Tweeting to Passive Candidates - Spark Hire

Tweeting to Passive Candidates - Spark Hire Spotters are as of now profoundly mindful of the advantages of social selecting and utilizing devices, for example, Facebook, Twitter, and LinkedIn to help attract applicants. What's more, with such a large number of outlets accessible to utilize, it is particularly hard to amplify their value. Twitter is a particularly significant instrument since it places data into individuals' hands rapidly and concisely. So with just 140 characters of land, it is essential to realize what perusers, devotees, and individual tweeters need in their reduced down data. In his Advice and How-To segment at ere.net, Raghav Singh as of late gave a few pointers for utilizing Twitter viably as an enlisting instrument dependent on research done via Carnegie Mellon and MIT. The examination indicated overwhelmingly that Twitter devotees react to existing substance as opposed to notices. For enrollment specialists, this implies they'll likely discover more traffic on their tweets on the off chance that they retweet an article or convey educational information, for example, examination or discoveries as opposed to just tweet about employment opportunities or make other day by day announcements. What's more, in what capacity would it be a good idea for you to hashtag your extraordinary substance, if by any stretch of the imagination? Singh suggests that tweeters be one of a kind and use hashtags with alert. Hashtags are a phenomenal method to make miniaturized scale networks and remain associated inside a solitary discussion. In any case, when they're abused, they take up important land in a previously restricted setting. You need your adherents to have the option to follow and take part in a discussion effectively, so make explicit hashtags that are likewise simple to discover. Likewise, use hashtags sparingly, not exclusively to keep the discussion basic yet so as to boost the substance you can stuff into a 140 character tweet. What's more, in what capacity should scouts tackle the issue of finding and keeping the network of devotees that they need? It is difficult to tweet content that will be helpful and fascinating to everybody you are coming to with your tweets. Yet, thus, attempt to center your devotees around specific classifications and tweet to those interests. There are various devices accessible to assist you with discovering adherents and to make your handle progressively discoverable. Singh covers various them. One approach to center your substance in a way that will pull in devotees is to consider the segment that you're coming to with your tweets. Examination shows that 15% of grown-ups online use Twitter, however most of those people are between the ages of 18 and 29. Along these lines, look for content which addresses the age or your crowd. Additionally, send tweets consistently. Your crowd will react more to a substantial stream of tweets and you'll be simpler to recollect and discover on the off chance that they have to search out your handle or something you recently tweeted later on. While thinking about the advantages of online networking, point of view is consistently essential also. Organizations could go over the edge immediately when attempting to keep us with the pace of internet based life and it tends to be valuable just as time sucking. Examination until you find what works for you, and afterward stay with it. How would you utilize online life adequately? What are a few proposals for amplifying a tweet? Tell us in the remarks!

How Recruitainment Is Changing the Recruiting Industry - Workology

How Recruitainment Is Changing the Recruiting Industry - Workology Gamification of Recruitment   Weve all read the articles: 5 tips to get your CV noticed or How to make your connections turn into a job. The recruitment industry as a whole is an ocean of bias, personal opinion, connections, and let’s faces it, a whole lot of luck.   To land your dream job, you will need to have a CV full of ivy-league schools, relevant experience, raving recommendations and still you may not make it through the front door.  Top talent who may not have the right connections or could not afford the brand name schools miss valuable opportunities because the recruitment industry is so focused on whom you know instead of what you know. This process does not look any better from a company perspective. The traditional recruitment process is time consuming and very expensive. Subjective reviews of over-inflated CVs by HR personnel takes up a lot of resources, and rarely result in good ROI. Interview questions assess self-evaluation and are fairly stock standard. Candidates come to interviews with pre-planned responses making sure to use keywords that HR managers are looking for. Although the industry has a long way to go, there is a bright side. The last few years there has been a huge alteration not only in the best way to test true skills of candidates, but also a move to make the process more fun. Yes… I said fun.   Gamification of Recruitment   The recruitment industry, like many other industries has turned to gamification. Quizzes, social media platforms, virtual reality and online competitions are now being used to find and engage top talent. The gamification industry is projected to be a 5.5 billion dollar market by 2018, so it’s about time the recruitment industry joined the party.   Early adopters of this so called recrutainment trend have seen huge benefits. Marriott International, who created a virtual reality Sims-like game in which players have to juggle all the responsibilities of a hotel kitchen manager, was one of the first to dive into gamification. Other big name companies followed; Dell, Wells Fargo, PwC, Wal-Mart and L’Oréal are all using gamifcation in their recruitment strategies.   External agencies and crowdsourcing techniques have proven popular as well. Sqore, a fast-growing Swedish startup that specializes in gamified recruitment, acts as the middleman between organizations and top candidates. Both startups and international organizations alike have also used crowdsourcing techniques such as hackatons where coders compete to showcase their coding skills, and ultimately land jobs.   These early adopters have found a faster and simpler way to find candidates with the correct skills, both based on the position requirements and company culture.  They are introducing candidates to jobs and fields they may have never explored or even considered before, and doing so in a fun and interactive way. The best part is, the company can choose exactly which angle they want to take it. Pure skills testing, work based scenarios, product development, innovation… the ways in which recruiters can gamify their recruitment strategy are endless.   From a candidate perspective, there is now finally an outlet to let your uber-competitive inner-selves shine. Test out different jobs, and showcase your skills without leaving the comfort of your couch. You can finally stop  adding new fonts to your CV and sending messages to anyone who could potentially get you an interview. If you have the skills, and are ready to compete to show them off, you can finally land your dream job by what you know, not who you know.   My recommendation?  Start checking out organizations that have gamified their recruitment process. Fingers crossed, this may be the start of skills being the frontrunner of the recruitment process.  Say good-bye (or more like good riddance) to the CV.

5 steps for helping new grads transition to the workplace

5 stages for helping new graduates change to the work environment 5 stages for helping new graduates progress to the work environment There are a lot of advantages to employing an ongoing college alumni, with some new out-of-school initiates bringing a plenitude of vitality and new plans to the (meeting room) table. There are, in any case, a few cons to consider, as well â€" issues graduates themselves confess to looking upon section into the work world. In a study by Accountemps, the greater part of bookkeeping and money experts surveyed felt just fairly arranged for their first occupation after school, with 14 percent saying they didn't feel prepared by any stretch of the imagination. Among their top concerns: a failure to deal with workplace issues, deficient innovation or programming aptitudes, and an absence of the delicate abilities like industry mindfulness, adaptability and time the executives. While there are numerous things understudies can (and should!) do to get ready for their first occupations out of school, there are additionally steps bosses might need to take to facilitate the change after another graduate has been employed. Start with these five hints: 1. Broaden a warm greeting Causing late school graduates to feel welcome at your working environment â€" even before their beginning date â€" can truly pay off. From the hour of their recruit, urge them to keep in contact by telephone or email with any inquiries, and consider making a Facebook gathering to assist them with staying with up with news and further acclimate themselves with your way of life. Facilitating uncommon occasions is additionally a smart thought; a first day at work can be far less scary for beginners who've just blended and blended with colleagues. 2. Support new ability Another alumni has a superior potential for success of prevailing in their job with the correct help. Guarantee you have increasingly tenured staff individuals accessible to help post-school representatives in changing to working all day, and set up fitting direction and preparing projects to update your fresh recruits. From mentorships to work shadowing to hands-on preparing, first rate onboarding measures will end up being significant to your drawn out interest in new alumni â€" especially the individuals who consider themselves to be long lasting students (and huge numbers of them do). 3. Meet them most of the way on correspondence inclinations There's no denying that the present school graduates stay in contact uniquely in contrast to past ages, because of new methods of correspondence like email and messaging. While customary oral and composed correspondence is educated in school, ongoing alumni may at present need direction. By a similar token, as a business, it might be essential for you and colleagues adjust to a post-school recruit's style of correspondence. At the end of the day, the way to progress here is bargain. 4. Stop issues from really developing In the event that you see a mentality or conduct that should be rectified, address it right away. For instance, while it might appear glaringly evident to a prepared proficient that legitimate business clothing is required after gathering a customer, another alumni might not have gotten the (regularly unwritten) notice. Ideally, the person in question will just should be reminded once before you see a change. 5. Advance coordinated effort Experts straight from graduation like the opportunity to achieve their errands, yet they additionally favor teaming up with their partners as a group, as indicated by ongoing Accountemps research on individuals from Age Z. The overview demonstrated that 64 percent of Gen Z respondents lean toward working cooperatively with a little gathering in an office setting, as opposed to working offsite. Organizations that grasp new school graduates and increase their maintenance determination with regards to these recruits will receive the rewards. They will be better ready to exploit this present age's smart thoughts and enthusiastic commitment.

7 Reasons Why You Didnt Get the Developer Job

7 Reasons Why You Didnt Get the Developer Job 7 Reasons Why You Didn’t Get the Developer Job You had an interview and didn’t get the job, again. What could you have possibly done wrong? What were they actually looking for? A study by the Georgia Institute of Technology aimed to find the qualifications you need to get that next developer job. Researchers surveyed 32 hiring managers in the gaming industry to rank the most important skills they look for in their entry-level developer candidates. Job qualifications were categorized as ‘Not Useful’, ‘Sometimes Useful’, ‘Important’, ‘Very Important’, and ‘Essential’. Programming As a standard in video game development, proficiency with C++ was ranked ‘Important’ to ‘Essential’ by all surveyed hiring managers. Knowledge about data structures, ability to solve algorithmic problems, and familiarity with debugging tools were also ‘Very Important’ skills. There is some good news for junior developers, 12.5% of recruiters replied that professional programming experience was not required or evaluated in their interviews. 28.1% of survey respondents also considered a Bachelor’s degree in Computer Science to be ‘Not Useful’ or ‘Sometimes Useful’ in their hiring process. Optimization Senior developers frequently mentioned “that students did not understand how the compiler might produce poorly optimized code.” 53.1% of recruiters considered familiarity with optimization to be a ‘Very Important’ qualification. Ability to coordinate multiple processor distribution and memory optimization were increasingly relevant skills to have as well. Big O algorithm analysis was also deemed ‘Important’ by 40.6% of hiring managers. Design Writing clean code was ‘Very Important’ to ‘Essential’ for 84.4% of hiring managers. Overengineering and not being able to settle for “good enough” solutions were also major concerns. Object oriented design was an important skill for senior developers; however, students or entry-level candidates were only expected to know basic design concepts and write understandable code. Specialization If interviewing for a specialized team, deep knowledge expertise (AI, Audio, etc.) was an ‘Important’ skill for 53.1% of hiring managers. However, “the flexibility to work on any part of a game project” was ‘Important’ to ‘Very Important’ for 78.1% of recruiters. Graphics rendering, linear algebra, and compiler knowledge were somewhat ‘Important’ skills to have. Multi-threaded programming, Newtonian physics, assembly language programming, and network programming were deemed ‘Sometimes Useful’, but not required by a majority of developer teams. People Skills Out of all the qualification categories, the “need for culture fit was what they considered the primary goal of interviews, with technical qualifications being secondary.” 75% of hiring managers considered the ability to work on a team without excessive ego as an ‘Essential’ qualification for all their hires. Being able to work with coworkers in other departments and communicate to technical and non-technical audiences were also ‘Important’ or more for almost all surveyed developers. Game Industry Knowledge about the gaming industry or having any contacts in the field was ‘Not Useful’ or ‘Sometimes Useful’ for more than half of all recruiters. Though enthusiasm for building video games was highly favored, 75% of survey respondents did not consider extracurricular game projects to be an accurate indicator of this trait. In fact, the most important qualification in video game industry was the “willingness to work extra hours when necessary”. Working to finish features on time was ‘Very Important’ for 43.8% of developer teams and accurately reflected an International Game Developers Association (IGDA) survey that reported long hours was a widespread practice in the industry. Conclusion Though the software development industry may follow hard set technical requirements during their hiring process, this study proves that personal traits (enthusiastic, hardworking, sociable) may be just as important. Surveyed developers even mentioned that “technical skills could even be learned on the job”, but cultural fit could not be taught. When filling out your next application, be sure to highlight your programming potential, your willingness to learn, and your innate enthusiasm to make an impact in the industry. We hope the findings of this study will help you find your next great developer position. Source Michael Hewner and Mark Guzdial. 2010. What game developers look for in a new graduate: interviews and surveys at one game company. Proceedings of the ACM technical symposium on Computer Science education, ACM, 275â€"279. http://dx.doi.org/doi:10.1145/1734263.1734359

Featured Job Sales and Marketing Director @ Brookdale Senior Living - Copeland Coaching

Featured Job Sales and Marketing Director @ Brookdale Senior Living Brookdale Senior Living provides customized senior living solutions at more than 1,150 retirement communities across the country. The Solana at Germantown, located just near Memphis, TN, offers one- and two-bedroom apartments for seniors and convenient on-site amenities such as a Tuscany Wine Bar, woodworking shop, and fitness center. The Sales and Marketing Director for The Solana: Manages Market Sales Managers in the community to achieve occupancy, move in, and revenue targets for the community Closes sales by assisting prospective residents, their family members, and/or advisors in the decision-making process by understanding their needs and educating them about services and programs that can meet their needs Responds promptly to every telephone call or in-person inquiry from all referral sources, prospective residents, and families. Responsible for being the single point of contact for referral agencies Develops and maintains relationships with and generates leads through resident, family, and professional referral sources on a weekly basis Utilizes sales processes, systems, and forms for external and internal sales to perform job duties, track information, compile data and reports, and achieve desired community occupancy goals Partners with district sales management to develop and execute marketing plans and achieve communities press releases and other forms of media that promote the communities services Represents the communities and increases awareness through participation in outside events, professional groups, and community involvement in the local market This position is based in Germantown, TN.  To learn more, or to apply online, visit the Brookdale Senior Living website here.