How to Reach Your Company Goals With Help From Your Employees

How to Reach Your Company Goals With Help From Your Employees Success doesnt happen by itself. It takes hard work and commitment to reach your company goals and your employees play a huge role in your journey towards  achieving the best results. The most successful of businesses have an driven  and engaged team who  know how to communicate and cooperate with each other in order to reach their common objectives. In order to build a strong workforce, employers must keep this in mind when making decisions, as well as building a culture of support and appreciation for existing staff. So how can businesses go about meeting their goals with help from their employees? Clear Company have created this infographic with everything you need to know to hit your targets. What should you do before hiring? Dont wait until you have hired your new employee to discuss performance expectations. Evaluate a candidates ability to meet goals in the interview stage. 69% of candidates want an accurate job description when applying for a job and 33% of employers provide candidates with a profile of what a successful employee looks like. 94% of job seekers would like feedback during the process. 7 ways to  help  your employees meet goals: 1) Make your expectations known: Clearly communicate your expectations  of your  employees and how they can personally contribute to meeting goals.  Dont just set a goal and leave them to it explain how they can achieve it. 57% of employees say that their bosses dont give them clear directions, whereas only 13% say their managers help them achieve goals. 2) Set achievable goals: Dont overwhelm employees with one large long-term goal and rather set smaller incremental goals.   69% of employees whose managers help them set goals are engaged at work. 3) Provide training: Help employees to develop their skills with further training.   54% would like more job-specific training. Create mentorship, so employees can learn from each other. 4) Foster collaboration: Facilitate communication and collaboration between employees in different departments. 88% of employees who work at a company who encourages collaboration also think that morale and job satisfaction are high in the workplace. 5) Provide feedback: Dont wait until the end of a project to offer feedback, offer it to employees throughout the process. 64% of companies said that improving managers ability to provide in-the-moment feedback is critical. 6) Evaluate success: Conduct reviews and acknowledge individual achievements and hard work from employees, rather than the company as a whole. 23% if employees are satisfied with their companies dedication to their personal development. 7) Recognise achievements: Reward both the team and individuals when they achieve goals, as 91% of employees who feel valued by their superiors feel more motivated to work their hardest. 32% of employees changed jobs because they did not feel appreciated in their current role. [Image Credit: Shutterstock]

12 Personal Branding Trends That Will Dominate 2016 - Personal Branding Blog - Stand Out In Your Career

12 Personal Branding Trends That Will Dominate 2016 - Personal Branding Blog - Stand Out In Your Career What personal branding trend will dominate 2016? 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. Publishing Online While speaking at events has value, I see more and more entrepreneurs becoming contributors. Writing for a personal blog or media outlets relevant to their business allows entrepreneurs  to position themselves as an expert in their field and  reach a large audience. It also has a far greater ROI than most other personal branding initiatives.   â€"  Carlo Cisco,  SELECT 2. Influencer Marketing Influencer marketing will continue to grow in 2016. There is no better way to grow your brand than to have other credible people give you endorsements. This is a rising trend for companies; 80 percent of consumer  businesses are planning on  pursuing  a marketing strategy involving influencer marketing. I think it’s only a matter of time before that same logic is applied to personal branding.   â€"  Jordan Fliegel,  CoachUp, Inc. 3. Less Curating of Our Lives on Social Media Lets face it: we post only the pretty, glamorous, exotic, fun, adventurous stuff on social media. But it isnt the whole truth. Im guilty of this, and I bet you are too. Earlier in the year, I opened up about a really tough business situation I was in. My audience appreciated the transparency because they got to see the not-so-glamorous side of my life and business and learn from it.   â€"  Natalie MacNeil,  She Takes on the World 4. Author Profiles on Large Media Websites Updating your LinkedIn profile every now and again wont separate you from the millions of other professionals out there. Only those who can contribute meaningful insights on media websites with large audiences will cut through and be able to successfully position themselves as thought leaders. Develop a one-pager expert profile PDF that you can submit as your application; then get ready to write.   â€"  David Ciccarelli,  Voices.com 5. Real Time Vlogging With Periscope Video blogging has been around for some time, but its easier than ever now to produce video content and promote it online. Platforms such as Periscope provide a unique opportunity to livestream special events or announcements, putting you live in front of your audience. This is a great way to engage with your audience or customers while putting a face to your name.   â€"Andy Karuza,  brandbuddee 6. Using Personal Brand to Represent Your Company In todays day and age, not only are the companies talked about but so are the people running them. Rather than local companies being highlighted in our area, I often see the key team members being spoken of instead. These executives usually have a large social media following, and can impact the local community through their personal brand!   â€"  Marc Devisse,  Tri-Town Construction 7. Podcasts Podcasts are a great personal branding tool. Whether you have your own podcast or you appear as a guest on podcasts, its a  growing trend in personal branding. Its a great way for entrepreneurs starting out to establish themselves as thought leaders and experts in their field.   â€"  Brian David Crane,  Caller Smart Inc. 8. LinkedIn Profiles Replacing Resumes LinkedIn will replace the traditional use of resumes in 2016 due to both website integration giving people the ability to apply via jobs websites with their LinkedIn profile and the increasing prevalence of companies requesting only your LinkedIn URL before proceeding in the application process.   â€"  Luigi Wewege,  Vivier Group 9. Social Videos Instead of connecting via textual messages and posts on social media, individuals will use videos to captivate new audiences. With the launch of Instagrams new channel, Snapchat and other social platforms designed to feature video messages, individuals wanting to strengthen their brand need to have video capacity and create videos that entertain and captivate.   â€"Marcela DeVivo,  Homeselfe 10. Instagram for Professional Networking People, as opposed to straight brands, will start to use Instagram to represent their professional lives. You’ll start to see Instagram accounts used like Twitter accounts, where individuals will use the platform to connect and network with other professionals.   â€"  Mike Seiman,  CPXi 11. Reach and Influence Reid Hoffman, Founder and Chairman of LinkedIn, states the future of personal branding will be viewing yourself as a startup. Previously you were ahead of the curve if you maintained a personal brand. Going forward, it will be about providing reach and influence, not just being active. You will need to find your niche and show positive signals of expertise backed up by social proof.   â€"  Fan Bi,  Blank Label 12. Mixing Business With Personal Including some aspects of your personal life on professional social media channels will become more common. Executives know this makes them seem more well-rounded  and approachable, which boosts their  reach. Recruiters will be on the look out for people who display behavior on social media that would add value at their own company, so there will be a huge incentive to share more personal details.   â€"  Dave Nevogt,  Hubstaff.com

The Sofology Approach to Candidate Experience

The Sofology Approach to Candidate Experience Sofas.  Probably the last thing you would imagine to be at the forefront of candidate experience  but you’d be wrong. I recently caught up with Ben Gledhill who is the Talent Acquisition Manager at Sofology  and creator of a very interesting model for candidate experience (see below). They are on their way to becoming a fully digital omnichannel retailer and are doing lots of cool stuff with tech for their customers as well as for their candidates. You can listen to my interview with Ben below, or read on for a summary of our conversation. Also, be sure to subscribe to the Employer Branding Podcast. What is your definition of candidate experience? I guess, maybe five, six years ago it was just a case of you had an ATS, you had an application process and candidates would apply. You offer or reject them, and then you just go back to the beginning. Then you do that all over and over again. With the real emergence of employer branding, the kind of social media-heavy world that we live in now, things like a companys reputation, and more importantly, the impact that candidates and recruitment can actually have, can impact on the consumer brand as well. Its so, so important now. So I guess for me candidate experience isnt just about giving candidates good feedback. Its not just about making sure that the hiring manager has training. Its about the end-to-end process of building the basis of a good employee journey throughout the process but also, if you are a rejected candidate, making sure that they become brand advocates. So they dont only praise your recruitment function but they also praise your organization as a whole as well. Wh ich, if you are a consumer brand, it can have a huge impact on your profit or, potentially, loss. What inspired you to create a model for candidate experience? I guess my real inspiration for creating the model was I just couldnt find a template or a model to work from or use as almost like a term of reference. Im a big fan of the work that Gerry Crispin has done and the Candidate Experience Awards, both in Europe and the U.S. And so I took the feedback that we get from our own candidate surveys, some of the feedback that those guys have collated last year, and I looked at the real process that the candidate will go through. So, it starts off with the brand awareness what do they know about Sofology? what can they understand? what can they find? And actually, comparing that to, what do they want? Probably the biggest bugbear for a candidate, is not knowing what the process looks like. So very easily, when we remodeled our careers website last year, we created a couple of files which shows, very simple in a matrix form, what role goes against which assessment technique so they know exactly how they will be assessed, and what will happen through the process. So what does a pre-screen involve? what does a psychometric test involve? If they are successful, what does the onboarding process look like? Because for me, at one point or another, were all candidates and we all go through the process. So if we can give candidates as much information as we can, hopefully, that will not only inform them but it will alleviate our workload because youve given the candidate all the information that they need. So its just really about taking this gigantic journey that can look a bit, wow, this is a little bit scary! and just breaking it down to really easy, manageable chunks that people can go away, work on a project, come back, slot it in and it can work really well. Where should the typical company start? I always think that you cant really tell other people to do things if your own house is not in order. I think for us, it was very much around the careers website. I dont think it was up to date enough. I dont think there was enough information on there for the candidate to make a real conscious and objective decision to apply. I think that the interview and assessment process can be very mix-and-match to what youre looking for. So, for example, “why does a senior candidate need to go through very basic questions?” On the flipside of that, “why does a junior candidate have to go through a three or four stage interview process?” But I think the big one for me is the actual application process. Its the how do I submit a CV? how do I submit a LinkedIn profile? And I think at the moment our application process is around about five to seven minutes with about four or five clicks. We have taken that down a lot. So, for example, a lot of feedback was, I havent got my national insuran ce number, so we took it out. So its just the little tweaks like that because, for me, everything needs to mirror the consumer way of working. So I think last week, I ordered something off Amazon. It was two or three clicks. So theres no reason why an application process for a candidate should be any different. How can we measure candidate experience and make sure that we use the data well? Because everything that we try to do is as a people-team function, we try to mirror what the consumer business does. So we landed on an NPS survey that each candidate, regardless of role, will receive at the end of the process. And the reason why we did this was we wanted the most realistic image or results of the data thats possible. Because if we got the data after the interview, candidates might be a little bit happy and say, Yeah, its really, really cool and all the rest of it, but we wanted to get the survey data after theyve been told theyve either been successful or unsuccessful. So every candidate will get an email. They will get a text message informing that the email has been sent to them. And the questions that we ask, its a mix of both qualitative and quantitative data, which means that weve got some numbers to play around with but, more importantly, we have some data that we can actually take away in terms of text and actually look at. So, some of the questions are, How would you rate the feedback provided during the recruitment process? At the interview, what impression did the company representatives give? Quite simple questions, but the main one which is key is, Overall, how would you rate your experience during the recruitment process? zero is poor and 10 is excellent. So for me, thats a good little employer brand metric in terms of, What do you think of us as an employer assessing you? And when we first kicked off the process, we had a lot of negative comments because there was probably a lot to fix. But, as times gone on, weve managed to take away things and improve them. So I guess, for us, the two biggest things was the feedback. So now, every candidate that applies will get a notification. They will get feedback as to whether we will progress or not progress with a little bit of detail there. But after the actual face-to-face assessment, they will get full verbal feedback but theyll also get access to further feedback from the hiring manager if requested, just to help them in their next application, or job search or whatever. And the second one was around hiring manager capability. So we had a lot of negativity around the actual individual capability of our hiring managers so what we did, we created a very simple hiring manager training module as part of our learning academy. With things like interview, etiquette, how to structure a competency-based question, h ow to probe without being aggressive. And all of a sudden, you started to see the individuals scores for our assessors go up, and up and up. So, as with the process as a whole, its about taking a problem, breaking it down, looking at a sensible solution, and then moving forward and implementing it. Follow Ben on Twitter @RecruiterGuyNW and subscribe to the  Employer Branding Podcast.

Dont Hate Me Because Im a Personal Brand - Personal Branding Blog - Stand Out In Your Career

Don’t Hate Me Because I’m a Personal Brand - Personal Branding Blog - Stand Out In Your Career You’re probably not old enough to remember the 1980’s Pantene shampoo commercial. This lovely young woman with long, thick, shiny hair looks you in the eye, and with abundant self-esteem few will ever enjoy, she purrs: “Don’t hate me because I’m beautiful.” She then tells the truth about her hair. It’s dry with split ends and apparently, until Pantene she never had a good hair day in her life. So don’t hate her. It’s this miracle shampoo that’s made her beautiful. Just go get some for yourself. If I could look you in the eye today, I might say something similar about last week. Don’t hate me because I had a fabulous week in business and I am about to have my best year ever. Here’s what happened. I got an offer to lead a project that I’ve been dreaming about for the last three years. An offer I wanted when I first heard the CEO of the company on a radio interview, the day the venture was launched. And, among the things that have fed my fever on it, a gaggle of A-list actors are featured on TV commercials that promote this outrageously great organization. It has it all. Great people. Great big brand. Great opportunity to do what might be my favorite thing: product development. Great money. Plus international recognition. Plus an assistant to coordinate everything. Oh, plus a new computer. The truth is: I never told anyone I wanted to do the project. My personal brand did the work that was necessary to win it. I do nothing wowie-zowie, presto-chango amazing with my personal brand. I just do what we are supposed to do. I post updates on social networks about my work, interests, point of view on important issues of the day, (and photos of my dogs). I post announcements about world news because it’s sometimes hard to find that in US media. I don’t post photos, comments or anything that I wouldn’t want my late mother to see. I never use profanity. In twenty minutes each day, I’m online to read and respond to my tribes’ posts, because that’s your work as a personal brand. I reach out to other people when something good happens to congratulate them, via their feeds. I put in an encouraging word when other people are struggling, via their feeds. I post answers on posted questions, sometimes just to jump start the thread, because no one else has answered yet.   I argue reasonably and sometimes with humor on threads. I allow myself to be strident â€" not crazy, just strident on two issues that are outside of my work: equal rights and access for everyone, and safety for children and animals. In other words, it’s not hard to be a personal brand. It’s just a little harder than being beautiful with just one luxurious Pantene lather (or maybe she rinsed and repeated) a day. Last week, I got the phone call that I fantasized about for the last three years. I got the call because I am visible online. If you see me online and that’s a lot of places, you see what you are going to get. And, last week: I saw proof again that nothing works like personal branding, when it comes to attracting what you want. You can do this. You too, can get the right call. The perfect offer. Now: post! Author: Nance Rosen  is the author of Speak Up! Succeed. She speaks to business audiences around the world and is a resource for press, including print, broadcast and online journalists and bloggers covering social media and careers. Read more at NanceRosenBlog. Twitter name: nancerosen

Find the Best LinkedIn Profile and Executive Resume Writer For You, Part 2 - Executive Career Brandâ„¢

Find the Best Profile and Executive Resume Writer For You, Part 2

Branding, Resumes LinkedIn at AIOP - Jane Jackson Career

Branding, Resumes LinkedIn at AIOP - Jane Jackson Career When it comes to career management, branding is essential.  Keeping your resume up to date along with your LinkedIn profile will ensure that you are ready to attract your desired audience.Last week I was invited to speak at the AIOP (Australian Institute of Office Professionals) professional development and networking event.It was sponsored by AccountAbility Recruitment and I was delighted to share how to boost your career and your brand by using LinkedIn and crafting a powerful resume.Heres a review of the event  by Carly Mowat from AccountAbility:Each quarter the Business Support team here at AccountAbility aim to host or attend networking events to ensure we are giving back to our clients and candidates. This is not only from a service perspective but from a growth and career management perspective too.We are now sponsors of The Australian Institute of Office Professionals â€" AIOP, which is a great networking group for senior office professionals.AIOP recently invited us to atte nd a Professional Development evening with Jane Jackson at the Mercure Central Hotel. We were among 40 senior office professionals who were all thoroughly engaged by the advice Jane gave around CV formatting, accomplishments and getting the best out of LinkedIn.One of the questions Jane asked at the event was, “why do you go to work?” Answers centred around being passionate, having a sense of purpose, money, being a return to work mum and keeping us sane!It was definitely something to think about considering 75% of your time is spent at work. If you don’t feel excited, passionate and genuinely enjoy your job, then why do you spend more time in your role than you do with family and friends?Next Jane discussed  key accomplishments and how to talk about them in an interview and on your CV. My key takeaway was using the STAR techniqueREAD MORE HERE

The Best Free Resume Writing Software Available

The Best Free Resume Writing Software AvailableAlthough the best free resume writing software has not yet been found, a few website owners have reported success in creating quality resumes without having to pay a dime. We'll provide information about two tools that are top of the line.When you find an online professional resume writing service, make sure you choose a company with experience helping other writers make their way in the world of resume writing. Also, as with most things, look for a website with references for testimonials from other clients.The best free resume writing software can be found at resumehero.com. This site offers one of the best sites for having your resume written and reviewed by experts in the field. No matter if you're looking for an easy way to create your own resume or need help writing one that's long enough to be read by a potential employer, this site can be the perfect place to get you started.You can also sign up for the website's newsletter, whic h will help you keep up with the latest resumes for hire from the top resume writers in the industry. This is the easiest way to find out if they're currently accepting resumes for new employees.Not all services on the Internet are created equal. If you're looking for one of the best free resume writing software, be sure to try several before you sign up for one. At some point, you're going to have to spend some money to have your resume written by professionals that can provide you with the results you want.Check out the free tools. They may not work as well as the paid services but sometimes they are worth a shot. If you can't afford to get your resume written, at least you can get it formatted correctly.Try free tools such as Microsoft Word if you don't know how to use it or anything else that will get you a draft of your resume without having to pay a dime. Once you know what type of resume to write, it's just a matter of finding the best tools to help you do it.One of the best free resume writing software available is the Window Resume. It will allow you to instantly create a professionally formatted resume that's ready to be read by anyone who needs it.