7 ways to perfect your candidate application journey

7 ways to perfect your candidate application journey Candidate journey is an important component of your employer brand, and something you should be constantly looking to improve. Comprised of every touch point that a candidate has with your brand as they move along your application process, it will play a big part in shaping the opinion that is formed of your company as an employer. From applying to job adverts and having initial discussions with recruiters, right through to interview and offer stage, every part of the journey must reflect your brand’s professionalism and personality. This infographic from StandOut CV shows 7 actionable steps you can take to perfect your candidate journey and strengthen your employer brand. 1. Qualify your vacancies Before connecting with any candidates it’s crucial that you have a deep understanding of the roles you are recruiting for. without this, the candidate journey will have weak foundations and will fall apart very quickly. Ensure that all vacancies are qualified thoroughly via in-depth meetings with hiring managers to understand the exact candidate requirements for the role, and create a detailed job spec to work from. A five-minute phone call with a hiring manager will not produce nearly enough detail to recruit for a role effectively and will result in the wrong candidates being brought into the process, who will ultimately end up frustrated with the lack of info on the role. 2. Write accurate job adverts In order to provide a pleasant experience for candidates, you must ensure that you are attracting the most suitable people for your company and the role in question. Whilst you want to sell the role, be sure not to make any exaggerations, keeping the description as factual as possible, especially when it comes to describing remuneration. A candidate who receives a job offer that was much less than they had been led to believe by the advert they applied for, will not become a huge fan of your employer brand. 3. Communicate with all applicants Once your job adverts are live, it’s important to maintain clear communications with all candidates whether they are successful or not. Ensure all unsuccessful candidates receive some form of notification of their application status, whether it’s an auto-response or personal mail. If candidates have taken the time to apply for your roles and feel as though they have been ignored, it can be very damaging to your employer brand. Communicate with shortlisted candidates by telephone and email to confirm they are being considered for the role, and keep them engaged 4. Manage your shortlist’s expectations Once you have a shortlist of suitable candidates, you must ensure that they are thoroughly qualified, and fully aware of the role and subsequent process stages. If candidates aren’t properly managed at this stage, you won’t be projecting the image of a professional employer. Conduct telephone or face-to-face interviews to screen candidates, but also to clarify their understanding of the role and expectations, whilst ensuring you feedback to every candidate who has been unsuccessful in a timely manner. 5. Build a robust interview process Interviewing can be a challenging experience for candidates, so ensure that you make your interview process as smooth and transparent as possible for them. Arrange interviews, ensuring you have a rigorous process to ensure both candidate and hiring manager have confirmed location, date and time. Book out some time to help candidates prepare for interviews, ensuring they understand the format and any topics that will be covered 6. Manage rejections and offers with tact At the final stage of the recruitment process, candidates have invested lots of time and effort with your company, so you need to ensure they are treated with the utmost respect and professionalism, regardless of the outcome for them. Get job offers out to successful candidates ASAP â€" making them wait for weeks will really hurt their opinion of your employer brand. Chase hiring managers who are delaying decisions and push to get them out. Inform unsuccessful candidates via telephone and give them detailed feedback as to why they weren’t selected. Candidates who feel brushed aside at this stage of the process are very likely to talk about their negative experience on social media or employer review sites â€" so don’t give them any reason to. 7. Monitor and improve your candidate journey To strengthen your employer brand, it’s important that you understand how applicants feel about your customer journey and improve any areas where you are failing. Monitor social media and employer review sites for mentions of your brand, and conduct applicant surveys to get first-hand feedback from people who have been on your candidate journey. Develop and implement plans to strengthen underperforming areas of the journey

Writing a Skill Based Resume

Writing a Skill Based ResumeWriting a skill based resume is something that is necessary for those looking to become self employed. There are two basic types of skill based resume that you can utilize. These include skill based resume examples that have been customized to fit your specific needs.The first type of resume that you should utilize if you are looking to write a skill based resume is the example that is sent directly to you by a company that you are considering. This method of resume writing is usually the easiest. The drawback to this method is that it may not be the most accurate representation of your skills, since the applicant is unaware of how the company or recruiter is selecting their applicants.The second type of resume that you should utilize if you are looking to write a skill based resume is one that has been customized for you by a business that you are currently working with. A common way to do this is to compile all of your past jobs into a single document, w hich you then present in the form of a resume. This can be extremely beneficial if you are not aware of the specific strengths and weaknesses in your current career.There are many benefits to using a skill based resume when you are preparing to get a job. The first benefit is that you will be able to show your strengths and your abilities without the need to advertise them. The job search process is full of problems that result from the need to advertise yourself and highlight your skills. Once you start utilizing a resume as a way to show your skills, it will be much easier to find employment.Another benefit of this type of resume is that you will be able to showcase your skills as a highly skilled business person. You will not be discouraged from interviewing when you have a good idea of the type of people that you would be competing with if you have a personalized resume. Many companies recognize the value of this type of resume and will always be more willing to hire you if they know you have a personalized resume.The third benefit of using a skill based resume is that it is very time efficient. The time that it takes to write a custom resume for each individual job is minimal compared to the time that it takes to go through a generic resume every time you need a job. The key to being successful with this type of resume is to constantly update your skills as new positions come up, rather than finding a new skill every few months.When you write a resume, you should think about how you are going to stand out in the crowd. One of the best ways to do this is to find a way to use a skill based resume. If you cannot craft a custom resume for each individual position, you can find one that was customized to fit your situation and it will help you stand out.By finding a way to express your skills and abilities in a more unique way, you will be able to succeed with your job search. Use your skills to describe the job that you are applying for and be sure to place e mphasis on what you are good at. When you do this, you will increase your chances of landing the job that you are looking for.

How NOT to Negotiate a Job Offer

How NOT to Negotiate a Job Offer CVs have been tailored and read; diaries have been coordinated and interviews aced; you’ve fallen into professional love. The hard part is over. So why, after all this, do people consistently screw up the job offer? Here are all the things that go wrong, and how to stop them: Money, money, money: It makes the world go round, and for some reason, totally normal people turn into covetous Gollum-like creatures when it comes to negotiating a salary. Employers: If it takes an extra thousand pounds to get the great candidate, just pay it. You’ve committed to them, you believe in their ability to increase your revenue and help your brand. Now put your money where your mouth is. Candidates: Be realistic. A £10,000 salary hike is not likely. Weigh up what they’re offering financially and what they’re offering in career prospects. You’ve also got to forget all the perks you got with your old employer: just because they paid for your travel doesn’t mean that your next boss has to. The  bigger picture: Our obsession with money can blind us to the bigger picture. Happiness, culture fit, career prospects and business potential are all factors that are as important as salary. Employers: It’s not the end of the world if they haven’t worked at a big brand or have 4 and a half years experience rather than 5. Intelligence, acumen and personality can’t be taught and are far more precious commodities than experience. Candidates: OK, so it might not have the fancy job title you want to impress your friends with. And you were really looking for an extra grand a year. But look at the potential! A job is more than a salary and you need to think about where it can lead you, what you can learn and who you can meet. The big sell: You know how great you are. But have you proven it? That goes for both candidates and employers. There are tons of great opportunities out there and top talent can pick and choose. Employers: You may love your company, but not everyone will. It’s a candidate-led market these days and simply offering someone a job isn’t enough anymore. People need to buy into you as a manager and into your company. They need to get the vision and how it will benefit them and their career. Don’t forget that you’re selling to the candidate as much as they’re selling to you. Candidates: If you haven’t sold yourself well you’re not going to get what you deserve (or worse, be relegated to second choice). Make sure you’ve responded to their feedback and proved your worth. Going  behind the back of the recruiter: It may feel easier to cut out the middleman, but it’s one of the worst things you can do. Yes, recruitment consultants get a bad rap, but it’s in their interests to reach a positive solution for both parties. Employers: Your recruiter knows the candidate’s current package, their salary expectations and what they really want from their new job. The probability is that the candidate has been more brutally honest to the recruiter than you, making your consultant better placed to talk money. They are also expert negotiators use them to your advantage. Candidates: Think you can get a little extra out of the employer by going direct? Think again. It just makes you look sneaky and unprofessional. Onboarding: This is one of the most overlooked areas of the hiring process. All the work that’s been put into crafting a package and selling the company can be undone during a candidate’s notice period. Employers: You’ve found your dream candidate at the right price. And then don’t speak to them again until their first day. Employers underestimate the importance of onboarding: give them a call to tell them how happy you are they’re joining; invite them for drinks after work. Otherwise you run the risk of them changing their mind or being tempted back by their current employer. Candidates: It’s a no brainer that if you’re invited to meet the team you go. But if you’re not asked don’t just sulk, onboard yourself! Ask your contact if you can pop over for a coffee one lunchtime. It will help you look forward to starting and ease those first day nerves. Conclusion: Job offers don’t need to be painful experiences. Greed, desperation and foolhardiness can jeopardise a perfect match. If you just lift your head out of the numbers and engage your critical faculties you will see that there are more important things than a travel allowance. Just as long as no one does anything stupid your new relationship can blossom into something beautiful.

Which of 4 Conversations are Prevalent in Your Workplace - Personal Branding Blog - Stand Out In Your Career

Which of 4 Conversations are Prevalent in Your Workplace - Personal Branding Blog - Stand Out In Your Career When I first started my coaching and consulting practice I remember my mentor telling me and others in a training that he often learned as much or more from his clients and seminar participants as they did from him. In my twelve years in the business, I too, have found that to be true. Last summer, during a client training, seminar participants helped me create an entirely new workplace communication model called, The 4 Workplace Conversations. During the training a participant asked a question about confronting an issue with their boss that never seemed to get resolved. Then, another participant brought up an issue that she and a co-worker were struggling with needing to get resolved but didnt have the authority to move the issue forward. In the moment, I told the former that he was having the wrong conversation with the right person.  I told the latter that she was having the right conversation with the wrong person. In that moment this new workplace communication model was born. You will notice in this model that 75% of workplace conversations keep organizations stuck, limit growth and can create negative, toxic work environments: Wrong Conversation With Wrong Person (Lower Left Quadrant): This is the quadrant of the toxic zone and what I call BMWs (Bitching, Moaning Whining). These conversations are where people are permitted to stay in venting mode and they never move beyond to have the right conversations with the right people to move issues forward. Wrong Conversation With Right Person (Lower Right Quadrant): This is the quadrant of the “missed opportunity.” It takes time, energy and resources to get in front of the right person. Yet, for many different reasons depending on the situation and the relationship, the conversation gets usurped by the right person for their own agenda or because of a stronger personality. Right Conversation With Wrong Person (Upper Left Quadrant) This quadrant offers two potential outcomes, as it is either a “path” to the right person, through asking for a referral, role playing or looking for advice. If, however, you notice the conversation recurring frequently and not moving forward to the right person, it becomes procrastination. Right Conversation With Right Person (Upper Right Quadrant) This quadrant is where problems get solved, issues get resolved and progress is made because people are having the right conversation with the right person at the right time. This is level at which organizational leaders must insist conversations are taking place. You can use The 4 Workplace Conversations visual to coach yourself and others to make your workplace conversations more effective by discussing where on the chart they are taking place, then developing ways to move as many conversations as quickly as possible to the top half of the model, and ideally to the upper right.

Student Teacher Resume Tips

Student Teacher Resume TipsIn order to prepare for teaching, you need to have a proper student teacher resume. Your teaching career is not always easy to achieve, and you may want to know how to go about getting the best teacher resume. If you are a prospective teacher or you already have a teaching job, then your resume will be a big part of the picture as far as your chances of landing that great job.One important thing to remember is that a teaching career involves so many different things. You should be able to focus on these different things as far as your resume goes. Do not try to put all of the information on your resume into one big sentence. Instead, give your teaching experience some thought and you will be able to find some things that work well.To start, the first thing that you should do if you are interested in entering the teaching career is to look at the different state requirements for teaching. Check them out, make sure you meet them, and then be prepared to do so . Check online and get a good idea of what your state's requirements are. In some states, a certification or degree from an approved college is required. However, you can still get a teaching job without this.After you have gotten this information, it is time to get a good idea of how to write a teacher resume. It does not matter if you have a good career education background, or just a bachelor's degree. In fact, if you do not have any education background at all, you will be able to put your teaching experience into this equation as far as it relates to the job. The reason being that with no education, you can be confident that your teaching experience will be good enough.First of all, you need to list all of the places that you have worked. Obviously, you will need to list them all, but you can find places by just doing a quick search on Google. Next, you need to list all of the positions that you held in each school that you worked in.Now that you have a lot of information on th e student teacher resume, you can be confident that it will help you when you are applying for a teaching job. In fact, it will even make it easier for you to get the job. For example, a potential employer may view your resume, see that you have many years of experience as a teacher, and it may convince them that you would be a good fit for the position. Just listing the schools and positions you worked in is not enough.What you need to do is write a concise, personalized letter to the interviewers and thank them for taking the time to talk to you. You can include this letter to the letter of recommendation that you will receive from the previous school. This letter will be a good way to show what you can do for a potential employer and also to thank them for their time.As you can see, the student teacher resume is essential for getting your teaching career off to a good start. There are other things that you can include in this short document such as how long you have been teaching and the amount of classes you have taught, but make sure that you have included enough information to get your teaching career started.

Do You Need a Career Coach

Do You Need a Career Coach Many Austin-based professionals  are aware that a career coach can help them when they are in the midst of a job search. Resume writing, interview preparation, and job search strategy often the reasons individuals think about hiring a career coach. Other individuals think about hiring a career coach when they know they need a different career direction. Their current job/position/company is causing enough unhappiness that they know they need something different, but they aren’t sure what that that path is. Those are great cases for hiring a career coach but did you know that career coaches provide just as much value to clients who are perfectly content in their current job? That might surprise you. In fact, good career management often prevents you from falling into a bad job or realizing one day that you dislike your career. The clients we help in our Austin Career Development phase of our work are generally satisfied with their current situation. These clients are doing something VERY IMPORTANT: they are looking a year or more into the future and asking questions such as: How do I prepare to successfully move into the next stage of my career? Where do I want to be in my career in 5 years? In 10 years? What is my plan? How can I be ready when a next level position becomes available? What skills am I lacking to take my next step? How do I address that gap? What is my brand in my industry/company? How should I be branding myself now so that I am recognized for my work? How do I build relationships and utilize my network now so that I will be identified for future opportunities? How do I address some workplace dynamics that seem to be keeping me in my current position? What internal/external barriers are preventing me from moving forward? Some individuals have a mentor with whom they will look to address this information. Rarely is your boss also your mentor. Most people need of a professional who can help them think through these scenarios, such as a senior person at your company, a senior person in your network or a career coach that specializes in career development. A career coach helps prepare a plan to accomplish your goals for the next stage in your career. Career coaching isn’t just for the “now” in your career, it is also for what’s “next” in your career. Here are a couple other well-known people talking about the value of a coach:

What Do Professional Resume Writers Do

What Do Professional Resume Writers Do I have always believed that the pain and suffering you endure in writing your own resume is worth it. It forces you to become more focused and better at describing yourself and truly understanding what your talents are. However, if you have the money and your job search is at a stand still mostly because you arent getting any interviews, perhaps hiring a professional resume writer is the next logical step. What Ive learned is that not all resume writers are created equal. Remember the old adage, you get what you pay for. If you are looking for a bargain basement fee, youll most likely get a bargain basement resume. The good resume writers will take you on a self exploration journey. They will be a coach and guide who team up with you to a strategy. In Meg Guiseppis postfrom Executive Resume Branding, she says that a good resume writer should: Ask their clients the right questions to uncover the compelling information that defines their career distinction. Brand and differentiate their clients’ unique promise of value to their next employer. Incorporate the right key words, relevant to each clients’ target job, but still craft resumes that are an interesting read. Showcase the critical information hiring decision makers want to see and align everything in the resume around the requirements for each client’s target job(s). Desktop-publish documents that “sit” perfectly on the page, immediately capture attention, best position clients’ “selling” points, look appealing, and reflect the right brand image for each client Guiseppi also says to check references and look at samples created by the resume writer. The other thing to consider is certification. There are credentials out there to hold resume writers to a certain standard. This is usually an indicator that the resume writer is serious about their job. For really great insight on the pros and cons of resume writers, read Jeff Lipschultzs post. The comments are the true value of his post, What is the value of your resume. You will see a Whos Who of resume writing responding within the comments of the post. I also want to credit Miriam Salpeter of Keppie Careers, who has been a long-time inspirationfor my blogging, for her reminder that good resume writers do exist and for good reason. I now believe that a good resume writer is so much more than what their title represents.