The other side of the hiring desk, pt 2 What job seekers should NOT expect from a recruiter -

The other side of the hiring desk, pt 2 What job seekers should NOT expect from a recruiter - Its important to know what recruiters are thinking, what they do and what they do NOT do if you want to work with one successfully. Read another my series of interviews with my friend and colleague Stephanie A. Lloyd, a Talent Strategies Consultant and Owner of Calibre Search Group in Atlanta, Georgia. She is a National Careers  + Workplace Columnist for Examiner.com and also blogs at Radiant Veracity. You can also follow Stephanie on Twitter. Read on to learn how to be more competitive in the job market! What should job seekers NOT expect from a recruiter Job seekers should consider that internal recruiters handle a large number of resumes on a daily basis. Chances are, particularly in a job market like this, they are bombarded with hundreds or thousands of applications from the companys website and other job postings. Recruiters sort through those resumes and applications in order to find the few that meet the specific qualifications for each particular job opening. That takes a lot of time! Unfortunately, job seekers should not expect personalized treatment until they are identified as good candidates. Recruiters are not resume writers nor career coaches. Recruiters are not here to find you a job, help you change careers or to help you figure out what you want to be when you grow up. (Miriams note: that is what career coaches do!) For candidates who are good matches for a recruiter how should they go about finding someone who would be a good match? I would suggest starting with your network. Ask current and/or former colleagues and others you know who work in your field who theyve worked with in the past that they trusted and felt comfortable with. You can also check with your current and/or former employers HR department to see which firm(s) they like and work with. Finally, dont forget about social media such as LinkedIn and Twitter. Use search tools on both sites to connect with and reach out to recruiters in your field. Your initial contact should be a friendly and courteous introduction with a brief explanation of your background and career interests. Very often, even if they dont have anything for you at the moment, recruiters will be able to refer you to other recruiters and resources. Do you need help with your search? Follow this link to learn how I can help propel your job hunt!

The Basic Facts of Resume Templates 2018

The Basic Facts of Resume Templates 2018 RESUME is the ideal way to create the very best impression. Each resume format was made to improve your odds to find the job in 2018. Possessing a great resume format is vital to organizing your data in a means which will help you become noticed. Its content-packed layout is great for engaging employers with a variety of facts, from experience to education. Each one of our creative style templates offer you a perfectly balanced mixture of personality, professionalism and a little style. The Debate Over Resume Templates 2018 All designs are a breeze to edit and fully customizable. The template is extremely oganized and named layers also simple to customize. Our creative templates let you stick out from the crowd. For instance, it includes a skills'' page at which you can use icons to demonstrate your proficiency in many categories. Microsoft Word resume templates are the most often used tool in the work hunting. It's possible for you to download the resume template free of charge and can readily edit the template using Microsoft word. It's possible for you to quit seeking the best resume templates for Word at the moment. Plenty of job seekers even don't understand where to begin. Zety's resume templates are made with the aid of recruiters and adhere to the best practices in HR. The resume is composed of vital info and facts about you, specifically in terms of get the business done. You should understand, that resume format is essential, as it can boost your odds to get invited for an interview.

The Dos and Donts of How Should You List Your Skills when Writing a Resume

The Do's and Don'ts of How Should You List Your Skills when Writing a Resume A possible employer would like to contact people on your references list, so make certain that you have good contact information for every one of them. Also, share with them a copy of the resume you're submitting so they can reference on precisely the same page if and once the hiring manager calls them up. The order of data in a resume will differ for everyone based on the info they wish to stand out. To conserve space on your resume you should list only the information which is relevant to the job you're applying for. One is to supply a lot of keywords for HR systems to have the ability to find your resume whether the term in question doesn't appear elsewhere in your resume. Employers may request your references during or following an interview, or whenever you're completing sample application. You might even need to employ a professional proofreader or copyeditor to polish your company writing up for an additional degree of assurance. You online essay service a distinctive OT! If you've chosen correctly, they need to be pleased to talk create prospective employers about you and your abilities. Describing proficiency in conditions of years of use as one of your examples isn't terribly useful in any way. SolutionGo over all your key words and choose the skills in which you're at leastintermediate skill level. There are various degrees of language proficiency. Your level will decide on the value skills your skill with the business. You don't wish to come across as unprofessional or that you don't have good written communication abilities. Therefore, if you come to an interview, the deficiency of Soft Skills may be one reason you weren't chosen for the job. Not only is it polite to accomplish this, but in addition, it enables them to prepare their response. The 5-Minute Rule for How Should You List Your Skills when Writing a Resume Now you know how to sample resumes awesome Occupational Therapist resume, have a look at our Occupational Therapist cover letter sample to complete making your application materials. Unless you happen to be a new college graduate, do not list skills which you have not utilised in your prior jobs. There could first be a quick presentation about the job or jobs offered and then individual candidates may be interviewed or you could be interviewed together. Previous Teaching Experience You aren't going to be an exact desirable candidate if you don't have at least some sort of related education or real life experience that's pertinent to the position.

Best GPS Fleet Tracking Service for Midsize Fleets

Best GPS Fleet Tracking Service for Midsize FleetsAfter conducting extensive research on GPS fleet tracking tafelgeschirrs, we recommendVerizon Connectas the best GPS fleet tracking service for midsize fleets in 2019. To understand how we selected our best picks, you can find our methodology and a comprehensive list of GPS fleet tracking services on ourbest picks page.Why Verizon Connect?ScalabilityVerizon Connect formed when Verizon merged three major GPS fleet tracking companies Telogis, Verizon Networkfleet and Fleetmatics. The integration of these three companies gives Verizon Connect a different level of scalability from its competitors. While it supports fleets of all sizes, its service is ideal for midsize fleets.Heres why.Verizon-based mapping Most of the companies we reviewed have a GPS engine backed by Google Maps, which provides a host of GPS features. Connect is backed by Verizons own mapping software, so your vehicles will be tracked by one of the globes most reliable co mmunications companies. Software Connects software platform is advanced, but it may vary based on your plan. We posed as small business owners and interacted with Connects schlussverkauf team to learn more about it. We couldnt do a demo of the software because our hypothetical business welches still in the early planning stages, but sales representatives told us that most small businesses use the Fleetmatics software option, and we were able to watch a video overview. The software refreshes every 30 seconds, so youll know where your vehicles are in near-real time. Hardware Connect has several different hardware options, ranging from simple plug-and-play technology to more advanced devices. You can elect to install the hardware yourself or have technicians from Connect install it for you.Editors note Looking for information on GPS fleet tracking systems? Fill out the below questionnaire to be connected with vendors that can help.Pricing and ContractVerizon Connect doesnt provide any of its pricing online, so youll have to speak directly with the company if youre interested in learning more about its pricing structure. The good thing about Verizon Connect is it can scale up and down to meet your businesss needs. Even if you only have a few vehicles, Verizon Connect can set you up with a plan that works for your business. This range in services is likely a factor in why Verizon Connect doesnt publish all its pricing information directly online.Company representatives did tell us that the company operates on 36-month contracts. This means youll have to sign a three-year deal to work with Verizon Connect. This isnt out of the ordinary for the industry, but we did find companies that offer one- and two-year contracts. Some companies may even offer month-to-month services. Verizon Connect is a large telematics provider, and its no surprise it operates on longer-term contracts.ServicesVerizon Connect provides valuable services for fleets of all sizes, and its platform works on desktops, tablets and mobile phones. The company can provide advanced mapping and analytics that help you optimize your fuel usage and stay up to date on your vehicle maintenance. In plus-rechnen to these services, Connect offers the followingeinhaltung Verizon Connect is a large company that can support just about any compliance need you have. This includes ELDs and IFTA.Driver scorecards Verizon Connect can help you better understand how your drivers are performing. This data allows you to incentivize great drivers and coach less experienced drivers.Geofencing Verizon Connect, like many fleet tracking companies we reviewed, provides geofencing support. Geofences are virtual shapes you can add to your map that trigger alerts when entered or exited. This is especially useful for security, as you can receive alerts when a vehicle leaves your businesss location.Vehicle diagnostics Verizon Connect provides maintenance reports so you can track vehicle health. It can also infor m you of the situation in the event of a breakdown.Traffic and weather data overlay The software supports traffic and data overlay, giving you a full picture of what your drivers are facing on the road.SupportIn addition to live chat, phone and email support, Connect provides a designated point of contact for your fleet tracking account. This means youll have direct contact information for someone at the company. This personalized support is a standout feature of Connects service. Other companies we reviewed do offer this feature, but for a company as big as Connect, its nice reassurance that your business wont be forgotten in the shuffle. This point of contact can also help you with various technical and support issues, or forward you to a specialist who can provide a solution.Other BenefitsVehicle minimumWhile its a great service for midsize fleets, Connect works for small ones as well, as it doesnt require a minimum number of vehicles to provide service. This means businesses of all sizes can enroll in Connects service. With the merger, businesses will have access to a variety of plans, and sales representative assured us that Connects offering would be able to grow with our business.Pros and ConsProVerizon Connect is a big company with some of the best telematics platforms and solutions in the industry. It can also scale to meet your businesss specific needs.ConVerizon Connect doesnt have great reviews with the Better geschftsleben Bureau. At the time of this reviews writing, the company had an F with the rating agency and over 40 complaints listed on the site.Ready to choose a GPS fleet tracking system? Heres a breakdown of our full coverageBest GPS Fleet Tracking Software and Systems 2019Choosing a GPS Fleet Tracking SystemBest for Small Business OverallBest ValueBest SoftwareBest Reporting ServicesBest Safety FeaturesEditors note Looking for information on GPS fleet tracking systems? Fill out the below questionnaire to be connected with vendors that can help. trb DAngelo fahl DAngelo is a staff writer covering small business for Business.com and Business News Daily. After graduating from James Madison University with a degree in journalism, Matt gained experience as a copy editor and writer for newspapers and various online publications. In addition to his writing and reporting, Matt edits articles. He reviews small business services, including PEOs, small business loans and GPS fleet tracking services. Hes been with Business.com and Business News Daily since 2017. 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3 Questions You Should Always Ask Your Boss, No Matter How Awkward They Are

3 Questions You Should Always Ask Your Boss, No Matter How Awkward They Are Even if you have an enviably-open relationship with your anfhrer, youve likely experienced hesitation when approaching particularly awkward topics with herbei. We all want to present the very best versions of ourselves to our supervisors. And when a situation arises that you dont know how to navigate, it can feel uncomfortable to bring that to your babos attention. However, its important to remember that your boss assuming that shes good at her job wants to stay in the loop on your progress and to be aware of your comfort level in your position.Even though these 3 questions may seem tricky to navigate, they all open up streams of dialogue that will solidify your relationship with your boss, and also address important work-related concerns.1. Is my position in jeopardy?Well start with the most awkward boss-employee conversation possible. If you notice your project load dwindling, your responsibilities becomi ng less and less crucial, and your face time with your boss shrinking in an unprecedented manner, it makes sense to conclude that something not-so-great may be afoot for your career trajectory. Many employees assume that their only course of action involves waiting around until their boss chooses to terminate their employment. But in actuality, you can and should have a direct conversation with your boss about your suspicions.If you ask your supervisor for a sit-down meeting to discuss your job stability, a responsible manager will not only acquiesce, but will provide you with the necessary information on your prospects, whats weakening your employment status, and if relevant a plan for improvement.2. What can I do to improve?This question relates to employment-related conversations with your boss, but can also be utilized in the aftermath of a project that didnt work out quite as you hoped. Asking your boss for guidance on how to support her goals more effectively proves your ini tiative and taking ownership of your past errors while still looking for ways to actively fix them in the future reveals impressive and valuable levels of self-awareness.3. Can we sit down to discuss these new responsibilities?Most jobs include a fluctuating scale of responsibilities, with busy periods requiring more of you than the more quiet spells. But if you suddenly find yourself taking on far more work than you anticipated (perhaps due to lay-offs or company restructuring), its in your best interest and the best interest of the company to ask your boss for a meeting to discuss your expanded role and what youll need in exchange for this increased workload. Staying silent and resentful during this process wont help the situation, and your sense of discontentment will only continue to grow. Talking your new responsibilities through with your boss will give you a better sense of the scale (is this a temporary increase or a permanent one?), and will also provide you with the oppo rtunity to advocate for yourself, potentially leading to a higher pay rate or increased benefits.

How to Find and Retain Top Talent in a Fast-Growing Company (Video)

How to Find and Retain Top Talent in a Fast-Growing Company (Video)How do you maintain your quality of hire during massive hiring periods? This video from preciseeffect has the answersClick To TweetIn the 26th episode of The Recruiting Reel, Christine Amogan, the Chief Talent Scout at Precise Effect International, discusses how to find and retain top talent in a fast-growing company. zu siches the transcriptJosh TolanMy name is Josh Tolan and Im the CEO of Spark Hire, the leading video interviewing platform used by thousands of organizations around the world.And this is The Recruiting Reel, a video series in which we discuss real recruiting challenges with prominent recruiting experts to provide you with actionable tips you can apply to your own recruiting.Today I am joined by Christine Amogan, the Founder and Chief Talent Scout at Precise Effect International. Her company helps startups and high growth teams address challenges during periods of change.Christine has a vast amount of experience and is a headhunter warrior. She has doubled multiple tech and sales teams in a matter of months, executed numerous strategic sourcing efforts, and developed and deployed creative techniques to identify and attract diverse candidates at all levels.Given her experience, I asked Christine what are the challenges of growing and retaining a quality workforce during periods of massive growth? And how can talent leaders overcome these challenges?The floor is yours, Christine.Christine Amogan Hi, Christine Amogan, I am founder of Precise Effect International. We work with startups and high growth teams, helping them address challenges during periods of change.The topic for today is one that Im very passionate about, What are the challenges of growing and retaining a quality workforce during periods of massive company growth?.So, when I think of periods of massive company growth, I automatically think of change. And by nature, people are pretty apprehensive when it comes to chang e. I always keep that thought in the back of my mind as Im working with the hiring teams, hiring managers, and the leadership team.What are a few major challenges that arise when hiring during periods of massive company growth? A few major challenges that I can automatically think of that Ive seen both at startups and established companies during massive growth times areHow do you maintain your quality of hire during massive hiring periods?How do you maintain the company culture during massive growth times? andHow do you maintain a quality candidate experience during these hectic periods?What can hiring pros do to improve the hiring process and overcome these challenges? So, during this time, hiring pros need to be master project managers. Hiring pros need to ensure that there is a process in place, number one.Number two, that people are communicating, and better yet, over-communicating during these periods. And to address the challenge of maintaining company culture, what Ive done in the past is Ive actually identified a culture ambassador who interviews the candidates just for culture fit.How do you ensure that youre quickly finding the best talent during these times of rapid growth? Every team has a different definition of what best talent means. Work with the teams, exerzieren down to identify the key traits of best talent. And establish a process that is able to uncover these traits either at phase one or phase two of the interview process. Youll be able to get to the candidates the best candidates quickly during this time.These are my suggestions in addressing the challenges of growing and retaining a qualityworkforce during periods ofmassive company growth.Josh TolanThanks, Christine. My takeaway from your insight is that it is critical to have alignment within your organization on 3 things your process, your culture and values, and the vision of the ideal hire.These are all things that you can define with the key stakeholders within your organization and t sets a strong foundation for recruiting success when growth makes things chaotic.Personally, I see fast-growing companies struggle the most with wanting everything to be perfect. Theyre so used to hiring 1 person for a specific job that when they are tasked with hiring 5, 10, 20+ people for that position, they have a hard time making a decision on who to give offers to because they realize that not everyone who makes their shortlist is going to be an exact match for what theyre looking for.Thats why its so important to know the absolute must haves for someone to be successful in the position.Find the people that check those boxes and then focus on potential and who you think you can best develop within the organization.I want to thank Christine Amogan for joining us today. If youd like to connect with her on LinkedIn, use the url below or follow her on Twitter preciseeffect.Thank you for watching The Recruiting Reel and stay tuned for more episodes. For additional HR and recr uiting content, head over to hr.sparkhire.com and subscribe. Also, follow us on Twitter, sparkhire. And subscribe to our YouTube channel to be the first to know about the newest episodes of The Recruiting Reel.Thanks again for watching and happy recruiting

Work from home Employees would rather email than Slack you

Work from home Employees would rather schmelzglas than Slack youWork from home Employees would rather schmelzglas than Slack youFor the majority of us, email is still the superior form of communication, even when you are talking to an employee timezones away from the office.A new survey from Voxbone found that email was the preferred mode of communication for working professionals. Picking up your phone and calling them came in second, followed by texting, and instant messaging platforms like Slack.Email is still superior. Should it be?Even though the rise of Slack and other instant messaging services make communication instant and convenient, this finding suggests that we still prefer the old mainstay of email even though it can drain our time and energy. Emails have long been our biggest time-suck at work. Employees send and receive around112.5 billion business emailsa day. In total, we waste 17 hours every week on pointless work email.If youre a manager of remote employees, try be ing available through more than just email, even if youd rather communicate through the inbox. Studies have found that for remote employees, it helps to be available through more than one avenue. Remote workers are an anxious lot. Their biggest concern is that because they are out of sight, they are out of mind at work. Alleviate their concerns by showing that you are going to available to them, even when you cannot be physically nearby.Harvard Business Review argues that the best managers customize their mode of communication to each employee Remote employees should always be able to count on their manager to respond to pressing concerns, no matter where they work, Joseph Grenny writes. Successful managers dont just resort to phone or email theyare familiar with video conferencing technologies and a variety of services like Skype, Slack,IM, Adobe Connect, and more. They often tailor their communication style and medium to each employee.