31 Predictions for Job Search in 2017 (make that 32)

31 Predictions for Job Search in 2017 (make that 32) Hannah Morgan polled some of her friends to ask for predictions for the 2017 job search.  You can read them here: 31 Experts Share Predictions for Job Search in 2017 Here are my predictions: The job search in 2017 is going to be unpredictable.  We have not only a new president of the U.S., but we have a new kind of president. The economy seems to be doing great right now (super low unemployment in my state) but I wonder what will happen if the racial tensions continue to increase like they have over the last year+ (and especially in the last few months). I wonder what will happen with international relations (specifically, with the new administration, and the direction they go with other countries), and how that will impact jobs, careers, hiring, and the value of a dollar. Im not talking about the exchange rate Im talking about how much can you buy with a dollar? I wonder what will happen with the $15 minimum wage, and how those fighting for it will be impacted (jobless) by companies that replace them with robots and automation.  I wonder what would happen if masses of federal employees suddenly lost their jobs as the new president eliminates (or significantly reduces) entire sections of administration/bureaucracy (EPA, Dept. of Education, etc.). Can you imagine hundreds of thousands of former government employees looking for a job? For me, there is too much up in the air. I hope for the best, but Im not going to hold my breath.  The vile and nauseating hate that weve seen on social media, and in some of our communities, is what can destroy America. That means destroying companies, jobs, lives, futures.  I want to see a people that is more focused on giving and serving and loving and helping than on spewing hate just to make a political point. I see this on my Facebook feed from all sides, and its disheartening. What does this have to do with jobs?  Everything. Because this attitude, and these changes, are becoming the fabric of who we are. How much do we hate? How tolerant are we?  How much do we feel like we need to say?  Ive seen and heard things that have caused me to think never will I hire you ever.  The one comment from someone on Facebook lost them any chance they have of working at JibberJobber, or any company or project I manage in the future.  People are a lot more concerned about their political side (aka party) winning than they are at taking personal responsibility for the things they can really have an impact on. Too bad its easier to sit there and type vile and opinion, in the name of being politically active, than it is to actually do something to better yourself, or help someone else. My prediction for jobs is that it will be business as usual in 2017. Some people will be really, really good at it and have very short job searches.  Others will work towards months and even years of unemployment, as they refuse to really learn how to network, really focus on their messaging (or, personal branding), as they refuse to figure out how to develop multiple streams of income.  Everyone will be up for a new job, as companies continue to focus on specific projects and then let people go, as opposed to offering decades of employment. More people will continue to catch on to this concept of career management, but too many will whine and complain and get further and further behind. Sounds bleak, but heres the hope: YOU can control what YOU do.  Not what companies or other job seekers or ATS manufacturers do.  YOU control every minute of your day.  Focus on things that will help you have more control of your career, and create the lifestyle you want and need.  This can be impacted by outside forces (the new president) but it is not all up to him. Its up to YOU. Once you internalize that, the future can look brighter than it ever has! Heres 31 predictions that are more optimistic than mine:  stronga href=http://careersherpa.net/31-experts-share-predictions-for-job-search-in-2017/31 Experts Share Predictions for Job Search in 2017/a/strong 31 Predictions for Job Search in 2017 (make that 32) Hannah Morgan polled some of her friends to ask for predictions for the 2017 job search.  You can read them here: 31 Experts Share Predictions for Job Search in 2017 Here are my predictions: The job search in 2017 is going to be unpredictable.  We have not only a new president of the U.S., but we have a new kind of president. The economy seems to be doing great right now (super low unemployment in my state) but I wonder what will happen if the racial tensions continue to increase like they have over the last year+ (and especially in the last few months). I wonder what will happen with international relations (specifically, with the new administration, and the direction they go with other countries), and how that will impact jobs, careers, hiring, and the value of a dollar. Im not talking about the exchange rate Im talking about how much can you buy with a dollar? I wonder what will happen with the $15 minimum wage, and how those fighting for it will be impacted (jobless) by companies that replace them with robots and automation.  I wonder what would happen if masses of federal employees suddenly lost their jobs as the new president eliminates (or significantly reduces) entire sections of administration/bureaucracy (EPA, Dept. of Education, etc.). Can you imagine hundreds of thousands of former government employees looking for a job? For me, there is too much up in the air. I hope for the best, but Im not going to hold my breath.  The vile and nauseating hate that weve seen on social media, and in some of our communities, is what can destroy America. That means destroying companies, jobs, lives, futures.  I want to see a people that is more focused on giving and serving and loving and helping than on spewing hate just to make a political point. I see this on my Facebook feed from all sides, and its disheartening. What does this have to do with jobs?  Everything. Because this attitude, and these changes, are becoming the fabric of who we are. How much do we hate? How tolerant are we?  How much do we feel like we need to say?  Ive seen and heard things that have caused me to think never will I hire you ever.  The one comment from someone on Facebook lost them any chance they have of working at JibberJobber, or any company or project I manage in the future.  People are a lot more concerned about their political side (aka party) winning than they are at taking personal responsibility for the things they can really have an impact on. Too bad its easier to sit there and type vile and opinion, in the name of being politically active, than it is to actually do something to better yourself, or help someone else. My prediction for jobs is that it will be business as usual in 2017. Some people will be really, really good at it and have very short job searches.  Others will work towards months and even years of unemployment, as they refuse to really learn how to network, really focus on their messaging (or, personal branding), as they refuse to figure out how to develop multiple streams of income.  Everyone will be up for a new job, as companies continue to focus on specific projects and then let people go, as opposed to offering decades of employment. More people will continue to catch on to this concept of career management, but too many will whine and complain and get further and further behind. Sounds bleak, but heres the hope: YOU can control what YOU do.  Not what companies or other job seekers or ATS manufacturers do.  YOU control every minute of your day.  Focus on things that will help you have more control of your career, and create the lifestyle you want and need.  This can be impacted by outside forces (the new president) but it is not all up to him. Its up to YOU. Once you internalize that, the future can look brighter than it ever has! Heres 31 predictions that are more optimistic than mine:  stronga href=http://careersherpa.net/31-experts-share-predictions-for-job-search-in-2017/31 Experts Share Predictions for Job Search in 2017/a/strong

3 Great Books for Women Entrepreneurs - Classy Career Girl

3 Great Books for Women Entrepreneurs Books written to inspire us women entrepreneurs serve as guidance. They are the best source of motivation to lead us on the right path and help us stay motivated, during the ups and downs. 3 Great Books for Women Entrepreneurs Book#1: Manage Your Day-to-Day: Build Your Routine, Find Your Focus, and Sharpen Your Creative  Mind This book by Jocelyn K. Glei focuses on working smart rather than working stressed.  This book will teach you how to manage your pace and time to produce desired results, without  overburdening yourself with work stress. We need to adapt to new ways of doing things and accomplish high priority tasks before the day ends.  This book is filled with the experiences and creative ideas of 20 wise contributors. Their perspectives will help you to handle your routine work load and achieve your goals. Try adapting to what this book teaches and enjoy a stress-free entrepreneurial journey. [RELATED: 21 Business Books You Should Read in 2016] Book#2: Lean In: Women, Work, and the Will to Lead How great is it that we can easily get expert advice from the COO of Facebook, Sheryl Sandberg, who is also listed on the Fortune’s list of ’50 Most Powerful Women in Business’ and is one of the  Time’s ‘100 Most Influential People in the World.’ This book was written by Sheryl Sandberg. You will learn what hinders the success of women,  especially when it comes to achieving a leadership role. You will also learn effective solutions that will help you achieve your leadership goals.  Her perceptions will persuade you to ponder the significance of women leaders in today’s corporate  world and how you can shape yourself to be one of them. Lean In is surely a significant source of inspiration for women entrepreneurs that highlights an outline  for their personal growth. This book focuses on transforming women’s “can’t do attitude” into a “can do  attitude.” Book#3: Shark Tales: How I Turned $1,000 into a Billion Dollar Business This book is based on an inspiring story of the writer herself, Barbara Corcoran.  Shark Tales is filled with the most effective advice  for new entrepreneurs on how to start a  business. If you are about to start your entrepreneurial journey, reading this book will help you a lot. Barbara started a real estate business with $1,000.  She is truly an inspiring lady for all the new women entrepreneurs. Time has significantly brought a great revolution in the entrepreneurial industry.  Today, women all over the world are highly career-oriented! Don’t think too much, just start your entrepreneurial journey by taking inspiration from the 3 books above and learning from other leading women entrepreneurs.

Four Wheels, a Steering Wheel and a Chassis - Personal Branding Blog - Stand Out In Your Career

Four Wheels, a Steering Wheel and a Chassis - Personal Branding Blog - Stand Out In Your Career Imagine that you are shopping for a new vehicle. You visit several competing dealerships and investigate several different makes and models. You end up being seriously interested in two vehicles, one at Dealership A and the other at Dealership B. How to decide between the two? First you return to Dealership A and ask the salesperson you dealt with there this question: “I am very interested in your vehicle, but I am also very interested in another one I found at the dealership down the street. Why should I choose your vehicle over the one down the street?” In the most sincere, most honest manner, the salesperson replies, “Well, our vehicle sure is a pretty color, isn’t it? Plus, it has a total of FOUR cup holders, two in the front seat and two in the back seat! But the very best thing about our vehicle is that it hasâ€"are you ready for this?!â€"four wheels, a steering wheel and a chassis!” Not exactly a resounding endorsement, huh? (Hey, we’re talking a LOT of money here!) So it’s back to dealership B, where you pose the same question to the salesperson you have been dealing with there, and here is how she answers your question: “I’m glad you asked that question. Here are just a few of the very important reasons why you should buy our vehicle: “It received the auto industry’s highest rating possible for passenger safety, an ‘A+’. That means you and your family can travel very safely in our vehicleâ€"plus you will save money on your insurance rates.  â€œWith mileage per gallon ratings of 35 on the highway and 25 in the city, your annual fuel savings alone will be in the range of $500 to $750 over the other vehicle you are considering.  â€œAnd, with ‘zero down’ on approved credit, and one of the lowest finance rates in the industry, we can tailor a monthly payment that will fit into virtually anyone’s budget.” Now, I ask you, which vehicle are you likely to buy?!  How Hiring a Candidate is Like Buying a Vehicle Of course I am using exaggeration here to make a point. In today’s extremely competitive job market, candidates who brand themselves as having “four wheels, a steering wheel and a chassis” simply need not apply. Or, if they do, the “buyer,” i.e., the hiring manager, can definitely be expected to “go down the street” and purchase another “vehicle.” (Hey, we’re talking a LOT of money here!) Hiring managers today, many of whom feel that their own jobs are “on the line” if they consistently make poor hiring decisions, have little to no toleranceâ€"or patience!â€"for “run-of-the-mill,” “me too” job candidates. Let me give you a real-life example of what I’m talking about here. A sales manager I was recently working with (David) told me right at the beginning of my search for a candidate to fill one of his sales positions: “Skip, I look at it this way: If I ask a salesperson I am considering hiring, ‘What are the THREE things that distinguish you from other salespeople? and they respond with trite, largely meaningless statements such as, ‘I build relationships, I manage accounts and I am highly motivated,’ they have effectively eliminated themselves right then and there! End of story.” When you think about it, a potential job candidate who responds in this manner to a hiring manager’s question about why he or she should be selected over other candidates really is no different from the vehicle salesperson who says the reason you should buy his or her vehicle is because it has “four wheel, a steering wheel and a chassis,” right? Of course not! The candidate who receives serious consideration from him, David added, is the one who responds along these lines: “I think the three things that differentiate me are . . . First, I know how to ask great questions that lead the customer toward a vision of how they can benefit from investing in our products and services. Next, I always make sure I am in the ‘closing’ business. Since people buy on their schedules, and not on mine, I am always able to close business by keeping my sales pipeline full. Thus, if opportunity A isn’t quite ready to close, opportunity G or H might well be. And third, one of the most important things I bring to the table is my ability to ‘read’ people. I can immediately sense when something isn’t quite right, so I instinctively know I need to ask more questions, bring in someone else from my company who might add value, etc.” I simply can’t overstate the vital importance of, the absolute necessity for, a candidateâ€"for any open position!â€"branding himself or herself as clearly being someone who is new, different and better than his or her competition, i.e., other candidates seeking the same positions. The candidate most likely to win a job in today’s extremely competitive job market is the one who can clearly, concisely and convincingly demonstrate that he or she brings value and genuine worth to a potential employer! To be absolutely truthful about it, candidates who are perceived as being, or who continue to brand themselves as being, really nothing more than just a “four wheels, a steering wheel and a chassis” candidate are merely “spinning their wheels”! Which type of candidate are you? Author: Skip Freeman  is the author of “Headhunter” Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever!  and is the President and Chief Executive Officer of  The HTW Group (Hire to Win), an Atlanta, GA, Metropolitan Area Executive Search Firm. Specializing in the placement of sales, engineering, manufacturing and RD professionals, he has developed powerful techniques that help companies hire the best and help the best get hired.

Alternative Careers in Education Academia

Alternative Careers in Education Academia There are certain expectations many of us have when it comes to careers in academia. The path is pitched to us as quite linear in fashion â€" earning a PhD, pushing for a tenure-track teaching position, and publishing papers to remain updated on the industry. The reality of academic professional development, however, is not quite so simple, and is filled with alternative possibilities. It’s no secret that the traditional path is a competitive one. There simply aren’t enough tenure positions for every candidate who possesses the skills to work in education. This certainly doesn’t mean you shouldn’t shoot for the moon if that’s your ultimate goal, but it’s also worth bearing in mind that you don’t need to limit your career search, either. Professionals who have knowledge and skills in education are valuable across a broad range of industries â€" some of which you may not have previously considered as a possible match for your interests. These options may not fit the stereotypical life of an academic, but they offer opportunities for fulfilling alternative careers in which you get to share your passion for learning. The Corporate Environment While a university might be considered the traditional environment for an educator, there are other landscapes, too. In fact, corporations are starting to recognize how valuable professional educators can be â€" not just to their training departments, but holistically. Specifically, there has been a rise in the inclusion of Chief Learning Officers as part of a corporation’s overall strategy. CLOs work closely with every department of a company in order to design tailored ongoing curriculum. They work toward company goals, alongside helping each employee reach their full potential. Don’t be mistaken in thinking this is a simple training position, though â€" these are high-ranking roles, valued by executives for the potential to affect the successful trajectory of the company. While the position of the CLO is relatively new, corporations are keen to connect with experts in teaching fields, and often actively seek those with advanced degrees in education. Corporations have also been quick to embrace professionals who can develop blended curriculum; utilizing EdTech alongside theoretical knowledge. These careers harness your leadership, adaptability, and intuition alongside your educational prowess. The corporate environment can come loaded with pressures, but there are opportunities to build your own creative learning programs and have a positive effect on your students. Science and Healthcare Chances are your ambitions in education are also coupled with a desire to explore specific subject matter. While there are opportunities in universities for those who wish to both teach and conduct research, its worth remembering that skilled educators with scientific knowledge are valuable outside of the campus, too. In healthcare, for example, there has been increasing adoption of Health Educators. This career path involves helping patients better understand and adopt lifestyle changes essential for continued health and wellbeing. Educators work with individual clients and the public, and operate from private businesses, hospitals, and public health departments. In many cases, a PhD is not strictly necessary, but the National Commission for Health Education Credentialing does offer certification that demonstrates competency. The role goes beyond the responsibility of providing knowledge that helps patients live long, healthy lives. There is also an opportunity to provide vital community outreach, advocate for changes in healthcare policies, and create literature with which to educate the wider public. An academic career that also has the possibility of changing people’s lives for the better is an attractive alternative prospect. Educational Support Those who have a passion for education know that the subject goes beyond simply passing on information â€" it has the potential to open students up to fresh worlds of knowledge and discover new passions. But your degree in education can help you find more profound experiences outside of teaching at the front of a classroom. For those who want to go even deeper, there is also the responsibility and honor of helping to guide those who may have difficulties in traditional learning environments. A significant proportion of undergraduate learners in the US experience physical, mental, or neurological conditions that may be invisible, but nonetheless affect their learning experiences. As a result, there has been a push for the development of a wide variety of special education programs â€" from kindergarten to post-high school. This has also brought to the forefront an urgent need for professionals who are committed to creating effective education solutions. The US Bureau of Labor Statistics has estimated that opportunities for special education teachers will grow 3% in the next decade. A further need is also expected in inner-city communities, as well as in southern and western states. These are careers that allow candidates to specialize in supporting those with specific disabilities; from Deaf-Blindness to Autism Spectrum Disorder. Academics also design Individualized Education Programs, using their expertise to tailor solutions that can truly enrich students’ educational experiences. Conclusion An academic career is a life goal for many people; it can be prestigious and can help you follow your passion. It’s important to remember, however, that some incredible opportunities can be found if you explore outside of the traditional environments. From leadership roles in the corporate hierarchy to making education accessible to those with disabilities, you have the potential to discover a career that can make a difference in ways you may not have considered. This guest post was authored by Brooke Faulkner Brooke Faulkner is a writer, mom and adventurer in the Pacific Northwest. She spends her days pondering what makes a good leader. And then dreaming up ways to teach these virtues to her sons, without getting groans and eye rolls in response.

19 - Debut

5 ways graduate employment will change in 2018/19 - Debut This article is written by external contributor, Charlie  Duffield. She is a digital journalist and editorial communications manager, who currently focuses on the creative industries, human rights and young people. She developed her journalistic expertise as a reporter for The Santiago Times in Chile, and is interested in engaging younger audiences across multiple platforms. You can follow her on Twitter  here.   Amongst the chill in the air and falling leaves, autumn marks the start of the graduate recruitment season for millions across the country. For those searching for their first job, or planning ahead for the end of student freedom, it can be difficult to understand the state of affairs within the world of work. Whilst experiences vary between industries, here are five overarching ways that the graduate recruitment market is set to change. The corporate conundrum In 2017, the number of graduates hired by organisations featured in The Times Top 100 Graduate Employers fell by 4.9%. This was the first drop in graduate recruitment for five years, and the biggest annual fall recorded since 2009. Simultaneously, research by employer and consumer engagement group Sodexo  revealed that millennials prefer to work for SMEs over large organisations. In fact, 47% think SMEs are the ideal business size to work for, compared to 19% who prefer larger companies. Many concerns raised by this workforce revolve around progression in their roles in large corporations, compared to SMEs. Simran Ghataaura secured an internship at the SME  JournoLink after her graduation, and was able to progress into a permanent role. “As a recent graduate with limited experience, I didn’t consider working for a larger corporate I felt it would be more difficult to grow and learn new skills,” Ghataaura told Debut Careers. For her, the best aspect of working for a smaller organisation has been gaining hands-on experience. “I have my own tasks and responsibilities, with control over creating personal end goals and targets. I can work closely with my manager, director and other team members, so I learn something new every day.” It’s a challenge for recruiters in large companies to improve students’ perception of their organisation, and their brand reputation. According to this year’s Deloitte Millennial Survey, there has been a dramatic, negative shift in Millennials feelings about business’ motivations and ethics, with nearly two thirds saying companies have no ambition beyond wanting to make money. However for Sam Greenhalgh, working for a larger corporate company was an attractive prospect post-graduation. As a sales and service graduate on a two year rotational scheme with O2, he benefited from training and varied opportunities. A competitive starting salary of £30,000 (plus bonuses) was also appealing; the average graduate salary ranges from £19,000 to £20,000, whilst graduates working in SMEs/startups are estimated to earn £25,000. Greenhalgh told Debut Careers: “I wasn’t sure what kind of route I wanted to take in my career; I thought a graduate scheme, with the chance to experience a lot in a short space of time, would help me find my way. There are downsides though. At times you can be pushed into a role or team as a ‘spare part’ or expected to deliver amazing results immediately.” Since completing his graduate scheme, Sam has moved on to work for the tech start up Florence, and is able to see the best of both worlds: “The biggest difference for me is that you’re important. Your voice is heard, and you have a real opportunity to implement meaningful change.” There are more options available than ever in terms of where, and how, to enter the working world both an enthralling and intimidating prospect. But most importantly, companies are having to compete for the attention of new entrants, and their applications. A pledge for parity Regardless of size, businesses are having to differentiate themselves to appeal to emerging graduates; those able to channel the zeitgeist and incorporate progressive thinking into their business model are easily distinguishable. Since the launch of the #MeToo movement in October 2017, there has been a renewed focus on tackling gender inequality. On January 1st 2018, Hollywood celebrities founded the #TimesUp campaign and Legal Defence Fund, and continuing pay gap scandals this year at corporations such as the BBC have confirmed the prevalence of gender bias. In April, Campaign Live reported on the gender pay gap in marketing, media and advertising companies.  According to the report, Its (Still) A Rich Man’s World the third annual survey by Young Women’s Trust 71% of young women and 56% of young men said that women still face discrimination in the workplace. Despite the rousing rhetoric, hashtags and celebrity campaigns, progress is far from universal.   According to The Knowledge Academy a global provider of online training courses ‘achieving diversity targets’ such as gender, and ethnic background, is the number one challenge for graduate recruiters in 2018. 74% of companies in the 2018 High-Fliers survey listed it as a top concern, compared to only 67% last year. Companies have already started changing their tactics. In May this year, Legal General Investment Management (LGIM) launched their ‘GIRL’ fund, the first of its kind, which will invest more in companies that have achieved higher levels of gender diversity. In LGIM’s press release, Clare Payn, Head of Corporate Governance, North America at LGIM commented, “We see this as a business issue. Tapping into the most diverse talent pool is vital in a competitive and changing market for companies to remain relevant.” Earlier this year The Telegraph was acquitted with the fourth worst gender pay gap of any UK publisher or broadcaster. However, most recently the newspaper has become one of only a handful of companies introducing an Equal Parental Policy. This means that both new mothers and fathers will be entitled to 26 weeks full pay for parental leave. According to Nick Hugh, CEO of The Telegraph, this policy “reflects our ongoing commitment to have a zero gender pay gap by 2025.” Widespread change has not arrived yet. However, these recent initiatives mean graduates can feel assured that some intent to tackle inequality exists. The start of a brave new world After deciding who to work for, there’s often a lengthy application and interview process to get to grips with. The rise of digital media in the recruitment process means applicants can expect to showcase their skills via video interview. According to the Institute of Student Employers, 53% of their members had used video interviews, compared to 6% five years ago. Video interviewing allows recruiters to save time and precious resources and it’s here to stay. However, with the influx of robotic aids, AI chatbots and automated messaging will also now guide candidates through the applications. Companies such Barclays are initially interviewing candidates using what is essentially a robot. This aims to remove unconscious bias and improve the diversity of their applicants. However, Derek Walker, Course Director at Finito a company which gives career advice to students told Debut Careers: “AI is going to be increasingly used. But it will not replace the human judgement that is essential in the recruitment process.” AI enables human resources to bypass administrative tasks, such as indexing and filing candidate records, and scheduling assessments. Recruiters consequently have more time to invest in human interactions such as undertaking final interviewing and delivering an excellent candidate experience. Walker offered further advice for job-seekers who may experience an initial AI generated interview: “The challenge isn’t the question being asked but the format in which it is being asked. Graduates need to imagine that they are talking to a human being they need to be unfazed, entirely natural and look directly at the camera so “eye” contact can be made.” Shout about your strengths Alongside AI, there’s an emerging graduate recruitment trend favouring strengths-based, as opposed to competency-based, interviews. The most well-known formula for answering interview questions is the STAR technique (Situation-Task-Action-Result). However, according to the Institute of Student Employers (ISE), fewer employers are now using this strategy. In 2016, 63% of ISE’s employers used competency-only recruitment processes, compared to 55% in 2017/18. Now 24% use a mixture of both strengths and competencies. According to student and graduate career experts Prospects, strengths-based interviews are especially useful when recruiting candidates who don’t have much work experience. The theory is that by identifying strengths that match certain roles, an employee will be happier in their work. They will perform better, learn quicker and stay with the company for longer.   Employers want to understand candidates’ natural responses in workplace situations and identify their talents. Strengths-based recruitment relies less on individual background, and tests future potential. It’s another way to recruit candidates from more socially diverse and disadvantaged backgrounds. Graduate competition for jobs is fierce. Many students now graduate with a 2:1 or a First degree, but last year only 69% of recruiters required a 2:1 degree, compared to 76% four years ago. Depending on the type of role, the degree subject also now matters less. Recruiters want to know how someone would actually behave in the role. Equally we are embracing this mindset on our own app. Job-seekers can undertake psychometric tests such as verbal reasoning to better understand their skills and personality. Prospects advise candidates to be as honest as possible in tests like these as well as interviews. One of the popular points of a strengths-based approach is that its harder for applicants to rehearse answers in advance. The questions aim to bring out genuine interests, drive and aptitude. Data domination Finally, recruiters are harnessing a mobile-first strategy. The use of recruitment apps has been rising, with a 13% surge in the past year, and according to The Undercover Recruiter, 89% of job seekers think mobile devices play a critical role in the job hunting process. Many companies use applicant tracking systems (ATS) to streamline the CV evaluation process and assist HR staff. ATS identify certain elements of an application against the specific job criteria. For candidates, it’s important to ensure that keywords and phrasing match those exactly listed in the job advertisement.   Applicant tracking systems can also store employee details and match candidates to future roles. If a candidate is turned down for a job, the ATS will still keep their CV on file. It will then highlight any strong matches of that CV when additional job vacancies appear. Corporations need automation to help them sift through the hundreds and thousands of job applications they’re likely to receive. ATS-driven candidate data increases the efficiency of hiring processes; it allows more time to get to know the candidates who fit the role best.   For applicants, mobile applications offer a seamless and accessible user experience. A mobile optimised interface means that job seekers can apply for vacancies on the go. It’s also a faster process. Candidates can receive job alerts and apply to a new vacancy within minutes. They also don’t have to upload lengthy documents. For Generation Y and Z, who have grown up with smartphones throughout their lives, it’s a natural and necessary fit. In summary, for graduates eager to secure their first job, here’s what to remember: Corporations are having to work harder to lure those tempted by the intimacy of smaller businesses. There is a drive for the employment of more women, and individuals from different ethnic and socio-economic backgrounds. Interviews are likely to be based on an individual’s strengths and future potential. Finally, technology is driving both recruitment processes, and how candidates find, and apply, for opportunities. Connect with Debut on  Facebook,  Twitter,  and  LinkedIn  for more careers insights.

Boomers Job Change Watch That First Step

Boomer’s Job Change â€" Watch That First Step Baby Boomers and Job Change â€" The First Step Can Be the Toughest Susan is 54 years old â€" and she’s a little scared. After twenty plus years in her job she finds herself looking at new employment options. She hadn’t planned on this. But she’s not alone. Susan is one of the Baby Boomers, part of that post-World War II generation of newborns between 1946 and 1964, one of the offspring of a nation swelling with prosperity when she came on the scene. The plentiful jobs that once typified this generation have slipped away â€" as have the lifetime employment contracts. The realities of a world economy and the fight for competitive advantage have created a perfect imperfect storm for many workers. The storm’s fall-out has been massive, especially for Boomers like Susan. I asked Tim Cole, CEO of The Compass Alliance and author of The Compass Solution: A Guide to Winning Your Career to speak to some of the challenges Boomers face when changing jobs If we know that many Baby Boomers recognize the need to make a job or career change, why are they reluctant to make the move? In my experience, three common resistances stand out: Loyalty: “I don’t want to go â€" this company may have changed but it’s been good to me.” Fear: “I just don’t want to do it. I don’t know what’s out there.” Education and skill levels: “I’m not qualified to do anything else.” Some Boomers are finding jobs they love, how and maybe more important why? It begins with Boomers asking themselves tough questions. Here are five career-changing questions that can help change “stagnant” thinking. What is that I want to do â€" that I am passionate about? Where are my skills and aptitudes best aligned? What do I want to be? How do I take on full accountability for the next chapter of my career â€" and what are the steps involved? What are my resources that will help me get there? Let’s say I still have a job, how do I actually get myself to the point that I go about finding a better place to work? For many years I’ve used what I call “The Career Divorce Ten” to offer guidance for those searching for answers to the question, “Should I move on?” Ask yourself: Am I happy here? Are this company’s values aligned with mine? Am I passionate about what I do every day? Do my skill sets align with what I do? Is my role rewarding â€" and does it offer a future? What are my options internally â€" and have I explored them? Have I consulted with my mentors? What happens if I do nothing at all? What are my options outside the company? What happens if I leave? Reinvention requires â€" no, it demands! â€" the capacity to ask tough questions and the tenacity and strength of character required to answer them. Many Baby Boomers like Susan are. Join Dana Manciagli’s Job Search Master Class now and get the most comprehensive job search system available!

How to Dissetate Your Resume

How to Dissetate Your ResumeIf you want to learn how to dissetate your resume, you should get a little help. You will need some help because many people don't know how to do this. You can learn how to dissipate a resume and this is how to do it.The first thing you need to do is to make sure that you have gotten all the information you can about the company you are applying for a job with. This means you will need to find out if they are an accredited school or not. Not all schools are accredited. If they say they are then that is what you need to check into.Next you will need to go over your job experience and see if there is anything you can include in your resume. You should list your job in chronological order. Most recruiters will look at your chronological order when they are reading your resume. You will need to leave out any job that they will not accept.Last you will need to make sure that you don't include the job title. You will also need to make sure that you only list you r work experience and nothing else. The employers that reading your resume will not be able to tell what you did not do.It is important that you include your contact information and this includes a phone number or a fax number. You may also want to put your email address on your resume and this should be a mobile phone number or a land line. Again, this should be the same as the information you listed in your cover letter.Finally, you will need to see if there is any other information that you can add to your resume like information about your education background. You may find that this is very important. You may need to find out if the person has previous employers that could show that they can perform the job you are applying for.These are just a few tips on how to dissetate your resume. Once you are able to do this, you will notice that you will need to fill out a lot of paperwork. Make sure that you keep all of your original documents and fill them out so that you don't get cau ght in the middle of everything.Make sure that you give them all of the information they need to make a decision. This is a must if you want to be hired. Don't let them take advantage of you.