New Features in LinkedIn Company Pages Adds Visual Excitement

LinkedIn has launched a Products and services tab, which is a new feature being launched by them for all companies. The Products and features tab enhances the layout flexibility of profiles. This makes the interaction more visual and encourages a broader use for the people in the company page.

Company profile on LinkedIn allows us to use the products and the services channel to highlight the kinds of projects and products that new hires will be working on. This thereby helps us to connect it to the project and the job opening posted in the company profile. This not only helps in giving a strong company presentation but also adds a higher visual excitement to the end user.

It’s even more critical that the message be as authentic and honest as possible, since LinkedIn members can post reviews and recommendations.

It’s a strategic move by LinkedIn, to show the companies in the best possible authentic manner as users can post reviews and recommendations in it. This helps in recruiting, marketing and sales a lot as it highlights a lot about the company’s technology, applications, services, product portfolio to the best possible extent.

This helps us in understanding, what it is the company is all about. Because when LinkedIn began allowing members to follow specific companies, close to one million companies are now being followed by more than 30 million users. Now with the launch of the rebranded Company Pages, LinkedIn intends to remain the dominant business-oriented online professional network in the planet.

LinkedIn beyond a doubt has established its identity as a career-focused site. Social media surveys, found that among college students 75 percent use LinkedIn predominantly for career purposes, whereas 76 percent use Facebook purely for social purposes.

 

 

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How 2010 changed the scope of Recruiting

Recruiting space is becoming aggressive day by day. The changes are so dynamic that what was good yesterday may not be so today. Recruiters say that technological boom is the biggest contributor for this trend. Technology in recruiting has shaped up in different mediums like Social media recruiting, Online job search, Blogging, HR and even e- mail recruiting.

ATS (Applicant tracking system), is one such software which has streamlined the recruiting process even further. Mergers, Acquisitions and takeover segment in recruiting segment also saw some up new tidings and trends like

  • Monster Buying Out Yahoo Jobs
  • Kenexa Acquiring Salary.com
  • ATS being the new frontrunner for staffing solutions

Recruiting related domains although have changed hands, but when you add in the major job seeker, HR, and salary transactions, you can see that something’s are still the same. This seems to be a trend beyond coincidence as we have precise insight into the causes.

But the real reasons why the Internet Recruiting has changed so much is that is

  1. The jobs and economy experienced dramatic shifts prior to 2010. This along with increasing usage of Internet changed the monetization equations and metrics around job search and online recruiting.
  2. Easy, immediate distribution of content in the online segment leveled the playing field. When every individual is a publisher, the brand becomes more important which makes it easy to establish a big brand.
  3. Professional networking, job referrals had been an important source of job placement, However Social media drove that process online, thereby creating new opportunities and expectations for the future of online job search.
  4. Mobiles and consumer devices furthered the penetration of the Internet as the primary vehicle for job search thereby making online job search even more important and thereby changing the scope of recruiting and made Internet Recruiting a reality.

 

Why performance of HR departments should be evaluated

It seems that no one can deny the importance of effective HR management.  Sure, there are some business managers who still think and work on the assumption that the supreme value for their company is money, investments, equipment and production facilities etc.

However the recent economic downturn has proved that companies which possessed the best human resources managed to survive, and even managed to conquer new potential markets in the form of attracting new customers, thus making us re-think on the fact that “Business is run by people, no matter how efficient and smart the IT solutions are”.

For this tactical reason, it is important for every organization to measure performance of its human resource department.  The problem is that HR or the personnel department does not earn money unlike other departments, and to the contrary it spends financial resources in order to hire, educate and retain the best of professionals in a strategic business area.

Human Resource departments believe in human resource investment, which has time and again proved to be one of the most effective long-term investment tools.

However not many HR departments can be effective in this and can be more of a bane than a boon for many companies. The reason being they misuse the company money for cheap and unproductive training programme.

Hence it makes us consider many factors to take into account when working with personnel. Thereby using a balanced scorecard system, it is possible for the management to evaluate the human resource performance and thereby align the HR goals with the strategic goals of the company, its mission and values.

Evaluation of HR performance is a must for any companies as it in turn contributes to improvement in effective “two- way communication” and proper feedback system, the system of education, training and coaching.

Proper HR policy even improves the organizational climate and employee satisfaction. Use of a balanced scorecard for HR performance is recommended for heads of human resource departments and top managers of big companies who want to optimize work of their enterprises and firms.

 

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.

 

 

 

How Performance and Implemetation of HR policies can impact the entire Company’s Growth

There is no universal success recipe for business anymore, what may be succesful at one point of time will not even work out in today’s context. But there are few intangible factors which contribute to the success of the company in a long-term perspective.HR management is one such vital factor as any company is associated with the people who are working there.

Even companies who have the best talent can fail to achieve success because they cannot work together in an efficient and productive manner.Hence many companies are investing in efficient HR departmental policies, thereby ensuring the productivity of the employees, which in turn helps the companies to expand more.

HR is about learning and a growth perspective which deals with improvement of personnel, professional skills, knowledge, organizational  climate, employee satisfaction etc.This in turn helps to implement a balanced scorecard on a departmental level. Something that is good for human resource department is good for the company in general, as it’s about simultaneously ensuring employee and organizational productivity.

This is where Strategic HR can help as they show cause and effect ties between indicators of different categories/perspectives, For example if company decides to focus on employee hire turnover rate, strategic HR along with the help of applicant tracking system will connect these indicators with other measures and goals in a balanced scorecard metric.

When implementing a sound HR Framework it is really important to keep in mind that you are dealing with people and is really difficult to measure certain human resource management things along with numbers.

HR at the end of the day is about ensuring employee productivity and retention, alongside with meeting of the organizational goals.

 

 

 

 

 

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.

 

“New Age Recruitment Skills”

  1. Be fast in spotting rare talent: – New age recruiters should be highly aggressive in spotting talents in an individual. They should simultaneously be highly skilled in using the internet and searching for candidates on multiple social networks, job portals and even blogs. Today’srecruitment trend depends a lot around what’s happening in the economy and the industry to which they are catering. They not only have to build a large network base which helps them in getting the right talent, they have to simultaneously ensure that they add value to the company through the right hire and thereby gain credibility in the market.
  2. Relationship and Rapport Building Skills: – Today’s Recruiters have a knack of building relationships and rapports, with complete strangers over the phone itself. This shows their convincing skills, and ease of handling the situation. People possessing these skills are good at analyzing who are the best performers. They know how to co-ordinate with them, get the information from them, which is a required skill for today’s recruiter.
  3. Ease of Technology usability: – Today’s recruiters have the competitive advantage of ease of technology use. From Social, Professional networking to e-mail to job portals to Blogs toApplicant tracking systems and recruitment websites, Online Technology has acquired the recruitment space. Successful recruiters always make it a habit to be constantly updated on trends happening around Internet to successfully implement them in their work, and thereby make it more streamlined.
  4. They don’t just develop Rapport with the candidates but make sure that they close the hire: – Today a recruiter sees that not only does he develop a good rapport with a candidate, but he makes sure that they close the candidate for a job of his liking. They know how to turn objections and turn negatives into positives and offer solutions, work out compromises, negotiate, and in the end, make the hire happen successfully.

 

Importance of Strategic Recruiting

Recruiters today have a common problem of finding an adequate pool of talent. Despite job portals, social networking and other recruitment sites, the problem lies in finding and placing the right candidate. The situation turns to either less qualified people applying for the job or talented people applying for the job but with a higher expectation in the compensation package. This has caused a stance wherein firms are becoming a bit apprehensive about selecting the right candidate for the job and in turn is causing the firms negative reputation about not having a proper hiring policy among potential job seekers.

What makes Strategic Recruiting a Success?

Strategic recruiting is the norm of the day, as it forms a pipeline to schedule the candidates as and when the company needs a new inflow of talent. It helps both in short term as well as the long termrecruiting strategy of the organization as it helps in streamlining the activities completely. This helps in higher operational delivery to the organization

Strategic recruiting helps us in determining the best talent selection for the organization. The reason being strategic recruiting is intertwined with multiple sub sect recruiting components which will help us in getting the best people interested, who are capable of handling the job. As the metrics are directly interlinked with the recruiting process, they ensure a higher occupational match between the candidate and the organization.

Organizations Strategic recruiting processes differs, but the baseline remains the same, that is getting the best talent at the highest productivity and properly retaining him. This forms the right approach for every organization.

Successful components in a Strategic Hiring process are

  1. Identifying and prioritizing the jobs
  2. Candidate targeting and placement conversion ratio
  3. Recruitment sources
  4. Trained recruitment process
  5. Candidate evaluation and hiring.

 

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