Search Results - analyze

Blog Post: Finding the Right Fit: HR Solutions for Hiring in Manufacturing: What is HR digital transformation, and how can it benefit the manufacturing sector? What are the top benefits of adopting HRTech in manufacturing, and how can HRTech tools help overcome some of…; Added by Rchilli Parser at 2:44pm on March 27, 2023

Blog Post: Frictional Unemployment and the Death of Boolean: In 2006, the company I was working for was bought by a group of private equity…; Added by John P Carty at 1:47pm on July 30, 2015

Blog Post: Explore Data Science Salaries around the World: Do you know data science is one of the most interesting as well as challenging jobs in the world? The World Economic Forum 2023 job report has ranked data science as the fifth…; Added by Lucia Adams at 2:55am on June 22, 2023

Topic: Recruiting For The Succession Plan: ing the wrong person for a key role; from the loss of new business and business in general, to the impact on employee performance, productivity and morale. A deeper look reveals more impact specifically directed at the hiring manager (ultimately accountable for the failed attempt) loss of reputation amongst peers and staff as well as credibility as a leader capable of surrounding himself with winners. Let’s not forget to mention the risk related impacts when a poor hire terminates; legal, hr, intellectual capital, unemployment, etc. Media from the Wall Street Journal to CNN, “Good to Great”, “Top Grading”, and hundreds of CEO's with whom I’ve spoken, agree that one of the top strategic initiatives of many companies is hiring not only new talent, but also the right talent. What recruiters need to understand and embrace is that while there is a talent shortage, growth oriented companies are demanding more of their workforce, and are unwavering in their expectations to attract and hire 'difference makers.' This means our industry as a whole needs to get better, fast. The opportunity to make an impact has never been greener than it is and will be for the next 15 years. With the diminishing available talent pool, and the compelling messaging about off-shoring lower skilled labor and processes; astute companies recognize the need to invest in hiring and retaining key strategy impacting players. Companies in tune with the global demand for talent as well as the changing demographics and psychographics affecting their workforce are painfully aware of their inability to attract, select, retain and develop the right people on their own. These companies committed to winning the war for talent also know they need to create an environment that fosters growth, development and challenge. All of this means these firms are making investments in systems and operating practices that elevate their ability to attract & retain the best. Companies choosing to leverage their opportunities for innovation, competition and achievement of corporate objectives know they need to invest in and partner with industry experts who specialize in building hiring systems and teams, retention programs and leadership and employee development programs. Recruiting is where it all begins. There is no employee development program on the planet that can rebirth a poor manager with poor competencies into a great leader if they fundamentally do not have the right behaviors, values and motivations. When then right core traits are present, competencies can be learned; when they are not present, all the training in the world cannot and does not make a difference. That’s where assessments and behavioral interviewing can make a huge impact in your ability to position yourself as a leader in Talent Acquisition. When you take the step and gain the ability to bring the future to the present and predict what will show up in the performance review, your clients regard you as a team member committed to their end game. Assessing the candidate starts with understanding and assessing the client, their goals and objectives, their road blocks. It starts with uncovering their core values and their often unarticulated core rewarded behaviors. Moving into common denominators of top performers at the company and then into competency and behavior gaps that this candidate needs to fill. Once you fully understand where your client is going then and only then is it appropriate to find out about their recruiting need. When you do, find out how the position impacts the companies direction, core objectives and values. Probe into the key performance indicators for the role and how this performance in the role is measured. If they don’t know use your consulting skills to facilitate a discussion. You certainly cannot recruit for a job and successfully fill it with the right impact player if no one knows what great performance looks like. Then your job as a recruiter extraordinaire is to analyze the role and ensure what this role is accountable for doing directly impacts the performance indicators, as many times when you do this you will find that the role is doing a lot of things that never affect the performance indicators. Your clients know that they do not know how to create job functions, they know they need help, they know their hiring process does not always work and they know they cannot afford another mistake, so don’t be afraid to challenge their thinking. It makes sense to link the functions to the measurements, it’s common sense. The last thing you do, before you get the requirements for filling the role is talk about the real person they need. Ask questions like, “If I find you a person with the perfect resume and the wrong behaviors, what is the impact?” When they trust that you have their end game in mind, and they believe they can count on you to deliver the right person; most companies will tell you if you find them a person who can achieve the objectives in the role and they honor the company values and they cause great things to happen, it does not matter exactly where they come from. People get hired for their experience and or resume and get fired for who shows up on the job. More questions to ask when determining the who the ideal candidate is are: “So, how would the ideal candidate be motivated?” By Money. Power. Making a difference. “What would they value?” “How would they manage people?” Through inspiration, delegation, development. “What management and or sales style would most work here?” “What would the ideal candidates thinking be like?” Would they think from a place of integrity, innovation, common sense, of high level decision making?” Once you and your client understand who the ideal is, and then you honor that conversation by validating that your candidates and submittals are ideal; your influence of placing someone who is part of the succession plan exponentially increases. Once that happens you are also part of the succession plan !…; Added by Margaret Graziano at 7:23am on August 7, 2008

Blog Post: Best Practices For The Next Tech-Driven Graduate Student Recruitment: Where Should New-Age Recruiters Focus On First?: How is big data changing your campus recruiting strategy?…; Added by Ngan Pham at 11:33pm on March 19, 2022

Topic: More Resume tips: ece that makes them look like desperate job hunters. The objective of your resume is to land an interview, and the interview will land you the job (hopefully!). 2. Back up your qualities and strengths Instead of creating a long (and boring) list with all your qualities (e.g., disciplined, creative, problem solver) try to connect them with real life and work experiences. In other words, you need to back these qualities and strengths up, else it will appear that you are just trying to inflate things. 3. Make sure to use the right keywords Most companies (even smaller ones) are already using digital databases to search for candidates. This means that the HR department will run search queries based on specific keywords. Guess what, if your resume doesn’t have the keywords related to the job you are applying for, you will be out even before the game starts. These keywords will usually be nouns. Check the job description and related job ads for a clue on what the employer might be looking for. You can read more about resume keywords on the article Tapping the Power of Keywords to Enhance Your Resume’s Effectiveness. 4. Use effective titles Like it or not, employers will usually make a judgment about your resume in 5 seconds. Under this time frame the most important aspect will be the titles that you listed on the resume, so make sure they grab the attention. Try to be as descriptive as possible, giving the employer a good idea about the nature of your past work experiences. For example: Bad title: Accounting Good title: Management of A/R and A/P and Recordkeeping 5. Proofread it twice It would be difficult to emphasize the importance of proofreading your resume. One small typo and your chances of getting hired could slip. Proofreading it once is not enough, so do it twice, three times or as many as necessary. If you don’t know how to proofread effectively, here are 8 tips that you can use. 6. Use bullet points No employer will have the time (or patience) to read long paragraphs of text. Make sure, therefore, to use bullet points and short sentences to describe your experiences, educational background and professional objectives. 7. Where are you going? Including professional goals can help you by giving employers an idea of where you are going, and how you want to arrive there. You don’t need to have a special section devoted to your professional objectives, but overall the resume must communicate it. The question of whether or not to highlight your career objectives on the resume is a polemic one among HR managers, so go with your feeling. If you decide to list them, make sure they are not generic. 8. Put the most important information first This point is valid both to the overall order of your resume, as well as to the individual sections. Most of the times your previous work experience will be the most important part of the resume, so put it at the top. When describing your experiences or skills, list the most important ones first. 9. Attention to the typography First of all make sure that your fonts are big enough. The smaller you should go is 11 points, but 12 is probably safer. Do not use capital letters all over the place, remember that your goal is to communicate a message as fast and as clearly as possible. Arial and Times are good choices. 10. Do not include “no kidding” information There are many people that like to include statements like “Available for interview” or “References available upon request.” If you are sending a resume to a company, it should be a given that you are available for an interview and that you will provide references if requested. Just avoid items that will make the employer think “no kidding!” 11. Explain the benefits of your skills Merely stating that you can do something will not catch the attention of the employer. If you manage to explain how it will benefit his company, and to connect it to tangible results, then you will greatly improve your chances. 12. Avoid negativity Do not include information that might sound negative in the eyes of the employer. This is valid both to your resume and to interviews. You don’t need to include, for instance, things that you hated about your last company. 13. Achievements instead of responsibilities Resumes that include a long list of “responsibilities included…” are plain boring, and not efficient in selling yourself. Instead of listing responsibilities, therefore, describe your professional achievements. 14. No pictures Sure, we know that you are good looking, but unless you are applying for a job where the physical traits are very important (e.g., modeling, acting and so on), and unless the employer specifically requested it, you should avoid attaching your picture to the resume. 15. Use numbers This tip is a complement to the 13th one. If you are going to describe your past professional achievements, it would be a good idea to make them as solid as possible. Numbers are your friends here. Don’t merely mention that you increased the annual revenues of your division, say that you increased them by $100,000, by 78%, and so on. 16. One resume for each employer One of the most common mistakes that people make is to create a standard resume and send it to all the job openings that they can find. Sure it will save you time, but it will also greatly decrease the chances of landing an interview (so in reality it could even represent a waste of time). Tailor your resume for each employer. The same point applies to your cover letters. 17. Identify the problems of the employer A good starting point to tailor your resume for a specific employer is to identify what possible problems he might have at hand. Try to understand the market of the company you are applying for a job, and identify what kind of difficulties they might be going through. After that illustrate on your resume how you and your skills would help to solve those problems. 18. Avoid age discrimination It is illegal to discriminate people because of their age, but some employers do these considerations nonetheless. Why risk the trouble? Unless specifically requested, do not include your age on your resume. 19. You don’t need to list all your work experiences If you have job experiences that you are not proud of, or that are not relevant to the current opportunity, you should just omit them. Mentioning that you used to sell hamburgers when you were 17 is probably not going to help you land that executive position. 20. Go with what you got If you never had any real working experience, just include your summer jobs or volunteer work. If you don’t have a degree yet, mention the title and the estimated date for completion. As long as those points are relevant to the job in question, it does not matter if they are official or not. 21. Sell your fish Remember that you are trying to sell yourself. As long as you don’t go over the edge, all the marketing efforts that you can put in your resume (in its content, design, delivery method and so on) will give you an advantage over the other candidates. 22. Don’t include irrelevant information Irrelevant information such as political affiliation, religion and sexual preference will not help you. In fact it might even hurt your chances of landing an interview. Just skip it. 23. Use Mr. and Ms. if appropriate If you have a gender neutral name like Alex or Ryan make sure to include the Mr. or Ms. prefix, so that employers will not get confused about your gender. 24. No lies, please Seems like a no brainer, but you would be amused to discover the amount of people that lie in their resumes. Even small lies should be avoided. Apart from being wrong, most HR departments do background checks these days, and if you are buster it might ruin your credibility for good. 25. Keep the salary in mind The image you will create with your resume must match the salary and responsibility level that you are aiming for. 26. Analyze job ads You will find plenty of useful information on job ads. Analyze no only the ad that you will be applying for, but also those from companies on the same segment or offering related positions. You should be able to identify what profile they are looking for and how the information should be presented. 27. Get someone else to review your resume Even if you think you resume is looking kinky, it would be a good idea to get a second and third opinion about it. We usually become blind to our own mistakes or way of reasoning, so another people will be in a good position to evaluate the overall quality of your resume and make appropriate suggestions. 28. One or two pages The ideal length for a resume is a polemic subject. Most employers and recruiting specialists, however, say that it should contain one or two pages at maximum. Just keep in mind that, provided all the necessary information is there, the shorter your resume, the better. 29. Use action verbs A very common advice to job seekers is to use action verbs. But what are they? Action verbs are basically verbs that will get noticed more easily, and that will clearly communicate what your experience or achievement were. Examples include managed, coached, enforced and planned. Here you can find a complete list of action verbs divided by skill category. 30. Use a good printer If you are going to use a paper version of your resume, make sure to use a decent printer. Laser printers usually get the job done. Plain white paper is the preferred one as well. 31. No hobbies Unless you are 100% sure that some of your hobbies will support you candidacy, avoid mentioning them. I know you are proud of your swimming team, but share it with your friends and not with potential employers. 32. Update your resume regularly It is a good idea to update your resume on a regular basis. Add all the new information that you think is relevant, as well as courses, training programs and other academic qualifications that you might receive along the way. This is the best way to keep track of everything and to make sure that you will not end up sending an obsolete document to the employer. 33. Mention who you worked with If you have reported or worked with someone that is well known in your industry, it could be a good idea to mention it on the resume. The same thing applies to presidents and CEOs. If you reported to or worked directly with highly ranked executives, add it to the resume. 34. No scattered information Your resume must have a clear focus. If would cause a negative impression if you mentioned that one year you were studying drama, and the next you were working as an accountant. Make sure that all the information you will include will work towards a unified image. Employers like decided people. 35. Make the design flow with white space Do not jam your resume with text. Sure we said that you should make your resume as short and concise as possible, but that refers to the overall amount of information and not to how much text you can pack in a single sheet of paper. White space between the words, lines and paragraphs can improve the legibility of your resume. 36. Lists all your positions If you have worked a long time for the same company (over 10 years) it could be a good idea to list all the different positions and roles that you had during this time separately. You probably had different responsibilities and developed different skills on each role, so the employer will like to know it. 37. No jargon or slang It should be common sense, but believe me, it is not. Slang should never be present in a resume. As for technical jargon, do not assume that the employer will know what you are talking about. Even if you are sending your resume to a company in the same segment, the person who will read it for the first time might not have any technical expertise. 38. Careful with sample resume templates There are many websites that offer free resume templates. While they can help you to get an idea of what you are looking for, do not just copy and paste one of the most used ones. You certainly don’t want to look just like any other candidate, do you? 39. Create an email proof formatting It is very likely that you will end up sending your resume via email to most companies. Apart from having a Word document ready to go as an attachment, you should also have a text version of your resume that does not look disfigured in the body of the email or in online forms. Attachments might get blocked by spam filters, and many people just prefer having the resume on the body of the email itself. 40. Remove your older work experiences If you have been working for 20 years or more, there is no need to have 2 pages of your resume listing all your work experiences, starting with the job at the local coffee shop at the age of 17! Most experts agree that the last 15 years of your career are enough. 41. No fancy design details Do not use a colored background, fancy fonts or images on your resume. Sure, you might think that the little flowers will cheer up the document, but other people might just throw it away at the sight. 42. No pronouns You resume should not contain the pronouns “I” or “me.” That is how we normally structure sentences, but since your resume is a document about your person, using these pronouns is actually redundant. 43. Don’t forget the basics The first thing on your resume should be your name. It should be bold and with a larger font than the rest of the text. Make sure that your contact details are clearly listed. Secondly, both the name and contact details should be included on all the pages of the resume (if you have more than one). 44. Consider getting professional help If you are having a hard time to create your resume, or if you are receiving no response whatsoever from companies, you could consider hiring a professional resume writing service. There are both local and online options are available, and usually the investment will be worth the money.…; Added by C. B. Stalling!! at 11:21am on October 21, 2008

Blog Post: How to Craft a Memorable Twitter Bio

Added by Cristopher Denton at 3:19pm on April 30, 2014

Blog Post: Global Staffing Perspectives: Ted Meulenkamp, Pan-European Staffing Manager at Agilent Technologies - Barcelona, Spain (Part 1): By Dave Mendoza, Master Cybersleuth, Affiliate Partner, JobMachine…; Added by Dave Mendoza at 6:42am on October 8, 2007

Blog Post: Metrics based goals- made simple- what you really need!!: Added by Dean Da Costa at 6:19pm on October 26, 2010

Blog Post: Stop Drifting and Start Driving Your Career: The ultimate purpose is to not just focus on the finish line but also understand the best method to get there and not hope or expect, but drive to achieve our career goals in the…; Added by Jose J. Ruiz at 1:41pm on January 22, 2011