The Most Socially Engaged Recruitment Agency on LinkedIn

The Most Socially Engaged Recruitment Agency on LinkedIn With the announcement of LinkedIns Top 25 Most Socially Engaged Staffing Agencies, we speak to the winner, PageGroup, to find out how they utilized LinkedIn to become the most socially engaged company on the platform through superior content performance and social engagement. Eamon Collins, the Group Marketing Director at PageGroup gives us the low down on how the company has had so much success on LinkedIn, and how the platform has allowed them to reach higher levels of social success than any other company in the world. Why LinkedIn As a global strategic partner of LinkedIn, we look to use the platform in each area of our business. First and foremost all of our people are trained on the best use of LinkedIn, as well as being shown how to optimise their profiles as part of candidate attraction. With over 1.2 million followers we also promote our latest job roles and see it as a key channel to distribute what we call seriously useful content to our customers to better inform them in their careers. All of this activity combined helps us in building our brand. A strategy of unification Our approach is one of unification â€" when it comes to output, we consider amplification across all of our channels.  Our social media teams  also  continuously scrutinize real-time historical performance data of owned and curated content to understand how each piece delivers against the needs of our evolving audience. We understand it is  vital that we cut through with focused posts which are hyper-relevant, engaging, visually enticing and most importantly, valuable  to our customers be they, candidates or clients. Subsequently, all  of our  content is targeted to audience groups to ensure it is relevant and we constantly test different outputs such as video around events both in the general and recruitment calendar. Multi-channel campaigns We regularly launch multi-channel content campaigns aimed at clients, candidates or both â€" and social plays a big role in our amplification strategy. With these campaigns, we go beyond standard job interview tips and CV advice to offer content that has real value, whether that’s tools which help candidates get ahead in their job search and develop their career or industry insights and future trends which will inform and inspire our clients. Recent campaigns have focused on the complexities around flexible working and the evolution of employee benefits packages, along with insights from our customers around their confidence in the jobs market. Social allows us to target audiences with the content which will be most relevant and useful to them, along with helping us stay part of the conversation around careers and recruitment. Utilizing employees We recognize that our people are critical to our success on LinkedIn and we use an amplification tool to make content sharing quick and easy.  Our global programme has 1,000 employees on board, and this year has generated over more than 70 million social impressions, 220,500 post clicks, and 57,000 social reactions. Through the use of the tool, our people have helped in building brand awareness and trust and at the same time building their own personal brand.  The more engaged our people, the higher presence we have on LinkedIn. The fact that  people are twice as likely to click on a link that has been recommended by a person, rather than a brand, cements the need for us to make social sharing as easy as possible. Staying on top of content Content is the oil flowing through all of our different platforms be that website, CRM programme or social media. We  want to be at the forefront of providing candidates with relevant information on career development and to do this we use a selection of market-leading tools to analyze and optimise existing content and to identify new growth opportunities.  We devise our  content strategy with this in mind and when it comes to outputs, we  always first consider  multi-channel activation and amplification. We also understand that producing content isn’t just about telling people what we want  them to hear. We continuously monitor real-time and historical performance data of owned and curated content to understand the value against the needs of our evolving  audience across existing and new digital platforms. Social recruiting at PageGroup Employee amplification enables us to comment on breaking news industry trends at speed. Being at the forefront of live conversations cements PageGroup as an informed and authoritative voice, which in-turn generates trust credibility among clients and candidates. Also, as LinkedIn profiles are an evolution of the standard CV, our consultants can look beyond experience (at social posts) to truly understand candidate’s interests and personalities. This is the first of a feature series we are running with some of LinkedIns Most Socially Engaged Staffing Agencies, in order to provide deeper insight into how we as recruiting professionals can leverage LinkedIn to improve our online engagement, and truly utilize the potential and benefits of the platform.

Interviewed by BusinessWeek and Entrepreneur Within 4 Days! - Personal Branding Blog - Stand Out In Your Career

Interviewed by BusinessWeek and Entrepreneur Within 4 Days! - Personal Branding Blog - Stand Out In Your Career Im truly honored to be in the position Im in right now and thank you all for your support, as we evangelize personal branding and spread these ideas to the masses. When you start building your brand, dont demand immediate results, but rather work as hard as you can to position yourself for the future. You must sacrifice today, to get what you want tomorrow. I really enjoy marketing, which is why I spend more time marketing than I do actually writing or posting on this blog. A lot of people say if you built it, it will come. This statement is not true unless you count on luck. Believe in yourself, never give up and always focus on the future by investing in your brand today. Below I share with you my interviews with Entrepreneur and BusinessWeek. Both of them occurred in the course of 4 days! If youre young, I hope this inspires you to put your ideas in motion and go after what you want. Update: October 29th, 2:00 PM EST MSNBC syndicated the Entrepreneur interview! _____ Entrepreneurs Need Social Networking by David Javitch Can you tell me about the trend that has employers hiring employees to take on social networking duties? Dan Schawbel: Its a major trend thats been growing significantly, especially in the past three years. Conversations are happening and theyll happen with or without you; your choice is whether to participate or ignore this technological tidal wave. Due to the current economy, there are clear restraints on marketing budgets, so free social marketing is the best alternative. As companies grow and social networking continues to expand, the entrepreneurial boss simply cannot devote all of the time needed for a successful effort. He or she needs to hire someone else dedicated to assume this responsibility. This person will be the internal community manager who will create, monitor and transfer information about the company between and among employees who have a voice and can influence or build the corporate brand. Externally, the community manager will reach out to current and potential customers. This person will spark interactive conversations, market products or services, and invite responses. In terms of public relations, this social media maven will protect and promote the companys brand with customers and future employees, and help with the corporate blog and social network strategy. What bare bones networking should small-business owners be doing on their own (if they cant hire someone to do it for them) that will help them market their business? Small-business owners should get involved in social sites like LinkedIn, Facebook, Twitter, YouTube or Friendfeed. They need to go where the people are to promote themselves, recruit and maintain a relationship with specific communities, while obtaining new customers and building bigger communities. They need to draw accounts into their world. Above all, the owner must have specific goals in mind in order to strategize about what he or she wants to get out of these efforts. Is it to increase business by 500 more customers? Increase visibility? Sell more products or services? Without specific goals, the owner wont be able to determine if the social networking process was a success or a failure. While getting on these social sites, business owners must protect their name so no one else can use it. This includes claiming your identity on social sites before competitors do or people with the same name do. These sites have a high Google PageRankâ„¢, which means theyll appear in the top results when someone Googles your name or your companys name. Entrepreneur interview continued _____ Brand Yourself to Fight the Bad Economy by Marshall Goldsmith Dan, what exactly is personal branding, and why is it so important in todays challenging workplace? Dan Schawbel: Personal branding is how we market ourselves to others. Each and every one of us has a brand because we are constantly being judged based on first impressions. Also, we are forced to sell our ideas and unique abilities to all stakeholders inside a company or as an entrepreneur. Ten years ago, in a Web 1.0 world, your brand was hidden unless you were an executive at a leading company or a Hollywood celebrity. Now, with the evolution of the Internet into a Web 2.0 environment, every single person has a voice that can build or destroy their reputation and that of their company in an instant. Another major difference is that you needed a lot of mainstream press years ago to make a name for yourself. Today you can start a blog and join social networks for free. Everyone from hiring managers to admissions officers and even talent agencies is scrubbing the Internet, either in search of their next hire or as a background check. According to Careerbuilder.com, 22% of managers screen their staff using social networks like Facebook, and Kaplan says that 10% of admissions officers verify potential students using social networks. There is a massive opportunity for you to position yourself as an extraordinary brand and be recruited based on your passion. Can you explain how social media tools can protect workers? Dan Schawbel: You need to build your brand equity outside of your current job because there is no such thing as job security anymore. To do this, you should become a blogger, reserve your name on social networks such as Facebook, Twitter, and LinkedIn, and take ownership of your Google results by constantly monitoring what shows up for your name over time. Each of these social media tools rank high in Google, therefore they can give you the necessary visibility you need to seize opportunities. BusinessWeek interview continued

Personal Branding Interview William C. Taylor - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview William C. Taylor - Personal Branding Blog - Stand Out In Your Career Today, I spoke to William C. Taylor, who is a cofounder of Fast Company and coauthor of the national bestseller Mavericks at Work. His latest book is called Practically Radical. In this interview, William talks about new trends that are shaping the workplace, obstacles individuals are facing right now, how to stand out from the competition, and more. What are some economic, social, and technology trends that are shaping the future of work? There’s so much happening that it’s hard to single out a few small trends. So let me point to the biggest trend of all, which affects both how organizations compete and how people work. We are living today through the age of disruption. You can’t do big things anymore if you are content with doing things a little better than everyone else, or a little differently from how you’ve done them in the past. The most effective leaders I’ve come to know don’t just rally their colleagues to outrace the competition or outpace prior results. They strive to redefine the terms of competition by embracing one-of-a-kind ideas in a world filled with me-too thinking. That goes for individuals, too. Being different today is what makes all the difference. And that means you need a whole new approach to work, leadership, and innovation. My friend Harriet Rubin, one of the great innovators in business-book publishing, and an accomplished author in her own right, describes this trend as follows: “Freedom is now a bigger game than power.” Power is about what you can control. Freedom is about what you can unleash.” Translation: The most effective leaders no longer want the job of solving their organization’s biggest problems or identifying its best opportunities. Instead, they recognize that the most powerful ideas can come from the most unexpected places: the quiet genius buried deep inside the organization, the collective genius that surrounds the organization, the hidden genius of customers, suppliers, and other constituencies who would be eager to share what they know if only they were asked. That’s the difference between success and failure today, and the most important new dynamic with respect to the future of work. Can you name some of the obstacles companies and individuals are having right now in the current business environment? The biggest obstacle for organizations and individuals remains the incredible capacity for complacency, bordering on self-delusion. It always feels risky, and at times it can feel downright scary, to do something really new. But when it comes to thriving in an age of widespread uncertainty and rapid-fire change, the only thing more worrisome than the prospect of too much experimentation and change may be the reality of too little experimentation and changeâ€"especially when there are too many competitors chasing too few customers with products and services that look too much alike. Let me tell you about a conference I was at a few years ago. It was for leaders of regional banks across the United States. The setting was beautiful, but the mood was somber. Much of the talk was about how awful the business had become. There were lots of bankers, with lots of problems, looking for lots of sympathy from one another. It was enough to make me, as an outsider, feel sympathetic tooâ€"until one industry insider explained an overlooked source of the bankers’ pain. This market-research guru runs a firm that has conducted thousands of “mystery shops” and interviews with front-line employees at retail banks. He told the executives that during their visits, his firm’s researchers always ask bank employees a simple question: “As a customer, why should I choose your bank over the competition?” And two-thirds of the time, he reported, front-line employees have no meaningful answer to that questionâ€"they either say nothing, and look to excuse themselves from the conversation as quickly as possible, or, in his words, they “make something up on the fly.” The bank executives seemed unsurprised. I was stunned. How can the leaders of any company expect to outperform the competition when their own people can’t explain what makes them different from the competition and better than they’ve been in the past? That’s the real problem with so many organizations today, whether the macroeconomic forecast calls for boom, bust, or something in between. It is also the huge opportunity for executives, entrepreneurs, and innovators of all stripes who are prepared to shake things up by doing something truly distinctive. Can you explain how IBM and Swatch have made strides through tough circumstances? These are two of my favorite big-company turnaround stories, and they illuminate very different ideas. A big part of the IBM story has to do with the “hidden genius” theme I mentioned earlier. Over the last five years, IBM has launched all sorts of initiatives to shake up its culture, challenge its legacy of top-down control, and surface insights from engineers and executives all over the worldâ€"including its Innovation Jams, a remarkable experiment to rethink how IBMers think. With Innovation Jams, tens of thousands of employees answer questions, share ideas, and influence the company’s point of view on new markets, promising technologies, and emerging problems. A few years ago, the company posted detailed information on key technologies that had been developed in its labs, and invited rank-and-file participants to suggest ways to turn these nascent technologies into real businesses. Much of the impetus for the Jam came directly from CEO Samuel J. Palmisano. As the story goes, during his annual review of the cutting-edge work being done by the company’s research division, Palmisano was struck by the enormous potential impact of so many of the technologies in IBM’s labs. But he was worried about how he and a small group of senior executives could work through the enormous challenges of figuring out which technologies to commercialize when. They just weren’t smart enough to make those calls, because nobody could have been smart enough to make those calls. Palmisano’s answer was to make it possible for 150,000 participants in 4 countries to spend 72 hours debating which were the most promising technologies and what were the most effective ways to bring them to market. After that first round of grassroots interaction, a team of 50 executives spent a week making sense of the conversation, looking for trends, and identifying 31 “big ideas” that stood out from among the cacophony. Participants around the world then got another 72 hours to refine and develop those ideas. Ultimately, IBM wound up investing a total of $0 million in the ten most compelling ideas. The process worked so well that IBM turned the Jam itself into a businessâ€"selling its expertise in virtual collaboration to other big companies eager to discover what their people already knew. The Swatch story illustrates a different point. I’m convinced that one of the big reasons for the failure of so many change programs is that by focusing almost solely on what’s wrong with their organizations, and by importing off-the-shelf strategies devised by outside experts consumed with what’s new, leaders undervalue what’s right with their organizations, and overlook home-grown strategies rooted in the wisdom of the past. In his first inaugural address, President Clinton offered his perspective on national renewal. “There is nothing wrong with America,” he argued, “that cannot be cured by what is right with America.” That sentiment speaks to the renewal of companies as well as countriesâ€"it’s a political insight with big implications for making change in business. I don’t have the time to go into details on the turnaround strategy devised by CEO Nicolas Hayek, but I will say this. At his core, for all the radical changes he unleashed, Hayek was a deeply conservative leader who looked to Switzerland’s 450-year watchmaking tradition as a source of strength rather than as a burden of history. He didn’t reinvent a crisis-ridden organization by disavowing its legacy and reaching for solutions cooked up by turnaround specialists and finance wizards. Instead, he realized that the way to devise a game plan for the future was to draw on the compelling ideas around which the organization first took shapeâ€"ideas that had gotten lost or disfigured through decades of uninspired leadership, me-too growth strategies, and deadening bureaucratic practices. There was nothing wrong with the Swiss watch industry, he concluded, that could not be fixed by what was right with the Swiss watch industry. How do you stand out from the competition now? What about online with social networks? Honestly, standing out from the crowd is all about how you think, not what marketing strategies or social-media technologies you use. It’s all about how you think and what you see. Here’s the simple message: It’s not good enough to be “pretty good” at everything anymore. You have to be the most of something: the most elegant, the most colorful, the most responsive, the most focused. For decades, organizations and their leaders were comfortable with strategies and practices that kept them in the middle of the roadâ€"that’s where the customers were, that’s what felt safe and secure. In the new world of business, with so much change, so much pressure, so many new ways to do just about everything, the middle of the road has become the road to nowhere. As Jim Hightower, the colorful Texas populist, is fond of saying, “There’s nothing in the middle of the road but yellow stripes and dead armadillos.” To which we might add companies and their leaders struggling stand out from the crowd, even as they play by the same old rules in a crowded marketplace. What are some ways to stay relevant and stay ahead of the competition? Here’s the one question that matters for leaders, and for rank-and-file contributors, as you try to stay relevant: Are you learning as fast as the world is changing? I first heard this question from strategy guru Gary Hamel, the world-renowned innovation expert, and it is the ultimate challenge for anyone determined to unleash big change in difficult circumstances. In a world that never stops changing, great leaders can never stop learning. How do you push yourself to keep growing and evolvingâ€"so your organization can do the same? And remember: Among leaders and organizations, the most eager learners tend to be the most accomplished teachers as well. So look for ways to share what you’ve learned. As Aristotle famously said, “teaching is the highest form of understanding.” The best way to demonstrate your status as a thought leader is to teach others what you knowâ€"whether they are customers, suppliers, or even direct competitors. - William C. Taylor is a cofounder of Fast Company and coauthor of the national bestseller Mavericks at Work: Why the Most Original Minds in Business Win (with Polly LaBarre). He has published numerous essays and CEO interviews in the Harvard Business Review, and is a featured blogger for HBR. Hes written management columns for the New York Times and for The Guardian (London). A graduate of Princeton University and the MIT Sloan School of Management, he lives in Wellesley, Massachusetts, with his wife and two daughters. His latest book is called Practically Radical: Not-So-Crazy Ways to Transform Your Company, Shake Up Your Industry, and Challenge Yourself.

Negotiation Skills Improved In 10 Easy Steps - Part 2

Negotiation Skills Improved In 10 Easy Steps - Part 2 Here is part II of my guest post from Elizabeth Suarez  on improving  you negotiation skills. [Get part one here] #6.  Know when to compromise I always advise clients to identify at least three compromises they are willing to make before entering a negotiation. These compromises should be used when the discussion stalls. By offering a compromise you are opening a new avenue of discussion. Please keep in mind the concessions presented and refer back to them when you feel the other party is not reciprocating. It is okay to state, “I just want to summarize what has been discussed and review the concessions brought to the table. In order to keep the discussion moving, we need to ensure everyone here is fully vested by providing equal participation and suggestions.” #7.    Ask for it So many people go into a negotiation and forget their purpose. Don’t engage in a negotiation unless you know what you want from it. Make sure your communication focuses on what you are seeking from all parties and ensure the other parties do the same. #8.    Know when to call it It is okay to walk away from a negotiation when you feel your efforts aren’t being valued. But before walking,  make sure you state your reasons for doing so. #9.    Don’t take it personally Remember that negotiation is part of everyday life; we win some and we lose some. Just make sure you learn from each negotiation and work on implementing the lessons learned in future discussions. #10.    Write it down sign it How many times have you reached an agreement only to forget, a few months later, what exactly was agreed upon? If you take the time to negotiate, take the time to formally document the agreement reached. Of course we all dread, and tire from constantly playing the negotiation game. But next time we find ourselves mired down with these feelings it would serve us well to recall the quote from negotiation expert Dr. Chester L. Karrass. ABOUT THE AUTHOR: Elizabeth Suarez  is a highly regarded comprehensive strategist, facilitator, mediator, trainer and coach as well as an ADR and Leadership Studies Faculty at University of Denver. A native of Puerto Rico, she earned a BS in Chemical Engineering from Cornell University and an MBA from The Wharton School of Business, University of Pennsylvania. In addition, she completed the Executive Management Program at the John F. Kennedy School of Government at Harvard University and is a graduate of the prestigious National Hispana Leadership Institute (NHLI) program as well as the Center for Creative Leadership and Leadership Denver.  For more  information about Elizabeth’s offerings, clients and what people are saying, visit http://www.elizabethsuarez.com/.

The Importance of Writing a Resume For Nursing Position

The Importance of Writing a Resume For Nursing PositionIf you are looking to earn a nursing degree, the key to getting that nursing position is having a solid resume that points towards your qualifications and the strengths of your academic profile. There are a number of different techniques you can use to successfully ensure that you are properly represented on your resume and effectively capture the attention of potential employers.The first thing you need to do to ensure that your resume is the best representation of your work experience is to provide your employer with all the vital details on the job. This means taking the time to list down all of the duties you have completed, responsibilities you have fulfilled and how you have been assessed at the end of each of those jobs. This ensures that your prospective employer knows exactly what it needs to know before making an offer to you.It also means highlighting any skills that are necessary for the new employer to take note of. For example, you should be keenly aware of any certifications that you hold or any additional training that you have received as an ideal. If you have been employed in a particular role before, then list it down. This will ensure that the employer knows exactly where they can find more information about you.When it comes to your current employer, it is vital that you highlight everything that makes you stand out from the rest. In this way, it will be clear to the potential employer just how much you can contribute to their business and the need for you to be awarded with a raise for your skills. For this reason, you should be careful not to include details that might make your employer to question your suitability for the position. You can help your chances of getting the job by providing accurate and relevant information.Reliability is another important consideration when it comes to your resume, particularly when it comes to its importance factor. Carefully select which details yo u provide on your resume. Again, this will ensure that your career aspirations are met and you are rewarded for all the hard work you have put in. Make sure you are honest about your qualifications, career goals and personal life in order to add value to your resume.One last consideration to remember when it comes to the importance factor of your resume is your goals for the future. Consider where you want to be in the next few years. It is this information that will give your employer a greater understanding of your objectives and help them determine if your resume is as good as it should be. Good communication skills are also a must when it comes to your resume, particularly when it comes to your accomplishments, educational credentials and objectives.Include the most relevant detail that will help your employer's eyes light up. This means that you need to be extremely professional and clearly spell out all of the things that you are responsible for. Remember, employers always loo k for someone who is a professional, trustworthy and accountable.If you are looking to write a resume for nursing position, you should start by providing a concise summary of the different areas you have worked in. This helps your potential employer find all of the specific details that they require and ensure that you are accurately portrayed on your resume.

Monday Motivation Have You Tried These Things Yet

Monday Motivation Have You Tried These Things Yet Your job search needs a little Monday Motivation! Have you tried these things? It is Monday, and you know what that meansa little motivation, or, should I say a kick in the pants. You and I both know you can be job searching better. There is always room for improvement.   Think about what you are doing and HOW you are doing it. Are you measuring your activities? Tracking Your Job Search Activities contains a hand sheet to use. Have you made a bucket list of people you want to meet? Who Do You Need to Know puts forth this challenge.   Aim high within the organization you are targeting, in other words, you want to speak with the   CEO/President. Have you been researching target companies and are you following them on LinkedIn? Check out Business Finder list (from CareerOneStop ) Top 100 lists for your city Glassdoor.coms Best Places to Work, 2019 Fortunes 100 Best Companies to work for 2019 Get a listing of local employers from your chamber of commerce Ask your local librarian to help you conduct research Are you writing down your daily or weekly goals? Remember, a goal not written is only a wish! These are on-going activities.   They dont ever stop, not even after youve landed a new job.   It is always about having options and being in control of your next step. Your goal should be actionable, specific, and measurable! Dont just say you are going to network more this week. Instead, your goal could be Im going to reach out to 5 people who work at target companies today and introduce myself.   Im going to follow up with every person I met last week by sending them an email and an interesting/relevant article. Im going to practice interviewing for 30 minutes using my STAR stories to answer common behavioral interview questions.

7 steps to writing an interview winning CV - Margaret Buj - Interview Coach

7 steps to writing an interview winning CV When it comes to landing job interviews, your CV is your number one marketing tool. An effective CV should look flawlessly professional whilst communicating your most valuable skills and knowledge to readers. This helpful guide from StandOut CV shows a simple 7 step process for writing an interview winning CV. Firstly you should research your target employers to ensure you know exactly what they expect to see in candidate’s CVs Create a clean professional format with clearly divided sections to ensure ease of reading and try to keep your CV to around 2 pages in length A strong introductory profile is crucial to catch recruiters attention and ensure that your CV makes a big impact open opening When describing your roles; start with an outline that summaries your position and shows how your role feeds into the wider organisation. Use bullet points to describe your responsibilities and describe the impact your actions have had on employers Keep interests and education brief and relevant to the roles you are applying for Triple check your CV before hitting the job market; as it only takes one mistake to lose out on a job