How to STOP Using Only 10% of Your LinkedIn Recruiter License

How to STOP Using Only 10% of Your LinkedIn Recruiter License Weve been talking a lot lately about what recruitment leaders should stop doing in 2017; how they can  STOP messing up their critical job adverts and START  getting real, decent applicants, as well as how marketers need to STOP delivering tactics instead of strategy. A theme which links all of this together is my new acronym: FORMO Fear of Recruiters Missing Out. We have become a generation of tech / app / extension / data proliferation and the process is screwed up.  This has never been more so than with LinkedIn Recruiter (RPS Licence).  Ive written before about how recruiters do not expect ROI (return on investment) from LinkedIn. I often see this when I work with recruiters to help them confidently purchase / renew the licence. Yes, they have the LinkedIn Recruiter training to get the ball rolling. Yes, they run the reports on usage… but they often dont analyse data what I feel is critical to seeing ROI. They also don’t check in with recruiters and how they plan to implement their LinkedIn Recruiter Licence. When I work with recruiters, I’m not into ‘wham, bam, thank you ma’am’ training. I’m into ROI. It’s sustainable and as cheap as chips! 70 20 10 â€" Only retaining 10%? Imagine if you studied your client and talent (and staff) retention figures and realised that you were at 10%? You’d faint, scream, hide… But as humans, there is the theory that we retain 10% of the training we receive and the rest is a split between watching others and on the job challenges. I’ve been in training in some form or another for 20 years and I totally agree with this theory. Aiming to get (at least) 100% ROI from LinkedIn Recruiter Why is it that we often only “do the math” at the end of the day? We often use finance figures from previous activity. We look back at last month and what do we do differently this month? We possibly don’t have enough predictive analysis to help us predict success (or failure). I often get told by recruiters that they need help understanding how to measure ROI from a LinkedIn Recruiter Licence and waiting on placement data is too long a wait (AND this assumes either success or failure, rather than a journey which needs constant management and focus). Here are some data points I feel are critical to helping you understand the ROI of LinkedIn Recruiter: LinkedIn Company Page Metrics: LinkedIn Company post Impressions Linkedin Company page followers LinkedIn.com Staff Profile Metrics Followers not connections Number of Connections Weekly profile views LinkedIn Recruiter (RPS Licence) Metrics LinkedIn Recruiter usage and success InMail Acceptance Rates â€" I would clarify that this needs measuring against sends/ declines too Activity â€" LogIns/Searches/Profiles Viewed/In-mails sent â€" plus projects and alerts setup Website Metrics Hits to Website from LinkedIn and which pages were the most popular Flow to website and applications â€" I would add referral rates in Google Analytics CRM Metrics Placements â€" Value by month â€" have a think about LTV too (life time value) Opportunities â€" In CRM with LinkedIn as source Leads â€" In CRM with LinkedIn as source Candidates / Contacts â€" source = LinkedIn You don’t need me to tell you that buying a system, especially LinkedIn Recruiter, is not the goal using it well and happily paying the invoice is the goal. Saying of course we’ll renew to LinkedIn is a great statement to make, as opposed to FORMO. “Your FD telling you that you’ve spent a fortune on tech just to stay the same, is not what you want to hear at year end.” Telling your clients that you have every bit of tech going and still you’re having issues finding talent is not a sales pitch, an excuse or even a USP.  Start the measure the effectiveness of your LinkedIn Recruiter licence. Take action on how effectively and successfully it is being used. Stop waiting for placements to happen / not happen before you measure ROI. Habits will have been formed and the system perhaps devalued by then.

Reviews For Resume Writing Services For Skilled Trades And Experienced Professionals

Reviews For Resume Writing Services For Skilled Trades And Experienced ProfessionalsFinding reviews for resume writing services for skilled trades and experienced professionals can help you make an informed decision when selecting a company to handle your job application. We are all aware of the difficulty that one may have with reviewing resumes for their qualifications. Once you have researched a potential company, you may still need to see some testimonials and written evaluations to make sure you are choosing the right company. Here are some tips for finding such a review service.Companies that have been in business for a while are usually more effective than companies that are new. Most companies that specialize in writing resumes will give you a free sample of the kind of work they do. You will not be expected to pay for these samples but they are always useful. Many times, you will be given several samples to compare the pros and cons of each service before you sign on with an y one. It is also helpful to check the ratings for the reviews for resume writing services for skilled trades and experienced professionals by checking out consumer feedback websites.Resume writing reviews are useful if you are going through a long term project that requires plenty of revisions. The best time to use a review service is after a lengthy project has been completed. If you are looking for easy copies for your resume, this is probably not the best time to use a review service. It is good to see what type of reviews have been given but it is better to spend some time on your resume and let the reviewers do the editing.Another tip is to look for reviews from respected and reputable review sites. If you are signing up for a free trial then the service should provide a link for you to view previous reviews. If the company you are signing up with has its own page on a review site, you will want to click on the link so you can see previous customer comments about the company. Review sites are useful for the same reason that you would use them.Experience is a key component in any project. If you are going to hire the services of a resume writing service to produce your resume, it is crucial that you get your information from someone who has worked with the company in the past. This will save you from wasting your time and the company's time. People who have had past projects with a particular company or individual will be able to give you a first hand account of the quality of work and communication from the company.It is also important to know exactly what your expectations are from the company before you sign on with them. Some employers try to sweet talk you into using their services because they think they will be able to offer a better deal. Do not fall for this because the company has not reviewed your resume. It is better to be clear than to get mixed messages. If you do not like the company, you can always search for another one.References are ano ther great way to find out what other people think about the company. Word of mouth is often one of the best sources of information. References are great for different reasons but will not work as well if the people you are referring to do not know you.Before you hire a company to handle your resume writing services for skilled trades and experienced professionals, it is important to review the reviews for resume writing services for skilled trades and experienced professionals you have found. If the reviewers are not helpful, you can take their recommendations with a grain of salt. However, if you are able to find some helpful reviewers, you will be in a better position to find the company you need to write your resume.

The 8 Mistakes That Recruiters Need to Stop Making

The 8 Mistakes That Recruiters Need to Stop Making If youre having trouble placing candidates or your hiring process isnt running as smoothly as you would have hoped, it may be time to take a step back and assess what exactly is going wrong. Sometimes even the smallest of changes can make a world of difference, so its worth taking the time to identify areas for improvement. There are a few common blunders  that recruiters commonly make, which can result in costly hiring mistakes,  failure to capture the attention of the best employees and creating  a negative reputation for themselves as a recruiter and the organisation. Here are a handful of some of the top recruiter mistakes: 1) A lack of organisation: Planning and organisation is critical to the smooth running of your hiring process and it is often overlooked by recruiters. Failing to plan can create problems such as overspending, lengthy hiring processes, making hasty hiring  decisions and providing a poor candidate experience. Having a clear plan and hiring strategy in place will help you to stay on track and within a set time frame. 2) Poor communication: This is one of the top pet peeves that candidates have about recruiters. The candidate experience can have a huge impact on your employer brand and keeping them in the dark about the progress of their application doesnt reflect well on the organisation. Its important to keep the candidate in the loop at all stages of the process and all candidates who have been interviewed deserve to receive feedback,  even if you do not wish to offer them the role. 3) Not providing feedback: Job hunting can be an incredibly stressful experience and no one wants to receive a dreaded rejection letter, however the one thing worse than receiving a rejection is hearing nothing back at all after an interview or not knowing where they went wrong. If a candidate has taken the time to go in for an interview, than the least you can do is get in touch to let them know if they have been unsuccessful and why, so they can then move on and learn from their mistakes. 4) Not acknowledging applicants: Its understandable that some companies can receive dozens, if not hundreds of applications for one position, making it difficult to make contact with every single candidate.  However failing to acknowledge applicants entirely wont reflect well on the organisation and the candidate will be less likely to recommend or offer future custom to a business who they didnt hear anything back from. 5) Not focusing on your employer brand: Talent attraction is a lot like marketing. In order to entice the best candidates, you must create an effective employer brand, that promotes your organisation as a great place to work. Most candidates will research a company before applying for a job there, so it is important that you have a good social media presence and website that demonstrates all of your best qualities. They key to a great employer brand is engagement and transparency, so keep this in mind when you sharing brand messages. 6) Looking for the perfect candidate: The chances of you finding a candidate that fits the bill in every single way are slim, so continuing a hunt for the perfect candidate is pretty pointless. You have to be prepared to reconsider certain factors when you find somebody who could potentially do a great job, even if the fall short in one or two areas. They can probably bring things the job that you hadnt even thought about until you interviewed them, so its good to keep an open mind. 7) Ruling out overqualified or under-qualified candidates: A lot of recruiters take one glance at a candidates CV and make the immediate decision that they are either over or under qualified for the role without giving them a proper chance. Its generally thought that overqualified candidates wont stick around for long, will become bored or will be too expensive and are therefore ruled out, however they could benefit the business greatly with the experience and knowledge they have. On the other hand candidates are also frequently rejected on the basis that they are under-qualified, however those as the beginning of their career are often the hardest workers looking to impress. 8) Not hiring for culture fit: Though skills and abilities are important factors when hiring a new employee, it is also important that they fit in with your company culture and the rest of your team. When making hiring decisions think about the type of personality the individual has and whether or not you think they would suit the working environment, as a bad hire could lead to poor team dynamics and a quick turnover of staff. [Image Credit: Shutterstock]

Making career decisions take advantage of the support available

Making career decisions take advantage of the support available As a History of Art undergraduate, Malina Mihalache has often been asked the inevitable question what can you do with an art history degree? But how much of our time, argues Malina, should be spent researching, planning and figuring out what we truly want to do with our lives? Should we figure this out before its too late, or should we have a happy-go-lucky attitude and hope that it will all sort itself out in the end? In my opinion, the answer is somewhere halfway in between these two extremes. It is true that as a student, you are in charge of choosing the path your professional life will take. You can choose to postpone figuring it out until as late as possible, but this will come at a price the price of missing out on all that university has to offer. In terms of careers planning this can mean the expert opinions on CV and cover letter writing, invaluable connections with alumni and employers and above all, impartial, objective advice. Like many art history students in their second year of study, I have been struggling with truly knowing what I wanted to do after university. Whilst studying history of art at Warwick has been a very enriching and rewarding experience, I can’t help but feel somewhat left out when it comes to the job market. Many sites that advertise graduate jobs don’t even have the option of choosing history of art as an undergraduate degree and finding work experience in the field involves almost always unpaid, self-sourced jobs. So I understand the struggle, and to be very honest I do sometimes envy our peers who read science-oriented subjects, as their career choices always seem more straight forward and easier to make. Until fairly recently, I have been quite worried about my professional future. I have had several career paths in mind but I could never truly decide. I have tried to get as much experience as possible â€" by juggling several part-time jobs, negotiating numerous internships over the summer of my first year and volunteering. Whilst I then had lots of things I could put on my CV, I was even more lost and confused than before I came to uni. No matter how much I tried to find out what I really wanted to do after graduation by experimenting with different career paths, there was something essential that I missed on getting to know myself and my values. And it all came together when I attended the careers skills session aimed at second year art history students, when I realised that we aren’t supposed to do this on our own. There is a wide array of help available â€" from tutors who are well-connected with alumni all over the world, to Careers and Skills Service staff who can tell you all about lots of helpful websites which you won’t probably find on your own. There are also a tremendous amount of workshops and sessions aimed at developing skills that employers are looking for, regardless of what field you are considering entering upon graduation. Warwick literally pays people to ensure that we are supported and guided through this journey of discovering what it is that we would like to do and what suits us, so why do it on your own? The History of Art department is quite small which is again something that we should all be taking advantage of, as not everyone at Warwick can say that most of their teachers know their names and make time for informal chats with students. This is our little treasure that might be a decisive factor in our work life, because of the invaluable advice and connections that our tutors have. There are a lot of misconceptions about studying history of art, especially regarding the skills we acquire and the possibilities we have upon graduation. If we want to change these misconceptions we must firstly educate ourselves with regards to the widely transferable skills and varied job opportunities across all sectors that we, as history of art graduates have. So next time someone asks you, “what can you do with an art history degree?”, you can confidently reply “anything!”. The reason I wrote this blog was to try and guide anyone out there as undecided and worried as I was. The most useful thing one could do whilst figuring out their career path is getting help and guidance from specialists, and Warwick makes it very easy to do so. Therefore, if you still haven’t figured it out or the process seems never-ending and confusing, don’t worry. There is still plenty of time to attend one of the careers skills session, book a slot with a career advisor or just drop an e-mail to one of your tutors and ask for help.

Should a Writing Sample Be Printed on Resume Paper?

Should a Writing Sample Be Printed on Resume Paper?Should a writing sample to be printed on resume paper? This is a very common question among students as well as professionals. After all, a writing sample is an important part of your resume. If a resume is not accompanied by one, you run the risk of losing out on that perfect job.The answer to this question is yes; a writing sample should be printed on resume paper. But it is up to you whether or not you print the sample out or keep it in the envelope with your resume. This is because the printing of a writing sample is completely within your own discretion.On the other hand, if you decide to keep it in the envelope with your resume, you must bear in mind that you should be careful with the sample. It must be kept clean and you should be careful to not leave any scratches on the sample. Doing so can actually destroy the writing sample's authenticity.There are several other ways in which you can use the sample and these include keepi ng it as a reminder at the back of your resume, displaying it on your computer, or placing it in your presentation folder. Some even keep the sample on their company website. One of the most common ways in which you can use the sample is to print it out to give as a sample at a career fair. In this way, you will also be able to market yourself.You can also use a professional resume paper to showcase your work experience and qualifications. There are some ways in which you can do this. One is to use the example of another writer who has the same title and type of career.Another way to use the sample on your resume paper isto use the sample in place of your own name and sayings. Use the sample for example, to include your personal experiences such as your achievements in an extra-curricular activity. Such examples can help make your resume stand out. Using this strategy will also allow you to provide more details about your accomplishments, qualifications, etc.If you want to present t he sample as a part of your resume, you can ask the employer to place it inside a cover letter. Since the sample can be an invaluable tool to you, you can always try to take the advantage of it. There are some good examples available online that you can use to showcase your writing samples. Just make sure that the sample is appropriate for the career you are looking for.If you choose to use the sample on your own resume, you have to be prepared to deal with the scrutiny from potential employers. You can use the sample as an asset rather than as a liability. Before choosing to use the sample on your resume, make sure that you know what you are doing.

Which European Country Works Hardest To Buy A Beer At The End Of The Week

Which European Country Works Hardest To Buy A Beer At The End Of The Week Photo Credit â€" flickr.comThe simple reason that any of us work in any job is to earn ourselves a handsome pay check at the end of the month.Depending on what stage of life you currently find yourself, this money can mean dramatically different things.If you are in your early twenties it might be going towards an around the world trip, if you’re 40 it might help fund your children’s education.evalThis is explained very well in this article from Forbes. It discusses what Millennials tend to spend their money on. Despite on average, having access to less money than the generation before, they spend much more of their earnings on travel.The way in which we spend our money can be judged just as much on the little things as the bigger ones.A great measure of this is the UK Consumer Price Inflation Basket of Goods. This monitors the most popular items bought by the general public each year.The basket of goods has been running since 1947 so, as you might imagine, certain products have come and gone over the years.For example, in the 1990s, the CD was included, however, by the 2000s, it was removed as other music tech took over.Universal Love of BeerThere are also products which have remained firm favorites with the general public since the basket started. One of the most consistently popular weekly products in any country is beer.Beer is quite easily the most popular alcoholic beverage on the planet. According to The Economist, last year the global consumption of beer was a staggering 185bn litres!evalThis is obviously a staggering amount of beer, however, it is far from even spread across the globe. Some continents drink a great deal more beer per person than others.Just take a look at this great interactive map on the Telegraph which clearly shows just how popular beer is across Europe.European’s Love of BeerAnother fantastic interactive map from the Huffington Post further illustrates just how much Europeans love a beer.It calculates which countries around t he world drink the most beer measuring by 2 litres per capita. The top ten is dominated by European countries, with just one country So, clearly the thing we can take from this is that the majority of Europe enjoy spending their hard earned cash on a cold one.However, with the economies of different European nations differing so greatly, some have to work a great deal harder to afford it.Which European Country Works Hardest To Buy A Beer At The End Of The Week?This is perfectly presented in new research carried out by silverdoorapartments.com. By comparing the average price of a pint with the average monthly and weekly salaries in each European country, they were able to calculate (in minutes) how much each nation works for a pint.The final table of results is fascinating as it confirms some things which you might expect to feature as well as a few surprises.For example. One of the least surprising inclusions was Monaco as the least hard working in Europe. This isn’t very surprisi ng because (according to The Guardian) it has the highest number of millionaires per head out of any European country.It concluded that residents of Monaco on average work just 4 minutes and 12 seconds in order to afford a pint of beer.However, things differ wildly at the bottom of the list. The figures don’t bode well for Azerbaijanis who have to work over one hour and 20 minutes to earn one beer!Some relatively economically successful countries such as the UK are surprisingly low on the list. This is because of the disparity between the average monthly salary and the price of a beer. While the UK has one of the higher salaries, it also has relatively expensive beer.Take a look at the full set of results for yourself and see who really does work hardest for a pint of beer!

Watch this incredibly inspiring speech by Charlie Kim, CEO of Next Jump - The Chief Happiness Officer Blog

Watch this incredibly inspiring speech by Charlie Kim, CEO of Next Jump - The Chief Happiness Officer Blog I recently wrote about New York based company Next Jump and the world-leading things theyve done to create a very happy workplace. Heres a fantastic speech from their founder and CEO Charlie Kim where he talks about the principles behind Next Jump: Watching it, I was constantly entertained, enlightened and inspired. Two of my favorite points are Kims assertion that corporate values are meaningless (or possibly even harmful) and his passionate advice to get comfortable with failure. Its great, great stuff. Its an hour long and I highly recommend watching the whole thing. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

My Dirty Little Secret (according to my husband)

My Dirty Little Secret (according to my husband) Rules to Live By by WillistonLetterCo Oh, my husband. Yall flattered him so much with his first guest post (and rightly so!) that he told me he had something new cooking up for you guys. I was so excited when he dropped this in my Inbox last week (hes very mysterious about his posts, and only lets me know that hes even writing one by saying, Im working on another post for your blog but thats it! He wont say anything else! Adorable) that I couldnt share it right away. Here ya go! I have a recurring dream when I’m stressedâ€"I’m being chased. Who is chasing me varies; it can be zombies, or vampires, or the military. Just the other day I was Chevy Chase’s character in “Memoirs of an Invisible Man” and I was being hunted down by Sam Neil with a dart gun. During the dream I’m frightened, anxious and running for my life. When I wake up, I usually have a good laugh. It’s a theme that I find humorous because it is clear to me that this dream represents the stressors in my life. I find it humorous that my brain is so literal that it creates these easily-interpreted scenarios. I also find it humorous because I represent this same anxiety to the woman I love. For you see, I am nearly un-coachable. It is Michelle’s dirty little secret. I am the fish head-eating child Hugo she keeps in her attic. I am the high school yearbook nestled at the bottom of her closet. I am Roger Clinton. And it is not intentional. I am not trying to hurt my wife or harm her reputation in any way. Like many of you, I am who I am. I’m a creative person, searching for that balance in my life of stability, creativity and freedom. I know what it’s like to wonder every day, “What am I doing? Why am I doing this? Who left this sandwich here?” These are the things that often keep me up at night. Mostly the sandwich thing, because let’s face it, if someone is randomly leaving food in your home, you’ve got a ghost/elf/Martha Stewart problem. Within every creative person there is conflict. That’s why we’re creative. Creativity is the result of confronting and engaging conflict, as far as I see it. The problem is that sometimes the conflict wins over the creativity, and that’s when we as creative people find ourselves sad, depressed and ready to give up on our dreams. You know, all the reasons why we hire a life coach. Because she is an amazingly talented life coach, my loving wife recognizes these moments in me, and wants to help. It will begin slowly, with a conversation about my day or what’s on my mind, and then I’ll find myself saying to her, “Stop life coaching me and just let me vent.” Which she does (sometimes begrudgingly) because as someone who wishes to help, she also knows when to step aside and watch from the sidelines. And while this inevitably does help, it also frustrates my poor wife because even though the life coach in her is working properly, the wife in her wants to just take my conflict away. I appreciate this, and while I don’t always welcome it, I do understand it. But like I said, this conversation helps, and 99 times out of 100, I wind up doing the task that stressed me out in the first place. So why am I telling you all of this? For two reasons. Number 1, I want to say to all of you out there that read these blogs looking for help that while the journey is difficult, it is not impossible. Even though my amazing spouse will end our conversations exasperated, she has made an impact. I know how to balance my life more so now than I ever did, and that is due in large part to her skills as a life coach, her ability to listen and her never-ending desire to help those of us who need to find order in our self-made chaos. And while this may come across as a blatant promotion for my wife, it’s not. It’s just to reassure the creative pragmatist that stares at you in the mirror every morning that there is light at the end of the tunnel. The second reason is this. Much like my zombies, vampires and werewolves keep me on my toes, and keep me going, well, that’s kind of my job too. I’m here to constantly remind my wife that her work isn’t done, that she must continue to help those of us in need and that she is needed. Just in a non-monster sort of way. **********************************************************************************************