How to Show Culture Fit in an Interview!!

Ask a hiring manager which top qualities they’re looking for in candidates, and culture fit is bound to be up there. It’s no surprise — research shows that hiring for culture fit leads to reduced turnover, cost savings and happier, more productive employees, so it’s definitely in a company’s best interest to find somebody who’s a good match.

But job seekers are often at a loss for how to show culture fit during an interview.  And although it can indeed be difficult, it’s far from impossible — you just need to follow a few best practices first.

1. Do Your Homework

The first step in demonstrating culture fit is actually knowing what a company’s culture entails. According to Megan Nunan, Career Specialist at Ama La Vida, “Culture fit sums up all the ‘extras’ about a company that you can’t classify into one bucket. Things like do you align with their values, do you mesh well with those already hired at the firm, could you thrive in the current environment, etc.” Luckily, you can find much of this through your own research before the interview even rolls around.

“Look at what they post about on social media, look at pictures of the office and people working there. These will all give you clues as to what they value and what the company’s culture is like,” she says. “It also never hurts to ask around — if you know someone that either works at the firm or knows someone that works there, taking them out for a quick coffee could be the best investment you’ll ever make in yourself.”

2. Get Introspective & Rehearse

As you learn about a company’s values, work style, office environment, etc., you’ll want to think about how those match your own. Not only will this help you identify whether or not the company is the right fit for you — it’ll also give you an idea of what points you’ll want to touch on during an interview. For example, if you’re interviewing at a startup and you realize that you’re highly independent, self-motivated and excel at working at a fast pace, you’ll want to proactively highlight all of those factors in your answers.

In order to do that, you may want to research some of the most commonly asked interview questions and think about how you plan on answering them.

“There are an endless number of cultural fit questions like, ‘what kind of corporate environment do you thrive in, who was your best boss and why, what do you love about your current job,’” Nunan says. “The key to answering these successfully is to first take the time to reflect on the type of company culture that best suits you and then answer in a way that shows you’re intentional about your desire to work at this firm and that your values align nicely with those of the organization.”

And remember: the more you rehearse the answers to those questions (yes, I mean aloud!), the more comfortable you’ll be when it comes time for the actual interview.

3. Dress the Part

When you show up for an interview, you want your outfit to be appropriate — but remember, “interview-appropriate” will have different meanings at different companies.

4. Ask Questions

The idea of having to ask questions in an interview can be stressful — after all, shouldn’t answering their questions be enough? But really, you should think of it as an opportunity. It’s a great way to get a sense of how things operate day to day and, perhaps even more importantly, prove how you would fit in there.

5. Be Honest

Demonstrating culture fit is important, but even more important is finding a job and company that fit your life. After all, if you’re going to spend 40+ hours a week there, you’ll want to enjoy it.

The perfect job and company are out there somewhere, so don’t feel like you need to force it. Odds are, when you do find the right opportunity, you (and the interviewer) will know.

Improve skills of Recruiting Cold Calls

Choosing the Perfect employees is the key to a successfulcompany. One of those manners of locating deserving staff members is by way of cold contacting. Most virtual recruiter avoid cold calling since it will acquire awkward, disagreeable, and it is frustrating as well as the candidates may possibly not likewise be curious.

Despite all that, cold calling is a Remarkable method to hire since it could yield immediate results. Whatever you need to do is find the best resumes from job portals and previous contacts and provide them a telephone as opposed to going right on through hundreds of candidates.

Here are just five hacks which will enhance your Cold call recruiting match:

  1. Socialize with the candidate:

You may be exhausted of calling 20 distinct Potential candidates, but you have to seem stimulating every single time you telephone. If you sound boring and dull, the offender will most likely not bother in exactly what you need to state. They may feel that you’re not interested from the telephone and also certainly will reciprocate in the same method. Start by asking whether it’s a superb time to chat and get to know the candidate by actually revealing fascination.

  1. Sell Your Business:

Before educating the possible candidate around the job profile, describe exactly what your company is doing. Keep it crisp and prolonged enough to have the offender eager. So to allow the prospect realize that your business is a joyful and effective place to just work at, is actually a fantastic place to begin the dialog. Make clear them the work profile in depth and tell the reason why they ought to join the firm. Many recruiters seek the services of high management employees with this particular hack and it works each and every moment; point.

  1. Telephone the candidate back:

Telephone the offender a couple of days following the First telephone. Even in the event it’s the case that the candidate mentioned that they aren’t interested from the first call, provide an opportunity to think about doing it. They may accept come back for a meeting following the second telephone. Whether they ace the meeting or not, then you may still receive a candidate on your own shortlist that you are able to contact to get another job profile

  1. Request a referral:

Proceed on social media and await Men and Women that Might be ideal for your task opening. Your friend list may have individuals who are qualified for this occupation. You may also ask your employees whether there is something they know who can meet in the position. Once you cold call someone using a mutual contact, it gets easier to strike up dialog.

You Might Have to create your own Techniques to Excel in cold calling recruiting. It is going to be difficult initially and very stressful way too, but if you proceed with all your campaigns, it is going to provide excellent results.

You Are Able to also list the forecasts for coaching Purposes and utilize it for the study also. It can allow you to locate the areas by that you simply want to increase.

Source: http://bit.ly/2iG6vaS 

Promoting yourself: the rules of success

Promoting yourself: the rules of success - Morpheus Consulting

A diligent and hard-working project manager at a global bank was known for meeting deadlines. A functional expert and a team player, she never hesitated to work beyond the designated hours. Self-evasive and reticent, she strongly believed that her work would speak louder than words to get her the recognition she deserved. Much to her dismay, however, she was passed over for a promotion that year.

Inherent excellence is not always enough to fetch recognition.

In his book Power: Why Some Have It And Some Don’t, Jeffrey Pfeffer, professor of organizational behaviour at Stanford’s Graduate School of Business, says it’s not enough to presume that success is based on the quality of your work and job performance alone. Potential sponsors need to know about your skills, competencies, accomplishments and experiences to be encouraged to make a positive difference to your career. You can share information on this so that you get career-enhancing opportunities “If you blend into the woodwork, no one will care about you, even if you are doing a great job. Being memorable equals getting picked,” says Pfeffer.

How to do it

Self-promotion is a delicate art because if you overdo it, you come across as a braggart, and if you underplay, you don’t get the accolades. “It needs to be subtle, responsible and balanced,” cautions Saket Kanoria, managing director, TCPL Packaging Ltd. “Self-promotion that takes the toxic shape of running down other people’s work, claiming credit which rightfully belongs elsewhere, and taking advantage of proximity to one’s manager, may fetch short-term gains, but will undoubtedly prove counter-productive in the long run,” adds Sunder Ram Korivi, dean, School for Securities Education, National Institute of Securities Markets, Navi Mumbai. There should be a line between gaining a following and becoming sickeningly self-promotional, especially if you don’t wan’t to be penalized for the latter.

Here are a few strategies to generate more visibility:

Prepare your story

A senior stakeholder you meet in the elevator enquires, “What’s up?”, and you respond with, “All well. Thanks!” Instead, you could have seized this opportunity to promote yourself by highlighting an accomplishment or two. For instance, “We successfully closed a record number of 248 transactions this month—25% above average.” Or, “I finished cross-training on process ABC. I am now conversant with a range of processes in the system.” The trick lies in being prepared with your story, and arming yourself with data points that you can reel off at the drop of a hat.

Redefine self-promotion

Since promoting one’s accomplishments goes against the value of modesty ingrained in us, let’s first rethink the definition of self-promotion. “Just as the objective of marketing a product is to generate awareness about its key benefits to help customers make sound decisions, think of self-promotion as a responsible communication of your talents and accomplishment to those who can leverage and benefit from this information, thus making it a win-win proposition,” says Darshana Ogale, chief operating officer, S P Jain School of Global Management.

In his 2014 book Promote Yourself: The New Rules For Career Success, author Dan Schawbel highlights the disconnect between what managers look for when deciding on promotions (a positive attitude and the ability to prioritize) and what employees think managers want (communication skills and leadership ability). So, it is important to showcase a range of abilities instead of coming across as one-dimensional.

Clothe it in anecdotes

Share your success in the form of a story. Instead of saying that you did an awesome job negotiating a successful deal with a tough customer, share your strategy and challenges in cracking the deal, enabling your team to learn from your experience. Engage with humility, focus on facts, and ensure that those stories are relevant, says Dorie Clark, in a Harvard Business Review article, How To Promote Yourself Without Looking Like A Jerk.

“Align your story with the context and the audience. Share it with a genuine belief that it is relevant to the audience, rather than with a mindset of promoting yourself. Authenticity matters,” says Atul Srivastava, chief executive officer, Effective People, a Mumbai-based human resources consulting and training company.

impactful introduction

When called upon to introduce yourself at an external conference, an internal training programme or to a visiting global practice head, go beyond the vanilla introduction encompassing your role, designation and experience. Make your introduction audience-centric and impactful by incorporating elements that differentiate and lend a recall value. For instance, something like, “I am an avid trekker, I did the Everest base camp trek last year,” is likely to stick in the minds of the audience. “A compelling introduction at an event, almost always an outcome of serious introspection and practice, certainly helps you make an impact. In fact, sometimes just asking a question at a conference or a seminar gets you noticed, and works towards your promotion,” says Srivastava.

Engage beyond your core work

As the organization expands, it is not easy to get noticed outside your immediate circle. “Participating in forums outside my core work, like knowledge-sharing forums, organizational committees, corporate social responsibility initiatives, diversity, etc. has gone a long way in helping me garner visibility and connect with people beyond my operational network,” says Ogale.

Communicate with your manager

“Proactively meeting your manager not only to seek feedback, but also to apprise him of your accomplishments, challenges and aspirations is important. While a manager is likely to be aware of your big-ticket items, your differentiator may lie in some of your smaller achievements,” says Korivi. So tracking your accomplishments and feeding your manager with regular updates would be mutually beneficial—it would not only help you promote yourself, but also offer your manager data points to identify areas where you could contribute. Managing others’ perceptions about your accomplishments separates workplace winners from those who don’t move up the ladder, says Pfeffer.

Engage on social media

Soumitra Dutta, professor at the Institut Européen d’Administration des Affaires (Insead), a graduate business school, and writer of the Harvard Business Review article Managing Yourself: What’s Your Personal Social Media Strategy?, strongly advocates embracing the social media as a platform for promoting yourself, building your personal brand and engaging with stakeholders by communicating who you are. “Active participation on social media is a powerful tool—the difference between leading effectively and ineffectively, and between advancing and faltering in the pursuit of your goals,” says Prof. Dutta.

Start with posting an impactful profile, portraying your expertise by engaging in discussion forums, posting articles and commenting on posts, thus creating visibility for yourself. “I have found that leveraging the organization’s intranet is a great way of getting your story before your audience,” says Ogale.

Reverse promotion

When you promote others, guided by the principle of reciprocity, they promote you in return. This reverse promotion, besides enhancing your visibility and highlighting your achievements, also helps you build relationships and earn goodwill. So, be open to connecting with people, learning about, and promoting, their talents and achievements.

Source: http://bit.ly/2ArpFJH

6 Impressive Skills to Include on Your Resume

In a job market where recruiters review an average of up to 250 applications per job listing, you need to submit a resume that stands out. But where do you even start?

Since you already know which skills to leave off your resume, and you’ve studied which trends to try and which to ignore, it’s time to talk about what should be on your resume. Here are three experts’ takes on the seven skills that will have recruiters excited to see your resume come into their queue.

Hard Skills

Whether you’re a high-tech data scientist or a high-performing elementary school teacher, here’s a selection of hard skills that can make you stand out from the competition.

1. Data Collection and Analysis

Increased technology usage in the workplace means there’s more data than ever to collect, track and analyze. That’s why data analysis is such a huge growth area, says Matt Sigelman, the CEO of Burning Glass Technologies, in Time: “Mainstream American companies have come to realize that in order to become more effective in the marketplace, they need to analyze data,” explains Sigelman. “And we’re seeing those skills showing up at a premium in a variety of industries, including marketing, logistics jobs and operations management jobs.”

How to Highlight: Reflect on the opportunities you’ve had to capture and analyze data in your current job and include them on your resume. If you can’t think of any, consider taking a free online course in data analytics from a website like edX or Coursera, then apply what you learn on the job.

2. Social Media

Social media makes a timely addition to any resume, says career coach Bethany Wallace: “Regardless of career field and job role, possessing social media management skills is a plus for any candidate,” she remarks. “Many companies still resist hiring a social media manager, and the ability to fill that gap might make the difference in a candidate’s standing.”

How to Highlight: If you completed coursework or an internship that involved social media, include it on your resume — extra points for sharing specifics on a campaign you executed. Don’t list recreational social media on your resume — limit this to times that you’ve managed social media accounts in a professional capacity.

3. Content Management Systems

Website building and design aren’t just for coders anymore. Easy-to-learn platforms like WordPress, Blogger, Squarespace and more can help you learn the basics of creating and maintaining a blog or website. “WordPress is the most popular CMS (content management system) in the world. Tons of sites, big and small, use it to power their businesses,” says Laurence Bradford, creator of Learn to Code With Me, on Forbes. “WordPress is helpful to know in a range of careers from web development to writing.”

How to Highlight: Learn how to use these platforms through one of the many available online classes or tutorials, then list it under the skill section of your resume. If you want to go the extra mile, build a personal website or online portfolio and include a link to it so recruiters and hiring managers can see your skills for themselves.

Soft Skills

Even in a technical age, it’s not all about technical skills. In fact, in a report compiled by the International Association of Administrative Professionals, OfficeTeam and HR.com, 67 percent of HR managers said they’d hire a candidate with strong soft skills even if that person’s technical skills were lacking.

While you can’t rely on being hired for a job based on soft skills alone, such a strong majority opinion among hiring managers is more than enough incentive to bring a focus to soft skills on your resume and in your interview process. Just don’t list them out point-blank — that’s an amateur (and unconvincing) way to do it. Instead, let your resume bullet points demonstrate how you’ve leveraged these skills.

1. Communication

Communication consistently ranks among the most important skills for a candidate to have — and that includes both verbal and written. “According to the National Association of Colleges and Employers, 73.4% of employers want a candidate with strong written communication skills,” says Kaleigh Moore, contributing writer for Inc.

How to Highlight: Edit your resume for grammar and spelling, but also for clarity. Rewrite long sentences to be shorter, then read your resume out loud to make sure all of your thoughts make sense. Prove your communication skills by email and phone by being brief and to-the-point — yet warm — whenever you interact with the recruiter.

2. Problem-Solving

“Employees themselves are hopefully ‘solved problems,’ fulfilling their job duties and more,” writes Jessica Amidon on the AthLife blog, a career development resource for post-professional, professional and collegiate athletes. “An employee that is able to present creative solutions to complex problems creates tremendous value for the employer and makes himself indispensable.”

How to Highlight: Most resume bullet points should focus on the solution to a problem, such as “Increased email open rates 10 percent.” Whenever possible, articulate the problem as well as the solution so that recruiters can see exactly how you’ve applied your problem-solving skills.

3. Positive Attitude

It’s not hard to understand why employers value this skill so highly — it can help in nearly every situation you encounter in the workplace, from collaborating with others to identifying creative solutions. “Having a positive attitude is absolutely crucial if candidates want to stand out from their peers,” Wallace agrees.

How to Highlight: It’s easier to display a positive attitude in an interview than on a resume, but you can start by framing your on-the-job challenges in a positive way. Using verbs like “overcame,” “surmounted,” “succeeded” and “won” can contribute to an overall positive, energetic impression.

Whether you’re one of the millions of people looking for a job, or currently employed but considering your next move, list as many of these skills as you can to make your resume pop up in front of the recruiters.

Source: http://bit.ly/2zPiUjS

Preparing For A Phone Interview? Four Tips To Keep Top Of Mind

You made it past the initial resume screening and are scheduled for a phone interview. It’s easy to overlook this step in the process, but remember, if you don’t do well here, the chances of getting to the next step in the hiring process are next to nil. The person conducting the interview is either going to put their stamp of approval on you as a candidate or send you a rejection letter. Ace this step and you may even gain an ally in the hiring process.

Here are a few dos (and don’ts) to make sure you get the face-to-face interview.

1. Make sure you set aside time so there’s no conflict.

Set up a quiet place where you can have a candid conversation without risk of intrusion. As an interviewer, I always ask a candidate prior to starting if it’s still a good time for them. Recently, I have gotten responses like:

• “Hang on, let me go outside. I’m at a restaurant.”

• “Sure, I’m in the car driving so I may cut out, but go ahead.”

• “I may have to put you on hold if someone like my boss comes into the office.”

• “If you don’t mind the (kids, pets, etc.) making noise…”

The truth is, if you can’t set aside the time to talk about a career move to my company, I will assume you are not taking the job seriously or respecting my time. Why would I want you to join our team? If there is a conflict, let your interviewer know ahead of time so you can reschedule.

2. Do a little research.

You are almost guaranteed to be asked the question, “What do you know about our company and/or this role?” If you are not prepared to answer this, your interviewer is going to lose interest in you quickly.

While it’s the interviewer’s job to learn enough about your background and skill set, your job should be to learn enough about the company and the role to see if you want to move to the next step. They’ve read your resume, done some background research on you and have a set of questions tailored to what they have already learned. You should be equally prepared.

Spend some time Googling the company, and read their website to learn the core business and know their competitors. Take a look at LinkedIn and get a better understanding of their general organization. Once you have done this, make a list of key questions you want answers to. Have those ready during the phone interview so you’re not improvising.

3. Remember to be professional.

One of the things I like to do is get people to let their guard down. But over the phone, it is easy to fall into the trap of becoming too casual. You would be surprised at what folks say over the phone once they get too comfortable.

I cannot tell you how many times a candidate has dropped a swear word or used an inappropriate phrase. This only makes your interviewer wonder whether you will do this with clients, co-workers or other leaders who would interview you if they were to move you ahead.

Talk to the interviewer as if you were in their office. Envision yourself at the conference table with them. A neat trick is to pull up their profile on LinkedIn so you have their photo in front of you while you interview. It will help you stay focused. In this case, a picture is worth more than 1,000 words!

4. Be prepared to close.

When the interview is over, be sure to ask about next steps. Leaving the phone interview with an ambiguous ending is a sure recipe for not moving ahead. Not indicating that you want a next step is also telling.

Even if you need to dictate what the next step is, be sure it’s mutually agreed upon. For example, “This was a great conversation, but I would like to talk it over with my spouse. I will get back to you by Tuesday.” Similarly, you should expect to hear, “We’ll be interviewing several candidates and will get back to you by Tuesday to let you know if we are moving you ahead.”

Think of your phone interview as a low-stress, initial opportunity for you and the company to get to know each other. Don’t torpedo your chances of getting hired because you exemplified your weaknesses over your strengths.

10 Creative Recruiting Strategies To Hire Great People

In this job market, you’ll have to do things differently if you want to avoid sifting through a huge stack of poor-fit resumes — or if you want to reach your dream candidates who already have a job elsewhere.

That’s why many companies are embracing creative recruiting.

From adding interactive group interviews to the recruiting process to actively looking for talent in unusual places, we’ve created a list of ways companies are innovating the hiring process.

These methods can make your business stand out from the crowd and put you in touch with your ideal hires.

Use self-selection to find out who’s really interested:

To help you better separate the wheat from the chaff, you should try adding another layer between resume-submission and the one-on-one interview. One option is inviting all eligible applicants to an open group event, such as an Open House
The Open House strategy also enables you to see how people interact in groups
 

Arrange for group interaction:

Interacting with potential candidates in a group setting is an excellent way to see their character, level of interest, working knowledge, and communication skills. It also lets you see if they’re a good fit with your corporate culture.

Interactive interviews can be conducted in different ways, but the fundamental feature is inviting select candidates in for a group session, where you and current employees can engage with them.

Handpick dream candidates and show them you want them:

Passive candidates (those who are already employed and not actively jobhunting) are most likely to be your dream hires, but you’ll never attract them without letting them know how much you want them.

Reaching out in a really personal manner demonstrates that you’re willing to go out of your way to get their attention.

Look for talent in unlikely places:

The Director of Talent Acquisition at Quicken Loans tells the New York Times how his company (which is regularly listed in Fortune’s “100 best places to work”) hires fast while maintaining its corporate culture standards: by looking for great people in unexpected places.

For example, the company once conducted a “blitz” of local retail stores and restaurants, sending employees out to interact with workers and offer interviews to those who really stood out.

“Too many companies focus on industry experience when they recruit… We can teach people about finance. We can’t teach passion, urgency and a willingness to go the extra mile,” Quicken tells the NYT.

Attend events that are NOT job fairs:

Job fairs often turn out to be somewhat useless, since the best candidates probably already have a job. So you should try looking great talent at other events that aren’t traditionally recruiting-related.

Search forums such as Meetup for group events that are likely to be attended by people qualified for your open position.

For example, if you needed a graphic designer in New York City, you could attend a graphic design-focused meetup in the area and look for potential candidates. You’ll already know they’re passionate about what they do, and you’ll be able to get a feel for what they’re like in person.

Make yourself stand out with non-traditional media:

A written job description on a jobsearch site won’t necessarily make you stand out. A video or podcast, however, will do just that.

Using non-traditional recruiting media is also a chance for you to convey something about your corporate culture to jobseekers.

Whether it’s through a fun video on YouTube showing how awesome it is to be an employee at your business, or a recorded podcast describing the position and your company.

this strategy will differentiate you from all the other recruiters out there — and hopefully make you more appealing to the cream of the crop hires.

Actively search profiles and social networking sites:

Rather than sifting through the hundreds of bad-fit resumes you might get in response to your job post, take the search into your own hands. That way, you’ll only see candidates who have the criteria that you want for the position.

Several websites allow candidates to create profiles that include their resumes and other details that can give recruiters a better understanding of their knowledge and talents.

Visual CV is another reputable place to look through candidate profiles.

You’ll not only be able to screen for the perfect resume, but you’ll also have a chance to learn a little more about that person pre-interview.

Advertise in places frequented by your ideal candidate:

You should definitely focus your recruitment process in ways and places that fit with your dream hire. Online communities, as opposed to all-inclusive job boards, are another good place to target your recruitment process at a specific demographic. For example, if you’re looking for a developer, try searching for the terms “developer forum”; you’ll find multiple places just for developers where you can publicize that you’re hiring.

Consider past candidates:

Former rejections could make great hires now.

In the past, you may passed over a good candidate for some reason or another — perhaps their salary requirements were too high, or they weren’t an ideal for that other position.

Whatever the reason, if you think they would be good for this opportunity, it can’t hurt to get in touch with them now and see if they’re interested.

Publicize referral incentives:

Referrals are excellent sources for great hires. You just have to let people know that you’re looking, and maybe offer an incentive to send someone your way.

A financial reward for the referrer is standard if you end up hiring their referral; if the referrer is an employee, non-monetary perks can work, too (i.e. a premiere parking spot for the year, extra vacation days, etc.).

To publicize outside the company, a great way to to spread the word is to include a note in your e-mail signature indicating that you’re hiring and what you’re looking for.

Use LinkedIn for recruiting:

LinkedIn doesn’t have the buzz or the customer base of Facebook or a Twitter, but it has quietly changed the way many jobs get filled. While you are unlikely to land your next job as a car mechanic using the professional social network, LinkedIn has become ubiquitous in the business world.

Big corporations and professional recruiters pay through the nose for premium LinkedIn features, but even the basic service can be a powerful recruiting tool if you know how to use it. Here’s how to get the most out of LinkedIn without breaking the bank.

What you must do to get a job !!

Gone are the days, where one used to stay in the same organisation for years together. Employees change jobs regularly depending on greener pastures available elsewhere. Therefore, organisations have also started taking interviews seriously in the hope of landing skilled and stable employees who can prove to be valuable asset in the long run.

More and more people analytics is being used to help organisations identify the right person for the right jobs. In order to ensure that you crack interviews in 2017, here are a few skills that you can use:

1. Build the right resume: The primary objective to a resume is to get you to the next stage i.e. the interview process. It should be properly structured with primary objective in mind. To move ahead from other resume’s one might want to add additional sections like: Objectives/ Long Terms Goals/ How I can add value/ Achievements etc. Get creative so that your profile stands out from all the others out.

2. Prepare in advance: The interview needs preparation which very few people understand. Very few times, do we come across employers who do their homework before taking the interview. Generally, they start with “tell me something about yourself” while they quickly skim through your resume hunting for their next question. This is the question that you should prepare for and rehearse before you go for the interview. Take time and prepare an interesting and engaging response which will tilt the balance in your favor from the start!

3. Research the company and the person: This is, by far, the most important step that you should carry out before you venture out to present yourself. Go through the company website to look at the organisationculture and products. Look whether they are financially sound. It is also important to see whether you can find out something about the person who will interview you.

4. Be tech savvy: Computer skills are becoming more and more important with each passing day. Your target should be to become an expert with using technology to your advantage. Brush up your MS office Skills and for people in marketing, learn about digital marketing. You can showcase these in your resume and Interview which will again help you stand out.

5. Clean up your social media accounts: Many people now-a-days are stalked by the HR department on social media. Be careful at all times what you post and what it conveys. Keep all your accounts clean of any objectionable comments.

6. Lead the interview: You might not know it but there is always a way to lead the interview. Answer questions in such a way so that the interviewer is curious to ask the next question on the same subject. There are times when you might be asked about your experience on some project or elaborate on your achievements. You can lead these questions to areas that you are most comfortable discussing. This way, you can put your best foot forward and impress the interviewer(s).

7. Ask insightful questions – Many interviewers give you an opportunity to ask questions at the end of the interview. You could do some preparation for this also. Ask insightful questions about the role and the organisation. Also, try to judge from their response whether they are favorable towards your candidature or against.
Lastly, always be well dressed, relaxed and confident. These characteristics show through and add to your personality.

Source: http://bit.ly/2z0xrcW

Employer Brand vs. Talent Brand: Why the Difference Matters

Maybe you’ve heard (or even used) the term “employer brand” without being completely sure what it means and how it’s different from the concept of “talent brand.” If so, I won’t tell anyone—and I’m here to help clear things up.

Coined in 1996, employer brand is a relatively new niche that falls under the larger umbrella of talent attraction. While talent brand and employer brand have some areas of overlap, these two terms have several key differences.

Most of those differences are tied to the voice of your potential hires, or your audience. Make no mistake, you have lots of audiences. In fact, I always say that there are at least three sides to every story. Let’s take a closer look at what makes these concepts distinct and why they’re both important to your business’s reputation as an employer.

The benefits and risks of employer branding

An employer brand is all about storytelling. It encompasses how you want your organization to be perceived and the specific messaging you use when sharing information about your company.

Companies have a great deal of control over their employer brand marketing, which can sometimes cause problems—like when multiple companies turn to the same messaging again and again. Do these phrases sound familiar?

  • Our people are our greatest asset.
  • We have amazing benefits and perks.
  • We offer career development and progression.
  • We’re the most innovative company in our space.

These seem like great claims at first, but after the 27th time a prospective employee hears the phrase “We have the best people,” it can start to lose meaning. This is what I like to call ‘Employer Branding.’

It makes matters worse if these claims turn out to be inaccurate, which happens more often than you might think. Even if an organization’s leaders mean well, they can develop a warped view of their employees’ experiences.

And when companies attempt to sell an inaccurate or inauthentic brand to potential employees, it could cost them in both the long-term and short-term when it comes to talent attraction, employee engagement and employee retention.

Your talent brand is forged by honest voices inside your organization

According to TalentBrand.Org*, your talent brand is “the honest story of life as an employee inside your organization, as told by the employees in parallel with the company.”

So how can you make sure your idea of your brand lines up with the reality of what employees are saying? That’s where a holistic view of your reputation comes in.

While your employer brand can be shaped and honed by your organization’s leaders, talent brand comes directly from employee experiences and feedback.

In other words, your talent brand is not what one website or channel says it is. Current, past and even prospective employees shape your talent brand through social media posts, review site comments, direct network conversations, face-to-face interactions and referrals.

On Indeed’s Company Pages, for example, you’ll learn what people are saying about your company’s culture, management, pay, benefits, work-life balance, job security and advancement opportunities.

This feedback from real employees provides a valuable touch point and reality check for company leaders who want to make sure their employer brand accurately reflects employee experiences. Again, this is just one piece of the Talent Brand puzzle that you need to examine.

The value in the overlap

Companies can get the most from their talent brand and employee brand identities when they consider these two concepts together. That’s why Indeed’s Company Pages feature employer-created videos and social feeds alongside reviews and ratings directly from employees.

How do I know which channels are important enough to monitor? I look at where I’m getting the biggest sources of candidate traffic.

Bringing these two types of branding together helps you visualize the overlap between the way you view your brand and how employees see your company. This area of overlap can shed new light on where the heart of your brand actually lives.

By focusing on the aspects of your brand that employees truly appreciate, you’ll get a stronger sense of which of your company’s unique perks and attributes you should amplify and share more widely, to attract the types of people you’re looking to hire.

And who knows? It may even mean you can swap out that “we have the best people” line for something that’s a much better fit.

Source: http://indeedhi.re/2zhPSgm

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

How To Use Google As Your Resume!!

If you’re job hunting, you may be thinking the first thing you need to do is put together your resumé. That used to be true before the Internet. But these days, the new resumé is called Google.

What an employer finds out about you simply by Googling your name helps determine whether you get hired. And you’ve got to clean up what the employer finds before the company or nonprofit finds it.

There are four things you can do about this to boost your chances of getting hired: you can edit, fill in, expand and add to your Google resumé. I’ll provide details shortly.

Why Employers Reject Job Hunters
Almost all (91%) of U.S. employers have visited a job-hunter’s profile on social networks and more than 69 percent of employers have rejected some applicants on the basis of what they found. Things that can get you rejected: bad grammar or gross misspelling on your Facebook or LinkedIn profile; anything indicating you lied on your resumé; any badmouthing of previous employers; any signs of racism, prejudice or screwy opinions about stuff; anything indicating alcohol or drug abuse and any — to put it delicately — inappropriate content.

Also on Forbes:

What is sometimes forgotten is that this works both ways.

Sometimes (68% of the time), an employer will offer someone a job because it liked what Google turned up about the person. Things like the creativity or professionalism you demonstrate online; your expressing yourself extremely well online; the employer’s overall impression of your personality online; the wide range of interests you exhibit online and evidence online that you get along well and communicate well with other people.

4 Ways to Improve Your Google Resume
So, now, here are my four tips for improving your Google resumé to help get hired:

1. Edit Your Google Resume
Make a list of adjectives you’d like employers to think of when they consider hiring you. Then Google yourself and see what the search engine pulls up. Also, go over any pages you’ve put up on social sites like Facebook, LinkedIn, Twitter, Instagram, Pinterest or YouTube and remove anything you posted there — or allowed others to post — that contradicts the impression you would like to make.

If you don’t know how to remove an item from a particular site, type or speak the following into a search engine like Google: “How to remove an item from [Facebook]” or whatever.

2. Fill In Your Google Resume
On sites like LinkedIn and Twitter, fill out your profile completely. Leave no part blank unless you have a very good reason. Most importantly, be sure to keep the profile up-to-date. There is nothing that makes you look less professional than having an obviously outdated profile.

Make your LinkedIn profile page really stand out when employers go browsing. Here are some hints on how to do it:

A photo is mandatory. Surveys have shown that not having your photo listed in your LinkedIn profile is a turnoff for most employers. The likelihood that your LinkedIn profile will get viewed increases 11 times if you include a photo. Make it a shot just of your head and shoulders, make it sharply focused and well lit, dress up for it and smile.

In the section called Job Title, if you aren’t searching for a career change and like what you’ve been doing but the title you have doesn’t contain the words a hiring manager would use to search for someone who does what you do, put in a slash mark and then add the title he or she would use. If you’re looking for a change, after listing your current job title, enter a slash and add the industry you want to find a job in so an employer’s search engine will pick you up.

In describing your past jobs or experience, don’t just make a list of tasks or achievements. LinkedIn gives you enough space to tell a story, so tell a story. Summarize some major achievement in that job and then tell a story of how you did it and what the measurable results were. List your skills: you increase the likelihood that your LinkedIn profile will be looked at by 13 times if you do.

In the Summary section, be sure to state whatever you think gives you a competitive advantage in your field.

Under Specialities, list every keyword you can think of that would lead a search engine to find you for the job you want.

Add links to any website you feel would help you stand out — for instance, your blog, if you have one and it’s solely devoted to your area of expertise and your Twitter account, if you’ve only been posting tweets that manifest your expertise in your field.

Join one or more LinkedIn groups related to your expertise. Post sparingly but regularly when the people in it are discussing something you’re an expert on. You want to get a name and reputation in your field.

3. Expand Your Google Resume
There are several ways to expand your presence on the Internet:

Forums: Professional sites like LinkedIn have forums, or groups, organized by subject matter. Look through the directory of those groups or forums, choose one or two related to your industry or interests and, after signing up, speak up regularly when you have something to say that will quietly demonstrate you are an expert in your chosen subject area.

Blogs: Start a blog if you don’t already have one, and update it regularly. If you don’t know how to blog, there are helpful sites like Blogger.com that give you detailed instructions. If you have a blog but it roams in terms of subject matter, start a new one that is more narrowly preoccupied with your particular area of expertis

Twitter: The advantage of Twitter is that it has hashtags and Google is indexing all those tags and tweets. Figure out which hashtags employers are likely to look for when they want to find someone with your expertise and experience.

4. Add to Your Google Resume
It will take any employer or HR department some time to sift through all the stuff about you that may appear when it does a Google search. You would help them by summarizing and organizing the pertinent information about yourself. You can do this by composing an old-type resumé and post it on the Internet (where Google will find it).

What Color Is Your Parachute: 2018 has detailed advice on the best way to craft a resumé. If you need additional guidance, search Google for the topic “keywords on an electronic resumé” or “examples of resumés” or “how to write a resumé.” This will turn up free resources and advice as well as professional resumé writers.

A final tip: Where you post your resumé makes all the difference in the world. If employers post their vacancy on a job board like Monster.com or CareerBuilder.com, they typically have to look through 219 resumeés from job hunters who respond before they find someone to interview and hire. If they post the vacancy on the employer’s website, they typically have to look through just 33.

However, if the job hunter takes the initiative to find a specific job rather than waiting to find a vacancy by, say, typing the name of that job into a search engine and then sending resumés to any companies whose name turns up, employers only have to look through 32 applications before finding someone to hire. If the job hunter takes even more initiative, chooses a company where he or she would like to work and gets a referral from an employee within that company, employers have to look through only 10 such candidates before finding someone to interview and hire.

Source: http://bit.ly/2zkDpFh

Why Some People Get All The Good Job Offers

When working with job seekers, I often hear something like this, “I want to be more like my friend, ___. He’s always getting contacted about good job opportunities. His career has been one great position after another.” Then, they sigh and talk about how easy the person makes it look. Finally, they start to discount the person’s success with statements like, “He got a lucky break when he worked at ___.” Or, “He’s kind of intense when it comes to networking.” They say anything they can to make themselves feel better.

You can imagine their surprise when I say,

“Your friend isn’t lucky. He’s figured out the two most important activities needed to be in control of your career.”

We’ve all heard the saying, “Luck is where preparation meets opportunity.” It’s true, but most people don’t know how to translate that to actionable advice for their career. Until now…

If American Idol host, Ryan Seacrest can do it, so can you!

A great example of someone who has figured the two steps to a killer career strategy, is Ryan Seacrest. He has six jobs right now. He’s mastered the process I’m about to share with you. It’s not rocket science or brain surgery. All it takes is this:

Step 1: Know what your workplace personas are. Companies hire people who can solve problems and alleviate pains. After all, it’s costing them an average of 130-140% of your annual salary to employ you. Your workplace personas are how you like to create value for an employer. It’s the way in which you excel at saving and/or making them money – enough money to justify the cost of employing you. There are eight key personas in the workplace. All of us dominate in 2-3 of them. When we know our workplace personas, we can choose opportunities that leverage them. This is how people build successful track records. They use the skills they most enjoy to do the job. A total win-win.

Step 2: Consistently educate people about your workplace personas. Once you know your workplace personas and start to build a successful track record with them, the next step is to learn how to share your success with others in a way that doesn’t sound like bragging. Smart professionals know this is done via strategic networking. When you have meaningful conversations with people about problems you love to solve for your employer and discuss how you do it, you’re organically marketing your skills and abilities. The more you do this (i.e. answer questions for people, offer free advice and assistance, share how your company overcame similar challenges with your help, etc.), the stronger your professional reputation becomes. At which point, when people hear about jobs that are open and problems employers need solved, their interactions with you come to mind – and the phone calls and emails start coming in with those coveted job opportunities.

Want the best jobs? Act like a business-of-one.

The most successful small businesses build their reputations and market their services. They’re known for delivering results, which leads to an increase in referrals. You’re a business-of-one, which is the smallest type of small business. That means, you have to be even more vigilant about building your reputation and marketing your services – or suffer the consequences. Gone are the days where you could just keep your head down, do a good job, and stay with a company for 30 years. Today, you need to always be growing your skills AND letting people know about your growth. Otherwise, you will find yourself at the mercy of the job market.

Stop envying your peers and start doing what it takes to be the in-demand professional you long to be known as. Especially, now that you know how to prepare so opportunity can find you!

Source: http://bit.ly/2kv1N3N