Why Talent Attraction is the Most Important Function in Your Business

Why Talent Attraction is the Most Important Function in Your Business Anybody I talk to who is super smart, recognise how important the alignment between core business strategy and talent attraction is. However,  as I discussed in September  after I went to the LikeMinds conference very rarely do businesses see it that way, or more crucially rarely do TA specialists genuinely get called in for c-suite business growth strategy meetings. It starts with the fact that the way we attract talent is generally an outbound experience. Every potential employee is also a potential customer, or someone they know and the reputation of any business is amplified more so now in the social media age, than ever. So if you headhunt badly, then you affect your brand badly. And people are queuing up to take pot-shots these days. Furthermore, the job advertising application process is a sensitive process involving 95% complete rejection and usually only 1% hired. How you treat the 95% when you splurge ads on LinkedIn that attract 500+ applications is kind of important.  If you do that 30 times a year, thats well over 10,000 people your business and brand is saying no to, if you are saying anything at all  (Salesforce, Hootsuite, Apple Im looking at you) So, Im a Talent Attraction Strategist. My first advice is usually remove cold headhunting and wide scale advertising from your talent attraction process. But it goes way beyond this. Its a well worn phrase that people are your greatest asset, and it usually relates to how we look after and nurture our employees. But what about before then before they are an employee. Why should it matter, whether they are an employee or not? When we say people are our greatest asset, we also imply that they drive the success and failure of our business. That very conference in September I referred to previously made this point, that the CEOs greatest obstacle to growth, is the recruitment and retention of great people. Yet rarely at c-suite level, do we consider who those great people are, and how we aim to attract them to our business. Thats where I come in. Each dynamic of a business plan, should have a talent attraction plan alongside it. How do we reach and exceed our ambitious business goals, without having the right people in place? When I see someone like Jennifer Candee (ex SABMiller) set out a strategy to recruit key people for the business, its commonly a 2 year process for senior execs. Its not about recruiting for open jobs, its about grooming and attracting the best people to create warm communications. The best people dont fall over at your first contact they have a whole range of crucial life and career factors to consider when considering leaving their very comfortable job to take on a new adventure. We have to respect those, but also have to regard these people as part of the business already. We should be looking after them and nurturing them even though they are not on the payroll. Fostering relationships with people who genuinely care about what we do as an organisation, and how and why we do it, is essential in an effective talent attraction strategy.  Recruit fans, not candidates, I always say. Business plans are filled with growth objectives which employees screw their noses up at as unrealistic, and recruitment plans are filled with the necessity to fill roles like yesterday. The two are rarely aligned. With every announcement of a business growth objective, should be a statement on how they intend to resource that ambition. The best companies already have the talent attraction plans in place, to support the business goal, and maybe even the next, and the next How will you have the best product, without the best and most suited product design team? How will win the best business, without targeting the best sales people in your field? How will be the most profitable firm, if you dont aspire to employee the best suited financial heads who get your business? This article is I guess aimed at C-Suite, as a wake up call from the TA ranks. But actually, TA HR Heads should also be having a word with their leaders about Talent Attraction Strategy, as another layer on top of mere recruitment as a necessity. I guess I can help that, thats what I do. There are lots of factors to consider, but I challenge you to present this agenda yourself.

Writing Nursing Resume - How to Write a Nursing Resume

Writing Nursing Resume - How to Write a Nursing ResumeA nursing resume is a useful document for those who are applying for an entry-level position. It is the first thing that your prospective employer sees when he or she goes through the pages of your application and your qualification depends greatly on this document.The objective of a nursing resume is to persuade the HR person that you are the ideal candidate for the job. The objective should be concise and to the point. You should make your objective specific, accurate and relevant.The goal of an interview is to bring out your best attributes and to get the best out of you in the job interview. Your objective in writing the nursing resume is to make it more beneficial to the HR person and to convince him or her that you are the right candidate for the job. You want to impress your interviewer with your skills and knowledge about the job you are applying for. All your information should be exact and there should be no omission or incorrect information.The format and content of your nursing resume should be professional only. Your nursing resume will be used by your prospective employer to assess your professional capability and how you could use your abilities in the position you are applying for. These objectives should be clearly outlined and all the information should be considered in the writing process.The nursing resume should contain your vital statistics such as your date of birth, your gender, your date of graduation from college, your college, university and certificate, the number of years of work experience, and the number of jobs held and they are mostly divided into six sections. They are: academic/professional achievements, volunteer and community service, industrial and service-related experiences, education, training, training and development, experience and competencies, and leadership. These sections are designed to provide an overview of your skills and knowledge on the specific job you a re applying for. The objective should be carefully placed on each section to give an overview of what you can do for the job.The objective in every section should be specifically designed and the placement should be on the first or last section. There should be no duplication in the objective section. Any information given in the section should be related to the position you are applying for. Remember that your objective should not be subject of discussion during the interview. It is merely the initial statement in the objective section.The content of the resume should be well organized and well arranged. As you go through the resume, you should be able to spot mistakes that may cause disqualification from the job you are applying for. These errors should be avoided at all costs because you would then have to go through another complete and efficient resume. The errors in the resume may be in the spelling, grammar, punctuation, or in the organization.If these mistakes are detected i n the resume, you can easily repair them or delete them from the resume. The objective section of the resume should be scanned very carefully and then corrected if any mistake is detected. You need to be meticulous when you are writing your nursing resume.

Assistant Principal Cover Letter Sample - Algrim.co

Assistant Principal Cover Letter Sample - Algrim.co Assistant Principal Cover Letter Template Download our cover letter template in Word format. Instant download. No email required. Download Template

5 Things to Know About Traveling to Australia on Business

5 Things to Know About Traveling to Australia on Business Travelling for business is always a great opportunity, especially when you are given the chance to go to another country like Australia. Travelling for business is always a great opportunity, especially when you are given the chance to go to another country like Australia. However, as a business traveler, it is of prime importance that you get to know some basic travel practices and the business culture of your destination. If you find yourself heading to Australia, here are 5 important things to remember: Getting Around If you are in town for a lot of business meetings or will require travelling a lot, from coast to coast, it is best to rent a car instead of commuting. Flying from coast to coast in Australia can get expensive since there are not a lot of carriers to choose from, and a trip on the Greyhound ranges from USD 100 â€" USD 2500. Flying can be very expensive due to limited competition, especially when going from one state to another. If you are staying put in a particular side of town, taking the local bus can be convenient and can be easily placed into your budget. Postal Services Most post offices are open on office hours Mondays to Fridays. However, some offices open on Saturday morning. If you are travelling, you can ask your local post office for the procedure on how they can hold your mail for you to collect at your earliest convenience. WIFI WIFI is not offered in all hotels, so ask for it when you book. If you are in need of WIFI on the go, but can’t commit to buying pocket data, almost all fastfood chains offer free WIFI. You can also get internet in most cafes, but will be expected to buy a drink.  One more thing you need to know is business  visa for australia  can be applied online.  When it comes down to it, traveling to Australia on a business trip can be easy and fun if you get on the plane already organized and well â€"prepared. Are you traveling to Australia soon? Share us your thoughts below!

Tips in Writing an Objective in Resume

Tips in Writing an Objective in ResumeWriting an objective in resume is an important aspect that all employers and recruiters to see whenever you apply for a job. It is to point out the skills that you have in your applicant profile. The objective in resume is used as a way to explain what you have done in a job or the position you are applying for. By writing an objective, you can make sure that you include the correct details about yourself in your resume.Writing an objective in resume is not too difficult as long as you know the right words to use. You should take note of the structure of an objective in resume. Also, if you know how to write a persuasive letter, then you will be able to make your objective in resume persuasive as well.First of all, you should always state the main objective of the letter you are writing. It will allow you to include all of the details you need to include in the objective. In this case, it is very important that you write a convincing letter. If y ou write a persuasive letter, then you will be able to convince your reader to think that you are the right person for the job. Always remember that this is the first impression that they are going to get from you.The next thing that you should do when writing an objective in resume is to state the main activity you are performing during the day. What you should do is write the most important details about your work activities so that your potential employer will be able to easily identify the information that you want to include in your objective. This will help you make sure that you include the information that you need to include in your objective.Last, you need to include a strong information about your interests. You should always mention the hobbies that you are interested in. This will help you include all of the details about your hobbies. However, be sure that you include the details that you need to include so that your reader will be able to understand the details.You sh ould also put a good amount of your personality into your objectives. Although this will show that you are not as hard working as others, it will also show that you are a good person. You should always talk about your qualities, so that your reader will easily identify you as the right person for the job. Always make sure that you also include the specific skills that you have.In addition, you should also include the details about your personal activities and skills. Sometimes, it is also beneficial to write about your education. There are some writers who only include education.When writing an objective in resume, it is very important that you put your best efforts in writing a persuasive letter. If you use a persuasive letter, you will be able to make sure that you are able to give the most of your abilities and skills when writing an objective in resume.

5 Ways to Handle a Layoff or Firing - CareerAlley

5 Ways to Handle a Layoff or Firing - CareerAlley We may receive compensation when you click on links to products from our partners. Terminating an employee, whether by layoff or firing, is never a pleasant task. For the employee, a poorly handled termination can add insult to already painful injury. Heres how to go about it without fanning the emotional flames and with less chance of a lawsuit: 1. Let Cooler Heads Prevail Dont fire an employee while youre angry and tensions are high. If you let your feelings get the best of you and act in a hostile way during the firing, you raise your chances of the employee filing a lawsuit. Walk away and cool down; suspend the employee if the situation calls for it, but try to be calm and collected when you do the actual firing. 2. Have a Little Empathy Remember that being laid off or fired is a highly stressful event, and try to be empathetic. Allowing your employee to keep his or her dignity through the process will go a long way toward making it go as smoothly as possible. Dont lay off employees during the holidays, and keep terminations private not in front of coworkers. Give your employee specific details about why youre firing him or her. This clarity helps keep imagination at bay, and can cut down on the risk of the employee suing you for age or gender discrimination. 3. Plan Ahead Hold the termination meeting in a neutral place, and keep it short 20 minutes or less, if possible. Theres no hard rule about what day or time to have this meeting, so long as youre well prepared to answer any questions the employee may have. Take an HR representative with you to act as a witness, and to explain the employees benefits, if any (such as leftover vacation time). You should also provide this information in writing, since the emotional jolt from the bad news may make it difficult for the person being fired to remember all the details. 4. Be Respectful During Layoffs Give your workers a heads-up that the layoff is coming; if youre a larger employer, youre required by federal law to give 60 days advance notice. If possible, break the news to workers individually, and give them time to ask questions. Give them honest answers about why they are in the group to be laid off, and be sure to thank them for their hard work. 5. Keep Up Morale Among Your Remaining Workers A layoff or firing isnt just stressful for those being terminated. Remaining workers may have to take on extra duties now that there are fewer employees. In the case of a large layoff, you may have to give employees extra training to cover jobs previously done by the laid-off workers. Communicate with your employees throughout the layoff process, providing honest answers to questions. Those left behind after a mass layoff will likely be anxious about their own jobs; being clear about the reason for the layoff can help calm these concerns. Career Tip of the Day: Suggested Reading: We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Google+ Visit Joeys profile on Pinterest Job Search job title, keywords, company, location jobs by What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to find the opportunities that help you grow your best career. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search

12 Careers Expected To Be In-Demand in 2014

12 Careers Expected To Be In-Demand in 2014 Hot, in-demand, expected to grow, good-paying jobs still exist! This is always good to hear! The trick is, landing them! You may have the exact match of skills, but, simply applying online for your next job isnt enough! What Are The Top Projected Jobs for 2014? The list is based on jobs that require a bachelor’s degree, have grown more than seven percent over the last three years, project growth in 2014, and most importantly, pay $22 an hour or more. EMSI and CareerBuilder did the legwork on this, but this Forbes article sums it up very well! The Top Jobs for 2014 Todays post on US News World Report  lists the 12 jobs and what you may want to do to stand out for them. In case you want a sneak-peek at the here! 1) Software Developers, Applications and Systems Software Total employment in 2013: 1,042,402 jobs Added 104,348 jobs from 2010-2013, up 11 percent Median hourly earnings: $45.06 2) Market Research Analysts and Marketing Specialists Total employment in 2013: 438,095 jobs Added 54,979 jobs from 2010-2013, up 14 percent Median hourly earnings: $29.10 3) Training and Development Specialists Total employment in 2013: 231,898 jobs Added 18,042 jobs from 2010-2013, up 8 percent Median hourly earnings: $27.14 Top Jobs in 2013 [INFOGRAPHIC] Surprise, surprise! Many of the findings were the same! This infographic is courtesy of CareerBuilder