Question If a job seeker has no money, what can he GIVE

Question If a job seeker has no money, what can he GIVE When I figured it out (it = my job search), everything changed. The biggest change was in my happiness and excitement.  I was jazzed about life and my job search. Why? Because I had figured out what I could GIVE. I couldnt give money, or lunches, or anything that would be out-of-pocket. Even $10, like what I blogged about yesterday, was out of the question.  How could I give $10 to someone when one of my kids needed food, or shoes, or ____ (theres always something, right?)? But then I figured it out. I could give something to those who needed it most (my fellow job seekers) that would be much more valuable than money, or a free lunch, or breakfast. This was even more valuable than my TIME. I could give them an introduction to someone they needed to know. A networking introduction. Try this: Go to a job search meeting (you know, the ones that meet weekly) and listen for an opportunity.  When someone says they are looking for contacts at XYZ company, or in ABC company, or with this-or-that job title, say talk to me after the meeting, I have a lead for you. If you listen hard I bet youll be able to pass on names to at least five different people (Im assuming you are out networking the rest of the week, and increasing your own personal network).  The best Ive ever seen this was at a network meeting in the Minneapolis area (Lonny Gulden knows all the networking meetings there).  There were about 100 people in the room in a big circle.  As people gave their 30 second pitch, others in the room would jump up and walk a business card over to them and say: Talk to me after the meeting, I have a contact at that company for you. It was AWESOME. When I went to network meetings and started doing this I became happier.  I didnt go to GET, I went to GIVE.  And GIVE.  And GIVE.  And my demeanor changed.  And my focus changed.  And my relationships at those meetings changed. And others started to give ME leads. Dont worry about not being able to give buck$ and food focus on giving contacts (whats better, doing a virtual introduction). I bet your job search will change. Question If a job seeker has no money, what can he GIVE When I figured it out (it = my job search), everything changed. The biggest change was in my happiness and excitement.  I was jazzed about life and my job search. Why? Because I had figured out what I could GIVE. I couldnt give money, or lunches, or anything that would be out-of-pocket. Even $10, like what I blogged about yesterday, was out of the question.  How could I give $10 to someone when one of my kids needed food, or shoes, or ____ (theres always something, right?)? But then I figured it out. I could give something to those who needed it most (my fellow job seekers) that would be much more valuable than money, or a free lunch, or breakfast. This was even more valuable than my TIME. I could give them an introduction to someone they needed to know. A networking introduction. Try this: Go to a job search meeting (you know, the ones that meet weekly) and listen for an opportunity.  When someone says they are looking for contacts at XYZ company, or in ABC company, or with this-or-that job title, say talk to me after the meeting, I have a lead for you. If you listen hard I bet youll be able to pass on names to at least five different people (Im assuming you are out networking the rest of the week, and increasing your own personal network).  The best Ive ever seen this was at a network meeting in the Minneapolis area (Lonny Gulden knows all the networking meetings there).  There were about 100 people in the room in a big circle.  As people gave their 30 second pitch, others in the room would jump up and walk a business card over to them and say: Talk to me after the meeting, I have a contact at that company for you. It was AWESOME. When I went to network meetings and started doing this I became happier.  I didnt go to GET, I went to GIVE.  And GIVE.  And GIVE.  And my demeanor changed.  And my focus changed.  And my relationships at those meetings changed. And others started to give ME leads. Dont worry about not being able to give buck$ and food focus on giving contacts (whats better, doing a virtual introduction). I bet your job search will change. Question If a job seeker has no money, what can he GIVE When I figured it out (it = my job search), everything changed. The biggest change was in my happiness and excitement.  I was jazzed about life and my job search. Why? Because I had figured out what I could GIVE. I couldnt give money, or lunches, or anything that would be out-of-pocket. Even $10, like what I blogged about yesterday, was out of the question.  How could I give $10 to someone when one of my kids needed food, or shoes, or ____ (theres always something, right?)? But then I figured it out. I could give something to those who needed it most (my fellow job seekers) that would be much more valuable than money, or a free lunch, or breakfast. This was even more valuable than my TIME. I could give them an introduction to someone they needed to know. A networking introduction. Try this: Go to a job search meeting (you know, the ones that meet weekly) and listen for an opportunity.  When someone says they are looking for contacts at XYZ company, or in ABC company, or with this-or-that job title, say talk to me after the meeting, I have a lead for you. If you listen hard I bet youll be able to pass on names to at least five different people (Im assuming you are out networking the rest of the week, and increasing your own personal network).  The best Ive ever seen this was at a network meeting in the Minneapolis area (Lonny Gulden knows all the networking meetings there).  There were about 100 people in the room in a big circle.  As people gave their 30 second pitch, others in the room would jump up and walk a business card over to them and say: Talk to me after the meeting, I have a contact at that company for you. It was AWESOME. When I went to network meetings and started doing this I became happier.  I didnt go to GET, I went to GIVE.  And GIVE.  And GIVE.  And my demeanor changed.  And my focus changed.  And my relationships at those meetings changed. And others started to give ME leads. Dont worry about not being able to give buck$ and food focus on giving contacts (whats better, doing a virtual introduction). I bet your job search will change.

Resume Writing Service Specials

Resume Writing Service SpecialsYou will find that the vast majority of the large and small companies do not have a resume writing service on-staff. This means that if you are interested in having one done for you, you will need to contact a specialist or a professional resume writer to do the job for you. However, you may find that when it comes to these services, there are some resume writing service specials that you may be able to utilize instead.To start with, you should be aware that most of the major companies can offer several different services. Some of these include: creating a resume from scratch, editing resumes, formatting resumes, and formatting resume for printing purposes. While all of these things can be considered standard, there are also other things that a company may provide that are only available from certain companies.As an example, one company might offer that you create your own cover letter, while another company would be able to provide that service. In add ition, the second company would provide assistance in a number of different types of things including: preparing letters, etc. Finally, the first company may provide assistance in creating a resume from scratch, but the second company may also provide assistance in editing resumes, formatting resumes, etc.Some companies, though, will offer two or three of these specialty services that they may offer, so it is important that you understand how you should go about going about looking for the best available. Remember, just because you find a company that offers two or three special services does not mean that they will be offered to you, so you should take your time to look around before making your final decision. With this in mind, you can be sure that you will not get a surprise when the time comes for your resume writing service to be completed.Depending on what type of business you are involved in, you may find that different things are provided by different companies. This means that you should be able to find a company that can help you complete a full resume, or that is capable of editing a full resume as well. In addition, you may find that the company that can provide editing of a resume may also provide editing of an application. In this case, you will find that the types of resume writing service specials that they are capable of providing may change over time.You will also find that most of these companies will offer you the ability to communicate with them and also offer you a number of different means of communication. These include email, phone, fax, online chat, etc. In addition, you may find that they will offer you different types of service for the same price, such as giving you both editing and resume help, or offering editing and resume help along with editing as well.Since there are many of these service specials available today, it is important that you take your time and consider all of the options that are available. By doing this, you w ill be able to see the best resume writing service and do your research prior to making your final decision. Remember, you should never settle for a resume writing service that you do not find suited to your needs, so be sure to check out all of the options available to you.When it comes to finding the best resume writing service specials that are available today, remember that you should not simply settle for a single company. Take your time and compare companies to see what you think will work for you, and also consider what service specials you might be able to obtain.

Soft and Sweet Resume Design Freebie

Soft and Sweet Resume Design Freebie Soft and Sweet Resume Design Freebie Who says that soft and sweet means weak? You don’t need loud colors or flamboyant designs to share the strength of your skills and experience. You can let that shine through with the help of power words.So if you want a subtle, understated resume, take a closer look at our Soft and Sweet resume template. We think you will truly find that it is a great fit for your goals. Besides, instead of spending hours trying to come up with a resume design of your own, why not save the time and use ours? Our designers know how to get the attention of HR professionals and hiring authorities. Take advantage of their job search expertise! How do you use our free resume templates? We’ve made it as simple as possible. First, we don’t charge a dime. No need to jump through hoops either. Just click the link to download your resume template today!What’s next? You may want to review some of our professional resume examples suitable to your career niche and start filling the gaps in this templat e! File size: 163 KB Format: .docx Downloaded 1,020 times License: Free, personal use only. Please read the license terms for resources. Download previous article 5 Steps to Get Hired as an Intern in a Startup next article Choosing the Best Colors to Wear for a Job Interview you might also likeFine Balance â€" A Creative and Professional Resume Template

The Top 5 Metrics for Measuring Recruitment Success

The Top 5 Metrics for Measuring Recruitment Success Recruitment marketing success. Sounds great, doesn’t it? How are you measuring your teams effectiveness? If you ran into the COO in the elevator and they asked for a single fact that demonstrated this effectiveness, would you be able to answer? And if so, what would you say? There’s no shortage of metrics available in the recruiting world, and they can give you both a high-level view of how things are going, or a fine-grained view of just one single aspect of your overall efficiency. So many choices can be daunting, so today we’re going to look at our top 5 picks for recruitment metrics that can give you a snapshot of your teams success. 1. Source of hire You’ve diversified your campaigns and are posting jobs and interacting with potential candidates all over the internet. Do you know how effective all of these efforts are, really? By tracking the source of hire metrics you can. Then you can funnel funds into the sources that are producing the best quality hires, and shut down the channels that are just not performing. Social media, peer referrals, job board postings, internal job listing pages, blog readers who inquire directlyâ€"these are just some of the myriad sources you may be dealing with. By sorting the signal from the noise, you can better focus your team’s time, effort, and budget on the sources that are returning the best ROI. This is not the time, or place, to be shy. If a channel is just not sending the applicants you’re looking for, don’t hesitate to shut it down. Source of hire is best tracked with a combination of survey questions during the application process (the best way to weed out those who may have seen the opening via multiple channels), and by using the built-in tracking in your ATS. Your ATS likely has a fairly robust tracking system built in that will give you great numbers on where candidates made their way there from. However, you’ll need to weed out people who may have visited multiple times before applying, or who may have seen the listing several places before making their way directly to your portal (just two examples). Using a survey to wrap up the application process is the easiest and most efficient way to find out the one source each candidate considers to be the primary source that drove them to you. 2. Days to hire Sometimes mixed up with time to hire, this is actually a much more fine-grained way to look at this metric. While time to hire shows you how much time passes from when a job is first posted until it’s filled, days to hire strips out the waiting and just looks at how long a specific applicant is in the funnel between when they first apply to when they accept an offer. This second option gives you a much better handle on specific candidate experience. There’s a place for time to hire, don’t get us wrong, we just value this more specific set of data more highly, so this is the one we put in our top 5. The added granularity of days to hire lets you see what the candidates experience in your pipeline looked like by sorting the metrics into: Time to first contact Time to set up first interview w/hiring manager Time to hear back after interview This data will allow you to fine-tune your internal processes to keep these time intervals as short as possible. Or you can add in automated replies and the like to keep candidates updated in the event you are not able to respond as quickly as you would like. 3. Hiring manager satisfaction Hiring manager satisfaction is considered the 3rd most important metric by the Global recruiting trends report, and we think that number is about right. According to that report, 43% of organizations use this metric to help measure the overall quality of hire. We know, this sounds like such wildly subjective criteria, how on earth do you measure it? With surveys, of course. And since it’s important to remember who you’re advertising these openings for, and who you’re screening these candidates for, so make the survey as unobtrusive as possible to ensure a high return rate. 5 short answer questions seem about right to get you the information you need to make appropriate tweaks to your processes, while not taking up too much of the managers time. The power of this metric truly shines through when you combine it with other, more quantitative measures like days to hire and acceptance rate (which we’ll get to shortly). This combination of subjective and objective measures is where you’ll find a gold mine of useful information to streamline your processes and increase everyone’s overall satisfaction. 4. Acceptance rate Acceptance rate is a long-standing measurement, often used to determine the overall effectiveness of a company’s recruitment strategy. With it, you get a snapshot of several interrelated indexes: quality of applicants, quality of offers, applicant satisfaction, along with an idea of how well targeted your EVP is. Targets for this metric can range pretty widely, depending on a number of factors that include things like department. In the highly competitive tech world, the acceptance rate for software developers is generally in the 80% range for a high demand opening. While in more traditional departments like HR, administration, or operations an acceptance rate of more like 95% is not unusual. If you find an area where your acceptance rate could be better, one easy tactic is to ask candidates who decline an offer to fill out a brief survey. This gives you the opportunity to collect specifics on why they declined. Was your benefits package lacking something they were expecting? Was the compensation not up to industry standards? This data will then allow you to make adjustments as possible to raise the rate. 5. Qualified candidates per opening (Applicants per hire) This is another metric that exists in two similar, yet not equal, forms. It used to be that applicants per hire was the metric of choice to determine how well your job listings were resonating with your candidate pool. The measurement of the total number of applicants for each opening you have is useful when you need to know how popular your openings are overall. What it doesn’t tell you is anything about the quality of these applicants. For that, you need to be measuring qualified candidates per opening. This measurement tells you how many candidates make it past the first stage of your hiring process. In other words, it tells you how many candidates are worth talking to. This level of detail is necessary when you need to adjust your pipeline flow. For example, if it’s taken 8 qualified candidates to fill each of your last 4 openings in a particular department, now you know you can wait until you collect 8 candidates before you pass them up the line to be interviewed. This cuts unnecessary interviews, keeping hiring managers happy, and it cuts unqualified candidates from the process earlier, allowing them to move on to other more appropriate positions. Your mileage will, of course, vary. These 5 metrics all allow for either a fine-grained look at specific steps in your recruitment process, or you can take it up to 10,000 feet and see how each one interacts with the others for a more holistic view. Taken together, these metrics will give you the data you need to tweak your processes and make the changes necessary to increase efficiency and the overall effectiveness of your recruiting team. About the author:  Adrian Cernat  is CEO and co-founder of SmartDreamers , a Recruitment Marketing Automation platform that empowers recruitment teams to smartly advertise jobs across the web. Integrated with Facebook, Google Ads, YouTube, Snap, Instagram, publishers, and niche websites, SmartDreamers streamlines the recruitment marketing processes.

Why Do People Use the Term Resume?

Why Do People Use the Term Resume?One of the reasons why resumes are such a big deal is because it is such an important document. There are many different reasons that resume writing must be done, but there are two basic types of resumes. These are the academic type and the non-academic type. There are also many different styles that you can choose from when creating your resume.An academic resume is one that highlights the skills and knowledge that a person has in relation to their job or school. This is why a resume is so important. It is the first thing that someone who is looking at your qualifications will see. In fact, some companies even use academic resumes to screen applicants.When it comes to writing a resume, there are several different types of writing. Some of these are standard resume writing styles. Other styles, however, are different than what most people consider 'standard'.For example, the paper resume is a good example of what is considered to be standard resume w riting. However, you might not be used to this type of resume. This is because paper resumes are a new concept for many people. There are many advantages to using paper as opposed to other types of resume styles.One of the best things about using paper is that it is available on many different surfaces. One of these surfaces is a piece of paper. When you make use of paper, you do not have to worry about whether or not it will look great on one of your surfaces. You can always go back and redo your resume on another surface if you want to.Another advantage of using a paper resume is that it is easy to read. Since it is available on paper, it is not very difficult to read. A resume that is not available on paper, therefore, might seem to be confusing to someone who does not know how to read a resume. This is why a paper resume is a good option for people who are not used to this type of resume.You can also write your resume on an online resume website. The benefit of using these websi tes is that they make it very easy to type a resume. Once you have typed in the information, you can print it out or save it on your computer.Online writing is also very convenient. You can then print out your resume and take it with you to your interview. There are a lot of benefits to using online resume websites, including the fact that you can get a lot of different styles for your resume. Some of these include medical resume writing, journalism resume writing, and so on.

How to cope with negative feedback at work - The Chief Happiness Officer Blog

How to cope with negative feedback at work - The Chief Happiness Officer Blog I was interviewed for this Forbes article on how to use negative feedback at work to your advantage which I think turned out really well. Basically, negative feedback is no fun but we need to know what we do well AND what we can do better. Unfortunately, very few workplaces have a good feedback culture. What do you do when youre criticised at work? Have any tips to share? Write a comment! 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

Online comic Red meat - The Chief Happiness Officer Blog

Online comic Red meat - The Chief Happiness Officer Blog Red meat is weird, wacky, gruesome and black. Here are a few of my favourites: Ball bearings in the butter tub, the white-hot cure for sticky valves, drool string ukulele, apocalypso facto or the ebullient egg-sac of ennui. 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