5 Ways to Make Employers Fall in Love With You

5 Ways to Make Employers Fall in Love With You Its Valentines Day who doesnt want to be madly in love? And Im leid just talking about your relationship with that special someone, but your employer (or desired employer). It may sound creepy, but think about it What job seeker wouldnt want a prospective employer to fall head over heels for him or herbei? And what worker doesnt want to see stars in his or her boss eyes because the employee is such an asset to the company?While many today will be buying and giving roses, chocolate kisses and cute and cuddly teddy bears with I love You plastered across their chests, why not also make an effort to give yourself some lovethe professional kind that a business offers to a valuable job candidate and worker?To get you started, Thought Leader Dr. Tracey Wilen has offered some tips and career advice to make employers fall in love with you. Whether youre interv iewing for a job or already an employee, read on to discover what Wilen has to say about making sure this year Cupid shoots an arrow for you and your career progression5 Tips when Interviewing1. Research the firm and people you are interviewing with before the interview so that you are prepared. People like to hire people who have done their homework, are prepared and they can establish rapport with. Look for threads of commonality in your backgrounds, such as similar firms, similar hobbies, and overlaps in your professional lives.Look at LinkedIn, Facebook and Twitter profiles and Google people in advance so you have a good sense of what the rolle is about before you meet them.2. Prepare answers to key questions you will be asked. There are a number of websites that publish commonly asked interview questions (Monster, Glassdoor, CareerBuilder, etc.)review them in advance and prepare factual short answers with metrics of your success with concrete examples.For example, if the questi on was, Tell me about your sales achievements? Your response could be, I increased sales for my current firm over 15 percent in the first quarter of this year. I did this by developing a contact management system and process that kept me highly visible and top of mind for my clients without being intrusive. In fact, one client quoted, You are always there when I need you but not invasive and that is why I appreciate working with you. I can do this for your company as well.You can also practice answering questions in the mirror or with another person on the phone or in person. Tape yourself so you can hear how you respond to questions.3. Show up on time (a little early) and dress professionally. If you do not know where you are going, drive to the location a day or two in advance so there are no issues on the day of your interview. On the day of the interview go early (target 15 minutes before your scheduled time) if you are too early, find a coffee shop to spend time reviewing your notes.You can also use this time to walk around the lobby of the building, look at company videos and displays in the lobby, and read plaques and notices so you can get a sense of the firm and culture before you meet people. Observe people walking in and out, what they talk about, the pace, clothing, etc. 4. Ask relevant questions to the job at hand.A general rule of thumb is not to ask any question you can find the answer on the firms website, earnings calls or through a general search. The expectation is that you have done this prep work before the interview.Ask key questions that will help you understand if this is the right firm for you. Frame your questions around how work gets done, determine how fast you can ramp up by asking about resources, key process for moving key initiatives ahead, budget you have to work with, upper level engagement in projects, etc.5. Express your interest in the position and ask about next steps. Many people forget to ask for the job. Before you leav e make sure you express your interest in the position, summarizing three key points in how you can add value to the organization and ask what the next steps are.5 Tips for Employees on the Job1. Show up on time every day.According to the BLS (2013), 16 percent of employees show up for work late at least once a week.2. Have a great attitude.Studies have indicated that the top reason that new hires fail is not due to the lack of skills and aptitude but rather to poor attitude.3. Support your teammates.Being a proactive team player is highly desired in todays complex, connected world.4. Raise your hand for special assignments and projects. What boss wont fall for a go-getter?5. Be prepared for meetings. Treat every meeting as an important session. Be prepared and ready to contribute.

The Changing Landscape of Recruiting in 2014

The Changing Landscape of Recruiting in 2014The Changing Landscape of Recruiting in 2014The ancient Greek philosopher Heraclitus said, Change is the only constant in life. In looking back on the last 12 months, its obvious that 2014 was a transparent year for change on both a global level and in the world of recruiting and HR.The rise of employer branding, advances in technology as well as changes in the structure of work, along with how employees approach work, are just a few of the trends we tracked at Simply Hired in 2014. Here are a few highlights, with links to relevant articles weve published.Employer BrandingIn a recent study the majority of employers surveyed said they have articulated an employer brand. No longer reserved for companies with big budgets, employer branding is top-of-mind for many companies, and it extends to the candidate experience. Our e-book Recruitment Strategy in the Age of Branding and Mobile offers specific recommendations on how to streamline your appl ication process so that it contributes to a positive employer brand.But how do you measure employer brand? This fall, Simply Hired announced the Employer Brand Index (EBI), which measures the level of preference a company generates from potential employees based on the rate at which they engage with job ads. Currently the EBI is available for retail brands and will be made available for brands in other industries in 2015.Technology Social, mobile, applicant tracking software, wolke storage- those are just a few of the ways technology has influenced recruitment. Change will accelerate as more web traffic moves to mobile devices and creates the necessity of planning technology enhancements and putting new measurement tools in place. It also means that recruiters must become more comfortable with data. Letting data become your ally in your quest to solve business problems is a great way to demystify potentially boring charts and graphs.Flexible Work ModelsIn his HRE article How to Adap t and Thrive in 2014, Simply Hired president and CEO James Beriker listed the rise of flexible work models as one of the key factors to pay attention to in 2014. In a series about alternative work models, we interviewed people in part-time and remote positions. Our conversations with recruiters about the best times to use contractors rounded out the series, creating a wholly positive view that offering part-time, temporary and remote work options is a great way to save on costs and keep employees happy.Career Change SeekersThe economic and cultural environment has led to more people seeking to change careers or enter new fields out of necessity or personal interest. We are now being given permission as a society to do what makes us happy, said Wendy Nolin of Change werber Careers. For recruiters this means working with hiring managers more proactively and keeping an open mind when reviewing candidates.In Search of the American Dream JobTaking the career fulfillment question one step further, our Dream Job survey looked at attitudes toward employment. While the vast majority of Americans believe it is important to have a job that matches their personality and strengths, and to have a career rather than just a job, only 35 percent said their current job represents their preferred profession.With such a big disconnect between dreams and reality, it should become the task of career counselors, recruiters and managers alike to make sure that workers are guided and developed into roles that match both their strengths and desires. And with only 13 percent actively looking, its even more imperative for recruiters to attract passive candidates.The wisdom of the ancients tells us that we can expect more change in 2015. Whats on your plate? Let us know in the comments.Read Related ArticlesThe Changing WorkforceCharm Candidates With an Irresistible Company CultureBusiness Agility Meets Flexibility The Growth in Alternative Work Models