Recruiter Partnership

5 Tips to Create a Great Hiring Manager / Recruiter Partnership This article is sponsored by Dropbox, see their  open positions here  (including some great roles on their Global Recruiting Team). There are few more important relationships in an in-house recruiter’s life than the ones shared with their hiring managers.  Like any meaningful relationship, there will be ups, downs and everything in between. Your partnerships with hiring managers won’t always feel like a joyful moonlit walk on a beach, but nor should it ever feel like hand-to-hand combat. Here are 5 top tips for developing the partnership of your dreams, which will hopefully translate to building the team and culture of your dreams, too. 1. Develop genuine expertise As an in-house recruiter, your job is to help the business grow, not just to fill open roles blindly. You’re searching for your future colleagues, with whom you’ll build working relationships and forge genuine bonds. Ultimately, the success of the entire business hinges on the people that you and your hiring managers bring in. So, you’d better start learning your business inside and out. Whether you work in tech, FMCG, manufacturing, e-commerce or any other industry, the message is the same: an in-house recruiter should act as a business partner to hiring managers, not simply as a staffing resource.  It’s up to you as the recruiter to research your company’s business model, the competitive landscape, and the nuances of the team for which you’re hiring. Gaining a genuine understanding of why you’re trying to hire a specific profile for a certain role will make you twice as credible to external candidates and internal hiring managers alike. This extends to your expertise on the talent pool from which you’re trying to hire. As the in-house expert, it’s your job to arm yourself with relevant data about the external talent market, in order to provide your hiring managers and interview teams with valuable insights from the first to the last days of a search. Leverage the power of LinkedIn data, use your extended network, conduct qualitative critical research on your talent competitors…don’t stop until you feel like the credible expert you should be. 2. Communicate, communicate, then communicate some more Over-communication really isn’t a thing when it comes to your partnerships with hiring managers, especially if you’re both in different geographical locations.  While a hiring manager may think they know each and every little thing that recruiters do, the chances are that they really don’t understand the full nuanced process of kicking off a complex search and selection process.  Now, this isn’t your opportunity to try and gain sympathy or complain about how tough a role is to fill: you’re not leaning on them as a therapist, after all. However, it is your duty to inform your hiring manager of the steps you’re taking, the effort you’re making and what you expect from them and their interviewing team. Give regular progress updates (once per week is usually sufficient, but have the conversation with your hiring manager and gauge their preferences) and ensure that you’re managing expectations appropriately. Remember, you’re the hiring manager’s business partner, not just the hired help, so don’t be afraid to be honest and push back when appropriate. 3. Understand your numbers The majority of hiring managers with whom you’ll work won’t have been recruiters in past lives, so there’ll be a limit to the level of depth they’ll want you to go into regarding the philosophy underpinning your hiring approach.  One thing that will resonate with hiring managers from all backgrounds is an accurate numerical approach to reporting your results. While we all know that modern recruiting is not simply a ‘numbers game’, having a firm grasp of your pipeline and the numbers within it is vital to gain trust and respect. Think of it simply as a funnel: how many qualified candidates do you have at each stage of the interview process? Once you’ve compiled a meaningful report,  you can start diving deeper into how you’re going to increase those numbers and (more importantly) how you’re going to augment the conversion rates from each stage to the next, in order to hone the overall hiring process. After the initial couple of meetings using this framework, you’ll be able to adapt and tailor your approach to one that’s mutually suitable for you and your hiring manager (this is a two-way partnership, after all!).  Bottom line: know your numbers. Hiring managers will love you for it. 4. Be worthy of trust Nobody wants to be lied to, do they?  Our roles as in-house recruiters are incredibly multifaceted. We are guardians of the company culture and work cross-functionally with internal and external stakeholders of all levels of seniority on a daily basis. To do all of this successfully, there’s one thing that we need to be: worthy of trust. It goes without saying that being trustworthy is a key facet of the job externally (i.e. having confidential conversations with people looking for the next step in their careers), but it’s equally important to build partnerships and credibility internally.  Hiring managers want to build mutually trusting, honest, and open partnerships with their recruiters. Ultimately, hiring managers need to feel as though they have their finger on the pulse of the staffing needs of their department and thus they don’t want to be lied to! Learning to manage the expectations of your hiring managers is a key skill for any in-house recruiter master. We all know that the pressure is on to fill roles whenever there is open headcount, but if a role is not going to close next week, then don’t tell your hiring manager that it will! There’s nothing worse than having to back-peddle and come up with lame excuses when you’ve been disingenuous: behaviour like this will erode trust quicker than you can say, “it’ll close next week, I promise!”.  Be organised and report to your hiring managers in an accurate, timely fashion: it’s the only way to build and maintain a trusting partnership. 5. Provide every candidate with a best-in-class  experience One thing that will strengthen your partnership with your hiring managers is having them really respect the way that you work. Again, differentiating yourself from the archaic stereotype of recruiters being staffing agents with no significant business value other than providing CVs on a weekly basis, is key to the success of your partnership. You need to demonstrate that you go the extra mile and that you’re equally adept at generating excitement in candidates as you are at screening them for role-related suitability. Having well-informed, enthusiastic, and well-qualified candidates moving forward in the interview process after their initial conversations with you is the most powerful thing you can do to up your credibility levels. If your hiring managers see the effort you make to provide best-in-class service to each and every candidate (regardless if the candidate is hired), then they’ll have no choice but to respect you as a true business partner and a skilled professional. In short, as with any partnership, your relationship with your hiring managers won’t become perfect overnight. However, hopefully some of the above points will help you to build the hiring manager/recruiter partnership and the high performing team culture of your dreams! About the author: Alex Duell  is on  Dropbox’s European Recruiting team.

I Woke Up This Way

I Woke Up This Way Embed from Getty Imageswindow.gie=window.gie||function(c){(gie.q=gie.q||[]).push(c)};gie(function(){gie.widgets.load({id:'YVOLaiBHSRB9ES0wukgMGg',sig:'waY43f-FLKblfElMgvyFAWsCdAf9f5wuSQUJ-pcSlMg=',w:'507px',h:'338px',items:'521982439',caption: false ,tld:'com',is360: false })}); If you feel a little groggy as you’re reading this, Dr. Michael Breus, who bills himself as “The Sleep Doctor,” feels your pain. His Los Angeles-based clinical psychology practice is dedicated to helping people understand their chronotypes and learn to manage them better. Your chronotype is your biological predisposition to be a morning person, an evening person, or somewhere in between. We’ve used the terms “lark” for morning people and “night owl” for night people for years. Dr. Breus has identified four distinct chronotypes: Lions, Bears, Wolves and Dolphins. You can take the quiz here to find your own type. Dr. Breus says that when you understand how your body is programmed for optimal performance, you can start to work with it instead of against it, increasing your effectives, productivity, and well-being. His book The Power of When, helps you determine the best times of day for you to work out, eat, have difficult conversations, work on complex tasks, even â€" er â€" mate. According to his research, changing your daily schedule if you’ve been out of synch can transform your life. When I took the quiz, I came out as a Lion (along with an estimated 15 percent of the general population.) Lions are morning-oriented driven optimists with medium sleep drive, often hard-charging, get-it-done leaders. It’s true that I’ve been a morning person since I was a young child; I rise with the sunlight and feel at my best first thing in the morning. I’m usually at my desk by 6:30 AM, since that’s when I do my best thinking and planning. By mid-afternoon, my concentration falters, so I save routine, repetitive work for that time. Dr. Breus says I should also work out then, to get my energy up for the evening. That explains why early morning workouts just don’t work for me, even though I’m up and alert. According to Breus, most people are Bears. Fifty percent of the population are “go-with-the-flow ramblers, good sleepers, and anytime hunters. This name fits fun-loving, outgoing people who prefer a solar-based schedule and have a high sleep drive.” Normal daytime work hours suit Bears fine, and their dominance in the population explains why the business world is built around a 9 to 5 schedule. Pity the Dolphins. Breus writes about them: “Actual dolphins (the marine species, not the human chronotype) sleep ‘unihemispherically.’ This leaves one side of the brain functioning at all times, keeping them alert for predators. Dr. Breus used this animal to represent the 10 percent of humans who struggle with insomnia and other sleep disorders.”  Dolphins are often Type As who simply can’t turn off their minds in order to get the rest they need. Wolf Chronotypes make up 15 percent of the population. “Theyre the night-owls who stand guard like sentries while the rest of sleep. They tend to be creative types, including authors, artists, entrepreneurs, musicians,   and bartenders; also security guards, sentries, and other people who literally take the night shift. Many are introverts. You know who you are, if this is you. Mornings just don’t work for you; you come awake, alive, and alert just as the sun starts to set. Day jobs are for other people. Heres a great graphic (courtesy of naturalstacks.com) that helps you schedule your most productive day by chronotype.

5 Trends Shaping the Future of HR Assessments

5 Trends Shaping the Future of HR Assessments HR is constantly evolving, with so many organizations constantly collecting data on employees’ activities and performance. What is found is that most of these trends involve data mining. Based on research conducted by Hogan Assessments and the University College London, there are 5 significant trends that look very likely to shape how we assess employees within the HR field in 2018. 1. Gamification Gamification is the application of gaming elements to improve elements such as user engagement and organizational  productivity, which attempts to enhance the user experience at work, often with mobile-friendly solutions. Hogan believes that the future is bright for gamification, where we would be able to mine data from video gamers who possess the necessary skills needed for specific jobs. 2. Social media analytics Hogan finds that social media analytics are also improving by the day, and becoming more sophisticated in terms of what we can learn about candidates. Here a few ways it might work: Using digital activity to paint a clear picture of candidates, not only in terms of gender and age but moving even towards their alcohol or drug use. Using Facebook likes and word usage to product  key talent signals, such as a candidates  cognitive  ability or personality. Using Spotify to understand a candidates  emotional stability. Using Amazon purchases to understand a candidates  conscientiousness. 3. Performance management Moving on, Hogan also finds that performance management is a trend to look out for, because of the fact we are in the era of the war on talent. Employees crave immediate, constant and constructive feedback on their performance. With billions of pounds being lost to performance due to low engagement, Hogan believes that focus on performance management  will become more and more intensified as personal development is not only important for the employee, but also for the organization. There are plenty of online tools and apps for organizing employee feedback, performance reviews, goal management or surveys to measure the mood of your team. 4. Employee engagement Research from Hogan identifies that employee engagement  will have everything to do with an employees wellbeing. Thus, the role of an  engagement manager will have to  evolve. For example, the role of an Employee Engagement Manager is starting to evolve, whose main tasks are to constantly analyze and monitor employee happiness through surveys and other data analytical tools, and carry out proactive actions based on these data. They will need to maintain both an employees  physical  wellbeing, as well as their mental wellbeing, in order to sustain healthy engagement and overall performance. 5. Big data With the potential to gather a large amount of the most accurate information on candidates and employees, people analytics. the usage of big data has evolved as the primary tool for HR professionals in almost every aspect of workforce planning. Hogan report that the most advanced algorithms can not only mine and analyze data to make strategic personnel decisions, but also take it to a higher level by forecasting future actions. HR decision makers can already merge these data into relationship analytics, and can analyze not only each individual’s activity but also team interactions and the functions of the whole organization. With the help of such tools, HR professionals can predict crucial factors such as who will leave the company soon, who will work together most effectively or who will be the best candidate for the job. This vast knowledge doesn’t only determine the evolution of all the other HR trends but also leads to AI-driven HR processes.

4-Step Personal Brand Promise Checklist - Personal Branding Blog - Stand Out In Your Career

4-Step Personal Brand Promise Checklist - Personal Branding Blog - Stand Out In Your Career These four questions are a great way to hone in on the value you provide, and ensure that your networks perception of you aligns with your perception of yourself. Once they are the same, and you are delivering on your brand promise, I guarantee you will start attracting more opportunities into your life. I believe it because I see this alignment in action every day. Here are some questions I ask myself on a regular basis to make sure my self perception and my networks perception of me remain aligned. Is your self perception and networks perception aligned? 1. Do you have a brand promise? If youre not sure what youre promising people at the most basic level, take a step back for a moment. What makes you unique? What is your way of doing things? I recommend starting with Meg Guiseppis personal branding worksheet. If you already know your brand promise, do you live up to your brand promise? How can you be sure? 2. Does your immediate network understand your brand promise? Leverage your immediate network of family, friends, and colleagues to grow awareness of your promise. Your closest contacts truly, all of your contacts should understand why people would want to work with you over someone else. How do you know if their current understanding of your brand promise is accurate? 3. What are the emotional reasons why people will work with you? The brand of Nike is the feeling inside you have about Nike. As humans, were emotional first, and rational second. Does the messaging of your brand promise appeal to the most basic human emotions, or is it too focused on features (what you provide) rather than benefits (how what you provide helps your customer/employer/client/etc.)? 4. Do you know how people describe you after they meet you? The taste left in someones mouth when they first meet you is the most important taste to get right. It forms the foundation of the rest of your relationship. Some people close off immediately if you push them the wrong way. Understand how your brand interacts with others by asking people what they thought of you when they first met you. Open up a continuous feedback loop so you can constantly improve. Bonus quick tip: Do you have a logo or professional headshot? Most people are visual by nature. Sights evoke emotions, emotions solidify memories, and collective memories fuel brands. Is your logo or headshot consistently applied to all your personal marketing materials (online profiles, email signature, resume, etc.)? If not, youre missing out on opportunities to strengthen your brand touchpoints. Only focus on promotional steps after you can confidently answer the first core questions above. After youve put some thought into them, continue the discussion: which question was hardest for you? Why? What tips do you have based on your own experience? Author: Pete Kistler is a leading Online Reputation Management expert for Generation Y, a top 5 finalist for Entrepreneur Magazine’s College Entrepreneur of 2009, one of the Top 30 Definitive Personal Branding Experts on Twitter, a widely read career development blogger, and a Judge for the 2009 Personal Brand Awards. Pete manages strategic vision for Brand-Yourself.com.

Top Tips For Writing Your Resume

Top Tips For Writing Your ResumeIf you are looking for ways to make your resume stand out on a crowded job market and make a hiring manager wants to get to know you better, consider the following tips for your next resume writing experience. While there are many different ways to present a resume, these five tips will show you how to write your resume with style and flair and become the single focus of the hiring manager's attention.Lympus is a company that makes water treatment equipment. You can take advantage of Lympus customer testimonials by writing a letter describing your time working with the company and explaining how their products have improved your home or business and thanking them for their participation. The testimonials should include your full name, and your company name. This will make it easy for them to find you, which in turn will help them to contact you for a personal interview. This is a great way to highlight your accomplishments and to make your resume stand out.Plymouth, MA is the town of choice for most professional athletes who want to make a name for themselves. You can add this in your resume by adding your current address. They will call you up, and you will be able to give them a little personal information, including where you live, how long you have been playing, and what major league teams you are affiliated with. Once again, this is an excellent way to show that you are an upstanding individual, and to make your resume stand out.When applying for a job application, the main goal is to stand out. Asking yourself questions like 'What was my best assignment?' 'What skills do I bring to the job?' and 'Why would the employer hire me' will help you develop specific answers for each.You should be able to go back to high school diploma in addition to highschool. Any experience in any field that show you are an excellent worker and the ability to make critical decisions will also help. You should also have a portfolio in your resume that will show employers that you have leadership skills. Showing that you can multitask, brainstorm, and stay focused for long periods of time is vital.If you are feeling particularly brave, you can include pictures of yourself to enhance your resume. Try to not put too many pictures, since this can be considered 'professional'. However, if you do need to use pictures, keep in mind that employers often get bored with the same old boring pictures, so if you need to include a picture, do it in a way that fits your resume.A cover letter should also be included in your resume. Make sure you take your time to compose a truly impressive letter, and then have it professionally proofread. These steps will ensure that the letter is perfect and will really catch the attention of the hiring manager. In addition, your cover letter should include your resume's contact information.There are many more things that can be added to your resume to make it stand out, but the above are the most common ways. By taking the time to create a great resume, you can show that you are a hard worker and will add value to the position you are applying for. Keep the above in mind when preparing your resume, and you should find that you will stand out in a crowd.

Alison Young - The Chief Happiness Officer Blog

Alison Young - The Chief Happiness Officer Blog Please go listen to the wonderful music of Alison Young, who I met and saw perform at the EuroGEL conference. What a voice!! Via Andrew Ferrier. 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

Summary Sunday What You Need To Know About Applying Online For A Job

Summary Sunday What You Need To Know About Applying Online For A Job Applying online for a new job  is a painful process, so is following up.  Youll find information to help you follow up after youve completed online job applications. No one likes filling out an online application.  You invest time  filling in all the blanks and customizing your resume, and then you never hear anything-  nothing. The process companies use to collect and review job applications and resumes varies. However, there are a couple of things everyone can agree on: Candidates hate filling out online applications, tweaking resumes and they dont know who to contact with questions or what to do  after they apply. Companies are overwhelmed after a job opening  is posted and often rely on technology to help determine who gets interviewed. Companies fail to make their recruiting process clear and dont communicate expectations. There is just one thing you need to know- Follow Up After Applying Online! This is one thing you can do to increase your chances of getting a phone interview. It may have just been a wild coincidence that these articles were all shared this week. But maybe not. Following up after you apply online has always been a mystery. When do you do it? Should you email or call? Who should I follow up with? And will I annoy the company? These questions are all answered in the articles below! Job Seekers: What Happens After You Apply by Susan P. Joyce | Job-Hunt.org 51% of employers and HR professionals say they do not consider candidates who don’t follow up after they submit an application. This stat and many others are based on research conducted by Job-Hunt.org.  Learn what you can do to increase your odds in job search. And the research doesnt end there. It includes findings about how important your personal online reputation is! 8 Things You Need To Know About Applicant Tracking Systems by Jobscan.co You dread the process of filling out an online application. But when you understand how the information you enter is being used, Im pretty sure youll pay more attention. Since almost every company today uses an ATS, you need to know this stuff! A Step-by-Step Guide to Effective Job Application Follow Up by Danny Rubin | YouTern Follow these  steps when  submitting your online application. Always! Helloits me again by Accountemps | Robert Half This infographic provides a breakdown of how human resources managers view follow up. Infographic by Accountemps