Bad Recruiting Habits To Stop Right Now - Spark Hire

Bad Recruiting Habits To Stop Right Now - Spark HireLizzyTheWriter is calling on all recruiters to stop these bad habits now Watch the video here Click To TweetIn the 14th episode of The Recruiting Reel, Elizabeth Becker from PROTECH examines bad recruiting habits that you should stop right now. Heres the transcriptJosh TolanWhats up everyone? My name is Josh Tolan and Im the CEO of Spark Hire, the leading video interviewing platform used by thousands of organizations around the world.And this is The Recruiting Reel, a video series in which we discuss real recruiting challenges with prominent recruiting experts to provide you with actionable tips you can apply to your own recruiting.Today, we are lucky enough to have Elizabeth Becker on the show. Elizabeth is currently the Client Partner at PROTECH, an IT staffing firm.In her role, Elizabeth helps PROTECHs world-class clients find and hire top tier candidates while also assisting candidates in landing their dream jobs.She has a uniqu e skill set blending a marketing, social media, and writing background with multiple years of experience in the recruiting industry.We asked Elizabeth to shed some light on bad recruiting habits that should stop right now and this is what she had to sayElizabeth BeckerHi Josh. Thank you so much for having me. Im Elizabeth Becker and I am the Client Partner of the tech staffing firm, PROTECH. You can find out more about PROTECH at protechitjobs.com. So, I am here to talk about some of the really bad habits that recruiters can have and how it affects the recruiting process and the reputation of the industry in general. For me, the number one mistake that recruiters can make is bedrngnis being cognizant of a candidates time. To me, its really important to respect a candidates time because if you want them to respect your time and pick up the phone when you call them, its definitely important for you to respect theirs as well. What does that mean? When you have an appointment with a can didate for 200 pm, you call them at 200 pm. That doesnt mean 210 or 215 because that basically shows that your time is more valuable than a candidates and thats not the case. A candidate is taking time out of their schedule usually from work, school, or whatever it might be to speak with you so its really important to be respectful. The other part of that is being aware of where a candidate might be living and what timezone they are in. You dont want to be calling them at 4 in the morning or midnight. Its very important that youre always aware of where a candidate is at and what you might be interrupting.The second thing I want to talk about is some traditional recruiting advice that I dont necessarily think is still a best practice. That piece of advice is what I like to call the sprinkler method. To me, the sprinkler method is trying to hit as many candidates as possible with the same generic message. What this shows a candidate is that you didnt look at their resume and youre not really interested in speaking with them, you just want to get your message out to as many people as possible. This isnt going to get you a very high response rate and the responses you do get wont be from top quality candidates. What I really recommend to both new and seasoned recruiters is to add some personalization into your messages. Take a bit of time to carefully group the candidates you want to reach out to, make a shortlist, and send personalized and individualized messages to each of those candidates. What youre going to get back is much better responses and youre going to be building up your candidate network for better referral sources in the future. So, its really important not to just do the water sprinkler method and get a mio responses, its better to take your time and reach out to the candidates that you want to speak to. It will really save you a lot of time in the long run. Thats all I have for today. Thank you again for having me.Josh TolanElizabeth, thank you so much for pointing out those bad habits which unfortunately, are pretty easy to develop.I think the sprinkler method is something that many new recruiters struggle with. Many folks blitz their activities and target every and any candidate with the same message. This yields some initial results, but eventually, youre left with diminishing returns and a bunch of annoyed candidates.Much of this is related to a recruiters eagerness to get moving and achieve quick wins and some of it can be tied back to another bad habit that Id like to point out which is not taking the time to learn about the professions of the individuals youre trying to recruit. Trust me, theres nothing worse for a candidate than speaking with a recruiter who tries to speak their language, but doesnt have a clue as to what theyre talking about.So the moral of the story, slow things down, do a lot of research, and create a playbook for how youre going to approach and follow up with candidates. This will allow you to pu t something meaningful into place, measure the results, and make adjustments so you dont reach that moment of diminishing returns on the bad habits you were practicing before.Thank you so much to Elizabeth Becker for coming on the show today. Head over to protechitjobs.com to learn more about PROTECH and the services that Elizabeth and her team provide. Also, follow her on Twitter lizzythewriter. In addition, I encourage you to connect with Elizabeth on LinkedIn.Thank you for watching The Recruiting Reel and stay tuned for more episodes. For additional HR and recruiting content, head over to hr.sparkhire.com and subscribe. Also, follow us on Twitter, sparkhire. And subscribe to our YouTube channel to be the first to know about the newest episodes of The Recruiting Reel.Thanks again for watching and happy recruiting

Top Resume Trends to Try Right Now (Plus, Two Trends to Ignore)

Top Resume Trends to Try Right Now (Plus, Two Trends to Ignore)Top Resume Trends to Try Right Now (Plus, Two Trends to Ignore) In our fast-paced world, trends are constantly coming and going, whether youre talking about the latest music, fashion, or toys (Im lookin at you, fidget spinners). And this doesnt just occur in the realm of pop culture - it also occurs in the job seeking and recruiting space. The things that recruiters and hiring managers look for , and the way that candidates try to get their attention, are ever-evolving. So if you dont keep up, you might be left behind.This is especially true when it comes to the single fruchtwein important document in the job search your resume . You only get one shot for your resume to make an impression, so you want to make sure that youre taking advantage of the hottest trends, and staying away from the ones that are better off ignored. But what exactly does that look like today? Heres what career experts have to say .If you got into a routine of sprinkling in filler definitivs and flowery language to help you reach a minimum word count in school, nows the time to kick the habit. Studies show that recruiters only spend between six and seven seconds on your resume - so dont waste time writing content they wont read. But keep in mind that if youre going to cut down the length of your resume, you need to make every word count. Shorter resumes are easier to read but they need to get to the point immediately and with powerful, precise language. Unlike the trend a few years ago to tell a story through countless examples of accomplishments, the goal now is to show what you are qualified to do, why, and how the company will benefit, says Roy Cohen, career coach and author of The Wall Street Professionals Survival Guide .The exact information you should include, as well as the format, may vary depending on your role, so get feedback from industry and company insiders who can explain what to inclu de on your resume and how to format the content, Cohen suggests. When your resume is shorter AND it gets the message across loud and clear, you are essentially punching above your weight. That is always a desirable theme in ajob search The candidate who offers better value.One easy way to make sure that your resume stays concise but still packs a punch? Providing hyperlinks to relevant information and resources. A hyperlink is the equivalent of CliffsNotes for your resume. You have the freedom to reference a much larger and more significant item and to expand on a key point, Cohen says. Brevity is the goal for most resumes. An abbreviated message that can be backed up addresses the needs of both the short attention span reader and the reader who wants to dig deeper into your background and qualifications.A couple best practices when including hyperlinks Use links appropriately and only to showcase illustrations that support you as a candidate . Make sure that you highlight thes e links clearly so that the reader of your resume neither ignores or overlooks this valuable information, Cohen advises.You might be wondering Which resources should you be hyperlinking to within your resume? For starters, you may want to try a video cover letter. A quick video will capture recruiters attention and leave them learning more about you than they would through those six seconds spent scanning a resume, Sheth shares. Applicants should record videos with the intention of showcasing their personality , communication style and why they are the right person for the job.Or, if you are applying to a role where work product is relevant, like in many creative industries, you can create a digital portfolio of your work and include a link to your portfolio so that recruiters can review it, Sheth says. This will show youre prepared, qualified and will leave a lasting impression.Sure, an eye-popping resume can look good on paper. But if you get too caught up with making a visua lly appealing resume, you might prevent your resume from ever getting in the hands of a recruiter. One of the newest resume trends is using Etsy-styled templates that have a lot of columns and graphic design, says Resume Writer & Career Transition Coach Wendi Weiner. But while this approach shows off your creative ability and eye for design it likely wont make it past an Applicant Tracking ordnungsprinzip (ATS) , which many companies use as a screening method to weed out resumes that dont meet specific on-page standards (think keywords, industry buzzwords, and conventional headlines), shares Zachary Painter, Career Adviser and Hiring Manager at ResumeGenius.com . To get around this, stick to a sophisticated yet professional template that enables your headlines to stand out - a readers eyes naturally gaze at the center of the page., so make sure your headlines are centered in the middle of the page for easy reading. Consider also having a line underneath the headline title (prof essional experience, education, core skills, etc.) so that the sections of your resume are sepatarifd, Weiner suggests.On the other hand, if youre applying for a position in a highly visual field where creative resumes are a boon , take advantage of those hyperlinks again by providing a link to your portfolio in your online application and on your printed out, physical resume. This will satisfy ATS bots and land safely in the hands of a hiring manager or department head, Painter says.Its no secret that recruiters and hiring managers love when you can quantify your success - but i t is possible to have too much of a good thing. Over the years, the term quantification - as it applies to resumes - has gotten taken out of context. Basically, applicants think its smart to rate their additional skills on a resume by ranking each skill with a number ranging from one to ten, Painter says. (E.g. Photoshop 7/10, Microsoft Word 4/10, Excel 8/10). But the problem is that quantifying your skillset is vague and arbitrary - and too many applicants are tempted to give themselves top marks for everything. If you rate every skill as a nine or 10 out of 10, recruiters and hiring managers will probably be skeptical . The best solution is to mention that you have experience or familiarity in the additional skills you provide. Go for something like thisThis communicates better than a vague skills point system, and hiring managers will appreciate it more, Painter says.

How to Have One-on-Ones That Actually Matter

How to Have One-on-Ones That Actually MatterHow to Have One-on-Ones That Actually MatterIve done it. Youve done it. Weve probably all done it. Fallen into that trap where one-on-one meetings with your boss or direct reports become stale and feel like theyre not that useful. Especially for teams that work together like a well-oiled machine, these regular meetings can seem redundant. After all, if all your projects are on track and you really have nothing to check in on, why should you meet? Ill tell you why Because one-on-one meetings arent just about checking in on daily work. Theyre about getting to know the people you work with better. Theyre about discussing higher-level things feedback, career goals, professional development, and the like. And, ultimately, they exist to help you figure out how you can make good employees happy and keep them around.So how can you take these meetings from a weekly necessity to potentially the fruchtwein valuable 30 minutes of your week? In a recent blog post on popforms, Kate Stull addresses just that. Check out some of my favorite tips below along with a few pointers Ive picked up on having one-on-ones that really matter.1. Ask the Right QuestionsOne good way to get more out of your employees than, So hows that project going? Ask better questions Try and think about open-ended, thought-provoking, and big-picture questions that you can pull out when you find yourself needing a conversation starter. popforms actually offers a newsletter that sends you two questions every week to ask your team everything from What is one thing I could do to make you more productive? to What did you want to be when you grew up? You can even sign your employees up so they have time to think about their answers ahead of time. While the newsletter is good, its also helpful to simply open your mind a little more about what you could really be hitting on during this time. 2. Dont Run the MeetingOne of my favorite tips from Stull is to have your emplo yees run the meeting, not you. After all, this time is largely about people getting face time with you, asking questions, addressing issues, and the like. Since you cant read minds to plan out the agenda that will best suit each employee, why dont you have them run the meetings, instead? Not only does this allow your staffers to get the fruchtwein out of the time, theyll gain skills in setting an agenda and running an effective meeting.If your employees are a little nervous or you find the meetings lagging, at least make it clear that this is meant to be a conversation. That way everyone knows that they can bring things to the table.3. Have a Backup PlanNothing to talk about? Have a backup plan to get the conversation rolling. popforms suggests some ideas from Rands in Repose, including a mini performance review or my current disasterChances are, in my professional life, something is currently off the rails. Its selfish, but if youre leading with status and I cant find an interestin g discussion nugget, lets talk about my current disaster. Do you know how many open reqs we have that we cant hire against? Who is the best hiring manager you know and what were their best moves? The point of this discussion is not to solve my Disaster, the point is that were going to have a conversation where one of us is going to learn something more than just project status.Talking about a problem youre facing gives your employees a little more insight into your job- and may even give them a chance to contribute on bigger picture things.4. Get Out of the OfficeOne of the things Ive found most helpful in having beneficial conversation during a one-on-one? Get out of the office. When youre sitting in the conference room where you meet for work-related tasks every day, its too easy to fall into the habit of just talking about projects and the like. Or, depending on the setup of your office, the concern of being overheard could keep your employees from really opening up. So, at least once every month or two, get out of the office. Go to a coffee shop. Go for lunch. Have a walking meeting around a nearby park. Whatever it is, break up your routine to really give your team members space to talk.One-on-ones dont have to be a drag- in fact, they can be a really powerful time to strengthen your relationship with your boss or employees and make everyones work lives better. Read the rest of the popforms post if you want more tips, and get ready to make your meetings matter more, starting now. Photo of people meeting courtesy of Shutterstock.

How Micro-Marketing Can Get Results for Business

How Micro-Marketing Can Get Results for BusinessHow Micro-Marketing Can Get Results for BusinessFor decades, the rallying cry in any advertising or marketing campaign was think big. But as data has become an invaluable marketing tool, and the ability to utilize it effectively gets better over time, big is not as beautiful anymore. Big campaigns, known in the industry as macro-marketing, take a shotgun blast approach to advertising (its where the ausprgung spray and pray comes from). The idea is that you throw out a more general message to a vast audience in the hopes of catching a good percentage of them. Well, thats great if youre a multi-billion dollar corporation with advertising budgets that equal the GDP of a small country. But what if youre just starting out? Or, you just dont have the ability to throw that kind of Super Bowl budget advertising out there? The answer is micro-marketing. Advantages of Micro-Marketing Like every marketing opportunity, there are strengths and w eaknesses to the approach. Ultimately it depends on your geschftliches miteinander model. Here are some ways you can use it to your advantage Highly Targeted. In a micro-marketing campaign, you are getting granular. You are drilling down into the demographic to select a specific segment of the population, based on ethnicity, location, sex, interests, and even favorite foods.Cost Effective. Micro-marketing campaigns usually come with micro-budgets. Thats not to say they dont cost a lot of money, but in comparison to a nationwide, hit em with everything youve got approach, its way less to shell out.User-Generated Growth. Micro-marketing campaigns plant seeds in niche areas and let the early adopters do the marketing. When people find something they love, they tell others about it, and it spreads. Disadvantages of Micro-Marketing So, you know the benefits. But what are the qualifikation downsides? Here are the top three Higher Cost Per Acquisition. While you are allocation much le ss of your advertising budget to the campaign, you are also targeting much fewer people than a macro-marketing campaign. It, in turn, can cause the average cost of getting a new customer to go up.Possibility of Missing the Target. As mentioned earlier, the shotgun approach of a macro-campaign is going to mean you will hit far more people than with a snipers bullet. Micro-marketing campaigns are super-targetedand that means it can be harder to score a bullseye. Time-Consuming. Micro-marketing campaigns take time to develop, and even more, time to plant roots and spread beyond the initial target. Be prepared to spend more time developing and maintaining a loyal customer base. But mighty oaks from little acorns grow. How Uber Used Micro-Marketing to Achieve Unprecedented Growth Chances are, youve not only heard of Uber ?but have used the service frequently. You may think that Uber is a relatively new company that experienced rapid growth in record time, but thats not entirely accur ate. Founded in 2009 by Travis Kalanick, it did not start out as a taxis for all business model. Quite the opposite. But by using highly-targeted micro-marketing campaigns in just one market San Francisco- it grew quickly by word of mouth. In the beginning, it was a lifestyle company. You push a button and a black car comes up, said Kalanick It was a baller move to get a black car to arrive in 8 minutes. For a while, that was Uber. An app-based black car limo service that solved a genuine problem in San Francisco. Namely, poor cab infrastructure, dirty cabs, unreliable cabs, not accepting credit cards, and drivers refusing to go to certain parts of town. Now, for a higher premium, you could travel around San Francisco like a celebrity. The ease of use, the app that tracked the driver, and the safety of knowing the driver and his/her rating spread around the westindischer lorbeer area like wildfire. It spread from city to city, and state to state, much like a virus. And as it spread , the micro-marketing campaign focused on another city, offering free rides or ride credits, and expanding the buzz. Then, additional serviceswere added, like UberX and Uber SUV. Now theres also Uber Eats, which was again grown by micro-marketing campaigns in key locations. Uber is not a multi-billion company- not bad for less than 10 years on the market- and a great deal of its success can be attributed to a highly-targeted, laser-focused micro-marketing strategy. Think small, get the early adopters, and let them spread the word for you.

The State of Tech Hiring in San Francisco

The State of Tech Hiring in San FranciscoThe State of Tech Hiring in San FranciscoTHE STATE OF TECH HIRING IN SAN FRANCISCOQ3 and Q4 2019TOP SKILLS IN IMMEDIATE DEMAND1. Cybersecurity2. rechnerwolke architecture Cloud security*3. Cloud computing4. Database management5. Web development/design Network administration*OF TECHNOLOGY LEADERS SURVEYED 71% plan to expand their teams.26% plan to fill only vacant positions.93% say its challenging to find IT talent in their area.94% are confident in their companys prospects for growth.99% will bring on project-based IT employees. Below are the top reasonsWhen theres a sudden vacancy 65%Consultants are part of our hiring 62%For especially busy times 54%When a skill does not exist internally 46%For unplanned, time-sensitive projects 38%Multiple responses allowed.TOP BUSINESS CONCERNS1. Maintaining security of IT systems2. Cloud projects/initiatives Digital transformation projects/initiatives*3. Investing in new technologies

The Downside Risk of Qualifications on Resume That No One Is Talking About

The Downside Risk of Qualifications on Resume That No One Is Talking About Type of Qualifications on Resume Even if youre sending your resume to a business in the exact same segment, the man or woman who will read it for the very first time may notlage have any technical expertise. Before applying for employment, its always wisest to review your resume against the requirements a possible employer could have. Of course its, you should because you wish to create a great impression on your employer. After writing your own personal info, you must include in the qualifications section of your resume if youre a degree holder and if you could experience employed as a sales associate particularly on the tasks that are going to be assigned to you. Life After Qualifications on Resume Prices of products and services provided on the platform are determined by the supply-side participants. The availability should be predictable and aligned with customer expectations for the specific kind of service. Your customers are going to have diverse scope of needs and issues. A very good financial system is crucial for every single company. Rumors, Deception and Qualifications on Resume In general, the aforementioned outline is remarkably simple because the work search procedure, despite all of the anxiety and confusion, is remarkably straightforward. A candidate referred by means of a Googler or a Xoogler has a much greater chance at getting in the proper hands than a candidate that arrives from the blue. Your resume, as previously mentioned, isnt an all-out explanation of each step youve taken. If you truly desire to settle down at specific career field path After working for some time, youve come to a realization that you truly desire to spend the majority of your 8-hour days for one specific career path. In truth, it might even damage your odds of landing an interview. If youre able to satisfy all the requirement, then odds are you will succeed in receiving the j ob. Hope you will give it a go and make your awesome resumes later on. If youre thinking well, recruiters should just try more difficult to review every resume irrespective of the format, then you might be right, but thats not really the reality. The majority of the times your prior work experience will be the absolute most significant part the resume, so put it at the top. You ought to be getting contacted within a few weeks. Edit your resume every day or two and have a minimum of three people look at it. Through security guard training, you will get the essential qualifications and certifications that youre going to need to be able to do your work. Experience in the restaurant industry makes it possible to develop unique skills which are extremely valuable. Your colleagues have to trust you to work effectively in a team to supply an amazing experience for passengers and to guarantee the security of the aircraft and everyone onboard. You ought to be in a position to comm unicate with a multi-national team and passengers from the other side of the world. Qualifications on Resume Ideas One of the primary qualities that youll have to have is good people skills as you will be dealing with people on a normal basis. In addition, ensure you have all of the essential qualifications and certifications for individuals to trust your capabilities. Last, the very best CSMs on the planet will earn trusted advisor status with their clientele. For example, if youre doing a competition on Kaggle, it is going to be important to mention your ranking. Top Qualifications on Resume Choices Look up the names of any key tools you dont recognize in a work description and attempt to work out what they do. Both are impressive, but be sure to craft a purposeful and meaningful story in regards to your current and previous job titles as it matters. Your present job title Lets start at the start. Youre likely to get phone interviews so attempt to practice at the locatio n you are going to be at and the way youll be setup throughout that interview. Top Qualifications on Resume Choices Great scrolling performance is likely in every app utilizing UICollectionView. The progress varies based on how hard we press on the monitor. Even though a Resume tends to go together with the assortment of strict standards on information display together with designs, it does not necessarily mean that you are able to organize your resume in only a single format. Youre able to choose any of the choices to create a procedure. You should have the ability to identify what profile they want to find and the way the info ought to be presented. Below are the essential sections that ought to be included in a resume. As previously mentioned, you must start with writing your contact details. Some services even let you have your own resume web page with your private web address. The Qualifications on Resume Stories Hiring managers (for the large part) are especially i nterested in what youve been doing in the previous 23 decades and the way it is related to the position theyre attempting to fill. Online Presence Recruiters spend a whole lot of time online searching for candidates. As it will helps recruiters to learn more about you and how they can get in touch with you. Unless youre an expert graphic designer, your resume does not have to look like it was made by a group of creatives. You just have to think about whats really vital for a recruiter to see. Everything that you would like to tell to your recruiter. At the close of the day, the recruiter would like to see the way your background is related to the position.

The Most Popular When Should You Write a Functional ( Skills ) Rsum ?

The Most Popular When Should You Write a Functional ( Skills ) Rsum ? Resumes may be used for a number of reasons, but fruchtwein often theyre utilized to secure new employment. They should be informative, concise, consistent, and should highlight intriguing skills and experience. Chronological resumes arent the ideal fit for fresh graduates due to the fact that they dont have a lot of expertise in the very first place. Whether you set a graduation date or leid is your decision. Youre able to look back at the work listing to find a feeling of the job requirements. Every work applicant knows the way to compose a resume. The particular tech knowledge you will need is dependent on the job. The 5-Minute Rule for when Should You Write a Functional ( Skills ) Rsum ? It would be useful for the person in order to read the indicators and know which rest room applies to him or her (and be in a position to utilize it). In the old times, you had to go to different red-light locations. Because we find a great deal of individuals who sat at home during that moment. Just take a couple of minutes to read the one weve written for you. There are deeper emotional and spiritual problems that will need to be dealt with. Do your very best work the very first time. Instead, concentrate on the individual coming across in your resume. Steer clear of the passive voice. The Argument About when Should You Write a Functional ( Skills ) Rsum ? The second and the most effective issue with the web is the fact that its offered in the privacy of your house. If want to get the chip to run a different application, you have to make a different chip. In reality, you wont design hardware whatsoever. What a very good idea-for hardware. Graphics in a resume should make it simple to read. However, what about other websites you may want to use. Resumes could be organized in various ways. Getting the Best when Should You Write a Functional ( Skills ) Rsum ? Indeed, a number of t hem are programming languages, pure and easy. Teaching functional skills also will help mitigate some maladaptive behaviors (by way of example, self-injury, aggression) by encouraging the person to decide on an ideal replacement skill. Use brief phrases in place of sentences to describe that which you have done. The C language, for instance, is innately serial and does not have any way of expressing parallelism or simultaneity. Employment dates are barely mora than footnotes. Nail this interview over the telephone, and youll be a lot closer to your career targets. People today have a tendency to think theres a single way to lay out the information on their resumes. Include a personal overview to supply a concise rundown of your career, particularly if youre an established executive or have various job experiences. Irrespective of the format you select, you should include things like an expert summary at the very top. These smaller details will demonstrate the employer that youre a dedicated, responsible candidate. The manual gives you exclusive access to our proven methods for accelerating your work search in Canada. Keep personal info to a minimum. If dont have any direct expertise in the area, pay special attention to related skills. If young folks will succeed in an increasingly competitive world, its important that their skills are nurtured at the very same time as building their understanding of critical subjects. While you wish to emphasize strengths that are essential for the job, you need to mention weaknesses that arent related to the position. A skill-based resume, on the flip side, emphasizes your achievements and abilities. The Hidden Facts on when Should You Write a Functional ( Skills ) Rsum ? In fact, theres no stigma to getting a spotty job history within this economy. Therefore, if youre getting bombarded and youre feeling tempted, you must back up and take a look at the bigger picture. The ideal test is that you can speak a bout anything on your resume effortlessly. Get somebody else to review it. when Should You Write a Functional ( Skills ) Rsum ? Being a real jack of all trades isnt a very good thing for an employer. A resume is among the most significant tools in your job hunting arsenal. For many people, shoe tying may not be vital. I believe your typical person who gets hooked into itll be on a downward spiral.