Whats the Best Employer Branding Technology

What’s the Best Employer Branding Technology To implement your employer brand strategy you need to have the right tools in place to allow your culture to flourish and allow your  employees  to become genuine advocates for your business. So is it all about maximizing your proficiency on social media? Or is it more than that? We ask our employer branding experts to discuss! Hannah Fleishman I think the best employer branding tool isn’t actually a technology, it’s your employees. They know better than anyone what makes your workplace great and they’re who top talent wants to hear from. Consider that nearly 70% of candidates believe that interactions with employees are the best ways to get insight into a company.  Why? Because employees have authentic perspectives. With so many companies competing for talent, authenticity is paramount. That’s why, in addition to the recruitment technologies we use and love at HubSpot like Greenhouse, we invest a lot of time and energy into helping employees create content, share their stories, and be active players in our employer brand. Carmen Collins I’m going to bend the rules a bit, and say that employer branding technology is only as good as the employer branding team behind it. It’s not about the technology, it’s about the people. You can have all the algorithms you’d like, but without a human curator, there’s no “there” there. Carmen Collins, Social Media Talent Brand Lead, Cisco Estela Vazquez Perez Think capability categories not technologies. In the digital world, I am a big fan of new and exciting tools that become fads, trends, everyone wants a profile or simply you want the new capability as a common user. Neither the smartest tools, nor the safest. These cool tools are popular., so the day-to-day campaign engagement should consider them. Now if I am setting up operations at a global scale, we have to get serious powerful tools. As a marketer, I want it all, technical edge, smart, beautiful, data minded, and lovable. I recommend you think categories not brands. For instance,  you need a content management system, a publishing platform, job feeds, bots for service, artificial intelligence to learn from each interaction, option to craft your own data logarithms and reporting, governance flows, creativity enablement, etc. The best tools for employer branding are on the marketing, design, and data science fields. Estela Vazquez Perez,  Global Employment Brand Director, Royal Bank of Canada Ton Rodenburg I personally feel that today, the best employer branding technology is the one that inspires and facilitate. Technology that helps in bringing the best employment stories to their peers, that teaches employees best practices, give them ideas or just in general inspires them of all the wonderful stuff that’s surrounds them. Great employee advocacy tools like Smart, LinkedIn Elevate for example. Another interesting tool I recently came across is Pathmotion, it allows for all sorts of dialogues between employees and outside talent taking place right at your recruitment site. It acts like a living room in your digital house. Ton Rodenburg, Employer Branding Strategy Director, ARA M/V Human Resource Communications Audra Knight It’s important to have the right tech stack to optimize and enhance your job descriptions. The majority of applicants are coming straight to these pages from search engines or job aggregator sites bypassing your main career site so it’s important to add the “why work for us” and culture on your job description pages themselves. We use Clinch to add a consumer feel as well as customized photos and videos based on job category and location. Most ATSs have very few options for adding great content like photos or videos so you may need to invest in the technology. Audra Knight, Recruitment Operations Manager, Tenable Sarang Brahme “Best” is a  relative term. In my experience, the employer branding technology approach needs to be customised based on target audience, problem statements, industry and scale. In terms of technologies, usage of social media for communicating employer brand is key. It’s also critical to engage talent on company review websites and build a strong network of brand ambassadors through employee advocacy tools. Communication and collaboration are key here; having tools such as Microsoft Teams and Slack that allow these two things, allow you to build trust and employee advocacy within your organisation. Sarang Brahme, Global Social Recruiting   Talent Brand Manager, Capgemini Shaunda Zilich Technology that allows us to not just measure and listen to what people are saying about us but also allows us to measure behaviors/data (sometimes completely unrelated to us).   Knowing this storyline will help us to know where our storyline belongs, who it resonates with, and why it is important. Shaunda Zilich, Global Employment Brand Leader, GE Jörgen Sundberg Interesting one, in my opinion there aren’t many pure employer brand technologies available. Yes there’s plenty for recruitment marketing, employee advocacy and interviewing but for the top of the funnel we need more innovation. A couple that do qualify would be Brand Amper and Papirfly. Jörgen Sundberg, Employer Brand Consultant CEO, Link Humans Jaclyn Campbell I’m a huge fan of video technology. Video can be much more engaging than text or photos, if it’s done right. From a hiring perspective, video is a great way to advertise a job (i.e. have the hiring manager talk about the role they wish to fill). Essentially, it adds a bit more personality compared to a standard job ad. Highlighting content specifically about your workplace is a perfect visual way to showcase your EVP. Plus, video can be targeted to a specific audience which has proven to be very helpful for us. Jaclyn Campbell, Employer Brand Consultant, Optus Jennifer Johnston The best technology are tools that enable employee advocacy like Voicestorm by Dynamic Signal. You need to make it safe and easy for your employees to share your news. Jennifer Johnston, Senior Director of Global Employer Branding, Salesforce

Use This Infographic When Deciding Whether Your Social Media Could Harm Your Career

Use This Infographic When Deciding Whether Your Social Media Could Harm Your Career We can all thank our lucky stars social media didnt exist while we were in high schoolfor the most part. However, that doesnt mean we make flawless decisions when it comes to what we post on social media. In todays infographic, we look at the impact social media has had on recruiters. Come learn what exactly about social media can automatically get you disqualified for a joband its not just drunk pics by the way. Even if you are as mild as can be when it comes to your social media choices, this infographic is worth a two minute read.

Is Independence Your Motivation for Career Change

Is Independence Your Motivation for Career Change Happy Book Review Tuesday! Today is week 2 of talking about Alexandra Levits new book, New Job, New You. What do you think is the biggest reason people want to change careers? Alexandra Levit found that it was independence. But this path isnt as easy as it sounds. The SBA says that two-thirds of new businesses survive at least two years, but only 33% survive four years. Being an independent business owner is, in my opinion, in your DNA. Is Independence your Motivation for Change? Are you constantly thinking up ideas for new businesses, services, or products? Does having total control of your income appeal to you? Do you tell your friends who complain about their lives that people have to make their own luck? Do you find that youre more productive when you dont have to stay within the confines of a set schedule? Would your colleagues describe you as a jack-of-all-trades? If you answered yes to most of these questions, you may be wired to work for yourself. Next steps? Brainstorm From what I can tell, this is where many of my peers get stuck. They know they want to work for themselves but they have no idea what business to go into. Then they get frustrated and start to think they will be stuck at a job they dont like for the rest of their lives. Before you do that Go out and get a notebook that you can throw in your work bag. Bring it with you every day. Read this short post (one of my first blog posts!) to find out why. This notebook will help you constantly brainstorm, write down problems youd like to solve through a product/service, and also serve as a way for you to monitor yourself. Once you gather some of these thoughts together (it could take a while), pick an industry, passion or issue then web out from there. Write down as many problems with each item as you can think of and create a new, prioritized list. Generate a list of solutions. Based on these solutions, come up with a list of potential business opportunities. Remember that they dont have to be 100% original! No need to re-invent the wheel. You can make a successful business by taking an existing product or service and making it better, or presenting it in a new way. Test your Concept This part is SO important! I learned a lot about this from Ramit Sethis pre-earn1k course. If you dont test your concept before you go live, you are wasting your time and resources. Here are some ideas on how to test your concept: Talk to prospects without selling them anything. Just get feedback. Consider freelancing for your potential customers for free/deeply discounted rates. Not only will you learn if you like doing that type of work, you will learn about issues that will come up and how to deal with them before you start charging the big bucks. You will also ultimately learn if people are willing to pay you for this type of work. Read a shit ton about the industry. Consider your competitors your equals. Go to lunch with them, chat with them about the industry (not about strategy or tactics) and see what problems they are facing. You never know what you can learn.* Trust instincts, but drop bad ideas fast.* Set up Google alerts to monitor whats going on in the industry, who is saying what, and what companies are doing to serve the customers. Know what youre good at.* Share it Have you thought about starting your own business? Want to get some feedback on your concept? Leave a comment and well leave you feedback. Let us know: your business concept in 2 sentences, who your typical customer is and how you will get your first customer. Well give you some feedback. Resources The *s under the Test Your Concept section of this post came from a little book written by Serial Entrepreneur G.L. Hoffman. Although hes not publicizing it, hes selling this little book of wisdom called Start Up: Tips to Get Your Business Going for $9.99. This book was worth every penny and I have no doubt that I will get thousands of dollars out of the advice Im reading in here. The format is a list of 100 short blurbs + 10 things you can do now. I would get this book. Email G.L at [emailprotected] or hit him up on Twitter for a copy. Websites ChooseWhat.com (this site even has a checklist of the first 22 things you need to do when starting a business!) Entrepreneur.com Freelancers Union Ladies Who Launch (they have amazing incubator programs which take you from idea to implementation in 4 weeks- I did it and loved it.) NOLO (small business legal companion) Wall Street Journal Startup Journal Books The One Minute Entrepreneur My So-Called Freelance Life Entrepreneurs Notebook The Art of the Start Escape from Corporate America Escape from Cubicle Nation

Doing a PhD Want experience in teaching And elearning Read on! University of Manchester Careers Blog

Doing a PhD Want experience in teaching And elearning Read on! University of Manchester Careers Blog Manchester Leadership Programme is recruiting eTutors for 2016/17 The Manchester Leadership Programme is keen to hear from current PhD students who are interested in joining our pool of eTutors for 2016/17. eTutors are responsible for tutoring groups of approximately 25 undergraduate students, leading online discussion groups, conducting face-to-face tutorials and assessing students work. Tutors are employed on a semester by semester basis and working hours average 5 hours per week. For those tutoring on the lecture-based courses this will include attending the weekly lecture (Semester 1: Tuesdays, 4.00-6.00pm, Semester 2: Thursdays, 3.00-5.00pm). Posts are potentially available on each of the MLP ‘Leadership in Action’ 10 and 20 credit academic units (dependent on student numbers). Interviews will take place on Wednesday 6th July. Successful candidates will need to attend initial eTutor training in the week beginning 26th September 2016. Type of vacancy: Postgraduate part-time job Degree required : Any degree discipline, studying towards a PhD at the University of Manchester for the duration of 2016/17 academic year. Hours and Salary: Payment is on the GTA pay scale, currently £14.02- £16.24 per hour, depending on experience. 5 hours per week. Location: Manchester Skills required: Ideally some experience of teaching undergraduates and an interest in elearning. An interest in leadership and sustainable development and a passion for working with students is essential. You should also be a PhD student at the University of Manchester for the duration of the academic year for which you are applying. Closing date for applications is June 15th Further particulars of the role and application forms can be downloaded on the Student Development and Community Engagement website (scroll down a bit). All Postgrad-highlighted Postgraduate employability postgraduate work experience Doing a PhD Want experience in teaching And elearning Read on! University of Manchester Careers Blog Manchester Leadership Programme is recruiting eTutors for 2017/18 The Manchester Leadership Programme is keen to hear from current PhD students who are interested in joining our pool of eTutors for 2017/18. eTutors are responsible for tutoring groups of approximately 25 undergraduate students, leading online discussion groups, conducting face-to-face tutorials and assessing students’ work. Tutors are employed on a semester by semester basis and working hours average 5 hours per week. For those tutoring on the lecture-based courses this will include attending the weekly lecture (Semester 1: Tuesdays, 4.00-6.00pm, Semester 2: Thursdays, 3.00-5.00pm). Posts are potentially available on each of the MLP ‘Leadership in Action’ 10 and 20 credit academic units (dependent on student numbers). Application deadline: Monday 12th of June Interviews will take place on Friday 30th June. Successful candidates will need to attend initial eTutor training on Tuesday 26th September 2017. Type of vacancy: Postgraduate part-time job Degree required : Any degree discipline, studying towards a PhD at the University of Manchester for the duration of 2017/18 academic year. Hours and Salary:  Payment is on the University of Manchester GTA pay scale, depending on experience, at 5 hours per week over 18 weeks/semester. Location: Manchester Skills required: Ideally some experience of teaching undergraduates and an interest in elearning. An interest in leadership and sustainable development and a passion for working with students is essential. You should also be a PhD student at the University of Manchester for the duration of the academic year for which you are applying. Reminder: Closing date for applications is June 12th Further particulars of the role, application forms and contact details for more information: http://www.sdce.manchester.ac.uk/latestnews/ All Postgrad-highlighted Postgraduate employability postgraduate work experience

2 Page Resume Writing That Print As Duplex

2 Page Resume Writing That Print As DuplexYou can create a powerful, printable 2 page resume on your own for free using 'duplex' technology. Using the resources and information provided on this site, you can save yourself lots of time, money and frustration by making your own.Why would you want to get this done for free? Simply because your chances of getting hired are much higher if you have some type of employer recognition in your resume. When they see a unique job posting with a unique resume they tend to take the time to review it further than if they saw a generic resume that simply had your contact information in the place of your title.In addition, when you get your employment application in the mail for the first time the first thing the company usually looks at is the title or headline of the job. If it is not direct, simple and to the point, it may be deleted. By having a unique title and resume that includes a compelling cover letter you are much more likely to get notice d.Your cover letter is where you get to shine. The most important part of this letter is your objective statement. Let the hiring manager know what you hope to accomplish by the job you are applying for. Provide a specific example of what it is you are seeking and be sure to list the specific department or position that you are looking for.Once you have established the reason why you are applying for the position be sure to offer up your most recent resume showing your most recent job listings for all to see that includes any jobs that you may have been thinking about for the past year or so. Once you have listed all of your previous jobs, you are ready to start adding in your experience and qualifications.Skills are very important. Here you can list allof your skill sets and make sure to add in all the things that you have added to your resume that are related to the skills you have listed. Remember, you will be in charge of the skills and knowledge you can acquire during your next new job search.If you are currently employed in a company, list your most recent position for which you were the director of staff. On your resume for that position should be listed first, followed by your current position. Once you have filled in your most recent position, you can then go back to the skills that you listed and show them to the hiring manager who will look at those first.In addition, keep in mind that they will look for examples of your recent performance and present experience as this will be your best approach to improving your chances of being hired. Keeping this in mind when you write your resume for your next job search will help you in any situations you find yourself in.

What You Absolutely Need to Know Before Emailing Your Résumé - Pathfinder Careers

What You Absolutely Need to Know Before Emailing Your Résumé - Pathfinder Careers What You Absolutely Need to Know Before Emailing Your Résumé Technology glitches aside, there’s a great deal of uncertainty when you email a résumé off for an open position. Mainly, you are worried whether you got the person’s (assuming it is the right person) attention, it made it to their inbox, and then there’s the worry whether it went into a spam filter by accident. The truth is that you SHOULD be very worried. Unfortunately, while you can’t control some of these factors, there are some things you can do to be as proactive as possible about sending your résumé via email. The first place to start, however, is your email body itself and how you compose it. If you think that writing a short note to the recipient indicating that the enclosed résumé is to be considered for a specific position, and that this constitutes the same function of a cover letter, you are dead wrong. Recruiters, hiring managers and human resource managers all decry how dismissive email messages responding to job openings have become, and really see this is a viable indicator of how serious, professional and interested a candidate is in a particular position. Either you should make your email a cover letter itself in the body, or write a short note indicating the following: “Attached is my résumé and cover letter for __________ position announced on ___________. I have included two versionsâ€"a Word file (________.doc) and a .pdf (_________.pdf) versions. Please use the .pdf version for printing so it will print correctly on your printer. I will also send a separate email with my resume copied and pasted into the body of the email, just in case there are any issues with file incompatibility. Due to the sometimes unreliable nature of the Internet, I would greatly appreciate a quick reply from you to acknowledge your receipt of this email. Thank you in advance for your assistance.” Also referenced in the note are the document types. As we all know, there are a myriad of different versions of Microsoft Word out there, and not every system is compatible. A good trick is to save the document to the older version if you are on Office 2007, just in case. Additionally, finding one of the freeware versions of PDF converters online will enable you to lock in all formatting into the PDF format, eliminating any variations of how Word might read the file. Finally, another thing to be aware of is that if you are submitting your résumé via the web, you might need to convert it to ASCII format, which strips out most of the formatting that is found in Word. It does require a little bit of time to reformat it so it isn’t one very long paragraph with no breaks, which is how it looks if you simply cut and paste your Word document into the online application systems. Finally, given the fact there are things that impede your email making it to the employer’s inbox, you should always follow up. Most job seekers are looking so far forward for the next job opening and putting together the next application that they don’t follow up. Recently, I was teaching a class on job search strategies, and a woman raised her hand and said that she had followed up on an email that she had sent to a prospective employer, and was told that the message was never received. In the short time on the phone she had with the employer, the woman made a quick pitch of her background, and was told to re-send the documents, which she did. It resulted in her getting an interview. Remember that EVERYTHING that you send to an employer does not guarantee that the right person received it. It is up to you to follow up in a polite, respectful and non-demanding way. Additionally, every aspect of your correspondence to employers is being evaluated, so make sure you utilize it in a way that gives you the best representation possible. It is a measure of your professionalism, writing skills and how you project yourself!

10 Things to Consider When Evaluating Job Offers - CareerAlley

10 Things to Consider When Evaluating Job Offers - CareerAlley We may receive compensation when you click on links to products from our partners. You got that job offer, now what? Take a look at this special guest post on how to evaluate your job offer (by yours truly) : How To Evaluate New Job Offers While you are there, take a look at the other great articles on careers! We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Google+ Elaine Griffin Designs specializes in WordPress website customizations, logo development, marketing material design, and social media marketing design. She also offers social media content strategy and consultation services. what where job title, keywords or company city, state or zip jobs by