Crafting a Great Candidate Experience The Good, The Better and The Best

Crafting a Great Candidate Experience The Good, The Better and The Best This article is written and sponsored by Breezy HR, an intuitive, flexible and affordable ATS that wants all of your candidates to have an amazing experience. How amazing? Lets find out! Breezy â€" A Breath of Fresh HR. In the interest of transparency, let’s get the candidate experience controversy out of the way right off the bat here: not every candidate is going to have the best candidate experience with your company. How elitist of us! Go on, throw your tomatoes. But when you’re ready, consider the last time you shopped for bedsheets, or home improvement tools … big box stores often sell in these items in terms (or even aisles) of good, better and best. Sheets for the guest bed that’s most often the dog bed? Good is good enough. Painting the dining room, home to a thousand dinner parties? Only the best will do. This post will outline nine ways to help move your company from a good, to a better, to the best job candidate experience you can give your applicants. Two most important things to remember when using these nine good, better and best tips to improve your candidate experience: You’re not putting the candidates into these buckets! This is much more about what your company can reasonably invest in which candidate experiences. Every tip here yields improvement. Your organization may have a great candidate experience for some, but others need some attention before they even get to good. Luckily, working with with good, better and best isn’t a zero-sum game … in truth, all of your candidates win. You’re going to need a frame of reference for these, so think back to the last few times you stayed at various hotels. Got it? Ok, here we go! The Good Candidate Experience: Make it Efficient Remember that time you’d been on the highway for six hours straight, and if you didn’t get some sleep (or the little ones out of the car), you were going to be risking bodily injury to those around you? The first well-lit hotel with vacancy, low rates, and a clean bathroom suited you just fine. You came, you slept, you had free coffee in the morning and you were perfectly pleased with the whole shebang. That’s the good candidate experience. Nothing to write home about, but nothing bad to write about it either. How to Get to a Good Candidate Experience The best parts of that hotel stay? Efficiency, simplicity and cleanliness. When you’re trying to fill multiple positions in a short time period (and who isn’t?), these three will not only be your best friends, but they’ll also be your applicants’, as well. Make your job openings easy to find.  In this case, your first step is a Career Page. Got one of those? Great! But is your Career Page optimized? Is it easy to find in your site navigation â€" the header, or the footer? Do you use a real call to action for it, like Work With Us, or something less noteworthy, like About Us? Some applicants need that bright sign on the side of the highway … put it up for them. Simplify your application. Just like not all hotels can’t afford to keep low rates, not all applications can afford simplification(looking at you, government jobs). But does any company really need applicants to type out their work history? Invest in an applicant tracking system that comes with a good resume parser (ahem, we can think of one!), and save everyone some headaches. Keep your process clean. If you’re going to be interviewing candidates two months, tell the applicant that. Don’t forget that they could be on pins an needles, waiting for a next-day call, and your opacity will mean one of two things: they’ll contact you all the time, which is a disruption to both of your schedules; or they’ll huff off a week after you ghost them. So close out non-interviews. Stay in contact with your real prospects weekly. Remove old job postings. If you’re running a tight recruiting ship, everyone leaves contented. The Free Coffee? Go Mobile. According to Glassdoor,  45% of job seekers say they use their mobile device specifically to search for jobs at least once a day. Make the most of these mobile searchers by giving them a mobile-optimized application with: One-click apply buttons; Applications with seven fields or fewer (!); and No resume requirement (!!). Ask for social media data or a link to more information, so candidates can get on your hiring radar in a snap (or a tap, as the case may be). The Better Candidate Experience: Next up on our hotel holiday? That business trip to a mid-sized city you didn’t know too well. You weren’t going to overspend on the company dime, but you still needed reliable access to certain amenities â€" zippy internet access, easy transport to your clients in the morning, and someplace for dinner nearby. You went with a brand-name hotel you read some reviews about earlier. Post check-in, you noticed that earned some points on the company card, and the concierge gave you some walkable restaurant choices. In the morning, you didn’t have time for the breakfast bar, but they had apples you could squeeze into your bag for your midday snack. That’s the better candidate experience. You’ll absolutely go back the next time you’re in Mid-Sized City, and you might even seek out that brand in other locales. How to Get to a Better Candidate Experience This one’s all about the comfort level. The better candidate experience has all of the efficiency and cleanliness of the good one, but you’re doubling down on the amenities your company offers them along the way â€" usually for mid-tier roles and responsibilities. Add interviewer bios (or video!) to your site.  You know what candidates love about your About pages and employee profiles, even after they’ve applied? The chance to get to know their potential interviewers. Like knowing you’ll get to your clients on time in the AM, candidates like to know what they’re walking into. When they can see their future manager cuddling with his beagle and talking about his day in a brief bio, they feel more able to ask relevant questions when the face-to-face comes along. Add pertinent company information to your candidate emails. Offering a better candidate experience tends to coincide with wrangling a longer hiring process (though everyone wishes it didn’t). Keep your candidates interested and involved by not only sending check-ins, but also sending along bonus-point content like company updates or blog posts they may be able to reference during second and third interviews. Ask the question that makes them feel better. Like impeccable directions, this question can turn any new candidate into a pro:  â€œIs there anything you didn’t get a chance to talk about today that you think we should know?” For every interview question that the applicant feels they stumbled on along the way, offer them this question at the end. It’s the opportunity they may need to walk out the door with confidence. The Midday-Snack Apple: Give Negative Feedback. The vast majority of your applicants will be rejected, which means hundreds of people per year go through this with you. Give these hundreds a reason to appreciate your organization anyway. Offer honest, delicate feedback about why the candidate wasn’t suitable for the role, and how they could improve. It’s a considerate way to give your rejected candidates something that will serve them well later on. The Best Candidate Experience: Last stop on our hotel trip through time! The annual family trip. You went all out â€" months of online review-scouring finally found you the higher-end hotel that would fit your whole family, including Scrappy the Great Dane. Once there, you enjoyed pre-booked reservations at a spa for you (and Scrappy!), the concierge scored tickets to that show you thought would be sold out at this late date, housekeeping folded your fresh bathroom towels into swans for the kids, and breakfast was made-to-order room service with free mimosas for Mom Dad. A few days after your stay, they even sent you that souvenir Sno-Globe you left on your room’s dresser. That’s the best candidate experience. You’ll be their brand ambassador for years, with your Facebook feed of pictures of the kids hugging Carla the Concierge and Scrappy’s painted toenails. How to Get to the Best Candidate Experience: This is for the company that plays the long game, for roles with a higher level of responsibility and/or a tighter talent market. These recruits can take months or years to close, but when they do? So worth it. Personalise to perfection. We’ve definitely moved past the “You’re Jordan, right?” phase. Here, strive to know everything there is to know about your candidate. Ask them plenty of open-ended questions during screening, and do your due sleuthing well before the interviews. Every interviewer should know the candidate’s aspirations, why they’ve chosen to interview, and maybe the sticking points that would be holding the recruit back. Ensure that questions are personal, relevant, interesting and unique to each team or manager by going over the full list before the candidate walks in the door (or loads up the video app). Overhaul Your Onsites. If you’re planning to keep a candidate most of the day, take these tips from companies like LinkedIn and Airbnb, who aim to make candidates feel spa-day relaxed: Provide them with a schedule of their day, complete with interviewer LinkedIn profiles and videos. Text them their interview time and traffic conditions. Give them a goodie bag (snacks, water?) to ease them through what will be a very long day. Got a campus? Take a tour with them, so they can see what working with you is really like. Ask how it went. The best way to continue to improve your candidate experience is to continue to ask candidates how they feel about it. Automate a questionnaire to go out to your interviewees after they’ve completed the process, and revisit answers monthly. The Sno-Globe: Send a custom thank card or gift bag. A little swag never hurt anyone! When you’re still unsure about a candidate, a branded mug with a note (“I noticed that you were drinking coffee the whole day!”) recognizes that they spent their valuable time with you. When you’re ready to welcome them to the team, a gift basket with their new name tag and a bottle of wine (“See you Monday!”) says you’re glad they’re coming aboard. Bottom line: Awesome recruiters know that every candidate experience matters. The key is to consider the right improvements for the right situations, and then use your best judgement. You’re looking to make the most meaningful changes to your candidate experience for the resources you spend, and we hope we’ve helped you spot them! Happy Trails! This article is written and sponsored by  Breezy HR, an intuitive, flexible and affordable ATS that wants all of your candidates to have an amazing experience. Well do our best to help you get to best a little faster! Breezy â€" A Breath of Fresh HR.

An Entry Level Resume is Not Too Bad

An Entry Level Resume is Not Too BadFirst of all, when it comes to resume writing, you are in a unique position. You can express what you want and you can also express what you need. In fact, you want to hire someone who is going to make the kind of impact that you are trying to create.If you are applying for a job that involves supervising other people, then you want to be as competitive as possible. Of course, you don't want to come across as too pushy, but you do want to come across as direct and honest.When it comes to looking for a job, you may need to realize that people are looking for someone they can relate to. Of course, this doesn't mean that you have to be friends with the person before you meet them. It just means that you can't sell yourself if you aren't giving them a reason to trust you.In addition, you will also need to be smart about your choice of words. This applies to a number of aspects. For example, you need to use appropriate words and you need to be sure that the things you say are truthful. By using too much colorful language, you can confuse some people and so that isn't a good idea.There is one more thing that you need to remember when you are looking for a job. The first thing that most people think about when they hear the words 'entry level resume' is that it is probably going to be very generic. This can be a disaster for those who have the wrong assumption. However, the idea of an entry level resume is that it is going to look quite different from a regular job resume.In fact, the first impression is the biggest impression you make on a potential employer. Therefore, you need to use every ounce of the word that you can. You also need to take a careful look at your qualifications and see if there are any areas where you need to concentrate. If there are, then you want to be sure that you include these areas on your entry level resume.In addition, you want to give some thought to the rest of the document. For example, you will nee d to make sure that your name is always on the first page of the document. You need to show that you are serious about the person and your skills are already strong.Now that you know what an entry level resume is, you will want to make sure that you use the documents that you are offered. Don't be afraid to be bold and to look for the great job that is waiting for you when you start out on your career path. Don't take too much time or effort preparing a resume that is going to leave something to be desired.

How to Feel Inspired When Youve Lost Career Motivation

How to Feel Inspired When Youve Lost Career Motivation Garfield hates Mondays. He has no real reason to feel that way, though. He is a cat, and cats don’t go to work. However, it is true that many people hate Mondays because they do have to go to work, and would rather not. The days when you jumped up on Monday mornings, eager to prove your worth at work and climb that corporate ladder, or make that killer deal is long gone. You have lost your career motivation, and all you want is for it to be Friday afternoon again. This loss means more than career limbo. It means you are using up a precious eight hours or so of each day of your life doing something that ultimately has no meaning. Singer-songwriter Bob Dylan said, “What’s money? A man is a success if he gets up in the morning and goes to bed at night and in between does what he wants to do.” Even if you make a lot of money in your job, it will not make it any less a waste. While this may be your reality right now, you can change things around. Take control of your work life, find some meaning in it, and feel inspired again. Here are some ways to achieve this. Career Motivation Tip #1: Count your blessings It’s true this is a cliché, but that’s because it’s true. One of the main causes of the loss of motivation at work is the inability to appreciate what you have. Actress and talk show host Oprah Winfrey observed, “If you look at what you have in life, you’ll always have more. If you look at what you don’t have in life, you’ll never have enough.” You see this all the time. Someone rich and/or famous commits suicide, and you wonder why they would do that when they seem to have everything going for them. Many people lose their motivation at work because they feel they are not accomplishing anything worthwhile. Perhaps you have not achieved the position you aimed for or the money you wanted to have at this point, but you are sure to have something for which to be grateful. Instead of focusing on what you have yet to achieve, focus on your accomplishments. Take stock of your life and dwell on the good things. It can make you feel better about yourself and hopeful about your future, put that extra spring in your step. Career Motivation Tip #2: Take action You may have suffered some disappointments in your career that has caused you to lose your drive. You feel no control over your life, so you simply give up. Once you are in a rut, it is harder to get out of it the longer you stay. You get comfortable and you see no point in doing anything about it. You can regain control of your career in two ways. You can quit your job, or you can work harder to get what you want. The worst thing you can do is nothing. Your course of action may cause a disruption in your life, but at least you will be going somewhere rather than staying put. When you take action, you break out of your rut and feeling of helplessness. Your life will again have purpose and direction. Leonardo da Vinci said, “I have been impressed with the urgency of doing. Knowing is not enough; we must apply. Being willing is not enough; we must do.” Fictional Star Wars character and wise guru Yoda said, “Do or do not. There is no try.” Career Motivation Tip #3: Face your fears Fear can also cause you to freeze in place. You are unable to go forward or back, because you are afraid of making a mistake, or not being up to the challenge. Your fears may be well founded or groundless. Whatever it is, the only way to overcome your fears is to name them and face them. Author Richard Norton said, “To escape fear, you have to go through it, not around.” Naming your fears and facing them gives you power over it Novelist Alice Walker said, “The most common way people give up their power is by thinking they don’t have any.” You do have the choice of letting you fears control you, or using it to become a better at what you do. Career Motivation Tip #4: Focus on the work Boredom is an efficient motivation killer, and it can happen to anyone. It can make what used to be exciting a chore. If boredom is your enemy, then you can change things around by taking on new challenges. Go for skills training. Ask for more responsibility. Apply for a different position. Do something that will make your work more interesting. No one else can do it for you. Shipping magnate Aristotle Onassis said, “It is during our darkest moments that we must focus to see the light.” Career Motivation Tip #5: Find something else It is hard to scratch up inspiration when you truly hate what you do. The only way around that is to change careers. Apple CEO Steve Jobs said, “The only way to do great work is to love what you do.” It will not be easy to change jobs, especially if you have been doing it for so long. However, the change might be the best thing you can do. Tony Robbins said, Ive come to believe that all my past failure and frustration were actually laying the foundation for the understandings that have created the new level of living I now enjoy. You can find inspiration by doing something you like or about which you feel passionate. BestEssays writer Marjorie Hunt said, “I love what I do, which is why I always strive for perfection for each piece I do.” Career Motivation Takeaway You can feel inspired again no matter the cause of your motivation loss. The important thing is to realize that you have a choice. You can regain your motivation and zest for your work if you put your mind to it. About the Author Paige Donahue is an editor and blogger from Pennsylvania. She approaches her surroundings with a flexible logic, always looking for practical solutions to the problems at hand. You can connect with her via Twitter and Google+

The 5 Myths of Workplace Motivation

The 5 Myths of Workplace Motivation Disengaged employees cost businesses more than $300,000 a year. Its been proven that introducing motivation techniques can improve a workforces productivity by 44%! But theres no point in employing useless tactics to motivate employees what ways actually work? In this article, we tackle the motivation myths. Myth #1: All employees are motivated by money Theres not doubt about it money is definitely a large factor when it comes to work motivation. Theres no shame in this, but the one thing that employees often think is that  money is the  sole reason for doing what they do. A bonus is going to motivate employees in the short term, but if you want an employees long term commitment to your brand, you should not use money as the sole motivator. Myth #2: You can motivate everyone in the same way If youre looking to motivate a large team with one method, think again. One of the top ways to motivate your employees is to get to know each of them as an individual, and then tailor your approach to each of their individual personalities. Everyone wants different things from the role theyre in, so get to know what it is. Your employees will truly appreciate it. Myth #3: Encouraging workplace competition Theres nothing wrong with a bit of friendly competition, this is true. However, many brands and companies use competition as one of their main motivators, which in the long run, fails. it works short term but long term, makes the workplace less enjoyable and employees begin to resent their competitors who should simply be their colleagues. Myth #4: Some employees dont need motivating No matter how successful or how keen an employee is for a role, its important to remember that they too will need to be motivated if theyre going to continue to be as productive as they can. As mentioned earlier in the article, this is a situation where you should really get to know your employees as individuals in order to understand what will motivate them. Dont disregard employees just because they seem motivated already. Myth #5: Having a job should be motivational enough Many companies feel that a job alone is enough motivation for their workforce. But this is definitely not true. To fully motivate employees, youll need to include them in your company vision and provide opportunities and rewards for their hard work. After all, a company is nothing without the people who work in it!

Rubric Resume Writing VTech Tools

Rubric Resume Writing VTech ToolsThe VTech rubric as well as its accompanying rubric resume writing tech tools help resume writers to focus on the most important factors that are to be considered. Of course, each and every one of us have different writing styles, and there is no need to present all of our abilities on paper.For VTech resume writing, they offer their users an easy way to utilize the company's own software, and so, they also provide writers a great and a large selection of CV templates and software tools. A resume template is a format or standard structure that would be appropriate for a particular person to use in order to make it easier for them to generate a professional looking CV. Usually, these templates are also available for sale.VTech CV templates are available for several formats and templates. There are manual formats, which usually consists of a set of steps to be followed. The templates in manual format can be written in a short amount of time; however, th ey cannot be customized to any extent.Manual templates can be custom-made by adding your own information, but, these would not be recommended, because this would mean that you would have to pay for the service of doing this, which is more expensive. A professional template, however, is a separate form of writing. It provides a firm structure for the CV to follow. This would help the CV writer to provide a structure that would help the applicant in following the steps of their CV.Once the applicant has found a good template, they should then decide whether they want to customize it or not. It is important to take the time to learn how a template would be used before going ahead with the process of adding your own words and putting your own creative touches. All of us know that we can never achieve perfection, so, it is better to have a template that is already set up, which allows for modification.Generally, a good VTech CV template does not cost that much, and if you were to go ahea d and buy one, the cost would be negligible. After the CV is generated, the next step would be to check for errors and proofreading the CV, so that it is completely ready for submission to the applicant.The content of the CV must always reflect the exact qualifications required, because the CV is a representation of who you are as a person. If the CV does not meet the requirements, there is a big chance that it will not get accepted. After a person is hired, the employer is required to check the CV for accuracy and credibility, so that he can verify its accuracy and reliability before making a decision.You can find CV templates and guidelines for VTech resume writing in various websites. These CVs can be used free of charge, but, after the application process is complete, it is best to purchase a CV template in order to make it professional. Once you have acquired the correct CV, you can then create a resume that will meet the requirements of the employer.

Rubric For Writing a Resume

Rubric For Writing a ResumeA resume is a very important part of your job search, and a good rubric for writing a resume can make a difference in the quality of your application. Using the wrong guidelines can be detrimental to your ability to find work. We discuss how to ensure that you are not submitting a bad resume to employers and how to come up with a rubric that will produce the most efficient and effective applications.The most common mistake that many applicants make is to try to cram too much information into their resumes. By using too many keywords, or duplicating the same information over, this makes it look as though they did not put much effort into their applications. Instead, use as much information as you can. Employers want to know what specific positions you are applying for, as well as the qualifications of the job.You should also have a clear purpose for your resume. Do you want to make your resume stand out? Are you trying to impress a specific company?The next crucial step is to take your resume to a professional resume writer. Relying on a person who doesn't specialize in creating high quality resume applications can result in substandard results. Always choose someone who has been in the field for at least three years, and have them edit your resume from beginning to end.Your summary section should also be handled by a professional. Try to fill it with a few key words that are relevant to the position that you are applying for. Don't overdo it. The summary should not be longer than one page and do not forget to include contact information and your fax number.Finally, make sure that your resume is organized and easy to read. Try to keep your resume as short as possible, and when you have more than one page, list them out. Don't do any type of graphics, and make sure that you add in plenty of space between paragraphs. Your resume should take only two or three pages to read.Following these tips will create an impressive rubric for writing a resume that will get you the results you are looking for. If you follow the guidelines above, you will easily accomplish this goal. Using a rubric for writing a resume can actually make it easier to write an application that will get you interviews and new jobs.Remember, writing a resume should be done in as few words as possible. People need to be able to understand what you are saying without having to look through the stack. The more clearly you can express yourself, the better, and your rubric for writing a resume will help you achieve this.

The Skills Gap Is Real

The Skills Gap Is Real The Skills Gap Is Real There is a skills gap and it is bigger than you may think. The Skills Gap Is Real In this Forbes article The Alarming Economic Trend Behind GEs Odd Ad Campaign Rob Salkowitz explained why GE is using television ads to target potential employees. The article states: During the recession and shallow recovery years, the slack labor market gave employers an advantage in recruiting young workers. Now that things are heating up, especially in the high-tech sector and startup economy, it’s getting more difficult for old line companies to fill jobs that require engineering, tech and data science skills. Heres one of the GE ads geared towards recruiting candidates with these skill sets. What Skills Are Hardest To Find? As mentioned above engineering, tech and data science skills are in-demand. But what exactly are these skills? I asked Dr. Peter Hirst, Associate Dean, MIT Sloan Executive Education,  what skills he sees as some of the hardest skills to find. Business and data analytics are among the hardest to find at the moment and the demand seems only to be increasing. And what’s particularly difficult is the combination of being able to process data and the business and commercial acumen necessary to usefully interpret the data into actionable insights. But it isnt just hard skills or technical skills that employers are struggling to find.  Adaptability and the ability to thrive in ambiguity are also important. According to Hirst: Another thing that we keep hearing is about the soft skills that people need to work in fast moving, multidisciplinary teamsâ€"to learn, re-learn, and unlearn skills needed to cope with the rapid pace of change. The key issue here is the ability for workers to reskill again and again. What Are Employers Doing To Fill the Gap? Hirst says some employers are pulling out all the stops! One company, in particular, is retraining their existing people, doing everything they can to attract and hire new people, contracting freelancers (there is a whole new and growing segment of the workforce who are not interested in working for just one company)â€"and are still unable to meet the demand says Hirst. Not being able to find enough people with these skills is a big and expensive problem. So whats the solution? Top Down Support Training If you cant find it, you might as well create it! Companies already have great employees, so why not start with them! Thats exactly what Hirst says hes seeing through the  executive and management development programs at MIT Sloan School of Management. The most effective learning and development occur when senior leaders right up to the CEO play a hands-on role in setting the vision, defining the needs, emphasizing the priorities and even, at key junctures, delivering the learning, whether by showing up in the classroom or by coaching their direct reports and teams as opposed to simply directing them according to Hirst. More Data On In-Demand Skills Bloomberg asked 1,251 job recruiters at 547 companies about the skills they want but can’t find. Here is the summary of findings (from the class of 2015). Bloomberg Job Skills Report, February 2016 Bentley University conducted similar analysis which I wrote about here. Bentley examined labor market analytics data from 24.5 million U.S. job listings to find out which skills are in highest demand right now, pay the most and have seen the highest growth in recent years. Bentley University Skills In Demand  What will you do to up your skills and stay in-demand?

Why Are Cover Letters So Important for Your Resume

Why Are Cover Letters So Important for Your Resume Cover letters for resumes are extremely important. While most job seekers focus on crafting the perfect resume that includes a long list of accolades, achievements, degrees and awards, many HR professionals agree a resume is not the most important aspect of a potential candidate’s application package. The Importance of a Grand Entrance Outstanding cover letters can turn a middle-of-the-road candidate into a top contender. Why? By its very nature, a resume is usually dry and fact based. By contrast,  cover letters for resumes  show hiring managers an applicant is vested in the job they have available. Anyone can hit “reply” and attach a one-size-fits-all resume in response to a job posting. A cover letter written to specifically address a particular position shows an applicant has taken the time and effort to make a good impression. It also shows hiring managers a different side of an applicant than his or her resume does. Word choice and attention to detail in cover letters for resumes matter. These nuances can  move a “reject” resume into the “must interview” pile. Consider What to Include in a Cover Letter Yes, the cover letter is your opportunity to show your personality. To an appropriate degree, that is. Hiring managers looking for candidates for high-level executive positions must cull through hundreds or even thousands of resumes and cover letters. A short, succinct cover letter can be refreshing. One that is too long, too detailed or too informal is a waste of time. Crafting a winning cover letter that allows your personality to shine through, without being too wordy or including unhelpful details, can be challenging. Unless you are a writer by profession (and a really good one), consider hiring a reputable cover letter writing service to help you. At the very least, a  cover letter writing service  can help you craft a good “base” letter you can customize for each job you apply for. If you are in the hunt for a high-salary executive position, you’ve probably already hired an executive resume service to perfect your resume. Your cover letter needs at least the same degree of professional attention. Do Your Research Before You Write HR professionals, especially those hiring for high-dollar, premium executive positions, have seen it all.  They have a knack for knowing  which cover letters are form letters sent out to many potential employers and which have been carefully crafted with their company’s job opening in mind. Before you sit down in front of your laptop to create a cover letter, make sure you’ve done the following: Conduct at least a bit of research into the company so you can tailor your letter to fit in with the company’s corporate culture. Use active rather than passive words and naturally incorporate keywords into the letter that were noted as “must-possess” skills or attributes in the job listing you are responding to. Include specific, not-commonly-known facts about the company to show you did your homework. If you’re launching a new executive-level job search or want to revive a floundering search, crafting a  winning cover letter is key.