Sunday, May 31, 2020

Recruiters How to Maximise Your Job Board Usage [Top 10 Tips]

Recruiters How to Maximise Your Job Board Usage [Top 10 Tips] Job boards can be a very effective part of the recruitment marketing mix when used to their full potential. They can also be a bit of a black hole sometimes so we’ve decided to share a few tips on how to maximise your return on investment from job boards: 1) Choosing the right job board: There are thousands of job boards in the UK and you’ve most likely heard conflicting claims from several of them that they are the ‘Number 1’ UK site either in general or in their industry this is why it’s important to do a bit of research yourself before using a job board. All job boards will be able to provide you with statistics in terms of market reach, registered users, views and clicks but it can help to ask for more specific information in terms of the job you are hiring for. If you are looking for an account manager with SAAS sales experience then ask for the number of registered account managers with SAAS on their CV that they have in their database.  Another useful tip (especially on technology/IT job boards) is to find out the top 10-15 searched terms on the site this can provide really useful information in terms of which site is better for a .net developer compared to an IT Project Manager for example. Don’t be afraid to ask your peers directly what has work ed for them, you can easily crowd-source opinion from your fellow in-house recruiters on the likes of LinkedIn. 2) Make your job easy to find: Different job boards use different technology platforms they all have different ways of ranking jobs. Just like Google, if your job displays on the first page of search results you’re more likely to have candidates viewing and applying to your job.  Posting the same job on 3 different sites is likely to have 3 very different outcomes.  Your account manager should be able to help you understand how their board ranks jobs and . Some use key word density in the top 3rd of the job text, others look at key word density in the whole text for example.  Understanding how a candidate uses a site is also important.  Generally speaking there are 3 criteria someone looks for when searching for a job on a job board: Job title, Location and Salary. If you have not selected a salary band (even if it’s not publicly visible) when posting a job, then on some sites your job will practically be invisible.  Also bear in mind candidates sign up for job alerts based on certain criteria, salary in conjunction with job type and location being the obvious factors. 3) Job copy: Please don’t use your internal role profile to post a job on a board it’s probably 5 pages long and really boring! Remember the job spec is an advert, it needs to grab attention, you can always send an extended spec later.  Bearing in mind point 2, it’s important to copywrite your job spec so it’s optimised on job boards.  This could mean subtle changes between media to ensure it’s properly optimised on each site (you know this because will now have spoken to your account manager and found out how they rank jobs).  The length of the spec often affects the optimisation, as a rule of thumb around 250-300 words should be plenty. Job title can make a huge difference to the effectiveness of your job.  If your company uses non-standard job titles then consider using a split title for external advertising purposes.  If you call your sales executives, sales representatives, posting the job as sales executive / sales representative is likely to get your job found more often. A lso consider that you also want to prevent non relevant applications with your job copy, so be very clear about key requirements early on. 4) Consider using several job boards: Your average job seeker is likely to use multiple channels to look for a job.  Very few job boards if any have an exclusive audience. As suggested in Point 1, do your research, assess the different strengths of the boards and consider using a combination of channels such as a couple of niche industry boards, a general board and a professional network like LinkedIn. Some boards will cross post the job onto niche and local sites as well and ensure they appear on vertical job search engines such as Indeed or JobRapido.  Often you’ll see companies advertising they will post your job onto 30+ sites, in reality you only need to use a small number of relevant boards to have exposure across many platforms.  It may cost a bit more upfront, but it also improves the probability of hiring direct at the first attempt at advertising as you are not putting all your eggs in one basket. 5) Smart posting â€" understand your inventory: The cheapest option is rarely the best so be smart with your job postings. I would always recommend a company branded account managed posting over buying credits online. It’s often worth considering the extra cash for a featured or enhanced listing as they can generate anywhere between 4-10x the applications of a normal posting.  If you’re recruiting in volume, consider combining a job listing with a mail shot that will reach a wider audience. Job boards predominantly attract active candidates, one of the things you should specifically look for is what type of inventory does a job board have that will attract passive candidates. Products like ‘Behavioural Targeting’ and Editorial Jobs (displaying your jobs next to relevant stories on news portals your target audience consumes) can help improve the visibility of your jobs among passive candidates. Certain networks can actually match and display your jobs against online industry journals and academic papers industry profession als use to progress their careers. Professional networks like Linkedin display jobs to users regardless of whether they are actively looking for jobs based on their profile data. 6) Make use of available functionality: One of the biggest challenges of using job boards can be dealing with the volume of responses. If you don’t have an ATS system make full use of the functionality the job boards have to offer such as filter questions, response templates etc. 7) Active account management: Once you’ve committed resource to a particular job board or boards, don’t just place the advert and then wait until it expires before checking the results. There is a lot you can do while a job is live to improve its performance. If after a week or 2 you are not getting the applications you expected, or you are largely receiving completely irrelevant applications then think about tweaking the advert. Can you find it easily from a candidate’s perspective? Is the job copy accurately reflecting the job?  If applicants are mainly too junior or senior then displaying the salary can help prevent unsuitable applications.  What do the job board stats tell you?  If the advert is not getting many views at all then it’s likely it simply was not getting found in search results.  Did the ad get lots and lots of views but very few applications?    Then consider why is it people are happy to spend time viewing the job but won’t apply? Frequently one the biggest reasons’ job board advertising is not successful is a kink somewhere else in your recruitment process. If you are redirecting applicants to an ATS system, what is the candidate experience like?  If It’s a particularly cumbersome process you will probably lose a lot of candidates (especially the passive ones who aren’t desperate to move). Have you ever tried applying for your own jobs, it can be quite an eye opener!  I would highly recommend if you are using job boards, have a look at the number of candidates that are clicking the apply button on a job board, landing on your ATS but then not completing your application.  Don’t be surprised if the drop off rate is significantly above 50%. 8) Manage expectations: You’re not going to make a hire for every advert you place on a job board, so even though you have committed some budget be realistic with your expectations. Some positions take more time to fill, even if you have the best head hunters on the case as well. Sometimes there is an expectation when using job boards that if the right candidate doesn’t apply within 28 days then they simply don’t work.  It may be the right candidates just didn’t come across your job in this period (for several of the aforementioned reasons). Ask your account manager if they will extend your ad for free (or upgrade it) if you have not filled the position. This is a service some boards offer as standard and an obvious money saver.  As they say if you don’t ask you don’t get! 9) Know when to break with process: If you know a particular position has proven historically challenging to fill, perhaps it’s a very senior role, or a role requiring relocation, then consider being more flexible with your recruitment process.  When you know candidates with a specific skill and experience set are difficult to attract it pays to make it as easy as possible for them to apply.  It may not be plausible to do this for all jobs, but for those real difficult to fill roles, rather than purely directing them to your ATS, accept email applications.  When relocation is involved, allowing some sort of pre-application engagement (such as providing a phone number on the spec) can make a huge difference.  After all relocation can be a significant life changing decision and candidates may want to discuss a few things before committing to an application. 10) Negotiate: Don’t be shy about negotiating the price down with your account manager. Job boards have targets too and you’re likely to get the best prices if your purchase your listings at the end of the month.  Also take advantage of ‘spot buying’ opportunities to stock up on the better products.  You may not need a targeted mail shot or enhanced listing now, but if you know you are likely to have several open vacancies in the upcoming weeks, then taking advantage of available significant discounts can prove highly cost effective in the long term. Author:  Jean-Paul Smalls is a UK Partner at Qandidate.com.  Image credit: Shutterstock.

Wednesday, May 27, 2020

What Are the Best Resume Writing Services in NYC?

What Are the Best Resume Writing Services in NYC?There are some services out there that actually require you to pay a fee in order to get the best resume writing services in NYC. This is definitely not a good practice to take. You want the best possible service to provide, and you should expect to pay for it to get the job done.The internet is the best way to get the best resume writing services in NYC. You can usually find what you need by doing an online search, but sometimes you can be left disappointed. You will need to keep in mind the quality of service you are getting, and the actual cost of the service. The search will pull up the results, but sometimes you might get lost in the process and miss out on the best resume writing services in NYC.Yelp and Google are both wonderful search engines. They are free to use, so you can use them to locate which businesses are great and which are bad. You may have already noticed, which businesses have excellent reviews. While you're doing your search, keep in mind that you need to stick with businesses that have positive reviews.Some of the companies will advertise in places like Craigslist, but these are definitely not the best services to use. If they only advertise in places like Craigslist, it is most likely that you will be in for some higher quality of service. If you go with a business that has good reviews in both Yelp and Google, you can be sure that you will get the best services in NYC.Yelp and Google are two very reputable websites, but they do cost money to use. If you don't want to spend that kind of money, you can still use the sites to locate businesses in your area. Keep in mind though, that the best services will not charge you for advertising.Yelp and Google both have a lot of information about the businesses listed on their site. However, if you want to find the best resume writing services in NYC, you should be able to find what you need by using their recommendations. This is the only way to ge t the best service in NYC that won't cost you anything.There are some times that the best services in NYC that you can find will be things like word-of-mouth advertising. Everyone knows that the best service is simply word-of-mouth advertising. If people know that a service is good, they will spread the word about it. It will help them find the business and make a referral.When you go through the process of looking for the best resume writing services in NYC, keep in mind that you should not have to pay a fee for the service. You should be able to find what you need without paying anything. If you are forced to pay for the service, then you might want to consider looking somewhere else. The worst thing you can do is pay for something that is not worth the cost.

Sunday, May 24, 2020

Top CV Clichés and Why They Should Be Avoided

Top CV Clichés and Why They Should Be Avoided Are you motivated, a team player and hard working? Are you able to work on your own initiative? Of course you are and so are most of the people applying for the same job as you. If you really want to make an impact with a prospective employer you need to think about avoiding CV cliches and show some originality in your approach! Common clichés to avoid: Results oriented â€" as opposed to what? No one intentionally sets themselves up to fail; being focused on solving problems will be expected of you no matter what job you do. Highly motivated â€" again as opposed to lazy? Generally employers will assume that you’re motivated based on the fact that you are actively searching for your next job opportunity. It would be better to provide examples of how you’ve proven your motivation. Strong work ethic â€" again, you are there to work it’s expected. Excellent communication skills â€" this needs to be proved elsewhere on your CV. What did you communicate? Who did you communicate with? An excellent team-player who can also work well independently â€" this phrase is over-used. Employers want to see evidence that you can work collaboratively and autonomously! Curriculum Vitae â€" if youre applying for a job, it should be obvious to the recipient that youre sending them your CV. Move away from using a self-explanatory title and own your CV by putting your name as the title after all, it is all about you! Imagine reading the same page in a book (and not a very good book) over and over again. You would start to get bored, perhaps nod off and vow never to read that page again. The same scenario can be applied to a prospective employer who is looking over a mountain of CVs. When these clichés are used time and time again without any substance it can be hard to work out which candidates stand out. Don’t bore the reader. Your aim is to make them sit up, pay attention and read on! Drawing attention to your CV for the right reasons: The main purpose of your CV is to draw attention to your skills and to reinforce your employability. If you cannot get your CV noticed you will not be invited to interview. It really is that simple. Avoid vague or damaging clichés: Avoid ambiguity when writing your CV. Using words such as ‘approximately’ suggests that you didn’t pay attention to how much or how many of something you achieved. Use ‘more than’ or ‘over’ to accentuate what you did and to make your achievement sound more impressive. ‘Assisted’ is another term you should be careful with. Employers want to know what you worked on that required your leadership or initiative. Use ‘cooperated with’ and go on to detail the position of responsibility that you held, who you worked with and the results that you achieved together. Never ever say that you ‘attempted’ to do something because this suggests that you failed. An employer will not want to know about failures no matter how hard you tried to succeed. Make all achievements sound powerful and complete! Should you tailor your CV to the job description? Applicants are always advised to tailor their CVs to the job description but this can often be a counterproductive exercise as employers who write the job descriptions tend to use a lot of clichés! “We’re looking for a smart, ambitious and driven individual. The ideal candidate should be highly motivated and have the ability to work well independently as well as within a team…” As such applicants should not only look to avoid vague or damaging clichés, but they should also steer clear of replicating the job description in their CV. Speak your own language and you’ll stand out against the crowd who will be indistinguishable from one another if theyve all copied keywords from the job description. Use a thesaurus to find similar words and use examples so instead of saying “I am a highly motivated individual” you could say “I’ve proven my appetite for a career in marketing, through my engagement in a number of extracurricular activities from accomplishing a variety of successful work-based placements to producing work for live clients during my spare time”. Putting it all together: So, before you start to write or update your CV, think about your wording and how impressive your CV would look to somebody who doesn’t know you. Grab a thesaurus, get some input from a third party and make your CV as unique and intriguing as you can whilst sticking to the facts. Author: This post is by  nrl.co.uk.

Tuesday, May 19, 2020

4 Competitive Ways to Develop Your Leadership Skills

4 Competitive Ways to Develop Your Leadership Skills Leadership is an essential factor in any management role or job. Whether you’re into managing a small business or a corporation, or a simple entrepreneur, you need to develop the skills of a true leader. Some don’t take it as a priority, but the benefits of having excellent leadership skills will help you achieve your goals in the future. There are some ways to improve your leadership skills.   It could be learning from your work experience.   Or it could be furthering your education, which you can do virtually rather than in residence.   So even if youre in South America you can work on your    online mba in canada.      No matter the case, its time to develop your leadership skills, and heres how. Learn Continuously and Explore New Things  In order to learn the right ways to lead, you need to go out of your comfort zone and explore your skills. Think out of the box and discover how to solve problems in your team and local community. In addition, attend networking events so you can learn from other experts. Know What and How to Delegate  You can’t do everything at once. Even if you’re the smartest and strongest person in the world, you need help to accomplish tasks. Proper delegation of duties and responsibilities is important in a team. So as a leader, you have to understand how you can distribute tasks to your team members. Trusting your team, boosting their confidence, and empowering them to accomplish whatever they need to do also helps in leadership roles. Let your team take charge so you can free some load in your schedule and focus on more important matters in the organization. Develop Your Problem-Solving Techniques  Every business has problems and issues. It all depends on how the leader will handle them. So if you’re managing a company with current issues that require solutions, make sure to devise the right strategy by crafting questions to reveal underlying cause of the problem. Fixing these issues can be a challenge, but if you know how to uncover the hidden problems in your organization, then you must be a true leader. Realize what needs to be done first and start resolving the issues with your team. Determine Your Own Leadership Style  Since leaders learn unique ways of managing situations, each of them have their own style of leadership. So what is your style in leading a team? How do you achieve your goals and maintain efficiency in the company? You have to find out how you want to be identified as a leader. If you lead an organization, you lead people. Therefore, you need to develop your skills in order to become an effective leader. Studying to become a leader is no longer an option today but a priority that all leaders should take.

Saturday, May 16, 2020

Tips to Using Free Resume Writing Services in Poughkeepsie

Tips to Using Free Resume Writing Services in PoughkeepsieIf you're looking for ways to promote your business in the area, getting a free resume writing in Poughkeepsie is one of the best and most cost effective methods. With lots of people that work at locations all over the world, there is a constant need for people to get resumes done and presenting them in a timely manner.With so many benefits for clients, the employer as well as the individual, it's no wonder that people are looking for these services. Even in the face of the dwindling economy, businesses are willing to pay large amounts for resume writing and even call it a service instead of paying someone to do it. This helps keep the costs low for the business while giving them good name recognition among the pool of employees.Many people have set up websites for themselves with a Poughkeepsie address and use free resume writing services to help promote their website. This means that when they're asked about an open position , they're able to direct them to the business rather than listing the business name on their site. It also keeps it from being overlooked in search results because it gets more results than a business name without the company name on it. What this means for potential employees is that it's only them that see their resume when they look for positions.The reason why people should opt for a free resume writing in Poughkeepsie is because they will have a more accurate job history. All employers are looking for a more up to date resume than the previous one and that includes individuals that have worked for different businesses in the past. One can get a great deal of value for their time by getting a resume done by a professional.A lot of times, the resume writers are able to come up with a better job history as well as get a higher percentage of the person applying for the job. In fact, many people have gone on to secure the job for which they applied simply because they were able to f ind a template that would give them a better resume. While these sites provide them with the ability to go to a professional with a resume, they have a better chance of getting a good job if they do some research and find the right professional.Resume writing can also help the individual feel more comfortable in the business. It can help them feel like they belong on a team and that they are doing a good job at their new position. This will give them the motivation to continue to perform well at work despite the poor economy.Resumes are also used as marketing tools in the professional world. They are used to tell prospective employers who the next top applicant will be and how their career is progressing. This will allow a client to reach out to others and get a better idea of how they might fit into the next promotion that comes along.Overall, having a professional and going through the process to get the job done is beneficial. If the business has plenty of resources to offer, hav ing a professional write resumes can help them with their advertising and promote their business all while keeping costs low. By keeping it all in house, the business can reach a larger number of potential clients and market their business more effectively while reducing their overheads.

Wednesday, May 13, 2020

How to put the HUMAN back in HR Experiences

How to put the HUMAN back in HR Experiences Today, companies need to win the hearts and minds of employees. To be successful, organizations must provide positive experiences that inspire employees to do the best work of their lives. A positive employee experience is an impactful and powerful â€" and ultimately human â€" experience; one in which employees become able, over time, to invest more of their entire selves into the workplace. If employees experience higher levels of humanity at work, they tend to perform better, are more likely to exert extra effort at their jobs, and are less likely to quit companies. What can organizations do to make tangible improvements in employee engagement, retention, workplace culture, and recruitment? I spoke to Chris French, Vice President of Customer Success at employee recognition firm Globoforce, who believes that to best move the needle in each area, HR leaders must shift their focus from traditional human capital management processes to creating a more human employee experience. He shared recent insights from a Globoforce/SHRM report surveying nearly 800 HR leaders and practitioners in support: Retaining your best employees is getting harder. This is the second year in a row that retention and employee turnover top the list of HR challenges as indicated by nearly half of all organizations surveyed (46%). It’s no surprise, really, when you consider that Bureau of Labor Statistics data show the ratio of unemployed persons per job opening was 1.4 in September 2016 â€" nearly the lowest since January 2001. A few years ago, workers might have tolerated a less than satisfactory experience at work. In today’s job market though, the power is in the hands of job seekers. Bersin by Deloitte, an HR research and advisory firm, estimates that organizations lose more than $100,000 for every employee who leaves. This doesn’t include other indirect costs such as lost client relationships, institutional knowledge, and previous training for the employee leaving. Continuous positive feedback is becoming more important. Employees are willing to go above and beyond when they are in a work environment where they feel appreciated and recognized for their efforts. Most organizations have codified the behaviors they need every employee to demonstrate for the organization to succeed. Many call these behaviors “core values,” though other terms are also used such as “leadership standards,” or “success behaviors.” When positive feedback is linked to one of these defined, desired behaviors or core values, its a “values-based recognition program.” In fact, HR professionals with values-based recognition are nine times more likely to rate their program as excellent. They perceive values-based recognition programs as having a high return on investment when it comes to employee engagement, adding humanity to the workplace, reinforcing corporate values, and increasing employee happiness. Invest 1 percent or more of payroll toward a rewards and recognition budget. Do you want to build a healthy, productive corporate culture? If so, you need happy employees. The Boston Consulting Group and The Network recently surveyed 200,000 people from 189 countries and found the most important job element for all employees is appreciation for their work. Companies that spend 1 percent or more of their payroll toward recognizing employees are nearly three times as likely to rate their program as excellent (26 percent), compared to companies that spend less than 1 percent on employee recognition (9 percent) because the increased frequency of recognition and positive feedback creates a fundamentally different employee experience. And this experience helps attract job candidates, retain employees, and deliver strong ROI. Instill more human workplace programs. As organizations strive to create positive employee experiences, they’re also focusing on bringing more humanity into the workplace. A human workplace acknowledges employees’ unique strengths and empowers individuals, strengthens relationships, and provides a clear purpose aligned with achievable goals. The Globoforce/SHRM 2016 survey finds that HR leaders are most likely focusing on trying to create a more human workplace (86 percent), followed by business unit leaders and managers (57 percent), and lastly senior leadership or executive teams (52 percent). The data also shows those who win culture awards are more likely to focus on recognition and appreciation, corporate citizenship or charity, and diversity and inclusion. Create more coaches, not managers. The role of the manager is fundamentally changing from one of “command and control” to “inspire and empower.” Decades of research have long proven the need for managers and leaders to provide higher levels of empathy toward employees â€" with the aim to develop and grow their respective skills and strengths. Forward-thinking companies worldwide are driving this shift toward contemporary management where managers become mentors to their people and teams. Many companies spend a lot of time and money on performance reviews, but how effective are they? Forty percent of those surveyed said they do not think their organization’s performance reviews are an accurate appraisal of employees’ work. While some annual reviews may miss the mark, the 2016 Globoforce/SHRM survey shows that coaching is an important piece of turning performance management into an ongoing conversation, as opposed to a once-a-year meeting (45 percent said coaching is “very important” and 93 percent said managers need more training on how to coach employees). French adds that from performance reviews to performance ratings, annual bonuses to crowd-sourced rewards and pay, forward-thinking organizations are looking past old ways of workplace thinking, and building new ways to connect the modern workforce. But to best succeed, the onus is on organizations to build work cultures that truly inspire their people to achieve their fullest potential. They do this by treating employees as humans rather than simply an output of productivity. Join Dana Manciagli’s Job Search Master Class now and get the most comprehensive job search system available!

Saturday, May 9, 2020

Make the most of your unemployment

Make the most of your unemployment If you were in charge of hiring and you had been interviewing lots of candidates, many of whom are unemployed, what would you listen for in order to differentiate these candidates? One question youmight ask is .. What have you been doing since your job ended? Youre logic for asking this question is to find out several things- what kind of work ethic does this person have, how internally motivated are they, how passionate about their work are they, how well does this person solve difficult problems, and maybe other things too. So when answering this question in an inteview, you, the job seeker, need to find ways to set yourself apart. However, this means you have to actually do something besides look for jobs 24/7. Dont misunderstand me, please, you do need to be looking for a new job and that takes time, but what else are you doing? Sign up for classes. This is a great time to update or expand your knowledge. I know money is tight, but if you dont invest in you, then where will you be in the future. Volunteer. Find an organization that needs your help and give back. Volunteering can be extremely rewarding and has great emotional benefits too. Resolve to do something new. Maybe you have always wanted to join a book club, learnsign language, tutor,or join a gym. Do it! Take on a part time job or contract assignment or freelance. Might this impact your unemployment? Usually. But think of the benefits of workingworking anywhere using your skills and feeling valued and EARNING money. Psychologically, it is a good thing. You have some extra time on your hands if you are unemployed, carve out time for your self development, both for now and the future.