What differentiates you from the tens if not hundreds of other people applying for your dream job? What do you stand for that will separate you from the crowd? Have you built an area of specialty that makes you more valuable than the next candidate?
Have you guys ever seen a top level athlete in high school get recruited to play college sports? I’m not talking about your best friend Mary’s son, Billy, who hit .338 his senior at Northern High and is getting a partial scholarship to St. Mary’s Western Community College. I’m talking top 100 kids who have offers from USC, Notre Dame, Alabama, Texas, Florida, Ohio State, etc. Kids who get hundreds of text messages per day, phone calls from morning until night, separate deliveries from the Postal Service, UPS and FedEx – each day. Kids who go to play a Tuesday night non-league game against a team that has won all year and 37 coaches are in the stands only to watch them play. The coaches can’t even talk to them after the game because of NCAA rules, but it’s important they are there to be seen.
In today's war for talent, you can't afford to let great people who grasp how to leverage technology end up in your competition's cubicles. So look out for these new technological tools and embrace new ways of connecting with candidates.
Er wordt regelmatig geroepen dat er wel honderden reacties komen op geadverteerde vacatures. Maar hoeveel reacties ontvangt een organisatie nu werkelijk? En in hoeverre verschilt dit per functie, regio of branche?
Over the past decade, I have worked with a lot of coaches, many of whom feel uncomfortable about the Web as a tool for building their practice and building relationships. Here’s some of what I hear:
I don’t know where to begin with social media, so I avoid it.I focus on human relationships and the web is impersonal, so it’s not the right tool for me.Working on the web takes a lot of time that I just don’t have.I don’t see the benefit of social media when it comes to finding my ideal clients.There are so many options (Facebook, Twitter, Blogs, Pinterest, LinkedIn, Tumblr, etc.) and I don’t know which are right for me.
When will employers start valuing signals other than college degrees?
If you're an employer, there are lots of signals about a young person's suitability for the job you're offering. If you're looking for someone who can write, do they have a blog, or are they a prolific Wikipedia editor? For programmers, what are their TopCoder or GitHub scores? For salespeople, what have they sold before? If you want general hustle, do they have a track record of entrepreneurship, or at least holding a series of jobs?
These days, there are also a range of tests you can administer to prospective employees to see if they're right for the job. Some of them are pretty straightforward. Others, like Knack, seek to test for attributes that might seem unrelated, but have been shown by prior experience to be associated with good on-the-job performance.
Almost everyone I’m in contact with through business is on LinkedIn these days (and if you’re not, you should be). It’s a brilliant, professional, online business networking site and a place where you’re expected to promote yourself through your own profile and other areas of the site. Having said that, I consistently hear people moaning about a number of things that their connections do that really annoys them.
I have been mentoring Mark for a little over two years now. We typically get together every two or three months for a ‘reality check-up’, as I like to call it.
When we met up towards the end of last year, Mark had just had his annual review. During his appraisal, Mark’s manager had told him that she had identified him as someone she could see moving into a more senior sales and marketing role, since she felt he had shown some real potential over the previous six months.
“So how are things tracking for that new role?”, I asked Mark when we caught up for our first mentoring session for 2013.
A little while ago, LinkedIn began allowing members to endorse each other. Unlike recommendations, endorsements were simply a way for one member to confirm that another member has a particular skill. Because LinkedIn made it extremely easy to quickly endorse people for multiple skills, and because there is no verification required at all, many observers questioned the validity or use of the feature, myself among them.
What's the difference between someone with a good idea and a person who can transform their ideas into real impact? To tackle the world's biggest problems, we need to be able to identify and support the people who are capable of creating lasting change. At Acumen Fund, we spend a lot of time trying to find and train aspiring and established leaders from around the world who have the right mix of talent, ideas, and passion.
And what we've found time and again is: Resilience matters most.
Resilient leaders have three key characteristics:
Grit: Short-term focus on tasks at hand, a willingness to slog through broken systems with limited resources, and pragmatic problem-solving skills.Courage: Action in the face of fear and embracing the unknown.Commitment: Long-term optimism and focus on big-picture goals.
The adrenaline and dopamine rush you get from winning an argument feels good. Too good.
I'm sure it's happened to you: You're in a tense team meeting trying to defend your position on a big project and start to feel yourself losing ground. Your voice gets louder. You talk over one of your colleagues and correct his point of view. He pushes back, so you go into overdrive to convince everyone you're right. It feels like an out of body experience — and in many ways it is. In terms of its neurochemistry, your brain has been hijacked.
Afgelopen week is de Flexbarometer gelanceerd, een initiatief van TNO in nauwe samenwerking met de ABU en de vakcentrale FNV met steun van het ministerie van Sociale Zaken en Werkgelegenheid. Flexleveranciers en inleners van flexibele arbeid kunnen...
We read a lot of articles about stupid interview questions, over-the-top interview questions, crazy new interview practices and involving various social scores into the interview process. But what are some of the most common interview questions?
For those of you just starting out or wanting to get back to the basics, here (in no particular order and barring the obvious “What’s your name?”), are some of the most common interview questions:
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
How to integrate my topics' content to my website?
Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.
Distributing your curated content through a newsletter is a great way to nurture and engage your email subscribers will developing your traffic and visibility.
Creating engaging newsletters with your curated content is really easy.