What Should a Recruiters Resume Look Like

What Should a Recruiters Resume Look Like When it comes to reviewing resumes, recruiters know what to look for and how to tear them apart. Sifting through the unnecessary words, and looking for those that are most important, is our No. 1 priority. However, for those of us who are corporate recruiters, hiring staff augmentation recruiters to support our firms, it’s surprising how many of us don’t practice what we preach. Expectations for a professional resume are uniform, regardless of the skills being illustrated. Keep it clean, explain technical experience, career progression, and list the companies you have worked for and what positions you have served in. Then the candidate details what they have done in each position. Yet, not every candidate clearly explains all of their experiences on a resume. When that happens, it is up to the recruiter to fight through lots of excess verbiage just to gather essential details on what the person was doing in any particular position. We shouldn’t have to do this, but not everyone is a professional resume writer. In fact, some industry experts have said if the resume is too perfect, perhaps that person has been looking for a new position for too long, and a resume with too much time spent on it was an indication they have been updating it and not getting any offers for too long. While I understand that point of view, I strongly disagree with it. Professional resume writers are everywhere, and exist for a reason.  Even to help recruiters when they are shopping their wares to new employers! What baffles me is that the same people who have high expectations for professional resumes don’t practice what they preach. I view 100+ resumes on any given day. And what I see is surprising. The number of mistakes,  typographical errors and spacing issues between blocks of content are numerous. What is most surprising, however, is the lack of detail on accomplishments. So many recruiters haven’t taken the time to quantify their experience. Recruiting is a numbers game, and we are measured on how many placements we make. Recruiters’ resumes should show the skill sets worked on, the number of placements made over a certain period of time, and amount of revenue they generated for their company. These numbers are at the core of how staffing firm recruiters are evaluated. (Corporate Recruiters are typically evaluated on number of placements and time-to-fill.) Many recruiters across the country leave these details off their resumes, and they are costly omissions. The same resume expectations recruiters have industry-wide should also be practiced by themselves when it comes to searching for their next opportunities. If you are a recruiter looking for a new position now, or in the future, make sure to quantify your results. It will most likely get the Corporate Recruiter (or hiring manager) picking up the phone and calling you for an interview. Author: Dennis Tupper is a Corporate Recruiter for Eliassen Group, hiring account executives and technical recruiters in multiple national markets. He is a veteran of the staffing industry, having worked in the areas of technology, finance, sales, and recruiting.

How to make a New Years resolution that youll keep

How to make a New Years resolution that youll keep The way to keep a New Years resolution is to pick a good goal and then overhaul your life to in order to meet it. Duh. But some of you are saying, hold it, my goal isnt big enough to require an overhaul of my life. Maybe your goal is to, say, clean out your closet. But look, this is not material for a New Years resolution. This requires you to cross a day out on your calendar and tell yourself thats your closet day. Done. Do you know why most people dont keep their New Years resolutions? Because the resolutions are terrible. The hardest part of a New Years resolution is choosing one, not keeping it. Most resolutions are goals to change our behavior: Stop smoking, stop eating crap, stop being late. This is not a small change. This is a change that requires a massive overhaul of our daily life hour by hour. Most of you are saying that you cant afford to overhaul your whole life to meet your goal. You have a job, you have kids, you have friends who would think you have lost your mind. But you know what? If the goals you set are not worth overhauling your life for, then ask yourself why not? Pick only one We can each meet one or two big goals a year. We cant change a lot of bad behavior the more resolutions we make the less likely we are to keep them, according to Roy Baumeister, psychologist at Florida State University. But we can change one. Pick the one thatll mean the most to you. And, you will be pleasantly surprised to find out that changing one habit actually requires so many small changes in your day that you also end up being able to change other habits, because the patterns of your life change. A goal is creative, not analytic I think a lot of the time we dont let ourselves see what we really want. Maybe because it seems too hard to get. Often we dont let ourselves really see ourselves living the life we want, and I think this is a failure of imagination. To that end, I love this art exhibit (not safe at work) by Alison Jackson because it is a bunch of photos of scenes I wanted to see but didnt even realize I wanted to see until I saw them. Then I thought, oh, that is so fun to see. It made me realize how much work it is to be really conscious what I would really want. It takes a great imagination. A worthy goal means you can imagine life after meeting the goal Jim Fannin makes a living teaching people how to imagine themselves doing behavior they want. (My interview with him is one of my favorite lessons in goal setting, ever.) Fannin says its nearly impossible to meet a goal if you do not know what youd look like meeting it. He takes this to the extreme and has his clients (many major league baseball players) play movies of themselves in their heads movies of them meeting their goals. Its a good test for you. If you cant imagine in your head the moment when your meet your goal, then its probably not a good goal. If you cant meet the goal, consider that its not you, its the goal I spend a lot of times trying things out to help me find my core goals. I am a big fan of writing things down to understand oneself. After all, thats probably why I am a blogger. Sometimes I write lists of things that bug me, and I learn from that. And one year I discovered that writing letters to odd people in my life revealed a core goal. Even when I have my goal that Im focused on, I check in with myself frequently to reaffirm that its the behavior in my life that is most important to me to change like renewing ones vows. So think very hard before you make a New Years resolution. Because setting your goal is much harder than meeting it.

Whats Your Number One Tip to Fix Candidate Experience

Whats Your Number One Tip to Fix Candidate Experience Everybody wants people to talk about their company, but none more so than the people who have applied for a job within your organisation. Whether you end up recruiting them or not, you want candidates to tell others how easy it was to apply for a job with your company and whether they felt that theyre application mattered throughout the process. Nobody likes being ignored or having to go through a rigourous application process for a role that doesnt merit that level of in-depth detail. So how can you make sure your candidates, whether they are hired or not, have good things to say about the application process? Find out what one tip our 10 recruiting experts are willing to share to ensure you get it right. Leela Srinivasan If you did nothing but increase your responsiveness to all candidates throughout the recruiting funnel, your candidates would be doing cartwheels. Of course, it’s not as simple as it sounds. It requires your broader team (read: hiring managers and interviewers) to give swift, high-quality feedback so that you can get back to candidates with an update, fast. Equip your internal team with the technology to do it. Make sure they understand the importance of speedy feedback. And embrace your role as ‘bad cop’: if your hiring manager is procrastinating, the candidate probably isn’t ‘the one’. Leela Srinivasan, Chief Marketing Officer at Lever Erin Wilson Interview transparency is the key. The act of transparently sharing what to expect, with the candidate, from the beginning and then between each step of the process delivers the best possible candidate experience. What this does is act as a forcing function for having the interview process well-thought out in advance. The best candidate experience possesses the following attributes: transparent, collaborative, riddled with data equality. Erin Wilson  is Founder and Talent Engineer at Hirepool.io Amy Volas Its simple, the Golden Rule.   Weve all been or will be in the shoes of the people were interviewing. Its important not to forget that and treat anyone in the process (regardless of outcome) how youd expect to be treated if the roles were reversed. Amy Volas is  Chieftain of Avenue Talent Partners Lars Schmidt Be empathetic. Stop treating recruiting as a transaction and appreciate the fact that changing jobs is an emotional experience. At the very least, update your application auto-response to include FAQs setting expectations on the process and addressing top candidate questions. That allows you to get ahead of most questions and set the tone for what to expect. Lars Schmidt  is the Founder of Amplify Chad MacRae Don’t be a jerk. Decline your candidates and give them feedback â€" no matter what. Don’t leave them hanging: that could affect your employer brand, not to mention your Glassdoor reviews! Survey both declined candidates and hiring managers after each search, so you can learn what you can do better next time. Chad MacRae is the Founder of Recruiting Social Stacy Zapar Communication. Candidates should always feel in-the-know when it comes to application process, interview process, candidate status, feedback, next steps, closure, etc. And make sure that communication is timely. I never let a candidate go into the weekend not knowing exactly where they stand, even if the update is that there is no news yet. Let them know youll give them a weekly update and have an open door policy in the meantime. Stacy is the Founder of Tenfold The Talent Agency John Feldmann Treating candidates who don’t get hired with as much respect as the ones who do will make a big difference in the candidate experience. Due to the sheer volume of candidates many recruiters deal with, it’s unfortunate that some disregard applicants who don’t make the cut. But a candidate who may not be a fit for one job may be perfect for the next, and treating him or her with apathy could burn a valuable bridge. Even if it’s only an email generated by the company ATS, notifying candidates of the outcome of their application lets them know that recruiters are concerned with more than just meeting numbers. John Feldmann  is a writer for Insperity Recruiting Services Maren Hogan Introduce culture and work ethic early on, not only through company social media, but during the actual recruitment process. After each candidate goes through their interview, I introduce them to each of my team members. Even before they make it to the interview, I set a few hoops up to keep candidates engaged through the sourcing process. First, I have them set up a call with one of my team members through our conference line to see if they can follow instructions, then I give them an assignment specific to the position they applied for to get an idea of their process and skill set. Maren Hogan is CEO and Founder of Red Branch Media Craig Fisher My best tip to fix candidate experience is good communication.   The top complaint we ever see on any employers Glassdoor page from job candidates  is that the company was unresponsive at various points in the process.   If you can teach your people or fix your process to provide good communication in a timely manner, even if the news is not favorable, candidates will appreciate you. Craig Fisher is  Head of Employer Brand, CA Technologies, and Allegis Global Solutions Will Staney Fixing candidate experience doesn’t have to be a grand gesture. Most recruiters are told to overhaul processes or spend thousands of dollars, but it can be simple as not making a candidate wait a week or more to hear back about an interview, it could be starting an interview on time, or having the mindset of candidate first in your hiring process. When sourcing, interviewing, and offering a job, keep in mind that the talent pool is more competitive than ever and the only way to get the best is to treat each candidate like they are your world. Will is the  Founder Principal Consultant at Proactive Talent Strategies

What is the Role of Social Media in the Workplace

What is the Role of Social Media in the Workplace What are the most popular social networks for recruiting and job search? What is smart working and how do you embrace it? Julia Jachmann,  the Global Social Media Manager for the Adecco Group,  spoke to us to answer all of these questions and more! Have a listen below, read the summary and be sure to  subscribe to the Employer Branding Podcast. What are Adecco Groups objectives  on  social media? Well, social media is a two-way communication channel and we do want to speak to the  audience, and we want to speak with the audience that is interested in Adecco and the services that we offer. But we also want to talk about what we do. Whats life at Adecco? What makes us a company? What we can offer to the people out there. The Work Trend Study focuses on social recruiting and smart working. We had 26 countries participating in the study, and we had more than 30,000 job seekers participating and more than 4,000 recruiters participating, which is larger than the study we conducted last year. So Im really happy about those results and really thankful to all my colleagues making this such a huge success. How are Facebook and  LinkedIn  used differently? When we looked at the results of the study, we noticed that there still is a difference between Facebook and LinkedIn. But let me look back a little bit to last year. We asked a very similar question in the 2014 Social Recruiting Study, and we found that there was a very distinct difference between the usage of Facebook and LinkedIn where people said, I only use Facebook for private reasons, and I dont want to be contacted on Facebook, and Please leave me alone with your business stuff on Facebook. And LinkedIn was purely for professional networking for example. When we look at the data this year, weve seen that this line is blurring so people go to Facebook to check out recruiters, to check out companies. They want to see what the reputation of a potential employer is, but they also get in touch with companies on  Facebook. So we see that this line between professional and private usage is really diminishing, and thats a very huge trend that we see in the data. What social media networks do people use most in the workplace? We wanted to know the different usage between traditional online channels such as corporate websites and job boards, versus the new player on the market, which is social media. Weve seen that there is still a strong preference of job boards over corporate websites over social media. But we can also see there is a regional difference. So, for example, in Eastern European countries, they really prefer to use social networks, whereas, in North and South America, the job boards are a really big thing. And for Central Europe, its more the corporate websites that people go to first. How do job seekers a recruiters manage their reputation on social media? So for job seekers, theyve known for a very long time now that recruiters check them out. They manage that very proactively now. For example, they put the links to their social profiles on their CV and they tell them, Hey, heres my Facebook profile. Go and check me out. So this is something thats happening more and more. On the flipside  is that they not only manage their own reputation correctively, but they also want to know about the reputation of whos sitting at the other side of the table when they go to an interview. So they do check out recruiters. And thats a very specific thing that came out of the data. And I think for the recruiters, they need to take care more about their own reputation because theyre not only checking out, but theyre being checked out so they need to be active on the social media channels. They need to be posting and tweeting, and they also need to take care about what they post there and the kind of content that they publish, because that not only reflects on themselves but on their employer and how they want to portray the  employer brand, which is something thats very attractive to the candidates on the other side. Is there a correlation between the number of social networks and job search success? Thats a very good question and yes, there is. Weve seen that candidates that only use one social network, they have a 16% chance of being contacted by a recruiter over social media and if they use all five big networks such as Facebook, Twitter, LinkedIn, YouTube, Google+, then that chance increases to more than 40%. So the more networks used, the higher the probability is that youll be contacted by a recruiter because not everybody is on all the networks so the more youre out there, of course, the higher the probability. But it also demonstrates that youre a social pro and that lets you shine in the eyes of the recruiter. Do passive candidates get  contacted as well on social? Absolutely, they do. And it doesnt really make a difference whether youre actively or passively seeking, because if your profile is really interesting, then the recruiter will get in touch with you none the less. But you need to be active on social media. So even though you might have a Twitter profile, if the last tweet is from 2011, then youre not making yourself attractive in the eyes of the recruiter. So you need to be active on social media for that to happen. What is smart working and how is it being adopted in the workplace? Within the data, not many of the participants were familiar with the terminology [smart working]. But we asked them if these are your options, would you find that as smart working and we gave them ideas such as flexibility in terms of deciding when you work, so the timing, the flexibility of work location, the flexibility of choosing your own device, for example, whether you have an iPhone or an Android or a Windows tablet, and then they could make the  connection. But when you tell people, What is smart working? Not many knew what that meant. Its deciding when you want to work, where you want to work, and with which device you want to work on. And coming to the result of how we want to implement that, we can see that many of the job seekers actually are interested in using these kind of smart working solutions, but the recruiters are a bit more tentative in terms of implementing them. But the recruiters agree that the advantages are there just the same as the candidates do. We also looked at different age groups and how they are open to smart working solutions. Younger people would be interested in working, for example, from a co-working space, but they have high concerns about doing so because maybe they dont trust their own abilities so much yet. They dont have much work experience, so they want to work more in a very closed environment in a specific work location in an office. The same goes for elderly workers, but they have different reasons, which are more associated to social aspects of the life in the office. Whereas we can see that people between 25 and 45, they have sometimes childcare responsibilities or parent care responsibilities and this makes them want the smart working solutions more than maybe someone from a younger or older age group. Are recruiters skeptical of candidates who want a flexible workplace? For one part, I think the recruiters know that the people that theyre talking to are very mature people and because also the way we work nowadays, we dont judge ourselves by the amount of time we spend in the office, but we are being judged by reaching the objectives. Thats something that plays a very big role in todays work environment and this is also something that weve seen in the data that having a higher accountability gives you more flexibility in terms of where youre working and choosing your own work location. Because, at the end of the day, it doesnt matter whether you need two or five hours of finishing your project because, in the end, it only matters that you perform very well on closing that project. Thats something that recruiters are aware of. Connect with Julia on Twitter @LeseratteJ and subscribe to the Employer Branding Podcast.

An Effective Resume For Owl Jobs

An Effective Resume For Owl JobsWriting an effective resume for Purdue Owls requires a lot of planning. The people who are applying for the job should give their applications as soon as possible so that they will not have to spend time on preparing them. Their applications will have to be accurate, have to have all the information necessary and they should contain relevant information about themselves and their past jobs.There are a lot of people who have applied for the Purdue Owl job in the past. It is up to them to collect all the information that they need to prepare their resumes. Some people have asked their relatives and friends if they know any information about the former jobs that they have held. Other people may have known some people that might have been in a previous job when they were young.In order to be able to prepare a resume for the job of Owl, it is important that you do some research. The employer will only be interested in knowing that you are qualified and comp etent to handle his business. They do not want to see your silly little jokes and antics. So you will have to show them that you are serious about your application.In order to make your resume stand out, it is important that you have thought about what information you want to include in it. You should take your time and have written out the information that you think would be relevant to the job that you are applying for. It will help you avoid repeating the same information that has already been mentioned in the other applications. You should also highlight some aspects of your experiences that you have learned. It will help you to leave a good impression with the employer.You will have to check out some websites that offer tips and strategies on how to write an effective resume for the job of Owl. These websites will be helpful for those who are not experts. You will also be able to take advantage of the great deals that are available in these websites. A little time and effort ca n be put into preparing a resume that is complete and accurate.The information that you include in your resume for the job of Owl will depend on the requirements of the employer. There are some Owl candidates who need to submit their resumes online. If you are not confident about uploading it yourself, it is best that you hire a professional to do this for you.It is important that you prepare a resume for the job of Owl before the deadline. You will have to spend some time on the preparation of the resume. You will have to include the important information that will be relevant to the job that you are applying for. Make sure that you have included everything that you need to do.Those who are looking for the job of Owl should not leave anything out. This includes information about your achievements. Your accomplishments in the past jobs will have a huge influence on the employer. They will be impressed by your hard work and persistence when they read your resume.

Chaordic gathering in Denmark - The Chief Happiness Officer Blog

Chaordic gathering in Denmark - The Chief Happiness Officer Blog Next week (Monday to Wednesday), the Kaospilots are self-organizing a conference about chaordic organizations. The term chaordic was put forth by Dee Hock the man behind VISA in his excellent book The chaordic age. To me, the implications of complexity theory (chaos theory) in business are most aptly realized in the concept of chaordic organizations, organizations that live in the thin and dynamic borderland between chaos and order. I look forward to meeting some of the people behind The Chaordic Commons, and to sharing my experiences in exploring chaordic thinking and practices. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

87 Paul Darby - AccountAbility Recruitment - Jane Jackson Career

87 Paul Darby - AccountAbility Recruitment - Jane Jackson Career As a recruitment specialist, Paul Darby, shares his career journey, his insights across cultures between Great Britain, France and Australia, and how this has benefited him in his role as Managing Director of AccountAbility Recruitment in Sydney.He has created an extremely positive culture at AccountAbility and employees and candidates truly enjoy their experience with the brand.Paul shares how to really work with recruiters if you are a candidate, his top 3 tips for success when looking for a job and how to stand above the competition:Tailor your application for each and every roleCast your net wide when looking for a jobBe flexibile and open to different opportunities rather than rigidly placing yourself in one box in the job search processWhere to find Paul:Website: www.accountability.com.auTwitter: @accountability0