Reworking The 9-to-5 Office Job #TChat Preview. (Editor’s Note: Are you looking for a full recap of this week’s #TChat events and resources? Read “Flexible Work And The Power Of Choice.“) Old habits die hard. At least it seems that way, with the classic view that “real work” only happens in a 9-to-5 office setting.
The rise of global networks and mobile technology now makes it possible to move work outside of traditional time-and-space boundaries. But organizational support is essential to the success of any alternative work model. And corporate culture doesn’t always change easily. Flexibility: Bigger Than A Benefit Fortunately, this hurdle is no longer stopping progressive companies from offering flexible work options. In short, the idea of customized work hours and locations is emerging as a highly effective business strategy.
Furthermore, it can improve an organization’s ability to win and retain talent, and boost employee engagement. What Do Experts Say? This topic matters to all of us who care about the future of work. Signs of recovery in the UK but job sites still largely ineffective. We Did Something About the Candidate Experience. The experience was exceptional.I was impressed with the high level of professionalism.Very professional interviews that provided me an environment in which I could be myself.It made me want to work there even more. Let’s hope that’s what your candidates are saying about your organization. Let’s hope that’s what they’re saying about your recruiting processes. But they may be saying stuff like this: The worst and most unprofessional experience I’ve had.You’ve yet to follow up with me.The interviewer had absolutely no idea of what the position called for.
The reality is that candidates are probably saying things that cover both ends of the spectrum about your organization. There’s a lot of focus in our industry on finding and engaging passive candidates, developing a strong employment brand, using social media, and building talent communities, but a poor candidate experience can derail and minimize the impact of each of those efforts. Rebranding Yourself When Your Job or Life Changes. I’ve faced a couple of career changes in my years, after fully vesting myself in my previous job, company, and position. The changeover has been difficult at times, as I had gotten to know a lot of people in that previous industry, and set myself up as an authority on my particular company’s product or service.
It was especially difficult as I had to start over with a new company and a new industry, and finding that no one knew who I was. If you ever find yourself in that situation, I’ll admit you’re facing a tough uphill battle. But it’s not impossible. Here are three things you can do to change your personal brand when the direction of what you do shifts.
(Special thanks to @danalbyers for this question.) 1. It’s important that people know who you are right away, so it helps if you can start communicating with them in the places where they are already found. 2. I’m still a firm believer in the “see one, do one, teach one” method of learning. 3. Author: 21 Ways To Build Your Personal Brand on LinkedIn | jorgensundberg. As a social media trainer, I get a few recurring LinkedIn questions in my workshops and seminars. I thought I would compile a little list with questions and answers here, hopefully they will be useful to you. Most questions are related to sales, marketing and recruitment which is basically the type of professionals I tend to train. Here goes the 21 LinkedIn questions and answers: 1. How do you boost your LinkedIn profile SEO?
LinkedIn operates a bit like Google did 10 years ago, the more keywords the better ranking you will get for a while. The algorithm of the search rankings are that you will be bumped up and if people actually take action – click on your profile in the search results – that tells LinkedIn you are relevant for those search terms. To get better ranking make sure to insert relevant keywords in your headline, in your job title and in your summary. See more at How to Make Google Love Your LinkedIn Profile. 2. See Glen Cathey’s post to get the lowdown on the X-Ray strings. 3. How to get a job with a small company. Most advice about job seeking is oriented around big companies. The notion of a standard resume, of mass mailings, of dealing with the HR department--even the idea of interviews--is all built around the Fortune 500. Alas, the Fortune 500 has been responsible for a net loss in jobs over the last twenty years.
All the growth (and your best chance to get hired) is from companies you’ve probably never heard of. And when the hirer is also the owner, the rules are very different. 1. Small businesses always need people who can sell, because selling pays for itself. 2. 3. Now that you’ve mastered these skills (all of which take time and guts but no money), understand the next thing about small businesses--they aren’t hiring to fill a slot.
And many small businesses are extremely bad at taking initiative that feels like risk. Hint: don't merely show up and expect a yes. The rest is easy. This is probably far more uncertainty and personal branding than most job seekers are comfortable with. 30+ Cool Content Curation Tools for Personal & Professional Use. As the web becomes more and more inundated with blogs, videos, tweets, status updates, news, articles, and countless other forms of content, “information overload” is something we all seem to suffer. It is becoming more difficult to weed through all the “stuff” out there and pluck out the best, most share-worthy tidbits of information, especially if your topic is niche.
Let’s face it, Google definitely has its shortcomings when it comes to content curation and the more it tries to cater to all audiences, the less useful it becomes. The demand for timely, relevant content that is specific to our unique interests and perspectives has given rise to a new generation of tools that aim to help individuals and companies curate content from the web and deliver it in a meaningful way. These new tools range from simple, application-specific types such as social media aggregators and discovery engines, to more complex, full-blown publishing solutions for organizations.
Comments(65) Thirty Innovative Recruiting Tips for 2012 | Dice Resource Center. Recruiting is a tough job. It’s especially tough if you’re doing it the same old tired way. There are tons of new technologies, new ideas and new attitudes to finding and hiring the absolute best talent. We asked some of the best and brightest recruiters (at the ERE Recruiting Innovation Summit and online) to give us their most innovative tips for 2012. Here’s their advice. TIP 1: Chase Down the ‘Unrecruitable’ When sourcing candidates, Robert Friedland, founder and president of Essential Human Capital asks, “Tell me about the candidates who I have zero chance of bringing to the table.”
Friedland wants to know who is extremely happy in their current job, well-compensated, and has no reason or time to consider his position. In one case, Friedland provided four exceptional candidates who were way beyond his client’s expectations. Observes Friedland: “The rising star who is disinterested today may be a motivated candidate next week.” TIP 2: Don’t Get Locked to your Desk TIP 18: Host a Contest. Who Are The 3 Biggest Losers Of Social Media?
Facebook has become the biggest party pooper since the term “social media” was invented with it’s success sucking the oxygen out of the air for most of the second tier social networking platforms. Social networking emerged in 2002 as a phenomenon with the creation and meteoric rise of Friendster which was quickly mimicked by Myspace in 2003. MySpace proceeded to dominate till it peaked in 2008 when Facebook surpassed it. Social networking has touched a nerve in the human psyche and is driven by a mix of human emotions and according to the movie “The Social Network” one of the main emotional motivators behind the creation of Facebook was a broken heart and a failed relationship (only Mark Zuckerberg knows where the real truth lies). In this social media landscape that has changed the way we use the web there are winners and losers and the sad fact is that there are more losers. So who are the 3 biggest losers?
1. So why did it fail? 1. 2. 3. 4. 5. 2. Why was Friendster started? 1. 2. 3. 1. Ferrari launches global graduate scheme.