Whats new

Whats new and today is Saturday!   I actually wrote this on Thursday and set it to auto-post yesterday, but that didnt work.   Geez, who can trust technology??   Here is yesterdays post .    I started a new blog geared specifically to military troops that are serving in war and will be transitioning back. This is similar to what Ive been blogging on here but with some twists. Specifically I have some job opportunities listed there (or, some information for real jobs you have to e-mail me for more info, but it is pretty incredible). You can go to http://transitioninghome.com if you want to check it out and there is a box to put your e-mail in if you want it e-mailed to you. I have been working on a site redesign with a professional graphics designer/artist. The entire purpose is to make it easier to understand what JibberJobber is, and who it is for. I still get the occassional I dont get it from someone. Im excited about this new design as it should be more intuitive and less wordy ;)   I think a lot of folks arent reading my too wordy front page And there is one really really cool element that my artist is introducing I wonder if anyone will be able to pick up on it?   It is rather subtle I have been working on a number of strategic relationships which I expect to see re$ult$ from before the end of this year. Im very excited to be hooking up with industry leaders, and especially excited because these folks understand the depth of what JibberJobber is. It is really cool to see these experts nod in agreement about the power of JibberJobber over the course of a career, not just for one particular job search. JibberJobber helps you develop job security indeed, maybe it is something like Job Insurance??   This week I did my first JibberJobber user group. I only e-mailed folks here local, and got about 40 people come out. It was pretty cool I got some great polish/enhancement feedback. And I got a lot of ah, that makes sense now! I walked away with some notes from folks and some testimonials it was a great meeting! Development has continued with a full-court press.   There are about five major things that we have planned to roll out by the end of the year.   These are all very exciting, and should enhance your job search and networking greatly.   Im excited to have been recognized by an expert in the employment space as the leader in this type of service. Membership continues to climb.   My traffic is climbing also and Im getting a lot of return visitors.   I have a bunch of people that have logged in a ton and are actively using it for networking or job search or whatever.   Its gratifying to know that other people are benefiting from what I came up with and each new person that uses JibberJobber adds to that gratification. and there is more stay tuned!   And have a great weekend! Whats new and today is Saturday!   I actually wrote this on Thursday and set it to auto-post yesterday, but that didnt work.   Geez, who can trust technology??   Here is yesterdays post .    I started a new blog geared specifically to military troops that are serving in war and will be transitioning back. This is similar to what Ive been blogging on here but with some twists. Specifically I have some job opportunities listed there (or, some information for real jobs you have to e-mail me for more info, but it is pretty incredible). You can go to http://transitioninghome.com if you want to check it out and there is a box to put your e-mail in if you want it e-mailed to you. I have been working on a site redesign with a professional graphics designer/artist. The entire purpose is to make it easier to understand what JibberJobber is, and who it is for. I still get the occassional I dont get it from someone. Im excited about this new design as it should be more intuitive and less wordy ;)   I think a lot of folks arent reading my too wordy front page And there is one really really cool element that my artist is introducing I wonder if anyone will be able to pick up on it?   It is rather subtle I have been working on a number of strategic relationships which I expect to see re$ult$ from before the end of this year. Im very excited to be hooking up with industry leaders, and especially excited because these folks understand the depth of what JibberJobber is. It is really cool to see these experts nod in agreement about the power of JibberJobber over the course of a career, not just for one particular job search. JibberJobber helps you develop job security indeed, maybe it is something like Job Insurance??   This week I did my first JibberJobber user group. I only e-mailed folks here local, and got about 40 people come out. It was pretty cool I got some great polish/enhancement feedback. And I got a lot of ah, that makes sense now! I walked away with some notes from folks and some testimonials it was a great meeting! Development has continued with a full-court press.   There are about five major things that we have planned to roll out by the end of the year.   These are all very exciting, and should enhance your job search and networking greatly.   Im excited to have been recognized by an expert in the employment space as the leader in this type of service. Membership continues to climb.   My traffic is climbing also and Im getting a lot of return visitors.   I have a bunch of people that have logged in a ton and are actively using it for networking or job search or whatever.   Its gratifying to know that other people are benefiting from what I came up with and each new person that uses JibberJobber adds to that gratification. and there is more stay tuned!   And have a great weekend!

The Potential Positive and Negative Impacts of Candidate Experience

The Potential Positive and Negative Impacts of Candidate Experience With businesses still having to work hard to compete for high-caliber employees, recruitment really has become a two-way process. It is not just about employers assessing and selecting the best candidate, it is about talented people assessing and picking the best employers. Their experience as candidates, at every stage of the recruitment journey, will influence the decisions they make. Providing a positive experience will increase the likelihood of your preferred candidate accepting a job offer with your organization over that of a competitor. They are also more likely to be engaged and invested to add value to your business from the outset. Any high caliber candidates who came through the journey, but were not successful on that occasion, will still view the organization positively. They will be more motivated to reapply when an alternative position arises and, in the meantime, will be more likely to recommend the company to others, both as potential employees and as customers. In contrast, a negative candidate experience will not only discourage your preferred candidate from choosing your organization. It can also prevent top talent from applying in the first place, cause them to drop out of the recruitment process or result in them sharing negative perceptions with their peers. All of which puts organizations under increased pressure to successfully fill positions and may result in costly hiring mistakes. At Pure, our expert consultants support clients to review their candidate experience and to make it engaging and positive for all involved. They also provide extra resources, time and expertise, which organizations may not have in-house, to provide the candidate investment needed to create a positive experience. Here are some of the core factors we advise clients to consider when reviewing their recruitment journey. Are all touch points transparent, straightforward and engaging? From the outset, make sure candidates are given clear information and engaging reasons why they should consider working for your business. Are the job description and person specification comprehensive and informative, so people can easily decide if they are interested before they invest time applying? Is there transparent information about remuneration, benefits, and perks? Have you provided, or directed candidates to easy ways to find out more about the organization and its company culture, working environment and values? Once you have secured interest, is the application process straightforward? While it is important to gather the important information needed to screen potential applicants, the process should not be complex and frustrating, or candidates may move on to apply for a different position. The interview stages are one of the biggest opportunities to provide a positive experience. Are candidates given all the information they need in advance to feel prepared? Is the interview designed to ensure they feel challenged, and to show you care about finding the right person, while still creating a two-way process? For example, are there plenty of opportunities for candidates to find out more about the organization, the people they would be working with and the career progression and development opportunities available? Is there regular communication with a personal touch?   If candidates are left waiting for updates, they are likely to become frustrated and they could also accept a different job in the meantime. Are candidates given a clear timeline of the recruitment process and regular updates throughout the journey? Do all candidates receive updates and feedback, even those not selected for an interview, or for the position itself? In the age of technology, automated emails and responses may save time, but they are usually very generic and impersonal. Is there enough personal contact throughout the process to show genuine investment in candidates? Taking the time to regularly call or send personal emails shows real consideration and respect for the time candidates have invested in applying for the role. Is the recruitment process both quick and effective?   If there is too long a gap between the applications being submitted, interviews and job offers, there is a real risk that organizations will lose out on the most highly sought candidates. Has time been set aside to ensure you can act fast, without rushing? Does the recruitment process only involve necessary processes needed for that specific role? Making yourself available shows commitment and will demonstrate to candidates that you are eager to get them on board. Always remember that another organization may have been able to meet someone on a Monday, do a second interview on Tuesday and have made an offer by the Wednesday afternoon. Consider the recruitment process needed for each role and streamline it to remove any unnecessary stages which could increase the hiring time period and potentially make candidates feel they are having to jump through irrelevant hoops. Once you have made your decision, it is still not the end of the journey or the candidate experience. Let everyone who took part in the final stages know the outcome as soon as possible, not just the chosen candidate, so no one is left waiting and wondering. Consider ways of keeping in touch with the high-caliber candidates who were unsuccessful on this occasion, so they feel encouraged to apply again in the future. Plus, begin regular communications around the onboarding and induction of your chosen candidate, so their positive perceptions continue throughout their notice period and into their new role.

On the Job by Anita Bruzzese How to Become Better at Delivering Feedback

On the Job by Anita Bruzzese How to Become Better at Delivering Feedback If you Google performance review phrases you will turn up more than 4 million sources offering advice such as how to deliver good feedback (the employee is ready for any challenge) to the bad review (the employee is hostile to feedback or criticism.) The reason that millions of these sites exist is because delivering criticism to any worker often feels like handling a rattlesnake a manager is never sure that its not going to turn around and bite him or her at some point. Criticism received badly can damage a relationship with a worker or even make the performance worse by demoralizing the employee. Deb Bright, a performance consultant who has clients ranging from Morgan Stanley to Marriott, says that the biggest problem with criticism is that managers are often unskilled givers of criticism. In addition, workers havent been trained on how to be receptive to receiving criticism. I dont think theres a worker out there who says, I cant wait to get up for work and go have my boss tell me what Im doing wrong especially when I think Im doing OK, says Bright, author of The Truth Doesnt Have to Hurt. Bright says thebiggest mistakes managers makewhen offering criticism to workers is they dont understand the importance of thinking before they speak. Once they open their mouth even though theyre the boss the power goes to the receiver (the worker), she explains. The receiver can challenge or reject or accept what is being said and decide whether to do anything about it. The key, she stresses, is that a manager should first consider the question, What is my purpose right now? Think about what youre going to say so that what you will say will be perceived as helpful. If not, zip your lip, she advises. Its also important to lay a good foundation with a team so that they understand how feedback can help them be more successful, she says. My employees want feedback because they know that Ive got business goals and their own career goals in mind, she says. They understand that criticism is a given in the workplace and they cant make the assumption theyre perfect. You cannot escape criticism, and they know I want to manage them to their potential. Bright also advises that criticism should be delivered so that the employee is part of the solution. For example, instead of saying, John, that presentation was poorly organized and wasnt received well, a manager can say something like, John, what do you think you could have done differently? When the manager is doing all the telling, then the employee feels like the manager is saying, Youre stupid, so I have to tell you what to do, she says. But when the manager (see more here)

Artificial Intelligence for Recruitment 101

Artificial Intelligence for Recruitment 101 Were all hearing about Artificial Intelligence and how it will impact business, but what really is it and what is everybody really talking about when it comes to AI? And of course, how will AI impact us as recruiters? Here at Undercover Recruiter, we are conducting an ongoing investigation into AI so we can understand it all ourselves and help our subscribers benefit from our findings. From that we can see that the definition of AI is different depending on who you talk to and what their individual frame of reference is. Is AI the big scary thing that will take over everyones jobs, or something a bit more niche that will help us do what we need to do in a more efficient, scalable, and creative way? In this article we will talk about what AI seems to be, and how it is all around us already and we havent really noticed, and why it isnt necessarily as ground-shaking as we think it is. The AI effect The thing about AI is that we dont really notice it. Thats because it is generally embedded into something else and just becomes part of the technology. Big names in AI like IBMs Watson or Googles DeepMind make the headlines when they take on challenges that previously it was thought only humans could do but AI is much more pervasive than is at first apparent. #IBM #Watson fights #Cybercrime | #Hackers #defstar5 #infosec #AI #security #deeplearning #ML #tech #CyberSecurity pic.twitter.com/F6KuSh6fUp john pearce (@techpearce3) May 4, 2017 Take a moment to think about how you interact with technology every day. How much of it has an AI component helping it to help you? AI is in your phone, in your favourite search engine, your favourite e-commerce site, and your games console. It controls traffic lights , is in building control systems , and will soon be in your car if it isnt already. So when AI is working and functioning and helping us out in an everyday way, it becomes part of the background and no longer feels like AI. It seems that AI is whatever hasnt been done yet, and As soon as AI successfully solves a problem, the problem is no longer a part of AI. So given that AI is something that becomes part of the technological background as it is implemented, what is all the fuss about? Lets first of all categorise AI so that we can break it down into manageable chunks and move away from the big hairy, scary, overarching concept of doom-laden AI that totally disappears when it becomes useful. Then we can figure out how it can help recruiters in the future. The categories of AI AI is, as you know, Artificial Intelligence and labels the concept of creating a machine that exhibits intelligence. But did you know that AI as a concept in the form of mechanical reasoning has been something philosophers and scientists have been toying with since ancient times? You can check the extensive definitions and references in the Wikipedia article on the subject. But lets look at the categories of AI and after weve explored those a bit, well look at the types of functions AI provides. AI as a broad definition can be broken down into three categories: Artificial Super Intelligence, or ASI Artificial General Intelligence, or AGI Artificial Narrow Intelligence, or ANI. 1. Artificial Super Intelligence ASI is the AI of science fiction the artificial intelligence that surpasses human intelligence in every respect. Most of the doom-laden hype about AI concerns itself with this kind of AI and how it will take over the world and rule all humanity. In fact, what purpose would we humans serve in the presence of such mighty intelligence? Were certainly not there yet and this kind of AI does reside purely in speculative fiction. So for our lowly recruiting purposes, we can ignore this one. 2. Artificial General Intelligence Also known as Strong AI, AGI is ASI-lite and is characterised as being as smart as a human in all respects, across the board. This kind of AI can reason, plan, solve problems, think, abstractly, comprehend complex ideas and learn quickly from experience and demonstrates what can be seen as an equivalent intelligence to human beings. The famed Turing Test was proposed in 1950 to test, though a text-based interaction, if an AI is indistinguishable from a human being. Although strides are being taken in this direction, we are also still a long way from this and we will not have AGI to help us out in the near future. Now on to something more useful 3. Artificial Narrow Intelligence ANI is also known as Weak AI. ANI covers the Ads we see today in every AI application. They are narrow in the sense that they each specialise in performing a single function, for example stock trading, responding to voice requests on a smart phone or device, or performing image recognition services. These are the AI solutions used in all around us today, and we will be seeing more and more ANI implementations as we move through the next couple of years. For example, here at Undercover Recruiter we have an Amazon Alexa to play our music in the office via voice control. That is ANI in action. For recruiters ANI is the most useful category of AI for our business. Lets now explore types of ANI functionality and how they might be applied to recruitment. ANI Functions Now that we know that it is ANI we are talking about, and not AI in general, we can take a look at the types of functions that ANI can perform. Broadly speaking, these can be divided into two categories of services: Cognitive services, where the ANI understands something and based on that, does something. IBM Watson is an example of a cognitive ANI. Decision-making services, where the ANI compares things, and depending on its confidence level in the data presented to it, can make a decision. Rainbird.ai is an example of a decision-making ANI. Combining cognitive and decision-making ANIs can give us a way to understand something, and based on that understanding, make a confident decision based on that understanding. Are you starting to see how this may apply to recruiting? Using ANI in recruitment If we think about the work that is done in the recruitment life-cycle, we can start to consider how ANI can be used to fulfil some of the tasks. Looking broadly at a recruitment business, the activities that generate revenue and provide value to clients can be categorised as follows: Sell Source Match Manage Sell, Source and Match are hopefully obvious tasks, with Manage including managing the entire recruitment process, and relationships with clients and candidates. Here at Undercover Recruiter, we can foresee that all of the tasks which are administration-based, repetitive, cyclical, and generally feel like a chore to recruiters can be automated. And all of the relationship-based tasks which require interaction and negotiation with people, at this stage at least, cannot be automated. Lets look at a more detailed list of tasks and see which ones can be automated today. There are undoubtedly more tasks that should be on the list, but lets run with the following: Work Type Task Automatable? Sell  Identify appropriate clients Automatable Sell  Sell recruitment services to the identified clients Not Automatable Sell  Negotiate rates and business terms with new clients Not Automatable Sell  Manage client relationships and up-sell work Not Automatable Manage  Understand a clients’ business, culture, and employer brand Not Automatable Manage  Understand role requirements and assist clients in creating appropriate role descriptions which will attract the right candidates Not Automatable Source  Source candidates as appropriate for each role Automatable Match  Identify suitable candidates within the pool of sourced candidates Automatable Source  Schedule calls with the candidates that you have identified Automatable Manage  Sell the company and the role to the identified candidates Not Automatable Manage  Understand the requirements and expectations of the candidates Not Automatable Manage  Manage the candidates’ expectations and keep them appraised of the current status of the role Not Automatable Manage  Send a few test candidates to the client to solicit feedback, repeating the previous steps as necessary to adjust the scope of the work Not Automatable Match  Create a shortlist of candidates Automatable Manage  Meet the shortlist of candidates face-to-face to make sure they fit with the expectations of the role and to identify any red flags missed during the process so far Not Automatable Manage  Present the shortlist of candidates to the client and understand their feedback, adjusting and repeating the preceding steps until a suitable shortlist has been created Not Automatable Manage  Feed back as appropriate to the candidates to keep them appraised of the status of the role once more Not Automatable Manage  Schedule and manage interviews between the selected candidates and the client Automatable Manage  Manage the feedback from the client from the interviews to the candidates, and repeat any of the previous steps as necessary Not Automatable Manage  Schedule further interviews with the shortlisted candidates as required by the client Automatable Manage  Manage the final candidate selection with both client and candidate Not Automatable Manage  Assist in negotiation between client and final candidates Not Automatable Manage  Close the job and bill the client Automatable If we then take the types of work (Sell, Source, Match, Manage) and group them according to whether they can currently be automated or not, we get the following: Work Type Automatable Not Automatable Total # Tasks Automation Ratio Manage 3 12 15 20% Match 2 0 2 100% Sell 1 3 4 25% Source 2 0 2 100% Totals 8 15 23 35% Its interesting to see that 100% of the Source and Match tasks are automatable whereas only 20% and 25% respectively of Manage and Sell are automatable. This is where the human touch lies which is so necessary in recruiting. Overall, 35% of tasks can be automated, so if a recruitment organisation moves towards automation, 35% more of every recruiters day can be spent on those essential human-oriented tasks with the repeatable, administration and process-oriented tasks being automated. Sounds like freedom, eh?

Where to Find the Best Resumes For Interview

Where to Find the Best Resumes For InterviewLooking for the best resumes for interview is like finding the best things in life, you just need to have them in your hands. There are so many resume writing services and guides out there, how do you know which one will be the best?The most important part of looking for a resume writing service is to make sure that they have the experience as well as the knowledge to produce the best resumes for interview. It is also a good idea to check their pricing because you may get what you pay for when it comes to these services. If you're on a budget, you may not want to spend money on these services or at least check on reviews from other clients who have been pleased with their experience.You can also find all kinds of writing services online. They are not all the same, but there are certainly some quality services out there. Researching them online is a great way to get to know the company. You can even do an online search for them and read some testimonials and reviews.Once you find the best one for your needs, you will want to see their samples of resumes and write-ups to see what they have done before and what kind of things they specialize in. You will want to make sure they are familiar with the industry and know exactly what you need to include. You will also want to see how much time they will allow you to spend on the resume writing service to make sure you get your resume finished fast.You will also want to make sure that you speak with a few different writers to see what they are able to do. The more you speak with different writers, the better you will be able to choose one that you feel you can work with. Your resume is the first thing that people will see about you so it needs to be professional and convincing.When you are speaking with the writers, you should ask them questions about their abilities to deliver what you need. Most are happy to talk about what they can do and can answer any questions you may ha ve. Most will also give you a free quote with you giving them your requirements and time frame.Once you have chosen your writer, make sure that they understand that you want to make sure your resume is unique and you want to add a few personal touches. You do not want to come off as stiff, you want to sound exciting and lively and open to suggestions as well. It is also important to remember that the resume is one of the first things that people will see about you and they are going to be interested in what you can do for them.Just be sure that your writing service can deliver a short amount of time and it doesn't cost too much to them. You do not want to be stuck with a resume that does not turn anyone away. You will also want to make sure that you go through all the processes before signing a contract.

Make Listening One of Your Most Powerful and Effective Skills

Make Listening One of Your Most Powerful and Effective Skills Sure youve developed new skills in your life and career but have you ever focused on how to listen?   Listening can be one of most powerful ways to connect with others, build relationships and get great results.   Thats why in this episode I feature Dr. Mark Goulston author of Just Listen: Discover the Secret to Getting Through to Absolutely Anyone.   He shares specific strategies to listen more effectively and build relationships at work, at home, at school.   Learn methods you can use to change how you listen and how you empathize with others as well.Also included is my Soul Search tip on Understanding Your Purpose which expands upon my previous podcast episode on the Purpose Revolution.Links referenced by me in this episode: Employers Eager to Hire Try a New Policy: No Experience Required (WSJ article) Successful Career Changer Who Didnt have All the Right Experience (blog post)Links referenced by Dr. Goulston: Get Out of Your Own Way: Overcoming Self Defeating Behavior Why peo ple kill themselves- Part 1: Its not depression A Dangerous Son: Why We Shared Our StoryHighlights from Dr. Goulstons 6 hour seminar in Russia sharing tools and tips to use immediately help you get through to people and get better results: Get Your Distracted Hostile Teenager to Do Their Homework and Study HarderCheck out this episode!

FlexJobs 250 Companies with the Most Flexible Jobs - CareerEnlightenment.com