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parkmobile

Parkmobile is part of the Parkmobile Group. The Group has grown, since its founding in 2000, to be the leading provider in the world for on-demand mobile payments and digital solutions for on- and off-street parking. With Parkmobile, parking becomes smarter, simpler and more easily accessible for drivers, operators and cities. Through our creative and innovative software solutions, Parkmobile finds the perfect parking spot and helps motorists to pay with the click of a button for parking. Overall drivers enjoy a positive mobility experience, where parking is not simply the end of a journey but the start of a new one.

The Parkmobile Group currently operates in over 700 European cities in seven countries. From our Head Office in Amsterdam, we serve clients throughout Europe, with offices in the UK (Basingstoke), Germany (Munich) and France (Paris), Austria, and Switzerland. From these offices, we proudly deliver our brands, including ParkNow, Parkmobile, Park-line and RingGo

Why Parkmobile?

  • Pay for parking by app, phone or sms;
  • We take away the stress of parking;
  • No more search for loose change is needed;
  • No need to guess how long you will stay;
  • Pay per minute and monthly afterwards;
  • We save you time and money;
  • Customizable parking reminders;
  • Most extensive features.

Our values

We are a company where our customers are at the heart of everything we do. As one team we try to inspire our industry and each other by turning innovative ideas into solutions. We value teamwork and open and clear communication. We have belief and determination, a positive attitude and radiate joy what we do.

Join us

event3Join us
We are always interested to find talented people to come work with us, particularly in IT support and development sales, marketing, operations.

Our open positions career.parkmobile.com  Click for details, and go ahead and apply.

Do you think you are the man or woman for this vacancy and do you think we should drink a cup of coffee? Come and meet Parkmobile at Amsterdam Tech Job Fair Autumn 2017 on Wed 29 November 2017 from 18:00 at WeWork Weteringschans.

Amsterdam it is time to get your tickets 

Honeypot-front

Honeypot exists to get every developer a great job

Honeypot is a developer-focused job platform, on a mission to get every developer a great job. We believe developers should have all the information they need to choose a job they love: whether that’s based on a cutting-edge tech stack, an inspiring team or just good old-fashioned salary. In our world, that means no more spam and empty promises from headhunters, no more sending the same application to multiple companies – just one profile and the choice to receive honest offers related to your job preferences direct from companies.

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How it Works

Companies apply to you, not the other way around

On Honeypot more than 650 companies apply directly to developers with salaries from €40,000 to €120,000.

Highlight your experience and your ideal position

Create your profile and fill in some details about your experience and ideal position. We value code not CVs so before being accepted onto Honeypot, each developer is individually code reviewed.

We also do a quick call to find out what you are passionate about and to match you to the best positions.

Companies request an interview with you

Companies browse developer profiles by applying filters for technologies, location and salary range. They then request an interview by sending interview invites with salary and tech stack upfront.

Privacy is important to us. By default, your current employers won’t see your profile. You can also choose to block your profile from other companies.

Your talent rep supports you in finding your ideal role. He or she is your personal career assistant and will help you create your profile, get the best job offers and negotiate your salary.

Feel free to ask them anything before, during and after the job hunt!

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Get a job in three weeks

Your profile is visible to companies for a three week period, condensing the job hunt into an efficient time frame.

Companies on Honeypot are hiring for the frontend, backend and mobile developers, devops, data-scientists, CTOs and more.

Want to join the team? Good News for techies! Honeypot joins us at Amsterdam Tech Job Fair Autumn 2017 on Wed 29 November 2017 from 18:00 at WeWork Weteringschans.

Amsterdam it is time to get your tickets https://www.eventbrite.co.uk/e/amsterdam-tech-job-fair-autumn-2017-tickets-30886220517

Teamleader-front

Helping SMEs work smarter

Built from the ground up based on customer feedback

Powered by a strong entrepreneurial spirit, CEO and founder Jeroen De Wit started his own web design agency during college together with co-founders Willem Delbare and Mathias De Loore. A customer’s request for project management components prompted the idea to build a standalone software application – from the ground up.

Eventually, they switched their entire focus to supporting and developing their new CRM software. Teamleader was founded in July 2012, and grew organically from a customer-centric philosophy. The CRM module, the beating heart of the tool, was built from scratch, based mainly on customer feedback.

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Growing at rocket speed

Teamleader is in constant flux. Once Teamleader began to take shape, funding was raised through 3 consecutive funding rounds: a Seed Round of €1 million in May 2014, Series A of €2.5 million in May 2015, and Series B of €10 million in November 2016) to further fuel our growth. We’re excited what the future holds!

Teamleader goes Europe

Over the course of two years, Teamleader opened offices in Amsterdam, Berlin, Madrid, Milan, and Paris. Teamleader now counts 170 employees and is still growing strong.

Our trophy room

In the last 5 years, Teamleader has earned public recognition with numerous national and international awards and nominations.

·         HenQ Award at The Next Web Europe Conference

·         Nominated for Deloitte’s Rising Star Award 2015

·         Startups.be’s Tech Startup of the Year 2015

·         UNIZO’s Most Promising SME of Flanders 2016-2017

·         Team Award & Hero Award at Customer Success Hero Awards 2017

·    CEO Jeroen De Wit was named one of the 10 best CEOs in IT by Dutch online magazine Computable.nl

Deloitte Fast 50 Award for fastest -growing Belgian technology company

On a continuous mission

Every day, our passionate team works hard to improve our product in our mission to help SMEs work smarter. We will do everything in our power to help customers focus on what matters most.

Ready for a one-of-a-kind experience?

Join a passionate team and contribute to the success of a fast-growing company

Better culture means better business. We want to create an environment where everyone thrives professionally and personally, and offer a truly great place to work.

Our company culture sets us apart and makes working at our company a unique experience.

Teamleader is a vibrant, fast-growing scale-up with gifted people, offering plenty of opportunities to grow, work on impactful projects, and develop yourself as a professional

Open feedback culture

We want to work together to further develop Teamleader’s success and help each other along the way. Above all, we value honesty and transparency in the workspace. If a strategy or tactic isn’t doing the trick, we want to act fast and shift gears quickly.

Create a real impact

Someone has a great idea? We’re all ears! Since we’re growing at rocket speed (in 2016 we hired more than 80 new colleagues and gained more than 3,000 customers), everyone has the power to contribute to the success of Teamleader.

Continuous learning opportunities

Everyone at Teamleader gets the proper tools to develop themselves further. Each employee receives a personal perks budget to grow and polish their skills as a professional. What’s more, you might even catch us crawled up in a corner reading a business book or listening to a podcast. Or practicing pool, doing FIFA flair shots or table tennis forehand smashes. Because, well, why not?

We’re one team, no matter what

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At Teamleader, we can count on each other: we’ll help you tackle your workload after you’ve been ill, we’ll lend a hand across departments and let you have that last Snickers bar if you feel you’ve earned it. Plus, we love to spend some time away from our desks and organise plenty of teambuilding activities such as sports and outdoors activities, as well as workshops, and training days. In fact, there’s rarely a dull day at the office. Our offices ooze a certain energy that’s contagious, electrifying even. The Teamleader crew is an energetic bunch of people; a team you’ll soon learn to love.

Growth opportunities

Working alongside so many young, ambitious people (the average age of our employees is under 30) it’s key to offer possibilities for self-empowerment and growing your career. When you start your Teamleader journey, you’re in for a hell of a ride. We offer the opportunity to explore new career paths in other departments or gain more responsibilities as you grow – as long as you prove you’re up for the job.

Great news for all you techies out there! Teamleader joins us the Amsterdam Tech Job Fair Autumn 2017 on Wednesday November 29 at 18:00 at the WeWork coworking office spaces Weteringschans.

Interested in attending? Book your tickets now https://www.eventbrite.co.uk/e/amsterdam-tech-job-fair-autumn-2017-tickets-30886220517

Dashmote-front

Our Services

Dashmote is an Amsterdam based company that is working to bring Artificial Intelligence based solutions to marketers. We bridge the gap between images and data for customers like TUI, Philips, Heineken & Unilever in areas such as Sourcing Imagery, Trend Analysis, Social Listening and Influencer Marketing. Through Artificial Intelligence & Computer Vision, Dashmote decodes the visual web and extracts valuable insights from images. We help brands understand and predict consumer trends, based on where, when and what people are posting on social media; enabling them to get a clear picture of customers at an individual level.

Dashmote-01

1.8 billion images are uploaded to social media every day. Brands are looking to optimize their marketing efforts on platforms such as Instagram and Snapchat, but lack the tools to make use of the images. With the vast amount of image data online, visual data insights are increasingly valuable in marketing that is adapting to digital consumerism. As consumerism relies more on social media and visual communication, we want to help marketers better understand and keep up with changing consumers. Dashmote provides solutions for marketers by identifying consumer trends from the large amounts of “invisible” visual data on social media and all over the web. Our proprietary technology is versatile but we offer three main services: Visual Market Research, Visual Brand Intelligence and Visual Sales Intelligence.

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Our Team

Founded in 2014 by Dennis Tan, Matthäus Schreder & Stefan Tan, Dashmote set out on a mission to better understand the world of visual content and unlocking the value behind the massive amount of visual content present online. We are a mighty, yet small team that strives to make a dent in our universe, specialised in the fields of Sales, Marketing and Tech.

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Being a dynamic and fast-growing scale-up, Dashmote cherishes self-starters and out of the box thinkers that are constantly seeking for new challenges on a professional and personal level. We value flexibility and versatility in skills and for us, it is important that each person on our team is unique in their own way and can contribute in many areas within a project. We work hard while drinking excessive amounts of coffee, but also know how to enjoy a day out and few beers on a Friday afternoon.

Join a team that is eager to make a difference

Good News for techies! Dashmote joins us at Amsterdam Tech Job Fair Autumn 2017 on Wed 29 November 2017 from 18:00 at WeWork Weteringschans. Amsterdam it is time to get your tickets https://www.eventbrite.co.uk/e/amsterdam-tech-job-fair-autumn-2017-tickets-30886220517

Brunel-front

Brunel-01

In 1975, from a small office in The Netherlands, graduate engineer Jan Brand found a temporary job for a fellow engineer. This first placement was the beginning of an era in worldwide temporary employment. Today, we’ve grown into a global service provider with over 10,000 employees in 104 offices across 35 countries. For the year ended 2016, we had an annual turnover of € 885 million, and we’re listed on Euronext Amsterdam NV and included in the Amsterdam Small Cap Index (AScX).

Our Organisation

Known for our strength and stability, Brunel is unique. In everything we do, we follow our deep cultural values of entrepreneurship, a results-driven approach and operational excellence. But it is our people who set us apart. Their motivation, passion and energy are the secret to our success.

Our Vision

At Brunel, we’re all about providing outstanding local and global services to our clients and specialists. Our approach is based on our adaptability; our local presence; our strong global network and a solid IT infrastructure; and our exceptional team of motivated and knowledgeable people.

As the market changes, so do we – we approach our relationships with our clients as long-term partnerships, offering solutions that will benefit you now and in the future. We’re well-equipped to offer broad, expert support for technical projects, both locally and globally. We always look at the big picture, and can offer the full scope of services, cost efficiently and with flexibility, thanks to our worldwide network of offices, robust IT network, and excellent people.

Team Brunel training, 23rd of July 2014, Lanzarote, Spain

Our Culture

At Brunel, our cultural values of entrepreneurship, a results-driven approach, and operational excellence are always at the very heart of what we do. Our culture is unique, strong and effective – by virtue of our strongest asset: our people. Our team is made up of the most ambitious, knowledgeable and passionate professionals, who all bring substantial specialist skills and drive to Brunel. Our strong emphasis on health, safety and the environment reflects our firm commitment to keeping our people as safe as possible.

Entrepreneurship and knowledge are at the core of our identity. While our global network is vast, we are always ‘One Brunel’ – which means we are rigorous about sharing information, building strength and simplifying complexity. This worldwide solidarity translates to first-rate services for our clients and contractors.

Our Capabilities

Looking for technical specialists, or trades and craft-labour experts? At Brunel we’re proud of our expertise in providing high-end project-resourcing services and global care and mobility solutions. With our clients as our project partners, we collaborate closely with you to understand and deliver exactly what you need.

Project Approach

With our expert know-how and vast resources, we’re well equipped to face the complex challenges of local and international technical projects. Our worldwide reach and experience mean that we can be our clients’ single-source partner, covering all your needs. As you’ll see from our proven track record, our global expertise speaks for itself.

Join Our Team!

Find a job

At Brunel, we’re always on the lookout for top technical specialists who are up for a new challenge. With our vast global network, we can offer limited contracts and permanent roles to both locals and expats. Do you have a great track record of achievements in your field? Are you looking for a prestigious client and a fully supported transition?

If this sounds like you, let us help you discover your next career opportunity.

Your expertise

We focus on personalised recruiting for the following areas of expertise, both locally and globally:

  • Engineering
  • IT
  • Marketing & Communication

Reasons to join

We’re passionate about finding challenging opportunities that are just right for you. With our international network of 104 offices across 37 countries, our vast reach allows us to find you the perfect role. We can also offer you all the support you need, such as helping with insurance, flights, visa applications and local accommodation, so that you can focus on what you do best. Join our local and global Brunel network and discover the best and most interesting jobs www.techstartupjobs.com/author/brunel/

Good News for techies! Meet face to face with Brunel team at Amsterdam Tech Job Fair Autumn 2017 on Wed 29 November 2017 from 18:00 at WeWork Weteringschans. Amsterdam it is time to get your tickets https://www.eventbrite.co.uk/e/amsterdam-tech-job-fair-autumn-2017-tickets-30886220517

We are a collection of high achieving individuals that form a collaborative team with one goal in mind – to produce the best and most simple to use intelligent textbooks.

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Quality drives us and we embrace the responsibility of providing a first-class learning resource. We help teachers teach, we inspire students to learn and we are creating a more fun way to study.

We are Kognity

Kognity help schools teach, manage and improve the learning experience for their students. Our ultimate goal is to see the success and steady improvement of students as they navigate through their studies with the help of their teachers. We do that by providing first-class intelligent textbooks that adapt to the learning needs of students and help teachers coach their students through their education.

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We’re a textbook publisher, but a different one. Back in 2012, we decided to start reinventing the printed textbook in order to provide a digital, interactive and intelligent textbook. We want to bring life to textbooks and by mixing education with technology, we can help teachers teach and students learn in a drastically more efficient way. Education is not a one size fits all model and nor should the resources be and we are therefore on a mission to bring the world to the intelligent textbook era in order to improve learning through innovation.

Know What Your Students Know

By rethinking what a textbook could be, Kognity moves away from the plaintext to an interactive learning experience to suit the needs of your students. In this way, we can change the textbook from a static one-way to a dynamic two-way flow of information, thus helping teachers and students achieve better results.

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Interactive Learning

Our textbooks offer videos, animations, and automatically corrected questions to fully utilize the capacity technology can offer in improving learning for students.

Automated Feedback

All our questions provide automatic feedback, which builds up a profile of the students’ strengths and weaknesses. Teachers can use this information to tailor their classes for maximum results.

Advanced Analytics

One of the key strengths of Kognity’s digital textbooks is the ability to track data and display it for you so you can put efforts into adjusting your efforts according to students results, thus bringing them to the next level.

Quality-Assured Content

Our intelligent textbooks are specifically designed to match the curricula with content highly relevant for schools. Experiences educators and examiners have authored the texts and questions to tailor-fit the needs of teachers and students.

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Why come and work for us?

Our Vision

Kognity is one the fastest growing EdTech companies in the world and we aim to radically improve learning for 1.5 billion school students globally.

We pursue our vision because there are few more important jobs than educating the world’s young people. No other single factor has a higher impact on the prosperity and well-being of humanity than education. Yet technology has previously not delivered on any of its promises of better learning. At Kognity, we have set out to do this.

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Digital textbooks that adapts to the learning needs of students

and help teachers coach their students in their science course

Who we are

We provide intelligent textbooks to schools in over 70 countries on 5 continents, allowing students to learn things faster and more effectively, and teachers to help students reach their goals.

Kognity is growing 100% year-on-year. We are looking for the sharpest brains, biggest hearts, and greatest drive in Stockholm and internationally, willing to take part in making the world a better place by working for a fun, caring and challenging environment.

Want to join the team? Kognity joins us at Amsterdam Tech Job Fair Autumn 2017 on 29 November at WeWork Weteringschans https://www.eventbrite.co.uk/e/barcelona-tech-job-fair-2017-tickets-30848907914

Klarna-front

Hello, we’re Klarna. Ever since we started in 2005, we’ve been committed to making online shopping easy and hassle-free.

In the last 12 years, technology has evolved, excited and transformed the world around us, yet our mission remains as relevant as ever, to make paying as simple, safe and above all, smooth as possible.

from
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Klarna is now one of Europe’s largest banks and is providing payment solutions for 60 million consumers across 70.000 merchants in 18 countries. Klarna offers direct payments, pay after delivery options and instalment plans with a smooth one-click purchase experience that lets consumers pay when and how they prefer to.

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When the company acquired SOFORT in 2014 the Klarna Group was formed. And in September 2017 Billpay joined the Klarna Group – so we’re on the move, and you could come be part of it!

Klarna Group Statistics

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Total number of users: 60 million

Total number of merchants: more than 70 000

Total purchases from start: more than 470 million

Purchases/day: Around 650 000

Number of employees: 1700

Number of nationalities: 45+

Markets: 18

Looking to join our team? You will make friends with people from all around the World.

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Start a career at Klarna Group http://www.techstartupjobs.com/author/billpay/

We’re exhibiting at Tech Job Fair in Berlin, see you there!

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We are once again coming to Berlin to have another great job fair. A tradition kept since 2012, we have had more success year by year. This time come and join more than 300 people already signed up. Meet face to face with employers in Berlin at the Tech Job Fair, 16 November 2017 from 18:00 at WeWork Ku’damm, Kurfürstendamm 11.

You can get your tickets here https://www.eventbrite.co.uk/e/berlin-tech-job-fair-autumn-2017-tickets-30886262643

Our Job Fair is a great opportunity both for those who look for new tech talents to join their team and the ones who look forward to the life-changing event for them.

Bring resumes, dress for success and have a chance at being interviewed the same day for jobs in IT, Accounting, Consulting, Entrepreneurship, Finance, Human Resources, Leadership Development Programs, Marketing, Retail, Sales etc

Berlin

Paymentwall is the leading global payments platform. We look for people who bite into projects removing all blockers and strive to get things done, work well under stress and pressure, love new technologies and stay up-to-date on industry trends. Join us today!

Bonial

Bonial

Bonial.com operates the leading location-based shopping platform worldwide, with a complementary portfolio of brands and products to connect shoppers with their favourite local stores and brands.

FlightRight

FlightRight

For travellers from across the globe. Flightright helps all passengers to exercise their rights and enforce them with the airlines. So what do we do differently? The conventional approach of going to see a lawyer is not the most convenient and can often involve a lot of obstacles and time.

AxeTrading

AxeTrading

AxeTrading specialises in providing effective technology solutions for the challenges facing fixed income investors and traders in today’s markets.

Exozet

Exozet

We are the agency for digital transformation. We have been successfully advising our customers since 1996, carefully guiding them through the digital revolution.

BILLPAY

BILLPAY

We drive innovation by diving deep and leveraging fresh ideas. We engage in open candid dialogue and call things by their true names. We thrive on diversity and a wide array of backgrounds and culture.

Smava

Germany`s online loan comparison platform

smava

We are smava, the online loan comparison platform. smava brings together private applicants with a huge variety of banks and private investors, offering great interest rates for loans. To do that, we are looking for the best employees to expand our team- employees like you!

SAP

SAP

As a market leader in enterprise application software, SAP (NYSE: SAP) helps companies of all sizes and industries run better. Our vision is to help the world run better. We believe that we can play a major role in optimizing business to run better and more sustainably in the future. We have an extraordinary opportunity to apply technology to make the world run better while simultaneously improving peoples’ lives.

Hdock42

European Research And Ideas Deserve More Global Success

Hdock42

hDock42 is European Launchpad for global technology ideas. We work with ideas from R&D to commercial success and anywhere in between…discovering, prototyping, building, growing and expanding into revolutionary global products.

Erento

Europe’s Largest Rental Portal

erento

It all began with the search for a beer tent set for rent, which the web entrepreneur Chris Möller simply could not find online. In 2003, he and Uwe Kampschulte founded a marketplace for renting and renting. Today more than one million rental offers online. Erento has now become Europe’s largest rental portal.

Endorsed

Endorsed

We imagined a world where hiring the best people and getting hired by the most inspirational employers was simple, fast and intelligent. We know it’s been hard to love hiring, but we’re on a mission to convince you. Why? Because we understand that your success is determined by your access to the best talent when you need it.

Core

Core

CORE accompanies the management of complex IT transformations of companies and market partners in which IT has a disproportionately high contribution to their business success. Building on detailed market knowledge, deep technology expertise and methodologically sound approaches, we develop solutions together with our partners, which in the long term ensures the future viability of relevant elements.

Contorion

Contorion.de is a B2B online marketplace for maintenance, repair and operations (MRO) products.

Contorion

CastLabs

CastLabs

castLabs pioneers software and cloud services for digital video markets worldwide. We provide solutions to easily enable the secure distribution of the premium movie, TV, and audio assets for high-quality video experiences.

Also

European B2B marketplaces in 15 countries

Also

ALSO Deutschland GmbH belongs to ALSO Holding AG (Emmen / Switzerland). ALSO brings together suppliers and customers of the ITC industry. The company offers services at all levels of ICT value creation from a single source. In the European B2B marketplace, ALSO Logistics bundles services, financial services, supply services, solution services, digital services and IT services into individual service packages.

Freenet Digital

Providing the Digital Lifestyle to Consumers Around the Globe

Freenet digital was founded in 2000 under the name Jamba and was, during those days, considered to be one of the first real start-ups in Germany. It did not take long for the founders to realize the potential of mobile phones as a lifestyle symbol and not simply a flexible means of communication.

freenet-digital

We offer our customers real value for their mobile devices, and our partners a very reliable platform to market their products online whether on web or mobile.

Idean: We’re the experience design agency you’ve been looking for

Idean

Idean is a global experience design agency dedicated to providing comprehensive digital and customer experience design for brands. Rooted in a deep understanding of people, we help the world’s leading companies envision new strategic opportunities, design and build essential experiences, and change their cultures by building competency in new ways of working and digital design thinking.

Interim Group

interim-group

Our Network – Your Solution iRecruiting and iContracting – we create the perfect basis for long-lasting and successful employment relationships. Because we recruit people – not CVs.

Lidl: High-Quality Low Prices

Lidl

We’re revolutionizing grocery shopping. We have a less complicated process that allows us to simply deliver low prices, high quality, and the best shopping experience for our customers.

Machino: Used Construction Equipment

Machino

Machinio is a global search engine for finding used machinery and equipment. Our comprehensive database contains more active machinery listings than any other website.

Movinga: RELIABLE PARTNER FOR YOUR MOVE

Movinga

Removals are more than our job, they are our passion. In order to share this passion, we’ve made it our mission to provide exceptional removals at fair prices.

Productsup

Enterprise cloud software for product data syndication and feed management

Productsup

Productsup is the leading cloud-based solution for product data management. Import product data from multiple sources, analyze and optimize it, and distribute custom feeds to unlimited destinations – quickly and easily.

Talent.io

Great Jobs For Great Developers

talent-io

Find your next tech job in one week. Salaries from €35k to €100k. Permanent, Freelance, and Internship positions. 2000+ tech companies are looking for developers on talent.io Don’t waste time applying to companies. On talent.io, companies apply to you.

Teamleader

CRM, project management and invoicing in one simple tool

Teamleader

Teamleader helps you and your team to work smarter, so your small business thrives. Since Teamleader allows you to take charge of operational essentials, you can focus on projects and relationships. We’re friendly and approachable, and devoted to our users; we want to inspire them to be more efficient.

TRIFACTA

PREPARE RAW & DIVERSE DATA FASTER

TRIFACTA

At Trifacta, we have brought together the brightest minds in data to solve the industry’s biggest challenge. Over 25 years of research between Stanford and UC Berkeley led to Trifacta’s breakthrough user experience, workflow and architecture. With Trifacta, organizations can transition from raw data to actionable intelligence with greater speed and accuracy than ever before.

Urban Sports Club: YOUR SPORTS CLUB

urban-sports-club

Urban Sports GmbH offers a flat rate for all kinds of sports activities in the city. Club members can choose between 40+ activities (ranging from a classic gym workout, swimming, yoga, or bouldering, to team sports and lots more) and over 1.000 partners in Germany’s major cities including Berlin, Hamburg, Munich, Cologne, Frankfurt, Stuttgart, Dusseldorf, Nuremberg and Leipzig.

AllCloud

AllCloud

AllCloud is a leading global Cloud Solutions Provider with expertise across the cloud stack, infrastructure, Platform, and Software-as-a-Service.

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CORE accompanies the management of complex IT transformations in industries with a disproportionally high contribution of IT to business success. In joint approaches with our partners and based on our market knowledge, technology expertise and methodical know how we develop solutions that reflect the whole value chain and ensure future-proof change.

TRUSTED PARTNER

We act in alignment with our values ‘Trust, Performance & Expertise’ as a reliable partner in the collaborative efforts with our clients, rooted in the principle of performance and execution, and founded on the basis of competence and know-how.

Providing a comprehensive range of services, we address a large share of the IT value chain, starting from the analysis of innovative market developments over the design of the (IT) strategy and the planning of implementation projects up to the implementation itself as well as an operation of the system.

SHAPING IT TRANSFORMATIONS

With our research on the dynamics and systematics of complex IT transformations as part of the COREinstitute, we support leading companies and institutions worldwide in finding the appropriate measures to manage the fundamental structural change driven by digitization.

COREtransform is responsible for advisory services to our clients in the IT management in regards to all IT-transformative undertakings, utilizing our profound business and technical expertise through an efficient collaboration of generalists and experts.

At COREengineering, we develop sustainable solution designs, accompany their implementation in conjunction with selected implementation partners while steering the projects to ensure success.

COREoperating assists clients in transforming solutions into productive operations with the help of our integration and migration services.

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WORKING WITH US

CORE offers you various opportunities to develop both professionally and personally in a challenging and dynamic environment with clear objectives. We invite you to develop the potential of our clients, together with talented and successful colleagues, on the basis of agile methods using the innovative software in challenging development tasks. Whether as a business analyst or a software engineer, at CORE you will work with others at the highest level to develop state-of-the-art software.

STUDENTS

You are studying natural sciences, economics or humanities and are curious about deeper practical insights.

GRADUATES

You have successfully completed your studies and want to apply your knowledge and skills in practice.

PROFESSIONALS

You have a wide range of experience and want to apply your experience to new contexts beneficially

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Come and network with CORE team this November at Berlin Tech Job Fair!! Free tickets https://www.eventbrite.co.uk/e/berlin-tech-job-fair-autumn-2017-tickets-30886262643

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IN GOOD HANDS

You are in good hands with us – as our high positions in various rankings and benchmark analyses testify. According to the careers studies undertaken by trendence, we have repeatedly been confirmed as one of the top employers in Germany and Europe in the categories of “Graduate Barometer”, “Young Professional Barometer” and “Student Barometer”. We also scored well in the “Universum Survey”. In 2016, we were again amongst the top 100 employers.

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Prizes and certificates may be nice to have – but what really matters to us is the goal itself: we know that success is founded on the efforts of our employees. To continue writing this success story, we afford our employees the greatest freedom of expression, attractive prospects and potential to advance their careers. We enjoy making this investment – and it pays off for us all.

FASCINATION ON EVERY LEVEL

On whichever level you start – with us you will be part of one of Europe’s most innovative media corporations. Take a look at our wide-ranging portfolio and you will soon realize that there is no shortage of interesting links: from SAT.1, ProSieben, kabeleins, sixx, SAT.1 Gold, ProSieben MAXX and kabel eins doku, the TV stations, via ProSiebenSat.1 Networld to maxdome, Germany’s biggest online video store and ProSiebenSat.1 Games with platforms likealaplaya, ProSiebenGames, Sat1Spiele and browsergames.

PIONEERING SPIRIT FROM THE VERY FIRST DAY

You will see that our environment fosters creativity and demands innovative ideas. True to our motto “we think ahead, whilst others are lost in thought” we seek out personalities with a strong desire to create, ambitious and courageous enough to be in the vanguard always.

PROMOTING INNOVATION    

Martin Krautsieder

Martin Krautsieder

Each year we bestow the “Allstars Award” on employees for special achievements. Martin Martin (form. Krautsieder) was one of the recipients in 2013. He developed a market research tool which enables questions to be put to viewers directly via television.

SUPPORT AND SERVICE

“Yes we care” – a slogan with real meaning at ProSiebenSat.1. Our careful balance between professional and private life is maintained through flexible models of work and dedicated support services. We have among others our own day care centre and a broad sports programme. In the case of special help being required in organizing daily life, we call on pme Familienservice, a specialist provider of care solutions for work and family.

FURTHER DEVELOPMENT

We love dynamic change – and your further development is especially important to us. The ProSiebenSat.1 Academy offers a varied, innovative programme of further education and training. Additional support comes in the form of talent and newcomer monitoring, helping to plan your individual short-term, mid- and long-term development within the company.

DIVERSITY IN EVERY RESPECT

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Diversity is the order of the day at ProSiebenSat.1 – and that goes for our staff too. Indeed, it is the diverse mix of personalities which makes us what we are: “Fascinating People” whose ideas, different perspectives and experiences entertain millions of people every day. We believe that the future success of a modern company will largely depend on how it promotes and utilizes diversity. One important point in this regard is the ratio of men to women in the company and in management roles. We have already achieved good results in this area: male and female full-time employees are almost equal in number. 30 per cent female representation at management level is also well above average. Colleagues from a wealth of different nations work for us and we are unequivocally in favour of every form of diversity.

RESPONSIBILITY FOR THE FUTURE

We are not just entertainers: Thanks to our popularity we are fortunate to be in a position to interest young people in particular in important social topics: we want to create opportunities, promote culture, communicate values and build knowledge. Within these four areas we have established a range of projects and activities to make our contribution as a media corporation to Corporate Social Responsibility.

Inside GetYourGuide

Over the coming weeks, we will be taking a look inside the different teams at GetYourGuide to give us some insight into what it’s like working with each team. First up, we have our Sales team. The Sales team is on an endless path to discover all the amazing activities around the world and bring them to our customers. We spoke to some of our Account Managers from around the world to see exactly what it’s like being part of our Sales Team:

Can you give us a brief summary of what your team works on?

Tilly Hemperger, Account Manager - Australia.

Stephanie Hubner & Tilly Hemperger, Area Manager Australia and New Zealand + Account Manager, Australia: First off, making GetYourGuide customers happy (that was a given)! So, how we do this? By luring top suppliers to ‘come to the red side’ and work with GetYourGuide. Our top priority is tackling our Australia and New Zealand acquisition list and investigating data to know exactly what our customers really want. This means heaps of talking, calling, rapport-building, meeting, putting out fires, and of course, closing (#alwaysbeclosing). Essentially, making sure we are 100% prepared to go out and get those top-notch products.

Eulalie Cocquerelle – Account Manager, Paris: I am in the sales team working from our Parisian office. For now, our objective is to acquire top products in France, so as to have a perfect inventory for our customers. To acquire new products I can either contact potential new suppliers and negotiate with them to start a collaboration, or discuss with our existing suppliers to try find out if they have the products that I’m looking for and if they want to put it on GYG. France is a huge market so there are two Account Managers here: Thomas and myself. Thomas takes care of Paris, and I’m taking care of the Provence (the French Riviera is a main market).

Francesca De Falco, Account Manager Rome

Francesca De Falco, Account Manager Rome

Francesca De Falco – Account Manager, Rome: The Rome team is a team of 3 and will be growing this year (stay tuned, 2 new account managers on the way!). We manage the top destinations in Italy: Rome, Florence and Venice. We work with the local suppliers to really bring the most exciting experiences to our customers. Sometimes our suppliers concentrate their attention on the same old tours, and we are there to advise them on their opportunities of offering new tours based on data (for example: the search volume in a city). We also work directly with big attractions all over the world, and as account managers we have the chance to see these wonderful attractions from the inside, understand the “behind the scenes”, and work with the attractions to improve the customer experience. Why print a voucher when you can just enter at the turnstiles? Sometimes big attractions need to be reminded that customers want to travel hassle free! It’s all about the experience. GetYourGuide takes care of customers, which is why we have our Ground Operations team at the main attractions in Rome: the Vatican Museums and the Colosseum. We meet and greet our customers and lead them into the attraction and make sure they enjoy their journey from the very beginning: the meeting point

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What advice would you have for someone who would like to work with the GYG Sales team?

Zuzana Kaniokova- Account Manager, Berlin: Make sure you are passionate about travel and not afraid to challenge the status quo. Everyday suppliers will tell you why getting online is not possible, why the vouchers cannot be scanned, or why it’s difficult to get last minute bookings. You are the one making the change and it’s up to you to work with the suppliers to see this too. You better be fast and fearless. Because if you’re not, others will make that leap before you. If you are an explorer, not a follower, this job just might be for you.

Stephanie Hubner & Tilly Hemperger, Area Manager Australia and New Zealand + Account Manager, Australia: Get ready to:

  • Embrace the ‘no’: rejection doesn’t mean the conversation is over!
  • Prepare for hard work (and tons of fun!) along the way
  • Befriend an amazing team filled with people from all around the world
  • Immerse yourself in an environment that is fast changing, varied, and exciting
  • Constantly learn, grow, and challenge yourself

Be sure to channel an attitude that is proactive, optimistic, fun, open, curious, entrepreneurial, and problem solving. Situations to prepare for? Well, you might be so lucky to find yourself courting suppliers at trade shows, mingling with industry professionals at networking events (including maybe a cheeky champagne or two!) and mediating your negotiations in one minute. And in the next minute, you could be tactfully reframing rejections, earning oodles of frequent flier miles as you travel to your destinations, and enjoying the perks of product testing as you swim with dolphins or kick back with a glass of wine.

Eulalie Cocquerelle - Account Manager, Paris

Eulalie Cocquerelle – Account Manager, Paris

Eulalie Cocquerelle – Account Manager, Paris: Personality is an important criteria during recruitment, so I think that the most important thing for a candidate to remember is to be as natural as possible, not trying to be someone you are not. Then, positivity and passion are really appreciated at GetYourGuide. Don’t stress, just enjoy and see interviews as a great way to learn and meet new people.

Sandra Goncalves – Account Manager, Spain: I’d advise to be hard-working, positive and persistent, with good analytical and organizational skills. And, if possible, good e-commerce understanding. Also, simply – to be friendly ?

 

 

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What does an average day in your team/role look like?

Stephanie Hubner & Tilly Hemperger, Area Manager Australia and New Zealand + Account Manager, Australia: Our 2 woman team kicks off the day in spectacular fashion! Steph braves the wild seas from Manly to the CBD while Tilly single-handedly tackles the subway system (and a stinky armpit or three). Once at the office it’s go time! We spend most of our time speaking to our suppliers. Be they from the sunny beaches of the Gold Coast, the scorching rocks of the Northern Territory, or the glow-worm caves of Waitomo in New Zealand (it’s a tough gig). Every day we focus on our acquisition lists to ensure that all 23,859 kilometers of Australia’s coastline is covered (just FYI, close to 10 Germanys fit inside Australia’s borders). We also don our stylish, if imaginary, detective hats to investigate innovative ways to optimise our destinations. On occasion we sneak in a little mystery tour or four to be doubly sure our customers are having a grand ol’ time. A little taste of what we’ve been involved with lately? We’ve soared above Sydney in a bumblebee helicopter, rubbed shoulders with the leading women in our industry at an International Women’s Day event, and mingled with the best representatives from Tourism Australia.

Eulalie Cocquerelle – Account Manager, Paris: Usually, I start with looking at the daily reports of my main destinations: bookings, did we have bad reviews or not, has a new supplier had their 1st booking,etc. Then, I start to read my emails and fix any potential suppliers issues. It’s super important for me to be as reactive as possible with suppliers because that’s what they like about GYG: being in contact with someone who is dedicated to them and who can fix all the issues quickly. Then, I start to hunt new top products (80% of my time) via the internet and by calling suppliers. Once a month, I try to travel in order to meet my suppliers on the spot and try activities when I have the time. I also have to do optimization (20% of my time). This is all about optimizing existing accounts by increasing commissions, improving the content of my best products with the teams in Berlin, etc.

Sandra Goncalves, Account Manager Spain.

Sandra Goncalves, Account Manager Spain.

Sandra Goncalves – Account Manager, Spain: I start the day by analyzing the performance reports of my destinations in order to make sure everything is working smoothly for customers as well as for suppliers. Then, I usually schedule my priorities for the day, the most important objectives to achieve, and I start working on them. This includes a lot of phone calls, meetings, business travel requests, and emails with both suppliers and GetYourGuide team members from different departments. Most of the time I spend the last minutes/hours of my day going through the emails I wasn’t able to check during the day.

 

 

 

Zuzana Kaniokova, Account Manager, Berlin.

Zuzana Kaniokova, Account Manager, Berlin.

What is your team currently working on?

Zuzana Kaniokova- Account Manager Berlin: We know there are “must-do’s” in each city. You cannot go Iceland and skip the Blue Lagoon, the same way your visit to Prague is incomplete if you don’t see the Prague Castle. We are looking at how we can get the must-do activities online and guarantee the customer the very best experience they can have while traveling.

Stephanie Hubner & Tilly Hemperger, Area Manager Australia and New Zealand + Account Manager, Australia: We’re not ones to shy away from a challenge! We’re the underdogs here in Australia and New Zealand, since they are the more emerging destinations for GYG. We need to work smarter and harder in acquiring suppliers, show them the data, charm them with local knowledge, and be extra persuasive in convincing them that GYG is their future! Some other challenges we’ve faced are how to scan straight to email (a curse upon all printers) and sussing out the best place for a good chai latte. All suggestions are welcomed!

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What, if any, are the principles that your team lives by?

Eulalie Cocquerelle – Account Manager Paris: Positivity is the most important and then clarity.

Zuzana Kaniokova- Account Manager Berlin: Move fast, be consistent, take risks which are calculated and based on data rather than reckless leaps. Learn by doing, listen rather than talk, ask questions rather than give answers. If you see something wrong, start the change yourself.

 

 

 

Stephanie Hubner & Tilly Hemperger, Area Manager Australia and New Zealand + Account Manager, Australia:

  • Be authentic
  • Work smart
  • Embrace the uncomfortable
  • Have fun

What is your favorite thing about working with GYG sales team? What, in your opinion, makes your team special?

Sandra Goncalves – Account Manager, Spain: My favorite thing about working with GYG sales team is the people. I love the multiculturality of our team, the intercultural knowledge sharing, and the competitive spirit we have. Work hard, play hard!

Zuzana Kaniokova- Account Manager Berlin: People think that salespeople need to be loud, outgoing, and bubbly. It’s true that some are, but it’s not necessary. The best salespeople listen and solve problems. For this, you just need to be yourself and there is space for everyone.

Eulalie Cocquerelle – Account Manager, Paris: The diversity of our team is amazing, you can learn a lot with each member of the team and everyone is willing to share his or her knowledge with you.

Stephanie Hubner & Tilly Hemperger, Area Manager Australia and New Zealand + Account Manager, Australia: Most impressive is everyone’s optimism and resilience. The sales team is a great example of how embracing the no and positively reframing it, can turn a conversation around (and equal a happy supplier). Equally entertaining is the sales team’s level of dedication and #commitment to GYG parties. Take a look around the dance floor at the end of the night and you’ll see for yourself!

Tilly Hemperger & Stephanie Hubner

Tilly Hemperger & Stephanie Hubner

Thanks again to Eulalie Cocquerelle, Francesca De Falco, Sandra Goncalves, Stephanie Hubner, Tilly Hemperger and Zuzana Kaniokova for answering our questions and for giving us such great insight into life in the GetYourGuide Sales team. If you are interested in joining our Sales team, please see all current vacancies here.

 

 

 

 

This post originally appeared on www.getyourguide.com

positivechange_0

You know exactly what company you want to work for, the job you want to do and where you want it to be. The only question remaining is: How do you get there?

Simply sending an application may not be enough. Large companies on average receive thousands of resumes daily.

Before you get overly excited about the prospect of working at your dream job and send that resume to the first email address you find, you have to have a plan.

Make sure you lay the groundwork so your file won’t get lost in the shuffle when the time comes to showcase your amazing professional profile.

Here’s a five-step action plan to help you land your dream job at your dream company:

1. Research and Know What the Company Is Looking For

man-in-blue-shirt-looking-at-computer-in-class

You may already know your dream company backwards and forwards, even what the C-suite looks like. Still, it doesn’t hurt to make sure your research is as thorough as it can be.

This will help you build a strong base for the personal brand you’re going to build to send their way.

One thing you’ll learn in business is that there is always more to learn. So look up resources that can offer you some tips on how best to research companies.

Also, make sure to check out the company’s LinkedIn profile, as well as the chief officers if they are listed. Being this thorough will make that interview you get showcase your genuine passion and enthusiasm for the position.

2. Build Your Professional Brand

EYE-BRAND-YOU2

Now that you’ve studied up on your dream place of employment, apply that knowledge to building your professional brand. This brand is the career narrative you want to create for yourself in order to stand out from the crowd.

Remember, unless you’re meticulous, silly things like typos can send your application straight into the trash.

Respondents to a 2013 survey by Career Builder cited that 58 percent of applicants’ resumes contained typos and 36 percent were generic and not specifically focused toward the position being applied for.

It’s so important to make sure this is part of your professional brand creation. If you’re unsure of how to begin, look into resume writing services that specialize in various industries to help get you started on the right foot.

This is especially important the higher up you get. If you’re at the managerial or executive level, getting help with your resume is just as important as when you were in college.

A resume writer specializing in executive resumes can help you build a note-worthy, accomplishment-focused, strategic resume that can get you an 85 percent higher response rate and increased salary in nine out of 10 cases.

Also, think about building an online narrative if that suits the position you are applying for. Take Nina Mufleh and her quest to land a job at Airbnb. Her unique approach garnered national attention.

She focused on what she could bring to the table with the company rather than previous professional experience. She illustrated how she would be a great fit for her dream company and why, all in a unique way.

She found the best way to market and pitch herself.

You can do the same. There are many ways to do it, even some unorthodox ones, it’s just a matter of understanding what your dream company is looking for and how you can apply that to your own professional brand.

3. Reach Out to Individuals in the Company

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You have your knowledge and your professional brand ready to be shown to the world. Now, the next step is to reach and connect with individuals already working within the company.

Perhaps you’ve already started working on your network or have a friend working for your dream employer. Wonderful! This will simplify the process of getting your foot in the door.

However, if you don’t have those established connections yet, don’t worry.

Read up on the best ways to connect with HR managers or recruiters, and dive deep into networking with the company’s employees on LinkedIn. This is a great platform to open dialogue and begin cultivating relationships with individuals you may work with in the future.

In fact, 89 percent of recruiters have hired someone via LinkedIn. Ask questions and be curious.  They will most likely be glad to offer their professional advice.

Don’t be afraid to ask them for an informational interview. Whether it’s a quick chat over the phone or a lengthy meeting over lunch, you’ll be able to get the insider’s look at how things really function in the workplace.

It’ll also give you an opportunity to showcase your excitement and enthusiasm to someone already established within the company. Be sure to plan ahead with questions to ask.

You won’t want to forget any of your important questions, and you’ll also want to make sure you’re prepared for anything they might fire back at you.

4. Tailor Your Application to Fit Their Needs

It’s now time to actually apply for the position. Your carefully laid groundwork is going to pay off. Push your creative juices to the maximum, and try to acquire the name of whose hands your application and resume has to find.

An inside referral, that informational interview paid off, will make your chances even better of that happening.

Now, before you hit the send button, you’ve got to write that smashing cover letter. Always keep your professional brand in mind.

It’s what makes you, you, and you know you’re the best fit for this company. Be sure to illustrate that.

5. Now … Send It

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Send that application off on its way. You’re now one step closer to landing your dream job. You’ve laid the groundwork, took time to set yourself apart from the rest of the crowd, networked your behind off and meticulously filled out your application.

Now get ready to see the fruits of your labor.

Great post by  via http://www.business.com

How can Techmeetups.com help you ?

Delivering Startup Happines www.techmeetups.com

We help Startups through Events like Meetups, Workshops, Hackathons, Job Fairs, Events Promo and also have www.techstartupjobs.com to help you recruit your tech team. 

Explore Techmeetups events in Berlin, Paris, London, Barcelona, Amsterdam, New York, Vienna, Lisbon, Madrid

Whether you are looking for a job or recruiting Tech Startup Job Fair is the place to be!

IMAGE: SHIRONOSOV
If you’re planning to look for a new job this year, you’re not alone.

Which might leave you wondering: How, exactly, does one get noticed in a crowded, motivated pool of applicants? Sure, you can read the job description, but how can you know what hiring managers are really looking for?  Which applicants stand out from a stack of resumes?  Which sail through the interview process? And — most importantly — how can you be one of those successful candidates?

We figured the best way to find out would be go to the source itself, so we sat down with HR pros and hiring managers at 11 top tech companies that partner with The Muse, like HBO, Comcast, Homeaway and Eventbrite and got some intel on what they’re looking for in 2016.

Some of what we learned was obvious: Tech jobs are booming (you may have heard?), and today’s companies are looking for people who aren’t only masters of their craft, but passionate about their work and their employer.

But we also found something surprising: Many of the qualities hiring managers are after seem to contradict each other. For instance, employers want people who think like entrepreneurs and have a take-charge mindset — but who also learn from others and play nice on the team. They want employees who are confident in their skills and accomplishments — but who also remain humble in what they don’t know.

In these cases, showing off both sets of skills may seem challenging (or leave you wondering how one person could possibly check all the boxes). But fear not. We’ve broken down what we learned and translated what you need to do to strike the perfect balancing act into 8 rules for getting hired in 2016.

Here they are — complete with tips straight from the mouths of hiring managers.

1. Prove you can hit the ground running, then learn along the way

Regardless of the position, we look for candidates who posses a results-driven way of looking at things. We identified the traits that the most successful people at our company possess, something we call the Success Formula, and we are able to structure interview questions that will really gauge if a candidate will succeed here. No matter what skills we are hiring them for, they need to be able to show metrics around how they define success. Kristy Sundjaja, chief of staff and global head of People Group at LivePerson

No matter what your skill set, companies want to feel confident that you’re an expert at it (at least to the level necessary for the role you’re applying to). In most cases, employers aren’t hiring you to train you — they’re hiring you to jump in and do the job.

So, leave hiring managers with no question that you’re ready to do just that. For every job you’re applying to, read the responsibilities and skills listed on the job description carefully, and then tailor your resume and prepare stories for your interview that show you fit the bill. Too many people expect prospective employers to read between the lines of their experience — and get their resumes tossed in the “no” pile. Instead, be deliberate about showing the hiring manager that you’ve successfully done this job before, and are ready to do it again.

That said, organizations want to feel comfortable that you’d be able to adapt to their preferences, new tools on the market or just better ways of doing things.

They want to know you’re sure of your ways, but not set in them. “We look for life-long learners, who are always in pursuit of growth in their career and personal development,” shares Julia Hartz, president and co-founder of Eventbrite. “In many ways, a skilled engineer is always learning. They are eager to adapt and adopt new skills and languages,” adds Terrell Sledge, technical recruiter at Sailthru.An easy way to show this? Share an anecdote of a time you changed your ways because of something new you learned or adapted what you know to the situation at hand. You can also illustrate that you’re open to different ways of doing things by inquiring about the methods of the company you’re interviewing with. For example, after sharing how you approached growing an email subscriber base, ask the hiring manager what her approach has been up until this point. Not only will it show how interested you are in the company (more on that below), it’ll hint at an interest in learning from the people around you.

2. Be ready to show off cross disciplinary skill sets

At a quickly growing startup like The Muse, our diverse teams work incredibly closely with each other. So we look for people who can easily collaborate with people outside of their skill set: developers who understand the broader business side of things, for example, or non-technical people who can communicate with product and engineering in an effective way. Kathryn Minshew, CEO and co-founder of The Muse

This probably won’t come as a shock, but tech skills are in high demand. A full 100% of the hiring managers we talked to cited engineers as the number one hires they’re looking to make this year — and this demand isn’t slowing down anytime soon. The Bureau of Labor statistics anticipate a 22% growth in software engineering roles from 2012 to 2022 — twice the average growth of other roles. “First, Android and iOS developers roles are huge for us, and hard to hire for. Second, we need Software Development Engineers in Test (SDETs), folks who are traditionally software developers, but develop test frameworks. We’re also looking for full stack developers who focus on frontend and middleware. Finally, we need site reliability engineers — people who can help us get a system up and running,” shares Jessica Sant, senior director of software development and engineering at Comcast, of the hires they’re in need of.

So if you’re a developer, ride the wave, baby. Know how to nail the technical interview so you can show off exactly what you’re able to do, and make an effort to highlight some desirable soft skills — like decisiveness, adaptability, and communications skills — as well the ones that make you stand out from the competition. “I want a well-rounded engineer with hard technical skills, but also really great communication skills. Someone who can get their point across and break it down for a variety of audiences, someone who can collaborate with a cross-functional team and innovate,” shares Sant.

sales-meeting

IMAGE: ARIEL SKELLEY/BLEND IMAGES/CORBIS

That said, companies obviously need more than engineers: Employers cited sales, product management, operations, digital and growth marketing, and business and strategy as other in-demand roles.

Regardless of your specialty, however, the quality of the hour is cross-disciplinary. Employers want to know that you can not only collaborate with a team of people from different departments, but that you can think like them to make working together easier and help your work fit in with larger company goals.

This comes down to learning about functions outside of your own. If you’re technical, look for ways to get involved with and learn more about the business at large. And if engineering’s not in your background — or future? You can still make an effort to know a little bit about the field. Take a free online course or look for opportunities to integrate learning tech into your current job.

Then, don’t miss the opportunity to share that knowledge with hiring managers; even a few quick resume lines about your experience or interest in a field different from your primary one can be enough to whet the hiring manager’s appetite.

3. Be obsessed with the company and the field

The most important quality we look for is a passion for our business: they know what we do and they are excited about the opportunity to come work with us. Stephani Martin, VP of people & culture at Boost Media

You probably want a job that’s about more than just the paycheck. Similarly, employers want to hire people who are there because they love what the company is doing — not just because they need any old job. We heard time and time again from employers just how critical it is to show off why you’re dying to work for them, specifically.

How can you do this without coming off as a superfan or stalker? You don’t need to show up wearing company swag, tweet at the CEO every day or spend the interview gushing about the product. Instead, show off how much you love the company by using your knowledge of it to give a sense of how you’d step into the role. For example, you might mention a time you used the product and a challenge you had with it — and describe how you think you could alleviate that in your role.

“Doing this shows the hiring manager you’re interested in not only the brand, but also working for the brand. You understand the problems, needs and voice, and you have the skills needed to turn that knowledge into results,” says The Muse‘s Robyn Melhuish.

But you should also have interest — and ideally expertise! — in the industry you’re applying to at large. For example, you may love the idea of working for HBO based on your obsession with Game of Thrones, but can you bring enough insider knowledge to help them succeed?

“We recommend that all candidates do their research around industry trends before coming in to interview for any position,” says a talent acquisition specialist at HBO. “It’s great to be familiar with HBO shows, but having a depth of knowledge around the industry as a whole is key. Being able to articulate the bigger picture or sharing thoughts on how a company can stay ahead and innovate helps candidates stand out.”The ideal hire for a company is someone who’s an expert both in her craft and in the field she’s applying it to, so if you’re not already keeping up with industry reading, researching what competitors are doing, engaging with experts on social media and regularly talking shop with like-minded folks, start now! It will give you great talking points to help you prove you’re in the know during the interview, and also show hiring managers your dedication to the industry when they inevitably Google you.

4. Show you’re self-driven but can also play nice on a team

The ideal candidate sees the value in collaboration and can stand behind the belief that everyone has experience that you can learn from. Terrell Sledge, technical recruiter at Sailthru

Today, everyone needs to be an entrepreneur — or at least have the mindset of one — and companies want to hire people who are going to take ownership of projects without having to be babysat every step of the way. And this isn’t just a philosophy of startups that need people like this to survive — larger organizations are embracing the entrepreneurial ideas of moving faster and innovating more, too. “It is all about ownership versus administration,” shares Sledge of Sailthru. “Candidates who lead the charge, having innovated, designed and architected systems, deployed setups, etc. are exactly what we are looking for.”

To show this off to hiring managers, you’ll want to make sure to highlight three things: the fact that you’re a self starter, your capacity for creative thinking and your ability to work in a fast-paced environment with a lot on your plate. Career specialist Aja Frost has tips for highlighting each of these qualities in your resume; you can also pull out anecdotes that exemplify these traits in your cover letter and interview answers. Was there a time you noticed a problem, came up with a creative solution and then took the initiative to implement it in addition to your other work? Make sure you share that story.

 

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IMAGE: YURI_ARCURS

But just because you can do things on your own doesn’t mean you always should, and seeing as many companies we talked to attributed their most creative ideas to collaboration, they want to be absolutely sure that you’ll be great at working on teams to make amazing things happen.

In fact, some companies value this so much that they’ll specifically test for it in the interview. ThoughtWorks, a software design company based in San Francisco, for example, gives candidates a pair programming challenge with a current employee. This exercise “serves the purpose of allowing us to understand whether a candidate works collaboratively and how they react to feedback,” shares Laura Nash, recruitment marketing manager. “A candidate that is excited about feedback and is able to adapt as they go demonstrates the open-mindedness and passion we desire.”

So, make sure to show off your team-playership, too. when talking about a big success you had, make sure to mention the other people you collaborated with; when talking about a time you failed, explain the experience of getting feedback from you boss and how you took that moving forward. Oh, and be nice to everyone you meet, from the people in the elevator with you to the receptionist. This is a basic — but telling — sign to employers of how you’ll treat your colleagues day to day.

5. Show passion for your work and your personal life

We also place a lot of emphasis on what a candidate does outside of work, what their hobbies and pastimes are, and their volunteer activities. David O’Connor, senior recruiting manager at Dolby

Companies these days want passionate, inspired employees — not ones who are just clocking in and out. And few things are better determiners of that than truly loving the work that you do.

If that’s not how you feel about jobs you’re applying to, it might be worth considering a career pivot. But if you do, then let it show! Let yourself get genuinely excited when talking about the job.

Let yourself geek out when talking through a particularly tough problem in the technical interview or when presetting ideas for community strategy. Real enthusiasm is obvious — and energizing to hiring managers — so don’t feel like you need to stifle it in the name of being “professional.”Also, show off ways you engage with your career of choice even outside what’s expected of you in your 9-to-5. “Things like writing books, speaking at conferences, or maintaining a blog show us that a candidate is really invested in tech, and it’s more than just a job,” shares Laura Nash, recruitment marketing manager at ThoughtWorks. One easy-but-effective approach: Create an eye-catching personal website that shares some of your related side projects, speaking gigs or volunteer work in addition to your on-the-job accomplishments. “Think ‘show’ instead of ‘tell’ whenever possible: share YouTube videos of a talk you led or a link to a working application you created,” adds Nash.

Of course, in a world where culture and tight-knit relationships are increasingly important to companies, it’s important for the people interviewing you to like you as a person, to want to bring you into their tribe. So they want to learn a little bit about you outside of your work, too! So learn how to be professional — without being boring or totally stifling your personality — in an interview!

“Don’t focus too much on conventional interviewing wisdom which may advise candidates to save personal anecdotes for the end — or to avoid sharing personal stories at all,” says Kimberly Eyhorn, director of global talent acquisition at HomeAway. “Just remember to always bridge the conversation back to your outstanding skills and experience. In a situation where several qualified candidates bring similar levels of value to the table, a hiring manager may be more likely to choose the applicant with whom they had a particularly memorable conversation.”

6. Be specific about your successes and failures

Candidates need to know how to show that they can not only produce results, but how they measure and define success. I’d recommend candidates take a look at past accomplishments and be able to concisely describe how and why they were successful, and back it up with metrics and data points. Kristy Sundjaja, chief of staff and global head of People Group at LivePerson

Obviously companies want to understand how you’re going to help them succeed, so it’s Job Search 101 to describe your most impressive achievements in your resume and interviews — and make sure to get specific!

Companies don’t just want to hear that you succeeded; they want a sense of the real results you achieved and the steps you took to get there. So don’t just say “I launched a major product” or whatever the success may be — tell the full story. Explain how, the first time you were in charge of a major product launch yourself, you knew you would feel successful if you didn’t just get it out on time, but early, so you dove in immediately, made sure to delegate work smartly and managed to launch a week ahead of schedule. Bonus points if you can quantify these accomplishments to prove you did what you said you did, and did it well.

 

successes-and-failures

IMAGE: BLOOMBERG/CONTRIBUTOR

On the other hand, if you’ve only succeeded and never failed, companies are going to worry about whether you’ll be willing to push yourself (and the company) to try new things. Laura Nash at ThoughtWorks shares, “While we’re always happy to hear of a candidate’s success, the more telling tales that are often skipped are examples of failure… Understanding how someone has learned from a failed attempt at something big and exciting is more interesting to us than a project delivered on-time and on-budget.”

So when faced with a question about your failures, don’t shy away from it. Instead, as we’ve proposed before, pick a real failure, quickly explain what happened, and then spend most of your time talking about how you examined the failure afterward to learn from your mistakes, how you incorporated those lessons moving forward, and how those failures were ultimately able to lead you to other successes down the road.

7. Be just confident enough

The perfect candidate is confident, not only in what they already know but in their capacity to learn something new. Terrell Sledge, technical recruiter at Sailthru

To make a hiring manager feel confident in you as a candidate, you need to feel confident in yourself and show it! This isn’t just about working through your pre-interview jitters (we hear some power posing can help with that) — it’s about being assured of your skills and your experience and prepared to speak candidly about your areas of growth.

If you tend to hate talking about yourself, we get it — very few of us spend an hour just talking about our accomplishments. If this is you, take career expert Suzanne Gelb’s advice and just think about confidently reporting the facts.

“When you feel confident and good about yourself, you don’t need to magnify your accomplishments or diminish other people’s great work. With a healthy sense of self-pride, you can simply report the facts. No flourishes. No stretching the truth. Just stating who you are and what you’ve done, plain and simple,” she says.Not only will this hopefully help you overcome some fears, it will help you avoid the other end of the spectrum: sounding like you’re cocky or bragging. Companies don’t want someone who thinks they know everything — they want people who are humble about their limitations and excited to learn and grow past them. So don’t be confident to the point of being a know-it-all!

If the interviewer starts talking about something you don’t know, don’t try and fake that you have a background with it — admit that you’ve never heard of that before and ask him or her to explain. When asked about about your biggest weakness, don’t just say something like “perfectionism” and try to move on — share a real challenge you’ve struggled with and ways you’re looking to improve it. If you’re in a technical interview and the hiring manager questions your way of doing things, don’t just push her off — confidently explain your thinking, but also ask how she would have approached the problem.

“Certain skills can be taught, but you have to exhibit the willingness to stretch yourself and to discover your full potential,” adds Kristy Sundjaja, chief of staff and global head of People Group at LivePerson.

8. Focus on your future and don’t worry too much about your past

The perfect candidate is looking forward to what they hope to accomplish next, while maintaining a personal standard of excellence in what they are working on at present. Terrell Sledge, technical recruiter at Sailthru

Yes, companies are hiring you to help them do things and go places, but they also want to understand how this job is going to help you go places and achieve your goals. After all, an engaged employee — one who’s developing professionally consistently on the job — is more likely to stay around for years to come.

And while, you shouldn’t spend your entire application explaining why this job would be so great for your career (the focus there should be on how you can help the company), have a sense of your goals and how this job will fit into them. You can mention this in your cover letter, but it’s going to be more powerful during the interview, when you can weave it into questions such as “Tell me about yourself,” “Where do you see yourself in five years?” and “Why are you leaving your current job?” When it’s your turn to ask questions, ask something like “How does the organization support your professional development and career growth?” to show that it’s something you’re really interested in.

And if you have a winding career path that doesn’t exactly make sense with the future you envision for yourself, there’s good news for you — hiring managers are increasingly open to hiring great people, even if they don’t have exactly the background they expected.

looking-away

IMAGE: HERO IMAGES INC./HERO IMAGES INC./CORBIS

“I like candidates who haven’t had one straight path in their career,” says Stephani Martin, VP of people & culture at Boost Media.

“A dynamic work history shows that they are willing to try new things and seek opportunities outside of their comfort zone.”

Learn how to spin your career change in your favor during your job search, focusing on showing the hiring manager all the things we’ve talked about so far — your transferrable skills, your adaptability, your past successes in a variety of fields, the cross-disciplinary thinking you bring to the table — and then lean into your varied past, knowing that you’re showing off the best of what you have to offer the company.

“The perfect candidate will have a combination of strong technical skills, a sense of pride and ownership in his or her work and a desire to work on a team of highly skilled, passionate people in an effort to make an impact on the business,” sums up Tom Aurelio, SVP of people & culture at Priceline.com — oh, and all the the other things mentioned above. We know it might feel like a lot, but it’s a competitive market, and the more of these qualities you’re able to show off, the more likely it is that you’ll be able to land your dream job.

Great post by ERIN GREENAWALD FOR THE MUSE via http://mashable.com

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Applying for a job in a startup and applying for a job in a corporate, are qualitatively different things. Demands of both are different and the mindset you’d require to perform well at both of them is different.

If you have already decided to work for a startup despite all the hurdles that may await you on your way, here are a few tips about things to avoid saying and doing during your startup job interview process.

Using generic phrases

Phrases like fast learner, strategist, initiator of new initiatives will not work for a startup, at least not for a good one – A good startup will expect people who can communicate clearly what they have done and what past result and achievement makes them eligible in less than 140 characters. If you are still left with space to explain your personality, be my guest.

Jump straight to why can you deliver on that particular job they are advertising? Because you’ve done it before? Because you got the network? Because got the figures? Show them the figures.

happy-workers

“Managing” a team

No startup ever has use of managers people who hope to get things done delegating to others. In a startup everyone ships and there is no hierarchy but a flat hierarchy. Everyone is in the field and everyone delivers something at the end of the day – whether code, content, or customer support calls.

Saying how cool and necessary their startup is for the society

Even if that’s true no good startup will ever hire you for flattering.
The better way is to decide what specifically they are call about and address that particular need. For example – I saw your downloads getting to 10,000 in just 10 days, I can help it jump to a 1,000,000 in 30 days. Or your interface is so cool, I’d love to work on some extra things that will boost your conversion in another 3%.

See? Flatter + actionable in the same pitch

Being a “people” person

I don’t know why people use this so much, what exactly do they try to convey and what will it take to remove it from their dictionary. You say you are a people person who knows how to make it win-win for everyone? Well perfect, in other words you are a great salesman. In that case sell my product to someone in a way he is so happy and delighted with the value he gets for his money that he refers 10 more people to buy. That’s a real people person if you ask me.

Being remorseful about 9-5 jobs

This won’t get you selected, not only because it is cliché nowadays, but because no one works 9-5 anyways. Our smartphones and 3G have permanently taken that privilege from us. Therefore both, the average and the great performers work beyond 9-5 but the difference is what they deliver.

If you can’t showcase what you have achieved even within those hours, your rebellious mind will not sell you to the opportunity. It is not about the 9-5 job and it is not because you are forced to do the same thing every single day. It is rather because you are lazy and unwilling to challenge yourself. Contrary to what the folklore says, no company ever forces people to do the same thing or forbids them to innovate within their own context.

You are looking for more challenging role

No you don’t. Get to the point. Be honest, you will be appreciated for that and save many people’s valuable time. What you need is more money.

If you were looking more challenges you would have found some already. The world is not short of challenges. The very fact that you haven’t shipped or built anything in the past few years is a living proof that challenges is not what you are after. Cut the nonsense.

You have already failed in your own startup

Thank the startup folklore again for making it sound cool for people to brag that they have failed a startup, hence being more powerful and experienced as a result of it. That blog you were running? That doesn’t count as a startup unless you found way to monetize it.

What matters more to those who’d hire you is not the mere fact that you failed in your own startup but that you understand the nature of that failure and why exactly it failed. Demonstrating clarity around this will earn you extra points on your startup job’s application.

Great post by ANJLI JAIN via  www.iamwire.com

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When you’re job searching, take some time to attend job fairs. You’ll have the opportunity to meet with employers that you might not be able to access any other way. Plus, job fairs and career expos often offer networking programs, resume reviews, and workshops for job seekers.

What can you do to compete with the crowds attending job fairs? These tips will help you get ready to attend and maximize your opportunities while you’re there.

Tips for Attending a Job Fair

  • Dress for Success. Attend the job fair dressed for success in professional interview attire, and carry a portfolio. However, do wear comfortable shoes, because you will be standing in line.
  • Practice a Pitch. Practice a quick pitch summarizing your skills and experience so you’re ready to promote your candidacy to prospective employers.
  • Bring Supplies. Bring extra copies of your resume, pens, a notepad, and business cards with your name, your email address, and cell phone number. You might also want to consider bringing “mini resume” cards as an efficient way to sum up your candidacy.
  • Check Out Companies. Many job fairs and career expos have information on participating companies on the job fair web site. Be prepared to talk to hiring managers by checking out the company’s web site, mission, open positions, and general information before you go. If you demonstrate knowledge about each company or manager you’re talking to, you’ll certainly stand out from the crowd.
  • Arrive Early. Keep in mind that lines can be long, so arrive early – before the fair officially opens.
  • Attend a Workshop. If the job fair has workshops or seminars, attend them. In addition to getting job search advice, you’ll have more opportunities to network.
  • Network. While you are waiting in line, talk to others. You never know who might be able to help with your job search. Along the same lines, remember to stay polite and professional. Even if you’re feeling discouraged in your job search, don’t vent to other fair-goers about your situation or about any specific companies. Stay positive and make the most of the opportunity!
  • Show Initiative. Shake hands and introduce yourself to recruiters when you reach the table. Demonstrate your interest in the company and their job opportunities.
  • Be Enthusiastic. Employer surveys identify one of the most important personal attributes candidates can bring to a new position as enthusiasm. This means that employers want to see you smile!
  • Ask Questions. Have some questions ready for the company representatives. The more you engage them, the better impression you’ll make.
  • Collect Business Cards. Collect business cards, so you have the contact information for the people you have spoken with.
  • Take Notes. It’s hard to keep track when you’re meeting with multiple employers in a busy environment. Jot down notes on the back of the business cards you have collected or on your notepad, so you have a reminder of who you spoke to about what.
  • Say Thank You. Take the time to send a brief follow up thank you note or email to the company representatives you met at the job fair. It’s a good way to reiterate your interest in the company and to remind company representatives that you’re a strong candidate.

Great post by Alison Doyle via www.thebalance.com

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It does not come as a surprise: Your organization is only as good as your employees. And your employees are only as good as your talent acquisition (aka recruiting) and talent management philosophy, approach, and team.

We all agree, don´t we?

However, ask yourself, how is your employer handling recruiting in reality? In other words: Are people and talent in your organization at the heart of its mission and strategy or just another cost line in the P&L? Are they as important as the organization´s clients, customers, and objectives? Is senior management doing whatever it takes to recruit exceptional talent to continue building a successful organization?

Fact is, that many companies don´t know how to identify, target, and recruit the talent who is interested in meaningful career moves and which might fit with vacant positions you´re looking for to fill. One key reason being that people in this group are largely passive candidates who need to be contacted at the right point of time with the right message to stimulate them to respond at all.

Find out in this article which trends will shape the future of talent acquisition. Learn how you and your company can locate, recruit, and retain the right candidates better and faster. And how to rock recruiting and your organization in the future to stay successful.

Applying A Strategic Mindset: A top-notch recruiting department establishes itself as a reliant, thought-provoking, equal, and challenging partner of the business and senior management alike. Not only filling vacancies in an transactional manner, but equally important advising business partners on long-term company and employee requirements and strategies. Based on thorough analyses, hard data, and holistic forecasting. Therefore recruiting needs to be perceived by all leaders and managers of the organization as a key function which is owned by everyone; and not only by the recruiters.

 

Masked

Embracing A Marketing Attitude: Marketing departments, more than any other function of the company, have already undergone dramatic change processes with break-neck speed in order to beef up and better understand and serve external customers. In consequence, there is a lot recruiting teams can learn by thinking and acting more like marketers.

Talent As Customers: Organizations should approach talent acquisition in the same sophisticated and dedicated manner as when trying to acquire new customers. Worded differently: “With a high probability there is some sort of customer lifecycle management process installed in your organization. The resulting million dollar question: Is there also a talent lifecycle management system in place?” Let´s face it, there are still (too) many companies who have not really understood that employees are their internal customers. Consequence: “You can´t satisfy and excite your external customers with great products and services, if your internal customers are not motivated, well looked after, and engaged.”

Simplification Of Tech Interaction: Job applicants should experience a state-of-the art application experience which is as good as the organization´s customer experience process. Have you ever thought about e.g. having a highly skilled team in place answering questions of people who think about working for you? Maybe via web video or web chat to keep it scalable? Do you have dedicated metrics and a comprehensive reporting set up to monitor and review the satisfaction levels of your applicants for each step of the interview process?

Strong Employer Brand: Every organization should not only nourish its consumer brand, but also create an attractive employer brand. Key branding principles would need to be applied to the employee experience. For example, a best possible design of a company´s site is of a paramount importance, since there it is where often the job hunting begins. In this respect it´s crucial having a well-designed career site which transports a consistent brand image that reflects the company´s main values. This enables job seekers to define if they might be a cultural fit and if it could make sense to apply. As such companies are well advised taking some time to look at how they’re being reviewed on sites like Glassdoor, Great Place To Work, Vault, etc. Possibly they can incorporate the reviews and learning into their website or any other form of (talent) communication.

The Ultra-Fast Rise Of Technology: Artificial Intelligence (AI) will play a key role in assisting recruiting. I expect that already in some years it´ll be used to help screening candidates resumes based on pre-defined traits, skills, and clues on required management and leadership principles which then will be matched with suitable vacant roles. AI will support recruiters also to assess a candidate´s abilities and behavior (e.g. coping with pressure or working in a team) in real-world scenarios (e.g. with the help of special apps running on computers and mobile devices). It also looks like that the phone call as preferred first-round recruiting means will be soon replaced by live, two-way webcam interviews.

Big Data Powers On: New recruiting screening tools, powered by big data systems, will survey social sites such as Linkedin, Xing or Viadeo (e.g. profile changes, articles published, sudden increase of new contacts, etc.). Top companies will rather rely on quantitative data versus gut instinct. Sites like Joberate already scrape publicly available data from millions of individual online social media accounts and assign a score that estimates the level of job search activity. So if e.g. someone starts making many professional connections on Linkedin, publishes multiple questions or comments on Stack Overflow (with more than 6 million members the world´s largest community of programmers) the scores go up and possibly indicates a lower engagement level, i.e. a higher openness for switching jobs and listening to a recruiter calling at exactly that time.

 

Businessman and woman discussing together while looking at laptop in office

Engagement Beats Sourcing: Often the challenge is no longer finding talent, but activating and engaging them. There are several related strategies organizations should consider. One option is to involve hiring managers earlier in the process, i.e. the recruiting team partnering with them throughout every stage of the talent attraction and recruiting cycle. In top organizations this starts already with hiring managers assisting identifying and sourcing top talent (e.g. via their own alumni or personal networks). Another effective strategy in this context is using gamification. Companies could establish e.g. virtual tournaments to search for top talents (like e.g. the digital start-up Umbel is doing it with its gaming challenge called “Umbelmania”). And, of course, social media has become mainstream for recruiting. New platforms like The Muse give job seekers a more intimate view of and broader insights into company culture, values, communication, and opportunities of multiple organizations.

Data Analytics: Through biometric data and analytics, companies like NextHire can better predict which candidates are most likely to be a good fit for a position. Applicant tracking systems (ATS) – like e.g. Silkroad or Bullhorn which allow to source, attract, engage, screen and hire top talent fast, become a must for any organization. For an excellent overview of leading ATS check here.

Candidate Relationship Management (CRM): A CRM tool does more than tracking candidates like in an ATS. It allows to seamlessly share notes, develop and nurture leads, and document activity across the entire organization. It also can match the company´s internal talent data base with external people aggregator sites such as HiringSolved which gathers data from across the web and filters the most relevant data points and search results.

New Hiring Metrics: Traditionally, recruiters have been evaluated almost exclusively on metrics like time to fill or cost per hires. The problem is that focusing too much on the sheer number of butts they can pull through the hiring funnel and into seats ignore important controls regarding quality of hire, candidate engagement or respective recruiter´s overall impact on organizational recruiting or retention. In the future the entire hiring team will be assessed more by the real value their work generates.

Employees as Ambassadors: There´s nothing more credible than having employees inter-acting with potential future colleagues. Employees participating at external recruiting events, job fairs, conventions, etc. is a first good step. Having them activating their own social networks and alumni sites is an even more powerful and scalable next step. Think about how best to attract e.g. your company followers on Linkedin, Xing, etc. Post engaging and relevant content on your site and blog and motivate employees to share and comment it. By the way, anyone in your team blogging or podcasting about non-confidential and still work-related topics? You might want to get this one kicked off rather quickly.

mjohnson-10-d3-2015-7761-new-tech-visa-supports-northern-powerhouse-and-team-hiring_6115_t12

Influencer Marketing To Recruit: As many companies now use social media to recruit, there’s a mass of online content, tougher competition, and as such it’s harder to differentiate your organization. To cut through the clutter you would need to be in a position to send job seekers clear signals to generate interest and trust. Potential candidates often turn to peers, credible opinion leaders or recognized “voices“ to get information about companies, careers, and job vacancies. Using this technique within recruitment could push you ahead, since the recruiting industry is only about to discover Influencer Marketing.

Humanness Beats Tech: Even, and especially in the digital age, organizations need to radiate a strong human touch, emotions, and warmth. An excellent opportunity for companies to give their organization a “face“ by having employees acting as real and authentic ambassadors (e.g. video tours on company main website, etc.).

Final Thoughts

It goes without saying, that the very central task of recruiting is to anticipate and fill vacancies with the right candidates as soon as possible. That´s the fundamental and transactional mission and obligation of recruiters. At the same time, recruiting is changing rapidly. Job boards and job ads will soon become relicts of the past. Big data, sophisticated matching algorithms, CRM tools, and absolute talent-centricity will influence recruitment more than ever. Recruiting will need to become a key function and department of the organization by taking on more strategic tasks such as long-term staff forecasting, planning, and business advising. Always closely embedded within the overall HR strategy and team and in a tight exchange with all main stakeholders and business partners (e.g. legal, benefit and compensation, tax, etc.).

Recruitment – like the overall management of employees – must be co-owned and carried out by line managers. Organizations that understand and resolve the challenge of candidate engagement e.g. by having various authentic employees communicating and inter-acting with candidates will ultimately prosper. Last, but not least, the better a company develops, looks after, and retains its existing workforce, the smaller the need (and pressure) to recruit new employees.

If you can hire people whose passion intersects with the job, they will manage themselves better than anyone could ever manage them. Their fire comes from within, not from without. Their motivation is internal, not external. Stephen Covey

Great post by Andreas von der Heydt  via www.linkedin.com

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Technology is changing the business world. Human resources is typically a department that is constantly jam-packed with activities. Advancements in technology have done a lot to reduce administrative tasks so HR reps are able to focus on bigger hands-on issues.

A number of HR processes have been made simple by technology with improved accuracy. Here are some of the ways in which technology has changed the landscape of human resources.

Hiring

Before the digital age, the classified ads were the main place to browse job listing and the process involved a heap of paper applications. Then, human resources reps had to screen and test potential candidates to determine who to bring in for an interview. When the process was this complex, multiple interviews were almost always necessary. The biggest problem was that a lot of good candidates would get lost in the long process and look for work elsewhere.

Now, recruiting has been made a lot easier. The process of filling out applications have been made simple and screening is mostly done with automation. This makes the process much quicker and more efficient. Even though there is no way to eliminate humans from hiring methods, leaving the initial steps to technology is a great way to keep everything moving quickly.

Electronic application programs have the ability to conduct background checks and track the online activities of candidates. By the time HR reps have made the decision to interview, the candidate has already gone through the screening process so valuable time is not wasted.

Employee Benefits

employee-benefits

As most companies will tell you, employee packages are not one size fits all. Now, there are many options available to educate and enroll employees in benefit programs. Using online portals to create a resource library is a great way to help answer employee questions about company programs while keeping them informed with updates and newsletters.

This provides a one-stop experience for education on policies, forms, and important information in which employees can access at any time.

Since the Affordable Care Act, employers have put a lot more focus on encouraging workers to get more involved in company health care programs to help control costs. Using virtual care software is a great way to gain insight from employees to find a benefit package that fits their needs to plan for the future.

As the professional world is becoming increasingly transparent, workers like having access to all their information such as how their paychecks are allocated in accordance to taxes and the benefits. In the past, this meant going through a mountain of paperwork for HR reps.

Now, with payroll technology, employees have easy access to all this information. Automatic record keeping makes sure all the information is organized and up to date for the employee’s convenience.

Engagement

engagement

Cloud and mobile technology plays a huge role in providing information and feedback from workers so companies can make proper changes. Especially as millennials begin to flood the workplace, employee engagement is becoming more and more important.

A company’s ability to actively assess this information is crucial in retaining a young workforce.

Young professionals want to be engaged in their company. Using interactive technology is a great way to give voices to the employees so HR can assess results to show what motivates people and what doesn’t. Based on this information, companies are able to adjust their model to keep everyone producing their best work.

Training

Advancements in information technology have made it simple to train new employees more efficiently. New hires are able to access digital training programsremotely which eliminates the need for professionals to take time away from their work to train the newcomers. There is no denying that human interaction in the training process is necessary as there are a lot company practices that simply cannot be taught by a computer.

However, virtual training programs make it easy for human resources reps to train a larger number of new hires and track progress through computerized testing. Employees will be able to ask more questions when they are in the field which will consume a lot less of the experienced workers’ time.

Performance Management

performance_mgmt

Performance management has seen a great deal of enhancement in the digital age. Employee performance can now be easily tracked and analyzed for the benefit of the company. HR can use data and metrics to examine a worker’s performance by pinpointing issues and providing accurate feedback. Employee performance programs can help identify those who do not match up to company standards and find out if they require additional training or need to be let go.

As the digital and professional world evolves, human resources are becoming more and more efficient. With millennials making up over half of the workforce. HR must keep up and build on technological advances to manage both employee expectations and business requirements.

Great post by  via http://tech.co

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2 Out Of 3 Companies Will Implement Social Recruiting In 2014

Posted by | 27 August, 2013 | Jobs, Recruiting, Social media, TechStartupJobs Fair

Original post by James KosurSocialNewsDaily

If you’re looking for a job in 2014 you might want to check out LinkedIn and other social recruiting platforms. According to a new study 2 out of 3 companies will use social media to recruit new workers in 2014.

In a video from the team at CareerArc Group’s TweetMyJobs they ask:

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The Social Job Seeker

Posted by | 31 July, 2013 | Berlin, Jobs, London, New York, Social media, TechStartupJobs Fair

Original post by SRRT

Learn how job seekers are increasingly using social media to look for their next job — and get ideas how to use it yourself to fill your next vacancy. Jobvite collected data from from all over the web and put together this infographic.

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How Social Media Can Help (Or Hurt) You In Your Job Search

Posted by | 3 June, 2013 | Hiring, Jobs, Social media

Original post by Jacquelyn Smith,Forbes 

dwjtYJOkWZuGTiP7JBJ-STl72eJkfbmt4t8yenImKBVaiQDB_Rd1H6kmuBWtceBJSocial media is a key player in the job search process today.

Sites like Facebook, Twitter, LinkedIn, and Google+ allow employers to get a glimpse of who you are outside the confines of a résumé, cover letter, or interview—while they offer job seekers the opportunity to learn about companies they’re interested in; connect with current and former employees; and hear about job openings instantaneously, among other things.

That’s probably why half of all job seekers are active on social networking sites on a daily basis, and more than a third of all employers utilize these sites in their hiring process.

Career transition and talent development consulting firm Lee Hecht Harrisonasked hundreds of job seekers via an online poll, “How active are you on social networking sites?” Forty-eight percent said they’re very active on a daily basis, while 19% said they log on about two or three times per week. Another 22% said they use social networking sites one to three times per month, or less. Only 11% of job seekers said they never use social networking websites.

“I was really excited to see how many job seekers are active on social media,” says Helene Cavalli, vice president of marketing at Lee Hecht Harrison. “As strong advocates, we spend a lot of time coaching job seekers on how to develop a solid social media strategy. While it isn’t the only strategy for finding a job, it’s becoming increasingly important.”

Greg Simpson, a senior vice president at Lee Hecht Harrison, said in a press statement that job seekers must understand how hiring managers and recruiters are using social media in all phases of the selection process.

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UK – RESOURCE SOLUTIONS RELEASES SOCIAL RECRUITING GUIDEBOOK

Posted by | 10 December, 2012 | Hiring, Jobs, Social media

Original post by StaffingIndustry

Resource Solutions has released their Social Recruiting Playbook, a ‘working guide’ on how to harness the power of social recruitment.

Written in conjunction with industry specialists at Carve Consulting, the playbook is designed to introduce senior executives in HR to social media. With more than 175 million professionals using LinkedIn and Facebook having just reached one billion users, it is clear that social networks are becoming the primary way in which the world communicates, connects and shares news. Organisations know they need to engage but most simply don’t know how to. The playbook explores how organisations can use their social networks to find great people by considering:

– The key social media platforms available for recruitment and the advantages of each

– How job seekers can be engaged through social media

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