November 2011 18
Economy be damned – it looks like Cyber Monday may hit record sales this year. Cyber Monday, otherwise known as the online (and seemingly safer) version of Black Friday, has become the No. 1 online shopping day of the year. A new CareerBuilder survey shows that many workers are not only using Cyber Monday to satisfy their winter boots craving or snag a new TV at a bottom-barrel price, but are actually making their e-shopping habits part of a year-round lifestyle.
“We want an ad so compelling that makes someone say, ‘That seems like a cool company. I want to check that out.’” - Jay Goltz
While discussing ways companies can bring in better quality candidates and eliminate hiring mistakes during his recent webinar, Hire With Purpose, small business expert Jay Goltz suggested companies pay more attention to the content of their job postings.
While it might not seem like it, job postings play a major role in the hiring process. After all, consider how much time you take to scan a resume – that’s probably about the same amount of time a job seeker takes to review a job posting. In other words, you have mere seconds to grab – and keep – a job seeker’s attention, so what you say - and how you say it - matter.
With a little effort, however, you can turn your ordinary job posting into one that truly stands out in the eyes of job seekers, drives more applications and leads to better hires. All it takes is knowing what to include – and what to avoid – when creating your next job posting. Consider the following tips:
DO THIS: Utilize keywords as often as possible. NOT THAT: Get keyword-happy.
The more keywords your job posting contains that are relevant to the position – and that job seekers might use to search for jobs – the easier it is for search engines to find it; in effect, the higher it will appear in organic search results. Look at your job posting and consider where you can substitute keywords job seekers might use in their searches. (For example, instead of saying, “The person in this position will be required to…” say, “The Marketing Manager will be required to…”) Just don’t flood the posting with so many keywords that you lose the message.
DO THIS: Go traditional with job titles. NOT THAT: Advertise for “rock stars” or “rainmakers.”
Not only are these terms nondescript, but job seekers aren’t searching for these terms. Stick to advertising for more traditional job titles, which will increase the ability for your postings to show up in search results on job boards, search engines and social media sites.
DO THIS: Think beyond healthcare and 401(k)s. NOT THAT: Leave out “Free Bagel Fridays”
What may seem like small perks are really a window into your company’s culture. And that, for job seekers, plays a major role when considering potential employers. While you should definitely still include traditional benefits like healthcare and retirement, remember that the little things count, too – and are often what differentiate you from any other organization. In fact, when considering which benefits to include in your posting, seek the advice of those who know best – your current employees.
Middle management positions were a significant casualty of recession-era layoffs, but new research from CareerBuilder’s various industry sites indicate that many employers saw counterproductive consequences and are now rehiring for those positions.
Employers surveyed in the retail, IT and healthcare industries indicated plans to bring back previously eliminated middle management jobs for the purpose of bringing structural gaps and addressing market demands. When assessing the impact of downsizing middle management, employers who made cuts in these industries cited both positive effects (cost-savings and more efficient operations) as well as negative ones (structural and emotional drawbacks).
Don’t know what you got till it’s gone?
According to industry experts, part of the reason for the resurgence in middle management jobs is that employers are now realizing just how essential middle management is to the organization.
“Middle management often gets a bad rap for adding bureaucratic layers to an organization, but these roles can be essential in maintaining team cohesion, retaining core talent and providing direction to workers,” says Bill Meidell, product director of WorkInRetail.com
Jamie Carney, product director of Sologig.com, agrees. “When a department lacks leadership or direction, it is easier to see the value of middle management,” Carney says. “The data suggests that middle management plays an important role in making an employee’s work experience meaningful and productive.”
“Middle management is essential to providing balance and direction within complex organizations,” adds Rob Morris, product director of MiracleWorkers.com. “They play important roles from onboarding new employees and tracking progress to building positive morale and maintaining chains of communication – all things that are difficult to do without.”
Check out details for each industry survey below…
CEOs, COOs, CFOs, senior vice presidents and other company leadership figures recently donned monogrammed robes, gathered around a bonfire in an undisclosed location, and answered a series of questions about their personal habits, including preferred style of dress, Bieber versus non-Bieber hairstyle, lunchtime brain wave patterns, and favorite martini garnishes. OK, not really (though that's how it happened in my head). In reality, CareerBuilder and Harris Interactive© got together to survey 561 hiring managers in senior leader roles to get the scoop on senior leaders' personal habits -- and here's what they had to say:
What company leaders said about their everyday habits:
In the following interview with CareerBuilder, Eric L. Affeldt, President and CEO of ClubCorp, discusses the importance of being on a first-name basis with employees, how he gets employees to give 100 percent and the three thingsevery leader should do to ensure success.
How do people have an impact on the daily business across the organization?
Our employee partners are the living embodiment of what ClubCorp is all about. We have some terrific physical plants and gorgeous clubs, but if the service isn’t there, and if the employees don’t make the members feel special, it doesn't matter how pretty it is.
How do you relate to your employee partners from a CEO level?
First of all, approachability is a given. Any employee partner who calls or emails gets direct access to me. When I go out to visit properties in the field, my nametag says “Eric” not “Mr. Affeldt”. I believe I should be on a first-name basis with them, and there should be no distinction between what they are doing and what I can help them do. We're all here to do the same thing: take care of the guests.
As far as leadership in general, what are some of the most important lessons you’ve learned along your journey?
I believe strongly that if leaders do three particular things, they’ll be successful no matter what business they’re in: First, establish a direction or a vision for either the company or a division. Martin Luther King didn’t say, “I have a strategic plan.” He said, “I have a dream.” It’s very important for leaders to be able to visualize what perfection or what a really great day would look like. Second, in order to achieve that dream or vision, leaders have to allocate resources—both in terms of capital as well as people. They have to put the right people in place as well as deploy the capital appropriately in order to achieve the dream. The third thing is, ensure execution. It doesn't do any good to have a really neat dream and to have allocated the resources and then just kind of walk away and hope that it happens. Great guest experiences are not the result of great accidents. They happen by design.
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