15 Great Twitter Hashtags to Secure Your Dream Job - CareerEnlightenment.com

15 Great Twitter Hashtags to Secure Your Dream Job Internet based life is valuable for some, things; staying up with the latest with the news, getting some answers concerning the most recent worldwide patterns, imparting your online portfolio to imminent businesses. Furthermore, presently, recruiting supervisors are progressively going to these stages to find the best ability for their activity vacancies.So what's their foundation of decision? You'd figure it would be LinkedIn it is, all things considered, the main social site for professions, and their pursuit of employment work is a fabulous apparatus. Be that as it may, presently like never before previously, spotters are going to Twitter to source the ideal candidate.People getting a new line of work along these lines happens more frequently than you'd might suspect the web is overflowing with examples of overcoming adversity like this. Here are 15 of the best hashtags to get you started:Hashtags to discover an employer:#hiring: Unsurprisingly, the main hashtag recruiting adminis trators use.#joblisting: This one is basically ensured to take you directly to a job specification.#tweetmyjobs: This has been labeled about a million times so it merits remembering for your search.#ukjobs: If you're searching for something UK based this will take you directly to the products. You can likewise switch things up with #*yourcity*jobs to get super specific.#graduate: If you're recently out of college, utilize this hashtag to discover graduate positions. Need to Read More Articles Like This One?Sign up here to get week by week refreshes from Career Enlightenment, and never miss another amazing activity looking through tip! Buy in! You have Successfully Subscribed!We despise spam as well. Withdraw whenever. Hashtags to tell managers you're looking:#hireme: Get directly to the fact of the matter you're on the lookout!#resume: Twice as well known as #CV, this is the one to utilize in case you're sharing your resume online.#MBA: If you have a MBA, let potential bosses think about your amazing instructive background.#HR: This hashtag makes your post obvious to anybody looking in the HR thread.#careerchange: Great in case you're hoping to take your vocation in another direction.Industry explicit hashtags:#salesjobs: This mainstream hashtag will take you directly to deals occupations listings.#accounting: If you're a bookkeeper you're in karma postings in this field come up consistently on Twitter.#SEO: A famous region for enlistment, this one has been labeled in excess of a million times by work seekers.#journojobs: For maturing writers, look no farther than this hashtag to discover your fantasy position.#industry: Use this with another label like #tech or #marketing and you'll discover postings coordinated to your territory of expertise.If you have a completely clear thought of the thing you're pursuing, hashtag the particular employment you are searching for. This is ideal for those of us in expert enterprises, for example, web improvement, HR or exper t services.Another alternative in case you're searching for something somewhat more specialty is this shrewd device from Hashtagify which permits you to scan for famous hashtags.Finally, an incredible method to catch the eye of a potential manager is by utilizing an image with your tweet Twitter posts with pictures get 150% more engagement.Conventional strategies for getting a new line of work are gradually blurring out of spotlight, and the hashtag is currently your closest companion for making sure about the situation you had always wanted. Twitter ought to be straight up there at the highest priority on your rundown of approaches to locate your next job.

The Candidate Experience of the Future

The Candidate Experience of the Future Everyone a teleworker? It’s Candidate Experience week on Blogging4Jobs powered by the cool folks at  Talent Circles. Check back this week to follow 25+ blogs published on Candidate Experience and follow the conversation on twitter at #thecandidate.   A candidate for a job in the future will have a very different experience than job candidates do today. There will be several reasons for this. Some of this may be cultural and social as ways of interacting with people develop due to the melding of cultures. Some of this may be legal. The EEOC is already making moves to limit the use of background checks, though this may be offset by the next reason. I think the candidate experience will be most affected by ubiquitous computing. No place to hide Technology writer, Peter Nowak, in his article We live inside the machine now: The arrival of ubiquitous computing, likens ubiquitous computing to “The Force” most of us are familiar with from Star Wars. Although we don’t quite live in that world yet we are moving there. With the number of computers, including all our mobile devices, almost matching the number of people in the world it is not hard to imagine a world where no one is hidden from computing. With this thought in mind here is how I imagine the candidate experience might look in by the year 2030 ( a mere 17 years from now). You won’t find them they will find you Candidates will not look for jobs rather jobs will look for them. Everyone will have a file that is built on the person’s reputation capital, their presence on social media and shared HRIS files. When a company has an opening a global search will be conducted by the system and candidates who match the parameters of the job will be contacted. Interviewed by your phone Interviews will be conducted through your handheld computer. No one will be calling you rather a “Siri” type of program will do the appropriate prescreening interview and evaluating if you go to the next level of interview. This could go to a number of levels and include measurements of not only your verbal answers but your nonverbal reactions to questions. Nowak reports that currently a device called the Mood Meter has been used at MIT to gauge whether students are smiling in order to assess their moods. Such a device could be used in the interview to look at micro-expressions as people answer the questions asked them. These micro-expressions could be used to lead to a different line of questions. Ultimately this process will lead to your final consideration as a candidate. Naturally all your background checks will have already been completed before the interview process even starts. Everyone a teleworker? Given the nature of ubiquitous computing it will not be necessary for everyone to be located in a central office. Most may work from home or wherever. However, the issues that have plagued Yahoo and others, with the ubiquitous computing managers will always know whether you are working and being productive during the time you are supposed to be. In fact there will be a reduced need for managers to play such a role. They will be there to act as mentors and to solve the “human” issues and to make “human” decisions. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} Any equipment the new employee needs to have will be delivered by the driverless truck equipped with robotic deliverers that drop the equipment where needed. The sexy UPS calendars will be much less appealing in the future. Onboarding The onboarding process will be mostly conducted by virtual reality as will any meetings or “face-to-face” discussion. By 2050 group meetings may be conducted in devices similar to the “holodeck” seen on Star Trek. Of course this is just one of many possible futures. The importance of understanding this that a scenario such as this will open us up to the possibilities so that when they occur we will be much more likely to adopt them as needed.

4 Tips for Dealing with an Indecisive Boss - The Muse

4 Tips for Dealing with an Indecisive Boss - The Muse 4 Tips for Dealing with an Indecisive Boss On the off chance that you've at any point worked for somebody who can't make up their brain, you realize how baffling a normal day at work can be. A hesitant supervisor makes a one of a kind test for you as a worker: It's hard to assemble your experience and portfolio when your chief's psyche changes with the breeze. So how would you bargain when your chief won't quit faltering and settle on a damn choice about work and assignments that influence you? As a matter of fact, there's a lot you can do to help and get things going. In case you will beat an impediment, it assists with understanding what you're managing so you can move toward it ideally. Likely, one of two things is behind your chief's hesitation: his own uncertain chief or dread of disappointment. Truly, your specialization head (or CEO, or whoever is in control) might be similarly if not more-hesitant than the individual you work under, which most likely makes it difficult for him to settle on a certain choice, not to mention any choice whatsoever. Factor in instability and a stress over coming up short, and it's no big surprise you're always looking out for solid course. When you have a grip of the obstacles your director is managing, put forth a valiant effort to keep her on target with the accompanying tips. 1. Pose Inquiries One way to deal with pushing past an adhered spot is to pose vital inquiries that will at last assistance your supervisor explain the following stage. On the off chance that you ask just as you're attempting to inspire data to assist you with carrying out your responsibility, your administrator will make some hard memories leaving you hanging. The inquiries you posture will differ by your industry and the particular task, obviously, yet the wide models beneath will give you a thought for how to begin: What is our essential objective? What is our greatest need? Why? Who are we liable to? What proof do we have to exhibit adequacy? How hard is our cutoff time? What occurs on the off chance that we don't convey on-schedule/in-financial plan/inside desires? By talking about needs, customer desires, and likely consequences if a task turns out poorly (i.e., a choice isn't made) you'll help your manager in working through possible obstacles while being aware of why it's imperative to push ahead. You'll additionally arm the person in question with a legitimate contention in the event that she needs to offer it to her own uncertain pioneer. 2. Offer a Proposal Another approach to enable a director to see past uncertainty is to propose the strategy you wish to seek after. What's more, I don't mean just saying, I figure we ought to do this! Put together something concrete and very much contemplated and present it to him. It may be a point by point venture plot, mock-ups of print materials, a composed avocation that refers to pertinent examination, or whatever else that will enable your boss to imagine a make way to the ideal result. By accomplishing this prep work, your manager won't need to wade through various choices; you'll have accomplished the difficult work for him. Not exclusively will this methodology help ease your chief's dread of settling on an inappropriate decision, however it'll arm her with a solid contention to go through higher the hierarchy of leadership if essential. This move has the ensuing advantage of showing what a proactive, arrangement centered colleague you are. 3. Address it Head-on It's conceivable your manager doesn't understand that she falters so a lot, or how much misery it makes for her group when she does as such. This individual may be in control, yet the person likewise human, subject to indistinguishable individual vulnerable sides from all of us. So on the off chance that you've attempted increasingly inconspicuous ways to deal with tending to uncertainty with little advancement, it may merit an eye to eye meeting so you can spread your dissatisfactions out on the table. As usual, stay away from allegations and blame dispensing. No human throughout the entire existence of humankind for the most part reacts well to threatening vibe. Concentrate on the work, the obstacles that the hesitation makes, and what it is that you need from your boss. Be evident that you are anxious to discover a route forward that permits you to be increasingly gainful. Make sure to consolidate solid proof whenever the situation allows. For instance, in the event that you utilize an application like Toggle to follow the time you spend on ventures, you can carry that information to your gathering and show precisely how tedious continuous alters in course or the absence of any heading truly are. Increase that time by your hourly rate, and you have much increasingly generous proof highlighting the costly expense of hesitation. 4. Keep up Perspective and Your Reputation Once in a while an uncertain supervisor will be an ambivalent (rankling!) administrator, regardless of what you do. Advise yourself that you can't control everything or everybody. In the event that a task slows down out in light of the fact that he can't conclude how to address an obstruction, he's the person who will need to confront it and make sense of an approach to keep things pushing ahead. To keep away from any blame dispensing, make certain to record your endeavors to be proactive and unequivocal. On the off chance that vital, serenely address your endeavors to move past the issue, without including provocative comments or accusatory subtleties. Have a proposal for how to continue, and you'll keep on introducing yourself as an answer and-activity centered proficient. Recollect that regardless of how ambivalent your supervisor is-and regardless of how the individual reacts to your endeavors to address said uncertainty you are not weak. Take control when and where you can, and ensure other key individuals in your association know about your endeavors. At the point when your supervisor is caught up with obsessing about a choice that obstructs your efficiency, search for different errands to concentrate on. A basic, fast notice of your achievements in discussion or by means of an email trade tells others that you're activity situated without being unpleasant or negative. On the off chance that your manager's hesitation prompts a total halt in your work, search for chances to team up across divisions. Go for a walk or get the telephone to talk with your contacts around the organization. While, during those discussions, an open door emerges for you to offer your help on something, hop on it. Your assurance to be profitable and increase the value of your organization will open entryways for you, regardless of whether your chief remains in their own rotating entryway of hesitation. Photograph of lady at work civility of Shutterstock.

Do Candidates Think Youre a Best Company to Work For - milewalk

Do Candidates Think Youre a Best Company to Work For - milewalk Do Candidates Think Youre a Best Company to Work For? As we’ve entered the second quarter of 2010, we’ve noticed shifts in the employment market. Five of our previous six “Q1’s” have constituted the strongest hiring quarters in their respective years (2005-2009). Oddly enough, this included the difficult markets of 2008 and 2009. 2010, however, has shown a slower start but has increased exponentially in the last six weeks unlike any other quarterly transition we’ve experienced. We’re noticing this precipitous rise in hiring needs of our clients as well as increases in requests from prospects and anecdotal requirements that never cease to come from our acquaintances seeking free-of-charge referrals. This is a great sign for the market in general, but it should also set off alert bells for companies looking to hire the best talent. The most substantial shifts you’ll notice include improved quality of your prospective candidates as well as the degree to which those candidates scrutinize your organizations as potential employers. Disintegrating are the days of “easy” pickings for employers because of the high number of unemployed candidates. Many of the stars that waited patiently throughout this volatile market will enter the job-changing game and selectively evaluate the best companies. The “under-employed”, those individuals who are inadequately employed through a lower-paying job or one that requires less skill than they possess, will also begin to more actively pursue attractive positions. As you start to notice a more balanced mix between quality and poor candidates, you’ll need to bolster your recruiting efforts to secure the stronger individuals. Effectively Position Your Company Know Your Candidate’s Evaluation Criteria To aid our clients, we provide a detailed look into a candidate’s “value-package criteria”. We define this as the candidate’s non-discretionary and discretionary criteria she uses to evaluate whether the employer satisfies her needs to the extent she should make a career change. It is ultimately aimed at ensuring the candidate makes a good long-term decision to join a company. This information helps us determine whether our clients’ offerings match our candidates’ needs, but more importantly it provides our clients with critical information to help sell their organizations to the candidates (i.e., Sales 101 preaches you sell to the need). Your recruiters and interviewers must elicit this information to effectively sell your organization and highlight its most attractive offerings to the candidate. To provide a head start, we’ve cited â€" in order of importance the most common criteria gathered from our last 100 candidates. Keep in mind, milewalk candidates include individuals from various generations (Baby Boomer, Generation X, and to some degree Generation Y-Millennial) and that criteria varies based on age, gender, and role. Company’s Track Record Position for Growth  â€" Virtually every candidate I’ve ever worked with has heard me say this. “You join a company. You don’t join a job. If you join the right company, you typically don’t have the same job for very long. I mean that in a good way.” Practically all individuals cite this as their first condition. Over the last decade, people have seen the market ups and downs and understand there is no such thing as a truly stable company or role. They can, however, evaluate a company’s history and position for future growth. If you can speak to your organization’s evolution and, more importantly, its readiness to handle the challenges you’ll encounter in the next 12-36 months, you’re in good shape. If not, start coaching the interviewers because strong candidates can smell uncertainty a mile away. Culture  â€" Based on our analytics, Cultural Fit is the most correlated predictor of recruiting and retention success (followed by Capabilities, Achievement Track Record, and Skills Experience). Therefore, it should surprise no one that this condition would be high on the list. Culture has many elements rather than being a criterion in and of itself. That is, every company’s culture is defined by a more complete set of descriptors such as entrepreneurial, high-energy, fun, etc. Know how to articulate it and evaluate for it. Most importantly, make sure all employees have a common understanding and definition as opposed to the “we know it when we see it” syndrome. Contribution   I also refer to this one as ‘impact’. Today, individuals are much more interested in making a significant contribution that improves the well-being of the company. This has become more critical than “what’s my career path?” or “how can I achieve personal growth?”. People realize that making contributions increases their chance of learning and growing. They’ve also seen, because it’s more commonplace, that companies have moved away from rigidly-defined career paths and organization charts. Companies are becoming more egalitarian, and individuals who can operate in the grey areas are more desirable. They also are the ones creating new positions unforeseen on an organization chart. Ensure your interviewers can provide candidates with success-story examples of individuals who have been rewarded for taking risks, being creative, and breaking new ground. People   This will always be a critical element of any company because the people make the place. Even so, I’m surprised when employers design a recruiting process that places flat performers in the leadoff spot. Put high-energy, enthusiastic, and passionate individuals into the process. People buy from who they like. When interviewing, people are the product and the company. Boss   This one surprised me a bit. Not that it’s on the list, but that it’s so far down. Corporate surveys we’ve reviewed as well as our statistics indicate that 80% of individuals quit their jobs because of their boss. I suspect this will always be the case because people tend to quit people before they quit companies. Why then would this be fifth? I’m not sure, but it is an important element to securing the best talent. Even though candidates expect their boss will change from time to time, many indicated they will only accept a new position if they are well-aligned to their first boss. We recommend employers insert a candidate’s boss early and late in the interview process to allow for rapport building. Compensation, Benefits, et. al   The quality candidates rarely mention compensation. When we discuss this, they typically indicate, “Oh. Of course. I just want to be compensated fairly.” We’ve witnessed, at almost a 100% rate, that individuals are more concerned with the entire compensation package including base salary, bonus, other equities, vacation, expense reimbursements, etc. More important than the actual cash compensation, they are interested in the opportunity to earn if they produce extraordinary results (i.e., upside potential). Anyone still reading this is welcome to reach back to me for items seven through 15! We hope this provided insight to help better position your organization with potential employees. While we don’t advocate a one-size-fits-all approach, we do encourage you to be prepared to discuss these areas with your candidates because it will increase your success rate in recruiting the strongest resources.

Here is a Method That is Helping Females and Minorities Gain Board Seats - Melissa Llarena

Here is a Method That is Helping Females and Minorities Gain Board Seats Here is a Method That is Helping Females and Minorities Gain Board Seats Being on a company’s board of directors has many benefits for your career and overall professional growth. As a board member, you get to serve in a position of leadership by providing strategic direction and advice to ensure the company stays true to its mission. It also broadens your network and reach in unforeseen ways.As Aisha Barry, a board member for the Ohio State School of Chemical Engineering, describes it: “Being on a board has required me to listen more intently to the opinions of others (in these cases, peers with equal or more experience but in a different area), integrate this thinking quickly and help define winning solutions for an operation that I dont have the opportunity to impact daily or via my management skills.”The benefits of being a board member can be immeasurable. However, for many boards, diversity remains an issue. According to the nonprofit organization Catalyst, only 16.6% of Fortune 500 board seats are held by women, trailing behind South Africa and several western European countries. Minorities don’t fare much better, with 13.3% representation on Fortune 500 Boards. Of that percentage, minority women make up a dismal 3.2%. Though the numbers have steadily increased over the years, they’re still abysmally low.Fortunately, proof is emerging that having diversity on corporate boards actually benefits companies. An article from Slate details how boards with women on them are more aggressive and result in better performance. But how does one get on a corporate board, especially as a woman or underrepresented minority? To get a seat at the table, you have to develop a strategy that will take you to the next level. Here are three recommendations I have for becoming a potential candidate for the board seat.1. Find an influential sponsorMentors are great. They provide guidance on a number of professional situations that you encounter. However, when it comes to progressing within a company to a position of decision-making, particularly as a woman or minority, sponsors are vital. They act as your advocate and introduce you to the right people, making sure you and your work are noticed.Because sponsors tend to be in positions of influence, acquiring one is easier said than done. It involves strategic networking with decision makers and high-level conversations with senior-level professionals (note: use my Starter Kit to guide you). Your work and reputation must also be sponsor-worthy. Sponsors put their names on the line whenever advocating for you, so its important to add value by excelling in what you do and helping the sponsor with his or her success. Once youve established a solid relationship with the sponsor, be honest about your interest in becoming a board member. It wont happen overnight, but a sponsor will help facilitate the steps necessary to getting that seat on the board.2. Discover your niche and leverage itWhen it comes t o getting on a corporate board, its important to do your homework. Who are the current members of the board and what do they bring to the table? Discover what makes each person unique. Then, looking at your own skill set, how do you think you can be helpful to the board members? Identify those strengths that set you apart and focus on ways to leverage them within your career.For example, you may notice there is no one on the board who excels in social media marketing, an area that you are familiar with and think would be useful to the board. Use the opportunity to learn everything you can related to social media marketing and showcase your expertise in a way that gets noticed by the right people.3. Don’t be afraid to highlight your leadership skillsWhen looking at positions of leadership in today’s workplace, women and minorities continue to lag behind white males. A recent study shows that when it comes to leadership roles, the assumption that women prefer less demanding positi ons because of their lifestyle is false. Rather, womenâ€"particularly women of colorâ€"do not advance as quickly as their peers due to inherent biases in the workplace.To counter the incorrect assumptions about women and minorities when it comes to leadership, you need to show your ability to lead. It may require spearheading a large-scale project at work or creating opportunities through other avenues in your career. The goal is to not be afraid to step up to the plate and show what you are capable of. This will help you when it comes to leading as a board member. Ronald Rapatalo, who’s a board member of the Highbridge Community Life Center, elaborates: “Being on a board, I get to practice my leadership in a different way than how I lead at work. For example, Ive gotten to work on fundraising, which is not part of my daily work.”     ConclusionGetting on a board may seem like a daunting task but it can be done. As Carolyn Thomas, board member of Girls Inc. of NW Oregonâ€"says , “Don’t let fear be a roadblock. If you have the time and desire to serve on a board then make it happen by putting that desire out to your network. You will be amazed by what opportunities and connections exist to help you find the right board to serve on.”With the right combination of influential sponsors, in-demand professional skills and visible leadership qualities, you can work your way to becoming a strong contender for a seat on the board and to obtaining a broader network which will help you thrive in your career.I have worked with many female and minority professionals through my career coaching by Career Outcomes Matter to empower these individuals to progress to positions of leadership and influence. By subscribing to my site, you can gain insight into how these transitions have occurred and how you can be next.