Category: Customer Stories


Find the Perfect Career Coach and Maximize Your Investment

September 22nd, 2017

There are many reasons why your job search might not be exactly progressing. Maybe you’re one of those people who originally had success when job hunting. Then time passed and life happened. Maybe you’re a young professional who decided to take a few years off and take care of the kids while your spouse continued working. Now that you’re ready to jump back into the game (at least part-time) you’re finding that today’s job market has changed and that you’re not getting replies to any of the hundreds of resumes you’ve been sending out. Maybe the job you used to do doesn’t even exist anymore! Before you get tangled any deeper in a web of both your own device and the result of a downward sloping economy, it might be time to call in an expert – a career coach who is in tune with the latest ways to be successful in finding a new career.

Where to Begin

A keyword search on Google can get you started. If you live in Newark, Wilmington, Hockessin, or the New Castle, Delaware area, put your location name online along with keywords like career coaching services, career resources, and finding a job. A career counselor will help you by using a variety of career assessment tools (MBTI – Meyers-Briggs Type Indicator – Career Leader, SkillScan, etc.) to explore your aptitudes and work with you on applying the results to your job searches. A career coach will work with you on successful resume preparation and help you to understand career research resources, and also prep you on how to prepare for an interview. Today’s career counselors will review your presence on various social media sites (Facebook, LinkedIn, Pinterest, blogs, etc.) so that you will present a positive picture for any prospective employers when they go to check out your online presence. In addition, they will provide job search support, and help you with strategies to overcome any obstacles in today’s very hard job market.

What Will A Career Coach Do For You?

A good career coach will do their best to suggest careers that are very closely matched with your life purpose. They will discover what your life purpose is by administering tests, having general discussions with you, and also ask you some specific questions about your goals. The best career coaches are very honest, and they will show you what your strengths are as well as your weaknesses. They will help you both with your job search and your resume, and they will coach you on how to perform in the job interview. Remember this, though – you can hire an excellent career coach, but if you don’t do the follow-ups and listen to the advice that is given, you will simply be throwing your money away. A career coach will instruct you on which job posting site is best for your particular career, and which staffing agencies, employment agencies, temp jobs, and temporary staffing opportunities can offer the most chances for a successful new career opportunity.

How to Implement Proven Push and Pull Job Search Strategies

August 11th, 2017

Marketing experts use proven pull and pull strategies to obtain traffic and generate leads for their clients. Since a job search is essentially a personal marketing campaign, it makes sense to utilize these same strategies to get hired.

Push strategies primarily operate through promotion. Pull strategies build up demand and notability through organic growth means. Here are some examples of each.

Push Strategy – Cast a Wide Net

When job seeking, you wouldn’t just answer one ad and sit back and wait for the phone to ring, right? Why not increase your chances of getting an interview by casting as wide a net as possible? Send your resume to as many potential employers as reasonably possible. Those who offer you an interview but don’t hire you at least provide plenty of interview practice. Eventually, one of those interviews will pay off if you interview enough.

Pull Strategy – Become a Thought Leader

Thought leaders get offers coming to them, not the other way around. To become a thought leader in your field, amp up the use of your LinkedIn account. Publish thoughtful and insightful articles about your industry. Pursue higher up and lateral connections to establish a wide following. Update your membership to the paid, professional level.

Push Strategy – Volunteer

When you volunteer, you demonstrate that you have a generous nature. But you also have a unique opportunity to demonstrate your skills to those who matter, in a live environment. That’s an opportunity that is rare and valuable. Pursue volunteer gigs in organizations that mirror your career goals. Chances are, you’ll either impress your supervisors and garner a job offer, or make a valuable connection that will lead to employment in your chosen field.

Pull Strategy – Make Yourself in Demand

The classic “supply/demand” rule applies to job search campaigns as well. Turn yourself into a demanded commodity by acquiring as many awards, certifications, and achievements as possible. Make yourself one of the few candidates who has every possible advantage as far as education and awards. Potential employers will seek you out and be willing to reward you handsomely for your skills.

Push Strategy – Approach Recruiters

Recruiters often have the inside scoop of job openings before they’re made public. Increasingly, larger companies are hiring recruiters to find viable candidates for specialized jobs. These recruiters then present suitable candidates to the company’s regular HR department. Essentially it’s a way to filter candidates via an outside party in order to expedite the interview process. A little-known fact is that you don’t have to wait for recruiters to find you. You can register with one or multiple recruiters so that when a new job opening pops up, you’ll be automatically on the list of potential candidates, depending on your skills, experience, and education. This process is free and well worth the little extra time needed to “pre-register.”

For best—and fastest—results, simultaneously implement a combination of this proven push and pull strategies in your job search campaign. You’ll find that results come quickly when you’ve mastered these techniques.

Find the Perfect Career Coach and Maximize your Investment

July 21st, 2017

There are many reasons why your job search might not be exactly progressing. Maybe you’re one of those people who originally had success when job hunting. Then time passed and life happened. Maybe you’re a young professional who decided to take a few years off and take care of the kids while your spouse continued working. Now that you’re ready to jump back into the game (at least part-time) you’re finding that today’s job market has changed and that you’re not getting replies to any of the hundreds of resumes you’ve been sending out. Maybe the job you used to do doesn’t even exist anymore! Before you get tangled any deeper in a web of both your own device and the result of a downward sloping economy, it might be time to call in an expert – a career coach who is in tune with the latest ways to be successful in finding a new career.

Where to Begin

A keyword search on Google can get you started. If you live in Newark, Wilmington, Hockessin, or the New Castle, Delaware area, put your location name online along with keywords like career coaching services, career resources, and finding a job. A career counselor will help you by using a variety of career assessment tools (MBTI – Meyers-Briggs Type Indicator – Career Leader, SkillScan, etc.) to explore your aptitudes and work with you on applying the results to your job searches. A career coach will work with you on successful resume preparation and help you to understand career research resources, and also prep you on how to prepare for an interview. Today’s career counselors will review your presence on various social media sites (Facebook, LinkedIn, Pinterest, blogs, etc.) so that you will present a positive picture for any prospective employers when they go to check out your online presence. In addition, they will provide job search support, and help you with strategies to overcome any obstacles in today’s very hard job market.

What Will A Career Coach Do For You?

A good career coach will do their best to suggest careers that are very closely matched with your life purpose. They will discover what your life purpose is by administering tests, having general discussions with you, and also ask you some specific questions about your goals. The best career coaches are very honest, and they will show you what your strengths are as well as your weaknesses. They will help you both with your job search and your resume, and they will coach you on how to perform in the job interview. Remember this, though – you can hire an excellent career coach, but if you don’t do the follow-ups and listen to the advice that is given, you will simply be throwing your money away. A career coach will instruct you on which job posting site is best for your particular career, and which staffing agencies, employment agencies, temp jobs, and temporary staffing opportunities can offer the most chances for a successful new career opportunity.

Using SMART Goals to Get Your Job Search Strategy in Shape

June 16th, 2017

Creating specific, measurable, attainable, relevant, timely (SMART) goals is a great way to organize a job search not only in Delaware, but anywhere you go. No matter where you look for employment, you will have competition. Some of that competition will have industry connections or more experience. However, this does not count you out. If your job search is precise, you may be able to discern opportunities that others pass over. You will pay attention to that crucial detail that the employer is searching for. Also, you will be able to fit your job search into your already busy life.

Here is how to use SMART to get your job search strategy in shape.

Specific

Do not waste your time applying to jobs that you are not qualified for – getting a job is not a numbers game. You will have a much better chance at fast employment by creating a strong network with people who believe in your specific skill set. If you partner with a staffing agency that specializes in your core competency, your market will open up more immediately. However, you need to understand your own core competency first, so sit down and determine your day one skill set before you start sending out resumes.

Measurable

Too many prospective employees do not take the time to quantify their worth to employers. This may sound a bit cold hearted, but we are talking business! If you understand exactly how to measure your worth to employers, you will also have a better indication of the salary that you can draw. You will also be able to more specifically define the temp jobs that are worth your time if you can show your ROI and justify your hourly wage.

Attainable

You may not be able to shoehorn your way into full time employment. However, this does not mean that you cannot have a full time income. Working with the right employment agency can get your foot in the door through a number of temp jobs. These employers may want to take you on full time, or you may find another employer with a stronger resume. The goal is to reach for something attainable and climb your way up the employment ladder, step by step.

Relevant

Stick to relevant jobs and relevant partners. If you focus on your skill set and primary industry, you can develop a reputation. Although you may find the occasional position outside of your core competency, you should not focus your energy in more than one place.

Timely

Being on time is certainly important in the job search market. However, having a timely presence is more than just showing up on the 12. You should have a timely knowledge of your industry that you can communicate to potential employers. There is a reason that many employers are looking to hire Millennials – the stereotype is that Millennials are more well versed in modern technology. Update your resume and your talking points consistently for best results in your search.

Targeting your audience – Arrow and target – Colorful version

How Social Media Can Impact Your Recruiting Strategies

January 15th, 2017

Acquiring the right talent for any position can be challenging. Often, finding that one person who fits the role just right is critical to the success of a project or position within the company. Fortunately, today there are many avenues for researching and recruiting the qualified candidates. In the ever-changing world of social media, new recruiting strategies are surfacing. If you are not currently utilizing social media as a tool for talent acquisition, it is time consider a shift in your position because whether you like it or not, the odds are good that social media will have an impact on your ability to acquire the right talent before someone else does.

The Power of the Big Three in Social Media

LinkedIn, Facebook, and Twitter are still going strong as social media powerhouses and can be used to your advantage when searching for talent and creating a strong brand image for your company. If you are not currently using these, you may be missing out on numerous talent acquisition opportunities. LinkedIn provides access to a large group of professionals and networking opportunities. Its matching algorithms will even provide suggestions for potential employees based on your activity on the site.

While LinkedIn is the most popular for recruiters, Facebook is still the largest social network on the planet. With the volume of people who use Facebook and its powerful built-in search engine, called the Graph Search, you can source candidates who have a specific educational background, work experience, post content that you find of value to the position, and even uncover candidates who work for competing companies.

Twitter is the most underutilized of the big three. If you can take advantage of this powerful tool for talent acquisition, then you are ahead of the game. First, over half of all job seekers use Twitter for researching company profiles, so it is crucial that your company is well represented. While many job-seekers are interested in applying for tweeted employment opportunities, not many companies consistently tweet these openings. If you are not currently utilizing Twitter, it is time to start.

Social Media Platforms Can Propel You Ahead of the Competition

Not only are the endless opportunities to explore and discover candidates through the big three, there are many other less common platforms that should also be considered in recruitment strategies. Some may be specifically geared to certain types of candidates or skills. By learning and utilizing these, you may discover many opportunities that others have not yet explored, giving your company an advantage over most.

Do you need help navigating the world of social media for talent acquisition? Give us a call at (877) 746-8450.

How to Write Job Descriptions That Will Identify the Right Candidate

December 28th, 2016

When responsible for managing staff, one of the most important tasks is hiring new employees or contract talent. Choosing the wrong person can have negative consequences. In turn, if your job description does not accurately describe the job requirements, you may not attract the right person for the job, or high quality talent. So what is important in a job description for today’s best candidates?

Convey Your Company’s Culture

Laptop vector illustration. Flat design. Notebook with text on screen. Working with documents on computer  illustration for writing, coding concept, app icon, logo design. Isolated on white background.

Company culture is very important when it comes to interviewing and recruiting a potential employee. Your want to attract candidates that will be a good fit for the company and will enjoy coming to the office every day. You may think that you have found the perfect candidate based on their education, experience and skills, yet, if this person is not a culture fit, he or she may not be productive or perform to their full potential. Communicate the corporate mission, work-life balance and other important aspects of the company culture in your job description. If you offer remote work opportunities, flexible schedules or an on-site gym, include each on the job description, it can make a difference between competing opportunities.

Make it Interesting

Candidates spend significant time looking at job descriptions and hopefully tailoring their resume to that description. Many candidates will simply move on to the next employment listing if they are reading a boring job description. Make your job listing stand out by being creative. Use a unique font or text color. If you can, add a short video to the job description. The video could talk about the positive aspects of the role along with some perks of the company.  It could also feature employee testimonials talking about why they love working for the company and where the company is headed in the future.

Focus on What Is Most Important

A job description should be short and simple. Do not drive away potential candidates by listing every single desirable qualification. The ideal candidate may not have every skill that on your list. Language that is exclusionary may cause the perfect candidate to not bother applying for the position. So, choose what skills are most important and list them in the job description. Stick to about five or six key qualifications. The same goes with job duties. Do not list every duty associated with the job. It does not provide insight into what tasks are the most important and can drive potential candidates away. Instead, choose five or six of the most important responsibilities for the position.

Do you need help writing job descriptions or identifying talent for hard to fill roles? Give us a call at (877) 746-8450!

5 Trends That Will Redefine Your Recruiting Strategy in the New Year

December 21st, 2016

Out with the old, in with the new—talent acquisition marketing strategy, that is.

2017 is promising to be a very busy year for recruiters, as the job market picks up and recently finalized trade agreements have the global economy in full swing. Despite the job-related optimism, many talent leaders are still struggling with a general lack of resources and an undefined employment brand strategy.

So what can you expect in hiring and recruiting strategy for 2017?

Talent is Key for C-Suite: When it comes to company success, recruiting leaders are key to their organization’s efforts. More than 83 percent of talent acquisition leaders hold talent as their number one resource, and 75 percent of recruiters say that their team is one of the top reasons for company growth and new success.

Sales Funnel Big Data Flat Style Concept. Vector illustration of Big Data Filter. Laptop with Data Analysis.

Focus on Sales, Operations, and Engineering: A majority of recruiters expect to hire more employees in the coming year, and the bulk of that number will be in sales. To stay relevant, recruiters will need to find innovative ways to recruit talent pools in the sales, operations, and engineering industries.

Hiring Source Diversity: Recruiters often say that employee referrals are their biggest source of top quality hires. This makes sense, given that referred employees are quicker to hire, more committed to their jobs, and better performers over the long term. To keep the talent pools full, however, recruiters will still need to maintain their presence with staffing firms, on social networks, and marketing your employee and personal brand across all platforms.

Employer and Employee Branding: Not everyone has an unlimited recruiting budget—and when money is tight, the best course of action is often to spend conservatively. With more than 50 percent of recruiting budgets allocated to recruitment agencies and job boards and just 17 percent slated for technology, it seems recruiters may have some wiggle room when it comes to being a bit adventurous with the budget. Since investing in the employer branding strategy is at the top of 53 percent of recruiter’s wish lists, 2017 might be just the right time for a bit of non-traditional recruitment spending.

Automation and Data: Since hiring demands continue to grow while recruiters struggle with a limited budget and even fewer human resources, automated screening processes and data-driven hiring strategies seem to be the next logical step toward talent acquisition efficiency. Larger companies report that big data is their number one trend for the coming year, touting minimal human bias, higher screening accuracy, and efficient soft skill assessment as distinct advantages in the recruitment process.

Do you need help with your 2017 recruiting strategy? Give us a call at (877) 746-8450!

Why Retention is Crucial to Your Recruiting Strategy in 2017

December 14th, 2016

With a job market that’s on the upswing and employers looking to hire more workers in 2017, it seems recruiters have a busy year ahead. For at least the next few years, one of the most important elements in your talent acquisition and recruitment toolkit will be talent retention. The reason? Basic supply and demand.

Data retention protection icon in flat style isolated on white background. Security symbol

Starting in 2007, companies were forced to deal with the recession and the related fallout from a struggling economy. Employers had to make some tough decisions regarding eliminating employee benefits to cut costs—often cutting back on employees as well. The recession left employers holding all the cards while employees struggled with fewer perks, nonexistent benefits, and heavier workloads. With employees feeling privileged to simply have any job at all, the idea of employee retention as a recruiting strategy was not even on an employer’s radar.

As we approach 2017, the tides have shifted. To avoid a massive skills shortage, recruiters and employers alike have to start thinking of ways to keep top-notch employees in the positions they worked so hard to fill.

With increased demand for talent, companies have started revisiting their perks, compensation, and benefits offerings. Along with developing more attractive compensation plans, employers are shifting their focus toward talent retention in an effort to avoid suffering a skills and labor shortage in the foreseeable future.

A Renewed Focus on the Long Term

Along with an improving economy comes a new set of challenges for recruiters and employers. Companies that can’t hold on to their employees will suffer market-based shifts in the availability of top-quality talent every time the job market fluctuates—making consistency and productivity nearly impossible to attain.

To maintain growth in a thriving economy, companies should focus on the following hiring and talent elements:

Retention of Quality Candidates:The talent pipeline is a talent acquisition team’s greatest asset. From the moment a viable candidate visits a recruiter or signs on to a career page, maintaining that connection is vital to retention efforts.

Holding onto Key Employees: This should go without saying, as quality employees are the backbone of every organization.  A high volume of potential candidates simply can’t replace the tenure and experience of a seasoned employee. At the same time, high-potential leaders are the most sought after during times of high demand, and turnover in these situations is somewhat inevitable. This is an area where retention strategy can make a huge difference in whether you keep a valuable potential leader or are faced with starting over from scratch.

Retaining Lead Personnel: When an organization has trouble retaining its top personnel, company morale suffers and overall productivity takes a nosedive. An innovative retention strategy is essential for companies who want to avoid losing top leaders to the competition.

Do you need help attracting and retaining key talent? Give us a call at (877) 746-8450!

What Millennials Can Bring to Your Talent Pipeline

December 7th, 2016

Talent acquisition comes with a unique set of traits to look for in potential employees. Some of the more obvious ones are dependability, loyalty, and a strong work ethic. With millennials, you might have to look even further at what they can offer. This group of candidates is defined as 18-34 years old, and now make up 75.4 million people. They outnumber the “Baby Boomers” slightly, so they are the largest group in the workforce today.

This is a wide range of possible employees. Many are just entering the workforce right out of high school, while others have completed college, their masters, or have been employed for quite some time. All of them have certain traits that will be beneficial to your talent pool as recruiters who are looking at this prime age of workers in many different fields of employment. So what can this group of candidates bring to your talent pipeline?

Three millennials walking past a dark stairway in Seattle

Ambition: Millennials are a “can do” generation. They like to get things done, contrary to reports of them being lazy or aloof. The Council of Economic Advisers reports that around 61 percent of millennials have attended college, as compared to only 46 percent of Baby Boomers. Their ambitions are high, some due to the fact that they have excessive college debt to pay down. Either way this helps to have an attitude that will allow them to achieve great things in their careers, since they desire success. Plus they know what’s it’s like to work through a down economy, during the years 2007-2009, when the oldest of the generation was just 27-years-old.

Tech expertise: “Digital natives” as this generation could be called, grew up during the beginning of the internet boom. This makes millennial candidates very tech savvy, so working in a high tech workplace and adapting quickly isn’t an issue. It can also be an asset from a work culture standpoint, as candidates can really bring different generations of employees together with technology. Many of them love being team players which fosters a solid work environment, and generally function well in a team setting.

However, one of the biggest challenges with mellennial talent is actually attracting and retaining candidates. Millennials desire different perks and environments than past generation, and companies are tailoring their workforce strategy, respectively. Check out some of our previous blogs to learn what companies are doing to attract and retain highly sought IT talent.

 

 

5th Annual Happy Holidays Outside-Infographic

December 2nd, 2016

Happy Holidays from the Outside-In® Companies!

Take a look at our year in numbers through our 5th Annual Holiday Infographic!

Take a look at our infographics from the last four years: 2015 | 2014 | 2013 | 2012

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