6 Google+ Features for Recruitment Marketing

6 Google+ Features for Recruitment Marketing Google+   lots of talk but very little action from the average recruiter. I ran a PR and Content Workshop with BlueSkyPR recently and the marketers in the room all frowned when the Google+ topic came up.  Many of you lovely people, just  havent engaged with the product BUT you may have ticked a box and set it up. There’s lots of content out  there re: the formidable Google+, but for now, let’s do what should never be done and focus on the features (and talk benefits later!) Yes, Google+  Ironically has Some Cute (and perhaps) Hidden Features I am going to tell you about  6 great Google+  features that can help recruitment marketers and recruitment consultants get a little more  engaged with the product. The power of Google+ lies in the SEO value that it adds to recruiters.  If you don’t know what that means, it’s basically getting your website / profile higher in Google searches. However, it is also an excellent way to share content and to get your content found and attract (which is a goal for ALL of my clients!) Here are 6 ways in which Google+ will help you to market vacancies and content to candidates and clients. 6 Cool Features of Google+ Collections   Google has changed some of its features. They have scrapped auto hash-tagging and their analytics tool ripple, replacing it with collections. As such, nobody really knows about collections yet! Collections is essentially like Pinterest. Users can post to individual collections so that people can follow whichever board takes their fancy. A nifty little tool if you want to filter posts by sectors to target candidates who don’t want to shift through the rest of your content! Bookmarks As if circles weren’t good enough already, here is another nifty little way to exploit them! Create a circle, add yourself. Now you can find some content and share it with yourself so that you have a nice little record of great posts and content. How could you use this for recruitment (and marketers, this is for you)? Use it to store content for you to use! Too much content will overwhelm candidates and sometimes you can create a backlog of content for a rainy day! Embed posts Get your posts embedded into your blogs and your website. This will drive traffic to your account, boost engagement and ultimately boost your SEO. Formatting your posts Add  bold,  italicised  and  strikethrough  fonts to your posts to make them appeal to users. Here is how you do it: *Bold* =  Bold _Italics_ =  Italics -strikethrough- =  strikethrough Google Mobile   Now â€" your mobile phone is far from hidden.   I’ve talked before about it being an extension of your body (read my blog about Jedi Mind-Tricking Talent with Google Analytics [link to UC article I wrote). But how about this… We know that talent is online when you’re not working.   You need to keep your profile front and centre, or at least just to their left so they see you in their peripheral vision. Open Google+ on your mobile and do this: Go to your Home banner and press the down facing triangle.   Choose What’s Hot and hey presto â€" content that (has been gathered by Google who is watching your every move) is here for reading / liking   sharing etc… My What’s Hot? Star Wars Back to the Future Mauritius Game of Thrones Recruitment (oh dear! And spooky!) Hangout banners: Give your Google hangouts a professional feel by adding your name, job title and company logo. This is an excellent feature when conducting an online meeting with new clients or  video interviews  with candidates. Google+ is designed to improve SEO and to enable effective sharing of content. Recruitment marketers and recruiters should master Google+ so that you can share content more effectively, be seen online  (attract) and boost your website’s ranking! It also helps if you look like you know how to use  the thing too!

Social Media Manager Job Description Sample - Algrim.co

Social Media Manager Job Description Sample - Algrim.co Social Media Manager 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 Social Media Manager Cover Letter Sample Social Media Manager Resume Example

Resume Advice Beware The Functional Resume - VocationVillage

Resume Advice Beware The Functional Resume - VocationVillage Need some resume advice that works? One of the most common questions Im asked by job seekers is whether they should use a chronological resume or a functional resume. Our guest expert, Kristen Fife, is an experienced recruiter and resume writer. She has a lot to say about effective resumes. Here is Kristens resume advice:Many of my clients have questions about the different types of resumes. Could you please explain the differences between the main types?There are three types of resumes: chronological, functional, and the Curriculum Vitae (CV). The CV is used more in Europe, Asia, and the Middle East. With the number of immigrants to the US importing this type of document, it is important to acknowledge and know about it as a major format. In the US and Canada, a CV is primarily used in research and academic circles. A CV includes an extensive list of projects and publications.A chronological resume lists your employment history in reverse chronological order by company with a brief description of the work you did. Generally this includes the company, location, your title, dates of employment, basic responsibilities and key accomplishments. A functional resume is a list of both soft and hard skills and experience followed by a brief employment history showing company, title, location and years only.Which type of resume do you believe is more effective?My resume advice is to stick to the chronological type for most situations. I believe that job seekers do themselves a disservice by using a functional resume. Here are some reasons that I usually recommend chronological resumes instead of functional ones:1. Hiring managers and recruiters want to see a progression of your skills as it relates chronologically to your work history. A list of skills followed by a bunch of job titles gives no indication what you have been doing in the last 3-5 years. There is no context for how you gained the skills and how they have been applied. A functional resume gives no informat ion of career progression and how you take ownership of your career and move forward.For example, a few months ago I was hiring a senior accountant. I had a candidate send me a functional resume for the last 15 years. I asked her for a chronological resume instead, and she basically copied/pasted her functional skills into each and every job. She had worked at both larger and smaller companies throughout her career, so there should have been some differences. She should have been taking on more responsibility at smaller companies and more training opportunities at larger ones. The message she gave was that she had no ambition, no motivation to better herself and she seemed like she was just looking for a paycheck.2. Most recruiters source candidates using computer searches. Functional resumes dont tend to come up in keyword searches. Boolean searching uses algorithms that search for the number of times keywords are repeated within a document. So listing your skills once in the skill section equates to it coming up as a low stack rank in a search return, which means that you will probably not be invited in for an interview.3. Functional resumes have a bad reputation. Hiring managers and recruiters believe that functional resumes are used by job seekers who need to hide some information like a long gap in employment or outdated skills (the very things hiring managers *dont* want). If you have a long gap in your employment, be up front about it.So it sounds like your resume advice is strongly weighted against the functional resume, for some very good reasons. Are there ever any circumstances under which you would make an exception?The best time to use a functional resume is if you are in a truly portfolio based career such as producer, PR/Advertising, or freelancer w/ multiple clients concurrently. If you are using the same skill set across different clients, that is when a functional resume makes sense.OK, you are very convincing in your arguments in favor of th e chronological resume. When you give resume advice to clients, do you tell them that there are any must have sections of a resume?Full contact information is the number one thing that should be at the top of your resume. Remember, the more ways a recruiter has to reach you, the better the chance that you will get contacted. You should have up-to-date email addresses, as well as the best phone numbers to reach you. (Note from VocationVillage.com: Many privacy experts recommend that you omit your street address to protect yourself from identity theft, and an increasing number of recruiters understand the need for this omission).Also, a Career Summary section has become the standard and is preferred/appreciated in most industries now. It basically takes the place of the skills listing on a functional resume, but in a more targeted and concise fashion, and should be tailored for each job/industry. Remember, a resume is not a legal document where you list everything you have ever done. It is a marketing tool you use to get your foot in the door. Include only the relevant skills and accomplishments for the position you are targeting.Here are some guidelines about the Career Summary:A) Numbers tell the story: % of productivity increased, $ saved/earned, budgets managed, people managed, size of project, etc. Use metrics if you can.B) No more than 5-7 bullet points.C) One of the most important pieces of resume advice is to have a targeted focus. Dont give your reader generic glop. Everyone works well on a team, is organized and motivated, has great communication skills, blah blah blah. Give your reader solid examples of what you have done. Think of crafting your resume as you would go into an interview. These days most companies use some form of behavioral-based interviewing, the premise of which is that past performance and behaviors are a likely indicator of future work style and accomplishments. Use the Career Summary section to show your strengths and skills.D) Yo u have the top 2/3 of a page to catch your readers attention. These days most resumes are sent electronically, so when we open the document/email, it is that prime real estate that needs to be compelling enough to make us want to look more.Any other words of wisdom?Yes, a word of caution. My resume advice is to avoid using a template where you fill in the blanks, such as the Microsoft Word Templates. For one, they tend to waste a lot of white space. Second, they show no creativity and personalization.Also remember that you want your resume to be readable, so putting lots of tables and columns embedded within the document makes that difficult and does not scan well in Applicant Tracking Systems. (Have you ever gotten an email where several of the characters come out as strings of junk? That is what happens to your resume if you use columns and fancy formatting). Keep it simple.Thank you, Kristen. This is excellent resume advice!For more resume tips, please see VocationVillage.coms Re sume Dos and Donts.

What to do if youve accepted the wrong job offer

What to do if you’ve accepted the wrong job offer Everyone hopes that it will be possible to get an offer for the dream job, withdraw from any application processes still underway and settle down to wait for a start date. Sadly it doesn’t always work out this way. What do you do when you are offered a good job and the recruitment process for the dream job is still on-going? This scenario is far from uncommon. The job you have been offered is good enough. You’ve worked your way through the various stages of the recruitment process and have invested time and effort into it. You have to make a decision before you’re going to find out about the “dream job”. You’re probably going to feel that your only real option is to accept the offer as an insurance against unemployment. It might be that the other job offer is never forthcoming. But what do you do if you do get the “better” offer? Embark afresh on the decision making process between the two options Don’t assume that the view you had of both organisations at the beginning of the process hasn’t changed. Go back over the  pros and  cons of both organisations, perhaps write down a list. Think about your personal priorities. If one organisation pays much more than another and you’re motivated by money that might be compelling. Someone else may be much more concerned about work/life balance or ethics so the pay discrepancy could be irrelevant. When you’ve come up with your list make sure you listen to your “gut feeling” about it. If one offer excites you and the other feels dull, you should have a pretty good idea of which organisation to choose. Once you have decided take action Nobody wants to pull out of an accepted offer. You’re going to dread the conversation with the company you’ve decided to reject. That conversation isn’t going to get any easier if you procrastinate. Failure to get on and deal with the situation is unfair on the prospective employer and other potential candidates. It’s possible that the company has lined up reserves and that when you pull out someone else will benefit and get an offer. It’s probably good to remind yourself at this point that no employee is irreplaceable, least of all the one who hasn’t started yet. Don’t just send an email Once you’ve accepted an offer you’ve started to build a relationship with a company. You owe it to HR to have the courtesy to phone up and speak to them to withdraw your acceptance. If this fills you with dread then stop to think about what is the worst that can happen? You might have a very uncomfortable few minutes of conversation and you could well have blown your chances of ever working for the organisation. Nobody is going to die! You’re going to have lots of difficult conversations during your life. This is just going to be one of them. Are there any legal implications? Well, you have signed a contract so you might be in breach of that. Normally the employer can only take action on that breach if it has suffered a loss. It is hard to see what the loss might be. Your employment contract almost certainly specifies a notice period which is not usually longer than a month when you start. So, you could start, give a month’s notice and then leave without breaching the contract. In reality that would cost the employer a whole lot more than the cost to it if you withdraw prior to starting. It is very unlikely that the company will take action for breach of contract. What about reputational damage? Pulling out of an offer you have accepted isn’t exactly going to enhance your reputation but it’s important to realise that this happens…a lot. Many organisations suffer from a high attrition rate of students pulling out after accepting offers. Generally they will be able to understand the reasons for your actions, provided that you have explained these. It is better for the employer that an uncommitted potential employee withdraws before starting work. Organisations invest heavily in the training for their new graduates and worst case scenario for them would be if you left within the first year of employment when they had incurred significant costs around your employment and derived no advantage from it. If you are going to work in a very small niche occupational area you might need to think more carefully about reputational damage but this would really be the exception to the rule. And so? Do what is right for you, but do it as soon as you can and in person with apologies and humility. The organisation from which you are withdrawing is entitled to expect your honesty. If you handle things in the right way you might even find that, in the future, if your views have changed a job could still be there for you with the rejected employer. One last reminder. If you accept the second best job and it comes with a bursary or sponsorship and you are still hoping for the dream job then make sure you put any sponsorship money to one side.   You will have to repay it if you pull out of the job.

Working with Recruiters For Senior Executives Over 50 - Executive Career Brandâ„¢

Working with Recruiters For Senior Executives Over 50 One of the exercises my clients work on as part of the executive branding process is doing a SWOT analysis (Strengths Weaknesses Opportunities Threats). Because, as c-level and senior-level executives, theyre typically in the 45 to 55 age range, many list their age as a weakness. As long as theyre not overqualified for the kinds of jobs they’re targeting â€" that is, their skill sets, qualifications and experience are a good fit â€" I reassure them that the wisdom that comes with their years of experience will probably outweigh any age issues. In his Job-Hunt.org article, Managing the Age Issue with Recruiters, executive recruiter Jeff Lipschultz of A-List Solutions  suggested using career success stories to leverage your age as an asset, promote your expertise and support the value you offer. See my post Storytelling Propels Executive Branding and Job Search for tips on developing stories that will resonate with your target employers. Along with being realistic about salary/benefits and remembering to stress the value of the extensive network of possible leads you bring to the table, that can benefit recruiters, Jeff offered this advice: Project Energy Making a good impression is half the battle in an interview. I have interviewed and hired plenty of candidates over the age of 40. Some had grey hair. Some had a long resume. But the best had enthusiasm, energy, and professional goals for themselves. Instead of saying I have many years to go in my career consider, I have many things I would like to accomplish to call my professional life a success, and then list some of those things. You need to be as ambitious as you were when you first entered the workforce. You need to project this during interviews. Let the interviewer know why you’re excited about the opportunity and what you can bring to company. This is the same advice for everyone, but sometimes, older candidates can appear as if they are just trying to find any job that will carry them along for five, ten, or more years. Hiring managers want go-getters, no matter the age. Related posts: Build Winning Relationships with Executive Recruiters Advice From an Executive Recruiter on Working With Recruiters Don’t Call a Recruiter, Think Like One Working With Executive Recruiters: My Interview with Jeff Lipschultz 00 0

Sit Up Straight During Your Job Search

Sit Up Straight During Your Job Search Job  search can be a very stressful time for people. With bills piling up, extended periods of unemployment can wreak havoc on your savings and your sanity. If you find yourself spending hours searching job postings, researching companies, surfing business and social networking sites, and making networking and introductory phone calls, it’s important that you keep ergonomics in mind. Hunching over a computer screen or desk wasn’t good for your back when you had a job and it’s no better for you now.You should sit in an office chair during your job search whenever possible. Sitting on the couch may seem more comfortable, but you’ll be doing damage to your back in the long run. Sit up straight and try your best to maintain good posture. Hunkering down in your chair will put pressure on your lower back, which will only add to your level of stress.Not only should you sit up straight while you search for a job, but you should continue to do so once you get an interview. Your body l anguage conveys a great deal about your enthusiasm and interest in an employer’s open job. If you slouch in your chair during an interview, an employer may associate this with a lack of interest. By sitting up straight in your chair, you will also give the impression of strength and discipline. The interviewer will most likely see you as a motivated person who is serious about their job.Be mindful of your posture when meeting employers as well. Maintaining good posture has countless physical and mental health benefits and can relieve back pain and reduce stress. And beyond that, it might even help you land the job.

Tips on Writing a Resume For Nurses

Tips on Writing a Resume For NursesWriting a resume for nurses is not an easy task. Although it can be time consuming, the end result can certainly turn out to be worth your effort. Here are some tips on how to write a resume for nurses that will give you the advantage over other applicants who might be trying to look for the same position.The initial step in preparing a resume for nurses must include what type of experience you have in nursing. What does your resume need to contain? Simply put, it needs to show your potential employers that you have the expertise required to work in the field of nursing. Moreover, there should be a bit of testimonial regarding your work in this area, such as a letter from a supervisor of your work, or a statement from a previous employer that says that you were able to solve a problem that they faced in no time.It is common knowledge that nursing jobs require those who apply to them to have good critical thinking skills. It is important to ensure th at your resume addresses this requirement, or at least one particular skill. However, don't just rely on this criterion. Many applicants who have no idea about critical thinking have problems writing resumes for nurses because their resume doesn't show how this is something that they can use.Another point to note in writing a resume for nurses is that your specific area of expertise can be covered without citing specific expertise. For example, if you are a pediatric nurse, you can simply say you are 'looking forward to working in a pediatric setting.'The next section of your resume should be about how you can add value to the company. By referring to your educational background, or the type of job that you are applying for, you can emphasize the benefits of your credentials. Similarly, you can highlight your specific area of expertise by placing a specific heading to it.You also need to include your salary history as well as your projected salary range when including your summary s ection. This information is vital, since you are the only one who can predict the future salary range of nursing positions. You should provide details as to how you are able to fit into the projected salary range for a position in your particular field.Lastly, the service section of your resume needs to be polished and organized. You should make sure that your summary is concise yet comprehensive. If you can't possibly find a way to bring in the required information to your summary, then you should remove the summary and start from scratch in writing your service area.As a result, there are different factors that need to be taken into consideration when writing a resume for nurses. However, the above mentioned tips can give you a head start.