10 Ways HR Tech Has Changed Recruiting Forever

10 Ways HR Tech Has Changed Recruiting Forever Finding the right candidate for the right job has always been the Holy Grail of recruiting, but thanks to social recruiting technology it’s easier than ever to succeed in that elusive quest. Sifting through a sea of resumes can be discouraging, especially if none of those resumes hint at the perfect match for the position you need to fill. Social recruiting makes it easier to find the proverbial needle in the haystack because it better equips you to attract and engage the interest of the right candidates. Here are 10 ways social recruiting technology has changed the recruiting game and three things to look forward to. 1) Short job postings are in: Twitter is the new model for job postings. Along with smartphones and up-to-the-minute newsfeeds have come shorter attention spans. People reading online want their information â€" including job openings â€" in bite-sized pieces. If it’s difficult to tell your job postings from full-blown job descriptions, you’re probably missing out on great candidates because you’re not grabbing their attention. Apply Twitter’s 140-character rule to your job postings and see an increase in interest from the type of candidates you’re seeking. 2) Mobile is a must: People are no longer waiting for the Sunday paper to browse the help wanted section for jobs. Smartphones and tablets have made it possible for job seekers to look for new openings no matter where they are â€" whether they are waiting in line at the DMV or on their lunch break. If you don’t have a mobile option for candidates, you’re missing out. 3) Response time is faster: Social recruiting technology has made it possible to interact with candidates the moment they complete their application. Eighty-two percent of candidates expect to hear back from a company after applying, but 29 percent never even get acknowledgment that their application was received. Not only does this hurt a company’s reputation, but it can turn people off from doing any kind of business with an organization. Cutting down the time from submission to review and contact saves time, money, and sanity (for you and your candidates). Enable email, text, and instant messaging alerts to make your recruiting process quick and painless. 4) Access to candidates is better: Professional networking sites like LinkedIn and social media platforms like Facebook help you reach qualified candidates across the country and the world. Social recruiting also helps you capitalize on referrals from current and former employees: thanks to the Internet, you can now work your way through a trusted source’s network in a matter of minutes. And the viral nature of social media helps you get the word out to the right people at the speed of a mouse click. 5) There is more to go on than a resume: That one-page summary of a person’s talents, accomplishments, and experience is still a valuable recruiting tool, but you can find out so much more about a candidate through social recruiting. Job seekers with profiles on professional social networks or online job boards are able to post virtual portfolios that highlight their real-world skills, share examples of their work, and establish a more well-rounded presentation of who they are as a professional. Using social networks also helps you get an idea of how candidates would fit in with your current team and company culture. This saves you time by weeding out the ones who don’t really have the right body of work (or temperament) for your needs â€" and you can do it all without having to call them in for an interview. 6) References are just a click away: Gone are the days of chasing down references for every candidate. Most online profiles include a place for candidates to include recommendations and reviews of their work. Being able to access that information up front helps you identify the best candidates more efficiently. That’s not to say it’s time to throw the traditional method of reference checks out the window, but this gives you greater insight during the initial recruitment phase. Published recommendations can assist you in identifying the candidates most worth calling in for an interview. 7) Reviews work both ways: Companies are under as much scrutiny as candidates these days. Job seekers are more savvy than ever, and they’re taking the time to research companies before applying â€"  so it’s important to pay attention to your organization’s online presence. Include more than just the current opening when posting jobs and creating your company’s profile. Paint a picture of the whole company, why employees love working there, and what makes you a great organization to join. 8) Making the perfect match is easier: Just as online dating sites use algorithms to bring compatible people together, social recruiting technology can match your organization with the best candidates. This goes beyond checking off qualifications and credentials and helps you find people who match your company culture. You can add culture-related questions to your online application process to sort out those who are most likely to fit in. 9) More data means better recruiting practices: Identifying the recruiting practices that bring you the best results has always been a challenge. Recruiting technology gathers data that you can use to optimize your recruiting strategy. BountyJobs, for example, partners with employment agencies to establish benchmark data that organizations can use to see how their recruiting practices compare to industry standards. Real-time data lets you know where to expend your energy, whether it’s streamlining job descriptions, changing up the interview process, or adjusting your compensation and benefits packages. Make sure you’re utilizing the data and analysis capabilities of any recruitment technology you use, from internal websites to mobile applications and social recruiting sites. 10) The compliance process is improved: The hiring and recruitment process is rife with rules and regulations, and noncompliance is a human resource department’s worst nightmare. Social recruiting tools with features like application-tracking systems can help you stay in compliance and build a documented record of that compliance. Automated forms and digital acknowledgment of certain policies and procedures is another way to make sure no compliance items fall through the cracks. Recruiting Technology Trends There will be over two billion mobile Internet users worldwide. If those users are looking for work, they’ll likely use their mobile device to do so. Technology has to be a cornerstone of your recruitment strategy. To make sure your organization nabs the top candidates, here are the social recruiting trends to pay attention to this year. Employer branding:  Your company’s image is the best recruitment tool you have. As candidates become more informed, they also become more picky about where they want to work. Be sure to monitor, mold, and modify your employer brand to represent what you have to offer and why candidates should join your team. Beef up security: More mobile users means more personal data at risk. Every time a big company hack hits the headlines, users become more wary of sharing their personal information. Review your data security protocols and make sure candidate and employee data is protected. Gamification and machine  learning:  More employee training and recruiting is being done through machine learning and gamification. This technology learns user habits and preferences to streamline the user experience and transform rote training into an engaging experience that tracks skill level, progress, and mastery. Two new human resources tools to look for next year are Phenom People, a customizable mobile job application service, and Simppler, a data-driven employee referral tool. Putting together the right team is a science and an art. Recruiting technology helps you blend the two, making the search for the perfect candidate a lot easier. Upgrade your social recruiting strategy by utilizing the practices outlined above and brainstorming with other industry experts to identify the best approach for your 2016 social recruiting plan.

Using a Resume Writing Template for Highschool Students

Using a Resume Writing Template for Highschool StudentsMost high school students who are looking for a job will benefit from creating a resume using a resume writing template. Even if you have a decent grasp of the English language, it is still possible to create a lackluster resume that will not be able to get you the job you want. Resume writing templates can make the job search easier for a student to complete.Resume writing templates are often available on the Internet. They contain an outline that outlines all of the information the resume should contain. This may include specific types of resumes, such as academic resumes or medical resumes. There may also be sections that outline specific educational or professional experiences, employment details, and even specific jobs that students are applying for.For high school students, the resume should clearly list their name, their current high school, and any awards or honors they may have received. It should also include any previo us job experiences they have had. Other information that should be included in the resume include the name of the high school where the student is attending, their major, their job title, and the date they graduated.The next thing that should be included in a resume is the contact information of the person you are contacting. In this case, that person could be your college's career counselor or even the head of your internship. By including this information, your resume will appear more professional and more legitimate.Your resume should also contain information about your family life and your personal information, which is often filled in by a resume writer. Your family member should include what they do for a living and how long they have been in that position. You should also include details on how long they have been married and their average age.Once you have gone over your resume with a fine tooth comb, you should begin to list your professional experience, which includes your education and job title. Your number of years of experience and hours worked are also helpful to include in your resume. As a result, you will not only make yourself look more credible, but also able to find the job that you want.Finally, it is important to complete your resume in the format that is most appropriate for your job. To find out the proper format for your job, you should contact a career counselor. A resume writing template will help a student to fill in all of the necessary information about his or her job.You can quickly create a resume that can land you the job that you are looking for. As a result, you will be able to find a better paying job in general. You can do this by using a resume writing template.

Entertainment And Good People with Brad Haugen, CMO SB Projects - Personal Branding Blog - Stand Out In Your Career

Entertainment And Good People with Brad Haugen, CMO SB Projects - Personal Branding Blog - Stand Out In Your Career Last week I sat down with Brad Haugen, CMO of SB Projects, in their Los Angeles office to talk about entertainment and marketing. SB Projects is the management firm associated with Justin Bieber, Ariana Grande, and the new tv show Scorpion. In the interview we cover topics such as mentorship, creativity, good people, and authenticity. Can you please share with us who some of your mentors were and what was some of the best advice they gave you that helped you succeed? My first mentor, as most gentleman in the world, was my dad. He instilled in me three rules that I keep right here in my office. Run at your dreams Always think with your heart Always act with integrity These rules are something that I’ve led my life by. Everything that I do, I run through the filter of “Dad’s Rules.” Another mentor I was blessed with was Ben Slater at BBH, who was one of my first bosses. He sat me down on my second day and said, “There are two things to remember and you will always be set.” Never make any decisions based on money. Always go where you can work with the smartest and best people, and the money will come later. Keep your head screwed on right. Always look forward and do the best you possibly can. People will tell you to keep your head down and keep on working, but if you keep your head down, you miss things. Gary Briggs, CMO of Facebook, told me, ‘never take a no from someone who can’t say yes.’ A lot of people who want to accomplish something just send an e-mail or two and stop once when they get a no. Most of the time they are not communicating with someone who can actually make the decision. When you get to the right person, you’re almost always going to get the answer you want. Those are just a few people that I’ve considered mentors. My father has passed away, but I now tell those rules to my son and daughter before they go to bed. Its something I will always carry with me and I hope that they will also carry with them. It’s really touching that you have your father’s rules hanging up in the office. It’s actually pretty amazing, because after I came back after my paternity leave, I got this framed image of the rules from everybody at the office. It’s really cool to realize that people here actually do pay attention. It’s not like I’m just talking and nobody really hears it. I never asked anyone to print that. I never wrote it down for anyone. I just have mentioned it in passing. The whole company actually signed the back of it. It’s the kind of people we work with here and it speaks volumes of them. I know you have a background in advertising, but when you started working in the entertainment industry, what skills from advertising were you able to leverage and utilize? Do you find that advertising and entertainment are two very similar ballparks? There are similarities such as a brand and a celebrity should behave in a way that is natural for them. Entertainment is an industry built on the backs of people who make things happen. Coming from an advertising background, everything is very process driven. They [entertainment and advertising] are both client services, but the difference is when your client is a multi-billion dollar, multi-national corporation there are processes, there are rules you have to follow, there are guidelines, there are review processes, and there are statuses that you have to update. It’s a lot more rigor and people will think a lot more strategically. Here in entertainment, it’s like, we just heard an amazing song let’s put it out. Let’s do it in four weeks and let’s figure out the plan. I have been fortunate enough to maintain some of the structure in my life that I brought from the advertising world. I think the one thing that has been enhanced is my creative palate. In some ways, process is great, and in other ways you can kind of over process things. I think that ad agencies a lot of times, mainly because of the structure the clients impose upon them, have too much process. A lot of the best ideas die and never get seen because the client kills it, or it doesnt fit the brief, or whatever it may be. Here we get to try everything. When I first started working with Scooter there was just me, Allison Kaye, and him, and we didnt know what we were doing. We were all making it up as we went along. We had a sense of who our audience was, and we had tools, and we knew how to talk to people. We had ideas and we tried them. Sometimes they worked and sometimes they worked really well on a massive scale, and sometimes they didnt work. The best part of our job is our clients trust us and we have such great relationships with them that we are able to test ideas out. We are able to be experimental. We are able to do things that are innovative, that are different, artful and hyper creative; which is a cool thing. A little bit of process and a lot of creativity have been the two things, I’ve learned in my agency days, especially at BBH; they hold a big idea above all else. I noticed that your work force looks to be relatively pretty young in comparison to some of the bigger and more traditional management firms. How do you think this plays into your workplace? It wasn’t always intentional; we’ve just been hiring great people that are our peers. At the end of the day, who you work with is who you spend the majority of your life with; whether it be 3 years or 30 years. I think it’s about a 20 year difference between the oldest people and the youngest person that works here. Hiring young people is something that I believe in strongly. Young people have fresh perspectives and they are native in digital, native in social, and native in the tools and technology that we utilize. I’m 32 and on that bridge between where it’s fluent to me but I’m not native. I subscribe to the philosophy of hiring good people that are also nice. People whom I would want to get a beer with. Really, it’s just people who are phenomenal at their jobs that I would like to spend time with. I think that when you have young people around it keeps you young it also helps you understand and appreciate how different the world is to a younger audience. It’s pretty clear that consumers are watching and listening to entertainment in new ways. What do you think are future opportunities that marketers, brands, and personalities need to take advantage of by 2020? I believe so deeply in experimenting, and that whatever we have now, may not be what we have in the future. Our industry, the music industry, the television industry, and the film industry, are three of the most desirable forms of content in the world. The three of them combined that’s content, that’s consumable media. That’s what people want. They want it regularly, everyday, all day, all around the world. Things change, technology changes; we went from 8 tracks, to cassette tapes, to compact discs, to MP3’s. However, we are selling MP3s the same way we used to sell CDs and that will also change. Whoever owns the content and whoever can create the best content wins. It still comes down to making the best product. So, in five years, I don’t know what the world is going to look like. I dont know what the industry is going to look like. Great content and great creative is going to win irrespective of everything because that is what gets people’s attention. The best thing that anyone can say about anything we put out is you gotta go see this’ and then they tell someone else. Then it spreads. So I look at it from that point of view and that’s part of why I am a massive believer of this city in particular. I think Los Angeles is the most important city in the world, certainly in the country for technology and creativity. It’s a hotbed right now. I think people here feel it and people are starting to talk about it that way. There are so many creative people and the majority of the creative content out in the world is made here. Movies, television, music all those businesses are headquartered right here in Los Angeles. Everyone is coming to us and saying we need your music, we need this artist, we need that film, we need this footage and we need you to come up with this script or this idea, its all part of LA. It’s really a special time to be a part of a city like this in the next five years, and to get there and see what we can do will be amazing. One campaign I noticed that stood out as being original in relation to how media is consumed in 2015 was Justin Biebers Girlfriend fragrance. How did that concept come about and was it a success for you all? Right after the launch of that campaign, he had both the number one and number three fragrance in the world and Chanel Number 5 was number two at the time. So it worked out really well. For Justin, in particular, his fans mean everything to him and his fans have been an intimate part of his journey from YouTube to where he is now. In order to launch a campaign in a different way, to use his fans to make them feel involved and to actually get them involved in the launch of it just made sense. It was authentic. It did not feel forced and there are other artists who it might feel forced for, but with Justin they are just a part of who he is. So to ask them to get involved with it was a simple, they are going to do that. It was a really cool project to work on and we had the idea and I brought the raw idea to our friends at BBH where I used to work. And they were like, ‘this amazing let us spend some time on it,’ and they really helped flush out a really special campaign. We did some great work with that. First off, congratulations on all the success that SB Projects has had in film (with The Giver), television (with Scorpion), and technology (with Silent Labs)! Now, what’s the plan with keeping your place as an industry leader in music? How have you leveraged your success in music to these other industries? Our focus is still primarily music which is hard to say when you have a hit TV show. We had always planned on dabbling in TV and film, if the right project came along for us to get involved with. That is kind of how we have done it to date. We plan on scaling up our music business so that it starts to really grow and continues to operate in an efficient and innovative way. I think, at the same time, we plan on scaling our content business. We typically say TV and film, but it’s really a content business. We don’t know if the movies going to go in a theater or if its gonna be on Netflix or if we are just going to put it on a YouTube channel. But what we do know is we have a lot of ideas and we do plan on scaling that business. Our Silent Labs business is a very specific model, which is much more of an incubator. We have an idea for a product. Then that Silent Labs team will then go out and help bring that product to life. We occasionally make investments but we are not a VC fund and we are not out to launch 20 products a year. We are focused on one, maybe two at a time. That operates independently on its own. This is a big year for our content business. We have some big plans that I can not talk about yet, but we have some big plans to grow and scale that business with some great partners and some great people we would bring on board to really help bring that business to life. It’s important and I think it works really nicely with our music business. We are never going to stop focusing on the music business. We all love it! We all love what we do, we love our clients and we want to help them reach their goals and achieve their dreams and its kind of what we do for them. That’s our end game. So bring them into a couple of the other mediums? Maybe, if it makes sense. That would be an ideal scenario. You sync a song to a movie. You have an artist guest star on a TV show. All these things could happen, but only if it makes sense on all sides. We will never force it. Having a celebrity tweet about an app does not work. If a celebrity or an influencer of any kind decides that something is a cool production, and I want to use it, and it is something they authentically care about, then sure. Or a piece of hardware they would use, then you have something. But, consumers today are very smart and they aren’t going to buy it anymore. While I appreciate the value of a celebrity endorsement, I am not an advocate of just slapping a celebs face on a product just because you can. Now an ideal scenario, again, is where we develop products with our clients that they can use and that they love and are passionate about irrespective if its a tech product or not. At the end of the day we are never going to force something. We’ve done passive investments in products that you know of that you would never know or suspect us to be invested in and that’s by design. Then there are some that are very public and it’s easy to find; if it works that’s great and if not we tried. What sort of synergy have you found between your work at SB Projects and your time at Pencils of Promise? The founder of Pencils is Scooter’s brother and I am chairman of the board of the organization. It’s been a really simple synergy since its all about authenticity. Our artists, who support Pencils of Promise, have visited a school or have been a part of the story since early on. It’s one of the many philanthropic things we do here. I find it really important for me personally. I got involved with Pencils of Promise while I was working in advertising and before it, felt like something was missing in my soul. I always say that when you are in college you have extracurricular activities to keep you busy, but when you start working all you have is work. When you’re not working, you’re probably out drinking. People just stop doing extracurriculars and I’ve always been so involved outside of the classroom through high school, college, and grad school that I just felt a bit empty; and Pencils of Promise filled that hole for me. I love working on it and part of the reason I never went and took a job at Pencils of Promise, or ever got paid, was because I never wanted it to be work. I always wanted it to be something I was passionate about and chose to work on, and not be a something I have to do. I think that when you are a business leader, you have to lead by example. I think that it encourages a lot of people here to find what they are passionate about and start working with philanthropies that fill that hole in their hearts too. It really makes them feel special and proud to do the work that they do every day. We have a few people here that volunteer at various organizations and it’s really cool to watch. When someone comes to me and says I’m going to be out of the office for a half a day to work on a cause, I will support them, and it’s not a vacation day. It’s, ‘absolutely go do that, you’re doing the right thing.’ It’s important to build a business around that, especially to your earlier point, when you have a lot of young people at the office. “I hate to use buzz words but, authenticity is everything especially when you are dealing with celebrity.”

Success Tips For The Modern Business Woman

Success Tips For The Modern Business Woman It is no secret that for the most part, the world of business and startups is male dominated. Yes, it is very unfortunate, but things are slowly changing for the better. More and more women are starting their own business, and doing very well at it. With that being said, women do still appear to be at quite a disadvantage here. So, to get ahead, here we have success tips for the modern business woman. 1. What Are You Good At And Passionate About? Seeing as the business world is cutthroat and hard to get ahead in, you want to start a business that you love. Simply doing this for the money is not really an option. Business is already hard enough as is, especially in this male dominated world, so for success, you need to really love what you are doing. You need to be a firm believer in your product or service, and you need to have a whole lot of passion. This passion will come through in every aspect of the business and it will help you achieve success. 2. Get The Proper Training One of the biggest success tips for women looking to get ahead in the world of business is to get the right training. Yes, it is possible to start a business without training, but the chances of success are much lower if you don’t have an education. Many women are discouraged from getting an education by traditional parents, not to mention that mother’s usually don’t have the time or money to spend 4 years in a university. However, there are great online programs that can be taken, ones which are inexpensive, effective, and will teach you everything you need to know. Whether you want to take an online cooking, construction, business, or entrepreneurial class, there is something for every woman out there. 3. Form A Team One thing which many business oriented woman make the mistake of doing is going at it alone. Yes, you are a strong woman and you can do anything you put your mind to. However, the bottom line is that everything is easier when you have help. Yeah, you can hire men if you like, but if you really want to be an innovative woman, you might want to look into hiring an all-female crew. Not only will this show that you and your colleagues are empowered, but it will also give the women around a chance at success. 4. Take Advantage Of Tax Incentives Did you know that there are various organizations out there which give priority funding to businesses owned and operated by women? At the same time, there are also government programs which give some pretty big tax breaks to women in business. Yes, governments are slowly coming around and they see that women have good ideas too. If you want to be a successful business woman, you may as well take advantage of the money coming your way. 5. Don’t Give Up Keep Networking Yes, even for men, the world of business is not easy. If you hit a roadblock, don’t give up. What is often the case is that knowing the right people will open a lot of doors. Just because one door closes, does not mean you should give up. Keep networking, keep meeting new people, and those doors will open up for you. Success does not happen overnight. Women In Business Folks, these success tips are just a basic starting point, but every woman has to start out somewhere. Keep at it, build a team, do some networking, and keep pushing forward with your vision. Eventually you will get where you want to be.

PhD Writing Consulting Resume

PhD Writing Consulting ResumeThe PhD writing-consulting resume should be diverse and should highlight your abilities, experience and qualifications in a well-organized and concise manner. The consultant will ultimately be looking at the resumes that you send out and are one of the most important aspects of your job search. This guide will explain how to construct a successful PhD writing-consulting resume.Your bachelor's degree is the first piece of information you should include when writing your PhD resume. The entire resume will probably be spread out over several pages, so it will be helpful to have a letter of reference to give to prospective employers. If you don't have a letter from your professors, you can always include a letter from your supervisors. If possible, you should also include copies of your previous letters of recommendation and summaries of the undergraduate and graduate coursework you have completed.The second section of your PhD writing-consulting resume shoul d be the research that you have conducted in recent years. You can include research that has been published as well as work that was conducted while studying under a specific professor. While the academic paper you submitted may not seem very significant, your potential employer will appreciate having some reference material to go on.The most important part of your PhD writing-consulting resume will be the fact that you list your graduate degrees and each degree in chronological order, rather than listing them in alphabetical order. You should include a summary of the courses you have completed, including grade points and any classes that were prerequisites for your current program. You should list your Master's, Doctoral, Postdoctoral, and Ph.D. degrees and describe your coursework from each of these degrees in great detail.The next step in your PhD writing consulting resume is to list your Master's degree in a separate section. For this degree, you should include the year in which you earned it, your GPA and a brief description of the thesis and dissertation. You should also include your first three teaching assistantships. An impressive PhD writing-consulting resume will include the names of all of your teaching assistants and describe their work.The last part of your PhD writing-consulting resume should describe your doctoral degree in detail. It should show you as an individual and demonstrate your exceptional ability to teach. Include a summary of your research, as well as a complete transcript of your dissertation work and any professional research letters you wrote.The PhD writing-consulting resume will need to convey professionalism, which is a primary goal of McKinsey. Your CV must show your capabilities in different areas of the graduate studies field, as well as your commitment to your graduate school. If you have a strong work history, you should make sure to include a summary of your previous employment in the Ph.D writing-consulting resume.Final ly, you will want to include a summary of your financial statement. This should include total compensation, with wages, bonuses, and annual base salaries. Finally, you will want to include your contact information, including email and phone numbers.

Would You Move For The Right Job - CareerAlley

Would You Move For The Right Job - CareerAlley We may receive compensation when you click on links to products from our partners. It is often hard to distinguish between the hard knocks in life and those of opportunity. Frederick Phillips Author: Robert Boroff Relocating for a job is a fairly common practice, especially with the low job security of todays economy. But moving can result in heavy personal costs and should be extensively thought about before leaping to take a job. Heres how you can best enter a relocation type situation. First and foremost consider why you are willing to move for this position. Is it for the money? Can you not find a job in your hometown? Are you looking for a life change? Are you being forced to move by your current employer? Have you been looking for a chance to move? The answers to these questions will determine how well you adapt to the new situation. If youre putting yourself in this situation for good reasons and not just for the money or because you are being forced to do so you are more likely to have a positive attitude about your move and more likely to be happy in your new location. Look into the details about the town you are moving to. Consider the average home prices, what the culture is like, what the weather is like, if you have children consider what the school districts are like you dont want to move somewhere where you really arent happy to live. Often when the perfect job comes around we think that we will automatically be happy there but if the town you are moving to does not offer a social scene or isnt family friendly it can take a serious toll on your psychological health. Youll also want to take a long hard look at your finances. How much money will you lose on your house if you sell it right now. If the real estate market is not favorable in your area, as it isnt in most of the nation, youll want to consider how much you can rent your house or apartment for. Selling your current residence is a huge part of the relocation process and it is often a bit of a financial burden. Make sure its worth the money, and that you are financially able to do so. If you have a family consider the effect of the move on them. Will they be able to find jobs in the area? Are they willing to say goodbye to their friends and coworkers? Will they be happy in the new town? If your spouse and/or children are not happy with the move it may make it difficult for you to be happy. If youve decided relocation is the right decision for you, there are a few ways in which you can make the transition a little less painful. Prepare yourself for the difficulty of saying goodbye. Often we enter situations in which we have to say goodbye unprepared and end up fighting with the people we love because its harder to be sad than angry. Give yourself time to say goodbye to the people who have really mattered to you. Be honest with them about your feelings and theyll be less likely to be angry with you about your move. Make a plan as to how you are going to stay close. For some people talking on the phone is enjoyable, others find it tedious and difficult consider setting up a time to video chat, or making it routine to email each other a few times a week. Alternatively you could try mailing a journal back and forth, complete with photos, and fun anecdotes. Elizabeth Bernstein of the Wall Street Journal showcased a group of women who did just that, and they have found that i t has helped them remain close despite the fact that they all reside in different states. Old friends can help keep you from feeling lonely after a move, and should be included in your plans to relocate. If youre willing to relocate for a job a whole host of opportunities may open up for you, but you should make sure that you are psychologically and financially able to so. Article Source: http://www.articlesbase.com/career-management-articles/would-you-move-for-the-right-job-4915842.html About the Author Robert Boroff is the Managing Director of Reaction Search International Marketing Recruiters Sales Management Headhunters a leading sales and marketing Executive Search Firm that assists both U.S. and International firms recruit all levels of sales and marketing experts Globally. The Executive Search Consultants at Reaction Search International Executive Recruiters Sales successfully placing top performing candidates since 1995. Good luck in your search.Visit me on Facebook

How job-seeking will change and how you must change with it

How job-seeking will change and how you must change with it How job-seeking will change and how you must change with it Yesterday: Tell a few friends that you’re looking for a new gig and “if you hear of anything, let me know.” Call a few recruiters and they hook you up with interviews. Submit a few résumés with the goal of picking the best offer and negotiating the salary as high as you can go. Spend a few hours here and there poking around. During network meetings, come in ready to talk all about yourself, rattle off your background and accomplishments, and hope they hear something that they find interesting. I call this the “deck-of-cards routine” …toss cards out one at a time until the listener says, “Stop.” A few errors were tolerated, as hiring managers had a hard time finding the “perfect” candidate. Today: Networking needs to be more focused, done with professionalism and purpose and with great follow-up. Be strategic in your application, insuring you address the buyer’s needs (hiring managers, interviewers). Recruiters should be aware of your profile; you need to be “findable” on LinkedIn. And remember, there are no salary discussions until you get an offer. When networking, have a clear job search goal, be prepared to listen more than you talk, and treasure the information and insights they give you. Follow up over and over, especially with gratitude. Prior to interviews, do massive amounts of research and be ready to talk about how your skills and experience make you the best candidate for their position. Most importantly, tolerance for mistakes is lower than it has ever been. As it should be! There is no room for common mistakes that candidates make over and over again. You have no idea why you are not getting the interviews or the offers after interviews. And, you just keep looking and feeling frustrated. The job-seeking world has changed around you but you have not. Tomorrow: All employers will be using some form of technology to narrow down the best candidates based on word search and comparisons of your skills and experiences with their job description. Yes, networking will help get you in the pool, but that will only get you so far. Due to the increasing cost risk of “mis-hiring,” companies will conduct more phone or face-to-face screenings and they’ll check you out online via various sources and more. All of your facts and figures will be checked out for accuracy. Your interview is a performance! You will be expected to be fully prepared, have a 30-60-90-day game plan for the position you are applying for, and be ready to demonstrate the skills you claim to have (language, Excel, technology, sales role-play, etc.). You need to be ready for the Future. But, let’s start with Today. Re-invent your job seeking process and do it now. If you’re in job-search mode now, stop. Re-boot! And go to https://www.danamanciagli.com to Cut the Crap, Get a Job!