Back to Basics Tech-Savvy Sourcing Tips

Back to Basics Tech-Savvy Sourcing Tips It’s been sometime since I’ve shared my insights with Undercover Recruiter (my recent move to Los Angeles with Recruiting Social has been a busy but exciting time).  What better way to dive in again than by sharing some sourcing tips! Let’s get back to basics and learn how to improve our sourcing efficiency.   Tip 1: X-ray search Start with a basic x-ray search using site in Google. Depending on your platform of choice, stick with one of the basics: For example: (site:linkedin.com) *Until youre ready to use other social platforms. Try this search string:  site:www.linkedin.com/in (software engineer) (java OR j2ee) san francisco -jobs -inurl:company (“ecommerce” OR “e-commerce”) The perk of using LinkedIn as your starting point? Name generation. Most of the time you can create a healthy list of candidates by using a similar LinkedIn search string.  If you want to try other social channels like Twitter or Github, simply remove LinkedIn from the search string and replace it with another site of choice. For example:  site:github.com inurl:repositories javascript (vancouver OR “british columbia”) *@gmail.com You might have noticed one string included ‘site’ the other included ‘inurl’. The difference between site and inurl? (inurl searches the whole URL while site just searches in the domain).  In addition, I would include ‘gmail’. This will allow me to extract emails from users accounts that have a gmail address visible on their Github account. We can use this email to reach out about a job opportunity, without having to use a LinkedIn Inmail. Tip 2: Email addresses Once you’ve found your ideal candidate, here are a few resources I’ve come across that have been helpful in identifying email addresses. Before using any tool, always, always remember to check the candidates’  â€˜Advice for contacting section’ OR ‘contact info’ at the top of their LinkedIn profile page (directly under the candidate’s profile picture). Some candidates will either include their blog site, Twitter account or other relevant contact information. Other tools include: Hiretual Hiretual is a Chrome Extension that allows you to gather additional information (i.e. email addresses) from a candidate’s LinkedIn profile. An extra search method to try:  Reverse Image Search. Example: Right click on the image and select  Search Google for Image. Some candidates use the same image for other social media sites as their LinkedIn profile image, which provides sourcers/recruiters alternative ways to reach out on those platforms [i.e. a candidate’s Twitter account tweet about a job opportunity]. Verifying Email Addresses At this point, you may have come across a candidate’s email address (but unsure if the email address belongs to that candidate) try these tricks: Rapportive  (Gmail specific) Chrome extension: Rapportive shows you everything about your contacts right inside your inbox. Open up your Gmail account and click ‘compose’ (to generate a new email). Include the candidate’s email address in the new message (ensure Rapportive is turned on). Once you’ve included the email address, view the right of your screen. Recruiters/sourcers should be able to see social information generated on the candidate (i.e. LinkedIn profile, Twitter account, ectc.) this will help provide confirmation whether the email address is associated with the candidate. Facebook You can also use Facebook to verify email addresses (not always a guaranteed method to verify).  In the search bar of your Facebook homepage type in the candidate’s email address and see if you can find the candidate. Tip  3: Target competitors [Github] This next step is a helpful for sourcers/recruiters in technology. Researching candidate’s Github accounts is not always easy. Let’s get back to basics. Check out a competitor’s page on Github. Github users that are part of the organization’s account are sometimes set to private BUT check out the repositories section: Click on the most updated repository (see above) Once you’ve clicked on the repository sourcers/recruiters can see how many users have contributed. Click on contributors You will now be able to see the contributor’s account go ahead and click on the account. Guess what? You may come across this (yup, an email address). Hopefully these ‘back to basics’ tips will support your sourcing and recruitment efforts. Remember the fun part of souring is the research part, gathering the information (while also using some free tools to support your search)!

Pharmacy Tech Resume Writing For Careers

Pharmacy Tech Resume Writing For CareersPharmacy tech resume writing professionals are needed in the world of health care today. These professionals work closely with physicians and medical personnel to ensure that patients receive the best possible care possible. As more people turn to health care in order to care for their family members, the need for these professionals is essential.For a quick refresher, consider that the average person lives three to five years without needing to see a physician. During this time, they will have a plethora of options for how to handle their health. They can take care of themselves, but this can be quite expensive and dangerous. Instead, many opt to go to the doctor for general check-ups and preventative care.However, if family member health is failing, it is vitally important that they seek help. The problem is that it can be quite a challenge for the physician to diagnose a problem that does not necessarily surface right away. Often times, phys icians rely on the recommendation of a family member or friend.Unfortunately, the health care system has failed families with this problem. Instead of a referral system, the system is set up so that the physician must fill out paperwork and sometimes make multiple trips to the patient's house. This means that the physician must be available for all of the family member's appointments.Pharmacy tech resume writing professionals are invaluable in helping to maintain the best care possible for the public. Health care providers are able to recommend other people to go to for care instead of going to the physician for every visit. Many people will find that the doctor's office does not have the best condition for a patient's care and will seek the expertise of the health care professionals.Unfortunately, many people are unable to go to their former doctors for a referral and their career progression in the industry is hampered. This can be extremely frustrating for those in the profession and for those who care about the well being of the patient. When a referral is necessary, it is crucial that the information be kept confidential.It is also a good idea to keep track of everything that is related to the patient's health. One way to do this is to make sure that an email account is set up for the patient so that they can sign up to receive important information from the health care professional. The system can be one of the most valuable tools for the professionals.Pharmacy tech resume writing professionals can do their part to ensure that the best care possible is provided to the patient. They will not only be tasked with writing a standard resume, but they will also be required to create a presentation letter for each patient they are working with. Keep in mind that these are the people who are often asked to volunteer their time for free.

A Guide to Grads in Non-Grad Roles (GINGO)

A Guide to Grads in Non-Grad Roles (GINGO) One of the most striking differences between millennial workers, and their babyboomer/Gen X predecessors, is the massive growth in higher education rates. A mass higher education system is defined as an educational system where over 15% of the population hold degrees. In the UK and USA, almost 50% of the population entering the workforce hold degrees. This has led to complaints that Millenials entering the workforce for the first time are ‘entitled’: they feel they deserve a good job, with a high paying salary, without ‘paying their dues’ first. Universities themselves deserve part of the blame for this feeling of entitlement, as degrees are now sold to students are the key to a good job, and a better future. But, when almost half your peers also have degrees, does getting a degree make sense? How is our mass higher education system changing the workforce? Universities are to blame: Traditionally, universities provided training for ‘professions’. In the past, professions were a narrow band of jobs, such as lawyers, doctors, teachers, engineers and accountants, where a high level of education is required in order to perform them. For our parents and grandparents, with far fewer graduates leaving higher education, a degree was almost a guaranteed way to gain entry into a professional role. The demand for graduates, however, has not kept pace with the growth in graduate numbers, creating a phenomenon known in academia as the GINGO: Graduates In Non-Graduate Occupation. GINGOs are commonly considered to be ‘underemployed. Graduate underemployment is characterised by work in a job where the graduate possesses more education than the job requires, often in a field that is unrelated to their education, where the graduate may well possess more skills than the job requires, and is typically earning less than their graduate cohort. A significant number of underemplo yed individuals also find themselves in part-time, or temporary employment. This might sounds like a pretty bad thing for Millenials, but when we take a closer look, we actually see there is far more to the picture. What is professional? The rise of the GINGO is changing the way we define professional work. For example, there are a number of jobs which in the past did not require a degree, but now a degree is becoming the de-facto method of entry into the industry. Software development is an obvious example; many software developers will strenuously deny that higher education is required in order to get a job in the IT industry (which is true), but the majority of new entrants to the industry these days have a Computer Science (or related) degree. Similarly, entry level roles into Marketing now typically require a degree in Business, Marketing or Advertising in order to be considered. Many job roles now demand a specialist degree in order to be eligible to apply, creating a new class of professionals. The face of the young professional is changing, thanks to the expansion of the creative professions; today’s young professional is as likely to sport jeans and tattoos as a suit and smart haircut. There is another factor at work in the rise of the GINGO: many companies are now realising the benefits of hiring graduates into non-graduate work, as they look for the perceived qualities that a degree offers. The large number of graduates entering the recruitment industry is an obvious example of this. The work of a recruiter does not require a graduate’s level of education, but it does require a number of the skills that graduates are thought to possess, such as a good work ethic, intelligence, flexibility, being a quick learner, and the drive to succeed. It is therefore unsurprising that many recruit agencies seek to recruit graduates, and they can quickly become successful. These graduates may appear to be underemployed, but their degrees are instrumental in their success. Lastly, we have to consider those graduates currently working behind the bar in Starbucks, or working a temp role in a call-centre. These graduates may be underemployed, but research suggests that for a number of these GINGOs, this is by choice: the ‘live-to-work’ mentality of the baby-boomers has been replaced with a far greater desire for work-life balance amongst the new generation of workers. GINGOs might take part-time work out of a desire for flexibility. Others take low-paying jobs because they believe the work to be ‘meaningful; a friend of mine recently quit a well-paying job with a multinational in order to take a far lower-paying job with a charity, because she wants to, (in her words) “do something positive with my life”. Yes, there are graduates stuck in low-paying jobs because it is the only work they can find, but the more academic research that is done on the issue, the more nuanced the picture of the GINGO becomes. Conclusion: It’s too early to tell how the massive growth in graduate numbers will affect society, and it is certainly true that there is a reasonable minority of graduates unhappy with their situation, who likely feel cheated by promises made to them at university, such as that they were all but guaranteed a well-paying career upon graduation I know I was told this during my undergraduate degree. But, if there is one thing that the rise of the GINGO shows us, it is that this generation is adaptive, flexible, and is using its education to enact change in the workforce. They are determining what it means to be a graduate, rather than let it be defined for them. The GINGO is here to stay, and the education and skills gained at university will continue to make them attractive candidates in today’s job market, whatever role they end up in.

5 Dos and Donts for Recruiting High-Level Candidates

5 Dos and Don’ts for Recruiting High-Level Candidates The recruitment process can be the bane of many a firm’s existence. What should be an exciting time of growth and inspiration can often turn into a nightmare-inducing catastrophe. The knowledge that every new person added can either move the team forward or backward can make the undertaking unnecessarily stressful and complicated, draining valuable resources. Before you begin any part of the recruitment process, you must have a complete understanding of the cost/benefit of hiring a new employee. To get your maximum return on investment, your firm needs to be hiring the best of the best. However, even if a job is well-designed and adequately compensated, it can be difficult to find (and successfully attract) the perfect person for it. A high-level candidate is in high-demand, so it’s crucial that you approach them in the right way. Here are five recruitment dos and don’ts for companies who are seeking high-level candidates. 1. Do be relationship focused The most crucial thing to remember is that good recruiters are relationship-focused. Life is long, including (hopefully) the life of your firm, and relationships that are based on understanding and appreciation are long, too. Throughout the recruiting process, make sure that the way in which your team interacts with candidates demonstrates your firm’s commitment to building an enduring relationship. Before an interview, do your research so that you can sincerely engage with a candidate about their skills and expertise. In turn, these honest and open conversations will make it easier for you to sell them the position, by aligning the individual’s goals with your company’s offer. Afterward, make sure to follow-up with candidates to inquire how the interview process went for them. Their feedback will help you to improve your recruiting process in the future. 2. Do remember the millennials By 2030, millennials will make up 75% of the workforce. So, if you aren’t actively working to build a recruitment process that attracts millennials to your company, then you need to start now. That may be easier said than done, though; compared to previous generations of workers, millennials have a different perspective on office life and distinctive views on how they envision the trajectory of their career. Your first step should be to embrace and create a coaching culture. Millennials thoroughly consider how they can learn and blossom in a position and have proven that they want a coach who is invested in their personal and professional growth, not just a boss. During the recruiting process, make sure to emphasize the values of your company and the specific strategies and options for training and development. In addition, consider creating a millennial-friendly workspace â€" open-plan is key. 3. Do get expert help While there is a huge pool of talent out there, there are also many firms constantly seeking their skills. In order for your company to stand out and attract the highest-level candidates, you must be working to maximize your reach and visibility. Getting involved with talent communities, taking advantage of apps, targeting both niche and broad job boards, and reaching out to a worldwide recruitment agency are all excellent strategies. Working with a recruiter with a global reach allows companies to access the global talent pool to find the best candidates for their team. Leading international recruiters have an established and highly stringent talent search and recruitment process, saving employers time and money as well as protecting them from the avoidable costs of hiring the wrong people. With an expedited hiring process, your workforce development strategy becomes more efficient and targeted to your needs. 4. Do unlock the power within We’re talking about employee referrals. If you have already hired great workers, chances are their personal network also includes some excellent high-level candidates. Presuming that your team members are happy and engaged in their position, your employee referral program can work in a similar way to customer referrals. (Remember, relationship-focused!) This eliminates a lot of uncertainty, as the original employee has already vetted both sides. In fact, referred candidates have better chances of getting hired and are more likely to be satisfied with their jobs. Similarly, don’t overlook re-hires. If someone leaves your firm on good terms, make sure to check in with them a couple of times a year to see how they are doing. You never know when they might want to return! 5. Don’t go into the process blindly Rush into hiring someone and you are almost certainly guaranteed to not get the best. Curating a great team takes work and careful planning, and the absence of this can lead to devastating consequences for your company. Even when recruiting high-level candidates, remember first to focus on your firm’s long-term goals and to take time to plan out your long-term strategy and budget allocations to keep your hiring goals on track. Furthermore, onboarding goals must be clearly defined, because even high-level candidates will need some care and attention for the first few months. 5. Don’t shy away from video A few years ago, a firm was considered part of the minority if they utilized video during the recruitment process. Now, that thinking has completely flipped. Video applications allow you to efficiently pre-screen candidates and later easily replay footage to compare and contrast. In the next phase, video interviews let you consider a wide variety of candidates, no matter where in the world they are located. To create greater candidate engagement, why not take a page from Deloitte’s book and have a group of employees create a short video that introduces potential workers to the company and demonstrates your company’s culture and vision? Bottom Line: If you are serious about seeking high-level candidates, first focus on the relationships with your current employees and on creating a work environment that they thrive in. This in itself will help you to establish a successful employee referral program and a company culture that is easy to sell. Once you are comfortable with your firm’s long-term goals and strategy, work to maximize your reach and visibility and do thorough research before engaging with candidates. Remember, a high-level candidate is in high-demand! About the author:  Payal Bhatia  is a passionate recruiter with more than 12 years in the executive search industry, Payal Bhatia is an international headhunter and business partner for RM Associates in the MENA region specializing in the FMCG, retail, telecom and engineering sectors.

Make Your Resume Writing Services in Connecticut More Successful

Make Your Resume Writing Services in Connecticut More SuccessfulIf you are planning to promote your resume writing services in Connecticut, then it is important that you take necessary steps to improve your search engine placement. If you know how to use the right methods and resources, you can make sure that your resume gets more attention.The most effective way to promote your resume writing services in Connecticut is to use the Internet. There are many websites that allow you to create your own online profile. Your professional profile will consist of your name, location, company name, and a personal statement. This will help you get noticed by local employers as well as online employers.You may also want to consider finding referrals for your resume writing services in Connecticut. These referrals will give you an idea about the kind of people who may be looking for these services. They will probably have some advice or suggestions about how to improve your marketing campaign.Ano ther method to use to get more attention is to write articles for hire with the business magazines which focus on this type of business. You may also wish to contact the local employers who may be interested in hiring your resume writing services. They will be interested in speaking with someone who is highly qualified and knows what he or she is doing.You may also want to talk to the politicians to find out if they are aware of the need for resume writing services in Connecticut. You will likely get a positive response. Many politicians are aware of the fact that large corporations can find other ways to expand their business and hire people. This will go against the public interest.Contact local education officials to find out if there are schools in the community that are currently advertising for resume writing services. You will be surprised at the number of jobs being posted in every community. This is an excellent opportunity to get your resume noticed. You will need to know the requirements to be hired in order to be able to apply for the job.You may also want to join the local business organizations such as the Chamber of Commerce to network with local businesses. Networking is always a good thing. You may find other people in the business world who can offer you information about the job market. In this way, you can greatly improve your search engine placement.Using the tips above will definitely help you promote your resume writing services in Connecticut. These are just a few things that you should consider in order to get the job you really want.

What is Abundant Success to You - Kathy Caprino

What is Abundant Success to You In launching my new national research study on Women Succeeding Abundantly: Why and How They Do It, one key question we’re addressing is: What is abundant success to you?   Here’s my personal working definition:   Abundant success means that you are: Confident and complete in who you are Fully aligned and authentic in all roles you play in life and work Deeply appreciated and valued Comfortable, confident and empowered in your relationship with money Earning exactly what you want to be earning Outwardly honoring your inner values and principals Living full-out, with passion, power, and purpose Making a positive difference in the lives of others Consciously stretching to your full potential Aware of why you’re on the planet, and living that purpose Conscious of the fact that you have full responsibility, ownership, and accountability for your life, and feel good about that knowledge Having a great time living the abundant life you’ve created, on your terms To me, if you can say these things about yourself, abundant success is yours!   Please share your unique definition of abundant success.   I’d love to hear.   What is it, and are you living it?   If not, why not?   And if you are living your version of abundant success, please write to me at Kathy@kathycaprino.com.   I’d love to interview you!   Thanks, and here’s to your abundant success, Kathy

Athens 2004 - The Chief Happiness Officer Blog

Athens 2004 - The Chief Happiness Officer Blog Im back from a week in Athens, and what a week. Patricia and I have been visiting my sister who heads the Art of Living in Greece, and between touring all of Athens and catching some olympic actions, its kinda nice to be home again, so we can relax after our holiday :o) The people of Athens are incredibly nice. We were met with smiles everywhere we went, at the olympic games, on the beaches and in the streets. Theys all friendly, kind an open. Theres plenty to experience in Athens, and we made the most of it. The acropolis is beautiful of course, and evokes the concept of Greece as the birthplace of our culture. The food is excellent. How a greek salad (tomatoes, cucumber, feta and olives with a simple dressing of olive oil and vinegar) can taste so good is beyond me. We went to an outdoor cinema, and saw a greek movie (with english subtitles) under the starry sky, with the lights from the Acropolis just off to our left. We went to a couple of beaches and swam in the aegean sea. We also got great tans :o) We walked the streets of Athens withut much of a plan, sitting down at a caf? for beer or coffee frapp?s whenever we got too hot. We always pack books, so we can take a reading break if we want. We went to no less that six different sports events: Fencing, badminton, beach volley ball, athletics and two womens handball games. At one of the handball games I had the pleasure of teaching two american guys the basics of the sport. They worked as volunteers, got free tickets and had never seen a handball game before. We even made a new greek friend, Nick, who let us stay in his home for a few nights. Thats the hospitality of the greeks for ya. Its been a great week, thats given us a great feel for what the olympic games do for a city. My main question now is: How quickly can we get the games to Copenhagen? Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related