3 Ways to Nurture Your Professional Network

3 Ways to Nurture Your Professional Network 3 Ways to Nurture Your Professional Network Advance your vocation by tapping your asset pool. It's actual, April showers bring May blossoms. However, any great planter realizes it takes more than downpour water to grow a fruitful nursery, and the equivalent can be said about your expert system. In the event that you need to construct solid connections, you have to persistently support those individual associations with yield vocation success.Today, I need to give you three irregular ways you can utilize this rundown to sustain your system â€" and move your vocation in the privilege direction.Share the products of your searchWhen building up another expert relationship, the most noticeably terrible thing you can do is promptly request favors. Continuously search for chances to show proactive kindness. Get familiar with the individual so you can discover approaches to offer some benefit. As work searcher, you are learning a ton more about the pursuit of employment than the normal expert. At the point when you discover something that could be helpful to your contacts, don't be hesitant to share it! Consider who in your system could profit by this rundown of spotters and offer it with them.Plant the seeds with praiseLet's be straightforward â€" everybody likes getting praises. Blame this Top Recruiter List so as to associate with bosses whose employing needs coordinate your activity objectives and capabilities. Use Facebook and Twitter to praise target businesses who made the rundown. A straightforward quest for their names or organization names on both of these stages ought to work. On the off chance that you've worked with one of these scouts previously and need to restore the relationship, blame this rundown so as to connect and offer your congratulations.Partner with a friend mentorMentors come in all shapes and sizes, each offering various sorts of help all through your vocation. Before you contact a senior associate, consider the advantages of using a friend tutor. Approach an individual activity searc her who's in a similar profession and unite. By checking in with each other on a week by week premise and sharing data, you're consequently multiplying your pursuit of employment endeavors and assets. Kick the procedure off by sharing this selection representative rundown with your companion mentor.Remember, organizing isn't just about gathering individuals â€" it's tied in with building important associations and trading data with the individuals who demonstrate significant to your vocation goals.Use this rundown as motivation to reconnect with proficient contacts and scouts who are significant to your hunt. What's more, recall, this rundown traverses different ventures, so share this data with individual occupation searchers to fortify your connections and pay it forward.Follow these tips to reinforce your system and assist you with taking your profession to the following level.

2014 Recruiting Trends Employment Brands under Fire

2014 Recruiting Trends Employment Brands under Fire Employment Brand Matters Recruiting Trends Week is upon us! Each day, everday this week Blogging4Jobs is taking it to the streets to find out what trends will be the trend in recruiting. What do you think? What trend do you see as #1 in 2014? Let us know  here!   Were supposed to be writing about recruiting trends that we think will be important in 2014.  A worthy topic, but Im going to leave the prognostication on positive trends in recruiting to the true recruiting pros who write on this topic regularly. I expect you will see a lot about the looming talent shortage, STEM hiring strategies, and the need to build your employment brand and level of candidate engagement via the use of social media. Im a labor relations geek. I spend my time thinking about the stuff my company can do to ensure that our brand as an employer and customer facing organization continues to be top notch.  I spend an equal amount of time looking for and identifying emerging issues and trends that might damage our brand in some way. Employment Brand Matters As employers, we all spend a great deal of time, energy and resources ($) on building and promoting a positive employment brand.  We seek to be viewed as an employer of preference. It provides a competitive advantage in recruiting when people seek your company out as a place they want to work.  Thats no big secret. Here are some solid things you can do to make sure your organization is seen as an employer of preference. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} 1.  Foster a positive employee relations environment.  I firmly believe that  strong, capable, integrity based leadership  is a key element for success in any organization.  Practicing clear consistent organizational behavior with a clear mission, strong values, and equitable treatment of your employees are the foundation elements for a healthy, high performing organization. 2.  Put some skin in the game.  I have worked for two  employee owned companies, and all the following statements about those companies are still true.  More Profitable. Better performance. More engaged employees.  We need more employee owned companies. 3.  Ensure your business is invested in the community.    If the company contributes to the community, so will the employees.  It becomes a virtuous circle, and builds a better performing organization because people will know you care.  Contribute.  Build.  Create. These strategies all build the positive side of your employment brand, and boost your ability to recruit.  They are important all the time, every day.  Make sure your organization is focusing on them. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} Then you should focus on one more thing. Dont overlook the possibility of damage to your employment brand I have written about this many times, but it remains the truth, if you are a large employer with a favorable brand, you stand a good chance of becoming a target for a negative campaign.  There are groups out there who may seek to leverage your good reputation against you in furtherance of a particular agenda. In 2014, I believe it will become critical that corporations have a strategy in place to identify and respond to such issues as they develop.  While it is inevitable that your response strategy will require coordination across a variety of business units, this is something strategic that HR can take the lead on. There are too many of these campaigns running  for me to cover them in depth, but you can check a variety of campaigns via link to underwear, package delivery, a cruise line CEO, the CEO of Yahoo, a fast food CEO, and even some board members. Do you see a trend developing here?  I certainly do.  Time to go do something about it for your organization.

IT Project Manager Job Description Sample

IT Project Manager Job Description Sample IT Project Manager Job Description Sample IT Project Manager Job Description Sample This IT anticipate supervisor test expected set of responsibilities can aid your making an employment form that will pull in work competitors who are equipped for the activity. Don't hesitate to amend this set of working responsibilities to meet your particular employment obligations and occupation necessities. Data Technology (IT) Project Manager Job Responsibilities: Keeps up data innovation methodologies by overseeing staff; exploring and actualizing mechanical vital arrangements. Data Technology (IT) Project Manager Job Duties: Achieves data innovation staff results by conveying work desires; arranging, checking, and evaluating work results; instructing, directing, and restraining representatives; starting, organizing, and authorizing frameworks, strategies, and methods. Keeps up staff by enlisting, choosing, situating, and preparing representatives; keeping up a protected and secure workplace; creating self-improvement openings. Keeps up associations adequacy and proficiency by characterizing, conveying, and supporting vital designs for actualizing data innovations. Coordinates innovative examination by considering association objectives, systems, practices, and client ventures. Finishes extends by planning assets and schedules with client divisions and server farm. Confirms application results by leading framework reviews of advancements executed. Jam resources by executing calamity recuperation and back-up methods and data security and control structures. Suggests data innovation systems, arrangements, and techniques by assessing association results; recognizing issues; assessing patterns; envisioning necessities. Achieves money related destinations by determining necessities; setting up a yearly financial plan; planning uses; breaking down changes; starting restorative activity. Keeps up quality help by setting up and authorizing association guidelines. Keeps up proficient and specialized information by going to instructive workshops; surveying proficient distributions; building up close to home systems; benchmarking best in class works on; taking an interest in proficient social orders. Adds to collaboration by achieving related outcomes varying. Data Technology (IT) Project Manager Skills and Qualifications: Specialized Management, Technical Understanding, Analyzing Information , Informing Others, Staffing, Problem Solving, Data Center Management, Developing Budgets, Coordination, Strategic Planning, Quality Management Bosses: Post an occupation in minutes to arrive at competitors all over. Employment Seekers: Search occupations and apply on now. Become familiar with how to employ: Overseeing Stress at Work: Retrain your Brain To Hire the Best, Professionalize your Interviewing The Key to Self-Motivation and Employee Motivation

Admit It We Still Hate Failure Marla Gottschalk

Let it out We Still Hate Failure Marla Gottschalk I understand that we should endeavor to acknowledge disappointment. In any case, even with it is hard to persuade yourself that it really is great. Disappointment is unquestionably a reality of work life that we should acknowledge and ace. Yet, we may need to pause for a minute to look at this as somewhat more cautiously. What is your genuine, gut response when you think about back a disappointment or difficulty? Sick dare to state that the second may remain recoil commendable. Lets be realistic. Bombing just doesnt feel superb. This is the place I accept the test with disappointment despite everything lies. Our heads comprehend that falling flat can be invaluable to our work (read increasingly about that here), yet our hearts and feelings havent completely went with the same pattern. Mentally weve acknowledged that we have to flop making a course for progress â€" yet figuring out how to live with that disappointment is an altogether unique story. By one way or another we should figure out how to quiet ourselves and build up the capacity to process disappointment all the more successfully. This frequently includes managing the passionate leftovers (and dread) that create when things basically dont go as arranged. Disappointment might be essential â€" be that as it may, processing it isnt ever simple. A couple of things to attempt: Modify our affiliations. We at first characterize disappointment adversely, when it really holds helpful data. Specialists, for instance, routinely experience an incredible number of disillusioning results on their way to an advancement. We should endeavor to unlearn our run of the mill perspective on disappointment, including naming a slip up as an end point that is without esteem. A not exactly positive outcome can guide us to a commendable elective way. Make flawlessness the foe. We will in general liken flawlessness with progress â€" and required modifications with disappointment. This can demonstrate ruinous, making us limit what (and when) we share with others. Effective associations, for example, Pixar, energize sharing a thought mush before in the innovative procedure; tolerating the idea that a thought can create and improve. Re-outline your feelings. Research has indicated that how you see a found obstruction is each piece significant as the difficult itself. Endeavoring to extricate a positive piece from a disappointment, regardless of how little, is basic. Use humor. Endeavoring to incapacitate negative feelings with humor is exceptionally invaluable in the midst of stress. In the event that you can by one way or another see a hint of cleverness in a disappointment or difficulty (give this a touch of time), it is a strong beginning toward recuperation. Support courage. It has been indicated that coarseness â€" the capacity to stay with an undertaking and spotlight on long haul objectives, is vital to managing disappointment. Enjoy a reprieve to re-gain vitality, and afterward continue on. Advance versatility and the disclosure of aPlan B. Widen our perspective on history. We frequently center around the achievements of others, however overlook that their excursion included numerous exciting bends in the road. Profoundly beneficial people, for example, Richard Branson, practice techniques to ace the passionate side of the coming up short â€" including banishing humiliation and harping on laments. Take another point of view. You may have persuaded others that a difficulty in their work lives ought not hinder them from attempting another course. Think about your circumstance. What guidance would you offer them, on the off chance that they were in your place? (At that point accept that counsel to heart.) It very well may be unsettling to encounter a disappointment â€" however we can take in some things from these minutes. How would you manage a disappointment or misfortune? What are your techniques to assist you with recuperating and push ahead? A rendition of this post has previsouly showed up at Linkedin. Dr. Marla Gottschalk is an Industrial/Organizational Psychologist and working environment tactician. She likewise composes at Linkedin.

Psychometric testing What you need to know

Psychometric testing What you need to know by Michael Cheary Never underestimate the importance of personality…For a number of businesses, finding the right candidate for a role involves more than simply sourcing someone with the right work experience and skills. A demonstration of their numerical and verbal ability, as well as their personality and how that will fit within the existing team, is a big part of the decision-making process.One way of evaluating these is psychometric testing. But what exactly do these look like? And how can you best prepare? To help, we’ve put together some of the facts.What is a psychometric test?Psychometric tests allow employers to objectively test candidates, not based on their background or prior experience, but by measuring their personality, aptitude and general intelligence.Similar to competency based interviews, there aren’t necessarily always right or wrong answers for most psychometric tests.They simply require you to answer to the best of your abilities.Why do employers use psychometric tests?Whether it’s to evaluate how a candidate would perform in a client-facing position or to ensure that a new employee will be a good fit for the team, personality often plays a huge part in the recruitment process.Rather than rely on regular interviews alone, where a candidate’s nerves could count against them, psychometric tests are a useful barometer in positioning personality by asking how you would behave in certain scenarios.And, as all candidates are presented with the same tests and same conditions to complete them, it allows employers to make direct comparisons of how day-to-day tasks could be carried out by using a completely level playing field.Big or small company: Which is right for you?  Eight signs an employer is not the one  What different types of psychometric tests are there?There are two main types of psychometric tests: ability tests (also known as cognitive or aptitude tests) and behavioural personality tests.Aptitude testsUsually perform ed at the start of the interview process, aptitude or ability tests are used to evaluate how well a candidate will perform certain tasks which may be necessary for the role.These often include logical reasoning, and are taken under exam conditions. They are strictly timed, and are also generally multiple choice. Results are standardised, meaning they will often be compared to other candidates who completed the tests under exactly the same conditions.Examples of aptitude tests include:Verbal testsNumerical testsWritten communication, spelling or punctuation testsAbstract reasoning testsHere are some of our top tips for ability-based psychometric testing:Look at the job description â€" Which attributes are highlighted as most important? If you need excellent written communication skills, for example, there’s a good chance you may be asked to demonstrate this, so make sure you’re suitably prepared.Practice, practice, practice â€" There are a number of free practice tests out there to help you prepare for something you might see in the interview. Fill out as many as it takes for you to feel comfortable, and you should feel confident when the time comes.Be honest If you have any requirements which you’re worried will count against you in one of these types of tests, contact the employer directly or ask for an alternative testing method during the assessment.Read the questions thoroughly â€" When you’re filling out the assessment, always re-read the question and don’t rush. Otherwise you may find yourself missing a vital piece of information and misrepresenting yourself to the recruiter.Personality testsPersonality tests are used to help predict a candidate’s behaviour within an occupational context. Employers can then make a more informed choice about a candidate’s character traits and how they fit within the business.As there are no set correct answers for questions used in personality testing, they often require less preparation than other types of tests. The recruiter simply wants you to answer honestly and give a good representation of how you would perform in each situation.Here are some of our top tips for personality-based psychometric testing:Be yourself â€" There are no right answers, and what might be a desirable response for one employer may not be for another. The best you can do is answer honestly, and do your best.Don’t be too neutral â€" Part of answering honestly is not being afraid to say something wrong. Many candidates choose to play it safe with certain questions, and end up not helping their personalities stand out.Don’t predict â€" Unfortunately, there is no way to predict what a recruiter really wants. Stay focused on your own answers and motivations throughout, and don’t be tempted to say what you think a recruiter wants you to hear.Don’t panic â€" Psychometric tests won’t be enough to gain or lose you a job alone. They help inform an employer how you’d fit into the company, and build a profi le of your personality.Finally, always remember that although psychometric tests are meant to help sell yourself to an employer, they never work in isolation. Make sure you’re just as prepared for the rest of the interview as you are for any potential questions which may arise.And, most importantly, relax. With all the right preparation and a little confidence, psychometric tests needn’t be anything to worry about.Interview types: What you need to know  Types of interview questions  Have any psychometric based interview tips of your own? Share them with us below.