A few weeks ago I attended a presentation by the European Talent Sourcing Manager at one of the world’s best known social networks. I’m still amazed and I’m convinced the recruitment professionals who were there with me went home feeling a bit queasy. Monitoring the employee life cycle Never before have I come across a better recruitment professional: she came to the job from the business (in fact all the people in this company’s recruitment department come from the business!), is involved to an extreme degree with developing the business (she doesn’t talk about HR, but about making the business scalable) and goes for data all the way.
During the next two decades, nearly half the jobs in the United States alone might become obsolete due to automation, according to an article in The Atlantic. But new opportunities will arise, particularly ones that require strong cognitive and social skills. As David J. Deming, associate professor of education and economics at Harvard, put it: People will have to become more human.
Het solliciteren van nu is anders dan 10 of langer jaar geleden. In die tijd waren er zelfs nog discussies of je mag vragen om een pasfoto of geboortedatum in een CV. Nu leven we in een tijd waarin bijna alles publiekelijk gedeeld wordt. Een nog vrij nieuwe stap in de wereld van solliciteren is de CV film. Die gaat de betekenis van de profielfoto meer dan een paar stappen voorbij. Ook dit fenomeen laat menig wenkbrauw fronzen en wat dat zegt over je persoonlijkheid kan voor de recruiter een interessant gegeven zijn....(daarover straks meer). Natuurlijk kun je je afvragen: Is dat iets wat bij me past, ga ik dat doen en is dat echt wel nodig? Voor de meeste lezers is het geen vanzelfsprekendheid om een film van jezelf te maken en die mee te sturen met een sollicitatie.
One of the most disruptive changes we’ve seen in business over the last decade is the end of the traditional “career.” People used to join companies for life: we would look for a great company when we got out of school, join the new-hire development program, pay our dues working up the ranks, and look forward to a nice retirement program 30-40 years later. Today, the average worker stays at their job for 4.4 years, according to the Bureau of Labor Statistics, and some research says that Millennials change jobs at twice that rate.
Success at blog marketing depends on a myriad of content, design, technical, and promotional factors. Though it would be prohibitively exhausting to excel at all of them simultaneously, the good news is that there are many small changes you can make that can significantly improve the success of your blog content over the long term
This is a topic where, from experience, I think the majority of management stands on the wrong side. LinkedIn is world’s leading professional platform whose mission is simple:
To connect the world's professionals to make them more productive and successful. When you join LinkedIn, you get access to people, jobs, news, updates, and insights that help you be great at what you do. I know a lot of employees who have openly or privately spoken about how managers restrict or attempt to manage what their subordinates like, say or post on their LinkedIn profiles. Managers excuse and cover their actions with claims such as:
Der Webbrowser von Google, Chrome, zählt zu den beliebtesten und begehrtesten Browsern. Und auch wenn in vielen Unternehmen nach wie vor Internet Explorer, beziehungsweise die Browser der neueren Generation aus dem Hause Microsoft, verwendet werden, bietet es sich an, sich mit Chrome genauer auseinanderzusetzen. Denn Chrome bietet eine Vielzahl an kleinen, praktischen Erweiterungen, welche die Arbeit und das automatisierte Personalmarketing zum reinsten Vergnügen werden lassen. Selbstverständlich – darauf muss ich natürlich der Vollständigkeit hinweisen – stellen solche Plugins und generell die Offenheit des Browsers, diese Plugins, bei Chrome übrigens „Extensions“ (Erweiterungen) genannt, Sicherheitslücken dar.
Meaningful work is something we all want. The psychiatrist Viktor Frankl famously described how the innate human quest for meaning is so strong that, even in the direst circumstances, people seek out their purpose in life.1 More recently, researchers have shown meaningfulness to be more important to employees than any other aspect of work, including pay and rewards, opportunities for promotion, or working conditions.2 Meaningful work can be highly motivational, leading to improved performance, commitment, and satisfaction.3 But, so far, surprisingly little research has explored where and how people find their work meaningful and the role that leaders can play in this process.4
We interviewed 135 people working in 10 very different occupations and asked them to tell us stories about incidents or times when they found their work to be meaningful and, conversely, times when they asked themselves, “What’s the point of doing this job?” We expected to find that meaningfulness would be similar to other work-related attitudes, such as engagement or commitment, in that it would arise purely in response to situations within the work environment.
Although generational differences are often overstated in the workplace, Millennials do face a unique challenge, thanks to the reality of modern 24/7 communication: “ruthless comparison” with their peers. In a recent series of hundreds of interviews with twentysomething Millennials across the United Kingdom, I heard this over and over again. As one Millennial described the challenge, “We are a generation that is ruthlessly comparing ourselves with those around us and our role models at the same time. And if we are not doing something exceptional or don’t feel important and fulfilled for what we are doing, we have a hard time.” The ruthlessness of this comparison creates anxiety and uncertainty in one’s self, as I heard repeatedly over the course of the interviews. If we’re going to address the problem, we need to know why it occurs. My interviews surfaced three reasons in particular: false representations of achievement on social networking platforms, the sharing of stories of hypersuccessful Millennials, and the rise in choices and options that Millennials have in building their careers.
About two months ago, a long-standing business acquaintance of mine learned that my company had created a series of data literacy training courses. He called me and asked if we offered them for individuals (we didn’t; at the time we only offered our programs to companies). When I asked him why he was interested in data literacy, he said, “Data is all anyone is talking about. I don’t know anything about it at all. I thought you guys would be a good place to start.”
It’s that time of year when I am asked to offer career advice to recent college graduates. I always laugh when I think about the statement my dad (the options trader) gave me, before starting my first post-collegiate job as a commodities trader: “Do your job and don’t screw up!” Let me couch dad’s words in a kinder way: You, young graduate, think that you have much to offer your benevolent employer. In fact, you offer very little except potential.
Every HR professional and manager has had to have a tough talk with an employee about his or her performance. Sometimes it is in the context of an annual appraisal. Other times, it may be a final warning prior to termination. But regardless of when the discussion happens, careful planning is necessary. Otherwise, the wrong things may be said or done, and difficult conversations can quickly evolve into difficult lawsuits. Here are 11 tips to help take some of the pain—and risk—out of those closed-door meetings. Don’t Delay Understandably, many of us defer uncomfortable confrontations. But while we’re procrastinating, the employee may be well-aware that a performance discussion is in the offing—and may use that to his or her advantage. For example, the individual may consult with a lawyer and allege a legal wrong, engage in protected activity, or take protected leave.
The term "career" has new meaning in 2016. After leaving school, people may assume a graduate looks to build experience and work his or her way up the corporate ladder – all at one company. In the past, constantly switching jobs was often associated with starting back at square one and creating a resume that indicated a lack of dependability. However, this is no longer the case in many industries. It is not uncommon for a modern career to involve working at a number of companies in the same field. Modern technology helps new hires acclimate quickly and allows businesses to see exactly what talent they need during certain time frames. Also, modern data technology allows individuals and staffing agencies to carefully track actions at each position to build complete talent profiles. Thanks to new innovations, individuals can monitor and manage independent careers – as opposed to one built within a single organization – and staffing agencies can help.
Leaders don’t hire. Yes, you hire to fill a job but you recruit to bring in the right “human essence” to your organization to ensure its long-term success. Discover these competencies in people and gather them around you: - Lifelong learner: If you’re not learning, you bring little future value to an organization. Look for evidence that prospects are active learners. What areas are they interested in? Who have they learned from? What have they done to apply what they’ve learned and how can they be put to use in your organization? - Infection agent: The ability to infect others with the interest and excitement necessary to execute your strategic game plan is a priceless art. Some people have the innate passion and tenacity to get others on the bandwagon. Get ’em on board.
The 12 colors in the color wheel can be combined in different ways when you create presentations. Some of the colors are considered warm, and some cold. Some are considered be complimentary in different ways. Colors next to each other are called analogous and using the same color and its tints tones and shades is called monochromatic. We can use these color combinations in the color wheel to create beautiful color schemes for presentations.
How would you describe yourself?" While this is something that should be anticipated and practiced, many job seekers overlook the importance of this question and fail to take the time to formulate the right answers. Moreover, when describing ourselves, we should approach our answers in an honest, candid manner and even though some answers are laid out below, always ensure that you phrase these in our own words as authenticity is important. Here are 15 ways to describe yourself for your next sales interview: 1. Revenue Generator 2. Top Performer 3. Vision for Success 4. Growth and Development ........................
You’ve just read a job description, and you’re so excited. It is exactly what you want in your next career step. And then you get that magical call and talk with the recruiter and everything seems aligned. You do your research and prepare for the interview. You ask good questions, and you get good answers – you think you got this nailed. It’s as good as it seems, then you start and, a month later, you realize that the job and/or the company isn’t what you thought it was. Anxiety kicks in. You feel trapped. You don’t want to quit after a few months because you don’t want to be a job hopper. But, you regret your decision and wish you had done things differently. But what? How can you know what it’s really like to work somewhere before you actually get hired? Here are some ideas to help you identify the real company culture before you accept a position. Join the talent network
Migratie is momenteel een van de meeste controversiële onderwerpen in Europa. Nooit eerder zag het Europese continent een zo hoge toestroom van asielzoekers en migranten als nu. Het gevolg is dat het in het Schengenverdrag verankerde vrije verkeer van mensen en goederen onder steeds grotere druk staat. Op elk niveau is migratie onder Europese leiders onderwerp van gesprek, maar een concrete oplossing lijkt nog lang niet in zicht. De in allerijl opgezette hekken en heringevoerde grenscontroles ten spijt, EU-burgers kunnen zich nog steeds vrij bewegen binnen de grenzen van de unie – zonder dat ze daarvoor een visum of werkvergunning nodig hebben. En dat blijven ze ook doen.
Under qualified is just a state of mind - How to inspire employers to take a leap of faith
Today's job hunters and career shifters are bolder and braver than previous candidates. They know the drill and are savvy when it comes to job ad shades of grey. That said, it takes more than just skilled smarts to battle the 'unqualified' label. Whether you're a graduate or are on the brink of a career change, finding a way to get your foot through the door is tough when relevant qualifications or experience are lacking.
In this post we will be exploring how people either early in their career or looking for a career change, can get their foot in the door of the digital marketing world. Here at Zealify, we often get asked about digital marketing roles by graduates. However, not many people are fully aware of what digital marketing entails and all the possible avenues they could pursue. In this post, we’ll outline what you might need to learn as well as covering some of the basics from different elements of digital marketing. We’ll then highlight some resources and influencers to follow, putting you in the best position possible to land an entry level role.
Feel free to use the links below to skip to a section you are most interested in:
Millennials face numerous challenges, from record levels of debt to a rapidly evolving employment market. But it seems that much of the stress and anxiety reported by twenty-somethings is caused by something else: ruthless comparison with peers. In a study published in the Harvard Business Review, which involved hundreds of interviews with young people in the UK, Emerson Csorba, found the same story emerging again and again. Csorba, director of the consultancy Gen Y and a World Economic Forum Global Shaper, reported one millennial describing the challenge like this, “If we are not doing something exceptional or don’t feel important and fulfilled for what we are doing, we have a hard time.” Where is the pressure coming from? With millennials more connected than any previous generation, opportunities to compare levels of success are ubiquitous, creating anxiety and insecurity. Csorba identified three major factors putting pressure on Millennials.
Transport an agency employee or a marketer from before the turn of the century into a similar job today and you can bet a lot of it would seem foreign to them. The use of the word viral, for instance, and why the few people who still leave their desks to take lunch come back after 45 minutes and stone-cold sober. Many of the new jobs would be unrecognisable too. Few shops or brands had need for a chief growth officer two decades ago, or a chief diversity officer. Asking your time-traveller just to unpack the phrase "social media architect" would be a lost cause. Rapidly advancing technology, changing social attitudes and the changed economics of marketing have conspired to create new priorities within agencies and brands, and opened up new career paths. James Swift takes you through some of the most prominent new jobs in the marketing hierarchy, as well as some of the stranger titles that now fly in a professional world less concerned with formality
Do you work more than 40 hours a week? If you're an entrepreneur or small business owner, it's hard not to, but all that extra time in the workplace isn't necessarily a good thing. After a certain point, it can be counterproductive and even hazardous to your health, so it's imperative to know when to say no to more hours. What the research says. Various organizations and independent researchers have looked at the physical, mental, emotional, and social effects of working beyond the standard 40 hours a week. Notable findings include the following: Working more than 10 hours a day is associated with a 60 percent jump in risk of cardiovascular issues. 10 percent of those working 50 to 60 hours report relationship problems; the rate increases to 30 percent for those working more than 60 hours.
Vaak horen we managers klagen over het feit dat hun beste mensen weggaan met alle gevolgen van dien voor de continuïteit van het werkproces, de hoge kosten om een nieuwe medewerker te vinden, etc. In deze stroom van verwijten en klachten ontbreekt echter telkens de kern van de zaak;
Medewerkers verlaten niet hun baan, zij verlaten hun manager!
Het trieste in zulk (onnodige) verloop is dat het heel makkelijk vermeden kan worden. Het enige dat daarvoor nodig is, is een ander perspectief en wat meer moeite van de kant van jou als manager.
To identify the abilities that bring the greatest rewards, MONEY and PayScale analyzed 54 million employee profiles, across 350 industries, with 15,000 job titles—from entry-level workers to top execs. We compared people with the same title, age, location, and experience, isolating the specific skills (from a universe of about 2,300) correlated with higher pay, advancement, and career opportunity. The result: an authoritative list of the skills with the best payoff in the workforce today. In general, we found that employers are willing to pay up for these four types of talents.
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