Top 4 Tips on Gathering Candidate Feedback

Top 4 Tips on Gathering Candidate Feedback With competition in the recruitment industry remaining fierce it is crucial to ensure your recruiters are regularly interacting with your candidates. Analysing candidate feedback can help your company meet internal gold standards and drive service improvements to provide candidates with the best possible recruitment experience. One of the best ways your agency can develop how it engages with candidates is to ensure recruiters regularly ask them, placed or not, for feedback. In the Year of the Candidate, job seekers have numerous vacancy details at their fingertips and many recruitment agencies to choose from. With savvier job seekers agencies must be on top of their service, constantly looking for ways to improve candidate interaction and make sure their candidates are happy. So what can you do to engage your candidates in order to gain feedback on your service offering? Here is our checklist: 1)  Monthly Surveys Surveys are a great way of interacting with candidates. Surveys can be conducted based on specific workflows and stages of the process. For example, send surveys to recently placed candidates requesting feedback on the application process along with feedback on their new job. Alternatively, ask for participation in a survey from those not placed to find out how your recruiters are handling the rejection process. This is a great way to find out how you can improve next time. Are your recruiters even informing candidates if they aren’t selected for a role? It is crucial to have a consistent and respectful rejection process in order to build long-term relationships. Your recruiter may not have placed that candidate today, but in six months’ time they may have the perfect job for them. 2)  Comment Cards These are great for engaging first-time candidates. Display cards in your office and ask candidates to complete them after their first interview. Ask how they felt they were treated, how you can improve and what services they would like to see next time. 3)  LinkedIn Recommendations This is all down to the individual recruiter. It is important they have a LinkedIn profile professionally representing their role within your agency. For many candidates, LinkedIn has become the ‘go to’ site prior to any interview. Not having a profile, or having a profile with little to no content or an unprofessional photo, can give a bad first impression of the company and the recruiter. Rather than reaching out blindly to candidates, your recruiters will gain far more responses with a good LinkedIn profile backed up by recommendations from successfully placed candidates. It is important your recruiters are selective when asking for recommendations. There’s no need to ask everyone they work with for recommendations, focusing on their A-star candidates can be far more beneficial. LinkedIn will help your agency build a healthy and professional online profile. 4)  Google Plus and Facebook reviews Has your recruitment agency got a company page on these social media sites? If so, encourage and incentivise candidates to leave a review. Perhaps you can run monthly competitions to encourage candidates to provide feedback. Creating a great impression first time around will ensure your candidates come back to you time and time again, trusting your brand and every individual recruiter. While you may not get positive feedback every time, all feedback is good for building a better candidate experience.

Your Personal Brand Has a Half-life - Personal Branding Blog - Stand Out In Your Career

Your Personal Brand Has a Half-life - Personal Branding Blog - Stand Out In Your Career Relationships are only as strong as the value placed on the relationship by the least interested party. In other words reciprocity defines the value of a relationship. Consider: a guy may invest a great deal into a potential relationship with a girl (flowers, concert tickets etc). However, the bonds of their relationship are only as powerful as the invested interest of the girl (reciprocity). Without her interest, their relationship carries no water. The same is true with your personal brand. Your personal brand is only as meaningful as the value others place in your brand. Your relationship with your constituents, your personal brand will wain without regular contribution. Consider: the hebrew word for love is ahava, from the root word hav, which means to give. The principle represented by this word as that the love present in a relationship is only as strong as the level of investment from every involved party. Relationships and your brand take regular investments Your relationship with your constituents will wain without regular investment. Thousand of parties invest immeasurable hours, dollars and efforts to generate brand/relationship equity with your target constituency. Your avenue of influence, your brand mind share, will dissipate without regular investment. In the digital realm, twitter value, blogging, subscription, community participation, Google Rank, technorati authority and even your one-to-one relationships demand regularity. Without proper pacing, your bridges will burn. Generate brand/relationship equity Key Takeaways: Your brand value is determined by your constituency. Relationships demand regular investment generating relationship equity from both the personal brand holder (you) and the brand subscribers (your constituency). Key Action Item: Whatever your personal branding activities, be they publishing online or in print, attending conferences or participating in digital social media, perform these actions with regularity. Never sit still. Always be investing, always be optimizing, always be building. Author: Jon Burg is a Senior Emerging Channels Strategist with Digitas, a leading global interactive agency network. Jon blogs about the evolution of marketing, media and technology and the resultant impact on the human experience at Future Visions.

How to Create a Strong EVP in the Middle East and Africa

How to Create a Strong EVP in the Middle East and Africa Theyre one of the biggest manufacturers of confectionery in the world and while you might think its global brand means talent attraction would be the least of their worries guess what? They have their own challenges too. Today we talk with one of the largest corporations in the world about some of the challenges they need to overcome while operating in regions like the Middle East and Africa in terms of technology adoption, culture and talent attraction. James McFadzean is a Regional Recruitment Marketing Employer Brand Manager at Nestlé. Have a listen to the episode below, keep reading for a summary and be sure to subscribe to the  Employer Branding Podcast. Listen on  Apple Podcasts,  Spotify,  Stitcher  or  Soundcloud. In this episode you’ll learn: What the companies biggest recruitment challenges are What healthy future means in terms of employer brand Why the challenges differ according to the region and what those challenges are Why social media is king in these regions What metrics they use to measure their EVP You can connect with James here.

Advantages of Following Fashion

Advantages of Following Fashion The basic reason for people following fashion trends set by the society is to be accepted and mostly look good. People use all sorts of chemicals and facial serum can penetrate deeply into the skin just to try and look better. Fashion is one of these things that will always stay relevant no matter what age we are living in. Fashion is basically a popular and trending style that’s going around in a community. Let’s take a look at a few of the benefits of following fashion. Has a global impact: When we are up and coming on fashion, we put on a show of being mindful of our surroundings on a worldwide scale. Since the world is so interconnected, an inconvenience is made to us having the capacity to dress just how the nearby populace dresses. Keeping up our external shell in light of the rules of worldwide fashion despots turns out to be more essential, as far as how individuals, from venturing out associates to potential business accomplices or global customers, think about us as being associated with the world. When we consolidate fashion sense with common sense for whatever occasion weve centered around, we climb only a couple of steps higher than the general population who dont think about fashion. It has an impact on the business world: Since fashion is a craftsmanship and business that depends on individuals putting an incentive on the feel of the dress, investment in fashion fortifies the economy in a way that other workmanship outlets may not. Every day we are bound by law to wear garments, bound by our occupation to dress in a specific sort of uniform, and bound by society to take after fashion as it is displayed to us. In the event that you recollect secondary school, youll concur it is a human inclination to need to fit in for survival purposes. The power we get from fitting in is sufficient that when individuals take after fashion, which is regularly changing, it keeps the market effective. This intrigue and investment in fashion give solid employment of all kinds so that if individuals at any point quit following fashion, a colossal lump of the tough consumerism framework would vanish. People like experimenting: This market survives not just on the acknowledgment factor, enabling individuals to do things the majority are doing, yet in addition to the clearly intrinsic want to submit to new things sometimes. We need to have a place, to be a piece of something conspicuous, and there is not any more evident approach to exhibit this than through your garments. Fashion as an industry takes these clearly inborn wants to hunger for shallow novelty and to have a place, and makes an outlet for individuals to flaunt their humanness. Improves critical thinking: Over satisfying a requirement for novelty, an acknowledgment in a nearby and worldwide culture, and sustaining an officially settled industry, one final preferred standpoint to individuals following fashion is to advance basic reasoning. That calculative aptitude is the thing that isolates dazzle devotees from proactive supporters. These were just some of the benefits of following a fashion trend.

10 Common Job Interviewing Mistakes - Executive Career Brandâ„¢

10 Common Job Interviewing Mistakes Job interviews are one of the most nerve-wracking and stressful events many of us must deal with. Job interviewing mistakes are something we can avoid. Did you know that on average 33% of hiring managers decide whether to hire a candidate within the first 90 seconds of meeting them? It’s a crucial time to make a strong first impression. Think about it: hiring managers will only have a physical impression of you based upon what happens in one short interview. Reason enough to prepare yourself and prevent making any rookie job interviewing mistakes. In this article we will show you the top ten most common mistakes people make in job interviews. We’ll show you how to avoid these and make a solid impression that can get you hired. Let’s get into it! 10 Common Job Interviewing Mistakes 1. Unprofessional Clothing and Appearance Sorry, but in the interview world hiring managers have every right to judge a book by its cover. Surveys have noted that more than half of hiring managers have eliminated a candidate from the running because of their appearance or dress. When you go on interviews, dress professionally or at least wear your Sunday best! Wouldn’t you want to hire somebody with sensible clothing and good hygiene standards? This said, it’s worth checking out the company culture on this one. Whether it’s pervasively formal business attire or casual cool, get a heads up on what people are wearing. 2. Not Practicing for Interview Questions You’re going to get a variety of questions, including some that may stump you. According to international business coach Chris Westfall: In every job interview, you will be asked situational questions questions that ask you to describe what you did in a particular circumstance. The interviewer will offer a variation on this theme: Tell me about a time when or How would you describe a situation where. The purpose of this line of questioning is to allow the interviewer to see your thought processes and understand how you behaved (typically under pressure). It doesn’t matter which type of questions you prepare for. The purpose of general interview practice is that it readies your mind for interview questions and the lateral thinking that is needed to answer them. 3. Not Doing Your Research They won’t be terribly impressed with you if you walk into an interview without having done your due diligence. Hiring managers will smell this a mile away. Take the time to research the company, the people, the position, and come up with relevant questions that pertain to the process. You should have enough information to ask a few questions and elucidate how you would add value. 4. Talking too Much This is one of the most typical job interviewing mistakes. Youre nervous, which can make you chatty. Youre uncomfortable with any conversational pauses, so you want to fill them. Nobody wants to hear your life story. They want to know about your work experience and what your future goals are, so they can see if you are a good fit for the company. Any firm counts new hires as an investment. Hiring managers are looking for candidates that are succinct and describe how their work history has prepared them for the position. Remember that the best interviews flow like a good conversation. It’s a good opportunity to build rapport while learning more about a position. It’s an even better opportunity when you showcase what you can bring to the table. 5. Lying in Any Way The truth will set you free! CareerBuilder did a study that noted how an entire 51% of hiring managers have caught a lie on a resume. It’s never a good idea to stretch the truth on your resume. Is a lie worth it on a resume when you must keep it up during the interview, and throughout your entire employment, if you get hired? That’s what we would call digging a hole! Keep in mind that employers often conduct background checks, call your previous employers, and check your references. It’s a much better deal to be upfront about your experience, employment, education, and anything else that comes up. Picture yourself in the shoes of a hiring manager. Wouldn’t it turn you off, if you caught a candidate lying? 6. Not Asking Questions Show a bit of interest! Take an interest in the company, job, and the hiring manager. Find out about who they are as a person. You’d be surprised by how a little bit of sincere small talk can build rapport while showing that you’re an authentic person. If the interviewer asks you if you have any questions, make sure that you have solid follow up questions about the position. Or at the very least have some prepared general questions to ask about the role and company. Having thoughtful follow up questions attests to your professionalism and shows your eagerness for the role. 7. Failing to Exercise (Your Mind!) Aside from practicing for interview questions, it’s a good idea to practice some mental exercises before the big interview. While it’s great that people are keen on physical exercise, we often forget that our brain is a muscle also! One great tip is to practice or take a cognitive ability test. This is a fantastic way to exercise your deductive, numeral, logical, and verbal reasoning skills. It’s also a good addition to your resume to showcase your cognitive aptitude â€" especially when these tests are increasingly being used by employers to screen candidates. 8. Rolling in Late First impressions are key, right? Imagine the impression you’ll make on a hiring manager if you arrive 15 minutes late. You’re huffing and puffing, out of breath, and apologizing profusely because the traffic was so unexpectedly bad today. It happens to people a lot, but not if they allow plenty of travel time just in case something happens. Simply put â€" manage your time. There shouldn’t be any reason that you’re late. Give yourself ample time. It’s okay to arrive early. Unless there’s a widespread natural disaster or Aunt Sally died, you should be able to get there on time. 9. Using your Phone While this may seem like an obvious one, don’t answer calls or text during your interview. To be safe, turn the phone on silent prior to heading in. You want to be focused on the task at hand, not fumbling around while you try to mute an incoming phone call. Resist your temptation to answer your phone. It’s rude and indicates that you’re easily distracted . . . two undesirable traits in any job candidate. Be present and engaged in the conversation. 10. Badmouthing Past Employers It’s best not to talk smack about your ex-boss, co-workers, or previous company. You might be surprised about how word gets around. It’s also very telling about your personality if you only have negative things to say about people. You want your potential employer to know that you work well with people, no matter the situation. If you left an employer on a bad note, be tactful and describe how you overcame the obstacles instead of merely spouting negativity. This simultaneously showcases your lateral thinking abilities and how well they complement your people skills. There you have it! With some planning, a little practice and good common sense, you can avoid the above 10 common interviewing mistakes. Happy job hunting! More About Job Interviewing and Executive Job Search How to Land, Brand and Ace Executive Job Interviews 5 Must-Do’s To Land More Executive Job Interviews 7 Questions To See If You’re Prepared for Executive Job Search How to Work with Executive Recruiters About the guest author Darcy Cudmore is a journalism graduate who now enjoys content writing. When he isnt writing, youll find him with a Stephen King book in his hands while cheering on the Ottawa Senators. See his work at DarcyAllanPr.com. 00 0

Journey into leadership Introduction - The Chief Happiness Officer Blog

Journey into leadership Introduction - The Chief Happiness Officer Blog This post is part of a series that follows A.M. Starkin, a young manager taking his first major steps into leadership. Starkin writes here to share his experiences and to get input from others, so please share with him your thoughts and ideas. This post is the first in the series. Hi, I am a young manager who has very recently got his first Profit-and-Loss responsibility in a large corporation where I have to turn around a small and loss-giving company rather quickly. Would it be interesting and inspiring if I shared my thoughts and experiences with you on this task? A lot of us statistically at least work for big corporations that may or may not share our points of view and our ethics. We all have the choice whether we want to make the best of it, quit or just stay passive. How do you make a difference if you are just a pawn in a chess game with 100.000 pieces? That is what I want to explore and share with anyone, and that is why I agreed with Alexander to post those thoughts and experiences on his site, which is read and contributed to by a lot of inspiring people, who at least have in common that employees are real people, not human resources. So, if my regular writings inspire anyone to comment, discuss, suggest, ridicule or whatever, I am sure this will help at least me and hopefully also you to be better at making our colleagues and ourselves happy at work. And thats the mission, right? I am orbiting the giant hairball like an author of a book which Alexander recently recommended which means that I am working for a big, global, conservative corporation that is stagnating these years and like so many other companies are turning to acquisitions to keep growing. It is a company that I like working for in _almost_ any way, I am very proud of my company in many ways and now also very happy to be promoted to a position where I might just make a difference My company actually does an efficient job of creating frustrated employees. No surprise most big corporations are like that. I have simply been too lucky and happy to become as frustrated as many. Half of my job is to head this department which provides services to companies in global commerce. We employ of a handful of people and I need to turn their business around by next year they are loosing 300.000 USD this year which is a lot. I have been shutting up, listening and learning for a couple of weeks and now find its the time to start changing things for the better. This week, I am buying my colleagues lunch and on that occasion presenting my ideas for the future. Ill let you know about those ideas in mroe detail and about the reaction next week. The team is quite sceptical towards the mother company but otherwise relatively pleased in their daily life. What I am unsure about so far is whether there is too much or too little to do. How can that be? Everyone is complaining that they dont have enough time and they are building up piles of work in their inboxes. On the other hand the pace is far from hectic more like my grandmothers living room where the clock on the wall could always be heard: Tick, tock, tick, tock. Part of my plan is inspired by Lars Kolind (www.thesecondcycle.com): I am going to add a lot of tasks to what we do to day and let people choose more or less freely which ones they want to work on. As mentioned I will add more on that later. Before this becomes a novel in it self I will simply consider this an appetizer for myself as well as for everyone else. Will it be interesting to see if I can turn this around and make money? Am I going to apply what I am learning from sites like Alexanders or will I grow supsicious and cynical and go back to the management style of the 60s? What would you do in my shoes? Youd probably need to know more so please do ask me. I plan on showing myself as weak and as strong as I can be while regrettably staying anonymous. This is absolutely necessary in order to stay good friends with my boss. But thats up for discussion too is it really ethical to discuss colleagues, company etc without telling them? I am hoping for a lot of discussion and mutual inspiration! A.M. Starkin Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

A Job Fair Good Results For Employers and Applicants - CareerAlley

A Job Fair Good Results For Employers and Applicants - CareerAlley We may receive compensation when you click on links to products from our partners. In an era of social media, it is so nice that businesses are still hosting job fairs. Job fairs connect businesses and job seekers by just setting up event tents or booths. You, as an employer, could be talking to a potential employee who is looking to land a job right after college or the military. As a part of a companys recruitment solution, job fairs help to market your companys brand and to hire quality individuals. We know the benefits that students receive at a job fair, but how do employers benefit? Job fairs connect businesses and job seekers by just setting up event tents or booths. Tweet This Job fairs are great opportunities for businesses to find the right type of prospective employees. However, job fairs can become stressful if you are not properly prepared. Before the job fair, employers should retain their hiring practice standards. For example, employers should look for the type of applicant they want to fill their positions. Employers need to direct the conversation to potential employees so that the company brand stands out. How To Stand Out To help your business stand out at a job fair, there are some steps you can take to maximize every minute that you are there: *Speaking of social media, use these platforms to announce that your business will be a part of the local job fair. Post the type of positions you are looking for. Position your event tents or booths at locations where the foot traffic will be the highest. Customize your event tent with the companys name to help attract potential employees. This is always a plus because your event tent will stand out in a crowd. Hand-out merchandise gifts along with the companys business cards. Bring business brochures that identify the companys history, employee benefits, address, website, phone number and more. Be prepared to accept resumes and to talk to job fair attendees to see if they would make a good fit with your company. Staff your event tent with knowledgeable staff members who welcome people with a smile. source A Great Marketing Tool Employers participating in job fairs increase their marketing presence, not only with those seeking jobs but also with competitors. Just in the four or five hours, your brand is at a job fair, there are hundreds of curious eyes filtering past your tent and keeping your brand on their minds. While at the job fair, your company is networking with other businesses and innovative ideas are exchanged. Companies who participate in Job Fairs are looking for talented people want to work for a company such as theirs. The are looking for candidates with drive and passion for what they do. 5 Tips for Job Fair Success Job fairs save a business, both large and small, time and money. Rather than increasing your marketing expenses in recruiting potential employees, job fairs give a company instant access to a large pool of potential employees without weeks of advertising. The money spent on an entrance fee at a job fair is far less than all the money you spend on recruiting via the media. After all, the average time to hire a new employee is around 65 days. With a job fair, pay the fee and let potential employees file in to visit your event tent. A great benefit for employers to host their own job fairs or to attend other types of job fairs is publicity or public marketing. Employer participation in a job fair gives a company an introduction to the public because the brand name is on literature and probably will be mentioned in the news media. These events are great promotional savings for small companies because their brand name is being spread throughout the community, on top of attracting skilled employees. College Talent Hosting a job fair at a college campus helps to attract new talent. This is especially true if your company is on LinkedIn, which helps to brand your company as a great place to work. We know the benefits that students receive at a job fair, but how do employers benefit? A business featured at a job fair can turn around a young college grads decision to enter another career. If your business features a management position, then a liberal arts graduate can talk to you about their career advancements within your company. This potential employee can possibly be with your business for years to come. Employers can find graduates to fill entry-level positions based on the course of studies that the college student is majoring in. At college event job fairs, employers will definitely increase the number of interested resumes from qualified candidates for present positions to fill now or in the future. The short and informal interviews conducted by company representatives give them the ability to pick out the best personalities quickly and avoid scheduling a myriad of interviews for candidates that do not fit. 301 Smart Answers to Tough Interview Questions Price: $11.85 In today's job market, how you perform in an interview can make or break your hiring possibilities. If you want to stand ahead. above the rest of the pack, 301 Smart Answers to Tough Interview Questions is the definitive guide you need Buy Now from Amazon We earn a commission if you click this link and make a purchase at no additional cost to you. Last Updated: March 2, 2020 What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to identify and land your dream job. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search