Thinking of Entering a Career in Recruitment

Thinking of Entering a Career in Recruitment Think that a career in recruitment might be the right path for you to follow? If youre prepared for a fast pace environment and consider yourself a people person, then why not?! Recruitment isnt usually an industry that people dream of getting into and rather fall into by chance; however, this doesnt mean that it isnt a career that they dont learn to love and thrive in. After all, it can be gratifying when you manage to place a candidate; not to mention theres good money in it too! So if youd like to test your hand as a recruiter, heres where you can start. Qualifications You dont need a top degree to start a career in recruitment; what you do need is a can do attitude and  a good way with people. Could you talk the ears off a stranger? Love meeting new and getting to know new people? If so, this could be the perfect career path for you. Though formal qualifications are not essential to become a recruiter, you must possess the ability to meet deadlines and targets. Attitude Recruitment is very target based, so you must be a driven individual to achieve your best and reach your earning potential. A positive attitude will go far, and the  level of effort and commitment you put in will determine how successful you are and how much you earn in the job. It is essential that a recruiter also comes across as friendly and approachable, and are willing to listen to their clients and candidates needs; as well  as being confident talkers. Long hours When starting out in recruitment you should be prepared to work long hours, as it certainly wont be a matter of new business and candidates for roles being dropped at your feet, so youll need to invest time into finding them!  Once you have been doing it for a while and built a strong network of contacts, you may be able to cut down your hours, as you can rely more on referrals and your knowledge of the industry. Outside of the time set aside for  researching and networking, you will also be required to go out and meet clients and candidates, as well as screening CVs and producing job descriptions; so dont expect your workload to be light! Gain an understanding of the job Before attending any interviews for recruitment jobs, it is essential that you have an idea about the recruitment process and what would be required of you in the role. You must be able to demonstrate that you understand all of the responsibilities of sourcing and contacting candidates, to creating job descriptions and holding interviews. Network The key to quick and efficient recruitment is building a broad network of professionals within the industry you are hiring into. Not only will this cut down the time you spend sourcing candidates, but you can also call upon your contacts for referrals, speeding up the process and improving the quality of candidates significantly. Networking is also essential for finding new business and maintaining relationships with clients, so its a necessary skill for budding recruiters.

The Secret to Millennial Retention

The Secret to Millennial Retention Now more than ever, organizations are working to understand what changes they can make to attract and retain employees, particularly millennials, who now make up the largest portion of the U.S. labor force. Especially since millennials are the generation most likely to job-hop,   with 60 percent reporting to be open to new job opportunities and 21 percent saying they’ve changed jobs in the last year, there are triple the number of non-millennials who report the same. What’s more, millennial turnover is estimated to cost the U.S. economy $30.5 billion annually so it should come as no surprise that organizations are increasingly seeking to implement new strategies to retain this valuable demographic of workers. So how can businesses crack the code when it comes to resonating with and retaining millennial talent in the workplace? With 35 percent of millennials indicating a good training and development program as the most desirable quality in a workplace, it’s clear that millennial employee turnover rates depend heavily on an organization’s ability to meet their needs when it comes to training. While many businesses are hesitant to adopt new technology in the training space, the truth is that without a digital training presence, businesses will never be able to fully satisfy the needs of this growing pool of employees who are hungry to broaden their skill sets at work. When developing a training program to meet the expectations of millennials and the next generation of tech-savvy workers, consider these three things. Millennials want to learn Millennials are on track to become the most educated working demographic in U.S. history. For the rising number of employees who’ve been through years of various degrees of education consisting of multiple courses and areas of study, the desire for change and diverse experiences in the workplace is more prevalent than ever. A digital approach to learning can fulfill the need for continuous, expansive learning opportunities. Massive Open Online Courses (MOOCs) are a data-driven tool which allows businesses to deliver on-demand learning spanning a wide range of categories and areas of expertise. Flexible training models like MOOCs allow employees 24/7 access to courses and programs that are functional across multiple devices, from mobile phones to tablets to computers. This type of on-demand training offers employees the opportunity to expand their knowledge beyond their individual area of expertise. Millennials in particular often feel the need to seek new job opportunities when they feel as though they’ve learned all they can in their current role. Providing this type of extensive digital training allows workers to satisfy their desire for new challenges, while also growing their skill sets and fostering their career development. Further, as technology advancements continue to thrive, millennials are eager to obtain new skills, with 74 percent saying they are willing to re-train to remain employable in the future. Providing accessible digital-learning opportunities that are up-to-date with any new technology your business is adopting will alleviate some of the concern associated with the potential for a future knowledge gap with digital innovation. On-the-go training is the future Gone are the days of traditional, instructor-led training courses that take up too much time and result in minimal knowledge retention. Millennials appreciate flexibility when it comes to their work schedules, and this applies to training as well. Instead of being restricted to in-person training sessions or timed tests, flexible digital training tools allow employees to customize their learning experience based on their individual preferences and schedules. For example, while 58 percent of employees prefer to learn at their own pace, 49 percent prefer to learn at the point of need. Providing digital training allows businesses to fulfill the needs of different types of learners, allowing those employees who prefer to take their time the opportunity to revisit a given course from home or during their commute. Conversely, learners who prefer to learn at the point of need have the option to access training on their mobile devices in between meetings or when presented with an unfamiliar area of expertise on-site. This type of flexibility and access transforms the perception of training from a mandatory, check-the-box task to an invaluable resource. Take advantage of tech Technology innovations have produced huge opportunities for advancement in the training space. Millennials are not interested in a one-size-fits-all training experience, and technology helps businesses deliver those customized learning opportunities they crave. Take AI-powered tech like facial recognition, for example. Facial recognition software is enhancing the online learning experience through being able to detect the mood of the learner and communicating that to the program in real time. With that information, the course can automatically update to align with the pace of the learner so that if, for example, the participant is rushing through answers, the course can adjust to offer multiple choice questions instead of written responses. Additionally, if an employee appears to be experiencing difficulty with a training, the AI-powered course can prompt the employee with questions to better understand the areas or topics that are more challenging and as a result, help the employee through the exercise. Businesses are implementing these strategies in the current day. Walmart is a great example of a company that’s currently incorporating advanced technology into its training program, providing in-store employees with virtual reality headsets that grant access to 45 activity-based modules. Leveraging technology like VR and AI to enhance the training experience gives participants the opportunity to develop skills that wouldn’t be possible in a traditional training setting and it’s this type of innovation that will bring the learning experience to the next level. Ultimately, modern training needs to be digital. Transitioning to a technology-based way of learning will not only help fulfill the needs of millennial workers but will establish a system that can support the growth of future generations to come. About the author:  Ben Bekhor serves as Vice President, Human Resources, Americas for Sitel Group, a leader in the delivery of traditional and transformational customer experience management, or business process outsourcing (BPO). Bekhor oversees all aspects of HR operations for the U.S., Canada, Mexico, Panama, Nicaragua, and Colombia including Compensation and Benefits, Talent Acquisition, Talent Management, and Learning and Development.

Do You Feel Like a Nobody - Personal Branding Blog - Stand Out In Your Career

Do You Feel Like a Nobody - Personal Branding Blog - Stand Out In Your Career Nobody likes to be a nobody, but unfortunately, that’s what you are at the beginning of the job search process, provided you’ve just joined the ranks of those in transition. Those who are the decision makers about your future do not initially know anything about you, so you have the chance to impress them, and you want to make darn sure it’s a very good impression. So, how are you going to positively influence hiring managers, human resources folks, and recruiters? To start with, record brief greetings on both your voicemail at home and your mobile phone, and project a clear, mature, businesslike, and overall positive message. Your children are cute, I’m sure, but leave their greetings for sharing with family and friends and not potential employers. Next, get into the habit of answering your phone professionally. Answering with “Hello, this is John Doe,” with a friendly and inviting tone of voice, is best. Get into that habit even if you think you can identify the person via caller ID. Don’t make exceptions to the rule, because you’ll be sorry if you didn’t answer properly when it’s someone you really want to impress. You also want to make sure your e-mail address is nothing less than professional. An address like bigmama@yahoo.com or anything cute or sexy could be detrimental to that first impression. Your next opportunity to create the right image is via your résumé and LinkedIn profile. These are probably the most important documents you’ll be evaluated by, and it will determine whether the hiring folks want to invite you to an interview or not. Remember that the first impression is a lasting impression. This is an extremely critical stage because résumé and LinkedIn profile readers typically review large numbers of such marketing collateral, and having only one opening to fill, their intention at this point is to reduce the number of applicants to three to five final candidates for interviewing. In fact, this process of reviewing your candidacy via the résumé and LinkedIn profile is divided into two parts. The recruiter’s objective is to eliminate applicants that clearly seem to lack something. It might be something as simple as an unattractive appearance, improper use of language or grammar, lengthiness, lack of focus, overly detailed experience, or a lack of accompl ishments. On one hand, many résumés contain listings of job duties as described in job descriptions and not actual accomplishments. Recruiters expect to read about your accomplishments on the job. If for example your résumé doesn’t pass this 10- to 30-second scan, it’s likely that it will be set aside and never resurface again.   If your LinkedIn profile does not surface because you are lacking the keywords he or she is looking for you are out of luck. And unfortunately, you’ll never find out that that was the caseâ€"except by the lack of any next steps. On the other hand, if your résumé passes this first-blush review, it will be read thoroughly, along with another 10 or 12 others, and will be ranked on a competitive basis. Probably only three to five candidates will be called in for face-to-face interviews. With that decision, you move on to the next stage in the job search process, in which you have to get ready for the final test, which is to convince the hiring manager and others interviewing you that you are their ideal candidate. Good luck.

I Love My Career Case Study Carolina I found new clients launched my business!

I Love My Career Case Study Carolina “I found new clients launched my business!” Welcome to the “I Love My Career”  series which aims to celebrate women (and my clients) who are stepping up and making HUGE leaps in their careers and businesses. I love sharing the real and raw truth of what it takes to achieve success. One of the reasons I love my job is that I get to help other women make an impact in the lives of others INTERNATIONALLY. Today I get to share the story of the results that Carolina Martins, from Chile, had after we worked together. We had multiple Skype calls together to make sure that she achieved her business goals. I love how my clients are knocking it out of the park and not letting fear hold them back! Read on to get inspired!   1) Tell us about the new business you started that you love! I started my company,  Percepciones, to help  managers and supervisors  improve their leadership skills. I completed one workshop successfully over the summer and that is how I landed two new clients! I have another workshop planned this week and I already have 20 confirmed participants. All of these participants in the workshop are potential prospects. I am really excited at the progress I have made. I am advertising my workshop in the newspaper, radio, and local TV. I also have two current proposals I am working on for new business as well! I am getting results. 2) What do you think made the biggest difference in getting your new business off the ground? I had to lose the fear and improve my confidence. The first workshop, I wasn’t so confident. But now that I have done it once, I know I can do it better. Now I can see the type of future that I want so I know that I need to get outside my comfort zone. 3) What helped you get over the fear and doubt? I am very excited but at the same time always still facing that fear. You don’t lose the fear, you confront it. I now know that the results are worth it and I will always move forward  even with the fear. 4) How did Anna and her coaching help you find a career you love? Working with Anna is like the like having the drops of water needed for a seed to sprout. With her coaching program, I realized  I already had the tools that I needed to start my own company. Anna is definitely great at helping other women find their path. I’m proud to say that with her support I’m now ending this year with my company, PERCEPCIONES, open for business and happy to be working on my dream job. Since I started working with Anna, I found new clients! The main part that Anna helped me with was building up my self-confidence to start a business on my own. I have been working at my day job for a long time and with her coaching sessions, I realized what I really wanted in the future was to be in charge of my own income. Originally, I was really  really  confused about how to start my business without losing my day job.  I had an actual job so I was scared. But now I know I have nothing to lose. I feel energized working on my own business and planning the future of my company. 6) Lastly, do you have any other advice to women who want to start a business they love too? Have a plan B just in case. Becoming an entrepreneur is an adventure. I would also give the advice to trust your instincts. For me, this is all about losing the fear and realizing that I am not going to be making the same income as my day job at first. But I can now make my own choices and I don’t depend on another person to set the rules. I also don’t depend on someone else to set the limits of where I can work and when. In my case now, I set the rules now. I can do what I want without having to confirm with another person or get validation from my boss. From my own experiences, it looks like I have been making the right choices by the success of my new business!! Note from Anna: Want what Carolina is having? Join our Love Your Career Formula 2.0 Group.  (Please note, slots are limited!)  

Hiring Millennials - How to Make Your Job Offer Irresistible CareerMetis.com

Hiring Millennials - How to Make Your Job Offer Irresistible According to Google, millennials are essentially people who hit the young adulthood phase in the first few years of the 21st century. The Pew Research Center, on the other hand, described millennials as individuals whose birthdates fall anywhere between 1981 and 1996.Interestingly, that’s pretty much the same range of years mentioned by Gallup in their “How Millennials Want to Work and Live”report.evalWell, whichever definition you agree with, the fact of the matter is, millennials are now adults and they make up the largest chunk of the current workforce.The U.S. alone is home to more than 73 million millennials. And if you combine that with stats from other countries, it turns out millennials are so many that they’ll make up about 75% of the global working population by 2025, according to Harver.So, believe it or not, millennials are taking over the working world. And going by the impact they make on pretty much everything they lay their hands on, you can bet workplaces are now changing more than ever.What does this mean for you?If you expect to see an increased influx of job applications from all these millennials, sorry to burst your bubble but that’s not happening anytime soon. The unemployment rates are currently experiencing record lows and job market trendsare progressively changing.Gone are the days when all employers had unlimited options. The tables have turned and the show now belongs to prospective employees. They are the ones who get to choose who they want to work for.And as it turns out, the most skilled millennial workers care about more than just a fat paycheck. Your job offer has to go beyond the usual stuff if you intend to attract and keep the best of the best.evalHence, here are a couple of proven tips on making job offers irresistible to millennials: Image Source â€" Pixabay.com1) Put Some Fun In The Job and The WorkplaceevalMillennials cannot stand a boring working place. If your job offer seems to follow the same old script, b e prepared to lose quite a large chunk of your prospects.And no, even a seemingly attractive compensation package cannot convince them otherwise. A survey conducted by the Intelligence Group established that 64% of millennials would pick an annual salary of $40,000 for a job they love as opposed to settling for a boring one that pays $100,000 a year.In other words, a bland job position could lose you the most outstanding prospects, and to make matters worse, they’d possibly end up chasing employers who pay much less.evalSo, how exactly do you convince millennials that they’ll love the job?You just need to create a fun work environment and highlight all its perks in your job offer. Don’t overdo it though, because even the simplest stuff might do the trick.Something as subtle as free workplace snacks or drinks has worked for many employers. Millennials would also love a casual laid back environment where they’d be free to express themselves. Then occasionally, you could host f un social events like parties, dinners, adventures, etc.Additionally, if your budget allows you, renovating your office premises would be a good idea. You could install new furniture, create a friendly lounge, or perhaps include even a couple of fitness rooms for letting off steam after work hours.2) Offer FlexibilityAnother workplace feature that millennials are increasingly prioritizing over paychecks is flexibility. That’s why, as a matter of fact, self-employment and freelancing rates have been rising sharply in this age group in the recent past.A Millennial Branding report that sampled responses from a wide range of workers found that 45% of them would pick job flexibility over great pay. And it doesn’t end there.A separatestudy by Deloitte established that 88% of millennials desire a job that allows them to choose when and where to work.According to Talk-Business.co.uk, 18% of millennials chose “extra annual live” among the top five things they wanted to ask their empl oyers for. Well, understandably, applying these principles might seem like an impossible proposition at first, especially if you’re running a fast-paced office. But, when you come to think of it, making room for flexible working hours and spaces could boost productivity as well as employee loyalty.evalCompanies that allow their employees to work remotely, for instance, have noticed that their workers take fewer sick days and breaks. The result, according to a Stanford research study, is a 13% bump in productivity.Therefore, all things considered, it’s a win-win situation for everyone. Entice millennials with a flexible schedule and chances are, you probably won’t have to micromanage them.3) Set Up a Career Growth System At the moment, millennials happen to the most volatile group of workers. Their poor retention rates and incredibly high job turnover tendencies are costing the U.S. economy as much as $30.5 billion annually.But then get this. 90% of millennialsadmit they’d ha ng on to their current position if it came with yearly raises and real career growth.Additionally, it’s worth noting that about a third of millennials leave their jobs because of finding better opportunities elsewhere.evalThe bottom line here is, millennials hate hanging around the same spot for far too long. So, you might want to include a career growth plan for your job offers.You could, for example, identify exciting opportunities for learning new skills and gaining new experiences. millennials enjoy things like seminars, conference trips, as well as short training programs from time to time.Consider taking a cue from Discover Financial Services, a company that enjoys a top rank in the list of the best-rated workplaces for millennials. It sponsors each US-based worker through a fully online bachelor’s degree course.Finally, remember to mention that your company rewards productivity with reasonable pay raises. 4) Integrate Current TechnologyWhile most workplaces now come with standard PCs, it takes much more than that to attract millennials.This age group lives, breathes and eats technology. It’s a way of life for them. Look around and you’ll notice they spend a heck of a lot of time on smartphones, tablets, video game consoles, iPads, etc.In fact, they’ve become so accustomed to tech that standard PCs barely excite them. They always seek the latest next-level computers they can find on the market.Now that’s the sweet spot when it comes to hiring millennials. Bring in high-end technology to your workplace and they won’t be able to resist it. Then to top it off, you could even promise to provide successful applicants with top-of-the-range personal devices for work.And while you’re at it, remember to streamline the work environment by integrating effective software applications for increased, collaboration, flexibility, innovation, plus communication. A well-digitized environment makes work easier and much more enjoyable.ConclusionevalFor most employers, the most discouraging bit is the cost of these workplace changes. But, while some of them might indeed turn out to be quite expensive, you should think of them as indirect investments to your business.Ultimately, attracting and retaining the right skills translates to better productivity.

Summary Sunday All Types of Skills You Need

Summary Sunday All Types of Skills You Need As you skim through the list of posts below, I am quite certain you will find some tid-bit of information that will help your job search! From advice on social networking across Twitter, Facebook and LinkedIn to what top skills employers are looking forIve rounded up posts from some of my favorite sources. Heres a suggestion, if you havent already done so, subscribe to these blogs mentioned below in your RSS feed or via email so you dont miss a single post! Your Online Presence Harry Urschel   regularly shares great ideas and information.   He is an expert on Job-Hunt.org and has his own site as well. How Employers View Your Online Presence from Job-Hunt.org by Harry Urschel @HarryUrschel Harry says: While an employer may be impressed with your image and professional history they may find on LinkedIn, they may be turned-off by a political rant you might have written to the local paper; the way you may have cursed out a company in a review site because you were dissatisfied with a product or service; the explicit discussion you may have had with someone in an online forum; or any number of other possibilities. Social Networks:   LinkedIn, Twitter and Facebook 5 Ways to Tweet Yourself to a New Job from ResumeBear by @careerbliss 10 Ways to Use Facebook to Get a Job from Cornonthejob by @cornonthejob 5 LinkedIn Job Search Tips You Havent Heard Yet from JobMob by Nisa Chitakasem Optimize Your LinkedIn with SlideShare Presentations from Social Media Delivered by the @LinkedInQueen In Demand Skills/Qualities In this years 2012 NACE survey,ability to work in a team structure ranked #1 of skills employers are seeking from candidates.   Read on to see what else they think are important skills, then make sure youve got em! Job Outlook: The Candidate Skills/Qualities Employers Want from NACE (National Association of Colleges and Employers) Have a super week! As always, please feel free to share this with others whom might benefit!

What Are Great Resume Objectives?

What Are Great Resume Objectives?Great resume objectives make up the basic outline of any resume. Objectives don't have to be complex. Simply stating your qualifications and experience is enough. Creating an outline for your resume gives you the opportunity to address and consider the different components of a resume.Is your prospective employer looking for applicants who have exceptional skills? Your objective should state whether you have the ability to do exactly what you've been asked to do. Does your job description to provide examples of your accomplishments? Does your career path match your goals? Asking questions will make it easier to define the problem you need to solve and how to do it.Does your resume objectives state specifically what you're seeking? Is it a larger position that may entail more responsibility? Maybe you're looking for more pay, and you need to emphasize what you can offer in terms of performance. Then you could include salary requirements. Does your obje ctive make it clear that your decision was based on your goals and values? If you don't address this clearly in your resume objectives, chances are you will risk being overlooked.By saying specifically what you are seeking, you avoid future job hunting by knowing that your resume information includes the specific skills and qualities that meet your qualifications and your career goals. But you can also develop the same awareness of your individual talents and abilities through your accomplishments, and the skills and efforts that led to your success. You will have more confidence that you possess everything needed to fill the job. By including each accomplishment you've had, your resume objectives will be extremely simple to understand.When creating your resume objectives, don't rely on your expertise. Be honest about your skills and abilities, but don't pretend that you're a professional. State your limits, and emphasize your strengths. You don't want your potential employer to dou bt that you have a specific skill set.To be clear, this should only be used as a guideline. When filling out your resume, you should use your resume objectives to highlight the benefits of your skills and abilities. Don't be vague about the particular position you're applying for. Avoid 'sourcing' your objectives. The reason is because you'll want to build rapport with your new employer. At this point, your objective should be clear, to the point, and relevant to the job description.Good resume objectives make up the central part of your resume. Putting together an effective outline will help you create a resume that gets you noticed and tell your prospects why you should be the one selected.