How to Use Mobile to Recruit Passive Candidates

How to Use Mobile to Recruit Passive Candidates What is recruitment 3.0? Must be an upgrade. Hopefully one that helps companies reach, engage and recruit passive as well as active candidates. According to the folks at Work4, its all about engaging talent and building community through new technology and connecting best-fit candidates with the right opportunities at the right time. The three channels that will help you recruit will be mobile, social media and video.  See what you think of their video! Related: How Recruiters are using LinkedIn, Facebook Twitter.

Seattle Newspapers - VocationVillage

Seattle Newspapers - VocationVillage If you live in the Puget Sound, you probably already know about all the Seattle newspapers. But for those people living in other cities and dreaming of relocating to the Seattle area, here is a list of all the major print publications that list job ads:Employment Guide Seattle (Seattle)Puget Sound Business Journal (Seattle / Eastside)Seattle Daily Journal of Commerce (Seattle)Seattle Times / Seattle Post-Intelligencer (Seattle)Seattle Weekly, The (Seattle)Wall Street Journal (National Search on Seattle). A good source to find small regional newspapers for the state of Washington is ABYZ News Links. ..Back To Seattle Careers

How to Successfully Close Your Interview

How to Successfully Close Your Interview This post is sponsored by FGS Recruitment,  a boutique recruitment agency within Digital Media, Learning Development and Business Information. How many times have you left an interview wondering where you stand with the hiring manager or what the next steps were? If the answer is many then you probably haven’t been asking one very clear question. Think of this scenario; you’ve spent a good amount of time preparing for the interview, researching the company, working out the best route to get you there, ensuring you arrive on time and answering the questions put to you in the interview to your best potential, and then at the end of the interview you are asked if you have any questions and you say… NO! No matter how impressive your CV is and how well you have done in the interview, saying no to this question could automatically put you out of the running. First vs. final impressions You’ve heard of making a good first impression, well it’s also important to make a good final impression too. Closing an interview is arguably the most important stage, especially for a sales role. After all, would you get to the end of a sales pitch and not ask for the business? So whilst you’re preparing for your interview and the questions to ask during an interview, also think about how you are going to close your interview and the questions to ask. We give some of our tips below… Summarise your interest Towards the end of the interview you may ask questions such as “What is the key to success in this role?”, “How would you describe the workplace culture here?” or “What are you looking for in the ideal candidate”. These are great questions but they are NOT closing questions so at the end of the interview, don’t be shy about expressing your enthusiasm for the role and use this to lead into the close. For example, start by saying, “Thank you for taking the time to meet with me today. I am convinced that this position would be a great match for my skills and I am interested in moving forward in the process”. Follow up with a closing question Examples of these would be,  â€œBased on my previous experience and the skills we have discussed during this interview, how well do I fit the profile of the type of candidate you are looking for?” or “What type of concerns do you have about me that would prevent you from moving me forward in this process?”. This is a soft but very effective close and does not make it possible for the interviewer to give a simple yes / no answer. Go hard or go home Another type of close would be to follow up your interest in the position with “Do you have any reservations about me?”. This is one for the brave and is essentially a closed question with a yes / no answer which we would not usually recommend unless this is followed up with a very hard close. For example, if the interviewer answers no, depending on what stage of the interview process you were at, a hard close would be “Great, can we go ahead and schedule a time for the next stage” or “Great, when can I start?”. Of course if the interviewer answers yes, then this gives you the opportunity to ask about those concerns and address each one individually with the aim to put any worries to bed. Dare to be different A very strong (and brave close) that candidate of ours recently gave after being asked the standard “Do you have any questions for me or about the role?” by a HR Manager at their interview was “Yes, I have lots but not many that can be answered quickly. Shall we book in a 2nd meeting now?”. This obviously only works if you can back this up with having done your research about the role and company and feel confident that you have questions that only your new potential Boss could answer. By closing your interview as above, you will leave the interview knowing exactly where you stand and you will also show the interviewer that you are interested in the position. A solid close as you round up the interview along with full preparation and a great first impression will result in you making the most of your interview opportunity and hopefully get you hired. About the author: Billy smith is Managing Director  at FGS Recruitment. Check out their website for more job-seeking advice.

Your Guide to Building a Strong LinkedIn Profile

Your Guide to Building a Strong LinkedIn Profile What should you include and what should  you leave out on  your LinkedIn profile?  There are some must-haves (name, photo, description) and some big no-nos (overused buzzwords). You should make 2015 a brand you  year, following the below  pointers  on what to include in your LinkedIn profile.  Last year we covered  the  most overused buzzwords by recruiters. Remember, sometimes using buzzwords are more of a hinderance than a plus to your LinkedIn profile! Takeaways: Remember that a strong profile photo is essential, as a profile with a photo is 14 times more likely to be viewed than without one! Its important to consider: What does your profile photo say about you? Does it convey you as friendly and approachable? Avoid generic buzzwords in your summary or throughout your experience. Focus on your achievements to truly personalise your profile! Recommendations are a great addition to your LinkedIn account, acting as a strong reference for all of your profile viewers to see! Ask those kindly providing a recommendation to give specific examples of your accomplishments (such as projects you collaborated on) to further make your  profile unique. Be sure to avoid the global top 10 buzzwords including motivated, passionate, creative and driven! Are you a buzzword hoarder? Dont rely on a thesaurus to sidestep buzzwords, instead use  real-life  examples on how youre a motivated professional. Be sure to also check  Jörgens post on the  top 10 profile buzzwords among UK recruiters. RELATED:  The Ultimate Guide to Building a Killer LinkedIn Profile

Are Americans Doing Meaningful Work CareerMetis.com

Are Americans Doing Meaningful Workâ€" CareerMetis.com Compared to only a few hundred years ago, life is relatively good. No longer is the structure of society’s workforce predominantly agrarian or other physical labor.Instead, the workforce has evolved to be more knowledge-based. Struggling farmers of the past would likely envy our daily lives, but with low rates of job satisfaction today, we wonder if the current workforce actually envies history’s farmer or if there is some other underlying answer?In 1943, Abraham Maslow published his theory of what motivates humanity. Because of this theory, we understand at what level money no longer contributes to happiness â€" the level where it no longer fulfills our physiological and safety needs.evalAfter these needs have been met, we continue up the hierarchy towards the need to belong in society, achieve prestige, and actualize full potential.So, what role does salary play in the happiness of employees? It might seem like salary is the most important factor of employee satisfaction, and l et’s not underestimate its importance in overall job satisfaction, but the data from a Lexington Law surveyindicates otherwise.60% of Americans Would Take Half the Salary for a Job They LoveThis is a startling revelation. It seems that Americans are desperate for a job that brings them a sense of satisfaction and joy that is entirely removed from their financial well-being. It seems that more and more Americans are accepting the fact, or possibly learning first hand, that money doesn’t buy happiness.In fact, 38 percent of Americans reported they desire a career that aligns with their individual passions. This speaks volumes to the values of the average American. It may seem like materialism and consumerism are top of mind for most Americans, but with the overarching desire for achievement, it’s apparent Americans have a deeper desire for meaningful work.Almost 70% of Americans Favor Benefits and Culture Over PayCompany culture is a huge factor for many employees when consideri ng leaving their current job or joining a new company. Famous Silicon Valley startups have brought exemplary company culture into the mainstream, which catapulted others to follow suit.evalOffering benefits and perks that are outside the normal office experience can bode well for job satisfaction and employee retention. These perks can be as small as free coffee and snacks in the break room, or a fully operational commercial kitchen with free food at any time of the day or night, as Google is famous for.Work from home opportunities and relaxed PTO policies are also great ways to keep employees happy. The following visual from Lexington Law can offer more insights about how to boost employee satisfaction in the workplace.