We have been very busy reading, writing, and posting all over the internet for clients this week. Here is a quick glance of what we’ve been up to at Red Branch Media.
Our friends over at Wowzer wrote a post with tips on how to create and stand out with a virtual resume.
Stand Out with a Video Resume
Video resumes are becoming an extremely popular way to stand out from the crowd. They are easy to make, and they showcase a candidate’s creativity and tech skills. When used correctly, a good video resume can shoot you straight to the head of the pack.
We have embraced video to the fullest. Why read when you can watch! Over 1/3 of web traffic comes from online video. It is simply the preferred medium for information. It just makes sense that video is taking over traditional, paper resumes.
The Right Audience
Video resumes are not applicable for every industry. If you send in a video resume for an accounting position, you might miss your mark. The media industry is booming and those are the types of jobs for which a video resume will be well received. Be sure to keep your audience in mind when sending in a video resume. A bank manager won’t really care about your video editing skills.
A traditional resume can be changed and tailored instantly to suit the needs of the position. Video resumes, while not final, are not as easy to tailor. When creating the content for the video, be sure to be as broad and thorough with your skills and experience as you can. While these videos are short, you can pack a whole lot of information in there. Because videos are far more dynamic than print, you can jam a lot more information into them than the traditional one-page paper resume. Continue Reading…
Careerminds has been hosting Webinars for a while now and they are very informational. The next Webinar is hosted by Rob Fazio.
Event Information: The Leadership Athlete: Leveraging Emotional Intelligence to Win in Business Tuesday, August 20, 2013 2:00 pm Eastern Time.
Register for the Webinar here.
Visibility Software posted an article this week about Training and Retention. They have proven statistics that training your employees boosts moral and also keeps them around longer. All of this of course saves you and your company money!
Training and Retention
They go hand-in-hand, or at least they should. No one wants to be the employee who doesn’t know their job, and no one wants to work with that employee. Initial training, as well as continued training, gives employees a sense of worth and the chance to excel in their position. Engagement and pride in a job well done is a big part of why people decide to stay with a given company, and this all starts with proper training.
People want to work with capable people.
Organizations are a machine, when one part is broken, the rest of the work is affected, and may even come to a halt. When an employee’s work is impeded by another’s lack of knowledge, nothing but a bottleneck of work will ensue. This can rarely be chalked up to a “bad hire”, but rather bad (or no) training.
When an employee isn’t given the tools and knowledge to complete tasks, it is the organization that has failed, not the employee.
People want to be capable.
There are few things more frustrating than not knowing what you’re doing, what is expected of you and how to deliver it. Good training resolves all of these problems. Everyone worth hiring wants to be good at what they do, but they will rarely achieve this without training.
Training should start the day of hire, and never end. Formal training should be considered an ongoing process and a true investment in employees. A survey on the business case for employee engagement sites employee improvement in skills as the number two motivator of employee engagement. Number 7 was an employee’s ability to grow and advance in the company.
Employees are thirsty for this knowledge, and it is ultimately what keeps them satisfied and engaged. 80% of employees asked about what why training is important answered, “I can do my job better”.
Recruiterbox wrote an article that gives some solid advice on how to set up a career page on your company site. They make a pretty funny statement saying “Your job site should be built so that a 4-year old could navigate it.”.
Your Career Page Probably Isn’t Good Enough
The company site is often the first impression for candidates. Aside from job listings and ads, this is the first place that candidates will get a glimpse of a company’s culture. Naturally, candidates will head straight for the careers page, and quite often they’re left underwhelmed by the lack of information and overwhelmed with the inefficient and unwelcoming job descriptions and applications process.
It’s common sense that the career page is a window for candidates, so why are so many companies’ windows cracked, dingy and painted shut? The careers page is an often overlooked and underestimated tool in recruiting. When it isn’t overlooked, it seems there are some misguided attempts at improving it.
Adding content, jazzing it up and providing an easy to use application system is where a lot of people start. The career page is ready to be seen and used, but where are all the applicants?
First, consider if your content is relevant and interesting. Obviously the career page and company blog is going to state and restate why this is a great company. That does little for the candidate. Generic, boring praise does little in the way of fostering a healthy employer brand.Target’s career site has some great personal stories from real employees. If companies want people to read their content, they need to:
- Provide real employee accounts in real voices
- Use eye-catching, compelling titles
- Get on a personal level when it comes to values and culture
- Provide actionable advice as well as general information
- Have opinions!
- Convey company culture
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