5 Things a Candidate#8217;s Salary History Reveals about Their Personality

5 Things a Candidate#8217;s Salary History Reveals about Their Personality 5 Things a Candidate#8217;s Salary History Reveals about Their Personality 1. Their Attitude toward Risk When gathering pay history, take a gander at a candidates salary/reward proportion. Is it 95/5, 80/20, or even 70/30? Obviously, the higher the proportion among compensation and reward e.g., 19:1 vs 4:1 or 7:3 the more hazard disinclined this competitor might be. This could recommend that they dont like facing challenges or potentially are not that sure about their capacity to convey in a compensation for-execution condition. 2. Ability to Accept More Responsibility without an Immediate Pay Raise Presently, I am not suggesting that individuals ought to be set up to work at a not exactly reasonable pay. Be that as it may, it shows an uplifting demeanor, aspiration, and an energy about the misfortune driving technique (for future addition) if an up-and-comer can show periods in their vocation where they have acknowledged expanded duty regarding a timeframe despite the fact that they didnt get a quick compensation rise, either to assist, get more understanding, or excel. 3. Quiet, Mildly Ambitious, and Loyal On the off chance that an applicants compensation has demonstrated consistent yet above-swelling pay development of around 3-7 percent per year, at that point this shows you might be managing a solid, tolerant kind of individual with normal degrees of drive and desire who is set up to hold up a sensible measure of time for movement openings. There is a decent possibility of this sort being a dependable, long haul laborer. 4. Fretful, Driven, High Potential On the off chance that you are taking a gander at an up-and-comer whose compensation development has been anything from 10-30 percent a year, you are taking a gander at a high-potential, profoundly determined person. On the off chance that you can't give a situation which meets this people requirements for sharp profession movement and self-improvement, this up-and-comer may rapidly become bored and disappointed and search somewhere else for more lucrative, all the more testing chances. 5. Withdrawn On the off chance that you are taking a gander at an up-and-comer whose pay has declined, with some sharp, proceeded, twofold digit drops, this up-and-comer could be separated and worn out. Accordingly, they may have stopped learning and creating, making them a less appealing contender to managers. Obviously, this profession downshift might be a direction for living, determined to carry better all-around parity to their life, however youd need to check this. A persons pay history is only an sign of the sort of character they may have, and its essential that any reasonings emerging from it are considered nearby a scope of evaluation factors in the employing procedure.

Twitter A Practical, How-to Starter Guide for HR Leaders Corporate Recruiters - Workology

Twitter A Practical, How-to Starter Guide for HR Leaders Corporate Recruiters - Workology SOME TOP TWITTER TIPS Tweet, tweet, tweet! Did you know that more than one billion tweets are sent every two to three days? Twitter is a leading social network through which companies and recruiters advertise jobs, source and engage candidates, and elevate their employment brands. This microblogging site challenges users to share content via140 characters. When utilized properly, it can be a very powerful tool … one that more and more companies are encouraging their recruiters to use. BEFORE YOU JUMP IN For those of you working for mid to large size companies, I am going out on limb by assuming that most likely your organizations have a social media policy. I strongly recommend reviewing the policy before rolling out Twitter to recruiters, and having proactive conversations with your legal and/or marketing teams to ensure “the left hand knows what the right hand is doing.” It’s also important to understand what HR is hoping to gain by using Twitter. What are your objectives? What do you expect from your recruiters? Will they need training? How will you know if you’re moving in the right direction? How will you track and measure results? Do you need standardized reporting around Twitter? GETTING STARTED When developing your Twitter presence, it’s important to note that Twitter is not simply about broadcasting jobs. It’s about engaging talent and participating in conversations. It’s my professional opinion that Twitter will not replace other recruiting efforts anytime soon. It will, however, enhance your recruitment activities, extend your reach and add value to the job seeker community on Twitter. When you first set up your Twitter account, it’s a best practice to have a complete profile picture, bio, location and website. You can add hashtags to your bio making your profile more relevant during searches. Many new tweeps start proactively following other people. One word of caution: I’ve had friends follow too many people too quickly and Twitter suspended their accounts thinking they were spammers. Proceed with care. For more information on getting started, you can take a tour of Twitter. BUILDING YOUR NETWORK Twitter is THE social platform in which people actively follow thousands of other people, so it’s important to provide meaningful content to your network. This will help you attract and retain a strong follower base. You can build your followers by following people who follow you, and by conducting searches based upon your interests and location. The BEST way that I have found to gain followers and build influence is to participate in chats. Tweeting along during webinars has been somewhat effective, too. SHARING INTERESTING CONTENT JOBS When using Twitter, consistency and content are king! If you only tweet once a week, chances are you will not garner many followers. People use Twitter to learn new things, gain quick access to a lot of content and to engage in conversations. I try to share at least five meaningful tweets per day and participate in at least one chat per week. Heres a great list of Twitter of chats. There are paid services available to assist you in “auto-posting” your companies’ jobs from your ATS to your Twitter profile. This “set it and forget it” approach may be something worth considering. You could also schedule posts via third-party sites to regularly publish your job postings. HASHTAGGING TO INCREASE VISIBILITY By using hashtags, you increase the chances of your postings being seen or re-tweeted and they are indexed by search engines. A rule of thumb that’s been shared with me is to include up to three hashtags. Any more than that is overkill and could annoy your followers. You can access a larger list of job seeker hashtags here. SOME TOP TWITTER TIPS It’s important to establish a presence before engaging job seekers. As a corporate recruiting ambassador, it’s critical that you professionally extend your employment brand in ways that are not spam or pushy. Be smart, use common sense Make sure your bio is complete Grow your audience organically Be consistent with your Twitter presence Learn to use hashtags appropriately Join chats to get your name and company out there LOOKING FOR MORE? There is a lot of great information right here on Blogging4Jobs on using Twitter in recruiting! What other strategies, tactics and tips do you have to share?

What Job Would Make You Happy

What Job Would Make You Happy What Job Would Make You Happy Time for a change. Attempt this representation exercise to make sense of where you ought to go next with your career.Among the most troubling realities of the Great Recession is the length of joblessness. Beforehand, work searchers could anticipate that an inquiry should last four to about a month and a half for each $10,000 they expected to procure. The normal length of joblessness now can stretch out to over seven months, more for senior occupation searchers and high-salary workers. Administrators whose ventures have been hit particularly hard face considerably more noteworthy periods jobless or may never work in their fields again.So, it's reasonable for pose the inquiry: when is it an opportunity to begin considering an alternate line of work?Don't misunderstand me: If you're completely occupied with what feels like a productive quest for new employment, it would be ideal if you remain with it. In any case, consider the possibility that you're definitely not. Consider the possibi lity that your contacts and associations have evaporated and you haven't had a functioning lead in excessively long. Imagine a scenario where you've hit a perpetual dead end?Sure, Napoleon Hill stated, Most extraordinary individuals have accomplished their most noteworthy achievement only one stage past their biggest disappointment. But perhaps your following stage has less to do with determination than reexamination. Possibly it's an ideal opportunity to take what you definitely know and can do and apply it in a completely new way.Your magnificent dayEven in case you're simply considering what other sort of work you may do, it is anything but a poorly conceived notion to thoroughly consider things a piece. So here are a couple of thoughts to help kick you off: Envision your optimal workday. It's imaginable somebody's proposed this to you as of now and you gave it empty talk or brushed it off totally. This time, check out it. Take a morning and head off to some place tranquil, confirming and uplifting. Wear agreeable garments. Bring a little tidbit, something to drink, and pen and paper. (Leave your innovation at home.) Now, begin to portray out your ideal day at work. Think about the spot: Do you lean toward working in a place of business, a home office or out and about? What does your Ideal Workplace resemble? What hues do you see? What surfaces? What's the vibe of the spot - actually and metaphorically? Beat savvy, is the earth quick paced, formal or increasingly loose? Approach every one of your faculties for input. Think about the individuals: Who else do you envision working with you? How right? What's critical to them about what they do? For what do they depend on you? Consider the inquiries for which your partners may go to you. Envision the gatherings and undertakings they'd need you to lead. Who's calling and messaging you? What are they trusting you can accomplish for them? What esteem include do they realize you can give? Think about the clock: Trace your optimal day. How can it start? What time would you say you are getting up? What are the initial five things you do in the first part of the day? Envision noon. It is safe to say that you are in a cafeteria, close by eatery or at your work area? What does the evening resemble? By the day's end, what did you accomplish? What made the day absolutely advantageous for you? What's on tap for tomorrow? Think about your considerations: Write down any notes you need to recollect now and afterward enjoy a short reprieve. Make the most of your bite to purge your sense of taste. Stretch your body; take a couple of full breaths. (You may think that its accommodating to begin at the far edge of the procedure and start by recognizing the things that would not be a piece of your optimal day. With that all off the beaten path, what is perfect frequently rises all the more promptly.) Envision your optimal work week. Coming back to your creative mind, string five (or six) of your Ideal Workdays together into a full perfect work week. How can it feel? What's missing? What, on the off chance that anything, would make Thursday as convincing as … Tuesday? What explicit undertakings and duties are fundamental for you? Don't overthink it; don't stress over names or titles. Simply unwind into your creative mind and let it take you any place it needs. Observe your notesReflect on whatever experiences, disclosures and acknowledge these perfect situations provoked. Utilizing the accompanying diagram: Rundown out the four or five center obligations of your completely perfect activity; Distinguish a few achievements from past occupations that talk straightforwardly to your commonality with every one of the center obligations you recorded; Evaluate the match/fit (high/medium/low) between those achievements and your center obligations. Give specific consideration to the medium and low appraisals â€" you may even need to check prior renditions of your resume for more grounded, additionally convincing, achievements to refer to. Evaluating the Match/Fit Between My Prior Accomplishments and the Core Duties of My Absolutely Ideal Job Center Duties of Your Absolutely Ideal Job Earlier Accomplishments Match/Fit 1. a) H M L b) H M L c) H M L 2. a) H M L b) H M L c) H M L 3. a) H M L b) H M L c) H M L 4. a) H M L b) H M L c) H M L 5. a) H M L b) H M L c) H M L © 2010, GottaGettaCoach!, Inc. All Rights Reserved. What's Next? is what's nextBased on your evaluation, what do you consider now to be your following stages? Is it an opportunity to seek after your optimal activity? Is it an opportunity to reestablish your endeavors in your present place of employment search? Is it an opportunity to rehash these activities and see what else permeates for you?Give yourself authorization to think all the more openly about what's next for you and discover out.Barry Zweibel, MBA, MCC, leader of GottaGettaCoach! Inc., is a prominent official mentor, authority expert and ace affirmed life mentor. He draws in savvy, skilled officials in profoundly important discussions about their self-improvement and expert turn of events. For more data, or to plan an exploratory instructing discussion with Barry, visit www.ggci.com/life-training or call (847) 291-9735.

Overcoming the Challenges of Todays Talent Shortage - Spark Hire

Defeating the Challenges of Today's Talent Shortage - Spark Hire The present up-and-comer showcase is an intense one. Attracting top ability can frequently feel like a daunting struggle when your independent company is contending with such a significant number of bigger organizations for a similar ability. Defeating the difficulties of the present ability deficiency isn't outlandish for independent ventures and you can prevail upon the top ability that your organization needs. Organization Brand is Important What does your image say about your organization? Top ability is keen on alluring organization brands. Gone are the days when as well as could be expected be just selected with bigger salaries. Today's ability is giving close consideration to organization culture, organization interests, and friends agreeability. Having a positive organization culture that offers adaptable work routines and a communitarian domain is something that you need to make and keep up, however you additionally should promote. In like manner, an organization with interests in the network and society all in all is something that is alluring to top talent. When ability sees your organization taking a functioning part in noble cause and neighborhood associations, they will be more pulled in to you. Focus on your organization image and the kind of condition you are promoting in your advertising technique. Continuously Recruit In any business, particularly a private company, it can turn into a propensity to begin selecting just when you have a prompt opening. Not just does this sort of enlisting procedure cause a deferral in filling the vacant position, yet it likewise implies you are behind in the race for top ability. Continuously select for top ability, in any case in the event that you have the prompt openings or not. Explain this to competitors as you speak with them and let them realize that while you don't have a quick opening, you couldn't imagine anything better than to stay in contact and call them when you do have an opening. The present top ability is about networking. Keeping in contact with them and communicating enthusiasm for having them in your group later on is something that they will appreciate. Recruit When the Talent is Available In the event that you've run over a remarkable up-and-comer however have no prompt opening, consider recruiting in front of schedule. When you hold on to enlist just when you have a prompt opening, you chance losing that incredible possibility to another organization that can employ speedier. That implies conceivably losing the contender to a contender of your organization YIKES! Contemplate the advantages of recruiting the applicant early. Yes, you may need to go through somewhat more cash sooner than arranged, however you will likewise increase important preparing time with the up-and-comer and he will be completely prepared when he is really required. While not generally conceivable, I emphatically suggest that you recruit early instead of pause and expectation that the competitor is as yet accessible not far off. How are you beating the present ability shortage? Please share your tips in the remarks underneath. Picture: Jakub Jirsak/BigStock.com

Networking Opportunity Young Professionals Week - Copeland Coaching

Networking Opportunity Young Professionals Week The Memphis Urban League Young Professionals (MULYP) is hosting a young professionals week that begins on Friday, October 25th. The kick-off event is a mixer at the Silly Goose on Friday from 6-8 PM.   Below are more details.   To view their online invitation, click here. Join The Movement to Empower Communities and Change Lives! The time for our generation to step up to the plate and lead is now â€" We’ve Got Now! If you are interested in meeting and networking with other young professionals in the Memphis area, then you are encouraged to attend our YP Week, Oct. 25-Nov. 2. Find out more about our organization during the following events: Friday, October 25th YP Mixer at Silly Goose, 6:00pm-8:00pm Silly Goose, 100 Peabody Pl., Memphis, TN 38103 Meet MULYP Board Members and learn about our organization and how you can get more involved. Join us for an extended Happy Hour and appetizers at Silly Goose from 6:00pm-8:00pm. Saturday, October 26th Civic Engagement Leadership in Memphis Discussion, 10:30am-12:30pm Memphis Business Academy, 3306 Overton Crossing St., Memphis, TN 38127 This panel features President Cynthia Daniels and Social Cultural Chair Jamal Whitlow and aims to introduce participants to civic engagement and leadership opportunities in Memphis. Panelists will be able to share about the mission of their organization and their vision for cultivating leadership within young professionals in the community. Participants will get to hear of the impact of various programs on specific communities within Memphis as well as the city as a whole. Saturday, October 26th New Member Orientation, 1:00pm-2:00pm Memphis Urban League Office, 413 N. Cleveland, Memphis, TN 38104 Membership orientation is for new and potential YP Members. Through your participation in service activities, personal and professional development meetings, signature events and networking opportunities, we are confident that you will find your membership to MULYP to be rewarding, both professionally and personally. Members can also stop by to pick up lapel pins and T-Shirts if you haven’t gotten one this year! Wednesday, October 30th National Urban League Young Professionals, We Got Now Webinar http://www.nulyp.net/ NULYP is looking for the best and brightest to join The Movement to Empower Communities and Change Lives. The time for our generation to step up to the plate and lead is now â€" We’ve Got Now! The Membership Committee of NULYP will host a web event for future members to learn more about the organization, our activities, where they can find chapters, and how they can join. Spread the word and make sure young professionals in your area join in! Thursday, October 31st A Tribute to the Krush Groove Era Halloween Party, 9:00pm-1:00am Young Avenue Deli, 2119 Young Ave Memphis, TN 38104 Hip-hop influenced costume party filled with live performances of your favorite hip-hop hits from back in the day! DJ SupaMan and DJ T.Flo on the 1’s 2’s taking you back and keeping it live all night long! Dress Fresh to Impress, $100 cash prize to the best 80s Hip-Hop Gear Costume. $5.00 Admission Saturday, November 2nd I AM SOUL, Indie Memphis Festival, 3:30pm Playhouse on the Square, 66 South Cooper, Memphis, TN 38103 https://www.facebook.com/events/249243425222910/?ref_dashboard_filter=calendar “I AM SOUL” is a contemporary exploration of soul music and features MULYP member Tonya Dyson. This film documentary will show soul music’s rich history in Memphis and displays the inspiration, creation, and exhibition of the next wave of aspiring soul music artists. We are also partnering to distribute voter education pamphlets that facilitate understanding of the Affordable Healthcare Act and changes in the Voting Rights Acts.