hiring managers need to know, and be comfortable articulating, the value proposition of their company. In other words, you need to answer the question “why would someone want to work for you in this position?”.

Don’t oversell

This goes back to the idea of the importance of setting accurate expectations. Overselling the job can be detrimental to a new working relationship. It won’t take a new colleague long to figure out that what they were told before they were hired is not the reality of the job.

In summary, learn how to effectively “sell” your opportunities by knowing the benefits of working for your company and setting accurate expectations. Give the candidate all of the information they need to make an informed decision. Effective communication on the front end is key to increasing the potential for a successful, long-term working relationship.

Convincing someone to take a job may have a short-term reward, but a better approach is to allow people to make a well-informed decision based on what they value. Let them know why they would want to work for you, but don’t oversell the opportunity. Happy recruiting!

Four Tips to Tackle Unconscious Bias In Recruitment

2019-11-05T04:55:54.000Z

Creating a diverse workplace should be at the top of mind for businesses of all sizes. A diverse workplace includes employees with remarkable thoughts and backgrounds in the world. The decision to hire a candidate would be based solely on their skills and ability to perform. Bias occurs when a person's brain makes a quick judgment based on a person's experience and background. Even the recruiter often doesn't know that he/she is making such a quick biased decision.

To remove bias from your recruitment process, you must recognize a situation from where bias can popup, which can transfer through a variety of powerful non-human solutions: Technology. Recruiters should always keep asking the question: Is my recruitment process biased? Doing so will naturally improve your hiring process and promote diversification.

I have seen unconscious bias occurring in multiple organizations when recruiters pay more attention to favouritism. To create diversification in the workplace, blind hiring is an effective concept to adopt. I am adding a few tips to keep in mind about promoting diversification.

Job Description: Job description is the beginning of your recruitment process. It has the power to influence potential job applicants with its content. When it comes to drafting the perfect job description, the gender implication of words can have a significant impact on the recruitment process. The term which focuses on competition over support and commitment seems to be far less attractive to female candidates. Limiting the number of superlative words and perspective on a job application will support far more potential employees to submit their duties.

Choosing the Right AI Solution: AI is taking the recruitment world by a storm for a good reason. It makes the hiring process faster by removing repetitive tasks and simplifies the recruitment process. AI brings systematization in recruitment with numerous software; one of them is resume parser. With the introduction of resume parsing, sorting of resumes is a smooth breeze. It extracts candidate data from resumes and saves it in fields created for skill, experience, contact details, education, etc. You can also enable/disable fields as per your requirement to avoid bias in recruitment. Now you can disable fields that can bring bias in your hiring process. Sometimes, selected candidates do not join the organization due to some reasons. In this case, using matching technology will give you a similar resume and job recommendations relevant to resumes/jobs. This automation saves time for recruiters and fastens the recruitment process. The combination of technology and human resource is changing the working of recruiters and proving to be beneficial for the candidates. This enhances the efficiency of the organization.

Predictive Data decision:Data analysis has become an essential part of all business activities. An analysis of the candidate’s performance and career alignment, along with the skills, helps employers in finding the right fit. Through data-driven predictive models, companies can solve long-standing problems. Predictive data helps the company to stay proactive, assessing the candidate behavior through actual data, and removing bias from the recruitment process. With this process, the result will be extraordinary and informative.

Structured Interview: When recruiters conduct informal interviews, they will confront unintended bias. The structured interviews are more effective at reducing hiring bias than a non-structured interview. Without having a set of structured questions for candidates, bias will creep into the interview process. Recruiters should structure interview questions that should be consistent among every interview. Secondly, the interviewer should complete the follow-up process like completing a scorecard, feedback tool so that recruiters can assess each candidate's performance. These scorecards will help recruiters to rank candidates objectively. Structured interviews will level the playing fields of all candidates and make it easier to evaluate each candidate. Recruiters can ask for feedback from their candidates to explore how the candidate experiences the whole interview process. By giving such kinds of different experiences to every candidate, you are not leaving any room for inherent bias to take over.

I usually feel that conscious bias hinders the growth of an organization. However, we must remove that unconscious bias, which can also become a massive barrier to having better productivity.

How to source on the lesser known sites!! Doyoubuzz!!

2019-11-05T00:38:35.000Z

DoYouBuzz is an app that helps you create a web, PDF, mobile formatted resume. This can be a great place to find candidates however a lot of recruiter do not search here. The reason is simple they do not know how. Well to do this without worry you need go no further than into your bag of tricks and pull out an old tried and true tool, a simple search with some extras, and a whole lot of website searching

So to source within DoYouBuzz Make you simply need to use a skill known as xraying, like the one below.

site:doyoubuzz.com “Developer”

If you run the strings above in google you will get the results below.

If you need more info on X-raying see my blog post http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a

See my YouTube video on x-raying

http://bit.ly/2SItz9m

I am out next week at Sourcecon. Once I return, we will start our Fall Sourcecon Share back. In mean time may the source be with you!

1 piece of content 14 ways

2019-11-03T22:30:00.000Z

The number 1 reason I hear from business owners for not actively marketing on digital channels is this – I don’t know what content to create and I don’t have time to do it anyway!

I am going to take away that excuse right now. Creating content, just like all your marketing should be simple. There are 3 main types of content and my favourite is repurposed content.

Repurposed content is the existing content you are repeating or reusing. It sounds simple enough because it is!

So, let me share with you how to take one piece of content and use it 14 ways. That’s right, 1 piece of content can become 2 weeks worth of content.

Ready? Let’s go

Ok let’s take something popular like a blog. So, you’ve posted your blog on your website. (that’s no 1) – What now?

2. Turn the blog into a vlog or video blog

The next thing you can do is turn that blog into a video. You already have the script so use an app like BIGVU and upload the script then film the video using the blog content. Tip: be sure to change it to suit the format of video and not the written word

3. Use in email funnel to clients

I use mainly repurposed video in my email marketing. It’s easy for people to consume, stares a lot of value in 2 minutes and educates my clients. Add the video to whatever email platform you use and share it with your target audience.

4. Slice into small quotes and snippets in Canva and share

I looove Canva and use it every single day. It is perfect way to quickly create several visual snippets or quotes from the main article and stare out on social.

You can sign up here if you don’t already have an account https://canva.pxf.io/AXLYK
I promise you will LOVE it!

5. Turn into a short animated video

You’ve created one type of video so how about mixing it up and creating an animated video. The perfect tool for this is Lumen 5 which I spoke about in a video

6. Turn into an infographic

Depending on the content in your blog, you can turn it into an infographic. Again, this is easy to do in Canva and if it is evergreen (meaning you can use it at any time of the year), then you win over and over.

7. Create an article on LinkedIn

Take your blog and copy and paste it as a linked in article. Not a post – an article is different. This is another touchpoint and allows someone that doesn’t see your blog content to view it on LinkedIn. It will take you 5 minutes to do so no excuses

8. Use it as a Facebook ad campaign or boosted post

To get your blog to a wider audience you need to do some paid marketing. Two simple options are to boost the post on Facebook or run an ad campaign to a targeted audience. (I cover more on this in my Marketing Made Simple Online course coming soon)

9. Use it as a Q&A or FAQ resource

You likely get asked a lot of questions over and over again by clients right? Add your blog content as a resource for questions about the answer you have written about. You can do this on a FAQ page and link to the blog OR share it in an email when they enquire. Both quick & simple!

10. Share the blog on Medium

Medium is the world’s largest blogging platform. You will find all types of content and information here. It is best if your audience is global but it is another way to share your blog – you never know who might read it.

But wait there’s more……

11. Turn it in a Slideshare deck

Slideshare, owned by LinkedIn, is a great resource if you are researching or looking for specific information. It is basically the home of the slide deck. It also is another way for you to share your blog content if you turn it into a slide deck and allow people to find it when they need it.

12. Repurpose or recycle the blog in the future.

This is a super simple one I suggest to all my clients. Most people have a bunch of old content that just sits there. Why are you reusing it? All you need to do is update the headline, image, and any old stats and share it again as a new blog post

13. Put into a fact sheet, white paper or ebook

A blog can be used in a larger piece of content to share with your target audience. I have taken quality blog content and turned it into a lead generation Fact Sheet for my clients and my own businesses.

14. Expand into a podcast subject

If you are a podcaster or one to be one in the future, then keep a list of all the great blogs you have created and use them as a foundation for your podcast conversations. You can refer back to the key points and expand in more detail and even add commentary from other people.

Do you love all these ideas?

Now you absolutely NO EXCUSE to not be sharing content consistently. I have just given you 14 ways to do this.

This is just a fraction of the marketing knowledge that lives inside my brain. And if you need help or want to find out more ways to make your marketing simple, schedule a time to chat.

Ample Scope in Fashion Designer Jobs in India

2019-11-03T19:00:00.000Z

In India, there is a good scope of growth in fashion designer jobs because of the significant growth of India’s fashion industry, apparel industry, including a tremendous growth of the media and entertainment industry. Fashion designers jobs are available in apparel companies, wholesale or manufacturing establishments, theater and media companies, film industry, retailers, and in design firms. Fashion designers can also start on their own their own design firm as a business, and offer services to selected clients.

What are different fashion designer jobs?

Fashion designing is a vast course and it covers various specializations. Depending on the specialization, there are different types of fashion designer jobs like as follows:

Apparel designer
Fabric designer
Home furnishings designer
Jewelry designer
Footwear designer
Costume designer
Accessories designer
Merchandiser
Home furnishings designer
Packing designer
Quality controller
Lecturer/Professor/Trainer in fashion design etc.

Basically, a fashion designer is involved in creating and sketching designs for clothes, home furnishings, accessories, footwear etc. He or she is also involved in merchandising jobs related to sourcing or selecting fabrics and other accessories, overseeing the production process. Fashion designers can also be involved in quality checks of final products and quality of raw materials. Those who are interested in academics can join fashion institutes as lecturers or professors to teach the subject.

Eligibility criteria to be in fashion designer jobs

Almost all organizations in India prefer to hire candidates with a bachelor’s degree or higher in fashion designing or fashion merchandising. Candidates can also opt for diploma courses in fashion designing from recognized vocational institutes of the country to apply for fashion designer jobs. Big fashion houses prefer to take candidates passing out from reputed institutes like as National Institute of Fashion Technology, Indian Institute of Fashion Design, JD Institute of Fashion Technology, Pearl Academy, and so on. Employers usually look for candidates who have both design and technical skills so they can not only design but also get involved in the production process of apparel, footwear, accessories etc.

It is advisable for Freshers to work as an intern with a senior fashion designer so as to develop the designing skills practically before applying for full-time fashion designer jobs in companies.

Skills requirement to do well in fashion designer jobs

Not all are meant to be fashion designers even if they have the requisite qualification. Such jobs require a whole lot of creativity and innovation. Aspirants should have an interest in styles, colors, patterns, designs, shapes and sizes. They should have good creativity skills to come up with innovative designs. They should have an apt for drawing as they have to sketch the designs first. Skills such as pattern-cutting and sewing, ability to spot trends are very essential. Team work, interpersonal skills, communication skills, problem solving, technical ability are all essential skills to do well in fashion designer jobs. There is strong competition for fashion designer jobs in this big fashion industry of the country. So, net working is very essential to connect with the right person.

A portfolio is very essential in fashion designer jobs

To apply for fashion designer jobs, a CV or a resume giving your bio and work experience is not enough. Big employers look for actual stuff related to your work. So, when you go for interviews, make sure that you have a proper portfolio of your work to present before your employer or recruiter. Your portfolio should have designs, mood boards, technical drawings, pictures of your designs in actual garments, and so on.

Where are Fashion designer jobs available?

Fashion designers mainly have these career options:

Domestic Retail industry: For example, Pantaloons, Max, Reliance Trends, Shoppers Stop etc.
Export houses: Wide demand for fashion designers in the export houses to design clothes and other stuff, which are exported worldwide, under the buyer’s banner.
Fashion houses: You can also apply for fashion designer jobs with fashion houses which work for international and national brands, and design clothes which are branded under the brand’s banner,
Top level designers/design firms: Freshers or Junior fashion designers are hired by popular/senior level designers to work under them, and develop couture & custom made high end apparels under their guidance.
Fashion stylist, blogger, fashion journalism are other career options in fashion designer jobs. Last but not the least, you can start your own designer label.

How to Include Home Renovation Work on a Resume

2019-10-31T16:00:00.000Z

Depending on the line of work that you want to get into, your home renovation projects could be relevant experience. Putting these items on your resume may help to land you the construction, renovation, or architecture job that you want. Here are some tricks that you can use when it comes to padding your resume with your personal home renovation projects.

List Out Skills

Creating a skills section on your resume lets a potential employer know more about the kinds of things that you’ve done and not just about your work history. This is especially important when you want to work in a highly competitive industry. Let hiring managers know the skills that you have to them a better idea about your qualifications for the job. Your skills can be things that you’ve learned outside of the workforce since those skills aren’t covered in your work history.

Include Major Projects

Some of the more major projects that you’ve completed around your house show that you have real-world experience. Including things like air conditioning repair or electrical work in your own home exhibit the fact that you know what you’re doing to get the job done. Make sure to include the permitting process for some of the larger items in your skillset as well so that you can show that you were able to be compliant with the codes in your area.

Tailor a Cover Letter

The cover letter is your opportunity to let a potential employer know more about you on a personal level. This is a good place to write about the renovation projects that you’ve done and the things that you learned from them. Writing out the process gives an employer a better idea about your capabilities and your thought process. This is important because they’re looking to ensure that you’ll be able to fit into their workforce.

Organize By Relevance

Many people make the mistake of including their whole work history on their resumes. Instead, you can pad your resume to be tailored for the job that you’re applying to. Including relevant large projects that you’ve done around your home also gives an employer an idea about how you spend your time. List these jobs in the order of relevance as it applies to the job that you’re considering. This strategy can help you move to the top of the pile.

There are lots of ways that you can go about including home renovation projects on your resume. Use these tips so that you can do it in such a way as to make it appear relevant to the job.

Build vs Buy: The Challenges Recruiting Firms Face When Building a Homegrown Applicant Tracking System

2019-10-31T15:30:00.000Z

The “build vs buy” decision is a hot topic when I speak with staffing agencies. Pros and cons are weighed, time and costs are measured, and more and more it’s a decision that may determine the future health of your business. And since TargetRecruit is built upon Salesforce, I encounter this topic more than in my past roles because Salesforce encourages developers to build on its platform. In other words, rather than building a homegrown solution from the ground up, you can leverage the billions spent on infrastructure, security, reporting, mobile, workflow automations, and more by building your tool on Salesforce. Multiple top 10 recruiting firms have done this. Others, still, have decided to “buy”, partnering with an existing recruiting technology provider on Salesforce – like TargetRecruit – to save time and money, and lean on the expertise of a dedicated technology provider.

As for the “build” option, the main pro I hear is control over the product roadmap and control over business workflows. They want more control. I also hear things like “there isn’t anything out there that fits my needs,” which I perceive as less of an objection and more of an educational opportunity. Going forward, I will explore some of the cons, or pitfalls, I have encountered working with companies who built their own ATS solutions on Salesforce, or built a homegrown solution hosted in-house.

Build vs Buy Cost: Developers

Big companies with complex requirements might buy a solution like TargetRecruit and then hire Salesforce developers to extend functionality on top of our platform. Because TargetRecruit is the only tool built entirely on Salesforce, with absolutely zero code hosted on external clouds (like AWS), this scenario allows our clients to work in harmony with our roadmap while still making updates without breaking their instance. This sparks innovation and embodies the spirit of Salesforce. I’m asked how is this possible since none of our competitors can achieve this? Well, if you are familiar with the AppExchange model you know that Salesforce has over 4,000 plug and play apps that would break every time Salesforce made an update if this was not the case. If you choose to build your own solution from scratch, however, you plunge quickly into deep, dark waters. In this case, you’ll need an army of developers, as well as product managers, QA specialists, and more. This is not cheap and easy talent to find. You are now building a development team. The clock is ticking. And that is why recruiting is such a valuable skill!

Build vs Buy Cost: Time

A DIY project will not only direct resources and focus away from what you do best – recruiting, but will also put too many cooks in the kitchen. You’ll wake up to find a lot of valuable people trying to influence product instead of driving revenue. Agendas clash. Lines are drawn. Forces align against you because you are not only paying for an entire software team, but also paying your committee and influencers to be pseudo-product managers, rather than recruiters, sales people, support staff, managers, and business leaders. Doing it yourself is a gigantic enterprise, both delicate and risky.

Breadth of Technology Expertise

From message boards to boardrooms, the quest for the perfect system is central to the build vs buy debate. It goes something like this: “I don’t know why ATS systems don’t do (blank). It would be so easy to make an ATS that every staffing company would love.” Another thing I hear staffing companies saying is, “We are an ATS made for recruiters, by recruiters.” Every company has different needs. And within a particular company, even different needs, cascading down from leader to manager to doer. It is difficult to see the forest for the trees when a recruiter can’t shake one nagging problem that may add a few minutes to their day. But from a global view that problem appears tiny compared to the bigger and broader needs of the company. Point? The great CTOs and product professionals are also great listeners. There is a certain alchemy to assessment and action, prioritizing high and low-value problems such that the greater business benefits. However, when it comes to building a custom solution, the squeaky wheel tends to get the grease and the more powerful or influential get their way. Experienced technologists solve problems; they don’t create them.

Technology Lags

Technological change is relentless and destabilizing. Tech moves at a blinding pace, giving you the sense you are always a full step behind. When I see a company “finish” building their custom solution, and then step back to count the capital it took to build, they typically keep one developer on board to update the system. That’s not how it works for us technology companies. We need to continue to grow revenue to hire more developers, to continue to outpace our competition (or at least that’s what you hope your vendor strives for). Building an industry-leading solution never stops, so the project will never stop. If anything, you will need to amp up development over time as your competition continues to invest in their technology stacks. To this day, I have yet to see a homegrown solution stay at the cutting edge long enough to justify the financial costs and resource displacement. With regard to software development, speed and scale and CHANGE is part of our DNA. Is it part of yours?

High Failure Rate

I have seen top 10 companies in the US and UK with deep pockets sink years into a custom build on Salesforce, only to abandon the effort and opt for a pre-built solution. It’s easy to crash and burn. One company that comes to mind launched a two-year, $2M+ project to build a custom system. Didn’t work. They did, however, later in the game, fit neatly into a pre-built solution they could work with on Salesforce. But it gets worse. Imagine refusing to give up on a custom build because you are so heavily invested you won’t call it quits. Here, entrepreneurial pride and job security sabotage the project, leaving you stuck with a troublesome, half-baked solution simply to avoid calling it a failure. It happens all the time. Sad, but true. On the other hand, pre-built Salesforce solutions are optimized to scale, and easy to customize and tune – by design. The heavy lifting has already been done for you. Your probability of success skyrockets.

The Wrap-Up: Build vs Buy

As much as I’d love to leave this as just an informational opinion piece, I have to give our solution some credit here. We are now one of two Salesforce solutions on the market, and we are the only one that has built all of our technology on the Salesforce platform. This means you can build your own special sauce on our platform, not having to pay for hosting somewhere else or having to integrate through an API. To use a metaphor, building a system from scratch is buying a plot of land and building a house. Building from scratch ON Salesforce is like getting a house with a foundation and a frame but you have to build the rest. Buying TargetRecruit and building on our solution is like buying a fully built two-story home that is already furnished and decorated, but it has been built with the idea in mind that additions will come in the future, so why not make it easy for said additions to happen. None of these solutions are right or wrong, but not all solutions are created equally, now are they?

Feel free to connect with me on LinkedIn, or if you’d like to learn more about TargetRecruit, contact us at sales@targetrecruit.com.

Blog by Bobby Bartlett

Top Tips for Boosting Your Employee Retention Rates

2019-10-30T13:30:00.000Z

Whether you work for an SME or a large corporate enterprise, strong employee retention rates are highly desirable. Quite simply, it makes economic sense. The recruitment process can be costly to your business and retaining old employees is more efficient than bringing in expensive new hires.

Moreover, the negative effect that a high turnover rate has on your team morale can be devastating to productivity levels. If your employees see their friends and colleagues leaving, they may start to wonder why everyone is so keen to jump ship.

In a time of political uncertainty regarding President Trump’s trade talks and the upcoming elections, employers are dealing with an increasingly tight talent market. Therefore, employees are your most valuable business asset right now.

Ask yourself whether you can afford to lose the best members of your team. If the answer is no, read on for top tips from Resume-Library on boosting your employee retention rates.

1. Make Good Quality Hires

Before you can boost your retention rates, you need to have a strong workforce behind you. This requires you to make good hiring decisions and vet candidates thoroughly. To do so, you should have an idea of what aspects of the company culture and job role you want to emphasize. It will help you to identify the best candidates.

Other than this, there are red flags which should indicate to you that a candidate won’t stick around long-term. Perhaps they have a choppy employment history and lots of different experiences. Job-hoppers are always a gamble.

What you’re looking for is an employee who’s stuck with their previous employee through ups and downs. However, if you’re hiring a young candidate or one who’s just starting out, look for other signs of commitment, such as loyalty to a team sport or other long-running hobbies.

2. Offer Competitive Pay and Benefits

Salary is a priority for the majority of employees, and this is unlikely to ever change. While your company may offer excellent perks and a fun working environment, if your team can’t afford to pay their bills, they’re not likely to hang about.

Consider the location, seniority of the role, skills required and experience when deciding what salary you’ll offer. Furthermore, ensure that you’re matching the market rate pay for the role, otherwise you face losing employees to competitors. Savvy employees know they can often get a pay rise just by changing companies.

However, if you can’t offer a top-tier salary, can you offer competitive benefits? Health insurance, life-insurance and a retirement savings plan are all essential for retaining employees. Flexitime and remote work are additional benefits.

3. Offer Training and Development Opportunities

While many businesses seek to hire candidates who are suitably qualified and skilled, not as many are willing to invest in upskilling their employees. This indicates that you don’t value your employees’ potential and development; which won’t do anything for your retention rates.

Yet, the world of business is constantly changing, especially in technological advancements. Investing in your workforce not only benefits them, but your company as well. Higher-skilled workers will help you to stay ahead of the game.

4. Be Supportive

When every day is busy, it can be easy to forget that your employees are only human and require reassurance and advice every now and then. Make time to catch up with your staff, whether it’s through team meetings, one-on-one catch ups or email check-ins. Your employees are more likely to look elsewhere if they feel lost and unappreciated.

Being supportive includes recognizing their accomplishments. If your employee reaches their performance goals, be sure to congratulate them, no matter how you decide to give the reward. Setting and achieving goals will encourage them to stay with you in the long run.

5. Foster Transparency

Your retention rates will suffer if more senior members of staff fail to communicate with their team. Traditionally, leaders refrain from sharing information they don’t believe concerns their subordinates. However, this creates a distance between manager and team; and employees may become disengaged.

Keep employees in the loop to improve the connection between all colleagues and senior members of staff. After all, transparency encourages growth and shows that everybody can learn from their mistakes. Employees will be less likely to quit if they know that they're trusted and are up to date with company affairs; whether it’s a new hire or industry-related news.

Want to Boost Your Retention Rates?

Staff retention rates continue to trouble modern businesses. This is largely because the world of work is always changing. Whereas it was common for ‘baby boomers’ to join a company and remain with them for many years, millennials have adopted a different approach to their career.

They want to try their hand at different industries, have a purpose and feel valued. While this energy has brought a new dynamic to workplaces, it also presents a unique challenge for employers to overcome.

Therefore, if you’re focused on boosting your employee retention rates, your business must adapt. Know your company culture, stay competitive, offer support and communicate with employees about where your business is headed. Good luck!

Top 5 Recruiting Trends in 2020

2019-10-30T13:08:46.000Z

Over the years, recruitment and HR landscape have changed massively. Nowadays, organizations need to deal with talent competition, game-changing developments in technology, and changing workforce dynamics consistently.

AI-based new technological innovations have simplified the recruitment process and changed the way HR works while hiring candidates.

Try these top 5 recruiting trends to simplify the challenges of talent acquisition.

Regulating outdoor events: what are the laws?

2019-10-30T10:17:33.000Z

You see them all over the place and at every time of the year. Whether it’s a Christmas market in the winter months, a festival or carnival in summer, or a sporting event throughout the year, outdoor events are extremely popular. However, while many of us simply turn up to such events, have you ever thought about the planning that has to go in to make them a success?

Here, alongside Inn Supplies, who offer a range of disposable catering supplies, we look at the laws you must adhere to if you are planning an outdoor event.

Food safety

In the same way that a restaurant must, outdoor events have to make sure they comply with food safety regulations. This is exactly why the Food Safety Act of 1990 was introduced. This is the framework for all food legislation in Great Britain and means you must make sure all food is labelled, advertised and presented in a way that won’t mislead the consumer.

In England, you must also comply with the Food Hygiene Regulations of 2006. Introduced on 11^th January 2006, the legislation means that there is a clearer duty for food business operators to produce food safely, thus improving public health.

And this is just for starters! On top of this, The Chartered Institute of Environmental Health has put together a helpful guide titled National Guidance for Outdoor and Mobile Catering. If you plan to organise an outdoor event where food is involved, this document will cover every step of the way in great detail to make sure you’re well prepared and legally covered.

Risk assessment

If you’re planning a large outdoor event, don’t be fooled into thinking you can just plough as many people as possible into your space. Just like if you were to host it indoors, each area will have a maximum capacity you must adhere to. Failure to do so will mean it could be a potential fire risk and lead to the local authorities shutting you down. Factors to consider include emergency exits, exit widths and gangways. For a free fire safety risk assessment checklist check out the government’s version.

You must also take into consideration what aspects of your event may involve an element of risk. For example, will there be fayre rides or fireworks? You must make sure that any possible risk has been fully assessed and everything is in place to prevent them – or to act fast if needed.

Licenses

Of course, this all depends on the kind of activities you are planning. For example, if you a planning to serve alcohol and your event will hold less than 500 people, you are required to obtain a Temporary Event Notice (TENS) and you have to apply for it at least 10 days before your event is set to take place. For anything that will involve over 500 people, a Temporary Premises Licence is required, and this must be submitted at least two months before your event.

If you want to sell goods, then you must seek the permission of your local council. It goes without saying that you aren’t entitled to sell any illegal goods or weapons. It’s also prohibited to sell animals.

Any raffle that is planned and will bring in more than £20,000 requires you to register with the gambling commission.

Insurance

For your event to go ahead, you’ll need to organise your own public liability insurance – even if your chosen venue is already insured. This is often a confusing scenario for event organisers. However, while the venue’s own public liability insurance policy will cover them for any accidental injuries involving the property’s equipment, you’ll be held responsible for any injury caused by negligence on your behalf. This could include objects lying around that have caused a guest to trip.

If you intend to pay staff to work at the event – this could be anything from waiting tables to cleaning the venue – you’ll also need employers’ liability insurance. This is a legality for anyone hiring staff in the UK.

For the larger events, you may want to acquire insurance incase you need to cancel due to unforeseen circumstances, too. This is known as either ‘cancellation and abandonment insurance’ or ‘contingency insurance’. It is used to protect your budget and profit which makes up your revenue. This is important for any event organiser who would be at risk financially if the event didn’t take place.

Traffic management

You should look to incorporate traffic management system that includes a one-way system if you are expecting an influx of vehicles to the area. This will make it easier to keep vehicles and pedestrians apart. You should also try to minimise reversing and ensure you have correctly planned your entry and exits for emergency vehicles.

You should also speak to the police, local highway authority and transport providers about any external traffic management that may be required in the event’s surrounding areas.

Planning an event is hard work and, to do correctly, is time consuming. By following the above points, you’ll be well on the way to making your outdoor event a law-abiding situation. However, be sure to check with your local authorities for any possible local laws that you must adhere to.

Sources

https://www.food.gov.uk/about-us/key-regulations

https://www.charnwood.gov.uk/pages/outdoor_events

https://www.healthandsafetyatwork.com/content/implications-new-food-hygiene-regulations

https://www.cieh.org/media/1254/cieh-national-guidance-for-outdoor-and-mobile-catering.pdf

https://www.events-insurance.co.uk/blog/2016/do-i-need-my-own-event-insurance,-if-the-venue-is-already-covered-

https://www.eventbrite.co.uk/blog/event-insurance-explained-ds00/

http://www.hse.gov.uk/event-safety/transport.htm

How to Have a Successful Job Search in a Tough Market

2019-10-29T15:00:00.000Z

The job market in this day and age is tough. Some people may even describe it as being brutal. If you want your job search now to go off without a hitch, however, you don’t have to assume that that’s an impossible goal. The market is definitely competitive, but there are things that you can do to navigate it and make your situation a lot more attractive and promising.

Expand Your Educational Horizons

You should constantly try to do anything you can to make yourself a more attractive job candidate. That’s the reason it may help you to go for continuing education. It may even help to get certifications. The more qualifications you can put on your resume, the better. You should try your best to come across as being well-rounded and ambitious.

Look for Job Staffing Offices

Finding job staffing offices can often be helpful for people who want their searches to go well. Some companies, like Labor Works, know that there are many employment recruitment agencies that may be able to connect you to positions that are desirable. Look for staffing firms that have excellent track records in placement. You don’t want to waste your energy on an agency that doesn’t have a fantastic placement reputation.

Post Your Resume on the Internet

People aren’t joking when they say that you have to be in it to win it. That’s the reason that you have to post your resume online. Post it on the most popular and respected career websites you can find. Make sure your resume is professional, polished, and simple to understand. It may help to get professional assistance with the writing of your resume.

Check out Local Career Fairs

Career fairs can aid people of all ages with their job searches. There are career fairs these days that go into all sorts of industries and fields. There are career fairs that are a bit more specialized and focused, too. If you want to meet up with people who work for credible and established healthcare, fashion, or advertising companies, then it can help you in a big way to socialize at career fairs. Don’t forget to give people copies of your resume when you speak with them.

Finding a job has never been simple. There are currently more resources than ever available to job-seekers, though. If you want your job search to be a hit, then you should be ready to take advantage of all of your options.

4 Things to Know about Career or Education Loan

2019-10-29T07:11:04.000Z

Today, education is expensive, especially advanced PG courses and degrees. There are foreign education courses that may rip you off financially. Fret not. There are lenders offering education loans, monetary assistance for meritorious but financially deprived students in a country.

Before taking any education loan, ensure that the course is full-time, a postgraduate degree in engineering, technology, medicine, architecture, management, or math and statistics. Banks and financial organizations offer most of the career loans to assist students to pursue higher or foreign studies. The loan covers all expenses like admission cost, library fees, tuition and exam cost, expenses for buying new books, computers or laptops. Some of the lenders also offer two-wheeler loans if the college is far off. For overseas studies, travel expenses are also included in a career loan.

If an aspiring candidate is studying in the US, the loan covers insurance costs because medical expenses are high out there. Therefore, there are many things associated with a career loan. The lenders walk the extra mile to help talented and needy students so that the loan approval process is simple and hassle-free.

According to an article published on https://www.huffingtonpost.in, student and education loans are popular in the US. Did you know that over 44 million US citizens owe $1.5 trillion in career loans? For your better understanding, here are four things you must know about education or career loans:

Kind of security required

All education loans will require a co-applicant, joint borrowers. It can be parents, spouse, siblings, and even in-laws. However, smaller amounts do not require any co-applicant. The lender will not ask for co-borrower details in such a case.

The bank or lender will ask some sort of security or guarantor if a borrower takes a high-value loan. It can be securities such as stocks, gold, real estate, fixed deposits, and other investments. Some of the times, the lending institution may ask for a third party guarantee. The first and second applicant remains the same. If these two people fail to pay off the loan, then a third party has to take the responsibility to repay the education loan.

For smaller amounts, co-obligation of family members is necessary. For higher loan amounts, co-obligation of family members together with a third party is a must. For a career loan that is very high, lenders will ask for collateral security in case the borrower fails to repay the borrowed sum. In such a case, the lender will sell off the property of the borrower and recover the unpaid loan amount.

Loan disbursal method

A career loan would be disbursed directly to the college or university in which the student has applied for admission. If there are hostel charges, the respective amount of money will be given to the authorities. The bank or lender will verify the duration of the course or degree and assess the cost of the course applicable at that time.

Every year, the lending institution will ask the student to fill a form with the details of the funds required to pursue the course. After proper verifications, the bank will disburse the amount to the college, institute or university. Besides, if you want to know how to avail career loans, you can study sites like Liberty Lending or similar platforms.

If a student is traveling abroad for foreign education, the flight fare is disbursed directly to the airline company. A few lenders and banks offer some amount of money to the students for buying books, computers, and related things. Now, it depends from one bank to the other.

The lender will reimburse students already taking admission and incurring the expenses once the original receipts are produced within a stipulated period.

The starting of loan repayment

Usually, the repayment starts once the loan is disbursed and monthly payments made every month. However, for career loans, the repayment starts after six months of course completion or when the borrower starts doing a job in any company. The lender will not ask for any repayment from the student during the holiday period. The rules are simple and easy to understand. Besides, lenders explain all details of the loan, terms, and conditions, interest rates, monthly payments, and repayment time to the borrower. There is no doubt about the same.

The calculation of interest begins when the loan is disbursed and not on the full amount right away. When it comes to a career loan, during the holiday phase, the lender or bank would compute the interest on the loan based on the interest method. The interest will accrue until the end of the holiday period. The lender will explain all such details to the borrower and clarify all doubts about repayment. There are a couple of banks offering a reduced rate of interest if the borrower pays the interest during the holiday period.

When it comes to tax benefits, it is on the interest part. The full interest portion is free of tax. However, no deduction is available on the repayment of the principal amount. Any individual who has opted for an education loan for self, kids, or spouse can claim the tax deduction on the interest part.

The deduction is applicable for the year a borrower paying the rate of interest. It is the assessment year.

The time required for approval

A borrower can apply for an educational loan directly at the branch or online. The approval or rejection of a career loan depends on certain factors. It differs from one lender to the other. In most cases, loans are approved provided all documents are in place. The other factors include the purpose of the loan, repayment capacity, and things like that. Whether the loan would be approved or not is communicated within a couple of weeks by the lender. The student can ask for the reason for disapproval from the lender. The bank will explain the reason regardless. There is no doubt about the same.

Conclusion

Now that you know about these aspects about an education loan, it will be easy for the lender to approve the same. Keep all documents in place for easy approval.

Sourcecon Fall 2019 Day 3, Tracks!!

2019-10-28T19:00:00.000Z

Day 3 of Sourcecon and the tracks.

First up Jan Tegze and Is Technology our Friend or Our Enemy. Tools mentioned: Github, Stachoverflow, Plagerism Checker, Linkedin. Lost of talk of comparison thoughts on emails, inmails etc, All done form a European stance.

Mike Chuidian and the Cognitive side of Sourcing. Key point here and the best tool as listed on my SSaR page is “YOUR BRAIN”. Tools; LI, Keyowrd Typo Generator, Boolean. Do your research and seek competitive analysis.

Tools Table by Suzanne Frazier. There are way to many tools to list here, however all of them can be found on the SsaR Page, that said here are a few-TOOLS; Seekout, Hiretual, PAstpass, Touch VPN< Github, Extensity, Connectifier, INstand Data Scraper, Dataminer, Zapinfo and many more. Again all on my SSaR Page.

All tools mentioned can be found on the SSaR page at https://start.me/p/GE7Ebm/ssar and RecruitingTools.com

Well that is for Day 3 tracks. Next week back to lesser sites. Until next week, “may the source be with you.”

Why an Executive-Level Resume is Critical to Advancing Your Career

2019-10-25T17:00:00.000Z

Talking about yourself and your achievements can be awkward, but if you’re looking to get ahead and keep climbing the corporate ladder, being able to do so effectively is essential. How you present yourself matters, and if you’re still using the same resume from 10 years ago and just tacking on your most recent experience, you’re putting yourself at a disadvantage.

October is one of the hottest months for hiring, and according to a recent LinkedIn survey, 89% of hiring managers fill job openings within four weeks during this time of year. Plus, if you are one of the first 25 applicants to an open position, you are three times more likely to land the job. That means that you have no time to waste, and your professional resume must be at its best.

Here are a few tips for polishing up your executive resume:

Focus on being strategic rather than tactical. Entry-level jobs tend to be all about execution, but when you’re eyeing a management or senior leadership role, it’s a given that you already have these skills. Instead, the emphasis should be on your strategic planning abilities. How well can you assess a problem and develop a plan to resolve it? What are you doing to keep the company moving forward over the next 1-3 or 3-5 years? How have you set the organization up for greater success by putting targeted policies, procedures, and teams in place?

Demonstrate your leadership. Yes, you can work well as part of a team, but how do you function as a leader? Are you able to coach and mentor others to do their best? Have you worked collaboratively across different departments or business units? Have you spearheaded a major project? Show that you know how to delegate, manage, and achieve results.

Emphasize your training. It’s essential to continue growing throughout your career. That means taking professional development and leadership courses. If you’ve participated in a management or executive leadership training program, whether through your company or an accredited university, make sure it is included on your resume.

Revamp your summary. If your resume still has an objective, that’s a clear sign it’s outdated. Rework your summary to highlight what employers value in senior management positions such as your ability to communicate, problem-solve, develop strategic plans, drive revenue, cut costs, and build relationships. Show what you bring to the table right upfront.

Your executive-level resume needs to show how you fit within the upper echelon of the business, not that you can accomplish basic tactical responsibilities. Employers need to know that you have the critical thinking and planning skills to make tough decisions and leverage data to guide strategy. The resume you used when you were first starting out isn’t going to cut it, and you’re throwing away your opportunity to advance in your career.

Make yourself stand out for all the right reasons by overhauling your outdated resume and creating a document that works for you and appeals to hiring managers. The team at Search Solution Group can help you position yourself to move into a management role or show you have what it takes to be part of senior leadership. Time is of the essence, so contact us today.

Why Your Company Needs a Corporate Communications Specialist

2019-10-25T16:54:03.000Z

Both new and established businesses can benefit from hiring a corporate communications specialist. A person with this job is responsible for communicating about the company internally and externally. If you have not hired someone for this role, here is why you should consider it.

What Does a Corporate Communications Specialist Do?

When most people hear the term corporate communications specialist, they think of public relations or PR. Although a large part of this role includes writing and publishing press releases or other information for the media, there are other responsibilities. They may also set up events, use social media, write speeches and interact with other businesses. They have to communicate effectively online and offline.

A typical day for a corporate communications specialist may start with submitting a press release to PR Newswire for distribution and reaching out to members of the media to cover it. Building relationships with members of the media is an important part of the job. In the afternoon, the specialist may set up speaking engagements for the company's CEO and help prepare the presentation. They may write the speech and put together the PowerPoint. The end of the day may be reserved for answering questions sent to the company.

Why You Need a Corporate Communications Specialist

Your company's brand image can affect everything from sales to customer loyalty. What others think of you can influence your market share, so it is important to present a consistent image. A corporate communications specialist can help you accomplish this by interacting with the media and others in a reliable way. They can help create consistent branding across the company that everyone can use.

A corporate communications specialist can also make it easier for people within the company to interact. They can set up processes that help employees discuss matters with managers or send information to the CEO. They can train members of the staff to talk about the company effectively. As the face and voice of your company, they serve as a model for others to follow.

A specialist can put together a brand media kit that would include important information about your company. For instance, it could list your preferred brand colors and fonts. It can also include company logos, how you address people, photographs of staff and other images. Information about the company, such as management, products, services and history, is also a big part of the media kit. Some kits also include recent press like articles about the business.

Things to Consider When Hiring a Corporate Communications Specialist

If you are ready to take the next step and hire a corporate communications specialist, the first part of the process is determining how much help you need. When you already have a brand image that you like, it makes the specialist's role easier since that person only has to uphold it, so you can hire someone with less experience. However, if you are starting from scratch, then hiring a more experienced specialist is necessary.

In addition to considering the person's experience, education and training, think about the ability to represent your business. Finding someone who is tech-savvy is essential. For example, according to Maryville University, mobile video now makes up 60% of online media traffic, so you have to find a corporate communications specialist who is versatile and can help create videos.

Other skills to consider include writing and editing. Corporate communications specialists spend many hours putting together press releases, answering questions and doing other tasks that involve writing. They may also have to proofread and edit other documents, so these skills are essential.

A corporate communications specialist has to be able to handle a crisis. If the CEO goes on a rant on social media, crisis intervention is essential. You have to find a person who can stay calm and in control during these situations.

A detail-oriented person with the ability to multitask is also helpful. You want someone with a warm personality that the media will enjoy interviewing. It is important to have several interviews with a potential candidate to see if these talents are there.

Where to Find a New Hire

One of the easiest ways to find a new corporate communications specialist is to post a job online on a website like Indeed. When you are writing the advertisement, make sure you include an overview of the role, job responsibilities, education requirements and qualifications you prefer. Keep in mind that not everyone will have the background and every skill you want, so make sure the listing is flexible.

Posting job ads on social media, reaching out to PR groups and asking others for recommendations can also help you find the right person. The search may take time, so be prepared to invest in a corporate communications specialist.

Top Five Jobs in Artificial Intelligence

2019-10-25T07:26:58.000Z

About 97 percent of companies are investing in artificial intelligence and Big Data, according to New Vantage Partners' executive survey.

This unexpectedly large statistic is enough to scare us about the future of work. Dependency on machines is increasing. It is no surprise that artificial intelligence is taking over jobs. Several reports have already predicted how robots will take over human jobs. Is it something to be concerned about?

Definitely. Today more jobs are going to artificial intelligence and robots than ever. Some creatively complex tasks like mason’s bricklaying are performed by robots. What would humans do if robots and machines do the jobs which were previously done by humans? Will future eradicate jobs for humans? It might. But for now, AI careers have a selection of roles that promise growth and skill development and are in demand.

As companies are starting to realize the potential of AI-powered tools and applications, they are starting to hire for AI roles. These roles pay more salary than the standard salary of tech jobs and imperative for companies to sustain themselves in the current AI-influenced economy.

AI engineers including Machine Learning Engineer, Data Scientist, Natural Language Processing Engineer, etc. are some jobs that are dominating the AI landscape. In the past few years, the demand for these roles has grown exponentially. In the coming future, among other AI jobs, the demand for these roles doesn’t seem to get lesser.

Here are the top five jobs for an AI career

Machine Learning Engineer—Machine learning engineers are perhaps the most in-demand professionals in the AI realm. They perform some sophisticated tasks by helping machines learn. Some roles in AI qualify as a subset of machine learning engineer’s role. Their responsibilities include running and testing machines to learn.

Machine learning engineers are in high demand with a starting median salary of around $1,00,000 per annum.

Computer Vision Engineer – This role is the closest to the imaginable role in AI. To understand the role of computer vision engineers, imagine self-driving cars. How do you think self-driving cars recognize traffic signs? Computer vision engineers enable that. They are experts at helping machines recognize patterns and see complex patterns conveniently.

Mainstream technologies like facial recognition, gesture recognition, etc. came into being due to vision engineers.

starting salary of a computer vision engineer is around $120,000 and their demand is moderately high.

Data Scientist – Harvard has called Data Scientist the sexiest job of the 21st century. These professionals dig large amounts of data to uncover hidden patterns and make sense of it. They work with business stakeholders to help them drive decisions. Among AI jobs, Data Scientists are perhaps the most

In the beginning, as a Data Scientist, salary is around $1,00,000. The demand for Data Scientist is extremely high around the world.

Business Intelligence (BI) Developer – Business Intelligence Developer collects and maintains data related to business. For instance, sales, marketing, revenue, customer feedback—all this data is held by applications that are utilized by BI developers to assess business health and further recommend solutions to rectify.

developers can earn around $ 80, 000 at the starting of the career. Their demand is extremely high across the industry.

Algorithm Developer – Algorithm developers write, research, and test new algorithms. The implementation of algorithms is a major part of their job. Modifying algorithms as they work is a more crucial responsibility of their job.

Demand for Algorithm Developer is average, but they are handsomely paid. An entry-level Algorithm Developer can earn around $1,20,000.

Why should you have a Career in the Field of Oracle DBA? Remote DBA to your rescue

2019-10-25T06:19:37.000Z

A career in the IT sector is always demanding as well as rewarding. Now, IT is indeed a vast sector with lots of scopes. Finding a job in this sector is not tricky, but the industry demands impressive, enthusiastic and skilled personnel. Those, who are not qualified or specialized in their jobs, would find difficulties in pursuing a career in the field of information technology. Among various scopes for perusing a career in the field of information technology, people commonly opt for choosing a career in a database processing unit. The job as a database manager and Oracle Database Administrator is rewarding but challenging too.

So, why should one choose a career as a database administrator? Not just a lucrative salary, choosing a career in this field will eventually offer many exciting challenges. Dealing with these challenges will make a person enjoy his or her job.

High Scope of Job

You would like to pursue a career in the field where job opportunity is relatively higher. In most of the IT companies, vacancies are shrinking. Low vacancy shows that automation has taken over the job market and as a result software or tools or artificial intelligence is doing the job of human beings. Well, there is nothing to complain about as business owners get benefits. They have successfully found scopes for lowering down their management hassles and expenses. Automation decreases production costs dramatically and enhances overall profitability and businesses start flourishing. Database management is a sector that involves automation implementation, but it still requires human resources.

Data analysis, backup and various other things with data are not manageable without proper planning of database management. So, this is such an area where you would find great scopes for a job. You have to undergo a certification course for Oracle DBA. Undergoing such a course will help you to find the right position. Generally, the role of database admin is highly critical. Hence, such a job is rewarding too. To know more about this matter, you can check RemoteDBA.com.

No Programming Skills Required

The job of the database manager is for everyone. You do not have to be programming geek for clinching such positions. You do not have to know various computer programming languages for becoming a database administrator. All you need is to have excellent knowledge of database management. Not just skills or expertise, certification matters in this field. You should obtain valid certification after doing a course. Failing in attaining the right accreditation would lead to problems or hiccups in clinching the right job. Since database management is a critical job, the candidates hired need to have specific skills and experiences.

Oracle Database Management Is Simplistic

Various platforms are useful for database management, but Oracle is one of the best platforms in this matter. With Oracle, the database management process will get simplistic and seamless. Small-scale business owners can attain excellent business benefits with Oracle-based database management. Hence, demand is high for the Oracle DBA. If you are certified to handle database on the Oracle, you shall easily find jobs at various small-medium and large-scale organizations.

Oracle is a standardized platform for database management. So, if you are thinking about pursuing a career in IT industry but do not have hardcore programming knowledge, enrolling in the Oracle program is recommended for you. Once you finish the course and attain a certificate, you shall be able to find a perfect job in this sector. Generally, the role of database admin is for Oracle experts. Now, an administrator has to perform different tasks. They manage and organize data. They take the backup of data, and they are responsible for omitting or coping with glitches which may potentially cause harm to data.

Easy to Attain Oracle Certification

Anyone can pursue an Oracle course without any issues or problems. As stated, one does not need to have computer language programming knowledge; they don't need to be a hardcore programmer. The field is for those who like to deal with challenging tasks and critical responsibilities. One needs to have a presence of mind, and it matters a lot. To attain Oracle database administration certification, you have to undergo a course from a certified institution. Different classes are available for one to choose from. Generally, short-term certification courses are quite popular. Long terms courses are there too, especially for those who are getting introduced to the information technology sector for the first time. There should not be any issues in completing the course. The certification is easy to attain without facing any problems.

A Rewarding Job

The job of database management is rewarding, and with the advent of time, it will get even more rewarding. Previously, businesses did not use to understand the importance of data. Today, they have started realizing it. Handling data successfully write the future of an industry. Hence, database management, as well as administration job, has been given to trusted individuals. Businesses are generally generous towards rewarding them.

Hopefully, the information I have provided above will help you to understand why choosing a career in the Oracle DBA field is worth it.

Is Messaging is the new Text Recruiting?

2019-10-23T19:00:00.000Z

I've been asking recruiters about how they use texting in recruiting. In this post we hear from Josh R. who has a theory that messenger apps may surpass texting.

He writes;

I started texting candidates in 2016. I was a little hesitant at first. Is this an invasion of privacy? Does this look like I’m too desperate? But the results were clear. I had a much better success rate of reaching people by text than phone. I’ve spent most of my time recruiting in the skilled trades. People are at work, they are driving, or they are running equipment. They can’t and won’t take your call. It made sense. Candidates seemed to appreciate a quick text to set up a phone call.

I’m not a natural text recruiting on my phone. I can type. How do I type a text on my phone. I created a Google voice number and....wallah. Good to go. Often times I would get texts back from people I had reached out to weeks prior. It was the icing on the cake.

By 2017, many of the members of the hiring team were texting. We got company cell phones for those who didn’t...just so they could text candidates. We also found it was helpful during onboarding.

At the time (2016-17), I didn’t feel like it was a widely accepted practice. I’ve recently started my own job search on the major job boards. They are all texting. Zip recruiter, Career Building, and Indeed all text you alerts. I’m unsure if it’s a good or bad thing.

In 2018, I bought a bluetooth keyboard for texting directly from my phone. I changed companies. Anyone who came into my office was always weirded out about having two keyboards on my desk. I couldn’t figure out why all the recruiters didn’t have two keyboards on their desk. Even today, I feel, not all recruiters are taking advantage of text.

I’ve stuck to a few principles on text. Always call and email first. Always identify yourself. The basics.

In 2017, I started running Facebook ads and go straight to Facebook messenger. I started trying to engage candidates via messenger. It was another game changer. As candidates started getting too many texts, some are ignored. I also routinely use LinkedIn messenger. These platforms are very effective, so says Statistica.

Text, messaging, and email are not “primary” communication, these are “secondary”. Primary communication is only face-to-face or on the phone. And no business gets done with secondary communication, only primary.

Do you agree with Josh? Let us know in a comment.

How to Motivate Your Team

2019-10-23T17:30:00.000Z

Unless you have an entire team of self-starters, your management duties will include helping keep them motivated. We’ve identified several ways to inspire your team toward excellent performance.

Customize Your Approach

Remember that your team is made up of individuals. A one-size-fits-all approach won’t work when it comes to motivation. So, you will need to get to know the members of the team on a personal level. Some may be totally self-motivated. Others may need a lot of hand-holding. Listen to them. They will tell you what they need from you as a manager.

Each will be motivated in different ways. Some may be driven by the need to achieve, so they will want recognition for the work they are doing. This can come in the form of praise and raises. Some want camaraderie. They like being a part of a team that really works together. Once you figure out the team dynamics, you can structure the environment accordingly. This could even affect the way you pay your team. You could base compensation on individual performance, group performance, or even a combination.

Leadership Skills Count

As a leader, members will look to you for guidance and clues on how you expect them to operate. Your actions help model team behavior. If you are respectful to them, they will tend to reciprocate. When you disappear for long lunches or slip off for a weekly round of golf, don’t be surprised when team members follow suit.

You hired the team members with the conviction that they could do their jobs competently. Communicate your high expectations for them. Don’t demotivate them by micromanaging from the sidelines. When team performance is high, make sure the members know it in a group setting. But the team is not performing well, don’t be afraid to hold the entire team accountable. Challenge them as a group, and ask questions about how the team’s execution could be improved. If one individual is affecting the team, let that team member know in private.

Grow Your Team

You may not have a team full of future leaders, but you should provide each an opportunity to test their abilities. Often the best future leaders come from inside your organization. They understand the culture. Push them to be excellent. Give them a chance to make decisions. Provide them with training that builds on their individual strengths, or helps them gain new skills. But don’t forget to have team-building activities as well to help grow the entire team, not just the members.

Being a leader can be hard work, particularly if your team is not excited and involved. Provide the team with opportunities to succeed and model the behavior you expect from them. Your personal leadership can mean the difference between mediocrity and greatness.

4 Potential Career Paths for Chemical Engineers

2019-10-23T16:30:00.000Z

A degree in chemical engineering can open the door to many exciting and fulfilling career options. Many of the positions that are available for chemical engineers allow you to explore different aspects of the industry while playing an integral role in this field. Here are four potential career paths for chemical engineers.

Research Engineer

Chemical research engineers are needed to develop experimental programs using a variety of chemical mixtures. If you choose to work in this position, you’ll be responsible for devising and implementing testing programs for research purposes. You’ll also need to record detailed documentation of your findings to be used for the development of new chemical mixtures and components that can help in the fields of science, medicine and other industries in many ways.

Pharmaceutical Engineer

If creating new medications sounds exciting to you, working as a pharmaceutical engineer will likely be an excellent career choice. This specialized field of chemical engineering involves developing new pharmaceuticals to treat a variety of medical conditions and improving on existing ones to give patients even better treatments. Your employer should purchase electric mixers for you and your colleagues to use to mix certain chemicals to create each new drug.

Project Manager

Another option is to take a position as a chemical engineer project manager, which may be ideal if you enjoy working in a supervisory role. It will be your job to oversee teams of chemical engineers who are responsible for working on various projects that may include providing service to a wide range of industries. You’ll need to make sure that all projects are completed in a timely manner and that all work is performed accurately to minimize the risks of making serious mistakes.

Technical Sales Representative

You can also use your knowledge in chemical engineering to sell products that are used in the industry. If customers run into technical difficulties with their equipment, you can provide support to help them solve their problems. In addition to having a chemical engineering degree, many employers require a strong background in sales when looking for qualified candidates to fill positions.

There are many ways that you can apply your chemical engineering degree and knowledge to benefit society. No matter what aspect of chemical engineering that you choose to work in, you are sure to find many rewards in your experience and develop skills that can be applied toward other positions should you choose to change careers in the field.