Tag: Dream Job


Creating a Recruitment Talent Campaign

 

When trying to attract top talent, the vacant position must stand out amongst the clutter of other eligible opportunities. Establishing a talent recruitment campaign allows both employers and employees to actively align goals and interests in a cultivating way.

Setting clear and measurable goals can be a great start when creating any recruitment campaign. Asking questions like “How many people do we want this to reach?” or “By what margin do we want to increase our overall audience?” allows for quantifiable marks to be set and evaluated throughout the process. When objectives and the end goal is understood, it determines the success built before and achieved after recruitment.

Determining the audience should be the second part of the campaign. It is important to develop a unique communicative platform through company culture videos, social media promotions, evaluating and reviewing glass door reviews and provide community-related blog posts. This will allow prospective candidates to evaluate the value proposition of the company and be the center of any talent recruitment practice.

While those platforms should exhibit the culture, they should also integrate a call to action. A call to action clearly separates the recruiting pool from those that are curious and those that are serious. It should be visible on all facets of communication with potential employees and should be direct and explanatory – providing further insight or action to those that interact.

Talent campaigns are meant to be unique to the position or organization. While every business may be using the same platform to get their message across, influencing those platforms to align with the goals that were initially established will provide recruits with an understanding of what the company has to offer and how they will be part of the success, and significant contributions to the future of the organization.

Employee Company Reviews – how important are they?

Employee reviews can reveal a lot about an organization. Do you know what your employee reviews say about your company?

Sites such as Glassdoor and Indeed provide direct employee feedback about companies which can either make or break the recruitment process. Scouting for talent, in most cases, has a direct connection to how a company is perceived by its employees. So, how can organizations stay on top of these reviews and use them to their advantage?

Turn the critical reviews into opportunity! It is best to dedicate the needed time to monitor your online brand and use this feedback to make a difference in the company’s culture. Knowing the honest, and sometimes, painful truth about how employees discern their time within the business can help strengthen the structure of the workplace.

The idea of transparency should not be something to shy away from either. Knowing the ins and outs of a certain position or department and the impression it holds both internally and externally, will give managers the ability to identify weaknesses, be pragmatic and fill in the gaps recognized by employees.

Job vs. Money: What do you choose?

Happiness is characterized in different ways by different people. One person may believe that job satisfaction will lead to ultimate happiness while another, believes that a substantial paycheck will do the trick. So, when the time comes to choose a career based on money or the job, what should the choice be?

It has been found that the “magic number”, which correlates happiness with salary, is $75,000. That is, once a person has reached the $75,000 pay grade threshold, their overall happiness does not have a direct response to anything above that. Adversely, being below that “magic number” causes the opposite reaction and exposes emotional pain points that may affect everyday life. While a high income may not sustain boundless happiness, there is a certain point of happiness that parallels a steady income.

The magic number identifies monetary happiness, however, taking into consideration the enjoyment in the work that is done day in and day out is also a major factor of happiness. The interest to advance and make an impact on the company and an individual’s life comes with having satisfaction in what a position entails. Understanding personal goals and objectives and aligning them with the company’s, opens the door to advancement and longevity, ultimately translating into financial success.

The driver of success and happiness – personally, professionally, financially – stems from the effort to directly shape our own lives. The human ability to find happiness and be successful in every aspect derives from creating an enjoyable life, which can’t be found by chasing a paycheck. While a high income may bring immediate satisfaction, the feeling will eventually fade and no tangible feeling of accomplishment will be had. Take the time to establish a prosperous life because the benefits of the work put in will follow.

Considerations for the Future

Making a career change can be difficult for anyone. However, the dependence of a transition for an executive weighs on the prospective employer and their future with the company.

Personal growth remains to be the most significant factor an executive considers when considering a career change. With an emphasis placed on continual learning, most executives search for opportunities that allow them to expand their skill set rather than chasing a title advancement.

And like any other searching candidate, executives also rely on the opportunities that the potential company offers. When given a chance to stretch their skills and abilities to new levels, allowing for them to see a significant change, executives are far more willing to shift to that new role than stay complacent in what they know.

Environmental factors come into account during the decision process, too. Is a shift in career going to make a positive impact on work-based culture? Will a transition allow for greater responsibility and oversight of a larger team? How will this position fall into the entirety of the organizational success? These questions all play a factor in an executive deciding whether to make a move or not. This element is mostly dependent on the overall goals of the executive candidate and the current state of their ongoing position.

While direct compensation does not play a significant role in an executive move, the financial stability of the organization does. If the prospective company shows greater return and less risk in company sales, work hours, employee turnover, mergers and acquisitions and competitive advantage compared to their current position, a top-level executive will realize those benefits and make the move into a new career.

 

 

Transitioning to the C-Suite

The ascension to the C-Suite is often paired with redesigned goals and ideas to ensure success in the new role. Fostering a successful transition can bring challenges as aligning others around those specific objectives is not always an easy feat.

To combat these common struggles, it is best to establish a shared vision on company priorities. Aligning the organization to understand and believe in the strategic design of the organization is a critical component to build success when executives are promoted or have accepted  a senior role. By creating an environment where employees buy-in to the vision of the company, executives will work to establish an immediate and long-term impact in the foundation of the organization.

Accepting that the answers are not always clear, and can be a significant learning curve during any transition. Making quick and calculated moves to establish a trustworthy team allows for any executive to begin to influence others with designed support.

Taking all of this into account, nothing can be done without the thought and preparation of self-readiness. By designating the appropriate amount of time to a purposeful tenure, ascending into the C-Suite will be complimented with proven results.

Expanding the Sourcing Scope

Every day, it seems as if new recruitment job board websites come into the market constantly, making it harder for potential candidates to stand out and even harder for companies to acquire qualified talent. As the need for quality talent becomes more prevalent, companies must consider broadening their sourcing scope and seeking alternative solutions.

Employers must take full advantage of the resources that are available today by not overlooking cross-industry hiring. By expanding the view on the type of talent acquisition, companies will have the benefit of individuals trained in other departments, whom often, gain experience that correlates with the open position. A diverse workplace culture and sets of opinions appeals to different markets, which can help the company grow to a market outside of the initial targeted ideation.

Consider meritocracy. While the skills and experience that someone has are important to the success of the role, focusing on the ability and motivation that such employee possesses leads to greater drive for advancement in employees. This drive then positively translates into better overall company financial performance – encouraging employees to work hard for earned workplace promotions.

Rely on different sources. While employee referrals are an obvious source of talented potentials, reaching out on social platforms such as LinkedIn or industry Facebook pages may come up with surprising results. By expanding the scope that most companies have become accustomed to searching for potential hires through, the company will be able to diversify its culture and grow with a work environment that is slowly transitioning to multi-dimensional positions.

Appealing to Passive Candidates

Active versus passive candidates seem to be a constant topic of discussion. Whether the applicant is actively pursuing a position or has passively encountered the organization, it is important to maintain an active line of external communication to display the culture of the company and cultivate a high level of interest with the candidate.

According to a 2017 examination, 89% of people within the workforce are either somewhat or very satisfied with their jobs. However, in December of 2016, a survey by CareerBuilder.com reported that “more than one in five workers (22 percent) are planning to change jobs in 2017.”

These “planners,” or passive candidates, are considered to be desirable because they are content with where they are. There is less competition when speaking with these candidates because they are not actively searching and the candidates are more inclined to speak truthfully since there is no pressure of a job. So, how can you position yourself to appeal to active job seekers but still engage with the passive candidates?

Keep up with social media! This is an ever-changing but entirely influential area of business that needs to be at the top of the list when it comes to finding the right candidate. A great post can instantly be shared by others and can reach a large amount of people. Social media fosters a way to build relationships and communicate in an informal way that is reflective of the culture that the company will bring.

Create a talent pipeline. Develop and maintain a list of potential candidates who may, either today or in the future, be in search of a position within the company to allow a pipeline of passive candidates in the event a position becomes available, it is easy to reach out and sell the opportunity that would position them for advancement.

Companies must always encourage employee referrals. This should be a primary source for candidate searches since most active or semi-active job seekers reach out to their friends first to seek job leads. This recruitment method allows employees to actively speak on behalf of the company, creating the opportunity for great and reliable candidate engagement.

Consider the candidate’s experience. Design an employee application and interview process that works with all types of candidates. It is important to continue the efficiency of the interview process in order to secure the best candidate for the job.

Make a Difference

Working hard is only part of the equation. Time, dedication, loyalty, trust and various other qualities complete the workplace culture and overall job satisfaction. First, ask yourself a few questions: How can you step outside of the status quo? How can you make a difference in your company?

Begin with observation. Be open and receptive to changes and other viewpoints which will encourage the same from your employees. Learn and observe how the people you manage complete various tasks. If the there is an easier more efficient way, teach them. Once the culture of the company is established as a growing team rather than individual entities, the company will begin to benefit.

Be the energy you want to see. Encourage others and enlighten them through your positivity. As you walk into the office, smile and engage with your employees in an upbeat, personable way. Acknowledge a job well done and spark creativity. Others will begin to imitate the positive example you set making for an enjoyable workplace setting.

It is important to reach outside of your company walls as a team. Volunteer and be a member of your community. By doing so, it will help build your business relations and increase motivation and dedication to the firm. Helping others creates a sense of purpose, and if your company offers that sense of purpose, employees will be happier with the work they do in the office.

Start Your New Chapter Right

How do you know if the position you are in or rather, the position you are applying for, is the right job for you? Based on shared knowledge, there isn’t a magic book that tells readers the exact answer they need (and if there is, feel free to fill us in)! So for now, relying on gut feelings, emotions and a bit of faith will help in continuing the guide towards the right career path.

And while relying on those three things may help, there are steps that you can take to help manage the heavily-weighted decision of what job will be right for you.

To the same extent that you may be looking to fit into a position, the company is looking for the right candidate as well. So assure that everything is the right fit. Ask yourself why you are interested in the position, what it is that attracts you to the job and how the new role will help you achieve your personal goals.

Additionally, take into consideration who you will be working with. From both a management and colleague side, the personal friendships and environment that you will be placed in can either make or break the new role.

Understanding yourself can arguably be the most important aspect when searching for a new position. What priorities do you have? What are your morals and goals? Who is important to you that you want to take your new journey with? Deciding what you want out of any position will not only set you up for success but will secure your happiness in the process. It is important to not compromise on aspects of your life that are of high importance but rather, find a job that will compliment your priorities while guaranteeing you compliment theirs as well.

So although the book of infinite answers does not exist (yet), being in tune with yourself and your environment is the next best thing. Open positions will come and go but the ability and faith to follow your personal aspirations will take you further than any book of life can offer. Don’t be afraid to start your new chapter.

Are You Satisfied With Your Job?

36760667 - businessman search for dream job

 

With the New Year quickly approaching, companies are beginning to anticipate their needs and hiring managers are preparing to scan for potential employees that match those needs. Now is the time to reexamine your workplace satisfaction and review the career path you are currently on while recognizing if it is the career path for you.

Now, some people have found the right job for them and are happy in their role but what if you haven’t? No need to panic, there is plenty of time and a multitude of opportunities to take advantage of. It is just up to you to make the moves to obtain that happiness.

So, how do you know if the job you are in truly makes you happy? Well, think of the signs that are out of the ordinary. Do you hate going into work and count the hours until you can leave? With a majority of the average person’s life consumed by work, it is best to spend that time happy and enjoying the work you do.

Have a purpose for your job every day. This purpose doesn’t mean going out and changing the world every single day but rather, finding satisfaction and a sense of accomplishment in the work you do. Without those feelings, you no longer satisfy the basic human need of self-actualization.

Think about what you want in your career. Pinpoint aspects that you love and hate about your current role and see what other fields utilize the elements you wish to carry throughout your career.

Take the time to tune into your workplace happiness. Ask yourself if you can see any growth happening in the role you are currently in. If you can’t, recognize the signs, acknowledge if you are in a position to begin looking for another job and make the moves to satisfy your ultimately workplace happiness.