Friday, May 29, 2020
How To Use Pinterest for Social Recruiting [Cool Example]
How To Use Pinterest for Social Recruiting [Cool Example] Working at Carousel Consultancy has been a great experience for me: Iâve been able to combine my love for social media with my passion for helping people (in this case, helping people who are looking for jobs). Unfortunately, itâs time to move on due to personal reasons, so it seemed appropriate for me to share this role on all of the social media avenues that I use in a regular work day. But I wanted to go beyond Twitter, Facebook, and Google+, and since one of my latest addictions is Pinterest, I decided that was one of the best places to showcase this job vacancy. I had previously set up a board for a different position we were hiring for, but now that itâs filled, I decided to update it for the social media role. Why Pinterest? As I mentioned, due to the nature of the role, using social media to fill the vacancy is the ideal place to share the news. Carousel was one of the first recruitment agencies to set up boards on Pinterest, so weâve got experience using the site. Plus, our Pinterest boards were previously featured on the Radian6 blog in their article â4 Approaches to Sharing Social Media Content on Pinterest,â so weâve already been recognised as a great example of using Pinterest. But Pinterest is a great place for all kinds of companies and all types of job vacancies, meaning that if youâve got a position for a Senior Accountant in a law firm, you shouldnât be turned off. All kinds of people are on Pinterest, and theyâre looking for images and content that represents who they are. How you use Pinterest for hiring depends on your company culture. You can be polished and professional or you can be funny and quirky. Pinterest is all about showing your personality and sharing valuable content through images that the community is interested in. How to get started with Pinterest? If you donât already have a Pinterest account, youâll need to request an invite. You can do this directly through the website itself, but if you can get an invite from a friend, it will speed up the process. Be sure to fully complete your profile so job seekers can easily see whoâs hiring: include a photo (ideally, your logo), website (so job seekers can easily reference your companyâs site), location (so they know where they might be working), and a brief statement about you so they know in a sentence what youâre about. Next, set up a new pin board. Go to the âAdd +â link on the upper right hand section of the menu, then click on âCreate a Board.â Youâll need to enter a Board Name, Board Category, and determine who can pin on the board. You can either title your board something general such as âWeâre hiring!â or you can showcase the role itself in the title of the board. Thereâs really not an appropriate board category for hiring. Depending on the role and the company industry, you can choose from Architecture, Art, Design, Education, Fitness, Technology, or a number of other options. If none of them seem to be a good fit, then Other will be the best choice for your board. There are two options for the âWho can pin?â question: just you, or you and others. Due to the nature of a pin board designed for recruitment, youâll probably be managing it yourself. If you want, however, you can add others. Youâll need their name if theyâre already on Pinterest, or their email address. They will receive notification that theyâve been invited to participate on the board. Once youâve set up the board, you can also fill in a description. Use this area to showcase the main details of the role, including the job title. People need to be able to find this board when searching, so be sure to include relevant keywords within the description. Now youâre ready to start pinning! What do you pin on your board? This is where you can have fun and get really creative with the board. Again, Pinterest can be used for all types of companies. First, you need to be clear about your company culture and what type of person you want to hire. Will the pins be serious and professional, or is a sense of humour appropriate? What specific aspects of your company culture do you want to represent on your board? You may want to share how much you care about your clients, or how you help your clients, or what a great office environment there is. Next, get out the full job spec and highlight or make notes on the main keywords and themes of the job vacancy. Keep in mind characteristics such as the following: remote working, benefits such as gym membership, flexible working hours, location of your office, the industry your company is in, technical requirements and skills, and personal attributes such as an eye for detail, sense of humour, or creativity. Search through Pinterest for each of these themes, keywords, or characteristics. Or think of images that might represent these ideas. For remote working, look for photos of a laptop on a beach. For your office location, search for photos of your city or neighbourhood. Work-related cartoons can also add relevant information and a sense of humour to your board. For more ideas, visit our Pinterest board for our Social Media Community Manager Blogger position. Feel free, of course, to repin our images⦠as thatâs what Pinterest is all about: sharing graphic content. If you need a Pinterest invite, please email me. And if you know of anyone for the social media role, please let us know! Related: How To Design Your Alternative CV on Prezi. Holly Worton is a Pinterest addict and is passionate about helping people and companies plan their online marketing and social media strategy to achieve their business goals.
Monday, May 25, 2020
This is How Far in Advance You Should Apply for a Job - Algrim.co
This is How Far in Advance You Should Apply for a Job - Algrim.co Wondering how far in advance you should start applying for jobs? Don't worry, you aren't the only one with this problem. Timing your job search can be a tricky task. But we've compiled the best guide to help you consider all the variables you might encounter with your job search. Let's go ahead and get started. Why You Need Time Before Applying Having enough time to get prepared to be proactive in your job search is important. Resigning from your current position, in a professional way, takes time. Putting together the list of companies that you feel are applicable to your work experience, takes time. There are countless tasks that youâll have to perform in order to transition properly. Give yourself ample time to prepare for making a transition before you jump right into applying for jobs. Itâs important to consider your personal needs alongside the needs of the employer. And how those two things could intermingle to cause disruption in your life. Do you have a family? Are your children in school? These are heavy considerations that you should spend time thinking through before you start your job search and application process. Don't feel pressure, like there won't be a job waiting for you. There will be, no matter how soon or how late you start. How Much Time Should You Spend On Your Job Hunt The job hunt can take anywhere from 1 month to 6 months. Depending on what type of career youâre in, you need to plan this accordingly. For example, doctors are not hired quickly. Hospitals have long hiring processes that could take up to 6 months. Alternatively, Project Managers are often hired quite quickly. Consider what type of career youâre in and what you might expect the requirements are for being employed. Then try to consider the current job atmosphere. Are you seeing a lot of jobs being posted online? Not that many? Have you heard news from friends about the job market? Use this information to your advantage so that you can estimate the appetite of the employment market for your profession. Is Reaching Out Too Early A Bad Thing No. Thereâs never a âtoo earlyâ in terms of being proactive about your job search. As long as you are making connections with potential employers and asking them about future job openings, there is never a better time to start than right now. Even if a job isnât posted online and youâd like to send the employer your resume, you can absolutely do that. But be sure that you arenât âcold emailingâ the employer your resume. Ask them targeted questions that ensure you get a response. Then proceed to ask them about future job openings. What If I Apply Too Late If a job has been posted online for more than a few weeks, most likely theyâve received hundreds of applications. Itâs important that you realize your chances of being noticed by the employer greatly diminish. Your best option is to try and reach out to the hiring manager directly and asking about the status of the job. If they havenât hired someone, you can quickly respond with the reason why you feel you should interview and sending them your resume. If a job has been open for more than a few weeks and is still listed online, most likely the employer will not move quickly with their hiring process as they clearly donât have an immediate need (or else they would have filled it). Be Sure You Have A Job Search Plan In Mind If you are looking to simply apply for jobs and expect that youâll land a job by doing that, think again. Roughly 2% of candidates are chosen through online or career portal application submissions. Be sure that you are tackling your job search by utilizing your network, asking employers about future job openings, having your reasoning for why youâre a top candidate and being proactive about the process. Related: No One Will Hire Me & I Donât Know Why: Your Answer Here How Far In Advance Should You Start Applying To Jobs The simple answer, 1-2 months before you expect to leave your job. But up to 3 months if you feel as though you might experience difficulties landing a position. What If Iâm Applying To Out Of State Jobs If youâre applying to out of state jobs and you want to know how far in advance you should start applying, I would consider 3-4 months. Ideally, you can make a connection with an employer who is willing to give you information regarding a future job opening. That way you can take your time resigning from your current position, planning your relocation and ultimately making the transition. Related: How To Get A Job In Another State: Tips, Tricks, Full Guide How Far Advance Should I Apply For A Summer Job Most summer jobs will be taken by May or June. Consider starting your job search process a few months before then. The job search process entails putting together your target list of companies, the ideal jobs that are available and your applicable skill sets that make you a great candidate. The perfect time for landing a summer job would be somewhere around February to March. This provides you ample time to network, make connections and position yourself as a summer worker. What If Iâm About To Graduate? How Far In Advance Should I Apply? If youâre about to graduate, consider applying for jobs anywhere between one to two months before your graduation date. Be sure that you indicate in your cover letter that you are about to graduate. And when discussing your start date, you should be sure that you communicate to the employer that it will need to be in advance and not the usual two weeks.
Friday, May 22, 2020
6 Ways to Make Your Employment Branding a Success
6 Ways to Make Your Employment Branding a Success Behind every great success there are key ingredients to make it happen. Some are top-secret so as to keep close-competitors from stealing their formula, but others are common knowledge and when you think about it, pretty easy to do. For the third year running, the WilsonHCG Research Institute has published its report on the top 100 companies from the Fortunes 500 list who have nailed their employment branding. John Wilson, CEO of WilsonHCG, says: As the global talent wars continue to heat up and competition for hiring is fierce, itâs critical for organisations to invest in employment branding to attract new employees. Yet for many, this is easier said than done. In fact, a recent Conference Board survey revealed that retention, finding the next generation of leaders, and attracting top talent are the top concerns for U.S. CEOs. The companies that will win at attracting and retaining employees are those that build a great employment brand, and the organisations that ranked highest in our report demonstrate the type of participation, engagement and transparency thatâs required to stand out as a top employer in todayâs competitive job market. Youre probably wondering what their secret is and what you can do to join them, or better still beat them? Here are the 6 markers they scored points for: 1. Career pages Gone are the days when all you had to publish was a list of job openings and an email address on a company career page. Nowadays candidates expect more than that. Your career page is a candidateâs introduction to your company and will help them decide whether or not they will express an interest in working for your company. Its also a huge opportunity to show candidates exactly what you want them to see. This can be done in a number of ways: Ease of applying Candidates need to be able to find your career page. If they canât find it, they canât apply. Make sure it is easily accessible from every page of your website and most importantly, make it useful. No-one wants to click 100 times before they get to their desired location. By that time, youâve already lost the best ones. Keep it current Now this sounds pretty obvious but you havent updated your careers page and candidates cant see new openings or opportunities they are likely to leave just as quickly as they got there. Branding Employer branding is all about giving a potential employee a real feel for what its like to work for you. So do just that on your careers page. Attract the right candidates by giving them an idea of the environment they will be working in and the people they will be working with. Try adding not just your company logo, but photos and videos of your office space, location or your team. 2. Job boards A job board provides the perfect opportunity to show what an employer can offer new recruits and, with the right tools, it can be an extension of their brand. Companies can spend thousands crafting their employer brand, but if they are not making best use of some of the add-ons available on a job board they are missing a trick. If an advert doesnât create an instant impact, job seekers will quickly move onto the next job â" particularly if they are not familiar with your company. So, how can you make sure every advert on your job board delivers: Getting the tone right Always use language job seekers can relate to. Donât just cut and paste details from another jobâ" make sure every advert is personalised to attract the right people. Perks and benefits Yes details about the job and salary are important but so are perks and benefits. Employers need to flag up the benefits and perks of working at their company in order to attract the right talent. Build a profile By creating a company profile, you help will bring your brand to life. Include information about company culture and why itâs such a great place to work. You can also customise your profile with the help of images, video and banners to clearly convey your employer brand. 3. Employee reviews and candidate engagement Employee authored content is one of the best ways to nail your employer brand. There is no-one better to say how good your company is to work for than the people who work for you. More and more companies are using employee reviews as a way of recruiting top talent to their organisation. A study, found that 69% would not take a job with a company that had a bad reputation, even if they were unemployed. And candidate engagement is just as important. Some companies have begun candidate engagement before recruitment in order to secure the best talent. 4. Accolades This is one key area of employment branding that many companies are overlooking. Putting your awards and accolades on career pages is an easy way to attract the right kind of talent to your company. It also gives your credibility. To say you are an award-winning organisation speaks for itself. In a study conducted by Hendricks and Singhal of the University of Western Ontario and Georgia Institute of Technology, more than 600 organizational award winners had 37 percent more sales growth and 44 percent higher stock price return than their competitors. At a time when competition for top talent is fierce, one way to stand out to candidates is to be recognised for awards that matter to them. 5. Recruitment marketing This can be everything from content marketing, social recruiting, mobile recruiting, career site, SEO, employee referrals, talent networks, job marketing, recruiting events, recruiting analytics, CRM basically it is anything that a talent acquisition team uses to find, attract, engage and nurture leads in order to convert them into more qualified applicants to fill jobs now and in the future. Here is a quick guide to recruitment marketing. 6. Corporate social responsibility Showing commitment to being socially responsible plays a massive part in a companys ability to attract top talent. Employer brand is no longer just about Glassdoor reviews. Having a strong CSR strategy is an important part of building a well-rounded employment brand that will attract top talent, particularly millennials. According to a 2014 survey by Nielsen, 67% of respondents prefer to work for a socially responsible company. When you consider that this group will make up 50 percent of the workforce by 2020, itâs something companies need to make a priority if they want to stay competitive. Andrew Lawson, executive vice-president for Europe, the Middle East and Africa at Salesforce: At Salesforce our culture is rooted in âOhanaâ â" the idea in Hawaiian culture that family members are all responsible for one another. When our CEO (Marc Benioff) founded Salesforce, he felt this attitude and approach was lacking in corporate culture and he thought that if businesses put more emphasis on caring and cooperating, truly amazing things could happen in our workplaces and our communities. During my time at Salesforce Iâve found that people really live for these values and I think itâs part of the reason why Salesforce has become such a success. Shaunda Zilich, Global Employment Brand Leader at GE, says: I always say it is a âperfect stormâ for GE employment brand. We are at a crossroads of transformation in three different ways. First, the company itself is well on its way transforming to become the digital industrial company. This helps with employment brand because to gain the talent we have to become a modern, contemporary culture and have to be outspoken externally about it as a company. The second reason for the perfect storm is that with this transformation our company realizes that if you donât have the right talent, you donât have the products or services equaling importance on employment brand. Lastly, it is the âperfect stormâ for employment brand because our world longs for transparency and trust in every way. This lends itself to storytelling about real employees in a real way. Employment brand allows us to connect to people⦠connecting emotionally in a people-centric way lends itself to transparency and trust. Employment brand becomes the consumer brand for B2B companies.
Monday, May 18, 2020
Are you Faceless on LinkedIn
Are you Faceless on LinkedIn So you joined LinkedIn and started a profile â" perfect! â" but then you went ahead and left your profile picture blank. Hm. Was the decision not to add a photo strategic, or did you just not want to share it? Some people fear that adding a photo will cause scrutiny or discrimination that detracts from their content â" which could happen â" but in all honesty, by not including a photo this same judgement is being cast.LinkedIn profiles were designed to include a photo; not including one is going against the norm. Honestly, why risk seeming out of reach, âappearingâ unapproachable, or âlookingâ incapable? Without a photo it may even be assumed you dont know how to load one. Human nature is highly visual, which is why photographs regularly accompany printed materials. Pictures increase engagement. Without a photo, many visitors may find it hard to look beyond the faceless image and create rapport. Really, who doesnt like putting a face to a name? In fact, it is a known statistic that profiles with photos are 7 times more likely to be viewed (see related Forbes article here). People like to see who they are reading about and a missing profile picture is not only a turn-off, but a flag that something isnt quite right. The key to a good LinkedIn profile picture is to keep it highly professional. A photo of your cat, your family, or you wearing your favourite Hawaiian shirt is not appropriate. If you donât want people to judge you in your photo, certainly donât give them a good reason to. Avoid being counted as invisible on LinkedIn by adding a current professional head shot of yourself in appropriate business attire looking relaxed and approachable.Ultimately it is up to you to include a photo on LinkedIn or not, but if people assume you are out of reach opportunities could be lost. Here are some tips for your LinkedIn photo: Donât use an old photo. There are few things worse than meeting someone for the first time and not recognizing them because the profile on their LinkedIn profile is from 10 years ago (or longer)! Use a photo of you in your profile â" donât use a photo of an object. At a minimum, your photo should include your head and shoulders, not just a close-up of your face. Smile! Radiate warmth and approachability in your photo. Photos should be professionally done, if possible (but not glamour shots). Wear your most complementary color. Bright colors can attract attention. Patterns should be avoided. Donât have other people in your photos (and donât crop other people out of your shot â" there should not be any errant body parts in your LinkedIn photo!). Make sure the background in the photo isnât distracting. Relax. Look directly at the camera. Take multiple shots and ask people their opinion on which one makes you seem most âapproachable.â Tips for Men: Wear a dark blue or black dress shirt or a suit jacket, collared shirt, and tie. No t-shirts or Hawaiian shirts. No busy or crazy patterns. Tips for Women: Wear something you feel comfortable in. No t-shirts. No big or busy patterns. Soft, dark v-necks look great. Black always works; avoid white. If possible, your hair and makeup should be professionally done. Another excellent and informative article on the importance of a LinkedIn profile picture is by Bob McIntosh, titled: 10 Reasons Why Your Profile Photo is Important to Me. Many thanks to Bob for including my own profile picture in this post as a top example!
Friday, May 15, 2020
November Wrap Up - Repurpose Your Career Podcast - Career Pivot
November Wrap Up - Repurpose Your Career Podcast - Career Pivot November Wrap Up November was the first full month of episodes for the Repurpose Your Career podcast. I thought this would be a good time summarize Novemberâs episodes and give you an opportunity in one place to sample the series. Episode â" 2 How We Will Work Longer As We Live Longer with Chris Farrell In this episode, Marc interviews Chris Farrell, Senior Economics Contributor at Marketplace, American Public Mediaâs nationally syndicated public radio business and economics program. He is the economics commentator for Minnesota Public Radio, and host of its series, Conversations on the Creative Economy. An award-winning journalist, Chris is a columnist for Next Avenue, and the Star Tribune, and a contributor to the New York Times. His most recent book is Unretirement: How Baby Boomers Are Changing the Way We Think About Work, Community, and the Good Life. Marc and Chris discuss several topics, including the aging of the population, and why thatâs not such a bad thing; aspects of entrepreneurship; and that living longer, means working longer. Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast Read the show notes here. Episode â" 3 Plan a Life of Success, and Turn it to Significance With Dr. Joel Dobbs In this episode, Marc interviews Dr. Joel Dobbs. Dr. Dobbs is an experienced life sciences executive, with over thirty years of experience in the pharmaceutical and biotechnology industries. He has served in a variety of senior leadership roles in information technology, as well as general management, clinical research, regulatory affairs, post-marketing surveillance, academia, and consulting. Dr. Dobbs has served as a member of top-tier executive teams of dynamic organizations, in startup, rapid-growth, turn-around, merger, integration, and change phases. Download Link | iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast Read the show notes here. Episode â" 4 Career Failures, and How to Recover from Them In this episode, Marc shares the chapter, âCareer Failures, and How to Recover from Them,â from his upcoming book, Repurpose Your Career: A Practical Guide to the Second Half of Life. Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast Read the show notes here. CEpisode â" 5 Career Pivot Questions? Marc Has Answers! In this episode, Marc answers employment pivot questions with his trusty sidekick, Elizabeth Rabaey. Listen in for ideas to go forward! Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast Read the show notes here. I hope you have enjoyed listening to this podcast as I have enjoyed producing it. You will find all of the podcast episodes on the Repurpose Your Career podcast page. Thank you to Podfly.net for producing each episode. So what do you think? Leave a comment below with your thoughts. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...
Monday, May 11, 2020
5 easy steps to better sales meetings - The Chief Happiness Officer Blog
5 easy steps to better sales meetings - The Chief Happiness Officer Blog (sign from a Copenhagen shoe shop) I got sick and tired of sales people at one point. There seems to be some unspoken agreement among them that all sales meetings must run like this: Boring company presentation, including their org chart and last 5 years financial statements. A pre-planned presentation of all their products, including some that could never, ever interest me. 5 minutes at the end for them to try to figure out what I would like to buy. Whichll be nothing. Theres gotta be a better way! And there is. Sales meetings dont have to be an unpleasant affair in which pushy salespeople use every trick in the book to convince reluctant customers to buy their stuff. I developed a better format for The Happy at Work Project for two reasons:First of all, with our name and our products we were forced to come up with a way to make sales meetings fun, or we would have lost all credibility right there. (If youve never heard of us, we do workshops, presentations, conferences and board games to make people happy at work). Secondly Ive tried being the victim target potential customer of many traditional sales pitches, and I just couldnt bear the thought of inflicting that experience on potential, unsuspecting customers. When using the meeting format described below, I have repeatedly seen clients switch from a defensive, arms-crossed, you-cant-trick-me-into-buying- nothing-buster posture to a relaxed, positive atmosphere where theyre asking me interested questions rather than me trying to ram information down their throats. Simply speaking, sales meetings become fun. Heres how I do it. 1: Youre not there to sell First of all, we dont call them sales meetings, we call them customer meetings. This is not just semantics, the point truly isnt selling the point is to meet a potential customer, to learn about that customer and to let them learn about what you can offer. Youre not there to sell ? youre there to help the customer make a wise decision (this idea is courtesy of my Iowan friend Mike Wagner). Of course youre there in the first place because you believe in the quality of your products/services and you believe the customer needs what you can deliver. If this isnt so, why did you approach this customer at all? And that is the fundamental difference: Is selling a matter of salesman vs. customer or is it a matter of working together. Our meeting format creates a setting where seller and buyer work together to create value for both. 2: Frame the meeting I very briefly introduce myself and my company, and then take a little time to frame the meeting. Time: All our meetings are planned for a 1 hour duration, but I still always start by fixing the time frame, saying Id planned to finish no later than X oclock. Is that OK? Sometimes the customer will say, Thats fine I have a meeting right after and then I always offer to end our meeting 5 minutes early. Content: Then I explain that in my experience, the meetings go better if I can spend some time asking about them first. I can talk for a long time about our products, but if I dont know something about the customer, I may not say anything thats relevant to them. Then I ask if thats OK. Agreeing to these things up front puts the customer in charge of the whole process. While you will of course be running the meeting, you do so with their full consent. 3: Ask a lot of good questions This meeting is not about you. Its about the customer. We have a list of good questions to ask, and the first question is always this: What made you take time for this meeting? This is an amazing question, because it goes right to the root of why youre talking to that customer. Were all busy people, and theres a reason this person has taken an hour out to talk to you. The entire point of the meeting is to find that reason. So why not ask up front? Also, our last question ?What benefits could your organization achieve, if people were happier at work???? is crucial, because right there, the customer will supply you with all the selling points. Substitute your own argument instead of happier at work here. Asking questions is important, because successful customer meetings are the ones where the customer does most of the talking. Also, this means that whether or not the meeting results in a sale, you will still walk away with new knowledge. 4: Present your offerings on 1 (one) page We then present one sheet of paper that describes our work and our products. Yes, thats right, one single, solitary sheet. At this point many customers are expecting (or dreading) a 20-slide corporate PowerPoint presentation, and theyre unfailingly relieved and happy when I pull out just this one piece of paper and explain our offerings based on that. But my products will never fit on one page I hear you cry. Oh, yeah? Well if you cant describe yourself and your products simply enough to fit on one page, then youre not ready to talk to potential customers yet. They deserve that level of clarity and simplicity. Our presentation focuses on what we do, i.e. the actual products and services we can deliver and very little on who we are. The paper also contains a short description of how we work and some (great) customer quotes. Of course, having just learned a lot about the customer, its easy for met to connect our offerings to their business and to focus more on products they can use. It becomes a targeted presentation, tailored to that specific customer and boy, do they ever appreciate that. Remember to constantly stop and ask the customer How does that sound? or similar. Dont go into your entire spiel and then ask at the end. You might ask after every product: How could you apply this in your business? 5: Wrap up the meeting We always end the meeting a few minutes before the agreed time. This shows respect for the customers time, and avoids that fidgety few minutes at the end where the customer is subconsciously wondering whether the meeting will end in time for her to make her next meeting/appointment. There seems to be an unstated belief among sales people that long meetings = good meetings. That the longer you can keep the meeting going, the more interested the customer must be. Wrong, wrong, wrong. At the end of the meeting, we ask: ?How did you like the meeting? Did you get all the information you need???? ?Would you like to be added to our mailing list so you get our newsletter???? ?How would you like me to follow up on the meeting? Should I call you in X weeks???? This ensures customer commitment on whatever follow-up we decide on. Step 2 takes just a couple of minutes, while step 3 (asking about the customer) should take about 25 minutes of a one hour meeting. You then have 20 minutes to present your products and let the customer ask questions about them and 5 minutes to end the meeting. If you find yourself dreading sales meetings or find yourself uncomfortable in a traditional salesman role, give this method a shot. Not only will you enjoy meeting customers this way youll also sell more. If you liked this post Im pretty sure youll also like these: Selling by giving Top 5 business maxims that need to go Part I Part II Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related
Friday, May 8, 2020
Operations Manager Resume Writing
Operations Manager Resume WritingOperations Manager Resume Writing is a broad term for jobs such as these. It covers managerial positions as well as manual ones. They are usually in charge of the operation of an organization. In most cases, they are the person in charge of the daily operations.Managers do not just work with others but with many people. Their responsibility is to oversee the actions of every department. While this sounds easy to do, it can be quite difficult at times.For this reason, it is imperative that candidates who are applying for a managerial position to be able to excel in their area of expertise. They should be good at keeping on top of things. They should also be good leaders and excellent planners. Furthermore, they should have good communications skills and they should know how to get along with people well. All these are very important if the position requires constant contact with the public.There are several ways in which the manager can advertise thems elves to potential employers. They can speak at length about their skills. This can be done via written materials or in person.A good example of a manager's resume is that of how a state legislator might have his or her resume framed. The resume will probably focus on a particular bill and the history of its development. It will also include the dates on which the senator was appointed to the position and will include links to any press releases or letters regarding that position.Resumes can also be posted on career sites. However, while on these sites, the candidate must meet certain requirements. If he or she wants the resume to be posted online, for example, they must have a verified email address. Also, the resume must be from an accredited institution and not aspam one.Managerial services resume writing is very popular. These types of services require a long and sometimes detailed resume and a great deal of detailed information about the applicant. These services are usually ve ry competitive because they have to provide applicants with something unique and impressive, which is why many of them do charge fees for their services.All applicants for the manager position should carefully read through the job description of the company and try to find out the actual responsibilities of the position. If they have questions, they should inquire. This will help the candidate to narrow down his or her choices and prepare for the interview.
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