Can the Video Resume Replace the Written Resume #hype

Can the Video Resume Replace the Written Resume #hype I recently saw a thread referring to an article where a career expert said that the written resume is outdated, and we all need video resumes.  I know if I heard that in my job search I would have panicked a bit.  I didnt want to spend the time, money or effort on doing something I wasnt comfortable with (scripting, acting, video editing, etc.). Im here to tell you, you dont have to worry about this off-base advice.  I dont think you are going to go into a panel interview and NOT expect to have extra copies of your resume to hand out, do you? Furthermore, people say the LinkedIn profile is replacing a tradtional resume.  If I had ten people to interview the last thing I would want to do is print off ten LinkedIn profiles, with over 50% of the printout being incomplete or irrelevant. So what about the video resume? The guy who made it famous was Aleksey Vayner. He made a six+ minute video that became the example of how NOT do to it.  He is reportedly not alive anymore.  You can watch his video resume here.  Apparently he sent this to a firm and it went viral, and not for good reasons. On Youtube I found a lot of examples of video resumes.  Some seem to be fake, parodies, or advertising for companies.  Others are actually pretty good.  Again, dont stess out with the idea that you need to have one to compete.  I think they can be great, but if done poorly, I think they can make you the joke around the office (or worse, in your industry). Here are two video interviews I like: Graeme Anthony.  It starts off kind of slow, and Im not sure what he is going to communicate in 1 minute BUT there are no visual distractions, and at the end of the minute he gives you links on the video to drill down on to learn more.  This is really quite cool. Mark Leruste did a GREAT job.  If I watched his two minute video and thought I had to put something like this together, I would give up.  This guy wins.  It is awesome. If you dont want to, or cant, do a video interview, then dont worry about it.  If you are going to do it, then you better do it well. Can the Video Resume Replace the Written Resume #hype I recently saw a thread referring to an article where a career expert said that the written resume is outdated, and we all need video resumes.  I know if I heard that in my job search I would have panicked a bit.  I didnt want to spend the time, money or effort on doing something I wasnt comfortable with (scripting, acting, video editing, etc.). Im here to tell you, you dont have to worry about this off-base advice.  I dont think you are going to go into a panel interview and NOT expect to have extra copies of your resume to hand out, do you? Furthermore, people say the LinkedIn profile is replacing a tradtional resume.  If I had ten people to interview the last thing I would want to do is print off ten LinkedIn profiles, with over 50% of the printout being incomplete or irrelevant. So what about the video resume? The guy who made it famous was Aleksey Vayner. He made a six+ minute video that became the example of how NOT do to it.  He is reportedly not alive anymore.  You can watch his video resume here.  Apparently he sent this to a firm and it went viral, and not for good reasons. On Youtube I found a lot of examples of video resumes.  Some seem to be fake, parodies, or advertising for companies.  Others are actually pretty good.  Again, dont stess out with the idea that you need to have one to compete.  I think they can be great, but if done poorly, I think they can make you the joke around the office (or worse, in your industry). Here are two video interviews I like: Graeme Anthony.  It starts off kind of slow, and Im not sure what he is going to communicate in 1 minute BUT there are no visual distractions, and at the end of the minute he gives you links on the video to drill down on to learn more.  This is really quite cool. Mark Leruste did a GREAT job.  If I watched his two minute video and thought I had to put something like this together, I would give up.  This guy wins.  It is awesome. If you dont want to, or cant, do a video interview, then dont worry about it.  If you are going to do it, then you better do it well.

Recruiting in 2017 7 Experts Share Their Top 5 Predictions

Recruiting in 2017 7 Experts Share Their Top 5 Predictions This post is sponsored by MightyRecruiter. Be sure to check out their latest eBook, 2017 Hiring Trends Predictions: Industry Experts Weigh In. It’s available now! If the experts are correct, 2017 is going to be an extraordinary year in the world of recruiting and hiring. Recently, MightyRecruiter interviewed a group of seven thought leaders to glean their major predictions for 2017, and their expectations are quite interesting. Be forewarned, though â€" 2017 won’t be a walk in the park for recruiters and hiring managers. Fifty-six percent of companies indicate their hiring volumes will increase this year, but only 35 percent of companies anticipate adding recruiting staff to manage the extra workload. That means it’s going to be a very busy year for us all. Some trends will carry on, including the current technological evolution involving recruiting automation, candidate relationship management, data analytics, and business intelligence. But 2017 will also see a harkening back to the more human elements of recruiting in the form of higher-touch relationships between recruiters and candidates. Five major takeaways were identified by our experts. Read on to learn what you should be watching for in 2017. 1. Candidate quality. This year will see a push toward improving candidate and new hire quality through a variety of strategies. All our experts predicted changes in recruitment, screening, and interviewing, and many think that changes to how job descriptions â€" and job ads â€" are written will be crucial to this. Changing how candidate resumes are read could also impact quality, according to Steve Levy, principal of Recruiting Inferno Consulting. “Traditional job descriptions are what I call compensation documents,” he said. “These need to change to reflect the job’s true performance objectives. In the project-based economy, performance will be the key. This is one reason that I read resumes from the bottom up. Recruiters who read resumes from the top down are more inclined to miss something about a candidate and reject them. A bottom-up reading offers unique perspectives about a person’s ability to perform.” 2. Human element. The influencers all agree that the importance of human interaction cannot be ignored â€" regardless of technological advances. Like in sales, the relationships recruiters build with candidates play a pivotal role in attracting the right candidates. “The first thing a sales person does is create a relationship with their prospect,” said Bill Kutik, host and managing editor of Firing Line with Bill Kutik ®, an HCM HD video series. “Good recruiters have always created relationships with candidates. Previously, it was done with the phone. Now, it is being done with email and content marketing; just as marketing tracks open rates and click-through rates, so does recruitment marketing.” Laurie Ruettimann, founder and principal of LFR LLC and Glitchpath, Inc. agrees, and takes it a step further. She believes that the most successful recruiters and hiring managers will be those that use a more intuitive approach to hiring. “You can’t use technology to do the work that humans do,” she said. “Recruiting must have the right blend of technology and human interaction …. You must bring in your candidates and spend some time with them. You need to get to know them, and they need to get to know you. I think those recruiters and HR professionals who do well in 2017 will be the ones who have a high EQ (emotional quotient) and who are able to make a case to the human heart.” 3. Talent communities. The idea of a strong employer brand is becoming more and more important to building talent communities, according to Kyle Lagunas, research manager of emerging trends and technologies at IDC. “We’ve been moving away from the reactionary recruiting model, what many call the post and pray approach,” he said. “But it really gained significant traction in 2016. Organizations embraced a more proactive recruiting model that is rooted in strong employer brand and robust recruitment marketing strategies.” As a result of this increased employer branding, heartier private talent pools will emerge. Social media will also play a critical role in building these communities, according to Stephanie Tan, head of talent for the Samsung Strategy and Innovation Center. “As we head into 2017, employer brand and how to engage employees in making it real, will remain pivotal. Social media is also becoming an increasingly important channel to promote job openings and build awareness of our employer brand.” 4. On-demand workforce. There isn’t complete consensus as to how the on-demand workforce is going to affect recruitment and hiring. However, experts agree that some of the same factors that apply for the full-time, permanent workforce will also apply to the on-demand workforce moving forward, though the approach to managing these talent pools may be different. “The similarities and dissimilarities between full-time and on-demand workers require totally different approaches from a cost point of view,” said Gerry Crispin, principal and founder of CareerXRoads. “Today, most on-demand workers come without any involvement from corporate recruiting; they come through third-party technology platforms and placement agencies that have made deals with purchasing agents. HR and talent acquisition professionals have not been heavily involved. On-demand hiring is going to have a big technology play; downstream, it will require an integrated recruiting approach.” 5. Employee Brand. There’s been a lot of buzz about employer brand over the past couple years. In 2017, be prepared to hear a lot more about “employee branding” as well, as organizations realize that they can amplify their employer brand by tapping into their employees’ use of social media to help propel their recruiting and hiring efforts. However, one expert predicts that employers may need to do some hand holding in the beginning to assuage concerns. “A lot of employees [say], ‘… You’ve been telling me for the last 10 years that I cannot use Facebook at work, and now you want me to share content on Facebook,’ said Katrina Collier of The Searchologist. “To counteract this prevailing belief system, a lot of reeducation needs to take place.” She believes companies should start by identifying their most content employees, or those that are most likely to send out positive messages about the company via social and then let them do their thing. “Trust your employee advocates  to use the networks they’re comfortable with to share information,” she said. “It’s most likely where your  future  recruits are anyway.”   Don’t forget to grab a copy of MightyRecruiter’s newest eBook, 2017 Hiring Trends Predictions: Industry Experts Weigh In, to learn more about what recruiters and hiring managers can expect this year.

On the Job by Anita Bruzzese Why the Real High Potentials Often Get Ignored

On the Job by Anita Bruzzese Why the Real High Potentials Often Get Ignored When private companies begin using military jargon to describe their organizational challenges, then its clear that something has shifted in the business landscape. Specifically, the term VUCA, is being heard in more private companies, a military term which stands for volatile, uncertain, complex and ambiguous. While it once may have been mostly confined to military operations and training, its now being bounced around businesses as more teams deal with a volatile and uncertain marketplace. Three people who are very familiar with the term are Angie Morgan, Courtney Lynch and Sean Lynch, all former military personnel. They now coach companies that want to learn better ways to handle a VUCA landscape by modeling military leadership and organizational strategies. Weve seen more and more companies using the term, says Morgan, a former Marine. I think many businesses were caught off guard by the disruption caused by technology and thats what theyre seeing VUCA situations. Companies also are seeing a change in worker attitudes with these disruptions. Workers are showing a willingness to step outside their comfort zones and embrace new skills that will help them do their jobs more efficiently. A recent Accenture Strategy report of 10,527 employees in 10 countries finds that 85% of workers are ready to invest their free time in the next six months to learn new skills and 84% say they are optimistic about the impact of digital technology on their jobs. More than two-thirds think that technologies such as data analytics will help them be more efficient, learn new skills and improve the quality of their work. While such initiative is important to business success, Accenture researchers say that organizations must help workers achieve such goals by investing more in technical and human skills involving creativity and judgment if they want to keep workers engaged andworking to find solutions. Research by Gallup makes that case more urgent: only 13% of employees worldwide are engaged in their jobs, meaning theyre interested enough in their work and their jobs to give 100%. The remaining 87% of employees are either not engaged or indifferent or even worse, are actively disengaged and potentially hostile toward their organizations,saysEd OBoyle, Gallups global practice leader for workplace and marketplace consulting. Angie Morgan, one of the authors ofTheNew York Timesbestseller Spark: How to Lead Yourself and Others to Great Success, agrees that organizations cannot afford to ignore those employees who are willing to take action and make their companies better. If by nature someone is initiative-oriented but is micro-managed(read more here)

A More Competent Human Is A More Competent Employee

A More Competent Human Is A More Competent Employee The title of this article might seem ridiculously obvious. Even an eight-year-old could understand it if you put it to them in more simple language. So why the need to title an article in this way? Is your intelligence being disrespected? Well, not entirely. It can be more than worthwhile to delve deeper into what this means given your current situation. We all feel that we could improve. If you don’t, you simply haven’t thought your situation through honestly enough. People have near limitless potential, and if you’re already in the workforce it’s likely someone has already put their money on the line to bet you have. It’s not easy to hold a job and perform it well, no matter how or where you work. So, in order to retain that employment, you are expressing your skills each and every day. So far, so good. But do you let your corporate or employed life define you, or do you let your normal life control how you work? This might seem a little cryptic and unnecessarily complex, so lets elaborate. Could it be that with the right skill sets, and the right personal development outside of office hours, you could skyrocket your way up in the company of your choosing more than you might deem possible? Time To Make Things Happen? We’ve all been worried about our ascent in a business. A promotion not coming soon enough, dealing with a manager you feel could improve, or generally being bored with the ease and familiarity of your daily routine all play into this. So, let’s escape into self-development. Before long, your entire perspective could change on your job role. You are likely to be rewarded for this extra competence so long as you make it known. If not, you might have the confidence to leave for another firm or truly put yourself forward for that job role. It might just be that the familiar once again becomes engaging, because you have the intellectual freshness to enjoy what’s in front of you. This guide will help you be a more competent person, through the following techniques and disciplines: Fitness In order to be fit, you have to be disciplined. There are a variety of reasons as to why this impresses employers before and after you are hired. To begin with the most obvious, it shows that you have drive. It shows that you are willing to strive towards a goal that makes you uncomfortable, but is worth attaining. After all, getting fit and healthy is not always the most comfortable of paths. It requires sacrifice, and it requires effort. An employer will see pretty clearly if you care about fitness in how you appear, and how much energy you have. Secondly, fitness informs your entire life in a positive, beneficial way. If you’re hoping to look as good as you can in front of a prospective boss, then you need all of your mental faculties in order. This means working out your morning chaos in the gym, or running around your area. By morning chaos we mean the foggy feeling you may have upon waking. Soon, your efforts in fitness will give you a much more strengthened energy reserve, allowing you to sleep deeper and wake much more easily. It will mean you are ill and off work less. It will also help with focus at work, allowing you to cognitively apply your skill to the task with much less difficulty. You may even cut out coffee for this, but of course, one step at a time. The third is that you will increase in confidence. This will help you stand taller, with your shoulders back. It will allow you to face the front and hold eye contact, and give you the courage to speak your mind when it really needs to be expressed. It shows that you have the capacity of being more forthright and assertive. When you’ve negotiated with yourself to run that extra mile in the morning, how hard is it to tell a boss you’re the best choice for the new client handler? Fitness will also make you more attractive. This sounds superficial and juvenile to say, but it’s true. If you are put together, radiant with health and you look good, people are more likely to take you seriously. Call it unnecessary social judgement, but that doesn’t lessen how true this is. It also doesn’t mean you can then rely on looks alone. All companies have dominance hierarchies, and all tools at your disposal can help you raise that. This doesn’t mean flirting or lessening your worth. It simply shows through your appearance that you have self-respect, you care about the details, and you care about coming across well to another person. This is because fitness is much more than ‘being fit and attractive.’ It’s an entire social, psychological and self-expressive retooling, something that leads to You Version 2.0. These are useful job skills. Someone who is obviously placing pride and effort in working out with the same experience, against someone without a good grooming schedule or care for health will always win the position. You might take offence to this, but if you owned the business you would hire the former too. It has nothing to do with unfair social profiling, and everything to do with the aura of competence you give off. So, work towards attaining it! Your personal and professional life will benefit for the effort. Multi-Variant Skills The skills you employ will dictate exactly how you are considered for a role. For example, if you enter a role with more than one language under your belt, it might be that an employer considers you for a different position he was thinking about creating, even if you do not get the first. When an employer hires for a position, they do not usually throw away all the resumes they find. They keep the ones that hold some practical value, and potentially contact them in the future. Multi-variant skills could come from anywhere. They are the skills that can be applied to many different circumstances and scenarios, which is why employers value them. Better than employers valuing them however, is that you will value them. They make you a better person, able to tackle different challenges with a more refined skillset. Imagine someone who is charged with fixing a cars engine. Would you choose the guy with one screwdriver and a spanner, or a guy with a full toolbox? You know fully well that the entire contents of the toolbox aren’t going to be used, but just in case they are there if the worst problems occur. There are a huge array of skills like this. For example, gaining a BLS certification in First Aid is a basic but thoroughly useful skill to keep. Not to insult your years in accounting, but it’s one of the only skills on your CV that could truly and immediately save a life. That’s pretty valuable. You could also do small management projects, even if that’s developing your own short films as a side project for professional clients. You might self-qualify in many courses such as food hygiene and preparation, or learning a programming language. Or you might paint and compete in exhibition art shows. You might earn a side income teaching children how to play the guitar. While these last two suggestions might not be useful in a job format, don’t necessarily ignore their utility. They show an employee you are interested in skill acquisition, and the willingness to improve upon them. Hobbies that show growth lead to ensuring growth in your professional field. Humans are active. If you have no hobbies that lead to a form of active improvement, then it shows you are happily passive when not fulfilling the bare minimum requirements of earning your keep. Of course, it’s more than your right to live this passive home life.   But if you’re in the interest of benefiting your position, you will surely need growth hobbies as a personal prescription. This also lends a purpose a little stronger than the usual practical considerations. A competent person who becomes more competent in a wide array of avenues sees that informing their work. For example, the ability to learn a programming language (or human language,) might help you decipher the cryptic wording a client has used in communication. Expressing yourself with paints might lead to a creative, outside of the box solution. Teaching guitar to a student might help you slowly and assuredly teach a new recruit who doesn’t have the faintest idea of how to grapple with the in-house software. Universally, the act of being terrible at a new hobby and slowly getting better each day will teach you patience, which is the golden ingredient for achieving anything worthwhile. With the right attitude, you can glean plenty of benefit from learning new skills. They are often fractal, in that one skill can inform another, and the blossoming of your competence spreads. These two tips are basic and will help you open your perspective just a little more. They are simple, but simplicity is often the best solution. We wish you every success in your pursuits. Image credit.

How to Write a Resume For an Undergraduate College Student

How to Write a Resume For an Undergraduate College StudentWriting a resume for an undergraduate college student can be more challenging than it first appears. You may have a long list of accomplishments in your academic career, but you also must make sure that they are compelling enough to entice the reader into thinking that you would be a good fit for the school's graduate programs. This is particularly true if you want to send your resume to job hunters or employers.Before you begin, make sure that you know exactly what kind of degree you are applying for. Different universities have different requirements for different degrees. It is important to figure out whether you are looking for a BA, BSc, MSW, or PhD before you begin working on your resume. You should also determine if you are going to apply online or mail in your application. Both methods work but one method of submission might provide a higher chance of acceptance.Your next step is to come up with a summary of your achie vements. List your educational background, majors, and work experience, as well as your major courses completed. For example, if you are completing a B.A. with a concentration in English, you will need to include a short description of the literature course that you completed.Remember that some universities require that you only send your results in for one academic year, while others will allow you to submit your records for two years. Do not choose a school based on your ability to complete your degree because this could cause you to miss out on receiving credit for valuable summer school or college programs.Once you have determined what type of degree you want, decide which programs are available for graduate programs, as well as how much time you have available for these programs. You may also want to list some specific topics that you have taken care of, including how many graduate courses you have successfully completed.Your next step is to identify your strengths and weakness es, as well as areas that you think are particularly useful to the person that you are applying to hire. For example, if you are hoping to land a position in the science department, this might require specific research skills, or your ability to demonstrate leadership skills in your organization. You also need to list what specific experience you have had within your field of study.After you have written a full list of your achievements, you are ready to begin writing your resume. Be sure to use bold, italics, and underline text to draw attention to your important points. Always include your contact information as well as the contact number for the graduate school in case you have any questions.Last, but not least, make sure that you know your deadlines for your submissions to graduate schools. Once you get your job offers, you should feel free to explore the opportunities that are available to you in order to further enhance your professional knowledge.

Go Twitter

Go Twitter I love Twitter and I want you to also. Well, at least like it. OK, please at least try it. Twitter is an amazing tool for marketing (read EREs post Twitter: Media or (Un)Social Network ) It isnt difficult and it doesnt take long to set up. The more people you follow, the richer your experience. Once youve set up your account, you will want to start following people. Who? At first this can be difficult. Why not start with people you are connected to on LinkedIn. There are a couple of ways to do this: You can look at the LinkedIn profile and see if theyve listed their Twitter handle. Use the new app on LinkedIn that allows you to see the twitter stream of people in your network. Executive Career Brand has a post about this here. Another way to start finding people to follow on Twitter is to follow lists that other people have created. If you want to see who Im following for expert career advice on Twitter (and blogs), you can view this list career experts. Still another way to find people to follow is by using Twellow. (Considered the yellow pages for Twitter) Now that youve found people to follow, look at what they are saying. What information are they sharing (retweeting)? Twitter: The Newest Job Board from Job-Hunt.org has a great post with suggestions on how to get the most out of Twitter. If you are looking for more basic information about Twitter (and other tools) Hubspot has put together 12 videos to help you get started with social media. The first three are about Twitter. I have found Twitter to be invaluable as a networking AND marketing tool. What has your experience been?

110 Chris J Reed - Black Marketing - Jane Jackson Career

110 Chris J Reed - Black Marketing - Jane Jackson Career Chris Reed is the charismatic Founder Global CEO of Black Marketing.  Black Marketing is a global marketing consultancy that specializes in enabling LinkedIn for C-suite executives Entrepreneurs across the world. He has taken the company from 1 person in 1 country in 2014 to a full listing on the NASDAQ in 2016.Chris has been named as an Official LinkedIn Power Profile 2012-2016, has one of the worlds most viewed LinkedIn profiles with 55,000 followers, hundreds of recommendations, is one of the Top 100 most influential LinkedIn Bloggers and is q No. 1 International Bestselling Author with his book LinkedIn Mastery for Entrepreneurs.Chris has also been awarded B2B Social Media Influencer of the Year by Mumbrella and Asias Most Influential Digital Media Professional by CMO Asia and Black Marketing Social Media Marketing company of the year by Singapore Business Review.I had a fabulous chat with Chris, who is energetic, enthusiastic and so passionate about all things LinkedIn! Liste n and learn the secrets to his success and then book in for one of his workshops!Hes currently on a world tour speaking on LinkedIn and promoting his amazing book.I attended Chris workshop in Sydney this February and thoroughly enjoyed  his fast-paced, fun, entertaining and educational workshop while enjoying the stunning view at the top of the Shangri-La Hotel from their Executive Centre.Stops on Chris tour include Singapore, Hong Kong, Sydney, Melbourne, Perth and New York.  Despite his hectic schedule, his presence is so uplifting and his energy and charisma  will certainly light your passion for LinkedIn too!See Chris in action:8th March Melbourne The Grand Hyatt14 March New York  Andaz19th April Singapore The Collective Works Capital Tower27 April Perth Hyatt Regency9th May Hong Kong Island Shangri-La18 May Sydney Shangri-LaWhere to find Chris:Website: Black MarketingLinkedIn: Chris J Mohawk Reed EntrepreneurIf you enjoy podcasts then youll LOVE audio books!  Get your FREE Audible trial today you can choose from thousands of popular titles, sit back, relax and listen! Click here