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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

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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

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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

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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

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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.

 

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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.

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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

Comments Off on 2 Out Of 3 Companies Will Implement Social Recruiting In 2014

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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Comments Off on The Social Job Seeker

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

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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Comments Off on UK – RESOURCE SOLUTIONS RELEASES SOCIAL RECRUITING GUIDEBOOK

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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Comments Off on Facebook Social Jobs App – Not A LinkedIn Killer

Facebook Social Jobs App – Not A LinkedIn Killer

Posted by | 20 November, 2012 | Jobs, Recruiting, Social media

Original post by Josh Bersin via Forbes 

There was an amazing amount of press last weekabout Facebook’s new social jobs app, even forcing LinkedIn’s stock down a few percent. What exactly is it and will it matter?

The Facebook Opportunity in Recruiting

Well first of all, it’s important to realize that Facebook does have a huge opportunity to make money in the recruiting space, with business models similar to LinkedIn. And today the company is selling plenty of recruitment advertising (we don’t know what percent of its ad revenue is from recruiting, but with nearly 1 billion users there’s plenty of opportunity).

Remember that the recruiting industry, which consists of over $130 billion spent on products and services to help employers find people, is all about “finding the right candidate.” And with so many people actively sharing all their personal information on Facebook, there are a lot of opportunities for companies (Facebook and others) to develop tools to help recruiters find those candidates (and vice versa).

The real business model in recruiting today is not candidates paying to put their resume online, but rather building fantastic search tools to help corporate recruiters find just the right people. We like to call this market “TheGoogle of People” – and a variety of smart companies are working on this now. LinkedIn has built amazing tools in this market, and is now on a runrate to generate a billion dollars in talent management revenue next year.

That all said, going after this market takes intense focus (it’s a complex and highly competitive space), and it does not appear that Facebook is there yet.

The Social Jobs App (or “Partnership”)

The Facebook Social Jobs Application (or Partnership) today is an aggregated search tool that lets candidates search job postings among five of Facebook’s application partners (MonsterBranchOutWork4LabsUS.jobs, andJobvite). While this sounds like a good idea, it isn’t executed well.

When you use this application, you essentially type a search term into the box and select which of the five organizations you want to search from. And as you can see from the promotional page above, Facebook is promoting the total number of jobs in the system.

Well if you try the app (click here to try it out), you find it to be a fairly poorly implemented search system which doesn’t even come close to the services offered by LinkedIn or Indeed.com (Indeed is one of the most successful job aggregation systems in the market).

Today it has several challenges.

First, you have to select which job source you want to search (which more or less makes the system frustrating, since each of these five providers reaches different and overlapping parts of the market). So when you do search, it’s very confusing where to go.

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We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
Find out more information by visting the NYC Jobfair page.

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Social Recruiting is Romance

Posted by | 20 November, 2012 | Recruiting, Social media

Original post by KARMAHIRE

Recruiting is Romance: Attract the Best Candidates with Social Media

Relationship building with job candidates on social media is the future of recruiting. Relationship recruiting is a popular term being used often, and recruiters are focusing on screening potential candidates over social media. Besides posting on job boards, a recruiter can also post their hiring needs on LinkedIn, Twitter, or Facebook statuses. Many companies are starting to have careers based social feeds, but the line is blurring as many recruiters are using their own social profiles and networks to represent the company. Recruiters have also become more proactive, scanning for talented individuals on social networking sites. They can then begin a two-way dialogue with candidates and start to see if there’s a spark. By building these relationships, recruiters are then able to identify present (and future) candidates by forming long-standing relationships with them via social media.

Here are some tips on how to build relationships with your talent:
First, decide on where you want to establish a presence beyond your company webpage. Sign up for social networking sites so you can start recruiting top talent and spread the word that your firm is hiring. Recommended sites are LinkedIn, Twitter, and Facebook. If you decide to use several social networking sites at a time to search and connect with top talent, consider signing up for Hootsuite – a social media management dashboard that manages and measures your various social networks.

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We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
Find out more information by visting the NYC Jobfair page
.

Comments Off on 4 Best Tips for Successful Social Recruiting

4 Best Tips for Successful Social Recruiting

Posted by | 10 October, 2012 | Social media

Original post by Allison Reilly via RPOA

Social media and recruiting is the next gap to bridge in hiring and recruiting, the next frontier in finding great candidates better and faster than your competitors (and turning those candidates into employees). However, as the next gap to bridge and the next frontier, there’s still a lot to learn in social media and recruiting. Developing a successful social media recruiting strategy is still an experiment, a process of trial and error. To establish your social recruiting strategy and to facilitate that process, here are the 4 best tips we have for successful social recruiting:

1. Evaluate Your Employment Brand Before Getting Started

Social media not only makes candidates more transparent, but it also makes your company and the recruiting process more transparent. If potential candidates don’t like how you’ve represented yourself on these social networks, then they won’t be engaged or interested in what you have to offer. Your employment brand needs to be in place before starting your social media and recruiting and getting involved in a digital dialogue, as the brand will be the guide to what’s being said and how the process unfolds.

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Comments Off on Study: 75 percent of Americans on the lookout for a new job

Study: 75 percent of Americans on the lookout for a new job

Posted by | 9 October, 2012 | Jobs, Social media

Original post by sfgate

A new poll suggests most Americans are always keeping an eye out for that next better paying or more satisfying job.

The study commissioned by social recruiting firm Jobvite of Burlingame found that three out of every four workers are actively looking for, or at least open to taking, a new job. That’s up from 69 percent during a poll last year.

Those numbers take into account all workers, employed or not. But even of those who do have jobs, 60 percent would be open to taking a new job and 9 percent are actively seeking one, the study said.

However, job seekers are more pessimistic than last year about finding that job – 61 percent say it’s harder to find a job now than last year.

Something that may hold them back even more – looking bad on a social network. Previous studies showed 86 percent of job recruiters are likely to look at Facebook, LinkedIn or Twitter to check out potential employees.

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Social Media in Recruiting

Posted by | 6 September, 2012 | Social media

Original post by slideshare

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We’re delighted to announce we’re holding our second bi-annual Job fair this September in London

Comments Off on HR TOOLS AND TECH: THE RESUMATOR: SOCIAL RECRUITING PLATFORM

HR TOOLS AND TECH: THE RESUMATOR: SOCIAL RECRUITING PLATFORM

Posted by | 13 August, 2012 | Jobs, Social media

Original post by we know next

The Resumator offers HR professionals an innovative way to locate qualified job candidates through not only social media but across various popular job sites, while only utilizing one interface. Through the application, the user can promote job openings using social media, free job boards and other online resources. After recruiters evaluate various responses, The Resumator provides efficient applicant tracking, productivity tools, easy job syndication through numerous sites, automated rejection and confirmation messages, real time reports and analytics, custom job applications and specific roles set for individuals and team members.

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We’re delighted to announce we’re holding our second bi-annual Job fair this September in London

Comments Off on 5 Ways You Are Killing Your Business When Recruiting (Social Professionals)

5 Ways You Are Killing Your Business When Recruiting (Social Professionals)

Posted by | 12 August, 2012 | Jobs, Social media

Original post by  via B2C

I’m sure not everyone is guilty of these hiring faux pas in the social media era, but I’ve seen it enough in the past 4 years of interviewing and pitching for social media positions and clients that I know many business owners are hurting their business in the process of recruiting. Whether you are hiring someone to work as your employee, an unpaid intern or you have a professional recruiter finding your new social media community manager or contract agency, the old fashioned rules of social etiquette apply, even more so when you’re hiring social media professionals who know more about digital marketing and socializing technology than you do.

First lets review “The Rules” of social media, though I’m sure you’ve heard them before, many experienced hiring professionals just don’t believe they’re true or that they apply universally:

  • Be transparent
  • Be authentic
  • Make a conversation with you worth their time

The social media professionals you are hiring, know and live by these rules, and you can expect they’re sharing your ignorance if you make it obvious that you don’t. As painful as that might be to hear, it is true and the HR professionals who embrace the new rules of social media are the ones who are able to more consistently find and place the right candidates.

  1. Treating them like they are less valuable than your client. Successfully finding the right fit in a candidate at the right time and having the right offer/environment/culture to keep them happy is an art form and requires a commitment to developing a professional relationship with candidates that could be described as “personal”, “friendly” or “intimate” – not sexual of course, but you’re friendly enough to spend time together socializing, drinking, or volunteering / participating in events online and IRL evenings & weekends.
  2. Drop them and never call again the minute you know they aren’t right for your position right now. This is the ultimate in rude behavior, and for candidates who prize their ability to influence their professional opportunities and their entourage of friends alike, you can’t afford to have them cut you out of the conversation.

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We’re delighted to announce we’re holding our second bi-annual Job fair this September in London

Comments Off on Are You A Super Social Job Seeker?

Are You A Super Social Job Seeker?

Posted by | 30 July, 2012 | Jobs, Social media

Original post by Social-Hire.com

1 in 6 people found their last job by using social media, according to data from Jobvite. This figure – nearly 17% of jobseekers – rises to 28% for those candidates who are more serious about developing their social networking connections. With recruiters around the globe increasingly sourcing candidates via social media channels, what do you as a candidate need to be doing differently to be one of these “super social job seekers”?

Check the following infographic and you’ll see super social job seekers are likely to have connected with far more people on social networks, with the top 40% of candidates having 150+ connections each.

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We’re delighted to announce we’re holding our second bi-annual Job fair this September in London.

 

Comments Off on How Social Media Is Redefining the Resume

How Social Media Is Redefining the Resume

Posted by | 26 July, 2012 | Social media

Original post by CityTownInfo.com

Resumes have long been the standard way in which job applicants illustrate their qualifications to potential employers. However, the rise of social media in the corporate world is shifting the emphasis from the resume’s static representation of qualifications to a more interactive way of finding and recruiting new talent. CNNreports that many hiring managers are now turning to job candidates’ online presences—LinkedIn, Facebook, and Twitter profiles, as well as their Google search results and any web content they have written—rather than relying solely on a list of experience, education, and achievements. Some companies even ask candidates to actively integrate social media into their job applications.

CNN cites the perspective of Gretchen Gunn, a principal at the recruiting company MGD Services, to help illustrate the evolving roles of the resume and the web in the job search. Gunn stated, “The concept [of the resume] is not changing. That document, your life history of your work, isn’t ever going to be obsolete. It is the vehicle that is changing.” CNN explains that this “vehicle” has progressed from a static paper document to incorporate a mish mash of various social media sites and web content, particularly for tech companies. For example, the New York venture capitalist firm Union Square Ventures asked job applicants to provide them with a “Web presence” in lieu of a resume. ”This could be anything from a Twitter account to a blog or Tumblr to a project you hacked together,” explained Union Square’s Christina Cacioppo to CNN.

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Comments Off on Transmedia Companies Want ‘Story-Driven’ Tech People

Transmedia Companies Want ‘Story-Driven’ Tech People

Posted by | 23 July, 2012 | Jobs, Social media

Original post by   via Dice

The entertainment business is engaged in nothing less than the reinvention of narrative, and the leading edge is something called transmedia. It’s in this corner of storytelling that a next wave of developers, gamers, filmmakers, writers and composers are creating immersive story-telling experiences that employ a variety of media, delivered across platforms. But here, “cross platform” means more than just on your console one minute and your smartphone the next. It means on your phone, your PC, your iPod, your TV, in the theater.

Who’s Doing It?

Companies engaged in transmedia can be grouped into three general sectors. First, there are native companies whose focus is original content across mediums. Next are marketing companies who create a wide range of original content around an existing product — think Game of Thrones orHunger Games. And finally are the tech businesses who create platforms that other people can use to distribute content across mediums.

Most of today’s players are in the marketing sector since transmedia tends to end up as extensions of a brand that are meant to keep users engaged, as opposed to generating revenue themselves. One of the most successful companies in this arena is New York City’s Campfire. (Its early claim to fame: The founders produced The Blair Witch Project.)

Following the Community

Steve Coulson, Campfire’s creative director, says the company thinks more in terms of medium and platforms than technologies. Its goal is to get stories into where fan communities congregate and in ways they’ll consume and participate with them. Sometimes the solution is technological, like an app or a game.

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