How to Rank Better on Google SEO Tips

How to Rank Better on Google SEO Tips Weve all googled ourselves, colleagues, clients, candidates and various people that send us random emails. How can you control what others find on the first page of Google for your name? There are a few tips and tricks but unless youre an SEO expert, youre likely to be lost in the noise. Only 2% of individuals actually own the first page of their Google results. Our friends at BrandYourself have sent us this nifty infographic with tips and trick to make yourself and your company rank better on Google and all those other search engines nobody uses. Interesting stats: 1 billion names are searched on Google every day 94% of people only look at the first page of results LinkedIn ranks better than all other social network profiles WordPress is the best blogging platform for SEO Vimeo actually ranks higher than YouTube Related: How to Build Your Personal Brand on LinkedIn [21 Tips]. Image: Shutterstock

Tips on Writing Resume For Older Professionals

Tips on Writing Resume For Older ProfessionalsTips on writing resume for older professionals can help you get the best results in your job hunt. If you're one of these professionals, it's important to make sure that you have a polished resume and that you use it to your advantage in getting hired. Here are some ways that you can learn about.First of all, you need to set the initial steps in place. This is especially true if you're older. You need to make sure that you take your time and do your research. This will help you determine how much of the job you're going to take on, and how much time you'll need to devote to your job search. You also need to take into account how much time you will have available to actually start working on your job search.The first and most important step that you need to take is to make sure that you have a letter of recommendation. There are several professionals that can offer you a recommendation, but you have to make sure that they aren't going to c ome through with a biased opinion of you. By having someone who has heard your great work and knows you, it will be easier to show your ability to be a good fit for the job.Having a different experience and being able to give a unique perspective of the work that you've done will help to make you a better candidate. If you don't have any recommendations, then try to find people who do. Use them as a springboard for a more personal note. Try to find the appropriate amount of respect that you should be paying when dealing with recommendations.It can be a little more difficult than simply citing a previous employer, but even then it can still work to your advantage. Tell the person how you would work with them. You might want to tell them how you have a personal connection to their company that is different from other people that might be considered for the same position.Make sure that you include everything in your resume, including any accomplishments that you may have had while work ing for other companies. These should be included, along with your notes on what you're looking for from a new job. If you're hoping to move up in a specific department, try to provide an outline of exactly what you want to accomplish. This will help you build a strong foundation.Because you may have a more professional background than your younger counterparts, you might need to write a little differently. Remember that when you are younger, there was only one thing that you needed to remember, and you couldn't do anything without it. As you get older, you're going to be a little less interested in remembering things that you should already know.As you can see, there are some tips on writing resume for older professionals that can help you make your job search easier. Keep in mind that there are some things that you shouldn't take into consideration if you're trying to land the position that you're after.

How Tech is Changing the Face of Retail Recruiting

How Tech is Changing the Face of Retail Recruiting For the fast paced and ever-changing world of retail recruitment, there have been major transformations for both employers and candidates that have seen technology pushed to the forefront of everyday communications and management. Digital solutions are changing the way we work, but how successful are they and how do they improve operations within temporary retail recruitment? Candidate: The rise in affordable technology and the evolution of the multichannel jobseeker has played a large part in the way retail recruitment has had to change. In order to stay successful, seasonal retail recruitment has had to keep up with the changing needs of its target demographic young people who are, in main, students. Retail recruitment has taken much inspiration in its evolution from the way marketing channels have adapted in order to target their main demographic. A focus on social and a switch to more advanced software platforms, which can comfortably host mobile devices, has been at the forefront of this change. Social is becoming an ever ingrained process within the advertisement of retail vacancies. Temporary recruitment is a costly process; social has so far provided retail recruiters with easy access to their preferred candidates as well as free job advertisements. Job boards have had their own battle with technological advances over the years. But the defining point in the online job board’s short history has been its ability to deal with changing technology and device needs. Mobile recruitment grew from the iPhone’s release in 2006 and has climbed in popularity ever since. The development of affordable tablet devices and ongoing improvements in smart phone technology has caused fundamental changes to the way people conduct their job search. Due to these advances, improvements in job board technology have seen focus switch to platforms which are responsively designed, with a focus on mobile apply functions, in order to suit the new, multi-channel job seeker. With candidate job search seeing such big technological changes, how have employers used the advancements in technology to adapt their work processes to suit modern day recruitment? Employer: There is a continuing growth in the importance of information being available on the go, meaning cloud services are becoming an increasingly important tool within the retail recruitment space. The ability to be constantly connected to vital information to help your business run smoothly is imperative to the success of retail recruitment campaigns. Cloud services are allowing HR the ability to vary their working range, as well as allowing information to be accessed quickly and easily, halving problem solving time and allowing focus to shift to operational aspects of the businesses. With retail recruitment dealing so heavily with temporary staff and seasonal trends, software has had to evolve to keep up with the needs of the industry. Services which organise and store large amounts of candidate information are making seasonal recruitment efforts much easier than previous years. Streamlining reams of paperwork into quickly accessible electronic files is providing retailers with an easier way to track their employee’s journey, improving not only productivity but also staff learning and development. Real-time systems are also improving compliance management, by offering an easier way to meticulously monitor paperwork. These systems are allowing HR to plan and manage potential liability risks involved with hiring temporary staff, in a quick and simple way, reducing the ripple effects that can arise from human error. Monitoring and capturing data is becoming increasingly important to managing business structures. Different software programmes and cloud services are now allowing retail recruiters to gain better visibility of their practises, which in turn is providing them with more time to monitor and evaluate working processes, to ensure the best results company wide. Improvements and the future: Technology is providing employers with more time and more money. These improvements are in turn increasing learning and progress opportunities for temporary employees, offering the retail workforce more skills and more opportunities for the future. With such a huge change over a short space of time, who knows what technology within recruitment will be able to further change over the next five years. Author: Craig Aston is the Managing Director of Flo, who provide cloud based recruitment software, designed and built specifically for the temporary recruitment industry.

What Mistakes Do Companies Make with Diversity and Inclusion

What Mistakes Do Companies Make with Diversity and Inclusion Having a robust diversity and inclusion policy in place might seem like the obvious way to go in order to ensure you have a diverse workplace. But believe it or not there are right ways of doing it as well as lots of wrong ways. Weve sought advice from our panel of diversity and inclusion experts who share their thoughts on the dos and donts of diversity and inclusion in the workplace. Natasha Broomfield-Reid Two of the biggest mistakes that organisations make are: Being afraid to take action for fear of getting it wrong It’s surprising how many organisations don’t address DI in case they get something wrong which results in a bad PR or a discrimination claim. The irony is that this makes these scenarios more likely. Not  recognising  the issue or need to address diversity and inclusion Organisations can be reluctant to admit that there is an issue and will often quote phrases like “We hire the best person for the job, end of” without seeing the bigger picture or recognising the value that a diverse team brings. Natasha Broomfield-Reid, Head of Development at Equal Approach. Caroline Stokes For large legacy companies, diversity and inclusion needs to be formalized as the culture needs to adapt. The mistakes I’ve seen is that often external partner companies aren’t informed of this, which has created some employer brand PR catastrophes. Caroline Stokes, Executive Headhunter Coach. Founder of FORWARD. Nicola Crawford One size fits all group diversity training with participants with various degrees of cultural sensitivity may be counterproductive and may aggravate people and situations in the workplace â€" the purpose is to bring people together not divide them further. A mixture of team building and training can foster better working relationships and an understanding of the subject. Nicola Crawford, CFIRM, Chair of the Institute of Risk Management. Joanna Abeyie This is a difficult question to answer because it always depends on what the business and industry youre referring to. Making it a bigger deal than it is? Im so often asked where is all the diverse talent? or we still want the best talent’ as if diversifying your talent pool would compromise that. Starting from that position of thought is detrimental to your hiring practices. Stop making it harder than it needs to be. Individuals from all walks of life are under your nose, you just have to be open to meeting them and seeing their talent, irrespective of whether they look like or sound like you. Joanna Abeyie, Managing Director, Hyden, SThree.  Suki Sandhu Many businesses believe by introducing a diversity and inclusion policy all of their diversity issues will disappear. This isn’t the case. Putting a policy in place is a fantastic first step, but you can’t just talk the talk; you have to walk the walk too. It shouldn’t just be an HR initiative, it needs to be a company-wide focus. Focusing on diversity in isolation will not work. Why spend thousands hiring diverse talent if they don’t feel like they belong once they arrive? Diversity is not mutually exclusive from inclusion. The two must be carried out at the same time. People often say they can’t find diverse talent, but continue to recruit from the same places. As Einstein famously said,  â€œinsanity is doing the same thing over and over again and expecting different results”. Changing where you recruit from or look for talent is vital. It’s also important to identify the groups or communities that you’re not attracting and the reasons you’re not attracting them so you can address barriers head on. Suki Sandhu, CEO and founder of  Audeliss. Charlotte Sweeney There are two big mistakes that many companies make which have a significant impact on the direction of their diversity and inclusion work. The first is that they think that ‘diversity and inclusion’ is one or the same thing. In fact they are not, they are both very different and both critical. Diversity is about the difference that people bring and inclusion is about making sure a culture is created that harnesses that difference and brings the best out of each and every individual. The second mistake is that companies assume that DI is a process, a tick box exercise, and an end in itself. It isn’t, diversity and inclusion are enablers to deliver the business strategy and objectives. Charlotte Sweeney, Managing Director of Charlotte Sweeney Associates Ltd. Sarah Nahm Focusing on diversity before inclusion. If underrepresented minorities, women, and others of diverse backgrounds and experiences aren’t successful within your company, it’s futile to keep addressing the pipeline. No matter how much you focus on recruitment, the candidates you hire probably won’t stay for long. Instead, consider the root causes. Why is this happening and how can you address it within your culture to retain and develop your talent? Once inclusive foundations are in place, then you’re ready to focus on the pipeline. Sarah Nahm, CEO, Lever.

Information You Need To Know About Resume Writing For Defence

Information You Need To Know About Resume Writing For DefenceIt is essential that you do resume writing for defence that includes information about your experience in the field, including the kind of employment you held. This is important because people may use your past experience against you if they have doubts about you being an honest person. These questions should also be answered and include specifics such as details about your work activities, pay and expenses, promotions and other forms of compensation.The next important element of a resume is the information about education. It is very important that you highlight all of your degrees, especially the ones that are relevant to the job you are applying for. You will need to include information such as where you attended your course, when you started and the duration of the program. A college degree is a good idea, particularly if the job you are applying for requires advanced training.There are some other important aspects of r esume writing for defence that you should make sure you include in your document. They include work history, your age, gender and specific job related points. These are important to ensure that potential employers know how competent you are and that you are responsible for your performance. If you have a wife or partner, you should include this in your document.Employers look for communication skills in applicants. If you are able to convey ideas in written form, this will provide a good impression about you. Companies that need workers with a good vocabulary skill should consider you as a good choice.When you apply for a job, it is important that you prepare a list of interview question. Some of these questions include how the position you are applying for fits in with your career plans, what the company's aim is and how your past experiences fit into that. Your answer to interview question should be clear and concise. They should not contain any generalization orjargon.In resume w riting for ex-defence, you should emphasize the number of years you have been working in the field. This can be shown by providing proof such as you have worked at any number of companies, your attendance records and when you graduated from school. This should not be possible with some employers and it is therefore worth noting that you should provide documentation supporting your work experience.The most important information you should include in your resume is your references. These are people who can vouch for your credibility and loyalty. They can be family members, friends or current employees at the company where you are applying for a position.Resume writing for ex-defence is a challenge, but it does not have to be frustrating if you stick to the basics and put in the effort to include relevant information in your document. Good work deserves rewards and if you are a person with integrity, you will stand out from the crowd.

Motivation Monday TEDx Talks

Motivation Monday TEDx Talks I find gearing up for another week sometimes requires a little jump start.   Mondays are a great day for a dose of motivation. I found a listing of the 12 Most Innovative, Inspiring, and Unmissable TED Talks on 12Most, where else! (A super site for finding great information.)   In Angela Maiers post she shares her favorite picks.   I am going to highlight only one in this post, so I hope you check out the others she mentions as well as those mentioned in the comments!   By the way, Angela has presented at TED! I remember, not that long ago, discovering TED and WOW   If you are not familiar with TED: TED is a nonprofit devoted to Ideas Worth Spreading. It started out (in 1984) as a conference bringing together people from three worlds: Technology, Entertainment, Design. Since then its scope has become ever broader. If you havent snooped around there, I encourage you to do so! Tony Robbins You have probably heard his name. Tony Robbins makes it his business to know why we do the things we do. The pioneering life coach has spoken to millions of people through his best-selling books and three-day seminars. His Talk: Tony Robbins asks why we do what we do Tony Robbins discusses the invisible forces that motivate everyones actions and high-fives Al Gore in the front row. Grab a full cup of coffee and spend 22 minutes learning! Do you have a favorite TED Talk?   Will you share it in a comment below!?!

7 Critical Questions to Ask a Career Coach

7 Critical Questions to Ask a Career Coach Are you considering hiring a career coach to help you achieve your career goals for this year? If so, there are critical things you should consider before deciding who to hire. There are many talented career coaches in Austin and  we have a lot of respect for  those in our profession, however, talent alone isn’t always enough to deliver a successful coaching experience. Below you will find essential questions to ask to ensure a successful coaching experience. Questions to Ask a  Potential Career Coach Beyond ensuring your career coach has the necessary experience and credentials, there are many questions you should ask: Will I meet with the same coach throughout my engagement? Can I meet my coach before committing? If I’m not satisfied with my coach, can I change coaches or get a refund for unused sessions? Can I pay for one session at a time? What extras come with my sessions? What work will my coach do before and after my sessions? The final and most important question, however, you must ask yourself: Do I feel a connection with my prospective coach?  Ask yourself this question after your initial meeting with the coach, but before hiring her. You will be spending a lot of time with your career coach so make sure you feel comfortable with this person. All of these questions are necessary to properly set your expectations in advance and will set you up for a successful coaching experience. In fact, once you have chosen a career coach, check out our download for additional tips on How to Have a Successful Career Coaching Experience. What has made your coaching experiences successful? Let us know in the comments section below!