15 Social Recruiting Tips Proven to Attract the Best Talent - CareerEnlightenment.com

Tip 5: Optimize your LinkedIn Company Page for SearchOk, now you’ve got a LinkedIn company page.How do you make it stand out from the many, many company pages out there?Start with the text. LinkedIn uses the text you write when you create your account to help people find you, and Google uses text from LinkedIn pages to decide where they’ll show in search results.Step 1: Write a brief main message. LinkedIn will only show the first 200 characters of your description above “See More,” and when your company page shows up in search, Google only shows the first 154 characters. Focus on what you want your message to be, and get it down to 154 characters.Step 2: Be sure to use the remaining 1,846 characters LinkedIn gives you for the description. All of this is searchable text for Google, so you’ll want to include keywords people would use to find your company in search, and you may need to balance it out with marketing needs not just recruiting.Step 3: Fill out the “Company Sp ecialties” section. Once again, this area is indexed by Google, so you’ll want to have search keywords in here, while keeping in mind that its main purpose is to tell people on LinkedIn what your company does. So, if you’re looking to hire software engineers, don’t fill one of the boxes with “software engineers” as a specialty, unless you somehow manufacture them. Instead try “Software Engineering.”Tip 6: Create Custom Images for More Social EngagementDid you know that just having images on LinkedIn makes your company page 14x more likely to be viewed?On social media in general, content with images is 650% more likely to be viewed.Furthermore, when text is paired with a relevant image, people are about  8 times more likely to remember the message. And the good news is, you can create a good custom image on your own for nothing, as we’ll show you.Step 1: Go to Snappa and click “Design a Graphic Now” and register.Step 2: Click on the type of image you need to cre ate. Snappa helps you by automatically sizing the images for most types of social media images.Step 3: Now create your image. Snappa provides some cool templates to help you get started, or you can click “Create from Scratch” to create custom images.Note: Snappa does not include a template for LinkedIn company pages. The current ideal dimension for a Linkedin company page image is 646 x 220. You can enter that in the Custom Size area.Tip 7: Get Employees to Help Share Your CultureThe people who form your company are in the best place to share company culture authentically on social media.In a case study on Sodexo’s successful social recruiting efforts, Marion Muller notes that “employees are the face of your brand as an employer.”To help them get comfortable talking about the brand, create a social media policy. Knowing the boundaries for using social media at your company allows employees to creatively promote your brand because they’re not constantly worried about maki ng mistakes.You can find some great tips for creating a social media policy here.Once you’ve got a company social media policy in place, it’s time to use the most authentic social recruiting resource tool you have your team.Encourage them to share honestly on social media about what your workplace culture is like. Be sure to have them use the company culture hashtags you created in tip 2. Finally, follow them with your company accounts, and share their content.Tip 8: Prepare for Social Media Mistakes to Avoid DisastersSo you’ve encouraged your employees to start talking about your company on social media with branded hashtags. What could possibly go wrong?Rather than fearing what could possibly happen, be prepared. As Rebekah Radice notes on her website, if there’s no plan, we just react, and “reaction leads to overreaction, which can quickly spiral from bad to worse to all-out catastrophe in a matter of moments.”Having a slip up on social media that is quickly correcte d is one thing. A drawn out social media crisis is another. If you prepare for problems, you’ll handle them better and won’t live in fear of hitting the “Tweet” button. Here are 3 steps for handling a social disaster.Step 1: Acknowledge the problem. When an issue appears, the first thing you should do is let people know you’re aware of it (following tip 9 should help you become aware quickly). Acknowledgment isn’t an admission, it’s just letting people know that you’re paying attention to their concerns, and that they can expect answers. When you don’t acknowledge a problem, expect the call for a resolution to get louder and louder.Step 2: If a mistake was made, own up. Don’t pretend it didn’t happen, and don’t pretend you got hacked either, that will just make it worse. Either way, you’re inviting the controversy to get bigger. The only way to help things wind down is to give people resolution. Acknowledge the mistake, let them know what steps you’re tak ing to correct it, and move on.Step 3: Learn from the mistake. Once things have quieted down, go back and do a post-mortem. How did this happen? Was something not communicated in your social media policy? If you do this, you’ll only improve. If you don’t, your mistakes will start to look like an embarrassing pattern.Tip 9: Monitor Social Media for Brand Issues and OpportunitiesThere are several tools out there that can help you monitor social media for opportunities to connect with employees and potential employees, look for relevant content to share, and look out for problems.Chris Makara gives a great rundown of  tools to help you monitor social media  based on advice  100 experts.We think one of the easiest to use is Hootsuite. Heres how to get started.Step 1: Create a Hootsuite account, and add all your company social accounts to it.Step 2: Create basic streams to monitor. In Hootsuite, click “AddStream.” For each account, you’ll see a list of instant options. For the Twitter account in the screenshot below, for example, you can monitor mentions (when people directly mention your Twitter account using the @ symbol), retweets, likes and more.Step 3: Create custom streams. This is where Hootsuite and other social monitoring tools get powerful, especially with Twitter.In Hootsuite click “AddStream” then “Search.”Create searches for all your branded hashtags, your brand name, industry influencers, and topics that will be interesting for your audience.Click “Show Examples” to see other ways this can be used.Tip 10: How to Find Great Candidates on LinkedInOne of LinkedIn’s great features is its powerful search tool for prospecting recruits. Use it to really home in on potential employees, and automatically keep an eye out for new candidates.Step 1: Start by typing in a broad description of the candidate you’re searching for, such as “VP Marketing.”Step 2: Narrow it down by using advanced search options. Just searching for VP Marketi ng returns almost a half million results. But if you click “Advanced” next to the search button, you’ll be able to filter results by current company, location, industry, school, past companies and more.Step 3: Search on! Have LinkedIn send you a weekly or monthly update of your search. After you’ve narrowed down the search with filters, click “Save Search.” It’s a little hard to find see the screenshot below. After you click, you’ll have a few options.Tip 11: Stay on Message with Career Specific Facebook and Twitter PagesThere’s a good chance your customers and your employees are two totally different groups of people, with different interests.While you may want to occasionally share hiring information on your customer facing social media and product information on your employee facing social media, it’s best to keep them separate most of the time with separate pages.It’s what the big companies do, it doesn’t cost anything extra, and it’s really easy, so t here’s no reason you can’t do it as well.Step 1: Login to Facebook and go through the process of setting up a new page. If you’re logged into Twitter, log out and create a new account.Step 2: Name the accounts. Make them easy to find by giving Facebook, Twitter and any other social accounts focused on recruiting the same user names. UPS, for example, uses UPSJobs on Twitter and Facebook. “Your company name” + “jobs,” or “careers” are good possibilities.Step 3: Make these accounts the focus of your social recruiting efforts with content that specifically relates to employment at your company.Tip 12: Create Easy Employer Branding Videos to ShareIf you spend any time checking out social media branding for big companies, you’ll notice they have a lot of video.This probably sounds like something you need to hire a professional to do, right?Turns out the powerful little cameras on our phones, combined with the right light and sound, can produce surprising results. Watc h the video below, and you’ll be amazed at what you can accomplish with just a phone and the right techniques.Here are 6 steps toward creating your first recruiting video with your phone, a few employees, and no budget.Step 1: Find a quiet space.Step 2: Find something to brace the phone on so the recording isn’t shaky.Step 3: Record horizontally, never vertical. Just about every screen you look at except your phone is always positioned horizontally.Step 4: Have subjects face a window that gives plenty of natural light.Step 5: For an easy first video, introduce a few employees, and ask them why they like working at your company.Step 6: Try multiple takes until you get one ready to go, without need for editing, and upload to YouTube directly from your phone.Find some more great tips in this short video from Wistia.Tip 13: Make Passive Candidates and Social Recruiting Work for YouIf you’re using social media to recruit, you’re going to end up with a lot of passive candidates, p eople who weren’t out actively looking for a job.There’s considerable research that says passive candidates don’t fare as well as active ones.According to the research, 51% of businesses say passive candidates fail because of lack of passion or commitment, 40% because they can’t adapt to their new position, and 63% because they were not a good fit/couldn’t adapt to culture (it adds up to more than 100% because there is usually more than one reason).So, if you’re considering a passive candidate, try to find out what is motivating them to consider your position.Are they passionate about the work? To avoid hiring candidates that don’t adapt, present them with an accurate picture of what it’s like. Don’t sugar coat the job.Finally, if you hire a passive candidate make sure you’ve got a great onboarding process to help them fit in with the culture.Tip 14: Attract Candidates to your Employer Brand with InstagramSharing on Facebook isn’t what it used to be.These days, it’s pretty hard to get attention on Facebook without paying for it.Instagram, on the other hand, has the highest user engagement of any of the top social media, with about 10X more than Facebook and 100X more than Twitter.That’s 10 100 times more clicks, likes, shares, etc. per post. It’s a great place for building your employer brand, especially with the future in mind, as 55 percent of its users are under 29.Step 1: Set up an Instagram work account. Instagram is a mobile app you’ll need to have a phone running Android or iOS to use it. Download the app from Google Play or Apple’s App Store, then fill out your profile. If you already have a personal Instagram account, you’ll want to go to Settings, then Add account. Set up the business account with an email address (rather than your phone number), so that you can share it with others from your company. Where it asks for a name, put in your company’s name. Your user name should match the usernames you’ve used for other social media accounts if possible. Instagram recommends using your company logo as your profile photo.Step 2: Get the goods. Take real photos and video of your product and employees, and give people an idea for what it’s really like at your company. The hard work, the play, and everything in between.Step 3: As you did with Twitter in tip 2, create hashtags specific to your company culture and use existing ones to help people discover your account. Check out the image from Zappos’ Instagram account below for an example of company culture related hashtags, existing hashtags, and a great image related to the company’s culture.Step 4: Turn on notifications. You’ll want to know when someone engages with your images or mentions your account so that you can keep up your end of the conversation. Instagram lets you choose notifications for 10 different types of interactions, such as when you get new likes, comments, followers, etc. Try starting off with all of them set to “F rom Everyone.” If it gets annoying, fine tune it a little.Step 5: Engage real people. Follow clients, employees and people whose work you enjoy, accounts important to your industry and National Geographic. Everyone should follow that account. For some inspiration from other brands, check outZappos, UPS, and Yelp.Tip 15: Learn About Your Facebook Audience to ImproveYou can use Facebook’s own, built-in insight tools to learn what content is getting traction on your Facebook page.If you created a Facebook page just for employer branding (tip 6), this will give you data specific to people interested in employment, rather than your company’s general followers.Step 1: Login to your Facebook business page and click “Insights.”Step 2: Click reach. Here you’ll be able to see a graph that shows the daily reach the number of people who saw your content each day.Step 3: Look for the spikes and click on them. When you click, you’ll see the content that appeared on your Facebook pa ge that day and the number of impressions, clicks, comments and shares each piece of content got. Seek out all your top-performing posts and look for patterns.Ready to start hiring effectively on social media?Social media really can help you with recruiting.Did you know it can bring in 30-50 percent more applicants?Hootsuite’s CEO Ryan Holmes says it can dramatically cut the time and costs of recruitment, and also believes it plays a part in his company’s amazing employee retention rate they have just 2 percent turnover.Alright, we’ve given you the reasons to start, and the tips you need to recruit on social media.But don’t let all these tips and steps discourage you.If you’re pressed for time, try just getting through Tip 1. Periscope is really easy to setup, and it’s a fun way to meet some potential recruits and learn about them.We hope this helped!

Review of Whos Got Your Back -

Review of Whos Got Your Back - Keith Ferrazzis book, Never Eat Alone, was a terrific guide for all professionals that explained how to find and connect with mentors and how not to keep score in networking, among other terrific tips. As a big proponent of networking as a tool for job seekers, entepreneurs and just about everyone, I was excited to receive a copy of Keiths most recent book, Whos Got Your Back. Billed as a step-by-step guide to the powerful principles behind personal growth and change, this useful guide reminds readers that everyone needs someone to lean on! Keith advocates identifying three lifelines, or people who are willing and able to advise and hold you accountable to your goals and dreams. He describes the four reasons why he believes lifeline relationships are key (p. 27): 1. To help us identify what success truly means for us, including our long-term career plans. 2. To help us figure our the most robust plan possible to get there, through short-term goals and strategies that would tie us into knots if we tried to go it alone. 3. To help us identify what we need to stop doing to move forward in our lives. 4. To have people around us committed to ensuring we dont fail so we can transform our lives from good to great. Keith reminds his readers that people like to give advice, and he peppers the book with a myriad of personal stories demonstrating the power of connecting, the value of being vulnerable and the importance of being yourself. Useful tips about discovering your personal currency (what you can offer in a mutually beneficial relationship) and the importance of recognizing that the pinnacle of generosity isnt just helping others, but allowing them to help us (p. 64), make this book another valuable networking bible with tips on everything from how to build intimacy to specific tools to assist professionals who hope to succeed at what may seem to be wild dreams. I hope you will be inspired by Whos Got Your Back to recognize that you DO drive your own career bus. Take the wheel and find the resources you need to encourage, support and promote your own success. You deserve it! Sometimes, it pays to   hire a coach who has your back! Need some help getting your job search jump started? Not sure you can put all of the great tools at your disposal to good use? Need a great resume? Learn how I can help you propel your job hunt forward. In Atlanta? GA is expecting 10.1% unemployment. Get ahead of the game so you will be prepared to search for your next opportunity with local job search interventions: http://youneedajob.org/.

How To Select The Best Resume Writing Services DC The World

How To Select The Best Resume Writing Services DC The WorldOne of the most important considerations that people usually make when it comes to choosing the best resume writing services DC the world, is the credibility of the writer. While this is an important factor to consider, there are other things that you should be sure to look for in order to be sure that you get the best.What you will need to know about the type of resume you want to write will depend on what you plan to put in it. If you are looking for a new job, you will need to put your past experience and relevant skills at the top of your resume. The best resume writing services in DC, the world will not be able to adequately cover all of your job-related experiences. However, if you only plan to apply for a few jobs, then the resume you use will be the one that outlines the best of your accomplishments.When it comes to the job description, you will have a few different kinds of resumes. You will have a chronological resu me that looks at all of your work experiences together with your career goals, while the top most resume that has a combination of all of the above will be referred to as the cumulative resume.While you will probably have many areas of expertise in addition to information in your resume, each one should focus on the same aspect. This will allow you to write a single resume that shows your work history. Some services will also include recommendations from previous employers in their evaluation of your resume. In order to have the best resume writing services DC the world, you should follow these recommendations in your own career search.There are many different types of qualities, you can look for in a good resume writer. These include academic background, experience level, skills and traits, and expertise. It's very likely that you won't be the only applicant that was hired because of their strong qualifications and the ability to communicate clearly with a company.You should make a list of the top companies that you have applied to in order to see if you have any opportunities that appear on your resume. If they were omitted, chances are that they aren't included anymore. It's important to be aware of the things you have left out of your resume. If you just say you're the 'best employee' of the company, you may be seen as just another number, so it's always a good idea to let the resume writer know.The best resume writing services DC the world are the ones that create a high quality resume and are very professional. Be sure to check out the testimonials from previous clients and look at the samples of resumes they produce. The more experience and expertise they have, the better their resume writing services will be.

Stripes John Collison vs. Snapchats Evan Spiegel Richest

Stripe's John Collison vs. Snapchat's Evan Spiegel Richest Move over Evan Spiegel. John Collison, the Irish cofounder of Stripe, the payments processing company now powering many in-app purchase systems, has been proclaimed the world’s youngest self-made billionaire by Forbes in its new world’s richest list. Collison, 26, is two months younger than Spiegel, the cofounder of Snapchat, which went public recently. Forbes lists Collison’s net worth at $1.1 billion and Spiegel’s at $4.3 billion. In November, Stripe raised a $150 million round of funding to value the company at $9.2 billion. “The transaction turned Collison into the world’s youngest self-made billionaire,” according to Forbes. Collison and his brother Patrick “took up coding as kids, competing against each other to master the craft,” Forbes reported. Before the two brothers came up with the idea for Stripe, they founded a tech startup called Auctomatic, which they sold for $5 million in 2008 when they were still teenagers. In an interview with Fortune last summer, John Collison talked about what has led the Internet’s biggest players, from Twitter to Pinterest, to use his company’s technology. “You should not have to go build out everything yourself from scratch,” he said. “Stripe should give you all this infrastructure [for] doing something that, in a way, is pretty complex.” Spiegel was proclaimed the world’s youngest self-made billionaire in 2015 at the age of 25.

How Important is a Resume Strategy -

How Important is a Resume Strategy -If youre wondering how important it is that you have a strategic resume, then let me ask you this How important is it for you to be employed? What most job seekers dont realize is that a resume isnt simply a list of your past positions. Your resume is a strategic document that positions you for job search success.We often tell our clients that nothing about the resume development process is arbitrary. We have a strategy behind everything we do, and no two client strategies are the same. What are some elements to a resume that require strategy? Everything From the font and header you choose to your personal branding statement, placement of education, number of years you include and the content you incorporate. Every element of your resume should have a purposeand that purpose should be tied to your job search goals. Let me give you a prime exampleIf youre searching for a job and one of the main requirements is that the candidate have an M.B.A., then were not going to hide this critical info at the very bottom of your resume. In fact, were going to place it at the top of your resume so the hiring manager notices right away that you meet the qualifications.A job ad can tell you a lot about what a company needs and you can craft your branding statement and career summary around the needs of the employer. Its very easy to address their desired qualifications in the first third of the resume. You can use this prime real estate to sell them on what great a fit you are, and then use the remainder of your resume for supporting documentation.Another element of your resume that should be very strategic is the order and placement of your bullet points. The most relevant and hard-hitting bullets should be at the top, and then gradually, the less relevant and impactful ones toward the bottom. You want to make sure that every part of your resume is reinforcing the point that you are the exact match the hiring manager seeks.When a hiring man ager reviews your resume he is looking with a list in his mind of all the requirements that need to be met. If you meet these requirements, chances are youll pass to the next level of the evaluation process. Make sure your resume is strategic in its messagethat you are the right fit, right now.

Meet the Woman Behind Some of the Most Game-Changing Diversity Initiatives at Bloomberg

Meet the Woman Behind Some of the Most Game-Changing Diversity Initiatives at Bloomberg Kiersten Barnet,Deputy Chief of Staff to Bloomberg LP Chairman Peter Grauer, spent the first half of zu sich 13 years at Bloomberg without a job title. While that may sound downright bizarre to fruchtwein professionals, Barnet is grateful for this Bloomberg norm I actually think a linear career path is an outdated concept, she says. Yure not restricted by job titles at Bloomberg.Indeed, she has not been restricted in her career growth rather, the absence of a predefined trajectory has allowed her to assume a leadership role in the companys fruchtwein cutting-edge projects. Today, Barnet oversees innovative and influential initiatives at Bloomberg, which arms investors around the globe with financial market data, news and analysis. This includes the companysGender-Equality Index (GEI) a product that holds companies accountable for demonstrating diversity as well as its involvement withthe 30% Club , a group devoted to getting more women on corporate boards (When the club was established in the U.S. in 2014, members had an average of 21.7% women on their boards. Today, that numbers up to 30%).Bloomberg is Hiring Browse Opportunities.Barnet spoke to Fairygodboss about how and why unterstellung initiatives exist, the most valuable lessons shes learned from her boss, and how she manages to balance her work and family time.How long have you been in your current role, and what were you doing previously?In October, Ill have been at Bloomberg for 13 years. Ive never really had a traditional career path. I didnt have a title for the first seven or so years I was here most of our employees dont, and I think thats a blessing because you have to earn the respect of your colleagues through the value you add, as opposed to the title you hold.When I think about my progression, and what prepared me most for what Im doing now, its the five years I spent as the right hand for our chairman Pet er Grauer. During that time, I traveled with him to more than 30 Bloomberg offices around the world. While it was a busy five years, it taught me a lot about operating a global geschftlicher umgang.Along the way, I never knew what was next but it was my exposure to our people, our business and our culture that prepared me to manage initiatives such as the 30% Club andBloombergs Gender-Equality Index (GEI), which I started overseeing in December of last year. Thats probably my favorite project right now.Tell me a bit more about the GEI.What LEED is to sustainable construction, the GEI is to gender equality in the workplace.Companies, investors, governments and consumersare increasingly looking at environmental, social and governance (ESG) data to understand the business impact of such policies and practices, but until now there wasnt a standardized reporting method specific to gender-related data. We built a framework with 67 different data points that measure everything from what p ercent of a companys promotions go to women to fertility and parental leave policies to whether it has gender-conscious product offerings and advertising. This framework is now the common standard in gender reporting andIndex membership has become the gold seal for public companies around the world to demonstrate their commitment to advancing women in the workplace.Increasingly, companies understand that transparency earns trust and look to publish this data both to connect with investors and other stakeholders and to measure progress internally. In fact, were currentlyaccepting applications for the 2019 GEIand are thrilled with the spike in interest this year a testament to an increasing commitment in the marketplace.Whats the first (and/or last) thing you do at work every day?Eat the frog. I know it sounds weird, but its from a quote by Mark Twain, who once said, Eat a live frog first thing in the morning and nothing worse will happen to you the rest of the day.The idea is to do what you most dread doing first each day whether thats writing a long brief or doing your expenses or checking emails. Its an amazing way to alleviate the anxiety of procrastinating.Whats something youre especially good at work?Asking questions and learning from others. Im lucky I get to work with really smart and innovative people who challenge me every day. If you pay attention to what people are good at and try to learn from them, its a great way to turn weaknesses into strengths.What about outside of work?Im a new mom... Bloomberg has a very generous parental leave policy, so I had some great time off, but I felt my most complete returning to work after I had my son. I had imagined that I might be a bit frazzled, but Ive redefined my balance and learned to focus on quality over quantity. Now, when I go home, I dont look at my phone until after Ive put my son to bed.Do you have any advice for people who struggle not to look at their phone after work hours?Being more thoughtful, rather than being on autopilot, certainly helps a lot. Most nights, I check my email twice between the time I leave work and the time I go to bed. That allows me to enjoy my evening without distraction and, during those pauses, to give my full attention to anything time-sensitive. Whats your 1 piece of advice for women who are looking for jobs right now?Networking is so important but theres more than one effective way to network. I used to think networking meant going to an event full of people I didnt know and trying not to look awkward while standing in the corner. It can also mean reaching out to friends and asking if theyd each be willing to connect you to one partie they know that does something interesting. Meeting many people with many experiences, however you meet them, is critical because you never know who will open the next door.So how did you get involved with these Diversity Inclusion (DI) initiatives at Bloomberg?I am very fortunate to work with a leader who is truly committed and passionate about people. Through our travels, Ive learned how much diversity impacts our business and how important it is for us to prioritize inclusion in the workplace. Getting involved and driving the GEI and 30% Club were no-brainers for me they are both data-driven initiatives that involve global companies and call for accountability in the gender space.In addition, Ive always personally valued the importance of contributing to our culture at Bloomberg, through supervision employees, participating in our employee resource group events, and providing opportunities for women to grow in their careers. When everyone contributes authentically towards inclusion, well succeed faster.On a related note, nearly all profits from Bloomberg LP go to Bloomberg Philanthropies, which is dedicated to saving and improving lives around the world. Every Bloomberg employee, in every one of our offices, makes that work possible. Knowing that everything youre doing has that kind of gl obal impact is also a powerful motivator for me and many of our employees.How has Bloomberg taken into account the GEI when forming its own diversity programs and policies?We use the same framework to measure internal progress in executing our own data-driven diversity and inclusion strategy, something we put into place over the past five years. DI is a business imperative, so we use data to hold people accountable just like we do for other business targets.For example, as part of our diversity and inclusion reporting process, our business heads come together twice a year to present to Peter Grauer and our Chief Operating Officer on targets that were set for their business and DI strategy. They see whats working and what isnt. I think this approach has really helped all of our business leaders get behind this. Without data, its hard for business leaders to identify how and where they can have the biggest impact.You work closely with Peter Grauer, Chairman of Bloomberg LP and Founder of the US Chapter of the 30% Club. Whats your favorite aspect of his management style?Peter is a very inclusive leader and manager. He really cares about our people. To give you an example, when the magnitude-9.0 earthquake and tsunami decimated the Fukushima nuclear power plant in Japan in March of 2011, Peter got on a plane and was in Tokyo just a few days later to demonstrate his concern and personal commitment for our employees. He stopped by every single employees desk to say were here to take care of not just you, but your families as well.This was a powerful way to let them know that, at Bloomberg, our people are our most valued asset. And no one in that office has forgotten that. Knowing you have a leader who cares is really a special thing.--Fairygodboss is proud to partner with Bloomberg. 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