How to Transform Recruiting with Social Media Transparency - Workology

How to Transform Recruiting with Social Media Transparency - Workology How to Transform Recruiting with Social Media Transparency Sometimes it seems as if the entire world is on social media sites. While the use of social media is not universal, the statistics published by the  Pew Research Center for September 2014  give substance to the perception. How to Transform Recruiting with Social Media Transparency 71 percent of all Internet-connected adults in the U.S. have a Facebook page. 52 percent use at least two social media sites. 50 percent of college-educated online adults use LinkedIn. 70 percent of all Facebook users interact with the site at least once per day. Facebook users have a median 155 Facebook friends. LinkedIn, Twitter, Pinterest and Instagram all showed a significant increase in usage in 2014 over 2013. Here is what makes corporate managers a bit nervous: All of those social media users could conceivably be talking about your company â€" and they feel powerless to control the conversations. If you have the responsibility for attracting the top talent, convincing them to join your company and helping with their development and retention, you might be leery of the social media sites. After all, users can say what they want, sometimes in complete anonymity. If someone posts a comment that your company treats applicants rudely â€" for example, never acknowledged the receipt of a resume or rescheduled interviews at the last minute â€" others might have less interest in working for your organization. Many HR professionals have chosen to ignore social media, believing that any interaction could give detractors an opening to attack. However, social media transparency can go a very long way to polish your reputation and defuse potentially detrimental comments. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} Here are some tips to leverage the power of social media for recruiting top candidates. No individual, department or company handles every situation perfectly. You or your organization can make mistakes. Accept that fact, and be willing to admit your shortcomings when needed. Learn what people are saying about you, especially your current and former employees. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} One excellent way to do this is to check the reviews posted about your company on Glassdoor. You might be pleasantly surprised and learn that your employees value the mentoring they have received. On the other hand, you might learn that your employees feel that their onboarding process left a lot to be desired. Either way, use the feedback to rectify problems or strengthen the positives. Do not be afraid to engage others and respond to criticism. For example, suppose you find a scathing diatribe about how a candidate waited 10 days to be called back for a second interview after being told that he would hear from you within 24 hours. Apologize, assure the poster that this is not normal for your organization and advise that you will look into ways to make sure such incidents do not happen again. Do not make excuses, argue or call out the poster. Whenever possible, post relevant news on your social site. If you are participating in an upcoming job fair, announce it on social media. If you have job vacancies, post them on your social sites as well as your company website. Give people a chance to get acquainted with your company, even when you are not currently recruiting. Discuss what your organization values, its mission and its goals. Letting people learn about your company culture can make it easier to recruit them when the need arises. Stay current on the latest technologies to make sure that your efforts are not wasted. For example, the latest estimates show that 90 percent of your candidates use mobile devices to search for and review your jobs. You need to ensure that they can find and access your posts, regardless of the device they use. Marketers know that word-of-mouth is still one of the most effective tools available. HR directors know that referrals from current employees or trusted associates can often result in exemplary candidates. The social media sites combine aspects of word-of-mouth advertising with personal referrals â€" and the results can be outstanding. Social media needs to be handled properly to achieve the results you desire. If you need guidance on creating, implementing or managing a transparent social media presence, consult a professional agency, such as FirstJob.com, that has experience in using social media to recruit the best talent.

4 Reasons Managers Must Delegate To Get Ahead

4 Reasons Managers Must Delegate To Get Ahead I had a customer who kept a Super Man doll that was still in its unique bundling in an orderly fashion of sight from his work area. At the point when I got some information about it, he said that a customer of his had offered it to him after hed put forth some chivalrous attempts to get a venture completed for them. He kept it there to advise himself that he shouldn't play Super Man. What a splendid update that independent endeavors are rarely effective ones. What you will reliably get notification from top performing ladies is that their development truly took off when they quit attempting to be Wonder Woman. In the wake of training several pioneers, I can unquestionably say that the capacity to assign is one of the key aptitudes that different those ladies whocrush their vocations and those whodont. I think that its somewhat unexpected that theres an observation that men are awful at requesting help and designating and ladies are incredible at it. Ive watched the polar opposite to be valid in the expert world. Ladies will complete it all alone beyond words. Preferred to gut it out over have anybody think we dont know everything or cant do everything. We have unreasonable assumptions regarding what we ought to have the option to do all alone, and not assigning harms our professions in 4 major manners: 1. Attempting to do everything prompts burnout, botches and moderate conveyance. Theres a breaking point to the amount you can do, and the amount you can progress nicely. While youre attempting to do everything, youre murdering your profitability, your speed to results and the nature of the works youre conveying. 2. You set yourself up for switch assignment. At the present time, the individuals around you have you very much prepared. I realize that sounds unforgiving, however I didnt compose this to cause you to feel warm and fluffy. I composed this to assist you with escaping your own specific manner and prevail at more significant levels. Your group and your family realize they can come to you and you will have the appropriate response or will react with something like, Just offer it to me and Ill deal with it. Youre a superhuman as far as you could tell, when in reality they have the ability to make you hop. 3. You are constraining your groups development. On the off chance that you generally take things on when asked, your group will accept youll consistently come in and make all the difference or accomplish the work theyre only somewhat frightened of in light of the fact that its a stretch for them. We realize that learning and advancement openings drive commitment and lower turnover. In the event that youre not appointing, youre not allowing your group the chance to take on undertakings and activities that are normal for you, yet stretch assignments and learning open doors for them. Youre additionally sending them the message that you dont trust them to take on new, testing assignments. 4. You are constraining your own advancement potential. Higher-ups are watching you, and I ensure that they are evaluating how well you delegate. Ive been in a lot of progression arranging gatherings where a people capacity to appoint was the represent the moment of truth factor in deciding if they were scheduled for advancement or not. Its a major ordeal. Your capacity to complete things through others turns out to be increasingly more significant as your ascent through the positions. Youve got the chance to show that youve got the stuff to do that through appointment. Its chance to jettison the tether, Wonder Woman. You need to give up to develop. I thusly solicit every one from the over-accomplishing much appreciated I-can-get-it-I-should-be-shrewd enough-capable enough-quicker better-more grounded ladies perusing this to assign. In the event that you need to be a hero chief - a Fairygodboss - construct a splendid comprehension of how to tap the energies and endeavors of the individuals around you to empower superior. Know your own remarkable qualities and invest your energy concentrated on those things and become an ace delegator of the rest. On the off chance that you dont, those overly human endeavors will in the long run return to hurt you, regardless of whether it be in undermined wellbeing or connections or in constrained chances. Dont attempt to be Wonder Woman; assemble your own Justice League. - Mo is the Founder of The Moxie Exchange, a preparation and friend tutoring association for organizations who need to enlist, create, advance and hold ladies and make comprehensive working environments. Shes a counsel to CEOs of the countries quickest developing organizations and is the organizer 5 effective organizations. She additionally been known to sing uproariously, move gravely and revile like a mariner. Fairygodboss is focused on improving the work environment and lives of women.Join us by evaluating your manager!

How To Discuss Salary Requirements With The Hiring Manager - Work It Daily

The most effective method to Discuss Salary Requirements With The Hiring Manager - Work It Daily Many individuals locate the subject of pay exchange dubious. Do you stand by to raise the compensation prerequisites or do you hold up until the potential manager does it first? At the point when you're managing an inner selection representative or an enrollment organization, they should ensure that they recognize what your desires are before orchestrating any meetings. Related: Recruiter Reveals 7 Salary Negotiation Strategies It is at times difficult to be exact while expressing your pay desires. On the off chance that you just notice your base required sum, you're probably not going to get much else at the arrangement stage. On the off chance that you notice a number that is a lot higher than your present pay â€" you're gambling valuing yourself out of the activity. It is more secure to give out a range that you're keen on toward the beginning of the procedure. There are a great deal of pay overviews on the web (many distributed by enrollment offices), so it ought to be generally simple to get a thought what somebody with your experience ought to win in your general vicinity. Your arranging intensity obviously relies upon an assortment of variables. The first is your arranging expertise â€" your capacity to persuade the business to give you what you need. The second is the activity advertise. On the off chance that many individuals are out there selling indistinguishable abilities and experience from you, you lose some arranging edge. The third factor influencing your arranging power is the sort of employment you're being recruited to do. For the most part, the higher up the professional bureaucracy you go, the more you can anticipate wages, advantages and advantages. Let me offer you some guidance on the most proficient method to make compensation arrangement process somewhat simpler! Concentrate on the requirements of the business. At the point when you arrange pay, you should recollect that you're engaged with a business procedure. You will likely convince the client - the business - to pay however much as could reasonably be expected for your administrations. The best way to do that is to persuade the business that doing so will pay off liberally for the organization. Keep in mind, you should concentrate on the necessities of the business and not on your own needs when you sell yourself in a meeting. The equivalent applies in pay dealings. Managers base their pay choices on one thing just: how much worth they think you'll add to the organization. In the event that you need $5k more than the business offers, you need to demonstrate you're worth $5k more to the organization. How would you do that? By helping the business to remember the advantages and favorable circumstances you offer and by refering to instances of how your past achievements profited past managers. At the end of the day, by utilizing similar deals methods you used to persuade the business to make you a proposition for employment in any case. Be neighborly, excited and proficient. During compensation dealings, be adaptable and self-assured, yet not pompous and exhibit that you're searching for a success win arrangement. A couple of years back an organization I enrolled for pulled back the proposal as the competitor was excessively pushy and it seemed like he was just inspired by the cash. You would prefer not to embrace an accept the only choice available mentality here â€" stay well mannered and expert. Request more keep selling yourself. It is a smart thought to request somewhat more than you might suspect the business needs to pay, which gives you space to arrange. For instance, if the business offers you $55k and you need $60k, request $63-64k and afterward work in reverse towards your focused on pay. Make sure to legitimize why you're mentioning more cash by concentrating on the business' needs, not yours. At long last, when you make a compensation demand, offer a short, basic clarification regarding why this sum is proper and afterward â€" stay quiet. Trust that the business will react as opposed to continuing endlessly concerning why you ought to get what you've requested. Expectation you'll discover these tips helpful â€" good luck in your dealings! Your Next Steps For additional tips on compensation arrangement and to discover how the pay game is played in the present market, you can download my FREE You're HIRED! video course. You'll likewise figure out how spotters read resumes, why you are not getting employed and how to sell yourself effectively in a prospective employee meeting. Related Posts The most effective method to Quantify Your Accomplishments On A Resume 3 Ways To Emphasize Your ROI On Your Resume The most effective method to Use Military Experience On A Resume About the creator Margaret Buj is a meeting mentor who has been helping experts get employed, advanced and paid more for more than eight years. She is likewise a certified Personal Performance Corporate and Executive Coach and can assist you with creating certainty and the disposition that will make it simpler for you to land any position you need. Calendar a complimentary counsel with Margaret here. Revelation: This post is supported by a CAREEREALISM-affirmed master. You can become familiar with master posts here. Photograph Credit: Shutterstock Have you joined our vocation development club?Join Us Today!

Best, Worst Cities for Employee Satisfaction from Glassdoor

Best, Worst Cities for Employee Satisfaction from Glassdoor As indicated by the second yearly Employment Satisfaction Report Card by City (2014), which was discharged by Glassdoor, San Jose positioned first for the second back to back year in a correlation of the 50 biggest metropolitan territories by and large representative fulfillment, number of managers recruiting, business standpoint desires and other models. San Francisco was positioned second in the study. The two urban areas are home to a few organizations that won a 2014 Glassdoor Employees' Choice Award, which perceived the 50 best work environments. Washington, D.C., climbed five spots to third place, trailed by Norfolk, VA., and Salt Lake City, UT. Salt Lake City likewise positions first in representative idealism for business viewpoint. The greater part of Salt Lake City workers accept business will improve in the following a half year. Nearby representatives report a few advantages of working in Salt Lake City, including getting a charge out of a solid work-life balance, to some degree contained working sensible hours and having the option to exploit both urban and open air attractions. The Top 10 Cities for Employee Satisfaction: 1. San Jose 2. San Francisco 3. Washington, D.C. 4. Norfolk, Va. 5. Salt Lake City 6. San Diego 7. Seattle 8. Oklahoma City 9. San Antonio 10. Austin The Bottom Ten Cities for Employee Satisfaction: 41. Milwaukee 42. Charlotte 43. Riverside, Calif. 44. Portland, Ore. 45. Wild ox 46. Phoenix 47. Tampa 48. Las Vegas 49. Denver 50. Pittsburgh