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#JobSearch Tip:

The JobMinglerThere are some amazing platforms out here for your job search and much better than the antiquated Virtual Edge or Taleo. Greenhouse and Lever are seriously changing the candidate experience for the better in applying to jobs.  Companies don’t want a 3-page resume so why should you have to fill out an application with 99,000 pages?  So here are a few tips for job searching in 2016.

 

Greenhouse.io and Lever.co are great platforms, very candidate and client user-friendly.

 

Check out this quick tip>>>>>>>>>> (more…)

Sourcing Vs. Recruiting

Sourcing starts with conversations, not agendas.

Sourcing starts with conversations, not agendas.

They’re not as similar as you think.

When companies start looking to fill positions, it can be a wild and crazy course of events. Job postings go up, resumes flood in, and everyone involved waits with bated breath to see who gets to interview.

Of course, that’s not all that happens. The situation is far more complicated than input and output, hired or not hired. Many companies turn to outside sources to help them sift through the stacks of resumes and cover letters they receive on a daily basis. The skill required to pick out the good candidates is in high demand.

The difference between finding a good candidate usually boils down to whether a company is using a sourcer or a recruiter. (more…)

8 steps to ensure that your resume lands you the interview you want. 

 

8 steps to ensure that your resume lands you the interview you want.

A good resume is the first step that opens up a world of hiring possibilities.

There are a lot of how-to guides and tips out there designed to help you improve your resume, but sometimes you get the itching feeling that those articles might have been written a few decades ago by greedy corporations laughing on top of their stacks of money. We get it.

360HR’s goal in this blog is to help you revise your resume and make sure that the right components are in the right places. Follow these 8 steps, and you’ll have a relevant resume that’s much more likely to land your next interview: (more…)

Trouble Hiring Diverse Candidates? Workplace Inclusion May Be Your Biggest Problem.

Sense of belonging; feeling respected, valued for who you are; feeling a level of supportive energy and commitment from others

Sense of belonging; feeling respected, valued for who you are; feeling a level of supportive energy and commitment from others

Workplace Inclusion May Be Your Biggest Problem
Diversity has come a long way in the past 50 years, and while every step along the path to diversity in the workplace is a good one, have we become too comfortable with where we are? Workplaces are more diverse than ever, but many times it seems more like a quota is being filled, and inclusion in the culture of a business is left out to dry.

Companies have to start answering this if they want the talent they acquire to stick around. Not that this issue is completely overlooked – the emphasis is just elsewhere currently, and it’s not good enough to let that be the status quo. (more…)

#2016 – Recruiting 2.0 – Conversations not agendas

One size does not fit all.

Accessible

Stakeholder

Tech startups are thriving in the digital age, with innovation, branding, and talent. What makes these young companies such a magnet? They’re accessible, appreciative, accepting and inclusive.
Starting a tech company 15 plus years ago did not necessarily catapult it, with one click, one keyword, onto the stage of the global marketplace. Digital branding was still infantile at best, even with strides in connectivity, people still were not as connected as they are today. Facebook and Twitter, were game changers in brand building, connections, and networking. They are the social media giants that allow businesses to get up close and personal with their most important stakeholders, employees, and consumers. They created an avenue for small businesses to compete on a global scale with more mature companies.

Sidebar: I love Google but when it comes to marketing, G+ is not the place, (Probably the only area Google needs to conform to the masses, G#). Sorry, I digress.

It is not the beer culture and ping pong tables that attract talent to startups, it is the hunger to do something differently, something impactful. It is the quest to be authentic and still be accepted. It is the willingness to be relevant. It is the accountability, accessibility, and appreciation of all the stakeholders, employees and consumers alike. Startups seem to get it, understanding that in order to compete in an ever –changing, global marketplace, they have to value ALL of their brand ambassadors.
Accessibility in a fast-paced world is a great thing. When so many are overlooked, in the hustle and bustle of everyday living and someone takes the time to connect with your company, don’t you think that warrants more than a canned response? Shouldn’t there be some degree of genuine availability? I think startups understand that level of appreciation. It’s not that mature companies do not appreciate their prospective or the current workforce, some are just bound by old business models on a new playing field and struggling to be relevant.
How mature organizations catch up to startups.

"Your call is important to us - but not important enough...."

“Your call is important to us – but not important enough….”

 

It all starts with the candidate experience:
1. The candidate/employee experience should be just as pleasant as the consumer experience from start to finish. You wouldn’t have a 7-page application for a customer then leave them in your “database” abyss for 200 days, finally sending them a chained email telling them that the product is no longer available? What do you think that stakeholder would say about your company? How do you think they would brand you?

2. The Job Description- In a world of 140 characters, why is your job description a book? The longer the description, the more is expected in benefits, perk and salary. Try to keep this list balanced. My rule of thumb one 2-3 sentence paragraph, 3-4 non-negotiables, 2-3 nice-to-have, 2 bullets of education/experience, then perks/benefits/salary. The war on talent is over, talent has won, it is no longer why should I hire you but now, “why should I work for you”? That answer starts with appreciation.

Acceptance: One Size Does Not Fit All
The issue is not with diversity, as each one experiences life differently so in that fact, we are all diverse. The issue lies with acceptance and inclusion. If two are the same, one is not needed and no one grows. We not only need to have a diverse workforce but an accepting and inclusive workplace to catapult brands. The input, the different mindsets, the various outlooks are imperative to growth. It’s the reason as recruiters we look for “well-rounded” individuals but then we hire them and say… now, act like everyone else.

One size does not fit all.

One size does not fit all.

 

Inclusion and branding…
Example:
I am out and about with The Brilliant One, my partner… the place is unfamiliar but as soon as I see anything that resembles me, woman, gay, black, Mom, Nonnie, K9 Parent, there is a part of me, automatically put at ease. It answers the question, am I welcome here? So I stay a bit longer and spend a bit more. Then go back and tell my friends, we’re accepted here, we’re included here.

Accessibility, appreciation, acceptance and Inclusion are not stock photos and a blurb on a website. or newly appointed positions, rather candid conversations with all stakeholders, real people, with real stories on how the places we shop, work and live value us. That’s’ how you build brands today.

(Check out a couple of pain-free ATS for candidates, Lever, and GreenHouse.IO)

Contact Us at 520-314-6330 to find out more.

Full-Service Recruiting:
 Tech, Financial, Administrative/Office Clerical, Industrial.

Diversity Forward Cultural Competency Training

Dedicated Sourcing Partners

Talent/Employer Branding

7 Ways To Improve Your #Resume

Yes or No Resume

You Can Thank Us Later…

Email:

NeGaTive on OnFleek@SillyEmailAddress.com or WeedLegalYay@HighEmailAddress.com 

The example of a proper email address includes first, last name and possibly an abbreviation as to what you do.  See Below:

Example Email:  Janet.DooGooderHR@JobMingler.com

The email address you use for your job search is part of your branding.  The name should match the name on your resume as well as the resume file attachment.

File saved in both Docx and PDF:  Jane.DoooGooder_HR Resume

2. Address:

This is a simple one.

Open To Relocation?  Yes.  Then leave it off.
No Desire to Relocate?  Then ONLY put City/State.

3. Objectives:

If your resume starts off like this…“Established Professional seeks…  With an organization that offers….”, it’s boring and outdated.

Use a Professional Summary Instead.

In a concise, no more than three sentence, paragraph, explain your superpowers, what interest you most and the value you bring. (more…)

5 Ways To Challenge Your #Workplace #Culture

Author: Margaret Wheatley

Candid Conversations

Fix what's broken

Fix what’s broken

The numbers are in, there is a serious problem with diversity in almost every vertical market in the United States.  There is also a serious economic impact of those not included.  So your company decided to dedicate a few people to diversifying your workforce.  They challenge you to go out and find and hire others that don’t look like our shareholders.  It becomes a challenge to fill your pipeline full of diverse candidates.  Why?  Because you are doing what every other organization who has read the numbers is doing.

Remember the ALS challenge?  It was big news, everyone with a bucket of ice on all of Social Media.  Now, what?  It seems we’ve become so focused on the new buzz “diversity challenge”, we are no longer challenging inclusion policies within organizations.  In the push to fill the voids, the vacuums, we’ve forgotten that diversity is not about conforming nor does diversity equate to inclusion. (more…)