10 Reasons Your LinkedIn Group SUCKS!

10 Reasons Your LinkedIn Group SUCKS! How do you build up your talent networks on LinkedIn? Running you own groups is definitely one of the most popular ways. There are over 2 million groups on LinkedIn now, I would venture to say that a majority of those were created for the purpose of recruiting. Most active users are now members of up to 50 groups (which is the limit) but they check in with very few of these on a weekly basis. As a group owner, you aim is to get the right people to join your group and get them to actively contribute. The more activity you get in your group, the more this will attract new members. Unfortunately I see too many groups on LinkedIn run by recruiters that dont seem to have any strategy. While it may seem simple to set up a group and invite lots of top candidates, this will only work when these individuals see a real benefit of joining. More on this at How Recruiters Should NOT Run LinkedIn Groups. 10 Questions to ask yourself about your LinkedIn group: Whats the purpose for your company to run this group? Just to grow numbers is not an acceptable answer what will be the tangible return on your investment? Who owns your group? Companies cant own groups outright, only one individual LinkedIn user can. You can however appoint a number of group managers. Make sure you consider all eventualities here. SEO; Have you optimised your group description keywords? Its very easy to search for groups and conversations within these, look at what users actually search for and work from there. Why should anyone join this group? Or better yet, why should they leave one of their 50 current groups to join yours? You have to have a compelling value proposition. At first glance, does your group look like an active community with peers exchanging useful information? Or is tumbleweed a more accurate description? What type of conversations do you want in the group and what are you doing to encourage these? You can seed discussions, or get active group members to do this. Do you have any sub-groups? These can be very useful for more niche or location-based conversations. How do you vet members and how do you moderate spam? The more exclusive the membership criteria, the more you will attract top people. And excessive spam will cause members to depart. Do you send mailshots to group members? Very few group owners use this feature where you can email users once per week through LinkedIn. Do you have a team of people to help you run the group? These should be internal and external. And if you havent already, do check out the Undercover Recruiter LinkedIn group. And please tell us if you think it sucks!

Resume Writing Services - How to Create a High Level of Consistency

Resume Writing Services - How to Create a High Level of ConsistencyIf you are not sure about the validity of hiring a resume writing service, and you want to make sure that you know what to say on your resume, then this article will show you how to write an effective resume. High level of clarity is a must if you want to create a catchy resume. The purpose of a resume is to present yourself in the best possible light, so it's important to be clear and concise in the resume.If you're looking for resume writing services, you may have come across many who offer free resume writing services. However, these services are only half of the equation. You need to be sure that the writer you are using is really a professional. For that, you can have a look at their track record of work before you hire them.If you have a low level of experience and it's your first time writing a resume, you may not know where to start. For that, you can do a Google search on the term 'resume writing services.' T his should give you enough information to get started.You don't want to go with the first one that you find, but you still need to find a professional resume writing service. Finding a top-notch resume writing service is no easy task.When you are searching for a high level of consistency in the writing of resumes, you have to ask for references. You can either get them from friends and family, or you can approach some of your colleagues in the same field as you. When you have references, you have more assurance that you are working with a good service, as they can attest to the quality of work that they have done before.Resume writing services online can also give you answers to many of your questions. Some of the questions that you might want to ask is whether the services can handle a full range of resume formats. The reason for this is that you can have some formats that can suit your personality, while others would just show you up.Another question that you may want to ask is wh ether the service has proofreading services available for you. When you have a bad resume, the editor can catch it all and help you make sure that it doesn't get out of hand. After all, if you make a typo or grammatical error, it's your entire opportunity that gets blown.In conclusion, when you are looking for a high level of consistency in the resume writing service that you are using, you can use the internet to do research. Try to contact past clients of the service, ask for references, and get to know what other people have to say about the company.

5 Myths about going to law school

5 Myths about going to law school By Stephen Seckler, Managing Director, Boston Office, BCG Attorney Search and author of the blog Counsel to Counsel. The cost of a legal education is now reaching stratospheric proportions. Anyone contemplating this enormous investment of time and money should think long and hard before applying. Here are five common myths about what law school will do for you: Myth 1: Ill be able to use the law degree in whatever career I decide to choose. Go to law school if you want to be a lawyer. But dont go if you believe it will open doors for you. It wont. By the end of law school you may still have no idea what you want from your career; only now you are likely to limited by huge law school debt. Myth 2: Ill get a job when I graduate law school. If you graduate near the top of your class from a top school, then your job prospects are likely to be strong. But if you have an average performance from a second-tier school, finding your first job may be a big challenge. Myth 3: Ill get to be in court and try cases. Most lawyers never see the inside of a courtroom. About 95% of all civil law suits that are filed are settled before trial. Much of the work of a litigator involves reviewing documents, preparing court filings and negotiating with the lawyer from the other side of the case. Myth 4: Ill be able to advocate for the little guy. If you are independently wealthy, you can advocate for the poor, fight for environmental justice, defend civil rights, etc. But if you are like the typical law school graduate today, you will finish with substantial debt. Public interest jobs are too low paying to accommodate a heavy debt burden. Some law schools have a debt-forgiveness program for people going into public interest jobs, but the salaries are so low that they are often hard to manage even in light of debt forgiveness. Myth 5: Ill have intellectually challenging work. Early in your career, you will probably spend a lot of time reviewing documents all day rather than tackling great intellectual issues. Even litigators many of whom go into law to argue exciting, constitutional issues will spend most of their time researching mundane procedural issues at the beginning of their career. If youre thinking of going to law school, make sure you have a clear plan for how you will make that degree useful (and essential) when you graduate. Find some practicing lawyers and spend time with them to find out what they really do for a living. If you are already in law school and reading this, dont panic. Rather, start doing some of the harder thinking that you put off and figure out how you want to make the best use of your degree when you do graduate. The work you do now will surely pay off in the long run.

Why Inclusion is Important to Employee Advocacy

Why Inclusion is Important to Employee Advocacy Employee advocacy is a term used to describe promotion of a brand by its employees. Why is inclusion such a key ingredient to a successful advocacy programme? We’ve had a chat with  Charu Malhotra  who has over 13 years in-house experience in global  Talent Acquisition strategy Employer Branding  leadership roles at  Unilever, BP, Ferrero and Primark. Have a listen to the interview below, keep reading for a summary and be sure to subscribe to the  Employer Branding Podcast. Listen on  Apple Podcasts,  Stitcher Radio,  Google Play  or  SoundCloud. In this episode you’ll learn: About the importance of employee advocacy Why your current employer brand status is EVERYTHING! That successful employee advocacy has nothing to do with company size or sexy brand Charus take on future content stories in employee advocacy Why co-creating your EVP makes a difference If advocacy has actually become bigger than recruitment What the pitfalls are of an  employee advocacy programme Charus favourite, cost-effective tech tool What companies ROCK in employee advocacy! Connect with Charu on  LinkedIn

What Your Mistakes Look Like

What Your Mistakes Look LikeWriting skills on resume are very essential because these are to be presented in any occasion to the recruiters who are going to be on the look out for these. You cannot just include a writing skill on resume, it has to be explained that this is what you have done for the past few years. A lot of people make the mistake of writing the wrong things and they have no idea what their mistake looks like. So here is what your mistakes look like and how to correct them.If you are the writer of the writing on resume, you should know that the wrong way of writing is never to be highlighted. It is for a better example. Try to think on why this mistake looks like it is right. This will help you write in a good way. So, next time when you write on resume, make sure that your writing skill is not emphasized too much.The other thing is to make sure that you are able to check the grammar and spelling at every stage of the whole thing. When you are drafting resumes for th ose with exceptional writing skill, you should always be in touch with the spelling, grammar and punctuation on it. You should try to be a bit disciplined with the spelling and grammar if you want to present yourself as the best writer for such. If you see mistakes on the writing on resume of your own and you think that it looks good, ask your colleague to review your work.At the end of your resume, make sure that you include your new job description and other details in it. This is to show the company what you have accomplished in the past few years and how you can become valuable for them.In your resume, make sure that you are able to cover all the points, topics and points. You should make it clear that you have done everything in one year. There are some resume writers who try to do all kinds of jobs on a resume, which is impossible for a beginner or for someone who does not do anything for a living. You should always keep your credibility intact at all times.Remember that there are not many things that you have written on a resume for the past few years. If you have changed your writing skill on resume then you should definitely write your full name first, then add your work title and you should also add your educational qualification and other details about yourself.Besides, if you have been working as a secretary, you should mention the number of the clients you have served and the other jobs that you have done in the past few years. You should mention that you are a part of the diverse professional community of the company. Always mention what you have achieved in the past few years and what your skills are that you can use for the future of the company.Writing skills on resume are not the same for every individual. Some people do not even think of it is because they don't like to write. But if you think you have the best writing skills, then make use of it and show them off on your resume.

5 Things to Do Mid-Year to Achieve Your Goals

5 Things to Do Mid-Year to Achieve Your Goals I love the month of June. Here in England, it’s when strawberries are in season, there’s Wimbledon tennis to look forward to (it starts July 1st this year!) and it stays light until almost 10pm. And there are summer holidays (the British word for vacation) to look forward to. June also marks the middle of the year, which can be an unsettling time. Especially when you’re an achiever. For some, the rest of the year can’t come quickly enough so we can see the fruits of our efforts. For others, midyear can feel like the middle of a long slog without an end in sight. But as an achiever, you’re geared toward accomplishing goals and achieving success. And there are still 6 months left to accomplish what you set out to do in January. The good news is this: whatever has (or hasn’t) happened so far, you can still finish the year strong. The great thing about the middle of the year is that there’s still time to achieve your goals for the year! 5 Ways to Set Yourself Up for a Great Second Half of the Year 1. Celebrate your wins Start by taking a moment to reflect on and celebrate your “wins” so far. It’s natural to think of all your shortcomings â€" like the things you’ve procrastinated on or otherwise haven’t yet done, and the things you have done that haven’t gone as well as you’d like. But that won’t serve you well. Taking a moment to celebrate your accomplishments so far this year â€" no matter if they’re big or small â€" is essential to having a great rest of the year. Accomplishing great things is done by breaking them into smaller chunks and congratulating yourself and your team on the mini-wins along the way. This helps you set yourself up to have a winning mindset â€" by constantly having wins to celebrate! 2. Appreciate the people in your life As you look back, think about all the people who have helped you along the way. These are people who have stood by you, given you support or advice, and advocated for you. They’re also people who have done the work that needed doing whether at work or at home. Be generous in acknowledging the people around you for their contributions. And above all, let them know you appreciate them and share why you do. Being specific makes it more real for both of you whereas a general “thank you” can seem less genuine. While expressing genuine appreciation is free, the benefits to both the “thanker” and the “thanked” are priceless. People matter. Relationships matter. When you’re good to people, it’ll come around. 3. Identify your second-half wins Looking ahead to the rest of the year, think about ways to approach it with positivity. A great way to do that is to identify the three “wins” you want to have in the second half of the year. It’s another take on the idea of visualizing your success, which is part of the success formula for high performance athletes. Let’s apply it to your work and career as well! When you’re identifying these wins, fast-forward to December when you’re looking back on the year and tap into what would make you feel great if you had done those things. And while I’ve suggested choosing three, the number is up to you. The key is to choose the ones that will be meaningful to you without having so many that it becomes unattainable. Maybe these future wins you identify relate to building relationships (which ties into the Appreciation step). Or they could be specific projects you want to get off the ground. Perhaps it’s setting yourself up for promotion to the next level. Or developing an exercise habit. There are no universally “right” answers, it’s just what will make a difference for you. 4. Create the conditions for your success Having identified your future wins, it’s then about creating the conditions for your success. This means doing the planning and preparation now to make it easy for you to execute later. Think of cooking shows where the chef has all the ingredients prepped and ready to go â€" the onions are already chopped and in a bowl, all the seasonings are in a small dish, the salmon filets are cleaned and ready to go. That means they can cook for the audience while looking professional and free of stress. So go ahead and create the conditions that pave the way for your success. Maybe it’s simply cleaning up your workspace (think “Marie Kondo-ing” your desk or office). Or reconnecting with people you haven’t contacted in a while, but who could be instrumental in your next steps and vice versa. Or it could be signing up for some training or arranging for coaching or mentoring that will help you hit the ground running for your next phase. Do whatever it takes to set yourself up for your future wins. 5. Show up as your best self The final piece of having a great second half is about you. Yes, you â€" that unique and extraordinary person who is about to have an awesome second half of the year! Think about how you want to show up in the world. Think about who you are when you’re at your best. Really tap into that best version of your self. What are you doing and saying? What environment brings that out? Who are you with (and who are you not with)? Get in touch with what it would it take to be your best self more of the time. Then make two lists. The first list is what you want to do or say MORE of. Maybe it’s celebrating small wins and appreciating the people around you (both things I forget to do and am working on!). Perhaps it’s encouraging your fellow team members by saying “yes, and…” instead of “no, but…”. It could also be creating a habit of drinking more water every day or speaking up in meetings. The second list is what you want to do or say LESS of. Maybe it’s finally getting rid of those “ums” and “likes” that are making you sound less professional than you really are. Or judging and blaming yourself as well as others, which makes for an unpleasant experience for everyone involved. And perhaps it’s to stop making assumptions or jumping to conclusions without checking the facts. These are your lists and you get to choose what goes on them and how many items there are. Again, as with your future wins, resist the urge to make too long a list. Remember, you’re setting yourself up for success, not disappointment. The Challenge for Achievers One of my favorite quotes is, “Everything looks like a failure in the middle”, from Harvard Business School professor Rosabeth Moss Kanter. “Kanter’s Law”, as she calls it, is essential to keep in mind if you’re taking on new challenges and working on projects that take a while to come to fruition. That’s because there will be long stretches of time when you’re like the chef still assembling ingredients and the kitchen looks like a mess. The middle of the year can feel that way too, with some projects still in the formative stages while others are like souffles in the oven still waiting to rise. If you’re an achiever who likes to create, build and grow initiatives (or people), whether at home or at work, you’re going to face these challenges too. And when you do, you can turn to these five steps. Set Yourself Up for Success No matter how the first half of your year has gone, you owe it to yourself to set yourself up for success and finish the year strong. How will you set yourself up for an awesome second half of the year, and which of these five steps will most move the needle for you? Leave me a comment â€" I’d love to hear from you!

How to Manage Graduates, Guide for Baby Boomer Bosses - Margaret Buj - Interview Coach

How to Manage Graduates, Guide for Baby Boomer Bosses At Inspiring Interns we deal with placing graduates in graduate jobs every day. Gen Y’s have different expectations and work-place values to their baby boomer bosses in many ways they are the high-expectations generation. They’ve been brought up with gold stars, being told they’re amazing, and being encouraged to find their passion and do work they love. Thus their expectations of the workforce are higher than any generation to date; they want flexible hours, great colleagues, exciting and varied work that challenges them, career progression, good pay and benefits, and to be acknowledged when they do well. This may sound like they’re asking a lot â€" they are. And it’s fantastic. What better way to have our workforce transform to provide all these things than with a push from the younger generation’s fresh energy and high expectations? It means the work place has to improve if it wants to keep young talent employed. The main concern for employers in regards to young work ers is employee retention. Therefore what is the best way to manage graduates so they want to keep working with you? Mutual respect Graduates want to be respected, even though it’s likely they haven’t done much to ‘deserve’ it, they want to be respected for who they are. Research shows they prefer a friendship relationship with a boss, as opposed to a hierarchical relationship. They want to be able to bring new ideas to the table, and have those ideas listened to and considered, if good. Thus a good way to manage graduates is to focus on building a personal relationship with them. Share the vision of current projects, sharing why they need to do the work they’ve been given; why it’s important, and how it will help the company. Instant feedback Generation Y doesn’t want to wait six months to get feedback, they want to know how they are doing now. Research shows that many Gen Y’s don’t stay in graduate jobs longer than 24 months, so waiting a quarter of that to get feedback doesn’t make sense to them. When given constant feedback they can grow and progress much more quickly, which is what many of them want. A good way to do this is to have a conversation with them about how frequently they would like feedback; bi-weekly/monthly/tri-monthly? Variety Repetitive jobs bore anyone, but graduates have particularly low levels of patience for them. Giving Gen Y’s the freedom to come up with creative projects on the side, or to work with another department for a day to better understand that role, are great ways to keep Gen Y’s engaged. Touch base with them regularly about how they’re enjoying their work, whether they’ve had any out-of-the box ideas, and whether they’re satisfied with the variety of work they have. Source https://www.i-l-m.com/Insight/Edge/2014/May/Baby-boomer-managing-a-Generation-Y