AI and Recruiting What the Crystal Ball Holds

AI and Recruiting What the Crystal Ball Holds Sponsored by MightyRecruiter Thanks to machine learning (ML) and the smarts of countless startups, the capabilities of artificial intelligence (AI) keep mushrooming. The use of smart technology in recruitment was a hot topic in 2018, and you can expect it to continue this year. In fact, some predict that 2019 will be the year that AI systems see widespread adoption in the hiring world, coupled with a few ground-breaking developments. How exactly will intelligent software revolutionize talent acquisition over the next 11 months? Although it’s hard to say for sure, we have highlighted five trends that are currently dominating the AI and 2019 recruiting landscape. Find out more below. Identifying non-traditional (but high-performing) talent It can be tricky for a company to find the right candidate for an opening if it is limiting its search to specific job titles and keywords. Advanced AI-powered technologies now have the remarkable ability to function as highly perceptive talent scouts to seek out professionals online that are a perfect fit for vacancies, even if they do not meet all the stipulated job requirements on paper. Complex deep-learning algorithms look beyond the language used in resumes and on LinkedIn profiles to identify and infer skills, values, and dispositions that make for great hires. This means that employers are being connected with brilliant, albeit slightly unorthodox, prospects that they would probably never have located or even considered previously. Needless to say, this kind of worker-to-job matching can greatly benefit recruiters tasked with finding talent for hard-to-fill openings in competitive industries. Predicting future performance and loyalty Predictive analytics sits at the center of AI’s ability to talent scout in the way described above, and it opens up many wonderful possibilities for recruiters. Put simply, this intelligent approach makes it possible to predict how well candidates will perform in a job based on an understanding of the qualities possessed by successful employees at the company. Essentially, it helps recruiters find people whose skills and behavior match those of professionals who are already doing great work for the business. Predictive hiring tools can also be used to determine, with a fair degree of accuracy, how likely candidates are to accept job offers and how long they will stay with a company. AI can even forecast staffing needs, identify the best time to start hiring and the best channels to use. Armed with all this information, employers can, naturally, make much better decisions much faster, and all thanks to ML. Rediscovering former candidates A hot topic in the world of AI and 2019 recruiting is the rediscovery of talent who previously applied for positions at a company; this is well supported by smart software. That is, AI-powered tools like Ideal can be used to sift through a company’s resume database â€" something no human wants to do â€" to pick out former applicants who might be appropriate for current openings. This way recruiters do not have to waste resources searching for new prospects every time there is a vacancy; they can just use AI to check if the right person is already in their existing talent pool. It makes sense to reach out to such individuals as they have already shown interest in the company and, therefore, might be more likely to accept an offer than passive candidates. Improving diversity in the workplace (really, truly) In the early days of AI, it was touted as a tool that could remove unconscious bias from the recruitment process by eliminating the human factor. However, it quickly became clear that algorithms tend to take on the prejudices of their creators. Last year represented a good learning curve in this department (with Amazon having to throw out a “sexist” AI engine), which means 2019 is hopefully the year this issue is addressed and there is the development of automated platforms that truly do remove subjectivity and make way for more diverse and inclusive hiring. There are already several ML tools that claim to do so successfully, and it is promising to know that companies like Google, IBM and Microsoft are developing tools to detect and remove unfairness from AI algorithms. Improving remote hiring Another trend in AI and 2019 recruiting concerns the way in which automation is helping companies to recruit across geographical borders and go more global. Remote work is fast becoming the way of the future, but employers are, understandably, nervous about recruiting and hiring from the other side of the world. Advancements in intelligent prehire assessment tools and AI-powered video interviewing software, complete with natural language processing abilities, make it easier for businesses to screen remote workers in ways akin to meeting with them in person. Sophisticated engines can analyze everything from body language and facial expressions to rate of speech to provide an assessment of a candidate’s personality and truthfulness, which in turn makes employers feel more comfortable about hiring professionals they have never met in person. About the author: Kick off your 2019 recruiting game with  MightyRecruiter.  An intuitive, comprehensive, and transformative recruiting solution, MightyRecruiter allows you to source passive candidates, track and manage applicants,  access an expansive resume database, and take advantage of  Mighty free job postings. Then, hire the most relevant candidates for your jobs, all at  no cost.

Your Brand is About the Feels - Personal Branding Blog - Stand Out In Your Career

Your Brand is About the Feels - Personal Branding Blog - Stand Out In Your Career When it comes to building a brand, business or personal, there are many elements that must be considered in order to assemble it correctly. Such elements are separated into two categories:  intellectual and  emotional. And while the intellectual elements should, by no means, be diminished, when you think about the power branding actively holds, it is the emotional elements that provide the connective tissue that we search for. Think about it. The affinity and equity of any brand are deeply rooted in how a person feels. That is why it is important, in the context of your personal brand, to discuss individual elements, the sum of which comprise the emotional category of branding. Integrity Principles mean a lot to people. Shared principles bring groups of people together to create networks and communities. The key here is being able to adhere to your principles, whatever they are. Such adherence is what builds your integrity and allows people to understand what kind of person you are. Furthermore, integrity provides the foundation on which you can stand your ground, something that we all should be able to do. Reputation Very much connected to integrity, your reputation is an element of your brand that you hold vast control over. When it comes to building your reputation, consistency is important. Please be sure not to confuse consistency with complacency. Consistency, in this context, includes steady growth whether it is from learning more, taking on more responsibility and the like. Constructing your reputation in this way helps build this next valuable element of branding. Trust This should be no surprise to anyone. Trust is something that we all want we want to trust those that we know and want to be trusted by them. Trust breeds affinity and loyalty. Trust creates the infrastructure for the element that we all want to achieve. And that is Relationships We as humans naturally seek out relationships. We are social beings, so we look to acquire and retain relationships with people that are like us, that we like, that like us back and that we can trust. These relationships are part and parcel of what determines whether or not we are successful in life and it is difficult, if not impossible, to create this type of connection with someone else without integrity, reputation, and trust. Recognizing and realizing this fact will help you in your personal relationships as well as your business endeavors. It is the relationship that you build that allows you to become bigger, better, faster, or stronger. There is a saying that has often been attributed to George Bradt, people dont buy products, they buy brands, and while this was said about business, the brand elements listed above can easily show how this quote applies to personal branding as well. Its just that, in this case, instead of a person buying, they are buying  into you. For a personal brand, especially when referring to your career, that is exactly what you are looking for.  

Differences Between a Regular and Executive MBA

Differences Between a Regular and Executive MBA All MBA’s were not created equal. The programs are different, and each one depends on your type of career goals. You have to know which program is designed specifically for you. Learn what the differences are between these MBA’s. Find out if an Executive MBA is the right choice for you.Basic Design for Program EntryAn Executive MBA may be more rewarding to those with over a decade’s worth of experience. The professional experience may make the Executive MBA program easier to digest.The regular MBA program is designed specifically for people with less work experience. Those looking to take on new positions would find this MBA program to be a great help.The Executive MBA can enhance a set of established business skills, which is why MBA candidates must consider if they should gain some experience in an industry before deciding on choosing an Executive MBA.The Level of Commitment RequiredBoth types of MBAs require a high level of commitment to complete. But this does not mean both programs take the daily grind approach to learning.The Executive MBA candidate more than likely has a family and a career to manage. The Executive MBA programis accommodating to someone needing work-life balance. This program may hold night and weekend classes, strategically set up to give the candidate a chance to manage school, life, and a career.Regular MBA programs demand the traditional approach to learning. Itmeans holding classes during the day and sticking to rigid schedules. However, a regular MBA candidate may be given permission to leave his or her job on a temporary status to complete the program. Some companies will offer to pay tuition for the development of top performing staff in an MBA program, as long as the MBA agrees to work for the company after graduation.Program FocusRegular MBA programs are more focused on specific areas of business, such as marketing and finance. The Executive MBA program covers business studies that involve strategy, perspectives, and exte nsively covering all aspects of an industry.If you are looking to reach C-level and director positions, you will want to pursue the Executive MBA.AvailabilityCompetition is stiff if you want to get an Executive MBA because it requires work experience and the availability is limited. If you have not realized this yet, Executive MBAs are uncommon compared to regular MBA programs. For example, top universities offer a graduate MBA program. If you cannot afford to move or do not have an Executive MBA in your area, you can earn your Executive MBA online, studying from home. Simply put, if you are starting and looking to advance your career, try the regular MBA. If you already have an established career and would like to take it to the next level, an Executive MBA will be more suitable for you.

17 Ways to Strengthen Your Personal Brand Through Networking - Personal Branding Blog - Stand Out In Your Career

17 Ways to Strengthen Your Personal Brand Through Networking - Personal Branding Blog - Stand Out In Your Career What is one simple thing I can do to expand my network this year? The following answers are provided by members of  Young Entrepreneur Council (YEC), an invite-only organization comprised of the world’s most promising young entrepreneurs. In partnership with Citi, YEC recently launched  BusinessCollective, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses. 1. Connect Right After Meeting You would be surprised how many different types of people you meet each day. So many of them you meet only once. I find that its important to connect with them on social media right after you meet them so you give yourself the opportunity to stay in touch and build the relationship.   â€"  Raymond Kishk,  Interstate Air Conditioning Heating 2. Try Meetup.com Find a local entrepreneur, startup, tech or whatever kind of group on Meetup.com and go meet some like-minded individuals in your area. Nothing beats face-to-face interaction.   â€"  Andrew Namminga,  Andesign 3. Make Intros The best way to expand your network is by introducing people in your network with each other. You will quickly realize not only does this help you improve  your relationship with existing folks in your network, but the reciprocity factor of introductions will help you grow your network a lot faster.   â€"  Syed Balkhi,  OptinMonster 4. Team up With a Networking Buddy Find someone with whom you enjoy spending professional time and keep in touch regularly. A simple exchange of emails early in the week to share networking calendars with someone  who actively networks can provide  event opportunities and introduce you to people you wouldnt have expected.  Plus, when you network at the same event, you can work the room and make mutual introductions.   â€"  Mark Cenicola,  BannerView.com 5. Befriend Your Competitors Many of my most treasured contacts are those who have been working with competitors. They are facing similar challenges, and you would be surprised what you are both willing to share once you let down you competitive veil.   â€"  Trevor Sumner,LocalVox 6. Actively Use Professional Social Networks Just because you are on social networks like LinkedIn doesnt mean your network will just grow automatically. You need to search for industry colleagues or other people that may help you with your professional objectives. Then, you need to contact them and connect online or offline through events. Communication is the key to expanding a network, so even commenting on others posts helps.   â€"  Drew Hendricks,  Buttercup 7. Cold Call Social Media One of the greatest things about social media is how well it allows you access to just about anyone. If I want to talk to the biggest people in any industry, theres a pretty good chance that they, or someone who answers to them, is wandering around Twitter. Take advantage of the ease of access to the greatest minds of today by engaging them. The worst they can do is ignore you.   â€"  Adam Steele,  The Magistrate 8. Reconnect and Ask I make it a habit to reach out to at least one person each day with whom Ive not spoken in some time. Best, I ask  how I can help and be a resource to them in some way or ask them to set up a meeting or call to catch up. When people trust you and you give first without expectation of something in return, its natural and warranted to ask your contact to connect you with someone  in their network.   â€"  Darrah Brustein,  Network Under 40 / Finance Whiz Kids 9. Volunteer Volunteering for organizations or events in your industry is a surefire way to make valuable connections in your space. Whether its helping put on one event, or sitting on a year-long board, youll  meet new people and have more in-depth conversations and contacts than you might by just attending an event here and there.   â€"  Kayla Wagner Faires,  Revel Interactive 10. Never Eat Alone I read a great book called Never Eat Alone.  It touches on the fact that since you are going to eat lunch every day, you might as well join someone to eat with! I have lunch lined up with entrepreneurs every day. It builds close relationships and you can share resources.  I have learned a tremendous amount from doing this and Ive made amazing friends and business associates.    â€"  Brandon Stapper,  858 Graphics 11. Download Rapportive Rapportive  is a free Chrome extension that links to your email and also connects with LinkedIn. This way, you can build strategic relationships with prospects and new people right from your inbox and, in turn, build your network faster and more efficiently.    â€"  Jayna Cooke,  EVENTup 12. Join a Professional Organization Professional organizations exist for practically everything. Whether youre looking to meet people by trade, age or location, a quick Google search should provide several options in your area or nationwide. The best communities integrate both in-person and online events to help foster collaboration and communication on multiple levels.   â€"  Brittany Hodak,  ZinePak 13. Attend Functions The last two years were really the first time I attempted to go to local events for people in my industry. I made a point of attending meet and greets, trade shows, conventions and anything else that was available on my limited schedule. It was draining at times, but Ive never in my years in business been able to pick up so many juicy contacts so quickly. You meet very engaged people at these events.   â€"  Matt Doyle,  Excel Builders 14. Give Before You Get The best way to connect with people who perhaps wouldnt normally connect with you is by giving. Give them time, or volunteer to help them or a cause they are associated with. Youll feel good (about yourself), make a difference and build your network!   â€"  Jeff Epstein,  Ambassador 15. Join a Business Chamber Outside of Your City Most entrepreneurs join their local chamber to grow their network. Expand your network by joining a neighboring citys chamber or one focused on a specific group of people. Share your time and expertise with multiple chambers through speaking events, panels and workshops to spread your name and business services to new people.   â€"  Shalyn Dever,  Chatter Buzz 16. Join a Coworking Community Join a coworking space with a strong community network.  A strong community will have events such as meetups, educational programs and happy hours that bring people together and also help you network, market and expand your business.   â€"  Blake Miller,  Think Big Partners 17. Offer to Buy Your Contact Lunch Most people shrug off emails/calls from unknowns, but theres a pocket of folks who dont, and who are looking for the same thing. Look at what you need professionally and find the names of the people who are succeeding (through lists like Forbes 30 Under 30, or from trades), and just reach out and offer to buy them lunch. This has worked extremely well for me.   â€"  Mickey Meyer,  JASH

How to Write Newsletters for Resume Use

How to Write Newsletters for Resume UseWriting newsletters is an effective way to increase the chances of landing an interview or job. It is also a perfect way to build a career profile. People who use newsletters as marketing tools will have their resumes in the minds of people who get job offers. In this article, I am going to discuss a few things you need to consider when writing newsletters for resume purposes.Make sure the content you create is interesting and relevant. Your readers are looking for news and information they can use to do their daily activities. They are looking for the right news to make them move forward with the day's activities.It is easy to write the news because it is about something they can relate to. It is more difficult to create the news headlines and the content they will use to make decisions about things. The trick is to make sure you get your readers' attention immediately.The next thing to consider is what content you will use to write the news. I f you want to create short articles that you can use for the resumes, it is better to create news that you already know about. You can use the information that people want and turn it into a newspaper or an online publication.Some of the topics you can write about include recent events, sports events, new products and services and even current news from around the world. With these kinds of topics, you can write about the events taking place in your area or the world at large. The best thing is to think out of the box and use some innovative ways to describe what is happening in the world.The most important thing when writing your news is to make sure it is not boring. Just make sure your headlines are catchy and your content is interesting enough to keep readers interested in what you are writing about. Also, your writing should be relevant to the subject at hand.Just as you want your readers to find interesting content, you also want to create some good news. This means if you hav e a piece about something that you know people will be interested in, write about it. But make sure the news is related to your topic so it will be easier for people to relate to it.There are many ways you can create a newsworthy article for marketing tools such as newsletters. All you need to do is be creative and interesting enough to attract readers. Of course, you need to make sure the content you are creating is newsworthy enough to help your readers find a job or an opportunity that will benefit them.

How to Lead, Motivate Inspire Employees!

How to Lead, Motivate Inspire Employees! Managing people and teams . . . some individuals love it. Some loathe it. Some are great at it while many others could use some training to hone their skills. Oftentimes individuals are promoted to a management role because of their demonstration of various skills and their potential to enhance those skills. Individuals chosen to move into management may have demonstrated strong decision-making skills, clear communication or integrity which are all important in managing others. However, leadership, motivation and inspiration are key skills managers need, but oftentimes aren’t able to get the training needed to grow these necessary skills. There is often a lack of time to seek out and attend the training that could help those leaders grow and develop those key skills. In his blog, Kyle Lagunas, HR Analyst at Software Advice, has done the research, provided links and explanations of three TED Talks that will provide managers with insight and ideas of how to develop their skills. Kyle’s blog: For years, TED (Technology, Entertainment and Design) has given the world access to thought-conversations from some of the greatest minds of our day. Interesting though the videos may be, rarely does a manager have 25 minutes to spare for something that doesnt directly tie into their day-to-day. Inspired by TEDs recently published list of the 20 most-watched TED Talks to date, Ive curated three videos that I feel offer valuable insights on how to lead, motivate and inspire employees. What can an orchestra conductor teach you about micromanagement? Quite a bit, actually. Using the unique styles of six 20th-century conductors, conductor Itay Talgam illustrates a compelling lesson in leadership. “Authority is not enough to make them your partners,” says Talgam. Partnership which makes the best music requires a conductor to adopt a more balanced leadership style. As Talgam sees it, its the ability to establish partnerships is what makes good conductors (and leaders) great. While a conductor must give players direction (which requires a certain degree of control) a great conductor treats his players as partners. Focusing on making music together, rather than on controlling each note they will achieve greater success. Check out the full version of Talgams seminar: Lead Like the Great Conductors What does Al Gores speechwriter want you to know about motivation? In his popular TED Talk, The Surprising Science of Motivation, Dan Pink argues, “There is a mismatch between what science knows and what businesses do.” While research shows traditional incentive-based motivators aren’t effective at getting employees to do what you want, businesses use them anyway. “If we really want high performance on those definitional tasks of the 21st century,” says Pink, “the solution is not to entice people with a sweeter carrot, or threaten them with a sharper stick. We need a whole new approach.” Pink gives examples of how companies are providing employees with a high degree of autonomy to explore their own ideas. And from Google’s 20 Percent Time to Atlassian’s 24-hour ShipIt hackathon, these programs are proven to boost productivity, engagement and satisfactionand reduce turnover. How did Maslows Hierarchy of Needs triple revenue for a boutique hotelier? Chip Conley, Founder of Joie de Vivre Hotels, was struggling to make it through the largest percentage revenue drop in American history. After being re-acquainted with Maslow’s Hierarchy of Needs, he had an epiphany. He insists business leaders should rethink the way they’ve defined success. “Were not asking meaningful metrics,” he says. “Were not asking important questions. Were not asking anything thats intangible.” Inspired by this epiphany, he revamped his company’s business model to focus on some less-than-tangible indicators of success: the higher needs of his companys customers and investors. After he started asking questions that matter to measure success, his customer loyalty skyrocketed, employee turnover dropped to one-third of the industry average, and the company tripled in size. His story is a case-in-point example of why you should be Measuring What Makes Life Worthwhile. What TED Talks have inspired you? Any words of management wisdom from a school teacher or an astronomer or some other surprising source? Leave a comment, and join the conversation. Interested in learning more about Wolfgang Career Coaching Services? Please visit our site  www.wolfgangcareercoaching.com/ About the Author: Kyle Lagunas is the HR Analyst at Software Advice an online resource for reviewing and comparing talent management software. Keeping his audience is keeping up with important trends and hot topics in the industry, and offering a fresh take on points of interest in his market, his work has been featured in Forbes, The New York Times, Business Insider, Information Weekly, and SHRM.

Achieving Effective Career Transitions - CareerAlley

Achieving Effective Career Transitions - CareerAlley We may receive compensation when you click on links to products from our partners. In a time of drastic change it is the learner who will inherit the future. Eric Hoffer Author Byline: Frank B. Leibold, PhD. Today new job entrants will have over 10-12 jobs and five-seven distinct careers. This new boundaryless career with a protean orientation places the primary responsibility for career management on the employee not the company. These factors will require all employees to more effectively manage their career transitions while developing the required competencies needed for success. Here are several suggestions: 1. Career changes are the norm today! So expect them, prepare for them by developing the lifelong transferable competencies (LTCs) required for success in the new knowledge economy. 2. Career changes are occurring later in ones life and often involve a move from a larger company to a smaller one and perhaps even a new occupation. If you were downsized like displaced textile workers in Virginia, North Carolina, and South Carolina you should be trained for the new knowledge economy. And the Census Bureau just reported 35 percent of seniors over 65 have been forced back to work to meet their basic needs. You have to take charge of your own career and acquire the needed training and/or education that will provide you with the skill-sets that will allow you to achieve smooth career transitions even at an advanced age. 3. Research on recent college graduates finds that many react negatively to early experiences in the workplace by becoming defensive about their abilities. Because they shun feedback in the aftermath of a setback at work they have trouble adapting their outlook and habits to help them succeed. You should request early feedback, both positive and negative, and then seek training or additional education to turn your weaknesses into strengths. Richard Bolles book, What Color Is Your Parachute, and Edgar Scheins Career Anchors are the best and most used guides for new graduates. 4. For those in the workforce your ability to accept personal responsibility for work outcomes and to thrive under individual scrutiny improves your chances of successfully making a transition from working for a traditional large company to a job at a small firm or as a consultant. I can personally attest to this in my career transitions from Corning Incorporated to starting my own small consulting company and finally becoming a college professor. If you move to a smaller company expect that you will be doing more things with fewer resources so your adaptability skills and tolerance for ambiguity are important. Seek out a mentor who can help you with the transition. Also concentrate on your abilities to do the job not the new unfamiliar environment for it will become familiar and always stress a positive mental attitude. 5. Career analysts find that most of mid-career professionals believe chance has played a significant role in their ultimate career path and that they highly value staying open for unexpected opportunities. People who rate themselves as intelligent have a higher need for change in their professional world. They regularly see possibilities and opportunities around them but must be wary of allowing boredom to encourage them to seek change just for the sake of change. There are two important messages here: dont discount an opportunity because its in a different function or occupationcompare your competencies with whats required before you dismiss itand never take a new job just for the sake of change! I have interviewed for new jobs and although I didnt accept them I always felt better for being consideredand who knows it might be a good fit. 6. Efforts at self-change characterized by an unrealistically high payoff in an unrealistically short time actually reduce satisfaction with your life. Make sure your career expectations are realistic and if you decide to make a change follow through on it after discussing it with a trusted and candid friend and your family. Imagine new challenges as opportunities, not as obstacles, and make sure your expectations have a reality check. 7. Further research on employees who experienced layoffs that had nothing to do with their performance found that flexibility, a willingness to try new tasks and learn new skills, was the single best predictor of how long people stayed unemployedespecially important with todays over nine million people out of work and six job seekers for every available job. If you are confident in your abilities decide what you would really like to do and seize the opportunity but make sure you are being motivated for the right reasons! For example if status and perks are what you are really seeking they can quickly become drowned in a sea of managerial responsibilities and tough decisions. I have seen too many accept their first managerial job, which they soon become weary of, and long for their previous individual contributor status only to feel trapped and miserable with their decision. 8. Nearly everyone feels some anxiety when starting a new job. However people who focus their attention on their identity rather than their uncertain surroundings feel less stress and report becoming comfortable in their new position in half as much time. Those managers should adeptly assess their staffs abilities. If you do make a change focus on the confidence of your ability to do the job and the surroundings will become more familiar over time. And some anxiety is normal! Quickly make an assessment of your organizations talentweaknesses and strengthsand make any changes required for youll find that there is no substitute for an outstanding staffit makes your job a lot easier. I always found that great managers have enough confidence in their abilities to surround themselves with people with potential abilities that are better than theirs. 9. If you are contemplating a change take an inventory of your strengths and weaknesses as well as your skills. Then think about what you would really like to doa passion for your work will increase your odds of success and overall satisfaction and happiness. Then develop transferable skills that will allow for a more confident transition from one career to another and from one function, occupation or industry to another. In order to do this effectively you should understand what your career anchor is. For example, are you more interested in things or people? MIT Professor Edgar Scheins lifetime of research on careers has shown that we are all motivated by a single career anchor. There are seven such anchors (see Scheins book: Career Anchors). Ask yourself the question: What would I really like to do? If its realistic start to prepare for your passion. 10. You should also understand how a career change will affect your relationship with your spouse and children. In order for you to perform at 100 percent you need to have a satisfying family life- many people dont consider this. There is nothing worse than going to a job everyday with an unhappy family. Life is too short so take control of yours! But make sure you and your family understand the implications. For example leaving Corning Incorporated after 20 years to start a new company was a family decision for me. Youll need their support! Author Bio: Frank Leibold after a distinguished 30-year business career with three multinational corporations and nine jobs-culminating in the position of Group President-re-tooled himself and obtained his PhD.. Frank then became a nationally recognized university professor of marketing while founding his own global management consulting company. He and his wife reside in South Carolina and spend time traveling to visit and spoil their nine grand-childrentwo in Australia. His new book: The Key To Job Success In Any Career will be published in October 2010 Good luck in your search.//