How are Facebook and Google Taking Over the Recruiting Industry

How are Facebook and Google Taking Over the Recruiting Industry Social media is seemingly everywhere in modern society â€" could it be making a play in to job recruitment as well? Last year, Facebook launched its jobs feature in over 40 countries in order to take advantage of the endless horde of job seekers that make up its ranks. Facebook may be a titan of social media, but can it take on the established leaders of the recruitment marketing industry? When it comes to online recruitment marketing, most recruiters have traditionally tended to focus on recruiting sites like LinkedIn and Monster in order to reach potential recruits. However, they are not having the success that they had in the past and are starting to use alternative means. Companies are spending much more money on recruitment marketing, but are getting inconsistent results on investments for two primary reasons: First, it’s a very competitive marketplace with too few qualified candidates and too many open jobs; and secondly, there are a lot of online services that offer to find candidates but do not provide good returns. With more confusion and fewer quality candidates, companies are becoming frustrated.   Facebook, as well as Google, offers a new paradigm in the recruitment marketing industry. By leveraging Facebook and Google’s new organic offerings, companies are able to capture more candidates that are qualified and engaged at a significantly lower cost and greater scale.   Lower cost One of the main negatives of the traditional recruiting sites is the cost required in order to access their resources. LinkedIn Recruiter, with access to the most popular professional social network, starts at $8,999 per year with the Lite version priced at $2,499. Add in the predominant pay-per-click model for job postings â€" where companies are charged for the number of views of their job-posting â€" and the cost of recruitment can skyrocket.   Facebook and Google, stocked with massive organic consumer bases, aim to disrupt traditional recruitment methods by offering companies the means to obtain skilled candidates without paying for them. The question for companies becomes just how to leverage the offerings provided by Facebook and Google at scale in an automated fashion.   IQor, an outsourcing company, recently found that paid campaigns through Facebook Lead Ads cost them on average $1-3 â€" a massive improvement from traditional recruitment sites. Organic leads gathered using Facebook offer an even cheaper option: completely free. With 2 billion active daily users on Facebook, the talent pool available to companies is endless. It’s just up to the recruiter to make sure that their job postings are reaching the right people. It may be more work, but when taking into account the savings, the time is well worth it. Greater candidate reach Perhaps the best advantage of using Google and Facebook is the flexibility it allows in finding quality people to apply to your company. A problem with traditional recruitment sites is that they typically focus on active job seekers â€" that is, those who actively seek employment. These candidates are easier to access but many times have low engagement rates with the job they apply to. On the other hand, passive job seekers, or those who are currently holding jobs, are a much harder group to access. But if they can be reached, they are often much more engaged in the job than other candidates. No other website can compete with the user base of Facebook, and with well-placed marketing, Facebook can reach passive job seekers better than anywhere else.   Compared with Facebook, Google is much better suited to find active job seekers in the job market. As many job seekers use Google to initiate their job search, it’s important to use search engine optimization (SEO) and other tricks to find job seekers more efficiently than other sites. It’s easy to see how a page one listing on Google gives a company a massive advantage when it comes to finding candidates. While much of the marketing space on Facebook and Google is organic, both sites allow companies to sponsor content using their current marketing products. Ads on Facebook can be targeted towards the exact candidate profile you desire, allowing you to easily reach worthy candidates. On Google, companies are able to boost their posting to the top page by paying a fee. Furthermore, both Google and Facebook are working on products specifically designed to advertise jobs which, when released, will be game-changing for the recruitment marketing industry.   Facebook and Google seem to have a foothold in every industry around the world. While they are not yet household names when it comes to recruitment marketing, it just doesn’t make sense to bet against them as they will almost certainly dominate the recruitment industry as well. Using the resources provided by these tech giants, companies are able to optimize their recruiting campaigns for the 21st century.   About the author:    Othamar Gama Filho, is the CEO at Talentify, a recruitment marketing automation platform.

3 Ways To Get a Sustainable Number of Clients and Income - Classy Career Girl

3 Ways To Get a Sustainable Number of Clients and Income Recently I received this question on Facebook from Harriette, Im not having income for long months then desperately seeking any form of income, which usually ends up being way too little. Where should I turn to attract a sustainable number of clients and income? I TOTALLY get it. My first online course was sold for $97 to four people in 2012 which was completely amazing but also not really practical. How the heck was I going to quit my job and afford to pay my rent with that? I was not so I needed to find a way to bring in ongoing monthly revenue so that my business was sustainable. How do you do that? Thats what we are diving into today! Watch the video below or read the podcast to get all caught up. 3 Ways To Get a Sustainable Number of Clients and Income 1. Build a Sales Funnel It’s also important to have a marketing system. I love having an automatic sales funnel and I recommend it for everyone! Now, if that term ‘sales funnel” just scared you, don’t worry! All of the steps are outlined below. The goal really is that you don’t have to be involved in every single step because that limits the impact that you can make in your business and in the world. We want to free up your time so you are making more of a difference and of course, getting the results you desire. Heres the simple process of building a sales funnel: Leads: Determine how your ideal clients will discover you. Some examples are networking, ads, social media or blogging. Prospects: How will you capture their contact information. For example, I ask for your contact information in exchange for our brand new beautiful 90-day planner. ?? Customers: How will you turn your prospects into customers?  Examples: Complimentary Strategy Session, Newsletter, Live event, Webinar, Videos, Blogging or Teleseminar. 2. Create Recurring Packages How can your clients pay you month by month instead of a one-time fee? For example: -Coaching packages -Bookkeeping packages -Web developer packages -Marketing systems packages -Membership sites [RELATED: How to Create a Marketing Plan in 4 Easy Steps] 3. Annual Planning  Planning your launches and sales before the  year starts will help you stay focused on keeping sustainable income throughout the year. When you are planning your year, plan your launches, sales, promotions, free offers, VIP options and add them all to your calendar now. If this was helpful, you will LOVE our Freedom Workshop that starts December 29th. If you want the ultimate blueprint to grow your business into a business that leaves a legacy and changes the world, make sure you sign up now. Weve launched 400+ dream careers and businesses and wed love to make your business the one we help launch next. You in?

How to be an excellent communicator

How to be an excellent communicator We all claim to be excellent communicators in our applications but how many of us really demonstrate this vital skill? And what do we even mean by communication? When I am running workshops on Communication Skills I get very different answers to the question of What is Communication? People are very focused on the presenting or speaking examples of communication. They will often talk about written communication but forget  the hidden skill of listening and questioning for clarity. It is regularly said that the biggest communication problem we face in business today is that we do not listen to understand but merely to reply. What is Communication? The definition is ‘the imparting or exchanging of information by speaking, writing or using some other medium.’ Now, this can be in person, by email, even creating a blog post or a tweet. It is important to remember that communication comes in many forms and to a host of audiences with very different needs and expectations. You may be imparting very technical information to a very non-technical audience. How do you approach this and meet their needs? Think about how you present and speak to people to convey a message. There are issues you need to consider: • How you present to different audiences? • How do you meet the needs of your audience? • Do you use a visual tool i.e. as PowerPoint or Prezi? • How large will your audience be? • How much you utilize participation from your audience? • How long will you be talking/ how long will your document be? If we consider how we write information and convey a message then we need to think again about our audience and their needs and expectations. The writer of a blog will aim to be informal and informative whilst the writer of a report needs to be concise and factual using the format of the organisation. Also consider the difference in how a lecturer communicates to their audience to how someone standing for a student union post will. Returning to the hidden aspect of communication it is important to consider how you check for understanding from your audience? This stage can often be overlooked yet it is the most important element of communication. So, how can you know if your audience understands your message or that you have fully understood the person you have been speaking to? What are your client’s needs? You can’t assume or guess these. Indeed you may well have to clarify time-frames or budgets or check for changes in needs. To be successful you use your listening and questioning skills. Think about the expression “You have two ears and one mouth. Follow that ratio. Listen more, talk less! How to demonstrate it When answering an application or interview question such as “tell me about a time when you have had to communicate complex information to people quickly and effectively…” think about what you did and how you did it. Break that information down. You can use a tool such as STAR (Situation, Task, Action and Result) or CAR/R (Context, Action, Result and Reflection.) Think what you did and who your audience was. What did you need to tell them? Why did you need to tell them this? What would happen if they didn’t know? Did they have any previous knowledge of the situation, task or need? How did you check for understanding? Did you ask questions? Did you summarise what they had said to you to check you both understood each other? Then the important part would be how can you do this better next time? What did you learn from this process? How to improve People feel that the more they say the better. That by using longer words or prettier pictures is better yet is it? Does your audience actually understand your message any better? Or do you confuse them? Clarity is the key in communication. Content is vital and presenting accurate information is a must. Be clear and check for understanding from your audience. Invite questions or perhaps make a clarifying statement and get feedback from the audience. Seek feedback from others, be they a supervisor or a customer. Reflect and develop. Remember that skills do not sit in glorious isolation but instead interlink with each other. If you have excellent communication skills you will be better able to offer excellent customer service skills or be more effective in your interpersonal abilities and persuasion. Communication is a skill that is very much a work in progress. The more you practise the better you will become and watching others will give you inspiration and ideas on how to continue to develop. Do listen to feedback and remember the words of Plato “Wise men speak because they have something to say; Fools because they have to say something”

5 Traits of a Dysfunctional Team

5 Traits of a Dysfunctional Team Every HR manager strives to cultivate a positive culture at the workplace. However, doing so isn’t easy. Every employee is unique and different. This sometimes creates problems between the team members and stops them from working towards a common goal. Most employees stay professional and don’t let differences come in the way of their work. Nonetheless, that doesn’t stop the negativity to loom over their workplace environment. If not tackled immediately, it may lead to dysfunction and can even affect the overall productivity of the entire team. Now that’s one situation no HR Manager wishes to ever want to deal with. Yet, dealing with dysfunctional teams is a very common problem faced by the organizations. Getting people with conflicting thoughts and views to work together in harmony is tough but it is not impossible. In fact, those who can achieve this tough task will become valuable assets in the eyes of their current as well as prospective employers. However, to tackle the situation before it turns grave, it is important that you identify the same at an early stage. Patrick Lencioni talked about the dysfunctions of a team in his bestselling book, ‘The Five Dysfunctions of a Team’. The book describes the problems people face when trying to work together towards achieving common goals. HR Managers can apply the knowledge shared in the book to their advantage. It basically talks about identifying the following signs: 1. The team lacks trust The members of a dysfunctional team lack clarity and are constantly worried about being wrong. Lack of clarity prevents them from making decisions in a definitive and timely manner. At the same time, committing to decisions becomes difficult for the team members. Over a period of time, it may leave employees feeling discontented and compelled to change their team or department. 2. The team members fear conflict Dysfunctional teams fear conflict to an extent that they feel more comfortable working in artificial harmony. Team members pretend to be on board with ideas they don’t even agree with just to avoid heated discussions and conflict. However, they don’t realize that healthy conflict is necessary for producing great results. 3. The team is not committed When there is a lack of trust and conflict, it ultimately leads to lack of commitment among the team members. It is a dangerous problem as non-committed team members don’t feel compelled to discuss critical tasks which ultimately leads to delay in the decision-making process. They may also feel that nobody cares about their opinions and hence may not want to contribute to discussions at all. Lack of commitment creates greater problems when even after the team has decided upon a particular course of actions, the individuals in the team seem to be working according to their own will. 4. The team does not focus on the results   The biggest sign of a dysfunctional team is that its team members put their own needs ahead of the team’s collective goals. For them, their ego, personal growth, and recognition are more important than working together as a team to achieve common goals. This desire for individual credit takes away the focus of team members from the collective success. They lose sight of the ultimate goal which ultimately hinders the growth of the company. 5. The team members avoid taking accountability Another positive trait of a dysfunctional team is that it lacks accountability. When people lack accountability they lose sight of team goals. Pushing back deadlines becomes a common phenomenon among such teams. In worst cases, you may even find team members preoccupied with things not relevant to the task at hand and work without any clarity on goals. Identifying the dysfunctional traits affecting the performance of the concerned team early and taking immediate corrective actions can help you build a more cohesive team. Watch out for the above-mentioned signs before it gets late. About the author:  Megha Raizada is a professional writer working with the premium job portal Naukrigulf.com. She has a keen interest in the global job market but also loves to keep a track of everything interesting happening around the globe.

What Are the Best Nurse Resume Writing Service Reviews?

What Are the Best Nurse Resume Writing Service Reviews?Many nurses prefer to use a nurse resume writing service because they do not want to waste their time writing their own. They are usually very satisfied with the results they get from these services, but it is up to the nurse to do the research necessary to find out which of the many nurse resume writing services is right for them. Nurse resume writing service reviews will help them find the right one.Before you get started, you need to realize that there are many different types of nurse resume writing services. There are some that are very good and there are those that might not be as good, but they do provide a service and have a reputation that they can offer.The reviews you will find for these services will give you insight into how good the services are. You will be able to tell whether or not the company you are considering is actually a good one or not. You can also find out what other people have to say about them and ho w many years they have been providing this service.You will also be able to learn whether or not the company that you are considering is a reputable nurse resume writing service. Sometimes if you get the information you need from reviews online, you can also find out more about them and their services from there.As soon as you know you are going to be needing this type of resume, you should get in touch with the company that you are interested in working with to see if they have any open positions for nurses. You should find out how many are looking for this kind of job, so you will know if there is room for you to apply for one.After you have seen if there is a specific position open for nurses, you should continue to check out other potential websites. It is important that you read each and every review you find on the different websites so youwill know exactly what you are getting into before you even start thinking about applying for the job.You should not send in your resume to a nurse resume writing service if you are only going to be filling out an application. You should send in your resume and a cover letter that tells the potential employer why you are the perfect candidate for the job.If you are willing to send in your resume and cover letter, you should be sure to read as many of the nurse resume writing service reviews as possible. If you are worried about your skills, you should know that these types of companies often offer free samples of work samples.

Somebody hates me. Yaaaay! - The Chief Happiness Officer Blog

Somebody hates me. Yaaaay! - The Chief Happiness Officer Blog Last week, an editorial in one of Denmarks leading newspapers took aim at yours truly. Heres the introduction: Enforced mirth The title alone guarantees some mirth: Chief Happiness Officer senior happiness comissioner. The line between embarrassing and funny may be a fine one, but you certainly cant take a title like that seriously. Truth to tell, among many other ridiculous titles, it has to be a candidate for some award: stupidest title of the year or something like that. (source) It goes on at some length When I first spotted this editorial it made me sad. Nobody likes to be criticized I certainly dont and this criticism seemed both unfair and a little malicious to me. A blog comment like this one is another good example. Theyre very rare, but they do crop up occasionally. As I was thinking about how to react to the editorial, I remembered this graph by Kathy Sierra: In one of her very best posts (and thats saying something) Kathy talks about the physics of passion saying: You dont really have passionate users until someone starts accusing them of drinking the koolaid. You might have happy users, even loyal users, but its the truly passionate that piss off others enough to motivate them to say something. Where there is passion, there is always anti-passion or rather passion in the hate dimension. This means that the kind of criticism I got in that editorial is great news. It is a sign that my message is sharp enough that some people take an active dislike to it. They may not care for it but they care! If all I got was negative feedback it would probably be time to rethink my work in happiness, but fortunately its not all hate far from it! Many, many people tell me that they enjoy my book, blog and presentations and have used them actively to become happier at work. I think we can all use Kathys excellent reminder to do two things: 1: Whatever youre doing, get yourself and others passionate about it. Your project, product, company, process, leadership, work, salesmanship whatever youre doing will go better with passion. This means that your message can be anything but bland. Dont set out to actively piss people off thats just crude. But if youre pleasant, moderate, mild and soft-spoken you also run the risk of being utterly forgettable. No one will oppose you but no one will be passionate about whatever it is you do either. Thats why you must hone your message to the point where its possible to be passionate about it. 2: When people get negative about you, remember that this is part of the process. As Kathy puts it: Should you ignore the detractors? Diss them as nothing but evidence of your success? Should you just wave them off with a just jealous remark? Absolutely not. Somewhere in their complaints there are probably some good clues for things you can work on. But if you start trying to please them all or even worse, turn them into fans, that could mean death. Death by mediocrity, as you cater to everybody and inspire nobody. Id rather go down in flames than risk death by mediocrity. Kevin Briody said it best: I don?t want their reaction to be a measured, rational, dispassionate analysis of why the product is better than the alternatives, how the cost is more reasonable, feature set more complete, ? I want ?f**king cool! Period. I want that pure sense of wonder, that kid-at-airshow-seeing-an-F16?on-afterburners-rip-by so-close-it-makes-your-soul-shake reaction, that caress-the-new-Blackberry until-your-friends-start-to-question-your-sanity experience. I want an irrational level of sheer, unfiltered, borderline delusional joy. What about you? Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

A Chief Storyteller shares his best happiness tips - The Chief Happiness Officer Blog

A Chief Storyteller shares his best happiness tips - The Chief Happiness Officer Blog In December we did a tour of some of the happiest workplaces in the US to see what ideas we could steal borrow from them. Above is an interview I did with Richard Sheridan, the founder and Chief Storyteller of Menlo Innovations in Ann Arbor, Michigan. In this brief video, he shares some of the great things theyve done to make Menlo a very happy workplace. Among other things Rich talks about: How leaders can pump fear out of the room Never working more than 40 hours a week Eliminating meetings Eliminating internal email Creating a physical space thats conducive to happiness at work Watch it and let me know what you think. Is there anything your company could learn from Menlo? Are you already doing something similar? Rich is also the author of the excellent book Joy Inc, which Ive reviewed here. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related