Killer Social Recruiting Tips from Bill Boorman

Killer Social Recruiting Tips from Bill Boorman Today I had a chat with the very insightful Bill Boorman, one of the most omnipresent personal brands you will ever see in the career industry. He has his fingers in many pies (#tru events, blogging, training, consulting, speaking to name but a few) and he shared some great wisdom for recruiters, job seekers and others in the career industry. This interview actually got so long that I’ve decided to post the 2nd part later stay tuned for that! What is your day job Bill? I don’t really have a day job as such, more a series of over lapping projects. My time is divided in to 5 disciplines: 1: Training for Recruiters, Recruitment Managers and Agency Owners in all areas of business growth. 2: Consultancy to Recruitment Firms in all areas of operational practice particularly Performance Management. 3: Running and promoting tru events â€" The Recruiting Unconference globally 4: Assisting recruiting firms with implement social media strategy and practice 5: Key-note speaking and writing What are the trends you are seeing in the industry? The whole recruitment landscape is changing post recession. My main concern is that whilst recorded open vacancies are increasing month on month, and recruiters are reporting increased placement volume, the level of unemployment is still rising. This tells me that there is a distinct gap between the skills available among job seekers and the skills needed by employers. It is critical for job seekers to research the market and identify where the skills gaps are, and what skills they might have hidden in their past and promote these skills. It might also be a time to look at retraining as the best route to employment. Other trends I have noticed are that job openings are taking twice as long to fill as 12 months ago. This is because hiring companies have introduced extra steps in to the hiring process, with more interviews and extra tests and checks. Companies that have just started re-hiring want to be 100% right, and this has made the process for job seekers quite arduous. In particular, more importance is being placed on the cultural fit between the candidate and the hiring company. Job Seekers need to be patient in the process and not lose faith in opportunities. Keep following up until a post is definitely closed. Because of Job Seeker uncertainty, up to 50% of offers are now being declined. This means it’s worth following the job all the way, and if you get a decline notice, send a positive thanks note outlining why you would be interested in the joining the company and want to be considered in the future. This could just put you back in the frame when the opportunity comes up again; it is a lot easier for the hiring company than starting again. Prepare for every interview in the process as if it is a first meeting. New interviewers want to see different things. Research every interviewer through social media and by running a google search on them. You need a new plan to emphasise your strengths and reinforce your interest and cultural fit at every stage. Employers want to know why you want THAT job and that COMPANY, not just that you want a job. Spend extra time researching the culture of the company. Look up their vision and values. See what other people are saying about them via www.addict-o-matic.com and a Google search. Check who you might be connected to that works there by doing a Linked In search and talk to anyone you know there. (Branch Out on Facebook does the same thing.) Prepare questions for the interview that demonstrate that you have done your research. Always ask questions about things the interviewer has not told you. Tell us about #tru Tru is a series of recruiting unconferences for Recruiters, HR, Technologists, Job boards and others with an interest in talent. An unconference is unlike a conference in that there is no PowerPoint, presentations or talking heads. Subjects are split in to tracks with 2 â€" 3 track leaders who start the conversation. It is a lot like live social-media. Events are also low cost at £100 for 2 days, and have a massive networking element. What’s your take on social media and recruitment? Social media in recruitment or more specifically Social Recruiting is starting to grow up. Some companies, like #truManchester track leaders SodexoUSA have been at it for a few years. In the past, much of the talk has been about theory and how things could work. There is much more material about now as to what has worked and failed with these businesses. About a third of the internet users are active in social media channels. That means that Recruitment Firms, Corporate Recruiters and Job Seekers need strategies that blend in social rather than being purely social. The key elements that social media brings to recruitment is targeted reach, engagement opportunity, identification of targets and keeping personal, corporate and employer brand in the shop window. Over the next 12 months mobile and video will feature much higher in the social mix, and will need to form a big part of strategy. I also see the channels moving closer together in how they link up. In the UK, Facebook will continue to grow as a recruiting and business channel. For Job Seekers, make sure you have completed your career details on your FB profile. This makes you much easier to find via this channel. Fan pages and FB ads will equally increase in use and results. LinkedIn will remain as the main channel for most recruiters, corporate or third party. This means that it is now more important than ever that you have a decent profile rich with key-words to feature in a search. LinkedIn will develop more social applications and link closer to twitter and Facebook. With more use of the box.net application for embedding documents, video and slideshare, I see Linked In becoming much more of a reference site for individuals and companies with a lot more material other than purely career details. (The blog link and twitter follow applications already do this.) This channel will become much more than a post and pray platform, and smart recruiters and job seekers need to keep an eye on how the engagement options develop. I use the twitter application to follow all of my Linked In connections that list twitter accounts automatically. This means recruiters or job seekers can find targets on Linked In and engage much quicker to make the right impression. I also expect the paid for Linked In services to develop some serious differentiators from the free service as it now operates, making them essential to serious job seekers and recruiters by early next year. Recruiting on twitter will continue to develop around hashtags on common themes. Twitter chats like #jobhuntchat and #blogchat are becoming an increasingly popular ways for people with shared interests to find each other and share experiences and views. While not massive over this side of the water, I’m expecting these to start springing up in UK streams. This is a perfect place for recruiters and job seekers to start engaging. Applications like TwitterBlast also enable you to follow everyone using a hashtag at once. These common interest hashtags will replace the normal twitter stream by filtering through tweetdeck or other similar applications. More monitoring, alerts and posting applications will be developed for twitter in particular as well as other channels. The job boards are becoming more social, both for brand awareness and communication. Direct Messaging and Facebook Messaging are becoming the preferred form of communicating, with on-line availability to respond to real time requests and questions becoming increasingly important. Applications like Gist, that enable monitoring of all channels, with alerts for messages will become essential in the recruiter/job seeker toolbox. Job boards and corporate sites will increasingly post to all channels through the use of tools like Jobs2Web. Monitoring these streams for job seekers will require signing up for services like JobDeck from Twitter Job Search. With so much information floating about the social channels, Job Seekers and Recruiters will look increasingly to use applications that filter noise and deliver only what is needed or wanted. I expect Social Media use to be much more about keeping informed and up to date with the applications and there uses, than about the channels themselves. The last twitter developer’s conference had something like 3000 applications showcased. Recruiters and job seekers will need to identify trusted sources to keep them up to date with developments and find the best ones to suit their specific needs. Ultimately though, I see the biggest change being the integration of social media and to social recruiting in to communication, recruiting, job seeking or branding/marketing strategy becoming a given part of the plan rather than a stand alone strategy. It will just become a part of how we do things, rather than an area for special attention. You’re best sourcing tips for recruiters and head-hunters? That is really dictated by what you are sourcing for, and what your strategy is. Whether you are applying a just in time sourcing strategy or looking to build a talent pool prior to requirement. Either way you are going to need a strong on-line presence yourself with plenty of connections. I think we have a lot to learn in the UK on sourcing techniques from the U.S. where recruiting is much less data-base focussed and more built around the sourcing model. There are some great resources available to learn from. In particular, I would recommend signing up for the blogs from: : Glen Cathey â€" The Boolean Black Belt : Jim Stroud â€" The Recruiters Lounge which includes some great “how to” video tips : Ryan Leary â€" Recruiting Tools   : Irina Shameva Boolean Strings Closer to home (UK) you can follow: : Katharine Robinson â€" The Sourceress : Peter Gold â€" Hire Strategies : Andy Headworth â€" Sirona Says : Mark Williams â€" Mr.LinkedIn I think that between this crowd, you can keep up with the latest news, thinking and developments in social recruiting. The channels, applications and the way they are being used are constantly evolving and changing. You need to keep involved and following other recruiters to keep up. Collaboration and sharing with other recruiters can be an unusual concept for lots of recruiters, but by stepping out of the silo you will continually learn. In my view, social learning has even more benefits than social recruiting. My personal view is that recruiters need to stop thinking in terms of social-media channels like twitter, Facebook, LinkedIn or YouTube and think of all social media as a combined communications channel. Post links to all of your on-line places so that it easy to connect in all of the channels and use applications that track who is connected to you where. Each of the channels requires a different style of content and writing. People will get quickly bored of you if you cross post the same material and comments in all channels or do nothing other than post jobs on your accounts. Content and regular engagement is key to making social sourcing work. Final words of wisdom? “It’s been emotional!” Vinnie Jones in Lock, Stock and Two Smoking Barrels Related: Top Social Media and Job Search Tips from Bill Boorman. Bill Boorman has always worked in and around recruiting as a Recruiter, Trainer, Operations Director, Consultant and Coach.  Over the last 5 years he has been working as a consultant and trainer to growing recruiting firms across Europe. The last 18 months saw his introduction to social media and social recruiting.  He claims to now be best known as @BillBoorman on twitter, and have been described a twitterholic that never sleeps, omnipresent and even a whirling dervish!  Image: Shutterstock.

School of Trachtenberg Resume Writing

School of Trachtenberg Resume WritingThe School of Trachtenberg resume writing is the way to go when you want to create a great resume. It will take some time to get used to, but once you get it down, your future employer will know exactly why you deserve the job, and they will be impressed with the level of work you put into it. Here are some tips on how to use a resume that comes from the School of Trachtenberg.What you should do is write your own resume. You will want to make sure that you include your education as well as any extra information that you may have. This should be all you need to give them a good idea of what you can do for them.In addition to this, the School of Trachtenberg will include sections on every section of your resume. This means that each one has a specific section, so that they can help you write yours. They will help you cover the work experience, educational history, work skills, and even you personal information. They will be able to read your resume in the best way, so that they can decide if they want to hire you.You will need to take some time and study their styles to see what works best for you. They also offer a few sample resumes that you can take a look at. This will help you determine what looks best for you.If you are trying to figure out what to put on your resume, you should put some attention to the details. This includes things like your work history, your knowledge, your personality, and any awards that you may have received. The better that you know about yourself, the more that you can include on your resume. It will help you out greatly if you are able to include all of the information that you need on your resume.You will also find that you can purchase a template that has everything included in it, so that you don't have to do it yourself, but you can find that online or in bookstores. They are designed to help you get the information that you need for your resume, so that you can find that you have more than enough to include on it. Once you get it done, you can always use it over again. You just have to make sure that you study it and use it on a regular basis.In addition to all of this, it will take some time to get used to the format of the resume. That is why you should take the time to find someone that knows how to write a resume that comes from the School of Trachtenberg. It will take some time, but it is well worth it. After a few times that you get used to it, you will be surprised at how quickly you will be able to create a great resume.Using their methods is a good way to go, because it takes a little time to learn, but it is well worth it. You will be surprised at how great your resume will look when you do use their services.

Heres why there are no women over 40 in your office

Heres why there are no women over 40 in your office The US is one of the only countries in which working extremely long hours is extremely rewarding. Other countries tax very high income to the point that its not worth earning. In those countries, its possible to take care of children and have an interesting job. Because even if a job is really interesting, people dont work very long hours. In the US there are no good part-time jobs. Jobs that pay solid middle-class wages require at least 50 hours a week. The best jobs go to people whose only focus is work, and those people hire people like themselves. (Remember Marissa Mayer not allowing anyone to work from home?) So the New York Times maps out for us how college-educated women marry people like themselves, and they have kids, and someone has to take care of the kids, so one person works long hours at the office and one person works long hours with the kids. In marriages between men and women, women choose to stay home. This is not misogyny or feminist backlash. The Atlantic describes this situation as late-stage capitalism forcing us to survive. (I lost the linkâ€"it was in the last three months or so. But Ive been saying it over and over again.) The math is terrible for continuing to work. You have to get off work early on a snow day. You have to stay home on a sick day. Or you have to pay for high-quality childcare  and that will cost as much as you could make doing a job that is 40 hours a week. Its not worth it. And if you and your partner take time off for kids then neither of you can get to the high-paying jobs. So heres the question: By the time a kid is in third grade, almost all college-educated women have left their jobâ€"who are the women still at the office even though they have a grade-schooler at home? Women who are raising kids alone. Only 2% of college-educated women fall into this category because college-educated women know that divorce is financial and logistical horror for the kids. I have never talked with a college-educated woman who is raising kids alone who does not have Aspergers. Part of the reason for this is women with Aspergers choose men who have Aspergers and those marriages are hard. But also, women with Aspergers dont feel the social pressure to put the kids first like neurotypical women do. (Note: 90% of women with Aspergers dont know they have it. Im telling you they have it because I know.) Women who are INTJs or ENTJs. These women are born to work at a company. These women are the very top of the top performers in the workplace. But they are 1.5% of all women, which is statistically irrelevant, really, but so is the number of women in senior leadership after age 40, so it all makes sense. On top of that, most women who are NTs have Aspergers. This is because Aspergers is like having an extreme male brain, and NT is a personality type combination that is almost exclusively male. Women who have Aspergers. The workplace is a contest to see which company can make the most money. The workplace is linear, competitive, confrontational, and undervalues emotional connection. Neurotypical women excel at collaboration, and they tire of the environment that places little value on their skills. Women with Aspergers notice around age 40 that the only people left at the office at their level are men, which is a relief; relative to men, women with Aspergers appear to have the social skills to collaborate. Of course, all women should be able to choose to work in the corporate world. But what happens is that the loudest women are the ones who are also most suited for the male work world. So neurotypical women feel the pressure that they should want to work, but they dont want to work. I mean, theyd like to work if there were jobs they wanted, but neurotypical women dont find jobs they want. Wait. Are you a neurotypical woman who thinks you want to work? Here is a test: Question 1: Have you ever enjoyed any job you did? If you answered no, then we are done with this test. If you answer yes: Question 2: Why did you leave? If you answered you were fired then this was not a good job for you. Obviously. And you have no idea how badly you were doing in the job, and you probably wouldnt like the job if you knew what youd need to do to do well in the job. If you answered that you left because there was something wrong with the job then you did not actually like the job. You liked the job if you could change the job to get rid of things you didnt like. Question 3: What if you could wave a magic wand?   Imagine you can have any job in the whole world, right now, what would it be? Rules to keep in mind: you cannot wish the salary to be different. The game is to imagine you are taking a specific job that exists right now, in reality. Also you will have to do the job with the knowledge and skills you currently have, and the personal responsibilities you currently have (though if the job pays well enough you could use the salary to hire someone to take over those personal responsibilities). Very, very few people can point to a specific job they actually want. But, given the choice of a job you dont really like and staying home with kids, men choose the job and women choose the kids. This is not theoretical. This is 30 years of data. And the research about women with Aspergers brains gives us an understanding of why there is a disparity between mens and womens choices in their careers. If you remove all the women with Aspergers from the picture, what youll find is that it turns out women dont want to do the life men want to do. Women just want more options than being second-class citizens at home with kids. Women were sick of being treated like children. But you shouldnt have to earn money to win the right to be treated with respect.

Why Fear Leads To Career Fouls - Personal Branding Blog - Stand Out In Your Career

Why Fear Leads To Career Fouls - Personal Branding Blog - Stand Out In Your Career At Pegasus Media World, I publish an author who deals with the silent killer of success: FEAR.   It’s the stealth nature of fear that makes it so dangerous. You don’t typically recognize the majority of times when the deadliest emotion you can have in business is exactly what’s behind the self-sabotaging actions (or lack of actions) you take. Fear is often hard to recognize, because you think fear should feel like quaking in your boots â€" like how most people feel about public speaking. People who fear speaking to groups, feel this hair-raising, gut wrenching, dry mouth, heart pounding set of symptoms that are undeniable.   By the way, I earn a great portion of my living by public speaking, so if it helps: public speaking is fun and empowering once you get over yourself. What fear feels like But most of your fears aren’t the cartoon version â€" your knees probably aren’t shaking. It’s not heart pounding most of the time. Sometimes fear is what makes you sleep in and be late to work. Sometimes, it’s the reason you read a blog but don’t “have the time” to leave a comment. Fear feels like doubt. Uncertainty. Worry. Concern. Second thoughts. Being tired. Laziness. Disinterest. Fear looks like a lack of good opportunities to be your best, or show off exactly how you can help someone solve their business problems with your solutions.  Like, geez â€" how come nobody takes or returns my phone calls? If you listened to your message, you’d probably know right away.   Fear often makes you sound indifferent. We sense you lack belief in or excitement about what you have to offer. Fear will hold you back So, if you are missing an outpouring of opportunity to be your best self, it’s probably fear that has prevented you from showing up at networking events, or speaking up in a company meeting, or raising your hand in class. Fear kills your career because it makes you stay home or stay quiet or otherwise stay within your comfort zone. Even though logically you know: if you keep doing only what you are comfortable doing, you’ll never have more than you have now. And what don’t you have now? More money. More influence. More joy. More success. What has fear stopped you from doing â€" and enjoying? You can find out more about yourself and this deadly emotion, by tuning into Michael Luckman â€" the author of Overpowering Fear: Defeating the #1 Challenge in Sales and Life. He is offering a premium subscription to his weekly tele-seminars for a full year. The price is S1,151.   But â€" he has 60 spots open for a full year FREE. No strings. Just learning to recognize and overpower fear with the other Platinum members of Michael’s Inner Circle. Don’t sign up on his website: that will cost you $1,151. Just email him at Michael@OverPoweringFear.com. Subject line: Nance Recommends Me. All you have to lose is fear. Whew. Wouldn’t that change everything? Author: Nance Rosen is the author of Speak Up! Succeed. She speaks to business audiences around the world and is a resource for press, including print, broadcast and online journalists and bloggers covering social media and careers. Read more at NanceRosenBlog. Twitter name: nancerosen

Free Help Building a Resume - Getting the Most Out of Resume Builder

Free Help Building a Resume - Getting the Most Out of Resume BuilderIf you're looking for help building a resume that will get you hired, you should definitely consider doing it online. Doing this will give you more time to focus on other things. You can easily do this by searching for free resume builders and see what works for you.The main advantage of using a resume builder is that it gives you instant results. What does this mean? The fact that you have only to fill in the information you need, without having to worry about adding the extra information that most employers require. No matter how short or long the resume you're building, you will be sure to find what you need here.Since most free resume builder is quite fast, you can start building your resume within a few minutes. However, if you would rather spend a little more time building your resume, you can go to the next step and choose the option to pay for the building process.In any case, you may think that hiring an onl ine resume builder is a waste of money. What if you really want to build a resume for someone else? This doesn't mean that you should not use resume builder.Your resume should be unique. It should be different from anyone else's resume and this means that it should be made up of more than just one page. It is also better if you have unique cover letter, resume and even to add a job search tool, such as Google or Yahoo.When you search online for resume builder, be sure to find those that will give you some free practice. The most basic versions may allow you to practice creating your resume, but be sure to have access to some questions before you buy the paid version.Since your resume builder will not only look very similar to every other resume you've seen, you will need some tips and tricks to make it more interesting. The first thing you should do is be creative. Try adding a little flair by including your hobbies, work experiences, current job, awards, skills and accomplishments. Be sure to include every detail about your experiences and you can never go wrong with a detailed resume. You can try using free resume builder, but remember that they may not offer as much for your money. In the end, do not hesitate to pay for a paid resume builder that will provide you with many options.

MICHAEL PAGE AUSTRALIA Stuck with an uninspiring leader - Jane Jackson Career

MICHAEL PAGE AUSTRALIA Stuck with an uninspiring leader - Jane Jackson Career My latest article published in Michael Page Australia on Leadership the inspiring and the downright uninspiring. ?? Here is the direct link to the full article ??Does just the thought of your boss make your energy level plunge? Are your team members unhappy, demotivated, feeling isolated or misunderstood?An incompetent leader, or one who just isn’t inspiring, will cause productivity and morale to drop. This in turn can lead to mistakes, deadlines missed, a blaming culture and eventually a high staff turnover as people drop like flies in search of greener pastures.What’s the best way to move forward, without becoming part of the problem? Is there anything you can do without it all blowing up on you and your career?We all complain about our boss at some time, and while some people make a habit of it, a little complaining is quite different from frustration and stress â€" the same way an annoying manager is quite different from a totally uninspiring and incompetent manager or leade r.So what can you do that won’t jeopardise your job or cause irreparable damage? Here are some strategies that I discuss with my clients when they feel frustrated and stuck. Read more Click here for more Michael Page Australia articles by JaneMore Media Articles by Jane

How to Use Social Media to Turn Up Your Job Search - CareerEnlightenment.com

The expert thing also works on LinkedIn.Follow influencers who are doing what you would like to do for a living. Interact with them in comments on their posts. Use good judgment about reaching out to make a connection with someone. Example: Don’t randomly send connection requests, rather, join groups on LinkedIn that are full of people with common interests and interact with them there before sending a request. People are more likely to accept your request and want to be helpful in connecting you to others if they recognize you from interaction within a group. And if you feel lost just thinking about creating a LinkedIn profile, there are experts who can help, like  Professional LinkedIn Writing  services.Get some knowledge.Staying up to date with ALL of the social media channels can be a challenge, but even a passing familiarity with them is an advantage in your career and your job search. Hiring managers are actively trying to recruit millennials for a reason. Do you think everyo ne knows what Snapchat is or how it can be used to promote a company brand? Or Periscope? Or Facebook Live Video? If you’re a new grad looking for a job in finance and can post intelligently about the NYSE, hiring managers out there want to meet you. (And for those financial sector job seeking stock exchange enthusiasts, check out  CheddarTV…it just keeps growing!).If you’re not a millennial, think of your millennial friends and family as people who can give you the Cliff’s Notes version of new social channels. By the time this post is published, there will probably be a few new ones you’re going to want to know about! Get social, maintain your presence (even if you pick just a couple of channels, like LinkedIn and Twitter), and don’t be afraid to reach out to influencers in your industry. The great thing about being “always connected” is that it’s easy to make the connections, and it can help give you an edge with your job search.Any social channels you like for c onnecting professionally that we didn’t mention? Add them in the comments here!