How to Deliver First Class Employer Branding

How to Deliver First Class Employer Branding Real talent is getting harder and harder to find, especially as hiring those with exceptional digital abilities becomes more important to many and most companies around the world. We speak to an organization down under dating back over 200 years with very specific job roles across a huge country. Quila Israelson is the Employer Branding Manager at Australia Post, and in this episode, she shares how they go about attracting and retaining talent with employer brand. Have a listen to the interview below, keep reading for a summary and be sure to subscribe to the  Employer Branding Podcast. Listen on  iTunes,  Stitcher Radio,  Google Play  or  SoundCloud. In this episode youll learn: About Australia Posts company culture The various  talent challenges  the company face on a daily basis How employer branding helps address these talent  challenges through what they call Service Concepts and Job Families Why Australia Post has  9 EVPs! Why their career site is their best source of hire Why the company emphasizes NPS metrics when measuring their employer brand Why it takes a village to really implement your employer brand What Quilas best tips are for employer brand managers out there How Deloittes employer brand inspires Quila Why a major focus on employee and candidate experience is next in line for Australia Post. Connect with Quila on LinkedIn.

Police Officer Career Profile - VocationVillage

Police Officer Career Profile - VocationVillage Sylvia Parker shares with VocationVillage.com about her career as a police officer.How would you describe the main functions of your job?Im employed in Seattle as a Police Officer with a Community Police Team. Each Officer in our unit works in an assigned area, usually much larger than the average patrol beat. We do not have to respond to non-emergency calls and can work on long term projects to find a long term solution to a chronic problem. Most often, we are able to work WITH the complainant(s), be that a single tenant or a community group, or possibly a group of businesses. We do stress that working together toward a solution is essential. We get to do some out-of-the-box thinking in finding those solutions, and it can be very rewarding to see the positive outcome. An example would be the opportunity to make an entire 20 block area in the city a safer and more pleasant place to live and work in by getting the stakeholders working together, setting up regular meetings with our CPT Unit, and following up on things like clean-ups, more lighting, block watches and list serves to alert each other.A lot of my time is taken up by paperwork and documenting progress, timelines, etc. Then there are the community meetings to attend. Probably the thing I like most is to just drive through my area and introduce myself to new business owners and new residents, chatting with the regulars and getting the dirt on whatever problems have cropped up. I also have two schools on my list to go to and visit on a regular basis. One is an elementary school, the other a high school. I have to say that I just love yucking it up with the little kids!What does a typical day look like when you work as a Police Officer?There really is no typical day!What do you like best about your career?The fact that I can come to work and know that today or tonight is not like the one before, or like any other day or night. I enjoy being mobile and not being confined to an office. I can be as proactive as I want, I can go where I want within my sector, and I am given a great deal of responsibility. I love dealing with people, even if its a difficult call. My favorite parts are the people interaction and sometimes actually being able to help someone.What are the most challenging things about being a Police Officer?Public perception, fed by the media. The lack of support in the general community. The fact that you almost expect to be punished for doing a good job. The constant risk and the side effects on your health due to stress, shift hours, and frustration. Being away from family. The lack of friends that are not in law enforcement. The thought of ending up in a shooting incident or some other fatal situation.How did you land your current job?I went on a few ridealongs once I knew that this was something I was interested in doing. Then I applied and took the civil service and physical fitness tests. Then came the background investigation and six months of police academy.What wa s your professional background before you launched a Police Officer career?Freelance graphic designer and illustrator.What is your educational background?B.A. Fine Arts.What skills are most important to succeed as a Police Officer?Good people skills, especially being a good listener. Maturity and some life experience. Respect. Flexible thinking. Ability to take charge in difficult situations, to keep control of a situation and your own reactions to it, to keep a sense of humor and not let the job swallow you whole. What advice do you have for someone who wants a Police Officer career similar to yours?Dont do it if its important for you to be liked. Most people you deal with will not like you for what you represent. In fact, some of those people might try to kill you without a second thought. If you cant deal with that, become a fire fighter instead! Keep a life outside of the job and keep your sense of humor. Dont let the negativity drag you down emotionally and spiritually. You wil l see the worst of people almost every single day. The times when you see good people doing good things will be very rare. Never forget that you might have to take a human life. Keep your respect for life despite everything. Be aware of the effects the job can and will have on you psychologically and physically. Shift work is difficult to handle, not just the hours, but also the effect on family/social life.Are there any commonly held misperceptions about being a Police Officer that you would like to clarify?I cant even begin to answer that question here, but there is a great book I would like to recommend to anyone interested in law enforcement. It is called, Stoning the Keepers at the Gate: Societys Relationship with Law Enforcement, by Dr. Lawrence N. Blum.What is the income range for Police Officers?Here is the current Seattle Police Department Pay ScaleKeep in mind that you can earn more through overtime and off duty work. The benefits are good and retirement income can be grea t.What are your long-term goals?Ive been both a Detective and in street patrol. The sheer paperwork and office time as a Detective are tough compared to street patrol. The wonderful thing about patrol is that you are *done* at the end of the shift and you dont have to deal with the drawn out process of working cases like you do as a Detective. My attention span is just long enough to appreciate the opportunity CPT work gives me to enjoy the short term as well as the longer lasting interactions, while still interacting with lots of folks outside of an office on a daily basis. I am working on doing more forensics work and I hope to get into the CSI Unit eventually.I am now also a Certified Forensic Composite Artist and I have done sketches for this department as well as other agencies. I went to the FBI Academy in Quantico in 2009 for a three week course in Forensic Facial Imaging and in 2010 I studied 2D 3D facial reconstruction from remains.Any other comments?I feel very blessed to enjoy my job as much as I do. I love the people I work with and we are able to have fun while getting our work done. The things I have seen and done on patrol have given me a window on the world that most people will never see. While that can definitely be a damaging thing, it is also my source for empathy, compassion, gratitude and the drive to help out others.Thank you for sharing your career with us!. Read more career profiles. .

Job Seekers - Be Found And Promote Your Personal Brand - Personal Branding Blog - Stand Out In Your Career

Job Seekers - Be Found And Promote Your Personal Brand - Personal Branding Blog - Stand Out In Your Career One of the most important things you can do as a job seeker is to position yourself to be easily found online by recruiters and employers. To do this it’s important to build your online personal brand and visibility. When a recruiter/employer types your name into Google what do they find? Try it yourself. 6 tips to help you build your personal brand and online visibility LinkedIn â€" It’s “expected”! (Put this on the top of your list). It’s critical to have a LinkedIn Profile that is 100% complete. Over 90% of recruiters and employers are using LinkedIn to identify job candidates. Don’t be passed over, take advantage of this ‘free’ resource to build your personal brand and be found. Google Profile â€" This one is easy and who doesn’t want to be found on the 1st page of Google? To get there just sign up for a gmail account, once you have your account you’ll be able to create a public profile. Use this opportunity to build your brand and let Google bring you to the ‘top of the heap.’ Online Photo â€" So many people are resistant to adding a photo on LinkedIn, but perhaps this will help statistics now show that you are 7 times more likely to have your LinkedIn profile reviewed if you have a photo. Plus, here’s what a recruiter might be thinking when they come to your profile and there is no photo “Hmmm…why is the photo missing, what is this person trying to hide?” Would you rather have the recruiter thinking that or actually reviewing your terrific background? And seriously… please leave the kids, pooch and parties behind â€" this is a ‘professional’ networking site and you need a professional photo. Join Groups via LinkedIn â€" Join groups and start talking! Sharing comments and helping with answers will boost your visibility as well as your brand. Just remember that anything you share is public and becomes part of the impression others have about you â€" aka ‘your brand’. Comment on Blogs â€" Google loves blogs because of the fresh content â€" so, commenting on blog posts is an easy way to gain more visibility. When you make a comment be sure your name is linked to either your website and/or your LinkedIn Profile so that you will be able to drive traffic to yourself via the blog comment. Promote Yourself with Every Email â€" Another effective way to get people to view your LinkedIn Profile is to include your LinkedIn url in your email signature. Go into the account settings for your particular email provider and choose to include an ‘email signature’. But wait…if you have not customized your LinkedIn url then do this prior to setting up your email signature.

Do This, Not That How To Make Your Resume More Effective - Personal Branding Blog - Stand Out In Your Career

Do This, Not That How To Make Your Resume More Effective - Personal Branding Blog - Stand Out In Your Career Most people fear that colorful resumes will risk rejection. The fact is, more people lose opportunities to other candidates because they cave into that fear. Because of their unease, many people flail when it comes to building persuasive resumes. Resumes are marketing documents. And marketing requires creativity along with a willingness to get uncomfortable. Following are three resume missteps that job seekers make every day, along with ways to rectify them. By expanding your vision of a contemporary, high-performing resume, you will empower your job search and land more (and more focused)interview opportunities. 1. Don’t: Write Boring and Bland. While it seems just yesterday resumes were known for dry “responsibilities for,” today’s resume is anything but. The plain-vanilla listing of dates, companies, titles and to-dos will not cut it in today’s market. Do: Write to Capture Interest. Contemporary resumes tell astory! Think news story, because your goal is to cover the ‘who, what, where, when, why and how’ as a reporter might. Instead of reporting on someone or something else, you are reporting on You, Inc. Connect the dots for the reader as to why they should care. As a good news journalist would, lead in with a hook and the most important information, and then funnel down through to the end of the resume and trail with the least important. However, your story should be content-pithy and compelling, peppered with little word surprises up through the final chapter. 2. Don’t: Write Just for Recruiters. Did you know that only about .0035% of jobs are acquired through recruiters? In fact, many small and medium size companies don’t use recruiters at all. Even for those companies that do, the recruiter is not the only channel through which you can gain a hiring manager’s attention. So, if you’re writing just to a recruiter’s specifications, you may be pleasing him or her but winnowing out a majority of other folks in the process. Not everyone wants to see the same format or content that a recruiter seeks. Recruiters often look for just the bare facts and more staid designs and wording. To their credit, this strategy makes their job easier to scan a bunch of resumes and to trim the candidate pool on behalf of their clientâ€"the company. Also, they look for perfect square candidates to perfectly fit the square holes that their clients require them to fill, so if you are transitioning industries or sectors or types of roles, your best bet is to market your value outside of the recruiters’ radar. Do: Use a Strategic Marketing Document. Talking directly to the people who hire; talking to people who know people hiring; researching influencers through social media; and keeping your eyes and ears peeled for business news about new shoots of growth in the sector and/or geographical area you are targeting will help you unearth information on whom to contact initially. Once you’ve begun engaging with folks, and they show interest in knowing more about you, you can send the marketing-savvy resume that speaks uniquely to who you are. Remember this: there are no resume police or written-in-stone resume rules. The only thing you need to remember is that your resume is there to sell your value. If it is dull and unfocused, it will get lost in the shuffle; if it gleams and is targeted to a specific reader, it will be embraced and get you the interview traction you desire. 3. Don’t: Obsess About ATS Systems. While applicant tracking systems are real, they are not a reason to derail your intuitive resume writing. Resumes that are hyper-focused on keywords and phrases may not only miss the mark with ATS systems that are programmed to weed out resumes that try to ‘game’ the system, but they also will miss the mark with real-live readers. Do: Intuitively Create Value-Centered Stories. Weave in the key language that will resonate with your target audience. When you are describing the ‘how’ and the ‘why’ you did what you did to shave $10,000 off of the cost of servicing your Pennsylvania customer base, then knit in the words that mirror the job description as it makes sense to do so. In fact, before you fret about weaving in those reflective words, first write your compelling stories. If you are already ultra focused on a target goal, many of the key words naturally bubble up in your resume stories. Author: Jacqui Barrett-Poindexter is a Glassdoor career and workplace expert, chief career writer and partner with CareerTrend, and is one of only 28 Master Resume Writers (MRW) globally. An intuitive researcher, she helps professionals unearth compelling career story details to help best present their unique experience, skillset and interests in resumes and other career positioning documents as well as through social media profiles. In addition to being interviewed for television and radio stories, Jacqui has written for the Career Management Alliance Connection monthly newsletter and blog, ExecuNet’s Career Smart Advisor, The Kansas City Star, The Business Journal and The Wall Street Journal. In addition, she and her husband, “Sailor Rob,” host a lively careers-focused blog over at http://careertrend.net/blog. Jacqui also is a power Twitter user listed on several Best People to Follow” lists for job seekers.

How to Write a Good Job Description that Finds you the Best Talent CareerMetis.com

How to Write a Good Job Description that Finds you the Best Talent Image Source â€" Depositphotos.comAre you finding it difficult to hire great talents to come work with your small business?You are not alone.According to a statistics, 73% of employers are finding it difficult to hire skilled workersevalThis goes to show that hiring can be tough for any brand not matter their size.But when it comes to small businesses or startups, it is usually tougher.This is usually because you do not have the brand weight to attract great talent to your startup.However, there are tons of things you can do, from focusing on building a great brand to offering the right compensation package.One crucial aspect which from my experience, I think most small businesses forget to pay attention to when they want to hire is the job description itself.Job description plays an important role in ensuring that you are hiring the right people to fill the right positions.It brings into focus the skills and training needed, work to be performed, under which condition it is to be pe rformed, the responsibilities and the kind of manpower needed for the job.evalGet it right and the right type of talent will come to your doorstep.Miss it and while, you will keep wondering why you are finding it hard to find that perfect fit for the role you have in mind.The place of job description in organizations cannot and should never be underplayed.A poorly crafted or nonexistence job description poses a chance of hiring someone without the necessary skills, experiences and personal qualities for the job.evalIt also becomes very difficult for an employee to know what is expected of him/her and for managers to provide an accurate and effective appraisal.Again, the problem with a poor or nonexistent job description is that all delegated task falls under the “other duties as assigned” umbrella which gives the room for employees to come to work and say “t is not in my job description”. Meaning that they only need to do task listed there.To avoid the above mentioned, it is reasonable and proper to develop a job description that allows both the employees and candidates to clearly understand the expectation of the role, its essential duties, along with the required education, credentials and experiences.What is the Component of a Good Job Description?A good job description should be based on the job analysis and should be brief and factual as possible. The headings under which the job description should be written and notes for guidance on completing each sections are set out below:#1: Job TitleevalA job title is a term that describes in a few words or less the position held by an employee. Depending on the job, a job title can describe the level of the position or the responsibilities of the person holding the position. The use of terms such as ‘manager’, ‘assistant manager’ or ‘senior’ to describe job level should be reasonably consistent between functions with regards to grading of the jobs.#2: Reporting toThe job title of the manager or person to whom the job holder is directly responsible should be given under this heading.#3: Overall PurposeThis section should describe as concisely as possible the overall purpose of the job. The aim should be to convey in one sentence a broad picture of the job.Avoid describing the activities that will be carried out but rather write a summary that clearly distinguishes the role of the job holder and contribution they should make towards achieving the objectives of the company and their own function or unit.#4: Main Activities, Task or DutiesThis is one of the hardest sections to write in a job description. The purpose of this section is to define the job tasks, duties or responsibilities that are to be performed on the job.evalIt’s also the information most vital to your other talent management processes since it defines the criteria that should be used for assessment and development.This section often ends up being an exceedingly long and detailed list of tasks that is tough to maintain, but even tougher for an employee to remember and apply in their day-to-day work.So how do you write effective job responsibilities that are useful and manageable, while still capturing all the important details?How do you ensure the employee clearly knows what is expected of them and what they are accountable for?To create the task list for a job, you go through a typical day on the job and write down the tasks that are performed.Define each activity in one sentence, starting with a verb in the active voice, to provide a positive indication of what has to be done and eliminate unnecessary wordings. Example include: assist, complete, create, plan, prepare, implement, test, liaises with and collaborate with.State briefly the purpose of the activity in terms of outcome, output or standard to be achieved. For example: Work collaboratively with key stakeholders to determine areas of optimization deconstruct issues and develop solution approach.eval#5: Knowledge, Skills and AbilitiesThis section covers the technical competencies required to do the job.evalKnowledge skills and abilities should be expressed in terms of ‘need to know’ the required knowledge of techniques, processes, procedures, systems and the business generally ( its products, services and its competitors and customers) and the ‘need to be able to do ‘ the skills required in each area of activities.Job Description TemplateIn order to bring this home clearly, let me show you what a good job description looks like. In this example, we will be assuming we are hiring for the role of an HR ExecutiveJob Title: HR ExecutiveReport to: HR ManagerOverall Purpose: To provide recruitment services to the line managers for jobs below management level.Main activities:ResponsibilitiesCreate and publish job adverts in various portalsNetwork with potential hires through professional groups on social media and during eventsCollaborate with line managers to set qualification criteria for future empl oyeesScreen resumes and job applicationsConduct initial phone screens to create shortlists of qualified candidatesInterview candidates in-person for a wide range of roles (junior, senior and executive)Track hiring metrics including time-to-hire, time-to-fill and source of hireDesign, distribute and measure the results of candidate experience surveysTrain and advise hiring managers on interviewing techniques and assessment methodsConduct preliminary interviews independently or conduct shortlist interviews with line managers that identify candidates who meet the specificationHost and participate in job fairsFollow up with candidates throughout the hiring processMaintain a database of potential candidates for future job openingsKnowledge, Skills and AbilitiesProven experience as a Recruitment Specialist, Recruiter or similar role.Familiar with food industry trendsProcess Management, Knowledge and ApplicationStrong understanding of the country’s specific labor laws.Minimum of a Univer sity Degree or HND in Human Resources Management, Organizational Psychology, Business Administration or relevant fieldMembership of Chartered Institute of Personnel Management is an added advantage.Minimum of 5 -7 years’ experience practicing Human ResourceIf you want to build a successful business, then you need to focus on getting the right human capital to work for your business.In hiring great talent for your company, understanding the what, why and need for the role you are recruiting for is crucial.If you miss it at this point, it is totally possible that you will find it difficult to find the right fit. If you get it right, then you are on your way to building a workforce you can be proud of.

Bertrand Russell on work - The Chief Happiness Officer Blog

Bertrand Russell on work - The Chief Happiness Officer Blog Without self-respect genuine happiness is scarcely possible. And the man who is ashamed of his work can hardly achieve self-respect. Bertrand Russell 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

Using the Baker Resume For Your Job Search

Using the Baker Resume For Your Job SearchThe baker resume can help you get an interview. Once you have these ideas on your resume, the baker resume should be the perfect tool to help you get that interview! The question is how do you actually go about creating the bakers resume?You need to decide what your goal is with the baker resume. You want to create an application that looks very professional. It should also capture your strengths and areas in which you need help. It will also need to stand out. You need to come up with a unique format and take a few extra steps to make it stand out.When you are creating your baker resume, you need to consider everything in your area of expertise. This means you want to include a list of all of your jobs. You should include your type of baking shop, such as bakery, pastry shop, sandwich shop, coffee shop, deli, and so on.Make sure you have included the baker's name and year of incorporation. Also, include all the relevant details of your job. These could include the size of the operation, where the equipment was made, how many employees you currently have, your types of services, and so on. You also need to mention your rates for services. This will help when employers call you for an interview.If your bakery is looking for somebody to work in their pastry shop, you should include the baker's name and his/her bakery/bakery location. You should also include a summary of the baker's most recent accomplishments. It would be a good idea to include a call for samples of past baking. This is needed to help show that you have the necessary skills for this position.When you are creating your baker resume, consider a cover letter. Include this alongwith the bakery resume. Some people prefer a professional-looking cover letter. Others like to add the baker's name and phone number. Regardless of the way you decide to do it, it is important to provide a strong and professional touch.Using the baker resume can be a major benefit for an employer. The baker resume has the power to connect the baker with the employer and to get them interested in your work. Creating this resume does not require any special training or experience.The baker resume should be a tool that can be used by the potential employer. It should stand out above the rest of the resumes submitted. By doing this, you can help your chances of getting an interview. By taking some extra steps, you can help to show that you have the qualities that will help your future employer see that you are the best candidate for the job.