How Did Unilever Reach 500,000 Followers on LinkedIn

How Did Unilever Reach 500,000 Followers on LinkedIn You can watch an interview with Paul Maxin, Global Resourcing Director of Unilever, where he talks about their social recruitment strategy. Takeaways: Unilever have over 500,000 followers on LinkedIn making them the ninth most-liked company in the world. Their Facebook page has over 200,000 likes aggregating fans from across the world. Unilever use YouTube more than Twitter with over 20 branded channels for the relevant countries. You can read more about Unilevers social recruitment strategy in the case study on the Link Humans blog click here to read, or watch the interview with Paul below: To subscribe to our YouTube channel and receive content like this first, simply click here.

How to Ace Your Interview and Land the Job

How to Ace Your Interview and Land the Job The interview is your opportunity to make an unforgettable impression on the company you want to work for and get the job you want.  Here are some hints and pointers that will help you make that positive impression: Preparation: Always be fully prepared often it is the one thing that an otherwise very competent candidate is lacking.  DO YOUR HOMEWORK!  Some of you are wondering what does that mean? Some tips for that include: Drive to the location before the interview so that you know how to get there, where there is parking etc. Know the full name and title of the individual you are to meet with. Learn as much as you can about the company. Find out as much as you can about the interviewer and what they look for in a good candidate. Know what your goals and objectives are for the future so that you can measure these against what is being offered. Prepare questions that are specific to that position and that company. Always be professionally dressed. Even in business casual environments a business suit is required for the interview process. Arrive on time. Bring hard copies of your resume. Often the interviewer will have printed it for themselves but it is always good practice to have it on hand just in case. Bring a pen and a note pad in case you want to or need to make any notes. The Interview: Remember this is your opportunity to shine. When greeting the interviewer make eye contact, extend a firm handshake and address your interviewer by last name. The interview is your chance to bring forth your strengths and to point out areas of your expertise that are applicable to this position. If you think you might forget some of these at the time, because of nerves, then be sure to list them on your note pad and, with your interviewers permission, refer to them. It would be best if you could remember them in case you do not get the opportunity to refer to your notes. Practice your answers; it will help in your memory. If you are interested in the opportunity, indicate that to the prospective employer. Dos and Donts: Be on time or a few minutes ahead of the scheduled time. If an application is necessary; fill it out in its entirety. Nothing is more annoying to an interviewer than looking at a blank application if it is part of their process. This, ladies and gentlemen, applies equally to interviews with companies and recruitment firms. Remember to smile and present yourself in an energetic and professional manner at all times. Never speak negatively about past employers or peers. Always maintain eye contact. Ask questions that are pertinent to the position and company. Point out areas that are a match between your skills and the requirements of the position. Be prepared to discuss ways in which you have excelled or situations where you have demonstrated your initiative and ability to be proactive. Be enthusiastic and positive. Bring an original copy of your resume. Always answer with a complete sentence. No yes or no answers. Never smoke or chew gum in an interview. Questions: Arrive prepared to answer questions about: Your strengths and weaknesses. Why you are interested in that company. What you know about the company. Why they should hire you. Arrive prepared to ask questions, such as: What would be my day to day responsibilities? What is the career path from this position? What is the company policy on promoting from within? How do I fit this role? Do not ask questions like: How much vacation do you offer? Never initiate the salary question. Let your interviewer bring it up at the appropriate time. How many sick days are offered? Questions such as these only leave the impression that you are only interested in how this role and company will serve your needs rather than a give and take of rights, expectations and responsibilities. When Interviewing with a Recruiting Firm: This step in the process is often underestimated and mistreated. In the current market more than 70% of available opportunities are handled by recruitment firms. This includes permanent, contract, temporary and project. Please remember when you have a meeting with a recruiter whatever side of your personality you choose to display is the side your recruiter will tell their client about. If you mistreat your recruiter by being late, not completing their internal forms, being surly and uncooperative in the interview with them or in the time you spend in their reception area they WILL NOT REFER YOUR RESUME to their client. This is not because they want to be mean to you but because you are their reputation. Give this some thought…recruiters do not manufacture anything, Their product is their customer service and YOU. If you, the candidate, mistreat the recruiter they can only assume you will also mistreat their client. They have worked long and hard to get that client and they will not risk sending someone in who will potentially damage that relationship. Author:  Zag Dutton is  President at careerconnectionsonline.com.

5 Unique Ways to Find Future Employees

5 Unique Ways to Find Future Employees Finding the right talent for your job openings can be challenging. It can be even more challenging if you only have access to average applicants with little enthusiasm for your position. If you’ve been searching for the perfect employee to fill your opening without much luck, it may be time to get creative and try something new. Every business owner or recruiter has their own personal beliefs and preferred strategies. And while the following methods shouldn’t serve as the cornerstones of your recruiting efforts, they are great for when the search process becomes stale. Give these 5 tips a try: 1) Implement a referral system While many businesses are hesitant to implement a referral system for fear of creating an “inbred” organization in which there’s little influence from the outside, the reality is that these programs are very effective for small and large companies alike. Perhaps the biggest benefit is that it provides you with a steady source of passive candidates. In other words, you immediately gain access to candidates who may or may not be actively pursuing a job. These candidates are typically higher quality and can really add depth to your candidate pool. 2) Actively search for ex-military Are you tired of interviewing candidates who lack leadership abilities? Then look no further than ex-military members. Not only do they possess strong leadership skills, but they’re also able to bring a unique perspective to your company. It’s also relatively easy to find candidates. Sites like HireVeterans.com and HirePatriots.com are happy to work with both private and public companies. 3) Publish creative content Outside of popular job listing search engines, are you utilizing the power of the internet? One popular trend is to publish creative guest blog posts and on-site articles, seeking out motivated employees. With just a few shares on social media, your post can find its way in front of thousands of potential candidates. “Finding the right employees for a job opening can be a major challenge in innovative, fast-paced industries,” says Ajay Nair of Housing, one of the largest online real estate listing services in the world. “Publishing creative content is one of the best ways to attract and engage potential hires.” 4) Consider former student athletes   Much like ex-military members, former college student athletes typically make for good candidates. Not only do they understand how to work well with a team of people, but they’re also incredibly versatile. After all, student athletes are required to juggle athletics, schoolwork, and their social life. If you’re going to hire someone straight out of college, a student athlete may be your best bet. 5) Host an open house Before the internet came along and introduced business owners to job listing sites, open houses were pretty common. Businesses looking to hire a number of new employees would actually open their doors and encourage interested candidates to stop by. Have you ever thought about doing something similar? It’s a great way to put names to faces and essentially lets you wine and dine the candidates you’re interested in. You don’t want to host regular open houses â€" as this cheapens the event â€" but they can be effective when held once or twice a year. Never Settle for Boring Recruiting Recruiting is important for a number of reasons. Specifically, it allows you to control the direction of your company. Based on the type of people you recruit and hire, you can shape your organization’s corporate culture and reestablish core values.   While it’s totally natural for the recruitment process to stall from time to time, you shouldn’t ever take your foot off the pedal. It’s important to continually develop recruitment strategies and try new things. Next time you encounter a stale period of growth, give the aforementioned tips a try. You’ll love the results! Author: Larry Alton is an independent business consultant specializing in social media trends, business, and entrepreneurship. Follow him on  Twitter  and  LinkedIn. [Image Credit: Shutterstock]

On the Job by Anita Bruzzese The Small Way to Be Innovative That Has a Big Impact

On the Job by Anita Bruzzese The Small Way to Be Innovative That Has a Big Impact If you want to send shivers down the spines of many company leaders, all you have to do is say one name: Kodak. The Eastman Kodak Co. has become the poster child for big, successful companies that failed in a spectacular way after missing opportunities that were critical for its evolution and survival. In Kodaks case, it was digital photography, which it invented. While Kodak emerged from Chapter 11 bankruptcy in 2013, its failures and the resulting thousands of lost jobs have become the cautionary tale for company leaders who fear their businesses may suffer the same fate if they dont embrace radical innovation. But what is missing from this disrupt or bedisrupted discussion is that Kodaks tale if often repeated but it is not the norm, says David Robertson, professor of practice at the Wharton School at the University of Pennsylvania. Instead, its stories like Gatorades that are more common, he says. Specifically, Gatorades sales were stalled in 2007 after inventing the sports drink category in the 1960s. While it was pursuing some more radical, disruptive inventions (a chemical that would help the body process oxygen better that later turned out to be impractical for many reasons), it also began looking at innovation of its core product or complementary innovations. Using market data, Gatorade knew that serious athletes were sticking with the brand despite cheaper competitors and so began developing products such as nutritious gels, bars, smoothies and shakes that were designed for before and after exercise. This sort ofinnovatingisnt seen as ground breaking, but it is often underutilized by company leaders who feel they must begin with radical innovation before trying other options, Robertson says. Robertson says research shows that revolutionary innovations have a 60% to 75% failure rate, while incremental improvements have a 25% to 40% rate of failure. But what Gatorade did is what he refers to as The Third Way in his book, The Power of Little Ideas: A Low-Risk, High-Reward Approach to Innovation. The approach worked for Gatorade because the products were diverse, they were targeted toward specific customers and they posed little strategic risk, he says. While this third alternative is not a replacement for incremental improvements or disruptive innovations, it does provide another option that businesses need to understand and consider when faced with (read more here) Image:http://vivamilusa.com/wp-content/uploads/2017/06/vivamil-atletas.jpg

The Value of Film and Editing Skills for Personal Branding

The Value of Film and Editing Skills for Personal Branding You may already have a grasp on why personal branding is important. You may be familiar with online platforms you can use to market yourself So How Do I Begin?Contrary to popular belief, starting out in video doesn’t have to be expensive. You can start cheap. Many smart phones and laptops have the capacity to shoot HD video. If you aren’t interested in learning video production skills, professional video production companies like Valoso exist to make the process easier. These companies exist to make videos for anyone about anything, under virtually any budget.However, if you’d like to do it yourself and don’t have video production experience, you should keep the following steps in mind. It’s easy to make a video, but harder to make an engaging one!Know your target audience. Know who your personal brand has the potential to reach. Is it teens? The elderly? Single mothers? You’re unlikely to succeed if you’re trying to reach everyone.Choose a specific topic. Try not to bo g your video down in too much information. Each video, however general, should have one or two questions it seeks to answer. What about yourself do you want to highlight? Instead of bombarding the viewer with every detail about you or your business, iterate and reiterate specific points you want them to remember. This is how you build a brand.Script the video. Don’t underestimate the function of good planning. Though you don’t have to adhere strictly to a script, it serves as a guideline for the process.So what should the video be like? What should be in it? That’s up to you, your mission, and your brand image. But there are some popular types that tend to work well.evalPopular Video Styles for Personal BrandingAbout Me â€" A great first video is the “About Me” style video. This type of video is the best choice for communicating general information. It tells your audience who you are and what you do, and establishes a personal connection that text can’t.Promo â€" A promo tional video works best when selling a product and they tend to be aesthetically pleasing and fun to watch.Tutorial or How-to â€" This type of video can build your credibility. Share your expertise with the world through a step-by-step guide and you’ll have people flocking to learn more from you.Shooting and EditingIf you want to capture video directly from your laptop, Mac users have the option of using iMovie, Photobooth or Quicktime. PC users can use Quicktime. iMovie also serves as a video editor. Though new PCs do not come with video editing software, there is a range of software free to download. Some popular options are Windows Movie Maker and Wondershare Filmora.evalMost video editing is a matter of making simple cuts. You can also download editing apps to your phone if you want to shoot from there. You don’t have to purchase wildly expensive video editing software or know anything about video editing. There are numerous easy-to-follow tutorials within these software and online.If you want to truly get into video editing, however, Final Cut Pro and Adobe Premiere are considered some of the most advanced and user-friendly programs out thereDon’t ignore the value of video for personal branding. It’s not as big a challenge as many people seem to think. Map out a strategy and get started today!

History Statistics of Job Boards - CareerAlley

History Statistics of Job Boards - CareerAlley We may receive compensation when you click on links to products from our partners. Job boards facilitate employers to post about job openings. Job description, job role, number of positions, reviews of various organizations, career advice, job-search based on skills and other facilities will also be provided in some employment sites. Job boards help job seekers to locate a particular job, fill the application or submit their CVs or resumes for the interested job position online. Job boards have been around for many years and they still serve as useful means of employment for both the employers, as well as job seekers. Take a look at the history and statistics pertaining to job boards in this infographic. 20% of hiring takes place through job boards, which is second to jobs through referrals. They have been around for many years. Job boards are classic and still stand as important means of hire. Job boards are here to stay and continue to evolve to keep with the dynamic social media. Job boards are a best way for learning about the new job openings that show up in the industry, the skills required to qualify for those roles and how to proceed with the application process. The beginning of job boards industry was during 1990-1994, with job listings coming up on Usenet, CareerMosaic, and Monster. Between the years 1995 and 1997, few developments were witnessed such as new website launches and newspaper job listings going online. Major changes took place in the years 1998 and 1999. Recovery and developments were seen between 2000 and 2002. Significant growth time for the industry was around 2003-2007. After the recession during 2008-2010, job boards industry picked up again and entered the modern era, which is now. Source :Job Descriptions Designed by : Types of Graphs Sample Job Descriptions more Job Search Boards This is a Guest post. If you would like to submit a guest post to CareerAlley, please follow these guest post guidelines. Good luck in your search. Visit me on Facebook

How to Write a Resume For Writing Teacher Job

How to Write a Resume For Writing Teacher JobIf you want to be hired for a teacher's job, it is important that you are equipped with a well-written resume. This will make your resume more attractive as well as allow you to be able to stand out from the rest of the applicant pool. However, it can be difficult to write a great resume.Most teachers need to ensure that they have a good sounding resume for teacher's job. While it may not be necessary to create one on your own, there are things that you can do to get better at creating a good looking one. If you know how to learn how to write a great resume for writing teacher job, then you should be able to make use of this information to help land the job that you want.Before you start writing your resume, you need to think about the purpose of writing it. If you are applying for a position that requires you to write, or you have volunteered to do this for the school, make sure that you read all of the requirements. Ask all of the questi ons that you can and find out the answers before you begin to write your resume. This way, you can make sure that you are in compliance with the requirements and you can do some research on the internet to help you understand what will be expected of you.Now that you know what it is that you will be expected to do, you need to decide which type of skills that you have and what these skills are. Once you have decided on these two aspects, then you can begin to write your resume. It is also helpful to review all of the other resumes that are being written for teacher jobs.Next, you need to decide what format that you want your resume to be in. Do you want it to be professionally done? This will allow you to have a professional looking resume while not spending a lot of money on it. If you choose the latter, then you need to be sure that you will have the time to finish it.Finally, you need to decide what type of information that you want to include in your resume. You will want to use any sources that you think are helpful when you are creating your resume. For example, if you are applying for a part-time position, you may want to include the number of hours that you have worked for the last few years so that you can be able to compare your achievements to those of others.Once you have decided what you want to include in your resume, you need to go over all of the job requirements for each school. These are usually very specific so make sure that you know them inside and out. You may even want to take a sample resume to the hiring officer in order to have an idea of what the formal look will be like. If you know that the hiring officer is more likely to accept a handwritten resume, then it may be a good idea to just submit the one that you have.In conclusion, if you want to write a resume for writing teacher job, you will need to plan on spending some time getting organized. This will allow you to be able to write a resume that is as good as it can be and will a lso help you stand out from the rest of the applicants. After you have completed your resume, it will be ready to be distributed to potential employers.