Games are for Recreation, Not Recruiting - Your Career Intel

Games are for Recreation, Not Recruiting - Your Career IntelThis is the final post of a three part series In the belastung two blogs I discussed what to look for in a recruiter and how to effectively engage one.Now its time to consider the next steps and discuss how to proceed in the process in a manner that will result in maximizing your chances for not just finding but landing an outstanding opportunity. You can catch up on the first two blogs in this series here.Dont Play Hard to GetWhen we discuss an opportunity that is of interest to you, tell me. Dont play hard to get.Believe it or not, companies are paying more for candidates that show a genuine interest in their company. If you think by playing the well, if the money is right, Ill take the job game is the way to entice them to pay you more, youre sadly mistaken, my friend. Also, if you plan on accepting a counter offer to stay at your current company, heres a ja genau of advice. Dont do it. It wont be in your best interest. Sure, you may get a few extra dollars today. But, the next time a lay-off hits your company, the first people they will cut are those who have shown any disloyalty.So, heres what you do if you truly feel you deserve a raise, just go to your boss and demand a raise. Seriously. If you get one, congratulations Note, most raises are around between four and five percent these days. If you dont get one, youll know its probably time to start looking around. By the way, most salary increases for changing jobs these days are around 10 percent, so dont be expecting to get 25 percent or more. Those rarely happen. Just pay your dues, and your rewards will come.Once Youre In, Youre InThat leads me to my last point once I place you in a company, I cannot and will not pull you out of that company. Ethics are of paramount importance to an executive recruiter. If a company pays me a handsome fee to hire you, I cannot take you or anyone else at the company out of there.However, if you should leave t hat company for whatever reason, I will be happy to work with you again. I have been successful in placing a number of candidates various times throughout their careers.A Little Background on Me For nearly 15 years I have been recruiting Account Management/Media/Strategic Planning personnel for leading ad agencies coast to coast. Prior to recruiting, I spent a decade in Account Management for FCB, Bozell, and other notable agencies.Today, I work with partners who fill positions in CRM/Interactive, Sales Promotion, Public Relations, etc. We work together in the advertising industry. Rest assured when you call Lucas Group looking for a PR Director position, we immediately have you talk with someone had a career in communications prior to recruiting in it. We walk the walk, and we talk the talk.A recruiter can be a valuable and indispensible asset as you grow your career, so you might as well find a good one that has deep passion for and direct knowledge in your industry. All the best to you.

Mom Stress Is At Its Worst After This Many Children - Fairygodboss

Mom Stress Is At Its Worst After This Many Children - Fairygodboss It would be easy to assume that mora kids = more stress is an accurate assumption. And to a point, that belief stands correct. However, according toPeople andToday, the moms who experience the highest levels of parental stress arent those with a Brady Bunch-sized brood. Rather, moms with 3 kids report more anxiety than any others.Theres a pretty simple reason why moms with 4+ kids dont stress quite as much as their 3-kid counterparts there just isnt enough time in the day. Psychiatrist Dr. Janet Taylor told Today that theres just not enough space in your head for perfectionism when you get to four or more kids.The more children you have, the more confident you become in your parenting abilities. You have to let go and then youre just thankful when they all get to school on time.While surveying the 7,000+ mothers who participated in Todays study about mom stress, Dr. Taylor noticed a significant uptick in anxiety from expectant moms pregnant with their third children, especially in comparison with moms expecting their second kids. Essentially, the survey revealed a level playing field of stress for moms with one or two kids, a drastic difference once a third kid enters the equation, and a major drop-off once the fourth arrives.Whats behind all this maternal stress? Of course, the answer differs for every person, but the survey indicated money as a major stressor, along with a lack of hours in the day and (unfortunately) a lack of support from their partners. Interestingly, the Today study suggested that 60% of surveyed moms felt more anxiety over their female children than over their male kids. Considering the political landscape surrounding women these days, this is regrettably hardly a shock.

7 Open Secrets of Social Media Recruiting - Spark Hire

7 Open Secrets of Social Media Recruiting - Spark HireSocial media seems like an unlikely destination for recruiters but 94% of recruiters use social media to attract top talent. Social Media is no longer the hot invention of the 21st century, its the norm. HR pros today cannot afford to overlook the benefits of social media for recruitment.The future of branding, especially employer branding, has to resonate personally with candidates.But the basics first.What is social media recruiting?Social media recruiting is the means of recruiting possible talent using social media. Through social media, you can advertise your openings and build connections with your prospective talents.But how effective is social media recruiting?Lets go over some stats67% of recruiters believe that competition for top talent is likely to increase.80% of employers believe that using social media helps them to find passive candidates.75% of prospective talent arent actively searching for a job, they were conta cted by recruiters through social media.Over 70% of recruiters have successfully hired through social media.89% of companies plan to recruit through social media.The edge online/social media recruiting has over offline techniques is that you can track the efficiency of the process. In social media recruiting, you can effectively get an idea of the number of prospects clicking your job ad and the rate of conversion.But how do you optimize social media for your hiring needs?Here are a few ways you can go about it.Optimize Your LinkedIn PageAccording to roberwalters.com, LinkedIn is preferred as the most important social media channel for recruiting. 85% of the people in the survey conducted had a LinkedIn profile.If your company is missing from LinkedIn, your organization is losing a big chunk of great talent. Having a great and active LinkedIn page is a prerequisite for attracting top talent. LinkedIn makes even mora sense if you are looking to attract more experienced talent in your pool. Passive and active candidates with more experience usually flock to LinkedIn for opportunities.Also, Google uses the text in your company LinkedIn profile to feature your company in its search results. Google only shows the first 154 characters, so you need to make sure the first 154 characters are very clickable.Promoting Your OpeningsWhen you have an opening, the first step is to make sure people know about it. Advertise your opening on all the relevant social media channels to get maximum engagement. Also incorporate the opening in your newsletter. This way you can get maximum interest with the smallest impact to your hiring budget.But doesnt everyone advertise their open positions on LinkedIn and Facebook? According to recent research, only 13% of professional recruiters use social media sites for posting ads about their organizations vacancies.Employee BrandingIf Steven shares a picture on Facebook with a caption Work is fun when coworkers are great. Their middle manager probably considers it employee branding. Sealed and delivered.We have seen countless companies get on board with employee branding without any proper planning. And the problem is simple, thats not employee branding. None of Stevens 2020 Facebook friends have any context of the picture or the message, unless they know Steven outside of Facebook.The viewers of pictures like this usually dont have an idea of where someone works or the services the posters employer provides.You dont have to urge your employees to fully explain all the context behind their post. But a little context goes a long way in creating an exciting employee brand.Beware you dont want every employees post to feel like an advertisement for your employer brand. Your messages should be short and with enough context to leave appropriate candidates excited about working for you.Attracting through InstagramInstagram might seem like an unlikely tool to attract new employees. 6 years ago, getting engagement for free was e asier on Facebook, now that spot seems to have been taken by Instagram. Its unlikely you are going to get sizable engagement through Facebook without the cost of promoting your posts going through the roof.Also, in 2019 Instagram recorded 10 times more engagement than Facebook and 84 times more engagement than Twitter. Additionally, 67% of its users are below the age of 29. Engaging and attracting through Instagram ensures a young, dynamic and future-proof workforce.Using Videos For Audience EngagementThere is no better way to take your relationship with your potential candidates to the next level than to engage them with an exciting video.According to a recent survey, videos are likely to engage 10 times more people than any other medium. Adding a video increases click-through rates 300-400%. Also, Youtube is the new social media kingpin. Youtube has 1.9 billion users worldwide and available in 80 languages which cover 95% of the internet populationYou can make interesting videos a bout what its like to work in your organization or even an employee testimonial video. Make sure that the video is interesting enough to engage your audience of potential talent. Better yet, you can make a behind the scenes video of a different video released in the past. People love behind the scenes footage, so give them what they want.Content is KingSharing content is one of the key ways to not only hire exciting talent but also generate sales leads. The secret to success on social media, and social media recruiting campaigns is they wont work if you dont have quality content to share.Having a great content strategy also shows you are an industry expert. Candidates love to work for industry leaders.Your content can range from blogs to podcasts to infographics to ebooks. Or, better yet, all of the above. It becomes that much easier to convince top talent to join your organization if they already follow your content.Create a feeling of FOMOThe ultimate aim of social media isnt to c reate a feeling of FOMO, or fear of missing out, among your prospective talent. Your employer and employee branding should focus on how great your company is and how exciting it is to work there. It should broadcast your oben liegend company culture and the uplifting work environment. By creating a small amount of FOMO, you encourage candidates to become part of the action by joining your company.Wrap UpSocial media not only increases the efficiency of your recruitment but also minimizes cost. You should be wary of jumping into social media before you are ready. We have seen countless examples of how companies fail to have an optimized and well thought-out recruitment strategy on social media. Realize which strategy works best for your open positions.Author BioIftekar is a content marketer at Vantage Circle, an employee engagement platform. Vantage Circle helps corporate organizations manage human resources efficiently. Iftekar has worked in various departments in his professional c areer ranging from finance to marketing. He is an avid reader and likes to be updated in every business field.

4 Warning Signs Youre Working for the Wrong Company

4 Warning Signs Youre Working for the Wrong Company4 Warning Signs Youre Working for the Wrong CompanyIf your hearts not in it, why should you be?If you are teetering on the proverbial fence about whether or not your current position is the right fit for you, here are four warning signs insinuating that it may be time to take the next step in your career search.You Lack of Passion/InterestA loss of passion or interest in your work could be the number one red flag indicating that it may be time to pursue an alternate career route.Do you feel differently about your career than how you felt the day you started? Is your workload getting monotonous? If youre finding ways to kill time, maybe your current role isnt a good fit for you anymore.Your Talents are not Being Utilized to their Full PotentialAre you a brilliant interior designer stuck pushing papers? Do you never have a gunst der stunde to flaunt the programing skills you studied in college? Or do you just simply feel stuck in your current role with no hope for development? Take the hint its time to move on.There are very few things more frustrating than the feeling of being underutilized in the workplace, especially for ambitious individuals. Why work for a company that doesnt value your input? Insider tip you dont have to. If your boss doesnt see you as a vital asset, find one who does.You Dont Fit in With the CultureAs the saying goes you can pick your friends, but you cant pick your family. But what about your work family? Work environment is critical to your professional success. Chances are, youll never be happy with a company that doesnt share the same professional ideals and principles as yourself.Are you the poster child or antithesis of the brand youre representing? Do you work with like-minded individuals? Do you detest or anticipate coworker interactions? Not all social problems have solutions. If the issue of work is with the company itself rather than the tasks allotted, perhaps its time to throw in the towel.You Get More Stressed Than its WorthDoes your career cause you an overwhelming amount of anxiety? Is it like pulling teeth just responding company emails? Is it getting harder hitting the snooze button in the morning? Call it quits.Stress should never be compensation for success. If your workplace is the leading source of unwarranted misery, it may be time to sever ties, in the right way of course. We have enough stress in our lives as is, and the workplace doesnt have to be one of them.***Job seeking is like dating finding a convenient one is easy.. Findingthe one, well, thats not always so simple.Dont let doubt cloud your ambition. You have a better chance of finding what you want if you remove yourself from what you dont want. If your ideal career is not your current position, have the courage to start all over again.

Career Books to Read

Career Books to ReadCareer Books to ReadThe start of a new year is the perfect time to review where you are at in your career and where you want to be. If youre looking for guidance on how to achieve the next level of your career, reading one of these highly-rated books is a great start. Whether youre looking to be mora productive or if youre trying to find mora balance, one of these new books will help you reach your career goals for 2016. The Productivity Project Accomplishing More by Managing Your Time, Attention, and EnergyBy Chris Bailey If one of your New Years resolutions is to be more productive, The Productivity Project was written for you. The author, Chris Bailey, spent one year conducting his own productivity experiments and shares his observations and findings in this 304-page book. Bailey shares over 25 insights he learned from his year-long study how to be more productive. Stretch How to Future-Proof Yourself for Tomorrows Workplace by Karie Willyerd and Barbara Mistic kNew technology is making many jobs obsolete, and the main concern of most people is how to stay competitive in an ever-changing job market. Stretch offers advice backed by global research on how to stay relevant in the workforce. From how to make career decisions that will secure your competitiveness in the future to how to stay driven during the twists and turns of your career, authors Karie Willyerd and Barbara Mistick cover everything you need to know to thrive now and in the future. Hiring Greatness How to Recruit Your Dream Team and Crush the Competition By David E. Perry, fruchtfleisch J. Haluska If youre looking to build an amazing leadership team at your company, Hiring Greatness is the guide for you. Written by David E. Perry and Mark J. Haluska, professional executive recruiters, the book focuses on hiring the right executive. Perry and Haluska discuss strategies on how to attract brilliant talent, as well as retaining them. Deep Work Rules for Focused Success in a Distra cted World By Cal NewportIn the first chapter of Deep Work, Cal Newport predicts the type of people who will be successful in our new economy. He states, In this new economy, three will have a particular advantage those who can work well and creatively with intelligent machines, those who are the best at what they do, and those with access to capital. How can we become one of the people in these groups? The answer is deep work. Newport defines deep work as,professional activities performed in a state of distraction-free concentration that push your cognitive capabilities to the limit. In todays distracted society, performing deep work is hard to do Newport offers ways to recondition your brain and increase your concentration to allow you to remove all distractions and perform deep work. Wellth How I Learned to Build a Life, Not a Resume by Jason Wachob Written by Jason Wachob, the founder of mindbodygreen, Wellth guides readers to find their paths to health and success. Wachob uses his own personal anecdotes to advise his audience on ways they can be successful in all aspects of life. This is a great read if youre trying to find more work-life balance in the new year.

Is College Still the Surest Path to Success

Is College Still the Surest Path to SuccessIs College Still the Surest Path to Success?Is College Still the Surest Path to SuccessWho says you need a college degree to live the American Dream?Over the last 25 to 50 years, many parents have stressed an agenda that included going to college, earning a degree, and moving on to make beaucoup bucks in the workforce. And many children have heeded the message. Today, the U.S. has more than five times as many college-degree holders as it had just after World War II.Since then, the economy has transformed from one powered by manufacturing to one powered more by information. Those with college degrees today are more likely to work in front of a computer than with a fustel or pliers in their hands. I saw this unfold in the years after I graduated from a high school that taught technologies such as woodworking, electricity, and building trades. The school eventually switched to an all college-prep curriculum.As the economy crawls through a slow recovery and the cost of sending a child to college keeps climbing into the stratosphere, blue collar jobs are making a comeback. If we continue to churn out more college graduates, will there be enough non-college grads around to build your house, overhaul your cars transmission, and fix your plumbing?Absolutely Somewhere along the line, some of us have forgotten about the importance of skilled craftspeople in these jobs that dont need college degrees. There is a blue collar renaissance going on right now, author Joe Lamacchia told PayScale.com recently. And why not? If youre smart and skilled at a craft, you can see the potential pool of experienced tradespeople thin out as more teenagers head off to college, making it easier to find a job in the trades.Lamacchia, who wrote the book Blue Collar and Proud of It The All-in-One-Resource for Finding Freedom, Financial Success, and Security Outside of the Cubicle, added These are necessary jobs, and theyre not going to go anywhere. Our nations infrastructure is crumbling. .... Theres a lot of opportunity here.

Job Search Tips and Advice for Teens

Job Search Tips and Advice for TeensJob Search Tips and Advice for TeensBefore you start looking for a job, it is important to take some time to decide what you want to do. Even though you may not have experience, there are a variety of positions available for teens. Consider what you would like to do for a job. For example, if you love animals, check with local veterinarians to see if they are hiring. If youd prefer working with children, check with your local YMCA (many have after-school child care programs and summer camps) or child care centers. Fast food restaurants and retail establishments rely on workers without experience and are willing to train new employees. Local libraries often hire teens to help put away books. During the summer, amusement parks and summer camps offer a variety of summer jobs for teens. Take some time to explore options. Keep in mind that your first few jobs will provide a good opportunity to find out what you want to do (and what you dont). Make sure your paperwork is in order. In some states, if youre under 18, you may need to obtain working papers (officially called Employment/Age Certificates) in order to legally be able to work. Get them ahead of time, so you will be ready to start work once youre hired. Review When and Where You Can Work There are laws restricting when you can work and what you can do. Teens hired for non-agricultural employment (which is just about everything other than farm work) must be at least fourteen. Other restrictions also apply Ages 14 and 15 During the school year, hours are limited to 3 hours a day and 18 hours a week. On days when theres no school and in the summer, working hours increase to 8 hours a day and 40 hours a week. There are limits on when you can work, too - no later than 7 p.m. during the school year and no later than 9 p.m. between June 1 and Labor Day.Ages 16 and 17 Theres no limit on hours, but, if youre under 18 you cant work in a job that the Labor Department considers haz ardous. In some states, if youre under eighteen, you may need to obtain working papers (officially called Employment/Age Certificates) in order to legally be able to work. You may be able to get the form at school. Otherwise, you can get one at your state Department of Labor. Check the Employment/Age Certification list to see which guidelines apply to you. If its school, check with your Guidance bro. If its the Department of Labor, check with your state office. Some states, like New York, for example, have special sections of their websites on youth jobs, which will give you the information you need. Check Out Different Types of Jobs Once youve got the paperwork in order, consider what you would like to do. Are you interested in working with little kids? Take a look at after-school programs, child care centers, or summer camp jobs. How about working on the beach or the ski slopes, at a park, in the mountains, or at another outdoor job? Consider a job at a museum, a hospital, at a zoo, or at some other organization related to your career aspirations. The jobs you have during high school will give you some idea of what you might want to do later on. They also might give you an idea about some jobs you absolutely dont want to do How to Find a Job Check with your high school Guidance Office and ask how they can assist with your job search. They may have postings for local businesses, for babysitting or for other part-time positions. Speak with teachers, family, coaches, friends, parents of friendsanyone and everyone you can think ofand ask for help. Most jobs are found through referrals, and people you know are often happy to assist. How about starting your own business? Consider your own skills and interests as well as the needs of the local economy where you will be spending your summer. Possible ventures include babysitting, lawn mowing, house painting, designing, and marketing T-shirts, caring for pets while people are on vacation, car detailing, etc. Online Job Searching Start your online job search by visiting the sites that focus on teen job opportunities. Searching Snagajob.com, for example, by type of position and location will generate a list of openings. Theres also a list of national employers that hire part-time workers. Employers in fields like retail and hospitality often are very interested in hiring teens and are willing to provide training. Search by the category of employment youre interested in. This will generate some more leads. These types of employers often dont advertise, so check with the stores or restaurants in your town to see if they have openings. Dont forget to check the Employment Services job listings and the Help Wanted ads in your newspaper. Small local papers like The Pennysaver usually have listings too. Teen Job Interview Tips Next, make sure you dress appropriately, are ready to complete an application, and are prepared for an on-the-spot interview. Before you head out to your interview s, review these student job interview questions and samples answers, so you are ready to respond to the interviewer. Before Accepting a Job Offer There are good jobs for teens, and there are not-so-good and even awful jobs for teens. Before you say yes to a job offer, make sure the company is legitimate. Check with the Better Business Bureau to see if there have been complaints. Be aware that the Department of Labor has rules and regulations about when teens can, and cant work, as well as what type of job you can do. Make sure the employer is complying with the law. Decide whether this is a job you really want to do. Dont accept it if you dont feel comfortable with the work, with the environment, or with the anfhrer or other employees. If this doesnt work out, there will be another offer. Consider whether the hours will fit into your school and activity schedule. Consider volunteering opportunities. Theyre an excellent way to give back to your community while doing work that is fulfilling and productive.