How to Optimize Your Career Page in 3 Simple Steps

How to Optimize Your Career Page in 3 Simple Steps This article is written and sponsored by Breezy HR â€" an intuitive, flexible and affordable ATS that thinks everyone on your team should be a part of recruiting and hiring. Yup, even those pesky marketers. Breezy â€" A Breath  of Fresh HR. Recruiters are such special snowflakes! So focused, so driven to build relationships over data sets. Coming from a lifelong marketer, this is high praise conversion rates and optimization tests are my bread and butter (and jam, come to think of it). While I appreciate that your job isn’t about what color button will drive .5% more clicks, or which display placement provides an extra fraction of a minute on page, I’ve noticed some easy wins you might be missing on your career pages. Come on into my world for a few minutes, and let me show you three actionable secrets to move from the serviceable career portal you’re currently tolerating to a high-converting, landing-page-style career page that truly resonates with your visitors. Secret 1: Match your message Go ahead and ponder this: 90% of visitors to the average Career Page bounce. That means your possible prospect clicked the link or advertisement for your career page, took a millisecond gander, and left. 1. They didn’t read the positions available. 2. They didn’t click to find out more. 3. They sure didn’t gasp with delight. In fact, the only breathing involved was a disgruntled sigh.  When I see high bounce rates (like 90%!) happening on one of my banner ads, my gut tells me that there’s a message mismatch. Whats a message mismatch? A message mismatch occurs when the messages that your visitor receives from an ad or from your main site don’t line up with what they see on your landing page â€" your careers page, in this case.  To know for sure if this is what’s happening to you, look at the ads or links pointing to your career page: Do the first words that they read on the page (maybe Careers or Current Opportunities or Work with Us) match the link that they clicked to get there?  Does your career page look like it belongs to the rest of the site? Is the logo present, are the colors similar, is the font the same? Is the imagery similar or (preferably!) the same as the area that they clicked from? Or is your career page pretty generic? Is it largely devoid of branding, or (disgruntled sigh) branded by a third party that they’d never recognize? Is it missing the language that brought a candidate to click in the first place? See, when we plunk candidates down on a mismatched page like that, they lose their footing, and we lose their trust. Boo.  Take your time to match your career page to the messaging and imagery that brings your prospects in to start with. Secret 2: Get so emotional, baby Stop me if you’ve heard this one: It’s late at night, and you’re finally finishing up some online tasks that have pretty much prevented you from eating all day. Out of the corner of your burning eyes, you see an ad with a gleaming slice of pizza, its steam curling from its golden crust, the cheese on the slice stretching away from the pie. It glistens. You click. A grid of coupon-like squares and text take over the screen, replacing your heavenly pizza.  Thud.  Like it or not, you were lusting after that pizza, and the clunky coupon page did absolutely nothing to satisfy your urge. Beyond the total message mismatch, that grid prompted no emotion. Likewise, whatever way you got a candidate to the career page, you want them to get emotionally invested in your company once they’re there. It’s probably not going to be lust you’re after (no judgement! You do you), but here are more useful examples: Inclusion, prestige from National Geographic: We offer a unique opportunity to be part of a world-class institution, a strong global brand, and an organization with a rich history of scientific discovery and exploration. Easy enough for a brand like theirs, right? Ok, let’s get a little less famous. How about a software review company? Driven, successful, powerful from TrustRadius: We measure ourselves by the value we create for our stakeholders, and not by the size of our team, the number of features in our product, or the amount of capital we raise. We are building a culture that thrives on innovation and don’t believe learning stops in your twenties. Go ahead and marvel at that kind of honesty in tech world â€" I did. Now, let’s go completely unsexy, but still rocking some solid emotion. How about a manufacturer? Dedicated, secure from Rainier Industries: We are committed to developing our people to become the best in the industry. We reward ourselves for hard work, dedication, and being easy to work with! The easy to work with portion comes off a little better when you see the team member group shots (note: they are not stock photos!), but you still get the point. It’s a fun bunch that works hard. Done and dusted. BONUS!: Once you start putting emotion into your career page, you’ll find that you attract similar types to your company. It’s a subtle kind of audience targeting â€" by driving the emotions your perfect candidate wants to feel, you’re pushing away the kind of candidates who aren’t comfortable with them. Secret 3: Add social proof This past weekend, my other half and I went patrolling the city for a new dinner place. We’d been here, we’d been there, that place was closed already … we ended up parked in front of two restaurants, one Japanese and one seafood, side by side. Radio on and A/C humming, we both hopped on our phones and set to online research. The results? 1. Price points: Almost identical. 2. Menus: Mouthwatering, and well-presented. 3. Wait times: None to speak of. What made the difference? Detailed, relevant social proof. The seafood homepage displayed an elegant, descriptive pull quote from a local paper’s review. The header of their online menu had a carousel of Facebook reviews. Their footer had Yelp reviews.  The Japanese place? For all their fanciness, they produced a graphic 5 stars! with no reference. The seafood place clearly had a landing page optimizer on staff. They got our dinner date dollars, and a review from yours truly when the night was over. There’s no rule that says you shouldn’t bring social proof to your career pages â€" it baffles me that most companies don’t do it! Your employees are your single best source of intelligence and insight into the day-to-day of your company. Use them! Here are a few ways to make the most of your social proof: 1. Get the deets: I love working here! isn’t as persuasive as “Awesome Company is truly committed to our career development. Last year, I attended three industry conferences with Awesome Company’s support, and my sales numbers have dramatically improved as a result.” 2. Selfies welcome: While you’re rocking on the testimonial front, show off the faces behind the words. We connect with people through their eyes and expressions, and a connection is exactly what you want from your potential candidates. 3. Keep it current: Unbiased votes like the Best place to work in your geography or vertical are fantastic …but only if those votes are recent. As a rule, keep reviews more than two years old off your career pages. You don’t want candidates wondering what happened since 2013 that you’re not telling them. Bottom line Use these CRO secrets to create hooks for prospective candidates to latch onto and try to connect with on an emotional level. After that, think of your career page as a way to tell prospective candidates how your company can make their life better! I know you have that part down pat. This article is written and sponsored by Breezy HR â€" an intuitive, flexible, and affordable ATS that thinks everyone on your team should be a part of recruiting and hiring … and that you should love your career portals.  Breezy â€" A Breath  of Fresh HR.

5+ HR Resume Objective Examples - Algrim.co

5+ HR Resume Objective Examples - Algrim.co Human Resources resume objectives can be tricky to create. They can feel like creating art and science. A good resume objective for Human Resources professionals should contain evidence that supports your knowledge of what a great work environment looks like. And how you’ll be able to contribute toward it. Not knowing how to write your resume objective can be stressful. You know it’s a requirement of your application assets but you don’t know what it should look like. And this can be stressful. This guide is going to show you exactly what makes a great Human Resources resume objective, what should go inside yours, how to write yours, and provide a few examples of resume objectives that you can use as a point of reference when writing your own. What Makes a Good Human Resources Resume Objective The first thing that makes a great HR resume objective is knowing what makes a great Human Resources employee. There are normally soft skills or qualities that every great Human Resources employee has. And an environment that is conducive to these talents. When writing your resume objective, try to embrace the qualities of the environment you might be seeking. Does the environment have a guide for how it handles conflict between employees? Does it have a good culture? Does it embrace diversity? These are qualities that you can lean into when you are writing your resume objective. And you can state that you are seeking an environment that has them. The best types of resume objectives speak to qualities versus speaking to personal goals that you hope to achieve within the company. When you speak too much about your own personal goals, it sounds self-centered and communicates that you might be difficult to work with (lacks team collaboration). How to Write Your Resume Objective Before you sit down to write your resume objective, you should write your resume first. When you have bullet points of previous work experience that you can use as a reference, it can be helpful in communicating both what you value and what you believe a great work environment looks like. Because the resume objective can be seen towards the top of the page of the resume, most job seekers attempt to write it first. That will make it more challenging. When you sit down to write your objective, remember that it should be no more than three to four sentences, should be impactful to your employer, and should contain qualities of an environment that allow you to use valuable soft skills for human resource professionals. Valuable Soft Skills for Human Resource Resume Objectives Below are valuable soft skills for Human Resource professionals. While you should not directly list these soft skills in your resume objective, they can provide you helpful insight into what qualities of the environment allow you to use these soft skills. Verbal communication skills Human resource skills Information system skills Benefits and compensation skills Motivational skills Leadership skills Problem-solving skills 5 Examples of HR Resume Objectives Below are five example resume objectives for Human Resource professionals. Before you read through the examples, it is important that you don’t copy and paste them into your resume. Use them as a point of reference to understand how and what your own resume objective should look like. “Seeking an environment that appreciates culture, diversity, creativity, empathy, understanding, respect, and allows for team building.” “Desiring to be part of an HR team that active in nurturing culture, innovation, diversity, and respect amongst the employee base. And provides guidance to those who need it.” “Wanting to be part of a world-class HR team who knows how to cultivate culture, repel office politics, and embrace what makes us human.” “Desiring to work as part of an HR team who knows that HR is more than simply signing contracts and hiring workers. Knowing that everyone is unique and needs to be addressed in their own special way.” “Wanting to be part of an HR team that is embracing the CEO’s vision, is nurturing its culture, is making change, positivity, friendliness, innovation, progress, and excellence a standard in the workplace.”

Road to Me 2.0 The Benefits and Obstacles of Publishing a Book - Personal Branding Blog - Stand Out In Your Career

Road to Me 2.0 The Benefits and Obstacles of Publishing a Book - Personal Branding Blog - Stand Out In Your Career As I near my book launch, which is set for April 7th, I want to reflect back on the process and the perceived benefits and obstacles for publishing a book. Looking back, I laugh because I never used to like reading, writing or presenting, yet that is much of what I do these days.   The reason being is that I found my passion and was inspired to be a contributor to the online community, which I was already accustomed to.   The book idea for Me 2.0: Build a Powerful Brand to Achieve Career Success, was in response to a need that I saw in the marketplace.   I had college students coming up to me pleading for jobs, begging for advice and a new solution for their job search. Luckily, I had already written a few hundred posts on personal branding and was the right person, at the right time, to write such a book.   It didnt hit me to write Me 2.0 until I became the ultimate personal branding case study, almost by accident.   The cool thing was that I never wrote this book to make money or to become an uber celebrity.   It was written to help people and only that.   Today, I want to go over some book publishing benefits that Ive seen, as well as obstacles Ive encountered along the way. Book publishing benefits There are a lot of benefits that authors receive both directly and indirectly.   Like anything else we talk about on this blog, branding is the key here. Expert positioning: Regardless of age, class, gender, or career level, a book positions you as an expert in your field.   People will automatically perceive you as an expert, unless you fumble and dont come through on that brand promise. Speaking opportunities: Event coordinators, colleges, companies, associations and various communities are always looking for speakers.   Aside from celebrities and industry executives, authors are typically the first on the the list to be booked.   There are various speakers bureaus that authors can join to offer their speaking services to the masses. Press mentions: Journalists, reporters and producers have to quote or interview experts for their articles, radio and TV shows because they need that level of knowledge in order to have a complete story.   As an author, you become credible and can be quoted alongside your book.   Members of the press use search engines and referrals to locate sources for their articles.   You can also be proactive and get their interest. Consulting gigs: If your book revolves around solving a particular personal or business challenge, then it probably has the steps needed in order to help solve that challenge.   Anyone who is invested enough in your concept, will want to pay you for additional help or guidance.   A book comes to life when the author is there to actually walk you through it. Networking: I wrote a post about how to communicate everything you do a few weeks ago.   When youre in a networking situation and youve published a book, people become more interested in you.   Its quite hard to get published, so immediately, you become someone worthy of a conversation. The cool factor: Getting a book published is considered cool by the general public.   I know this because Ill tell people everything I do and theyll care most about the book. Proud parents: If nothing else, your parents will be proud of you and youll be able to further promote your family name for years to come. Book publishing obstacles Your age: The younger you are, the harder it will be for you to get published, unless youre already famous or the CEO of a decent size company.   If Mark Zuckerberg or Kevin Rose wanted to publish a book, theres no doubt that Crown Publishing would be on it with a million dollar advance offer, plus signing bonuses and a significantly higher royalty than us other authors get.   Publishers want a sure bet and dont have much patience for risk taking, especially in this economy. Money: First time authors dont get paid much, in advances or royalties.   An advance is a sum of money paid to the author in light of book sales.   For instance, if you get $50,000, but only sell 10 books, you have to pay back the rest to the publisher.   Malcolm Gladwell typically gets a few million in advance, while most authors barely break a thousand.   Just like everything else in life, your past performance will either increase or decrease both revenue streams (how many books you sold last time).   The money does come from indirect sources, such as speaking and consulting. Marketing: The publisher doesnt do marketing for you, so youre accountable for raising awareness to your potential buyers.   This is why I started marketing this book over two years ago with this blog, even when I didnt know I was going to have a book. The process: Writing the book isnt the most challenging part of the book publishing process.   The editing phase can be suicide if you dont have a lot of self-confidence.   After writing your book, youll start to treat it like its your baby and when the editor rips it apart (for the better!), you will have to take it and move on, instead of crying. Timing: Luck is extremely important in a book launch because things are always uncertain.   Fortunate for me, the economy is in a massive downturn and my book is all about finding the perfect job or creating your own.   A lot of books wont sell well right now that are focused on things that people dont prioritize.   If you are a personal finance genius, youre sure to make a lot of money right now. Creative control: Depending on your current status (how successful you are), you will have either no control of the final book output or a lot of power.   Seth Godin and Tom Peters, for example, have leverage over the book publishing process because of who they are (publishers trust their work).   A publisher can change as much of the book as they may because they own it.   As the author, you dont own the book. Self-publish vs big publisher: If you self-publish, your book wont get in book stores, nor on a bestseller list (NY Times, etc).   Instead, youll have to fund the project, but youll make more revenue from each book and retain full control.

Compel Your Brands Audience With Great Content to Make a Purchase - Personal Branding Blog - Stand Out In Your Career

Compel Your Brands Audience With Great Content to Make a Purchase - Personal Branding Blog - Stand Out In Your Career A well planned and compelling content marketing strategy can bring in more leads and sales for your personal brand. In order to effectively reach your community you need to put forth a message that causes your readers to want to take action. Content that converts into sales is original and appeals to the needs of your brand’s audience. As more readers are becoming savvy online you can tailor your strategy to be effective for their specific needs. It takes a clear message along with a genuine appeal to your audiences emotions in order to be successful. There are several ways your brand’s articles can stand out from the rest and attract new customers: Find the right community for your niche Get to know exactly what attracts your target market to content and why. This includes their personal preferences, level of education, income status, geographical location, what they are seeking from other brands in your industry, what types of products or services they are buying, and what problems are not being solved by your competitors. Use catchy headlines A simple yet unique phrase that stands out is the first thing your readers will see, and an important element in drawing them into reading more. This is especially important as more people are using their mobile devices to search for information and make purchases. Check out other headlines for your topic and try out your own unique spin. Give them a reason to want to know more There are many ways a brand can compel its audience to want to know more and make a purchase. A giveaway, special offer, free advice, or helpful tip can quickly draw them in, which is a useful strategy when complimented with high-quality graphics or videos that are shared on social media. Create a limited time offer A sense of urgency is very effective in turning subscribers into conversions. You want your leads to want to take advantage of a valuable offer before it disappears, and to spread the news to their network as well. This is a good method to use to improve your click-thru rates as well. Creating original content that stands out from the rest will keep your personal brand at the forefront of your potential customers. As more readers decide to subscribe in order to know more your visibility and sales will both increase. As you test out new ideas and track your progress you will be able to establish a pattern for your community and craft content that they will love.

Recently Graduated Here are the Next Steps To Take For Your Career

Recently Graduated Here are the Next Steps To Take For Your Career Photo Credit â€" Flickr.comThe new educational year has started, and many of you recent graduates out there may be confused about what to do next. Of course, you’ll be wanting to take the next step in your career. However, there are many viable options to help you set off on your career path.As someone who graduated few years ago, I know there are many things you need to consider once University is over. You’ll want to consider your financial and living situation, as well as your career. In my experience, these are the first things you should handle.1. Update Your CVThe absolute first thing you should do is update your CV / Resume. You’ll want to list your brand new degree, as this is a huge selling point to many employers. Also make sure you mention relevant work experience, modules, and any sports or societies you took part in.evalUniversities often provide help with students CVs, even after you’ve graduated. You can also look online for graduate CV writing tips, or CV writ ing services. I would recommend writing your CV in Microsoft Word, as this is the most widely accepted format2. Look For Career OpportunitiesWith your CV up to date, the next step is to send it out. There are many different routes you can take for your career after graduation.Most likely, you’ll want to find a job. Making money is the main concern for many graduates, and getting a job will further your career instantly. While some people take any minimum wage job they can get, some websites let you find various graduate jobs. This way, you can find a fulfilling job in your chosen field.Another option is to go into further education. Doing a Masters Degree can help widen your career opportunities further.I’ve found taking on temporary work placements or internships is an excellent choice. It will help you gain career experience and look good on your CV.3. Reassess Your FinancesWithout those sweet student loan funds coming in, you’ll need to reconsider your finances. Changing yo ur bank account to a graduate account is the first step. Most banks will still give you a generous overdraft.You might want to move back home. This can help you save some extra money while you look for jobs. Also, research what discounts are still available to you. You can get an NUS extra card as a graduate. You can also renew your 16-25 railcard, providing you’re 25 or under.4. Make A 5-Year PlanA good way to ensure success is writing out a career action plan. You don’t need to follow the plan exactly. It’s simply to help you set goals and figure out how to achieve them.evalFor example, your first step may be to get a graduate job. However, in two years time, you may want to move up to an executive position. By five years, you may want to be planning your own business.It doesn’t have to be a 5-year plan- perhaps a 10-year plan is more practical for you. Either way, putting down some ideas on paper can help you work things out step by step.Until you find a well-paying job, it’s best to spend less and save more. Focus on building your career skills for greater financial rewards in the future.

The Top 11 Skills All Fleet Managers Need - Margaret Buj - Interview Coach

The Top 11 Skills All Fleet Managers Need Managing a large fleet of vehicles requires some unique skills. Whether you are promoting from within or hiring a recruitment agency to source someone suitable, here are the essential skills you need to look for when interviewing candidates. People Management Fleet managers must deal with people from all tiers within a business. They will also have to talk to suppliers, mechanics, sales personnel, and more. To be a good fleet manager, you need excellent people skills. Look for someone who isn’t fazed when the CEO shows up or has no issue chatting with a young apprentice mechanic in the workshop. Whether they are organising business fleet insurance or servicing checks, your fleet manager  must be polite, personable, and efficient. Time Management Managing a fleet of vehicles is a challenging job at times. There are a lot of tasks to deal with, from negotiating servicing contracts and upgrading vehicles to organising new cars for new employees and looking for cheap fleet insurance. Because of this, fleet managers need good time management skills. If they fail to manage their time properly, tasks will slip through the cracks and important jobs won’t get done on time. Leadership Skills Leadership skills are something all managers need. If the candidate is expected to manage junior employees and contractors, they need to be comfortable taking on a leadership role. Fleet managers often have a lot of responsibility on their shoulders. They have to manage large budgets, ensure multiple vehicles are maintained and taken care of. If a fleet manager can’t handle a leadership role where they are expected to make decisions and take control, it will end in disaster. When hiring a fleet manager, look for evidence of previous managerial and leadership experience. This person need not have worked in fleet management before, but they should be comfortable stepping into a role where leadership is required from the outset. Business Acumen Managing a fleet of vehicles is a bit like running a small business. Therefore, a fleet manager must possess a reasonable level of business acumen. Ideally, a fleet manager should have previous experience managing a fleet, dealing with suppliers and getting fleet insurance quotes. If the candidate doesn’t have experience in a similar role, look for evidence of business acumen, such as managerial experience or experience running a small business. Tact and Diplomacy Tact and diplomacy are always useful. When interviewing candidates, ask them how they would handle hypothetical situations, such as when a senior manager is caught speeding or driving under the influence of alcohol. Their response should give you a good idea of how well this person would handle difficult situations. A Head for Figures Managing a large business fleet means working with budgetary constraints. The candidate must be comfortable with figures and, ideally, have experience of financial applications. Fleet managers are expected to run cost analyses, run the numbers when managing corporate procurement, and look at ways to save the business money. In larger businesses, fleet managers will need a grounding in accounting, in order to put together profit and loss accounts for finance directors. Customer Focus Customers are the people who drive the vehicles, therefore, a fleet manager needs to understand the importance of focusing on the customer. It is essential that fleet managers establish a good working relationship with customers within the business. As with any service-oriented business, the end user’s needs should be met where possible. Look for a candidate with experience in a customer-focused industry. Ability to Cope with Stressful Situations Like any management position, the role of a fleet manager comes with a certain amount of stress. Many businesses are very budget conscious, so there is a lot of pressure on fleet managers to run their operations with a keen eye on cost overheads. They are required to maintain a fully-functioning fleet of well-maintained vehicles within an ever-decreasing budget. Naturally, this isn’t easy, and it can be stressful trying to juggle a lot of balls. A good fleet manager isn’t fazed by long working days and a host of problems. They can smile cheerfully, whatever happens. Problem Solving Skills When things go wrong, as they are apt to do, a good fleet manager is able to devise unique solutions to problems, as and when they arise. Your candidate should be resourceful and capable of thinking outside the box when required. Clued Up on Industry Regulations It is helpful if a candidate is fully versed on industry regulations, news, and the latest developments. This is where previous experience pays dividends. Tech Skills Technology skills are always worth looking out for. Many fleet managers are now expected to use a host of different technologies, from computer interfaces to accounting software. Look for candidates with experience of the software packages you use in your business. Lastly, look for someone with a good sense of humour. The ability to laugh at life when everything goes wrong is a blessing.

The Benefits of Using Examples in Resume Examples For Teenager

The Benefits of Using Examples in Resume Examples For TeenagerResume examples for teenager must contain important information that is relevant to the job. These examples are a very helpful tool for teenagers as they can use these examples as examples in creating their own resume. Teenagers can come across a lot of different situations when it comes to applying for jobs. The best way to deal with these situations is to prepare your resume in advance, to get through it as easy as possible.Every one of us knows that teenagers often encounter various problems while they are trying to find jobs. Some of these problems may be financial as well as emotional and psychological. However, teenagers can be successful in finding jobs if they have a good resume. These resume examples for teenager can help you in showing how to make your resume look impressive.Teenagers usually try hard to look good. They use some kinds of methods like smiling and laughing, even though they are facing problems. Thi s is why they create some good examples in dealing with these issues. There are a lot of things that can be considered as examples of resume examples for teenager. It is difficult for an employer to judge the credibility of the resume based on just one example.These good examples may include essay samples, cartoons and poems. Another example is to write articles or letters for an audience. Students can also use examples such as how to read a resume and writing a resume. Most of the examples include the proper presentation of facts and figures.Sometimes it is good to write down your ideas or insights about some topics. Use this information in your resume. You should try to organize the information in a professional manner. If you do not have time to create good examples for teenager, you can use your own experience.Writedown your own experiences so that you will not be caught by surprise at any occasion. Make sure that you make sure that your resume shows the truth. If you write down what you think, you will be able to convince the interviewer.Using examples is important when you are trying to impress the employer. Most people do not like to read sentences that are full of too many details and not enough substance. This is why many employers prefer to hire the applicant who can express their knowledge in a clear manner.These are some of the reasons why it is important to choose the right example for your resume. If you follow these simple rules, you will be able to impress the employer. You will be able to become an expert in your field without too much trouble.