Facts for Using Social Media in Your Job Search

Facts for Using Social Media in Your Job SearchFacts for Using Social Media in Your Job SearchWe all finally understand hopefully that social media is not a fad and that its not going anywhere. So being proficient in using these social media tools in geschftsleben as well as our personal lives is important wouldnt you agree? For example when looking for employment in todays job market, it is imperative that you utilize social media in your search. Think of it as another form of networking and dont wait unti you need it to begin using it. Now, just like face-to-face networking, there is a right way and a wrong way to go about it.There really arent any surprises avoid grammatical errors no profanity dont rant about politics these are still big no nos. Its not about avoiding social media its learning how to manage your personal and professional presence online. You just have to use it responsibly.We came across this infographic by iCIMS that highlights some facts for using socia l media in your job search

Will Companies Still Pay You to Relocate

Will Companies Still Pay You to RelocateWill Companies Still Pay You to RelocateRelocation packages seem extinct. As the economy heats up, is it worth negotiating for such a benefit?Common wisdom dictates that relocation packages have all but dried up since the 2008 economic downturn, along with other bonuses, perks and benefits.But recruiters, job seekers and relocation specialists who spoke to Ladders said reasonable relocation packages are still available to a short list of candidates.The bottom line, according to Tom Lindsay, a national account manager at the engineering staffing firm Think Resources If a company has its eyes on you, they might be willing to fund your move. Just dont expect them to buy your current home and hire a landscaper for the new place.It wasnt that long ago that executives of a certain rank took it for granted that companies willing to hire them were also willing to pay such expenses.E.F., a director at a fabricated components firm who asked to remain ano nymous, received a comprehensive relocation package when she accepted a new job in 2004 and again in 2006 when she accepted another. In the first package, the hiring company funded her transition from the Midwest to Mexico, which included purchasing her three-bedroom, 1,100-square-foot house. The house sat on the market for several months before the firm bought it at the appraised price. Two years later, she moved back to the Midwest. In that second move, the firm paid all logistical costs and gave her a two-month relocation bonus.Now E.F. is looking for a new job in tighter economic times and unsure what sort of compensation to expect or request, if she accepts a job that requires her to relocate.According to Lindsay, a national account manager at the engineering staffing firm Think Resources, relocation packages have changed over the past few decades, but theyre definitely still a possibility. E.F.s experience with the company buying her home, however, is atypical.About 75 percent of our client firms offer relocation assistance of some kind for permanent positions, Lindsay said. It used to be (25 years ago) that a lot of companies would provide full relocation, which includes buying the old home if necessary. Now, very, very few offer full packages.Lindsay noted that he hasnt seen a significant drop in companies willing to relocate over the past few years, though the hiring landscape has changed as firms rely less on outside recruiters. A company who is still willing to pay us a (25 percent to 30 percent) fee for placement has already budgeted another $10,000 for relocation. But he qualified that by saying that the number of companies willing to pay that (25 to 30 percent) fee have become fewer.What is covered is less now than what was once available, said Roxanne Korostowski, director of relocation operations at XONEX Relocation, which helps businesses develop and manage employee relocations.Full home buy-outs like the one in E.F.s 2004 package are almost n onexistent. Companies are scaling back their Guaranteed Buyout Program, Korostowski said. Companies are not in the business to own homes, so they have been limiting this benefit to corporate officer-level new hires or transferees.According to Lindsay, the typical relocation package now offers to coverSome or all of cost of moving the household and family to the new locationHousehunting tripsClosing costsRent or temporary housing for a short period of time upon arrivalWhat has changed even more drastically is who is now considered eligible for a package, Korostowski said.Some companies have limited relocation packages to internal hires, where they feel the best person is already working for the company, simply in a different location. For many of them, the relocation cost still beats the cost of hiring a new employee, she said.

5 Things Recruiters Wish You Knew About LinkedIn

5 Things Recruiters Wish You Knew About LinkedIn 5 Things Recruiters Wish You Knew About LinkedIn Even though LinkedIn is the number one online tool for professional recruiters, it often lets them down. Many recruiters fail to find the candidates they need bedrngnis because of problems with the site itself, but because simple profile mistakes render the candidates invisible. If this is happening to you, youre missing out on great opportunities.So here are the top 5 things recruiters wish you knew about LinkedIn.1. A complete profile makes the difference between being found and being invisible.If youre one of those people who has chosen to complete only parts of your profile, it is unlikely that you will be found by a recruiter. Thats because LinkedIns search engine gives preference to fully completed profiles. If youre going to join the site, make sure youre not wasting your time complete every section of your profile as thoroughly as you can. 2. Using key words is vital Recruiters can only find you if your profile contains the words they commonly search for. When a recruiter is asked to find a social media manager for example, he or she may search for terms like social media but also for specific sites such as Twitter, Facebook, Google+, LinkedIn or for terms such as content marketer or blogging. So when you write your profile, think about the words commonly used in your field and be sure to include them throughout.3. Its best to sound like a human Because the resume tends to be a somewhat formal document, many people feel they have to write a formal LinkedIn profile many even write about themselves in the third person. But actually, its much more effective to write in your own voice and to write in the first person (using I rather than he). Be professional of course, but be human too. Show a little of your personality and more recruiters will contact you.4. Your photo is important I still landsee profiles without photos and this is a huge no-no. Research has shown that profiles without photos are viewed far less often than those that include a photo. Whats more, the type of photo matters. Make sure that you look approachable and friendly. Smile. And, like the tone of your profile, keep it informal but professional. Being concise is a good thing LinkedIn restricts the content you can include. For example, you only get 2,000 characters for the summary. But they also allow 2,000 characters for every job youve held. Some people are tempted to use all this space, and simply cut and paste their resume content into the profile. I dont recommend this. The level of detail on your resume is just too much for busy recruitrs to read online. Plus, it just makes you look lazy. Instead, develop concise summaries about each position and keep them focused on your impact and results. Follow these 5 steps and you response rate will increase Recruiters are busy people and have to work quickly. If your profile doesnt meet one of these 5 criteria, its li kely that they either wont find it, or wont bother reading it. So take the time to make sure its the very best it can be. And if youd like my help, check out my ebook The Blue Sky Guide to LinkedIn. You can start reading for free.photo credit Avard Woolaver via photopin cc

How to Foster Employee Motivation

How to Foster Employee MotivationHow to Foster Employee MotivationEmployee motivation is a continuing challenge at work. Supervisors and managers walk a tough road, particularly in work environments that dont emphasize employee satisfaction as part of an embraced and betreuunged overall business strategy. On the one hand, they recognize their power in drawing forth the best employees have to offer, while on the other, they may not feel supported, rewarded, or recognized themselves for their work to develop motivated, contributing employees. The suggestion for managers? Get over it. No work environment will ever perfectly support your efforts to help employees choose motivated behaviors at work. Even the most supportive workplaces provide daily challenges and often appear to operate at cross purposes with your goals and efforts to encourage employee motivation. No matter what climate your organization provides to support employee motivation, you can create an environment that fosters and calls forth motivation from employees. Opportunities to Influence Employee Motivation You can take daily actions that will increase employee satisfaction. Recommended are actions that employees say, in a recent Society for Human Resources Management (SHRM)survey, are important to their job satisfaction. Management actions in these areas will create a work environment conducive to employee motivation. Here are seven consequential ways in which a manager or supervisor can create a work environment that will foster and influence increases in employee motivation. Communicate Responsibly and Effectively Employees want to be members of the in-crowd, people who know what is happening at work as soon as other employees know. They want the information necessary to do their jobs. They need enough information so that they make good decisions about their work. Meet with employees following management staff meetings to update them about any company information that may have an impact on their work. Changing due dates, customer feedback, product improvements, training opportunities, and updates on new departmental reporting or interaction structures are all important to employees. Communicate mora than you think is necessary.Stop by the work area of employees who are particularly affected by a change to communicate more. Make sure the employee is clear about what the change means for their job, goals, time allocation, and decisions. Communicate daily with every employee who reports to you. Even a pleasant good morning enables the employee to engage with you.Hold a weekly one-on-one meeting with each employee who reports to you. They like to know that they will have this time every week. Encourage employees to come prepared with questions, requests for support, troubleshooting ideas for their work, and information that will keep you from being blindsided or disappointed by a failure to produce on schedule or as committed. Encourage Communication With Senior an d Executive Managers Employees find interaction and communication with and attention from senior and executive managers motivational. In the recent Global Workforce Study by Towers Perrin (now Towers Watson), which included nearly 90,000 workers from 18 countries, the role of senior managers in attracting employee discretionary effort exceeded that of immediate supervisors. Communicate openly, honestly, and frequently. Hold whole staff meetings periodically, attend department meetings regularly, and communicate by wandering around work areas engaging staff and demonstrating an interest in their work.Implement an open door policy for staff members to talk, share ideas, and discuss concerns. Make sure that managers understand the problems that they can and should solve will be directed back to them, but it is the executives job to listen.Congratulate staff on life events such as new babies, inquire about vacation trips, and ask about how both personal and company events turned out. C are enough to stay tuned into these kinds of employee life events and activities. Create Opportunities for Employees to Develop Their Skills Provide the opportunity for employees to develop their skills and abilities. Employees want to continue to develop their knowledge and skills. Employees do not want jobs that they perceive as no-brain drudge work. Allow staff members to attend important meetings, meetings that cross functional areas, and that the supervisor normally attends.Bring staff to interesting, unusual events, activities, and meetings. Its quite a learning experience for a staff person to attend an executive meeting with you or represent the department in your absence.Make sure the employee has several goals that he or she wants to pursue as part of every quarters performance development plan(PDP). Personal development goals belong to the same plan. Reassign responsibilities that the employee does not like or that are routine. Newer staff, interns, and contract empl oyees may find the work challenging and rewarding. Or, at least, all employees have their turn.Provide the opportunity for the employee to cross-train in other roles and responsibilities. Assign backup responsibilities for tasks, functions, and projects. Provide Opportunities for Employees to Self-Manage and Take on Responsibilities Employees gain a lot of motivation from the nature of the work itself.Employees seek autonomy and independence in decision making and in how they approach accomplishing their work and job. Provide more authority for the employee to self-manage and make decisions. Within the clear framework of the PDP and ongoing effective communication, delegate decision making after defining limits, boundaries, and critical points at which you want to receive feedback.Expand the job to include new, higher level responsibilities. Assign responsibilities to the employee that will help them grow their skills and knowledge. Stretching assignments develop staff capabilit ies and increase their ability to contribute at work. (Remove some of the time-consuming, less desirable job components at the same time, so the employee does not feel that what was delegated was more work.) Provide the employee a voice in higher level meetings provide more access to important and desirable meetings and projects.Provide more information by including the employee on specific mailing lists, in company briefings, and in your confidence.Provide more opportunity for the employee to have an impact on department or company goals, priorities, and measurements.Assign the employee to head up projects or teams. Assign reporting staff members to their leadership on projects or teams or under his or her direct supervision. Enable the employee to spend more time with their boss. Most employees find this attention rewarding. Address Employee Concerns and Complaints Elicit and address employee concerns and complaints before they make an employee or workplace dysfunctional. List ening to employee complaints and keeping the employee informed about how you are addressing the complaint are critical to producing a motivating work environment. Even if the complaint cannot be resolved to the employees satisfaction, the fact that you addressed the complaint and provided feedback about the consideration and resolution of the complaint to the employee is appreciated. The importance of the feedback loop in addressing employee concerns cannot be overemphasized. Keep your door open and encourage employees to come to you with legitimate concerns and questions.Always address and provide feedback to the employee about the status of their expressed concern. The concern or complaint cannot disappear into a dark hole forever. Nothing causes more consternation for an employee than feeling that their legitimate concern went unaddressed. Employee Recognition and Awards Recognition of employee performance is high on the list of employee needs for motivation. Many supervisors equate reward and recognition with monetary gifts. While employees appreciate money, they also appreciate praise, a verbal or written thank you, out-of-the-ordinary job content opportunities, and attention from their supervisor. Write a thank you note that praises and thanks an employee for a specific contribution in as much detail as possible to reinforce and communicate to the employee the behaviors you want to continue to see.Verbally praise and recognize an employee for a contribution. Visit the employee in their workspace.Give the employee a small token of your gratitude. A card, their favorite candy bar, a cutting from a plant in your office, fruit for the whole office, and more, based on the traditions and interaction in your office, will make an employees day. Foster Employee-Supervisor Relationships Employees appreciate a responsive and involved relationship with their immediate supervisor. Avoid canceling regular meetings, and if you must, stop by the employees work area to apologize, offer the reason, and immediately reschedule. Regularly missing an employee meeting sends a powerful message of disrespect.Talk daily with each employee who reports to you. The daily interaction builds the relationship and will stand for a lot when times are troubled, disappointments occur, or you need to address employee performance improvement.The interaction of an employee with their immediate supervisor is the most significant factor in an employees satisfaction with work. Practice just listening. Encourage the employee who brings you an idea or improvement. Even if you think the idea wont work, that the idea has been unsuccessfully tried in the past, or you believe your executive leadership wont support it, this is not what the employee wants to hear from the supervisor. Remember that your nonverbal communicationsays more than the words you use to convey your honest response to employee thoughts, concerns, and suggestions. Pay attention, ask questions to furt her elicit information, and focus on understanding the employees communication. Lose your reactions shrugged shoulders, rolling eyes, or partial attention are insulting and degrading.The supervisors relationship with reporting staff is the single most important factor in employee retention. Stay on top of what your staff needs and wants to provide a work environment for employee motivation. Employee motivation is a common interest for supervisors and managers who are responsible to oversee the work of other employees. If you pay constant attention to these significant factors in employee motivation, youll win with motivated, excited, contributing employees.

Mythical Solutions to How to Format a Resume Identified

Mythical Solutions to How to Format a Resume Identified Whatever you will need is a small bit of task administration. Keys Skills Under Your Headline The third suggestion is to place your key skills beneath your headline. Have A Headline The very first idea is to get a headline at the peak of your resume. The Tried and True Method for How to Format a Resume in Step by Step Detail You can have a wonderful color combination and format but in case the contents dont make sense or if they arent powerful enough, you may just wind up getting the hundreds whose resumes were discarded. So make certain your resume is not difficult to read by making sure there is an abundance of white space around the text, particularly headings. If youre interested in an infographic format, below are some infographic samples to check out. You may then realize there are unlimited alternatives for hot to format a resume. Employers havent any use for information concerning your personal interests. Fo rmatting Guidelines Create a personal letterhead at the peak of the very first page so employers know right away theyre taking a look at your resume. Resume examples for free will help you in a detailed process about how to compose your resume. As with other creative resumes, it is not meant for the majority of employers, so you might want to get a traditionally formatted resume on hand to complement it. Generally, a hiring manager is only going to have a look at your past 3 employers. When youre searching for work, in the event the hiring manager or recruiter can see youre an excellent candidate for a job they will want to speak with you. 1 advantage for employers to internet resumes is the considerable cost saving in contrast to traditional hiring methods. You may also feel free to incorporate any certification courses youve completed in recent decades provided that your certifications continue to be valid. At exactly the same time that it will be an opportunity for your i nstructor to rate your learning. If youre a teacher helper and has to make a reabflug for your self, then it might be prudent to talk to a sample as that can enable you to recognize how a record has to be drafted. See the yoga instructor resume sample to start in the correct direction. How to Format a Resume for Dummies Samples that show hobbies ought to be discarded. Creative While its important to get a professional resume, sometimes just a little creativity and innovation is suitable. Besides improving formatting of the portfolio, its also wise to make an attempt to improve previously submitted projects. Theres an expectation that if there were issues that needed attention in the past portfolio submission you will make a bid to revise the portfolio. While script could be a lovely option for handwriting and Comic Sans could possibly be best for your youngsters birthday invitation, they arent suitable for a resume. The path to landing your perfect dream job is achievable and definitely possible especially in case you have a great resume on hand. Remember that a resume format isnt everything theres in a resume. When were speaking about the fantastic candidate were speaking about an outstanding resume which they could provide to a reader. The very first thing you ought to do is make sure a possible employer knows whose resume theyre taking a look at A well written resume is one that is not so overwhelming in the opinion of employers. You have to demonstrate that you may save your possible employer time and make them money. A two-page resume is acceptable for somebody with well-established experience seeking work in the very same field. The Benefits of How to Format a Resume If you wont look at sample resumes, you may be submitting something thats no longer befitting what employers expect. If you ought to be employing a CV to apply to locate a job in any other nation, it truly is important to know more about the format shared within that stat e. In general, the aforementioned outline is remarkably simple because the work search procedure, despite all of the anxiety and confusion, is remarkably easy. Rather than listing all your job responsibilities and expecting the reader to check through the entire resume to discover the critical details, add a summary section on the very first page.

5 Expert Ways to Level-up Support for Working Moms This Mothers Day

5 Expert Ways to Level-up Support for Working Moms This Mothers DayMothers Day is just around the corner. Its no secret many working mothers struggle to balance their professional and parental responsibilities. HR professionals cant ignore the unique challenges they face. Its important they look for opportunities to provide additional support whenever possible. But since fruchtwein companies already offer maternity leave or flexible work schedules, the question becomes, whats the next step? We asked experts what organizations can and should do to make working moms lives easier. In honor of Mothers Day, we compiled a list of ways organizations can improve the workplace for mothers every day. Here are the excellent suggestions they gave us1. Let go of assumptionsDont offer promotions and assignments based on whether you think working mothers can or cant because of family obligations. You should never create a narrative for your workforce based on your own preferences and assumptions. Evaluate working mothers performance without considering their constraints as you perceive them. Take people at face value. Dont assume you know where theyre at just because you might have known someone in their situation or you maybe once breezed by a similar place. Let them tell you who they are and what they can do. Eileen Scully, founder of The Rising Tides2. Set expectations earlyEven the most organized moms sometimes deal with life imploding. Many people will only address unterstellung situations when they happen versus having a larger discussion with their manager to understand what to do in these situations. For example, schools ask for volunteer time or parent attendance at special events and it can be challenging to know where the balance is, especially if youre already given flex work hours. Having proactive discussions to understand expectations can save everyone angst and concern. If an employee needs to miss work for a commitment at school, simply sharing the details and putting a game plan in place ensures work still gets done. Melissa Cappas Masse, partner and senior managing director at WinterWymanDont wait until theres a family emergency to discuss what employees are expected to do. workingmomsClick To Tweet3. Have humane scheduling practicesInconsistent work schedules create a lot of avoidable problems for working mothers in hourly positions. Its difficult to plan your finances if you have wild fluctuations in the number of hours youre working. And its often more difficult for working mothers in these roles to schedule babysitters, doctor appointments, parent-teacher meetings, or any of the other obligations that come with being a parent. I think there are three concrete steps businesses can take to make their scheduling policies more accommodating to working mothers.Provide a good faith estimate of hours employees can expect each week and notify them in advance on weeks theyre going to be scheduled for fewer hours, so that they can plan th eir finances accordingly. Give staff their schedules further in advance so parents can plan out their kids schedules. Implement a shift swap policy that allows staff to trade shifts they dont want with one another, giving parents more flexibility.Henry Updegrave, marketing manager at Nowsta4. Create a relaxation spaceMy business partner and I know how stressful parenting can be, which is why we recently set up a room for employees to relax and recharge their jets. We moved a few things around and created a special relax room in our office for employees to use whenever theyre feeling overwhelmed, stressed or just tired in general. The relax room includes mattresses, dim lighting, massage chairs, speakers playing relaxing sounds, and cold beverages. We also made sure to put the beds on adjustable frames so employees can lay down and relax yet still work if they want. So far, the relax room has had a tremendous impact on productivity and stress levels. I can tell our employees are in m uch better moods and like taking breaks in there. Matthew Ross, co-owner and COO at The Slumber YardDont let parenting stress follow moms to work. Create a space in the office for them to relax.Click To Tweet5. Schedule company events during work hoursIts great when companies want to do something nice for employees such as holiday parties, happy hours, employee engagement activities, trainings, dinners, and events that bring employees together. However, when you have these events outside office hours working moms often struggle to find childcare. If companies must host events outside normal business hours, give plenty of advance notice or allow moms to invite their families (especially children) or, at least, dont make the events mandatory. Better yet, set up an employee engagement committee with a balance of all demographics, ages, and stages of life to get a complete picture of what works best for your employees. Tommia Hayes, digital communications manager at Community Health Ch arities