Build your recruiter brand on LinkedIn Playbook_2015Nicolas Bruyns
Everyone has a personal brand. As a talent acquisition professional, a great personal brand can make the difference between attracting and losing top talent.
This eBook covers how to:
Choose the right headshot for your LinkedIn profile.
Write a descriptive and catchy headline.
Use your LinkedIn summary to showcase your passion.
Engage your audience with the right content.
Show candidates that you rock.
Personalize your messaging and get responses.
A Job Search Action Plan is a vital tool to ensure you implement your job search campaign effectively. When creating a Job Search Action plan, the first step in the process is to consider
your options and opportunities.
Below outlines four example scenarios for you to consider:
Same Function/Same Industry: You are seeking the same kind of job, but with a different employer. Your career is compatible with your skills, talents and interests. You are content with the industry and are looking for a similar position.
Same Function/ Different Industry: You are satisfied with the work you have been doing, but have decided it is time to move to a different industry.
Different Function/Same Industry: You want to remain in the industry but want a different kind of work. You may have discovered that the match between your strengths and the job have drifted off track.
Different Function/Different Industry: You have decided that nothing short of a total career and industry change is what you want. This may be in response to the worldwide business and
technological changes or elimination of a once-promising position. This is great for entrepreneurs and start-ups. This will likely take the longest of the four options.
Define Your Role / Function /Title:
- Role - this is your position within an organization: eg. management, individual contributor, or staff.
- Function - refers to your responsibilities: eg. marketing, operations, or information technology.
- Job Title – this could be as specific as Operations Director/Manager or could be more generic such as Operations Professional.
Opportunity 1
Opportunity 2
Opportunity 3
3. Target Company List
This is a list of specific organizations to approach for job opportunities that match the job search criteria that you have developed. This list can range from five to several hundred organizations, but it must be manageable for you. Even if you’re still working on your Target Opportunity definition, and you know of some organizations you want to explore, add them here.
Need help with resume reformation and/or the development of your LinkedIn profile to get found by recruiters and hiring managers? Inquiry here: info@LinkedInPro.CO
Build your recruiter brand on LinkedIn Playbook_2015Nicolas Bruyns
Everyone has a personal brand. As a talent acquisition professional, a great personal brand can make the difference between attracting and losing top talent.
This eBook covers how to:
Choose the right headshot for your LinkedIn profile.
Write a descriptive and catchy headline.
Use your LinkedIn summary to showcase your passion.
Engage your audience with the right content.
Show candidates that you rock.
Personalize your messaging and get responses.
A Job Search Action Plan is a vital tool to ensure you implement your job search campaign effectively. When creating a Job Search Action plan, the first step in the process is to consider
your options and opportunities.
Below outlines four example scenarios for you to consider:
Same Function/Same Industry: You are seeking the same kind of job, but with a different employer. Your career is compatible with your skills, talents and interests. You are content with the industry and are looking for a similar position.
Same Function/ Different Industry: You are satisfied with the work you have been doing, but have decided it is time to move to a different industry.
Different Function/Same Industry: You want to remain in the industry but want a different kind of work. You may have discovered that the match between your strengths and the job have drifted off track.
Different Function/Different Industry: You have decided that nothing short of a total career and industry change is what you want. This may be in response to the worldwide business and
technological changes or elimination of a once-promising position. This is great for entrepreneurs and start-ups. This will likely take the longest of the four options.
Define Your Role / Function /Title:
- Role - this is your position within an organization: eg. management, individual contributor, or staff.
- Function - refers to your responsibilities: eg. marketing, operations, or information technology.
- Job Title – this could be as specific as Operations Director/Manager or could be more generic such as Operations Professional.
Opportunity 1
Opportunity 2
Opportunity 3
3. Target Company List
This is a list of specific organizations to approach for job opportunities that match the job search criteria that you have developed. This list can range from five to several hundred organizations, but it must be manageable for you. Even if you’re still working on your Target Opportunity definition, and you know of some organizations you want to explore, add them here.
Need help with resume reformation and/or the development of your LinkedIn profile to get found by recruiters and hiring managers? Inquiry here: info@LinkedInPro.CO
Employee Motivation and Engagement: Unique Techniques and Strategies for Mot...Paul Falcone
How do you motivate your staff when many companies continue to face tight merit pool caps, limited promotional opportunities, and daunting workloads that demand incredible levels of discretionary effort? More importantly, how do you become a manager who engenders respect and loyalty and serves as a role model for others? Becoming a leader who inspires team members by example and who creates an environment where people can motivate themselves stems from building trust, respect, and camaraderie in the workplace. This PowerPoint presentation addresses the importance of assessing your relationship with your key employees, engaging in "stay interviews" to ensure that they're engaged and in tune with your department's and company's overall goals, and helping your staffers build their skills and success profiles to prepare for their next move in career progression. (37 slides)
Among today’s world of innovators, disruptors and
entrepreneurs, there is still a core workforce comprising
different generations that are underpinning the future of
the Australian and New Zealand economies. They each
have distinct characteristics, values, ambitions and
attitudes towards work. This mini-guide reveals what is motivating
today’s workforce and what will keep them inspired tomorrow. It shares their skills, experiences, ambitions and where they work
now and who is on their hot list. It also digs into their minds to reveal who they follow, what they read and how they engage when
wanting to move on in their career.
Confidence Matters: Do Workers Have What it Takes When it Comes to Jobs and M...Robert Half
Robert Half's Confidence Matters research outlines workers' confidence levels and attitudes about a variety of career and salary topics. More than 1,000 U.S. workers employed full-time in office environments were surveyed by an independent research firm for it.
Don't lose the CEO you want to hire before they arriveLeslie S. Pratch
It's a huge loss when a candidate you have wooed for a CEO or other top job at a portfolio company turns you down. You’ve failed to get the attractive candidate -- and you've wasted time and energy pursuing them instead of finding and hiring someone else.
You (and your search firm if you are using one) can minimize the probability of a late candidate withdrawal by identifying all potential issues early in the recruitment process.
We'll look at some "bad outcomes" and then see what search pros suggest to avoid them.
Slides of a talk at CMU Theory lunch (http://www.cs.cmu.edu/~theorylunch/20111116.html) and Capital Area Theory seminar (http://www.cs.umd.edu/areas/Theory/CATS/#Grigory).
Employee Motivation and Engagement: Unique Techniques and Strategies for Mot...Paul Falcone
How do you motivate your staff when many companies continue to face tight merit pool caps, limited promotional opportunities, and daunting workloads that demand incredible levels of discretionary effort? More importantly, how do you become a manager who engenders respect and loyalty and serves as a role model for others? Becoming a leader who inspires team members by example and who creates an environment where people can motivate themselves stems from building trust, respect, and camaraderie in the workplace. This PowerPoint presentation addresses the importance of assessing your relationship with your key employees, engaging in "stay interviews" to ensure that they're engaged and in tune with your department's and company's overall goals, and helping your staffers build their skills and success profiles to prepare for their next move in career progression. (37 slides)
Among today’s world of innovators, disruptors and
entrepreneurs, there is still a core workforce comprising
different generations that are underpinning the future of
the Australian and New Zealand economies. They each
have distinct characteristics, values, ambitions and
attitudes towards work. This mini-guide reveals what is motivating
today’s workforce and what will keep them inspired tomorrow. It shares their skills, experiences, ambitions and where they work
now and who is on their hot list. It also digs into their minds to reveal who they follow, what they read and how they engage when
wanting to move on in their career.
Confidence Matters: Do Workers Have What it Takes When it Comes to Jobs and M...Robert Half
Robert Half's Confidence Matters research outlines workers' confidence levels and attitudes about a variety of career and salary topics. More than 1,000 U.S. workers employed full-time in office environments were surveyed by an independent research firm for it.
Don't lose the CEO you want to hire before they arriveLeslie S. Pratch
It's a huge loss when a candidate you have wooed for a CEO or other top job at a portfolio company turns you down. You’ve failed to get the attractive candidate -- and you've wasted time and energy pursuing them instead of finding and hiring someone else.
You (and your search firm if you are using one) can minimize the probability of a late candidate withdrawal by identifying all potential issues early in the recruitment process.
We'll look at some "bad outcomes" and then see what search pros suggest to avoid them.
Slides of a talk at CMU Theory lunch (http://www.cs.cmu.edu/~theorylunch/20111116.html) and Capital Area Theory seminar (http://www.cs.umd.edu/areas/Theory/CATS/#Grigory).
This new Who's Who in High Tech Recruiting 2014 guidebook is an indispensable desk reference for every hiring manager. You will find the latest candidate sourcing tools, resources as well as talent acquisition advice from top recruiting experts. Also included are featured recruiters servicing the high tech sectors. The guidebook is published in February and August each year. Please send inquires to guidebook at enetrecruiter.com. Published by enetRecruiter.com.
The human resource is the most important asset of an organization. This explains the major role of recruiters. They have to go through piles of job applications, participate in various events to identify potential employees, and hire the most qualified candidate for the vacant job.
This presentation explains everything a recruiter goes through to find Mr (or Ms) Right, recruitment tips on how to determine the most competent candidate, and the consequences of making a poor hiring decision.
Do you want to use this presentation? Check this page: https://slideshop.com/Themed-Slides
Leveraging the newly released Talent Trends report and tying the insights into how small businesses (SMBs) can apply modern recruitment strategies/tactics to find quality candidates by using LTS.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. To learn more, visit us at: bit.ly/contacttalentsolutions.
There has been a paradigm shift in how we look and find jobs in 2009. We need to all think like an entrepreneur be more self reliant. Understanding our brand is critical to moving forward.
Winter Wyman was established in 1972 and is one of the largest and most recognized staffing firms in the Northeast, serving the New England and Metro New York job markets.
Winter Wyman specializes in recruiting permanent, contract and contract-to-permanent professionals for a variety of roles.
Winter Wyman handles searches for technology, accounting & finance, and human resources professionals.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
21. Assess Yourself Assess Your Personal Preferences: Geographical location Starting/minimum salary Working conditions Skills you want to use Most important factors in your career: Possibility for advancement Training & Development Flexible schedules 8
22.
23. Undergraduate Alma Mater Career CenterProfessional Associations & Societies Newspaper Classified Ads Trade Publications Professional Journals & Papers Public Library Chamber of Commerce Job Agencies Internet Sites Employer Websites “The majority of hires – 38%, according to one estimate – come directly through the company’s website.” 9 Knock ‘em Dead 2008 By: Martin Yate
45. Employment Agencies Tips for Using Employment Agencies Don’t rely solely on the agency. Call the Human Resources Department of the companies you are interested in and find out which employment agencies they use. Interview the job counselor. Look for specialized agencies (Book of Lists, yellow pages, internet search). Go to more than one agency. Conduct a thorough job search before paying any fees. Don’t’ sign any forms until you fully understand them. Most agencies operate on a contingency basis. They must place you in a job before they can collect their fee. Will try their utmost to find you a job – any job. Job counselors may be paid on commission. Know where you want to work. If the job doesn’t meet your requirements don’t take it. 14
46.
47. The company and job title used by the company to describe the positions you are seeking
48. The name and title of the employee responsible for the position you are seeking
50. Develop A Job Search Plan:Organizational Targeting Determine your industry; type of company; and type of position desired Research the companies mission, vision, employment benefits and type of positions Determine the top 3- 5 companies you will target 16
61. Develop A Job Search Plan: Set up a Record Keeping System Keep track of your job search: Keep a personal job search progress record Names of employers Contact dates Methods of contact Documents sent Follow-up calls made Interviews scheduled Thank you cards sent 18
68. Develop a 1 Minute commercialMake Yourself Stand Out! 19
69. “You need to organize a comprehensive job search strategy that will give you maximum penetration in your target area, and track all the opportunities and potential employers you discover.” 20 Post On-Line Call Employers Get Out There!
88. Sell Your Experience If you were laid off, instead of lamenting the situation, you might say: “ the experience prompted you to reassess your skills, and that's what led you here. "You want to demonstrate resilience in the face of unpredictable obstacles.“ Show you've done your homework on the company by explaining how your background and track record relates to its current needs Company leadership Core business Affects of the recent changes I the marketplace Competitors Industry --Wall Street Journal by Sarah E. NeedlemanTuesday, April 14, 2009
89. Bold Moves Can Backfire “In today's ultracompetitive job market, even getting an interview is a feat. Yet recruiters and hiring managers say many unemployed candidates blow the opportunity by appearing desperate or bitter about their situations — often without realizing it.” Be careful not to go too far, though, in your quest to stand out. For example, it may be tempting to offer to work temporarily for free or to take a lesser salary than what a job pays. But experts say such bold moves often backfire on candidates. "Employers want value," says Lee Miller, author of Get More Money on Your Next Job ... In Any Economy. "They don't want cheap.“ --Wall Street Journal, by Sarah E. Needleman, Tuesday, April 14, 2009
90. Be Flexible When you need something fast: Have a back-up plan Take on a short-term assignment or seasonal position Catering, lawn care, camps, etc. Consider work/life planning “It may take 3 - 6 months to land a job offer” 26
91. How Do I Know What Offer to Take1. Size up the Employer2. Evaluate the Job Offer3. Know What You are Worth 27
113. Can you live on the starting/negotiated salary?
114. Do you have a good feel for the company?Resource: Salary.com 29
115. Don’t Come On Too Strong!!! At an interview, you want to stand out for the right reasons. To do so, you'll need to leave your baggage and anxiety at the door: Wait until 10 minutes before your scheduled interview time to announce yourself. Arriving any sooner "shows that you're not respectful of the time the hiring manager put aside for you,“ Signal confidence by offering a firm handshake …avoid looking around the room, tapping your fingers, or other nervous movements. No matter how you're feeling, --Wall Street Journal by Sarah E. NeedlemanTuesday, April 14, 2009
116. Don’t Come On Too Strong!!! In some cases, you may be looking just for a job to get you through so you might consider a less-than-perfect fit. But if you aren't really excited about an opportunity, keep it to yourself, warns David Gaspin, director of human resources at 5W Public Relations in New York. After an interview, take caution with your follow-up. If you're in the running for multiple jobs at once, make sure to address thank-yous to the right people, career experts advise. If all has gone well, don't stalk the interviewer. Wait at least a week before checking on your candidacy, adds Jose Tamez, managing partner at Austin-Michael LP, an executive-search firm in Golden, Colo --Wall Street Journa, Tuesday, April 14, 2009 By Sarah E. Needleman
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