Search Results - motivate

Blog Post: How Can I Transform Employees into Great Leaders? Glad You Asked!: Added by Sean Pomeroy at 9:30am on December 1, 2015

Blog Post: 17 ways an in-house recruiter can build a better relationship with external recruiters: I was inspired and motivated into penning this post thanks to a super observational as well as ammusingly written piece written by…; Added by Andy Young at 3:57am on November 19, 2010

Blog Post: Recruiting for a startup: 10 major roles and all you should know before starting

Added by Denys Yakushenko at 11:35am on March 2, 2021

Blog Post: 4 Quick and Easy Ways to Increase Employee Volunteering: Added by Hesha Patel, MBA at 8:24am on February 25, 2016

Blog Post: Is “Be Our Guest” Really the New Employment Paradigm?

You’re looking for exceptional candidates who have either just…

Added by Randy Levinson at 11:56pm on March 6, 2016

Blog Post: International Staffing Perspectives: Brian Janecek, Brno, Czech Republic

By Dave Mendoza, Master Cybersleuth, JobMachine Inc.

Visit My Blog: http://www.sixdegreesfromdave.com

The war for talent has…

Added by Dave Mendoza at 10:32am on June 5, 2007

Blog Post: The 7 Types of Candidates: How to Train Them: Added by Sean Pomeroy at 10:52am on September 1, 2015

Blog Post: Why business owners should never take their staff for granted: Added by Rhys Jones at 10:05am on March 7, 2023

Topic: Resumes Tip: a 5-second glance. A great way to do this is to use job titles and skill headings that relate to and match the jobs you want. For example, compare the headings Roger used in his before resume to the headings used in his after resume. Before Resume: Accounting / Recordkeeping Administrative Computer Skills After Resume: Management of A/R and A/P Accounts Computerized Accounting Applications Departmental Administration / Recordkeeping Which set of headings are the strongest for an Accounts Payable / Receivable Manager position? Even though Roger's title was Accounting Assistant, he actually managed over 1,000 A/R and A/P accounts. Using skill headings that market the true nature of Roger's job duties will generate him more interviews and higher salary offers. For more examples, like this one and the ones discussed below, click on 60 Free Online Resume and Job Search Workshops at ProvenResumes.com. Tip 2 - Use Design That Grabs Attention Employers make snap judgments when glancing at your resume. If they see unrelated job titles or skills the likelihood is very high that they will make an immediate assumption that you are not qualified for the job you want. Adding to this problem is the fact that employers don't have the time to read through each of your job descriptions to determine if you have the skills they need. You Must Do That For Them! The design of your resume must highlight the most important information about your work experience, skills and education. At first glance this information forms the image that employers have of your skills and abilities. Tip 3 - Create Content That Sells Resume design should get attention but it's really the content of your resume, the descriptions you include of your skills and abilities, that determine how many interviews you generate--as well as the level of salary offers you receive. Compare the before and after statements from Roger's resume shown below:Before Resume: Maintained records for accounts receivable and accounts payable accounts. After Resume: Managed over 1,000 accounts receivable and payable accounts working directly with the Chief Financial Officer. Which of these examples presents Roger as being more qualified, having higher skills and worth a higher salary? As this example illustrates, our image of Roger is changed and elevated when we read the after example. For more examples of how to create powerful content click on 60 Free Online Resume and Job Search Workshops. Tip 4 - Quantify and Use Power Words As Roger's after statement demonstrates, using numbers to describe your achievements and responsibilities can greatly expand and elevate your image. Using numbers and quantifying creates vivid images in our mind when we read them, whereas general statements like the before examples are easy to skip over or forget. Typically the more specific you can be in describing your duties the better. Another strategy that is extremely important in controlling the image that employers develop about you--is to use Power Words or verbs that match the level of position you want. For example, Roger wants to use the experience he's gained to move into a management position. To strengthen his image he should use as many "management oriented" words as possible. Which example below do you think is the strongest? Typical Verbs: Gave work assignments to staff of entry level accounting clerks. Power Words: Directed workflow, supervised and trained accounting staff performing posting to general ledger, accounts receivable and payable accounts. Tip 5 - Analyze Ads and Job Descriptions to Identify Key Words Learning how to analyze the key words that employers provide in help wanted ads and job descriptions is a key element in creating powerful resumes. For example, read the ad Roger found for an Accounts Receivable Manager below and see how many key words, phrases, or skill descriptions that it includes. Accounts Receivable Manager Seeking experienced A/R Manager to oversee accounts, manage billing and collections, train accounting and clerical staff, develop status reports for management and prepare monthly balance sheets. B.A. Degree or A.A. Degree with minimum of 2 years experience required. Even though this ad is small it contains 12-13 key words or phrases that should be addressed in Roger's resume. Roger can also key words from an ad like this to create headings for his resume such as: Key Word Skill Headings Management of A/R Accounts Billing and Collections Supervision of Accounting and Administrative Staff Balance Sheet and Management Status Reports Tip 6 - Identify and Solve Employer's Hidden Needs In addition to the skills or needs listed in the ad shown above, the employer will have many more needs that Roger should identify and address in his resume and cover letter. For example, this employer will need someone who can deal effectively with other departments, research accounting issues and records to solve problems. To beat today's heavy competition for jobs, it's important that you identify and anticipate the full range of needs each employer faces and show how you can solve those needs. Tip 7 - Sell the Benefits of Your Skills Most resumes provide a list of duties that each applicant has been responsible for--without explaining the benefit of those skills to employers. For example, a secretary's resume might state she can type 80 wpm and is extremely accurate. This statement lacks an explanation of how her typing speed and accuracy benefit an employer's bottom line. The real benefit is that the employee can produce more work and ultimately save the employer money. A better statement for this person's resume would be: Selling The Benefits of Skills · Achieved top production volume by maintaining high degree of accuracy with typing speed at 80 wpm. · Cut labor expense over $6,000 annually by eliminating the need for part-time wordprocessing staff. Tip 8 - Create An Image That Matches The Salary You Want As you write your resume, keep in mind the level of job and salary you want. Be sure to create an image that presents you at the appropriate level. For example, language used in a resume for an $8 an hour position is much different than the language used for a $16 an hour position. I recently met Lynn, who had held a Health Insurance Claims Management position making $42,000 per year. She had retrained for the accounting field and hadn't yet gained any "direct accounting experience" although she had prepared monthly accounting reports as a Department Manager. I was appalled when she shared the resume she had been counseled to create. It began with this statement: Seeking an entry level position in the accounting field. Now what pay rate do you think this statement would motivate employers to offer Lynn? A much better statement would be: Seek an Accounting position utilizing my experience: · Managing a department and accounting for up to $250,000 in monthly claims. My goal is to help people either stay at their current salary level or move up--not go backwards. As you can see, the last statement greatly elevates Lynn's image and will be much more likely to generate salary offers comparable to her last pay rate. Tip 9 - Prioritize the Content of Your Resume Another big mistake that job seekers make is to list very important data in the lower sections of their job descriptions. As you compile statements for your resume, prioritize them by importance, impressiveness and relevance to the job you want. Remember that a strong statement which uses power words and quantifies will affect every statement under it. Read the two examples below. Which one has the most impact? Unprioritized Maintained records control, filing, office supply purchasing and equipment maintenance. Managed front office functions to support the President, Vice President and staff of 20 Sales Representatives. Prioritized Managed front office functions to support the President, Vice President and staff of 20 Sales Representatives. Maintained records control, filing, office supply purchasing and equipment maintenance. Tip 10 - Tweak and Target Your Resumes and Cover Letters You will generate many more interviews by tweaking your resume and cover letter so that they address the specific skills each employer requests. For example, Sally originally wanted a customer service position, then found an ad for a Retail Management opening. How well qualified do the headings in the left hand column present her for the Retail Management position? Do you think the headings in the right hand column will generate more and better interviews for Retail Management positions? Customer Service Cash Accountability Computer Skills Retail Management / Customer Service Cash Accountability / Supervision of Retail Stations Retail Accounting Applications Sally's actual title had been Lead Cashier, even though she managed her own retail cashiering station in addition to 6 other cashiers and stations. Once Sally had created her original resume, it only took about 5 minutes to tweak and relabel her skill descriptions to fit Retail Management positions. This "relabeling" is entirely truthful and is extremely important in landing more interviews because it allows job seekers to apply for, and look qualified for, a wider range of jobs.…; Added by C. B. Stalling!! at 11:20am on October 21, 2008

Topic: Meet Scott Gordon, Vaco's Anti-Pimp, Struggling Vegan with Mantra Power: series please click here. Scott Quotables: "Trying to develop my own Mantra which seems to change every hour of every day." "Working as hard as I can for the shortest amount of time so I can enjoy my life with those I love. I heard a quote that said "Life isn't practice..you don't get another chance..so do what you want when you want before it's over". • Scott Gordon, Partner at Vaco • Location: Nashville, TN • RecruitingBlogs Profile • Linkedin Profile: linkedin/in/scotthgordon • Facebook Profile: http://facebook.com/sgordon70 • Twitter Profile: http://twitter.com/sgordon70 • Your Website: www.TheAntiPimp.com • Personal Email RecruitingBlogs Article Contributions: "How to Tweet Yourself Out of a Job!", "Renegades are the people with their own Philosophies", "How many pound puppies have you hired?" Q&A with Scott Gordon Six Degrees: Tell us of your home world, Scott. Scott: I’ve been married to my soul mate for almost 10 years. We have a small family consisting of 2 dogs and 2 cats and probably several other creatures that I’m not aware off but I’m cool with them too. I played college football for a small school in Arkansas (yes I had to wear shoes) and then played rugby for 7 years afterwards (yes, all of these teeth are my originals). Thanks to self induced brutality I can’t enjoy any sport where there’s not a risk of breaking a bone or getting a few stitches. I was also a member of an opera for 2 major productions. I did it just to meet the girls, I won’t lie. And no, I won’t reveal the cities. You’ll never find a photo of me in any sort of make-up. I’m die hard metal. My iPod will melt your face. Six Degrees: How many years have you been in the staffing industry? Scott: 10 years or so. I lost count. Sometimes I think 13, other times I think it’s been about 7 weeks. Six Degrees: How did you get started as a recruiter? Scott: I was hired by one of my clients from a previous job. I sold advertising junk (pens with your company name, etc.) and my last client at that job asked me if I knew of anyone that might be interested in being a recruiter. I said, “me”. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Scott: My first hire and my last hire. They both continue to motivate me to try harder. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Scott: No one in particular. I’ve been molded by each and every person I’ve ever worked with. The team that I’m on today is the best in the country – if not the world. I’m a fortunate mofo to be able to work with partners that are as passionate about this industry. Six Degrees: Tell us about your role at Vaco Scott: I’m a Partner in a national firm that started in 2003. We’ve been ranked in the Fortune 500 Fastest Growing Companies in America for 3 years in a row, respectively. Best places to work as well as Future 50 Companies for the last 5 years and recently named to the Hall of Fame (of the Future 50). Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Scott: I’d of course say those like Google, Twitter, etc. The ones that I think I’d be most impressed with are those that are using the latest and greatest ways to recruit and retain top talent. There are so many new and emerging companies it can be hard to keep up with sometimes. Six Degrees: (B) In what aspects are they superior? Scott: It’s not about attracting but retaining that makes a company special. Anyone can bullshit someone into to being hired. The true art is getting them to stay when the “going gets rough”. Look at the companies that have come through the most recent recession and maintained the best employees…those are the ones that people should be asking the questions of. (I know…I ended with a preposition…get over it). Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Scott: Social Media is a driving force today. There are a few shining stars and a lot of big dull stones. Something is about to break to separate the true leaders from those that just regurgitate what everyone else has already said at least 10x. Six Degrees: Tell us about your broader involvement within the staffing industry: Scott: I attend conferences where I feel there’s actual gain vs. for the sake of attending to just “get out of the office”. There are so many today that one could stay on the road and a professional conference attendee. Re: speaking – I do speak as often as I can. I believe in what I do and it takes a lot of work to fix what several jack asses have messed up by doing it poorly. Six Degrees: Can you detail how the recession has affected your particular industry niche? Scott: The recession affected everyone. Back to what I said about retaining your best players, if everyone shares the same passion and understands that you have to move forward and don’t have any other options, then you’ll come out “ok”. Other firms made cuts and they were warranted. If you are top heavy, middle management do-nothings and have employees that “make you feel good”, they were cut and deservedly so. This is a job and it should be treated as such. Earn your keep or stay at home. Too many people threw their hands in the air and said “oh well…it’s a recession”…they are now at home watching Oprah and Dr. Hypocrisy…uh…I mean Dr. Phil. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Scott: The more information I can provide to my colleagues, the better our organization becomes. I have a goal to share one new thing on a daily basis. Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do? Scott: Don’t get lost in your own network. Just because people know you based on your tweets and blogs, don’t forget that you still have a job to do. Six Degrees: What is your next career goal? What do you need to do to get there? Scott: I take each day one at a time. There’s a light at the end of the tunnel but I’m not sure what it leads to. That’s too tough for me at answer.…; Added by Dave Mendoza at 8:42pm on November 8, 2009