Analysing Different Personality Types in the Hiring Process

Analysing Different Personality Types in the Hiring Process Hiring managers aren’t always as good at identifying high potential as they think they are. A range of techniques seek to address this problem, but which is the most appropriate? The problem with intuition For any candidate, a good first impression is essential. But to what degree should a line manager trust their instinct on a potential hire? Turning down a candidate despite their obvious ability, could be considered egotistical or short-sighted, especially when others in the organisation aren’t asked for input. Businesses are increasingly recognising that it’s inappropriate for a single line manager to act as a gatekeeper to a business.   If talent is allowed to fall through the cracks at this early stage in the screening process, companies will continually miss huge opportunities. CVs offer a helpful window into a candidate’s immediate ambitions. However, they do not necessarily provide an accurate representation of a persons character.   Often identifying an individual’s potential within a workplace comes from understanding the motivations of existing staff, and hiring to match the ambitions of high achievers with a similar profile within the talent pool. Supporting new hires with people analytics If you haven’t heard of people analytics before, perhaps now’s the time to take note. The term broadly refers to companies’ use of data to better understand the potential of employees and candidates. With knowledge of individuals’ personality types, performance metrics and ambitions for the future, a company can more effectively place and grow them within their role. Ultimately, this helps keep employees engaged, reduce attrition and develop high-performing individuals within the business. By collecting data on individuals personalities, businesses can save time and money at the early stage of the hiring process. Initial screening of individuals’ attitudes and abilities can ensure that individuals meet requirements of a business’ culture, diversity quota, and can help predict their initial performance in the role. Without this information, businesses are more likely to mis-hire individuals, or passively take on candidates which suit the company’s short-term goals; all without considering their long-term role in the company. Quantitative or qualitative? Yet regardless of data’s ability to predict, measure and identify talent, more qualitative approaches to HR remain common, and for good reason. Lived experience is something we all share and relate to meaningfully, rather than numerical representations of ability. A hiring manager’s impression of a candidate’s personality may well be the best judge of an individual’s cultural fit within an organisation and an interview is often the most appropriate method of determining their competence. However, each organisation’s HR department comes unstuck at some stage, whether that’s attrition, a lack of skills or flagging motivation. Rather than replace the hiring manager, data equips them with the information required to address these flaws. After the contract is signed Increasingly, statistical tests are able to demonstrate candidates more complex characteristics, such as their attitude to teamwork, determination and level of creativity. Rather than simply identify whether a candidate is an appropriate fit for a role, these measures can identify how they will perform within the first months of their appointment, as well as the support they need to settle into their role. Soon the use of people analytics and other data-driven techniques will simply become a part of due diligence and an integral part of traditional recruitment techniques. Data will increasingly be used to send more fit candidates to pre-screening interviews, reducing the chance of a bad hire and helping companies support their employees’ growth within the business. About the author: James Grant  founded Weavee  in 2015 after identifying how businesses struggled to recognise high-potential talent in candidates and their own workforce. Weavee blends big data analysis with psychometric methods to provide businesses with the information they need to hire and grow individuals in line with their objectives.

Hiring international students already recruiters online now University of Manchester Careers Blog

Hiring international students already recruiters online now University of Manchester Careers Blog Just arrived as an international Masters student, or going into your final year and wondering when to start applying for jobs when you finish in 2013? The answer is now! Some of the biggest graduate recruiters or those wanting the pick of graduate talent, will be putting their 2013 vacancies online from now onwards and taking your applications. This is the same for recruiters at home or internationally looking for international talent. It may only be the start of the year for you but for recruiters its time to start thinking about your graduation! A few examples and tips: Online: Deloitte China  have just sent through their vacancy details to us and are open for applications. Any vacancies like this that we hear about will go onto our job database called Careerslink. You can set up a “Job Agent” on the system to email you vacancies, so set up ones for vacancies in other Continents too (such as Asia, Africa). At our fairs: Our graduate fairs are not just about UK vacancies either. Unilever (China Asia, Middle East, Africa -AMEA) will be at our Ethnic Diversity Fair in October looking to hire for their programmes. You start work in the UK or US for 1 â€" 2 years and then relocate home. Standard Chartered (International opportunities) are another example of firms who will also be at our Finance Business, Management Fair in October. Again hiring for international students in the UK to return home. Use our Facebook group and this international careers blog to stay informed or any additional events too. The International Students Careers Week will include an excellent panel of international recruiters and we hope to have specialist events for Malaysia, Singapore and Pakistan coming up to tell you about. Chinese recruiters at Manchester, 2011. Widen your reach: Even if you are thinking of trying for UK experience, it is essential to keep alternatives in mind and stay connected to the job market at home, too. Our International Jobs pages will also enable you to link up with vacancy sites and recruiters around the globe. Combine this with using your own networks and contacts too (proactive job hunting) for those vacancies that never get formally advertised. All set? Two last tips before you go. Don’t rush in to send your application. Check out the help and tips on application techniques on our website. You might be surprised to see the range of other things a selector will be looking for, beyond your grades, subject and university. These are only one aspect. Our international CVs pages can help to explain this. Confusingly, it’s best not to leave it until the last minute either. Increasingly firms are not waiting until the closing date before they start interviewing and selecting applicants. If your application is ready, get it sent off! All International China Deloitte international students jobs

Workplace diversity is here, but its not what we expected

Workplace diversity is here, but its not what we expected There is plenty of data to show that diversity is good for the workplace. But in general we dont really create it for ourselves, because we like to work with people who are similar to us. In terms of innovation, diverse teams way outperform non-diverse teams, but people are very comfortable working with people they have worked with in the past or people who are like them, says Frans Johansson, author of Medici Effect: What Elephants and Epidemics Can Teach Us About Innovation. Before you start commenting about how you are the exception, and your office is diverse, lets be clear on what diversity is. The research about diversity at work is about diversity of experience, perspectives or work styles. This means that teams you might assume are diverse may not be for example a multi-racial team of prep-school and Ivy-league graduates might have had a homogenous experience. This also means that places we typically think of as diverse, like San Francisco, are actually more homogenous than we realize (#6). Diversity is a popular idea, but we misuse the idea of it all the time. We can learn a lot about diversity from preschools, by way of politics. Wisconsin recently voted to ban gay marriage. Voters of Madison, where I live, strongly opposed this measure. The sentiment here is indignanation that their own state passed such a discriminatory law. Yet gay marriage is not about diversity in Madison. Gay people are part of the mainstream here, and are widely accepted. A better gauge of Madisons ability to accept diversity is whether their school system is willing to spend the money to comply with the Individuals with Disabilities Act at the preschool level. And the answer is a resounding no. The school system violates case law precedents and no one is standing up for the kids who are different and demanding that they receive fair treatment under the law. Another preschool example: New York City preschools cost more than $10,000 a year. Most offer no financial aid, and on top of that, the admissions process is so difficult and grueling that many parents hire consultants to help get their kid in. (I hired a very popular one for $4000.) Almost all the schools talk about the importance of diversity, but how you can have diversity among people who will pay $10,000 a year for preschool? You have already eliminated 99% of the U.S. population. Do you know where there are truly diverse preschools? In Head Start, where kids come to school speaking no English, where some kids have parents with Ph.Ds, and some have parents who cant read. And you know what? These classrooms are very, very difficult to manage, because diversity is very difficult to manage. And this brings me back to Johansson, who says that truly diverse teams are not easy. Making diversity work requires a lot of effort up front. So you wont get results as fast as youre used to. People must know this instinctively because we talk about diversity all the time, and create it only rarely. People talk about it because they know they should, says Johansson, But they just dont believe it. So what can you do to change things? 1. Understand that we each have an inherent bias against diversity. 2. Test your team for diversity. Did you mesh right away? Then youre probably not coming from such different perspectives. 3. Embrace the multi-generational workplace. The reason generation is such a big issue in the workplace today is that in many instances, it creates diversity that you cant escape. Usually you can decide to not to work with the person who would bring diversity to your team. You dont need to give a reason, you just choose someone who is more like you. But what do you do when a whole generation is not like you? You have to learn to work with someone who has different pespectives. So, the bad news is that weve been talking about diversity for twenty years, and accomplishing very little. The good news is that the fireworks at the multigenerational workplace are not just conflict, but the first signs of widespread diversity at work.

How to Make Your LinkedIn Stand Out - Career Sidekick

How to Make Your LinkedIn Stand Out - Career Sidekick How to Make Your LinkedIn Stand Out LinkedIn / https://www.edenscott.com/blog Theres a lot of competition on LinkedIn, so if you want to get noticed, you need a few tricks to stand out.In this article Im going to show you how to make your LinkedIn stand out and catch attention from recruiters, hiring managers, and anyone else you want to network with.How To Make Your LinkedIn Profile Stand Out1. Have a great headshotThe first thing you should do to make your LinkedIn profile stand out is have a friend (or professional) help you take a great headshot.You should be clearly visible, smiling, and in a somewhat professional setting (not a dimly-lit party surrounded by beer bottles).Your image on LinkedIn is one of the first things people see in search results, when you make a post, when you comment on other posts, etc.And it can make or break the first impression of you.Also, the worst thing you can do is have no profile photo at all. Many people will assume youre a fake account if you dont have a real photo.So before you do anything else to make your LinkedIn profile stand out, get a great photo set up.2. Make Sure Your Headline Stands Out and is UniqueAlong with your image, your LinkedIn headline is one of the few things people can see BEFORE they click your profile. So its utlra-important if you want to stand out.And theres no rule that says it needs to be your job title.You can get creative and put whatever will you think will attract attention from the people you want to connect with.One word of caution, though: If youre a job seeker, I dont recommend saying Actively seeking positions in your headline. There are better uses for that space.If you need help with your headline, you can find 10 LinkedIn headline examples here.3. Write Your Profile for Your Target AudienceThis is probably my favorite (and most underrated) tip for how to make your LinkedIn profile stand out:Dont think about yourself as you write your LinkedIn. Yes its about you and your work experience. However, its also about the reader.And yo ull get noticed more on LinkedIn if you think about your ideal reader when writing your profile.Picture the person you want to read your profile and notice it. (You can even give them a name, decide how old they are, etc. In marketing this is called creating a customer avatar and is a powerful tactic).Now sit down to write your LinkedIn profile thinking what that person will find exciting, what theyll notice, and what will get THEM to click your profile and contact you after reading it.(Your image and headline are what get people to click, and the LinkedIn profile sections on your actual profile page are what will get them to contact you).Think of your ideal audience when writing ALL of this.4. Make your LinkedIn Skimmable and Easy to ReadUse bullets and other formatting. Avoid large paragraphs with many sentences. Make it as inviting and easy to read as possible. This is one way youll make recruiters and hiring managers want to keep reading (and hopefully contact you) after theyve opened your profile.I recently wrote an article on how to write a LinkedIn summary and there are some great examples in there of how you can even use emojis to grab attention on your LinkedIn profile.5. Get LinkedIn RecommendationsAnother way to make your LinkedIn profile stand out is ask a couple of colleagues to write you a recommendation.You can ask past colleagues, bosses, current coworkers, or anyone else that knows your work!If you want more info on this, I wrote an in-depth article about getting recommendations on your LinkedIn profile and why its so powerful.The short answer is: Very few job seekers do it, so it immediately catches an employers attention and gets them to stop skimming and read it closely!6. Engage and Be Active on LinkedInPart of getting your profile to stand out on LinkedIn is getting seen. Nobody can click your profile if youre not showing up on their screen, right?So no matter how great a profile you write, you also need to be active on the platform to g et seen by more people.Look for relevant groups to join and post in. You can ask questions, answer questions, share articles, and more. Just make sure you read the group rules first. Some group owners are terrified of someone stealing their thunder and posting advice in their group (its a terrible mindset and theyre not going very far in life or business, but thats how some people think).You can also post articles and tips/thoughts on your own feed. You can follow other people, comment on their posts, etc.Every time youre commenting, posting, responding to comments on your own posts, or anything else, your photo and headline are getting seen! And thats a key part of getting clicked and getting messaged once youve written a basic LinkedIn profile that looks good and stands out from other people.It Takes Effort to Make Your LinkedIn Stand OutRecruiters spend a LOT of time on LinkedIn. Looking through hundreds of profiles. And we usually see the same things each day over and over.Like anyone, we get tired, and start to go into autopilot. Our brain is half awake as we scan through a bunch of profiles quickly, looking for one or two keywords.However, when we see a great profile that someone put effort into, it does stand out and grab our attention.We stop skimming and start reading closely.And were more likely to want to talk to you about job opportunities, invite you to interview for a position, or add you to our network.If you follow the tips above, youll make your LinkedIn stand out so you can grow your network faster, get more job interviews, and advance your career faster.

What to Look For in Review Resume Writing Services

What to Look For in Review Resume Writing ServicesBefore you hire a review resume writing service it is important to understand the services they offer. As with any other service you hire, you will need to be aware of the amount of services provided, as well as the quality of services they provide.These services will vary depending on what type of services a review resume writing service is providing you. For example, some services offer free professional critiques that you do not have to pay for. In many cases the reviews are not comprehensive, but it will give you an idea of how effective the writer is and whether or not they were skilled enough to write a positive review.The first step to having your resume read by top executives is to make sure you are well written. Many of the review services offer first person point of view written reviews. This is a good way to get an idea of how good the writer is, and whether or not they understood your situation. If the writer seems to have taken time to understand your situation and write a decent review, you can bet they will be able to write a follow up review to further drive your case.You want to be certain that you are getting an honest opinion from a reviewer. There is no reason to believe a company that does this is going to be biased in favor of your services. On the contrary, they will want to be very clear about their bias towards your services.When looking for a specific example of a review, you can find them in various places. For example, many agencies will provide samples of their services online and at trade shows. Also, you can look for them on message boards. Many service providers will send out a message board posting, asking for feedback, and include links to potential reviews.Look for reviews that have reviews of a large number of services. In some cases, reviews will be inconsistent with one another, which means a single review could be written by multiple people. Even if one review was written b y someone who never read another review, it still shows you the type of service they offer.As far as evaluating the ability of the resume writer, you will need to see if they can take criticism. An easy way to do this is to see if they provide samples of previous resumes that were used. Often, the more of a critique a writer has given a resume, the more accurate the assessment will be. In addition, if the reviewer gives a sample of the same resume but different points of reference, this also suggests that the writer has a different sense of perspective from one point of view to another.Remember, the review resume writing services offered online will have a variety of opinions on the same resume. By focusing on the details, you can receive a much more detailed assessment that is based on your needs and the needs of your future employer.

A New Job Search Engine Just for Green Jobs

A New Job Search Engine Just for Green Jobs I recently caught up with online job search expert and entrepreneur, Chris Russell, to learn more about a new site he has launched called Green Job Spider. If you are interested in learning more about green jobs, you will definitely want to take a look at Russells site. Heres what he had to say about his new initiative.Whats a green job? Any job that creates, supports, maintains or regulates recycling, energy efficiency or renewable energy products services.What is Green Job Spider? Green Job Spider is a job search engine, not a job board. Think of us as the google for green jobs. We crawl other green job sites and green employers such as solar, wind and  bio-fuel  firms, index their jobs and make them available on our search engine. When you do a search and see a job of interest, the link will take you to that job board or career page.How did you come up with the idea of Green Job Spider? I run many job boards and saw the green job market as a great new opportunity. But there were already lots of green job boards onlinemore than 50 of them scattered across the web. I realized job seekers are having a hard time finding and applying to this fast growing job market. Green Job Spider will enable them to search for these jobs using one interface. The site will also help green candidates learn about the types of green jobs and where they are through its blog and other resources.What are the benefits of your site over other aggregate job boards? Our job search engine is one of the first of its kind to focus exclusively on a specific niche. Most of the current job search sites focus on all types of jobs but  Green Job Spider will offer a more targeted experience for those who want a green job. Its crawler will search for jobs from solar to wind to biofuels. Job listings will be indexed nightly and all sources of green jobs will be hand picked to ensure quality. Its main benefits are making your green job search more efficient and educating people about what green job s are and how to get them.Do you have any tips for getting the most out of the site? Sign up for email alerts, create a free profile on our community pages and listen to our podcasts to keep up with the green job market.

4 of the Coolest Networking Apps for Job Seekers - CareerEnlightenment.com

You can see how many connections you have, add more connections and indicate which skills you have for potential employers to find you by. Below, see where your friends work, and follow brands that you are interested in.Highlight  is a mobile networking tool not for the faint of heart…or those who have issues with location-based apps. Highlight uses your location and tells you when you are nearby other Highlight users. Your name and profile picture are pulled from your connected Facebook account, and you can include where you live, your job title as well as links to your Facebook and Twitter account if you like. Throughout the day, Highlight tracks where you’ve been in relation to other users.  Meeteor  is a professional networking tool that differs from Branchout in that it does not run as a Facebook app. Connect Meeteor to Facebook or LinkedIn and watch as your professional network, and your knowledge about the people in your professional network, grows. Meeteor is unique, howe ver, in that it offers suggestions for who you should introduce yourself to, based on your existing network and your interests. In other words, it finds the people you should know and tells you to go network with them.Cardmunch  is a more traditional tool for this list, but not behind the times by any means. While we are constantly reading articles about how to use Twitter, Facebook and LinkedIn for professional networking, we seem to have forgotten about the good old-fashioned business card. Cardmuch is a tool for mobile devices that not only allows users to take pictures of business cards and save them to a mobile device, but provides detailed information like which connections users have in common, immediately after snapping the photo. Check out this Cardmuch video to see the app in action: