Networking Groups Knowing when its time to leave

Networking Groups Knowing when its time to leave Im not talking about when its time to leave a networking event, Im talking about permanently leaving a group you are in. A few years ago I networked in a Yahoo Group (an excellent place to network).  This group was run by someone with a beautiful smile and a seemingly helpful persona, but I had a different experience than most. My contributions to this Yahoo Group, with a lot of job seekers, were sincere and helpful.  When someone asked a question that I could (or should) answer, I spent a fair amount of time constructing a response that was encouraging and had enough meat that the person would be able to move on. At least half of my messages never made it to the group.  They were flat out rejected by the moderator, who sometimes would construct her own response that had a lot of similarities to my response. One time, she responded saying that it was HER group, not the Jason Alba group. by this time I was just about done having all of my free help and thoughts slapped down. I didnt want to leave the group for many reasons.  This was a large group that was very active and I got as much value as I put into the group (and I put a lot of value into the group).  I struggled with leaving for months, and finally I did. I left the group.  I left the opportunity to be known, be helpful, keep my ear to the ground on issues, and get reactions to my ideas. I was saddened to get to that point, but something unexpected happened. When I left the group I became liberated. I was elated.  Seriously, I was so happy to be out of the control of the group owner, and not have to worry about my contributions being slapped down more than 50% of the time. No one really knows why I left    I STILL get emails from people that were on that group, wondering where I went.  I do wish I could contribute to that group but being free has been so liberating. I know some of you go to network events, or network online in certain groups, where you feel quite unappreciated. Perhaps what you bring to the table is undervalued and you are essentially treated poorly (perhaps even abused). Heres my advice: leave. Move on. Leave the group. Dont stay for the others theyll eventually figure it out for themselves. There are two reasons to participate in networking: To Give. of your time, ideas, encouragement, etc. To Get. moral support, ideas, encouragement, etc. If there comes a time when the management of the group, or event, thinks that you are a threat, its better to go somewhere else and do what you do best than to stay there. Youll know when its time when the stress weighs on you and you wonder why they keep doing things a certain way (which is wrong) and you keep getting slapped down it is time to move on. And thats okay. Networking Groups Knowing when its time to leave Im not talking about when its time to leave a networking event, Im talking about permanently leaving a group you are in. A few years ago I networked in a Yahoo Group (an excellent place to network).  This group was run by someone with a beautiful smile and a seemingly helpful persona, but I had a different experience than most. My contributions to this Yahoo Group, with a lot of job seekers, were sincere and helpful.  When someone asked a question that I could (or should) answer, I spent a fair amount of time constructing a response that was encouraging and had enough meat that the person would be able to move on. At least half of my messages never made it to the group.  They were flat out rejected by the moderator, who sometimes would construct her own response that had a lot of similarities to my response. One time, she responded saying that it was HER group, not the Jason Alba group. by this time I was just about done having all of my free help and thoughts slapped down. I didnt want to leave the group for many reasons.  This was a large group that was very active and I got as much value as I put into the group (and I put a lot of value into the group).  I struggled with leaving for months, and finally I did. I left the group.  I left the opportunity to be known, be helpful, keep my ear to the ground on issues, and get reactions to my ideas. I was saddened to get to that point, but something unexpected happened. When I left the group I became liberated. I was elated.  Seriously, I was so happy to be out of the control of the group owner, and not have to worry about my contributions being slapped down more than 50% of the time. No one really knows why I left    I STILL get emails from people that were on that group, wondering where I went.  I do wish I could contribute to that group but being free has been so liberating. I know some of you go to network events, or network online in certain groups, where you feel quite unappreciated. Perhaps what you bring to the table is undervalued and you are essentially treated poorly (perhaps even abused). Heres my advice: leave. Move on. Leave the group. Dont stay for the others theyll eventually figure it out for themselves. There are two reasons to participate in networking: To Give. of your time, ideas, encouragement, etc. To Get. moral support, ideas, encouragement, etc. If there comes a time when the management of the group, or event, thinks that you are a threat, its better to go somewhere else and do what you do best than to stay there. Youll know when its time when the stress weighs on you and you wonder why they keep doing things a certain way (which is wrong) and you keep getting slapped down it is time to move on. And thats okay.

How In-House Recruiters Can Win a Candidates Trust

How In-House Recruiters Can Win a Candidates Trust As an in-house recruiter charged with filling a key role, one of the greatest challenges you face is in winning and then holding a candidates trust. That can be particularly challenging if a candidate has had a poor experience of recruiters previously. Seemingly top-notch candidates can come across as distrustful, defensive or even downright aggressive. Regardless, you need to accept responsibility for building trust, if youre to attract and hold the best candidates. 1. Candidate concerns It doesnt take much to switch on a candidates skepticism. Most quality candidates know what a good opportunity with a solid employer looks and sounds like, so anything that jars during recruitment and selection will set their antennae tingling faster than a hummingbirds wings. There are five key triggers: If the role and package that you describe differ significantly from what the candidate perceived from the ad, youre already pouring oil down the welcome ramp. To a candidate, if the opportunity is genuine, the job scope, salary, benefits and progression opportunities will be clear. Anything put across as, still to be worked out, sounds like a klaxon going off at the candidates end of the phone. Apart from interest in the role itself, most of a candidates attention will be dedicated to the salary and benefits package. If this drifts downwards as selection proceeds, in the candidates mind youve steepened the ramp, set light to the oil on it AND dropped the portcullis. If the selection process proceeds at a truly glacial pace and becomes seemingly endless, the candidate might not actually die before you get around to concluding things, but figuratively they will. Its hard to claim that youre looking for a dynamic person to seize a go-ahead opportunity if the organisation appears to need an iron-lung to keep it gasping along. If, Ill be back to you in a couple of days, drifts into two weeks the candidate will be torn between wondering whether youre ignorant, your organisation is incompetent or theyre just simply not wanted. Either way, its probably game-over at that point. Prima-donnas, eh? Candidates should just be grateful, right? Sure, you work for an important company with a solid professional reputation and youre offering a dream job at a to-die-for rate, but if those arent the signals youre actually sending out during recruitment and selection, quality candidates will rapidly lose interest. 2. Positive actions As an in-house recruiter, life can be highly schizophrenic. You’re often trapped between keeping candidates sweet and hustling hiring managers ‘too busy’ to follow the selection process. Candidates want certainty whilst hiring managers simultaneously stretch the scope of the role. You can be holding top quality talent in your hand whilst a hiring manager bleats endlessly for a unicorn and complains about the delay in filling the role. Whilst your position can be unenviable, only you can solve those dilemmas. If you don’t step up, no-one will. The good news is that there are five definite actions you can take which will help: Formally define, in writing, the specifications for: the scope of the role; the candidate; the salary or benefits package; progression opportunities and starting objectives for the role-holder. Then get them signed off by the hiring manager. If anything later varies, it’s clear what’s changed and whose responsibility it is. Ensure that you and the hiring manager commit to the same things. Agree the stages of the selection process, selection criteria to be used and anticipated timescales for each stage. Get your hiring manager to sign up to a written agreement which lays out maximum CV turnaround and interview scheduling times. Whilst part of your job is to sell the opportunity, set realistic expectations in the mind of the candidate at the outset. If the recruiting team is going to struggle for time and resource, be open and honest and explain the reasons. If location, salary or level of experience could be an issue, get it out in the open and help the candidate address that issue. Nothing builds up trust faster. At every step of the process, keep the candidate fully informed. You’re unlikely to get penalized by them for over-communicating and the more you speak to them, the more you’ll learn about them. When you make an offer, close it down, hard and fast. A three week delay in producing the paperwork after making a verbal offer is mindless. Not only does the trust begin to leak away like blancmange stored in a string bag, you’re handing a massive bargaining chip to the candidate if they’ve simultaneously got another opportunity on the go. To truly seize the recruitment process by the scruff of the neck, fight for full and active ownership of the whole process. If you don’t, and you lose candidates whilst things drag on, you might not be to blame for delays to the entire organization’s progress but, as the softest target, you’ll be blamed anyway. Grab it, run with it, get it done and then make sure you take the professional credit. About the author: Jon Gregory an experienced management consultant, re-organisation specialist and recruitment professional. He currently works with both organisations and individuals, helping to get the right people working effectively in the right jobs.. He’s also the editor of www.win-that- job.com.

Say Goodbye to Traditional Resumes - Say Hello To Virtual Resumes (URLs) - Personal Branding Blog - Stand Out In Your Career

Say Goodbye to Traditional Resumes - Say Hello To Virtual Resumes (URLs) - Personal Branding Blog - Stand Out In Your Career Ive spoken about different options for diving into the recruitment process, while learning more about companies and having them magnetically come to you. Also, Ive given you a glimpse into the future of recruitment many times. I even went so far as to proclaim the traditional resume dead and gave you alternatives such as video resumes and LinkedIn. Today, Im proud to move forward with my predictions and explain exactly what is happening here. My hypothesis is that instead of sending a traditional resume to an employer or to a bottomless job bank, the new HR database will be a repository of URLs. The URL would connect the candidate to their website [ex) Dan Schawbel danschawbel.com]. The system will be smart enough, maybe with the Google spider ability, to search through a website and recover all necessary inputs, such as experience, education, etc. The website may be a blog, their LinkedIn profile or what VisualCV thinks as an enhanced profile page that rests within a new social network. VisualCV gives you your own virtual resume, which includes a video, pictures, a portfolio and much more. It seems promising, BUT I would never limit your personal brand to reside on someone elses network. I encourage you to have a blog or personal website of your own IN ADDITION to using these platforms (Jobster, JobFox, VisualCV, etc). My reasoning is simple: if their site collapses, you lose everything and you dont have full control of the layout and design. ____ Old Approach Hiring Manager: May I please see your resume for review? I need to file it in our database, as well as scrutinize it to see if you match the position were hiring for. Applicant: Ill send you an email with an attached PDF or Word Document of my resume immediately. New Approach Hiring Manager: We are currently hiring for a marketing manager position and we came across your online resume. No need to send a hard copy, the link (url) will do just fine. Thanks for putting all of that work in, we now have everything we need to make a decision. Applicant: Wow that was easy. Thank you! Video Resumes We are Getting There! My video resume prediction has come true to some extent. Today a Wall Street Journal article confirmed my thoughts: More employers are conducting first interviews with candidates over the Internet now that many popular personal-computer brands have built-in video capabilities. The strategy helps employers save time and avoid recruiting expenses like plane ticket and hotel costs, she adds. Some employers are using the technique to have candidates meet hiring managers in faraway locations. Six candidates for a senior finance job recently came to One Communications Corp.s Waltham, Mass.-headquarters and interviewed via video with executives based in several different locations at once, says Linda Chapman, executive vice president of human resources at the telecommunication firm. Video really accelerates the hiring process, she says. Google Background/Brand Scans Were There! You know Ive spoken about this before. Google is a people search engine and the higher the status of the position, the better the chance you will be Googled. Scanning the Web for information that might derail a job hunters candidacy is now routine procedure for recruiters at many firms, says Cynthia Shapiro, author of the forthcoming book, What Does Somebody Have to Do to Get a Job Around Here. Many recruiters now even engage in the practice before extending interview invites, she adds. Creativity Can Set You Free I spoke with my old time friend from elementary school recently. On Facebook I saw that he updated the url part of his profile with his new website (A resume). Russell Wyner has a very unique and talented brand, especially when it comes to video production and imagery. I was very curious about his new virtual resume, which includes an embedded traditional resume, his portfolio of his best work, as well as his competencies at the top and contact information at the bottom. As you notice, there is a picture of half of his head and his eyes move as your mouse does. Most of the site is constructed in Flash, which is very hard to use and the resume is very relevant for the creative industry, which is highly competitive (luckily Russell is one of the best). Russell explains more below: In the creative industry, work history and education can play a big role in determining qualification, but the portfolio is the most honest, most direct proof of your skill level. And when youre new to the industry, its all youve got. I created RussellsResume.com as a way to send my portfolio to employers electronically. I introduce myself in an email, with a link to my interactive collection of comical animations. Lots of people who work at computers waste time every day watching internet videos anyway. So I target this audience by selling my resume as just another entertaining break from reality. And once you’ve got them inside your portfolio, you’re more than just another applicant. Now you’re an individual. People form much stronger emotional connections to your artwork than they would to your statistics. That’s why if you’re an artist, your resume needs to be aesthetically pleasing as well. The website itself is really the newest addition to my portfolio. I designed it using “Flash”, the same software I use for animation. I can’t just claim to be an expert in the software; I’ve got to show it. So I built everything from scratch, even down to the scrollbars, and to personalize it, I included a picture of half my face, the eyeball programmed to follow your cursor. It’s a subtle effect, but when noticed, it gets a good laugh, and a laugh makes a strong impression.

Customer Service Job Description Sample - Algrim.co

Customer Service Job Description Sample - Algrim.co Customer Service 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 3 Answers To “What Does Customer Service Mean To You” 6+ Best Customer Service Representative Interview Questions Customer Service Manager Job Description Sample Customer Service Resume Objectives (15 Examples) Customer Service Associate Job Description Customer Service Manager Cover Letter Sample Bilingual Customer Service Representative Cover Letter Sample

Unlock Your Career Potential with these 4 Organizational Effectiveness Tactics CareerMetis.com

Unlock Your Career Potential with these 4 Organizational Effectiveness Tactics â€" CareerMetis.com Photo Credit â€" Pexels.comThere are many aspects to consider when dealing with the question: “how to improve my current career situation?”. For some people, the answers are strictly linked to reaching milestones regarding their current work, as if praise from outsiders was the only variable that shapes the path to success.evalFortunately, some people still approach this dilemma with a multi-view mindset, triggering professional accomplishment by putting their acquired skills to the service of a greater goal.Hence, how can we shape that path to triumph when so many roads unfold right in front of us?This is where organizational effectiveness tactics bring a helping hand for those who feel they can still bring so much more passion to their career. Let’s review these four easy-to-follow tactics now!1) Take your time to make a decisionevalOne of the pillars for measuring organizational effectiveness at any corporation is strictly linked to the value of taking the proper decisions.A s time equals to money in any professional environment, you should not waste efforts and dedication towards impulsive approach attitudes and weigh all the factors that can shape different outcomes. After that, move ahead and don’t ever look back.Decisions are meant to be gates towards our future, but gates that once opened, either we walk through them, or they lock in front of us. What’s the point of going over and over on what you decided some time ago? It’s not like you could get the answers beforehand.If things turned out good, then amazing; if not, well, you learnt from the experience on how not to make those mistakes again.2) Value the importance of teamworkevalPhoto Credit â€" Pexels.comRegardless of how good your self-esteem happens to be, you should always keep in mind that people have different talents and interests, and that’s why teamwork is such a valuable experience not just in the outcome of the produced work but also as a learning experience.That said, you als o need to remind that every single one of your team members have good ideas of their own, and such decisions or ideas are entirely their responsibility, but also yours in case you are the team leader.evalTake the leap towards success and inspire your team to reach greater goals: not only your work and career reputation will get the benefits of such posture, but also you are giving something to people in the process.3) Find the proper balance between finances and your interestsNot everything should be measured in how much of income it does represent to our financial status but if it sums to our overall life quality.Stress is a killer no doubt, and we are witnesses of the alarming rates in which younger people are getting the impact of unhealthy living standards by committing to insane working shifts, maddening routines or handling way too many responsibilities than they can cope with. All for a little extra money that, sometimes, can be saved by reducing unneeded expenses.Instead of ending up with illnesses like high blood pressure, diabetes, anxiety syndromes and many other nasty turnouts due to stress, set some leisure time to cultivate your interests. In less than you expect you feel a significant change in your working productivity, as bad working routines are also the main cause of worker’s lack of motivation to work.4) If there’s a problem, troubleshoot it immediatelyPhoto Credit- Pexels.comEven if some people prefer the detached approach of letting inconveniences go away as time goes by, experience does tell that’s best to have an active attitude when comes to problem-solving strategies. Why? Let’s consider the following scenario:You have a misunderstanding with a co-worker. Perhaps a long-time friend in which you confided many aspects of your personal life but also your true opinions of your working environment. Why let it all collide in a nasty discussion that can hurt more feelings than rather sit down and talk about what’s going on lately, and find a common point in which both parts feel somewhat relieved about the resolution?The thing with avoiding problems as they arise relies on the fact that there are not casualties in life but consequences, and our acts not only shape the outcome of many projects in both professional and personal life but our reputation as members of society.evalInstead of letting all blow hot and cold, have a gentle approach to avoid further inconveniences and, mostly, office gossip that doesn’t do any good.Not only this will speak of maturity on your behalf but also proper HR skills, a quality much valuable these days.evalConclusionThere are many things we can learn from corporative strategies to shape the way in which we face our professional lives. It’s up to us to take control of actions to reach new accomplishments in less than we imagine

Dont Miss Out New Webinar Tuesday November 11th at 12pm Eastern

Dont Miss Out New Webinar Tuesday November 11th at 12pm Eastern For many, right now is the time to find your passions and explore new career paths. These challenging times can in fact be seen as an opportunity. By determining your strengths and value, you can start to map out a practical career path that not only allows you to survive but to thrive.Join me for my new webinar on Veterans Day to help you take action with your career and to support a great cause. For more information and to register go to: https://www2.gotomeeting.com/register/421225017The online event, Taking Action with Your Career, is scheduled for Tuesday, November 11th at 12:00PM EST and is designed to help you identify your unique talents and uncover new possibilities for your career. A portion of the proceeds from the event will benefit Beyond Tribute, an organization that aids wounded veterans, their families and the families of the fatally wounded.Following the 45-minute presentation about Taking Action with Your Career, I will be available for a live chat with participants to answer career questions. The webinar format is simple to participate in from any updated PC or Mac computer and is designed for people to complete at their desks during a lunch break or before the workday.This is a great way for people to start thinking about what their next career steps might be. And it’s also a way to support a great cause this Veterans Day.What actions would like you to take with your career? Do you want to see opportunity in your career? Want to say thank you to all the veterans who have sacrificed for our freedom?How important it is for us to recognize and celebrate our heroes and she-roes! -Maya Angelou

Getting a Great Grant Writing Intern Resume

Getting a Great Grant Writing Intern ResumeGrant writing interns can meet several goals, but if they want to get a job, the easiest path is to have a fantastic resume to get noticed. If they submit a terrific resume that is prepared well, they will be walking into a room full of potential employers who are anxious to see what they have to offer.You do not have to be the most educated or the best person in the world to land a job, but you do need to have a great resume. While there are several good article websites that may be able to help you make one, you should get your own writing in order to ensure that you are presenting yourself in the best light possible. Writing a grant writing internship resume is a good thing to try because it shows the potential employer that you have done your homework, and you understand the competition that you will face. This will also make it easier for you to get the job you want.Of course, if you are reading this, you already have a resume of your o wn prepared and ready to give. But if you have not gotten around to doing it yet, this is definitely the time. Once you do get your resume in front of someone who is thinking about hiring, you can rest assured that you will appear to be an expert who knows what they are doing.You should be prepared for anything that you encounter at an interview. You should know exactly what to say when you are talking about your experience. You will need to get some specific answers from someone, and you should consider how you will answer each question. It is a good idea to know why you will be leaving a job when you give the job you want.A grant writing internship resume is very important to have because it can be what someone looks for during an interview. You will want to keep it short and to the point. Be sure to include as much information as possible, and make sure that you show how you can make an impact on the company. And always remember that you have prepared for all aspects of the appli cation process, including writing a great resume.Then, once you have all of this information ready, you should go through it one last time, using a drafting software that will allow you to make a letter, list your credentials, and give a summary of the job you are looking for. Most of the times, when you get your resume, it will have one section where you can write your cover letter. The cover letter should make your letter to the employer to be more convincing.It is a lot easier to get a successful job if you make an impression on the employer right away. Getting a great grant writing internship resume will make this more likely to happen.