How Has LinkedIn Changed Recruiting in the UK

How Has LinkedIn Changed Recruiting in the UK Its undeniable that LinkedIn has had a remarkable impact on the way that organisations do business. Over the years it has transformed the way that companies function, from the way they market their brand, to the means they go to to  recruit new staff. To mark LinkedIn hiting the 20 million UK members mark last month and learn how the professional network  has impacted the UK, Ive had a chat with British business leaders  James Caan, Kathy Allison, Paul Dreschler, Andy Hill  and Joshua Graff. Listen to the interview on iTunes, SoundCloud or keep reading for a summary. And dont forget to subscribe to the Employer Branding Podcast. Andy Hill VP of Talent and Resourcing at  The Sage Group Plc How has LinkedIn changed your business? I think its created a fantastic opportunity for us to not only identify and connect with talent. From a recruitment perspective, it helps us in terms of sales and marketing, in terms of accessing the communities, the small businesses that we want to work with. So I think across all its product mixes its had a fundamental impact both on cost of acquisition of talent, but also in terms of cost of acquisition of customers as well. How do you and your organisation use LinkedIn? Ive been a user of LinkedIn for many, many years, one of the early adopters. And I personally use it to make connections with people, not only for bringing in talent because thats my job, but also to sort of establish a network, so I reach out a lot. I do a lot of blogs. I do a lot of postings. I get a lot of information on the latest trends on there on many groups. So Im an active user. Its probably up and on my desktop as much as my Outlook to be fair. As an organisation, we use it extensively for recruitments right across the globe for Sage. In marketing, we use it and the tools there. We also have Lynda.com as  learning platform, so as head of talent I also have the learning organisation. So we use pretty much all the products. Tell us about your CEO? Yeah, hes an incredibly sociable CEO [Stephen Kelly]. He got a Power Profile today on the anniversary of this 20 million milestone for LinkedIn. But also, I think for him, hes incredibly active. I mean, hes constantly forwarding me profiles of people whove contacted him. But also, he actively blogs on there and connects across the whole organisation. But also, hes encouraged us and supported us in building LinkedIn into our own inductions, so we get all our employees now towe help them with their professional profiles because were quite comfortable with them using it as a tool for their own network and career. What do you think the future holds for LinkedIn? Well, I think theyre going to keep growing at a massive rate. I think their biggest challenge is connecting with the real whole world work. Theyre 90% of vacancies which are in small businesses, very small businesses, and that marketplace, and how they can really connect with the small business leader to make sure some of their other products, that side of talent can really add value. Its a huge opportunity where maybe a lot of work to be done with small business setting. Kathy Allison Head of HR at FitFlop How has LinkedIn changed your business and industry? LinkedIn has made it much easier for us to get our employer brand out there and to contact candidates directly, making them see that we have a brand that they would be interested in. How would you say you use it, and how does your organisation use it? I use it to keep in touch with news, updates, whats going on. Being part of the relevant groups and increase my own knowledge. Our organisation uses it for recruitment. We use the recruiter tool, but we also use it to share what were doing globally and as an employer branding tool as well. What do you think the future is on  LinkedIn for FitFlop and for the wider industry? I think the great thing about LinkedIn, is there is always new products, new developments that are coming. So I wouldnt be able to predict whats coming next, but Im sure its going to be really relevant. The future for us is wider, engaging within our business and to make it a tool that we use for talent interacting, and sharing whats great about our business. Not just through our HR and people team, but through all of our leaders and representatives in the business. Paul Dreschler President of CBI How do you think LinkedIn has changed business? Im delighted to have this opportunity to talk to you. Let me tell you briefly about how I think LinkedIn has changed business. Its provided a fantastic platform for every age-group to connect with each other and build a community of people, who have just enough insight to enable  them to have the first conversation, do the research, or decide on what to do next. How does the  CBI and its members use it? I think its used right across our membership in different ways, depending on the companies or the business thats in. But its just a powerful tool for connecting, getting insight, understanding our customers better, and building those right sort of relationships. What do think the future is for LinkedIn and British businesses? I think the future for British businesses has never been better. Were enjoying a tremendous rejuvenation and proliferation of start up companies, digital companies, technology companies. I think LinkedIn provides just a brilliant platform for that community to grow, develop, and expand not only in the UK but internationally. Joshua Graff UK Country Manager Senior Director of LinkedIn EMEA How would you say LinkedIn has changed recruitment  and  marketing? I think that LinkedIn in the UK has fundamentally  revolutionised  the way that people recruit, the way that people sell products and  services, the way that internal employees engage with one another. And then use their networks as well. Were seeing the entire talent industry transforming as a result of LinkedIn and 400 million members around the globe, 20 million in the UK today. Thats over 60% of the entire UK workforce and students on LinkedIn. People are there to do business. People are reading rich content on the platform today, and that is something that was very different when I first joined the organisation five years ago. Were now, by far and away, the largest distributor of professional content on the web. How do you use  LinkedIn on a daily basis? Whats your routine, and what are the keys to success? Firstly, have a rich profile. I use LinkedIn every morning to understand what the trends are that are taking place in the industries with which I work, either through the Pulse news app or through my newsfeed directly. Importantly for LinkedIn, its not always about the amount of time spent. Its about ensuring that you can extract maximum value to drive efficiency for you and your business, to stay up-to-date on the latest trends taking place in your industry. First and foremost, have a rich profile. Make sure youve got a picture you get 14 times more views on your profile with a picture. Make sure youre showcasing your experiences, and most recently, as well ensure that youre using the publishing platform to broadcast your message to your network and wider industry. What does the future hold for LinkedIn in the UK and globally? From a LinkedIn perspective, we recently acquired Lynda.com, the largest online learning platform in the world. And so that represents a great opportunity for our 400 million members around the globe to acquire the skills that they need to apply for jobs and have future success. Weve also invested in our influencer program and north of 500 influencers around the world, increasingly becoming a rich content platform. One of our focuses is to ensure that every time you log on to LinkedIn we give you a relevant experience that delivers you content thats going to help you become more productive and more successful. James Caan CEO of  Hamilton Bradshaw Group How has LinkedIn changed your industry? I think LinkedIn has certainly transformed the way the recruitment industry operates today. When I started this business 30 years ago, one of the biggest ambitions and motivations of all recruitment owners was to have an exceptional database. Isnt it amazing today that we now have the worlds largest database available to us free of charge? So I think that LinkedIn itself has transformed the industry, and access to candidates has been never better than what it is today. How would you say that you use it yourself, and how does your organisation use it? Theres no question, I absolutely am an avid user of LinkedIn, because I think as an industry today, if we dont embrace technology, if we dont embrace innovation, we get left behind. And whether we like it or not, LinkedIn has had a transformational impact on our industry, and I would urge anybody whos in this sector today, that you need to become a superuser. When I came across LinkedIn a few years ago, you know, I was very proactive in wanting to embrace it. Which is why I came on board as an influencer, because I wanted to share some of my ideas of what Ive learnt over the last 30 years in recruitment, you know, with other people, effectively, on the platform. And at that time, I had absolutely no idea to the extent that that would penetrate. And here I am two years down the line, probably the most followed person in the world in the recruitment industry, and of course, that has a huge impact on my businesses and our brand within the sector. What do you think the future holds for LinkedIn? I understand that LinkedIn today is going to make an announcement where its now achieved a substantial milestone. So I suppose the next step for me is how do I convert the several million new followers onto my followers? So not that I want to be competitive or anything, but I think Id like to see myself with 20 million followers, which I think will be quite an achievement. I think going forward, I think one of the biggest tasks that we have, is how I get my recruitment consultants in my organisations to use this product in a more efficient way, because technology is like a lot of things, it does a lot more than we currently use it for. So I think in order to maximise its advantages and its benefits, Id like to see us being as an organisation and as an industry, in becoming what I call superusers. Because ultimately, the recruitment industry is all about finding talent. I have no question of doubts in my mind that the talent we are looking for is available on this platform. The question is how equipped are we and how well-trained are we in how to access that talent. Make sure you subscribe to the Employer Branding Podcast.

The Evolution of Recruitment Technology

The Evolution of Recruitment Technology Recruitment technology has changed extensively since the early days, and with the birth of social media its become a lot more interactive. Here are some of the main points of its history, courtesy of TalentBin. Takeaways: In the pre-computer era, jobs were found via bulletin boards and newspapers, whereas passive candidates were found via resume archives and phone sourcing. In the pre-web era, job markets were difficult to get into, so candidates had to be specialised. E-mails emerged as the main communication method, with computers and applicant tracking systems being used to find passive candidates. In 1995 (the Early Web), online job boards and classifieds expanded the distribution of job postings and also created resume databases which became available to recruiters, on sites such as Monster. In 2005 (the Late Web), job aggregators were making finding jobs easier, whilst LinkedIn compiled over 161 million online professional profiles. In 2012, the social web has made it easier for job distributions to reach new channels (with over 175 million tweets a day), and for passive candidates to be discovered. Related: INFOGRAPHIC: How Recruitment Software Has Evolved Over Time. Featured image: Shutterstock

How to make anyone adore you

How to make anyone adore you This week Melissa is working with clients in New York during the day and sleeping at my apartment in Swarthmore. I wait for her to return each night at 9pm like I am like the cranky wife frustrated by her spouse’s long commute. My kids wait to light Chanukah candles with her like they are the cranky four-year-olds frustrated by the long wait for gifts. And my older son says, “If you bought me socks for Chanukah then can I have them now? Because all mine are dirty.” 1. Give gifts that affirm what the recipient is doing is ok. Melissa gets home. With gifts. And we light candles immediately. Most people scold me that my kids don’t like to read. Melissa doesn’t care: She bought both the boys books with no words. She is particularly good at buying my older son gifts because they’re both INTJs. Tonight she gives him Crap Taxidermy.  The botched procedures are disgusting. I am grossed out by the implications of torture. My son doesn’t care. He says, “This book really shows how difficult it is to stuff an animal.” Melissa gives me a glycolic mask. I put it on my face right away. My older son says, “Why are you trying to be young?” I talk without moving my lips so I don’t crack the mask: “Women who look younger make more money.” He says, “That’s so great for women. You are really helping to break stereotypes.” “If I werent trying to be younger youd be starving.” Melissa says to me, “Tell him he doesn’t need to care about breaking stereotypes. He should just leverage them.” I say, “Believe me, he doesn’t need to be told more things to not care about.” 2. Know when to shut up. Melissa curls up on the sofa just like she used to curl up when she lived with me on the farm. I curl up next to her and we click click on our phones while we talk. I love her silk pajamas. They are a striking step up from the pink velour sweatsuit she wore 100 days in a row on the farm. I ask her about her boyfriend  (fascinatingly well-adjusted). About  her plants (none dead in Q4). About her New York client (I tell her that they should be using  Trafficbot). Melissa specializes in recruiting for hipster startups so she is always reading news about hipster startups. She tells me about one she read about that focuses on making fatherhood cool. I say, “Where is the startup that makes being a mom cool? When will that happen?” “Pinterest.” “Is that a joke?” “I don’t know. I dont care about feminism.” Feminism?!? I don’t think equating motherhood and consumerism is about feminism, but Melissa doesnt even care enough about feminism to know what qualifies as feminism. So I have to move on. 3. Assuage a persons deepest fear. I am sitting close enough to Melissa that we can see each others’ screens when we get bored of our own; we are cozy and productive which is I think all I want in life. One emailer asks me how to motivate each personality type. I tell her to take the  Personality Type Master Class but then I see she said she loved it. So I have to write a real answer. Her question turns out to be a  hard one because motivating could be managing or incentivizing or something else. I define  motivating someone as making them feel good, and then the list also applies to a future post I might write about how to win over a date. My productivity level just doubled. I type: INFJ praise their rational approach ENTP praise their amazing productivity INTP predict their intellectual impact ENFJ tell them they’re smart ENFP predict their humanitarian impact INFP praise their logical thinking I tell Melissa about my game. I tell her, I need you to do the Ss. What?” she says. “Why? Youre the one who loves Ss.” Well, do them with me. ISFJ thank them for their insight ISTJ thank them for being flexible ESTJ fawn over their vision ISTP thank them for being fair ISFP thank them for their loyalty ESFP ask them for their opinion ESFJ let them lead by example ESTP praise their decision making 4. Teach them something about themselves.   Its fun until we get to our own types. For my type, ENTJ, I suggest: tell them they’re inspirational. Melissa says, “You already know youre inspirational. But INTJs always say ENTJs are full of shit. We dont care. But whatever. You want to be admired for winning. Oh. You’re right.That’s so exciting. Winning is so exciting. Wait, what am I winning at? Whatever. Just write it down. ENTJ tell them theyre winning Then we get to INTJ. Melissa’s type. I say INTJs want to hear their ideas are good. Melissa says, We know we don’t have ideas. And we don’t care. I look at the list for a pattern to see what fits for INTJ. I say, Look, everything on this list is not nice. We zeroed in on the thing that each person deludes themselves about and we recommend motivating that person by catering to their delusions. Who cares? As long as its accurate. Ok, so how can I motivate you? Thank me for caring.

Tools Dont Matter, Skill Does - Personal Branding Blog - Stand Out In Your Career

Tools Dont Matter, Skill Does - Personal Branding Blog - Stand Out In Your Career In the ongoing debate over the existence of social media experts, people point to the ever changing landscape of social media as their evidence that theres no such thing as experts. The anti-expert side argues that the mere fact that social media tools pop in and out of existence, or that they dramatically change their operations, somehow changes the way social media works completely. Since social media and its tools are ever-changing, they argue, there cant be social media experts. Its all crap because social media expertise has nothing to do with the tools or how rapidly the landscape changes. Rather, effective social media marketing depends on your marketing skills and ability, rather than how you use Facebook, Twitter, Google+, and LinkedIn. To be an expert, you need the foundational skills. The tools dont make a bit of difference. Facebook, Twitter, Google+, and LinkedIn dont matter. Those will go away in a number of years, but the skills you need to effectively use them will be needed for their replacement. A carpenters skills dont change when he switches from a hammer to a pneumatic nailer. You hire him for his building skills, not the number of hours hes spent swinging a hammer. A writer doesnt forget everything she knows just because she switches from a typewriter to a computer, changes from a yellow legal pad to a Moleskine notebook, or even switches favorite brands of pen. You read her books because she knows how to tell a good story. Computer programmers dont lose their skills and experience just because they got a new computer. The tools dont make a bit of difference. As Chris Brogan once said, no one ever asked Hemingway what pencils he used to write his books (actually, he typed them, but thats beside the point). Youre not an expert because of the tools, youre an expert because of the knowledge the tools unlock. It doesnt matter whether youre proficient at Facebook or Twitter. Were reaching the stage where saying youre good at those tools is like saying youre good at using Word or a web browser. Youre expected to know how to use Word and a web browser. Youre getting to the point where you need to know how to operate Facebook and Twitter. The question is do you have the skills to use them effectively. Because the tools are going to change in a few years, but the skills will still be important. Focus on knowing how to communicate and reach people the most effectively. If you can do that, then you can be an expert at it, because the tools wont matter.

Knowing What Your Employees Really Want From You as a Business Owner

Knowing What Your Employees Really Want From You as a Business Owner As all business owners know, hiring and retaining the right employees is essential for success. However, many business owners struggle to find out what their employees really want.A bit of effort can go a long way to discovering how to best keep your employees satisfied. Here are a few tips to finding out what your employees are looking for.1. Open Lines of CommunicationevalBusiness owners sometimes have little day-to-day contact with employees, and many struggle to connect with employees. However, spending a bit of time working with employees can help them feel more connected with their employers.Let employees know you’re always willing to listen, and make open lines of communication a priority. Employees sometimes feel that expressing their concerns can create friction, which can cause them to hide problems they have with the company, and assuaging these fears can lead to more frequent and productive communication.2. Anonymous SuggestionsNo matter how much you express your wish t o hear what your employees truly feel, many will still be reluctant to be completely honest. Anonymous suggestions let you give these employees a venue to express their honest thoughts.A simple suggestion box can help, and letting employees send anonymous emails or messages can be a viable option as well. Remind employees to be critical as doing so helps you keep your employees happy and, in many cases, run your business more efficiently.3. Maintain a Positive Work EnvironmentEmployees sometimes need a push to perform their best, and holding employees to high standards is important to make the most of their talents. However, the workplace can, and should, still be a positive place where employees enjoy spending time.Maintain an upbeat attitude, and be quick to point out and reward success. Even though you might not want to become friends with your employees, fostering a strong business relationship can encourage them to share what they’re really looking for.4. Examine Your Leaders hipRunning a business requires a broad set of skills, and leadership is critical for communicating effectively with your employees. Take a leadership assessment, and study what you uncover carefully. A key part of effective leadership is being able to build trust with your employees, so examine portions of the assessment dealing with communication and openness.evalThe results of an assessment might not be positive, but they help you lead your company more successfully and find areas for improvement.5. Empowered EmployeesThere will almost always be a line separating owners from employees, and employees typically feel more comfortable addressing certain issues with their fellow employees. Find a trusted employee to serve as a liaison between your employees and you.This can help you address individual concerns, but it’s especially effective at finding out what your employees as a whole want. It also lets employees express their feelings anonymously.6. SurveysOften, the best way to fi nd out what your employees really want is to simply ask, and surveys cover a range of fields in a fast and effective manner. Give employees a place to write extended feedback, and ensure that the survey results will be tabulated in an anonymous manner.evalAnother option to consider is offering online surveys that allow employees to send feedback when it’s convenient for them. Using a third-party providers ensures your employees know their feedback is anonymous, freeing them to be as honest as they want.Employees are often anxious about their job security, and these anxieties make it difficult to determine what they’re really looking for. By being open and honest and letting your employees know you value their feedback and want to work with them, you can create an environment where employees feel comfortable expressing their honest opinions with you.

8 Links for College Summer Internships - Do You Have Yours - CareerAlley

8 Links for College Summer Internships - Do You Have Yours - CareerAlley We may receive compensation when you click on links to products from our partners. I started interviewing college students for my companys summer intern program this past week. Its interesting to compare their resumes, what theyve done during the college summers past and all of the extra-curricular activities. The money is nice, but its oh so much more important to get that experience on your resume (after all, mowing lawns for Long Grass Landscaping does not add much to your resume). Of course, any job is better than no job during the summer, but its never too late to get that summer intern job (well almost never). So todays post is all about helping you get that summer intern job. Lets start with the how to and then get to the where. Students: 6 Best Ways to Get a Summer Internship This article, from Moneywatch, provides an overview regarding the summer job outlook (an embedded link) and goes on to say that you should not be discouraged in your quest for a summer internship. Some good tips (like, Can I wear my nose ring to the interview) as well as the 6 tips. Lots of embedded links for additional information, as well as related links at the bottom of the page. College Internship Opportunities How to Find Summer and Semester Work Experiences Another how to article from the University of Birmingham, with tips on where to find those internships. Some great advise with a few embedded links. Definitely worth a read. Internzoo.com If the name of the site is any indication, it sounds like this might be a great place to find those intern jobs. Top of the page are tabs for Advanced Search and Internship Advice. Center page leads with a Job Seeker sign up followed by a Companies box and popular searches. The left hand side of the screen has the latest internship postings. The Advanced search allows you to add locations and types of jobs. CareerRookie.com Internships, part-time jobs and entry-level careers is the tag line for this site. There are links at the top of the page for Resume, Find Jobs, Advice Resources and Videos. There is a keyword search directly below the tabs which lists over 130 pages of opportunities. Below this are top entry level job categories and Vertical channels followed by featured employers. At the very bottom of the page are additional vertical channels, one of which is Internships. SummerJobs Surf for the perfect summer job according to the site. Top left hand side of the page has links for Search Jobs, Browse Jobs and Featured Employers. The center section also has a list of featured employers while the top right hand side has featured jobs. You can register on the site and have access to additional tools. There were over 500 summer job opportunities when I checked the site. Book Corner [easyazon_link asin=1607741687 locale=US new_window=default nofollow=default tag=caree07-20 add_to_cart=default cloaking=default localization=default popups=default]All Work, No Pay: Finding an Internship, Building Your Resume, Making Connections, and Gaining Job Experience[/easyazon_link] Additional Resources: 5 Job Search Tips for College Grads and Entry Level Job Seekers 12 Links for Finding Entry Level Jobs 10 Great Job Search Resources for College Grads We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Google+

How to Write a Resume For Physicians in Fort Worth Texas

How to Write a Resume For Physicians in Fort Worth TexasIf you want to meet the requirements to become a Texas medical professional, then you'll need to do your part when it comes to resume writing for physicians. In fact, there are several things that you should do.You'll need to know the requirements you need to meet when it comes to being qualified for this kind of position. As a practicing physician, you know that you need to go through extensive training in order to be accepted as a candidate for becoming a member of a practicing doctor's staff. If you have never been through such training and would like to get into a position, you can look at resumes of other physicians that are in the same field as you are in.The next thing you need to do is to know the requirements for each specialty. This will help you make sure that you meet the required qualifications. It also will give you some idea of what to expect once you've been accepted for a particular position. You should understa nd that each specialty has certain rules and regulations that you need to meet, and this will help you prepare for the interview process when it comes to such requirements.One good idea is to meet with a physician before you start your application for the position. This will help you get a feel for the type of interview questions that you might be asked. It will also help you understand the requirements for becoming a member of a practicing team.You'll also need to understand that there are several types of positions that are available in the healthcare industry. You will need to write a resume that includes the necessary information about each position you are interested in, as well as the duties that you are expected to perform as a result of that position. If you aren't certain of the duties or responsibilities, it may be a good idea to wait to submit a resume until you have had a chance to learn more about that position.The next thing you need to do is to be organized when it co mes to completing your resume. There is no reason to be confused about what you should include on your form. In fact, if you use different forms, you can be assured that the results will look more professional and they will allow for more details to be included. Since you have already gone through all of the required requirements, you'll also be more comfortable knowing that you're able to provide the information to employers who have contacted you.If you've ever been in medical professionals before, you'll know that it's not easy to find work in the field. The only way to be successful is to have a strong resume that shows your abilities. It will take time to write a good resume, so make sure that you are able to devote time to writing one. You may also want to take advantage of the tips from this article.There is no right or wrong way to create a resume, but you will need to choose the appropriate way that makes sense to you. Resume writing for physicians in Fort Worth Texas is a good idea, but it is always a good idea to avoid amateur hour. Take the time to get prepared for this important step in your career by being organized and doing what is necessary to meet the requirements for being a member of a professional team.