Happy Friday! In case you missed it, here is our weekly round up of the top trending HR / Digital news and content from around the web. Enjoy reading. Comments are welcome.

 

Three Questions Your LinkedIn Profile Must Answer

By Bruce Kasanoff | Seen on Forbes.com
“There are three things your LinkedIn profile must tell others, but the vast majority of LinkedIn’s 400-plus million members fail to provide clear and concise answers. The result is that LinkedIn does not work very well for them.”
 

31 things you should remove from your résumé immediately

By Jacquelyn Smith and Rachel Gillett | Seen on Business Insider
“On average, hiring managers get 75 résumés per position they post, according to a study from CareerBuilder.com — so they don't have the time or resources to look at each one closely, and they typically spend about six seconds on their initial "fit/no fit" decision.”


Bypass The Job Application And Get Straight To An Interview

By Erica Breuer, The Muse | Seen on Fast Company
“If you’re tired of sending out resumes and hoping for the best, try one of these approaches on for size.”
 

Recruiting Is Easy -- Unless You Do It Wrong

By Liz Ryan | Seen on Forbes.com
“Recruiting is easy if you stay grounded in reality. It’s especially easy these days because so few companies are great places to work. When you focus on making a workplace an awesome place to work, your new hires practically recruit themselves.”
 

Tips on Finding Talent for Startups from a Top VC firm Recruiter  

By Sid Lipsey | Seen on LinkedIn Talent Blog
“Competing with household names presents a challenge for anyone who’s trying to recruit talent for these startups, or “early-stage companies.” So how do you find talent when you're a tiny, unknown company trying to get off the ground?”

When applying for a job opening, candidates typically place a lot of importance on their resume and cover letters, presuming that these 2 are their one-way ticket to getting hired. Relevant industry experience: check; Related academic degree: check; Additional certification which would be considered an asset:  check, check, check. Add to that a well-articulated and convincing cover letter and you’re in for the win.

While all of the above are, indeed, important, and can, in fact, set you a part from applicants who do not take those technical details into consideration; what ultimately makes it or breaks for employers has increasingly less to do with academic credentials and I.Q, and more to do with likability and Emotional Intelligence. In sum, employers don’t only hire people who are qualified on paper anymore, but people who they like in person, and who they think the other members of their team will like as well.

There was a time when recruitment was based mainly on academic credentials.
A time when the right schools, programs, and technical training were sufficient to land you your dream job; regardless of whether or not you were qualified on a more interpersonal level. However, in a world that is becoming increasingly connected, both virtually and globally, the success of certain careers will highly be built upon relationship-building and the ability to interact with others. For those particular careers, academic orientation and industry-experience will have less weight, and the ability to network, connect, and build rapport will become inevitable assets.

While the I.Q (short for Intelligent Quotient) is the score obtained on one of many intelligence tests which include different mathematical, logical, and problem-solving equations; E.Q, on the other hand, is defined as an individual’s Emotional Intelligence. As one’s ability to identify, control, and express their own emotions, those of others, and of groups. At one point in time, I.Q was viewed as the primary determinant for success. People with high I.Qs were known to perform better academically, earn more money, and be generally healthier than people with lower I.Qs. However, much like the shift in recruitment trends (probably initiated by this very change in perception), experts began to realize that the Intelligent Quotient wasn’t any more responsible for one’s success than any particular human skill or ability.

While the notion of Emotional Intelligence initially seems to go completely against that of standardized intelligence tests, it is actually simply a modified, modern, humanistic version. One that recognizes the importance of human relations, and includes an individual’s ability to build interpersonal relationships as part of the standard of excellence, and a very valuable skill to possess in the workplace. Contrarily to the Intelligence Quotient, Emotional Intelligence leaves room for a larger variety of people to fall under the “intelligent” category. People whom, for example, absolutely suck at math or computer programming, but are pretty darn good at making (and keeping!) connections.

Organizations have changed, and have been required to adapt their recruitment practices accordingly. Don't get me wrong - productivity and profitability are still the primary objectives of companies. However, these are increasingly starting to understand that, like any other human system, they are run and maintained by humans. Humans with skill, talent, and drive; but also with emotion, feelings, and an inherent need to socialize. Recruiters are therefore not only tasked to bring on talent and skill, but also to detect personality and sociability.
Because where your c.v will cut you short, your personality will get you the job.

Posted
AuthorDanièle-Jocelyne Otou

 

Interviews can be tough for a number of reasons but one of the main preoccupations most interviewees have is on how they answer certain questions. Although what you say is important, also how you say it will leave a lasting impression on your interviewer. Here are a few tricky questions that can come up during your next interview, along with some helpful tips on how you might answer them.

Question 1: What is your greatest weakness?

In asking this question, your interviewer’s goal is to find out whether you can truly identify and recognize your faults. This question can definitely be described as a trap question- there really is no perfect answer for it.  However, you can spin your response a certain way to leave your interviewer impressed rather than disappointed.

Your objective is to use this opportunity to demonstrate that not only are you able to recognize your faults, but that you are also willing to work on improving yourself. Therefore, use an example of a weaknesses that you have improved on and describe how you overcame this weakness. Remember that context is always important and you may not want to use an example that could be detrimental to your opportunity at obtaining the job. For instance, if tardiness is an issue that you are working on, this may not be the best example to use in an interview.

Question 2: Tell me a little bit about yourself.

Here is a great opportunity to showcase who you are and perhaps even find some common ground with your interviewer. However, it is important to stay on point and within the context of the interview. Try using these 3 attributes:

 1) Any extracurricular activities that you have engaged in

Speaking about extracurricular activities to your interviewer is always a good idea. If you play sports, a musical instrument, or take part in a type of charity work, these are always subjects that are worth mentioning. Not only will it show that you take interest in other activities to keep yourself busy, but it also gives you and your interviewer the chance to find common ground between each other- which will enhance your impression with the interviewer and foreshadow a positive relationship between the both of you.

2) Your passion for the industry/job you will be a part of

Employers appreciate working with people that enjoy their job because they are much more likely to work hard and be interested on improving their skills. Describe how passionate you are about the industry and this will most likely spark their interest in you. You can do this by talking about any communities or organizations that you are a part of that relate to the industry you work in- this will increase your credibility as a candidate, and also help to find common ground if he or she knows a thing or two about the organization.

3) End your response by passing the discussion back to the interviewer

After you’ve been talking for a bit it is important to prevent yourself from rambling on and on about yourself. At the end of your response say something similar to, “And that being said, I think this would make me a great fit for your team!” By relating the response to the interviewer, you are now ending your response positively and giving them the chance to continue on with the interviewing process.

Question 3: Why did you leave your last job?

Whatever you do, do not bad mouth your last employer. This may make you come across as someone who is not loyal to his or her peers or coworkers. You never know- maybe your interviewer actually knows and shares very close ties with your last employer. Whatever the situation may be, saying bad things about any of your past coworkers is never a good idea.

The correct way to answer this question is to describe your desire for improvement as a result of switching jobs. You could tell your interviewer a number of positive reasons as to why you left your last job. A good example of this would be: “I felt as though I hit a plateau and the only way I could better myself or learn more was to change environments and work with different people.”
 

Remember, there are no perfect answers to give to an interviewer. However, you can put a positive spin on each answer you give them in order to make a great first impression. And remember- though you are putting a spin on your answers, you should always remain truthful. When you remain truthful, your answers will come out much more naturally and project confidence.

Posted
AuthorSarah Mancini

Writing a resume has never been easy. Let’s face it- unless you’re a mind reader, it’s not going to be possible to include every element that every potential hiring manager is going to want to see in a candidate. Part of successfully getting a job interview does involve sending in your application to the right person, for the right job position, at the right time. However, there are a few tips and suggestions you can follow that will surely increase your chances of getting to the interview.

Posted
AuthorSarah Mancini

As it is said in Deloitte’s report on Human Capital Trends, the open talent economy is "a collaborative, transparent, technology-driven, rapid cycle way of doing business". But what does this actually mean? How can we manage the human capital of today's world?

                                                                       

Simply put, the workforce is evolving. Gone are the days where individuals clocked into work, and put in a hard day's work of a typical 9 to 5 hours, and then woke up did it all again the following day. The fact is, because of advancements in technology and globalization, to a certain extent, companies are finding innovative ways in which they must hire and retain their staff. Therefore, jobs are no longer just being filled by local staff on full/part-time working schedules.

 

Companies are now looking at ways in which they can outsource certain job functions, or hire contractors and/or freelancers who do not even need to be in the same geographical location as them to get the job done. This is forcing companies to come up with new and innovative ways to ensure that all their talent (even those with no vested interest at all within the company) is managed in a way that allows for their business objectives to be realized.

 

Understanding this growing trend for open talent is paramount for businesses to stay ahead of the curve. So what are some of these trends?

 

  • Employees are now working remotely

The percentage of employees working "from home" or "virtually" varies from 30-40% and this is continuing to grow. More and more businesses are seeing the advantages of employing staff that can complete their work virtually. Not only is it great proponent for work-life balance when recruiting staff, but, it also ensures that work can be done at all times without the need for staff to commute to the office. Therefore opening the talent pool - individuals that may not have been suitable a decade ago to complete these tasks are in a much better position now to prove to employers that they can get the job done.

 

  • Access to a global talent pool

No matter the skill set - talent can now be sourced on a larger scale than ever before. Those marketplaces that seemed off limits due to barriers such as geography, language, time zones or simply just not having the reach is a thing of the past. Improvements in technology are changing the way that businesses recruit, communicate and engage with perspective candidates as the talent pool for many companies is becoming increasingly global rather than local.     

 

  • Access to online training

According to the Washington Post, more than 100,000 people around the world signed up to Yale's online Financial Markets course. However, Yale is not the only success story for the online training marketplace. Education is now available to everyone and in some cases grade point averages do not factor into an acceptance into a course. Training schemes and/or companies have started to realize the importance of tapping into the online marketplace whereby individuals can be trained on the go (through apps) or by logging into an online session. Technological advances has essentially said goodbye to the traditional methods of teaching, and you no longer have to be physically in the classroom in order to get a degree/masters/certificate of completion etc. You do not even need to be in the same country. 

  

  • The rise of freelancing & project based work

Hiring freelancers is on the increase, especially with online marketplaces like Elance and Odesk (now in talks to merge) that helps to match freelancers with clients. This compendium of freelance and project based work is opening up the talent pool as businesses can choose when to expand and contract their workforce at will. Once again, geographical location is not a constraint.   

 

  • Online collaboration

Collaboration at any levels will likely ensure the success of your business. This extends to the online arena. Collaboration does not need to just be a linear process, whereby you sit and meet with people face-to-face. Nowadays, the common meeting and/or work space can be in a virtual conference or meeting room. Technological advancements is allowing for shared databases, shared screens, shared files, shared data etc. It definitely allows the potential of the virtual employee to still feel like a full-fledged member of the team.

 

  • Accessible all the time through mobility

The new workforce is definitely mobile. People can be working while they are on the move with little or no impact to their productivity.  

 

The most important aspect of this new era in Human Capital Management is not necessarily the ownership of talent but that businesses are able to access talent, and are able to do so freely. A business is only able to do this correctly if they are able to leverage their internal and external talent base appropriately and effectively.

About Vanguard HR
Vanguard HR offers an innovative approach to recruiting, leveraging web technologies, social networking, access to global talent networks and employment branding solutions. 

Our primary area of expertise is in providing highly skilled technology, engineering and management professionals within the areas of IT (Software development, Mobile, Cloud, Security, Networking, Big Data & Analytics, Internet technology…), Telecom, Energy & Natural Resources, Aerospace and Emerging technologies.