What Candidates REALLY Look for in a New Job

What Candidates REALLY Look for in a New Job All things being equal job seekers prefer to choose a new role not on the basis of salary or job title but for the sake of the employer brand and organisational culture. A Korn Ferry study found 73 per cent of respondents claim their number one driver at work is doing a job that has meaning and purpose, while only 3 per cent say pay is the top driver. It’s important to understand what motivates each employee their values, strengths and drivers so as to engage, develop and retain the brightest and best in the organisation. Identifying the great workplace Gallup researchers have found that the best candidates  approach their careers and places of work in similar ways: They choose to work where there is an alignment with who they are, their values and belief system. They are more likely to choose organisations that offer opportunities to apply their skills and optimise their potential. They are attracted to jobs that offer challenges and opportunities to make a difference to others. They enjoy intellectual or creative challenges and enjoy their work because it makes a difference to other people. They consider which companies they will apply to and the companys status within the sector; the best candidates do their homework and pay attention to great workplace lists and are more likely to apply to those that have won great workplace awards. High-quality applicants are more likely to prefer roles that provide opportunities to learn and grow; their ideal job features professional development or growth opportunities. Culture Gallup points out that an employer brand that portrays a strengths-based culture is instrumental in attracting top talent. A strengths-based employer brand attracts job applicants who are motivated to use and develop their innate abilities, those who demonstrate energy and commitment to high performance and thrive in a demanding work environment. Job seekers increasingly use social media as part of their search strategy and they’ll check Twitter and LinkedIn for insight into organisational culture and values. They will also use sites such as Glassdoor and Facebook in a sort of ‘reverse reference check’; Glassdoor found that the majority of job seekers read at least 6 reviews before forming an opinion of a company. Improving recruitment Research by consulting firm CEB found that through effective employer branding, businesses can improve the quality of candidates they interview and hire. They suggest some tactics to improve recruitment strategy: One size does not fit all candidates, so tailor recruiting appropriately by considering which aspects of the organisation’s brand appeals to respective candidate segments and customise your approach for maximum appeal and outcome. Help candidates to understand whether they will make a good fit with your organisation’s ways of working. If they aren’t a good fit, they’ll respect you more for helping them opt out early in the recruitment process. Employees showcase your brand so create an internal network of brand ambassadors who understand the brand proposition and encourage them to promote the brand inside and outside the organisation. Remember that a negative candidate experience will be widely shared. The majority of people who’ve had a bad experience during the application and recruitment process will tell at least three of their friends, and a significant number will tell considerably more and discourage others from applying. Employer brand significantly affects organisational ability to attract, recruit and retain top talent in a dynamic and competitive marketplace so make sure it reflects your overall brand reputation and employee value proposition.

Beowulf Resume Tips

Beowulf Resume TipsIt is always important to understand the difference between an effective Beowulf resume and a generic one. A generic resume might be the ideal option for you, but you might want to consider a unique approach if you are trying to break into the sales field. Some of the qualities of a good Beowulf resume should stand out in the market.Your Beowulf resume must possess strength and substance. Most importantly, it should contain your skills and abilities that will help you in succeeding in your job application. It must be convincing and creative. One important thing you need to remember is that a good resume must include your personal details. This will make your resume more appealing to employers and allow them to get to know you better.To make your Beowulf resume more impressive, include what you can do and what skills you possess. A common mistake for a lot of people is to state their qualifications when they have none. This is not a good strategy. It is easier to pu t your skills down and state your qualifications. But do not state your qualifications when you don't have any.Beowulf resumes should be based on facts. Use the 'I' word and use words that will make you stand out in the crowd. This will make your resume more impressive than all the other resumes you encounter. People will take note of these words and will check them out more if you use them often.In addition, it is also wise to include a work history section in your Beowulf resume. Include what position you held and what duties you performed. Make it as accurate as possible. Do not embellish it or exaggerate it in any way. The fact that you have worked as a trader or secretary, for example, can provide ample information to the company you are applying to.Do not forget to include a picture of yourself in your Beowulf resume. This can make the hiring manager understand more about you and your professional work history. You can do this by either attaching a picture on the cover sheet o r inserting a picture within the text.Lastly, do not hesitate to include your recommendations. Most companies will need some sort of recommendations before offering a job interview. So you might as well state your recommendations on your resume. Remember, they can save you a lot of trouble later on.Good Resumes are made to stand out. So, when you want to make your resume stand out from the rest, follow these tips.

What Makes Employees Happy at Work

What Makes Employees Happy at Work Sponsored by Jobbio So much of our lives are taken up with work that at the very least we should be able to derive some pleasure or reward from it. A salary isnt enough, our jobs should challenge us, motivate us and ultimately contribute to our overall happiness. But what makes people happy at work? As tech evolves and AI begins to replace more elements of work, we need to reevaluate how we build out our organizational structures and look at what will attract people to certain jobs, companies, and industries. New research by careers marketplace Jobbio looks at what motivates people in their roles, how they see technology affecting their future and what makes them happy in the workplace. The Jobbio #WorkHappy Index  shows that promoting a good work-life balance is the top marker of a good employer for 2018, followed by offering competitive salaries and being forthcoming with praise and rewards. Flexible working hours was chosen as the one thing people would improve about their current roles in the UK while more job perks topped the list in the US. The report also reveals that US workers are happier in their roles than their UK counterparts with 32% saying they’re always happy compared to just 23% of Brits. This is despite the fact that US workers take fewer holiday days than those in the UK with just 55% using all their holiday entitlement. This figure rises to 84% in the UK. When it came to the impact of technology on the future of work, Brits were again more pessimistic than their US equivalents with 15% of UK adults expecting that just a minority of roles will see an increase in salary and the majority will decrease, while 10% think there will be a decrease in all roles. Stateside, 28% of employed adults think salaries are likely to increase for all as technology becomes more prevalent, while 25% think they will increase for the majority of roles but decrease for a minority. In terms of improving efficiency, meetings were rated the biggest waste of time for UK workers (28%) while in the US it was covering for absenteeism (19%). Other time drains were administration and reporting to management, although 23% of people said their time was not wasted at work. So what can you do to keep your employees happy? After a paid bonus, flexible working hours were the most sought-after perk in the UK with healthcare and a dental plan taking the top spot in the US. If you’re looking for a more cost-effective solution, encouraging clients to offer feedback might be one viable option as the report indicates that praise from customers outranks praise from management in what makes people happy at work. Another way to keep employees engaged and challenged is to offer training and course subsidies. This not only shows your staff that you’re invested in their development it also improves the quality of the team’s output as they develop their skillset. The skills respondents believe make candidates more employable as work evolves are IT competency, communication, creativity, and coding. Want to learn more about workplace happiness? Download the full report. About the author:  Aoife  Geary  is a Content Creator at  Jobbio  specializing in the areas of Workplace Culture, Diversity, Startups and Digital Trends. She’s fond of a burrito and even more fond of a bad pun.

HR Coordinator Job Description Sample - Algrim.co

HR Coordinator Job Description Sample - Algrim.co Hr Coordinator 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.

Writing Resume List - The Right Way to Write a Resume

Writing Resume List - The Right Way to Write a ResumeA resume list is a list of documents you can hand in when you apply for a job. You can simply hand it in to the Human Resources department, or if you are submitting it online, you can simply fill it out.If you are trying to land a job, a resume list is probably your most important tool. The Internet can provide you with a resume listing that you can use as a guide, but you still need to put some work into it. You want your resume to stand out from the rest, and you want it to be a true reflection of you as a candidate.To get the most out of your resume list, take some time to browse around online and look at other applicants' resumes. Remember, these people are doing the same thing you are, except that they have taken time to find and submit their resume. The same is true with a resume listing; you need to make sure that you don't miss any of the key points in the listing.These days, there are all kinds of ways that you can start c hecking out resumes on the Internet. Search engines such as Google can help you weed through the websites so that you can see what is available and what is the best fit for you. By simply keeping your eyes open, you should be able to get the most out of your efforts to get the resume listing that you are looking for.The list that you will be submitting to a potential employer is your resume list. It is critical that it is very well done, and that you include all of the necessary information. Sometimes, it may seem like a daunting task to hand write a resume, but with some help from a professional, you can make sure that your resume list is done correctly.A resume list that has been professionally written can really help you stand out from the crowd. Even if you have been working for a while already, you still want to make sure that you stand out from the competition. By finding a good resource, such as one of the many online resume sites, you can put together a resume listing that w ill be so attractive that it will bring you more job offers than the rest.The best way to get the most out of your resume list is to start preparing it early. Even if you have been working for someone else for a while, you still want to be able to stand out from the crowd. A professional writing service can offer you the help that you need in order to make sure that your resume listing is all that it can be.If you are looking for ways to make sure that your resume list is as successful as possible, you may want to take some time to look online and learn how you can make the most of a resume listing. With some proper research, you can make sure that you will be getting the most out of your writing efforts. Make sure that you have everything in order before you send it in.

Candidate Sourcing Process

Candidate Sourcing Process Photo via Foter.com Photo via Foter.com If youre a recruiter who sources candidates for temp or perm placement, then youre probably used to getting bland, boring corporate procedure manuals on how to source candidates.  Or youre thrown to the wolves and expected to figure it all out, with minimal training, while you scrape by paycheck-to-paycheck trying to get your candidates placed. This is not that. Trust me, I’ll get to the point quickly and you’ll have a little fun learning how to source candidates that will make a hiring manager, like me, salivate and ultimately choose your candidates more often. And if youre on the job hunt pay attention to how this works behind the scenes so you can craft your resume and approach accordingly. So here’s the deal. Hiring managers aren’t just hiring managers.   They have their day job.   And hiring is a pain.   We don’t like to do it.   But it is a necessary evil. In general, we suck at it. And our in house recruiter is overloaded, and has so many other tasks to take care of, that they just can’t help us along much in the process. Option 1: Direct Referral So we often ask coworkers and our industry network who they know who might be good for the job.   And if we find someone who is referred, we often do a quick interview, and if they can fog a mirror and not piss us off, we’ll hire them. Because our planning sucks. We don’t get to hire ahead of the need and get them onboarded smoothly and have them up to speed before the tsunami hits. Noooo. We have to wait until we have a screaming need (i.e. we’re doing two jobs ourselves). Then we need someone now! Option 2: The In-House Recruiter So what happens when we can’t find a referral? Then we dredge the bottom of our in house recruiter pool of cobwebby candidates who are out of work for a reason or are the industry retreads and job hoppers who are likely to stay in the role six months to a year before they’re on to their next bigger and better thing. So if we hire one of them then we stave off the pain but often it comes back with a vengeance in a month or two. Option 3: Recruiting/Staffing Firm This is where you come in. We don’t come to you unless we have to. Why? Because our bosses are cheap (no really they are).   They get so hung up on the bottom line that they can’t see they are costing the company money due to rehires and lost productivity from bad hires. And they don’t really understand the recruiting process themselves so they just can’t understand the need for a recruiting/staffing company’s help. They’re hung up on the sticker shock of a recruiting fee. But really, to avoid the horrible HR nightmare of letting go a bad hire (even in a right-to-work state, and especially in the center of the universe called California), it is often worth it. But you must supply good candidates… So here’s the deal.   As a recruiting company, and you as the recruiter trying to find and supply candidates, you can’t just provide so-so candidates. Why? Because they won’t convert. Yes, they may be someone the hiring manager uses as a comparison of who not to hire to make the others look better. But you’re not doing the candidate any favors. Because if they’re not great, they won’t get the job anyway. Why else do you need awesome candidates? COMPETITION: Because your company is often competing against other staffing companies for the same placement. And in that environment speed and quality wins. REPUTATION: Because if you supply so so candidates the hiring manager will start to assume you provide the same bad level of retread candidates that their in house recruiter or HR manager does. And then you can kiss future placements goodbye. YOUR CAREER AND THEIR JOB: Because if you submit bad candidates, and don’t get placements, the candidate loses, and you lose. You get paid on a commission basis to produce, right?   And you want to progress in your career and make more money if you’re putting in the effort don’t you? So who are the top-notch candidates? GO-TO LIST: First you have your go-to list. Whether those contacts are those you’ve worked with in the industry, or candidates in your applicant tracking system (you are using that and ranking your candidates for future use, right?). But often that list isn’t sufficient. OUT OF WORK: So you have the people on the street. Those who are out of work and looking.   This is a motivated bunch (which is good because they are less likely to be salary sensitive when they’re bank balance is rapidly shrinking) but you need to be good at separating the good from the not so good.   References (other than managers) can be a good way to check out a candidate. So you hit the final group. HAPPY BUT LOOKING: The last group is the one you’re trying to coax out of a current role by selling them on a great opportunity. The key here is to know the job well to be able to effectively sell the candidate on checking out the opportunity.   You’ll often be trolling LinkedIn looking for accomplished people where this would be an appropriate next step in their career. Now I’m not going to tell you how to do your job. The last group often is the hardest to convert. But those are the people we hiring managers love. They’re the 3-5 year contributor. The one we can train and won’t leave for a couple grand more a year. So that’s the deal. We Want Quality Candidates To wrap up, hiring managers want quality candidates.   And you won’t get the call until we hiring managers have exhausted our own connections and internal recruiting sources. But once you’re brought in, you often have a high probability of placement on your hands.   Don’t squander the opportunity. Sincerely, Your Friendly Hiring Manager (spilling his trade secrets to you) P. S. Have a great candidate but their resume is old, tired, and unmemorable? Should you present it as is? No way!   Don’t damage your reputation. Kick it back to them for rework.   You have your professional reputation at stake as well as theirs.   By presenting an underwhelming resume you’re not doing them any favors. And if they don’t have the time or ability to improve it, point them in the direction of a good resume writer to knock it out for them.   It would be well worth the few hundred dollars to give them a shot at landing that job.

How to Nail a Phone Interview

How to Nail a Phone Interview Many first interviews are conducted by phone. Its important to take phone interviews just as seriously as in-person meetings. Here are ten tips for optimizing your phone interview experience.Schedule the meeting during a time when you won’t be distracted.A phone interview should be scheduled like any other interview. At the designated appointment time, make sure the dog is in the backyard and someone else is watching the kids. If a recruiter or hiring manager calls you without advance notice and wants to interview you on the spot, use caution. If the interview “conditions” are not optimal at the time of the call, it is best to tell the interviewer that you are very interested in the position, but need to schedule another time to have a conversation. That time can be as soon as ten minutes later, just make sure that you can take the call without being distracted.Conduct interviews from a landline.Cell phones are a boon to modern communication, but the quality is still not the sa me as that from a land line. You don’t want to frustrate the recruiter or the hiring manager with a bad connection. Plan your interview from a reliable phone line.Create an office space.Dedicate an area as your office. This could be as simple as a card table with a phone and your documents. Conduct your interviews from your “office”. Being seated at a desk or table allows you to create an environment similar to an in-person interview.Put a mirror in front of you.This helps you focus and it anchors your conversation to the visual representation of a person. Monitoring your facial expressions helps you see if you are communicating your enthusiasm to the recruiter.Have a glass of water nearby.If your throat is dry or you get a tickle you can take care of it before it turns into a cough and disrupts the flow of the interview.Have your notes in front of you.A phone interview is like an open book test. You can have your company research and answers to potential interview questions r ight in front of you. Try putting key information on colored index cards and organize by category.Vary Your Voice.Since the other person can’t see you, it is critical that you vary the tone and cadence of your voice to communicate interest and develop rapport.Use pauses effectively.Pauses in an interview situation are always difficult and they can be especially awkward during a phone interview. Rather than wondering what the person on the other end is doing or if they are still there, use the silence to ask a question. For example, if the interviewer has just asked you about your strengths and your response is met with silence, make that an opportunity to ask a question like “What are the key strengths of your ideal candidate?” This takes care of the silence and allows you to learn more about the position.Don’t multi-task.We have grown so accustomed to multi-tasking, however it can be counterproductive during a phone interview. Don’t check your email or stick a casserole i n the oven while you are engaged in a phone interview. Act the same way you would for an in-office interview and maintain your focus.Practice.Record some of your answers to prospective interview questions. Play them back and critique. Are you easy to understand? Is your presentation riddled with long pauses and “ums?” Do you communicate interest and enthusiasm? If necessary, rework your answers and your presentation.