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3 Pillars of Mobile Recruiting - Workology

3 Pillars of Mobile Recruiting - Workology 3 Pillars of Mobile Recruiting 3 Pillars of Mobile Recruiting My mobile phone goes with me everywhere. Its my preferred method of communication and the device I most use to shop, search and connect with friends, colleagues and family. At present count, I have 125 mobile apps on my iPhone some I use more than others. Mobile is quickly replacing not just our landline phones and desktop computers but also our televisions, cameras and stereos. This technology I liken to our new age Swiss Army Knife serves is a source of information, resources and connectivity in every aspect of our daily lives. Mobile provides us freedom to choose the way in which we live our life. For a growing number of candidates, the mobile device is their preferred method of internet access and communication which means employers must consider mobile in order to engage talent. Its no longer a luxury for employers but a necessity. The challenge is mobile is complex. Its not simply mobile apply, a career site or social media strategy. Its all of the above. Like any recruiting strategy or plan, a mobile strategy should be unique to the organization, however, there are some mobile basics which are true regardless of the industry, company size or location. I call them the three pillars of mobile recruiting. Career Site Your career site is the heart of your online employer presence. Its the central place that you, as the employer are fully in control of the platform, the message, the engagement and interaction. All other platform, engagement and candidate interaction, have one central goal which is the drive the candidate to the career site to apply for a job, join a talent network or job alert. This is the candidates official notice they provide the employer that they are interested in the company and a specific job opening. Candidates wherever they are and whatever device they choose to show their interest should be able to access and enjoy the career site especially on a mobile device. Support Supporting efforts include recruitment marketing, messaging and branding. They also can include supplementary career site applications and technology including a mobile app and mobile apply. Support functions and technologies including mobile apply are important in the hiring process but not essential to the hiring process yet. These activities and actions help support or elevate the hiring process making an employer stand out from the competition which is essential in this employment market which essentially has zero unemployment. Social According to a 2015 Pew Research Study, 91% of smartphone owners ages 18-29 used social networking on their phone at least once over the course of the study period, compared with 55% of those 50 and older. Social media is a platform to connect with friends, stay up to date on news and current events and for research which increasingly includes the job search. Social media platforms like Twitter, Facebook, LinkedIn, Instagram, Pinterest and SnapChat offer a great way to engage prospective job seekers in real time. Job seekers can connect directly with employers and recruiters versus a job board or agency recruiter who serves as a go between. Job seekers feel more connected on social media and since a large percentage of activities via social media happen on a mobile device, employers must assume candidates are accessing these sites on multiple platforms and should prepare accordingly.

How to Keep Your Millennial Employees Engaged

The most effective method to Keep Your Millennial Employees Engaged Picture Source: Pxhere Are you battling to clutch your millennial representatives? This is a test that numerous organizations need to confront. Millennial specialists can be dubious to oversee on the grounds that they have certain expectations and desires when they come to work. In the event that these principles aren't met, they may essentially proceed onward to the following occupation opportunity. On the off chance that you need to pull in and hold millennial laborers, you need to organize representative commitment. At the point when representative commitment and fulfillment is high, it positively affects the whole organization. Here are a couple of approaches to keep your millennial workers connected on a consistent schedule: Advance Health Health is an ever-developing pattern among the millennial age. Mental and physical wellbeing for the most part takes need over the material things in their lives. Organizations that advance wellbeing could see more elevated levels of commitment among recent college grads. A wellbeing project will keep your workers glad and sound, bringing about more prominent concentration and drive. Advancing wellbeing will likewise show your millennial representatives that you care about their physical and mental prosperity. This will assist with setting up more noteworthy representative faithfulness and maintenance. Give Acknowledgment Feedback Millennial specialists flourish off acknowledgment and criticism. They need to realize that their individual commitments are esteemed inside the organization. This is the thing that keeps them driven and occupied with their activity. At the point when a worker's difficult work goes unnoticed, it influences their certainty and inspiration. Supervisors who don't give predictable acknowledgment and criticism run the danger of losing great workers. Offer Worker Benefits Giving worker benefits is a compelling approach to hold faithful representatives and keep them drew in grinding away. At the point when organizations offer advantages, for example, clinical protection spread, it sends the message that workers will be very much taken care of. Your workers will feel increasingly faithful to your organization on the off chance that they feel esteemed along these lines. Improve Working environment Culture A decent working environment culture makes all the contrast to representative commitment. Your millennial representatives need to work in a positive, empowering condition. At the point when the working environment culture is agreeable what's more, charming, everything else will become all-good. Workers will feel more joyful coming to work and be progressively connected consistently. The most impressive approach to improve the work environment culture is to offer progressively social open doors for representatives. In the event that working environment connections are solid, they will positively affect the working condition. Picture Source: Pixabay Offer Greater Flexibility Directors can improve representative commitment by offering representatives the choice to alter their work hours and days in the workplace. This remembers the capacity to telecommute for chose days. Adaptable work plans are speaking to millennial representatives who look for a more noteworthy life balance. It permits them to work when they are generally connected with, and still have a solid individual life. This could in the end help to decrease representative burnout also, improve working environment profitability. Give additional Training Opportunities Millennial workers need the opportunity to learn, develop and create their abilities. In the event that your representatives don't feel like they are getting anything out of their activity, they won't feel connected with at work. This could have a negative effect on worker maintenance. It's significant that administrators give preparing and mentorship to the representatives who need to progress in their profession. This will permit your millennial specialists to develop with the organization and remain on long haul. At the point when workers feel increased in value, esteemed and thought about, it positively affects work environment commitment. There are so a wide range of approaches to show your workers that you give it a second thought. When you send this message boisterous and clear, you will begin to see a positive change inside your organization. Creator bio:Johanna Cider is a New Zealand-based independent author. She trusts in the significance of a solid work-life balance. Look at Johanna's distributed work on her own blog.

What You Can Learn from Satya Nadellas Rise to CEO

What You Can Learn from Satya Nadella's Rise to CEO What You Can Learn from Satya Nadella's Rise to CEO What You Can Learn from Satya Nadella's Rise to CEOSatya Nadella started his productive vocation at Microsoft in 1992. At just 25 years old, Nadella immediately showed his promise to realizing when, notwithstanding previously having a graduate degree in software engineering from the University of Wisconsin - Milwaukee, he decided to drive each end of the week to Chicago to finish his MBA at the University of Chicago's Booth School of Business. He went among Washington and Chicago for a long time, in the end winning his degree in 1997.Quickly ascending through the positions, Nadella became VP of Microsoft bCentral in 1999, driving the web administrations for independent companies. Proceeding with his ascent inside the association, Nadella turned into the corporate VP of Microsoft Business Solutions in 2001 where he was liable for creating programming to deal with business-process the board for little and fair size organizations. Proceeding with his residency at Microsoft, Nadella turn ed into the senior VP of Microsoft Online Services in 2007, where he administered the Bing internet searcher, Microsoft Office projects and Xbox Live.And he wasn't done at this point. In 2011, Nadella was elevated to leader of the Server and Tools Division at Microsoft. It was in this job he was answerable for the technique, building, showcasing and item advancement for Microsoft's server and distributed computing endeavors for business customers.After 22 years working in various divisions of Microsoft, through numerous cycles of innovation, learning the organization all around, Satya Nadella was named the CEO in February of 2014. Following, you can see his expert vocation features in a one-page resume and use it as a motivation for refreshing yours:Except for a concise stretch at Sun Microsystems directly after graduation, Nadella spent his whole profession at Microsoft, and there are a couple of things everybody could gain from his ascent to CEO.1) Continuous Process of LearningBy moving around inside Microsoft, Nadella was continually learning by working with various divisions of the association. There's a long way to go from taking on various difficulties and taking advantage of lucky breaks inside a similar organization. It permits you to comprehend the general procedures and culture at the organization, so you can concentrate on learning a new position and new abilities, making you a progressively unique and balanced pioneer. Nadella shows this work on, urging Microsoft to be a learn-everything organization rather than a know-everything organization. The thought is that in the event that the organization, or its representatives know it all, at that point they are not proceeding to learn and develop, possibly getting stale and falling behind. Be that as it may, the organization or individuals who are happy to become understudies and learn however much as could reasonably be expected will eventually be better since they proceed to change and develop as adv ancements and procedures change. On the off chance that you apply this attitude to your life and your vocation, you will consistently be developing and adjusting expertly and by and by. Thus, this will improve you at all that you do.2) Perpetually Reinventing YourselfTo lead various divisions, Nadella additionally needed to advance dependent on the groups he worked with and the divisions he was entrusted to lead. The innovation was changing quickly at Microsoft during the 22 years he was with Microsoft before turning out to be CEO, and Nadella needed to keep developing to stay aware of the new advances. A significant takeaway from Nadella's ascent to the top is that you have to keep rehashing yourself to develop and advance with an organization. As you utilize the constant procedure of learning, you will likewise need to change your attitude, destinations and procedures as they develop and advance. In the event that you exhibit an ability to reexamine yourself, you will be seen and looked for after for advancements, and your unwaveringness won't be neglected. All things considered, in the event that you don't proceed to change and adjust, you could be left behind.3) Product and Consumer KnowledgeWith Nadella's involvement with the product innovation space and his insight into the association, he was a conspicuous decision to turn into Microsoft's CEO in 2014. No one knew Microsoft buyers better than Nadella, who was with the organization for 22 years.This exhibits the advantages of submerging yourself into a solitary organization or industry - to get familiar with the intricate details of the shopper venture, their requirements and wants - to convey the most ideal arrangement. In case you're hoping to get that large advancement or just land an occupation at your fantasy organization, you have to learn as much as possible about the key customers, so you can enhance the association. Nadella talks a great deal about the significance of having compassion for the c ustomer, to have the option to imagine their perspective and comprehend what drives them, their objectives and their needs. At the point when you can exhibit sympathy, you can convey to your buyers and become an extraordinary pioneer to your employees.There's a long way to go from Satya Nadella's productive vocation at Microsoft. On the off chance that you follow these three center standards throughout your life and profession, you will never quit learning and developing, which will end up being your basic differentiators on your way to progress.

Internal candidates bringing you down [Facebook LIVE Episode #24 Round One Interview w

Internal candidates bringing you down [Facebook LIVE Episode #24 Round One Interview w/HR] Internal candidates bringing you down? [Facebook LIVE Episode #24: Round One Interview w/HR] HR wants to provide internal employees first dibs on the roles that fit into their career goals. Nirvana for HR is seeing that people who already work on the inside can grow in their careers while staying on the inside. So how does this affect you? What if you want to be an external hire?What would make HR choose you rather than give an internal hire a shot in a new role â€" a higher level role. HR wants case studies. HR wants to win and showing that employees are preferred or that they grow their talent is a huge win-win strategy. Here’s an example:Robert is a brand manager in a toy company.  He spent his career focused on bringing new brands to market. He felt fulfilled and excited to go to work but the hours and stress of being on high risk-reward brands was getting to him. Plus, he was going to be a father and wanted more flexibility. So he figured out how to convince HR to give him fi rst dibs for a role on a legacy toy brand and one that came with a title promotion and that directly tied to his career goals. HR wants to promote star employees. It’s likely that if you are interested in a job in middle management or above then someone on the inside already has his eyes on it too.In this episode, watch to discover how you can compete against an internal job candidate when the odds of getting HR to go to bat for you feel low. You’ll want to watch this so that you can get HR on your side despite their deeper desire to pull top employees up through the ranks. This is a tough one, so you’ll need to pay close attention to this winning strategy.LIKE this video to show your support and then SHARE this video with job seekers who want to get past HR and move quickly through the recruitment process with as little scuff marks as possible so they can get started on enjoying their life outside of work again without these frustrating job search distractions.Would you like to be a fly on the wall and see what internal candidates tell HR about themselves during their job interviews? I recommend that you learn about the #HRToolkit before you go on another interview with HR or pick up your phone and have a “casual” HR screening interview.In my #HRToolkit, I show you what internal candidates are saying to HR so that you can plan your winning interview strategy with this insider information in hand. Learn more about the #HRToolkit today.Next week: retention strategies keep good people out