How Growing Companies Can Compete for Talent like the Big Guys

How Growing Companies Can Compete for Talent like the Big GuysHow Growing Companies Can Compete for Talent like the Big GuysHow Growing Companies Can Compete for Talent like the Big Guys RecruitingLarge organizations are often tasked with making thousands of hires a year and often require a team of recruiters.Fortunately, smaller companies can make use of some of the same tools these recruiters use to find talent. In fact, some of the best recruiters I have dealt with in my decade-long recruiting career have also been the hiring manager. Yes, you read that correctly.Hiring managers can find their own candidates. Thats not surprising. After all, successful recruiting still comes down to one thing differentiating need from want. It takes time to separate the nice to haves from the must haves, but its time well spent.Doing so will help you construct a solid job descriptionand enable you to actively search for resumes that match your requirements. But before you sprint out and purchase a bunch of job postings and a resume license, lets walk through the differentiation process. It comes down to three components1) The MissionDefining the mission will help you create a parteiea of the hire you need. Ask yourselfWhat is the essence of the role?What is the gap we need to fill?What will our new hire contribute?The mission allows you to articulate to yourself (as well as to the market) the reason you need to hire.2) Job OutcomesOutcomes help you understand and market what the new hire will need to doWhat metrics and KPIs will define success for the role?How will those be defined in the first 30 days on the job? The first 90 days?What company goals will the role support?3) Job CompetenciesCompetencies are about more than job skills.Behaviorally, its best to look at your organization to understand the type of personalities and behaviors you need on your team, as well as the behaviors you need in this role.Take an objective look at your company culture. Then ask yourself wha t youre trying to build, your values and vision and how you see this person fitting in.Next, differentiate the jobs must haves from the nice to haves skills. Focus on the former in your resume review the nice to have skills can be explored in the interview.OK thats itYouve now defined the jobs mission, outcomes and competencies. Now you can incorporate your findings into thejob ad and in your resume search parameters. Writing the Job DescriptionRather than organize the job description as bullet points, write a readable job ad that sells a product. In this case, the product includesYour organizationThe mission of the positionWhat a successful employee will look like in 3 to 6 monthsWhat the culture isWhat kind of behavior you are looking forOK you can include a few bullet points about the core competencies. But try to keep your bullet points and requirements to a minimumKeywordsare equally important. Look at the keywords that larger company ads use in similar jobs. Incorporate these keywords into your description to help your job rank in search and reach your target audience.Match Must Haves with ResumesNow, for the second part of your recruiting punch resume search. Rather than wait for the right candidates to apply to your job, you can proactively search for candidates who match the job by using resume search. The key is using semantic search technology.Once the domain of big companies, semantic search has changing search into match. Its advanced to the point where anyone can use it to find the right candidate.Semantic search now gives everyone the ability to enter their terminology tosearch resumesbased on specific andself-selectedkeywords and industrycriteria, such as location, skills, education, and diversity, to name just a few. Now, go forth and empower your recruitingAuthor BioMatt Doucette serves as the Global Head of Talent Acquisitions at Monster. In this capacity he oversees the companys recruitment delivery and operations initiatives, supporting all departmental functions, from sales to technology. Additionally, Matt leads management efforts for advanced development of strategic recruitment initiatives, recruitment delivery, talent success and talent strategy.Prior to joining Monster, Matt served as a Recruiter for Allscripts, helping to improve recruitment delivery across multiple functions and also acted as a compliance expert for the Talent Team.Matt is a proud veteran and served in the United States Marine Corps as an Infantryman where he held responsibilities with small unit leadership. He credits his leadership and teamwork experiences during this time as the foundation of his career success.

How to help yourself when youre helping others

How to help yourself when youre helping othersHow to help yourself when youre helping othersA colleague of mine recently attended an educational conference. She met a teacher during a session about working with students who have experienced trauma.The teacher said that she knew how to help traumatized students but asked wonderingly, How do I help me? You have to get into their lives in order to teach them. And their trauma is deep. It stays with you. So, heres my question After I go over the line to help them, who pulls me back?Sadly, traumatic situations do not only affect students and their teachers. Many working professionals have also experienced workplace trauma, which can be categorized as followsStressful events (death, grief, suicide, accident or injury)Organizational stressors (bullying, threats, harassment, betrayal, maliciousness, extreme isolation,chronic pressure, toxic work environment, uncertainty, fear for the future, downsizing or fear of unemployment)Physical stress ors (noise, chaotic environment, sense of no control over space, fear for physical safety, harsh or flashing lights, extremes of heat or cold, working amid construction)External threats (evacuation, lockdown, fire or robbery)According to a2015 poll measuring the impact of traumatic workplace events, the top four workplace events that caused the most trauma, stress and anxiety are as follows (as quoted from the article)Employer announcing layoffs/job losses (28%)Workplace violence/criminal activity in the community (25%)Death of a colleague/co-worker (19%)Natural disaster impacting the workplace (14%)The poll, commissioned by Workplace Options, found that fewer than half (46%) of people experiencing an on-the-job traumatic incident were offered any type of employer support afterward. Such support, in the form of emotional support or counseling, would be welcomed by 67% of respondents.Leaders who properly support their people not only help their workforce recover and bounce back quick ly, but they also make a clear statement that says at this company, our people come first.It may be easier said than done, but leaders who want to successfully and sustainably support their people must be able to keep themselves strong and fresh. They need to understand that they wont be able to help others if they dont help themselves while maintaining healthy boundaries.We also need to recognize that we cant do it alone. Sure, we may be well-trained and feel equipped. But in most cases, traumatic situations are too big and complex for a single person to handle independently.Here are some things leaders can do to stay healthy, energized and properly buoyed so that they can be fully supportive of their employees needs.Develop a growth mindset.Our mindsets play a significant role in how situations affect us. If we view our roles more narrowly, as in instructional providers and facilitators, then we will feel drained when we extend beyond our comfort zones. Our fixed mentalities will convince us that we simply cannot go there. Leaders who embrace the new normal of leadership, however, will find ways to grow and start to view themselves as capable of properly dealing with it.Dont take it personally.Employees who have experienced trauma arent trying to push your buttons. They are simply dealing with complicated situations and may not have the tools and bandwidth to do so in predictable and rational ways.Remind yourself of your impact, even when you cant see it.Henry Adams once said, A teacher affects eternity he can never tell where his influence stops. The same, to an extent, can be said for leaders. We simply cannot know the impact of our work while we are performing it.Disconnect.We all need personal time. As much as you want to help and be available, make sure to disconnect often so that that you can recharge and bring your best self to each situation.Prioritize your health.If we are unhealthy, how can we hope to help others get healthier and whole? Proper nut rition and ample sleep are absolutely critical to ensure that we stay well and remain the influencers we need to be.Get support.Make full use of counselors and other professionals whose role is to support you and your people. If you dont have such professionals on staff, be proactive in connecting with and vetting some so that you can access their services as needed.Naphtali Hoff, PsyD,(impactfulcoach) is president ofImpactful Coaching Consulting. Check out his leadership book,Becoming the New Boss. Readhis blog, and listen tohis leadership podcast. Download his free new e-book, An E.P.I.C. Solution to Understaffing.If you enjoyed this article, sign up for SmartBriefs free e-mailon leadership and communication, among SmartBriefsmore than 200 industry-focused newsletters.This article first appeared on SmartBrief.

The Best Career Management Advice You#8217;ll Ever Receive

The Best Career Management Advice You8217ll Ever Receive The Best Career Management Advice You8217ll Ever Receive Its an activity fruchtwein adults are familiar with when its time for a job search and, therefore, time to get a resume together.For many, just the thought of it alone produces anUgh Its like having to construct your life history all at once, all from scratch. It feels like tortureOn top of that, memories are dicey. They are unreliable, which makes them less then ideal companions in the endeavor to present the best of yourself on paper to a prospective employer.Therefore, this is one of the most important articles youll ever read addressing effective career management.Dont Rely on Your Memory Keep Track as You GoPlease do not be the person who tries to sell all of their talent through the lens of a single-sheet resume constructed with shoddy memories. Dont let your memory be your only resource It will not help you represent the best of yourself.To stop underrepresenting yourself, putthese career management tips into practice immediately1. Keep Track of Your Job Experience ina Job JournalNot only will this be extremely beneficial when its time to write a new resume, but itwill also begreat for your performance reviews. This is your memory bank on paper2. Try to Quantify What Youre DoingThat way, you can express your accomplishments and value at work in the form of hard data, which can be highlighted on your resume.Examples- XYZ project was completed three days ahead of time.- The successful event was put together for $2,000 under budget.- I saved a customer from going to a competitor, which saved us $X dollars.3. Pay Attention to What You Really Enjoy DoingWhen I ask my career coaching clients, What work activity gives you high levels of satisfaction?, many cannot answer.Its easiest to identify what satisfies you when youre in the act of doing it. Levels of satisfaction are not necessarily dictated by job title or description, but by job functions .Ask yourself, What in my job, do I like doing? Notice the level of enjoyment or satisfaction you feel when doing some task. Rate it on a scale of 1-5 for future decision-making. Remember Its not the job description or the job itself that youre rating its the individual tasks and activities you engage in at work.This final tip is one of the most important I can give you. It is the most essential in crafting a meaningful career experience. When Im career coaching, I ask, What did you most enjoy doing in previous roles? Many cant remember or dont recall accurately, particularly when they are trying to recollect from several years prior.The inability to zero in on what you enjoy will contribute to a pattern of perpetually choosing jobs that you willfind unfulfilling. This will keep you locked in an ongoing quest for an ideal job and it will adversely impact your engagement levels at work.Though we in HR talk a lot about an employers responsibility to help employeesstayengaged, this is a two-way street. We each play a part, yet I do believe it ultimately rests with the employee. Your engagement is substantially influenced by your level of work satisfaction. That choice is yours.As you can gather, these critical tips are not one-time activities. They are ongoing practices. In fact, theyre so important they should be considered career management habits, not tipsSo, are you in the habit oftracking your experiencepaying attention to what truly brings you enjoymentand quantifying your contributions and value?These habits are essential elements of career success. They are the best career management tips youll ever get so be sure to follow themJoAnn Corley is CEO of The menschengerecht Sphere.