How to Use the New Facebook Jobs Feature

The most effective method to Use the New Facebook Jobs Feature Facebook has at last propelled a pursuit of employment highlight … and finally! The Job Seeker Nation studies by JobVite have been expressing for quite a long time that 67% of employment searchers secure positions on Facebook. Given this data, it was acceptable planning for Facebook to oblige the activity looking for showcase. In case you're inexperienced with the Facebook occupations include, here's your instructional exercise so you can locate your next extraordinary profession. START BY IMPROVING YOUR FACEBOOK PAGE Know that businesses will have the option to audit your profile and see what you've posted, so it's an ideal opportunity to get out anything negative and make a cleaned nearness. Elegantly composed posts, positive idea initiative, and industry-explicit substance are altogether incredible approaches to intrigue managers. Secure Positions On the left half of your profile there is a see more tab that you can click. Select the Jobs tab; it will take you to a page that resembles this: From that point you can limit your inquiry by area, industry, or employment type. SEARCH, SUBSCRIBE, AND APPLY Search: In the upper left corner is a hunt bar where you can enter an inquiry through the various positions utilizing terms you need to discover. Buy in: On the right-hand side you can buy in to be advised of new position openings. Apply: Unlike Google for Jobs, perhaps the best element is that you can apply straightforwardly from the Facebook page. The application auto-fills work history and other profile information so you dont need to begin once again with every application. You can likewise alter your data before you submit. In the wake of presenting your application, a Facebook Messenger discussion opens up among you and the organization Facebook page. Here's a tip: Follow the pages of organizations that you're keen on, read their news and declarations and do your exploration. It's a significant advantage during a meeting to know the organization, what they do, and why you're an extraordinary fit.

Ep 42 - Metrics That Matter in Recruiting Hiring - Workology

Ep 42 - Metrics That Matter in Recruiting Hiring - Workology Ep 42 Metrics That Matter in Recruiting Hiring Welcome to the new Workology Go Podcast. In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology Go Podcast is sponsored by Workology. Ep 42 Metrics That Matter in Recruiting Hiring Due to the available data, information and resources we have now at our fingertips as talent leaders, recruiting is less of a feeling and more of a science behind hiring. The expectation from our hiring managers and business leaders is that there is a ratio, number or metric that helps to predict our success in hiring and recruitment. But what metrics are the most important in recruiting? It is time to fill, cost to fill, source of hire, quality of hire, or some other metric? Is there a metric that predicts the most success than others in terms of hiring success and efficiency? There are so many articles and resources on how to improve your processes and hiring, yet so many of them don’t go into understanding the current recruiting process. These are important before you start tweaking and changing your hiring strategy. Today’s featured article comes from Talroo and is titled, “5 Important Metrics Must You Measure When Recruiting High Volume.” I wrote this article for Talroo after I received a number of questions from recruiting leaders on how and why they should measure their recruiting efforts. In my recruiting background, I’ve worked in all types of recruiting environments and the metrics are the most important in taking a big-picture view to understand where opportunities lie. In this featured article I talk about high volume hiring, but I wondered what about other areas like healthcare. Jason Hopkins shares about recruiting metrics in other industries like healthcare and positions that aren’t high volume. Well, some of the traditional ones are still valid. You know, here we measure time to find. So when we present our first qualified candidate to a hiring manager, we do time to fill. So thats for us. Thats defined as when someone says yes and we start background check healthcare. Background checks are much more intense than my experience in tech. So we also do a time to hire. So that process, the background process, then we do time to start, which is ultimately what our leaders care about is button seats open when a lack of position opens all the way to those time to fill time to find all that together. Its time to start. When are they actually showing up? But also in there? We measure quality because anytime I say time to find people go, oh, well, someones just going to send someone so that they can get that. No. We measure how many people we send. Whats the conversion rate for the folks that we send to how many people get hired. And thats very, very important for us so that we can b e efficient. And so some of the basic things that are there that have always been there. But were also looking at, again, from the marketing component, were measuring our source of hire very closely. When you think of the average third party vendor, they have a quote unquote, brand component where you put out information about who you are, likes the shares, you know, the comments. But then theres always either a database or job posting or whatever it is. And so when were making investments as a company, we need to know where is our source of hire and what value. Any third party vendor is creating for us, whether its on the higher side or they just purely for getting the word out and the jaw and adjusting our investments accordingly. So again, its more than just measuring the ultimate end, I guess, or our ultimate goal or production or bringing someone in. But its measuring everything up through the funnel to make sure that were using all of our investments efficiently. It’s measuring those investments you’ve made when building candidate funnels that is most important whether you are engaging candidates using job boards, career fairs, sourcing, or social media. I think most of us do a combination of all these things which is why it’s not just the metrics we mentioned above that matter but the candidate journey they go on from the moment they begin to express interest to the point that they are hired by source or campaign that I think add the most value. This allows us to really understand the unique journey and measure the results of those efforts that can make the best use of our recruiting investment dollars and budgets. What is Workology Go Podcast? And that’s this episode of the Workology Go Podcast sponsored by Workology. We’re your go to for HR and workplace news. To learn more about the Workology Go Podcast, subscribe to us on Apple, Google, and Stitcher. Our podcast is also available on Alexa and Google Home. Learn more at workology.com/gopodcast and access this episodes resources, links, and reports for more information. Featured Story 5 Important Metrics Must You Measure When Recruiting High Volume More Great Resource Ep 145 â€" Recruiting Metrics Drive Business Processes How to Subscribe to the Workology Podcast Stitcher | PocketCast | iTunes | Podcast RSS | Google Play | YouTube | TuneIn You can also click here to find out how to be a guest on the Workology Podcast(s).

The Top Careers for Women in 2017 - TheJobNetwork

The Top Careers for Women in 2017 - TheJobNetwork New year, new you. Or on the other hand, in case you're in any way similar to me, it's increasingly similar to new year, somewhat unique ish you, in spite of the best goals. In any case, you get props for trying to change this year. Perhaps the most ideal approaches to impact individual change is to take a gander at your vocationâ€"where it is, the thing that your present direction is, and where you need to be around this time one year from now. In case you're doing this without anyone's help review, we have your secured on your subsequent stages! googletag.cmd.push(function() { googletag.display('div-gpt-advertisement 1467144145037-0'); }); Check out all TheJobNetwork brings to the table for you to either discover a lifelong way, or proceed effectively along the one youre as of now traveling.Build Your RoadmapOnce you've concluded that you need a new position (or a completely extraordinary profession way), it's essential to realize where you're going and how to arrive. Something els e, dormancy and do-it-later-itis kick in, and your advancement objectives simply don't get met. In the event that youre at a misfortune on how and where to begin, look at the accompanying connects to assist you with finding your direction. Youll need an arrangementâ€"dont begin without one.5 Steps to Create Your Own Career PathHow to Create a 2017 Jobs RoadmapHow Do I Find the Right Job for Me? (A Comprehensive Guide)Think Outside the BoxWe've made a great deal of steps, vocation savvy, to where individuals are not as liable to arrange fill in as ladies' employments or men's occupations. Still, there are a lot of zones where ladies haven't began working in enormous numbers, in any event, when they have what it takes and experience to carry out the responsibility. Nontraditional occupations are an enormous wellspring of potential for ladies this year, in the event that you simply search for circumstances you probably won't have considered previously. One significant case of this: shi pping. Business driver's licenses have no sexual orientation, yet it's as yet a male overwhelmed field, overflowing with open doors for ladies who need to take their driving and calculated aptitudes to the open road.How Women in the Workplace are Finding Success in Nontraditional JobsAdvice for Women Who Want to Become TruckersWomen in Trucking: By Women, For WomenWomen Needed: Consider a Career in TruckingIn 2017, there's less explanation than at any other time to accept that you shouldn't consider an occupation since it appears to be an excessive amount of like a man's work or a women's work. Discover a field that is developing and recruiting, and go for it!It's a Digital World, We Just Live In ItRight now, tech is the problem area with regards to occupations, followed intently by information investigation. The U.S. Agency of Labor Statistics predicts enormous development for tech employments throughout the following ten years, so it's an ideal opportunity to take those specialize d aptitudes (or go out and figure out how to code), and seek the tech division for your next huge opportunity.Top 5 Hottest Jobs with the Most Potential in 2017Top 7 Trends That Will Help You Find a Job Next YearIf your experience isn't in application improvement or IT, don't stressâ€"you can even now get into hot tech organizations through occupations like showcasing the executives, internet based life the board, or tasks. Whatever your experience and range of abilities, it's an ideal opportunity to perceive how you can take them and apply them to the advanced centered fields that are recruiting this year.Expert Interview: How to Search for Jobs in Digital Marketing Watch U.S. Occupation TrendsIt's not simply the vocation world that is changing this yearâ€"there are enormous changes in the general U.S. scene also this year. Two of the most noticeable vocations that will be changing this year are social insurance and assembling, so it's imperative to keep steady over those trends.3 Hot Industries to Watch in Trump's AmericaWhether you concur with the progressions or not, you can concentrate how you can profit by employing blasts and moves in tried and true way of thinking. Continuously comprehend what's happening in either your industry, or an industry you're hoping to break into. Find the Right Work-Life BalanceIf you need your vocation to offset better with different commitments this year, similar to family, consider searching for low maintenance or adaptable work so you can tailor your timetable to your own needs. To an ever increasing extent, flex work is finding a spot in numerous people groups lives, and organizations realize they need to fiddle their contributions to discover and keep the top people. Gone are where the best and most splendid must place in 60-hour weeks to show their value. You can discover and fabricate a profession while keeping up a non-work life, as well.Top 4 Part-Time Jobs for Moms10 Jobs Where You Can Telecommute and Make a Great SalaryTop 12 High Paying Part-Time Jobs With Good Work-Life Balance10 Companies with Amazing Benefits for Part-Time EmployeesAs organizations search for approaches to spare overhead costs, working remotely could be one of the prime territories of chance in 2017. You Don't Always Need a DegreeIf you don't have a degree from a four-year school, you despite everything have huge amounts of occupations accessible to you. Never forget about yourselfâ€"increasingly an additional, organizations are esteeming real abilities and work understanding. The real degree isn't the principal thing they search for any longer when settling on employing choices. In the event that you present yourself as adroit, with incredible relationship building abilities and an eagerness to learn (either at work, or in proceeding with ed classes), you can completely be a serious possibility for some jobs.Top 5 Jobs in 2017 That Don't Require a College DegreeDo Good, Earn WellFinally, in case you're keen on a profess ion where you can profit others, there are developing chances to do that in the not-for-profit sector.10 High-Paying Jobs Where You Can Help PeopleNo matter what you're keen on doing, 2017 has astonishing potential. In the event that you keep your eyes open to circumstances around you, around this time one year from now, you could be considering how much your expert scene has changed in such a brief timeframe. Good karma!

What To Do When You Become Your Friends Boss

What To Do When You Become Your Friend's Boss At the point when you're venturing into aledershiprole just because, there's absolutely a great deal to consider. You've likely pondered ifpeople will think of you as sufficiently experienced. Or on the other hand possibly you've contemplated how the move in obligation will influence your connections at home.Butmany new directors have a concern that is only here and there tended to, despite the fact that it's across the board: how to navigatecommunication with companions and friends.What should you do when individuals who have consistently been your equivalents are currently answering to you?This progress can be ungainly and tension inciting no doubt, yet normal guidance for new supervisors will in general bypass how to deal with the sentiments related with this change.Here are some down to earth tips to help you effectively facilitate the pressure, lead with certainty and keep your connections flawless even as they advance and change.1. Address the clumsiness directly.If you have wo rkers who used to be your peers,the most exceedingly awful thingyou can do is expect the glaring issue at hand will vanish. It's unmistakably almost certain the awkward circumstance will just rot and get worse.While you may accept that you're the one in particular who feels ungainly, the fact of the matter is your companions are presumably feeling uncomfortable, as well. Since they're your subordinates, however, it's considerably almost certain they'll be reluctant to suggest the delicate topic. They'll look to you, their new pioneer, to make the primary move andaddress the issue head on.When you talk with your representatives, plainly express the self-evident. You could state something along the lines of, Since I've become your director, our relationship has changed, and I realize things can feel somewhat clumsy on occasion. However you express it, don't put this discussion off.Also perceive it's alright in the event that you don't have all the appropriate responses. Don't hesitate to state something like, Have you felt a move, as well? From your viewpoint, what's changed? Then be straightforward that you're not so much clear onhow your kinship will play outwith this new unique. It's imperative to be honest. It's alright to be vulnerable.2. Put some additional idea into errands you allocate your friends.In such huge numbers of life's circumstances, companions help each other outâ€"and obviously it's viewed as something to be thankful for! They additionally cut each other leeway when required and step up to make every others' lives simpler during the extreme occasions. These signs of kinship are regularly so welcome in our lives, however these elements essentially don't have a place in your working relationships.Maybe you'll give your companion additional work since you expect he'll need to get you out during a bustling season in the workplace. Or then again you'll need to help a companion out and allocate her less-included errands. Neither of these situations is proficient conduct for a director, regardless of whether you're falling into these propensities without acknowledging it.To guard against these examples from crawling into your administration style,ask yourself some ofthese key questionswhen you're allocating responsibilities:Am I depending on my companion to see how focused on I am at the present time? Am I trusting she'll bail me out?Do I hope for something else from my companion since I know him personally?If I didn't have an individual history with this individual would I handle this differently?These questions and their fair answers can manage you back to the correct way. As troublesome as it tends to be now and again, you ought to treat the entirety of your supervisees as consistently as could be expected under the circumstances. Regardless of how very much expected, there shouldn't be anyunderlying individual motivesfor allotting a task to any of your employees.3.Get OK with emotions.As illogical as it sounds, whenever yo u're driving withintegrity and dedicationto your association, others may react with solid (now and again negative) feelings. Partners, particularly previous friends, may lose control, angry or detached forceful in light of choices you've made. You may discover forceful feelings springing up inside yourself, as well.You ought to consistently react to others with empathy and backing, yet with the best possible limits set up, you'll discover that others' responses really aren't yours to stress over. This may be a radical better approach for speculation for you, however it will serve you well.Accept that perhaps you'll generally be seen as preferring a specific representative. Maybe a portion of your collaborators figure you ought to go somewhat simpler on them since they were so as of late your friends. In the event that you lead with trustworthiness, be that as it may, you can have confidence that you're driving in the manner that is best for your organization.4. Connect with your new friend group.It can be anything but difficult to overlook you've quite recently picked up abrand-newpeer gathering! Why not grasp them? Welcome one of them for lunch or espresso. Search out coaches and get some information about the internal operations of your new office. This new position of authority is likely trying for you from multiple points of view. Seeking increasingly experienced partners for pointers can just help.For now, all new supervisors are not used to positions of authority and feel the weight of changing work environment elements. It's totally ordinary to feel uncomfortable. In any case, there are agile and proficient approaches to explore these advances that will work well for you in each phase of your vocation.- - Melody Wildingis a mentor and authorized social laborer who helpsambitiousexecutives and entrepenerusmaster the brain science of achievement. Her customers incorporate supervisors at top organizations like Google and HP, media characters, and startup a uthors. She additionally shows Human Behavior at Hunter College in NYC. Get familiar with working with Melody and get a free seminar on Overcoming Imposter Syndrome atmelodywilding.com.

7 of the best ways to achieving work balance

7 of the best ways to achieving work balance Work balance revisited   Would you work more efficiently and get more done if she were waiting for you in the company lobby after work? Work balance revisited   Last week I posted on the topic of work balance.   I really enjoyed writing that post and it wasn’t because of the picture of the playmates by the pool.   This is a real challenge for many companies and especially for myself as an HR practitioner in a start-up.   I find the topic of work balance being brought up more and more and at all levels throughout the organization.   I am not just asked about our company’s work balance but work balance in all industries.   I am asked not just by internal employees, but by our executive team, and by candidates interested in working with us.   I am asked about work-life balance by employees who work 65 hours a week and love it and by employees who want to work 38.5 and leave at 4:59.  I would say a day doesn’t go by where the topic doesn’t come up.   I didn’t do any research for last weeks post, I just wrote how I felt about it.   Since then I have seen a couple of reports and read a number of articles on the topic of what job seekers value most? HR I respect I read a recent post on HRBartender.com which was sponsored by SilkRoad. I really respect @HRBartender and if you are interested in what is going on in HR, she would be a great person to follow. In this post, SilkRoad took a survey on what “What values do Job Seekers value most”.   Most of the results did not surprise me, but I have to admit I found it a bit disturbing WHAT was valued by job seekers.   Seeing the results in print reinforced what I was already scared of when it comes to what candidates are looking for. Work-life balance wasn’t just at the top of the list, it was the clear runaway winner! What the job seekers were looking for wasn’t financial strength, engaged workforce, innovative culture or great technology.   These were all ranked below work-life balance, benefits, and opportunities for professional development.   In this flat world and down economy, I want to work with a company that has some financial stability and one that will have some longevity.  I think an engaged workforce, great technology, and strong leadership are more reflective of long-term values.  For me, work balance and benefits reflect a shorter term mentality.   Downside of Nasty I don’t know who was polled or what demographic they reached.   I tried to sign up for the report a couple of times but it wasn’t delivered to my professional inbox or my HRNasty inbox but I do receive their email updates.   (this can   happen when you have the word Nasty in your email) Again, I am not sure what categories they polled, but “work-life balance” is not only at the top of the list but a clear runaway winner by a couple of lengths.   The category of “pay/salary” is not listed, and to give the benefit of the doubt, it may be lumped into the category of benefits.   Who should take responsibility? In my last post, I mentioned that I believe that work balance IS AS MUCH the employees responsibility as it is the employer’s.   The other entity that could be responsible for work-life balance are the Unions, (DOH!) but that isn’t just another blog post, that is a completely different blog and I won’t go there, yet. I can’t help but think that this survey is reinforcing the notion that work balance is entirely the employers responsibility and not the employees when included in a survey like this.   Work balance may be influenced by the company and the culture, but I feel that including this category in this type of poll is doing the employee a disservice.   This poll is reinforcing the myth that work balance lies in the hands of the company.       Its a balance between employer and employee I understand that the categories of benefits, strong leadership, innovative culture, etc should all be included in a poll such as this. At an individual level, most employees have much impact on these and this is why these categories would have an impact on a decision to work over one employer or the next. In my opinion, work balance is as much in the in the hands of the employee as it is the employer.   There are obviously exceptions to work-life balance.   If you want to become a partner in any type of firm (legal, accounting, medical), you are going to put in your 80 hours a week for 7 years and hope to make partner.   The fact of the matter is that if you choose this profession, you know what you are in for as soon as you enter college.   Lack of work-life balance should be a surprise to you if the title of Partner is in your plan.     You have a say But for the rest of us, I want to reinforce the notion that the employee has more say in their work balance than they think.   Learning to work efficiently is the first step to work-life balance.  If we are working the same way we worked 5 years ago, we are probably not working as effectively as we could be.   Below are a few ways to move towards work-life balance and some common mistakes I see on a regular basis: Learn to  conduct effective meetings.  Some may scoff at a class on effective meetings, but most meetings are ineffective uses of time across multiple employees. Think about 5, 6, or 20 employees in a meeting and you quickly get an idea of how much time can be potentially be wasted. If your company has a work-life balance concern, getting everyone on the same page around effective meetings can make a big difference. There are skills and techniques that can be used to keep meetings on track, keeping ideas flowing, shutting down disruptive participants and even bringing quiet ones out of their shell. I couldn’t stress this one more.   Our company used to have an all-company meeting that ran 3 hours. I sat with the facilitators of the meeting and together we introduced ways to control the meeting and present effectively. What was a 3-hour meeting with 20 plus employees is now a 30 min meeting?   (Maybe a good topic for a future blog post.) Learn to delegate.  I dont mean that your work balance problem should become someone elses problem, but every day I see employees try to do everything themselves.  Learning to be OK with delegation when appropriate is a more effective use of everyones time. Schedule your time.  Productive people will work on one project and then move onto the next to minimize context switching.  If you have an important project, schedule time in your calendar so colleagues know that you are busy during this time.   Focus this time on the project, and try to keep email distractions to a minimum.   If you are working on a project and checking email every 10 minutes, you are losing efficiency. Learn  keyboard shortcuts.    Over time, these make a difference and will shift your mentality towards efficiency. Prioritize your projects and keep a running list of what you need to accomplish.   I use Trello so as soon as I have a new task, I add an additional card so I don’t forget the small stuff and can always prioritize tasks by rearranging the order   Take care of the quick and easy stuff first.   Get it out-of-the-way and whittle your list down as quickly as possible. Organize your email with folders.  When I see employees with 500 plus emails in their inbox I cringe.  Yes, you can work very effectively with an  Inbox Zero.  Creating folders and follow-ups can make an efficient way to handle the day-to-day tasks.     If you set a designated time when you are going to leave, you will create your own urgency.   You will work more efficiently.   If you have a bunch of stuff to do by the end of the day and you know that Elizabeth Hurley is waiting for you in the company lobby, trust me, you are going to get your shit done. A quick Google Search on “how to work efficiently” will reveal great ideas that are easy to carry out.   We are going to be working for the next 10, 20-30 years.   Might as well learn to work as efficiently as possible.         See you at the after party, HRNasty nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball. If you felt this post was valuable please subscribe here. I promise no spam,