Is Your Talent Engagement Strategy Leaking

Is Your Talent Engagement Strategy Leaking One of the hottest topics in the world of recruitment is engagement. This trend is primarily  driven by in-house recruiters and managers as a method of finding and retaining talent pools which are interested and engaged by their companies brand. In-house recruitment professionals have realised that it is not sufficient to attract candidates and then ignore their applications until they become of interest. To compete for the best talent, you now need to attract their interest and engage them with meaningful content to win their hearts and minds. By winning the hearts and minds of candidates, you will hire people who believe in your company mission and should stay with your business longer. Does your engagement have the desired impact? As the need to engage talent becomes one of the top priorities for many talent acquisition teams, the amount of content for candidates to consume has also increased significantly. So how do we ensure that our engaging content is reaching the right audience and has the impact we want? Social networks like LinkedIn and Facebook help us push our content to a much larger and more diverse audience than ever before. The challenge is making sure the right people see the content every time; this can be a challenge as most people do not check for your updates regularly. This means your talent engagement content and strategy can turn into a sieve where you are never sure when or if your audience will see your content. More importantly, you will have no idea or control of when they drop out of your engagement campaign, rather like a sieve, they will drop out at any stage. Turn your sieve into a funnel: To create an engagement campaign that delivers the impact intended, you need first to consider the lifecycle of the audience and how they progress through the campaign. Above the funnel: The most visible form of content available is through social media. We regularly see CSR stories, day in the life of articles, contract awards and many other types of content which  are created with the intention of engaging people. These articles can play a part throughout the marketing funnel but are best directed at bringing your audience into your talent engaged funnel. By bringing your audience into your funnel you take control over how your content is delivered, common methods are: Email Blog Website news feed Print newsletter Webinar Open day Telephone Signposting the funnel: To encourage people to enter your talent engagement funnel, you need to signpost the action you want people to take. There are many different calls to action or signposts you can use, some of these could include: Join our talent pool to hear about jobs first Find out more about working with #company xyz# Learn how our team drives the innovation #industry xyz# During the creation of your content strategy, you should decide the action you want your audience to take and then use an appropriate call to action. Be wary of only posting text and image updates to social networks which announce contracts awards etc. When you publish news without linking to your blog or news site, you have no opportunity to provide a call to action. Without a platform like a blog to showcase your news, your content will only have a one-off impact on the people you want to attract, if they see it at all. Managing the funnel: To make use of the talent pool your engagement campaign creates, you need a method of managing the funnel. In many cases a simple ATS will not suffice, you need a smart system that crosses the boundary between an ATS and a marketing CRM. Progressing the funnel: The aim of bringing people into your engagement funnel is to progress them through the stages of the funnel and eventually to convert these people into applicants and employees. Each step is likely to need a different type of content. The stages of a recruitment marketing funnel are usually: Awareness Above or at the top of the funnel, these people are gaining awareness of your employer brand. You want to make every effort to encourage these people to enter your relationship management system with appropriate calls to action. Consideration Within the funnel, they may not be candidates yet, but they are considering your company as an employer of choice. Having these people within your relationship management systems will allow you to reach out to them and discuss opportunities. Conversion The conversion point can be a person applying for a job, sending a speculative CV or asking an employee to refer them as a potential employee. You should have well-defined processes and methods of managing each of these to make sure you never miss out on a great candidate. Loyalty  If you manage the recruitment process well and engage your applicants throughout you will gain employer brand loyalty from both people who become employees and unsuccessful candidates. Planning enables success: In short, planning your campaign funnel in advance and preparing the key messages you want to engage your audience with will enable your campaign to be a success. Want to know more about how to optimise talent attraction campaigns? Connect with me on LinkedIn and lets continue the conversation. [Featured image: Shutterstock]

Promoting Your Brand Using LinkedIn Publisher - Personal Branding Blog - Stand Out In Your Career

Promoting Your Brand Using LinkedIn Publisher - Personal Branding Blog - Stand Out In Your Career LinkedIn Publisher is coming! LinkedIn Publisher was finally made available to me last week. LinkedIn Publisher is being rolled out to the entire LinkedIn community in phases. I posted my first article. What is LinkedIn Publisher? LinkedIn Publisher is the blogging platform that LinkedIn Influencers have been using for the last year or so. LinkedIn Influencers are thought leaders who LinkedIn asked to publish their writings on LinkedIn Pulse. LinkedIn Publisher will soon be made available to everyone. Why should you care? In this global economy, how do potential employers or clients know that you know your stuff? In todays economy, you need to promote what you know! What better idea is there than to write about what you know on LinkedIn, where prospective employers and clients can find you? How do I get started with LinkedIn Publisher? Step #1 is to get access. To speed up the process, you can apply here. Once you have access, you will receive an e-mail with instructions and you will see a little pencil in the field where you post your updates. What should I publish? What do you know? What skill or knowledge do you have that you would like to promote? Pick a topic and start writing. I discussed this last year when I wrote about Establishing Your Personal Brand and Credibility Through Blogging. This is the same concept, except you no longer need a blogging platform. I tell my clients to pick a topic, write multiple posts in a series, and see what people think. What you want is for your LinkedIn connections and others to read, share, and comment on your posts. Based on the response, you will have an idea what you should write about, or whether to switch to a different topic. How often should I publish? Be consistent! Pick a frequency that you can maintain. Once a week, every other week, once a month start by writing 3-5 posts before you publish the first post. You will be able to judge pretty quickly whether the frequency you picked is sustainable. I will be publishing one post a week. I will also be republishing popular posts that I wrote for the Career Pivot blog from the last couple of years. When should I publish? In my opinion, early in the week and early in the day works best. This depends on where your readers might live or work. When I first started writing on the Career Pivot blog in 2011, I had readers in Iraq and Afghanistan (US Military). You might consider shifting the publishing time based on the time zone where most of your readers live. How will readers find my posts? If you subscribe to LinkedIn pulse, you get an e-mail every morning with articles that might interest you. LinkedIn will send to everyone who is subscribed to LinkedIn pulse and is a first degree connection a link to your article. You should also promote your post on Twitter, FaceBook, LinkedIn, and Google+. LinkedIn Publisher will inform you of how many people viewed your post and shared it on the various social networks. You will also be able to read and respond to comments. You now have a simple to use, free blogging platform that makes it easy for your LinkedIn connections to find your posts. Now you can demonstrate that you know your stuff! When are you going to get started? Marc Miller â€" Career Pivot Check out my book Repurpose Your Career â€" A Practical Guide for Baby Boomers Do not forget to follow me on Twitter or FaceBook

How to Attract Top Talent Using AI

How to Attract Top Talent Using AI “A company is only as good as its employees” anyone trying to hire top talent. Recruiters say the biggest problem they are faced in today’s market is talent shortage. When a job is posted, it receives over 180 applications per position and of those applications, about four to six candidates make it to the recruiting process, and one is hired. Don’t let these numbers daunt you, in recent years AI has proven to help attract top talent with less hiring time. By constantly learning about your top talent already apart of your organization you can replicate key traits and qualities and hire base on ‘culture add’ rather than ‘culture fit’. Capture the obvious candidates first Nobody wants to sort through 180 applications to find a handful of qualified leaders ready to be hired. It’s tedious, mundane and not very efficient. Through the use of AI and AI-backed platforms, the sorting can be done for you. By doing the low-level tasks on behalf of recruiters, AI can capture ‘low hanging fruit’ or obvious talent through the use of data collection, analyzing, and augmentation without the assistance of human control. Looking for keywords, understanding how they add to your current cultural lineup and highlighting cognitive traits in their bios will help capture star candidates buried in the numbers. The quicker AI can process the information and recognize patterns, the smarter and more effective it becomes. As preliminary questions that will help your AI or AI-backed platforms in its efficiency. The sooner a system can disqualify a candidate from the role, the quicker you will have your lineup of top talent. Fill your cultural gaps We all know that hiring the right people for your organization will contribute to the overall growth and stability of your business, but a bad hire has the potential to do more damage than you’d realize; It can cost an organization upwards of 2-3 times the cost of their salary. Employing the wrong candidate can lower productivity, reduce employee morale, and create a poor brand reputation, which makes finding the right tools and platforms to deter this from happening is more important than ever. AI comes to the rescue with a comparison of candidates to your top performing employees. Machine learning systems can identify the gaps and qualifications (or lack thereof) for a job by comparing the records of candidates to employees. If you’ve outlined your ‘dream team’ and the culture that they are to be apart of, machine learning can assist in filling the gaps where your culture is lacking. Whether it be leadership, writing skills, or an emotional trait, AI uses advanced competency tests to track and gauge how both soft skills and hard skills would add to your culture. Place quantitative emphasis (by rating 1-10) on your cultural values and beliefs so AI-backed tools can effectively compare and add to your team. Use AI-backed platforms AI-backed platforms such as Fortay.ai have been designed for a culture-first hiring approach which has reduced the average time to hire down to just 13 days. Fortay.ai can help you drastically reduce the number of bad hires in your organization by automating culture fit. It works by using the current employee’s contribution to a cultural assessment to establish your company’s unique cultural profile. The next step is to have candidates complete the same assessment. Fortay.ai will then objectively determine their relative culture add for your organization and will allow you to differentiate your company in the escalating talent way by promoting your organization with a culture-first approach. Other companies with similar tech use video intelligence to identify facial and speech recognition to analyze a candidates body language, tone of voice, stress level and more via video interview calls. While both platforms use AI to increase the efficiency and effectiveness of your next hire, we are still all human. The human behavior of your candidate and connection that your top recruiter gets during the final interview stage will be the end-all decision of whether or not a candidate is best for your organization. It all comes down to intuition and the ‘gut feeling’ will still outlast any AI or automation system. About the author: Fortay.ai is a culture platform that helps companies scale culture alongside their growth with a data-informed approach to hire retain diverse high-performing teams.

Channelling Your Inner Recruitment Superhero

Channelling Your Inner Recruitment Superhero As I write this, I first need to point out that the real superheroes in life are those who work in the Police, Fire, Medical and Education services across the globe- those who choose a true vocation to dedicate their lives to, helping the people of the country they live in have better lives. However, I firmly believe that the life of a recruiter also has elements of being superheroes too, as we are also changing peoples lives- and it should always be for the better. You may be reading this thinking, what are my superpowers, how do I find out which cape to put on……So read on for my top tips on how to channel your own recruitment superhero and making sure the powers you spread are always good ones…. and never evil…. How should you channel your inner superhero? Decide what your superpower is: Whether it is finding the best top talent in your market, using Boolean searches, scanning your database, or proper headhunting for a specific brief, focus in on what you excel at and this should be where you dominate and become the “go-to” person for this reason. You can portray this by highlighting it on your personal brand on social media. Ask for endorsements from your customers to illustrate and reinforce what your claim for super-heroism is. Ensure the recommendations are authentic though- try to avoid ones from colleagues. External endorsements are always more genuine and sincere. Become the champion for your superpower Let’s say youve realized your superpower is developing new business- speak to your employer. Talk to them about how you could champion other people in your company in how to become the superhero for this skillset. Present at training sessions, leading by example and really teaching best practice in your chosen area or superpowerdom. And remember, no superhero knows everything be receptive to learning from your fellow superheroes! Find your fellow superheroes and form an alliance By coupling up with other superheroes who complement your strengths you could create between you a really exceptional, universe-beating team. For example, if you are the superhero of new business and you couple up with the superhero of candidate generation, you will become the winning partnership in delivering for the clients you win! These things will change; allow others into your power superhero circle as this will create a real champion like culture. Within your superhero, you should all be channeling the best practice for the areas you all have expertise in. This is very scaleable then for larger companies to replicate within different practice areas. Beat the villains Everyone knows that for every superhero, there is an evil villain counterpart, and it is only by allowing the superhero traits to shine across your world (recruitment desk) can you defeat and forever banish the villainy double-crossing recruiters, those who cut corners or undercut the market price; those who breach the law and best practise code. Your actions as a superhero, begin to educate your client and customer base so that they wont ever accept the business off those who should be banished to Krypton. What is your superhero power? Feel free to share this blog with a picture of your favorite iconic superhero.

Resume Writing Language Proficiency

Resume Writing Language ProficiencyWhen you are using resume writing language proficiency in your efforts to promote yourself or your business, the result will be a more successful presentation. In fact, more positive presentation and a better chance of success can be achieved when you do the same for all resumes you submit. You don't want to deal with two or three resumes that have certain phrases or words on them and then have those words removed at the last minute from the final resume or when you get it to your employer's attention.If you have been at this job for a while now, chances are that you are well versed in the best resume language proficiency. It takes some time and practice to become proficient in writing resumes should not be considered an art form. They are not writing, they are presentation. So, the skills that are needed to be most effective are used in resumes for presentation purposes.The skills that you use in resumes for writing are the same as those that you u se for all writing. The only difference is that in the case of resumes for professional use, you will want to keep the more formal and even formal tone. This style is more acceptable to your future employer.In fact, in most cases, you will use this style so that you are less likely to be seen as a person who is just applying for career opportunities. Instead, you want to be seen as someone who has the necessary experience and is committed to continuing on to achieve success in your current employment. All of the aspects that are needed to be successful in most careers, especially as you move to higher levels and you become more successful, are what you want to convey to your future employer.Resume writing language proficiency is a skill that can be learned by anyone. There are some different techniques that are taught at various educational institutions to help teach this skill, but it is not something that should be learned overnight. In fact, you should begin by studying your own resume for presentation in your effort to learn these skills.Most people are surprised at how easy it is to learn resume language proficiency and what a great advantage it is in the world of career marketing. Once you learn this skill, you will no longer be required to read all of the sections of your resume. Rather, you will write down the sections that you need to focus on, and you can cut out everything else. You will have them easily available so that you do not have to reread your resume.Your resume will be able to stand on its own when you start to include the extra and unique information that you want your prospective employer to see. This is why it is important to understand what is needed to be included in a resume for writing. There are hundreds of resources online for you to find that will teach you these types of skills and how to use them effectively.As you can see, there are many things to learn about resume writing language proficiency. You want to take advantage of t hem. You will be getting great advice and you can begin using resume writing skills for professional purposes.

Ways to Protect Your Career - CareerAlley

Ways to Protect Your Career - CareerAlley We may receive compensation when you click on links to products from our partners. A career is not just a job. Its not just a way to make ends meet. Its a way somebody chooses to live their life for a significant period of it. Because of this it needs to be protected, and it needs to be protected at all costs. There is nothing wrong with protecting your ability to partake in your profession so you should do all you can to do so. If your career path is one that leads you, quite literally, down a slippery path then you have to do all you can to protect yourself. By this it is meant that if you work in an area where injuries caused by slippery surfaces are rife, like in a hospital, then you have to protect yourself. You have to protect yourself from slipping in the first place, and there are ways to do so. A very important first step in doing so is to wear the best shoes for the situation. You need to evaluate the soles and heels of the shoes you wear at work to ensure that they are suitable enough for the job. If you wear shoes that are appropriate for the environment you work in youll go a long way to stop yourself from falling. And it is pivotal that you protect your physical well being as much as possible because time lost to recuperation means time that could have spent bettering your career is wasted. But its not just preventing injury in the first place that helps you protect your career, its the way you deal with the aftermath of it. If you ever experience a fall at work then you need to protect yourself financially. Everybody is entitled to seek the case evaluation if they take a tumble that they didnt cause. If this happens to you should see notes on how you can keep your cashflow, well, flowing during your time off. Showing that you are serious enough to take the necessary steps to getting what is owed to you shows you to be someone who is serious about protecting their career and livelihood. In this day and age a lot of the old professions are becoming redundant. They are being stopped by the technological advances of today, which cant be fought. And they are being stopped by offshoring and outsourcing, which can be fought. To protect your career from offshoring and going to other professional overseas you need to constantly prove your worth. You need to keep expanding your skill set. You need to work on your USP your connection with the customer. You need to be able to make the most out of being culturally aware. Basically, you need to prove why you belong on your career path and why it shouldnt be shipped overseas. Career obstacles are always going to be there for you to overcome, that much is certain. But that doesnt mean you dont have to prepare and protect yourself fully when you come to overcoming them. Its your career. Its your life. You have every right to protect it. We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Google+

The Three Absolute Rules of Résumé Employment Dates - Pathfinder Careers

The Three Absolute Rules of Résumé Employment Dates - Pathfinder Careers The Three Absolute Rules of Résumé Employment Dates Job applicants often complain that developing their résumé to match the hiring manager’s hot buttons is oftentimes much like trying to hit a moving target, which is often the case. Résumés and the hiring managers/human resource personnel that read them is always a subjective process. A person can develop their document one way in accordance to feedback from a hiring professional, only to have it rejected by a different human resource person who has a different formatting preference. However, there are a few constants that are known to be true when developing a résumé and this blog will focus on a series of things to keep in mind when going into this creative process. Today’s post will focus on employment dates. In this day and age, when so many people are actively switching jobs to gain more salary or achieve higher employment levels, working at a company more than five years can look like an eternity to some. This can complicate employment dates and how a person lists them on their résumé. Here are three absolute rules to consider when putting together this document: 1) There is no law out there that requires you to list every single job you have ever worked on your résumé. Please note: applications are totally different animals because you DO have to list all employers. However, résumés are what YOU choose to put out there. The good news is that you can be selective about which jobs you list, and if you have an employment gap (fired, laid off, quit, took a leave of absence, etc.) a way to skirt around this hole is to address this section of your résumé as “RELEVANT HISTORY” â€" which tells the employer, “These are the jobs that I think are relevant to the position for which I am applying.” If you are applying for a magazine sales job and have several jobs in that field, but also have a brief stint as a bartender, this particular position might not be relevant, and youd probably want to leave it off. 2) Don’t ever lie about when you’ve worked somewhere. If you had to put a bull’s-eye on the one thing that is the easiest for employers to check, this would be it. Be honest. If you aren’t, they’ll find out. 3) Always disclose the employment dates of jobs that you list on your résumé. Always list the employment dates, no matter what. If you don’t, it looks like you are hiding something. It is interesting to note that I am seeing a common practice on résumés nowadays that only lists the years that people were at each position, instead of listing the start month and year and end month and year. (Remember, this is your résumé, not an application) The school of thought behind this approach is that this ‘cleans up’ the résumé so the hiring manager doesn’t have to ‘do the math’ to figure out exactly when you were there. The exception to this rule is if you are listing a position where you were only employed there less than a year. If this is the case, then list the month and year for start date and end date for each position. Follow these three simple rules on employment dates, and this can help you stay on track by clearly and effectively communicating where you worked and when.