Agency Recruiters and Sales Managers The Bad, The Uglier and The Ugliest

Agency Recruiters and Sales Managers The Bad, The Uglier and The Ugliest One of the major things I look for when interviewing candidates is past performance nothing is more indicative of what future performance will look like. In fact, when anyone is considered for a promotion or a raise, past performance is a key if not the key metric. Sadly (often because someone is exceptionally good at Task A), they get promoted to supervising people doing their former task sometimes they continue to do their former task while managing people who are also in the same role. In an agency environment, where commissions come into play, this is often a recipe for disaster. A bigger disaster is promoting a sales person or a recruiter to a people manager role, because they were a good recruiter/sales person there is a lot more to being a manager than that. The worst cases are very successful people who use their well-earned money and start their own firm, as if success in Part A will promise perfection in Part B. I once worked at a firm where the hierarchy went company owner, partner, line manager and then ‘lil ol’ me. This caused problems as everyone still thought they needed to be involved in everything down to the most minor detail, because they had been successful in the past. Not only had times changed, not only had the nature of recruiting and staffing changed, but the way people behaved in an office had changed. This guy still hadn’t caught on. So, some things he did: 1) Lunch: I was eating lunch and an urgent call came in that needed to be taken right away. As I stood up to go back to my desk, I did that thing where you’re moving back in your chair, a bit hunched over, not quite standing and not quite sitting and I grabbed one last bite. This guy grabbed my sandwich! “Newman, if I say move, you go!” He then threw my sandwich out of a 15th floor window into the street. 2) Exit Interview: Same guy. I finally resign after years of this. My exit interview was this: Thanks for the experience of working here, I learned a lot but it’s time for me to move on. Me I knew you were f*cking looking, I told XXXX (my direct manager) you were f*cking looking and to watch you. If you f*cking stole from me, I’ll f*cking hunt you the f*ck down and kill you! Guy Thanks for the experience of working here, I learned a lot but it’s time for me to move on. Me 3) Umbrellas: Did I mention he felt umbrellas being opened inside were a recruiting curse? I saw him break at least 3 or 4 umbrellas after he saw them being opened in an office. He’d just snap them in half. These are more egregious examples but my point is that success as a recruiter or as a sales person doesn’t mean you will be successful managing people. You don’t become an excellent manager because you were excellent at something else. I have seen it in staffing, I have seen it with technology people, and with support staff. I won’t even call it the Peter Principle as their incompetency wasn’t in their core skill set. It was being thrown into a job they weren’t qualified to do because it is totally different than where they had been successful. My favorite book and my personal philosophical guide to life is The Illuminati! Trilogy by Robert Shea and Robert Anton Wilson. If you haven’t read it, well, it is heavy. One of the main characters, Hagbard Celine, is full of pithy quotes and wisdom. He has, what are known as “Celine’s Laws” of which this is the second: Accurate communication is possible only in a non-punishing situation. Wilson rephrases this himself many times as communication occurs only between equals. Celine calls this law a simple statement of the obvious and refers to the fact that everyone who labors under an authority figure tends to lie to and flatter that authority figure in order to protect themselves either from violence or from deprivation of security (such as losing ones job). In essence, it is usually more in the interests of any worker to tell his boss what he wants to hear, not what is true. In any hierarchy, every level below the highest carries a subtle burden to see the world in the way their superiors expect it to be seen and to provide feedback to their superiors that their superiors want to hear. In the end, any hierarchical organization supports what its leaders already think is true more than it challenges them to think differently. The levels below the leaders are more interested in keeping their jobs than telling the truth. How can someone say “No, sorry, Emails are now just as acceptable as phone calls for a first connection”, to someone who “made their bones” on a rotary phone? How can you say that a call log of how many calls made in a day is not a metric that holds value the way it used to? How can you tell someone who made their success by “Cold Calling” and “Breaking Down” a company that those days are over? That if I want to know all about you, the good and the bad, it is a google search away? When the person replies, “I am successful. I won the game. Now do as I say, as I know it works!” they aren’t wrong… about times that are dead and gone. However, when your job is on the line, you “smile and dial” and look for something else. Poor performance is not the only reason people move into recruiting roles faster than a lot of other businesses.

The Benefits and Challenges of Google Jobs

The Benefits and Challenges of Google Jobs Up until July 17, a job seeker looking for a new role could simply google their industry or preferred position, and they’d see a mix of recruitment agencies or job board searches on sites like Reed and Indeed. However, with the launch of Google Jobs, the job-searching process has received a shakeup. The new feature now sits loud and proud at the top of most job searches, aggregating the current listings of both companies and recruitment agencies in one window. For recruitment agencies, the functionality presents a few issues. When the service was announced in 2017, marketing agency I-COM found that 47 of the UK’s top 100 recruitment agencies didn’t have the requirements for Google for Jobs to work. In the time since, only an additional 16 have changed their websites to take advantage, meaning there are still 37 who will be unable to take full advantage. But should all recruitment companies be seriously investing in the new tool? The Benefits The most obvious benefit to the service is the additional exposure it provides to recruitment agencies. It provides yet another forum in which job seekers can access your roles and directs traffic to your website. It also collects all the places your ads appear in one spot, reducing the number of duplicate applications. Google Jobs’ filters allow jobseekers to target their search, giving applicants the opportunity to narrow down options by location, job title and many other criteria. In theory, this means that candidates will be more likely to apply to roles that specifically suit their professional experience, resulting in tailored applications. The prominent positioning of the search engine also levels the playing field for recruiters, provided that their ads are consistent, detailed and relevant, without giving too much away. As it stands, Google’s organic ranking system rewards content that’s considered, well-written and consistent with everything else generated. The AI-based system behind Google Jobs follows the same principle. Therefore, if they haven’t already, recruiters need to look at standardizing their advertisements so that the system recognizes the copy as consistent. Those looking to give their ads the best chance should also consider integrating the Google-designed schema, openly available online. The Challenges The challenge for recruiters lies in adapting their advertisements to this new avenue without compromising how it appears on their website or having to make substantial functional changes. For example, for jobs to be read by Google Jobs, recruiters will need to make sure each post appears in their sitemap and has individual tag data. This may require further web development, or at least a discussion with IT teams to ensure these systems are in place. If they haven’t already, recruitment agencies will also have to consider how mobile-friendly both their website and job advertisements are. With over 50% of Google searches happening on mobile, recruiters need to make sure jobseekers can move through the application process easily while on the go. Finally, Google Jobs has upped the stakes for consultants in terms of high-quality advertisements.  Leading recruitment agencies should have their consultants doing this anyway, but for those who take a ‘hope for the best’ approach, there is the risk of being ignored by the AI technology. Those who are ignored or disregarded by the algorithm will suffer twice as much â€" not only will they not appear in the search function, but their website will fall further down the line. Further to this, consultants will also have to be cautious of keeping advertisements as current as possible, with the search engine warning that any expired job listings will be punished. There’s no doubting Google Jobs is here to stay. What is still uncertain is the long-lasting effect it will have on the UK’s recruitment industry. For one, I hope it encourages the improvement of job advertisements â€" the higher the standard, the more likely jobseekers are set to be enticed by a role. This can only be a good thing!

Personal Branding Weekly - Your Social Marketing Mix - Personal Branding Blog - Stand Out In Your Career

Personal Branding Weekly - Your Social Marketing Mix - Personal Branding Blog - Stand Out In Your Career EDITOR’S NOTE:   This week’s posts gave us insight into how a narrow focus can widen our target market, creating ebooks and sites that helps us gain a competitive advantage in our job search. Personal Branding Weekly Top 3 Reasons Why Lifestyle Businesses Fail by Jun Loayza Branding Yourself for A Career Change by Phil Rosenberg New Rules for Parties Personal Brand by Nance Rosen How to Create the Story of Your Personal Brand by Heather Huhman Target to Widen Your Audience Appeal by Elinor Stutz 7 Tips for Writing and Publishing Your First Ebook by Roger Parker You Gotta Hit the Curveballs by Aaron McDaniel Glassdoor.com: Show em Your Hand, Theyll Show You Theirs by Skip Freeman 5 Recommendations for New Social Media Pros by Oscar Del Santo Hair Rules for TV and Online Video by Manoush Zomorodi 5 Tips for Savvy Survival of Office Politics by Kate Marston Mind Your Manners: 6 Tips for Writing Thank You Notes by Michael Spinale 10 Ways to Not Get Hired by Rebecca Rapple Best Way to Brad by Pete Leibman Upcoming this week, etiquette, follow up and great tips on taking control of your career will keep you at the top of your game! Enjoy! Your Social Marketing Mix The idea of marketing mix modeling is fundamental to marketing and is an important concept to professionals involved in business to business marketing. For others not as familiar with this type of modeling, it is simply a method in which values are placed on changes in sales volume resulting from a specific aspect of marketing within the overall mix of marketing tactics. These values are numerical and are gleaned from data gathered over time. These numbers lend themselves well to the use of statistical analysis. Marketing tactics can then be analyzed within the overall marketing strategy of the company and easily compared to other marketing techniques to determine the value they have in increasing sales relative to other techniques. Professional marketers are forever testing various marketing methods to determine how well each method or particular campaign is doing. The data gathered is analyzed in several ways to determine how well the marketing tactic is performing. These key performance indicators include such things as the return on investment, cost of acquisition, response rates, conversion rates and any other indicators that are important to a particular company. This, of course, is the traditional marketing work done in a business to business environment, and it is obvious that it is dependent upon using good data. The moment when the professional turns to social media, things can become confusing. It is difficult to quantify the results from social media and it is therefore difficult to go about developing a tactic in using social media that will be effective in increasing a companys sales. Successful use of social media is more of an art than a science, and the following advice comes as much from experience as it does actual data. Personalization of your brand and company is the first step.  This is done by knowing specifically who you are trying to reach   and who has influence on them. Once you have identified the proper people within the structure of a business, then you may want to understand how they think and what their needs are. This can be learned from paying attention and listening to what your target audience is saying. Understand the problems and needs that your prospective customer has. Doing the proper research will enable you to use the words and phrases that are commonly used by your target audience. These words and phrases can be used to speak directly to your prospective customer. Speaking in a language that is easily understood by your target audience will enable you to personalize your company and brand. Gathering data from social media can be difficult, but what is even more difficult is interpreting your data in the right way. It is far too easy to rush this step of the process and not understand exactly what you are looking at. Gathering data can be done with monitoring software, but to get the correct interpretation, you first need to begin with a large enough sample. Because your first step in using social media will be in selecting the right channel and form of marketing, you’ll need to begin by looking at data from a long enough timeframe to enable you to determine if a particular social media channel is an effective way to reach your connections. Once this is done, you can work to personalize your message to your targeted audience. Author: Maria Elena Duron, is managing editor of the Personal Branding Blog, CEO (chief engagement officer) of  buzz2bucks.com  â€"  a word of mouth marketing firm. She helps create conversation, connection, credibility, community and commerce around your brand. Maria Duron is co-founder   and moderator of  #brandchat   a weekly Twitter chat focused on every aspect of branding that is recognized by Mashable as one the 15 Essential Twitter Chats for Social Media Marketers.

Resume Strategy - What Format To Use and When

Resume Strategy - What Format To Use and When There are countless articles on the topic of resume best practices.  You can find tips on how to compile an effective resume in the modern age…. advice on what you should and should not include in your resume….and warnings on how you must modify your resume for the dreaded ATS (Applicant Tracking System). Yet, how  you apply for jobs needs to be factored into your resume strategy.  You need a specific format of your resume for online applications and a different format for networking purposes.   Knowing what format to use when is critical to your resume’s success. ATS or Applicant Tracking Systems are commonly used by major organizations and these systems involve candidates uploading a copy of their resume online, where it is stripped of formatting and searched for specific keywords or phrases.  Some systems are unable to read certain resume formats, so a basic version (.txt file or simplified Word file) work best for most online applications. The length of an ATS resume does not matter so you might include more detail in this version to aid in optimization. Learn everything you need to know about ATS in  this separate blog post. For networking, a presentation perfect resume is best. Think marketing tool, not career chronology, and write this resume for the human reader who has very little time to read it. If you send a copy of your resume to a person via email, provide a well-designed and concise Word or PDF format for their perusal. Make this resume stand out with appropriate layout, design components, and tailored content. Want to see examples of interview-winning presentation resumes?  Check out these award-winning resumes  here. Resumes can be written in several different styles, with functional, chronological, and combination formats topping the list (learn more about basic resume formats here.), but  ultimately  you want to select a format that works best for you and your career history  AND create multiple  versions of your  resume for different application scenarios.  Always follow the specific instructions of each ATS or job application and supply a resume format that suits that  specific system or person. Finally, keep in mind: studies suggest that online job applications yield a much lower success rate compared to networking or referrals.   Take these recent stats and facts: The 2017 JobVite Survey shares that: “Job boards have a .4% effectiveness and employee referrals have 5.2% effectiveness. In other words, an applicant has over 13X a better chance of getting the job than applying through a job board.” In addition, this Forbes‘ post reiterates the importance of social networking in the job search, ESPECIALLY for executives: “The study found that the chances of a job being filled via our social networks rose by 2% for each dollar extra being paid to the successful candidate. In other words, someone being paid around $100,000 a year is 86% more likely to find that work via their social network than someone being paid $14,500 a year.” Although many employers prefer candidates use ATS during the application process, you should include networking as part of your job search to increase your chances.   Always have multiple versions of your resume ready to go.

4 Methods to Find Companies Who Can Hire You - Career Pivot

4 Methods to Find Companies Who Can Hire You - Career Pivot Who Can Hire You? Who can hire you OR who has the types of problems that you solve? I wrote previously that the traditional job search is dead! I want to give you four methods for building a target list of companies who need you and can hire you. This is the first step to interrupting the disruption in the hiring process that social media has caused. Weak Ties I read about the concept of weak ties in the book Give and Take: Why Helping Others Drives Our Success by Adam Grant. Weak ties are those people who you do not know well…those people with whom you only have a casual relationship. Most of these people, who we will target, will be colleagues who you worked with 5, 10, 20, or even 30 years ago. They are very valuable in building your target list because they run in different circles than you! Another way of saying this is your networks have few common connections. Create a list of colleagues from past positions or even school. The further you go back in history the better. Research them on LinkedIn. It is easier than you think. Where do they work? Connect with them and ask for AIR â€" Advice, Insights, and Recommendations. For more on this topic, read my post Weak Ties versus Strong Ties in your Job Search. For More: #1 Method to Find Companies â€" Weak Ties Using LinkedIn Advanced Search LinkedIn Advanced Search is a gold mine of information. You will search for people who solve the same problems that you solve. The companies that they work for are capable of hiring you. Listen to the most recent episode You will search for people based on the following: Title you want Certifications required Keywords in their profile You will search in the desired location where you wish to work. You will research the people who are listed in the results for: Current employer Past employers Location of corporate headquarters Location of corporate offices in city You will discover that some of these people work for companies that do not have a corporate office in your city. They are working remotely. You may discover companies that have an office, but it is located in an obscure office park. You probably had no idea they were there. For More:#2 Method to Find Companies â€" LinkedIn Advanced Search LinkedIn Company Pages LinkedIn company pages have a very overlooked feature. This is the People Also Viewed section. This is near the bottom in the right-hand column of a company page. For example, click here to go to Spredfast’s company page. Spredfast is a social media company located in Austin, Texas. The People Also Viewed section should look like this. What you will find is that all of these companies have something in common with Spredfast. Therefore, to find companies that are capable of hiring you, look at company pages of the following: Current employer Past employers Competitors to both current and past employers Major employers in the location where you want to work You should view each of these company pages and then click on each company in the People Also Viewed section. You may want to keep following the trail two or three levels deep. You will discover companies that are competitors, partners, or work in adjacent industries. Many of these companies can hire you! For More:#3 Method to Find Companies â€" LinkedIn Company Pages Search Indeed.com Yeah, you heard me correctly. I am telling you to search a job board. However, you are searching for keywords and job titles…not jobs! Which companies are posting jobs that describe the kinds of problems you solve? These are companies that can hire you. You are not searching to find a job, but searching to find companies. Set up search agents based on job titles, keywords, certifications, and location…just like you did in LinkedIn Advanced Search. Look for a much more detailed post on this topic in the coming weeks. The goal is to build a working list of companies that can hire you. This is a list that you will work on for the rest of your career! Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

4 helpful hacks for doing business abroad - Margaret Buj - Interview Coach

4 helpful hacks for doing business abroad Doing business across borders was once the preserve of large multinationals with thousands of staff. But thanks to the ubiquity of web access and the wonders of modern tech, small entrepreneurs can now set their sights on international markets. So if you’ve developed a product or service that slots neatly into an overseas niche you could be set for success. With that in mind, here are four helpful hacks for doing business abroad. Research your market Before launching headfirst into a new market it’s important to check that there’s a decent demand for your offering. And sometimes tweaking an existing business allows it to meet customer pain points perfectly. Michael Birdsall did just that by refocusing his existing home tuition business to provide online one-to-one English language tuition for Chinese students. His twosigmas startup now matches 50,000 UK, US and Australian tutors with Chinese learners and has lodged a firm foothold in a very lucrative sector. So finding the right fit for your services or targeting a slightly different customer base brings huge benefits when doing business abroad. Learn about culture Whether you’re communicating with international clients on the phone, via video conference or in person, it’s essential to be well versed in the appropriate cultural conventions. Body language or conversation that’s charming or innocuous at home doesn’t always travel well. And there are other nuances to consider â€" for example, Indian business etiquette might necessitate a ‘namaste’ greeting rather than a handshake and your hosts may not say ‘no’ even though they mean it. Although many international clients may speak English, taking the time to learn a few common phrases of the local language conveys a sense of respect and might earn trust, too. Cultural appreciation goes hand in hand with success around the globe. Tax arrangements It’s best to seek professional advice on the tax arrangements available in your operational territory. If you’re exporting key members of staff abroad then establish whether a treaty exists that prevents them paying tax to two revenue services â€" double-taxation isn’t an attractive proposition. And you can find out about the benefits of offshoring your business to increase profitability through online services like offshore consultants â€" you might be able to secure more attractive tax arrangements with a virtual office in a territory like Gibraltar. Ensuring your corporate and employee tax provisions are accounted for is essential when operating internationally. Government support There’s a good likelihood that your own government provides a wealth of information on international business networking, so make the most of their free support. The UK Department for International Trade constantly updates online information on events and opportunities in diverse business sectors across many lucrative territories. Tapping into the collective intelligence of your government will stand you in good stead for sustained success. These four helpful hacks for doing business abroad might make you the next international business magnate. Do you run an international business? Share your advice in the comments section.

A Few Facts About Resume Writing Lessons For High School Students

A Few Facts About Resume Writing Lessons For High School StudentsThere are some resume writing lessons for high school students that need to be taken into consideration in order to be effective. Resume writers spend years crafting professional resumes, but not all of these people make a good impression on their employers. Making sure to write the right kind of resume will allow people to see you have what it takes to achieve your career goals.One of the most important resume writing lessons for high school students is the writing skills that need to be developed. The writer needs to be able to provide a clear and precise outline of the things that they want to say. People should also put emphasis on things like the accomplishments that they have accomplished. There are some resume writing lessons for high school students that also include taking notes in the margins of the resume as well as signing the necessary paper work.Another important resume writing lesson for high school stude nts is to be able to present themselves in a positive light. This means that they must show that they have a positive attitude and work ethic, but that they are also dependable and responsible. All these qualities need to be present in the resume.A good resume is one that contains a mix of information that people can relate to. This is so that they will be able to see why they should hire the person. In order to write a resume that will get a potential employer's attention, the person must know how to go about doing this.One of the most important resume writing lessons for high school students is to know how to present themselves in the proper way. They must know how to make their full name clear so that people know who they are dealing with. They should be sure to use their middle initial on the resume, but they must not use their full name as the first initial.The next important resume writing lesson for high school students is to be able to present themselves in a professional ma nner. This means that they should be able to point out where they took different courses and how they became a part of the class. They should also know how to cite the teachers and classmates who helped them during their high school career.One more basic resume writing lesson for high school students is to keep their resume short and to the point. This will ensure that they do not leave anything out and that it is easy to read. They should also be aware that many employers who read resumes have some difficulty reading it because of its length.Another resume writing lesson for high school students is to make sure that they stay on the topic of their qualifications. They should state exactly what they will be offering in an opening for the position they are applying for. This way they will ensure that the job is filled on the first page.