Why People Will Always Matter in Recruiting

Why People Will Always Matter in Recruiting The future is coming to get you. For the longest time, folks have railed against the idea that technology could do what until recently recruiters (A.K.A. real human beings) could. But the truth is, when it comes to automation and tactics, we may be losing that particular fight. Today’s tech can already source a little better, find stored resumes a little faster and automate workflows when the human mind forgets. In fact, APA research reveals that machines are even better at making the ultimate call on potential hires: Our analysis of 17 studies of applicant evaluations shows that a simple equation outperforms human decisions by at least 25%. The effect holds in any situation with a large number of candidates, regardless of whether the job is on the front line, in middle management, or (yes) in the C-suite. So is the future of recruiting all about algorithms and technology and less about the study of people? There are two reasons the answer is no: Candidate experience is more important than ever, and hiring professionals are crucial to the experience. As technology progresses, it’s possible for more candidates to have deeper and more contextual interactions with recruiters and hiring managers. And this is actually all thanks to the trio of modern recruiting technology: mobile, social and video. The newest addition to this modern recruiting kit are the automation tools traditionally used in marketing, which allow nurturing campaigns, retargeted ads to prevent drop off and analytics giving insight into how job communications are actually working. While technology has made and is making these candidate “touches” possible, it takes a skilled recruiter (or hiring professional) to set these dominos in motion. Work mobility. PWC recently released research around work mobility and the changes the workforce has seen over the last decade are astounding. They show a dramatic shift in the way work will look like in the future. In the last decade, for example, mobility in the workplace has increased 25%, but it’s expected to increase by as much as 50% by 2020. While mobility has traditionally pointed to consulting and postings in different locations, virtual mobility is now considered a significant part of the equation. So globalization is not only affecting management, but sourcing and recruiting as well. Not matter what form it takes, the evolution of how and where we work will need a human element to manage and deploy that evolution in an agile way. The ultimate future of recruiting will require many talent acquisition pros to step outside of their traditional silos. Resistance to being measured alongside other traditional HR metrics and processes such as quality of hire, onboarding, reporting and engagement will have to be reevaluated, as the runway to hire and train quality people (who may not stay longer than 18 months) shortens significantly each passing year. While technology can help with the administrative and quantitative parts of sourcing and recruiting, the strategic thinking around talent will forever remain in the domain of human thought (knock on wood). With trends changing as quickly as they have for the last 5-7 years and many more predicted shifts on the horizon by 2020, we need strong recruiting talent that not only knows how to leverage technology to build talent in a new way but that can employ strategic thinking in their “free time.” It will be this combination that drives the future of sourcing, recruiting and talent management.

Colleges Need to Teach Personal Branding - Personal Branding Blog - Stand Out In Your Career

Colleges Need to Teach Personal Branding - Personal Branding Blog - Stand Out In Your Career This year will be my 5 year reunion for college and while checking the Luther website for Homecoming information, I took a glance at the tuition costs for next year.   And even though I knew college tuitions have been skyrocketing, I was still shocked by the number:   $32,140   Thats over $10,000 more than when I started there in 2001. Granted, most students dont pay nearly full tuition.   (I definitely didnt!)   My college has tons of scholarships and merit awards, and tries to make going there as affordable as possible.   BUT $32,140 is still   a lot of money!   And its not even close to the worst.   In fact, Luther didnt even make the list of the top 100 most expensive colleges in the US.   The most expensive colleges, Bates College, Middlebury College, Colby College, Union College (NY), Connecticut College and George Washington University all charged students over 40,000 last year not including room or board! Even public universities are skyrocketing in price.   Tuition is shooting up 15% at a time, adding thousands to the price of a degree. Learning what can be applied What really bothers me about the sky-high tuition is that so many grads are struggling to take what they learned in college and use it how to get the job they want. Students who graduate with marketing or business degrees at least have the advantage that their major directly correlates to what they want to do.   English majors and other liberal arts majors who want to work as professionals do not. I cant tell you how many English majors Ive talked to are struggling to get a good job in this economy.   And it makes me really mad to hear that. When I studied how the American workforce is changing for my masters degree, I learned that employers dont really care what major their potential college-educated employee studied.   Its much more important to them that job seekers are able to communicate well, manage their time, work well with others and be creative. All those are skills that anyone in any major can develop.   English majors especially should be able to excel in communicating. Do colleges fail to help students connect the dots? So then why are they struggling?   I think its because (despite their claims and high sticker prices) colleges fail to teach students to talk about how the things they learned in their college major prepared them for success in work and life. Im a prime example.   I studied one of the least practical majors at my college: Classical Languages.   I learned 5th century BC Attic Greek and Latin.   I read Homer and Caesar and Herodotus.   I spent hours learning languages Ill never speak in my life.   If I went to Greece, I wouldnt even be able to ask for directions to the bathroomthats how useless my college degree is! If I were a normal person and was asked about my major, Id simply tell people: I studied ancient Greek and Latin.   Then theyd ask what I was planning to use that for, and Id say Nothing.   Then theyd dismiss me not only as someone without desirable skills, but also as someone impractical who didnt consider her future when she was picking her college major. Luckily, Im not normal.   My mothers an entrepreneur who has been teaching me how to promote myself since I was 9 years old.   And, when I was in college, I had the fantastic luck to go to a conference where I heard a speech by Peggy Klaus, the Brag Lady, who teaches people how to toot your horn without blowing it.   So I knew from the start that when I talk about my college major, I need to help people understand why it was such a great choice for me. So when I say I studied Classical Languages, I tell people that I loved studying ancient Greek because   its incredibly challenging we learned as much in 2 semesters of Greek as I learned in 5 years of Spanishand because it pushed me to work harder in school than Id ever had in my life.   I also tell them that I found the basic business and communications classes at my college to be boring, and that I learned a lot more about business by taking the upper level classes and reading the top business books. (Which I could happily discuss in detail.) Ive never had a problem communicating how valuable it was to me to study Ancient Greek.   Its even been an advantage for me, because it makes me stand out and gives me a chance to engage the person interviewing me in a story. Failing at connecting But I know its different for a lot of my friends.   They dont know how to talk about their major in a way that makes business sense.   They dont even understand how a Classical Languages background, or an English Literature background translates into the very job skills that employers need.   Theyve never learned to make that connection. Im not one of those people who think colleges should tone down the impractical majors and focus on teaching specific job skills to students.   There are far too many advantages to pursuing a subject that interests youboth for employees and employers.   Companies run out of ideas and stagnate if all their employees have the same background.   And, the business world changes so quickly that its almost impractical for colleges to focus on teaching only business skills.   The textbooks wont even be published before theyre obsolete. Helpful courses on selling yourself What I do think, however, is that colleges need to start teaching their students to sell themselves.   Students need to learn how to talk-up their skills and abilities. They need to be able to explain how spending a semester studying Spanish in a third world country translates into desirable traits for an employer.   They need to learn how to brand themselves not as the impractical English major but as someone who really understands communicating and how to write well.   (Another trait that employers look for.) For an education worth over $100 thousand dollars, colleges should send out graduates who know how to leverage their degree to be successful.   Its not enough to simply educate them in whatever field they choose.   Its not enough to show students where to find the Career Councilorsespecially since most students wont take advantage of it.     And for $100 thousand dollars, colleges shouldnt make it the students responsibility to discover how their degree applies to the real world. Author: Katie Konrath writes about creativity, innovation and “ideas so fresh… they should be slapped!” at www.getFreshMinds.com.

Have You Ever Thought About Becoming an Entrepreneur - Personal Branding Blog - Stand Out In Your Career

Have You Ever Thought About Becoming an Entrepreneur - Personal Branding Blog - Stand Out In Your Career If you don’t have the courage and will power to turn your idea into a product, then you always stay as a daydreamer. You need to take action and start executing your idea in order to become a successful entrepreneur. Recently I met with someone who has a great entrepreneurial idea about a food product. He would like to start producing a very popular dish from another country and sell it during lunch time in crowded industrial areas in the United States. He did all of the research and calculated the investment he needs and when he can get a return for this investment. The investment he needs is not a big amount of money. He can quickly gather this amount from family and friends or launch a Kickstarter campaign. As an entrepreneur, I tried to encourage him to start his own business and turn his idea into a marketable product. However, whatever I said, he always found an excuse not to execute his project. He said he doesn’t have a co-founder, he doesn’t want to deal with a Kickstarter campaign, he doesn’t know the food industry very well and so on. If you always find excuses in life, then you can never move forward in your career and you always stay in the same place. It doesn’t matter if you went to an ivy-league school or you only hold a high-school degree. You need to have the will power and courage to start and then keep moving on with your plans. This condition is a must for everything. Even if you want to work in a different task in your workplace, you need to have the will power to take action and work toward it. I meet with “wanna be” entrepreneurs a lot and those are generally dreamers and not do-ers. Dreamers commonly only talk about how great their idea is and how successful they can become if someone invests them a few hundred thousand dollars to build their product. Nevertheless, they never take any action to implement their idea and make at least a prototype. They keep finding excuses as if someone or something else is holding them back for not to start. Dreaming is great only if you can execute and turn your dreams into something tangible. Otherwise, you will always stay as a daydreamer. Don’t be a daydreamer. Believe in yourself that you can do it and turn your idea into a real business. Once you start, you will see that sooner or later opportunities will come by itself. You will also learn a lot of new skills in this journey and grow your personal brand more than you can grow in a full-time job. Therefore, I recommend everyone who wants to become an entrepreneur to try it once and if they are not sure about it yet, at least they should work in a start-up where they can get a taste of entrepreneurship. *What do you want to read from me next? Fill in the comment box and I will try my best to address your requests. Author: Ceren Cubukcu  is a top 5 bestselling author of  Make Your American Dream A Reality: How to Find a Job as an International Student in the United States.  She recently founded her consulting business to help more international students find jobs in the US in addition to her self-service digital event ticketing platform,  Etkinlik Fabrikam  (My Event Factory), to be able to offer her webinars in her home country. You can follow her via  Facebook  or contact her via  www.cerencubukcu.com/contact.

How Your Body Language Shapes Who You Are

How Your Body Language Shapes Who You Are Todays post is written by John Gower, a writer for NerdWallet, a personal finance website dedicated to helping people save money with financial tips on everything from interview strategies to  CD accounts. Amy Cuddy is a social psychologist and associate professor at the Harvard Business School. Her research is focused on two personality traits warmth/trustworthiness and competence/power, and how they impact how others respond to us. Her main concept is that these two traits are so important that they can determine whether or not we experience success in getting hired or not. She shared insights from her research in a popular TED talk about the relationship between body postures and the generation of testosterone in the body, and how assuming certain postures before a job interview can be an advantage. You can watch the TED Talk here: Although it may seem silly to think that merely holding a couple of body poses for two minutes before an interview could help you land the job, Amy Cuddy makes a convincing case using science to show how it could be beneficial. The basis for her thinking is the notion that nonverbal cues are used by others to form judgments about us. She changed that perspective though by asking the question, Do our non-verbals govern how we think and feel about ourselves?’ She also links powerful and powerless people to two hormones: testosterone and cortisol. Powerful people tend to have more testosterone and less cortisol, whereas less powerful people to tend to have the reverse. This is important because cortisol is a stress hormone, meaning less powerful people may experience more stress, and powerful people less stress. She says powerful people tend to be more assertive, more comfortable taking risks and more optimistic. The Big Experiment on Body Language Amy Cuddy conducted an experiment with her business students where two groups were assigned to engage in high power, or low power poses for two minutes at a time. Then they were asked some questions about how powerful they felt. They played a game involving risk and had their saliva sampled. The high power posers were 26% more likely to gamble in the game exercise than the low-power posers. The high power posers experienced about a 20% increase in testosterone, and their counterparts had about a 10% decrease in testosterone. For cortisol, the stress hormone, the high power posers had about 25% less and the low power group about 15% more. After conducting this experiment, Amy Cuddy wanted to know if simply doing two-minute power poses could have an impact on a persons life. Specifically, she wanted to know if they could improve the outcomes of situations she calls social threats, like job interviews, and speaking in public. She did a similar study, where two groups of students were instructed to do high power poses and low power poses before a five-minute mock job interview. These interviews were videotaped and then shown to several reviewers who said they all wanted to hire certain studentsâ€"which happened to be those students who had done the high-power poses. Small Changes Can Lead to Big Changes Amy Cuddys advice is to do two minutes of power posing before a job interview or other situation where you are going to be evaluated such as a job performance reviews. The two poses are: Wonder Woman Hands on hips and feet spread at least shoulder width apart Victory Hands raised with arms fully extended and feet about shoulder width apart So, while research has shown power posing can be beneficial for job interviews, that research was conducted in mock interviews.   The question remains: does it work in the real world? I’m here to say: debatable, but probable. I had heard about Amy Cuddy’s advice before I interviewed with NerdWallet.   So, I tried to put it into action.   The thing was â€" I felt incredibly self-conscious.   I did the first pose for about 30 seconds before I was interrupted.   It’s hard to say what would have happened had I successfully completed the poseâ€"or had I not done the pose at all.   However, I did land my current position. What I surmise is that it may work better to get in the habit of doing these poses for several days before a job interview or similar social situation, so that you develop a comfort level with them and remember to do them for the full two minutes right before the interview. I can attest that I certainly “feel” the difference, whether or not that is actually translating into how others perceive me. So, what’s the harm?

8 Things To Do To Engage Millennial Employees To Give Their Best CareerMetis.com

8 Things To Do To Engage Millennial Employees To Give Their Best Millennials are shaking up the workforce ever since they’ve been recognized. It is already being touted as the largest workforce segment in the workplace. According to the U.S. Bureau of LaborStatistics, the millennial workforce is expected to reach 75 percent by 2030. The new wave of people are not just ambitious but also like to work with their own terms and conditions. As per a guide published by Gallup, the following facts were discovered regarding the millennial engagement:Around 55 percent of millennials are not engaged at workMore than 60 percent of millennials are either looking for or are open to change their jobevalBy keeping the above statistics in mind, one can easily figure out the need to keep millennials engaged and happy at work so they continue to perform to the best of their abilities.Below down are some easy-peasy ways to keep millennials engaged at work:1) Understand their expectationsevalMillennials have a bad rap for being a little too casual and carefree. Itâ €™s often overlooked the contribution they bring in terms of innovation and effort to an organization.You might think that this generation of workers doesn’t care much but if you put some effort to know them personally, understand their expectations, they would gift you their loyalty for a lifetime and will always go the extra mile for you.How to understand millennials:Spend some time and get to know them personallyHold discussions and meeting to know their expectationsRead specialized books and articles on millennials and their characteristics2) Treat them as ‘equals’While the number of millennial workers might be increasing day by day, Gen X and baby boomers still constitute a big chunk at workplaces in general. Moreover, there are multiple stereotypes and cliche`s associated with them that comes in the way of people trusting them.From the on-boarding to feedback process, treat them the way you would treat someone in a senior position. Avoid any millennial jokes, remarks, an d comments to avoid offending someone or hurting their sentiments.How to treat millennials fairly:Include them in meetingsListen to their ideasImplement their advice and give credit3) Offer flexibilityMillennials prefer to work for an organization that gives them the ability to work from home or have flexible working hours. In one of the CNBCarticles, it was stated that the younger workforce is willing to take a pay cut for a company that offers flexible hours. evalThe above fact busts a myth that millennials run behind a job that offers perks and high salary. The best way to inculcate flexibility in your organization would be to understand the nature of your business first and figure out how effectively they can divide hours to work as per their productive clock.How to offer them flexibility:Allocate work in advance so they know what to do whenCompressed work weekFlextime schedule for employeesOffer teleworking and remote work to workersEncourage them to take up moreMillennials lik e to be challenged. They enjoy taking up assignments that allow them to stretch their abilities and expand their skills. Employees feel more engaged at work when they are given challenging tasks. It helps them to develop their business acumen and become a more skilled professional.It’s your duty to motivate them from time to time to take up something new. Give them the opportunities that allow them to go the extra mile. Help them to develop the core skills and teach them the tricks and hacks to do things easier faster, and better.How to motivate employees:Provide new work opportunitiesGive them the latest tools for project managementand technologiesSet an example yourselfevalRecognize their achievementsJust like other workers, millennials have a keen desire to be acknowledged for their work. The difference between them and other categories of workers is that they aren’t scared to put down their papers if that continues to happen for long.evalBe aware of who’s doing what in you r organization. If you see people working extra hard on a project, report, or even a task, give them a shout out at the end of the day. Recognizing their achievements is as simple as that, do it more often.How to acknowledge their hard work:Be vocal about their achievementsExpress gratitude for the contribution in publicShare congratulatory emails to team members after accomplishing something specific Make more room for feedbackUnlike other generations, millennials don’t fear feedback. They were born in the digital era where there is instant communication and feedback is given instantaneously. Whether or not they say or ask for feedback, they definitely expect instant feedback from seniors and bosses at work.They might be labeled as ‘narcissist’ or ‘egoistical’ by others, but the demand for continuous feedback help millennials to excel in their respective roles.Lack of feedback makes them unsure of their abilities which indirectly leads to job-hopping giving them an impres sion that they aren’t performing as expected. Feedback helps them to figure out how they’re performing and what else can be done to progress and develop in their profession.How to engage employees through feedback:Encourage an open dialogue at workKeep all the lines of communication openOffer biweekly or monthly review and feedback sessionsGive them enough opportunities to growFree food, ping-pong tables, beer on Fridays are all nice and good but millennials want ample opportunities on the work front as well. There is an innate desire to learn new skills and excel in what they do. One of the biggest ways to engage employees is to give them enough opportunities to grow.If you see a content marketer taking an interest in coding, encourage them to take it up in their free hours or you can even allocate their work items accordingly giving them enough time to try something new. It’s a great way for managers to engage employees and encourage them to expand their skillset.How can you provide enough opportunities:Start with peer to peer mentoringFormal workshopsEnough training opportunitiesOffer guidance and mentorshipJust like constructive feedback, millennials seek effective guidance and mentorship from their seniors and bosses. It’s important to tell them who they can go to for help when things aren’t working out. That’s where a great leader comes into the picture that can coach and prepare millennials to take things on their own.Encourage them to try out new things and expand their skills. Offer the support and guidance required for them to develop the required skills. Don’t just tell them what to do, show them how it could be done.How to mentor millennials:Put them at easeAllow mentees to share opinions freelyTry reverse mentoring with millennialsIntroduce them to other leaders and influencersHow to engage millennial employees in recap:Ask them what they want and fulfill their expectationsTreat them with respect and kindnessAllow them to work flexib lyRecognize their achievements Offer constructive feedback and adopt a new review and feedback-sharing methodsGive them enough opportunities to growOffer guidance and mentorshipChallenge them to try new thingsWhat to take from all of thisWorking with millennials is both interesting and fun. To get the best out of them, become their friends and understand how they think, work, and operate.evalWe are sure that you will find the above tips helpful to engage millennial employees and win their trust. It’s up to you whether you would like to implement these tips one by one or together. That’s how you build strong businesses and maintain a happier workforce.

Im done with lazy LinkedIn users

Im done with lazy LinkedIn users Lazy LinkedIn for Networking I’m so done with lazy LinkedIn users. If you’re the consummate LinkedIn networker, I’m not talking about you, so how about just passing this along who’s not? There are more than enough folks who need to know! Lazy LinkedIn Behavior No. 1: Sending a pre-written connection messages If you met someone at an event, would you say: “Id like to add you to my professional network.” I hope not! So why would you say it on LinkedIn, when you want to make a great first impression? If you want to avoid scripted invitation messages, there’s only one “Connect” button to use: The one located below a person’s picture when you open up his or her full profile. Read all about them, scroll through their bio, and then click that“Connect” button. Once the customizable message box opens up, erase all of the standard content and write something personal. Here are some examples: I read about you in website, article, speech; and you have a fabulous background. I would like to connect to your professional network. Thank you, . I found you on LinkedIn, and I’m applying to a job at your company. I would like to connect with you here. Thank you, We have a number of people in common such as name, name, and name; and it would be great to connect here. Thank you, We met at on and I would like to follow up with you. Let’s start here on LinkedIn. Regards, Lazy LinkedIn Behavior No. 2: Selling something without building a relationship LinkedIn is a huge database that’s useful on many levels, but it’s awful for some interactions. Here’s a real solicitation that I received from someone who just connected with me on LinkedIn: “Diana, thank you for connecting with me on LinkedIn. I work for and would like to send you information on our offerings. What do you do, professionally? I saw an article about you in the Houston Business Journal. Please write me back with the best time for us to talk.” This person broke a number of sales and networking rules: Spelled my name wrong â€" bad start! Didn’t notice I don’t live in Houston; I’m not a prospect for them. Put the onus on me to write them back with a time to talk. Took the easy way out â€" I would expect to receive a professionally written prospecting letter to my direct e-mail (often found under “contact information” in LinkedIn profiles). I immediately dropped my LinkedIn connection with this person to save myself â€" and my connections â€" from further solicitations. What you can do: Study the prospect’s profile. Go to his or her personal website if they have one, and search out more information about them. Write a formal business note using LinkedIn. Try something like this: “Dear Dana, thank you for connecting with me here on LinkedIn. I read about your successful background and am interested in asking you a few questions. I may be able to provide you services and I would like to explore the possibilities. May I have the e-mail address you prefer for business correspondence? Sincerely, name, title, company, phone Take the LinkedIn tutorials, buy a book on how to use LinkedIn, watch YouTube videos â€" whatever suits your learning style â€" but do something! Be more personal, more effective, and more formal, and you will get better results. Don’t forget: LinkedIn is a tool for developing meaningful professional relationships. Use it as a launching pad to talk to people on the phone or meet face-to-face for the best results.

Writing Minor On Resume

Writing Minor On ResumeThe major skill in writing minor on resume is to provide the desired information that's required. It can be quite difficult for many people to deal with a major change in the working environment or to adapt themselves to new rules at work. Most of the people are having problems in adjusting and may not want to leave their jobs and this can prove as an issue to their employers when they are requiring them to complete the details of a minor personnel.The major skill in writing minor on resume is to provide the desired information that's required. It can be quite difficult for many people to deal with a major change in the working environment or to adapt themselves to new rules at work. Most of the people are having problems in adjusting and may not want to leave their jobs and this can prove as an issue to their employers when they are requiring them to complete the details of a minor personnel.For a person to get a reference from his employer, he should be able to give details of the past employment and the current job he's doing. All these details must be provided in a format that is understandable and easily understood by the human. People must not try to write any extra information that they might want to add later. This can prove to be the worst possible scenario for an employer who is dealing with a lot of applicants.If a person makes the small mistakes in their resume, it can hamper the chances of getting a job. The main aim is to provide the correct information that can benefit the employer in the long run. You must be confident enough to provide all the details about your work and show that you are honest as well.In case a person writes more than one detail information, they may not have enough time to complete the interview and submit the application. The employer can easily follow the job details if the person is satisfied with the information given by the applicant. An important thing that you must remember when writing a resume is that it should be targeted towards the requirements of the employers.Writing a resume for a minor position is not easy at all. People must take extra care in writing it. In case of a minor position the person should always look for the objectives that they want to achieve from their job.For example: When a person writes that he wants to reach a certain position within a certain time frame, it doesn't mean that he will achieve that particular aspect. He must identify the goals that he wants to reach and what should be his course of action in order to reach them. This can help a person to start on the right track as well.It's always advised to always write something that can be improved upon as this can prove to be beneficial in the future. The better the written information is the better will be the performance in the interview. Many times a person gets interviewed but is not able to provide the required information which can help the interviewer in deciding about the applicant. The main thing is to provide the information which can be beneficial to the employers.