With an increased demand for high caliber employees, over 90 percent of recruiters have turned to Social Media to engage and scrutinize job applicants.
According to a 2014 Social Job Seeker Survey by Jobvite, 93 percent of recruiters now use (or plan to use) social media to support their recruiting efforts.
The survey indicated that recruiters use social media to look for professional experience, the amount of time a person holds a job, mutual connections, cultural fit, industry-related posts, and examples of written or design work. LinkedIn being the most essential recruitment tool used by 94 percent of recruiters, Facebook comes a distant second used by 66 percent of recruiters and Twitter closely following with 52 percent. Click here to read more.
When people are nervous it’s not common to answer too quickly or to get tongue tied. Even well prepared candidates with the best intentions can be caught off guard. If you answer a question badly, or notice that your interviewer has a puzzled look on his or her face, don’t panic. Here are a few ways you can rescue your interview and get back on track.
Rephrase and Clarify:
Ask the interviewer, “May I clarify my answer a little bit more? Click here to read more.
When you have periods of unemployment in your resume, don’t brush it under the table; explain these gaps and stop prospective employers from imagining the worst.
What should you do?
Acknowledge and explain why you were not employed during that time. There are many acceptable reasons for unemployment; and it is much better that employers to know them. Click here to read more.
Did you know that a growing number of candidates prefer text messaging to email?
Throughout the recruitment process, text messaging as a means of quickly reaching candidates about job opportunities has been a valuable tool to reach job candidates between 18 and 44.
Here are some statistics to support the benefits of text messaging:
Digital interviews are the latest trend in recruitment. These days, rather than scanning and screening resumes, companies that are hiring, are asking job candidates to answer key questions via video.
Digital interviews are a highly efficient way for employers to actually see a lot more candidates. All videos are recorded using an online interview system that allows decision-makers to quickly scan, rate and share interviews from their computer, tablet or smartphone. Click here to read more.
Surveys show that the main reason that employees leave organizations is a lack of career development opportunities. Surveys also show that the potential for career advancement is one of the main factors considered by candidates when choosing an employer. For job seekers and employees everywhere career development and climbing the management ladder are very much at the top of the agenda.
Career advancement opportunities, though, are just a starting point. To take advantage of those opportunities employees need to be perceived as fast-track, high-potential individuals who are capable of taking on higher managerial roles in order to start climbing the career ladder. Click here to read more.
Typically when job seekers decide to look for a new position the first thing they do is go to a jobs board. Although this is one way to find a job, it is not, by a long shot, the most effective way to find a new job.
The best way to find a job is through word of mouth. In fact, the U.S. Department of Labor’s statistics amazingly show that only 5% of job seekers find their jobs through the “open market,” i.e. online job boards and help wanted ads. Click here to read more.
Succeeding at a job interview is about more than just correctly answering an interviewer’s questions. There are strategies that you should use to persuade the interviewer that you are the right person for the job.
In the book Influence: The Psychology of Persuasion, Psychology Professor Dr. Robert Cialdini describes 6 laws of influence that help explain what it takes to make people say “yes.” These laws of influence can be applied to job interviews to help convince the interviewer that you are the right person for the job.
Consider these 5 ways to utilize Dr. Click here to read more.
Have you ever wondered how recruiters decide which resumes to shortlist and which to reject from the thousands of resumes they receive each year? While some recruiters use software to help sift through applicants, most recruiters will read through resumes one by one at some stage of the review process.
Wouldn’t it be great if you knew what key words recruiters look for so you could optimize your resume to stand out from the rest? Of course!
The good news is that a first of its kind study by TheLadders last year looked at 30 professional recruiters and studied their eye movements using state of the art eye tracking technology to find out what parts of resumes recruiters look at when assessing applicants’ suitability for a position. Click here to read more.
Interviewing for a job can be a long and stressful process. And when you finally reach the end of the interview and the interviewer asks, “Do you have any questions?” you might feel that the interview is over. This would be a tactical mistake, as the interview is not yet over. Asking “Do you have any questions”, is not just an act of courtesy on behalf of the interviewer, they actually expect you to ask questions and will be judging your candidacy based on the questions that you ask. In fact, a survey by education.com has revealed that one of the top 15 reasons that recruiters reject candidates is a ‘failure to ask questions about the job’. Click here to read more.