Do you follow companies on LinkedIn -

Do you follow companies on LinkedIn - You may already know that LinkedIn is one of the most popular (I might dare to say THE most important) site to optimize if you want to make it easier for employers to find YOU. But, did you know that LinkedIn now has a feature that encourages users to follow companies? Sound a little too much like Facebooks offer to allow you to like a company or business? Read my post at Job-Hunt.org to learn about the feature and how you can use it to propel your search.

Information About Writing Your Job Search Is Confidential On Resume

Information About Writing Your Job Search Is Confidential On ResumeWriting your job search is confidential on resume. This is a common misconception among job seekers and even employers.If you have been out of work for some time, your resume is the one thing that has not yet come in the light of the public eye. At this point, it will be placed at the back of your cubicle with other unnecessary, unimportant papers. While employers might view it favorably, the same may not be the case with employees who have been out of work for a while.If your resume is honest but too lengthy and seems like you are wasting your time, then you can be sure that your job search is likely to have landed you nowhere. Your resume is not only an individual document but as an employee's document as well.In fact, your resume is the single most important part of your job search. If you do not have a good one, how can you expect to have any success in the job market? Even if you submit a resume with a long list of achievements, and none of them give a clue to why you have applied for the job, you may have still lost the race.While the length of your resume might have been a bother for some, you may also want to avoid writing about your past experiences and the job that you have held previously. Employers may be very sensitive to these types of details, especially if you have never been hired before.Some people write to look for jobs online. While writing resumes that look professional and detail oriented will increase your chances of getting an interview, there is no guarantee that you will get a job when you apply for it.A resume should only be used when you have reached the point where you feel that you need to express yourself. You have the ability to talk to a potential employer about why you want to be a part of their company.

Job Interviews How to Ace Any Type of Meeting and Win the Job

Job Interviews How to Ace Any Type of Meeting and Win the Job Planning your next big career move? Get ­going. Job openings climbed to 4.7 million in June, the highest level since 2001, reports the Bureau of Labor Statistics. And in a recent survey by Challenger Gray ­ Christmas, 77% of hiring managers re ­ported trouble filling slots because of a talent shortage. To succeed in this sunnier market, though, you need a firm grasp on today’s hiring process, one that may be far different from what you faced the last time you hit the circuit. For starters, businesses are going slow, spending an average of 23 days to fill a slot in 2013, vs. 12 days in 2010, according to employer review website Glassdoor. And many are replacing antiquated hiring methods with more offbeat ways to vet job seekers. “Companies are finding traditional job interviews aren’t identifying the high-quality candidates they need,” says Parker McKenna of the Society for Human Resource Management. Numerous academic studies have unearthed flaws in the process. A 2013 one co-written by psychologist Jason Dana at the Yale School of Management found that many hiring managers are mistakenly overconfident in their ability to assess how well a candidate will perform through a one-on-one interview. To get an edge on your competition, you should prepare for these four types of tests. The Video Chat What to expect: Last year nearly one out of five job seekers sat through a video interview, more than double the number the year before, according to a survey by workforce consultants Right Management. Firms want to see your communication skills, says ­McKenna. Plus, recruiters can cast a wider net for candidates without the cost of flying applicants into the office, notes Paul Bailo, author of The Essential Digital Interview Handbook. Since American Wedding Group, a Huntingdon Valley, Pa.â€"based provider of photographers, videographers, and disc jockeys, began video interviewing in May, the company has conducted more than 300 screenings. The firm used to interview candidates from across the country by phone. This new approach, says head of human resources Scott Mitchell, works better for a business that places a high value on professional appearance. “We want to be confident the candidate is someone we feel comfortable putting in front of our clients,” he says. How to be ready: Most video interviews are via Skype, so make sure you have a professional-sounding username and profile photo. Then nail down the mechanics. “Don’t let technology get in the way of getting hired,” says Bailo. That means investing in quality gear instead of relying on your computer’s built-in microphone and fisheye camera. “If you want to get a job, you have to buy a suit,” he says. “If you want to nail a digital interview, you have to buy the right equipment.” His picks: the Logitech HD Pro Webcam C920 ($100) and Blue Microphones Snowball sound kit ($90). To cut the risk of technical hiccups and a bad Internet connection, do a practice run with a friend an hour in advance. As with an in-person interview, looks matter. So dress appropriately, head to toe (be ready to stand to adjust the camera). Sit opposite a window for the best lighting, and pick a backdrop that’s clutter-free; off-white is ideal. During the interview, keep looking at the camera. “If your eyes are shifting around, it distracts from the content of your interview,” says Bailo, who recommends taping a script to the wall behind the camera so that you can hit on key points without having to look down or shuffle through notes. The Group Session What to expect: While some employers rely on group interviews to weed through a large pile of applicants, companies more commonly use them to survey a refined pool of potential hires for certain qualities. You’re likely to be one of three to five candidates, says Dan Finnigan, CEO of the social recruiting platform Jobvite. Typically you’ll be tasked with a group exercise. At Taste of D.C., a culinary event-planning business, groups must work together to develop a marketing campaign, say, or make a presentation. Even beforehand, the company observes how candidates waiting outside the interview room interact in a casual setting, says CEO Steuart Martens. Adrian Granzella Larssen, editor-in-chief of career advice website The Muse, points out that interviewers are looking for a very specific set of interpersonal skills, such as leadership, communication, and collaboration. That’s what the Boston-based international tour operator Grand Circle is after when it gives groups a task to complete, such as building a vehicle to transport an egg. “We analyze how candidates react,” says senior vice president of human resources Nancy Lightbody. “We’re looking for natural leaders to emerge.” How to be ready: No matter how tempting it may be to grab the spotlight, don’t. “Dominate the conversation, and you’ll be perceived as aggressive,” says Priscilla Claman, president of Boston coaching firm Career Strategies. Sit back, though, and you risk being overlooked. Give others space to offer ideas and then build on what they say. (“Josie brings up a great point?…”). “Having the ability to politely piggyback demonstrates you can collaborate and work well with others while taking a leadership role,” says Finnigan. (Letting someone else speak first gives you more time to craft your idea too.) Being in the same room as your competition, though nerve-racking, may give you a feel for the atmos ­phere at your future workplace. You’re getting a glimpse into the types of people the company likes. If the competition is cutthroat, employees may be as well. The Panel Approach What to expect: A third of employers put prospects in front of a group, Glassdoor reports. You’ll probably meet with three to five people, such as an HR rep, your prospective super ­visor, a senior peer, and heads of departments you’d interact with daily. For employers a panel interview has several advantages. “It eliminates different people hearing different things in one-on-one interviews,” says Peter Cappelli, director at Wharton’s Center for Human Resources. The insurer Kaiser Permanente asks finalists for midlevel management positions to present to a group. “It creates efficiency for both the candidate and the company,” says Jason Phillips, vice president of national recruitment and HR operations. “Many senior job seekers have a tight calendar.” Another upside for you is the insight you can gain into the company culture. Pay attention to how panelists interact with one another; in a healthy environment co-workers are collaborative but also welcome and respect other points of view, says Finnigan. How to be ready: To make it past a board, you’ll need everyone’s buy-in, says Washington, D.C., career counselor Karen Chopra. Contact your point person ahead of time to learn whom you’re meeting and roughly how long the interview will last (some run two to three hours). To give yourself a preview of the folks you’re facing, look up everyone’s profile on LinkedIn. Introduce yourself to all the panelists and jot down the seating order; you can glance at the chart throughout the session so you can address each person by name. (Save it for writing your thank-you notes.) Eye contact conveys confidence, says Chopra, so look directly at the person who poses the question, pass your eyes around the room as you answer, and circle back to the questioner as you’re wrapping up. Bring any mum panelists into the conversation, especially if there’s a chance silence means a closed mind. Posing a question about their divisions or clients also shows you’ve done your homework. The High-Stakes Game What to expect: Borrow your kid’s Xbox controllerâ€"you might need it for a job interview one day. Employers in a number of fields, including energy, consumer goods, and financial services, are starting to take a look at gaming technology to assess job candidates. Through custom-made videogames, companies can measure skills and personality traits that may be tough to pick up in person. “This is in the testing phase,” says veteran recruiter Mark Howorth. “But I do feel like it is about to take off.” Take Knack’s Wasabi Waiter, a 10-minute game that has job seekers act as a sushi server at a virtual restaurant. Not only are your customer service skills tested, says Guy Halfteck, founder and CEO at the game developer, but “the game evaluates everything from your problem solving to critical thinking, logical reasoning, empathy, conscientiousness, and emotional intelligence.” How to be ready: Gaming is in its infancy as a hiring tool, and how well the approach identifies ideal workers remains an open question. Nonetheless, get used to the technology. You can play Wasabi Waiter on Knack’s free mobile app, “What’s Your Knack?,” but don’t overthink your strategy: Your instincts are what interest employers, says Halfteck. When you’re finished, though, get back to working on your in-person interview skills. Odds are the last leg of the hiring process will be a face-to-face one. Close Modal DialogThis is a modal window. This modal can be closed by pressing the Escape key or activating the close button.

If You Support Trust Agents - Ill Support You! - Work It Daily

If You Support Trust Agents - Ill Support You! - Work It Daily By J.T. O'Donnell We live in a time where everyone (yes, we're ALL guilty), expects to get a lot of stuff for free on the Internet. In fact, a recent study showed that young people in particular (read We Will Pay for Nothing, Says Gen Y) feel most things should be free. Personally, I believe this mindset is going to change. In my short time on this earth, one thing I've learned to be true: You get what you pay for. However, until that day comes, I think we'll continue to see a lot of talented professionals give incredible amounts of time, energy and expertise for free, in hopes it will allow them to earn a living doing something they care about. Here's one such example: Chris Brogan. The name may not mean much to you if you are job seeker, but ask anyone who is focused on building a strong social media presence and they know Chris. His blog is a must-read for those trying to understand what it takes to navigate tools, like Twitter, for business and personal use. Look up the definition of 'giving a lot of one's professional self online' and you should see his name. So, when Chris wrote a blog post this week asking his followers to consider supporting the new book he just co-authored (their trying to get enough copies purchased this week to get him on a best-sellers list), I knew it was time I paid Chris back for all he has given me for free. His advice is worth $$$, and this book is very affordable. But now, I'm going to sweeten the pot on this deal. If you support Chris buy purchasing his book this week, (click on the book graphic to find out where you can get it), AND send me proof you bought it at trustagents@workitdaily.com, I'll sign you up for 3 FREE MONTHS in our private career network, CAREEREALISM University (a $29 value). In our network, you not only get a free copy of CAREEREALISM: The Smart Approach to a Satisfying Career, but you also get lots of other unique career resources, including access to 'live' office hours with a career coach to get your professional questions answered in real-time. It's like having your own personal career coach - and now you can try it for FREE. NOTE: This offer is only good until midnight, Friday, August 21th. I hope you'll consider the offer. I rarely endorse books on this site, and I've never offered free access to CAREEREALISM University to promote one. But Chris Brogan has taught me so much this past year, I'm hoping this can put a tiny dent in what I owe him. Thank you Chris! Have you joined our career growth club?Join Us Today!

Hey, Hiring Managers Millennial Talent Is Looking to See If Your Org Does These 4 Things

Hey, Hiring Managers Millennial Talent Is Looking to See If Your Org Does These 4 Things As of 2017, millennials (people 22 to 37) have established themselves as the most von rang generation in the US labor force, comprising a full 35% of participants. This shift away from Gen Xers and baby boomers representing the bulk of the nations working adults requires companies to reevaluate the way they choose to recruit employees, as younger applicants have different expectations and different job-seeking habits than their older counterparts.A recent survey sought responses from millennial workers at 107 companies, asking them how they search for employment, how professional recruiters could be helpful to them, and what theyd like recruiters to avoid. We read the survey results and discovered the following 4 tactics that companies can use to attract more interest (and, subsequently, more applications) from millennial candidates.1. Dont underestimate the value of social media.According to th e survey, 28.04% of the millennial subjects listed social media as a key place they seek out new job opportunities. While Facebook, Instagram, Twitter, and LinkedIn arent the top spots for candidates to look for new jobs (that distinction goes to job-focused boards like Indeed and Monster), plenty of millennials have used (or would consider using) social media to follow up on job leads. LinkedIn provides an ready platform for companies to post job listings, but Tweeting a job opening or putting up a Facebook status post about the available punkt can expand your reach and attract a broader spectrum of millennial applicants.2. Use recruiters who invest in their online presence and who have a strong reputation for treating candidates with respect.When asked about their top recruiter-related complaints, 62.62% of surveyed millennials cited messy and ineffective websites. This generation (and their Gen Z successors, who are quickly growing into adulthood) lives a digital life, and any co mpany or recruiter wishing to connect with a younger workforce must put time, energy and money into building their online presence. Review your recruitment website with a critical eye, and make sure that its fully functional and easy to navigate.However, a strong website doesnt mean much if the recruiters behind it fail to treat candidates with respect. 44.86% of survey participants complained of recruiters seeing me as a commission, not as a person, and 42.99% disliked the tendency of recruiters to be tough to get ahold of/not offering enough support. While hand-holding certainly isnt necessary or expected, millennial candidates value recruiters who regularly respond to emails and phone calls, and who keep them in the loop on hiring decisions and interview requests.3. Conduct pre-screening interviews over the phone or via Skype.The survey indicated that 36.45% of millennials prefer to conduct preliminary or pre-screening interviews via phone or Skype rather than in-person. From an employer perspective, this also makes sense in-person interviews require a far larger investment in time and staffing, while valuable information that can easily rule a candidate out can be gleaned via a quick 10-15 minute phone conversation. While full-scale job interviews should still be conducted in-person whenever possible, preliminary screenings can and should happen in a more convenient, less time-consuming manner, and millennial applicants will appreciate this effort to expedite the process.4. Post a salary range in your job listing.Its common practice for companies to withhold specific salary information until the job-offer stage. However, providing a basic range of expected pay gives applicants useful information, and can prevent candidates seeking a far-higher salary from wasting their (and your) time. Its a belief shared by 59.81% of surveyed millennials, who cited salary transparency as the most important way to improve the interview process.

The Most Forgotten Fact About Writing a Resume Format Uncovered

The Most Forgotten Fact About Writing a Resume Format Uncovered What Needs to be Done About Writing a Resume Format The key part of your resume should be its clarity and it ought to be able to explain what you could do for the betterment of the business you are applying to. You must leave yourself open to having the ability to reformat as needed. On account of the high demand for an effective, higher quality resume to pull the eyes of employers, professional resume writing can be an expensive investment. Regardless of what, you will probably still will need to include employment history. Writing a Resume Format Secrets Most resume writing firms appear to specialize in writing a certain type of qualified document for a particular kind of candidate. The newest tool to utilize for writing a good resume is the schablone which is readily available online and for free in addition to paid versions. Considering all the resources available through software and the online today, it might appear silly that Id counsel you against using a resume template to make an executive resume. Have focus Employers and recruiters are interested in a speedy match. It is most important if writing a resume, but in addition, it applies to CVs. For instance, in CV, if youre applying for work in education, you can want to set your teaching experience in addition to the CV. Its ideal if youre searching for work in exactly the same area of interest your present job is in or if youre searching for a better position in precisely the same career path. Resume is composed of distinct sections. Normally, a resume is 1 page long, even though it can at times be as long as two pages. Dont forget, an individual cant be a specialist in everything, even though some individuals believe they are An individual should also keep in mind that the objective of a resume is to secure you an interview, thats the most significant part job hunting, so whenever you write your resume, write it for the intended reader. For making positive influence on the recruiter, its important to get a unique resume portraying your job certain particulars. A lot of people are competing for the exact same job, so your resume have to be eye-catching Whatever They Told You About Writing a Resume Format Is Dead Wrong...And Heres Why You will be pleased that you did. Now, as soon as a job comes along, just tweak a few places and you own a custom resume. Appropriate CV format will improve the overall look of your CV and supply it an attractive look Lot of research is always beneficial in your job search. The Dos and Donts of Writing a Resume Format Before you produce an application for virtually any job, know thoroughly about the work profile, company and the demands of the job. You must introduce yourself as a very good candidate and for them to think which you are great for the job. Saves Time whenever youre looking for a fantastic job, its always great to have a separate resume for each job. Employing a resume service to compose your resume can end up being beneficial in many facets.

Clicking for Candidates 4 Risks of Online Recruitment - Spark Hire

Clicking for Candidates 4 Risks of Online Recruitment - Spark HireEveryone has a LinkedIn profile these days, and we think nothing of it. In fact, online job recruitment is so prevalent in todays job search that even Facebook is getting in on the action with Facebook Careers. But before we all give three cheers for online recruitment, there are some important risks to consider.BedTimes Magazine, a website devoted to the sleep product industry, recently posted an interesting commentary on the risks of online recruitment that can apply to any industry. They referenced data from a survey conducted by the Society for Human Resource Management which pointed out that only 26% of surveyed companies in 2011 were using online platforms to search for potential job candidates, down from 34% in 2008.The data revealed that this is in large part due to the risks of online job recruitment. With that, BedTimes Magazine unveiled four risks that hiring recruiters need to take into consideration before they surf the web for their next job candidates.4. Online Recruiting Makes for a Larger Candidate PoolYouve probably experienced this by now. The ease of applying to a job these days far outweighs the time it took a decade ago. With just a few minutes and a click of a mouse, a candidate can apply for a job. Hiring recruiters now have to dig through many, many mora resumes to find the perfect candidates to interview, let alone hire. If your human resources team has been up to their elbows in online job applications, it may be time to downsize your online recruitment efforts.3. Legal Issues with Social Media RecruitingThanks to Facebook, Twitter, Foursquare, etc., its easy to keep tabs on a job candidate 24-7. With just a few clicks you can check out what theyre up to, what theyre eating, what theyre drinking, where theyve beenthe list goes on and on. Its a slippery slope to a lawsuit. If a job candidate were to find out that you based hiring decisions off of their personal online i mage, it could spell trouble for your company. Tread carefully in how you use social media for online recruitment. Use it to find candidates not keep tabs on them.2. Misrepresentation of Job CandidatesDishonest job candidates have found a beneficial loophole in the job search thanks to online recruitment. They can just as easily fabricate academic records, work experience and skills expertise online as they can on paper. Though this is a general recruitment problem, its important to be aware that a job candidates profile isnt any more legitimate because its online.1. Creates In-House Issues for Managers and HR RecruitersThis goes back to the second point that a candidates online image shouldnt be used against them. Perhaps your department refrains from looking at a candidates social media profiles, but what about managers within the company? These risks arent just for one department theyre for those who have any say in hiring processes, if not the company as a whole.Do the benefits of online recruitingoutweighthe risks? Please share in the comments.IMAGE Courtesy of Flickr byThe Fayj