Social Impressions The State of Recruiting in 2015

Social Impressions The State of Recruiting in 2015 Recruiting changes extremely fast, especially with new technology, techniques and problems. Each year, Jobvite release surveys exploring the recruiter side and the job seeker side. This years survey shows that recruiters are downsizing on the quality of hires to scale up, and increasing their use of social media. Takeaways: For 2015, the priorities of recruiters include: improving time to hire 15% increasing focus on passive talent   5% growing the employer brand 10% improving quality of hire 28% increasing retention rate 13% When it comes to the length of job positions, the average employee tenure is: 1-3 years 30% 4-6 years 29% 7-10 years 15% 10+ years 14% Recruiters are always examining the social profiles of candidates, and have found that: 72% see spelling and grammar mistakes as negative. 76% view charity and local organisation participation as a positive element. no social presence doesnt really bother the majority of them. During an interview, the personality traits which leave the best impact are: enthusiasm 87% industry knowledge 85% conversation skills 79% Read  the full report here and let us know in the comments below if any of these comments relate to you. RELATED: Top 10 Pet Peeves Candidates Have About Recruiters

My People Will Be in Touch with Your People

My People Will Be in Touch with Your People “OK â€" we’ll look into that and figure out the best option. Then we’ll set up a time to meet. My People Will Be in Touch with Your People.” Then I remember. I have no people. I’ll be doing the research, the deciding and the scheduling. Sigh. Like most of you, I have a job. A great one that takes up a good portion of my personal bandwidth. I also have a couple of side gigs that are challenging, enjoyable, and have the added benefit of bringing in a little extra income. I also have another job â€" a complicated, sometimes stressful, and unpaid job: I’m the family administrative assistant. You might be too. Who, in your family, keeps the grocery list updated? Who schedules appointments? Who calls the repair person when something breaks? Who pays the bills? Who takes care of the kids’ school permission slips? Who researches babysitters, summer camps, or cleaning services? Who buys cards and gifts and makes sure to remember birthdays and other social obligations? Are you feeling tired yet? Those are just a few of the everyday tasks that must be taken care of within a modern middle class household. And we spend hours every week in this important but dull, unpaid, and largely invisible work. Elizabeth Emens is the author of Life Admin: How I Learned to Do Less, Do Better, and Live More. She’s written a book on the hidden labor that takes up so much of our non-work lives and has the power to create tension, resentment, and real harm when not done well or ignored. Here’s how she describes life admin: “Admin is the office-type work that it takes to run a life and a household. As with actual office work, this life admin involves both secretarial and managerial laborâ€"filling out forms, scheduling doctors’ appointments, sorting mail, making shopping lists, returning faulty products, paying bills and taxes, applying for government benefits or identification, making financial decisions, managing any outsourcing, and keeping track of everything that needs doing.   This is the kind of work that you can spend a whole day doing and then wonder, Where did my day go?” If you’re an adult, you have life admin. Life admin takes up enormous amounts of time, money and resources we could be spending elsewhere. When life admin is not distributed equitably between spouses, partners, or roommates, it can cause conflict. As with money issues, if you and your partner don’t have similar admin styles, you might spend a good deal of time fighting about the business of getting business done. Emens has identified four distinct life admin styles, based on two variables: Whether you’re getting admin done (feeling on top of it), and Whether you’re feeling good about it. Super Doers get things done and feel good about doing it. They’re organized with great personized systems for managing their life admin. They don’t miss deadlines and are generally good at simplifying the work and delegating what makes sense for someone else to do. Spoiler alert: I am in this category. My work background includes work as an admin, and I am naturally organized. I also hate chaos; the idea of missing a bill payment or losing an important document makes my skin crawl. That’s why I choose to do most of the life admin in our home. Reluctant Doers do life admin, but they hate every minute of it. They may not be a natural fit for organization or research, and they have to work harder to make things run smoothly. If they could, they’d give up life admin or ask someone else to help more, but they’re often force into the role by a partner who has a different style or can’t be relied upon to get things done. They often feel resentful and spend precious energy trying to get credit or thanks for doing the work and making it more visible to their partners (aka complaining.) Avoiders don’t do life admin. Emens describes it this way: “The Avoider sees admin out there, flying right toward her, and ducks.” He may generally think of admin as something he’s bad at, and he’s willing to live with the consequences.   Late fees, time spent searching for documents, resources spent re-doing projects or buying duplicate items â€" all just the price of doing business. They may feel guilt or shame about their avoidance, but they seem unwilling or unable to change. They’d rather spend their time on the important stuff of life. Usually, this carefree lifestyle is enable by a Doer who is there to rescue him or takes care of business for him. Deniers don’t do life admin. They don’t even acknowledge it exists. They blithely ignore messages, emails, and don’t bother to open their snail mail. They’ve often been enabled by Super Doer parents or a spouse or an efficient work assistant who handles everything flawlessly. They don’t even see the admin; somehow, bills get paid, groceries appear and things get done. Life is good for a Denier, who vaguely wonders what all the fuss is about and why her parents are always so grumpy about boring things like bills. Which style are you? Which style is your partner? Do you fight about life admin? We’ll tackle some of the issues and solutions for life admin in future posts.

4 Marketing Strategies Recruiters Can Learn From the Luxury Auto Industry

4 Marketing Strategies Recruiters Can Learn From the Luxury Auto Industry Recruitment Marketing is the hot term in Talent Acquisition (TA) today, but in truth, the challenges we have in TA are significantly harder than what most marketing groups face. Selling a $10 product online to a million people isn’t exactly the same thing as finding, interviewing and hiring one Director of IT at a Fortune 100 company, is it? But still, there are lessons to be learned from our marketing brethren, and a more apples-to-apples comparison actually exists with the luxury automobile industry. Let’s examine that. 1. Embrace the decision factor There are largely three major life decisions that people choose to make â€" buying a house, buying a car and changing jobs. Buying a car is a decision that is not taken lightly and could have financial and life-changing impacts (do I want that minivan or two-door coupe?). Changing jobs is no different, and in fact, is the most life-altering in that it affects your every-day happiness (the people you work with, your boss, work responsibilities, location change, salary, etc.). How do luxury automakers attack this? In general, luxury automakers understand that buying a new car is a big decision, and they embrace that. They set out with intention to build a defined buyer journey that incorporates the elements listed below at different stages along that buying process. In an oversimplified explanation, it looks something like this: The initial pitch is to lead with their brand; a softer, less-in-your-face approach that begins to build awareness and desire. Their mid-stage approach leverages buyer attraction methods through a combination of paid advertising, strong social media content and dealer relationships. And, when the buyer is ready, the last stage typically includes a more aggressive sales approach with financial incentives and discounts. What can TA learn from this? Understand how job seekers could mirror the buying cycle outlined above. Lean heavily upfront on brand positioning (see below) while you build a relationship with those passive candidates. Then, when the right opportunity opens up, you should be able to know which levers to pull to play matchmaker. Automakers also use a host of financial incentives in their approach. Could you do the same (like a sign-on bonus or offering to cover relocation costs)? Perhaps, but since you’ve built that relationship all along, you’ll also know what else that candidate values. Understanding that not everyone is ready to “buy now” (i.e., change jobs) will help you down the line when both parties are eventually ready. 2. Prioritize the brand Marketers in this industry understand the value of branding, so they leverage their brands early on to build followership and evangelists. The cars (and jobs) we offer can be very similar to our competitors’, so what differentiates them? Usually, it’s an emotional appeal. The feeling the individual gets while driving and living the brand. How do luxury automakers attack this? They place a heavier focus in ads on their branding and the emotional attachment to the car and company. How do you feel when you drive our car? What status does it give you (i.e., what will people think about you)? Does it give you peace of mind and trust in our safety record? Mercedes Benz and Tesla have done good work in this area. http://https://www.youtube.com/watch?v=BgWqNQ49xGA Watch it again, and LISTEN to what they emphasize and pay attention to the feel of the commercial. Feel the speed? Feel the intensity? They even say “it’s not about the numbers. It’s about the feeling, the emotion.” What can TA learn from this? A lot. In many instances, our recruiters focus on the detailed job responsibilities instead of the emotional attachments of work and/or the company. So, first, put yourself in the candidate’s shoes and understand what her motivations are (see below) and what kinds of things might be playing out in his mind. Why should he really work there (and don’t lead with money). Second, as organizations, we need to do a better job of telling emotional stories as part of our Employer Brand. What’s your mission? WHY do people work there? What will people feel when they say “I work for that company.” Pride? Or embarrassment? Like the automakers, TA leaders should be sharing those emotionally appealing stories more frequently. 3. Understand the audience You will never be any good at selling anything â€" a car or a job â€" if you do not understand your audience. Luxury automakers spend a great deal of time and money on this one important aspect alone. How do luxury automakers attack this? They build deep buyer personas and segment their audience. For example, one segment could be based on age and economic buying power (i.e. money) but these brands still target that segment. Mercedes-Benz, Lexus BMW all offer “entry” models that appeal to that younger subset and once these buyers are part of the “family,” the automaker changes the message over time to encourage them to upgrade within the brand they know (and hopefully love). This group can also become a baseline for the user-generated content outlined in # 4 below. What can TA learn from this? Not all job seekers are the same, and not all of your open reqs are the same either. Build your candidate personas yes, but also examine how your communications to those groups should be different. Map it out and make sure you clearly understand the different motivations each group has. And please, don’t forget your current employee base as a segment (hello, career growth?). 4. Leverage influencer marketing the court of public opinion What do you think of when you hear a car salesman yelling into a commercial really fast “we’ve got GREAT cars! Come down to our lot TODAY and BUY BUY BUY!” It’s a used car salesman’s pitch, right? Now contrast that with the luxury brands and think of the different ways they encourage you to consider their car. How do luxury automakers attack this? They realize that THEM telling you about their fantastic car isn’t going to convince you; but your FRIEND’S recommendation might. The auto guys have done a fantastic job of using content marketing, and in particular user-generated content, in their efforts to lure you towards becoming a brand enthusiast. They rely much more heavily on social media and YouTube than TV, and enlist plenty of influencer marketing in their efforts. They lead with strong brand content and widely distribute through paid (and organic) social. See examples from Jaguar, Audi and BMW (check the fan engagement and comments on these pages). Tesla also started strong in this realm, and has almost created a cult following in the process. They’ve made user forums and their driver community a key part of their brand experience. Tesla marketing highlights the unique Tesla buying and ownership experience and encourages owners to interact with the company, and each other, in public. This provides a rich base of content â€" and owner passion â€" on view for prospective buyers. What can TA learn from this? Opinions matter, and people talk. What would your own employees say about your company? Just look at Glassdoor for a better idea. If it’s positive, leverage that within your Employer Branding, Recruitment Marketing efforts and employee referral campaigns. And if it’s negative? Well, now you know what to fix. By its very nature, luxury automotive marketing has its sights set on the longer sell, which more resembles how Talent Acquisition should appeal to its job seekers. Through strong branding, a deep understanding of its audience, user-generated content and a strong social media strategy, many of these brands have found marketing success. There could be much to emulate here for those of us in Talent Acquisition and Recruitment Marketing.

Registered Nurse Job Description Sample - Algrim.co

Registered Nurse Job Description Sample - Algrim.co Registered Nurse Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs. Related Hiring Resources Registered Nurse Cover Letter Sample

What Are Some Tips to Writing a Great Resume?

What Are Some Tips to Writing a Great Resume?One of the most important aspects of a successful job search is to have a resume writing checklist. This can come in the form of an actual document or as a set of rules that you can use in order to keep track of your resume and job hunting efforts. Whether you make this a constant part of your job search or you simply keep it with you, it's a handy guide to keep you from making a serious mistake that could kill your chances of getting hired.The first thing you should do when putting together a resume writing checklist is to brainstorm. This can be done by writing down as many thoughts as you can think of about what you would like to say in your resume. What it will probably look like once it's written will be determined by the information you put on it, but at least now you will have a clear idea of how you want to convey your self.Writing a resume can also require a considerable amount of time. You will need to go through it several times , double-checking for grammatical errors, spelling mistakes, and factual inaccuracies. If you're an extremely busy person or a stay-at-home parent, it's crucial that you do not go this far before making a single error in your resume. It's much better to work on your resume until it is as polished as possible. At the very least, if you wait until your resume is totally finalized, then you won't have any problems in finding a job.The first real test of whether you've written a professional resume lies in its appearance. You need to have something that looks nice, yet at the same time you don't have to spend lots of money on professional appearance. Sometimes you can get by with something as simple as a fresh, clean shirt and a matching pair of pants. Even your computer screen can have a more professional look when designed to your specifications.Professional-looking resumes are often considered more professionally written. As such, people will often look at them more closely than ones that seem amateurish. If you want your resume to be noticed and get you hired, then make sure you put a lot of effort into making your resume look professionally done.Before going out and getting yourself hired, take the time to do some research on the company you are applying for. Find out what kind of employees they have and how long they've been working there. Do a little bit of background work and learn about the people behind the company before you make your decision about accepting an offer. Knowing what kind of company you will be working for will help you figure out what kind of work you can expect to do.Finally, take the time to write a summary of what you'll be doing for the company during the period you are in training or on an interview. It's also advisable to include the salary range you are aiming for and any other skills that you feel may be useful to the company. If you can include an objective statement along with your resume, then even better.Although a resume wri ting checklist is useful in terms of helping you write a properly formatted resume, it doesn't have to be extensive. As long as you follow these tips, you'll be well on your way to getting hired and getting your new job.

Spreading the Knowledge You Can Record Your Course with Ease, but Before You Do, Here Are 5 Things Youre Going to Need - Margaret Buj - Interview Coach

Spreading the Knowledge You Can Record Your Course with Ease, but Before You Do, Here Are 5 Things Youre Going to Need Spreading the Knowledge: You Can Record Your Course with Ease, but Before You Do, Here Are 5 Things Youre Going to Need Long ago, good teachers gave up on the talk-and-chalk approach to teaching. Technology pulled some educators kicking and screaming into a new era. But, the best of them have embraced how technology can reconfigure, rejuvenate, and revolutionize teaching. For those who teach online, the challenge is a little different. Online teachers are already pioneers in using technology, but some of them are still stuck in what now seem elementary cut-and-paste and Powerpoint presentations. Huffington Post claims, “at least one in five undergraduates has participated in at least one “distance education” course as part of their studies, and many middle, high and even elementary school teachers have begun using some form of distance learning in the classroom. Snipping tools and other technology now challenge those teachers to step up their format and content for spreading their knowledge more efficiently and effectively. Here are 5 things youre going to need: Video-calling. Skype helps users communicate through the Internet. It has dominated video-calling since its introduction. And, with “Skype for the Classroom” and “Mystery Skype,” you can bring organization and engagement to any class. But, more teachers are finding options. Google Hangouts can bring 10 people into a conversation or video-call on PCs, laptops, tablets, and smartphones. Other choices include Appear.In and Talky which may be the easiest to use as they require no registration, download, or payment. Project Management. Any teacher has a lot to juggle. Any course has projects within projects, course plans, class plans, and classroom management. SmartBuilder is the kind of tool that makes that easier for teacher and student creating tasks and progress charts for groups and individuals. Other Learning Management Systems (LMS) for education include Schoology, Moodle, and Google Classroom. Many online education providers require use of the Blackboard, free for use as the others. Snipping Tools. A snipping tool is a screenshot utility that Windows and Apple built into their platforms. Using their snipping tools, you can copy some or all of a screen and insert it elsewhere in a document, spreadsheet, or slide program. But, the CloudApp  snipping tool has increased the power and capabilities. It works on Mac, Windows, iOS, and Chrome. It’s a cut-and-paste tool, too, but it does more. You can record webcam videos and, then, insert or embed them. Video Content. Video communication has engaging and lasting educational benefits. Students voice their need and preference for video instruction. So, YouTube has become the go-to tool for letting you make your own videos or set up playlists for students to follow. Animoto, Go Animate, and TedEd are great options. And, you should never underestimate the power of Kahn Academy videos. Storyboarding. It might depend on your classroom age group or the course purpose, but humor is an asset. With animation and cartoon approaches, you can create engaging visuals and lighten your content. Comic Life, Pixton, PowToon, Bitstrips, Make Beliefs Comix, and Storybird are popular choices. But, ToonDo, Lomics, Chogger, and StripGenerator are free. Spreading the knowledge Teachers are committed to being effective, but it takes work. Online teaching offers great opportunities to students, but it challenges educators to optimize the technology available. As the NEA (National Education Association)  says, “In online courses, the curriculum, the teacher’s daily lesson plans, the interaction in the classroom, are all on display, available for capture and replication.” This open-source twist on classic education makes some work easier for educators, but it also presses them to exploit available tools, listen to their students, and share their work and results with colleagues.

Free ebook Interview Tips and Stories From Top Career Experts

Free ebook Interview Tips and Stories From Top Career Experts 79 Flares 79 Flares Hey everyone, Im really excited to share a new FREE ebook that I was a part of.  Click the links or the picture to check out the book, and also check out my quick blurb! CLICK HERE FOR FREE DOWNLOAD Marty McDonald, a great friend, business partner, and recruiter from Philadelphia, reached out about an ebook idea he wanted to toss together.  Marty wanted to create an ebook that featured other top minds in recruiting and career coaching, and use their stories to educate job seekers on what to do, and also what NOT to do when interviewing.  I helped assemble the team, edit the ebook contributions, and I even tossed in my own page. What I love about this ebook is that Recruiters/Career Coaches were all asked the same questions, and it was their job to provide their top tips and advice without adding in a bunch of fluff.  The ebook provides a quick read that gets right down to business for job seekers.  Youll also find yourself giggling a bit (or a lot) when reading through the interview horror stories questions. Heres the full list of ebook contributers: Michael Long Jessica Miller-Merill Kirk Baumann Jenny Foss Steve Levy Katie-Madonna Hindes Rich DeMatteo (what a stud) Amy Adler Craig Fisher Jennifer McClure Mark Babbitt Jon Kujula Christine McKenzie Karla Porter Jeremy Fanning Tracy Brisson Marty McDonald CLICK HERE FOR FREE DOWNLOAD Oh, and one last thing to note!  The ebook was produced by Bad Rhino Inc., a new Social Media Marketing Firm that Marty and I have started.  Were really excited about this new venture and working with companies on developing or improving their online presence through social media.  Contact me if interested in hearing more or visit BadRhinoInc.com! Interested in making your own eBook?  Click here to learn  how to make an eBook!