Advance Your Career Archives - Page 33 of 125

4 Soft Skills Youâll Need To Succeed As An Electrician

July 17, 2023

A career as an electrician has become increasingly lucrative in recent years, but in the face of tough competition, just skills and certifications are no longer enough. Becoming a successful electrician requires more than just technical knowledge and practical skills. While technical expertise is undoubtedly crucial, it is equally important to possess a range of […]

The post 4 Soft Skills Youâll Need To Succeed As An Electrician appeared first on Jobacle.com.

Summary Sunday: Issue #528

July 16, 2023

Finding solid job search advice online and on social media can be frustrating and confusing. You’ll find job search advice comes in many forms and many times is contradictory. You’ll also find job search myths perpetuated without substantiating data. I tackle one of these myths in today’s Summary. In this week’s Summary Sunday, you’ll learn […]

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Listing A Short-Term Job: Will It Help Or Hurt Your Career?

July 15, 2023

Have you ever been at a job for such a short period of time that you wondered if it was even worth it to list it on your resume or LinkedIn profile?

A job seeker recently asked us, “Should I list a job if I wasn’t there for a very long time, and state whether or not I was laid off or fired?”

That’s a great question that a lot of people have when writing their resumes. Here’s what you need to do if you’re in a similar situation:

Consider The Background Check

The first thing you have to ask yourself is what a short period of time is to you. Is it a week, month, or year?

This is going to vary from person to person. But it’s important to know that any company that does a reference check on you, or a background check, is going to see every employer that ever paid you.

You have to understand that when you leave employers off the list, and they do a reference check and suddenly see that you worked at this company or that company, it’s going to look like you’re lying.

Utilize An “Additional Experience” Section On Your Resume

I usually advise people to create a section in their resume called the “Additional Experience” section. This is where you’re going to list unrelated work experience. Maybe you’re working a retail job, or are in some kind of hobby career, or had some super-short assignments that you weren’t at long enough for them to make an impact on your career. This way, it’s on paper.

In a job interview, if a hiring manager asks you about the short-term job, you can say, “No, I listed it. I was there for such a short period of time that I didn’t put it in my main resume.”

That’s the best way to handle these situations. More importantly, you need to know how to answer the question, “Why are there gaps in your resume?” or “Why were you at this company for such a short period of time?”

These days, it’s hard enough to get an interview in the first place. You don’t want to blow it by hiding anything. So, make sure to include a short-term job in the “Additional Experience” section of your resume. It’s an easy and effective solution.

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This article was originally published at an earlier date.

3 Ways To Get Your Resume Past The ATS

July 14, 2023

If you’re submitting your resume through a job board or company website, there’s a good chance your resume is being run through an applicant tracking system (ATS), the software many of today’s employers use to read and rank resumes they receive in the hiring process.

The higher the ranking, the greater the chance your resume will be seen by a pair of human eyes. Those that don’t get a high rank fall into a black hole. So the question is, âHow can I ensure my resume gets past the applicant tracking system?”

Here are some basic tips:

1. Make Sure The ATS Can Read Your Resume

Have your resume saved in the right format. Not every ATS can read documents in .doc or .docx format. So, to be on the safe side, always submit your resume as a PDF. Also, in the event your resume does get past the ATS, you want to make sure the formatting stays the same. The best way to do that is by utilizing the PDF option.

Another thing to remember is to not use tables and text boxes. The ATS can’t read them, so they will only hurt your chances of moving on in the hiring process.

2. Help The ATS Identify Sections And Information

The ATS looks for keywords to help identify sections of the resume, so make sure each section of your resume is clearly labeled and uses consistent formatting.

Those sections you should focus on include your headline, your experience summary, your work history, your education, and any additional experience.

3. List The Most Appropriate Keywords

The exact list of keywords an employer enters into the ATS varies, but you can figure out appropriate keywords by looking at the job description. You will notice certain keywords come up over and over again. There may also be certain terminology or lingo that defines the work of your profession. Utilize those keywords in context on your resume.

If you’re going to use the “/” between keywords, add a space before and after it. For example, the ATS may not see “Web Design/Graphic Design” as keyword matches, but it will when it reads “Web Design / Graphic Design.”

In this digital world, applicant tracking systems have made job seeking more difficult, so you need to make sure your resume gets through this important filter. We hope these three tips help you write and format your resume to get it past the ATS.

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This article was originally published at an earlier date.

How To Avoid A Workplace Injury: 4 Tips Everyone Should Know

July 13, 2023

While it’s important to stay safe while you’re on the job, there are also measures that employers can take to ensure a safer work environment for employees. Here are some tips for avoiding injuries. Wear protective clothing. There is no such thing as too much protection regarding work-related injuries. Wear protective clothing, including gloves, gaiters, […]

The post How To Avoid A Workplace Injury: 4 Tips Everyone Should Know appeared first on Jobacle.com.

7 Tips To Help You Deal With Getting Laid Off

July 12, 2023

Losing your job is hard, no matter the circumstances. When you’re part of a layoff, your bank account isn’t the only thing that takes a hit. So does your self-esteem.

Being laid off is probably one of the most professionally traumatic experiences you’ll ever have in your career. Within a day, you lose part of your identityâarguably the most important part.

When you have a job, you have a purpose. You have a reason to get up in the morning. You’re “needed.” So what happens when all that goes away? The things that so clearly defined you before are now gone. Who are you as a professional? Are you really as valuable of an employee as you thought? If you’re not needed at this company, will you be needed, wanted, somewhere else?

It’s completely normal to grieve the loss of your job when you get laid off. But as difficult as losing your job may seem right now, it can lead to something positive. This so-called “bad career experience” could very well bring you a better opportunity and give you a fresh start.

Here are seven tips to help you deal with being laid off:

1. Take A Break & Reflect

Give yourself a few days to process the layoff. You need time and space to go through the five stages of grief. This is an opportunity for you to take a break and reflect on your career. Ask yourself some questions. Think about your career goals. Remember what you have already accomplished.

Don’t rush into the job market the day after you’ve been laid off, and don’t make any big decisions in that first week of unemployment. Use this as a sign that you should relax and take a deep breath.

2. Do A Financial Assessment

Money is always a huge stressor for those who get laid off. To keep your anxiety and stress under control, do a financial assessment as soon as possible.

Figure out how long you have to look for a job before the money runs out and give yourself enough time to do so. Look at what you spend money on. How can you cut back?

3. Talk It Out With Someone You Love

After being laid off, you’ll likely feel angry, resentful, sad, and maybe even depressed. These feelings could be amplified if you really loved your job and the company that you worked for. When you move past the denial stage, make sure you talk everything out with a loved one.

When you’re at your lowest point, family and friends will remind you of your strengths, accomplishments, and dreams. They’ll validate your feelings and remind you to be grateful for all that you have. Get that negativity out of your system before you meet any recruiters. They will sense your bitterness, and it won’t reflect well on you.

Surround yourself with positive people and be kind to yourself. Don’t beat yourself up about what’s happened, and make sure you’re eating well, exercising, and getting enough sleep.

4. Prepare Your Story

If you’ve been part of a big layoff that is all over the news, it is easier to explain why you got laid off. But otherwise, you will have to explain to prospective employers what happened.

A short, positive, and concise story is best. Perhaps your department was restructured or your job was moved to a different location. Take ownership and explain what you learned from the experience. Make sure your story will be backed up by your manager or any other references your future employer might want to contact.

5. Explore Opportunities

Before you contact your network or send out any applications, make sure your resume and LinkedIn profile are updated. Then, you can reach out to former colleagues, friends, or any other connections who work for organizations that interest you.

Create an interview bucket list. Conduct some informational interviews if you’re looking to work in a different industry or make a career change. Depending on what you do and your location, you might want to start looking at contract/temp/interim work in the meantime.

6. Keep The Momentum Going

Conducting an effective job search is all about “working it daily.” You need to be proactive and strategic.

Make sure you tailor your resume to specific jobs to maximize your chances of getting hired. Write compelling disruptive cover letters. Network your way around the ATS. But most of all, don’t stop your job search activities, even if you’re in the advanced interviewing stages with one company. You may think you’re a shoo-in for a position, but anything can happen.

7. Stay Positive

It is easy to feel sorry for yourself when you’ve lost a job. You might have regrets about not saving more money, not looking for a job earlier, or not doing enough to keep your job in the first place. However, this negative self-talk will only hold you back in your career and prevent you from getting back on your feet.

Make a conscious effort to stay positive. Surround yourself with positive people and think of the obstacles you’ve dealt with in the past and what you’ve achieved. Build your confidence, and potential employers will take note.

We hope these tips help you deal with being laid off in a positive and productive way. You can and will overcome this career setback. We think you’ll find it isn’t really a setback after all…

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This article was originally published at an earlier date.

Beyond The Myth: Why Effective Branding Is Crucial For Business Success

July 12, 2023

In the ever-evolving business landscape, branding has been vital for long-term growth and success. While it is widely acknowledged that branding plays a crucial role in building recognition and reputation, there are instances where businesses have yet to experience initial success without extensive branding efforts.

This article delves into the notion that while branding may not always be a prerequisite for achieving initial success in certain scenarios, it becomes increasingly essential for sustained growth and establishing a strong foothold in the market. By exploring both sides of the argument, I aim to shed light on the nuanced relationship between branding and business success, highlighting the significance of branding in ensuring long-term prosperity and navigating the challenges of a competitive marketplace.

Let’s look at a few reasons why branding is not an absolute necessity for success, but its absence may limit long-term growth potential:

Short-Term Success

Some companies can experience initial success without a well-developed brand strategy, leveraging word-of-mouth, viral marketing, fleeting trends, or unique circumstances. However, itâs important to note that this overnight success type is often short-lived and lacks sustainability without effective branding. While initial buzz or popularity can bring attention to a business, branding efforts help establish a solid foundation for long-term success by differentiating the business and building a strong customer base.

I had the opportunity to assist a nutritional start-up that experienced rapid growth in the first two years, with 130,000 customers and two million bottles sold globally for its hangover prevention product. Unfortunately, the company faced a downturn when sales began to stagnate. I conducted comprehensive analyses to understand the underlying causes, encompassing competitive and market evaluation, consumer trend assessments, and data analytics. Upon examination, it became apparent that the company had disrupted the market with its innovative product and had established dominance in its category, garnering significant attention and success. However, as competition emerged, it faced a challenge as its competitors easily replicated its offerings due to a lack of unique differentiation. This lack of distinctiveness proved detrimental to the business. Furthermore, the company’s unclear value proposition, inadequate positioning, and inconsistent messaging further contributed to customer confusion and ultimately led to a decline in sales.

The absence of a well-defined branding strategy underscored the need for its development to overcome the challenges faced by the company, highlighting the crucial role of effective branding in achieving sustained success.

Niche Markets

Businesses operating in certain niche markets or local communities can experience thriving success without heavily investing in branding efforts. Personal relationships, referrals, and local reputation can play a significant role in generating business, reducing the immediate need for branding efforts. However, it is crucial to acknowledge that the absence of branding can hinder revenue generation, profitability, and the creation of long-term value when faced with competition. Without a strong brand, businesses may struggle to adapt to market changes, expand their operations, and attract investment opportunities essential for sustained growth and success.

A compelling example of this is my experience working in the cannabis industry. As competition in the market increased, larger corporations entered the scene, and more states legalized recreational cannabis, it became increasingly challenging for niche brands to remain competitive. The cannabis company I worked for strategically pursued mergers, acquisitions, and brand licensing deals as part of its business strategy. Once these smaller niche brands were acquired, it became apparent that some had lost their competitive edge. To address this, I conducted a comprehensive business and financial analysis, competitive analysis, market trend mining, and internal capabilities audit. This allowed us to develop a strategic brand portfolio architecture strategy by evaluating each brandâs strategic role and determining whether to divest, invest, harvest, or maintain the brand. Implementing this brand strategy increased revenue and profitability, ultimately leading to the companyâs acquisition.

Although businesses can experience initial success in niche markets without extensive branding efforts, it is crucial to consider the long-term benefits and strategic advantages of effective branding. In an evolving and competitive landscape, businesses need to recognize the value of branding to thrive and sustain their growth.

Established Brand Reputation

In the ever-evolving business landscape, some companies have relied on their established reputation for years, only to face declining sales when market dynamics, industry trends, and consumer preferences shift. As market competition intensifies and the importance of ROI in marketing efforts grows, effective branding has become a necessity for organizations.

While traditional reputation and word-of-mouth may have sufficed in the past, businesses now require a strategic approach to branding to differentiate themselves, communicate their unique value proposition, and establish trust with diverse stakeholders. By investing in branding initiatives, companies can position themselves strategically, target specific customer segments, and gain a distinct competitive advantage.

A case in point is my experience working for a private, non-profit business school in the highly competitive higher education landscape. Struggling with declining enrollment, we conducted a comprehensive analysis, uncovering a lack of differentiation compared to competitors. Through deep engagement with students, alumni, and faculty, the school’s strength in equipping students to become world leaders emerged. Armed with these insights, a repositioning strategy was executed, reviving the school’s brand identity after 22 years and launching an impactful marketing campaign, “Best for the World Leaders.” The results were remarkable, with the highest enrollment in 13 years and a notable 30% increase in awareness.

This success exemplifies the transformative impact of effective branding, showcasing how identifying a unique point of differentiation and leveraging it through repositioning strategies can drive significant outcomes. In a changing market, organizations must embrace branding as a powerful tool to differentiate themselves, attract customers, and achieve long-term success.

In conclusion, while there may be instances where businesses experience initial success without extensive branding efforts, it is crucial to recognize the long-term benefits and strategic advantages of effective branding. Branding plays a vital role in building recognition, reputation, and differentiation in a competitive market. It helps businesses adapt to changes, expand operations, attract investments, and sustain growth. As the business landscape continues to evolve, investing in branding is increasingly necessary to thrive and establish a strong foothold. Whether it is developing a unique value proposition, cultivating customer relationships, or differentiating from competitors, branding is an essential component for long-term success in today’s dynamic marketplace.

For a step-by-step guide on how to develop a brand strategy, check out How To Develop a Brand Strategy by Lisa Perry. For more brand marketing insights, follow Lisa Perry.

3 Ways To Network Over Summer Vacation

July 12, 2023

Summer is in the air and all you want to do is sprawl yourself out on a beach chair, slurp a fruity, refreshing beverage, and soak up some rays. Your career is the last thing on your mind.

While it’s important to take some time for yourself and enjoy life outside the workplace, it’s also important to stay on your game. You never know when that life-changing opportunity will present itself.

Here are a few ways you can network over summer vacation (and still enjoy your time off!):

Always Keep Business Cards Handy

It’s important to always have a few business cards with youâno matter where you are or what you’re doing. If you happen to meet someone at the tiki bar who you think would be an asset to your network, you want to be prepared. Even in the smallest of gatherings, you never know when you may meet someone that could end up being a valuable connection.

If you’re a job seeker or your company doesn’t offer business cards, you may want to consider getting your own printed with your basic information, especially a link to your LinkedIn profile, where you can continue your networking efforts with the new connection.

If you’re not comfortable giving out business cards, you could exchange emails or LinkedIn information. The important thing is to establish a means of communication.

Plan A Family Trip

If you’re considering relocating or just want to start building a network in a particular area, consider taking a family trip to that location. Get to know the area, attend local events, and make an effort to meet new people. Don’t go into it with an “all-business” mindset though.

Remember, you’re on vacation with your family. The focus is on spending your time with them, not making lots of connections. If you can meet one or two locals and build a causal relationship with them, that’s a great start.

Take 30 Minutes Each Week To Network Online

Even if your summer may be jam-packed with fun activities, it’s likely you will have a half hour each week to spare. Make time each week to attend a virtual networking event for at least 30 minutes. It’s not a major time commitment, and the reward could be huge. Not to mention, you can do it while you’re sipping on a refreshing cocktail on your patio.

That’s one of the great things about virtual networkingâyou can do it virtually anywhere!

The truth is, virtual networking is the future, so it’s important to become good at it! Between remote work and the sheer convenience of it, virtual networking events will be in the majority.

Building your professional network over summer vacation is easier than you think. Follow the networking tips above so you can develop your career while enjoying the summer!

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This article was originally published at an earlier date.

The 4 Phases Of Career Development: Which Phase Are You In?

July 11, 2023

As a professional, career development can be a difficult concept to grasp, and an even harder one to put into action. I’m here to simplify it for you: there are four phases of career development every professional should know, and they are the keys to building a successful and satisfying career.

4 Phases Of Career Development (And How To Make The Cycle Easier)

@j.t.odonnell 98% of people make this career mistake #careermistake #careermistakes #careeradvice #careermode #career #careertiktok #careerhelp #careerchoicehelp #careerchoice #chooseyourcareer â¬ original sound – J.T. O’Donnell

Here are the four phases of career development you should know:

Phase 1: Choosing a Career Path or Direction
Phase 2: Getting a Job
Phase 3: Developing Your Career
Phase 4: Deciding to Change Jobs or Make a Career Change

Once you complete the fourth phase, the cycle starts over again. So at any given point, you will be in one of these four phases from the time you start working until the time you retire.

The key to making this cycle easier is to narrow in on two things:

A problem that’s bigger than yourself that you would love to solve
Your unique combination of professional strengths that could help solve it

When you dial into these two factors, you will be able to catapult your success and satisfaction because you’ll be doing work that matters to you, and you’ll be so amazing at that work that people will take notice and you will grow and you will get what you want.

So how do you do this? Well, it starts with that first phase.

Most people were never taught how to properly choose a career path or direction. So, as a result, we usually make the mistake of falling victim to “the first job that comes along” syndrome. We take the first job that comes along that seems reasonably exciting and a match, and then we quickly figure out the job is not for us. So we look for a new job, and we make the same mistake again, and again, and again.

Fast forward five years, a decade, 15 years, and suddenly we’re in a career crisis because we know we want to do something else but we have all this experience doing one thing. And the kind of experience we have usually dictates what kind of job we can get going forward.

I want you to avoid this cycle. And if you’re in this cycle, I want you to break it.

Now, the best way to do that is to go through a free, hour-long workshop called “How To Choose Your Career (In 5 Simple Steps).” It’s going to help you understand what you have to assess about yourself and then how to narrow in on those options so that you can make an informed decision and choose a career path that will work for you.

I know you’re stuck. I know you’re frustrated. And I know it’s because you didn’t get Phase 1 right. And we’re going to fix it now. Let’s do this together. Go get ’em.

Need more help with your career?

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Recruiting In An Unfamiliar Industry: Tips For Success

July 7, 2023

As a recruiter, you’ll likely be tasked with filling a role within an industry you’re unfamiliar with. Even if you’re an experienced recruiter, this challenge can seem intimidating. So, how can you successfully recruit in an unfamiliar industry and expand your expertise?

In this article, members of Duffy Group will reveal their best tips for recruiting in an unfamiliar industry. Read on to gain valuable insights and practical strategies to navigate the challenges of recruiting in unfamiliar sectors, leverage transferable skills, and build effective networks to target successful candidates and expand your talent pool across diverse industries.

Sharon Grace

Have you been tasked with filling a role within an industry you are unfamiliar with and have not recruited in before? No need to fear; here are some tips that I use to help you get started:

First and foremost, approach this new project with wide open arms and a full glass of curiosity with a student mindset. The tools you use are transferable even if you are several years from being in a classroom.
Your client and hiring leader can help get you started and guide you on your journey. The hiring leader is the person that will help set the foundation.
Give yourself the grace to be vulnerable and welcome the phrase, âWe donât know what we donât know.â We have all been and continue to be there in life and our career journeys. It is ok to let your hiring leader know that you havenât had an opportunity to do much work in this industry yet. Express your interest and excitement to have this opportunity to learn.
Hereâs where the curiosity starts. Ask questions, ask more questions, and ask clarifying questions. Think big picture and macro.
Do some initial basic research, starting with the companyâs website and social media. Look at the articles they published and posted. Read the comments, notice who wrote them, and look at their profiles.
Research the hiring leader to learn about their career path. Plan to do a mini interview with them. Ask them questions like:
- âHow long have you been in the industry?
- “What drew you here, and what keeps you?â
- âWhat was the learning curve like?â
- âWhat are some tips on how you learned?â
Ask for recommendations on industry newsletters and associations to research.
Ask for common industry acronyms, certifications, and jargon to sound like a pro out of the gate.

Have fun! You got this!

Sharon Grace is a veteran search executive at Duffy Group who helps hiring leaders hire great people because of her proven track record as a strategic partner and advisor to recruit, identify and assess talent.

Kristin Pozen

Doing some research upfront can help you look like an expert when recruiting in an unfamiliar industry.

Look for leading industry publications online or in print and subscribe to them.
- Try to identify who the top players are in the industry (people and companies).
- What is the trending technology in this industry?
- What are some of the drawbacks of being in this industry?
Are there TED Talks, other videos, or podcasts for this industry?
Like and follow the top players in those industries on LinkedIn or search for recent articles about them in business journals.
What events and conferences are coming up in that industry?
- Would it make sense to attend any of those events?
- Consider being an event sponsor.
Join industry-specific groups in person or online (LinkedIn). Expand your network by picking up the phone and calling some members to ask them more about their industry.
Other online resources that can be helpful:

Kristin Pozen is a research recruitment recruiter at Duffy Group and a former HR recruiter.

Georgia Musgrave

Conducting a site visit can be extremely valuable for a recruiter unfamiliar with an industry. It lets the recruiter learn firsthand about the companyâs operations, culture, and work environment.

Recently, our team went on a site visit for a non-profit client that provides essential needs to foster families. By touring their facility, we explored their 50,000-square-foot warehouse and saw firsthand the impact this had on the families. We met the staff, took photos, and got a real sense of their operation and culture. This allowed us to identify the right candidates better and recruit enthusiastically because we could better describe the opportunity and environment!

During a site visit, a recruiter can observe how employees interact with each other, get a sense of the companyâs values, and see the physical workspace. In addition, a site visit can help to establish a rapport between the recruiter and the companyâs leadership team. This can lead to a more collaborative relationship and better communication throughout the recruitment process.

Georgia Musgrave is the VP of Strategic Initiatives at Duffy Group. She educates leaders on the value of “passive talent” as a means of attracting the best human capital to their company.

Colleen Neese

Everyone has to start somewhere! When recruiters are faced with recruiting for a role theyâre unfamiliar with or in a new industry, it can initially seem daunting. But a few things can be done to get you up to speed quickly.

The first tip is to ask the candidates questions about their industry and to share their expertise. For example, asking “Where would you look if you were me?” or “What industry resources would you recommend?” or “Who are the top companies in this industry in your opinion?” or “Who do you follow as an expert in this industry?” are all excellent ways to gather competitive intelligence.

Also, in my experience, it is ideal to have a “benchmark candidate,” meaning someone who has been identified as a perfect fit for the position, that way you can hunt to find someone with similar expertise and qualifications.

Recruiters are expected to be knowledgeable in their fields, and ensuring you are keeping up on industry trends is essential by reading industry publications, articles, and other sources of information. Itâs our job to always be curious and never stop learning!

Colleen Neese is a practice leader at Duffy Group. She specializes in recruiting executives in non-profit and healthcare.

Kathleen Duffy

The show Ted Lasso is about an American college football coach hired to coach a professional soccer team in England. Ted has no prior experience as a soccer coach, but his unyielding curiosity and vulnerability lead him to succeed in his role.

As recruiters, we are naturally curious and have to figure out how to leverage our curiosity to navigate new industries, functions, technologies, etc., while maintaining our credibility with the hiring leader, ensuring we can find the right candidates.

Letâs use technology to instantly become an expert in any field. Recently, a client asked if we could help them find a mechatronic engineer.

Where are mechatronics engineers working?

Automotive, aerospace, consumer electronics, robotics, industrial automation industries
Research and development in academia industry

Where do mechatronics engineers live?

Manufacturing hubs like Detroit, Michigan; Silicon Valley, CA; and Houston, TX
Other countries such as Germany, Japan, Canada

What key terms are critical to identifying a mechatronics engineer?

Control systems engineer, robotics engineer, automation engineer, along with others

Now you are closer to being an expert. You can go to the hiring leader and dive deeper into the specific skills and expertise their mechatronics engineer needs for the particular project or application.

Kathleen Duffy is the founder, CEO, and president of Duffy Group. The company’s vision is to elevate recruitment research as an alternative to contingent and retained search. Since its founding, Duffy Group has been a remote workplace and a culture of work/life harmony.

Need help recruiting talent for your organization? Check out Duffy Group today.

Executive Spotlight: How To Improve Talent Acquisition

July 5, 2023

An effective talent acquisition strategy focuses on the organization’s long-term goals and a good candidate experience. Improving talent acquisition is crucial in order to attract, assess, and recruit top talent, all while creating an inclusive and diverse hiring process. So, what are the best talent acquisition practices to ensure the future success of an organization?

We recently asked our leading executives for their best tips on how to improve talent acquisition.

Here are their responses…

Kirsten Yurich, Executive Coach & Vistage Chair

âAcquiring talent is on the minds of every executive. If not on their minds, itâs on the minds of their immediate team. Having employees that turn your strategic vision into operational excellence is one of the most critical priorities for any leader.

That said, according to a recent report, 84% of leaders feel their strategic recruitment efforts are failing. Why?

In analyzing the data from experts, it comes down to one thing: impression.

Weâve all heard you donât remember what people say, but you remember how people make you feel. Itâs no different when it comes to talent acquisition, onboarding, and employee retention.

Why is your company failing at talent acquisition? You are leaving candidates with a bad impression.

If your companyâs reputation is poor â your potential applicants are left with a bad impression.
If your hiring team is unprofessional, inexperienced, or using antiquated methods â your potential applicants are left with a bad impression.
If your internal culture is toxic or behind the times â your potential applicants are left with a bad impression.
If you provide barely a glimpse of what the job entails â your potential applicants are left with a bad impression.

Leaders who struggle with talent acquisition need to evaluate a few key areas:

Does the recruiting team first embody and second infuse the companyâs core values into the talent acquisition process?
Does the recruiting team have the skills and knowledge needed for todayâs job market?
Does the recruiting team have the resources needed to produce the outcomes expected by the executive team?
Does recruiting have the same at your leadership table as sales and marketing? Their need to outsell the competition is no different.

When the recruiting team has the same level of expectations as sales and marketing, why do companies treat them as less than?

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

John Schembari, Senior Education Executive

First, the hiring process has become ridiculously elongated. We lose candidates to other organizations with processes that are more efficient. Can some of these stages be combined? Impression, as Kirsten says above, matters. If you don’t value my time as a candidate during the hiring process, how will you value me when I work for you?

Hiring is biased. We all have implicit biases so it stands to reason that the more ways one is similar to those interviewing them the more likely a connection is to follow. While it might be more fun or easy to work with those like us, the organization itself might need different talents to succeed. There are many ways to reduce, if not eliminate, these biases.

Then, once hired, what are we doing to help our new employees succeed? After all, if employees leave too soon, we are back at the hiring tableâand this is costly! Yes, many organizations encourage ongoing feedback meetings between supervisor and subordinateâthese should continue. However, a supervisor is not an impartial mentor. We can do better in offering coaching programs to our staff. An ounce of prevention is worth a pound of cure.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Leadership Development & Learning Strategist

Enhancing talent acquisition and unleashing the power of human connection. I’m excited about this key topic and will share some ideas on how organizations can elevate their talent acquisition strategies to attract and retain top talent. In today’s competitive job market, companies must adopt a holistic approach that embraces both technological advancements and the power of human connection. Let’s explore some key strategies for improving talent acquisition.

1. Embrace Innovative Technologies: Leverage the potential of cutting-edge technologies to streamline your talent acquisition process. From AI-driven applicant tracking systems to video interviews, these tools can help save time, enhance efficiency, and ensure a seamless candidate experience. By automating repetitive tasks, recruiters can focus on building meaningful connections with candidates and making data-driven decisions.

2. Personalize the Candidate Experience: Treat candidates as individuals, not just resumes. Tailor your communication and engagement strategies to resonate with each candidate. Personalized emails, engaging content, and thoughtful interactions throughout the recruitment process can significantly enhance the candidate experience and showcase your company’s commitment to its success.

3. Cultivate an Employer Brand: A strong employer brand is essential for attracting top talent. Showcase your company’s values, mission, and culture through compelling storytelling. Leverage social media, employee testimonials, and thought leadership content to create an authentic brand narrative that resonates with potential candidates. Highlight the unique opportunities and growth prospects your organization offers.

4. Develop Strong Talent Pipelines: Talent acquisition should not be limited to immediate needs. Build and nurture talent pipelines to tap into a pool of qualified candidates for future roles. Engage with potential candidates through talent communities, networking events, and professional development initiatives. By fostering long-term relationships, you can quickly fill positions with top talent when the time is right.

5. Prioritize Diversity and Inclusion: Embrace diversity and inclusion as a core value in your talent acquisition efforts. Create a hiring process that eliminates bias and fosters equal opportunities for all candidates. Proactively source candidates from diverse backgrounds and promote inclusive hiring practices. By cultivating a diverse workforce, you’ll not only enhance innovation but also appeal to a broader range of candidates.

6. Invest in Employee Referrals: Tap into the power of your existing employees by implementing a robust employee referral program. Encourage and incentivize employees to refer qualified candidates who align with your company’s culture and values. Employee referrals often result in higher-quality hires and a smoother onboarding process, as candidates already have a connection within the organization.

7. Continuous Learning and Development: Foster a culture of continuous learning and development within your organization. Demonstrate your commitment to employee growth by offering training programs, mentorship opportunities, and career advancement initiatives. Emphasize the potential for personal and professional growth as part of your talent acquisition strategy to attract ambitious candidates seeking long-term career prospects.

Remember, talent acquisition is not a one-size-fits-all approach. Continuously monitor and assess the effectiveness of your strategies, leveraging analytics and feedback loops to refine and optimize your processes. The key lies in balancing technological innovation with human touchpoints to create a meaningful and engaging candidate experience.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.

Michael Willis, Sports Business Operations Executive

Talent acquisition should be viewed on the same timeline as the organizationâs growth plan. The vision of the company should be looked at in terms of decades. So should the hiring and retention plans.

Employee branding is what we want our teams to look like in ways of education, experience, culture, and readiness. The labor market needs to catch up to the talent acquisition processes. It might seem unfair, but we must realize itâs the employerâs choice. Employers have the right to retain their best by offering certain employees the latest training in their field, offering management training.

Level up the quality of employees by offering existing employees referral awards for recommending âhigh performs.â This practice allows companies to hire the best at low costs.

Make Recruiting a Priority â Build an outside talent pool of positions that might be needed within the company and build a relationship with these individuals to pull from when the need presents itself. This will be a great way to have talent ready when there is an immediate need to shorten the hiring process.
Build a Strong Management Program â Build a program that recognizes strong hires for additional management training. I think these types of programs should be transparent so that they are available to all that fit the criteria. These types of programs are where your vice presidents and future C-suite executives are born.
Train HR â Lastly, HR should build a database that includes every employee. This database should include the service date, promotions, awards, and performance. Non-promoted employees should be flagged and discuss with their managers why they are stagnant in their progression.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

âIn todayâs competitive job market, attracting and retaining top talent has become a priority for organizations across industries. Employer brand marketing is a powerful tool that can significantly improve talent acquisition efforts. Remember, talent acquisition is not just about finding suitable candidates; itâs about attracting individuals who align with your companyâs values, culture, and long-term goals. Here are several ways employer brand marketing can improve talent acquisition and secure the best candidates.

Define Your Employer Brand

To improve talent acquisition, developing a strong and authentic employer brand is crucial. Start by defining your companyâs core values, mission, and culture. Conduct internal surveys and interviews to understand employee perceptions and experiences. Use this feedback to define and articulate your employer brand proposition, highlighting what sets your organization apart. Ensure that your employer brand aligns with your companyâs overall brand image and resonates with your target talent pool.

Craft Compelling Employer Brand Messages

Once you have defined your employer brand, craft compelling messages that effectively communicate your unique value proposition. Develop a consistent narrative that showcases the employee experience, career growth opportunities, and the positive impact individuals can make within your organization. Tailor your messaging to resonate with different target audiencesâexperienced professionals, recent graduates, or specific industry segments. Highlight testimonials and success stories from current employees to add credibility and authenticity to your brand messages.

Leverage Digital & Social Media

Digital and social media platforms offer immense opportunities to showcase your employer brand and engage with potential candidates. Establish a strong online presence by optimizing your careers website and creating engaging content that reflects your employer brand. Leverage social media channels to share employee stories and company news and showcase your company culture. Encourage employees to become brand ambassadors by sharing their experiences on social media platforms. Engage with candidates and respond to their inquiries promptly, creating a positive and interactive online experience.

Enhance Candidate Experience

Improving talent acquisition involves providing candidates with a seamless and positive experience throughout recruitment. Ensure that your application process is user-friendly and mobile-responsive. Communicate job expectations, responsibilities, and career progression opportunities to set realistic candidate expectations. Regularly update candidates on the status of their applications and provide constructive feedback, even if they are not selected. A positive candidate experience, regardless of the outcome, can enhance your employer brand reputation and attract future talent.

Nurture Relationships With Passive Candidates

Employer brand marketing isnât limited to active job seekers. Develop strategies to engage and nurture relationships with passive candidates who may not be actively looking for a job but could be valuable assets to your organization. Identify and connect with potential candidates through networking events, industry conferences, and professional online communities. Share through leadership content, provide insights into your companyâs achievements, and create opportunities for passive candidates to learn about your organization’s culture and career opportunities.

Engage Employees as Brand Advocates

Your employees are your strongest brand ambassadors. Engage and empower them to share their experiences and promote your employer brand. Encourage employees to create and share content on their social media channels, participate in employee referral programs, and contribute to employer brand storytelling initiatives. Recognize and celebrate employee achievements to foster a positive work environment and enhance employee advocacy.

Measure & Iterate

Continuous measurement and analysis are vital to improving your employer brand marketing efforts. Use analytics to track the impact of your employer brand marketing campaigns, such as website traffic, application rates, and candidate quality. Collect feedback from candidates and employees to identify areas for improvement and fine-tune your strategies. Regularly review and update your employer brand messaging to ensure it remains relevant and resonates with your target audience.

Investing in employer brand marketing can attract top talent and establish your organization as an employer of choice.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

What are your best tips for improving talent acquisition? Join the conversation inside Work It Daily’s Executive Program.

Beyond The Myth: Why Effective Branding Is Crucial For Business Success

Executive Spotlight: What AI Means For The Future Of Work

July 4, 2023

Artificial intelligence (AI) is intelligence (such as learning, reasoning, and inferring information) demonstrated by computers that mimics human intelligence. In the workplace, it can be used to perform cognitive abilities and tasks with reduced human error and cost. But this is just the tip of the iceberg of the transformative potential of artificial intelligence for the future of work.

We recently asked our leading executives what they think AI means for the future of work.

Here are their responses…

Ana Smith, Leadership Development & Learning Strategist

In continuation of our exploration of artificial intelligence (AI) and its impact on the future of work, this aims to shed light on the potential drawbacks and challenges associated with the integration of AI in the workplace. While AI offers tremendous opportunities, it is essential to acknowledge and address the concerns that arise alongside its implementation. Let us delve into the cons of AI and foster a comprehensive understanding of its implications.

Job Displacement and Transition: As AI technology advances, there is a legitimate concern regarding job displacement. Tasks and roles that can be automated may lead to workforce reduction or shifts in job requirements. Professionals in industries heavily affected by automation may need to navigate transitions and acquire new skills to adapt to changing job market demands. It is vital to implement effective reskilling and upskilling programs to support individuals in successfully transitioning to new roles.
Ethical Considerations and Bias: AI systems rely on large amounts of data, and if this data carries inherent biases or reflects societal inequalities, it can perpetuate discriminatory outcomes. Algorithmic bias can impact hiring practices, decision-making processes, and access to opportunities. Ethical considerations surrounding AI, such as privacy concerns and data security, must be addressed to ensure fairness, transparency, and accountability in the workplace.
Overreliance on AI and Lack of Human Judgment: While AI excels at processing vast amounts of data and making predictions, it may lack the ability to understand complex contexts and exercise human judgment. Overreliance on AI systems without human oversight can lead to errors, misinterpretations, or flawed decision-making. Maintaining a balance between AI automation and human expertise is crucial to mitigate risks and ensure the responsible use of AI technologies.
Workforce Adaptability and Learning Curves: Implementing AI technologies often requires a learning curve and adaptation for the existing workforce. Not all employees may be technologically adept or comfortable with AI integration. Organizations must invest in comprehensive training programs and provide ongoing support to help employees navigate the changes effectively. Overcoming resistance to change and fostering a culture of continuous learning are essential for successful AI implementation.
Job Satisfaction and Work-Life Balance: AI’s ability to automate certain tasks may inadvertently increase workloads and expectations for employees. As AI takes over repetitive and mundane tasks, professionals may find themselves handling more complex responsibilities, potentially leading to increased stress levels and a compromise in work-life balance. Organizations must proactively address these concerns to ensure that AI implementation enhances employee well-being and job satisfaction.

While artificial intelligence presents remarkable opportunities for the future of work, it is crucial to recognize and address the associated challenges. By acknowledging the potential drawbacks of AI, such as job displacement, bias, ethical considerations, and workforce adaptability, organizations can proactively navigate these concerns. Striking a balance between AI integration and human judgment is key to harnessing AI’s potential while safeguarding the well-being and success of the workforce.

Michael Willis, Sports Business Operations Executive

I want to look at AI from the standpoint of leadership selling the concept to C-suite executives.

Selling Up:

1. Understanding C-Suites Destination

These executives are visionaries who look at things in the time and space of decades into the future. Their foundation is mission, vision, and purpose.

It would be best to build a narrative; be a good storyteller, a master at telling their story.

You must show them where they are now and where they want to go. The progress of everything in the middle will get their attention.

If Henry Ford had asked the public if he could help them with something to improve their lives, the dayâs response might have been weâre good; all I need is a faster horse.

2. Articulate the Value

You might see the value in AI and all that it can bring to the sports world. But your task is to articulate whatâs important to them and concerned about every day.

Tell them something that they are not aware of.

You need to understand the observable group behavior of the culture of the C-suites. The essence of a personâs culture is a group of behaviors that you can measure, see, and experience. So, the C-suite will have a culture associated with it.

And there are individual cultures that influence their behaviors and decisions. Still, then thereâs the group culture that affects the group and, therefore, the individualâs decisions to have a unanimous decision to buy into what youâre recommending.

So thatâs why itâs essential to understand how and what areas their culture influences.

3. Trust

What is the C-suite modus operandi concerning trusting? For them to trust your pitch on AI, they must trust it and you.

Once you have articulated the three steps in the order that I have laid out from their perspective, from their lens, youâre on your way.

Finally, you must evoke the right emotions. Emotions will have the final say. Itâs not the idea theyâre buying intoânot the thing itself. Itâs the meaning behind it thatâs important to them.

Lisa Perry, Global Marketing Executive

As a brand marketer, I cannot ignore the profound impact that rapid advancements in artificial intelligence (AI) have had on various industries, and my industry is certainly no exception. AI technology is revolutionizing how companies engage with their audiences, streamlining processes and making data-driven decisions. Here are four ways AI is changing the future of work in brand marketing and how businesses can leverage this transformative technology to gain a competitive edge:

Automating Routine & Repetitive Tasks

AI technology offers the potential to automate routine and repetitive tasks, freeing up valuable time for brand marketers to focus on strategic initiatives. Chatbots, for example, can handle customer inquiries, providing instant responses, personalized recommendations, and support around the clock, enhancing customer satisfaction and allowing marketers to allocate their time and energy towards creative endeavors and relationship-building efforts. Additionally, AI-powered tools can automate social media posting, content generation, and campaign optimization, increasing efficiency and productivity.

Enhanced Data Analytics & Consumer Insights

One of the most significant advantages of AI for brand marketers is its ability to process vast amounts of data and unlock valuable consumer insights. AI-powered analytics tools can analyze consumer behavior, preferences, and patterns, enabling marketers to create more targeted and personalized campaigns. By leveraging AI algorithms, marketers can segment their audience more effectively, tailor content, and optimize marketing strategies based on real-time feedback, resulting in higher engagement and conversion rates.

Predictive Analytics & Forecasting

AIâs analytical capabilities enable brand marketers to predict future trends and make data-driven decisions more accurately. By leveraging machine learning algorithms, marketers can analyze historical data to forecast market demands and consumer behavior and identify emerging opportunities. This empowers them to anticipate shifts in the market, refine marketing strategies, and optimize resource allocation. With AI-driven predictive analytics, brand marketers can stay ahead of the competition and adapt proactively to changing market dynamics.

Hyper-Personalization

AI empowers brand marketers to deliver hyper-personalized experiences to consumers. By leveraging AI algorithms and machine learning, marketers can analyze user data to understand individual preferences, purchase history, and behavior patterns. With this knowledge, brands can create highly targeted marketing campaigns, personalized product recommendations, and tailored messaging that resonates with each customer on a deeper level. This level of personalization fosters stronger customer relationships, boosts customer loyalty, and ultimately drives revenue growth.

Artificial intelligence is transforming the future of work in brand marketing, offering many opportunities to increase efficiency, improve customer engagement, and drive business growth.

What do you think AI means for the future of work? Join the conversation inside Work It Daily’s Executive Program.