What Social Recruiting Apps Actually Work for Candidates

What Social Recruiting Apps Actually Work for Candidates Youve read all the blog posts, articles and ebooks. Youve heard pundits on TV, radio and down your local pub swearing by the power of social media. Its the solution to everyones customer service gripes, online dating, general time waste and of course your job search. Were told recruiters and employers spend all day trawling through random social networks to find their next hire. So what are you doing even reading this, you should be busy branding yourself on social media surely? Which ones should you use? How do you know which social tools are actually useful for jobs and which ones are a giant waste of time and effort? Well thats not easy to tell. They all look equally shiny and typically have a decent content marketer pushing out good stories on a blog. Is BranchOut going to get you a job? Maybe BrandYourself? No wait, try VisualCV or why not DoYouBuzz. BeKnown is definitely the one. Wait, theres another one If youre a jobseeker (or an employer) you will have noticed that almost every week there is a new shiny tool, app, plugin, add-on, extension or platform launched in the career space. They all have unique features and promise to automate your job search (or candidate search for employers). You might find yourself signing up to new tools every week and going through the motions of filling in your bio, uploading that photo and connecting with the same people again. By doing this its easy to achieve a false sense of achievement, just like spraying out 50 CVs to random companies. Low barriers to entry The trouble with online technology is that the barriers to entry are very low, meaning anyone can set up the next big thing from their garage. This is of course a great leveller and you would hope the invisible hand of business would sift out the inferior products. Not so Im afraid. Just as its easy to set something up, its easy to keep it ticking over as well whilst you decide what to do with it (thats what they call BETA testing). This situation is not something the end-user will benefit from. Big companies always succeed surely And just because a large company launches a new application doesnt mean its going to take off; Monster.com launched BeKnown last year. It was billed the professional network hosted on Facebook and was going to be a game changer. A year later you barely hear about it anymore those guinea pigs that signed up and did up their profiles, connected with others and started engaging must be regretting their early adoption. What are some of the good ones? There are a few tools that are genuinely useful and they have either been acquired by the bigger players, such as Rapportive or SlideShare which were both snapped up by LinkedIn. The best way to find out which ones are worth bothering with is to take a step back and let others do the testing for you. Instead of jumping on every new plug-in, wait for reviews to come in and ask your network if they get any use out of Super Cool Plug-in 3.0. Bottom line Social media is about people and a hiring process is about people (I would hope). Use social to identify and contact the right people within an organisation, dont sign up for another tool that somehow automagically would contact people on your behalf. If you think a tool looks useful, take a step back and breathe. Read the reviews, ask your peers and do your due diligence. Then youre ready to invest your time and effort. What social recruiting tools work for your career management? Please let me know in the comments! Image: Shutterstock

Personal Branding Interview Jordan McAuley - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Jordan McAuley - Personal Branding Blog - Stand Out In Your Career Today, I spoke to Jordan McAuley, who is the King of Celebrity Contacts and the author of Celebrity Leverage.   In this interview, Jordan tells out the ways to get celebrity endorsements, how he got involved in this niche, his impressions of personal branding and a few success stories. What are your top 3 ways to get celebrity endorsements? Having your photo taken with celebrities holding your product Getting verbal endorsements by having your product included at gift suites Paying for them How did you get involved in the celebrity branding area? Ive been helping entrepreneurs and small businesses get their products to celebrities since 1996 with my Contact Any Celebrity service. I put together my new book, Celebrity Leverage to give examples and answer questions Im always asked about how business owners can get their products to celebrities. What is your opinion of personal branding? How have you built your brand? Branding yourself is very important, but I think its more important to brand your business or product. Look what happened to Martha Stewart when she went to prison she was the brand and her company suffered for it. There has to be a balance between the brand of the owner and the brand as a whole. Too much focused on the owner is mistake. Ive built my brand by being consistent over the years, getting involved with various groups (the Independent Book Publisher Association, Association of Fundraising Professionals, Public Relations Society of America), and writing lots of books! What success stories have you seen with people using celebrity endorsements to boost their careers? There are many examples in my book. One is of a company called Wear You Manners, a childs t-shirt line. They send their t-shirts to celebrities with children like Doug Savant (Desperate Housewives) and Laura Leighton (Melrose Place). Then when they get a thank you note, they ask the celebrity if they can use it and put it up on their Website. Another story is Amy Peters of Amy Peters Studio. She sends her jewelry samples to the wardrobe department on prime-time television shows, thus getting her jewelry worn by major TV stars! - Jordan McAuley is known as the “King of Celebrity Contacts,” and his Contact Any Celebrity service is one of the most respected publicity resources in the world. McAuley and his books have been featured by USA Today, The Associated Press, The Wall Street Journal, Investors Business Daily, Entertainment Weekly, and Star Magazine. He has also appeared on CNN, National Public Radio (NPR), E! Online, Gawker, Better TV, and Sirius/XM Satellite Radio. McAuley is featured in several best-selling books including Timothy Ferris’ The 4-Hour Workweek. McAuley is the author of the best-selling annual directory, The Celebrity Black Book, Secrets to Contacting Celebrities: 101 Ways to Reach the Rich Famous and his latest book called Celebrity Leverage. McAuley got his start as an intern in the publicity departments of CNN and Turner Entertainment in Atlanta.

Data Analyst Job Description - Algrim.co

Data Analyst Job Description - Algrim.co Data Analyst Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs. Related Hiring Resources 5 Best Data Analyst Internships Data Analyst Resume Example Data Analyst Cover Letter Sample

On the Job by Anita Bruzzese The Miserable Job

On the Job by Anita Bruzzese The Miserable Job My oldest son, a teenager, has been a busboy/dishwasher for about two years now, and he recently told my husband and me that he had come to an important realization about his job.You get yelled at for doing something wrong, but no one ever says anything to you if you do something right, he said, in apparent disgust. And its the same thing, every day.My husband reached out and shook my sons hand. Welcome to the world of work, son.Then we laughed while my son scowled at both of us.Still, part of me was saddened that my son had come to this realization about work so early in his life. He used to enjoy going to work, thrilled with the thought of earning his own money, enjoying the camaraderie of the guys in the kitchen and getting a kick out of being part of a busy family restaurant.But lately hes come home from work more tired, more critical of some co-workers (I worked with dumb and dumber tonight, who are going to get us all fired, he groused) and more cynical about what it takes to e arn money (Who the heck is FICA and why is he taking all my money? he complained).I dont think its what Patrick Lencioni would call a miserable job, but its headed in that direction. In his book, The Three Signs of a Miserable Job, Lencioni outlines what he considers to be a miserable job:1. The people you work with dont know you or care about you.2. You dont know how your job matters to others.3. You cant assess how youre doing in your job.Workers who are miserable are less productive, efficient, and more likely to have physical ailments that affect their professional and personal lives. With the increasing focus on remaining competitive in a global marketplace, Lencioni points out that managers should ask themselves what they can do to guard against workers becoming miserable in their jobs. As part of a self-assessment, he suggests managers ask themselves: Do I really know my people? Their interests? How they spend their spare time? Where they are in their lives? Do they know who their work impacts, and how? Do they know how to assess their own progress or success?Finally, he says bosses should develop a plan to do a better job of getting to know and understand employees. He suggests one-on-one meetings, team sessions and clearly outlining what is trying to be achieved.While this seems like a simple concept, Lencioni says that many companies and managers miss the boat. He also has a deeper message to impart to those in charge:By helping people find fulfillment in their work, and helping them succeed in whatever theyre doing, a manager can have a profound impact on the emotional, financial, physical, and spiritual health of workers and their families, he says. That is nothing short of a gift from God. Amen to that.

4 Biggest Recruitment Mistakes Made by Small Businesses

4 Biggest Recruitment Mistakes Made by Small Businesses Small businesses generally don’t have unlimited resources and time to waste on recruitment mistakes. Hiring costs an average of $4,169. It should also be mentioned that replacing someone costs even more: an average of 6 to 9 months of that employee’s salary!Photo Credit â€" Pixabay.comFor a manager making $40,000 a year, that’s $20,000 to $30,000 in recruiting and training expenses. Bad hires are avoidable money pits. Below are the worst things you can do for your small business recruitment and solutions to prevent them.1. Hiring purely based on skill setYour first instinct may be to hire the “superstar” candidate that has confidence and a stellar resume. However, avoiding a toxic worker provides more benefit than finding and retaining a superstar! An overconfident personality can be easily misconstrued as positive, but may very well lead to hiring someone with skills but no culture fit. A toxic employee can hinder the productivity of your business. No company needs this, e specially small businesses!evalSolution: Define the ideal hire beforehand, focusing on skill set and values/goals/personality, simultaneously! Use a survey to screen for make-or-break answers early on in the application process. Constantly optimize the hiring process in order to hire the best fit for your company, even as your hiring needs change and grow.2. “Posting and praying”This method may only work if your small business has scaled into an internationally recognized brand, and even then, it’s not the best method. Slapping a job posting up on a job board Even when using the right streamlining software, small businesses can make the mistake of putting too much pressure on the HR department during the hiring process. Deadlines approaching and an empty chair to fill can lead hiring personnel to make hasty decisions.Rushed processes are normally not the most efficient, and it’s no different when making a new hire. The HR team may experience burnout and make hiring decisions that lead to quick firing decisions. High turnover rate then negatively impacts employer brand.Solution: Collaborate! Hiring as a team has several benefits: different perspectives, increased employee morale, hires that are better fits, less bias, and less burnout from putting pressure on just the HR personnel. Build rapport all year round and keep potential candidates in talent pools for quick outreach later. This way, you won’t be pressured to find quality talent in a short amount of time, because you will have a resource to tap from.Practical Application for your Small BusinessThis may seem like daunting information to take in and process, but once you get started, it’s worth it to craft your recruitment strategy! In order to avoid major, destructive hiring behaviors, ensure that your small business does the following: hire for skills and cultural fit, target passive and active candidates, find the right tool to streamline areas of the process, and work together to hire the b est candidates for your team.evalRemember that your small business needs to establish employer brand, working from the inside out. Foster a work environment that talent will want to join, and everything else will fall into place.

Do you deserve a job - Margaret Buj - Interview Coach

Do you deserve a job Do you deserve a job? (a bit controversial!) Before you get indignant, hear me out. A couple of weeks ago I spoke to a Project Manager who’s been out of work for 3 months. He’s had several unsuccessful interviews during that time and he shared that he’d either had zero or negative interview feedback. Having worked with hundreds of clients with a similar problem, I knew a single session could transform his interview technique, from consistent failure to certain success. Yet, let’s call him Mark, decided he didn’t want to spend a couple of hundred (his would be daily salary) to improve the odds of getting a job, anytime soon. His reasons, he hadn’t got a job! His choice â€" I wished him well. Before hanging up I asked, “How much are you missing out on every day while not working?” He said his expenses for getting to interviews were being reimbursed. Not the point at all Mark was on £4k per month in his previous job. Therefore, by not working, he is losing roughly £200 gross a day in lost earnings. If he understood the importance of fixing his resume and interview technique, potentially he could have been employed 2 months earlier and £8k richer for it. It breaks my heart when I see people think £200- £300 is too much money to change the prospects of getting hired. The longer Mark is out of work, the more difficult it will be to get a job. And every day it’s costing him £200 in lost earnings. In today’s very competitive job market, learning how to package your skills and expertise to convince an employer you are the best person for the job is absolutely critical. You only have to invest a bit of time and money to completely change the trajectory of your career. Be the person an employer would invest in. And remember, every week of delay you’re hundreds or thousands worse off.   Book a slot for a call if you want to see how I can help you, but most of all take the decision to invest in the best investment possible â€" YOU! _____________________________________________________________________________________________________ Margaret Buj is an interview and career acceleration coach who specializes in helping professionals get any job they want at their best ever salary. If you want to find out how recruiters read resumes, why you’re not getting hired, how to sell yourself successfully in a job interview and how to negotiate your best salary yet, you can download her ‘You’re HIRED!’ free video course at http://www.Interview-Coach.co.uk To contact Margaret, please email margaret@interview-coach.co.uk

Job Search Strategies - The Benefits of LeBow Resume Writing Appointment

Job Search Strategies - The Benefits of LeBow Resume Writing AppointmentWhy should a LeBow resume writing appointment an important step in the job search? The answer is that it can make or break your career. There are many programs out there that offer to help you get a job, but remember, these jobs are usually less than ideal and you're just taking one more step towards your jobless day.The biggest benefit of attending an interview at a LeBow resume writing appointment is that you can learn a lot about the company's qualifications. If you fail to secure a position in this competitive industry, at least you'll know the type of employees the company has on its payroll.Most people don't have a chance to apply for positions such as these, so this is a great way to get some exposure and get some interviews before you start to get out of the proverbial rut. You'll also have a good feel for how the company views people with your personal experiences and how much they're willing to offer. Y ou'll be looking for a company that doesn't hesitate to offer an interview and that will have an open door policy when you go back for another job. Interviews will be a huge plus point for your career, so be sure to do whatever you can to make them happen.You might also find it interesting to go to LeBow resume writing appointments and try to get the attention of someone from a company you are interested in applying to. This is a great way to introduce yourself to other job seekers and get a better understanding of their personality and culture.If you're interested in attending a LeBow resume writing appointment, but you don't have time to get out and get hired at a particular place, you might want to consider just waiting for the company to ask you if you want to visit a different place while you're still searching for a job. It's a fast and easy way to see what other companies have to offer you, so it's worth checking out. Some of the companies that host their own event will have some restrictions for how many attendees they allow you to bring, so plan to book a table or two at one of the local events before you go to any others. You can also get an idea of the type of people the place is willing to hire by looking at the company and the types of jobs they have.Don't think of a LeBow resume writing appointment as an obligation - go when you like and invite any other friends or family members you may have who are looking for employment. Your new contacts will likely thank you for going, and your chances of getting hired will definitely increase.