The Complete A to Z Guide to Smart Recruiting

The Complete A to Z Guide to Smart Recruiting Weve had the complete A to Z guide for personal branding   its now time to welcome the complete guide to recruiting smart. As we become more digital, recruitment is changing even more and all types of recruiters have to work to change with it. Are you able to hire the best talent at lower costs? Can you embrace new technologies and platforms? Follow the A to Z guide below (created by recruitingdivision.com) and see! Takeaways: A Do you use an ATS to manage the applications? Which one is the best? D Is your workforce diverse? Are you able to compete in a global economy? G Gamification makes your hiring more fun for the candidate. L LinkedIn. Its self-explanatory isnt it? R Create good employee referral programmes and youll get the best candidates. RELATED: Top 30 Social Recruiting Tools

What Are the Benefits of Hiring a BCG Attorney Search Resume Writing Service?

What Are the Benefits of Hiring a BCG Attorney Search Resume Writing Service?BCG attorney search resume writing services can be very beneficial to those who are looking for attorneys to represent them. In this article, I will be talking about the benefits of a BCG attorney search resume writing service.There are many reasons why you might need to hire an attorney for your case. If you were convicted of a crime, or were under house arrest when you committed a crime, for example, and you want to have a look at other options. There is no reason why you should be imprisoned for the rest of your life.If you want to know how long the free trial will last, then this is a big concern for most people. A lawyer may tell you that it is going to be the best decision you have ever made in your life. Even if it is, you should go for a free trial first.Hiring a BCG attorney search resume writing service can help you find someone that can do a free trial for you. They will also give you all the info rmation that you need to know about each potential attorney. You will also be able to tell the most qualified candidate from the others.Hiring a criminal defense lawyer can be a very difficult task. There are many things that you need to consider before you make your final decision. First of all, it is important that you consider whether or not you can afford a high priced attorney.It is also important that you consider the experience of the particular attorney that you want to hire. This is because you want to make sure that you are getting a good and reliable person. After all, if you hire an inexperienced person, then it will most likely lead to problems.Hiring a BCG attorney search resume writing service is very useful for those who are looking for representation. The best thing about hiring a BCG attorney search resume writing service is that they can offer you free trials. You can even ask for a free trial if you are unemployed.BCG attorney search resume writing services will do their best to locate the right attorney for you. They will let you know all the necessary information about the person that you are considering hiring. There is no need to spend too much money on representation, because a BCG attorney search resume writing service can take care of everything for you.

Your biggest barrier to starting a business

Your biggest barrier to starting a business Last month I gave a speech at the Natural Products Expo in California, and I took my son with me. Everyones an entrepreneur in my family, and my sons first thought was that this would be a good way to expand his egg business. He knows the eggs he gets from our chicken coop garner a high price from natural food types. This isnt where you sell regular food, I tell him. This is more like a convention for processed natural food. People can charge more money for processing eggs than selling just the eggs. Maybe someone can process my eggs, he suggested. So I encouraged him to look around for someone to partner with who could process his eggs. Mostly, though, he just found a lot of free samples. But it was great practice for him. Because the biggest barrier to having your own company is finding a great partner. This is true for my son, and its true for you. Really. You probably think getting your business off the ground is more complicated, but it’s not. Let’s say you don’t have an idea. You just need to find an idea person. (Look for an ENTP.) Let’s say you have a million ideas, but you never act on any of them. Partner with someone who is phenomenal at getting things done, day in and day out. (Find an INTJ) Maybe you already wrote the code, but you can’t figure out how to market the software. You need someone who understands what people want and how to sell it to them. (Look for an ENFJ.) See how it works? That said, I am not a big fan of the idea that everyone should run their own business. It’s simply not true. Running your own business is very risky  and makes each day full of disorder and uncertainty. Also, running your own business usually puts your family on the line. That said, the majority of people say they want to start their own businesses. What they think they want is to work for themselves. The benefits, of course, are clear. You don’t get fired, you work whatever hours you want and starting your own business is the only path to becoming a gazillionaire. So here’s a plan for overcoming the biggest hurdle to being an entrepreneur. 1. Know your shortcomings. An extremely wide range of personality types are able to be successful entrepreneurs. Research from Saras Sarasvathy at Darden School of Business found that the single, common thread among successful entrepreneurs is their ability to compensate for their weaknesses by finding the right people to fill in the gaps. So, you need to really know yourself. It’s the only way to understand your gaps.  The process of knowing yourself is difficult. Take the Myers Briggs. You’ll probably be disappointed  but the good news is that there is no weakness that cannot be overcome with a good partner. 2. Grow your network. I shouldn’t even need to tell you this, but people hate networking, so I have to say this. You should know, by the way, that introverts hate networking for sure, but everyone hates networking too. Look, imagine you are the hot ex-cheerleader with an Ivy League degree and a six-figure salary. You still have to meet new people, right? And it sucks because all the men hit on you, so all the women hate you, and it’s difficult to find someone who could actually help you because you are performing at a level that’s much higher than most people. See? Even the person who you’d think would adore networking actually thinks it’s a pain. But you have to do it in order to have a roster of people to call on to help you fill in for your weaknesses. The key people in your network, according to the LinkedIn strategy department (which is from ancient times, when people looked at LinkedIn and asked what the purpose of the site was) you need 30 people who significantly different than you areas in, not in your close circle, not in your industry, not your Myers Briggs type. Finding those people is hard work, which is why entrepreneurs spend a lot of time networking. There are lists of startups  that help founders find co-founders for their startups,  but you still have to network. There’s no way around that. 3. Typecast yourself. It’s not enough to know the person who can be a great partner for you. You have to be able  to attract that person. Of course, you should go after a superstar, or something who is rising to that position. And the best way to attract these people is to differentiate yourself. You want to attract someone who has a special quality that you need, so you have to show the special quality you bring. It’s harder than you think. You have to typecast yourself. Ten years ago business schools started publishing research that the same rules of Hollywood apply to the workplace, and you will be more successful in work if you tell people what you do not do. You cannot be a star performer at everything, so if you don’t specialize then you can’t be a star performer at anything. You have to specialize to be a star at work. Here’s a great example of Scarlett Johansson doing just that.  TMZ reports  that a sex shop near the US-Mexican border used her image on their business card without her permission. You might expect a response from an A-Lister to someone stealing their image is to have no comment. Because it happens all the time and who cares? But watch what Johansson  does: I actually have not played that many sexy characters!  . . .the characters I play arent really traditionally sexy, I dont think. I think its probably a reaction to the fact that Im curvy and confident about it, maybe. She can’t be a “sexy vixen” because it’s a cliché and also because she will be unemployable as she ages. But non-traditionally sexy, that’s a good one. That gives her some leeway. And “curvy and confident” makes her almost sound like a plus-sized model rather than a gorgeous Hollywood icon. You need to be like that too, of course. Every time someone asks you “What do you do?” you need to reinforce your genre and your differentiator. If you take these three steps, and take them seriously, you’ll be well on your way to having your own business. But during this process you are likely to discover that you don’t really want to run your own business. Are you an ISTJ? You could start a business. Anyone can start a business. But it’s likely that you’ll be happier being at an office that has a system and has rules and pays you to keep things in order. The good news is that these three steps make everyone’s worklife better. Because if you don’t want to run your own business, you still need to stay employable. In fact, you need more than ever to stay employable if you don’t want to make your own company. And the best way to stay employable is very similar to the best way to be an entrepreneur. So there’s no getting around the work of doing these three things: know yourself, know other people, and define who you are so other people understand your value.

Do You Expect Too Much from Recruitment Agencies

Do You Expect Too Much from Recruitment Agencies Recruitment is a thriving, multi-billion pound industry, satisfying the needs of 1000’s of job seekers and employers each year.  Despite this, the general perception about recruiters by job seekers appears to be quite negative. For example, the most ‘recommended’ comment (32 people) from a piece on using a recruitment consultant on the Guardian Careers page reads “…recruitment agents are one step ahead of estate agents on the scale of nastiness… the vast majority are scumbags who would sell their granny for an extra £1 an hour”. And a recent, popular LinkedIn discussion titled “Why (Most) Recruiters Are Bad People”, with c.400 comments, explicitly describes recruiters as lazy, self-righteous people without a conscience. Wait! Are all recruiters really bad people? What do you think a recruiter’s family and friends would say about them? Honestly? Let’s assume all recruiters are NOT the spawn of Satan for second and look at what other possibilities there are. What do people expect from a recruiter? Maybe it boils down to the current ‘system’ and the varying expectations job seekers and employers have of recruiters? Employers expect: “an employee or at least a quality short list of candidates, delivered in a timely manner with a high level of service” â€" at a varying cost depending on the agency, vacancy etc. Job Seekers expect: “a job, an interview or at least information regarding relevant job vacancies as well a high level of service” â€" usually for free! Employer’s needs Job Seeker’s needs The employer pays a recruitment agency to source an employee and fill their vacancy. Except in rare cases, actors for example, job seekers never pay a recruitment agency. The recruitment agencies priority must be the employer, their client. If not, the recruitment agency wouldn’t get paid and would ultimately go out of business. 1 satisfied Employer = 10 dissatisfied Job Seekers For every vacancy that is successfully filled by 1 person, 10 candidates (or more) may be rejected at CV, interview and even offer stage, e.g. salary negotiation issues. Perhaps meeting their client’s (an employer’s) expectations, a recruiter must offer less than immaculate service to job seekers? In an ideal world recruitment agents could spend time with every applicant, giving feedback and discussing how unsuccessful job seekers could improve for next time. Recruiters are often under too much pressure to fill their client’s vacancy, both externally from competitor firms and internally from their sales targets to spend time with every unsuccessful job seeker. Remember employers pay recruitment agencies, so their needs are usually a priority. Expectations, expectations, expectations! In time, perhaps the ‘system’, the employer - recruiter - job seeker relationship might change but is this really likely in the short term? Perhaps clearer, more realistic expectations could be agreed at the beginning of the job seeker - recruiter relationship. For example, what if it was agreed that no feedback = no job or interview offer? Or if the recruiter was upfront in saying they might only call once every 3 months but when they do, they will have a concrete job opportunity you’d be interested in? Would a job seeker have any reason to begrudge any recruiter if clearer, more realistic expectations were set out at the beginning of their working relationship? As a footnote, the author does acknowledge that a large number of recruiters and job seekers do agree realistic expectations at the beginning of, and during their working relationships. However, it is realised, given the amount of “bad press” that exists currently about recruitment agencies that many do not and perhaps this is a key issue that should be at least considered by those affected. Related: Beware of Recruitment Cowboys! Liam Smith is the founder of CompareMyRecruiter.com, a brand new website where job seekers and employers can submit and read reviews of recruitment agencies, whilst the agencies are able to submit themselves for review, all for free.

What is a Skill Based Resume?

What is a Skill Based Resume?Skill-based resumes are very different from traditional resumes. What is traditional is normally the time spent in education, work experience and certificates or degrees you may have had. Skill-based resumes are a completely different concept.In today's world, people generally have no time to waste. Work moves too fast and there is just not enough time to attend all the schools and certifications needed for any career. Even if a person were able to do all this work it would be very expensive. It would cost a great deal of money to educate a person at all the levels. This is where skill-based resumes can come in to play.Skill-based resumes focus on those areas where a person has an experience which you know that they will need when you interview them. Instead of wasting time trying to find the 'right' college for an employee, for example, what you do is create a resume that focuses on specific areas. Instead of going into detail about each specific school, college or university, it focuses on an entire job.For example, you could have several past employers give you a list of the most basic information about your background and salary history. You could then use this information to design a resume focused solely on your employment with one company. You could include your salary history and the companies you worked for. This is considered an example of a skill-based resume.Skills also are used in resumes that show past awards. Here, you would not need the schooling for education, experience or certificates. Instead, the employer will simply look at the awards that you have won.If you are looking for a resume to be proud of, then your personal qualities should be showcased on your resume. If you had a bad driving record, you would want to leave this information out on your resume. Your positive accomplishments would show that you are responsible and good with money.Another important area of a resume to be included is hobbies. A person c an list a number of hobbies, but they need to be listed in order. If you listed writing, you would need to make sure that your list of hobbies was written in alphabetical order. This would be very hard to do if you wrote your hobbies down randomly.Carefully chosen information is an important part of a resume. Listing all of your jobs, experience and awards are usually a good idea. However, adding skills, hobbies and awards to a resume is not a bad idea.

Why are there fewer women in STEM jobs - Debut

Why are there fewer women in STEM jobs - Debut This post was written by an external contributor. Lucy Skoulding delves into the subject of women and STEM careers.   Despite making up approximately 50% of the workforce, only 14.4% of those in Science, Technology, Engineering, or Mathematics (STEM) occupations are women. These jobs are overwhelmingly male-dominated, more so than many other career types. From gender stereotypes portrayed in television programmes to the theory of ‘social belongingness (feeling like you belong more in certain groups than others) many reasons contribute to girls being less likely to pursue STEM subjects to a high level than boys. Just like boys are less likely to choose the pursuit of Health care, Elementary Education, and the Domestic spheres (HEED) than girls. There is currently a global push to encourage more girls to choose STEM subjects in education and therefore go into STEM careers, but why is this important and how do we influence this choice? Why is this a problem? Some people may wonder why bringing more women into STEM is necessary? What do women bring to these sectors that men dont? According to a recent article in The Guardian, increasing the number of women in these types of jobs would increase the UK’s labour value by at least £2bn. In addition, many innovations have been designed with use of men in mind first. These include seat belts, air conditioning, medicines and more. Having more women in STEM is not just beneficial for the economy and equality. If more women were to work in scientific and medical research jobs, women’s health would become more of a priority. We would see more products and treatments that support and aid females. Not only this, but to settle for such a low percentage of women working in STEM jobs is to accept that the different perspectives, creativity, and ideas women could bring to these roles are not valuable. Studies conducted by big corporates such as Goldman Sachs and Bank of America have proved that businesses employing more women consistently do better than their competitors. Why are women less likely to choose STEM subjects? As mentioned, there are a number of gender and subject stereotypes that influence both girls and boys when it comes to choosing subjects to study in further and higher education. According to a 2017 study conducted by psychologists at Glasgow, Irvine, and Missouri Universities, “girls [are] more anxious about Mathematics in 80% of the countries surveyed”. Almost half a million 15-year-olds across 68 countries partook in the survey. This anxiety isn’t because of differences in ability, since previous research found girls perform equally well in Maths as boys. However, there seems to be an ingrained perception among girls that they are worse. Another stereotype is the idea that STEM subjects are ‘nerdy’ and that this is a negative thing. Shows like The Big Bang Theory star mainly men studying/working in STEM subjects and portray them as socially awkward. It’s therefore understandable why women are put off from studying or working in these subjects. Should we change this? This is a difficult issue to contend with. Even if introducing more women into STEM jobs is desirable for the economy, it still comes down to choice. A study written about in The Atlantic compared different countries around the world, looking at the percentage of women in STEM occupations there. It found that in countries where less gender equality exists, more women are likely to pursue STEM careers. For example, only 18% of Computer Science college degrees are awarded to women in the US. Conversely, in Algeria 41% of these degrees go to women. It seems that women living in countries with less gender equality choose jobs that are more likely to give them financial stability. Meanwhile, women with more security socially opt for jobs that allow them to follow their passions. How do we change the perception? I went to a round table which argued we need to change the stereotypical perception of STEM subjects. They are mainly seen as difficult, boring and most-importantly male. We need to showcase the freedom and opportunities that are available for females in these sectors. As well as altering perceptions in popular culture, we should start promoting more female role models in STEM careers. Whether this is a famous female scientist/technology expert appearing on television, or simply a female STEM professional talking in schools. Public appearances could make all the difference. Its also up to businesses to bust myths about working in these industries. STEM jobs are typically portrayed as having very long hours and very competitive environments. Whilst some careers demand longer working hours than others, plenty of STEM subjects support a good work-life balance too. Having a wide diversity of individuals work in any sector can only be a good thing. Having a multitude of experiences, ideas, and skills is what makes businesses innovative and therefore successful. Like anything, changing ingrained perceptions takes a long time. But if influencers, companies, educational institutions and individuals get on board, the stereotype of studying and working in STEM subjects will be altered. Connect with Debut on  Facebook,  Twitter,  and  LinkedIn  for more careers insights.

The best advice for a happy life and happy career, positive thinking

The best advice for a happy life and happy career, positive thinking How to Build Confidence for a Happy Life and CareerIf it’s meant to be, it’s up to me.This is one of the best quotes I have ever heard. Some attribute it to Tom Dreeson, others attribute it to William H Johnsen, and regardless of who said it first, it certainly delivers a great truth.This is the year for  powerful positive thinking.   Let’s make promises to ourselves that we will keep and create the life and career that makes us happy.How do we do that?   Well, let’s consider the way we view ourselves, what we are capable of and what we do to achieve what we really want in our lives and careers. We can do this together and I hope you’ll keep me as accountable as I will keep you!Let’s focus on this:Attitude Check:Acknowledge our attitude towards any situation. If something bothers us, step back and take a  positive, can-fix-it, self-reliant attitude  towards what’s happening. Remember:  Choices + Behaviours + Actions = Accountability.   “If it is to be, it’s up to me ” It’s too easy to blame others for how our life is. I’m sure you’ve blamed the traffic for arriving late somewhere when if you had only been organised enough to leave earlier you could have been on time.Acknowledge that we do have a level of control over our own lives. If we stop blaming others for the woes of the world and shift our thinking to ‘What can I do to make a difference?’ our lives will change for the better.Focus on what’s worth focusing on:If we aren’t happy about something, there’s no point trying to change someone else (our partner, our boss, our colleague, our friend) â€" focus on changing what needs to be changed, improved or adjusted about ourselves so that we can lead by example. “Be the change you wish to see in the world” â€" I’m quoting Gandhi with this one!   This meme is one of my favourites with another quote, this time by Mother Teresa, “Do not wait for leaders. Do it alone, person to person.”  Speak kindly to ourselves:We becom e what we tell ourselves over and over again.   It becomes programmed into our psyche. Make sure that our self-talk is filled with positive, new ideas and the world of possibility so we can take action. Tell yourself, “Yes! I Can!“To build your self confidence, this  How to Build Confidence Online Course  will provide you with the personal tools to develop self-confidence and resilience so you can handle lifes challenges.    Find out more hereAnd, to help you along the way, here is a link for you to download and print out my  MORNING AFFIRMATIONS  for a perfectly positive start every day!

Calling all coaches and consultants Powerhouse Coaching for Powerful Clients - Hallie Crawford

Calling all coaches and consultants Powerhouse Coaching for Powerful Clients The Georgia Coach Association is proud to present Past the Point of Reason with Master Certified Coach Cynthia Loy Darst Get ready to see one of the country’s top ‘Coach for the Coaches’, a woman who drew a 300 person standing ovation after her on-stage Live Demo Coaching at the Int. Coach Federation Conference. Watch a master at work as she calls forth even the finest coaches to ‘Play a Bigger Game’ and discover unexplored territory in their coaching repertoire. This Program is for you if you’re: A seasoned coach who yearns for new tools and new approaches, Hiring coaches for your organization, Training to be a coach, or just curious about becoming a coach. If you’re a coach who’s asking themselves: Where has my coaching become reasonable? Lost its edge? Have I started coaching my clients history rather than where they are today? Has my coaching become ‘boring’? Join Cynthia Loy Darst, MCC, for this fun, provocative and experiential session, and see Coaching like you’ve never seen it before. Who is Cynthia Loy Darst? Passionate about raising the bar on quality in the profession of coaching, Darst was one of the first to gain the designation of MCC from the ICF. She was a founding member of the PPCA and the ICF and she was one of the first leaders for both CTI and the Center for Right Relationship. A favorite in the coaching world, Darst delivered Celebration, Metaphor and Magic to a standing room only crowd at the 2005 San Jose ICF conference. In 2006, at the St. Louis ICF conference she delighted her coaching colleagues with her demonstration of MCC level coaching. To find out more about her and her work go to: www.theinspirationpoint.com If you plan to attend, please be sure to RSVP, and invite guests! Even if you are unable to attend, your guests are welcome. Our very reasonable guest fee is $20, payable at the event. **R.S.V.P. by June 14, 2007 to Kris Hieronymus at khieronymus@inwardboundprograms.com or 770.426.9995** We look forward to seeing you on June 16th! When: Saturday, June 16, 2007 9:00am Noon Where: Hilton Suites Perimeter 6120 Peachtree Dunwoody Rd, Atlanta, 30328 770.668.0808 (hotel phone) GCA Member Fee: Free, OCA Member Fee: Waived, Guest Fee $20 Viki Andino and , Co-Chair’s of Programs The Georgia Coach Association www.gacoaches.com