How Startups Recruit with YouTube

How Startups Recruit with YouTube In the startup ecosystem, company culture can be a young teams greatest asset, but amongst the mix of investment funding, cash flow, pivoting, product dev, it is often underutilized.  As a startup, it is key to optimize any opportunity to generate buzz while accomplishing objective goals for your companys growth. In todays job market and startup craze, the recruitment process is a great opportunity to develop your organizations company culture while having fun hiring. I  QUIT! The  most  viral  HR  YouTube  video  from  last  year  came  not  from  the  recruiting  side,  but  rather,  via  the  self ­-termination  process,  in  this  hilariously ­creative  job  resignation  video: With over 17 million views, Marina Shifrin has proven, with some surprisingly ­good dance moves, that YouTube can be an effective tool for generating buzz and accomplishing an objective goal: quitting your job. How  to recruit  with  YouTube  as  a startup: Eventstagram, a London-based social media startup, is leveraging their development teams growth by creating a YouTube video to outline the job description of their ideal Sysadmin/back ­end developer. Dan, CEO of Eventstagram said: We  are  always  looking  for  creative  ways  to  take  normal  business  processes,  like  recruiting  and  marketing,  but  with  a  keen  eye  on  building  our  corporate  culture  and  having  fun  doing  it.  Our  marketing  manager  developed  this  concept  and  lyrics  with  local  London  music  artist  to  create  this  track.  Our  sales  team  took  the  song  and  put  it  to  some  footage  of  some  of  our  work  over  the  past  12  months. During a young companys high ­growth stage, it is the executives role to look for an effective balance of skill ­ set and the ability to grow the company with the right kind of people. Startups need to capitalize on the mobility and agile nature of small teams to push the envelop and get noticed. Rather than going through traditional methods of dividing PR roles and HR roles, the lean CEO aims to accomplish maximum output with minimum input. HR processes can become rigid for large organizations with much liability to mitigate, so it is the startups opportunity to capitalize on this creative vacuum left by corporations with larger pockets. Eventstagram created this video with consumer ­ level software, no budget, and a bit of creativity think outside of the box. How to leverage your exciting social presence to social recruiting: In 2013, contests to win the most awesome, most ­coveted job fathomable was a popular trend in viral HR campaigns. These win the best job in the world campaigns resonated with millions of people with promises of working from paradise locations. Both of these offers utilized video submissions to generate sharable content and magnify the excitement of the candidates amongst their peers. The application of rich media in the HR process proved to be a huge success for the following two companies. Mindvalley, Malaysian ­based online publisher, ran their second recruitment campaign for their Event Management team. Hundreds of video submissions were posted to Youtube seeking offers to jet ­set to exotic island resorts and rubbing elbows with the most inspirational leaders in lifestyle, meditation, and business. Mindvalley also emphasizes the companys corporate culture and encouraged candidates to show their personality in the submission of their 3 ­ minute video. Jauntaroo,  online  travel  destination matchmaker,  made  huge  waves  with  claims  of  the  The  Best  Job  Around  the  World when  recruiting  for  their  Chief  World  Explorer.  Jauntaroo  did  an  excellent  job  of  utilizing the  existing  Youtube  platform  while  continually  re ­directing  viewers  back  to  their  website. The  voting  process  was  handled  through  an  internal  voting  process  hosted  on  the companys  website.  This  is  an  important  lesson  for  engaging  your  audience  while  creating value  to  the  company  through  increased  site  traffic. What are the 5 goals of using YouTube in recruitment and hiring? 1) Understand  the candidates  personality: The typical application packet (CV, cover letter, and LinkedIn profile) can tell you a great deal about a candidate objectively, but nothing conveys someones personality and fit for a company better then seeing them directly. In a world of increasing non ­verbal communication (email, tweets, status updates), YouTube can be the perfect bridge between goals of HR efficiency and creating company culture. 2) Screen candidates  through video interviews: The companies listed above received tens of thousands of video applications, which marked the campaign as a huge success. This successful marketing campaign now lies in the hands of HR to filter and find the ideal applicant. Each of these videos had a good, consumable time limit, all videos had to be 1 ­3 minutes long. The process of creating a video is itself a good screening tool because of the time commitment involved. READ MORE:  The Benefits of Using  Video Interviews  for  Recruitment 3) Enhance  company  value  to  the  public: Organizations  that  succeed  with  their  initiatives,  always  add  value  to  the  consumer.  The  increase  of  video  content  (Instagram  video,  Vine,  Youtube  proliferation)  all  point  to  the  consumers  taste  for  entertaining  but  valuable  content.  The  company  that  finds  new  ways  to  get  noticed  becomes  valuable  and  more  attractive  for  top  quality  applicants. 4) Use  shareable  content  to  drive  marketing  goals: Aside from the HR goals of recruitment, job posts, like Eventstagr.ams, are easily shareable and can go viral because of their short, easily ­consumable format. These short-form videos should make special effort to write a good video title. No matter the quality of the content, the videos title has to be enticing to motivate a click through. 5) Capitalize  on  creative  skill  sets  and  ability  to  create Especially in small, young organizations, cross ­functional skills like media production and social media savviness translate to dynamic and productive teams. The ability to produce rich media shows creative and non ­linear thinking. In todays recruiting and hiring process, companies should branch out from tried and true networks like LinkedIn to create qualified applicant leads and have fun doing it. Its time for your HR team to realize Youtubes dynamic ability to recruit, hire, and create buzz. Author: Russ Garcia is the Head of U.S. Growth for Crowd Reactive. He enjoys writing on marketing strategy, content creation, and social media. A self-admitted domain hoarder and couchsurfer, he loves the ability of the internet to bring people together under common goals. He currently resides in Austin, TX with his dog, Chi.

Tips on Writing a Resume in the Most Effective Way Possible

Tips on Writing a Resume in the Most Effective Way PossibleDo you want to learn how to write a resume in the most efficient way possible? If so, you have come to the right place. The most effective way to use resume formatting to make your resume stand out from all the others is to write it in the same style as your other documents. You can find information on the following tips that will help you create the best resumes possible:! ! Don't fill out your document with all the things you don't really need. There are many job seekers who have written their resumes with all the things they want and no where to put them. You are the same person, and it is only natural that you need to put a little bit of yourself into the resume.! ! Use proper grammar and punctuation. With these basic skills, you can write an impressive resume for yourself.! Write a summary of your entire qualifications. Your resume is only as good as your summary, so do not make your summary too short. After all, your em ployer will want to know what they are getting into.! Make sure that you write a brief sentence or two at the bottom of each page. This will make sure that your resume will look neat and orderly.! Let your documents speak for themselves! If you leave out the most important thing about you, your prospective employer will be left with nothing but a bunch of dead space to chew on.! Don't waste time trying to format your resume. Most of the time, all you need to do is turn in your resume at the office. It will all be done for you.To recap, you can easily see that it is possible to create a resume that is both professional looking. With a little bit of practice, you will be able to get a great job.

Office Etiquette Should I Disclose My Health Problems at Work

Office Etiquette Should I Disclose My Health Problems at Work Dear Classy Career Girl, Ive been at my job for a little over a year now. I was in the hospital last year, and Ive been going through some medical problems ever since. Recently, its gotten even worse. My question is, how do I balance my health with my job? Im going through a lot of medical tests right now, which include plenty of doctors appointments and missed days of work, and I very well may be receiving a chronic prognosis. I am not sure if or how to disclose my health problems to my employer.   Who do I speak with to let them know of my personal issues, and how much do I tell them? Are there any laws or regulations protecting my job in case I do fall seriously ill?   Thank you,   Worried Worker Should I Disclose My Health Problems to My Job? Dear Worried Worker, I am so sorry to hear about your health problems. When I got your email, I immediately wanted to help you, so I reached out to Lisa Rosendahl  to provide you with the important information you need right now. Lisa is an HR Leader with more than 18 years of professional human resources experience.  She was named one of the top 25 digital influencers in 2009 and 2010.  Here is Lisas response (Thank you Lisa!): Being in a new job is challenging in and of itself and adding medical issues to that can be quite stressful. First off, keep two things in mind. You were hired for the job because they wanted you and theres no balancing health with your job your health comes first. With that in mind,  keeping your  employer aware of  whats on the horizon for you will help you both plan for your absences, be it a few hours or a few days, and permit them to support you and reduce the additional stress all around. [Related Post:  How to Get Health Insurance When Youre Self Employed] Who do I speak with at my work? The first best place to start is with your immediate supervisor notifying  your supervisor in advance of your planned absences, doing what you can to schedule your absences at less busy or higher coverage times of the day, discussing alternate work arrangements (if available) such as working from home or having the tools to stay connected to the office when you are away.   The  next stop should be  Human Resources. Your HR staff can address  medical benefits, sick leave, medical absences and your job protections under the Family and Medical Leave Act (FMLA). Are there any laws that protect my job? The  Family and Medical Leave Act (FMLA)  provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave. FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women. FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons: For the birth and care of the newborn child of an employee For placement with the employee of a child for adoption or foster care To care for an immediate family member (spouse, child, or parent) with a serious health condition To take medical leave when the employee is unable to work because of a serious health condition Here is a link to a fact sheet about FMLA.   How much should I share when I disclose my health problems?   Your medical conditions are your own so an employer is not entitled to, nor should they ask you for, the details. For FMLA however, you  will  be required to  provide sufficient information for your employer to  determine your eligibility for  FMLA and that may be certification of a serious health condition by your provider,  that  you are incapacitated due to pregnancy, have been hospitalized overnight, are unable to perform the functions of the job etc. You have a lot on your mind right now so look to your friends and family to support you too. You are asking the right questions and I hope that this information was helpful to you. Please let me know you have other questions. We hope you are feeling much better soon! Classy Career Girl and Lisa Rosendahl Readers What do you think?  Should Worried Worker inform her employer about her health problems?

9 DIY Headhunting Tips for Small Businesses

9 DIY Headhunting Tips for Small Businesses What do you do, as an in-house recruiter, when your favourite agencies have tried and failed to find suitable candidates for a key role? You might commission an executive search firm to run a headhunt, but that may not be feasible in a small or medium-sized enterprise (SME) where costs might be prohibitive. Also, some hiring managers can be resistant. For Gods sake, it’s going to cost even more? How hard can it be to recruit someone? is a common refrain. So, trapped in a slow-motion, no-win nightmare, how about starting an in-house search for passive candidates? This is not a route for the half-hearted, theres a reason why agency headhunting fees are high, but never has there been a greater opportunity to do things differently in a recruitment industry still wedded to tradition. The benefits for your organisation can be significant. Employer brand value.  When it comes to selling this role, you know the culture, environment, challenges and opportunities first hand. If anyone can present your organizations employer brand value well to a prospective candidate, its you. Speed. When you approach a candidate, youre more likely to get a hearing than an agency recruiter would. Consequently, any dialogue will run at a faster pace and to a much deeper level, saving everyone’s time. Response. Going direct enables you to build trust and loyalty quickly. The likelihood of receiving a formal application from a good candidate will increase strongly. Costs. Many of the online, social media and network tools youll need are freely available. Even the cost of accessing paid-for services can be minimised by paying monthly, not for the full year. Competitiveness. Where there is a genuine shortage of quality candidates, working directly means you can be faster and more adaptable than third-party recruiters used by competitors. Quality. Targeting passive candidates should enable you to hire a more able individual than you would get from sifting out the ‘least-worst’ applicant from active job seekers. Risk. These are limited to your time and a small level of cost for access to services. When you get a result, you’ll be making considerable savings against budgets. Investment. Youll develop some new and very useful skills that will continue to benefit both you and your employer for the long haul. Let’s start now… Before you do anything, run a sanity check. Be brutally honest, at least with yourself â€" why hasnt this role been filled? Is the hiring manager relentlessly waiting for that perfect candidate, or just not selling the opportunity well at interviews? Are the benefits, prospects or support unattractive? Is the company saddled with a poor reputation? If you’re going to be the solution, you need to own the problem. Define the role. Re-do this yourself from scratch and ensure you’ve got internal agreement. Specifically document the role scope, benefits, objectives, support and prospects. Find the value. Prospective candidates already have a job, so define the crux of both the opportunity and your employer brand value. Internally, make sure everyone stays on-message. Plan your time. Headhunting is a haul, not a sprint. If you allocate time each day to follow a process, you will deliver a result, but there are no short cuts. Establish the selection process. Ensure everyone agrees a new selection and interview process, to assess candidates individually. Agree target maximum CV and interview turnaround times. Now it’s time to start your search. Cast your net far and wide using all of the social media tools available. Be open about your search and chase referrals hard. When your first potential candidate hoves into view, your battle for that talent really begins. Aim carefully. You’ll get one shot only. Your first approach to a prospective candidate may well be via a LinkedIn message or an email. What will pique their interest and land a hook for you? Draw up a short, sharp, tailored enquiry that forms a strong pitch. Engage promptly. Speak to the candidate before requesting a CV or application, so that you can build appeal. Gauge whether there really is a practical fit and whether they’re genuinely interested, or just on an ego trip. Keep things light until they decide to formally apply. Be open. Geography, job titles, relative seniority, role scope, career support and the benefits structure can all be problems. You haven’t go time to waste, so find any barriers quickly and propose work-arounds before they become show-stoppers. Stay on plan. Outline the selection stages and timescales. At all costs, stick to them. Nothing discourages a passive candidate faster than getting the run-around from endless delays, an uncertain selection process or sudden changes in the role or benefits package. Keep rolling. When you get a great response from an excellent prospective candidate do not stop searching. The role isn’t truly filled until they’ve turned up on the first day. Getting on board? Conducting a passive search requires determination and stamina, but the upsides are hugely attractive. Ive trained dozens of people from SME companies to take on passive-candidate searches and not one has subsequently failed. The writing is on the wall, the bus is leaving traditional recruitment methods behind. The time for action is now and the only decision to make is do you want to be onboard? About the author: Jon Gregory is a writer and trainer on both job-hunting and candidate search and selection. He’s the editor of www.win-that- job.com, an ambassador for National Careers Week and regularly serves as a Guardian Careers live QA expert panel member. Reach him on Twitter @letsfirewalk

Writing an Informal Resume - What is the Difference Between a Formal and Informal Resume?

Writing an Informal Resume - What is the Difference Between a Formal and Informal Resume?You may be asking yourself, 'What exactly is the difference between a formal and informal resume?' This article will help you understand how formal and informal resumes are used for different job roles.Formal resumes are designed to meet the expectations of hiring managers, human resource managers, and interviewers. These must meet several specific criteria before they can be considered. This includes titles, educational background, experience, and skills.Informal resumes can be written by an individual and used for a variety of reasons. In this case, an informal resume can be used to describe a person's educational background and employment history in a much more personal way. Such information is usually not shared with the hiring manager.When you write informal resumes, you do not have to follow the same format that formal resumes require. Instead, you can use the information that is most impor tant to you. You also do not have to submit these through a formal application. They can be sent directly to the organization and easily forgotten about.Sometimes the main reason for writing informal resumes is so you can explain your qualifications to someone who has never met you. With this type of resume, you will not need to include the traditional applicant information that is required. In fact, you will likely be the only one who knows that the information is even there.You should remember that when you are writing informal resumes, you need to be as honest as possible. You want to be as honest as possible but at the same time, you want to be flexible. Since it is less formal, you do not need to hide anything, especially if you have nothing to hide.The difference between formal and informal resumes will not affect your chances for the job that you are applying for. In fact, the only time when one of these types of resumes would be appropriate is if you are applying for a posit ion where the resume is the only piece of information that is being accepted. Of course, the important thing is that you do the best you can do.The purpose of a resume is to convince the hiring manager that you are the right person for the job. In order to accomplish this, you have to be as accurate and detailed as possible. When you write an informal resume, you can do this while keeping the main goal of getting the interview.

5 Industries that Require Upskilling and Reskilling in 2019 CareerMetis.com

5 Industries that Require Upskilling and Reskilling in 2019 Source: Pexels.comWith an unprecedented advancement of technology in every realm of life, it’s an uphill task to move along without upskilling ourselves. While technology scales down workforce requirements, it stretches our creative abilities to a great extent.So while we are at it, it’s best to upskill and reskills the manpower to make the best use of all the technological advancements happening around.If you refer the study called ‘Future of Jobs in India,’ jointly commissioned by NASSCOM and FICCI, the retail, IT/ITes, textile apparel, automotive, and financial services, sectors are looking out at significant technological advancement in years to come.evalWhile there might be job cuts due to the technical foray, it will also add 9% additional types of jobs and around 37% of the existing workforce, would require advanced skill sets.With NASSCOM putting it clearly, over a 40% Indian workforce is going to need either an up-skilling or reskilling, within the next five years t o sustain what’s coming at us with full throttle. In present times, we are all already getting the taste of Artificial Intelligence, Machine Learning, Blockchain or IoT in every sector.Let’s get an overview of five such sectors that are looking at a massive re-jig of reskilling and upskilling in the years to come1) BFSIAs we speak of the Banking, Financial Services, and Insurance sectors, popularly called the BFSI sector, India has witnessed immense potential and sequential growth here. As per a PWC report, the industry saw a whopping 1.8 billion USD investment in 16 deals, in Q4’17. With so much going on for them, all top banks are shelling out more and more to improve their services and systems. Mobile banking or digital banking isn’t for the minority population now, it’s real, and it’s here to stay.The change is so visible with the current Prime Minister’s call for ‘Digital India’ and then ‘Demonetisation’ that paved the way. It is drastic, and it is require d.Today, traditional banks are following the lead and joining hands with technology firms to offer the best services to their customers. With changes happening so fast, banks are trying to rely on employees who come along with the diverse and scalable skill set to adapt and adapt to the changes that might happen in years to come. Josh Bottomley, Paul Sallomi E-commerce might have forayed late to the country, but it is indeed the fastest-growing segment today. Smartphones have led to a vicious marketing phenomenon that is exceptionally penetrative. As per India Brand Equity Foundation (IBEF) the Indian e-commerce market is expected to grow to US$ 200 billion by 2026 from US$ 38.5 billion as of 2017. And, most credit goes to the easy reach of the internet and access to smartphones.Innovations triggered by technology enablement and reach like digital payment gateways, the customer connects, and engagement channeled by precise data analytics and digital advertising is likely to propel f urther growth in the sector. The digital marketplace calls for skilled SEO professionals to allow organizations to create their own space in the surging crowd. Then there are Data Analysts to assist organizations source and analyze information that helps them stay valid in the industry.5) HealthcareHealthcare is one of the major sectors that has been dramatically impacted by this wave of technology. With medical professionals riding high on newer machinery to assist correct diagnosis, curing the sick is also becoming easier. The segment brings a promise of a better quality of life, both for the patient and the medical personnel. So, it’s essential for everyone involved to ride high on the wave keeping a steady balance.Online health consultation has bridged the barriers between patients and specialists separated by geographical distances. While the Electronic Health Records (EHRs) help collate important patient records at a centralized database, accessible by relevant agencies. Eve ntually coming in handy for enhanced patient care through precise sharing of patient information in times of need. Big Data and Cloud Computing play a significant role here.While these only display the tip of the iceberg, it is a fact that more requires to be done to bridge the gap between the desired skill set and the skills currently available with ease.These technological advancements across different industries and the continually enhancing demographic shift of the labor market is a thing to watch out for as the world forays into a new year and the years beyond it. How we decide to optimize our resources going forward will be highly dependent on interrelated technologies and how we make the best of it, will be dependent on our multi-skilled labor.Industries will open up to work which brings in scalable and future relevant skillset. While robots take up a man’s role, there will be skilled workmen guiding the robot around and controlling the buttons. Workers who understand the r elevance of technologies like IIoT and references drawn from the Big Data.Salesforce which can connect with the customer real-time and enhance engagement levels. Yes, the coming years would call for all of this and more. Let’s accept the great wave of technology with complete conviction.

Im sitting here but Im blown away! - The Chief Happiness Officer Blog

Im sitting here but Im blown away! - The Chief Happiness Officer Blog This is awesome: Last night I write a post that I could really use some help in evaluating my book on happiness at work. 12 hours later, almost 40 people have signed up to help. This absolutely rocks!!! This is why I blog. Ive always believed that everything we need is all around us if we dare look for it instead of always struggling alone. I have one more question for you: A cover. I asked the incredibly talented Lone ?rum to come up with something, and heres my favorite of her suggestions. What do you think? Click for larger size This is only a draft, so the image is a little choppy. What do you think? 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

Should You Take That Job - When I Grow Up

Should You Take That Job - When I Grow Up I was recently introduced to a project  TheLadders  is doing where they are asking for advice for recent college grads.  As I thought about it and started drafting the article in my head, I realized that what I wanted to say applied to a broader question: Should I take that job? We can ask our parents and friends, but were just not sure if they can take their own biases out of the equation. We can  make a Pro + Con list and make a decision based on which column is longer, but that  wont tell the whole story. We can make a decision based on fear or desperation, but thats  usually when we end up exactly where we dont wanna be. I think you should take the job if its for a company you believe in.  I find that  where  my clients work is just as (or more!) important than  what they do.  When you do your dream job at a place you can care less about, it feels like anything but a dream. youll be working with people you know will inspire, encourage, and challenge you (in a friendly way!).  Ditto what I just said, but re: the people youd be working with. you feel that youre being fairly compensated.    My husband and I just had a conversation about how  all of the freelance gigs he agreed to  for below  his usual rate were gigs that didnt work out very well. Just like my  hero Judge Judy, I dont believe in coincidences and thats one common denominator that I cant overlook. Not much good can come in not feeling valued. your job responsibilities align with the type of stuff you find meaningful enjoyable to work on.  When I work with my clients on finding their transferable skills, I throw out anything theyre good at doing that they dont enjoy. Sure, we can leave em on your resume and LinkedIn profile, but what you wanna bring to the surface are the things youre good at or wanna learn more about that fulfills you. you see the trajectory of your career (at the company or elsewhere) from that position, and you like what you see.  If youre anything like me and 99% of the peeps I work and speak with, youre someone who wants variety at work. The thought of doing the same job for the next 20 or 2! years usually leaves us groaning.  A great question to ask in the interview is where peeps whove started in your position have gone in the company, and internally decide if that appeals to you. your gut tells you so.  Our heads usually tell us all the reasons why something  wont work out, but if you feel in your gut that this will be a good next step for you, then take it seriously. Being  equally nervous and excited  is a great sign, as is feeling like the job is a 9 out of 10. I think you should decline the job if the main reason youre taking it is because you believe that nothing better will come along.  Stop buying into the you should be lucky to have any offer in this economy! noise and read these stories  to get a different perspective. youre doing it solely for the opportunity or because you think itll be good for your resume.  Ive learned this lesson the hard way, both as an actor and in my business. If the main/only reason youre saying Yes is because youve convinced yourself that it could be a good opportunity, then say No instead. I promise you that it never feels worthwhile. you have any sort of sense that  the job/company/management will take a toll on you physically and emotionally.  I know this is really hard to gage in the interview, but the best thing to try to look at is the culture. Does the management style seem really corporate, when you do best not being so micro-managed? Does it seem like youre expected to be on call 24/7 for work, even though you know you need to have dedicated time to work on your passion project/side hustle? Really pay attention to what youre asked about in the interview youll be surprised how much is disclosed there without being said. Case in point: At my last job interview (to be an Executive Assistant at a finance company), I got asked how Ive dealt with difficult managers. Know why? Because I was being interviewed to support a difficult manager (to put it mildly)! I ended up taking the job anyway, but at least I knew what I was getting into. and for the opposite of all the reasons above: if you dont care about the company or industry, if you dont think youd like working with the people whore there, if you dont think youll be valued, if youre not getting your needs met in terms of money and benefits, if your job responsibilities arent in the intersection of what you do well and what you enjoy doing, you wouldnt be able to advance (or wouldnt want to!), or if you have The Uh-Oh Feeling. Never, ever ignore The Uh-Oh Feeling. Not too thrilled with where your career is going?  Yearning for a career transition, but unsure what it would look like and how you could pull it off? I still have some open consultation call spots over the next couple of weeks to  talk about working together one-on-one!