The document provides an overview of a webinar discussing different resume formats. It introduces the presenters and asks why resumes are still needed. It then discusses the key differences between resumes for mature workers versus new graduates. The major elements of any resume are listed as well as common mistakes people make. Advice is provided on how to avoid mistakes and alternatives to traditional resumes. Finally, the webinar discusses chronological, functional, and combination resume formats.
ImaginativeHR's e-bulletins explore what's new and innovative in HR and talent management.
We are delighted to include you in the distribution of the November 2014 ImaginativeHR e-bulletin.
The document provides guidance on effective recruitment strategies in 2021. It discusses 5 ways to recruit including networking events, social media like LinkedIn, video interviews, hiring freelancers, and using employer review sites. Networking events and LinkedIn are emphasized as ways to access wider networks. Video interviews allow screening candidates remotely. Freelancers provide specialized skills in a cost-effective way. Employer reviews influence potential candidates' perceptions.
First.Transitions.News.Insights.Vol.17.Iss.2Russ Jones
This document discusses strategies for using technology effectively during career transitions. It provides advice from Michaelene George of First Transitions, who has over 25 years of experience in career coaching. She notes that technology is a useful tool for research, but should be used alongside in-person networking and personalized coaching. First Transitions teaches participants to use tools like CareerShift and LinkedIn to research organizations and contacts, but emphasizes avoiding getting distracted by excessive online activity. The key is striking a balance between technology and high-touch human interaction during a job search.
Businesses CAN’T afford to have disengaged employees! According to Gallup, a disengaged employee costs a company 34% of their total annual salary. On aggregate 17.2% of a workforce is disengaged.
Since the Dotcom boom of the 90’s, companies have been trying to obtain high standards of employee satisfaction through: company perks, wellness incentives and even subsidized food plans to satisfy the foodies.
Has any of these strategies really helped with employee engagement? How do organizations get their employees engaged and find their swagger?
Employee engagement is very tied to the MAGIC of the company. To capture the magic, employees must have five key elements to help them become successful.
In the MAGIC of Employee Engagement white paper, it'll will break down each element and map out the benefits of each one.
Experienced Worker New Version Revised 3.2.2011mythicgroup
This document provides information and advice for experienced workers on topics such as the changing retirement landscape, ageism in the workplace, networking strategies, and utilizing social media and technology. It notes that many baby boomers are choosing to work past traditional retirement age for reasons such as income, staying active, and finding meaningful work. The document encourages tailoring resumes and interviews to downplay overqualification and emphasize relevant skills and experience.
Death Of The Professional Recruiter FinalChad McDaniel
The document discusses the impact of social media on professional recruiters. It argues that while social media is a useful tool, recruiters still provide important value in establishing communities, acting as a bridge between candidates and employers, promoting job openings to targeted contacts, understanding roles and culture fits, and finding candidates not actively online. The death of professional recruiters is still open for debate as change happens, but ensuring the best talent is attracted should not be taken for granted. Social media requires time and knowledge to use effectively alongside a recruiter's expertise in developing relationships and matching needs.
This carefully edited guide aimed at reasserting PR’s value as a management discipline explores the opportunity for public relations today and embraces topics such as skills and professional development, the move to paid, C-Suite reporting and much more. Featuring 33 highly skilled practitioners, many of whom are PRCA members, #FuturePRoof is set to become an indispensable handbook for managers of comms teams everywhere.”
This document provides a 4-step guide for companies to empower employees to share professional content and strengthen their talent brand. The 4 steps are: 1) Build a team to lead the initiative, 2) Educate employees on benefits of sharing content and how to do so, 3) Empower employees by providing share-ready content, profile sessions, and meetups, and 4) Measure success through participation rates, social media reach, and number of posts. Following these steps can help attract more talent through a strengthened employer brand.
ImaginativeHR's e-bulletins explore what's new and innovative in HR and talent management.
We are delighted to include you in the distribution of the November 2014 ImaginativeHR e-bulletin.
The document provides guidance on effective recruitment strategies in 2021. It discusses 5 ways to recruit including networking events, social media like LinkedIn, video interviews, hiring freelancers, and using employer review sites. Networking events and LinkedIn are emphasized as ways to access wider networks. Video interviews allow screening candidates remotely. Freelancers provide specialized skills in a cost-effective way. Employer reviews influence potential candidates' perceptions.
First.Transitions.News.Insights.Vol.17.Iss.2Russ Jones
This document discusses strategies for using technology effectively during career transitions. It provides advice from Michaelene George of First Transitions, who has over 25 years of experience in career coaching. She notes that technology is a useful tool for research, but should be used alongside in-person networking and personalized coaching. First Transitions teaches participants to use tools like CareerShift and LinkedIn to research organizations and contacts, but emphasizes avoiding getting distracted by excessive online activity. The key is striking a balance between technology and high-touch human interaction during a job search.
Businesses CAN’T afford to have disengaged employees! According to Gallup, a disengaged employee costs a company 34% of their total annual salary. On aggregate 17.2% of a workforce is disengaged.
Since the Dotcom boom of the 90’s, companies have been trying to obtain high standards of employee satisfaction through: company perks, wellness incentives and even subsidized food plans to satisfy the foodies.
Has any of these strategies really helped with employee engagement? How do organizations get their employees engaged and find their swagger?
Employee engagement is very tied to the MAGIC of the company. To capture the magic, employees must have five key elements to help them become successful.
In the MAGIC of Employee Engagement white paper, it'll will break down each element and map out the benefits of each one.
Experienced Worker New Version Revised 3.2.2011mythicgroup
This document provides information and advice for experienced workers on topics such as the changing retirement landscape, ageism in the workplace, networking strategies, and utilizing social media and technology. It notes that many baby boomers are choosing to work past traditional retirement age for reasons such as income, staying active, and finding meaningful work. The document encourages tailoring resumes and interviews to downplay overqualification and emphasize relevant skills and experience.
Death Of The Professional Recruiter FinalChad McDaniel
The document discusses the impact of social media on professional recruiters. It argues that while social media is a useful tool, recruiters still provide important value in establishing communities, acting as a bridge between candidates and employers, promoting job openings to targeted contacts, understanding roles and culture fits, and finding candidates not actively online. The death of professional recruiters is still open for debate as change happens, but ensuring the best talent is attracted should not be taken for granted. Social media requires time and knowledge to use effectively alongside a recruiter's expertise in developing relationships and matching needs.
This carefully edited guide aimed at reasserting PR’s value as a management discipline explores the opportunity for public relations today and embraces topics such as skills and professional development, the move to paid, C-Suite reporting and much more. Featuring 33 highly skilled practitioners, many of whom are PRCA members, #FuturePRoof is set to become an indispensable handbook for managers of comms teams everywhere.”
This document provides a 4-step guide for companies to empower employees to share professional content and strengthen their talent brand. The 4 steps are: 1) Build a team to lead the initiative, 2) Educate employees on benefits of sharing content and how to do so, 3) Empower employees by providing share-ready content, profile sessions, and meetups, and 4) Measure success through participation rates, social media reach, and number of posts. Following these steps can help attract more talent through a strengthened employer brand.
This document provides a 4-step guide for companies to empower employees to share professional content and strengthen their talent brand. The 4 steps are: 1) Build a team to lead the initiative, 2) Educate employees on benefits of sharing content and how to do so, 3) Empower employees by providing share-ready content, profile sessions, and recognition, and 4) Measure success through participation rates, social media reach and engagement. Following these steps can help attract more talent through a strengthened employer brand.
Debra Feldman is an executive talent agent and founder of JobWhiz who helps senior executives find new positions through networking. She relies on her experience, contacts, research skills, and persistence to develop customized networking strategies. Projects typically involve an initial planning phase of 2-4 weeks, followed by 2 months of implementation where Debra makes connections with hiring managers. Her almost 99% success rate is due to dedicating over 40 hours per week to networking and understanding current job market trends better than individual job seekers.
The document discusses what makes a modern recruiter and provides tips for using LinkedIn effectively. It includes quotes from recruiting experts that define a modern recruiter as someone who is a business generalist, salesperson, marketer, and data analyst. The document then provides recommendations for crafting compelling LinkedIn profiles and company pages, using LinkedIn tools to source candidates, and promoting companies as top employers.
The modern recruiter's guide linked in essentialsRebecca Bouhuijs
The document discusses what makes a modern recruiter and provides tips for using LinkedIn effectively. It defines a modern recruiter as someone who blends art, science, and various roles like matchmaker, talent advisor, salesperson, marketer, and data analyst. It emphasizes the importance of crafting compelling profiles and company pages on LinkedIn to attract candidates. It also provides strategies for sourcing on LinkedIn, engaging with candidates, managing prospects, and measuring recruiting efforts. The document is intended to help recruiting professionals maximize their use of LinkedIn.
The modern Recruiter's Guide LinkedIn essentialsLinkedIn
The document discusses what makes a modern recruiter and provides tips for using LinkedIn effectively. It includes quotes from recruiting experts that define a modern recruiter as someone who is a business generalist, salesperson, marketer, and data analyst. The document then provides recommendations for crafting compelling LinkedIn profiles and company pages, using LinkedIn tools to source candidates, and promoting companies as top employers.
The document provides tips for enhancing your job search when you are out of work. It recommends maintaining a positive attitude and treating your job search like a full-time job. Networking is key, as most jobs are found through connections, so you should leverage your personal and professional networks. You should also directly contact companies of interest and utilize job boards to get your resume in front of potential employers. With persistence and the right approach, the right job opportunity will come.
The Year of People: How HR is Evolving in 2020Tamar Kuyumjian
This year forced companies all over the world into a remote work pilot study. Sharing their insights from the front lines, Aptology spoke with leaders in HR like CHROs and marketers in HR tech about how HR is evolving in 2020. They covered: How do we understand and measure the employee experience? What pre employment screening data do we need to get visibility for better talent acquisition and DEI efforts? What tools and behavioral assessments do we need for internal sources of recruitment? How does our understanding of people and communication need to change? Prepare to take notes as this guide gives tactical advice for HR professionals in talent management, learning and development, succession planning, and talent acquisition.
The FOW Community Future of Work BrochureConnie Chan
This document provides an agenda and details for "The Future of Work Forum" event hosted by Udemy in San Francisco on April 29, 2015. The agenda includes presentations on developing corporate culture, engaging millennial workers, the future of work, online training, culture transformation, the rise of freelancing, improving employee health, and a tour of the Airbnb office. Speakers include executives from MuleSoft, LinkedIn, PwC, Udemy, Unisys, Elance-oDesk, FitBit, and Airbnb. The event aims to prepare attendees for challenges and opportunities related to the future of work.
The document discusses the changing landscape of learning and discusses how a new generation of learners have different expectations. It argues that learning needs to be more flexible, adaptable, and on-demand to meet these changing expectations. It outlines a shift from traditional centralized and classroom-based learning to knowledge and learning that is distributed, social, and accessible anytime, anywhere on demand.
Feldman network career insurance final january 2010Debra Feldman
All jobs are temporary. Your networking connections are lifetime career insurance.Over 80% of new hires got their jobs via a referral. Contacts are necessary. Keep the ones you have and promote new relationships.
This document provides an overview of a 13-week program aimed at helping participants change their world and careers. The program covers topics such as personal branding, networking, resume writing, interview skills, business etiquette, credentialing, managerial skills, subject matter expertise, and alternative careers. Participants will read various books and apply the concepts through assignments such as applying for jobs, conducting informational interviews, and developing their personal brand on LinkedIn. The program is led by professionals from various companies and aims to help participants develop lifelong employability.
The document discusses different types of interviews that can be used when hiring candidates. It describes telephone interviews, which allow for quick screening of candidates from a distance to assess personality and communication skills over the phone. It also discusses panel interviews, where multiple interviewers assess a candidate at once to avoid personal biases and get different perspectives. The document provides pros and cons of each approach and tips for how to prepare for different interview styles.
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
This document discusses employer branding and provides data and advice on developing a strong talent brand. It shows that most companies agree employer brand is a top priority, and that employer brand significantly impacts their ability to hire great talent. It then provides steps to build a strong talent brand, including getting executive buy-in, listening to candidates and employees, crafting an authentic employer brand message, promoting the brand, and measuring results.
Strategic HR: Fostering Employee Engagement via Enterprise 2.0 Technologies &...Allyis
Ethan Yarbrough discusses how organizations can foster employee engagement through enterprise technologies and strategic HR practices. He defines engagement as employees feeling involved and enthusiastic about their work. Highly engaged workforces outperform others by 20-28% and increase profits and operating margins. However, most employees are only "up for grabs" and not strongly committed. Barriers to engagement include information overload, lack of respect, distance between employees, and lack of trust in leadership. Yarbrough argues that technology tools can help by giving employees ways to share expertise, make themselves heard, find and connect with others, and be more successful. Strategic HR should focus on improving the employee experience and making the organization a better place to work through these engagement
1) The labor market has become more challenging in recent years for job development professionals due to economic conditions and increased competition.
2) Employers have shifted to an employer-driven market and are relying more on referrals and trusted sources rather than open applications to fill positions.
3) To take advantage of this new labor market, job development professionals need to focus on networking to develop relationships with employers and position themselves as trusted referral sources. This involves promoting services to employers, communicating benefits, and getting involved in business and community groups.
The document discusses what makes a modern recruiter and provides perspectives from various experts in the recruiting field. A modern recruiter is described as someone who uses both art and science in their work by leveraging skills in areas like sales, marketing, research and technology. They act as matchmakers between candidates and jobs, advisors to their organizations, and utilize data to inform decisions and measure performance. LinkedIn is positioned as a key tool that modern recruiters can use to more effectively find and engage talent at scale. The document will provide guidance on using LinkedIn to enhance profiles, company pages, sourcing, job postings and other areas.
The document provides tips for modern recruiters on using LinkedIn effectively. It discusses making compelling profile and company page profiles that showcase the recruiter and company culture. It recommends crafting an inspiring profile with rich media and volunteer experience. For the company page, it suggests using video, growing followers, engaging followers with targeted updates, and extending reach through sponsored content. The document also provides examples of inspiring individual profiles and effective company pages.
At a job fair, employers seek to brand their organization, source suitable candidates, and attract new talent. Job seekers should research companies attending, bring tailored resumes, dress professionally, and prepare questions. When speaking with employers, job seekers should demonstrate a positive attitude, communication skills, motivation, confidence and organization through their appearance and answers. Employers look for these soft skills and signs the candidate will be a good cultural fit and representative of their company.
Own It! Take Charge of Your Career by Tuesday A. StrongTuesday Strong
Technology, globalization and the pace of change continue to be drivers for independent career management. Work environments and the way in which we work and think about work continue to change at an accelerated pace. Career management is also changing. Savvy professionals realize that they (not their employers) are responsible for their careers and professional development. Effective career management is about owning your professional development for the life of your career, not just the job you’re in. Employment trends have accelerated during the past few years. Are you ready to survive and thrive in these new times?
Five reasons why you should read OWN IT! Take Charge of Your Career:
1. You are responsible for your career, not your employer.
2. You need a rock solid professional reputation to stay employed.
3. Savvy professionals use goal setting, networking and marketing for career success.
4. You can increase your competitiveness with a minimal investment of time and money.
5. OWN IT! is filled with practical examples, templates and actionable advice.
Mike Gamson, Sr. VP, Global Solutions, LinkedIn
Eddie Vivas, Director, Product Management, LinkedIn
Tanya Staples, Sr. VP Content, lynda.com, LinkedIn
Join Mike Gamson, SVP of Solutions for LinkedIn, as he shares our mission and vision, and introduces us to the next generation of LinkedIn. Mike will be joined by Tanya Staples, SVP of Content for Lynda.com, and Eddie Vivas, Head of Product for LinkedIn Talent Solutions, who will talk about how we are putting learner-centered education at the heart of building professional knowledge, and how LinkedIn is re-imagining recruiting.
This document provides a 4-step guide for companies to empower employees to share professional content and strengthen their talent brand. The 4 steps are: 1) Build a team to lead the initiative, 2) Educate employees on benefits of sharing content and how to do so, 3) Empower employees by providing share-ready content, profile sessions, and recognition, and 4) Measure success through participation rates, social media reach and engagement. Following these steps can help attract more talent through a strengthened employer brand.
Debra Feldman is an executive talent agent and founder of JobWhiz who helps senior executives find new positions through networking. She relies on her experience, contacts, research skills, and persistence to develop customized networking strategies. Projects typically involve an initial planning phase of 2-4 weeks, followed by 2 months of implementation where Debra makes connections with hiring managers. Her almost 99% success rate is due to dedicating over 40 hours per week to networking and understanding current job market trends better than individual job seekers.
The document discusses what makes a modern recruiter and provides tips for using LinkedIn effectively. It includes quotes from recruiting experts that define a modern recruiter as someone who is a business generalist, salesperson, marketer, and data analyst. The document then provides recommendations for crafting compelling LinkedIn profiles and company pages, using LinkedIn tools to source candidates, and promoting companies as top employers.
The modern recruiter's guide linked in essentialsRebecca Bouhuijs
The document discusses what makes a modern recruiter and provides tips for using LinkedIn effectively. It defines a modern recruiter as someone who blends art, science, and various roles like matchmaker, talent advisor, salesperson, marketer, and data analyst. It emphasizes the importance of crafting compelling profiles and company pages on LinkedIn to attract candidates. It also provides strategies for sourcing on LinkedIn, engaging with candidates, managing prospects, and measuring recruiting efforts. The document is intended to help recruiting professionals maximize their use of LinkedIn.
The modern Recruiter's Guide LinkedIn essentialsLinkedIn
The document discusses what makes a modern recruiter and provides tips for using LinkedIn effectively. It includes quotes from recruiting experts that define a modern recruiter as someone who is a business generalist, salesperson, marketer, and data analyst. The document then provides recommendations for crafting compelling LinkedIn profiles and company pages, using LinkedIn tools to source candidates, and promoting companies as top employers.
The document provides tips for enhancing your job search when you are out of work. It recommends maintaining a positive attitude and treating your job search like a full-time job. Networking is key, as most jobs are found through connections, so you should leverage your personal and professional networks. You should also directly contact companies of interest and utilize job boards to get your resume in front of potential employers. With persistence and the right approach, the right job opportunity will come.
The Year of People: How HR is Evolving in 2020Tamar Kuyumjian
This year forced companies all over the world into a remote work pilot study. Sharing their insights from the front lines, Aptology spoke with leaders in HR like CHROs and marketers in HR tech about how HR is evolving in 2020. They covered: How do we understand and measure the employee experience? What pre employment screening data do we need to get visibility for better talent acquisition and DEI efforts? What tools and behavioral assessments do we need for internal sources of recruitment? How does our understanding of people and communication need to change? Prepare to take notes as this guide gives tactical advice for HR professionals in talent management, learning and development, succession planning, and talent acquisition.
The FOW Community Future of Work BrochureConnie Chan
This document provides an agenda and details for "The Future of Work Forum" event hosted by Udemy in San Francisco on April 29, 2015. The agenda includes presentations on developing corporate culture, engaging millennial workers, the future of work, online training, culture transformation, the rise of freelancing, improving employee health, and a tour of the Airbnb office. Speakers include executives from MuleSoft, LinkedIn, PwC, Udemy, Unisys, Elance-oDesk, FitBit, and Airbnb. The event aims to prepare attendees for challenges and opportunities related to the future of work.
The document discusses the changing landscape of learning and discusses how a new generation of learners have different expectations. It argues that learning needs to be more flexible, adaptable, and on-demand to meet these changing expectations. It outlines a shift from traditional centralized and classroom-based learning to knowledge and learning that is distributed, social, and accessible anytime, anywhere on demand.
Feldman network career insurance final january 2010Debra Feldman
All jobs are temporary. Your networking connections are lifetime career insurance.Over 80% of new hires got their jobs via a referral. Contacts are necessary. Keep the ones you have and promote new relationships.
This document provides an overview of a 13-week program aimed at helping participants change their world and careers. The program covers topics such as personal branding, networking, resume writing, interview skills, business etiquette, credentialing, managerial skills, subject matter expertise, and alternative careers. Participants will read various books and apply the concepts through assignments such as applying for jobs, conducting informational interviews, and developing their personal brand on LinkedIn. The program is led by professionals from various companies and aims to help participants develop lifelong employability.
The document discusses different types of interviews that can be used when hiring candidates. It describes telephone interviews, which allow for quick screening of candidates from a distance to assess personality and communication skills over the phone. It also discusses panel interviews, where multiple interviewers assess a candidate at once to avoid personal biases and get different perspectives. The document provides pros and cons of each approach and tips for how to prepare for different interview styles.
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
This document discusses employer branding and provides data and advice on developing a strong talent brand. It shows that most companies agree employer brand is a top priority, and that employer brand significantly impacts their ability to hire great talent. It then provides steps to build a strong talent brand, including getting executive buy-in, listening to candidates and employees, crafting an authentic employer brand message, promoting the brand, and measuring results.
Strategic HR: Fostering Employee Engagement via Enterprise 2.0 Technologies &...Allyis
Ethan Yarbrough discusses how organizations can foster employee engagement through enterprise technologies and strategic HR practices. He defines engagement as employees feeling involved and enthusiastic about their work. Highly engaged workforces outperform others by 20-28% and increase profits and operating margins. However, most employees are only "up for grabs" and not strongly committed. Barriers to engagement include information overload, lack of respect, distance between employees, and lack of trust in leadership. Yarbrough argues that technology tools can help by giving employees ways to share expertise, make themselves heard, find and connect with others, and be more successful. Strategic HR should focus on improving the employee experience and making the organization a better place to work through these engagement
1) The labor market has become more challenging in recent years for job development professionals due to economic conditions and increased competition.
2) Employers have shifted to an employer-driven market and are relying more on referrals and trusted sources rather than open applications to fill positions.
3) To take advantage of this new labor market, job development professionals need to focus on networking to develop relationships with employers and position themselves as trusted referral sources. This involves promoting services to employers, communicating benefits, and getting involved in business and community groups.
The document discusses what makes a modern recruiter and provides perspectives from various experts in the recruiting field. A modern recruiter is described as someone who uses both art and science in their work by leveraging skills in areas like sales, marketing, research and technology. They act as matchmakers between candidates and jobs, advisors to their organizations, and utilize data to inform decisions and measure performance. LinkedIn is positioned as a key tool that modern recruiters can use to more effectively find and engage talent at scale. The document will provide guidance on using LinkedIn to enhance profiles, company pages, sourcing, job postings and other areas.
The document provides tips for modern recruiters on using LinkedIn effectively. It discusses making compelling profile and company page profiles that showcase the recruiter and company culture. It recommends crafting an inspiring profile with rich media and volunteer experience. For the company page, it suggests using video, growing followers, engaging followers with targeted updates, and extending reach through sponsored content. The document also provides examples of inspiring individual profiles and effective company pages.
At a job fair, employers seek to brand their organization, source suitable candidates, and attract new talent. Job seekers should research companies attending, bring tailored resumes, dress professionally, and prepare questions. When speaking with employers, job seekers should demonstrate a positive attitude, communication skills, motivation, confidence and organization through their appearance and answers. Employers look for these soft skills and signs the candidate will be a good cultural fit and representative of their company.
Own It! Take Charge of Your Career by Tuesday A. StrongTuesday Strong
Technology, globalization and the pace of change continue to be drivers for independent career management. Work environments and the way in which we work and think about work continue to change at an accelerated pace. Career management is also changing. Savvy professionals realize that they (not their employers) are responsible for their careers and professional development. Effective career management is about owning your professional development for the life of your career, not just the job you’re in. Employment trends have accelerated during the past few years. Are you ready to survive and thrive in these new times?
Five reasons why you should read OWN IT! Take Charge of Your Career:
1. You are responsible for your career, not your employer.
2. You need a rock solid professional reputation to stay employed.
3. Savvy professionals use goal setting, networking and marketing for career success.
4. You can increase your competitiveness with a minimal investment of time and money.
5. OWN IT! is filled with practical examples, templates and actionable advice.
Mike Gamson, Sr. VP, Global Solutions, LinkedIn
Eddie Vivas, Director, Product Management, LinkedIn
Tanya Staples, Sr. VP Content, lynda.com, LinkedIn
Join Mike Gamson, SVP of Solutions for LinkedIn, as he shares our mission and vision, and introduces us to the next generation of LinkedIn. Mike will be joined by Tanya Staples, SVP of Content for Lynda.com, and Eddie Vivas, Head of Product for LinkedIn Talent Solutions, who will talk about how we are putting learner-centered education at the heart of building professional knowledge, and how LinkedIn is re-imagining recruiting.
This document provides advice for attracting, retaining, and managing talent across multiple generations in the workplace. It discusses key factors for engagement like communication methods, career progression, training, working environment, and leadership styles. While these factors are important for all generations, organizations must tailor their approaches to individual needs and preferences to effectively engage employees. The document encourages challenging traditional models and adapting company culture to changing workforce expectations.
In today's competitive employment environment, it's more important than ever to understand and be able to articulate your value in the marketplace. Developing a Personal Brand statement, maximizing the use of social media to communicate and share your brand and identifying activities that allow your brand to shine are critical components of effective Personal Branding.
How to Build and Maintain a Premier OrganizationLucas Group
An important trend facing organizations across all industries is bridging the knowledge gap between outgoing employees and those who remain or are hired to fulfill their work. Despite a stubbornly persistent unemployment rate in the U.S., attracting and retaining people who can positively impact your company remains a considerable challenge to building and maintaining a premier organization. Triggered by Baby Boomer retirements, companies must develop systematic ways to attract the best, retain the best, and hold on to the knowledge that the best contribute to their organizations.
SKEMA Alumni Webinar #1 Take your career to the next stage. Start branding yo...SKEMA Alumni
This document provides information about a live webinar on personal branding for career management. The webinar is scheduled for October 17th and 24th at 1pm EDT and will be hosted by Strat'America, a US consulting firm. It will cover topics like defining a personal brand, communicating your brand, and practical tips for building and managing your brand. The speakers are introduced - Sylvie Giret, an expert in developing foreign brands in the US, and Anette Rosenzweig, an executive coach. An outline of the content is provided covering personal branding fundamentals and strategies. The webinar aims to help alumni take their career to the next stage by learning personal branding techniques.
The document profiles Nicole Rodrigues, founder and CEO of NRPR Group, discussing her background and role in leading the PR and marketing firm, the strategies and services NRPR provides such as digital marketing and reputation management, and Rodrigues' advice for entrepreneurs including developing comprehensive strategies and persevering despite challenges.
The webinar provided information on managing agile talent effectively. It discussed trends driving greater reliance on external talent, such as skills gaps and increased expertise availability globally. It outlined three approaches to agile talent and highlighted how to focus agile talent on building strategic capabilities. The webinar also reviewed key concerns with using external talent and provided a model for determining when to "rent" versus "own" talent. It stressed the importance of alignment across strategic, performance, relationship, and administrative dimensions. Finally, it offered a process for organizations to improve their management of agile talent.
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
This document provides course information for continuing education at Normandale Community College. It begins with an introduction that tools and skills can help advance work and lives in complex times. The document then lists courses in categories such as business acumen, healthcare, technology, languages and career development. Specific courses are highlighted, including certificates in topics like data analysis, Lean Six Sigma, and designing webinars. The summary provides an overview of the document's purpose and structure without copying significant content.
The world of business is changing, so how can you train the most valuable asset of your business? How can you compete and win in today’s rapidly transforming marketplace?
User Journey Mapping: How and Why Does it Matter for Your Business?DariaPersell
The document discusses how businesses can skill their employees to stay competitive in a changing world. It outlines an 8-step methodology for measuring and developing skills that focuses on defining roles, tracking activities, categorizing and benchmarking skills, assessing soft skills, guiding career paths, monitoring progress, and providing learning resources. Partnering with Pepper Square can help implement these processes more quickly than doing it alone.
As a nonprofit, you have a unique challenge: finding qualified candidates who care about your mission. Job postings are an essential tool for finding those professionals at scale. Check out this deck to find out how you can easily get your jobs in front of the right candidates at the right time. It covers job posting basics, as well as tips and tricks on how to get the best results.
3 things that are covered:
LinkedIn’s mission-driven talent network
Optimize your job posts to get the best candidates
Save money with nonprofit discounts
Content shared by advocates performs 10 times better than content shared to paid channels, and seven times better than content in owned channels. That’s why smart brands are empowering their employees to create authentic brand content, including unique photos and videos.
As Employee Advocacy programs mature, companies are finding new ways to leverage the power of their brand ambassadors.
In this webinar, you will learn to boost your content marketing by empowering your employee advocates.
You will also learn:
• How to enable employee advocacy for content creation
• How to create collaboration between marketing and employee advocates
• Implementing and managing content strategies for your employees
Cassandra Garces is exploring her personal brand and career path in digital marketing. She currently helps promote her wife's tattoo business, Trippy Amoni, by handling advertising, finances, and maintaining a positive online presence. Her goals are to expand their client base nationwide by 2023, invest in multiple business locations by 2028, and successfully grow various business ideas of her own by 2045. She is pursuing a bachelor's degree in digital marketing to help build upon her skills in areas like social media marketing, public relations, and financial management.
LinkedIn Training Seminar - Vorian Agency - Bunbury, August 2014Vorian Agency
The document provides information about an upcoming LinkedIn training seminar to be held on August 20th, 2014 from 1:00pm to 3:00pm. It introduces the presenter, Matt Lynch from Vorian Agency, and provides details about his experience in online marketing, SEO, and working with travel companies. The document outlines the topics to be covered in the training, including creating and optimizing LinkedIn profiles and pages, building connections, using LinkedIn for job searching and recruiting, and best practices. Housekeeping details are also provided.
This document discusses optimizing LinkedIn for nonprofit organizations. It provides tips on creating an effective personal profile, including making sure profiles are accurate, locatable, impactful, value-based and engaging. Additional sections cover using LinkedIn to expand networks, conduct searches for potential donors and members, and strategies for connecting with new contacts.
This document provides information about Mrinal Krant, including his background, qualifications, areas of expertise, and professional experience. Specifically:
- Mrinal Krant is a senior human resources professional specializing in talent development, leadership coaching, and recruiting. He has over 15 years of experience working with multinational companies in India and the US.
- He holds an MBA in human resources from Symbiosis Institute of Business Management and has served in the Border Security Force. He is also certified in Myers-Briggs Type Indicator assessments.
- In addition to HR consulting, Mrinal enjoys blogging, participating in online forums, and sharing knowledge through presentations on topics like generational differences in the
Illinois workNet - Telling the Story in Case NotesDee Reinhardt
This document provides guidance on writing effective case notes. It defines case notes and explains that they should tell a story that any reader can understand. The document outlines best practices for writing case notes, such as using proper grammar and terminology, focusing on facts, and avoiding bias or personal details. It also recommends including who, what, when, where, why and next steps. Examples of good and poor case notes are provided. Overall, the document aims to teach caseworkers how to document client interactions and progress in a clear, consistent manner.
This document provides information on using social media and digital tools for job searching. It lists social media platforms like LinkedIn, Facebook, Google+, Pinterest, SlideShare, and Twitter that can be used to find jobs, connect with professionals, and create an online presence. It also lists resume tools for creating and storing resumes online like About.me, Behance, Box.net, and LinkedIn. Finally, it provides recommendations for job search apps, networking sites, local job boards, and interview preparation resources.
Learn the pros and cons of marketing with the top 10 social media platforms for your B2B or B2C business.
This is a presentation that I give to groups on a regular basis.
Created for Illinois workNet, this presentation was on different tools and resources available to help you decide if you want to start your own busines..
Illinois workNet and Optimal Resume provide online career tools to help job seekers build optimal impressions for employers. These tools include skills assessments, resume building, cover letter templates, portfolio creation, video resumes, websites, and interview practice. Users can access all documents and profiles through a central Document Center for storage and organization of their career materials.
Created for www.illinoisworknet.com this webinar includes guest speaker Laurie Huspen of Valuable Resources Company. We discussed the how-to's of being successful during interviews including the Top 10 Questions to Answer and Top 10 Questions to Ask. To see the recording go to http://ow.ly/moNtQ
Are you between careers and trying to figure out how to best promote yourself. This webinar, prepared for www.illinoisworknet.com, discusses education, transferable skills and soft skills as they relate to your job search. View the recorded webinar at http://ow.ly/moORP
Prepared for www.illinoisworknet.com this presentation speaks to why you need to be prepared in any situation to explain what you do to promote yourself as a job seeker or you business. Watch the recorded session at http://ow.ly/moNZq
The document summarizes the Workforce Investment Act (WIA) program in Kane, DeKalb, and Kendall Counties in Illinois. The WIA provides funding for workforce training and employment programs aimed at meeting the needs of businesses and job seekers. It is managed locally through a one-stop delivery system called Illinois workNet Centers. The WIA serves three main groups - youth aged 16-21, economically disadvantaged adults, and dislocated workers who have lost their jobs. Services include skills assessments, career counseling, training programs, and connecting individuals with employment opportunities.
This presentation focuses on Incumbent Worker Training to avert layoffs for business in the Kane, DeKalb and Kendall county areas of Illinois. If you need additional information there are contact numbers at the end of the presentation.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
1. Résumés – Which One is Best
for Me?
Questions and Answers with Human Resource Professionals
Illinois workNet Webinar
Join the conversation on Twitter with #ILworkNet or #resumes
2. Meet our Presenters
Leanne Hoagland-Smith, Christy Seawall, M.S.
CRO & Heurist
ADVANCED SYSTEMS
The Next Generation of Talent
Management
Dynamic Certified Career Coach, Interview Coach and Resume
Writer, Christy blends her passion with knowledge of the corporate
Leanne is an author, speaker, executive coach, consultant and world to help clients catapult their careers into high gear. She works
resident contrarian. For the last 15 years she’s looked to with clients to identify their dream job, build an effective resume, create
discover new ways to guide and support rapidly growing small a marketing plan, enhance their networking and interviewing skills, and
to mid size businesses or individuals who wish to leave the build their confidence to negotiate the offer. With a keen ability to
current status quo. Her ACE approach, Assess + Clarify + grasp the big picture and create workable action plans, Christy helps
Execute works with those in career transition to mid-size clients put their careers into motion!
enterprises. Leanne brings common sense solutions that may A Master’s degree in Industrial Relations from the University of
run contrary to the other business and career experts. She Wisconsin paved the way for her entry into the corporate world of
believes everyone should Be the Red Jacket in a Sea of Gray Human Resources, Training and Development. Christy has worked for
Suits. Contact Leanne at 219-759-5601 CST. Fortune 100 companies, smaller organizations and non-profits. In
2002, Christy launched her private career coaching practice.
www.processspecialist.com - website
www.increase-sales-coach.com - blog www.christyseawall.com/ Contact Christy at 630-466-1512
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
3. Meet our Presenters
Craig Frank Dee Reinhardt –
President
Time2Mrkt
A social media strategist, Dee
helps solopreneurs and small
business optimize their digital
presence.
Craig Frank is President and General Manager of Frank’s Dee began her marketing and social media journey with a local
Employment, Inc., a full service staffing firm operating for 56 years in the workforce agency. In 2011, she began her consulting
Chicagoland area. Frank’s handles Temp, Temp-to-Hire and Direct-Hire business, and has been teaching, coaching, implementing and
positions for office, customer maintaining ever since.
service, accounting, engineering, technical, sales and skilled
manufacturing and management professionals. Always looking for new ways to advance an organizations
marketing efforts, when social media came into the arena, Dee
Craig has a BS in Business Administration from Valparaiso University and jumped on the challenge of learning all of the aspects and
worked in industry prior to joining the family business. During that 10 became certified in 2010.
years he experienced 4 corporate mergers, takeovers or plant closings; 2 Her business, Time2Mrkt, Inc.
of which he survived and 2 he didn’t. Craig learned first-hand how to helps guide businesses through
prepare for a job hunt and successfully land a new job and uses that the sometimes treacherous waters
knowledge to help other job hunters find employment. of social media to help them make
the best use of their time and
Call 630-584-0820 www.franksemployment.com resources.
www.time2mrkt.com
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
4. Why do we need a resume?
• Resumes are still an essential marketing tool in today’s job market.
• Resumes present your skills, experience, accomplishments, and
education for most positions.
• When networking or looking for a job, a resume is often the first thing
people ask you to present.
• For compliance, a resume is still a necessity.
• From marketing yourself, resumes tell your story so your potential
employer will be attracted to you.
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
5. How does a resume differ for a mature worker vs.
someone just starting out?
• Share relevant information with potential employers in a concise format that’s easy
to read and capture’s the reader’s attention.
• More seasoned candidate - 2 pages (exception would be Director or above; IT;
academia).
• Job seekers identify credentials for the recruiter & hiring manager.
• Customize your resume for each position.
• Mid-career professional: pull out the most relevant and convincing details from the
last 10-15 years of your career to “de-age” your resume.
• Starting out - a 1 page resume is typical. Include your schooling, part-time
jobs, internships, volunteer work, extra-curricular activities, and any honors/awards
you have received. If you don’t have any work experience, list relevant coursework
and school projects.
• What differs beyond the obvious of experience and skills is your story. Someone
starting out may offer a fresh perspective based upon research. A mature worker’s
story may emphasize how maturity may expedite innovation or business growth.
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
6. What are the key elements of any resume?
• Professional Summary
• Objective – it’s not the “What’s In It For Me” objective statement of
the past. Career transitioners - keep it simple, i.e. the title of the
position.
• Summary of Qualifications - top 3-5 things you believe the employer
is looking for and specifically identify how you align with that. “What’s
In It for Them”, i.e. what value-add you offer.
• Experience
• Education
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
7. What are the biggest mistakes people make?
• Telling the same story that everyone else writes.
• Failing to research and link talents to the growth of the potential
employer.
• Lacking technological skills.
• Treating a resume as a historical document rather than a forward-
looking document.
– Marketing tool to help you achieve your career goals.
– Future-focused.
– Customized - analyze what the hiring manager is looking for to align experience
with his or her needs.
• Listing job responsibilities rather than duties & read more like a job
description instead of a marketing piece.
• Not keeping it current.
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
9. How to avoid mistakes on resumes.
• Focus on contributions & success on completing your job
responsibilities.
• STAR stories as a way to frame your accomplishments.
• Congruency between your resume and what is on social media sites
such as LinkedIn.
• Review monthly. Edit immediately with significant awards or
accomplishments. By being proactive you can be ahead of those who
are reactive.
– Here is a recent article posted in Inc. - http://www.inc.com/jeff-haden/14-
revealing-interview-questions.html
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
10. What are some alternatives to a traditional resume?
• Portfolio - Depending upon the position, having a professionally
printed portfolio or samples of your work.
• Written letters of recommendation may be beneficial.
• Bio can be helpful as a marketing piece that is a more
creative, conversational piece where information can be presented in
an even, more engaging way.
• LinkedIn – a complete profile is critical. It is the number one place
recruiters go as well as those just met contacts.
– Personalized URL added to the contact information on the resume.
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
11. What are the best on-line option(s) for job seekers?
• Resume embedded in your LinkedIn Profile is a necessity.
• A short 1 to 2 minute bio about yourself on YouTube.
• Social media posts/sites are professional.
• Post for specific positions rather than leaving your resume “at-large”.
• Post to industry specific niche job.
• LinkedIn – watch our webinar on using LinkedIn for your job search.
– https://siuccwd.adobeconnect.com/p3t80qch864/
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
12. For more information on resumes from Illinois workNet, visit us at:
http://www.illinoisworknet.com/resume
Next up: Chronological Resumes
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
14. Chronological Resumes
• Who should use a Chronological resume?
– Most people should use a chronological resume.
– It is preferred by most recruiters and hiring managers.
– It should definitely be used by anyone with a consistent work
history who is planning to continue in the same line of work.
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
19. Resources for Chronological Resumes may be found on Illinois workNet at:
http://www.illinoisworknet.com/vos_portal/residents/en/Prepare/tools#PrepareResume
Next up: Functional Resumes
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
21. Functional Resumes
• Who should use a Functional resume?
– Functional resumes should be used rarely.
– Someone showcasing transferable skills trying to make a career
transition into a new field.
– Someone trying to de-emphasize gaps in their work history.
– Research has shown that recruiters and hiring managers prefer a
chronological resume.
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
24. Resources for Functional resumes may be found on Illinois workNet at:
http://www.illinoisworknet.com/vos_portal/residents/en/Prepare/Videos/#Prepare
Next up: Combination Resumes
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
26. Combination Resumes
• What are the benefits of a combination format?
– A combination resume allows you to present your work
experience in the most widely acceptable way, i.e.
chronologically, while drawing attention to your transferable skills.
– a combination resume, i.e. a chronological resume with skill
headings drawing attention to transferable skills, rather than a
completely functional resume. For someone who has been out of
work for a long time, I try to fill in the gaps with volunteer
work, school, or some explanation of how the time was spent.
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
29. Resources for Combination Resumes may be found at Illinois workNet at:
http://www.illinoisworknet.com/vos_portal/residents/en/Prepare/Links/#PrepareVideos
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
30. Thank You for Attending
• Watch for the post of this webinar on
– www.illinoisworknet.com
• Watch for information on our upcoming webinars on
our social media links:
Illinois workNet Resume Webinar
Twitter - #ILworkNet or #resume
Editor's Notes
Are they still a viable way to represent yourself to a potential employer?
In a paper resume, how might someone share their story? with more than bullet points on experience
Is a Summary or Personal Mission statement important? Does it matter what order things are on the resume? What should not be included?
How does someone overcome the lack of technical skills?We talked about Problem Action and Results for LinkedIn summaries.
What about on-line portfolios,infographics, for accountants a “chart of accounts”, video resumes?
Craig starts
Craig continues
Christy speaks about this
FOR REFERENCE ONLY
Christy speaks about
Craig
What is the difference between this format and highlighting your Skills and then posting chronological data at the bottom above your education?