Finding Quality Talent

According to NBC News there are currently 6.7 million open jobs in the United States and only 6.3 million people looking for them. This means that employers are looking at a shortage in quality candidates.  This often leaves organizations hiring the first person that seems the slightest bit qualified for the position they are looking to fill. Employing this practice becomes quite costly due to the increase of employee turnover. Finding the right hire is a time-consuming process but the right one is out there if you take the time to look. Here are a few ways to find the quality talent you are looking for.

1. Include Underserved Populations - Getting creative in your talent search is key for getting a competitive edge on your competition. Teaming up with training programs that focus on underserved populations and offering internships for prospects, is a good way to tap into a population of strong talent that might not be on your radar. 
2. Utilize Current Talent to Generate Leads - Chance are, your brightest hires know someone that is currently looking for a new opportunity. Ask current employees for recommendations when looking to fill positions. They may have worked with someone in previous jobs that could be a perfect fit for the opening in your organization.
3. Revisit Your Second Choice - Your best choice for a job opening could very well be your second choice from a previous job search.  When interviewing, keep a collection of all impressive candidates whether they were offered the job or not. Also keep track of those that made a great impression, but for whatever reason, did not accept your offer. This database could prove to be invaluable when looking for quality hires.

It is currently a job seekers market but there are some strategies that can help you tap into top talent that might otherwise go unnoticed. Utilizing these strategies can increase your chances of finding the right candidate.



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How Blockchain Can Benefit the Recruiting Industry

All recruiters are familiar with the business of trying to place someone in a company or trying to find someone for an open position.  Part of that process involves vetting and qualifying candidates for these positions.  This is often a very arduous task for recruiters or HR managers and some feel that Blockchaining can help streamline this process, saving valuable time and money.

 

What is Blockchain

William Mougayar, a blockchain specialist, compares blockchain to Google docs. Any party that has access to the document can edit its content and all parties can see the changes in real time.  This keeps the information constantly up to date and reduces the need to have multiple copies of documents showing different versions.

How Can Blockchain Benefit Recruiters

Vetting and qualifying candidates is arguably the most time consuming task for a recruiter. Often, credentials are lost, stolen or faked. Trying to ensure that candidates’ credentials are legitimate requires multiple phone calls and in depth background checks. Blockchain could streamline this process by storing any information a recruiter would need to know online.  This information would be properly vetted and available to recruiters with just a few clicks. Imagine the time and money that could be saved. 

Onboarding is another process that requires a lot of time and human resources. Keeping a new hire’s prevalidated credentials on the blockchain, could reduce the amount of repetitive paperwork that HR professionals spend doing. Tarshina Charagi, VP of corporate strategy at ADP believes that blockchain will also reduce the incidents of fraud in the recruiting system as more information becomes easily verifiable. 

 

Unlike current social networking sites, blockchain gives more control to the owner of the content. Using a cryptographic key, owners can directly transfer data with no middleman. Candidates can determine what information is shared which could lead to less bias in the recruiting process. Searches can focus on education, credentials or other job relevant details, all which can be easily verified by the blockchain.

 

While blockchain is just starting to be utilized in this way, as the technology proves itself, it will become a useful and powerful tool in the recruitment process.


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Hiring in the Digital Age

Job searching and hiring looks very different today than it did just a decade ago. In the past, job seekers would take on the arduous task of skimming through the help wanted ads and sending out resumes to multiple organizations. Companies would then take on the daunting task of sifting through the resumes in hopes of finding a handful of candidates that might fit in with their company’s culture. Flash forward to the digital age where a resume is  simply a formality and recruitment software expedites the process which companies search for quality hires.

 

Today’s job seekers have information at their fingertips instantaneously. They research companies and can afford to be selective about the organizations they consider to work for.  Younger generations entering the workforce tend to favor benefits such as opportunities for advancement, strong salary, work/life balance and having a sense of purpose in the projects they are part of. It is in the best interest of most organizations to adjust to these trends in recruiting and be sure potential candidates are familiar with everything their brand has to offer.

Here are a few ways recruiters can accomplish this:

1. Make Yourself Noticed - Millennials are now the largest population in the U.S. workforce so it is imperative that companies actively seek them out. Since this generation relies so heavily on technology, organizations need to have a strong digital presence.  Websites should be updated often and linked to other social media platforms. Job postings should be worded carefully and precisely so candidates know exactly what is expected of them.
2. Walk Up the Organization - When reaching out to prospective hires, organizations need to articulate the benefits of joining their team. Whether it be advancement opportunity, benefit packages, or climate of the company, new prospects need to know they will find the benefits they hold most important.
3. Enlist the Help of Current Employees - Nobody knows the what it’s like to work for a company like the employees themselves. Have team members create short video posts describing the benefits of working for their organization. Employee satisfaction is a strong motive for pursuing employment within a company.
4. Utilize Mobile Apps - Being on the go more often than not means using your smartphones to search for anything, including jobs. Be sure that your organization incorporates the use of mobile apps in their digital repertoire. They are convenient, engaging and can expedite the recruiting process. 

In the technology dependent society we live in today, hiring top quality candidates requires companies to not only have a strong online presence but utilize a variety of digital tools available to them.


 

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Seven Lessons From Barbara Corcoran on Fostering Innovation in Your Company

Shark Tank panelist, investor, and founder of Corcoran Group, Barbara Corcoran recently wrote about how to create a workplace culture that fosters innovation. She created such a culture in her old company, which sold for $66 million in 2001, and continues to help Shark Tank winners create a culture within their own businesses. Here are a 7 tips:

1. Create a budget to spend on innovation. Corcoran gave her managers 5% of their operating budget to spend however they saw fit.  If they did not spend the money by the end of the year, they would have to return it. While many of them spent the money on personal items, the earmarked budget was also used to drive some of Corcoran Group's biggest innovations. One of the company's most innovative marketing campaigns was a full-page advertisement in The New York Times that featured the company's salespeople, their kids, and their pets all dressed-up and smiling. There were numerous other innovative ideas that the company was free to experiment with due to the extra cash they set aside specifically for such purposes.
2. Use creativity as a competitive advantage. Big companies may have the most money, but small businesses are usually more creative. Corcoran advises that small companies should find out what their rival's plan is and prepare a smarter and more creative strategy.
3. Be prepared for failure. "In business, failure and innovation are kissing cousins," Corcoran says. "You can't have an innovative business unless you allow and plan for failure. It's only through failure that you discover all the important new stuff that moves your business to the top."
4. Keep trying. Corcoran says that the only real different between successful people and unsuccessful people is how long it takes for them to get back up after being knocked down.
5. Identify the difference between "expanders" and "containers." Expanders take risks and push the envelope, while containers keep things in order. Find out who your expanders and containers are and assign them accordingly.
6. Get rid of complainers. They will sap the energy and productivity of you and your team members.
7. Move when others are standing still. The best time to do something new is when everyone else in the industry is doing the same thing. Take advantage of these opportunities to create a disruption.

If you want to be successful, you have to learn from the best. Barbara Corcoran is one of the top names in the business world and built a billion-dollar brand through hard work and determination. Use these tips to follow in her footsteps and create the business of your dreams.


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7 Ways to Find Purpose in Your Work

Sometimes employees hit that mid-life crisis mindset when they're still young. They wonder, "What am I doing here? Is this all that I can expect out of life?" They realize that they are just another cog in the machine and don't feel like their job brings them any sort of meaning or satisfaction. Are you an employee who cannot find a sense of purpose in your work? Here are a few ways you can find meaning in your work: 

1. Establish your core values. Determine the non-negotiable values that represent you. These values are what you want to be remembered for and what you want other people to describe you as. Do some brainstorming and consider all the core values that might fit you - innovative, compassionate, open-minded, optimistic, brave, consistent, empathetic, etc.
2. Consider the impact you are having. Many people strive to make a difference in the world. Perhaps there is a way that you are already doing that. Is there a part of your work that helps other people or the environment? If not, can there be? Find ways to make your work have a meaningful impact on others. Make yourself happy by making others happy.
3. Determine your goals. Find out what you want to accomplish in life and work every day towards achieving those goals. These goals don't have to be work-related, but it is always best if they can be integrated into your work life. For example, if your goal is to become a better speaker, try talking more during meetings or with your coworkers.
4. Look forward to learning new things. Every job, no matter how enjoyable, can teach you something about yourself or the world around you. Even a job you hate might teach you a little about what you like and don't like, making it much easier to seek out a job you truly enjoy. You may also learn new skills that you can add to your resume. Every position, no matter how miserable, is ultimately a stepping stone in your amazing career.  
5. Count your blessings. Scientists have proven time and time again that practicing gratitude helps both your happiness and health. Take a few minutes to simply ponder all the great things about your job. Maybe you're earning a decent salary and don't have to worry that much about draining your bank account. Perhaps the commute is pretty short and you don't get stuck in traffic every morning. There are plenty of things to be grateful for - your coworkers, benefits, nice desk, healthy snacks, and so on.
6. Make friends. It's always easier to look forward to work when you have a great company of friends to be with. Having friends at work is extremely important because it not only makes you happier, it also makes you more productive and less likely to quit. Don't be afraid to chat up your coworkers or even invite them out to drinks later on.
7. Settle for a simple legacy. Many people grow up thinking they'll be the next greatest football player, rock star, movie director, or multi-millionaire actor or actress. Can you imagine how disappointed they will be once they realize that these goals are out of reach? It's okay to have a corporate desk job. It's okay to not be rich and famous at the end of your life. Set realistic goals. Don't aim to be the next biggest celebrity. Aim to do something that makes you happy.

Most people just see their jobs as a means to an end. They wake up every Monday morning thinking, "Time to go back to the daily grind." Sure, your 9-to-5 job might not be as fun as partying with your friends, but that doesn't mean you have to dread coming into work every day. Make the most of what you have. Practice mindfulness and gratitude. You'll soon learn that your job is meaningful and fulfilling.

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Creating an Intentional Culture that Engages Employees

As the consumer comes of age, companies are focusing more effort on improving the customer experience. Yet despite this, recent studies show that customers remain dissatisfied with most of the services companies provide.

One of the reasons for these findings is that many organizations forget their main and most valuable asset which is their employees, and focus instead on processes and policies. Employees are the very people who will determine the success or failure of each interpersonal activity.

Some companies do understand the crucial role employees play in today’s ever-changing market place. These companies have one thing in common - leadership that understands the importance of creating an "intentional" culture that engages the hearts and empowers the minds of employees to deliver a unique customer experience in tune with financial goals.

So, how is this accomplished?
Leaders must first acknowledge their responsibility in creating that culture.  Companies must create a culture that aligns peoples’ values and behaviors to the principles and core values of the organization. Culture is the driving energy within every company, department and team.

An intentional culture aligns the environment and emotional drivers to a company’s vision and brand. To build a culture that supports the brand experience, leaders must bring the corporate vision to life and help employees connect what they do every day such as their values, objectives and goals and align to the organization’s principles and guidelines.

It is also important to keep a pulse on the health of the business’s culture. One way to accomplish this is to measure and analyze three unique sets of data: employee engagement, customer engagement and core business values. This approach focuses on evaluating current employee and customer engagement drivers and linking them to core business measurements.

To gauge employee engagement, companies must know how employees feel about their jobs, physical environment, management structure and openness of communication. Useful tools to gather this data include employee surveys, performance reviews, face-to-face conversations, employee feedback and any other channels that capture two-way communication.

It is extremely important that companies not only seek employee feedback often, but also allow employees the opportunity to give unsolicited comments, ideas and suggestions. Such feedback allows leadership to identify the key drivers of the most engaged employees. It also serves as the building blocks for a positive, open culture that aligns to the brand and business objectives.

In addition to feedback, companies should encourage employees, at every level, to contribute new ideas and suggestions. From this, companies can create action plans that help create an atmosphere where all employees contribute to the success of a company by adapting their behaviors to deliver improved performance and skills.

Finally, building and leading an intentional culture that fosters engagement across the company is one of the strongest competitive differentiators available to drive and sustain financial results.



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Creating a Relationship During an Interview

Creating a relationship during an interview is not something that most job candidates focus on but should.  While ultimately the goal is to get the job offer, the truth is that you may have to do several interviews before you find the perfect job or even get an offer. 



Creating a relationship during the interview, will help keep you in the forefront of the interviewer’s mind, and may help you in getting the job offer you want.  Here are a few ways you can foster a relationship during your next interviews:

• It is no secret that you need to ask questions during your interview, but are you asking the right questions that will help foster an ongoing relationship with the interviewer?  Probably not.  Questions such as what do you expect me to accomplish during my first 30-90 days of employment, what are the biggest challenges in the position or project I will be working on, and who are and what are the best attributes of my team members, are all questions that show your dedication to the company and the team. 
• Based on the answers you receive to the questions above, you can then offer how you can help, any ideas or insights you might have, and how you would identify any problems or issues.  This will show initiative and give the interview concrete information on how you would perform on the job, specifically related to the conversation you just had.  This will leave no doubt in the interviewer’s mind on whether you can handle the position.
• As your relationship develops during the interview, make sure you are clear about your intentions in wanting to work with the company.  Convey your clear goals and purpose, so the interviewer will clearly understand where you stand. 

When you follow these simple steps during your interview, you will find you have created a relationship with the interviewer.  You will give them clear information about you and they will be able to see clearly how you will fit.

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Separated Employees Helping Attract New Candidates

You may not be aware of the connection between your separated employees and attracting job candidates, but the connection is real and could hurt your recruiting efforts.  It is for this reason that you must support your separated employees, here is why:

• When an employee leaves your employment, they often are very vocal about not only the company, but how they were treated, how the separation was handled, and if they would work there again.  While the reasons for the separation may be different with each employee that leaves, their comments will cause the same effect on future hires.  Your separation process must keep all of this in mind and make sure that every employee that leaves is given all the proper support.
• If a former employee does post comments on social media about their separation, make sure that you respond in a positive way.  Do not ignore or allow a former employee to go on a rant, as that will hurt the company when prospective candidates do a search on the company.  Instead, remain positive in your comments. 
• Offer support after the separation.  The separation is hard enough on an employee but jumping back into a job search can be tough for many.  Offering suggestions and contacts for resume writing, continuing education, and other self-help suggestions can go a long way into creating goodwill with the separated employee.
• Water cooler gossip typically runs rampant when an employee is separated.  Again, this can shed a bad light on the company and the employee if not handled properly.  Make sure you communicate effectively to the remaining managers and employees.  Managers should be visible and available to answer questions.  This will stop the negative hearsay talking and prevent rumors from spreading.

When a separation is handled properly, separated employees will help attract new candidates.  Consider these tips the next time you separate an employee.

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Creating a Clear Resume

Are you constantly being passed over for jobs that you know you would be perfect for?  The reason you are being passed over may be related to your resume and the clarity of it.  Creating a clear resume where hiring managers and recruiters will quickly see you and your talents is key to getting the job you want.



You have heard the statistics and have read many articles that tell you all you need to know about building your resume, however, if you make your resume too confusing for the hiring manager, that 6 second glance will go quick and put you in the pass pile.  Here are a few tips of making sure your resume is clear and concise:

• Your resume should focus on the industry and job you are applying for.  Too many candidates list absolutely everything on their resume, which can make it difficult for the hiring manager to determine what you really want.  Make it clear what you are looking for immediately!
• If you have had many different job titles, it might be best to leave these off the resume.  When your title fluctuates too much, it is difficult for the hiring manager to connect the dots.  Instead, consider listing your skills, responsibilities, and talents used at each position.  These will relate to the position you applied and allow the hiring manager to see quickly that you have the necessary skill set for the position, putting you in the interview pile.
• Is your resume format or layout confusing?  The answer is often yes.  If the traditional resume format does not work for you, then use a format that does.  The important thing is to make sure that your resume flows easily and allows the hiring manager to see you and your skills quickly.

Creating a clear resume should be your number one priority when applying for positions.  As you customize your resume for each job you apply, you will quickly see you start getting further along in the process and get the offer you have been waiting for.

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Knowing Your Niche

When it comes to hiring for your industry or niche, how well do you know what job candidates want?  Most hiring managers will say they understand their industry very well, and know exactly what their perfect job candidate wants.  However, the truth is many fall short in truly understanding, which is why they struggle to fill positions.



In many industries today, it is a struggle for hiring managers to find job candidates that not only fit the bill but accept the position and stay for any length of time.  Knowing your niche can help you find the right candidates for your positions.  Here is how:

• When you understand your niche, you will understand where your candidates are looking for positions.  Every niche and industry vary slightly but understanding where your candidates are looking for job listings, information, and reviews, will give you an advantage.  Focus on placing your job listings and information about your company and culture, right where your perfect candidate will be looking. 
• The majority of today’s candidates are concerned about company culture more than traditional benefits.  They want to see how current employees are treated, and how they will fit in.  Make sure that you give them what they want – post pictures, encourage employees to post reviews, and be transparent about your culture on social media.
• Many companies have eliminated many traditional benefits; however, it is important that you have a wide variety of benefits to offer to job candidates.  Most are looking for a work life balance, and by offering a wide array of benefits to choose from, you will have a better time of attracting, hiring, and retaining your employees.

Knowing your niche in today’s hiring world, will give you back the edge you need to attract, hire, and retain top talent.  Take the time to understand these simple tips.



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Managing Time Appropriately

Human resource professionals, specifically hiring managers, have trouble managing their time appropriately.  The fact is that too many hiring managers are still performing manual tasks, instead of using the available technology offered.  This can cause undue stress and present challenges daily on getting “things done.”



Do you perform a large amount of repetitive tasks in your hiring process?  Here are a few things you might wish to review and automate to save time:

• Are you still doing all paperwork manually?  It might be time to consider online applications that collect job candidate information easily and allow you to review quickly via search capabilities.  There are many available systems today that will allow you to automate many processes, freeing you up to do more important things.
• One of the most time-consuming activities for a hiring manager is routing communications to different areas of the company, it is extremely inefficient.  Communication is important during the hiring process; however, you can automate many parts of the communication.  Each department will know where the hiring process is at currently, when they are expected to be needed during the process, and more.
• New hire onboarding is typically another area that takes too much time from the hiring manager.  It is important to look at the complete onboarding process and determine what the hiring manager really needs to do.  Are there other departments or employees that can handle the task? 

As a hiring manager, it can be difficult to manage time appropriately, however, with the use of some automated technology and utilizing other departments and employees, you can manage your time more wisely, and get more done!  Maybe it is time you evaluate your daily activities and see what can be changed, updated, or automated.  Your time is worth taking a look!

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Start a New Career Path

Do you find yourself second guessing your career path?  Maybe you are feeling burnt out from your career choice, or you just want to explore different possibilities.  No matter what reason you have for wanting to start a new career path, it is possible.  Here are a few things to keep in mind as you explore and possibly start a new career path:

• Before you begin your journey of looking for a new career, it is important to understand you.  What are you looking for?  Why are you looking for a change?  Where do you want to work?  Who do you want to work with?  It is important that you ask the questions and know the answers before leaping into any change.  When you sit and ask the questions and truthfully answer them, you might be surprised by what you find and what you truly are looking for.
• Jumping into a different career can be scary for most, however, what if you tried it on for size before making the change?  Find ways you can “try” the new career path before you make any decisions.  You can volunteer in the field you want to move to, you can shadow someone that works in the position you want, or you can speak with a mentor that is in that field.  Do your research before making the change and make sure that it is truly what you think.
• Once you have gathered all the information on the career change and have tried it out, it is time to evaluate all the information.  You might discover that it is absolutely the best move for you, or you may still be undecided.  Either way, make sure you way all the pros and cons.

Starting a new career path is not something that you should take lightly.  In fact, many people will consider making a change for years before finally switching careers.  The important thing to remember is to take your time and consider these tips.

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Importance of Communication

Hiring managers and recruiters need to understand that job candidates today are looking for clear and concise communication.  Today’s candidates are thirsty for information and want it immediately.  The fact is, the importance of communication with today’s job candidates is critical to keeping them interested in your position.

You must be forward thinking and align your communication practices with technology, and your hiring process.  You can improve the candidate experience by following these tips:

• It is imperative that you keep the lines of communication open with your candidates.  Too often, hiring managers are vague with job candidates about how to communicate, the time involved in their hiring process, and more.  To keep a candidate interested, you must be clear and concise about the entire process, how they can reach you, and the timeframe of when they should expect a response.
• As job candidates move along the hiring process, it is important to keep them informed.  Clearly communicate each step, the time involved, what they should expect, etc.  When a candidate does not know what to expect, they often get frustrated and will start searching elsewhere.
• Feedback and post-interview surveys are two very important ways to keep the communication lines open.  Whether you are providing actionable feedback to candidates or are asking for feedback via a post-interview survey, it is important to get as much information as possible to improve the process.
• The number one complaint among job candidates today is the length of the hiring process.  Too many companies have made it unnecessarily long and tedious.  If you have already evaluated your process and cannot streamline it any further, you must be very clear at the beginning about the time commitment.

If you are looking to attract, hire, and retain top talent, you must look at the importance of communication within your hiring process.  Do you need to make any changes?

 

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Making LinkedIn Work for Your Job Search

Recent studies have indicated that more than 85% of all jobs are filled through networking channels, which means that most open positions never get posted on any boards for you to see.  This means that your networking must be working in your favor.  Here are a few ways to make LinkedIn work for your job search:

• As you have heard a million times, it is a good networking practice to search out the companies you want to work for on LinkedIn.  Once you have found the company, do a little research to find some of the employees that work in the department you want to work in.  Connect with them, get to know them, and start creating a relationship with them.  When the time comes for an open position, you will then have an inside connection.
• Too many job seekers forget about connecting with alumni, however, this group of people is a valuable asset to have on your side.  Find them and connect with them on LinkedIn.  They will have some valuable tips for you and may be able to recommend open positions that might be of interest to you.
• It is important that you engage daily on LinkedIn and show some professional value.  It is more than just responding or reposting, it is sharing valuable information, examples of your work, and showing the value you bring to the table.  Your posting should be working for you but at the same time providing valuable insight to others.

Take the time to cultivate relationships on LinkedIn and you will notice a difference in your job search.  It is more than just connecting with people, it is about building a relationship where you also bring value.  It is easy to start – simply say HI! 



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Community Connections During the Job Search

You often read and hear recommendations during your job search regarding community connections, however, very few give important points to keep in mind while you reach out in your community.  While it is great to enlist your community connections to help you find your next job, it is important that you also give back.  Make sure that you are not just there to constantly ask and have your hand out – you must show your passion for helping those same community connections.  Keep these points in mind when connecting with your community:

• As you get the word out in the community about your job search, you need to make sure that you are not showing any desperation.  Shame, embarrassment, and desperation are killers and will turn community members away.  Be tactful in how you announce your interest in finding a new job.
• It is important that as you connect with the community that you impress them upon your first interaction with them.  Make sure that you are considerate of their time, dress to impress, and do not rant or complain about your prior position, the hiring process, etc. 
• Before you begin meeting people, be sure that you understand what you “really” want to do.  Do not go in thinking you will take anything that is offered to you.  Be concise and clear about your goals and what you hope to obtain for a position.  This will give those you speak with a clear idea about you, if they can help you, and if they will be willing to help you.
• Make sure that you carry business cards with you at all times.  Any community event that you attend is a potential place to meet someone that can help your job search efforts.
• When you speak with someone that potentially can help your job search efforts, it is important to stay in touch, follow up, and return the favor!  Make sure that you do something to show you are genuinely thankful for their assistance.

Invest the time in developing your community connections during your job search – you will be glad you did!

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Understanding Generation Z

Just when you thought you had a handle on millennials, now you need to try and figure out generation Z and how they fit into your hiring plans.  Unfortunately, the difference between these two groups is enough that hiring managers are scratching their heads and having to rethink how they attract, hire, and retain this generation.

As you probably know, generation Z consists of adults born after 1995, but what you might not know is that they account for more than a third of the current job pool candidates and that is expected to increase over the next two to three years.  Here are a few things you need to know about generation Z and how it will affect your recruiting strategies:

• Recent statistics show that generation Z is already doing freelance work to earn money to get through college and pay for their expenses.  They have demonstrated that they have a strong work ethic, which is a great plus to any business.  Because they have a strong entrepreneurial spirt, you should focus on that when hiring these candidates.  Show them ways they can keep that spirit alive by working for your company.
• With all the turmoil over the last decade, these candidates have had to learn to overcome many obstacles in their way.  This gives them strong problem-solving skills, another great attribute that you are sure to look for when hiring.  Show them how they can use these skills in the jobs you have available.
• Similar to millennials, generation Z is looking for flexible work environments, so they can continue working while they go to college.  These candidates are not looking to rack up tons of college debt but prefer to work while they earn their degree.  If you have a tuition program, make sure to highlight that, or if you have internships, showcase them.

Once you understand what generation Z is looking for, you will see that you have plenty of jobs for them and they will be a great addition to your team.

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Storytelling Strategies

Using storytelling as part of your job hunt strategy is something that has mixed reviews.  Many will tell you that it has no place in a job search, yet, so many hiring managers are looking for more information than what is simply listed on the resume.  For this reason alone, many are having huge success when they implement storytelling strategies into their job search.

While using storytelling can help your chances in securing the job of your dreams, there still needs to be caution on how you use this approach.  Here are a few tips and guidelines to help you build your story:

• You must remember that your story should be used to sell you and your skills.  It is not about “telling” a story, it is about showing the hiring manager through your story that you have the skills needed for the job.
• Make sure that your story is focused and contains details of how you can help the business.  Do not generalize the story but target specific areas that seem to of concern for the hiring manager and the company. 
• Your story needs to be compelling and interesting.  Do not bore the interviewer with regurgitated details from your resume but impress them with new attention-grabbing details.
• If you will be telling a story regarding a gap on your resume, make sure that you include details before and after the gap to bring the story together.  The hiring manager does not have time to put together the pieces of a puzzle.  Make it clear!
• It is important that you take ownership of your story.  Do not tell it through the eyes of anyone else.  Tell it from your perspective, and if needed, include details on things you would have done differently.

Storytelling strategies may be a great step for you in your job search.  If you do implement, make sure you follow these tips and guidelines to have the most success.

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Creating Interest in Your Job Postings

It is becoming more difficult to generate interest in job postings today, for a variety of reasons.  As the hiring manager, it is your responsibility to get job candidates interested in your company, the job opening, and get them to apply.  But, how can you do this with so many changes that have occurred in attracting the right candidate?  Here are a few tips in creating interest in your job postings:

• No matter what type of hourly pay or salary you are offering, you must give the candidate something to look forward to.  If the pay is not “stand out pay” then concentrate on some other benefits of the job that are exceptional and will stand out.
• People are visual creatures, and because so many of the millennial group like creative visuals, it is in your best interest to create ads that are visually appealing.  This will grab their attention and draw them in.
• Use creative words and phrases that will show excitement for your positions, rather than the normal boring descriptions.  Things that will catch a candidate’s eye today include: flexible scheduling, job sharing, no phone work, no set offices, interaction, ability to watch TV and listen to music while working, etc. 
• Learn to showcase the positives of the company culture.  Whether that is your relaxation room where they can get a massage whenever they want, or free breakfast in the breakroom, make sure it shows the “fun” side of working for your company.

As you can see, there are many ways you can “spice” up your job postings and attract great job candidates.  The key is to make sure that you use some of these tips listed and make the job ad something that will catch everyone’s eye and make those interested read and respond.

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Identity Theft and the Job Hunt

With more and more being done online, it only stands to reason that those searching for jobs online should also be aware of identity theft during the job hunt.  Hackers and those looking to steal identity information have kicked it up a notch over the last several years, with many of them gathering information any place they can grab it from, including your online resume!

While you may not think that a hacker can do anything with your information posted during a job hunt, that is far from the truth.  These thieves are incredibly patient and will collect all kinds of data about you, then will piece it all together to go in for the kill.  You must take precautions to prevent your information from getting into the wrong hands.  Here are a few tips to help you protect your personal information:

• It may seem like a great idea to post your entire resume online.  Thinking that it will give potential hiring managers everything they need to hire you, when in fact, you are giving a potential hacker all of your detailed information about you and your life.  Do not post your entire resume online, but instead use statements to showcase your skills.  Only send your full resume via a secure connection with a potential employer.
• It is safer to apply directly through an employer’s website.  While there is still a slight chance that their site has been compromised, it is still safer than putting all of your information on an unsecured site.
• Make sure that you are being smart about the security of anything you do online.  When asked to create a user name and password, make sure that it is unique and not something that you “use for everything” just to remember it.  Write down your information.  This will give potential bad guys a harder time to hack your info.
• Never ever give out your social security number over the internet.  Always give in person after the interview.  There are many phishing schemes that prey on job seekers, asking for information that should never be given until you meet the employer face-to-face.

Be smart about how you conduct your online job search.  You can prevent identity theft during your job hunt by following these simple guidelines.


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Real-Time Feedback

Time to face reality – recent statistics have shown that despite employees making it clear that they want real-time feedback, only 24% of employers are giving it.  And worse, 54% of companies think they are giving employees the feedback they want, but in truth are not.  It is time for companies to come to grips that the annual review is a thing of the past, and real-time feedback has taken its place.

Here are just a few reasons why you must incorporate this into your review process:

• Motivation is the number one reason to conduct feedback in real-time.  Imagine waiting for information on how you are performing for a whole year.  During that time, you could have had information given to you to not only help your performance but give you the opportunity to advance and more.  When employees can get information immediately, it motivates them to do better and continue striving for advancement.
• Continuous feedback creates a learning atmosphere.  This is critical to increase productivity, increase awareness, and allow employees to learn additional skills.  In addition, it can save a company thousands of dollars by correcting mistakes immediately rather than waiting for review time.
• Every company is constantly looking for new leaders to emerge.  When you are able to provide real-time feedback, you are giving employees the opportunity to learn, grow, and lead.  This type of coaching mentality is great for grooming new leaders within your organization.
• Employees today are looking to work for companies that have excellent communication.  Real-time feedback is an open form of communication that most candidates are not only looking for but thrive on once hired.

It is time to accept the fact that real-time feedback is the wave of the future.  If you have not embraced it, you must.  If you have been using it, perfect it.  It will help you build an incredible workforce!


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People Hire People

There are hundreds of thousands of people applying for jobs daily, and the majority of them are applying online.  You are, right? 

Just like all the rest of the job candidates out there today, you are probably told to apply for positions by going online and completing the job application.  And, while many of the hiring managers will tell you do this, you still need to understand that people hire people.

Simply put, those hiring will tell you that you need to complete the online hiring process, because everyone must follow the same protocol.  However, that hiring manager is thinking in the back of their mind, who do I know that would be perfect for this position? 

If you only followed protocol and submitted your application online, you may never get the chance to impress the interviewer, however, if you go a little “old school” with your process, you might not only get the interview, but get the job!

It is important that you follow the hiring protocol of any positions you apply for but take it a step further.  Take the time to find a way to meet the hiring manager or recruiter.  Find a way to get your resume and cover letter in their hand – whether in person, by email, or regular mail.  Try to develop a connection with this person and show them you are the perfect person for the position.

Then when the hiring manager is thinking, do I know anyone for this position, you will come to mind.  You can do lots of research online to help you find the perfect job opportunity, and even learn everything about the company and its culture, but you must do some leg work to meet and connect with the person doing the hiring.

Remember people (the hiring manager) hire people (YOU).

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A New Approach

As the job market becomes more competitive and increasingly harder for you to find and retain great employees, many hiring managers are looking to take a new approach to the hiring process.  Adopting new ways and thinking outside the box are becoming the norm for hiring managers and recruiters alike.  It is important to understand the trends that are causing this new approach:

• The employee relationship has become the cornerstone of not only attracting candidates but retaining hires.  The employer-employee dynamic has changed over the last decade and will continue to change.  With the use of technology and social media, candidates and employees today have the ability to build or destroy a relationship with an employer in a matter of seconds.  It is important that you build your company culture around this concept.  You must be sensitive and responsible for building this relationship that candidates and employees are thirsting for.
• Today, employees are working longer into their senior years, which can cause your workplace to house a multigenerational workforce.  This is different than in the past, and most companies have difficulty adapting to this.  This is where your thinking outside the box will pay off!  You must find ways to accommodate the older workforce with what makes them comfortable, yet still provide the younger generation the open communication and culture they want!
• It should come as no shock that all candidates and employees today are data driven.  They want more communication, more information, and want it immediately.  Access to data, whether it is company data, job specific data, or personal data, has traditionally been protected and only available to those in management positions.  It is key to attracting and keeping employees today that you find ways to make this data accessible!

As the landscape of attracting, hiring, and retaining employees continues to evolve, it is important that you continue to evolve with it.  Consider a new approach for your hiring process by looking at these important trends.


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