5 simple steps to create an Effective Online Resume

A resume is a very important tool highlighting your achievements, strengths and core areas of work in a detailed format. However not many people are so confident when it comes to creation of an Online resume, and are left fumbling for details.

Hence, we created a small write-up on how to effectively create an online resume databank. This will not only help in gaining maximum visibility, but also gets a higher stance of getting noticed by recruiters in job portals and professional networking sites.

Few Steps to effectively create an online resume to gain maximum visibility are

  1. Selection of the platform: – Personal branding on the Web is about the Pull factor. The challenge lies when you pull them into your network, which you’ve built through forum participation, feedbacks and social networking. Platforms range from forums, blogs, websites, and social networking sites to the simple e-mail.
  2. Create a positioning statement: – After selecting your platforms, try creating a positioning statement in your online resume. This not only helps in showcasing your unique personality to potential employers. It helps in engaging the recruiter as it is a unique way of branding yourself, which is what recruiters would prefer.
  3. Enhance your resume with Goodies: – Multimedia goodies, this is the one of the advantages of an online resume creation. This increases the ability to enhance your online presence with recruiters, and allows your potential employers to see you in a more complete manner. Thereby allowing recruiters to connect to your resume, thereby making your profile more appealing. Video or audio testimonials from previous clients and coworkers are a very innovative idea that can be included, which can be linked to your YouTube channel or a Flickr page which support you activities when representing yourself to recruiters.
  4. Integrate your resume with Leading Social Networks: – Now that your resume has started to take shape try linking your resume with your favorite social network profiles. Make sure you keep the resume fresh, professional and constantly updated.
  5. Start Promoting Your New Resume: – Now that you’re online resume is created, start aggressively promoting it in multiple channels and modes like adding it to your paper resume, business cards, email signatures, social networks etc. The possibilities are endless. It’s about how smartly you brand yourself.

 

 

 

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How to create and promote your Online resume in Twitter

Social media recruiting is growing at an increasing pace day by day. Recruiters are active more on social and professional networking sites than job portal sites looking out for new talents. One social networking site that is growing in leaps and bounds is Twitter, which is being used by many of the companies. Organizations say that Twitter is more like a PR tool for them. This has made active job seekers, consultants etc to actively follow companies on twitter.

But what many people are not much aware of the fact is that Twitter can be used to create an online resume of yours in less than 140 characters which can be circulated amongst friends or companies.

Here is how you can create an online resume in twitter in less than 140 characters.

  1. Job Title Creation: – Create the title or the position you are seeking for.
  2. Location Inclusion: – Include your location by adding the #tag or Hashtag of the location where do you want to work or relocate to.
  3. Use Hash tags frequently: – Hash tags are a way for Twitter users to classify tweets and group them together. Recruiters use hashtags as a way to search for talents on Twitter. Some good examples of hash tags could be included in your Twitter resume tweets are #needajob etc.
  4. TweetMyResume: – Post your twitter resume on tweetmyresume.com, for added exposure, wherein it gets a higher visibility stance of being noticed by recruitment consultants.
  5. ReTweets: – Ask your friends and followers in Twitter to re- tweet your Twitter resume which thereby makes it viral and helps it get noticed by many people at ease.

End of the day Social media recruiting is all about making online recruitment go viral.

 

 

Productivity Workforce measuring: – Make it a reality

Quality of Hire and workforce productivity measure is always a much discussed issue in today’ stance. Recruiters are of the opinion that quality of hire and the workforce productivity cannot be pre-determined as a lot of factors come into consideration. Technology, process implementations, organizational metrics make up for a lot on the internal factors in measuring workforce productivity.

Workforce productivity is intertwined with a number of internal and external factors, which the organization has to take in mind. The organization should see that the ability to influence and deliver by the workforce is indistinguishable as a valuable resource to complete work on the organization’s behalf.

Workforce productivity in today’s context is becoming a trend we must respond to. Not only is it dramatically changing the organizational design, It is changing the nature of work itself.

Initially the HR function played a miniscule role in the transition. However in today’s context HR and personnel departments have adopted a focused based compliance hands-off approach, opting to tell managers and the management what they can do to find innovative solutions to ensure higher workforce productivity. This has created a stance wherein accountability for planning, sourcing and managing workforce productivity is taken care completely by the organization.

Talent management systems that ignore the “Total workforce productivity model” should be indicative of a solid leadership and a sound performance management process. This is because it helps organizations build a new suite of talent management offerings that caters to the needs of the total workforce productivity and thereby navigate the scenario from the murky, protectionist regulatory landscape of workforce non- productivity.

End of the day, Workforce productivity and performance management is ultimately about setting clear expectations and evaluating whether procured work, goods, and services actually perform at or above the level expected.

 

Small Changes in your Recruiting System can go a long way in succesful Candidate Engagement

Candidate engagement is increasing day by day. Staffing companies and organizations are ever increasingly creating a conducive stance wherein candidates can directly submit their resumes and even know the status of their resumes. The recruiters are going a step ahead wherein they get back to the candidate personally after they fill in their application or after giving the interview.

These sessions helps in solving a problem from scratch and brainstorm how an organization should look and act to a candidate. This stance helps to create the organization the leader in candidate engagement.

Candidate engagement however has a few obligations, which must be seen or taken care of by the organization, If it is to be succesful in it. They are

Setting expectations early :- Organizations after receiving a resume upload should begin turning on the auto-reply feature within the ATS. There is no reason why you shouldn’t turn this on today if you have this feature. I was surprised by how many people in the audience were not using it or were not aware of it.

Organization should set their expectations, and set a higher productive stance wherein every candidate submission is replied back via their ATS. The key however is to concentrate on the messaging of this auto-reply and how long the process will take.

Should all candidates be treated equally? – First off, I think an auto-reply should be sent to all candidates that submit an application. But after that should you feel compelled to treat everyone the same? In a perfect world, sure but our world is far from perfect. If you have limited labor resources, I’d recommend putting candidates in tiers. Candidates that don’t fit the job description should be sent a generic rejection email, which is quite easy to do in your ATS.

Candidates that you interview should always receive a personal call that they didn’t receive the job. And finalists should receive a conversation from a recruiter to gauge their interest in future positions in the company as they would still be good fits for the company in the near future.

Candidate engagement is not that difficult. There are a number of small things that you can do in order to improve the experience of the candidates that are coming through your recruitment marketing system every day. The key is doing it in a channelized manner than just doing it for the sake of it .

Retention of Talent in Organizations

The current personnel skills shortage is a major business constraint which is hampering organizational growth around the world. Although hiring has gone big time, post recession with the signs of economy recovering, the challenge now lies in ensuring and retaining a sustainable talent pool of personnel for companies today.

Organizations say that, position in top and middle management slots nearly 45 % of them become vacant, as the challenge lies in finding the right hire. Although organizations are aware of the fact they cannot do much as it’s an ever persisting problem.

Organizations acknowledge that the talent shortage is an issue that they can overcome by retaining the person successfully by adopting a more sustainable approach to his work space issues, and look outside traditional hiring methods which eventually are successful in a timely and cost effective manner.

Internal job changes, job rotation and job role changes creates a lot of challenging situations which help in high retention of an employee as the people already familiar with the company and its business objectives. The job role function differs which can be made accurate by a person based on his.

  • Knowledge
  • Skills
  • Values and mindset
  • Personality and intelligence, (Emotional Competency).

How to make sure that you retend the best talent for your company and simultaneously ensure Company expectations

Every candidate will be having his own choices, before joining any organization. The key lies in forming the right association between the culture of the company and the frequency of the candidate. If frequency is lacking in either side, it can lead to employee disengagement from the work what e is doing. Human resource departments should take a strong stance to ensure that employee and organizational productivity go hand in hand. This can only be ensured when candidate is known of the expectations; the company has towards him, which makes him clear on his career path.

Retention of a talented employee is a herculean challenge, and many companies are insisting on Open-door communicational policies and flat organizational cultures, with lesser hierarchical levels. This ensures in bringing about a uniform consistency in the individual.

Human resource personnel’s have now taken several initiatives to promote employee branding, talent management, learning phase execution which in turn is helping the employee to deliver a lot in terms of his qualitative output.

Hr personnel’s have now started using several training and motivational seminars, which helps to enhance in

  • Building and leveraging an employee’s talent.
  • Easy Information and communicational exchange between employees and the management.
  • Using technology as a partner to engage and get the best prospective employee through Social networking channels and to gain a positive insight from the people.

Measure your Quality of Hire

Quality of hire is directly interlinked to the measure of how well a new person meets the performance needs of the job. The performance management process of the job and the candidate involvement is very crucial here.

When should you measure quality of hire?

Try measuring your quality of hire in 3 interval stages mainly

  • Before
  • During
  • After

Based upon this we can know, whether our hiring decisions were accurate or not and is comparable to measuring the hiring quality as per the industry standards. Compare a candidate’s past accomplishments to what needs to be done on the job across a rating factor scale.

Some of the factors include technical competency, emotional intelligence, and motivation to do the required work. The evaluation is based on asking candidates to provide detailed examples of accomplishments that best relate to the actual performance objectives of that position.

This performance based approach to measure and control quality of hire is possible as it meets a lot of organizational key needs. The biggest advantage is, that it’s not that difficult to implement and can be easily tracked from a process control and feedback standpoint.

So plan out your hiring objectives and go for it.

Hiring Process- Make sure that your hiring metrics are above excellence

Hiring forms an integral part of every organization. But what organizations miss upon the subtle point is that of the quality and the excellence of the candidate. Hiring Metrics depends from vertical to vertical, but the point that should not be missed upon is the quality of hiring’s happening. I consider a few given metrics of mine very effective for hiring and staffing the best candidate, irrespective of any given vertical.

  1. Determine your hiring process and make due changes: – Hiring processes and people involvement differ from company to company. But make sure that hiring activities are spruced to the best level possible by implementing benchmarks. This can help you in positioning your hiring standpoints to the optimum.
  2. Break the recruiting activities into multiple levels: – Start by breaking or sub grouping the recruiting and staffing activities into multiple levels. This helps you to figure and channelize on things, which are working and which are not. This helps to allocate your budget correctly on multiple candidate sourcing channels.Staffing activities done online, job portal selection will work for some stances, whereas telephonic recruiting might work for some. Take due care that budget allocation always means higher ROI for the company.
  3. Candidate Hiring Accuracy= Hiring accuracy of a candidate can be determined after he joins the job and starts performing on it. This helps us to gauge his knowledge levels and output productivity levels. This not only helps us in predicting the output of a person but also in the hiring decision undertaken by the company.

Recruitment via Online Forums!! The key lies in Strategizing and positioning yourself

Social Media recruiting via online groups and forums is the new trend. Being a cost effective method of recruiting, it helps companies to showcase their virtual domain presence and helps in higher brand retention component. Companies are thereby using this strategy to create online case study forums, wherein potential recruits are given an opportunity to give their best solution to a situation.

Based upon the type of solution provided, Companies take the recruitment activities to the next level. However some new entrants are left in the lurch as they are not able to express their views or opinions as many would already have given their solutions.

The best suggestion for people in this stance, which I can pass on is, Try being neutral. Don’t go “Information Overload” to impress the company. Never keep apprehensions that there are others experienced than you who are discussing. Remember the fact that in online forums, you create a distinction for yourself for the knowledge you provide. “The shorter the better” adage holds well here.

One key to success in Social media recruitment and getting yourself shortlisted is to follow the chain of discussions happening. After thoroughly analyzing the “Pros” and “Cons” of the discussions, express your viewpoints. This helps in creating a right rapport between yourself and the other potential employees.

Lastly Take care that the network, where you are discussing the thread is fully updated, which helps the recruiter to get your complete details easily.

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