9 Things Recruiters Want from their Jobs

9 Things Recruiters Want from their Jobs One of the most enduring perceptions of the recruitment industry is that recruiters simply follow the money when it comes to choosing their job. While there is no denying that money plays a key part in any employment decision, there are actually a broad range of factors that most recruiters consider before accepting a job offer: 1) Working location: Recruiters need to be working in a location that makes sense for them. This means, a location that allows them to visit clients easily, which minimises wasted commuter time, which facilitates access to public transport and parking alike, and which allows individuals to maintain a good work life balance. The best recruitment locations tend to be based within town or city centres. This makes them convenient for staff and clients alike, and maximises access to roads, trains, parking and more. A good location also provides access to supporting benefits which make the job enjoyable. These include nearby cafes, bars and other amenities, shops, and food outlets. 2) Office presentation: A great office is bright, engaging, friendly, busy and healthy. It will have plants, natural light, breakout areas, access to food and drink, comfortable desks and chairs and an attractive decor. If the interviewee sees the office when they come in for interview, they will be far more inclined to want the job if the environment is well presented, buzzing and fun. READ MORE: How to Create the Perfect Office 3) Other staff: Everyone wants to enjoy working with their colleagues, and this means choosing a job with a friendly, positive atmosphere and a strong and co-operative team. If new recruits find that they cant enjoy good relations with their colleagues and feel part of the wider team, they will very often leave. This puts the onus on agency owners and managers to find ways to foster that motivation and morale, build strong relationships and put in place mechanisms to forge strong teams and a sense of belonging. This can be achieved through great leadership, supportive working practices, strong communication and a healthy reward and recognition culture. 4) Management: Ever recruiter wants to be managed by an experienced professional with the ability to coach, steer and support as well as set direction and maintain structure and procedure. Good managers will enable their best recruiters, rather than attempting to stifle them with excessive process or time wasting demands. They will also value their teams and treat individuals accordingly, and with respect. A good manager-staff relationship is a hugely beneficial and rewarding two way relationship that can bring rewards to both parties. READ MORE: 5 Skills Every Manager Needs 5) Atmosphere: A great recruitment office buzzes with life and energy, and the agency owners and managers will work hard to foster that sense of atmosphere and positivity. Walking the floor, encouraging break out sessions, designing an office for interaction, and implementing flexible working practices are all approaches that can develop a great culture. Visible reward, thanks and recognition also boosts it, as well as challenges, games, celebrations and team activities. 6) Progression: The vast majority of recruiters are hugely ambitious to progress in their careers. They will be actively seeking out a firm which strongly invests in its staff and offers varied opportunities for learning and advancement. This might be offered through structured learning and off the job training opportunities, shadowing, mentoring or coaching, or hands on assignments designed to build knowledge and flex skills. If an agency can demonstrate that their senior team has progressed internally within the organisation to senior positions, it can be a powerful incentive for other recruits to join the firm. 7) Pride: Recruiters dont simply want big bucks. The best are also passionate about doing a great job and genuinely delighting their clients with a superb service. The best firms are those which embody those values and truly hold them dear. By creating a sense of pride in the job, and a commitment to fulfilling expectations, staff know that they are part of something genuine, and which provide measurable value to their clients. That sense of pride often fosters the sense of team, and the two aspects are highly powerful for retention and staff engagement. 8) Communication: Staff want to work in an organisation where communication is prioritised to staff not simply from a top down basis, but across the organisational hierarchy. Good communication engenders good staff engagement, and a creative, innovative working environment. Managers can rapidly boost performance by simply communicating in a more regular, effective and open manner to their teams. 9) Benefits packages: Of course, the salary is important to a recruiter particularly the commission but other elements of the benefits package are also powerful incentives, depending particularly on the needs of the individual. For example, recruiters with families and children often greatly value the ability to buy and sell holiday, or to enjoy a generous leave package. They will also value the ability to buy childcare vouchers. People who live some distance away from the office will appreciate a flexible working policy that allows work from home. Everyone will love pizza on a Friday and end of week drinks with the team! Remember, it doesnt always have to be something of high monetary value to be important to people recruiters are looking for the experience and achievement of their higher goals, as much as the tangible reward. Author: Satnam Brar is Managing Director of Maximus IT. Maximus is an Oracle Gold Partner which specialises in recruitment in the ERP, CRM Database sectors, specifically ORACLE, MS Dynamics, Salesforce.com and SAP.

Your Book Idea into a Published Brand-Building Book - Personal Branding Blog - Stand Out In Your Career

Your Book Idea into a Published Brand-Building Book - Personal Branding Blog - Stand Out In Your Career Writing is the biggest obstacle between ideas and personal brands; unless you take action on your ideas and actually write your article, start your blog, or finish your book, your ideas will never turn into career-enhancing SEO visibility and a brand-building published book. And, its not just writing a book! The ability to take action and actualize any idea is, ultimately, what separates: Published authors from those who are simply readers Keynote speakers from their audiences Frustrated employees from successful fulfilled entrepreneurs. So, the question is: Why do so many intelligent, qualified, and hard-working   people find it so difficult to take action on their ideas and follow-through to success? Overcoming the obstacles between ideas into action As an author and book coach, Ive long been fascinated by books that address the mechanics or process of writing. This is because the problem, for most of the people Ive met, is not a lack of ideas, but a lack of system to translate their ideas into action, and action into completion. Most entrepreneurs and career-oriented individuals have good ideas, but they fail to act on them. Worse, if they begin to act on them, they fail to complete their projects. Until recently, my three favorite writing process books have been: Clark, Roy Peter. Writing Tools: 50 Essential Strategies for Every Writer. reviewed here Hart, Jack. A Writing Coach: The Complete Guide to Writing Strategies that Work. review#1, review #2 Newkirk, Thomas, Miller, Lisa. The Essential Don Murray: Lessons from Americas Greatest Writing Teacher. review#1,   review #2 The above books may not enjoy the fame enjoyed by William Zinssers On Writing Well or Strunk Whites classic Elements of Style, but they have done the best job so far of defining the process of taking an idea and writing about it. A fresh perspective on the obstacles between a book idea and a published book Now, however, the above books have been joined by an extremely valuable new resource, Scott Belskys Making Ideas Happen: Overcoming the Obstacles Between Vision Reality. Scotts book brings a fresh perspective to the obstacles that must be overcome in order to convert an idea into action, and an action into completion. Making Ideas Happen starts with an all-too-true observation: Nearly all new ideas die a premature death. From there, he explores why some individuals and firms translate ideas into success, and why other ideas simply, in his words, die a premature death. 7 reasons this book belongs on your book shelf Since I purchased Making Ideas Happen about 2 weeks ago, Ive been doing a lot of writing about it for several reasons: Universal perspective. Unlike books written by writers for writers, Making Ideas Happen is a real world book that focuses on problems shared by all creative types not just authors, but painters, architects, marketers, and entrepreneurs. Authors are not alone in coming up with good ideas, but not profiting from them. Well-researched. Scott Belsky researched hundreds of creative professionals and equally important creative firms to observe the common best practices that contribute to success in all types of environments. The stories and quotes that Scott has assembled from all sectors add life to Making Ideas Happen. Empathy style. Good information shared in an academic, or boring, style is rarely read or acted upon. This is an easy book to read; its written in an non-judgmental   you style. The writing is tight, without clutter. Best of all, Scott has invented a new vocabulary 0f entertaining terms to communicate his ideas. Process. Like all top-shelf books, Making Ideas Happen doesnt just subscribe symptoms, it offers systematic relief; it describes practical, actionable steps that readers can immediately put to use. Since I read it, when I get excited by a new idea, I find myself changing the way I respond. Instead of enthusiastically improving the idea, or sharing it, I look for specific tasks I can take to act on the idea. Making Ideas Happen examples To give you an idea of the contents and flavor of Making Ideas Happen, here are a few examples: Most creative individuals jump from one new idea to another, newer, idea. Belsky calls this the exhilaration of new ideas, but few ideas succeed because few ideas are translated to specific, actionable tasks. In his words: ...organization is the guiding force of productivity: if you want to make an idea happen, you need to have a process for doing so. Implications: this is also true with creating your personal brand. Structure enables us to capture our ideas and arrange them in a manner that helps us (and others) relate to them. Leadership, both social and self Another major challenge or obstacle that authors face in building their brand is the ability to accept, structure, and cultivate their ability to lead co-workers as well as themselves. He speaks of the Creatives Compromise: the self-discipline and restraints necessary to execute an idea can feel like a tremendous compromise of your very essence as a creative person. He concludes: The journey to a more productive life as a creative leader starts with a candid self-assessment of who you are, your tendencies, and the greatest barriers before you. Your journey to a published brand building book begins with your ability to turn a book idea into a published book. Your progress can only go as far as your ability to act on your idea and continue to act on it until you have succeeded. As Don Murray wrote, Without a first draft, theres no second draft, and definitely no published brand-building book! Author: Roger C. Parker shares ideas for planning, writing, promoting, profiting from brand building books in his daily writing tips blog. His latest book is #BOOK TITLE Tweet: 140 Bite-Sized Ideas for Compelling Article, Book, Event Titles.

On the Job by Anita Bruzzese Has Workplace Loyalty Gone to the Dogs

On the Job by Anita Bruzzese Has Workplace Loyalty Gone to the Dogs Loyalty in the workplace isn't something you hear much about these days. Employees are bruised and battered (at least psychologically and financially) by companies who have sacked them, forced them to take unpaid leave and slashed pensions and medical benefits. It's no wonder that workers may contend that the only loyalty in their lives right now comes from the family dog.That's why I was interested when I heard that we may actually NEED loyalty in the workplace in order to be happy. Here's the story I did on the subject for my Gannett column:If youre miserable at work these days, dont blame your employer. Blame your lack of loyalty.After all these layoffs, people like to say that theyre loyal to themselves, not an employer, says Timothy Keiningham. But the problem with that is that its not a virtue to be loyal to yourself.Keiningham, a loyalty guru, says that unless you have a sense of loyalty to the people you work with and what youre doing then you are likely to be unhappy, no mat ter how much youre getting paid.Further, this lack of loyalty begins to seep into other parts of our life we may see it start to adversely impact our personal relationships, our communities and even our governments.The problem, he says, is that right now worker loyalty is dropping little surprise with unemployment expected to reach 10 percent and the exposure of outrageous executive compensation packages. But that declining loyalty has led to some real bottom-line consequences for companies: According to a loyalty survey by Leadership IQ late last year, 74 percent of those who survived a layoff said their productivity had dropped, with 64 percent saying that co-worker productivity had also declined.So, at a time when companies need workers to be their most focused and their most productive, they instead are confronting a cynical labor force that is less inclined than ever to give them their full effort. Right now, Keiningham says that less than 30 percent of U.S. employees say the y are loyal to their company.When youre not loyal to your employer, youre more just like a hostage, he says. Employees who are not loyal are thinking about when they can leave. Theyre not improving their productivity. Theyre not giving an employer their best, most innovative ideas because when they leave, they plan on taking those ideas with them.In his book with Lerzan Aksoy, Why Loyalty Matters, (Benbella, $24.95), Keiningham says that loyalty has not just recently taken a hit with the latest recession workers and companies have been at odds for a long time when it comes to creating good relationships that breed loyalty among managers and among co-workers.For example, the authors use the example of former Scott Paper CEO Al Dunlaps conversation with an employee who told Dunlap he had worked for the company for 30 years. Dunlaps response: Why would you stay with a company for 30 years?Those kind of management blunders continue today, Keiningham says.Mangers right now need to be u pfront about how much it hurts to lay people off, he says. They need to explain why things are happening. They need to share the credit religiously with the people that are there. They need to take 20 seconds and specifically thank someone for what theyre doing. We must understand that this lack of loyalty is our own fault.At the same time, Aksoy says workers need to see how their own behavior impacts their loyalty and their happiness on the job. Right now, fewer than 1 in 20 workers invests time in others at work.Aksoy says that studies show that people often believe they are more loyal to colleagues at work, than those co-workers are to them. Basically, people are always putting the blame on others, she says. Individuals need to do a self-assessment and determine their level of loyalty. How are they really connecting? What is their relationship DNA?In the book, the authors outline this relationship DNA by looking at various styles such as someone who is high in empathy. In that c ase, this person may win the admiration and affection of others, but such a nature also may be a burden to them and make them feel that others inadvertently take advantage by consistently seeking advice and help.While there will be others who possess relationship style thats similar to ours, no one is exactly like us. In fact, we are able to build strong, loyal relationships with one another precisely because each of us is different. It is our differences that allow us to enrich one anothers lives, the authors say.Notes Keiningham: Loyalty is a lot like love. When you get jilted, you cant just give up. Do you think workers will become loyal to their employers again?Social Bookmarking

Brand-Yourself.com Launches Platform to Manage Your Personal Brand Online - Personal Branding Blog - Stand Out In Your Career

Brand-Yourself.com Launches Platform to Manage Your Personal Brand Online - Personal Branding Blog - Stand Out In Your Career As the Wednesday columnist for Personal Branding Blog, Im excited to announce my team and I just officially launched Brand-Yourself.com, a new platform that demystifies the process of building your personal brand using social media. In honor of you and the loyal personal branding community here, were giving away 100 free extended free trials if you sign up with the promo code DanSchawbel you can  sign up here. The rapid rise of social technologies can be overwhelming without guidance. Where to start? What can you do? How should you build your brand? To answer these questions, we created a simple four-step process coupled with automated tools to help you maximize your personal branding efforts online. You will proactively: Build on-brand content that aligns with your career goals Optimize that content to show up at the top of Google Promote yourself in the right places using social media Monitor your progress along the way 1. Build You start in the build section. This is where we help you build the content you want people to associate with your name. We help you pinpoint your core strengths, write content around those strengths and build them into your online presence using our website builder and LinkedIn/Twitter/Facebook profile analyzers. Example Tool: Google Results Organizer An example tool within the Build section is the Google results organizer, which helps you understand how your results currently represent your brand. Youll click and drag items that are and arent about you into columns, identifying which you will optimize to show up higher in results, and which you will bury. 2. Optimize Now that youve discovered how youre perceived, built your website and strengthened your LinkedIn, Twitter and Facebook profiles, you will raise them to the top of Google results for your name. The optimize section gives you personal Search Engine Optimization tools and walkthroughs to take control of what people find when they Google your name. Example Tool: Profile Organizer An example tool within Optimize is the profile organizer. Here, you identify your digital footprint and build links to the sites you want to raise in Google. (Google counts each link to your sites as a vote saying your sites should show up higher in search results. The Optimize section helps you build and track powerful links to your positive content). 3. Promote Now that relevant content shows up when youre searched (which is reactive branding), its time to proactively promote that content in the right circles online. In the promote section, we give you daily recommendations of articles to read, blogs to comment on and people to connect with to grow your network. Its like a personal assistant that tells you what to do next to promote your personal brand. Example Tool: Twitter Network Builder An example tool within Promote is the Twitter Network tool. This pipes in relevant tweets from people geographically nearby, and walks you through the process of growing a relevant professional network on Twitter that you can tap to promote your brand. 4. Monitor Monitoring your brand is an ongoing process. We track mentions of your name on the social web so you can immediately react by engaging with new fans, responding to damaging comments, etc. We also notify you when Google results for your name shift position, so you can stay aware of changes in how people perceive you. Example Tool: Mentions Monitor An example tool is the Mentions Monitor, which tracks who is mentioning your name on blogs. This helps you build relationships with bloggers talking about you, and stay aware of what people are saying about you in the blogosphere. Sign Up for a Free Trial and Well Donate $0.25 to Im Too Young For This! Cancer Foundation During our official launch this week, when you sign up for a free trial, well donate $0.25 to the Im Too Young For This! Cancer Foundation, which ensures that every young adult affected by cancer is given access to the best support possible. The foundation strives to be a national leader in cancer advocacy, support and research, working exclusively on behalf of adolescents and young adults affected by cancer. With your support, they will continue providing hope, education and community to millions of survivors around the world. Sign up for a free Brand-Yourself trial now Use the promo code DanSchawbel for an extended free trial Comment with your feedback and get an extension on your trial! Once you try it for yourself, Id love to hear your feedback on the new system. As CEO of Brand-Yourself, this is what I devote my heart and soul to when Im not blogging for Personal Branding Blog. Id love to hear your comments! What do you like? What dont you like? What would you like to see that isnt there? Im going to email the first ten commenters who give feedback a special own promo code for an extra-extended free trial! Author: Pete Kistler is a leading Online Reputation Management expert for Generation Y, a top 5 finalist for Entrepreneur Magazine’s College Entrepreneur of 2009, one of the Top 30 Definitive Personal Branding Experts on Twitter, a widely read career development blogger, and a Judge for the 2009 Personal Brand Awards. Pete manages strategic vision for Brand-Yourself.com, the first online reputation management platform for job applicants, named one of the Top 100 Most Innovative College Startups in the U.S.

The Top 5 Tips for Preparing for Your Interview - CareerMetis.com

The Top 5 Tips for Preparing for Your Interview When it comes to preparing for job interviews, there are a few things you can remember that will help you feel ready and comfortable when it comes time to do the interview.By following these three simple steps for preparing for your interview, you will go in ready and make the best first impression:1. Research the PositionevalevalNow that you’ve gotten the interview, go back and review the job posting again. Go over what they are looking for in terms of skills, experience, and education. Typically, job postings will be divided into the responsibilities of the role and the qualifications necessary to apply. By reviewing both of these, you’ll have a clear understanding of what experience is necessary and what will be expected of you in the role.From here, you can develop a clear idea of expectations and consider how the experiences you have would give you the expertise needed for the role you’re interviewing for.Make sure to address specific experiences and skills you have that r elate, and make it clear how they relate as well. This will not only show that you’ve considered the role, but that you’ve considered how your experience and skills will fit in â€" and contribute to â€" the position they are offering.2. Research the CompanyOnce you’ve clearly researched the position, the associated responsibilities, and the qualifications required, you should research the company itself. Understand what the company is called, what they do, what their mission statement is, and anything else about them and their purpose.For example, you are called in for an interview for a Legal Assistant position at a reputable law firm such as Pace Law Firm. Before the interview, learn in depth about the company, the people, the culture,etc. The more you research what services and products they provide, the more you’ll know about the company and the more knowledgeable you’ll sound during your interview.More than showing your interviewer that you’ve actually researched th eir company, it will help you see what their main objectives are and how you can fit into that company and contribute. Like you would for the position, think about concrete ways you can contribute to the company and help improve their bottom line. This will help you stand out and impress your interviewer.3. Look Up the InterviewersWhen someone contacts you about an interview, it’s a good idea to get their name and the names of anyone else that will be at the interview. This way, you’ll know the interviewers by name before you get there so that you can show how personable and friendly you are.evalMore than this, you can research your interviewers and get an idea of their position within the company, the relationship you would have with them in the role, and their background. Viewing them on their company website and through LinkedIn are great ways of getting a quick view of who this person is and how they serve the company.By looking at them on here, you’ll be able to show you prepared for your interview thoroughly. Also, if someone sees that you’ve looked them up on LinkedIn prior to the interview, they know you’ll put in the work needed to prepare!With a clear understanding of what the position, company, and interviews are expecting, you’ll be able to give them more useful information that separates you from other candidates. At the same time, you’ll show that you’ve put in the effort to understand the position, company, and peers, showing your drive, commitment, and work ethic.By applying this information to your answers during the interview, you’ll make sure that you show them you’re a great fit!

Creative careers - Margaret Buj - Interview Coach

Creative careers The question that university students often get asked the most is: what are you going to do when you leave? Which is kind of annoying because its hard enough to succeed and survive and university these days, without thinking too far ahead into the future. But I guess it is good to have some idea of what you want to do when you have finally finished your degree because it keeps you focused on working hard. So if you are thinking about what career path to take when you hit the real world, then keep reading for some creative career suggestions that just might appeal. Blogger OK, so you dont actually have to wait until uni is over to have a go at this one as demonstrated by this blog! But it can be pretty different when you are hoping that your blog will bring in enough money for your to survive on, as your sole income. That means its a great idea to start before your graduate, so you have plenty of practice at honing your craft. It also allows you some time to build up a readership, which can take a while. Something that you should consider, as well is finding something that you love to talk about. But that is also accessible from a promotional perspective. For example, beauty and makeup are seriously fun for a lot of folks. But they are also a big industry, meaning there will be lots of opportunities for product placement and promotion. Just be sure to put your own unique spin on things, to differentiate yourself from all the other bloggers out there. Writer Now if you love to write, but blogging isnt really your thing, then you can put your creative skills to use in plenty of other ways as well. For instance, you can get a job writing bid reports and tenders for companies, or even turn your hand to technical manuals, if you love detail oriented work. Or, if you are hoping to be a little more creative, how about a career as an author? Yes, its a harshly competitive field. But there are still folks that make it, and they tend to be smart about how they manage the business side of their careers, as well as being just good writers In particular, the successful ones are those that find a good fit between the literary agents they apply to and their work. Which you can do by using a site like Agent Hunter. This will allow you to find those that are that is familiar with the in and outs of your specific genre. Which can increase the likelihood of getting published greatly. Artist Now, most parents groan when you announce proudly that you are going to become an artist! I guess it’s because they worry that there is little money in it, and you will end up living in a gritty flat eating ramen noodles for the rest of your life! But not all focused art careers are like this! You could try graphic design where you use your artistic and visual skills to convey a message to your audience. Or how about illustration where you use your skills to give life to the folks ideas?

How to Write a Resume Specific to Child Care Careers

How to Write a Resume Specific to Child Care CareersChild care resumes are becoming more common these days as parents begin to take on the role of professional caregivers. If you are a parent, this may be an opportunity for you to change your career path and become more financially stable. With so many people choosing to become professionally trained in the care of children, the demand for qualified professionals is growing.In order to succeed in this field, you will need to write a resume that is specific to child care. The first thing you should consider is to create a resume that is targeted towards the industry. You want to know exactly what you are applying for, as well as the educational and work experience requirements.If you don't function in the industry, you won't get hired. The resume should clearly identify that you have specific skill sets or areas of specialization in this area. Here are some ideas to help you become a better caregiver:- Medical Skills - One of the most valuable pieces of information you can include in your resume is to experience in a medical setting. Caregivers are required to be highly trained and skilled medical experts. Aside from being doctors themselves, they are also needed to read and analyze medical reports, perform examinations, administer medication, and treat injury or illness.- Research Skills - There are many different positions in the medical field. One of the most important skills you will need is research skills. Specializing in any particular area can provide you with knowledge that will help you make the most of your professional life.- Expertise in Child Care Programs - Because child care programs can be so confusing, it is important to have some knowledge about how to navigate through the process. Being a high level expert in child care programs is important, as these are usually required to ensure quality and safety. This type of work requires you to be analytical and focused.- Work Experience - One of the f irst things employers look for when hiring a professional is their actual work history. Work experience is important for applicants who already have the credentials necessary to be hired in the field. More work experience often equals higher pay and advancement opportunities.By creating a child care resume specific to the job, it can prove to be very beneficial for the potential employee. This can help land you the job without too much competition.