Posts Tagged: career


7 Ways to Increase Your Value to Potential Employers

May 7th, 2018

So, you worked hard in college, earned a degree and now you’re ready to step out into the workforce. Guess what? More than a million Americans graduate with a college degree each year.  How do you impress a prospective recruiter? What steps can you take to stand out?

Use the following tips to differentiate yourself from the large pool of job seekers.

 

#1: Gain the appropriate experience

Have you completed an internship in your specialization? If not, find one that builds your skills and expertise. Most recruiters prefer experienced candidates. If you can come to an interview with experience that other candidates do not have, you will separate yourself from the pack.

 

#2: Be a problem solver

The world is full of problems, but very few problem solvers. It doesn’t matter which career path you decide to pursue, problem solvers are in short supply. It’s impossible to know every answer, but if you’re someone who knows how to find the right answer or solution, employers will be lining up to hire you.  Be a problem solver.

 

#3: Volunteer

Companies are seeking hard working employees that care about people. Invest time in others. Help to make the world a better place. Most employers started their company in order to solve a problem. Taking action to make the world a better place can resonate with a prospective employer. It also shows positive moral values and selflessness.  Both are necessary to be successful in business and life.

 

 

 #4: Write an impressive Resume

Your resume is one of the biggest tools you have to market your job skills. It should look clean, organized and highlight your strengths as a potential candidate. Recruiters look through dozens of resumes a day. In order to stand out, don’t be afraid to add a little bit of your personality. You want to be the person your recruiter remembers when they evaluate resumes for interviews.

 

 #5: Be active online

The internet contains the largest collection of ideas and information in the world. Even if you graduated top of your class, technology and trends change at breakneck speeds and your skills (and future employer) will suffer if you are not consistently learning. Join social media groups and professional forums to stay updated on best practices and industry trends in your profession.  

 

  #6: Write a persuasive cover letter

Write a cover letter that best describes your education, skills, and abilities. Let the employer know why you are the best fit for the job. Indicate some significant problems you solved in the past and how you can solve similar problems if you are hired. Don’t be afraid to add personality to your cover letter.  Recruiters have seen hundreds (if not thousands) of cover letters, but they’ve never met anyone like you. Use your cover letter to show employers who you are.

 

#7: Impress at the job interview

Job interviews are a lot like first dates.  You want to look your best, feel your best, and get to know your prospective employer. Remain confident, but humble. Explain how your current skills pertain to the job you are applying for. Recruiters are trained to interview people and weed out the elite, from everyone else.  Research every company you interview with and set yourself apart from other job seekers.

 

Are you a job seeker or an employer interested in staffing solutions? Do you have tips/tricks to help separate someone from the pack? Comment below!

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.

Developing Future Leaders with Talent Pools

November 16th, 2016

With thousands of baby boomers entering retirement each day, organizations are understandably looking for ways to retain and develop promising talent with future leadership potential. Along with the mass exodus of a vital part of the workforce, a potential wealth of knowledge is poised to leave along with them—and companies must find a way to transfer that knowledge to new and up-and-coming employees.

An effective talent strategy is necessary to keep an organization’s hiring processes running smoothly. Whether you are planning to replace an employee with a new hire or promote within the company, certain roles and responsibilities are better served when groomed from within the organization. This is especially true if the company can’t find qualified candidates to fill a vacancy or when the need for company-specific knowledge outweighs the value of bringing in a more qualified outside hire.

Internal development strategies that satisfy both the need to identify and notify applicable succession candidates can be challenging for even the most innovative talent acquisition teams. Talent pools can provide an effective solution when an organization isn’t in a position to single out any one employee as a future leader, or perhaps wants to build a talent pipeline outside of the business to be ready for future needs.

What is the Value of a Talent Pool?Kids in a Swimming Pool, children for summer season. Kid inflatable pool, child swimming in the pool, Vector Illustration

Talent pools can be comprised of high-potential employees who are being conditioned to take on more responsibilities and higher-level projects within the company, or talent identified from other companies who would be potential high value hires in the future. High-performing employees are fully engaged employees who embrace the corporate culture and constantly strive to perform their duties at a top-level.  These employees might also be considered high-potential employees who have expressed an interest in advancing within the organization along with possessing certain competencies and values that the organization desires in their leaders.

Talent pools help organizations prepare for succession by allowing the organization to develop a talent group made up of multiple promising individuals. If an organization is unsure about where or when it will have the need for future leaders, a talent pool affords the option of keeping a group of high-performing, high-potential employees ready for deployment should the need arise, or reach out to identified talent to field future interest in your company.

From an employee’s perspective, being part of a talent pool can be a reassuring step toward career advancement. Employees at this level know they are valued, they feel confident that they have a future with the company, and they are rewarded with the knowledge that their employer is consciously investing in their future leadership potential.

If your organization isn’t ready to start pinning down succession prospects, implementing a talent pool can be a great way to develop multiple skills in diverse groups of promising employees. While some staffing vacancies can be effectively filled by recruiting new talent, identified outside of the company, the future of the company’s leadership can also be successful by investing in high-performing and high-potential internal talent for future promotion.

How the Gig Economy Is Transforming The Workplace

November 9th, 2016

The gig economy has become one of the most persistent, diverse, and influential forces on our current marketplace. Its has spread far and wide and has transformed the market in a variety of ways that may surprise you.

Employment OptionsSet of hands with tools for design. Architect designer for project drawings. Architect hands with pencil and ruler. Architects workplace. Technical project. Have Exploded

The biggest way that the gig economy is transforming the workplace is the way it has rendered full-time jobs less prevalent. While there are still plenty of high-quality life-long jobs available to those who want them, the gig economy has broken apart the necessity for this kind of job and helped expand the employment possibilities for a large number of people.

For example, those who possess specialized skills are reaping huge benefits from the gig market. They are moving from job-to-job in a way that helps him or her define their own career, maximize their profits, and create a more independent lifestyle.

However, even low-skilled workers, such as those who lack higher education and no repair skills, have used the gig economy to change their lives for the better. For example, landscaping work has helped many create a sustainable and engaging career which would have been impossible in a full-time-job-oriented mind.

The Exponential Growth Of The Gig Economy

The U.S. Bureau of Labor Statistics has reported that the gig economy has continued to expand at an almost exponential level. For example, in 2005, about seven percent of all workers were independent contractors or those who embraced the gig economy. They expect these numbers show huge growth when they survey again in 2017: perhaps as high as 15-20%.

More data gathered between 2003 and 2013 found that all industrial sectors had non-employer business growth i.e. gig jobs. Nearly one million new gig businesses or jobs were formed in that 10-year period, by far the largest of any other sector. Areas that experienced high growth included art and design, computer repair, information technology, construction, media, and transportation.

Why has the gig economy grown at such a high rate? It allows consumers to more easily match up with workers they respect. It also provides workers with a sense of freedom and independence that a singular full-time job cannot offer. While there are disadvantages (such as the dangers of inconsistent work and no employer-provided benefit packages), for many people the advantages outweigh the inconsistencies.

Employment Options Have Exploded For Stay-At-Home Moms

One interesting component of the gig marketplace is that it has helped stay-at-home moms break into a busy marketplace. Among the 43 percent of highly qualified women with children are choosing to raise their children at home, a growing number are performing gig jobs, such as online writing, transcription, and even tutoring, as a way of contributing to the household income.

In one study, it was revealed that the jobs like this not only help a stay-at-home mom contribute to the home financially, but provides her with engaging and enjoyable projects to keep a healthy work-life balance. It’s hard not to see that the gig economy is slowly and subtly transforming the marketplace in a variety of ways. Don’t be surprised to see the gig marketplace continue to grow in 2017.

Urban Office Locations Attracting IT Talent

November 2nd, 2016

 

Undoubtedly, there is a high demand for IT talent in the technology job market. Companies, both large and small, are competing for this relatively small pool of skilled IT workers. Therefore, many companies are doing anything in their power to attract IT talent. While many companies are choosing to offer impressive starting salaries and benefits to hired IT workers, other companies are deciding to take things a step further.

To be more competitive in attracting IT talent, companies are beginning to move their HQ or offices to the city.

Location has long been one of the most important factors when it comes to real estate. However, location has City skyline panorama illustration with businessman watching. City skyline corporate world. Skyline of a city for business background. Cityscape skyline with skyscrapers. City skyline banking symbol.now become a point of concern for businesses hiring IT workers. Young IT candidates who have extensive knowledge in the latest technologies prefer to live and work in urban settings. These workers prefer to take public transportation to work rather than drive to office locations in the suburbs. Accordingly, employers who desire workers versed in the newest skills are making changes to appeal to those who prefer to dwell in the city. Some companies have opted to transition from suburban to urban offices while other companies have private shuttles between headquarters and major cities.

A great example is the major city of Boston. According to the Bureau of Labor Statistics, employment in Boston rose by 54,000 employees over the past 11 months. Just this year, General Electric moved its headquarters to Boston after being in Fairfield, CT since 1974. 

While more condensed and expensive spaces downtown may lead to some challenges for a business. Younger generation IT candidates are flocking to the city and aren’t motivated to make the move out to the suburbs. Urban cities offer short commutes, public transportation, and a significant opportunity for a ‘work/play’ lifestyle. 

Companies trying to attract the cream of the crop in the technology job market are taking advantage of urban office locations, following the talent pool to the sharp contrast of urban city skylines. 

Do you know help hiring IT talent? Give us a call at (877) 746-8450.

4 Reasons to Partner with Talent Experts to End 2016

October 26th, 2016

Each company has individual challenges and needs when it comes to meeting its talent recruitment objectives. When you hire a professional recruitment partner, these experts can take a close look at your the recruitment goals and work to build a customized talent sourcing plan and strategy. So how exactly can a recruiting partner help to close out 2016?

Market Knowledge

Talent Acquisition partner will know the candidate market just like a broker knows the stock market. This includes having a solid grasp of who the best talent is, knowing what their salary expectations will be, and understanding career expectations for a specific niche skill set. A candidate with a fantastic background doesn’t not sit around applying to job postings. These candidates are highly sought after, and usually well-known to a recruiting firm. Some might reach out to the best recruiters and get their name out there. This results in talent acquisition professionals having a consistent pulse on pools of talent that may be a fit for your openings.ID-100249468

Increase the Talent Pool

When businesses decide to try recruiting on their own, usually, they will only be able to reach a small portion of the talent pool. When companies put out ads, they will typically be receiving responses from people currently in the job market, receiving plenty of unqualified resumes. However a good recruiter, knows the best talent out there and will proactively reach out to passive candidates to to see if they have any interest. Don’t limit your talent reach by simply posting the job for active candidates to apply.

Candidate Screening

Screening candidates is a learned skill. Recruitment partners will take the vetting process a step further, and speak the multiple people who have not only supervised them but worked side by side with the potential candidate. Thorough screening and vetting is imperative to make sure the candidate is a good fit for the organization and reduces the likelihood of quick turnover.

Save Time

When managers and team leaders are tasked to lead  the hiring process, it takes away from time spent on tasks that will grow the business. If you’re without a Talent Acquisition team, a manager who is responsible for a key part of the organization. is spending their time looking through resumes and coordinating interviews. Recruiters are experts at weeding through applicants and making sure that only the best talent is put before the hiring manager. Not only will the recruiter screen the candidates for a skill set, they are also making sure they will be a good fit for your culture and goals for organizational growth.

Do you need help hiring, screening, sourcing, or just some recruitment strategy consulting? Give us a call at (877) 746-8450

How Smaller Businesses Can Attract Quality IT Talent

October 19th, 2016

Many companies experience difficulty attracting qualified information technology candidates. Specifically, smaller businesses face even more of a challenge. A rapid growth in the technology space has led to incredible value for even the smallest of businesses to invest in IT software and processes. In turn, IT talent has become increasingly in demand. From offering sky-high salaries and generous benefits, businesses are pulling out all of the stops to try to attract technology talent.Programmer at computer desk working on program design. Software concept. Vector illustration flat design. Man working at desktop computer laptop. Coding web technology. Development applications.

So what can small businesses do to beat their bigger competition for this niche pool?

Look internally and locally. While not all businesses have a robust IT department, it may be worth identifying any talent already in the company who would be able to step up. In addition, hiring from within cuts down on expenses related to training a new employee on business processes. Try partnering with local schools or programs to attract computer science majors, offering an exciting opportunity before the future candidate hits the open job market.

If your recruitment team has identified external candidates, its important to make quick decisions. Do not leave candidates dangling, he or she knows the demand for their skill set. IT candidates likely already have other offers and any delays give other companies an opportunity make the first move. High level professionals wont often sit around waiting for a decision.

Also, think outside of the box when attempting to attract IT candidates. While salary is important, smaller businesses can compete by marketing the opportunity for development and training. Tech talent values a work/life balance, and the flexibility to work remotely if needed. Perhaps offer to pay for a certification of interest to the candidate, as IT professionals also value the opportunity to work on exciting projects and have meanin

gful and purposeful work. Its crucial to focus on where the company is headed, and what future investments in technology are coming. What’s the 3 year plan?

Small businesses must play to their strengths to attract and retain Information Technology candidates. What can you offer that is more valuable than the soaring salaries offered by large organizations? A work/life balance, ongoing training, and true feeling of value to the company may set you apart when recruiting IT talent.

 

Why Being an Intrapreneur is Good for Your Career

November 18th, 2015

Where are new jobs being created? Small to mid-size businesses! This is where most of the world works. And if you don’t already work for a small or mid-size business, this is where most of you will find work in the coming years. Being entrepreneurial is all about creating, building, and problem solving! Entrepreneurial companies are about building jobs, creating economic value, finding new markets, innovating and solving unsolved customer and marketplace issues. That is why the jobs are in growth companies. A free market works this way. And these are not the type of jobs that your great-grandfather had turning a wrench on the assembly line, working for a big company. These companies create jobs that demand intrapreneurial behaviors and actions.

Small to mid-size business requires a very different mentality and shift in employee thinking and behaviors. If you don’t want to start your own business and take on the burdens of business ownership, then go work for a growth business. I call that being an intrapreneur. As an owner, we choose to create an entrepreneurial environment, in which you can think and act like a business owner, which is being intrapreneurial! For the Outside-In® Companies, well, we made intrapreneurial a value because we want entrepreneurial behaviors in the business.

intrapreneur-entrepreneurialWe want to encourage all employeees to lift their head, to think and see business problems that need solving and to find solutions to them. Intrapreneurs see business opportunities. Take calculated risks. Will never say that’s not my job. And typically that is what it will take to manage and handle a growing business. All hands on deck. Intrapreneurial employees are interested and clear about the company mission. And have an attitude about their job that is different than those who work for a big company or have a government job.

Intrapreneurship means anyone will do whatever it takes to move the company forward in its mission. And this may seem extreme or impossible if you work some place that says just do your job or says no to every idea that you have. But, imagine a place that wants and collects your feedback and ideas. Or that is pleased when you do something that is not on your personal scorecard but it is great for the business.

So what is the opposite of intrapreneurial?
If you work for the government or a really big company, you’re mostly paid a wage to do a job — nothing more or less. If a wage is what you’re after, great! You found nirvana. But many workers get frustrated and feel like it is hard to have any kind of greater impact. They are made to feel or are told to color within the lines. Don’t challenge. Keep new ideas to yourself. Don’t work too fast. These behaviors will call attention to you, or worse yet others on your team. Many leaders want to change this reality and a few do. BUT, most quit trying for the very reasons others have — it simply takes energy that is not worth it. And in the end, these behaviors are not welcomed because they are a threat. To go above and beyond, one must feel appreciated for it. When they aren’t appreciated, one of two things happens:

  1. Some start to just do the minimum and learn to keep out of the way.
  2. Those who are more intrapreneurial leave!

Contrast that to an entrepreneurial, fast growing and changing business. You’re hired to create economic value. In fact, your earning power is much more directly tied to the power of your ideas and output! Not just the work you do. And in the end, this creates a career path that is more matrix-like, than a ladder that you climb. And climbs take time right? When you slide diagonal and side ways? It happens faster!

So try to behave in these intrapreneurial ways :

  1. Create value. Look around and see what is broken or wrong in your area. Figure out how to fix and then, fix it!
  2. Keep growing and learning. Think this is a silly? Well, many won’t invest in themselves, but the world demands it. Keep up or suffer the outcome.
  3. Understand how people handle change. You must change personally or know how to help others.
  4. Know your market. What are customers saying to you? What is the market sharing? I bet your company can get better and so will your career if you know and work on this.

Placers Announces ‘Agent to the Workforce’ Service

June 24th, 2013

Agent to the WorkforceMembers of the Placers team now provide an added advantage in this tight job market: an Agent to the Workforce.

Placers is the contingent workforce solutions company that in the 1990s was one of Delaware’s largest employers.  Headquartered in Newark, Placers returned to the job scene in 2011 as an Outside-In® partner of CBI Group.

Currently, Placers employs contractors in a variety of positions including manufacturing, healthcare, banking and information technology in positions ranging from support to management.  After being part of Placers, each employee now has the option of working with a job/career coach with Barton Career Advisors (BCA), another Outside-In® partner.

“We believe strongly in supporting and empowering our people,” says Placers and CBI Group Founder and President Chris Burkhard.  “And that includes offering career coaching and support which we think has a lot of value in any economic climate, boom or bust. As our partnership with Barton Career Advisors deepens, we think this is a lasting benefit in support of our people,” Burkhard adds.

Once a Placers employee expresses interest, he/she gets access to a BCA coach for three half-hour sessions usually by telephone, explains Greg Moore, the BCA coach leading Agent to the Workforce. “Then we hook them into our online portal and its modules for career change, resume writing and job searches. And from that one they can just apply online for positions that interest them.”

While this is great for the worker, might it narrow the pool of Placers people making the transition from temp jobs to full-time? “That certainly could happen but we still feel this is an important service to offer,” Burkhard says. “The way to success for a workforce management organization is to have positive, productive people and we see Agent to the Workforce as playing a positive role.”

Placers team member Ginola Johnson says she finds the program very informative and the online components, especially the job search tools, “much easier to use than having to sift through a lot of emails.”  Each participant has access through Barton Career Advisors to a one-source job lead program that issues a daily job lead e-mail message including multiple leads in the person’s field, eliminating many potential messages.

So does she feel a sense of support when it comes time to look for her next opportunity?  “I sure do!” Ginola says.

To learn more about Agent to the Workforce service feature visit the Placers website for more information.

CBI Way: The Candidate/Applicant Experience

June 19th, 2013

Guest blog spot by Lisa Van Ess, Recruiter On-Demand and Managed Staffing Practice Leader

There is a lot out there today on improving the candidate or applicant experience, speeding up the time it takes for applying on-line, integrating systems so candidates (as they journey from applicant to employee) only need to type their name and address 3 times not 8, and (the one that makes HR and Recruiting professionals cringe) – the dreaded auto-response telling the candidate that just spent 45 minutes applying on line “Don’t call us, we’ll call you.”

So yes, automation and system improvements do help, but here’s how I try and think about the treatment of candidates:

1. Candidates you hire evolve into employees who often rise to management – keep in mind that this person could be your boss someday.

2. Candidates you don’t hire will have something to say to their friends in the same candidate pool. think of the best experience you have had when you didn’t get the job, that is most likely how you want someone to talk about their experience with your company.

3. Candidates with multiple job offers do consider the company where they had the best experience – where they were greeted on-time, got a bathroom break, had an agenda ready, didn’t get asked the same questions over and over again by each interviewer, ya’ll know the drill.

4. You were a candidate once, too! (And that auto-response letter really sucks.)

So be sure to remember the human aspect of Human Resources and the talent aspect of Talent Acquisition. If we only serve to drive the resources and acquisition components of our industry, instead of the people needed to fill the positions, we are not fulfilling the needs of our customers.  Automation and systemic tools serve to expedite the hiring process but at the end of the day our candidates are people with their own feelings, needs, and ambitions. Be Outside-In®, put yourself in the candidate’s shoes, and take into account all that’s involved in the candidate/applicant experience!

The CBI Way blog series explores the tools and practices used in Talent Acquisition. CBI Way is CBI Group’s recruiting approach and methodology – it’s how we do what we do! Check in with CBI Way for insights around workforce education and training, the latest trends in recruiting technology, and how to best utilize these tools towards improving your own recruiting practices.

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