Anatomy of an Effective Social Media Hiring Strategy

Anatomy of an Effective Social Media Hiring Strategy Smart companies know that one of the best ways to connect with candidates is to go where they are: on social networks. However, just being present on these networks isn’t enough. Companies need to optimise their social media presence and their brand reputation with prospective employees. This means you need to engage candidates with content and conversations that matter on a consistent and ongoing basis. Here are some steps to make your social hiring strategy more effective: Identify which social channels you should be on Some brands think they have to be on every social channel available, but this is not true. Do some research to discover where your ideal candidates are hanging out and how they currently engage online. What seems to capture their professional interest? What are they sharing? What do they like? What issues are they concerned about? You need to focus on the channels that will best leverage your company’s brand presence and your resources. Create a human face for your brand Use consistent company branding across all of your social channels to create a seamless experience for candidates. Establish one voice, tone and even common language that everyone who posts will use. Include bios of recruiters and photos or videos to make it more personable. Write in a way like humans talk, not like businesses write. By: cbcompany Establish rules of engagement Social media consumes time and resources, so companies need to establish expectations and guidelines for everyone on the team through the implementation of a Social Media Use Policy. This includes deciding who will post, when, how often, and what type of content at what times. Free tools such as Hootsuite and Buffer will help to set up and schedule posts across various networks. Be sure to establish turn-around times and a plan for handling complaints, offensive material, and specific questions for recruiters vs hiring managers. Focus on real-time interactions You’ll want to automate posts for time management, but a good portion of your online interaction should be real-time responses and conversations with your audience. Response time is critical, as time-to-respond is a measurement of trust in social communities. Most candidates expect a response within 24 hours or less; so the faster, the better. If you can’t fully respond, provide an initial response indicating when you can to help keep trust intact. Offer more value than just job postings What can you provide candidates that will set you up as a go-to resource for more than just job postings? By offering resume advice, interview tips, career development insights, industry news, as well as the inside track to what it’s like to work at your company, you provide value that many competitors do not. Clearly show your culture, post videos from employees, and highlight your helpfulness by demonstrating you are a company that cares about each employee’s success. You want to stand out when it comes down to a candidate choosing between your company or a competitor, so give them something they can’t pass up: the feeling of being valued. Use analytics to continually improve Lastly, it’s important to build and track analytics to determine what content people respond to, and the overall value of your social campaigns. Statistics like hires, followers, page likes, shares, and what type of posts get a response all help you tailor your communication toward improvement. Social networks offer analytics for company pages that can help you track the numbers that matter to you. Social media is a great way to converse with, weed out, and discover the talent you need to keep your company on a competitive edge. With attention to detail and a thoughtful plan, you can make your social media candidate experience one that sets you apart and makes you an employer of choice. Author: Erin Bazinet

Mailhandler Job Description Sample - Algrim.co

Mailhandler Job Description Sample - Algrim.co Mailhandler Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs. Related Hiring Resources Casual Mailhandler Job Description Sample

2017 Will Be a Great Year for Hiring

2017 Will Be a Great Year for Hiring Strongest Hiring Forecast in Ten Years (Courtesy of HR Today) Embed from Getty Imageswindow.gie=window.gie||function(c){(gie.q=gie.q||[]).push(c)};gie(function(){gie.widgets.load({id:'3AkxGaaTQ-pwI6H8uyP2Ig',sig:'Jypbff9q1BYLFvH3J1aI9LEm_2K23R7-hNGXKjtgn0c=',w:'563px',h:'304px',items:'184392827',caption: false ,tld:'com',is360: false })}); Forty percent of employers plan to hire full-time employees in 2017, the strongest hiring forecast in 10 years and up from 36 percent at the start of 2016, according to CareerBuilders annual jobs forecast. Thirty percent of 2,391 hiring managers and HR professionals surveyed expect to hire part-time staffâ€"up from 26 percent last yearâ€"and half anticipate adding temporary or contract workers, an increase from 47 percent in 2016. Eight percent of employers across industries expect a decline in staff levels in 2017, an improvement from 10 percent last year. Forty-four percent anticipate no change, while 9 percent are unsure. The national survey was conducted by Harris Poll on behalf of CareerBuilder in November and December 2016. Three in 4 employers reported that they are in a better financial position than they were a year ago, which is instilling more confidence in adding people to their payrolls, said Matt Ferguson, CEO of CareerBuilder. One of the key challenges for employers will be bridging the talent gaps within their own organizations by either offering better wages or by helping to reskill and upskill workers. The top five job categories expecting an increase in head count are information technology, customer service, production, sales and administration. When asked how the Trump administration will impact hiring in 2017, 23 percent of employers predicted an increase in jobs while 27 anticipated no impact. Seven percent said they expect jobs to decrease, and 43 percent were undecided. Additional highlights of the survey: 66 percent of employers plan to increase salaries on initial job offers. 63 percent said they expect employees across job functions to have some experience with social media. 62 percent rate candidates soft skills such as having a positive attitude and being team-oriented as very important when recruiting. 55 percent said they will train workers who dont have experience in their field and hire them in 2017. 47 percent expect to increase the minimum wage at their organizations. 41 percent said they will reach out to candidates via text messages to schedule interviews.

How to Increase Your Hireability Without Leaving Your Field

How to Increase Your Hireability Without Leaving Your Field In an ever-changing job landscape, you don’t want to wait until you’ve been laid off before you start thinking about expanding your hireability. Most people have more than one career  throughout their lifetime, but that doesn’t mean you have to give up on a field of work you love. Start increasing your hireability now, even if you’re satisfied with your current job, and you’ll be better able to advance or change your career in the future. Earn a Bridge Degree Continue working in your current field, but go back to school whenever you have the free time. Earning a bridge degree could take less time than earning a degree from scratch. For example, a  msn bridge  for current RNs gives those with Bachelor’s or Associate’s degrees in Nursing a Master of Science in Nursing. They already have the foundation; they just need to study the field in greater depth. The bridge degrees in particular are aimed at working adults, so they offer a variety of options to help you fit schooling into your schedule, including night and weekend classes, summer courses and online degrees. Accelerated courses will still keep you on track to finish as quickly as possible, even as a part-time student. You can start from the Associate or Bachelor level, too. For example, a medical assistant who wants to become a nurse can study in a program designed to help her earn both an RN degree, and shortly thereafter an MSN degree, with minimal time spent in the classroom. Get a Specialization or Certification If you don’t think you have the time or desire to strive for an advanced degree just now, look into specialization or certification in your field, which may open more opportunities for you at your current employer. Even if that doesn’t prove to be the case, having that specialization or certification on your resume will make you a more attractive candidate on the job market, should you ever need to find a new job. For example, a nurse could specialize in critical care, in rehabilitation, or in geriatric care. A person who works in advertising could focus on social media in public relations or international marketing. Specialization and certification courses are typically much shorter and less expensive than full degrees, although they tend to require an initial Associate’s or Bachelor’s degree at minimum. Still, they could be easier to fit into your schedule and your budget than a degree. Find Similar Careers Without leaving your current job, take a look at what other types of careers for which your degree and experience could qualify you. You might discover these jobs when you pick a specialization or certification to pursue. You might have heard about a few of these back when you first pursued your current career. More positions might have opened up in your field than when you first entered in, which isn’t surprising, particularly in technical fields. Make an appointment with a career services counselor at a local or technical college, or speak to the human resources manager in your company or organization for more information. If a career that almost perfectly matches your current qualifications interests you, but you’re a specialization, certification, or graduate degree away from qualifying, consider investing the time and money in improving your hireability now. Network The greater your professional network, the greater your safety net in the event of layoff or if you really do want to advance or change your career in the future. Start now, before you’re worried about leaving your current field. Attend conventions and retreats for those in the industry, volunteer in your community and get to know the other professionals in your field and in your area. Mention your  degree in communications  or in whatever field you’ve studied to those you meet to give them a clearer picture of your strengths and experience. If they currently know of a job opportunity, they might think you’re an ideal candidate. Plus, if you network with them now, without asking for connections, you’ll give them a chance to get to know you better in case you ever are in need of a job reference or referral.

Tips For Writing a Waitressing Resume

Tips For Writing a Waitressing ResumeBefore you can start writing a Waitress Resume, it is important to understand the terms that are being used. What exactly are the factors to consider when looking for a job? These are some of the most common and crucial questions you may have in mind when looking for work.Waiting tables can be both enjoyable and humbling at the same time. It is also a chance to meet new people, learn new things, and make friends. It is not an easy task to find that perfect job, especially if you have just recently graduated from college. It takes a lot of hard work and perseverance to land a good job.It is important to note that there are different types of jobs that suit different people, and companies' needs. You will need to determine which position would be best suited for you before you begin to look for work. You should also know what type of person you are and what qualities you have to bring to a position. It will help you create a strong resume that you c an use to land a job interview.The first thing you should do when embarking on your job search is to study up on employment law and the laws that govern the hiring process. You can find a multitude of books, magazines, and websites online that contain information on this subject. Understanding how the job search goes from start to finish is essential to securing a job. You can use these tips to help you craft your resume.Employment law states that your basic information should include your full name, the last name of your family members who live with you, date of birth, social security number, present employer's contact information, and any current employment that you have. Other basic information includes your employment history including positions held, dates of employment, salary, and your rate of pay, how long you have been employed for, and your job duties and responsibilities. You should also include any other training you have received. The inclusion of any educational creden tials that you have obtained, such as bachelor degrees or higher education, may add to your professional credibility in the eyes of potential employers.Work experience should be included if it is relevant. For example, if you have worked in finance in the past, you should include this on your resume. Do not hesitate to add additional details on a case-by-case basis; it is best to take note of all relevant experiences so that you may know what areas to focus on when writing your resume.When reviewing your resume, be sure to read the fine print thoroughly. In particular, you should be familiar with the requirements that each job posting asks of you. At the very least, be sure to be familiar with the requirements for different jobs in the city you are applying to. When compiling your resume, it is important to take into consideration everything that you may need to include. However, do not limit yourself to what is specifically stated on the job listing.While the following tips may see m simple and obvious, the truth is that many applicants may overlook this important part of their resume. By paying attention to the small things, you can give your resume a good boost. With a little bit of practice, you will soon be writing a Waitressing Resume that will stand out among the others.

3 Ways to Boost Your Businesss HR Strategy

3 Ways to Boost Your Businesss HR Strategy So much more than just a paperwork-handling department, human resources is integral to every business out there, whether it’s big or small in size. The department is so important when considering and drawing up business strategy, and when organized right can transform the aims, goals and the roles of employees. From payroll tasks to employee development and everything in between, getting your human resources right is a must.The following are a number of tips on how to really boost your business as a whole by doing just that:1) Train and RewardTraining and rewarding is crucial in any good human resource management practice, as it not only tracks employees’ progress, it also encourages them to develop alongside the company. The result is a team of highly dedicated, bright, enthusiastic, positive workers who are truly happy in their jobs, and who boost the business in turn. Employees are the number one asset any business will obtain and therefore should be treated like gold â€" not just for the sake of improving HR strategy and the business as a whole, but more importantly for improving staff morale and really encouraging both individual and team development. Be sure to utilize time, physical training, assessment, self-testing and a variety of other tools when training and rewarding employees.2) Utilize Computers In Personnel (CIPHR)Computer-based human resources software slices through time, money, reams of paperwork and management tasks. It can organize payroll, training, recruitment, and a variety of other management information that could not be easily organized by a few sole staff members alone. Possibly the best and most reliable system out there is www.ciphr.com, which is utilized by over 300 organizations worldwide. They provide fantastic software support, and suit any fast paced environment that requires large volumes of information to be processed quickly and efficiently.3) Build Transparent CommunicationEverybody knows that communication is essentia l in any business, and the larger a company is the more crucial this can be. To optimize transparency in communication, a variety of human resource stratagem can be implemented. These include (but are not limited to) performance reviews from a hierarchy of team leaders, managers, trainers and so on; utilizing HR software to visualize aims, goals, progress and rewards in an instant and easily accessible manner; transforming criticism into creative suggestion and motivation for further training and regular meetings. A clear line of communication made between each line of department should be clearly established to ensure every area is on the same page, and of course to optimize human resource strategy.These are just three simple steps that can be effectively used to really transform any business’s HR, and if you commit to the improvement the results are endless. You’ll start to see an improvement in budgets, communication, organization, employee development and overall strategy. I t’s so important to remember the value of your best asset your employees and how that asset can be maximized to ensure the welfare of the employee is as highly valued as the welfare of the business.This is featured content.

Holiday working hours in a Round the Clock World - CareerEnlightenment.com

Forced to work holidaysAccording to a Pew Research Center analysis of U.S. Bureau of Labor Statistics data, retail companies typically boost payrolls by 3-4% during the holiday season (from October to December). Many of those hired during this time accept these temporary positions knowing that they will be expected to work on through the holidays. However, year-round workers are also finding more and more that holiday hours that used to be voluntary are becoming mandatory. In 2014, 25% of U.S. workers expected to work on Thanksgiving, Christmas, or New Year’s Day, or a combination thereof. An Allstate/National Journal Heartland Monitor poll that year showed that, of those who were likely to work one or more of these holidays, about 55% had little to no choice in the matter.In the Unites States, federal law does not currently require employers to provide any extra compensation to employees made to work on a holiday. Though some companies in the service industry, including many airli nes and hotel chains, offer incentives to office workers manning their customer service and reservation lines on these days, for many workers on the ground, especially in hospitality and retail, these days are just another day in their weekly schedule.Since the U.S. Fair Labor Standards Act (FLSA) only requires employers to pay for time worked, employees who chose to take the holidays off to spend time with family or travel are not entitled to pay during that time unless paid time off is part of their benefits package and time off during the period is approved. In companies that operate 365 days a year, time off during the busy holiday season is most often is dependent on seniority. At present, though, only about half of America’s lowest wage earners receive any paid vacation anyway, so a large portion of those at the lowest end of a company’s pay scale simply cannot afford to take time off.Beyond not being able to afford time off without pay, many workers in the retail sector f ace unemployment if they do not agree to make themselves available to work on the holidays. As store openings encompass more and more days like Thanksgiving and New Year’s Day, on which almost all businesses would have been closed 15 or 20 years ago, a larger and larger share of American workers are included among those working the holidays.This graph from Huffington Post illustrates how this trend has affected Thanksgiving hours.While this trend would seem to suggest that American workers, especially those in the lowest-wage earning percentage, should get ready to kiss the holidays good-bye, state legislation is starting to close the gap that federal regulation leaves open. Massachusetts, Maine, and Rhode Island already have laws banning most stores from opening on Thanksgiving and Christmas and several other states, including California and Ohio have seen a push by certain lawmakers to enact legislation benefiting workers asked to work on the holidays. At the federal level, Sena tor and Democratic Presidential hopeful Bernie Sanders has proposed federal legislation that would require employers to provide at least 10 days of paid vacation to every full-time employee, bringing the issue of paid leave and potentially holiday time off to the national presidential stage.Choosing to work holidaysSo what about the 75% of working Americans who do receive paid time off? A 2011 Reuters/Ipsos poll found that some 43% of U.S. workers fail to use all of the vacation time allotted to them each year. A similar survey conducted by Glassdoor.com found that the average employee takes only half of what is allotted, and 15% don’t take any vacation time at all. And this is not a phenomenon confined to the vacation-stingy United States. A recent YouGov survey showed that about a third of full-time workers in the U.K. failed to use the 28 days allotted to them by law.So if retail workers are working the holidays because they have to, are salaried workers working the holidays because they want to? Well, not exactly.In recent years, a number of theories have been developed to try to explain why modern workers are so determined to overwork. The most cheerful of these is that people just enjoy their jobs more. It is the case that a larger percentage of salaried employees these days are college-educated and, in many cases, have chosen their career paths out of some affinity for a particular line of work or interest in a certain subject. This theory suggests that, for example, a computer programmer or a graphic designer might be spending more time at work because they simply enjoy what they do and want to do more of it.While this is sure to be the case for certain individuals, with employee engagement averaging about 14% around the world, it is a bit naive to suppose that the majority of today’s workforce spends more time at work because they find their jobs as enjoyable as their leisure time. An alternative theory, and one to which much of the labour force , from clerks to CEOs, can relate, is the reality that, even for those who aren’t paid hourly, time adds up to money. Indeed, the more one gets paid for one’s work, the more valuable that work seems to feel and the more of it seems to need doing. Add to this the pressures of a competitive job market or the still-fresh memory of rounds of lay-offs necessitated by the too-recent economic downturn, and the impulse to fill one’s time with work becomes easy to understand.Closely connected to this state of affairs is the turnaround of the 20th century that saw hard working businessmen take the place of inheriting men of leisure as the upper class elite, especially in the United States where almost every wealthy family had earned their money through some enterprise. Especially in the executive suite, the more precious one’s time is, the more important and indispensable one is perceived to be. Staying in the office on Christmas or New Year’s, then, says to others my work is too important to wait another day and I am the one to do it.Pretending not to work on holidaysRight there with those who choose to work through the holidays are those who, while they may not be in the office, will indeed be doing work during their time off. A 2013 poll by the Pew Research Center indicated that, even among those who were not technically going to be at work during the holidays, 42% expected to check their work email while away, and more than half of those planned to check in at least once a day.The survey highlighted a trend toward working away from work, noting that the younger generations are the most prone to this habit. 51% of respondents under 35 said they would be checking in compared to 40% their older colleagues, who prefer to catch up when they return to the office. A survey of full-time working professionals conducted in December of the following year by USamp for Zix Corporation indicated that 57% of respondents intended to do some work during their holiday bre ak.This all-day, every day work schedule is becoming commonplace all over the world. In much of Europe, it is viewed as a problem, with solutions ranging from German carmaker Volkswagen’s decision to block its servers from distributing emails outside of working hours to France’s resolution last year that people working in certain fields be prohibited from checking work emails or answering work calls outside of the country’s mandated 35-hour work week.Whether it’s to keep ends meeting or to achieve a prestigious end, people are working more and taking less leisure than they used to. In the United States, the previously sacrosanct practice of holiday closures for any business not deemed absolutely necessary to well-being of the people is certainly falling by the wayside as commerce becomes a ‘round the clock activity and technology enables business to be conducted anytime and anywhere. But the holiday has not yet been surrendered. The understanding that time off is as import ant to productivity as commitment and skill is starting to push back against the image of the always-busy worker bee.The value of relationships as a driving force in society is starting to stem the onrushing tide of consumerism. It remains to be seen what the balance will look like as work and leisure time continue to blend together, the diversity of days held holy continues broaden, and the question of worker’s rights continues to be debated, as it has been for centuries.This post first appeared on FindMyShift on November 2, 2015.