Appeasing Your Robot Overlords How to Make Sure A Human Sees Your Resume

Mollifying Your Robot Overlords How to Make Sure A Human Sees Your Resume Mollifying Your Robot Overlords How to Make Sure A Human Sees Your Resume In case you're similar to the vast majority, you've sent an application to an organization, in the wake of investing energy modifying it and making the ideal introductory letter. Inside a couple of moments of sending it in, you get a dismissal email from the organization or far more detestable, you never get notification from them. At the point when this occurs, your resume was never observed by an individual, and your introductory letter was never perused. It was consequently dismissed by a candidate following framework (ATS), programming intended to help employing directors swim through many resumes. Enormous and medium size firms quite often utilize these frameworks to make the volume of uses reasonable. A common activity posting could get upwards of a few hundred applications. An ATS is planned to screen out individuals who are underqualified or overqualified, leaving simply the best candidates. By and by, notwithstanding, candidate following frameworks essentially screen out everything that doesn't have the correct arranging or the correct catchphrases. It's assessed that 75% of utilizations don't endure the ATS, and this isn't on the grounds that those individuals weren't qualified. You're getting dismissed by foolish, cruel robots. These frameworks aren't leaving at any point in the near future, and until the product turns out to be progressively modern and additions a superior comprehension of setting and subtlety, it's something that you need to work with. For the present, it's an ideal opportunity to invite our new robot overlords. To maintain a strategic distance from the bleak truth of contemporary joblessness, you'll have to pacify them admirably well. For what reason Does My Resume Keep Getting Rejected? On the off chance that your resume continues getting dismissed by candidate following frameworks, there's most likely an explanation. Fortunately you can fix it, allowing yourself to get your resume seen by a genuine individual. Here are the absolute most basic issues with individuals' resumes. The ATS Can't Process Your Resume Correctly Guarantee that the product can process your resume appropriately by adhering to designs that function admirably with candidate following frameworks. When utilizing a PDF record you need to ensure it is a discernible PDF. A lucid PDF contains genuine content that a machine can peruse. A picture PDF, on the other hand, may contain text however an ATS won't have the option to peruse this content. To check that your PDF continue is intelligible you can basically reorder a line of text into Word on the off chance that it duplicates/glues pleasantly then you're fit as a fiddle. At the point when you are going after a job you can confirm that everything will be perused appropriately by assessing your resume in the HTML box that normally shows up during the application procedure, in the event that you see whatever looks off now basically alter the content straightforwardly in the HTML territory. Indeed, even the most essential resumes can glance off in this HTML region so don't stress that y ou've accomplished something incorrectly if this occurs, simply be set up to tidy up varying here. The ATS Can't Read Your Headings Candidate following frameworks sort things out dependent on area headings. Consequently, you'll have to remain standard and nonexclusive with them. Utilize standard issue headings like Understanding, Proficient Experience, Key Skills, Center Competencies, Training, Proficient Profile, and so on. On the off chance that you utilize an inappropriate heading, the product may very well skirt the whole segment. Keep in mind, you're doing whatever it takes not to intrigue a human, you're attempting to enter information into programming. You're not utilizing the privilege focused on catchphrases. At the point when a candidate following framework peruses your resume, it's particularly searching for specific catchphrases that were controlled by the business. You need enough catchphrases and key expressions for your resume to endure. To discover watchwords, take a gander at the set of working responsibilities. Utilize similar terms and marks that the activity presenting utilizes on improve your odds. You're utilizing such a large number of watchwords. No doubt over-enhancement is, truth be told, conceivable. You can't simply stuff your resume with a major projectile rundown of different watchwords. Having a vigorous expert profile and key aptitudes segment is incredible as this will help get some vital watchwords into your resume. In any case, it's prompted that this zone doesn't take up in excess of 33% of a page consolidated. On the off chance that you have a key aptitudes segment that contains in excess of 18 lines of key abilities you might need to organize and remove some pointless terms. Answer online application questions completely. Much of the time, you'll have to round out an application on the web, just as present your genuine resume. It's imperative to fill in all things on the off chance that you can, on the grounds that something else, the ATS may toss out your application. Upgrading Your Resume for Success To have a taken shots at practically any employment with a moderate size to enormous firm, you have to ensure your resume is enhanced with appropriate catchphrases and organizing so it takes into account what the candidate following framework is searching for. At Resume Yeti, we assist you with making phenomenal resumes that intrigue to people and robots the same. Check out it today, and watch your reaction rate experience the rooftop.

Seven ways to keep your team motivated when times get tough - Viewpoint Viewpoint careers advice blog

Seven ways to keep your team motivated when times get tough - Viewpoint Updated: 22nd April 2020. Organisations the world over are currently facing an extremely difficult time, tackling new and unique challenges every single day monumental challenges that could never have been anticipated by any one of us. Employees, too, have a whole host of new worries and anxieties on their minds, whether that’s their family and friends’ health, their job security, or perhaps having to home-school and look after their children, all whilst working fulltime from home. The challenges both employers and employees are facing are unprecedented. What impact are these adversities having on employee motivation? Interestingly, a study conducted by Harvard Business Review before the crisis, found that working from home â€" which has now become the norm for many â€" is less motivating than working in an office. Moreover, the study found that when people had no choice in terms of where they worked, their motivation dropped even more dramatically. So, given this research from Harvard, it’s likely that, right now, your employees won’t only be lacking motivation due to new uncertainties and anxieties, but also because of their enforced, newly home working environment. As a leader, it’s imperative for you to help your teams adapt to the current situation, putting a clear action plan in place to help drive motivation and engagement. After all, as our Hays CEO Alistair Cox has said before, “crises and uncertainty causes people to complicate things. A leader’s job is to simplify them and set the action plan”. So, below, I’ve shared seven ways to help you keep your team motivated during these difficult times: 1. Don’t keep them in the dark â€" regular communication is key As soon as a change or a new challenge arises, make sure you are communicative and clear. You need to have regular conversations with your team â€" whether that’s over a phone or video call â€" to help them feel trusted, valued, informed and included. In fact, as our CEO Alistair Cox has discussed, the contact you have with your team at this time needs to be even more frequent than perhaps it would be normally; “this will keep the lines of communication open, and they won’t feel they’ve just been left to get on with it”. Regular communication is particularly important if there are going to be any furloughs, redundancies, budget cuts, changes to your strategic priorities, or perhaps the new plans for transitioning back into the office. You should remind your team that they can approach you at any time if they have any questions or concerns, or if they just want to chat. Make this as easy for them to initiate as possible; using whatever means of remote communication they find most comfortable â€" whether that’s a phone call, instant message, email or video call â€" ensure you’re reachable through all platforms during working hours. Be well equipped and plan well for the questions you predict your team might ask you about, and be as reassuring as possible with your answers, whilst remaining honest and realistic at the same time. The message here is that if you keep employees in the dark during this crisis, you risk them picking up on rumours and jumping to the wrong conclusions. In my experience, it’s when this miscommunication (or lack of communication) happens that people will begin to feel negative, morale gets affected and motivation and productivity suffers. 2. Be inclusive It is not enough to just be transparent about the unique challenges facing your business, you should also endeavour to get people’s feedback and input on them.  Hold virtual team meetings and ask your team to raise their ideas and solutions â€" try to create an open environment where everybody feels they can speak up and make a valued contribution. Use this as an opportunity to develop your inclusive leadership skills, knowing that this will make your employees feel more involved in working together towards a solution. There are some simple steps you can take that will make a big difference to your team, such as asking yourself the following questions: do you show acceptance of everyone without bias? Do you listen to the opinions of diverse groups? Do you provide an appealing vision which inspires diversity of thinking? If employees are involved in decisions, they will feel like they are needed. If they feel like they are needed, they will feel more confident in their abilities and motivated to continue delivering value. As Yvonne Smyth, our Group Head of Diversity and Inclusion, explains: “one of the most important but perhaps overlooked skills of an inclusive leader is to be truly open to new ideas borne from perspectives different to your own. To resist the temptation to take executive style action and instead consult and actively listen to the views of others.” Taking an inclusive approach to your leadership style will help your team stay unified and connected through this challenging time something that Diversity Inclusion expert Charlotte Sweeney OBE has recently written about for us. For example, if you’ve finished a big team project, or completed a difficult task, why not organise a team celebration? Although you can’t pop to the nearest bar after work to raise a glass together, what’s stopping you from all grabbing a drink from your fridge and jumping on a video conference for a virtual “cheers!”? Activities like this will demonstrate to your team that you really appreciate their support and commitment during this time and will remind them that you’re all in this together. 3. Don’t forget to praise Whilst financial incentives may not be possible at the moment, there are  other ways to reward your team which won’t affect your budget. Praise costs nothing, but will mean a lot to your team, particularly during periods of uncertainty such as these. So, give credit where credit is due and thank them for their hard work. Praising your team remotely doesn’t have to be any different to praising them in person. Where you once would have walked over to their desk and thanked them for their work, why not send them a quick message to say how grateful you are? This could be an audio or video clip, which would only take you a couple of minutes to record. Or perhaps arrange a video catch up call and let them know that you’re really impressed with a piece of work they recently completed, or that you’re thankful to have them on your team to help through this difficult time. Dialling them on an unscheduled video call is a really great way and makes a pleasant change and a lovely surprise when they realise what you are calling for. Communicating your appreciation through video is particularly powerful as it will allow you to demonstrate that the praise is genuine through your body language, and particularly a smile! Remember that your virtual acts of praise don’t need to be large and lavish, but they do n eed to be sincere. 4. Keep the balance When we are facing unexpected or new challenges to our businesses, as we are now, we all often need to work a little (and sometimes a lot) harder. Wherever possible, make sure your employees aren’t working long hours, and be flexible in giving them the autonomy to manage their working hours in a way that works for them. Remember that so long as the work gets done, it doesn’t matter when it happens. Your team members may have found new routines which work for their arrangements and responsibilities, and you need to be flexible, understanding and open to that. After all, performance isn’t judged on how long someone sits at their desk each day, it’s judged on the output produced and value delivered. It’s little acts of compassion and tolerance like these that will communicate to your employees that you appreciate the hard work they’re doing at this difficult time, and show that you view their wellbeing and work-life balance as a priority. Whilst there may be lots to do, having overworked and overwhelmed employees will not benefit you. There is only so much your team can take before they lose all motivation, burnout and give up completely. Follow the advice from our Managing Director of Belgium Robby Vanuxem’s latest blog around how you and your team can avoid overworking during lockdown. For example, setting strict boundaries and minimising distractions, such as chatty housemates or loud TVs. It’s also worth reminding yourself of the three ABCs of our basic psychological needs: Autonomy, Belonging and Competence. This is something Dr Kevin Teoh, Chartered Psychologist, recently wrote about, and encapsulates exactly how you can be helping your team to maintain their mental wellbeing in an uncertain world. For example, providing your employees with the autonomy and freedom to decide their own working hours, to help them adjust and fit their working life around their home life. 5. Make upskilling a priority As a leader, you need to be using this time to invest in the upskilling of your employees. After all, it’s the companies that spend time and resource investing in the training and development of their people now, that will likely emerge at the other end in the best possible situation. As our CEO, Alistair Cox explained, this crisis is temporary, and we need to use this time to better ourselves in any way we can. Furthermore, “by investing in them [your employees] now, you are proactively showing them that you are investing in their future”. Start by asking your team in which areas they would like further development and think about what the future skills requirements of your team might be, post-crisis. Understandably, budget may be an issue for any kind of formal training but there are other ways such as mentoring, free online training tools or by delegating certain tasks which would build upon their skills set. Encourage them to  upskill themselves,  for instance via webinars or even listening to podcasts. Investing in both your own personal development and that of your team won’t only better equip you all for the future; it will also demonstrate to your employees that you care about their progression needs and are committed to helping them achieve their career goals. Knowing this will make them feel more motivated to make you proud and stick with you through this challenging time. 6. Keep positive Communication among employees will have undoubtedly changed during this turbulent time. The casual, upbeat conversations you once had on a daily basis with team members might now be more difficult to come by whilst you’re all spread across the country, working remotely. But maintaining positivity and cheerfulness when speaking to others, will do a world of good for your employees during this period. Perhaps in your next team catch up call you could share some positive stories of how the business has adapted, explored new markets or launched new products? It’s important, too, to keep having those informal conversations with your team during the crisis, whether that’s asking how their evening was, what meal they are cooking tonight or what their weekend plans are. Create those ‘water cooler’ moments even when you’re working remotely; perhaps everyone is hooked on the same tv drama, or maybe someone has a funny story about a new hobby or activity they’ve tried out during lockdown or can share a good book recommendation? You could even encourage your team to take virtual lunch breaks together â€" a chance for them to catch up and maintain the informal relationships they’ve built up over the years or months they’ve worked together. Remember also to watch how you speak to others and the language you use during this testing time it’s not just what you say but also how you say it. Whilst you may be under plenty of stress, don’t take this out on your team. Instead, use your position as a leader to nip outward negativity in the bud and to exude positivity. This should have a trickle-down effect within your team, increasing their workplace happiness levels and overall motivation. 7. The new ‘business as usual’ In a similar vein, whilst there will undoubtedly be challenges to your business which you will need to address, try and keep working life in this new ‘business as usual’, as consistent as possible, by establishing new routines and habits to provide stability and familiarity. Make a concerted effort to help your team to adapt to the new ‘business as usual’ as quickly as possible. Continue to delegate and oversee workloads accordingly, and keep routine things like team catch up meetings, one to ones and weekly reports in the diary. Dr Maggi Evans, Occupational Psychologist, suggests that setting short-term targets with your team will help to provide clarity on your expectations, and help people to know what good looks like, whilst also enabling a sense of achievement as things are ticked off. Whilst this may not be how you would usually work in your normal setting, it will provide your team with clear priorities and goals, enabling them to maintain focus. After all, steadiness and routine will reassure any employees who feel negative about their futures and therefore tempted to develop a defeatist attitude. In summary, this challenging time for your organisation has the very real capacity to decrease the motivation of your employees when you need it the most. So, follow the above steps to help you respond directly to their fears, insecurities and grievances, making them feel appreciated, useful and ultimately motivated to work productively and deliver value both now and in the future. Did you find this blog useful? Here is some  related content  that you might find helpful during this difficult time: How to have supportive conversations about the impact of Coronavirus Eight questions to ask yourself when leading remotely How to engage and motivate your team remotely Five ways to stay calm and focused at work during times of crisis How to stop yourself from overworking when in lockdown How to be super productive when working from home Become more mindful, inside and outside of work How to have a mentally healthy relationship with technology

New website - The Chief Happiness Officer Blog

New site - The Chief Happiness Officer Blog We investigated our present site for the Happiness at Work Project, and saw it as terribly swarmed! Theres data about us, our items and our outcomes. What's more, theres articles, news, assets, downloads and heaps of other stuff. Excessively befuddling! So we split out all the assets stuff to another site which you can discover at www.spredarbejdsglaede.dk or at www.happyatworknow.com. So far the vast majority of the pages are in danish just, BUT soon we will decipher a large portion of the webpage to english, and hence have our first worldwide site (YAAAAY). The site is (obviously) a 100% open source arrangement. Its running on a linux server facilitated by Logical and the site itself is running on a phenomenal, free, open source arrangement called eGroupWare. Open Source Software ROCKS! Much obliged for visiting my blog. In case you're new here, you should look at this rundown of my 10 most well known articles. What's more, on the off chance that you need progressively incredible tips and thoughts you should look at our bulletin about satisfaction at work. It's incredible and it's free :- )Share this:LinkedInFacebookTwitterRedditPinterest Related

Dont Be a Negative Nancy! - Personal Branding Blog - Stand Out In Your Career

Dont Be a Negative Nancy! - Personal Branding Blog - Stand Out In Your Career In school, I had a companion who was continually griping about some part of her life. Her classes werent going right, a companion wasnt being pleasant to her, and all the folks she met were jerks. Obviously, she was extraordinary to converse with when I needed to gripe about somethingbut not a ton of amusing to be around at different occasions. So we lost touch. Some time back, I ran into her again in our school graduated class bunch on Linked. Wed both addressed one of those What have you been up to since school? questions. In spite of the fact that my own life wasnt going very just as I needed, I held a positive tone to my answer. So did the 14 other graduated class to address the inquiry. My companion, nonetheless, took the discussion question as a chance to communicate her disappointment with life! She composed: [slightly edited] You truly need to know what my [college education] got me? NOTHING. I graduated with a degree in brain science and basic instruction in January of 200X (after understudy educating). Ive burned through four of the last five and a half years as a substitute instructor in region school regions, I labored for a year in a childcare as a pre-kindergarten educator and Ive been working in an eatery since my strolling graduation in May of 200X. Im a decent educator. Im just not getting anyplace. Im enticed to change vocations absolutely as a result of it. Truly, Im only one of the few disappointments from [our college]. In this economy, there are significantly more individuals who are disappointed with their work. An ongoing article in the Economist uncovered that in December 2008, 57% less workers confided in their managers than did in June 2007 just eighteen months sooner. (BTW, that was before the downturn truly hit, so its most likely more terrible now!) Another overview, discharged a month ago by Development Dimensions International (DDI), uncovered that the greater part of the thousand utilized laborers they reviewed feel that their employments are stale and uninteresting. In Europe, such huge numbers of representatives are disappointed with their work at France Telecom that 24 of them have ended their own lives now and then even in the workplace. (One endeavored self destruction wounded himself in a gathering!) In America, business related suicides are up by 28% from 2007 to 2008. Yet, regardless of whether work is making a greater number of individuals hopeless than previously, that doesnt make it a smart thought to communicate your dissatisfactions to the world like my school companion did. Adverse individuals repulse My first response when I read my companions answer was that she still doesnt sound like a charming individual to be near and that I truly wouldnt need to work with her! Despite the fact that that is just an inclination, it has a strong premise truth be told. In the last couple years, considers have demonstrated that bliss significantly affects a people life and their connections with others. Cheerful individuals are more beneficial and live more. Satisfaction is likewise infectious. Individuals who are around upbeat individuals are 9% bound to be glad themselves and theres a solid doubt that furious individuals spread their emotions a similar way. Thus, whining a great deal could really be what is keeping my companion from getting the sort of life she needs in such a case that shes discussing how baffled she is in life on LinkedIn (a site intended for work organizing), shes likely communicating it elsewhere also! Regardless of whether everything is by all accounts turning out badly in your life, and it feels like nothing is working out for you attempt to remain quiet about it when youre accomplishing something freely. Focus on the things that are working out positively, rather than what isnt. The exact opposite thing you need is to lose an opportunity at your fantasy work in light of the fact that an expert contact imagines that you have an awful demeanor. Creator: Katie Konrath expounds on inventiveness, advancement and thoughts so new… they ought to be slapped! at www.getFreshMinds.com.

Week four boardrooms, break-outs and Bon Jovis greatest hits

Week four boardrooms, break-outs and Bon Jovi’s greatest hits by Michael Cheary Week four: boardrooms, break-outs and Bon Jovi’s greatest hitsOur interns are now halfway through their eight week internship here at reed.co.uk. In their first month they’ve learned a lot about how the business operates. Unfortunately, they may not have learned anything about good music.Here’s how they  got on at the halfway point:AndrewWoaah, We’re Halfway There!If my aim was to use as many clichéd terms as possible within three to four hundred words, then yes, time has been flying by for us interns.  To think that we’ve been here for so long and have been able to accomplish so much this past month makes the 4 weeks we have left seem daunting, but also something to look forward to.While I was at university, I was always concerned that I would never be qualified enough to do any sort of professional internship it takes me ages to read a balance sheet, finance can be a foreign language, and ‘Business Analyst’ was a title that seemed much too esteemed for what I thought I was capable of.  Truth be told, however, the skills that we have ended up using the most as interns is more often than not just a natural curiosity and drive to get a project done.Come up with more ways reed.co.uk can create entry points for new candidates?  Well first we have to go discover what kind of demographics they already have and what they don’t have.  Map the touch points all of our customers’ experience using journey mapping?  Another process and technique we have to acquaint ourselves with and figure out.  Want to see how reed.co.uk should be marketing to the next group of adults entering the workforce?  Then we first have to read up on studies done about Generation Z before making a recommendation.Being a new starter in a company is scary you think of how it’s going to work out and whether or not you’re going to meet expectations.  However, it’s been reassuring to figure out that one doesn’t always need to have the best technical background to be the best intern â€" putting the hours in often pays the biggest dividends.Now excuse me, I need to go get some Bon Jovi out of my head.StephanieAgile. Scrum. CX. Sprints. Daily stand ups. Break-outs. Scrum Master. So many foreign words from the reed.co.uk dictionary are being introduced to me on this internship. I’ve gone from awkwardly nodding my head and smiling in meetings to actually understanding the office terminology. I must say, understanding the practical implementations of these words does make you feel like you’ve unlocked a secret safe of knowledge here at reed.co.uk.Understanding the language was stage one, and now I’ve reached the next level: applying these various terminologies to our projects. Shadowing Sprint meetings and analysing the effectiveness of customer experience has given me new insight on how so many projects are tackled at once!Who would’ve thought, everything from stand ups to project demos actually do increase effici ency and productivity within the company. Okay, I know I’m showing off with the use of all of this jargon but believe me, I have earned my badge to do so! Excuse me as I’m off to a Sprint meeting, and don’t want to keep the Scrum Master waiting.Until next week world.AllyIt was cold in the boardroom last Wednesday. Whether it was the nerves or the air conditioning I don’t know, but it was cold and my fellow interns and I were sweating, despite the chill. We were presenting to a select handful of our colleagues at reed.co.uk, and the subject was jobseekers. The content of our presentation could have revolutionised the company or fluttered away meaninglessly like playing cards in the wind. It was game on.Fortunately we did our research. We unveiled our findings, spoke of our insights, and had conversation for dessert. It was a good hour.The presentation is where all the hard work here at Reed Online pays off. Like a lot of upstanding citizens we, the interns, value positive fee dback as one of the main benchmarks of success. An engaged audience and a sincere expression of gratitude are all we need to gauge the merit of collective hours spent tapping at our netbooks. So either we’re doing well or the staff at Reed Online are inordinately polite.Next week Wednesday, same time, same place, the stakes get bigger and the audience larger: we’re presenting a heftier project that took us more time to stitch together. All we can hope on is the enduring deference of our audience.ConnorAfter last week’s escapades, as you can imagine, I have become a bit more frugal â€" which means lunches have now been limited to the Sainsbury’s salad bar.On the subject of my work here at reed.co.uk, considering last week’s blog failed to have any relevance to it, I believe I have some catching up to do. These past two weeks have undoubtedly picked up pace. I’m not quite sure if this is because I have developed a routine, or just an addiction to caffeine let’s go with r outine.It is unquestionable that I have developed my computer/technical skills during my work over the past couple of weeks.And I am happy to say that I actually look forward to completing the various daily tasks that have been moulded into my routine, mainly because there’s a real sense of purpose and relevance to my particular interests and skillset.Yes, some tasks are repetitive (transferring customer contacts between databases anyone?), but I find myself completing the repetitive tasks as fast as possible and following up with the perennial intern favourite: ‘is there anything else you want me to do?’. Hey, sometimes pro-activity counts…Until next week. YaseenTo My Beloved Audience,I must dismally report that this fourth week blog marks the halfway point of my internship and, more importantly, my world famous blog. I am sure you desk-dwellers will find new avenues and mediums of entertainment in my absence, but I take solace in the fact that you will never find a more en tertaining array of Intern emotions so freely displayed.   I am writing this blog fresh off of my office drug of choice, Board Room Presentation Adrenaline, or rather BPA. I’m not sure why the R is not included in this acronym, nonetheless; it does not affect the chest pounding effects and its ability to instil superiority complexes within its abusers.Highs aside, I am beginning to dread the day when I must say bye to this office, and its lovely inhabitants. In the hopes that you will keep an open mind and ignore my naïveté, I can no longer restrain my emotions and must yell through my keyboard that my intern life at reed.co.uk is in fact better than 95% of all other internships.  I had to leave five percent for the select few and undeniably superior position of interning at Victoria’s Secret…I cannot tell you the satisfaction that comes with giving board room presentations every week, or having a work environment where we are surrounded by the technological superfluous wh ich only the likes of Google so often brag about.  Excuse the Disney channel theme propagation, but, I must say it is so truly rewarding to know that our work in analyzing various facets of the company are actually being used to adjust company procedures/products.  Unless of course it has been somehow possible that the ENTIRE reed.co.uk team is in on some plot to make us feel important, in which case, I would still commend them for such a unified and unwavering effort.I promise to unearth the truth behind reed.co.uk and in true detective fashion I will insist on taking my coffees shaken, not stirred.  You can be rest assured, as always, that I will keep my lovely audience up to speed on the latest.The interns have finished week four. Stay tuned to see how they get on in the coming weeks.