Networking How The Fourth Degree Works

Networking How The Fourth Degree Works On my JibberJobber user webinar I share a lot of job search, networking, branding and other career management ideas Ive picked up along the way. One of my most favorite mini-ideas is this: You dont find job leads from your first and second degree contacts.  You find them from your third and fourth degree contacts. Same with sales leads. this is the part about networking that can be hard always asking do you know someone that _________?  It could be someone from a certain company, or industry, or that meets a certain profile. The frustrating thing was keeping track of the breadth and the depth of your network if Im networking a lot, HOW do I keep track of all of the third and fourth degree contacts?  Or, the SEVENTH degree contacts?? You can easily do this in JibberJobber (heres a post I need to update about how this works in JibberJobber). Anyway, I had an experience two days ago that helped drive this mini-idea home. Heres what this looks like the number behind the name is the Degree of Separation TO Stephanie (not to me). Stephanie asks Paul (1) for help.   Paul doesnt know but he asks me (2).  I dont know the right answer but I referred him to Robert Merrill (3), who knows everyone in this space. Robert will probably give Stephanie a number of names that he recommends, which will all be 4th degree contacts to Stephanie.  She might need to drill down more to a deeper level, but she is getting close just because she asked Paul. If you arent asking who do you know of your network, you are missing out on really getting to the right person you have to drill down. Networking How The Fourth Degree Works On my JibberJobber user webinar I share a lot of job search, networking, branding and other career management ideas Ive picked up along the way. One of my most favorite mini-ideas is this: You dont find job leads from your first and second degree contacts.  You find them from your third and fourth degree contacts. Same with sales leads. this is the part about networking that can be hard always asking do you know someone that _________?  It could be someone from a certain company, or industry, or that meets a certain profile. The frustrating thing was keeping track of the breadth and the depth of your network if Im networking a lot, HOW do I keep track of all of the third and fourth degree contacts?  Or, the SEVENTH degree contacts?? You can easily do this in JibberJobber (heres a post I need to update about how this works in JibberJobber). Anyway, I had an experience two days ago that helped drive this mini-idea home. Heres what this looks like the number behind the name is the Degree of Separation TO Stephanie (not to me). Stephanie asks Paul (1) for help.   Paul doesnt know but he asks me (2).  I dont know the right answer but I referred him to Robert Merrill (3), who knows everyone in this space. Robert will probably give Stephanie a number of names that he recommends, which will all be 4th degree contacts to Stephanie.  She might need to drill down more to a deeper level, but she is getting close just because she asked Paul. If you arent asking who do you know of your network, you are missing out on really getting to the right person you have to drill down.

Why You Dont Have to Be a Graduate to Be a Recruiter

Why You Dont Have to Be a Graduate to Be a Recruiter One of the myths that perpetuates in the recruitment industry, is that you need to be a graduate to succeed in the field. However, this couldnt be further from the truth! While many recruiters do have degrees particularly today there are also a large proportion of highly successful big billers who took alternative routes in their education, and still rose to the top of their game! If you have a degree, then its important to know that it wont be enough to succeed in the tough world of recruitment. Equally, if you dont have a degree, dont automatically assume you dont have what it takes. Lets look at the qualities required to forge a successful recruitment career in more detail: Communication skills: Great recruiters are superb communicators, and not simply in terms of what they say. The best in the business know that their ability to listen is the secret to their communication success, and they show incredible flair in their verbal and written communications, as well as their body language. This is one of the most fundamental personal skills required to succeed in the vast majority of industries, and its not one that you will learn inside the pages of a book! Most great communicators instead spend their time honing their abilities in real life situations, whether thats in part-time roles as students, school leaver positions, volunteering capacities, social and leisure activities such as sports and coaching, or other occasions where they are engaging with people. Excellent presentation: Students are notorious for presenting themselves in a casual fashion even at job interviews! However, great recruiters understand that first impressions count, and that their presentation needs to be faultless. This includes their appearance, their handshake, their manner and manners and their skills at building relationships. The ability to present well makes even the youngest recruiters seem instantly professional and competent in their roles, and inspires client confidence. Networking: Great recruiters are superb networkers and prioritise their relationships. They nurture their contacts and find ways to build their networks, using a range of face to face and online channels. This helps them to find out where the best jobs and the best candidates are. This means getting out into the real world and engaging with people working in it the network will not be found in the university bar! READ MORE: Networking: Face-to-Face or Online â€" The Numbers Ambition: Recruiters are sales people with a powerful raft of additional skills. The best recruiters are naturally blessed with tremendous ambition and self-determination. Many choose not to pursue the higher academic route, and instead are hungry to get straight into a job, whether thats as a recruitment junior, or in a complementary and preparatory role such as customer services or sales. Great recruiters often learn heavily on the job and will take time to learn academic models and approaches during their career, rather than necessarily taking time out to study a full time degree. Self belief: Similarly to the quality above, great recruiters are resilient and know that they are the best. This quality cannot be taught. It is intrinsic, and usually built via a mastery of real world situations. This explains why many of the best recruiters side-step further education and focus on finding employment either during school and college, or shortly afterwards. Self belief and confidence tends to be built through experience, so the sooner you can start to experience the highs and lows of recruitment, the sooner you will begin to build your skills and faith in your ability. A positive attitude: Yet another quality that cannot be taught through a book! Positivity tends to be an intrinsic attitude that is summed up by the glass half full mentality. Positive individuals will naturally be resilient and can do which automatically places them well for a career in recruitment. This is a vital attribute for the more challenging times and aspects of the role. Those with negative outlooks will find it hard to bounce back from failed sales and difficult months, which can rapidly persist into poor performance in the longer term regardless of academic achievements. Positive people recognise that good months and bad months are both natural and fleeting. They will put in the work to achieve their wins, and learn from their mistakes, rather than overly dwelling on them. The ability to learn from ones mistakes: As mentioned previously, great recruiters can learn from their mistakes and apply remedial actions to ensure that they dont happen again. They have the ability to analyse their own performance, reflect on outcomes, and identify learning points and actions, which they will implement. This gives the recruiter a continuous improvement methodology, and sees their performance soar over time. Again, this is a skill that would never be covered in a degree it is learned through life lessons! So if you dont have a degree, and are passionate about breaking into the recruitment industry or you are leaving college and considering whether a degree is necessary for the field, dont be put off pursuing your dream. Get that CV perfected, write an excellent and tailored covering letter, start to build your contacts and network, and dust off that suit for interview! Author: Satnam Brar is Managing Director of  Maximus IT,  an Oracle Gold Partner which specialises in recruitment in the ERP, CRM Database sectors, specifically ORACLE, MS Dynamics, Salesforce.com and SAP.

Why didnt you get the job Google me baby!

“Why didn’t you get the job” “Google me baby!” Let’s be honest, as students and recent graduates we’ve probably all had jobs we’ve hated. Whether it was the boss, the tasks, or just the fact you’ve had to give up your weekends. After a horrible day at work we all like to rant. It’s therapeutic, and it’s nice to have someone take your side in situations when even you know you were in the wrong. But be warned about where you rant, just as you would be careful who you talk to. You wouldn’t tell your boss’s best friend what you really thought of their latest rota, so make sure you don’t do it accidentally. Leave Your Work At Work Not Online Posting work-related things on social media is a dangerous game. Even if youre careful with your privacy settings and aren’t friends with/followed by your boss, there are others who could be looking to stir the pot and tell them what you’ve posted. As one of my ex-colleagues found out too late. When it’s written there on a status, it’s pretty hard for anyone to deny it. Also, when you press tweet or post, you’re not only slamming your current work situation; you could also be hindering your career for years to come. ALSO SEE:  Social Networking Times Beware Of The Background Checks A growing number of recruiters are running background checks (or just plain stalking) of potential employees online. One quick Google and they can see what you’ve liked on Facebook, where youve been tagged and what you’ve tweeted. Its common sense if you post things about how you hate your boss, any future employer might worry about what you’d post about them. Complain about customers? Then this customer-facing role isn’t going to go to you. However, taking care of what you post is relatively easy you’ve got to monitor every aspect of your online presence to be sure employers won’t be put off by what they’ve seen. Friends For Life; Or Just Until They Cost You A Job If you are not sure of your friends privacy settings, de-tag yourself from that photo of you and the stripper. It may still come up with your name under it in a Google image search. My careers advisor once horrified me with a tale of another student. He’d prepared well for the interview, researched the company and answered every question. Until the interviewer handed him a print out of a photo of him worse for wear the night before that had cropped up on Facebook . That’s a worst case scenario but it’s worth taking ten minutes to go over any profiles you have to make sure that you’re not the next unnamed student being paraded as a bad example to others. Get Googling! Don’t just think about Twitter and Facebook think Instagram, Pinterest, and any other profile that carries your name. Googling yourself is no longer the pastime of minor celebs; its a must before you start your job search. Now this articles coming to an end, get on to Google and see what pops up better that you see it before your next boss does. 2

3 Reasons Recruiters Should Start Blogging for Business

3 Reasons Recruiters Should Start Blogging for Business Agency recruitment is competitive  and its becoming increasingly difficult to stand out from the crowd. How can you make yourself the go to in your market, when there are 20 other Toms, Dicks and Harries getting up close and personal with  all  your  clients and candidates? Blogging. I mean, its not the be-all and end-all, but its a sure-fire way to get you noticed in your network for the right reasons. Its a practice that not only brings you  relevant leads, but also assists in  your efforts to  carve  out your recruitment niche in a public  arena.  Ive even created a jingle to gently encourage you to give it a go:  If you feel your pipeline bogging, its time to start blogging. Enter the blogosphere We know social media  is an extremely powerful tool for recruiters. LinkedIn has been  a  headhunting  enabler since 2002, and the likes of Twitter, Facebook, Snapchat and Instagram (to name a few) have also crept on the scene, making  business development easier and more efficient  than ever.  Plugging into these  networking  platforms  allows  us to research and source new candidates, clients, employees and employers, from the comfort of our office. A persons varied online presence  allows us to build a  detailed profile of them, before even meeting.  Writing blog posts  is just another way you can add to your own online profile, building your own brand to win you  the interest of the people who will eventually make you money. Break it down for me Blogging doesnt have to apply huge pressure to your day-to-day business. You can blog as little or as often as you like, but the key is to produce quality content that represents your values and skills. Publishing an article youve authored is a great way to showcase your expertise in a particular field, or demonstrate your interests / beliefs / approach to your work. LinkedIn Pulse (LinkedIns self-publishing blogging platform) has seen over a million posts. Posts about career development and professional growth  tend to be popular topics, so incorporating these themes into your efforts is a good place to start. Each article you produce becomes  marketing material  for your own brand. The more specific the topics you write about are,  the more specific the audience will be. If you want to reach a  cohort  of Insurance Brokers, write about matters concerning or of interest to these people. If you generate valuable content, you will find relevant people engaging with your posts. As soon as they fly into your Venus Fly Trap (aka like,  share or follow  your work), you can snap it shut and chomp  on the fresh leads. 1. Blogging keeps you engaged At a minimum, blogging keeps you engaged with your own industry and service. Composing your thoughts into professional commentary on business-related topics will keep  you continually thinking about best practice. Reading other blogs for inspiration will also keep you in tune with the latest recruiting trends, and youll likely stumble across information from others that helps you in your own  recruiting style. Blogging encourages information sharing, and if you want to be ahead of the pack, throw yourself into  this online community of recruitment thought leaders, dont cut yourself off. 2. Blogging builds your profile The articles you create are extremely valuable additions to your professional portfolio. We know that blogging isnt a compulsory commitment for recruiters, but those who get involved demonstrate they are willing to go the extra mile and do whatever it takes to be the best they can be. On LinkedIn, your recent blog posts will also feature under your picture on your profile, so people who view your page can easily follow the links to your written work. As mentioned before, your blog is a platform to let people in on your expertise and values. 3. Blogging exposes you to the right people By generating relevant, compelling content aimed at your network and specific people within your recruitment industry, you will reap the the benefits of higher  exposure online.  If you produce content about market / industry trends and hiring best practice, youre likely to  capture the interest of potential clients. Likewise, you can also publish candidate-targeted articles to help them with their job search.  Eligible candidates can engage and find value in this content. This kind of exposure also builds you up as  an obvious choice for candidates / clients to contact, when they need support in their  search for a job or new talent. While its difficult to measure the immediate ROI, leads will come in over time. Finally, lets not discount the message your blogging activity sends to potential employers.  If you decide to move jobs yourself, what a great way to  impress  hiring managers  showing them your  own written, published content demonstrating your expertise and beliefs. Happy blogging ?? Keen to learn more about blogging for business?   Follow #smlondon  on  Tuesday 9th Aug at 11am BST to join the live tweetchat.

What Is A Dragon Resume Writing Service?

What Is A Dragon Resume Writing Service?Before you can begin to work with a dragon resume writing service, you will need to know what this type of service is all about. A dragon resume is quite similar to the typical resume that is used for employment applications and job applications. This is an actual document that will show you what skills you have, what you have done and the positions that you have held.A dragon resume is an effective way to show off your skills. It will give you a great impression to the person that you are applying for. Once you have the dragon resume completed, you will be able to send it in and have it get back to the potential employer.There are a few things that will need to be considered when you decide to use a dragon resume writing service. The first thing that you will want to do is look at the actual process. A lot of the time, the dragon resume is designed to show what position that you have held before being hired.When you first receive your dragon r esume, you will need to have a good idea of how the dragon resume is going to look once it is sent out. This will help you to understand if the dragon resume has shown up on time or if it will take a long time to get back to the potential employer. A dragon resume is not something that you will want to submit if you are not going to be happy with the final results.A dragon resume writing service will help you to determine the number of pages that will be on the dragon resume. You will want to make sure that you include the entire length of time that you have held the position. This is not something that you want to include for any job application or employment application.If you are unsure of what a specific section of your resume should be, you can ask the writing service. A dragon resume writing service will be able to make a few suggestions that you may want to use. These will help you to complete the dragon resume in a way that it will stand out in the overall process of getting an interview.You will want to find a dragon resume writing service that has a good reputation when it comes to the quality of the dragons that they create. This is one of the ways that you will be able to get a feel for the company that you are working with. You will be able to choose from a number of different dragon resumes to see which one is best for you.Your dragon resume writing service will be able to provide you with help in creating a dragon resume. This is important as you will need to have a good impression when you send it in for an interview. Be sure that you find a good dragon resume writing service and get started on the process today.

3 workplace trends you shouldnt ignore

?3 workplace trends you shouldn’t ignore For the first time, there can be as many as five generations working together in the office, and each age group comes with its own preferences and perspectives on how and where work should be done. It’s important for employers to be in tune with what their workers want and need, as there is increasing competition among organizations to find people with the skills and abilities to succeed. I recently spoke with Dean Aloise, global HR consulting leader at Conduent HR Services, about three workplace trends all organizations should pay attention to now. 1. The importance of people Instead of viewing current and potential employees as “talent” or “human capital,” Dean encourages organizations to always remember that they are people. Workers are more than their job roles â€" they have hobbies, friends and families outside of the office. Treating employees as people and acknowledging their lives outside of work can help improve productivity and happiness. Realign roles accordingly, so your chief HR officer becomes a chief people officer. “As the workplace continues to change and organizations meet new challenges, it’s crucial to align the needs of employees and those of the business,” said Dean. “When people are appreciated and respected, engagement and productivity increases and they’re able to achieve better outcomes for themselves and the business.” 2. The role of the office environment Dean encourages employers to not settle for a traditional office space. Redesign the layout so employees have a variety of spaces to get different types of work done, including areas where people can meet and collaborate. Or, if you’re interested in giving up your traditional office entirely, consider daily/hourly office space rentals, or allowing your people to work remotely from a place of their choosing, like a home office. In addition to how the office looks and feels, it’s important to consider how it operates. Gone are the days of the typical nine-to-five work schedule. People now demand flexibility in the workplace, whether it’s to accommodate doctor appointments, attend a child’s sporting event, or tend to personal priorities. It’s critical for organizations to offer flexible options to attract and retain top talent. 3. Modern benefits versus traditional health and retirement benefits New employees, particularly millennials and Generation Z, are looking for more than just traditional benefit offerings. They want perks that address all aspects of their lives. For example, financial wellbeing programs can be extremely impactful. “When an employee is stressed about finances, their work and productivity levels suffer, impacting the business’s bottom line,” said Dean. “Employers should offer easy-to-use, technology-based financial planning resources beyond standard retirement-readiness solutions.” When it comes to healthcare benefits, traditional indemnity health plans are being replaced more and more by high-deductible health plans that put employees in control of their healthcare choices and spending. While this shift empowers employees, it also makes them responsible for more of their healthcare costs. Employers should work with their employees to arm them with the tools they need to be successful in managing their own health, like plenty of access to decision-making tools, transparent views into the costs and quality of coverage, and additional optional benefits that can enhance the coverage gap created by their high deductibles. As we look to the future, it’s important for employers to ensure they’re keeping up with the latest workplace trends. Organizations should regularly check in to see if their employee’s needs are being met, particularly as new generations with different expectations come on board. Join Dana Manciagli’s Job Search Master Class right now and immediately access the most comprehensive job search system currently available!

The top 5 ways NOT to praise people at work - The Chief Happiness Officer Blog

The top 5 ways NOT to praise people at work - The Chief Happiness Officer Blog In 2011 we conducted a study of 1,000 Danish employees from a wide variety of workplaces to try to find the biggest factors that make people unhappy at work. Our study found that the second biggest driver of dissatisfaction at work was a lack of praise and recognition. Too many Danish employees are unhappy and demotivated at work because, even though they do great work, they hardly ever receive any positive feedback and Im willing to bet good money that this applies in most other countries too. Thats a damn shame because studies confirm that workplaces that have a culture of recognition are happier, have lower absenteeism and are more successful. So we need more praise at work, sure, but thats not enough. Its also about better praise. We wont create a viable culture of recognition in a workplace simply by increasing the amount of praise given, we must also improve the quality of the praise. It is actually possible to praise employees and co-workers in ways that make them less happy at work. Here are the top 5 ways NOT to praise people at work. Do you recognize any of these from your workplace? 1: Obligatory praise Never praise people just because you feel you should. Praise has to be meaningful and earned. This means you can only praise others when there is a good reason to do so which fortunately is quite often. Praise given because you have to and not because you feel the person has earned it makes no one happy at work. It will also undermine all future praise, because people cant trust it to be honest. Also, some people will only give praise and tend to avoid giving negative feedback, possibly in an attempt to avoid unpleasant conversations and conflict. That wont do. Our study showed that people long for feedback at work. They want to know what they do well but they also want to know what they can do better. 2: Sarcastic praise Imagine this said in a wildly sarcastic tone: Wow, you just did an awesome job on that, didnt you? Thats not very likely to make anyone happy at work. 3: Praise mixed with criticism Have you ever heard that you should preface any criticism with praise? Some people argue that the best way to give negative feedback is to wrap it in praise, i.e. you should praise, criticize and then praise again at the end. I disagree completely with that approach. I say if you have negative feedback, say so. If you have praise to give, do it. But dont feel like you have to mix the two. The problem is this: The praise you do give seems fake its just a preamble to the real message. It seems like you think people cant take criticism since you wrap it in praise to soften the blow. In the future when you praise people, theyll just be waiting for the hammer to drop. 4: Praising some ignoring others If some people get tons of praise while others are consistently ignored, this is highly demotivating since it give the praise-less a feeling of unfairness and of being overlooked. A classic example would be a company where the salespeople get all the praise for getting new customers while the people working in the backoffice, who make the sales possible, are routinely ignored and taken for granted. Unfortunately its easy to end up praising only those people who get the most visible results and ignoring the people backstage. Its also tempting to only praise the people who are most like you, who do work you immediately understand and who do it the way you would have done it. Therefore we should all make an extra effort to appreciate the people who are not like us. This is not to say that praise should be handed out evenly so everyone gets the exact same amount of recognition. In any workplace, there will be people who shine and its perfectly alright if they get more praise. But its important that everyone gets noticed and praised for the good work they do. 5: Trivial praise I once talked to a woman who got lots of praise from her male supervisor at her last job but only ever for her looks. This was both creepy and utterly meaningless. Shes a highly skilled professional and she wants to be recognized for that not for something as trivial as how she looks. So make sure you praise people for things that actually matter to them and not for superficial matters and trivial accomplishments. Your take Have you ever been praised in a way that made you less happy at work? Does your workplace have a good culture of recognition? Whats the best way youve ever given or received praise at work? Write a comment, wed love to know your take. Related posts Why your boss thinks criticism is more effective than praise? and is wrong! Happiness and elephants How Richard Branson celebrates Virgin employees You are great Specific praise is good praise 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