Job Branding

  #BrandYou : Show employers who you really are! Share your experience, goals, passions and skills with future employers.  

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Several years ago, I recruited entry-level desktop support talent.  I wanted to do something different from hiring “cookie cutter” techs.  I wanted bright, “liberal arts techie”-types, as I found that they made the best technicians.

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The number of temporary employees is expected to increase to 65 million by 2020, but some experts say safety nets are shrinking for this growing group. What role do temporary and contract workers play in American business, and how can employers best work with them as they attempt to build a career?

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Bad bosses stalk the corridors of most companies, but enduring them doesn’t have to be part of anyone’s job description. How can HR professionals help limit the damage from these walking calamities?

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Millennial retention is all based on family benefits

No age group wants paid time off for themselves or loved ones more than millennials. As these tech-savvy young adults come of age both at work and at home, they’re feeling the stress of decreasing life balance and increasing demands. Employers, too, are affected by millennials’ commitment to family. A recent survey by Care.com found a direct correlation between family-friendly benefits and retention of key employees: 1. Family is an important part of the millennial lifestyle. Most employers are using to think that workers pay attention to the numbers on their paychecks, but millennials aren’t as impressed with high salaries as it is commponly used to consider. Instead, they seek out employers and careers that offer the best family-centric benefits, including flexible schedules, paid parental leave and child-care assistance, the Care.com survey found. More than 80 percent of millennial workers surveyed said they would change job based on benefits related to family care. 2. A crucial moment in time for millennials. Millennials are reaching a critical point in their lives: moving into management roles as they start families. While half of millennials point to increased work responsibilities as their primary source of stress, more than 40 percent cite growing family obligations. Millennials constitute a full 90 percent of new parents, so it’s not surprising that flexible work schedules and assistance with childcare rank among the top benefits that would spur workers to embark on a job search. Around the world, about half of managers work in excess of 40 hours per week, and 40 percent report an upswing in time spent on the job. Working hours of millennials and parents have increased the most in the past few years. 3. How are businesses affected, and how are they responding? Family-care benefits have a direct relationship to recruitment and retention of employees, the recent research shows. Companies that lack such benefits suffer from a distinct disadvantage when it comes to attracting and keeping top talent. Employers pay an average of 20 percent of a worker’s salary to replace that worker. With millennials the costs of workers abandoning ship for companies with better lifestyle and family benefits could become painful very quickly. Many businesses are responding to the trend by boosting family-friendly benefits, including onsite child care, assistance with college tuition costs for employees and dependents, and paid child-care leave. Alongside increased success in recruiting and retention, benefits for companies include less absenteeism, better engagement and higher job satisfaction. 4. Family-centric benefits aid in recruiting, retaining millennial workers. A corporate culture that not only tolerates but encourages adequate attention to family life is key for engaging millennial workers. Significant numbers of millennials are willing to move — even internationally — to attain the elusive ideal of work-life balance. Companies that send the message “yes, you can have it all” take a major step toward convincing millennials to settle down.

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How Social Hiring Platforms are Changing Recruitment Forever

It used to be said that employers made up their minds whether or not to hire a prospective candidate within 5 minutes of sitting down to interview them.

It’s hard to say if this is true or not, but many people in positions with responsibility for hiring would probably admit that they had made appointments based on a “gut feeling” – simply whether or not they felt the person was the right fit for the vacancy.

Well, all that is changing. Taking on a new employee represents a huge investment for most companies, particularly in a managerial or professional role. A large proportion (40% to 60% by most estimates) of a company’s revenue goes on staff salaries. So in an age where everything can be measured, quantified and analyzed, it makes sense to put a bit more planning and strategic thought into the recruitment system. Online recruitment platforms have been around for a while now, so have already provided us with a great deal of data. For example it’s very simple to find out what the average spend, in terms of time and salary, will be to hire an IT technician with 5 years’ on the job experience, in a particular part of the world, making it far easier to plan ahead and prioritize. Employers long ago got used to carrying out ad hoc Google checks on candidates they are considering hiring, to find out if there were any skeletons in the closet which hadn’t come out during the application or interview processes. These days it goes a lot further than that – and we could find ourselves being rejected based on what we haven’t said, rather than just what we have said. A lively and engaged social media life is often seen as an indicator that a person is sociable and keen on communicating with others. The ideal candidate should be active on at least two social networks. To this end, companies frequently make use of social recruitment platforms which rank users according to their social media influence. Particularly if you are looking for sales or marketing roles, it is a great way to show employers that you can network, make connections, and persuade people that you are worth listening to. A Social Hiring Platform is helping to take the guess work out of recruitment. Rather than relying on the famous “gut feeling”, those taking a more scientific approach to appointing staff are finding it leads to more suitable people who stay happy and on the job for longer. Just as importantly, candidates hopefully will no longer have to hope that they won’t be overlooked because the interviewer doesn’t like the tie they are wearing, or because they went to the wrong school.

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Today’s job-seekers are on the move and more connected with their mobile devices than ever. If your mobile recruiting strategy isn’t up to speed, top prospects are likely leaving your company behind. Why are nine in 10 workers using mobile apps to find their next job, and how can you keep pace?

To reach more prospective applicants on mobile platforms, create a mobile recruiting strategy that includes:

- An easy, one-button application. The longer the job application, the fewer candidates who will complete it on their smartphones.

- Ability to capture an applicant’s contact information, areas of interest, current responsibilities and a link to a social media profile.

- A mobile-optimized careers site. Pages should look good on small screens, should be easy to navigate and should require minimal clicks to reach important content.

- A reliable method for measuring mobile career site traffic. Track how many job seekers visit your careers site on smartphones versus laptops; the numbers may surprise you and support greater spending on mobile recruiting.

- Clear, easy-to-find information on available jobs, benefits and total compensation.   Read more

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Some Recruiting Examples from Big Companies

There is nothing more gratifying for employers than finding a candidate whose skills and personality match the open position. Nowadays, generic job advertising and career pages fail to stick out among the crowd. Instead, companies are creating out of the box and inventive hiring campaigns on social hiring platform in order to capture qualified candidates. Let’s take a look at the top recruiting tips used by most inventive companies:

Create an Inventive Video

The video features a strong eye-catching introduction and fast-paced transitions to showcase the people and culture of a company. A “regular” employee hosts the video in order to give recruits the feeling that the company is down to earth. The video illustrates the culture of the company well, and you feel like you are on a true tour of the company. It helps that the company lists video games and free daily catered lunches as perks of the job, too!

Investing in a high quality recruiting video will show potential employees that your company is more than just a logo.

Build a candidate referral network with your workforce

Employee referrals save time, save money, and deliver qualified candidates. Part of the reason for this is that employees are unlikely to recommend people who they think are unreliable. Additionally, the recommended hire usually has a higher retention rate than employees hired through other methods.

You can implement an employee referral program at your small or mid-sized company, too. Offering incentives reinforces your commitment to rewarding your employees for assisting with company recruiting efforts.

Offer Unusual Perks

Companies are looking at the organization to figure out a way to not only differentiate themselves from the competition, but add more value for their employees.

There are companies which invest in its people by offering unusual perks. Other companies concentrate on recruiting top talent, as well as maintaining an environment where employees can grow and develop. Employees are offered career mobility and extensive training.

In addition to offering upward mobility, more companies are offering free health care in an effort to set themselves apart from the competition.

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Are the robots coming for your career? It depends on which experts you ask.

After decades of largely behind-the-scenes advances, artificial intelligence and robotics have burst into public consciousness in the past few years. While technology analysts generally agree that AI will take over many jobs in the next 10 years, they disagree on the probable effects of the shift. Opportunity or calamity? When the Pew Research Center polled nearly 1,900 experts about AI and the future of work, the results were mixed. The experts agreed that by 2025, AI will play a central role in a number of industries, including transportation, health care, home maintenance, customer service and HR. But they disagreed on exactly how the changes will impact the ability of individuals to find a job. Just under half of the experts predicted that AI will dislodge large numbers of both blue-collar and white-collar workers from their jobs. More disturbingly, many expressed fears that the shift in the job market could increase income inequality and leave many workers without employment prospects. The other half of the group took a sunnier view, positing that new technologies will create more jobs than they destroy in the next decade. Although these experts predicted that robots and AI will take over many current jobs, they expressed confidence that human brain power and gumption will give rise to new industries and ways to earn a living. Technology advancements can be your friend. The Intelligent Job Board is already here to help add intelligence to job search and to process of talents attracting and hiring.

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How To Not Go Too Far When Making Your Resume Stand Out

What are you willing to do to make your resume stand out? Would you plaster your face on a giant billboard? Design your resume with the look and feel of a scrapbook page, complete with a pink stationary background and graphics resembling a paperclip and label gun strips? Drop off your application in costume? In many lines of work, creativity gets you points. Be careful, however, about getting too creative with your resume. While an interesting design can help you stand out, it’s important not to go overboard.

Step 1: Determine How far is too far

It depends on the accepted decorum in the field you’re seeking to enter. While buying a billboard featuring your picture and a job plea might score a home run for an advertising position, it likely wouldn’t get the same reaction in a more-conservative field like banking.

Certain resume tactics are highly likely to receive negative attention in most fields: Adding glitter or an odd background. Using perfume or another scent. Appearing at your prospective employer’s office in costume to drop off your resume. If such tactics are considered well outside the norm in the field to which you’re applying, you may find yourself the butt of jokes rather than the recipient of a juicy offer.

Step 2: Make sure your resume is still readable regardless of design

While an interesting design used in your resume can help you stand out from the pile, you do not want graphics and format to overwhelm and blot out content.

Step 3: Having fun in your resume may result in unintended effects

You may find yourself the butt of jokes rather than the recipient of a juicy offer because of:

- Attempts to be funny or cute.

- Coming across as boastful or arrogant.

- Using slang, profanity or emoticons.

- Sharing highly personal information.

Step 4: The right ways to stand out

You want to come across as innovative, but you don’t want to go so far that you’re not considered a serious candidate. There are ready-to-use solutiuons such as branded online profile instead of standard resume, or examples of nontraditional resumes that will make a positive impression.

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What are you willing to do to make your resume stand apart from the pack? Would you plaster your face on a giant billboard? Drop off your application in costume? In many lines of work, creativity gets you points. However, it’s important not to go overboard.

To make your resume memorable — in a positive way — understand the limits of creativity, avoid obvious gaffes and focus on the attributes employers want to see.

The social hiring platform is here to help you transform your resume and stand out from the crowd (without going too far!). Register today for free!

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It used to be that employer brands simply spelled out the expectations between a company and a worker. Today, however, employer brands are playing a much more significant role, as  ERE Media notes. To attract talented workers — and keep them — employer brands must serve up inspiration and empowerment, and they must fully communicate the purpose and vision of your business. 

As talented prospects take advantage of seemingly unlimited employment opportunities on the Internet, companies are putting fresh emphasis on their employer brands to attract the best people. To implement increasingly sophisticated employer branding strategies, organizations are creating dedicated teams and communications campaigns crossing both traditional and social media. Below are some of the most creative strategies currently attracting top talent: Turning potential recruits into stakeholders Gearing up employee involvement Getting in on gamification To attract top talent, build your employer brand Build your brand with Jobularity

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If you’ve recently graduated and haven’t yet nailed down a job in your field, you may want to consider a path that many liberal arts grads fear to tread: getting technical. As the Wall Street Journal notes, with the demand for coding skills on the rise, many job seekers are boosting their tech know-how to give their resumes a better chance of getting noticed.

A recent survey found that computer science majors have much better chances than other majors of finding jobs with an impressive salary. On the other hand, graduates with liberal arts backgrounds and few specialized skills have a tougher time standing out, as Careerealism notes. In today’s competitive environment, failing to differentiate yourself virtually guarantees significant difficulty in finding a good job.

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When we think about our work life, we fundamentally want to be happy. Studies have shown that work performance and job satisfaction (“happiness”) go hand in hand in making an organization successful.

Associate Professor of Organizational Psychology at Yale University, Amy Wrzesniewski, discovered that people have one of three work orientations>>

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Nobody likes job interviews. Sitting down in front of a panel of company seniors is both nerve-wracking and intimidating. But sadly, job interviews are a necessity in life, and if you want a job in customer service, you'll probably have to rely on your abilities to carry out the perfect one. 

Before you start to panic though, we're about to share with you the STAR technique which will help you look great in interviews, and will catapult you to a career in customer service.

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Psychiatrists are tasked with helping those with mental health problems. While the job may seem less stressful than working with injured patients, it's certainly not.

Psychiatry is one of the most rewarding careers. Patients visit their psychiatrist suffering from life altering conditions, and it's the professional's job to fix them - or at least reduce their suffering.

A career in healthcare will always pay well, and if you take on this job, it'll be no different. The average psychiatrist makes $80,000 a year, on average, and enjoys other perks too like flexible hours and a company vehicle. Career prospects, Prestige and Job satisfaction Mental health is on the rise in America, as it is in most of the world. Medical recruitment agencies report that the job figures in the mental health sector remain stable. This probably has something to do with the fact that 1 in 3 suffer from some form of mental illness. Many of those will need some form of drug treatment or therapy to get better, something a psychiatrist can offer. Other healthcare jobs read more>

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Sometimes, getting a job can be hard enough. 

If you've been out of work for a while, your primary concern will be to gain meaningful employment, rather than earn yourself a marketing career that has staying power. If you're new to the field of marketing, however, or simply want to understand which marketing jobs are here for the long-haul, this article should help.

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The field of engineering is an ever-changing one. As trends change, so too do the types of engineering jobs available within the industry.

Over the years we've seen manufacturing methods change, and have even seen certain engineering jobs transferred to countries that put more emphasis on engineering as a career - countries such as India, for example. If you want a career in engineering, it's important to know which ways trends are heading. This article looks to fill you in on the industry and the security of some of the most commonly advertised jobs: #1 in the world - Petroleum engineers - discover why > #2 - Mechanical engineers ...learn more >