Lincoln Creed

A tightening labor market has resulted in stronger competition for the best hires. Thriving in this environment means that recruiters need to work more closely than ever with hiring managers and candidates. The work of a recruiter is starting to involve more and more “selling” of the opportunity than it used to. In practice, this means both advocating effectively for the benefits of the job, while also taking a more personal approach with candidates, to include more frequent and substantive communication and use of customer relationship management tools and techniques.

Key Takeaways:

• Recruiting experts should work closely with hiring managers to understand their needs and help them to manage their expectations about the hiring marketplace.
• Recruiting experts should market the opportunity inherent in a vacant job, not just focusing on traditional job descriptions.
• Recruiting experts should personalize their relationship with each candidate. Customer relationship management (CRM) tools could come in handy for regular communication.

“The upside: Unemployment is at a record low, the economy is booming, and the outlook is positive. Smart business leaders are pushing growth.”

Read more: https://www.recruiter.com/i/adapting-to-a-dynamic-market-advice-from-expert-recruiters/

Most LinkedIn recruiters don’t look past the first 40 applicants, so just having a lot of keywords in your profile will not be enough on its own. In fact, stuffing too many keywords in, especially without integrating them into the rest of the profile, may trip spam detectors and downgrade you. Maintaining a large network of connections and interacting with them routinely is critical to raising your profile. Many people also forget that LinkedIn rewards people for participating in forum discussions, sharing or writing articles on various topics and asking open questions, and you can use these to help improve your network and LinkedIn’s placement of your resume.

Key Takeaways:

• Your title and experience section should be the place where targeted keywords are most present.
• Don’t just connect with people on the LinkedIn site in a non-authentic way, be sure to engage with them as well.
• Make sure you participate in the LinkedIn community frequently so that your profile remains active.

“You can see how many searches you’ve recently appeared in by visiting your profile’s dashboard. When you click on the number, you’ll see where the searchers work, which occupations they hold, and the keywords they searched. This last bit of information can be valuable, as you’ll get a sense of whether you’re using the proper keywords to brand yourself.”

Read more: https://www.recruiter.com/i/4-ways-job-seekers-can-get-found-on-linkedin/

Bad management is a leading cause of early employee departures that cost the organization time and money, suggesting that it is worthwhile to examine how bad management can drive employees away. Managers who overload employees with work or micromanage them can cause employees to burn out from stress. Likewise, managers who don’t appreciate their employees, take credit for their work, choose favorites, play office politics too prolifically or engage in inappropriate behavior such as sexual harassment, grudges or fraternization may also drive employees to seek an early exit.

Key Takeaways:

• One of the most common reasons why employees depart their jobs ahead of the 4-5 year “average” tenure is to get away from bad managers, with many employees leaving as early as six months.
• Managers whooverwork employees, micromanage them too aggressively or take a negative attitude towards workers may stress and burn out their workers.
• Managers who become too personal by either holding grudges or giving preferential treatment to favorites may both help drive employees away.

“Poor-quality leadership can result in frustration, confusion, and lack of direction for employees. This creates a negative workplace experience for employees, who seek to rectify the problem by moving to companies where the leadership is stronger.”

Read more: https://www.recruiter.com/i/4-leadership-mistakes-that-ruin-your-retention-rates/

Don’t just put great things on your resume, write it well by injecting personality into it. Check online for some great tips to spruce up your resume. Your cover letter should convey the overall picture of your potential contributions to the company. Be sure to strike a strong balance between sensing items and intuition items. Don’t let one or the other dominate your resume. Besides, employers will prefer to either see your abilities laid out specifically while some just want to sense your abilities.

Key Takeaways:

• Presenting your resume information in short bullet points that proceed in a chronological order appeals to those that like their data arranged in a sequential and obviously step-by-step manner.
• This manner of creating data and receiving it is called sensing and most people do actually prefer it, including those in a position to take on new hires.
• Because some potential bosses may prefer an intuitive, or overarching conceptual way of conveying data, it’s a good idea to include an overarching idea to start your resume off.

“How you write your resume is just as important as what you put in it.”

Read more: https://www.recruiter.com/i/cover-your-bases-with-your-next-resume-by-appealing-to-multiple-personality-types/

Of all the things that take strength of will and discipline, finding ways to keep the taut balance between our work and home life has to be one of the hardest balancing acts to achieve. Yet, somehow each of us has to find a way to create the time and atmosphere conducive to fitting in a full and productive work day, without unduly impinging on that precious moment when we turn it all off and go home. Sometimes the path to achieving better balance is to simply change a few habits, which by themselves don’t appear to do a lot, but taken together can add up to a more productive day and a neater bow tied at the end of it. For example, learn to minimize those productivity leaks that we sometimes put on ourselves, specifically those things that we allow to distract us, such as needing to get on social media, or having to read through every new email. It’s also a good idea to arrange the day around several rest periods, instead of just one long one. It allows your body and mind to relax, as needed, creating a better work to rest ratio and rhythm. Get away from your desk for lunch. A new view and a real change will actually help you refocus for the afternoon. Try to work with your energy levels, getting the new stuff out when your roaring hot in the AM and letting it dissipate and come to a half as your energies do. Most importantly, make a rule that when you are done for the day, then indeed, you are done for the day.

Key Takeaways:

• It isn’t easy to put in a productive day at work and get home in time to have dinner with family, but many top executives do it.
• Leave out all those technological distractions that can really hurt your focus and take many little breaks instead of a long one.
• Don’t eat lunch at your desk because it doesn’t increase productivity and go home when you’re doing well so you can pick up quickly the next day.

“turning your working day around might be as simple as changing just a handful of behaviors”

Read more: https://www.recruiter.com/i/5-strategies-for-your-most-productive-workday/

Once upon a time, maternity leave was a hotly debated perk. Why, some asked, should an employer make it their business to interfere with new mom status?
What does it really have to do with my business, some asked. We now appreciate that new mom status does affect businesses and employers that smooth the path for these newbies to have their baby and return to work are actually benefitting the workplace. Nowadays, it’s about financial health. Employers are coming to grips with the fact that their employees, clearly more than half of them, are seriously stressed about their financial picture, so much that it adversely affects productivity. Nor is it just senior staff, potentially figuring out how to make their retirement work, or middle-aged parents with expensive older children. Research is proving that even GenZers are feeling the cold grip of fiscal concerns. Research also shows that fiscal concerns can leak into other mental arenas, causing mental lapses and problems and ultimately even affecting physical health, because of the constant stress. On the plus side, helping employees with their fiscal skill-sets is a benefit that keeps giving. When employees feel that they are becoming better money managers then they are likely to become happier and better employees.

Key Takeaways:

• One way to encourage participation in the program is to demonstrate how it can make a difference in their career.
• Your staff will perform their jobs better if they have a better understanding of how to manage their finances.
• You can integrate two different types of wellness classes to promote physical, mental, and financial well-being.

“Why the jump? Because financial wellness programs are actually more than just a benefit: They’re a business strategy.”

Read more: https://www.recruiter.com/i/financial-wellness-the-employee-well-being-benefit-that-keeps-giving/

Without a paycheck coming in, you’re losing a considerable chunk of change every week, but did you know that the costs of being unemployed are far greater than a missing paycheck? The true costs of unemployment may very well surprise you, but is important to know. Do you have a savings built up? Do you want to lose your confidence and all of the skills that you’ve attained? These are just a few of the costs of unemployment.

Key Takeaways:

• Because we take pride in our work, our self-esteem is in jeopardy when we lose our jobs.
• Checking with a temp agency for temporary employment while you’re between jobs can help bring some income in.
• Taking classes at a community college in your neighborhood will keep your skills honed while you look for work.

“Being unemployed has drawbacks besides the loss of a steady paycheck, so plan accordingly. Finding a new job takes time.”

Read more: https://www.recruiter.com/i/the-hidden-costs-of-being-unemployed/

Startup entrepreneurs have to make the most of widely available public resources to compensate for their limited recruiting resources. Some of the best resources are focused on recruiting certain specific types of talent. For example, Venturestorm focuses on software developers, and Angellist is a source of investors. Gravity Forms and Zoho help with the nuts-and-bolts of the process. However, some of the most valuable tools are one everyone knows about – using LinkedIn and personal networking to find the right people for the right job.

Key Takeaways:

• VentureStorm exists with the sole purpose of connecting entrepreneurs with developers who definitely want to be employed by startups.
• A subscription to Linked In Recruiter allows entrepreneurs to constantly monitor the market for possible new hires.
• At $25 per month, Zoho Recruit is an affordable way for entrepreneurs to get the feel of an applicant tracking systems.

“More often than not, entrepreneurs have to own recruiting and hiring themselves – on top of everything else they’re already doing.”

Read more: https://www.recruiter.com/i/recruiter-top-10-recruiting-resources-for-entrepreneurs/