5 Social Recruiting Worries Holding You Back

5 Social Recruiting Worries Holding You Back As a wise woman once said, “Do one thing everyday that scares you.” While Eleanor Roosevelt firmly believed in confronting our fears, it’s pretty unlikely that she was talking about recruiting. Let’s face it: as social media becomes intrinsic to job seeking and hiring, some recruiters are entering uncharted territory â€" and it can be intimidating. Even after you’ve gathered the courage to begin, it’s hard to know what’s fair game on social media and where to go from there. While it might be scary, social media offers tremendous advantages if recruiters are willing to take the risk. According to a recent Jobvite survey, 73 percent of recruiters have made successful hires through social media, and 59 percent of recruiters think candidates found through social networks are of the “highest quality.” With so many recruiting opportunities on social media, you can’t afford to let your fears hold you back. Here’s a look at five common worries that drive social recruiting paranoia, and why they’re not worth the stress: Worry #1: You have no clue where to start: If starting your social strategy from scratch feels daunting, you’re certainly not alone. As with any new venture, it’s often easier to stick to your guns and avoid a potential flop. But now is not the time for inaction. Over 90 percent of companies use platforms like Twitter, LinkedIn and Facebook to recruit candidates â€" can you afford to be one of the 10 percent that don’t? Didn’t think so. If your recruiting team is serious about social media, start by building a plan and setting realistic goals. Try one-, three- and six-month plans, so you’re not biting off more than you can chew. And remember, every social network is different: for example, while 86 percent of job seekers prefer Facebook, only 66 percent of recruiters use Facebook to find and source candidates. Do your research, and make sure you’re using the social networks that will help you achieve your objectives. Worry #2: You might post jobs incorrectly: Naturally, a large portion of any successful social recruiting strategy involves sharing open requisitions and getting the word out. But the mechanics of posting can be fuzzy â€" what if you duplicate posts, forget to give candidates a way to respond or post in the wrong spot? Having a plan in place can solve these dilemmas. Determine all your basics upfront, including which jobs will be shared on social, how often to post and which social networks you’ll target. Then you can focus your energy on leveraging your networks to reach new audiences. Encourage employees to share jobs with their connections to help expand your reach. And don’t forget to track and measure progress so you know your strategy is working. Worry #3: You’ll misrepresent your employment brand: If you’re like most recruiters, employment brand is on your mind â€" and if you don’t get it right, you could miscommunicate the culture and vision behind your company. But whether you like it or not, your employment brand already exists on social media, so it’s up to you to bring real insight to the conversation. If you want to attract candidates that fit with your company’s culture and objectives, building your brand on social media is key. Just as a marketer does with their products, recruiters must carefully curate their brand presence across networks to cultivate interest in your company. Make sure you know what kind brand your company wants to convey to prospective candidates, Then, make sure this translates to your social tone. Worry #4: You’ll drown out other company messages on social media: Let’s say your company already posts on social networks about products, webinars or partnerships. While you might be afraid to add another cook to the social kitchen, there are ways around making too much noise. Don’t force job seekers to weed through your company’s account to find the hiring-related posts. Set up dedicated recruiting profiles on each network, so you can prevent mixed messages and help candidates get to what they’re looking for quicker. But make sure your posts are unique and interesting â€" candidates identify with brands that have a personality, so make sure yours comes across loud and clear. Worry #5: You’re too busy to give this the real attention it deserves: If you don’t feel like you’re being pulled in ten different directions, you’re probably not a recruiter. How can anyone on your recruiting team have the time to own a social recruiting strategy? Unfortunately, automatic posting looks fake in today’s social-fueled world: according to a recent Glassdoor survey, 95 percent of job seekers expect openness and transparency from any company they are evaluating. Believe it or not, you can meet expectations on social media without sacrificing your schedule â€" or your sanity. Try scheduling out content a week in advance, and let technology worry about posting on your behalf. As long as your posts are written by a human, a computer can handle the mechanics. And don’t overdo it. Develop a cadence that makes sense for your company’s needs and is manageable for your team. While social recruiting might feel like a necessary evil, allowing your fears to fester will only do more harm than good when it comes to security quality talent. To stay competitive in today’s crowded job market, you time to face your fears and embrace social recruiting in the long term. Author:  Kimberley Kasper, CMO of Jobvite

So youre not going to the Big Careers Fair University of Manchester Careers Blog

So you’re not going to the Big Careers Fair University of Manchester Careers Blog Next week (9 and 10 October), we’re hosting the Big Careers Fair at Manchester Central Convention Centre. Maybe you know this already â€" you might have seen our adverts around campus,  someone may have mentioned it in a welcome lecture, or you’ve scrolled past a post on social media. Maybe though you’ve see it and thought none of this is for you you’re too busy, you’re not interested in banking or business, or you’ve never been to a fair before and don’t know what to do. Alternatively you think that all the employers attending are on the lookout for specific students and you don’t fit the bill. As much as you may think that it’s not for you, let me give you a few reasons why there will be something for you at the Big Careers Fair. Employers are interested in who you are, not what you studied Employers want to hire the right person, not the CV. Maybe you think that studying an arts degree makes you ineligible for finance, or you can’t get that dream job in digital marketing because you’re about to graduate from psychology, but many graduate jobs and placements are open to students from any discipline. Employers will often focus on your own individual qualities and strengths, outside of what youve  learnt in your degree. Day One of the fair has loads of opportunities from marketing, HR, finance, business and more. Day Two is focused on roles in engineering, technology and science, so the technical-based roles will be looking for students and graduates from certain backgrounds. So over the two days there really is something for everyone. Before you go you can have a look at the full list of employers attending online. Spend as much or as little time as you like The fair is open from 10.30am â€" 4pm each day; although by no means do you have to be there for all of it! The fair is designed for you to take it at your own pace. Spend a good chunk of your day at the fair and attend some of the talks, or just pop in and speak to one or two employers that you’ve researched in advance. Again you can have a look before hand to see what talks there are and which employers are attending. All the gear, or no idea â€" you will get something out of it Taylor Swift once said, ‘I try to prepare for everything beyond the extent of preparation’ and who could disagree with her? If you know exactly what you want to get out of the fair, and who to speak to, then turning up with a load of research under your belt and a stack of copies of your hot-off-the-press CV will stand you in good stead. If you don’t quite know what you’re after, and youre  a bit tentative about knowing what to do and who to speak to, you can still prepare by having a look at who’s attending and what kinds of roles and opportunities are on offer. We’ll also have an information point with Careers Service staff to help you get started. Ultimately, youve got nothing to lose. Who doesnt like a bit of window shopping? One of the best things about a careers fair is being to walk around and just take in all of the different companies on display â€" it’s a bit like window shopping, really. Just like there’s no pressure to buy anything, there’s no pressure to commit to deciding on the spot exactly what you’d want to do in the future! You can simply take a look around, and see if anything takes your fancy. You never know, something you thought would be a terrible fit for you actually suits you surprisingly well. There are opportunities for everyone To really hammer the point home, the one single thing that makes it a good idea to come along to next week’s Big Careers Fair is that there are opportunities open to everyone. No matter whether you’re a current student or a graduate, studying anything from accounting to zoology â€" with graduate jobs, internships and placement opportunities and a range of talks across the day, there’ll be something for you. Still not sure? If you’re still undecided, why not join the Facebook events for each day of the fair to  see what we have planned and make an informed decision? If you’d like to attend, you can sign up in advance using the Eventbrite links or show up on the day. The choice is yours â€" hope to see you then! Day 1 â€" Tuesday 9 October â€" opportunities in management, business, marketing, finance, HR and much more. Facebook event Sign up on Eventbrite Day 2 â€" Wednesday 10 October   opportunities in science, technology and engineering. Facebook event Sign up on Eventbrite All Events and fairs Undergraduate Undergraduate-highlighted careers Careers fair

What its like to audition at Juilliard. When youre 11.

What its like to audition at Juilliard. When youre 11. The first round of auditions for Juilliards pre-college program is by video. From December to March my son practiced for three hours a day to prepare. At the end of March we recorded him playing Cello Concerto No. 1 in A minor, Op. 33,  by Saint-Saëns, and we sent it off to Juilliard. The results of the first round came quickly. He made the cut. The art of practicing is finding a process for repetition without boredom. Then he practiced three hours a day for two more months. The piece he played is about four minutes long. So its probably difficult for you to imagine how he spent three hours a day for six months working on that one piece. But practicingâ€"for anythingâ€"is a science. When he told his teacher  he was bored, she told him boredom in practice comes from a lack of engagement. She showed him how to recognize disengagement. Then she taught him to look more closely at each note and listen more deeply with his ears and his heart. He learned to practice by changing the rhythm of the piece. He learned to play one note at a time with a tuner. He learned to play each measure with a different metronome timing, and then he played the piece so slowly it took 20 minutes instead of just four. During these insane lessons my son spent one hour on five notes; the more we worked on the art of practicing the more I saw that practice is a method to do anything ambitious and difficult. Through hard work, he learned to create a system and process instead of just focusing on the goal  itself. The best processes speed up the  cycle of frustration  and recovery. The first 3,000 hours of cello lessons are learning how to recognize a wrong note and stop and fix it. And now he has to learn how to recover from failure, very quickly, so when he plays a wrong note in competition he can move on immediately. Even though I dont know if hes sharp or flat, I do know that if hes sulking about making a mistakeâ€"he cant focus on not making the mistake. Resilience is about being able to get back up on your feet  on your own, so I teach him not to rely on other people to prop him up. You dont need a teacher to  tell you how great you are. Tell that to yourself. Right now. Its a hard concept. On different days I tell it to him differently. And then I watch hopefully, because I tell that to people I coach all the time and I know its hard, even for adults. Last Thursday was the big day. My son is on a mission. I am on a mission, too. I want to hug him and high-five him and tell him he blows me away with his hard work. But I dont want to embarrass him, so I take pictures instead. Until he  says, Mom, put your phone down! Youre embarrassing me. Breaking things down into small  steps isnt enough. Make them smaller. Its impossible to put all your energy into something really difficult if everything is riding on the result. The people who are the best at reaching big goals have an obsessive drive toward  the goal, but also, they are able to break down the process of meeting the goal into tiny, bite-sized pieces  and then take pleasure in completing each part. When someone is  unable to relish  the small steps, they just stop. Because process  starts to seem hopeless if you constantly focus on the end.  You have to have a proclivity for hard work (which might be as crucial and inheritable as talent) combined with the ability to take joy in the process itself. He practices facing the accompanist so they can see how each will play particular parts. Then he turns his back to her because thats how itll be at the audition.  She watches his arm and his head for cues. They dont have to talk. They both just know that this is what will happen. He has been eating carefully and sleeping carefully for a week. He reminds me of how I used to work to peak for the beach volleyball season and recover over the winter. And he reminds me of everyone who has ever worked hard for something that is a long shot:  He is nervous. No process works without a coach who deeply understands the goal.   The teacher has been training him for nerves as well. We scheduled five competitions prior to this audition so he would get used to playing this concerto under pressure. People perform betterâ€"in any circumstanceâ€"with a little bit of stress. Top performers self-regulate  to generate the optimal  amount of stress. The teacher had him run up and down our street to get his heart rate up and then had him sit down to play his piece while his pulse was still racing. And the other day when he came home from a basketball game he wiped his hands all over his face and played his piece with sweaty palms. Now he gets dressed and he waits. I cant read music and I cant tell whats in tune, but I do know what its like to have focus, so we have practiced  waiting. In this outfit. I made him stand by our front door, where there is nothing to look at. And I didnt tell him how long hed be waiting. And he practiced controlling his thoughts and his nerves. Finally, here we are, and  he looks so grown up to me. The door opens. He goes into the room, and he plays. I wait. The kids in the other practice rooms are too loud for me to hear him. So I just think good thoughts. And its over. We wont know the results for another two weeks. But we already know that he worked incredibly hard and he grew from each step of preparation. So he already won. Because now that hes done this for cello, he can do it for any part of his life in the future. Update:  He got in!

Job Seeking During the Holidays

Job Seeking During the Holidays (Image courtesy MaseTV) Q:   I find myself unemployed right now, and I’ve heard that it’s a waste of time to conduct a job search during the holiday season.   Should I just forget about it until January? A:   Not at all!   Although the common wisdom is that the holidays are a bad time to do a job search, you can make the time very productive for your transition.   While it’s true that fewer people leave positions during the holiday season (hanging on for year end bonuses and office parties) they do tend to begin the new year by making career moves.   January is the start of the new calendar year and often the fiscal year, so many departments start filling positions that have been sitting vacant. With all that activity beginning in January, you’ll want to have your resume in place in December so you’re positioned for interviewing right away.   Because it’s a quiet time for job seekers, your resume may get more attention, being one of fewer in circulation.   In addition, many CEOs and human resources directors arent as busy this time of year which makes them easier to reach.      Some experts think that December may be the best time to reach decision makers. Not everyone takes time off during the holidays. In fact, the people with hiring responsibilities may be more apt to pick up their own phone because their offices are so lightly staffed at this time of year.   They may also have more time for activities such as informational interviews, as well as training new employees. The end of the year may be a hot time for hiring in certain industries.  Besides the obvious retail and seasonal entertainment opportunities, there are openings for skilled administrative and clerical staff.   Many industries have year end projects relating to closing out the fiscal year and reporting. Tax related companies gear up now too, along with accounting and auditing firms. Not sure where to begin your search?   Try the staffing firms.   Not only do about 55% of temporary workers use the positions as an entrée into permanent employment, “temp to hire” is how many companies recruit their skilled staff. Even if your search isn’t producing the results you want during the holidays, you can use the time to work on skill building, researching education opportunities, and long term career planning â€" the things that get neglected while you’re working full time.   You can also work on interview skills â€" practicing to answer tough questions and thinking of specific examples of how you solved problems and made a difference in your last place of work. The holiday season is a great opportunity to thank your network of contacts and supporters.   Drop them a quick note telling them how much you appreciate their advice and assistance, and let them know how excited you are about your prospects in 2018.   It’s a good way to keep in touch and remind them that you’re still looking. Wishing you success in 2018!   If youve got a question about your career or the job market, Ill answer it. Email me at cmoody@careersourcenefl.com or leave a comment.

Bartenders Resume Skills

Bartenders Resume SkillsBartenders are typically given bartenders resume because their job description is very diverse. They can be responsible for running the bar or just serving food to the customers.There are plenty of bartenders resume skills to take note of. The bar manager should know what the job outlook is and how the bartender will get along with other employees. Bartenders typically have less leeway in making decisions regarding employee training because they are usually part of the show.Knowing what bartenders resume skills are can help keep your bartending career looking good. When you have the right skills, it is easier to land a position in the perfect environment. In some cases, hiring managers are looking for someone who does not play favorites among employees. There is also nothing more frustrating than hearing an employee talk about how they are not getting along with a coworker or even with the boss.You should also keep in mind that it can be easy to become bored w ith your jobs if you do not work on updating yourself with new skills. In most bars, they will get a new bartender from the bussing and show management team and will immediately hire them to be bartenders. Once they begin working there, they should immediately start learning all about the bartending career. Keeping up with bartenders resume skills is key to being successful in your bartending career.Keeping up with bartenders resume skills is a good idea so that you will be able to move up through the levels. There are different types of bartenders resumes that are used depending on the position that you are trying to fill. When you are applying for the bartender's position, there is a lot more information that needs to be filled out. It is common for bartenders to receive several types of applications for jobs.Bartenders resume skills are vital when you are in a position where you want to prove that you are capable of doing the job. Whether you are interested in working for a hotel or a strip club, bartenders should have the best resume possible. It is the first thing people see when they begin looking at your resume and it should stand out in terms of professionalism.Many bartenders can take pride in their bartenders resume skills and should try to perfect them before they begin working in the field. You may think that you will be taking over an older tradition. Many bartenders feel that bartending was started before they were born. Now bartenders work a lot of long hours as well as a lot of short hours and there is no time to relax for them.Keeping up with bartenders resume skills is very important for any bartender. If you do not, chances are, you will end up working for a strip club instead of a great hotel. The job outlook is a little different and there is a lot more to bartending than drinking. Bartenders have a lot of skills that are needed to keep a great job.

Before You Ask Someone for Free Help, Reconsider - Kathy Caprino

Before You Ask Someone for Free Help, Reconsider I’ve been utterly floored this past month by the volume of requests I’ve received for FREE help from complete strangers, and by the nature and content of these requests.   The bulk of these requests have come in from readers of my article LinkedIn: Busting 8 Damaging Myths About What It Can Do For Your Career, that ran on Forbes.com on September 13th.   It surprised all of us (the Forbes editors and me) as it blew up on the front page and was viewed by over 60,000 people.   That week, I literally heard from over 150 folks asking for all sorts of free help and I continue to get requests, including my review and recommendations on: their LinkedIn profiles, resumes, job or career options, potential career changes, interview approaches, how to get testimonials, and on and on. What I’m stunned about is that in all of these requests for free help, not ONE person offered to pay for my time, or suggested bartering with something of value.   They simply wanted help without offering anything in return.     Perhaps Im crazy, but I would never ask a stranger for help in this way. Further, a good number of these requests for free help were: 1)           Urgent â€" “I have an urgent career decision to make. Can you respond asap?” REALLY?  2)           Disrespectful â€" These folks didn’t care or consider for a second that I make my living offering career counsel.   I’m not a non-profit or a charity; Im a business owner.   And Im really good at what I do, after years of training and experience.   It takes a significant amount of time and energy to review someone’s information/situation and offer tailored recommendations.   I deserve to be paid for my time and effort.   (For the record, I do offer my time for free, but on a very selective basis to organizations and non-profits that have a broad reach and help hundreds of people through their services.)  3)           Narcissistic â€" It’s all about them, and what they need and how soon.  Never a second thought about what I might need in order to be of service to them. 4)           Clueless â€" It’s clear that these folks hadn’t a clue that theirs was one of hundreds of similar requests, and as such, impossible to accommodate without their becoming a client of mine, and having time scheduled in my calendar. Please don’t get me wrong.   I’m truly honored and excited that my writing touched a chord and resonated with so many people, and I certainly hope that trend continues.   And I do LOVE to be of service to people, helping them make positive change.   And I love hearing from folks about how my writing impacted them. That being said, I’m tired and fed up with free help requests.   It remains shocking to me that so many people all across the globe who want help forget to be considerate and respectful of those they’re asking support from.   Come on people!   Lets reverse that trend. My hope is that going forward, anyone who asks another individual for free help will be more considerate and thoughtful prior to making the request.   Think about what the helping party deserves for his/her support, what it will take from them to give you the help you want, and what you can offer in return.   If you can’t offer money, think about what you can provide that would be meaningful.   NEVER ask without considering these issues beforehand. One more thing â€" for every request you make for FREE help, offer someone else free help instead.

How to give 2,000 high fives in one morning - The Chief Happiness Officer Blog

How to give 2,000 high fives in one morning - The Chief Happiness Officer Blog If youve ever been to one of our keynotes or workshops about happiness at work, you know how much we enjoy a high five. But this guy has us beat. Watch him give 2,000 New Yorkers a high five in one morning. Awesome! Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related