Building Meaningful Connections

You have heard it many times, you must build connections or network to land a good job.  While there are many reasons to make connections and network with others, one benefit of building these connections is related to your job search. 

So, where do you begin building meaningful connections?  Good news – opportunity is all around you.  You can build connections with your coworkers, fellow volunteers, on social media, and by attending networking functions.  No matter where you look to build a connection, here are a few tips to help you build a better one: 

• Learn to socialize outside your office and work.  This may mean attending dinner or functions with coworkers, or joining other events to meet new people outside of your office.  When you do socialize outside of the office, your goal is to learn more about the other person.  Do not focus solely on “what they can do for you,” but focus on what you can do for them.  When you build a relationship/friendship out of these connections, you will find these connections going to bat for you when a position opens. 
• You must always show your appreciation for having that connection in your life.  People respond to positive messages, and want others around them that are positive.  Show that you care by being attentive.  If you know a connection is doing a big presentation today, check in with them and see how it went.  Do not wait to let others know you appreciate them.  Tell them! 
• Always treat your connections as you want to be treated.  Your mom probably use to tell you this all the time – “treat others as you want to be treated.”  It is true.  Going the “extra” mile with your connections, while most likely turn into friendships that will last.   

Building meaningful connections is important whether you are looking for a new job or not.  It is important to have positive people in your life and socializing with others will help you build lasting relationships that matter.  Start networking today and building those connections that will not only help you in your job search, but help you live a happier life. 

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Why Workplace Perks Do Not Work

So many businesses look for ways to attract talent, that they implement benefits and perks that just do not seem to work.  Why?  While job candidates today are looking for businesses that have additional benefits and perks, most are not looking for the free lunches, in-house gyms, and unlimited coffee.  Why are these workplace perks not working? 

Today’s job candidates are looking to work for companies that have a good cultural fit with their needs.  Employees are more engaged and excited about working for a company that provides useful benefits, that will fit in with their lifestyle.  Here are some of the more common workplace perks job candidates are looking for today: 

• Social interaction – most employees want a social experience at work.  More than just a place to go and work, they want to develop relationships, friendships, and enjoy their time at work.  They are looking for social interaction.  Provide ways for your employees to interact socially, and you will have happier employees.  Instead of offering free food, host a social gathering once a month, where your employees can have their free food, but more importantly can interact with each other.  Also, make sure your employee lounge is comfortable, and encourage breaks be taken. 
• Flexibility – the number one request of employees today is flexibility.  Employees want flexibility with their work schedule so they can attend their child’s soccer game, support their spouse at a function, or even take a spa day.  Allowing your employees flexible time will attract top talent.  Consider allowing employees to set their hours, work remotely, or take extended lunch breaks.  Think outside the box when it comes to flexibility. 
• Open Office vs. Open-Door – while it may not be feasible to have multiple work environments, it is important to understand that every employee works differently in different environments.  One employee may excel in an open office/cubicle environment, where another may work best in a more closed office environment.  Offering a mixture of open office and open door spaces, will allow your employees to be more productive and thrive in their environment. 

It is best to get feedback from your current employees on the types of perks or benefits they feel are most important.  This will help you in determining which perks are best for your company, and which to offer when recruiting new talent.

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Stop Doing These on LinkedIn

LinkedIn has become one of the top social media platforms for those seeking a job, and hiring managers and recruiters search profiles, looking for their next top employee.  You probably think you are doing everything just right, but wonder why you are not getting called for open positions.  With so many articles available regarding the “right” things to do on LinkedIn, you might be confused about what you should NOT do.  Here are a few things you should never do on LinkedIn: 

• Posts – you are sabotaging yourself by thanking people every time they post and by hitting the like button every time.  This does not show that you are engaged, instead it comes across like you are stalking the person.  Every post you make, whether a click of the like button, or a response, should be thought out and meaningful.  This will show potential hiring managers that you care enough to think through your response, instead of just hitting the button. 
• Images – yes, it is important to have an image on your profile, but not one that is hurting your chances of being discovered.  Your image must be of you, and be a clear picture of your face.  A professional picture is best.  Save the icons and cartoon images for other social media platforms where that is appropriate.  Remember your LinkedIn profile is your professional portfolio, treat it as such. 
• Links – while everyone wants to have great associations and link with influential people in their industry, it may not be the best course of action.  You are best to connect with others in your industry that can provide some value to your expertise.  Remember, you not only want to network with others, but you might find a great mentor in the process.  Linking with the top LinkedIn’s may just bring you lots of spam and unwanted messages.  Choose your connections wisely. 
• Titles – using a clever title may not be to your advantage.  It is best that you use keywords in your title, as those are the words that potential hiring managers and recruiters will be searching for.  Keep your titles clean and to the point. 
• Messages – do not send mass messages.  This will make you look lazy and that you take shortcuts.  Take the time to write individual messages that pertain to that specific person. 

Your LinkedIn profile can help you land that dream job, but only if you stay away from these mistakes. 

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Are Assessments Still a Beneficial Hiring Tool?

As you probably know, the hiring process has grown substantially over the last few years.  Researching and vetting job candidates takes about 50% longer today than in the past.  While technology is helping many hiring managers find top talent, many are still wondering if the assessment is still a beneficial tool to use in their hiring arsenal.   

Assessments have shown to bring a level of objectivity to the hiring process, and have proved useful in many situations.  However, despite the positive look on assessments, many hiring managers place negative emotions regarding the use of these tools.  Misinformation surrounding the use of assessment tools is the number one reason a hiring manager will pass on using it.  Here are a few reasons why assessments are still beneficial and why you should use them: 

• Assessments are not just for entry-level positions.  In fact, there are a variety of assessment tools that will measure the specific characteristics you wish to look at in your candidate.  Often times, you will narrow down your candidates to the top two or three, but then how do you objectively choose the best fit for the job.  There are many assessment tests that will test a candidate’s character, skill level, and trustworthiness.  These tests may make your decision on who to hire, much easier. 
• Many businesses stay away from administering assessment tests because they believe it will scare away the “good” candidates.  This has been shown to be false.  A candidate that is capable of performing what is listed on their resume, will never shy away from an assessment.  They will appreciate the fact you are being thorough and are making an informed decision.  They would rather have their skills stand for them, versus emotion of a hiring manager. 
• While an assessment may seem one-sided, they were designed to provide additional information on a candidate.  Your hiring process is a two-way interaction, with the assessment just one tool to be used in gathering detailed information about the candidate and their skills. 

While technology is helping hiring managers identify and review job candidates, the assessment will always provide useful information.  Don’t dismiss these tools just yet, they will still help you find top talent! 

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