A Guide to Recruitment Marketing

A Guide to Recruitment Marketing The way to getting the best ability ready or having gained notoriety for being the best enrollment specialists in the business is all down to enlistment advertising and it's not as intricate as it sounds. That is as per Lisa Jones from Barclay Jones. For Lisa, the new time of enlistment showcasing is tied in with taking care of issues inside organizations utilizing humans. She needs spotters to move away from 'youve got a CV and youre attempting to pitch it' to 'theres an issue inside a business and it needs explaining with ability' and she solidly accepts that enrollment advertising is critical to that procedure. You can tune in to my meeting with her underneath, or read on for a rundown of our discussion. Whats your manual for accomplishment in enlistment advertising? We must glance at two components to this. Theres the brand, which is you know, Im Aardvark ABC business and Ive got the chance to get my image on the web so in any event there is a home, and afterward there is a brand to seek to work with and for. Also, clearly marketeers, inside some random business, ought to concentrate on that and on the off chance that you are a business, if it's not too much trouble begin getting your showcasing office to concentrate on boss brand and not simply the brand of the things that you sell. I regularly work with organizations who state, Well, Im a HRD, or Im an enrollment administrator inside said business and my showcasing division fail to help me, they simply attempt to flagellate the item in light of the fact that that is the place the cash is, and I sort of regard that and yet you despite everything need individuals on the shop floor and that is the place the HR and enlistment office come in. With regards to enlistment organizations that is when, once more, weve got the marketeers building up the brand and as it should be, yet what regularly happens again is the business groups revert or surrender showcasing once again into the advertising office, and that is the point at which you frequently observe occupied brands and calm selection representatives. So I think from a bit by bit point of view we have to get the brand ready for action first since then that is something to try to and something to rouse selection representatives. We need extremely powerful and reasonable substance plan with subjects strung through that substance intend to permit the brands to be known for something which the marketeer drives, yet the enrollment specialists likewise must have something to do with that. The enrollment organization world are so caught up with executing and might I venture to state sourcing, that theyre not investing enough energy getting under the skin of their specialty. They guarantee to be authorities however when I state to them, What occasions are your car up-and-comers and customers liable to be at? That is the point at which they get vague looks and that is the point at which they take a gander at the advertising group. So for me, marketeers need to set up the brand and make it make a solid effort to get a marking guide and getting extremely tolerable substance arranged. Furthermore, the selection representatives regularly, not only Friday at 5pm when they think that is the best an ideal opportunity to post, should be drawing in with that content just as motivating showcasing to concoct said content. Along these lines, My names John, Im a car advisor, Ive discovered five truly cool occasions for car up-and-comers. Advertiser leave and make me a perfect minimal realistic on that so I would then be able to stick it in my LinkedIn distributer and market that incredibly viably under the brand of my car organization. And to me, that is the place everything clicks in actually pleasantly to deliver customary and pragmatic substance driven promoting from both marketeers and enrollment specialists. Give us an entanglement that enrollment specialists must maintain a strategic distance from. Enrollment drove content. I call it low quality nourishment substance and here's the reason. So youre out on a Friday night, youve had a couple of an excessive number of beverages and afterward you get the munchies and you get yourself a huge oily kebab. In any case, in the event that you did that each and every day you would not have the option to support yourself. Youd presumably get very fat and patchy and in the long run you would have an issue. I take a gander at shoddy nourishment content similar to something very similar. You can have it from time to time yet in the event that you do it time and again it won't make you look great. I favor returning to the car model. I go to a blog that a car enrollment organization runs that is about me. Im a car competitor, these are the difficulties that I face, this is the thing that makes me snicker, these are the TV programs Im prone to watch, these are the things that worry me, these are things that Id love on the off chance that they we re fixed inside 2017 inside my industry. These are the top things that have occurred in my industry over the most recent 20 years. This is another competitor simply like me that is got into the business and these are the ordinary sorts of inquiries possibly that youre posing to me at the present time. As scouts, we assume its everything about us, and that is the greatest entanglement. Also, Im not persuaded that youre going to get a date from your optimal hot date by discussing yourself throughout the day and I call that shoddy nourishment since its not self-continuing. Whats the following large thing in the enlistment advertising space? I think for me, and its not the following enormous thing in essence but rather I think the following large thing that scouts need to begin doing is getting selection representatives more in contact with content. The one thing I think we have to begin doing just for the most part is requesting that enrollment specialists blog. Since when I address enrollment pioneers and they state to me, Yeah, Ive got a blog. Furthermore, I read it and I go, Yeah, its jeans. To what extent did that take? Gracious, it takes a selection representative around three or four hours to compose a blog each month. Furthermore, Im like, How much cash might they be able to have made in that time? Truly, I dont need to be your ally. Would we be able to haul them out of this? Would they be able to please tell us what they need to expound on and well get a few publicists in or potentially your marketeers ought to have the option to string a sentence together as well as why the damnation is it taking three to four hours? Would it require some investment for an enrollment expert to get that content across verbally to a customer? Lets would like to think not. So Im a major aficionado of getting selection representatives back at their work areas, seeing how to showcase utilizing the telephone, seeing how to think of soundbites extremely rapidly and furthermore for marketeers to get extremely topical with their substance. Lets envision our next enormous topic is contract. So how might we work with contract selection representatives, to be increasingly viable? It is safe to say that we will have a digital broadcast, an infographic, a blog, a video? Ensuring weve got content around those various stages and that for me is a major thing for 2017, if that helps by any stretch of the imagination. So I think regularly the end doesnt legitimize the methods with me. The objective is never to make content, the objective is to bring in cash, sorry. The objective is to put an up-and-comer inside a business and take care of an issue. Furthermore, the substance is a strategy, not a system and certainly not an objective. So to me, I think spotters need to make content however it could be a two-minute discussion with a marketeer to move that content rather than a three hour seeping over your console, absence of ROI-drove content procedure. Also, its more, Oh, its piece of my KPI so Ive got the chance to do it and youd be shocked what number of enlistment experts think theyve got it nailed however dont pose the inquiry, Whats in it for me? I think that is a genuine disgrace and that is the thing that I think needs to change. On the off chance that they can do it fast and they bring in the cash from it then completely we have to bottle that, that is splendid. Follow Lisa on Twitter @LisaMariJones, read her articles on this site and make certain to buy in to the Employer Branding Podcast.

How Social Media is Threatening Job Monogamy - Workology

How Social Media is Threatening Job Monogamy - Workology Pitfall of ONline Dating Have you ever browsed the web at work and stumbled upon job postings? It’s easy to do considering they’re everywhere you’ll find them on LinkedIn, Twitter, professional development websites and more. As taboo as it is to look at other job listings at work, chances are you didn’t immediately close the page. So if you are committed to your work but lusting after other jobs, are you cheating on your employer? Pitfall of ONline Dating In the January/February issue of “The Atlantic,” Dan Slater discussed the pitfall of online dating being too easy in “A Million First Dates.” As Slater explained it, it’s no longer difficult to find a mate, ask that person out and begin a relationship since it can all be done online. On the flip side of that, however, is the fact that when that relationship ends, it’s just as easy to start a new one. “The positive aspects of online dating are clear: the Internet makes it easier for single people to meet other single people with whom they might be compatible, raising the bar for what they consider a good relationship. But what if online dating makes it too easy to meet someone new? What if it raises the bar for a good relationship too high? What if the prospect of finding an ever-more-compatible mate with the click of a mouse means a future of relationship instability, in which we keep chasing the elusive rabbit around the dating track?,” says Slater. In short, this theory takes the saying “the grass is always greener on the other side” and adds to it “plus, there are millions of other lawns out there that you can easily have.” The same is true of jobs. An employee may be satisfied with their job but there are thousands of job postings just waiting out there, being promoted by recruiters and human resources professionals who can be very persuasive and good at their jobs. It may be easy to develop a thought pattern that while a job is ok, it wouldn’t be the end of the world to move onto the next thing, something prettier and younger and shinier. (Oh sorry, I’m mixing metaphors here…) Employees may go out looking for it or they may just throw in the towel when things aren’t going well since they know there are plenty of other opportunities out there. After all, networking platform make it easier than ever to connect with professionals, search for jobs, apply and even interview. According to the 2012 Candidate Experience Report, 65.3 percent of candidates became engaged in their job search through LinkedIn and 38.5 percent did so through Facebook. Career websites and Twitter feeds also made the list of websites most frequently used by job search candidates. It’s not just the job postings that draw employees in. In fact, it may be the innocent professional connections made on these networking platforms that lead to a new career opportunity. This can definitely be a positive thing; there’s absolutely a time to grow and move on but employees may take for granted what they have just because there’s something new, tempting and easily accessible out there. It’s a downside to the digital age we’re in, but it’s not changing anytime soon. As technology grows and develops, we will have easier access to just about everything in our lives, so keeping employees committed will be an ever-evolving challenge for human resources professionals. Employee Monogamous? How do you keep employees monogamous? Do you have any strategies for engaging your own employees on sites where it’d be easy for them to find new career opportunities?

Brochure For Resume Writing

Brochure For Resume WritingEvery job-seeker will need a marketing brochure for resume writing. A brochure is a brochure, or an envelope of brochures. There are several designs and layouts of brochures for resume writing. The most common layouts are the top-level layout and the horizontal layout.The horizontal brochure for resume writing provides a clear description of what is in the brochure. It contains pictures and some information on what the brochure is about and why the applicant should be hired. Horizontal brochures are written and distributed within the first two weeks of the job opening.The top-level brochure for resume writing provides a summary of the resume and allows an applicant to refer to it. The information contained in the top-level brochure for resume writing is not detailed, but the advantage is that the person reading the brochure can glance at the information contained in the brochure and immediately see if the applicant needs the materials. Usually the top-level brochure for resume writing contains contact information. This would include a contact number of the person who created the brochure and the address. The brochure for resume writing is then sent to the applicant via snail mail.The top-level brochure for resume writing is not designed to be an actual resume. The design is so that the applicant can refer to the brochure and see what the brochure is about. If the application is addressed to an HR department, then the brochure is a form letter that makes the application sound professional.The top-level brochure for resume writing contains a heading and a space where the applicant can write his or her personal information. The information on the front of the brochure is usually the same as that on the application. Information such as age, years of experience, references, education, work history, areas of interest, and talents are included in the brochure.The next level is made up of information about the application. This information us ually includes the educational information (if applicable), previous employment (if applicable), work history (if applicable), and personal references (if applicable). These are sometimes listed in chronological order.After the information is collected, the applicant sends it to the recipient. Sometimes, the email with the brochure for resume writing arrives in a week or two. Some electronic systems may need several days to receive the information.A brochure for resume writing does not have to be fancy. All you need is a good design and layout.

Lowest Common Ancestor

Lowest Common Ancestor Tree problems are so popular recently that weve seen so many candidates have been asked about it by companies like Google, Facebook, Microsoft and so on. On second thought, this makes a lot of sense. Tree is one of the most useful and fundamental data structures in real products. For instance, tree structure is widely used in machine learning like decision trees. Whats more, tree related interview questions can cover a lot of topics like iteration and recursion. This week, Im going to talk about LCA (Lowest Common Ancestor) problem with some extensions. Again, the answer itself is not important and what this post focuses on is how to come up with the right idea and how to analyze the problem from scratch. Ill cover topics including recursion, big-O analysis, iteration and so on. Question Given a binary tree and two nodes, how to find the common ancestor of the two nodes? In the above example, for nodes 5 and 4, the lowest common ancestor is 1. And for nodes 6 and 2, the ancestor is 0. The question has been asked by both Google and Microsoft recently. Analysis Think about the problem by yourself before reading the rest of the post. Here we go. IMHO, tree problems are relatively easier compared to other data structures in coding interviews. The reason is that there are clear patterns to solve tree problems and they are related to the basic concepts. Let me explain this in detail. If you have read our previous post Deepest Node In a Tree, you should know that generally there are two basic concepts about tree problems: Traverse. You should be very familiar with traversing a tree. Things like in-order traversal, BFS should come to your mind immediately. Recursion. Since its very easy to divide a tree problem to subproblems (left and right sub-trees), recursion is one of the most common techniques. Lets see how these two concepts can be used to solve LCA. Traverse It should be already clear to you if you know traversal can be used. Lets say for nodes A and B, it should be very easy to get the path from the root to the nodes. Ill skip the discussion about how to get the path as it should be easy for you. Once you have two paths root to A and root to B, you can just iterate over the two paths simultaneously and the last common node is the lowest common ancestor. Some people find it hard to think about getting the path, that is because they are not familiar with traversal. Once tree traversal has become your basic tools, everything comes naturally. What is the complexity of the algorithm? To get two paths, we need to traverse the tree twice. Finding the common node also requires one iteration. So the time complexity is O(N). Space complexity is also O(N) as we need extra space to store the paths. Recursion The disadvantage of the previous solution is that it needs to iterate 3 times with extra space. Lets see if we can make it better. To use recursion, you need to figure out two things: 1. What is the end point? 2. How to combine sub-problem solutions to solve the bigger problem? First, we can get LCA from both left tree and right tree (if exists). If the either of A or B is the root node, then the root is the LCA and we just return the root, which is the end point of the recursion. As we keep divide the tree into sub-trees, eventually, well hit either A and B. To combine sub-problem solutions, if LCA(left tree) returns a node, we know that both A and B locate in left tree and the returned node is the final result. If both LCA(left) and LCA(right) return non-empty nodes, it means A and B are in left and right tree respectively. In this case, the root node is the lowest common node. You might be confused why its possible for both left and right return non-empty nodes. This is because we assume that A and B must exist in the tree so that in any of the subproblem whose root is A or B, we just return the root. Since we traverse all nodes at most once without external space, both time and space complexity is O(N). Follow-up What if each node has a parent pointer that points to its parent? In fact, this is an even simpler problem. With the parent pointer, you can get the path from A/B to the root. Then we can easily get the LCA as the first solution. However, the time complexity here is O(h) where h is the height of the tree. This is because to get the path to the root, you dont need to traverse the whole tree as before. Similarly, the space complexity is also O(h). Takeaways I believe that with more posts about tree interview questions, you are more familiar with this data structure. Basic concepts like traversal. As you can see, once you are familiar with these basic techniques, its quite easy to come up with the right idea. If you find yourself confused about particular concepts, do go back and review the textbook. Recursion. Weve been using recursion to solve tree problems for so many times.

Are you satisfied, dissatisfied or complacent with your job - Walrath Recruiting, Inc.

Are you satisfied, dissatisfied or complacent with your job - Walrath Recruiting, Inc. Are you satisfied, dissatisfied or complacent with your job; is it time to jump ship? Photo Credit: _dChris via Compfight cc Job satisfaction has been studied and theorized about for years and both employers and employees alike have pursued many different paths in order to produce or obtain it. However, even with all the studies that have been completed, there is no uniform formula for finding job satisfaction. It is unique, dependent on a variety of factors, each weighted differently by everyone. It all depends on personal preferences, goals and aspirations. Our jobs are often viewed as a defining station in our lives; as they can provide extrinsic value, such as wealth and status, as well as intrinsic value, such as happiness and accomplishment. All of which may have some level of societal influence, but ultimately, your goals are yours and yours alone. So, you define your satisfaction levels through what you value in your life. In order to obtain any level of job satisfaction you first need to understand what you want out of a job. Then decide whether you are satisfied. Ask yourself if your job satisfies your wants and needs and if it is putting you on a path toward the accomplishment of your goals/aspirations? Intrinsic and Extrinsic Values Intrinsic â€" What is your emotional investment; is the work you are doing challenging and do you enjoy doing it? Being emotionally invested in what you do can definitely motivate engagement as the drive to accomplish tasks comes from the emotional reward upon completion. Extrinsic â€" External or physical motivators; consider physical working conditions, workplace culture, policies, practices, benefits, etc. For example, think about the physical environment you are in, is it positive or negative? Can you work collaboratively and learn from the others you work with? Obviously you will need to be okay with the monetary value placed on you as an employee, but there will most likely be much more to finding satisfaction than just monetary compensation. Realistic Expectations Compensation expectations need to be reasonable. Money is a necessity, we all understand that, but you need to be reasonable in your expectations regarding your compensation. Consider the education and experience you have as well as the industry and geographic location, you work and live in. Is your expectation actually attainable? If it isn’t realistic your satisfaction level will also be skewed. It is also important to understand the industry averages regarding the hours you will work, the workload you will have, and what level of commitment you need to have to achieve your goals. Realized career goals are important. For instance, getting an entry level position and expecting to manage a team of 20+ people in that role is probably an unlikely scenario. However, when you understand that getting an entry level role with a track to management is placing you on the path toward your goal, you can define realistic expectations of your job. This understanding can be potentially motivating and can create satisfaction with your job until you have grown into the next stage of your career. Satisfaction Assessments Your career needs and wants are defined according to your goals. You ask “What happened”? My work isn’t too hard, my hours aren’t that bad but, I’m not satisfied, I used to be motivated and engaged with my work… It might be that you are not entirely dissatisfied but are becoming complacent having just lost track of your goals for a while. However, complacency can eventually lead to dissatisfaction if left unchecked for too long. Sometimes we just get too busy with our everyday tasks. Sometimes it truly is lack of motivation that is holding us back. This is what leads us to complacency, and what we need to keep in check. What it really comes down to is whether you are advocating your own growth and if you are receiving the advocacy to grow from your employer. We need to leave complacency behind and take the reigns in order to achieve the goals we want. I believe that we all inherently want to grow and to progress professionally, it’s in our nature; however, we have to keep motivated to do so. Avoid dissatisfaction through continuous improvement! If, after assessing your goals and aspirations (wants and needs) at your current position you find yourself becoming complacent or dissatisfied seek out ways to make improvements. If you have attempted to make the necessary improvements and have become disengaged, disillusioned and dissatisfied, it may be time to jump ship and get back on track elsewhere. If you are thinking about going elsewhere, consider the following questions before taking the leap. Application of your skills and talents: How are you currently applying them? Are you able to improve upon the skills you have? Work environment: Does the environment promote positivity not hostility? Is there harmony between workers and the ability to collaborate, innovate and grow together? Are you able to contribute / make decisions? Is there a plan for your growth? Vision alignment Are you progressing along the path to reach your goals / aspirations? Do your personal goals align with those of the company? Do your skills and experience align with your Compensation / Benefits? Additional job satisfaction information: Employee Job Satisfaction and Engagement SHRM Job Satisfaction â€" University of Rhode Island Creating Job Satisfaction â€" Mindtools