Candidate Experience The Reality in 2015 [INFOGRAPHIC]

Candidate Experience The Reality in 2015 [INFOGRAPHIC] Last week over 180 in-house recruiters gathered for  the  Talent Leaders Connect event in London. Acting as a forerunner to the Candidate Experience Awards (CandEs), an organisation’s candidate experience (or lack of) was hotly debated among some of the recruitment industry’s leading professionals. The line-up  included Global HRD and author Peter Wright; Forward Partners’ Matt Buckland, who recently gained national fame after blogging about an abusive fellow tube passenger who later turned up for an interview at his organisation; and Intel’s Sageet Tidhar-Akerman. Karma the guy who pushed past me on the tube and then suggested I go F myself just arrived for his interviewwith me â€" Matt Buckland (@ElSatanico) February 16, 2015 Candidate experience in 2015 Leading discussions included; the point at which the candidate experience becomes the employee experience; how important the onboarding process is at supporting employee engagement; what role the wider supply chain plays; and who owns the process. On the spot polls showed that: 50% of the 180 delegates were measuring the impact of a poor candidate experience. 18% owned up to no one in their organisation being primarily responsible for the candidate experience. 77% had struggled to find a specialist recruiter for hard to fill roles. 42% considering the candidate experience when selecting/managing their supply chain. Where are the good agency recruiters? With the number of recruitment agencies in the UK increasing to 19,440 and most larger organisations running a tight Preferred Supplier List, why are so many organisations struggling to find a good agency recruiter? In recent years, an increased focus on direct delivery has meant that recruitment agencies will, inevitably, only ever receive niche or hard to fill roles. Candidates will typically have a skill set that is hard to find or who are in short supply in the market. Of those 19,440 agencies in the market, 75% have less than 10 people working for them resulting in most of these smaller, often highly-specialist recruiters going under the radar of many businesses. So a big part of the the challenge lies with the Preferred Supplier List (PSL). Preferred Supplier Lists PSLs were originally set up to ensure strong relationships, good performance and a reduction of administrative burden for the in-house team. They were designed to be a small list of suppliers who are signed up to terms, who can deliver on assignments, who understand their brand EVP and can represent that effectively in the external market, and who can engage, compliantly, with them as an employer. Are they able to deliver this in today’s increasingly polarised recruitment world? Surely the main performance measure is the quality of the candidate they are submitting?  If this is the case, why would you limit yourself to a small group of larger, well-known and mainstream agencies to find these candidates? PSL delivery is based on 1-2-1 relationships with individual recruiters who may or may not have access to the best candidates, and who may or may not have the capacity to deliver. What happens if those individuals leave? Surely, as an employer, provided you continue to manage your brand messaging, you would want access to the best and highest quality candidates irrespective of where they might come from? So at a time when over 75% of in-house recruiters are struggling to find a specialist recruiter and only 42% are considering the candidate’s experience in this process. Isn’t it time for something new?  John Paul Caffery â€" Founder of  TheJobPost RELATED: Recruiters â€" Wake Up! Why Candidate Experience is Crucial

Finding A Good Resume Writing Service In Bundaberg

Finding A Good Resume Writing Service In BundabergIf you are planning to apply for jobs in Bundaberg, Queensland, there are a number of ways you can create your resume. The selection of the proper writing service is not always an easy one but it may well help you get the right one for your needs.The perfect method of searching for quality services for your Bundaberg, Queensland job application is by going online. Today, there are many resources that you can find on the internet that will offer you various methods of resumes. These sources may include websites of online resume writing services as well as websites that offer samples of resume writing services.To make sure that you are dealing with a good service, you will need to be discerning enough to know which sites offer the different services that you require. Make sure that you look at the terms and conditions of their services in detail. You will also want to ensure that the site you are planning to use has been around for a lo ng time and has good customer reviews. This is especially important when it comes to information regarding resume writing services.There are many websites today that offer various kinds of resume writing services to job seekers. The best way to choose the one that you prefer is to do some online research on them. You will be able to learn a lot about them and even get reviews from satisfied clients.The next step is to get in touch with the customer service and ask for some good information about the company. Asking a few simple questions about the service and the job you are applying for will help you understand the kind of service you are getting. If the company offers a number of different services, make sure that you request details about each service and what they offer in terms of costs.The next step is to do some extensive research on the company you are going to use. When you have identified the type of services that you need, start contacting them and inquire about their exp erience. Also check out the testimonials that people leave on their websites so that you can check them out personally.For the same reason, you should also make sure that the services that you will be paying for are free for your job seeker. There are many websites that offer free resume writing services. You should ensure that they are also reliable, efficient and above all, cheap.When it comes to making a decision about the best service for your work in Bundaberg, it is important to ensure that you are making the right choice. In this case, it would be helpful if you go online and conduct some research.

Super-Size Your Personal Brand on Social Media - Personal Branding Blog - Stand Out In Your Career

Super-Size Your Personal Brand on Social Media - Personal Branding Blog - Stand Out In Your Career Creating a strong personal brand online will help you build credibility in the eyes of followers, connect with influences and will ultimately result in your being contacted by key decision makers for opportunity. However, a powerful personal brand does not happen overnight, nor is it the result of simply “showing up” on social networks like LinkedIn, Facebook, and Twitter. Building a strong personal brand online requires uniformity, consistency, and a solid understanding of your target market. Four steps to building your brand   Find your word(s). What do you want to be known for? When I speak to high school and college students, I have an exercise where I show them a series of pictures and ask them to call out the first adjective that comes to mind. Whenever they see Lady Gaga, I hear “weird, strange, cutting-edge, odd, different, and eccentric” ­â€"all positive or negative versions of the word “unique.” Her brand is “unique.” What do you want to be known for? Infuse your word(s) into your profiles. Now that you know what you want to be known for, review your social media profiles. Your pictures, profile bios, and updates should all revolve around your word(s). Someone looking at your profiles should have a clear understanding of your area of expertise with one quick glance. Be human and infuse your personality into your profiles while ensuring that you are emphasizing your brand daily. One of the biggest mistakes professionals make in using social media is assuming that putting “what they do” under their bio is enough to encourage business and opportunities to start rolling in. Add your keywords. Keywords are words, or terms, that you want to be found for online. For instance, if someone types in “social media speaker” in Google search, LinkedIn, Twitter, or YouTube, I want to pop up in his or her results. However, I’d also want to pop up if someone typed in “technology keynote speaker.” Use Google Keyword Tool to help you brainstorm popular keywords based on the ones you already plan to use. Add those keywords to your LinkedIn profile under “specialties” (you can just list them). Additionally, you should include keywords in all of your social media bios as well as in the title and description area of your YouTube videos. Be consistent. Now that your profiles are “personal brand optimized,” stay consistent in your postings in terms of both frequency and content. If your brand revolves around workplace productivity, pictures of you dancing on tables with margaritas in your hand would never lend themselves to brand. However, a picture of you organizing your home office to make you more productive would. Remember to post items that your desired connections would appreciate reading or seeing, to build yourself as an expert. Author: Crystal Washington is a social media marketing strategist, speaker, co-founder of Socialtunitiesâ€"a social media instruction brand that trains Gen Ys-Boomers on the strategic use of social media, and the author of The Social Media WHY: A Busy Professional’s Practical Guide to Using Social Media Including LinkedIn, Facebook, Twitter, YouTube, Pinterest, Google+ and Blogs for Business. She is hired by corporations and associations around the globe to provide keynotes, workshops, and webinars.

Work Like a Green Bay Packer

Work Like a Green Bay Packer Monday Night Football’s game was a Green Bay Packers blowout over the Minnesota Vikings (45 â€" 7.)   Like most of Packer Nation, I enjoyed watching the team do their jobs so expertly.   It got me thinking: What if you were as good at your job as Aaron Rodgers and his teammates?   You might be the defending Super Bowl champion of your profession.   Here are some lessons you can take from the Green Bay Packers. Lesson One: Run your routes with precision.   There are times when Aaron Rodgers can take the ball, turn and fire it down the field to Donald Driver without actually looking to see if he’s there.   Rodgers doesn’t need to look; he knows that it’s Driver’s job to be there.   It’s his job to know the route, run it precisely, and catch the ball.   Rodgers and Driver spend hundreds of hours practicing the routes and the throws; they know that it takes thousands of repetitions to get to the point where Rodgers can turn and throw with complete confidence.   I’ve written about what it takes to become proficient; practice (not necessarily talent) is the difference between a good player and a great one. Lesson Two: Identify and curtail bad behavior immediately â€" with no excuses.   On the playing field, when a player makes a mistake or breaks a rule, the whistle blows.   Often, the game is stopped altogether while impartial judges determine what happened and what the consequences should be.   The entire team is penalized for bad behavior on the field; the individual is penalized for losing discipline or making mistakes such as false starts or stepping off the field.   There are no exceptions, no mitigating circumstances, no excuses.   I often wish we could consult the referee   or at least instant replay in business meetings and on the job. Lesson Three: Learn from your mistakes.   No matter whether the play was a completed pass or a sack; the first thing Aaron Rodgers did during a time out was go to the sidelines to consult the coach about what he could have done better.   He looked at the defense and his offense and made adjustments.   We don’t often get that same kind of immediate feedback on our performance on the job.   When we do, we’re seldom able to take the same objective approach to solving problems and correcting future strategy.   But it’s how great players make corrections that win the game. Lesson Four: Always have a Plan B.   Sometimes, even a perfectly run route is not enough to shake a defender.   Sometimes, the defense is as good as you are on offense.   When Driver can’t get open enough to catch the ball, Rodgers must make a quick decision about the next best receiver â€" or decide to run the ball himself.   He has only a split second to make the choice, and failure can be painful.   Literally.   We don’t make business and career decisions with 300-pound men running at us screaming (thank goodness) but that means we seldom think out our strategies very far in advance.   Rodgers has the experience and the guts to make a fast call on his best strategy under duress. That’s in part because he’s visualized it hundreds of times before he ever sees it in the game.   It’s also because he has trained himself to recognize opportunity when he sees it â€" and to act instantly.  Can you say the same? You may never get to the Super Bowl, heist the trophy, and have thousands of cheering fans screaming your name.   But you can improve your performance on the job every day through hard work and practice.   And I’ll be here on the sidelines, cheering for you.

Students: What to Include in Your Resume

Students: What to Include in Your ResumeThe most important part of any grad school resume is the summary. This is the section that goes through all the details about your education, what you have done in your time at school, what you hope to do in the future, and other achievements.The summary should give the reader a good idea of your past experiences and highlight your accomplishments. You should be able to differentiate yourself from others in your field. The summary should also include your contact information so that if someone wants to speak with you for an interview, they can reach you. Do not put your contact information in your college or university address.Your summary should include your academic achievements, such as the number of publications, awards received, and publications you are involved in. It should also include your work experience, such as the numbers of hours, grades received, and the type of teaching. You should highlight your skills and ask a potential emplo yer to consider you for a position. You can then list your education below the work experience.You should also include courses you are registered in and current course work you are completing. These courses will help the employer see what type of education you are going to be receiving in order to get the job. Your achievements will match up with the job description and be compatible with the job opening.The next key points in your summary is your information on your experience. Describe in detail what you did during your time in school. This is important so that it will be comparable to the job that you want. For example, if you want to be a principal's assistant, you should use this information to help you be hired as a principal's assistant.In addition to your education, you should include the information on which you want to be employed and the types of positions you would like to apply for, such as teacher's aide, deputy principal, or other types of public sector position. Thes e are the positions you are qualified for, but you want to be sure to include them in your resume. When you are in school, you may get a couple of interview offers, but it is very important to have these in the summary.The next thing you need to include in your summary is your academic or coursework. Make sure that this information matches up with what is in your background section. Many employers use your transcript information to help them compare your scores to others in your school. The summary will show how well you do academically, and if you excel in any areas, you should emphasize these to potential employers.Your summary should be short, but it is also important to leave some room for the interviewer to ask you questions that they may have. If you don't know what they want to ask you, make sure to provide your contact information so that you can receive a call from them if you do not get an interview.

HR, Recruiters, Hiring Managers...they all have different missions

HR, Recruiters, Hiring Managers...they all have different missions It is so hard to figure out the rules of job search.   Probably because there arent any, really.   But you should know the difference between HR, recruiters and hiring managers. Each has a different set of priorities.   I have sat on both sides of the hiring desk.   I have worked as all of the above: HR, recruiter and hiring manager.   I also know colleagues in all three functions.   I thought it might be helpful to help you understand the different roles they play so that you can understand where they are coming from when they provide advice or when they dont return your calls. HR/Human Resources These are typically people who work for the organization (sometimes they can be contracted).   Their roles are to ensure rules are followed and processes are in place.   If the company does a lot of hiring, they may even have internal recruiters who are solely responsible for hiring. Mission:   to enforce rules around HR policies and procedures Pros They know the organization/company Cons They may or may not know the true nature of the job They usually serve as a filter, screening candidates that dont fit the criteria Recruiters This term usually applies to people outside the organization who have been hired or engaged to find talent.   They could be working for a firm or have their own business.   They could be Retained or Contingent. Retained means that they have a relationship with the company (either exclusive or not), to help them find the right talent. Contingent means that if they provide a candidate who ends up getting hired, they will be paid a fee.   Otherwise, they are not compensated. They may even be competing with other recruiters to fill the position. Mission:   To find the right candidate for the company and make money Pros They serve as a go-between and you can and should be more direct in how you answer their questions They will love you if you meet the qualifications of the job they are trying to fill Cons Not all recruiters are created equal If they dont need you, you probably wont hear from them again Hiring Managers These folks have many responsibilities, one of which is to make the final hiring decision for new talent to their group or company. Mission:   To run a successful operation Pros They know the organization/company and the requirements of the job Cons They have multiple hats to wear and filling a job is just one of them Who should you be networking with?   Why is it so hard to get a call back?   Who should you call back? The answer depends, doesnt it!?

4 Ways To Transform Your Boring Resume

4 Ways To Transform Your Boring Resume 4 Ways To Transform Your Boring Resume Job Search / Resume Writing Most people think of their  resumes as an employment record. A document that lists their positions, places of employment, and job duties.  That’s a big mistake. They should be thinking of their resume as a marketing tool designed to sell the candidate to a potential employer. If you’re looking for a new job, you need to position your resume as a marketing piece designed to sell you (the product) to a potential employer (the buyer). A marketing tool l that clearly demonstrates what you have to offer, what you can do to help them solve their problems. That is was it takes to generate job interviews. Transforming your resume means eliminating boring of descriptions of your daily responsibilities; infusing your resume with skills and accomplishments, and making it easy for your buyers to buy. Have Complete Contact Information As a recruiter, I often received resumes with either a phone number or an email address.  Recruiters are individuals which means some like to pick up the phone while others prefer to email. So make it easy for them to contact you whatever their preference by providing a phone number and email address. If you’re concerned about using your personal email address, create another just for your job search. Opt for something professional like your name or a variation of your name. Avoid cutesy email addresses like talktome@ or carguy@ for business usage. Replace the Objective Statement If you haven’t already, it’s time to replace that tired, outdated objective statement.   One of the hallmarks of the DIY resume is an objective statement that may read something like this: Creative, self-starter, with excellent verbal and written communication skills seeking a challenging position in a team environment where I can grow and contribute. . This is a problem for two reasons. First, it focuses on what the candidate wants instead of what the employer wants. Second, did you ever meet anyone who wasn’t seeking a challenging opportunity where he could use his skills and experience? Someone who was seeking a boring, tedious job? Instead craft a summary statement that conveys what you can do for the potential employer. Create a Skills Summary With the advent of Applicant Tracking Systems (ATS) the Key Word Summary has become a critical part of every resume. When you apply for a job online, most resumes are scanned and put into a database. When recruiters and hiring managers are looking for candidates, they generally search using keywords associated with the open position. Just as with search engines having the right keywords in your resume can be the difference between coming in within the top ten and coming in at number 296. At smaller companies without an ATS resumes may be reviewed by an admin in HR who is looking for keywords. If your key skills are buried in the body of your resume, there’s a good chance they may be missed. So be sure to have a key word summary in the top third of the first page of your resume. Focus on Accomplishments Many resumes provide nothing more than the daily activities of the job. Job descriptions are full of statements like responsible for, and duties included.  Statements like this are not going to impress anyone. What employers are looking for are accomplishments. Things that you have done that have made money, saved money, saved time or helped the employer in some way. Get started by thinking about things that weren’t working when you started at your current employer. Were clients unhappy? Was revenue down? Was it a chaotic environment? What did you do to make things better? Go through this process for your positions over the last ten years. Use the CAR approach â€" Challenge, Action, Result â€" to craft three to five accomplishments for each of your last few jobs. Use these on your resume to demonstrate your abilities. Remember the tired recruiter or HR associate starring at a pile of resumes on a Friday afternoon is trying to find a few good candidates before the end of the day. Make sure you capture her attention with your skills and accomplishments. If you don’t, you will probably end up in a database or worse in the circular file. If you’d like to work with Annette Richmond, a certified resume writer, LinkedIn Profile writer, and career consultant, please schedule an introductory call to discuss your needs.     You will be able to access Annette’s calendar to choose a day and time that works for you.