What is your Recruitment Go-To-Market strategy?!

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After spending years in the service of Job Descriptions – one cant help but notice the unifying theme of their distillation. They are all too often an amalgam of flat generalizations paired with archaic marketing copy without a hint of an individual’s true role and responsibilities. One of the most overlooked aspects of any enterprise recruitment initiative is a compelling and engaging Go-To-Market strategy that speaks to a candidate’s drives on a personal and professional level and as is the case the Job Description is often at the front-line.

Doug & Polly White over at Entrepreneur pump up the Job Description as a potential platform in support of orientation, training, compensation modeling and expectation management.

6 Benefits of Writing Job Descriptions for Your Business

Doug & Polly White No law requires business owners to have written job descriptions for the positions in their companies. They take time to write — and time is precious for businesses.

On the other hand, job descriptions can be very useful. Job descriptions are the result of analysis — the process of identifying and determining the particular duties and requirements and the relative importance of these duties for a given position. Once you have determined the duties and requirements you can write a job description, but you can also use the document to:

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25 Best Jobs in America for 2015?!

 

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Glassdoor’s inaugural 25 best jobs in America list*, thanks to its high pay, number of job openings and career opportunities Physician assistant has earned the No. 1 spot. What do you think?

  1. Physician Assistant – 
  • Number of Job Openings: 45,484
  • Average Base Salary: $111,376
  • Career Opportunities Rating: 3.5

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How Do You Handle Those Difficult Conversations at Work?!

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I don’t know about you, but I have always taken the Band-Aid approach to those dreaded talks that unenviably arise when working in close quarters with clients, peers, and subordinates.  Freelance journalist Rebecca Knight takes a more thoughtful path when devising the right way to approach these sensitive dialogues. Hopefully you can glean some insight and save yourself undue anxiety.  

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Q: So, What do you do? A: …

Marc Cowling does a great job of explaining some simple steps to avoid the pratfalls of gobsmacking the poor sods who inquire about your vocation or how I learned to stop sounding like a jerk when people ask me what I do.

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5 Tips for Explaining Your Job Description to Your In-laws | How to Not Fail (like me)

-Marc Cowling,  August 21, 2014

We’re supposed to admit when we fail, right? And we’re supposed to learn something when we fail, right? This past weekend, when my Father In-law (FIL) asked about what I do for a living, I opened my mouth, started talking, and realized I might need some time to think. I felt as though I needed a few props, perhaps a script and more coffee before I got too far into my description. In the end, I failed at explaining my job. I’m hoping my failure will help you to prep for a similar conversation.

I hope you never feel the job description failure pain I felt.

Oh, so painful.

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On The Importance Of Emotions in Negotiations

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Shirli Kopelman speaks with great insight about her time studying the role of  emotions in negotiating in a recent article titled “Make Your Emotions Work for You in Negotiations“.

The importance of emotions and the role that they play in a successful negotiation cannot be stress enough. Shirli, points out in a rather matter of fact fashion, that the root cause of emotions MUST be acknowledged and assessed in a strategic manner rather than being oppressed and managed away.

in my two decades of research and work with thousands of executives, I’ve found that emotions shouldn’t be managed or overcome. Rather, positive and negative emotions are valuable resources that you can use to your advantage. The key is to recognize during the negotiation what emotion you’re feeling, then quickly evaluate whether it will help or hinder you, and without taking a break, intensify or decrease the feeling, or in some cases change the emotion altogether.” – Shirli Kopelman

She has gone so far as to lay out a five-step road map to more productively engage your emotions during negotiations:

Step 1: Be mindful.

Step 2: Identify your emotional trigger and focus on something else.

Step 3: Reinterpret the trigger.

Step 4: Alter the emotion by changing its physiological expression

Step 5: Take action that others will see.

Read the full details over here!

Chilling findings from Pew Research: Experts Have No Idea If Robots Will Steal Your Job

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Walter Frick over at Harvard Business Review sheds light on the non-news from over 2,551 experts surveyed for a Pew Research study on the impact of non-human factors in the workplace and the employment stress placed on their sentient counterparts.

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Of note is the reflection on the failure of the education system to keep pace with Moore’s Law, which states that computing power roughly doubles every 18 months and although that is of little surprise, it is of primary concern to our nation’s growing wealth gap and climbing unemployment numbers.

“The education system is not well positioned to transform itself to help shape graduates who can ‘race against the machines.’ Not in time, and not at scale. Autodidacts will do well, as they always have done, but the broad masses of people are being prepared for the wrong economy.”  -Bryan Alexander

Although certain functions may be headed the way of the buffalo, we should heed the caveats associated with apocryphal techno prophecy –

“Conventional wisdom has long held that, while technology may displace workers in the short-term, it does not reduce employment over the long-term.”

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Read the whole shebang over at Harvard Business Review

 

What Recruiters Look for in Hiring a Manager?!

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Rocco Sannelli, on the trials and travails of preparing the witness and the judge for a successful hire!

“While hiring managers are not psychologists or behavioral experts and may not have training in interview skills, they do know better than anyone else in the organization what the key challenges of the open position are. They know the team, the market, and have a clear idea of what a good candidate should be like to ace the interview and get the job.”
“It’s all about demonstrating that proof of an expected investment for the company because nobody wants the disastrous effects of a bad hire: a loss in productivity, plus the waste of time and money involved in hiring that employee and the associated training costs.”

Read the rest over at Entrepreneur

Is Your Recruitment Advertising Campaign Providing Optimized ROI?

Erin Osterhaus over at Software Advice has released their 2014 Job Board survey of a 150 recruiters in cooperation with Recruitment Process Outsourcing Association (RPOA) and the National Human Resources Association (NHRA). 
It has some really solid and actionable data on the effectiveness, specifically the ROI, associated with posting jobs to the larger national boards including: LinkedIn, CareerBuilder, Indeed, Monster, Craigslist & Glassdoor.

Study highlights include:

  • Overall LinkedIn Delivers the highest combination of Quality and Quantity of applicants at a median cost
  • Indeed Delivers the Highest Quantity of applicants of any of the boards
  • Indeed is the most useful for Entry-Level positions while LinkedIn leads for both Mid & Senior-Level jobs
  • Craigslist Is the Least Expensive by a good margin and tied with CareerBuilder for second place when it came to delivering entry-level candidates

View the complete study at Software Advice

Robert Half’s 6 RECRUITMENT “TRENDS” FOR 2014

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Robert Half’s Director of Western Australia and Queensland, Andrew Morris’ prognostications for the year ahead…

I am always a bit reticent to give lists and trends the time of day but people tend to enjoy the spoon fed content they provide and who am I to judge? What do you guys think?

Is there value to the incessant Tech/Mobile/Marketing drone that we all already know? Is there more subtle synthesis taking place in the undertow? Stay tuned, it most likely will not be a list or a flash infographic, but I think that there are some heartening developments in recruitment that need to be championed and I will do my best to cheapen and trivialize them via a blog post.

By the by, nothing personal Andrew. I would love to take a few to get some true color on the subject from you.

Without further ado, the grand reveal:

Technology Integration in the workplace

As the digital revolution is cementing the need for a successful integration of technology in the workforce is increasing. Technology is no longer a stand-alone field, with the need for successful merging of financial and marketing departments needed to remain current.

App Development and the Mobile Consumer

We’ve seen a sharp increase in financial mobile use over the last 12 months. Expect this to continue as the financial sector ensures that customers feel in control of their assets. The need for highly skilled app developers will increase as many businesses follow the banks example and attempt to encourage users to interact with them via their mobile devices.

Highly skilled Tech Experts

As long as technology continues to be an evolving thing, the need for skilled technology employees will be high. As companies adapt in the current digital market, experts in everything from development of online strategy to IT project managers are highly regarded.

New Marketing Techniques

As the market changes, so does the need for multi-skilled employees. Social media has come into play not only with recruitment, but also with consumer interaction. Now, more than ever it is vital to ensure that a company has a high level of engagement across numerous social media platforms. Employees who are specialists in a sector such as marketing or finance, also need to be skilled in using social media effectively within their sector.

Financial Sector

The financial sector has seen strong growth in the past two years, which has been aided by the dedication to mobile banking, remaining on top of marketing trends and staying current in a digital market. Insurance and lending experts are becoming sought after and highly skilled underwriters are going to be essential over the next 12 months if trends continue.

Staff Retention

Companies are realizing the importance of skilled, well trained employees and the focus has shifted to retaining these staff members. The readily available salary calculators and heavily marketed job search engines easily allow people to compare pay rates, and consider changing careers. Information is accessible and employers need to be aware that their staff are constantly searching for the next best thing.