How to Harmonize Candidate and Employer Needs in 2019

How to Harmonize Candidate and Employer Needs in 2019 Two seemingly conflicting trends are shaping recruitment today: candidates expect a more personalized application experience that respects their privacy, while companies are needing to make faster, higher quality HR decisions. Surprisingly, but not paradoxically, the rise of big data analytics and the automatization of HR process both carry the potential to meet these needs. Change is inevitable in the world of human resources and the trend toward digitalization means disruption is coming fast and furious. Savvy recruiters must navigate new waves of advancing technology, corporate change and applicant demands to keep up. Since a company is only as good as its employees, the stakes couldn’t be higher. A recent gathering of top research scientists from global talent consulting firms identified the biggest disruptors in the talent management space over the next five years. These disruptors included digitalization and technology, artificial intelligence, increased competition and volume of candidates. The push to keep up has swept over Europe. In the UK, 56 percent of talent professionals and hiring managers said new interview tools are the top trend impacting how they hire. Though, according to the 2018 UK Recruitment Trends Report, the majority of them are unsure whether the automation of the recruitment process helps or hurts their business, most professionals 78% in total attribute increased efficiency and increased engagement to it. One of the ongoing trends has been to find new ways to assess candidates before they’re hired. Almost every month, new assessment companies join well-established ones and deliver new spins on determining candidate fit. But companies and candidates alike are starting to develop strong preferences for what they want to achieve from these assessments. As we head into 2019, here are the current trends, both new and continuing, influencing the use of assessments for selection and development: 1. Unraveling the mystery of big data We now have the ability to gather almost unimaginable amounts of data, but it’s useless if there aren’t clear takeaways from the numbers. Hiring managers want a clear plan of action, not something that requires an advanced degree to interpret. Traditional interviews have all too often failed in providing a clear picture: 63% of HR managers claim they can’t assess candidate soft skills, and 57% say they are worthless in understanding candidate weaknesses. So rather, Expect staffing professionals to start demanding big data solutions that go beyond the buzzword toward actually making sense of people. 2. Turning candidates into brand ambassadors In the age of social media and online reviews, companies are increasingly aware of the impact the candidate experience can have on their brands. Since assessments should lead to an improved experience for employees, they shouldn’t begin as a headache. A frustrating and confusing assessment process will lead to candidates giving up on the assessment and a negative impression of the employer that required it. Instead, gamification of the application procedure, personalized offers with the help of big data and 24/7 service to the candidates through chatbots provides an experience resembling a service rather than torture. 3. Finding and identifying future leaders Most organizations hire new employees to address pressing needs. However, short-term staffing fixes are not enough. Growing numbers of companies now hope to plan for the future before a position is even filled, and as a result, they’re seeking out talent they can easily identify as future leaders. 4. Building a diverse workforce Both corporations and employees now want to ensure the hiring process emphasizes diversity and inclusivity to prevent discrimination, reduce conflict and produce a stronger work atmosphere â€" with a stronger ROI to match. Sometimes unconscious biases can slip into the most careful of traditional employee screening methods, making assessments a tempting method to keep things fair. However, not all new assessment methods are able to effectively address these emerging needs, and some new technologies aren’t proven or are fundamentally flawed. For example, Amazon, known for innovative big data initiatives, tried to create an AI to spot the best candidates based on resume content. Unfortunately, since a majority of roles considered by the AI were filled by men in the past, the AI learned to reject resumes submitted by women. If the developers of AI algorithms are themselves biased, then bias will dominate their results. Fortunately, a well-structured assessment can provide HR professionals with accurate, impactful information that blends the latest technological developments with methods that have been tested and proven. Ryan Ross, managing partner at Hogan Assessments gives the following advice on how skilled consultants can take both approaches to deliver on the changing needs of staffing professionals: Skilled assessment techniques can tame big data without being overly reductive. For example, results from the Hogan Personality Inventory, the Hogan Development Survey and the Motives, Values, Preferences Inventory can be filtered into reports, based on need, from screening to leadership development, and those individual reports interpret the data into actionable insights for both employees and their employers. The best assessments are easy to take, with each question designed to be immediately intuitive. Ideally, the results deliver in-depth information that will help test-takers find ways to leverage their strengths and improve their careers. A number of assessment companies offer assessments devoted to future development. Some can measure fit within the company and leadership potential at the same time, without the need for additional testing. Though bias problems can creep into older forms of assessment such as IQ tests and newer assessments that rely on unchecked AI learning, careful assessment development can eliminate bias from the hiring process. When assessment companies build their assessments from the ground up, they can ensure unexpected biases don’t creep back in. Staffing trends continue to evolve, but new problems don’t always need new solutions. Certainly, organizations can benefit from new innovations if they fully understand their abilities to enhance human potential. However, relying on “big data” without looking at the bigger picture is a recipe for failure. About the author:  Founded in 1987 by Drs. Joyce and Robert Hogan, Hogan has been leading the world in personality assessment and leadership development for over 30 years. It produced the first assessments to scientifically measure personality for business use. This, with its several notable innovations, has helped Hogan to become widely acknowledged in the academic and business community alike. Today, with products and services in 56 countries and 47 languages, what began as a small startup has evolved into the industry leader serving more than half of the Fortune 500.

The Adecco Groups Guide to Leveraging LinkedIn

The Adecco Groups Guide to Leveraging LinkedIn Next up as part of our interview series with some of LinkedIn’s Most Socially Engaged Staffing Agencies is the largest staffing firm in the world, The Adecco Group. The Swiss-based Fortune Global 500 company excels in terms of content performance and content engagement on Linkedin, so we caught up with Ed Blust, the Global Head of Digital Marketing to get an in-depth understanding of how the company leverages LinkedIn. LinkedIn has been instrumental in our social media journey because of its special focus on the professional world. Like the perfect candidate and client match, LinkedIn is aligned with what we do. Like the Adecco Group, LinkedIn is a global network of candidates and clients who are making connections, looking for new talent or the next job opportunity. It is crucial for us, as the global leader in workforce solutions, to make a meaningful impact on this kind of platform. Consolidation is key Being a very decentralized company, with a number of different brands, consolidation was a key aspect. We now have 5 global pages for our leading brands. At the same time, we work on a very personalized and localized user experience. We have also been investing in employee advocacy, with our internal colleagues acting like social media ambassadors in a very successful way. Of course, content marketing also played a crucial role. Social recruiting was the natural framework for our recruiters and consultants all around the world. We started this four years ago, but have really ramped up our focus in the last 12 months. Heres how: Consolidation of brands Focus on thought leadership and content marketing Leveraging employee advocacy Attention to internal education and training A big emphasis on ROI Employee involvement As a global organization, it’s vital that everyone understands the importance of being socially engaged in our industry. We have thousands of employees involved in recruiting and hundreds creating content. Many of us are active on social media, both in a personal and professional way. We work a lot on education to encourage people to use this platform, as we see it as strategically important: we do monthly webinars on how to build and develop your own personal profiles. We also have one-to-one sessions with specific people in the company. We encourage our most active and connected colleagues to use our employee advocacy platform elevate to help them share content across their own networks. This means their profile is not only comprehensive and consistent across all platforms, but also alive and engaging. Content marketing mastery Content marketing is critical for us. Our work has an impact on the lives of millions of individuals, we have a significant role to play in society, and we need to be as accessible and open as possible and you cannot do that with basic advertising. Content marketing is a way for us to include, empower, influence and â€" why not â€" wow people as well. The greatest learning for us has been that you can have jaw-dropping content but it is not enough unless you are also investing to make sure you reach the right audience. Another learning is: be bold. We don’t need to speak too much about the Adecco Group as a brand, let’s speak about the world of work and how the job market is changing â€" let’s talk about things that matter to us and to our audiences. For us, it is vital to make the future work for everyone, and social media helps us get that message across and to shape the future. We always work to align our content goals with our recruiting goals because our content needs to support our wider mission in the world of work. In the end, it’s a great way to attract, engage, grow and retain your audience â€" and that means customers too. We see content marketing as a way to attract new business, to define our brand, to listen and learn about where our industry is heading, and to provide thought leadership on issues that matter in global labor markets. Being a global leader in HR solutions, we are naturally “people focused.” We are talking to candidates, clients, associates, media, investors, governments and lots of different types of institutions at the same time. These audiences are all important to us, and they all want to hear Develop a complete plan Planning is a central part of any successful content strategy. If you don’t plan, you cannot be consistent, and you cannot improve. A content plan should always be closely aligned with the overall strategy and activities of your organization. Practically speaking, we have developed a global content calendar which is supported by local content planning. When we publish content, we use a global content management tool â€" again to keep that consistency. It obviously depends on the platform, and we tailor content to be effective across the social media universe, but the important thing is to keep that message consistent over a long period of time and to back it up with action. We work closely with our PR and communications teams on this, as well as involving experts and specialists from across the company. There is a huge potential for our industry. Boundaries can be redefined and we have new ways to match candidates and companies. It represents a whole new system to communicate with our stakeholders and it’s all about engagement. Last but not least, it’s impacting our product offering too, with dedicated apps and social platforms, such as Adia or YOSS.

6 Ways Top Billing Recruiters Are Different from the Rest

6 Ways Top Billing Recruiters Are Different from the Rest Top billers are a rare breed of recruiter. Consultants who consistently out-perform their targets and make a lot of money for the business and themselves do not grow on trees. What 6 qualities separate such beasts from the masses? 1. Drive An over-riding and single-minded desire to succeed is key. That feeling of wanting to be the very best and the willingness to do whatever it takes to achieve that goal. Such an individual is prepared to put in the long hours, is often introspective and evaluates ways in which he/she can improve. In my experience, you either have drive or you don’t. What I mean is that drive is rarely taught! 2. Ability to build relationships A top biller is usually a great relationship builder. Relationships are founded on good recruitment and generally being very good at your job. A top biller will then spend time nurturing relationships with their clients and candidates alike. They are good networkers who understand that the bigger pipeline you have, the greater opportunity there is to bill big. 3. Hunger for money Top billers want to make money. They enjoy the finer things in life and are obsessed with keeping up the standard of living they have become accustomed to. When they recruit, their mind-set is totally focused towards making money and this effects the way they work. Greater efficiency, speed, focus and keeping your eye on the prize are some of the traits you’ll see from a top Consultant. 4. Competitiveness Competitiveness is a trait most big billers have. They want to make as much money for themselves as possible, but also they want to be seen to be making the most money. How does this propagate through to the way they work? Well, they are more liable to sit on a good candidate for a few days rather than putting them straight on to the database or introducing them to their peers. They can also be protective over their clients and want to cover things themselves even when they are on holiday. 5. Market knowledge A top biller will understand his/her industry  inside out and usually a number of other verticals as well. They will recruit people into other markets if they can get away with it. Their ability to advise and be a “consultant” in the truest sense of the word gives them greater credibility in their clients’ eyes and makes them the go-to person for recruitment. Top billers advise their clients on salary levels, market conditions and competitor analysis. The really good ones will also advise on internal structure. 6. Time management Top billers are superb when it comes to time management. They are ruthlessly organised and ensure that every minute is well spent in their quest to bill big. Many will have day lists written the day before so they know what they need to do as soon as they get in. Meetings are kept as brief as possible and to the point. Simply, most top billers are just totally focused on making as much money as they can through successful recruitment and they are extremely single-minded in their aim. This is not to say they don’t derive satisfaction from finding someone their perfect job because they do. It is just that this is secondary to making money. About the author:  David Morel is the CEO/Founder of Tiger Recruitment,  a  secretarial/administrative recruitment agency based in London. David founded Tiger in 2001 and is passionate about  best recruitment practice.

7 awesome things to do at 3am

7 awesome things to do at 3am Insomnia can be a pain but there are plenty of things to do that can help you stay sane and even sleepy so you can get some rest before the day ahead. Here are eight awesome things to do when your clock tells you it’s 3am and you’re still not ready to sleep: Worry Got nothing better to do at 3am? Well wouldn’t it be awesome to lie in bed and think about every tiny thing that went wrong that day? Like when you brushed the barista’s hand at Starbucks when you took your coffee that morning or when that weird guy on the bus caught you trying to take a picture of him to show your friend when you got to work (always turn your flash off people). Knit Take up arm knitting. Yes, it’s a thing. Plus it will mean Christmas presents are sorted everyone gets a matching scarf. Bake Whip up some cupcakes, be sure to bake so many you can take them to work the next day â€" but please be careful when using the oven if you are a little sleepy. Or to save yourself from burns make a cake in a mug. But be warned; once you know how to do this you can never stop. Colour Colouring books don’t just have to be for kids. Grab a pack of crayons and enjoy being a kid again, it’s one of the most therapeutic things you can do and you’ll also notice that now you’re older you’ll try your best to colour everything correctly and stay within the lines. Be a rebel, make the sky pink. Shop There are lots supermarkets that stay open for 24 hours nowadays, pay a visit to one of these at 3am and get creeped out in the aisles. But also, enjoy how pleasant shopping is without screaming children, people who can’t steer trollies and those who stand in your way staring at a shelf, unable to make their minds up. Write Have you always wanted to write a novel? Start a blog? Continue writing your University dissertation into a theoretical book? Why not start at 3am? You don’t even have to leave your bed, just switch your laptop on and go. Alternatively you could just start planning in a notebook and when you do finally fall asleep and wake in the morning you’ll look at your notes and think you’re a genius. Stalk Curious about what your old classmates are doing now? Get on Facebook and start scrolling.  Maybe that extremely popular kid has gone grey early and quiet Thomas who spent his time in maths sketching became a successful graphic designer. See who else is on Facebook Messenger at 3am. Choose someone you never speak to and send them a picture of a cat. Quickly hide that you’re online. Imagine how confused they are. Laugh. Repeat with other strange acquaintances.

I survived a week in London on a budget of £25 - Debut

I survived a week in London on a budget of £25 - Debut For many prospective university students, London just simply isn’t an option when considering where they want to study and honestly, I can see why they’d think so. London has a reputation of being very pricey; perhaps too pricey for a student on a budget. I want to challenge this reputation and see if I can survive in London on a budget of just £25. Can I pay for food, transport and a social life on such a small budget? As a big spender, this idea kind of terrifies me, but I’m willing to put this to the test to encourage more students to venture into such an incredible city. Day One Budget: £25 Luckily, I’ve started budgeting at a time where I have some pretty heavy deadlines around the corner, but instead of retreating to my usual cafe to study (where a coffee is about £3 a cup) I decided to work from home. I said no to could-be-costly plans so I could focus on my essays instead, so I’ve already saved about £8 of my weekly budget of £25. Crazy. My Saturday night didn’t cost a penny either. My friends and I were all pretty tired from Friday night’s antics, so there was a unanimous decision to stay in and watch a few movies. Somehow, I’ve gone through a whole Saturday cost-free. It’s almost unheard of. Unspent all day! Day Two Budget: £25 So today I pencilled in meeting up with some friends for coffee, but instead of buying an overpriced £3 latte, I brought my own in a thermal flask and don’t buy anything. I later went to the library to do some work and, instead of buying a snack when I was hungry, I went home to cook some food and continued my work there. Sunday night is notoriously Louis Theroux night, so all that was required was some good company and a friend’s TV- all of which came free. Miraculously, I haven’t spent a penny all weekend! It really has paid off to say no to plans and choose cheaper alternatives instead. Much cheaper than my usual caramel soya latte Day Three Budget: Still £25! Today is food shop day. I planned this one out much more carefully than previous ones by thinking about meals I won’t need to buy for, like Thursday and Friday’s dinners for instance, and what food I already own. My bill was £8.89 for food. Yes, this seems super low but by forward thinking and considering pre-bought food, I didn’t have to spend excessive amounts on meals. But I also had to face my biggest problem so far; the Tube. Transport in London can be so expensive and todays commute to work cost me £5.30… but luckily I only had to add £1.20 to my oyster card. All in all, a kind of expensive day, but I guess my free weekend makes up for it. Probably my cheapest food shop. Ever. Day Four Budget: £14.91 Tuesdays are destined to be a cheap day. I have university all day from 10am-6pm which, if you forget the £9000 fees that the government kindly temporarily covers, doesn’t cost a thing. I also precooked my lunch last night and I decided to walk to class rather than get the bus. However, I had to buy toothpaste and make-up wipes (and I treated myself to a packet of bourbons) which cost a grand total of £2.25. But honestly, 75p for face wipes and 40p for biscuits is pretty sweet. Day Five Budget: £12.66 It’s another dull library day with my deadlines looming just around the corner. I’ve gotten used to walking to University now; it’s such a lovely walk on a sunny morning, so I’ve saved myself another £3 on bus fares. I had free tickets to see a show in Camden which was the night’s entertainment, but I had to part with a crucial £5 to pay for my transport. I’m starting to run out of money pretty quickly now. Things are looking a bit bleak. Not a bad commute Day Six Budget: £7.66 Today luckily cost me pennies. I was at university basically all day and all I had to buy was pens and toilet roll, costing me £2.99 in total. I met up with my parents for dinner which meant free food, which I’d already considered in my weekly shop. So, I’m going into my final day with over £4 left. I’m pretty proud of myself. Day Seven Budget: £4.67 Today I spent the morning working on essays, and after eating some home-made lunch I ventured up to Camden with my family. I had to part with my remaining change today to top up my oyster card, and on a usual commute into London I wouldn’t have had enough cash but luckily I was staying in Zone Two where a single is only £1.50. So guess what, readers… I did it! Believe me. I’m as surprised as you. Spending just £25 has not been easy. But in the end you get used to walking to class, pre-making lunch the night before and finding cheaper plans. Sure, if I’d gone on a night out clubbing this week, it may have been a different story. But this week has proven that if you’re on a tight budget, you can eat, socialise and travel around London without having to break the bank. Connect with Debut on Facebook, Twitter, and LinkedIn for more careers insights.

How to Handle Regret

How to Handle Regret Have you ever compared yourself to the ideal you and fallen short? Maybe you’ve thought things like I should have studied X like I really wanted to, or what if I had taken that job opportunity? Or maybe you’ve compared yourself to others and felt like you’re not good enough? I know I’ve thought things like why aren’t I as successful as them â€" they’re younger than me? If you’ve had these kinds of thoughts, then you’re not alone. In fact, it’s so prevalent that my daughter’s friends even coined a term for it: the Grass is Greener Syndrome. The Grass is Greener Syndrome The Grass is Greener Syndrome puts you in a negative state, one of regret, recrimination and maybe even self-loathing. Why did I do that… again? That kind of negative energy will slow you down, sap your strength and drain your life of joy. As U.S. President Theodore Roosevelt once said, “Comparison is the thief of joy”. That negative energy can stop you from moving forward for fear of getting it wrong. Or it can lead you to make choices that make you miserable. Like majoring in accounting so you’ll always have a skill to fall back on, even though you hate numbers. Many people believe that there’s one right way and an infinite number of wrong ones. But what if the opposite is true? What if there is no predetermined path, and many roads can lead to a destination? What if you can’t go wrong? What if there is only one wrong way â€" which is to make no choice and end up doing nothing by default â€" and any number of right ways? What if you could not go wrong? Instead of fear, regret and loathing, that simple shift in perspective invites exploration and expansiveness. You feel encouraged to act and experiment. Maybe that’s why there’s the poster Sheryl Sandberg referred to at the Facebook offices that says, “What would you attempt to do if you knew you could not fail?” How to let go of the Grass is Greener Syndrome Once you’re in the grasp of the Grass is Greener comparison, it’s tough to shake off. But all hope is not lost. Here are three strategies I’ve found helpful. 1. Make your way a right way Ask yourself, “what makes this a right way?” Challenge yourself to look at the situation from the other end of the telescope. What did you learn about your interests and dislikes? How does this make you a stronger or wiser person? What insights have you gained that will be useful in the future? 2. Identify the wrong way Continuing with the premise that there’s only one wrong way, and it wasn’t the way you took, reflect on what that wrong way is. Looking back on the past, a prime candidate for the wrong way is riding the median and doing nothing by default. And looking forward from now, the wrong way is any way that stops you from acting and moving forward. Once you identify the wrong way, it’s easier to stay away from it while also feeling better about the route you’ve taken. 3. Is it serving you? Once you’ve wallowed for a while, ask yourself, “How well is my reaction serving me?” If it isn’t bringing you closer to your goal or contributing to your welfare in some way, then it’s time to make a change. How to prevent comparisons Once you’ve gotten back on an even keel, then here are some strategies for preventing those comparisons from triggering your Grass is Greener Syndrome in the first place. 1. Control your social media Stay away from reading, watching and listening to people who trigger your impulse to make unfavorable comparisons. Instead, follow the people, blog posts and podcasts that energize you. My daughter recommends Lin Manuel-Miranda, creator and star of Broadway musical Hamilton, who tweets an uplifting message daily. I’m a fan of best-selling author and marketer Seth Godin’s blog. And maybe there’s something useful about those cat videos after all 2. Choose your friends wisely Avoid those who are likely to berate you, drag you down or tell you what you should do. Those “shoulds” might have contributed to your situation in the first place. Hanging out with the right crowd can be an effective preventative measure too. My daughter’s friends are the ones who stopped her from falling further into the Grass is Greener trap. All I can say is, spend more time with those wise friends! 3. Remember your why And when you’re about to make a big decision, write down all the reasons why you’ve chosen that route. That way, you’ll have a document to pull out to remind yourself of the very good reasons you had for doing what you did. Think of it as an insurance policy against the Grass is Greener thinking. What will you do? So don’t let the Grass is Greener Syndrome stop you from moving forward. Life is a journey and we are explorers. Each experience is a learning experience that you can turn into an asset â€" a challenge you faced and overcame, a joy you experienced, people you got to know. And it’s just as helpful to discover what’s not for you as part of the path to figuring out what is. If you need to pivot and make a change then do it. The only time wasted is time spent lingering in regret. There’s plenty of green grass where you are and where you’re heading next… as long as you’re open to recognizing it. So, how about you? If you’re feeling regret, how can you reframe it and keep moving forward? Leave a comment and let me know.

Resume Writing For Data Center Jobs - Keep Up With Trends

Resume Writing For Data Center Jobs - Keep Up With TrendsDo you need to be updated with the latest trends in resume writing for data center jobs? Here are some of the new techniques that you should be aware of.Companies are looking to acquire more diverse people to support their service offerings. The scope of opportunities for you is going to expand in this environment. If you do not already have a data center job, now is the time to start looking. If you can demonstrate a certain amount of competence and qualifications, your name is going to pop up on resumes in this field.Many companies are requiring resumes that are done online for data center jobs. This allows them to determine that you would be a competent employee as well as maintain their scheduling and billing processes. However, the next step for you is to polish your resume by using the newest resume writing techniques.The first thing you want to include in your resume for data center jobs is your contact information. You want to have this right at the top of your resume. Many companies will have a process where they ask you to submit a job application, but if they know you have resume writing for data center jobs, they will also be sure to contact you.It is easy to make an impressive resume by including your experiences. Try to show employers how you managed to close deals for these positions as well as your accomplishments over the years. If you have completed any training or certifications related to the jobs, list them.Decide what target audience you want to serve. If you are targeting general IT employees, you may want to make your resume for data center jobs focused on how you have contributed to projects that deal with such fields as hardware maintenance, customer support, server management, network management, and other applications that involve the system that a company has. If you are targeting customers in the IT sector, you may want to focus on how you have helped customers with their que ries and troubleshooting issues.When it comes to the length of your resume, it is all about the important elements. Try to include your expertise as well as your ability to perform the job duties. Also, you want to be able to offer any training that you have undergone and your certifications. Your resume should be enough to satisfy the company so they will be happy to have you submit it.In conclusion, you want to use the newest resume writing techniques when you are trying to write a resume for data center jobs. If you are working online, the best option is to use resume writing software that has been designed specifically for the job.