Searching for a job is not an easy process. It can be time-consuming, and sometimes demoralizing when you get rejected. Furthermore, it can be a very competitive process giving that you are not the only one applying for a specific job. Recruiters and hiring managers often look for the most “ideal” candidate to fill the vacant position. Luckily, there are some things you can do to help you land your desired job.
Monthly Archives: September 2015
According to Forbes, employee engagement is defined as “the emotional commitment that an employee has to the organization and its goals” (Kruse, 2012). Employee engagement is often mistakenly defined as how “happy” or “satisfied” the employee is. In all actuality, employee engagement refers to how much commitment and contribution the employee makes to help further his/her company’s goals. This in turn makes employees a major asset for any company. When your accountant works overtime without being asked to in order to help balance the company’s books, it’s considered employee engagement. When an employee stays late to help their supervisor out, it’s considered employee engagement. For the employee, it’s not about the paycheck or seeking a promotion (though there is nothing wrong with being ambitious and demonstrating initiative), but it’s more so about contributing to the company and help it to achieve its desired goals and business results. It comes out of passion – a characteristic that is embedded in the employee and cannot be taught.
Once upon a time, in order to apply for a job opening, candidates had to either submit their resumes as an attachment to the application or email it directly to the recruiter or hiring manager. While this form of job application has not yet died down, candidates are increasingly taking to social media, particularly LinkedIn, to build up their professional presence as well as to showcase their portfolios. This makes it all the more important for recruiters to become involved in social media in order to connect and foster relationships with potential job candidates.
Below are some tips that can be used by recruiters and hiring managers to better facilitate the social media hiring process.
Research shows that the amount of time employers and recruiters spend looking at a single resume is less than 30 seconds. That means if the job candidate fails to stand out from the other candidates or does not possess the ideal qualifications, straight to the rejection pile goes the resume. The main goal that employers look to achieve during the hiring process is to hire a candidate who represents an “ideal” fit for the organization and most specifically the job role in question. In order for that to happen, employers and recruiters need to pay attention to a few vital pieces of information in a candidate’s resume.
For two and a half decades Steve Green has been able to call upon Nancy Zucker in times of need. Nancy and Steve met when Steve was at a consulting firm and Nancy was a client of his. Since then Steve speaks to Nancy and HR Search Partners first when he needs to add to his team. Currently the Director of Recruiting for Kroll – a global provider of risk solutions – Steve finds himself covering territories in the Americas and beyond.
We’re busy people and we just don’t have time to go through applications with a fine toothed comb. When a pool of candidates gets crowded, we’re wired to find disqualifiers to whittle down the pool. But, are we judging candidates a little too quickly or harshly? Are some of our biases preventing us from hiring potential superstars just because of a few minor mishaps? Here are some misdemeanors candidates commit that aren’t suicidal career moves and should not be treated like the crimes we have been making them out to be: Read More
We mentioned this in a previous post, we’re going to mention it again in this post, and we will keep mentioning it until corrective action takes place: job applications are painful for both candidates and HR. Jibe and Kelton released a survey last year saying that candidates would rather spend a whole day at the DMV or get a root canal rather than apply for a job online.
Let that sink in for a moment.
People would rather wait in a long line and deal with people notorious for their bad manners than apply for a job online. Read More
In a previous article, we detailed why LinkedIn is the best social network for both individuals and businesses to build relationships by comparing it to other networks. Building relationships is the umbrella term for creating a strong network, finding prospects, and engaging with your audience to further your professional goals. Here is how you can “hack” LinkedIn for maximum impact to forge strong relationships: Read More
Regeena is an accomplished human resources professional with more than 15 years of compensation experience and 17 years of HR experience. Regeena first contacted Nancy Zucker several years ago after she saw a job listing that Nancy had posted online. Read More
Steve Jobs has said that hiring is hard because you’re trying to find and acquire the needles in the haystack. He apparently didn’t mention that it’s even harder to keep those needles sharp. One attribute that makes candidates needles in haystacks is that they never stop learning and trying to better themselves (as we have mentioned before in a previous blog post.) So what can you do as a manager or human resources professional to create an environment that fosters growth and learning? Here are some of the basics: Read More