5 Ways to Make Sure Your Job Ads Get Seen

5 Ways to Make Sure Your Job Ads Get Seen Promoting a job vacancy is a bit like marketing. In order to reach the relevant  people, you have to produce content  that is going to catch your target audiences  eye and encourage them to engage with it. In order to attract attention from the top talent, your job ad should boast the top qualities of  your company, sell  how  great job is and explain to  the candidate why they should want to apply for the role. By focusing solely and what you are looking for in applicant  and not what you can offer as an employer, it is likely that you will repel some of the most sought after and skilled candidates. So what can you do to ensure that your job ad has a good reach and gets seen by the right people? Here are a few pointers that can help to optimise your job ads reach. 1) Eye-catching headline Dont just use a generic headline that blends in with every other ad on the internet, as readers probably wont even  bat an eyelid at it. If you start your job ad on a boring note, its unlikely that people will read on, so its important to use an attention grabbing headline that will leave people wanting to learn more. Though its essential that your headline is relevant to the reader and has a clear purpose, dont be afraid of being a bit quirky or bold in order to get noticed. Something like WANTED: Tech whizz for a Software Developer role could work. 2) Use keywords In order for your job ad to appear in job seekers searches its important that you include the relevant keywords in your job ad that these individuals will be looking for. Incorporate keywords such as the job title, job requirements and key aspects of the role into the headline and description of your job ad in order to give it an SEO boost and to ensure it reaches the suitable applicants. Think about what your ideal candidate would be looking for in a role and pop a few words in your ad that align with that vision. 3) Provide a location and salary Like with keywords, a lot of job seekers will search  for a new opportunity based on where it is located and the salary being offered. For this reason its important that you include the location of the job on your ad, or you are at risk of losing interest from candidates who are only seeking employment in a certain area. When it comes to salary, you may not wish to disclose the exact salary being offered, as this may be determined by the level of experience an individual has or open to negotiation; however, a lot of job seekers like to have a rough idea of  what to expect when applying for a role, so even if you dont give an exact figure, try to give a salary range. 4) Make use of your contacts As a recruiter, it is likely that you have formed a network of contacts throughout your career that you may be able to call upon for a helping hand filling your role. Identify a handful of influential professionals within the sector that you are hiring in and ask them if they are willing to share your job ad with their network. Chances are they will be connected with the  perfect person for the role and by doing this it will ensure that your job ad is on this individuals  radar. 5) Post frequently Posting a job ad once on social media and then sitting back and waiting for applications to come flying in probably isnt going to give you the results that youre hoping for. In order for your ad to have a good reach it takes consistent promotion over time. Be sure to share it across a range of social channels and at varying times of day. This way it will get  spotted by people who use different social media platforms or log in at different times of the day. Dont worry about people getting fed up with you posting the same content multiple times, as sometimes people have to see something more than once before acting on it and by posting frequently, it will keep your ad fresh in peoples minds. It is possible that if you post it too many times it will feel a bit like spam, however, so try to find a happy medium. [Image Credit: Shutterstock]

On the Job by Anita Bruzzese How to Better Explain Complicated Information

On the Job by Anita Bruzzese How to Better Explain Complicated Information No one doubts the intelligence of technical people, but that doesnt mean theyre good at everything. One of the areas where many could use some improvement iscommunicating technical informationto non-techies. Techies often believe that communication is one of those skills that is nice to have, but not critical to their career. If they ever need it, they believe theyll figure it out. How difficult can it be? What they soon discover is that communicating effectively is challenging, and communicating technical information to non-techies can be a nightmare. They cant seem to convey what they believe to be simple information to a non-tech audience, who fire back that these techies look down on them because theyre struggling to understand. To make matters worse, senior leaders become increasingly frustrated with the poor communication, letting the techies know this shortcoming could hurt their careers. If youre in technology, its time you started giving more serious thought to how you will communicate, especially with non-techies. With some planning, non-technical audiences will begin to applaud your efforts and really learn what youre trying to teach them, instead of becoming frustrated and complaining about your efforts to their bosses. If youre asked to explain technical information to a non-technical audience, heres what you need to do: Dont assume anything.Dont sabotage your efforts from the beginning by assuming that your audience has some basic tech knowledge. Try conducting a brief survey of attendees before the meeting to determine the skill level. Consider providing a cheat sheet of terms you plan to use repeatedly, along with definitions so that your audience (read more here)

Why Recruiters Should Watch The Apprentice

Why Recruiters Should Watch The Apprentice Love or loathe the contestants on The Apprentice, theres no denying that the show is a great source of lessons for recruiters! We look at our top 10 reasons to switch on: The candidates focus on their presentation: Whether the candidates are excellent or, frankly, terrible they all have one thing in common; they look the part. Each candidate presents him or herself accordingly for the corporate world, sometimes with a twist to demonstrate individuality and personality, but always with respect for the business world that they are operating in. This is a vital lesson. If you want to be respected within the recruitment field and trusted by clients, you need to look the part.   The best candidates keep it simple: The best ideas on the show tend to be the most simple and invariably focus heavily on the ancient arts of selling! Alan Sugar is himself a salesman at heart and he greatly respects those who go for the difficult jobs of face to face selling and communication. If you can become a confident salesperson, you will naturally succeed in recruitment.   Honesty pays!   Lord Sugar hates a liar and he can spot them a mile off. There is a difference between slightly embellishing your credentials and blatantly lying and you need to know it. Trust will immediately be lost if you are found to be economical with the truth. Hold good values and always stick to them. Being nice is not a sign of weakness: Some of the apprentices think that they need to be mean and hardened to succeed. However, niceness often pays off. Business is just a facet of everyday life, and people like to be treated thoughtfully, respectfully and courteously. Think about the people you like to spend time with and work hard on cultivating those qualities. Remember too that other people tend to help those who are nice and supportive of them. The nasty people tend to end up alienated! Confidence is a great asset in moderation: Some of the apprentices are vastly over-confident and the viewers squirm when they are vastly over-selling themselves or lost in their own egos. Forget ego be confident about your abilities but always back up your claims with facts and examples. Let your work speak for itself as far as possible. Listening is a great art: As your Grandma said, you have two ears and one mouth. Some of the biggest gaffes on the apprentice come down to egotistical apprentices being too enamoured with the sound of their own voices to listen. Inevitably, a lack of listening leads to mistakes. Vow to become an excellent listener. Value your team: A great team is your source of support, expertise, help, camaraderie and complementary skills. Value your team players, and contribute wholeheartedly yourself. Respect authority: Sugar/Trump is the boss and he wants to be treated as such! Remember this when speaking to your own agency directors!   Know your market: Great recruiters know their market inside out. Like the best apprentices, they genuinely know what they are talking about and their knowledge builds trust and confidence. Be flexible: This goes without saying. The best apprentices and recruiters put in the hours when duty calls, and enjoy their leisure time when its there! Author:  Satnam Brar is Managing Director of  Maximus IT. Maximus is an Oracle Gold Partner which specialises in recruitment in the ERP, CRM Database sectors, specifically ORACLE, MS Dynamics, Salesforce.com and SAP.

14 Surprising Ways to Boost Brand Engagement - Personal Branding Blog - Stand Out In Your Career

14 Surprising Ways to Boost Brand Engagement - Personal Branding Blog - Stand Out In Your Career Whats one lesser-known tip for getting people to engage withyourbrandmore often? These answers are provided by the Young Entrepreneur Council, an invite-only organization comprised of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year and have created tens of thousands of jobs. Learn more atyec.co. 1. Start Conversations If you want interaction, begin with a question.This is particularly true with social media platforms such as Facebook, Instagram, Twitter and others.Share the content that fits intoyourstrategy, and then attempt to begin a conversation with a simple question.By doing so, you will be eliciting valuable feedback which will, in turn, boost engagement. Ryan Bradley,Koester Bradley 2. Develop a Personality People engage with brands that reflect their values, aspirations and needs. One of the best ways to buildbrandengagement is with a cross-channel content strategy that exhibits a personality that appeals to customers. Using a consistent and relatable voice across social media, blogs, podcasts, email, and advertising helps to establish a personality that customers recognize and respond to. Vik Patel,Future Hosting 3. Be a Better Listener It may not be lesser-known, but it certainly isnt used a whole lot: Become a better listener. Forget stock responses or even those auto-generated messages. Give the customers who decide to engage with your thoughtful and meaningful responses, specifically based on their comments. People will notice this, andyourbrandwill stand out. Andrew Schrage,Money CrashersPersonalFinance 4. Ask for Feedback When it comes to getting people to engage withyourbrandmore often, the trick is almost astonishingly simple: Just askyouraudience! Send them surveys, ask for their feedback and use social media toyouradvantage, like through the question feature on Instagram. Stay receptive and stay attentive.Youraudience knows what they want, and honing in on their wants is how you get them to engage. Veronica Romney,LoSoMo Inc. 5. Tell Your Story Mostpersonalbrands that are successful have mastered storytelling skills. Storytelling is such an underutilized skill that a lot of brands nowadays are missing. Documentingyourentire life journey is where credibility, transparency and authenticity get built. Dont just showyoursuccesses and accomplishments: Shareyourfailures and mistakes to show that it is all part of a successful journey. Fritz Colcol,ABN Circle 6. Have a Strategy Content strategy is a must for any kind of engagement. You can write all the amazing e-books, blogs and white papers you want, but without a strategy behind them, you can only guess how effective they are. We approach every marketing campaign with strategy in mind and a goal to meet, and we flesh out our content from there. We have clear, actionable results and use content to back those goals up. Suneera Madhani,Fattmerchant 7. Use Humor Humor is a great way to get more people engaging withyourbrand. People love seeing funny videos, memes or other posts in their feeds, so you should use humor to getyourbusiness noticed. If something makes someone laugh, theyre more likely to like it, react to it and share it with their friends. John Turner,SeedProd LLC 8. Share User-Generated Content Sharing user-generated content is a great way to increase engagement. Askyourfollowers to send you photos of themselves using their product or share it on social media with a unique hashtag. You can then share their content onyourprofile. Users will love getting their photo featured onyourprofile and it will encourage others to share their own photos ofyourproduct or tweet at you more. Blair Williams,MemberPress 9. Seek Out Podcast Interview Opportunities Being interviewed on a podcast can bringyourbrandto thousands of people from all over the world. Understandyourentrepreneurial story, build out a set of core content where you can add value to other entrepreneurs, and put yourself out there. Podcasts are always looking for interesting guests, and theyre always happy to promoteyourbrandto their audience when you take it seriously. Connor Gillivan,FreeeUp 10. Answer Peoples Questions Researchyourtarget market well and find out what questions they are asking online. Use sites like Quora, Reddit and Answer the Public to find out what they are searching. From there, create great content that answers their questions.Yourtarget market will then findyourpost and start commenting. Dont forget to reply to them in the comment section. Syed Balkhi,WPBeginner 11. EncourageBrandAmbassadorship A tip I always share with our 30-plusbrandambassadors is to educate the store’s staff. Through telling them aboutyourproduct (and better yet, throwing them some free swag), you can get them to promoteyourbrandover competitors when chatting with customers. By having more-or-less permanentbrandambassadors in the store, you can easily spreadbrandawareness and add toyourcustomer base. Lisa Curtis,Kuli Kuli Foods 12. ConnectYourContent With Current Events Businesses that take part in conversations around news events or trends tap into an effective technique for increasingbrandengagement. The holiday season is an obvious example, but there are other national days you can theme content around. Social media trends focused on fashion and entertainment news can also generate engagement. In short, makeyourbusiness part of the conversation. Justin Blanchard,ServerMania Inc. 13. ShowYourGratitude I like to hyper-personalize everything with mybrandand tailor what I do to my audience. When I create content, I make sure I am tagging my fans and everything I do is about them. Even though the pictures have me in them, I am constantly acknowledging my fans and showing my gratitude for their participation. This makes them feel honored and participate more. Sweta Patel,Startup Growth Mode 14. Engage on Multiple Channels In 2019, you need to start thinking about diversifyingyourmarketing strategy to personalizeyourcontent and engage users at multiple touch points. Connect all digital channels with remarketing campaigns and assessing which attribution channels led to the most sales. Finally, find ways to connect digitally with in-store connections by providing NAP info and in-store pickup options. Kristopher Brian Jones,LSEO.com

Tips for Writing a Nursing Resume

Tips for Writing a Nursing ResumeIf you're a nurse looking for a career change, writing a resume is definitely a wise move. There are a lot of things that go into writing a Nursing Resume and the more prepared you are the better off you'll be.When it comes to creating a nursing resume, the first thing you'll need to know is what are the most common problems. Of course there are plenty of other things to worry about, but this should help get you on the right track. Plus, it will help with the rest of your career.There are a lot of things to take into consideration when writing a Nursing Resume. The first is the type of organization. Find out what they're looking for in a resume, and then you can narrow down your information to make it easy to read. The next tip is to decide how to format your information.There's the basic type of resume you see in books and all over the internet. This is formatted exactly like you would have created one yourself. In fact, many are the same.However, th ere's also a higher college level. These are used for job applications at all levels of nursing. It's called the Business Nurse Resume, or BNR for short.No matter which type of resume you choose, you still need to do some research. Find out what people are searching for on the internet. You'll need to decide what kind of information you need to include, and then look for it.The most important thing to do is to not get too far ahead of yourself. Just go with what you know will be good for your resume. While you're at it, study up on the Nursing Resume Writing Process.There's plenty of information out there to help you create a great resume. Just be sure to check out the information on how to create a Nursing Resume.

Leadership Do You Have Quiet Power - Hire Imaging

Leadership Do You Have Quiet Power - Hire Imaging Leadership. Whether we’re referring to that of leader in the workplace or broader community, perhaps too much emphasis is placed on those charismatic or heroic leaders; and not enough on those who lead quietlyâ€"sometimes at the top; sometimes behind the scenes or in the trenches. Maybe it’s time quiet leadership had the spotlight. Leadership: My Forest Gump-type introduction I had kind of a Forest Gump childhood, often finding myself in scenarios that became part of recorded history; although certainly not to my credit. I just had the good fortune to be a “fly on the wall” so to speak. I remember vividly the afternoon in March, 1965, when as a seventh grade student at Baldwin Junior High in Montgomery, Alabama, I watched from the fourth-story window as Martin Luther King led a march of hundreds by our schoolâ€"a parade of citizens, entertainment celebrities, national organizations, and religious delegations. I was young, and initially had mixed feelings about the event. I had been to a birthday party the week before for a classmate, the son of George Wallace, then Alabama governor, vehemently opposed to the march. My math teacher was enraged. I’ll never forget her hateful words, “I wish a strangling rain would come down and get them all.” It seemed like a storm brewing that I didn’t want to be part of. I figured that only an almost-legendary leader like Dr. King could pull off such a feat. But then it hit me. Parents were told they could keep their children home that day in case of possible violence; less than 50 out of more than a thousand students attended that day; I was one of them. My parents felt that this was a history-altering event and more importantly, the right thing to do. “We are going to be cautious but visible. We will write to the newspaper; support at the grassroot level, they told me. Just a few months later, the voting-rights bill became law. This was my first taste of quiet leadership influencing significant outcomes. My parents were not alone. Others piloted, largely unnoticed. Since then, I’ve always observed with immense curiosity those who are leading; but you sometimes have to pay close attention to get it. Leadership: Everyday leaders Joseph Badaracco, Jr., author of Leading quietly: An Unorthodox Guide to Doing the Right Thing, points out that although heroic leaders model important behaviors, such as courage and high ideals, our preoccupation with the high-profile leaders takes attention away from the majority of people who solve problems and model leadership behavior every day. These leaders tend to work quietly and in the background, making decisions based on their values. Leadership: Hardwired to be quiet is okay In her book, The Introverted Leader: Building on Your Quiet Strength, Frances B. Kahnweiler says that we often mistype introverted leaders as being shy or even fearful. She argues that they are more often hardwired to process information internally and exit calm natures. She describes 5 key traits of quiet leaders: They think first and talk later. They listen to others; then reflect; then respond. They focus on depth, not superficiality. They are likely to dig into issues and ideas; and to have meaningful conversations. They radiate composure. In crisis, they project a reassuring confidence and soothe those around them. They often like to write rather than talk. It helps them articulate their spoken words. They delight in solitude which helps them energize and bring new clarity to the next challenge or chapter. Leadership: Back to Montgomery Ten years before watching the protesters march down my junior high’s block, Rosa Parks said, “I’m not sitting in the back of the bus.” She had been to some civil rights training programs. But she’d actually stopped riding the bus; and got on this particular time by accident. Once she was arrested, those concerned about civil rights asked themselves and discussed, “Is this the time to take action and challenge segregated busing?” So although Rosa certainly had courage and led, there were leaders whose names we will never know. They led in preparation; they led during the scary times. They led in follow-up. I find solace in the thought that there are quiet leaders. We don’t read about them in Time or hear about them on the evening news. But they are there. Softly rallying people to achieve common goals. They are exceptional in their own way. And yes, behind the scenes, the front lines, all the way to the very top, there are leaders who are principled, brave, caring and quiet. Are you a quiet leader? Have you been inspired by one? I’d love to hear! Photo:   bptakoma

Questions That Shouldnt Stump You During Job Search

Questions That Shouldnt Stump You During Job Search WHY DID YOU LEAVE YOUR LAST JOB? There are usually several interview questions that catch a job seeker off-guard. Not that these questions are bizarre or out of the ordinary, but, these questions have to be answered with tact, diplomacy and suave. Common Interview Questions To Prepare for In every workshop I deliver, I ask which interview questions job seekers dislike most or want help answering, these win every time: Tell me about yourself What is your greatest strength? What is your greatest weakness? Why do you want to work here? You can see strategies on how to answer them here. Chances are slim youll be asked every one of them in an interview, butpreparing a solid answer will boost your confidence during the interview. Other Questions to Anticipate How much did you earn in this job? What are your salary requirements? Were you dismissed from this job involuntarily and why? So lets address this last one! WHY DID YOU LEAVE YOUR LAST JOB? As straightforward as this question sounds, the employer interviewing you is listening between the lines for potential reasons not to hire you. Dont let this question go unrehearsed. Your Work History Speaks to Your Emotional Intelligence Your next employer wants to know why you left previous jobs, but what they are really assessing is how self aware you are, how you handle your emotions on the job and if you are ready to start a new work relationship. The reason the interviewer asks this question is to see if you have learned any lessons from your history. Do you continue to make the same mistakes? Has managing stress been a recurring issue, or have you repeatedly disagreed with past management? You have to help the interviewer understand all this throughout the interview. Some  Job Do Just End Layoffs, downsizing and off-shoring are unfortunately all too common. And contract work almost always has an end date. There is nothing to be embarrassed about or worry about, as long as you make the situation clear to the interviewer. Be sure to let the interviewer know the job was for a contracted period of time or that the company had a reduction in force. Sometimes Less Is More Rather than go into the gory details leading to your departure from the company, keep it short and sweet. If you were laid off along with many others in a downsizing, it is enough to say XYZ company had a large reduction in force and my entire department was let go. Never Cast Blame Its been said that employees dont leave companies, they leave managers. Therefore, the odds are pretty good that you and your supervisor had a falling out or didnt see eye to eye. However, never, ever bad-mouth a manager or a company. While it may be true you were mistreated or your managers behavior was unethical or perhaps even illegal; never cast blame. This is not the time to bring it up. Your answer should focus on the actions you took, such as I chose to leave the company to pursue new, more rewarding experiences. Honest vs. Truthful Theres a subtle difference between being honest and truthful. Often, job seekers say they feel the need to confess the whole truth and nothing but the truth, but does a full confession work against you? Think about how your attorney may suggest you answer the question. A lawyer would probably recommend you provide only the information requested. A simple truthful answer is my position was eliminated. But dont stop there. Never  Leave Them Hanging If you dont provide enough details, the interviewer may feel you are hiding something and probe further. While short and sweet is a good strategy, dont leave them guessing. One way to move the conversation forward is to add a positive spin to your response. My position was eliminated. However, what this has enabled me to do is to seek a role where I can use my project management talent to help a nonprofit increase membership and raise more money. This would be an ideal opportunity. Adding a part two when you answer this question gives you the opportunity to redirect the conversation and shows the interviewer that youve reflected upon your departure from your last employer. Believe In Your Answer To sound convincing your answer needs to convey confidence. This is easier to do if you have practiced your answer out loud and tested it on respected colleagues. Sit up straight, look the interviewer straight in the eyes and calmly provide your answer.  US News World Report post