How to Hire International Candidates [3 Tech Solutions]

How to Hire International Candidates [3 Tech Solutions] Hiring someone out of town or out of the country presents its own unique set of challenges. You need to find a way to personally connect with a candidate without spending an arm and a leg. You need to be sure that, once hired, the candidate will actually pull up stakes and move to your company. And you need to do all of this as quickly and efficiently as possible, because you still have an important open position to fill. With all of these roadblocks, it’s not hard to see why many employers and HR professionals skip over far-flung candidates. But with the skills gap becoming an ever-worsening problem, now might not be the best time to ignore international candidates. For every vacant position, employers now have to review  between 52 and 160 applicants. Yet this flood of candidates doesn’t mean the right person for the job is easy to find. In fact,  a recent survey by Bullhorn  found the biggest challenge faced by recruiters and staffing professionals was a lack of skilled candidates. The same survey also found 47 percent of recruiters saw their companies expanding into new territories this year. If you can’t find the talent you need in your company’s backyard, perhaps it’s time to expand the search. International hiring might not be ideal, but it can help you skip over shallow candidate pools and find the person with the right skills for the position. Thankfully, new technology is making it easier than ever before to get outside of your geographical comfort zone and connect with the best candidates. Here are just three of the tech solutions easing international hiring for recruiters and employers who want to jump the skills gap in a single bound: 1) Social Media: Right now, social media is a hot trend in the recruiting community. It seems like everywhere you turn someone is talking about using Facebook, Twitter, LinkedIn, or even Pinterest to recruit top-tier talent. This is probably why a whopping  94 percent of recruiters  are currently using social media in their hiring process. One of the benefits of social media, especially when it comes to hiring international or far-away candidates, is that you don’t need to be located within earshot of talent in order to connect. Social networks make it easy to find and connect with great people located all over the globe. Identifying a talent community where your ideal candidates gather means possibly finding a wide variety of talent from all over the world. You don’t need to shake hands at a networking event anymore in order to find someone who might be perfect for your company. Candidates on social media are sharing thought leadership, advice, and top-notch thinking in discussions, Twitter chats, and blog posts. This means social media is a great way to not only keep tabs on what’s happening within your industry, but also to build up a talent pipeline for your organization with the best talent, regardless of where they call home. READ MORE:  Social Media in  Recruitment: How Far is Too Far? 2) Mobile Recruiting: Recruitment is going mobile and tech-obsessed candidates are happy to apply for your company’s positions directly from their smartphones and tablets. In fact, many candidates would actually prefer to send their resume through your mobile recruitment platform; a recent survey found  70 percent of job seekers  are already using their mobile devices to hunt for jobs. Thanks to the portable nature of mobile devices, these candidates can now apply to your positions from anywhere. This means optimizing your job applications and career site for mobile browsing can nab you talent from all over the world. Allowing a candidate to easily apply for your positions from a mobile device is a smart way to find great people no matter where they call home. Mobile optimization is also just a smart call in general, especially considering  61 percent of job seekers  would immediately leave a site not optimized for mobile viewing. READ MORE:  How  Mobile Recruitment  Is Changing The Hiring Process [5 Ways] 3) Video Interviewing: Once you’ve isolated great candidates and they’ve applied for your open positions, it’s time to connect. One of the biggest problems with evaluating far-flung and international talent is how hard this personal connection can be. Your candidate might be a plane ride away, and flying in talent for the interview is time-consuming and expensive. Using a video interview, you can still maintain the personal connection you need without anyone needing to buckle up for takeoff. In the preliminary interview stage, employers can use a one-way video interview to get a personal feel without wasting time. In a one-way video interview, candidates answer an employer’s written questions on video. This way you don’t spend 30 minutes on a phone screen with someone all wrong for the job. When it comes to screening international talent, however, the most useful tool is the live video interview. Thanks to the real-time nature of live video interviews, you can connect with a candidate just like you would if they were sitting on the other side of your desk yet no planes are necessary and your company doesn’t have to foot the bill for airfare. Best of all, since live video interviews are recorded, you can easily share your best and brightest candidates with your whole hiring team. With the skills gap growing wider, you can’t afford to fall in when trying to find the top talent you need. Expanding your candidate pool into international waters is one smart way to find the candidates with the skills you need. Thankfully, new technology is here to help recruiters find the right people no matter where they call home. READ MORE:  How To Maximize  Video Interviews What do you think? What technology do you use to connect with international candidates? Share in the comments! Author: Josh Tolan  is the CEO of  Spark Hire, a video powered hiring network that connects job seekers and employers through video resumes and online interviews. Connect with him and Spark Hire on  Twitter. Image: Shutterstock

When Writing a Resume, Including Jobs Not Related to the Job Position

When Writing a Resume, Including Jobs Not Related to the Job PositionHow should a resume be written when it is related to jobs that are not related to the job position? In this article, we will discuss why a resume may not be relevant when it is not related to the position.As a company, your job is to present yourself to a potential employer and your resume is the representation of your skills and qualifications. A resume is the mechanism to get hired for the job position you are applying for. If a resume is not relevant, the employer may not be able to make a decision based on the information contained in your resume.There are several reasons why it may not be relevant when you are not having a job related position. The first reason is that a job that you do not have a position in will only be limited to a specific career field. This is the reason why it is so important to understand what your career is and where you will be working. You need to know where you stand in relation to t he type of work you will be doing when applying for a job.The second reason why a resume is not relevant when it is not related to the job is because it will be ignored by an employer when they come across a resume without a position in a specific career field. An employer may not be very interested in what a person has done before entering into a job because they are not in the same career field as you.The third reason is that there is no guarantee that the person who has just started a job will remain in the same job for very long. Jobs change very quickly and often an individual will find themselves in a position that does not match their skill set. It will be wise to list your skills so that an employer knows how they can contact you if they need you for another job related position.When a resume is not relevant when it is not related to the job that you are applying for, it is important to not include irrelevant information. This includes things like any college courses attende d or any military experience. While these are not necessarily not required, it may not be appropriate to include them on a resume.As a result, a resume should be focused on the skills and qualifications that you have gained from your educational and work experiences. Your resume should be able to show the employer that you can perform the functions and duties of the job that you are applying for. If your resume is not relevant when it is not related to the job that you are applying for, then the employer will not be able to make a decision based on it.The most important thing that you should remember when writing a resume is that you need to be concise and clear about your skills and qualifications. The inclusion of irrelevant information will only detract from your credibility and professionalism as an applicant.

Personal Branding Weekly - 22 July 2013 - Personal Branding Blog - Stand Out In Your Career

Personal Branding Weekly - 22 July 2013 - Personal Branding Blog - Stand Out In Your Career Welcome to a new week with the Personal Branding Blog! Enjoy and learn from last weeks round-up of great posts and insights: What Are You Saying to Yourself About Yourself? by Skip Weisman Three Tools to Leverage Your Clients Brand by Crystal Washington Personal Brands: Are You An Is, And, Also? Ok! by Nance Rosen Discover 5 Steps to Build Your Brand Out of Nothing by Heather Huhman Handle Critique to Improve Business by Elinor Stutz Business Fundamentals for Personal Branding Success by Roger Parker Seven Tips for Acing Your Interviews by Richard Kirby What do I Want is a Hard Question by Sharmin Banu Importance of Keywords on LinkedIn and on Your Resume by Ceren Cubukcu What is your LOT in Life? by Jeff Shuey Are You an Accidental Bully? by Kate Southam Your Posture May Reveal More Than You May Realize! by Beth Kuhel Workplace Etiquette Rules You Should Have Learned in Kindergarten by Erik Deckers Build Your Tribe for Career Success by Marc Miller Be Memorable by Kevin Monahan We look forward to your comments and feedback this week! Mahalo! Author: Maria Elena Duron, is managing editor of the Personal Branding Blog, CEO (chief engagement officer) of  buzz2bucksâ€"  a word of mouth marketing firm, and a professional speaker and trainer on developing social networks that work. She provides workshops, webinars, seminars and direct services that help create conversation, connection, credibility, community and commerce around your brand.   Maria Duron is founder  and moderator of  #brandchat   a weekly Twitter chat focused on every aspect of  branding  that is recognized by Mashable as one the 15 Essential Twitter Chats for Social Media Marketers. Are you busy? Here’s some quick and easy tips on  Social Marketing for busy people.

Convince Your Boss To Go Green in 3 Easy Steps - Classy Career Girl

Convince Your Boss To Go Green in 3 Easy Steps We could all probably do a little more to really “go green.” Recycle more, stop using straws, bike to work… There’s always some area of our lives that we could improve upon. Ultimately, though, we are only one person and our ripple can only be so powerful. Convincing an organization to adopt greener policies, on the other hand, can be a lot more impactful. Plus, heading that sort of organizational change is a great move for your career. Demonstrating employee involvement is a definite win in your favor. Engagement in your workplace puts you above the rest of the pack, who are just punching a clock. Furthermore, even suggesting some green alternatives to your employers shows initiative and confidence â€" always great traits for an employee. However, if it were that easy to get ahead, everyone would have done it by now. The truth is that suggesting green alternatives can be a tricky situation. Most employers by this point have acknowledged that going green is the right thing to do, but many are reluctant to pull out the cash. Even if your employers do recognize the financial and productivity benefits of going green, sometimes it’s an issue of lacking initiative. Managers often have to-do lists a mile long, and they might resist adding anything else to that list. So convincing them that this is important can be difficult, to say the least. How do you overcome these barriers? Convince Your Boss To Go Green in 3 Easy Steps 1. Do! Your! Research! Before you ever propose a new green initiative, make sure you’ve done your research. General statements like, “It’d be good for the environment” are unlikely to convince anyone to do anything. Depending on your role within the business, it might be difficult to get hard numbers on how much going green would initially cost or save long-term. However, do your best to estimate actual figures beforehand. Next, choose the best way to propose your ideas. If you need help figuring out exactly who you should talk to, email HR first and ask. They’ll have the best idea of everyone’s job descriptions and therefore who can approve the measures you ask for. Just be sure that you adhere to rules of professional etiquette, whether it is in-person or over email. Every workplace is different but err on the side of professionalism. This step also includes rehearsing for the meeting. How seriously you need to rehearse depends on the formality of your office setting, but a quick mental run through what you plan on talking about is always warranted. Do whatever you can to boost your confidence before the meeting, and you’ll stand a better chance of convincing your higher-ups.Focus on 2. Focus on Actionables The way towards success is not necessarily to appeal to your managers’ ethical side. This is not to say that your employers don’t value the environment, just that they’re paid to put the priorities of the business first. So, appeal to those needs. There have been many pieces detailing the general benefits of going green for business, but the more specific you are, the better. Consider the following: What is your work environment? Do you work in a hypoallergenic glass building or does asbestos frequently fall from the ceiling? These sort of hazards aren’t only horrible for the environment, but it’s not good for your health either. Every employer should want to put the health of their employees first, so this can be an extremely strong point. How close is your office to becoming paperless? Do you have to have hard copies for your work? Paper isn’t only an environmental concern; it’s a continuous expense that might not be necessary. Cut costs even further by reducing your printer ink consumption!How do most of the employees get to work? Average commute times are only getting longer, which means more solo-commuters will be driving more and more. Promoting carpooling or cycling could be a great way to encourage a green lifestyle. Alternatively, some employees might be able to work from home. How do most of the employees get to work? Average commute times are only getting longer, which means more solo-commuters will be driving more and more. Promoting carpooling or cycling could be a great way to encourage a green lifestyle. Alternatively, some employees might be able to work from home. Is your business rapidly expanding? If so, talk about how that process can be green too. Search for sustainable moving boxes if you’re moving to a larger office, prioritize properties with green energy already installed, and invest in cloud storage solutions. As you accumulate more and more important documents, it might be more prudent to have easy online access than scrounging around a file cabinet. The key with these suggestions to make them specific to your business and to give your superiors actionable tasks instead of vague generalizations. “We should have a recycling program,” might not be effective, but presenting specific recycling programs in your area is much more helpful. You’re reducing the effort that your managers have to put into going green, and that’s always appreciated. [RELATED: 6 Smart Ways To Go Green At Work] 3. Volunteer! You can’t promote going green at work and not be willing to head the movement yourself. Actually, that probably goes for most projects at work. If you’re unwilling to fix the problem yourself, then don’t bring it up to your managers for consideration. Otherwise, you’ll just look like you’re willing to complain, but not to take action when it matters. Employee engagement is crucial for any organization, and by volunteering to help with this initiative, you’re letting your bosses know that you care about the business as a whole. Companies spend a lot of resources attempting to raise their employee engagement, and if you’re volunteering to help out already, that really displays your commitment. Furthermore, it shows that you’re willing to put your ideas into action. Convincing your employers to spend more money is not always an easy task, but when it comes to going green, we need to at least try. The efforts of a collective will always outweigh whatever contributions individuals can make towards a healthier Earth. Even if it’s only one mom and pop shop at a time, it’s worth it (plus, you know, it makes you look good too.)

If You Need to Get a Job at the Buffalo NY Job Fair

If You Need to Get a Job at the Buffalo NY Job FairIf you need to get a job at the Buffalo NY Job Fair, you'll need to take the time to get some solid job writing skills. While there is no shortage of experienced job applicants who are looking for openings in the New York City area, that doesn't mean you'll be getting one. For those who plan on participating in the Buffalo NY Job Fair, I have one word of advice: You have to know how to write a resume!You might think that because you attended a Buffalo NY Job Fair that you have already perfected the art of resume writing. The truth is that it is not enough to just be able to write your name. There are a number of things that you should also know about.The Buffalo NY Job Fair has been held every year since the 1960's. This is because employers in this city love to showcase their newest workers, so they host a large job fair in an effort to find just the right person for the job. Over the years, this job fair has grown to include a huge number of employers, which allows them to see a good number of people for each opening.So how do you learn to make a great resume at the job fair? What types of skills do you need to have, to land the right job? What type of characteristics are you going to display? Do you have to be a recent college graduate to have a shot at getting hired?For the Buffalo NY Job Fair, if you don't have a college degree, you can still have a shot at getting hired. In fact, many employers are looking for candidates with a combination of education and experience. Your resume isn't necessarily going to be a direct reflection of your skills and qualifications. You're going to have to explain why you meet their requirements, and what you have to offer as a candidate that other people who don't have the education and experience don't have.Knowing how to write a resume is crucial to the success of your job hunt at the Buffalo NY Job Fair. Remember that employers aren't going to hand out business cards and send you a thank you card. They are there to see what you can do, not to simply read what you have to say. It is important that you let them know what you are looking for, so that they can put you in contact with the right person.The Buffalo NY Job Fair provides companies with plenty of opportunities to hire people for positions that aren't even advertised. That means that you might be surprised to find that a full-time job actually exists. Companies have great difficulty filling open positions, as they are searching for employees who might not show up for the first interview. The job fair helps these companies save time, money, and effort by advertising the jobs that are available to eager applicants.If you've been seeking a full-time or part-time job in the last few months, you'll be glad to know that there are plenty of openings available. The Buffalo NY Job Fair is probably one of the most important times of the year to go look for a job, because it allows the employers in the area to see what they have to offer. You can have an edge over the competition, if you know how to write a resume.

Heat up your summertime job search with the Career Collective - Sterling Career Concepts

Heat up your summertime job search with the Career Collective Heat up your summertime job search with the Career Collective This month’s Career Collective topic addresses how to heat up your job search. If youre looking for ways to step up your own search this summer,  then dive in  to the following spot-on, actionable advice from my  esteemed colleagues in the Collective: Turn Off The Computer, Tune Into What’s Happening, Heat Up the Job Search, @chandlee Heating up the Job Search-How to Stay Motivated During the Summer, @erinkennedycprw Light the Fire Under Your Feet, @careersherpa Cool Job Seekers Heat Up Their Search in the Summer, @barbarasafani Some assembly required, @DawnBugni Summertime, Sluggish Economy Provide Strong Motivation for an Updated Resume, @KatCareerGal 9 Ways to Heat Up Your Job Search This Summer, @heatherhuhman Getting Out From Under Chronic, @WorkWithIllness Upping Your Job Search Flame; Be Needed, Not Needy, @ValueIntoWords Is Your Career Trapped in the Matrix? @WalterAkana Put some sizzle in your job hunt how to find a job now, @keppie_careers Summertime and the Job Search Aint Easy, @KCCareerCoach Heating up your job search. 5 ways to dismiss those winter blues, @GayleHoward Hot Tips for a Summer Job Search, @MartinBuckland @EliteResumes Heat Up Your Job Search: Avoid Job Boards, @JobHuntOrg Heating Up Your Job Searching Skills: Networking 101 and 102, @GLHoffman Treasure Huntâ€"Yo-ho-ho! Heat Up Your Job Search, @resumeservice

93 Daniela Cavalletti - Branding Marketing - Jane Jackson Career

93 Daniela Cavalletti - Branding Marketing - Jane Jackson Career With a global career spanning 25-odd years in corporate and small business as an English/German bilingual, Daniela has a deep understanding of both, business and important cultural nuances and an in depth knowledge of branding and marketing.Her career took her from being a Fixed Income and Equity Operations Analyst at Goldman Sachs in Frankfurt to Morgan Stanley in London in the 1990’s to Marketing Manager at Hatchette Book Publishing and on to Sydney and International Marketing and Communications Manager at Pengana Capital and more … Fast forward a few more years and Daniela is Cavalletti Communications!A bookworm since the tender age of three, Daniela feels lucky to have spent most of her life as a creative content and communications addict who makes words work and captivates people through the power of storytelling.Daniela shares her fascinating career journey and explains how to successfully market your business by understanding how to create valuable content:Understand your target marketProvide content with real value to your targetBe authentic to show who you are and what you representListen on and find out her top 3 tips for entrepreneurial success too!SPECIAL OFFER:20 minutes free consultation with Daniela who will give you a comprehensive verbal assessment of all your existing web content including scoping areas for improvement and identifying gaps. If you don’t know what to do about your online content, this conversation will open your eyes to what you should dump, keep or make better.  Email  daniela@cavacom.biz  and quote JJContentOfferAvailable until 31st October 2016 be quick!WHERE TO FIND DANIELA:Website: www.cavacom.bizTwitter: @cavalletticomms