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Impactioneers on Twitter: "Launching the MOOC mail soon, the ultimate roundup mail on MOOCs. Get a taste here, in Edition Zero: #MOOCs" CareerBuilder acquires Dutch company Textkernel to help bring semantic job searches to recruiters | VentureBeat | Business | by Paul Sawers. [Are you a growth marketer?

Do you want to know what it takes to be one? Join us at GrowthBeat, on August 17-18 in San Francisco. Thought leaders from the biggest brands and most disruptive companies will share winning growth strategies on the most pressing challenges marketing leaders face today.] Employment services giant CareerBuilder has acquired Textkernel, a Netherlands-based company specializing in semantic recruitment technology. Founded in 1995, originally as NetStart Inc., CareerBuilder has emerged as one of the most recognizable brands in online recruitment.

Its portal is among the largest job sites in the U.S. with 24 million visitors a month, while it also provides human resources software as a service (SaaS) to companies. Launched out of Amsterdam in 2001, Textkernel’s technology uses machine learning and natural-language processing techniques to extract and make sense of key information from CVs and job descriptions. Powered by VBProfiles. Recap of the #NoPayMBA Twitter Chat (with image, tweets) · NoPayMBASupport. Schönheit kommt aus dem Internet - Lebensmittel Zeitung. L’Oréal treibt Digitalisierung voran – Top-Down-Schulungsansatz – Kritik an mangelndem Know-how bei Absolventen LZnet/Christiane Düthmann. Digitalisierung ist ein Megatrend. Auch L’Oréal verstärkt das Online-Engagement. Die Belegschaft wird für die neuen Herausforderungen fit gemacht. Selbst Nachwuchskräfte müssen dazulernen.

„Jeder braucht digitale Affinität“: Eva Szreder, Leiterin des Bereichs Talent Acquisition bei L’Oréal. "Es überrascht mich, wie oft Hochschulabsolventen, gerade im Marketing, digitale Kompetenz fehlt, und wie klassisch das Verständnis von Marketing ist", sagt Eva Szreder. Der Beautykonzern will im Online-Bereich Gas geben. Bislang erzielt L’Oréal erst 6 Prozent seines Umsatzes in Internet, doch "2020 wollen wir bereits 20 Prozent unseres Umsatzes online machen", beschreibt Szreder die Marschrichtung. Das betrifft nicht nur die IT oder ausgewählte Spezialisten, sondern alle Mitarbeiter. How to Use Your LinkedIn Profile to Power a Career Transition. Kenneth Andersson for HBR Are you raring to change careers?

Break into a whole new line of work that makes you leap out of bed, happy to go to work every day? Parlay personal passions into professional endeavors? Or focus on a different clientele, type of product, or service? We all know the power of LinkedIn for job hunting and networking. But how do we use it to help change careers—to make sure we’re found by the right recruiters, hiring managers, colleagues—not ones from our past, but from our future careers?

It’s tempting to create an “everything under the sink” profile that makes you look qualified for both the job you have and the one you want or for a variety of new functions, industries, or roles. Instead, focus your profile on your new career direction, just as you’ve tailored your resume to specific jobs. Headline. Why is this so important? Let’s look at how one mid-careerist uses her distinctive headline to attract the right people and opportunities. Summary. Experience. Strategies for Crowdsourcing Your Job Search. Careers are very personal things. Most people choose their paths, and make decisions along the way, based on their own thinking and counsel from family, friends, teachers, close colleagues, and mentors. While self-reflection and the gathering of advice from one’s immediate circle can be useful, I’d like to suggest a more modern approach.

Organizations are increasingly using the wisdom of crowds to drive their strategy, innovation, and marketing initiatives. Why shouldn’t you use similar strategies for your job search? Explore your passions. If you’re uncomfortable being so transparent about your career thinking, I recommend this section of Quora, a website designed to let people ask and answer questions anonymously. Get inside information. Perfect your resume. Build your experience. In my early days at Microsoft, I instinctively turned to the crowd for advice. Why – and How – to Hire Young People Without Diplomas. When an executive at global services firm UBS Americas challenged trainees to design a cost-saving strategy, one young woman proposed that the company install software that puts a computer into sleep mode after a period of inactivity.

This idea was calculated to save up to $400,000 a year for every 1,000 computers and the practice was quickly adopted. The trainee, who didn’t have a college degree, saved the firm hundreds of thousands of dollars. As remarkable as this is, it isn’t an isolated example. Indeed, in our interviews for the study “Making Youth Employment Work,” conducted in collaboration with the U.S. Chamber of Commerce Foundation, we heard story after story of revenue increases, cash savings, and tangible workforce improvements that smart companies are realizing by tapping into the potential of workers who are 16–24 years old. Corporate leaders told us that employing young adults is not a charity project or “nice-to-have” anymore. 1. 2. 3. 4. 5. Amazon-career-choice-program-paid-for-2000-employees-2015-4?utm_content=bufferb1347&utm_medium=social&utm_source=twitter. Everything Science Knows Right Now About Standing Desks. If it wasn't already clear through common sense, it's become painfully clear through science that sitting all day is terrible for your health.

What's especially alarming about this evidence is that extra physical activity doesn't seem to offset the costs of what researchers call "prolonged sedentary time. " Just as jogging and tomato juice don't make up for a night of smoking and drinking, a little evening exercise doesn't erase the physical damage done by a full work day at your desk. In response some people have turned to active desks—be it a standing workspace or even a treadmill desk—but the research on this recent trend has been too scattered to draw clear conclusions on its benefits (and potential drawbacks). At least until now. What they found, broadly speaking, is that both types of active desks reduced sedentariness and improved mood without introducing too many workflow complications. Physiological Outcomes Baseline. Cardiometabolic. Weight loss and body size.

Recap. Mood. What recruiters look for on your CV. Recruiters spend an average of just six seconds scanning a résumé before deciding if the candidate is worth calling in for an interview, according to research from TheLadders, a mobile career network for professionals. "Recruiters are often inundated with job applications to popular listings, so it's no surprise that they don't spend a lot of time carefully reviewing each resume," says Amanda Augustine, a career expert at TheLadders. "However, none of us expected it to only take only six seconds. " TheLadders used a scientific technique called "eye tracking" on 30 professional recruiters and examined their eye movements during a 10-week period to "record and analyze where and how long someone focuses when digesting a piece of information or completing a task.

" In the short time that they spend on your résumé, recruiters look at your name, current title and company, current position start and end dates, previous title and company, previous position start and end dates, and education. What Millennials Want from Work, Charted Across the World. Courtesy of NASA GSFC As more Millennials assume leadership positions around the world, organizations are becoming increasingly concerned with how to ensure their success. However, most existing research on those born between the early ‘80s and late ‘90s is skewed toward understanding what a narrow, typically Western, population wants.

Conclusions based on such a limited sample could lead to bad decisions (and missed opportunities) around attracting, retaining, and developing millennial leaders in a global business environment. To broaden our understanding of what Millennials want at work, INSEAD’s Emerging Markets Institute, Universum, and the HEAD Foundation conducted the first of what will become an annual survey of Millennials — and the largest study of its kind. We surveyed 16,637 people between 18 and 30 years old, in 43 countries across Asia, Africa, Europe, Latin America, the Middle East, and North America. Millennials are interested in becoming leaders — for different reasons. More training, less budget with MOOCs | Arjan Tupan. Dramatically simple trick to improve hiring at your startup — IDEO Stories. 11 Years of Female Quotas in Norway – What Has Happened? › femalemanagers.

11 Years of Female Quotas in Norway – What Has Happened? In 2003 a 40% female quota on board of all public stock exchange organizations was introduced in Norway. At that time I was a newly trained coach and decided to focus on how I could support women in creating their career and at the same time have a healthy life/work balance. Also here in Germany the suggestion of a 30% quota has been introduced and it has been a very interesting discussion for and against it. All the arguments in the debate here are exactly the same as in Norway, for example: “The women do not have the right competence.” These arguments were very quickly proven to be wrong and several initiatives in Norway were taken to fulfil the obligation of the 40%.

These traits are for example: integrationlisteningsupporttrustworthinessreliabilityencouragingcarehelpteam orientationflexibilitycuriosity More diversity leads to better decisions The inner patriarch What does the inner patriarch sound like? “Women are too emotional.” Tops Linkedin’s Certification Provider list. On LinkedIn, a Reference List You Didn’t Write. Photo is the industry leader in helping people make work connections. Log on, and this professional-networking site displays a sampling of “people you may know” — often including colleagues at a user’s own workplace — with whom to start hobnobbing. Now, however, four people are suing LinkedIn, contending that one of the site’s networking features cost them job opportunities. The LinkedIn service in question is called “Reference Search.” It is available only to premium account holders, who pay a monthly fee. In Sweet v. “You may never know you did not get the job based on one of these so-called references,” said James L.

Joseph Roualdes, a spokesman for LinkedIn, says the company takes member privacy very seriously and intends to vigorously fight the lawsuit, whose claims it sees as without merit. The legislators who enacted the Fair Credit Reporting Act of 1970 did not anticipate social media. In 2012, the Federal Trade Commission filed a complaint against Spokeo, an online data broker. The Rise of the Rude Hiring Manager - Anne Kreamer. When his three-hour board interview ended with an offer to join the executives for a beer, 35-year-old Martin* figured he’d nailed the job. He had spent the last two months interviewing for a position as director of operations at a sporting goods company. His resume was spot-on — he’d spent five years as a sporting goods sales rep and several years as an operations manager doing “everything from ordering for shops, to speaking with dealers, to sales.” Senior management at the new company knew him, his successful track record, and the companies he’d worked for.

Slam dunk, right? Wrong. Martin had participated in five interviews, between which he managed myriad back-and-forth e-mails and deliverables. Maybe you’re thinking that Martin just didn’t know how to play his cards right. This problem is the result of several factors: Fear of decision-making. A culture of rudeness. CEO: “Hi Rachel, I’m too busy to talk today.”Rachel: “I understand —maybe Monday?” *Names have been changed. It’s Time to Retool HR, Not Split It - John Boudreau. By John Boudreau | 10:00 AM August 8, 2014 Let’s be clear. Ram Charan’s recommendation is wrong. CEOs and organization leaders who read only his column (or worse, only the title) and split HR as he suggests, will make a serious mistake that will destroy value for their shareholders and constituents. While he may be wrong, he may also be as wise as Solomon. Wikipedia describes the parable of Solomon from the Bible: “The Judgment of Solomon refers to a story from the Hebrew Bible in which King Solomon of Israel ruled between two women both claiming to be the mother of a child by tricking the parties into revealing their true feelings.”

In the parable, Solomon’s suggestion to cut the baby in half motivated the baby’s true mother to reveal herself by imploring Solomon to give the baby to the other woman, rather than see it killed. The right question is not whether it’s time to split HR, but rather why are leaders so much less sophisticated about talent than about financial capital? For Your Career: Professional Training Done Right. France - French companies will have to accept anonymous CVs. What is really so disruptive about MOOCs? What is really so disruptive about MOOCs?

What is really so disruptive about MOOCs? What is really so disruptive about MOOCs? Competing for Talent in Every Geography - Raghu Krishnamoorthy. By Raghu Krishnamoorthy | 10:00 AM June 24, 2014 In the late 1990s, Steven Hankin of McKinsey provoked a lot of discussion when he coined the phrase “the war for talent.” As the phrase became more popular (and was elaborated in a book), others used it to warn corporations of impending talent shortfalls, advocating that it be considered a strategic business challenge that required attention at the highest levels. With the dot-com burst, the recession, and other upheavals, the imperative took a backseat, but the challenge still remains. The original thesis of the war for talent was predicated on significant demographic shifts, like aging populations in the West. While still relevant, those shifts are now just part of the equation. Consider several new realities: Many countries insist that foreign companies benefit the local community.

GE is one of many corporations now confronting these challenges. Why a Minimum Wage for Interns May Not be a Reason to Celebrate. This week the German Parliament will start the debate on whether to vote into law a minimum wage that would apply to interns who have joined their position voluntarily or for more than six weeks. The draft law in question would set the minimum wage at €8.50 per hour. This means that interns in the startup scene who are accustomed to earning between €400 to €600 per month – or who are unpaid – will now make a gross salary of €1,400 in the case of working 40 hours a week. The German Government’s motivation for the minimum wage is to encourage companies to hire full-time employees instead of using interns for cheap labor. For the startup scene, however, this means a likely drop in the amount of internships available in 2015 due to the fact that startups simply cannot afford to pay more.

In a talk with eDarling, Gründerszene found out that less than 10 percent of its workforce are interns which the co-founder David Khalil says will only decrease if a minimum wage is put into place. Pressemeldung: Karriereseiten in sozialen Netzwerken werden bislang nur wenig genutzt. Umfrage: Karriereseiten in sozialen Netzwerken werden bislang nur wenig genutzt Köln, 06.06.2013. Das Thema Social Media ist schon seit langem in aller Munde, doch wenn es um Karriere geht, werden soziale Netzwerke nur wenig genutzt: Lediglich neun Prozent der Internetnutzer in Deutschland haben bereits eine Karriereseite eines Unternehmens in einem sozialen Netzwerk besucht.

Im Vergleich zum Vorjahr ist das jedoch ein Anstieg um vier Prozentpunkte. Dies ist das Ergebnis einer repräsentativen Umfrage des Marktforschungs- und Beratungsinstituts YouGov, für die 1.002 Internetnutzer vom 15. bis 17. Mai 2013 befragt wurden. Doch die Mitarbeitergewinnung durch Arbeitgeberauftritte in sozialen Netzwerken wie Facebook, Xing und LinkedIn hat durchaus Potenzial. „Web 2.0 wird unter Personalexperten als wichtiges Personalmarketing-Instrument für die Zukunft diskutiert, in der Praxis aber bisher selten genutzt. Weitere Informationen zu unserer Organisationsforschung finden Sie hier. Pressekontakt: Sustainability Matters in the Battle for Talent - Jenny Davis-Peccoud. Does Money Really Affect Motivation? A Review of the Research - Tomas Chamorro-Premuzic. Is HR ready for analytics? Company Wellness Programs Don't Really Save Money - Al Lewis. Top Arbeitgeber Deutschland 2012 | die vollständige Liste der besten Arbeitgeber Deutschlands.

2012 - Great Place to Work® Institute. Stop Requiring College Degrees - Andrew McAfee. Stop Requiring College Degrees - Andrew McAfee. Case Study: The Unmanageable Star Performer - Abhishek Goel.