How to Find Candidates with Twitter Search

How to Find Candidates with Twitter Search There are lots of benefits of using Twitter as a recruiting tool, from the huge user base of engaged professionals, hashtag and keyword search-ability, the ability to segregate users into  talent pools using lists and many more! However, despite Twitter now being the second most popular social network for searching for candidates after LinkedIn, a lot of recruiters are still unsure about how to use it for sourcing. If you want to learn a bit more about finding talent using Twitter search, hopefully this guide put together by our friend and social recruiting expert,  Andy Headworth, can be of help to you. 1) Start with an exact search Enter what you are looking for in quotation marks.  e.g. a specific job title software developer 2) Add an alternative search You can do this by using OR between terms. Dont forget the quotation marks on the second search too! e.g. software developer OR engineer 3) Add an additional search term If you have multiple search requirements you can look up people who have both qualities using AND between terms. e.g. marketing AND social media 4) Exclude certain  elements You can do this by using the minus signs before adding a word to the search. e.g. software developer -android 5) View all tweets addressed to a certain user You can do this by typing in to:username (no @ necessary). 6) View all tweets sent from a certain user You can do this by typing from:username. 7) Search for tweets near or in a particular location Type  in near:location, or near:location within:5mi 8) Search for tweets between two dates Type in since: 2014/05/02 until:2015:09/28. 9) Search for all tweets that contain links Type in the term you are looking for links of followed by filter:links. e.g social media marketing filter:links 10) Find specific content Enter the term you are looking for plus the source. e.g. social media marketing source:Instagram [Infographic: Sirona Consulting, featured image: Shutterstock]

Letting Go Can Help Your Work Life Marla Gottschalk

Letting Go Can Help Your Work Life Marla Gottschalk “Some of us think holding on makes us strong, but sometimes it is letting go.” â€" Herman Hesse Most of us are challenged to let go of things within our work lives. We bemoan the collaborations that didnt prove fertile, the goal we might have missed â€" or the client that got away. We are taught in no uncertain terms, to stick with things and to not give up. Yet, Ive seen this strategy backfire and cause a great deal of stress. As a coach, Ive seen this unusual type of guilt affect all types of contributors, from those new to the workforce to seasoned CEOs and business owners. The unfulfilled elements set in the past get in the way of a fulfilling, more productive work life in the future. Invariably, the elements that we value the most â€" that live at our core â€" cause us the most trouble. Big, audacious goals are touted as a cornerstone of our work lives. (Some advice here, on how to set them wisely.) We are encouraged not only to set them, but to live them with each and every breath we draw. Im good with goals and we all need them. Yet, just like the battery that feeds our favorite device â€" goals have a life span. They reach a state, where they are no longer be viable or serve as a meaningful motivator. How this affects us is something we should pause and note. People also cycle into our work lives. There are expectations attached to them as well â€" and not all of these might have been fulfilled. There may have been a mismatch, or we (or they) have changed or circumstances influenced the outcomes. Our time with them may have felt unproductive and frustrating, but inevitably, it was what it was. All of this holding on requires energy and headspace. Yet, our attention cannot be infinitely divided. (Research has shown that our minds burns through 20% of our energy requirements though it represents only 2% of body mass.) In a sense, wasting that precious energy, is squandering our own potential. Sometimes we simply must move on â€" and let go. How you would describe your own history in this regard? Do you find it easy to let go? Or are you challenged to do so? If you lean toward the stubborn and notably inflexible end of the continuum, the process can be arduous. However, all of this hanging on doesn’t serve us. It can bring a fog that clouds new opportunities and can fuel bitterness. Nevertheless, turning away and leaving these things behind can be challenging and bring a certain sadness. Letting go of people and goals that define yesterday can be a good thing. We must challenge our mindset to allow us to do so. Here are a few thoughts concerning what letting go is and isn’t: Letting go of a goal isn’t a defeat. It does not signal failure on your part. It may mean that the goal no longer serves you. It may mean you have committed your best effort â€" and the outcomes/rewards weren’t there. It is closure. It is about shifting your energies to fertile ground. It is about becoming more agile. It can foster resilience. It can build a sense of adventure; restore a certain hope and confidence in the future. It can mark the moment of a new beginning. In many cases letting go, creates room for pursuits that are far more rewarding â€" and carves out a place for the goals and people that will help move us forward. I would say that softens the blow. Is letting go challenging for you? Have you mastered the art? Share your experiences with our community. Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is a charter member of the LinkedIn Influencer Program. Her thoughts on work life have appeared in various outlets including Talent Zoo, Forbes, Quartz and The Huffington Post.

Ways to Motivate Millennials in the Workplace - Personal Branding Blog - Stand Out In Your Career

Ways to Motivate Millennials in the Workplace - Personal Branding Blog - Stand Out In Your Career Millennials are the generation born between 1980 and 2000. Currently, they make up almost 33% of the US workforce so one in three employees  is a millennial. While millennials are highly educated and technology capable, they are unfortunately the most frequent job hoppers. Studies show that this generation generally stays in one job around 2 years. Employers obviously don’t like the fact that these employees are not loyal to the company and hop on jobs so easily and frequently.  Therefore, they constantly look for ways to keep these employees in the workplace. Below are some tips to motivate millennials and make them loyal employees. Mentor Them: Millennials want to develop their skills and therefore, they need some advice and feedback. Keep them on track with frequent feedback. Don’t mandate them what they should do. Explain to them why they should do it. Also, if they want to do a task in a way different than yours and produce the same results, let them do it. Don’t tell them that they should do everything in your way. Offer Flexibility and Mobility: Work flexibility is very important for this generation. Since millennials are very tech-savvy, they prefer to work from anywhere with an internet connection in flexible hours. Also, they want flexibility in their job descriptions. Make a program for them in which they can rotate departments or different offices nationally or globally. Millennials are pretty mobile so they like to explore different places. If you force them to stay in the same environment for a long time or sit at a desk all day long, they will be unhappy and their performance will drop. Thus, let them be flexible and mobile. Invest in Them: Millennials want to grow professionally and advance their skills. They like company training programs or incentives for continuing higher education. They also like new challenges and solving these challenges. Provide them the opportunity to develop and use the new skills they gain by assigning them different projects. Let Them Use Social Media: According to a study made by Cisco, more than half of college students globally (56%) said that if they encountered a company that banned access to social media, they would either not accept the job offer or would join and find a way to circumvent corporate policy. Don’t forget that this generation likes to use social media to demonstrate their personal brand. Instead of banning social media, give them a similar environment such as a corporate chatter where they can keep showing their personal brand at the workplace.

Interview Horror Stories-Even When Its Not Halloween - Personal Branding Blog - Stand Out In Your Career

Interview Horror Stories-Even When Its Not Halloween - Personal Branding Blog - Stand Out In Your Career Each year as Halloween approaches, Hollywood and the rest of the entertainment business roll out the horror features that are always a staple at this time of the year. All of the “horror” stories, however, are hardly fictional or strictly limited to the movies and TV. Where the job interview process is concerned, there are all too many real-life “horror” stories taking place today in the job market. Despite the fact that top talent is scarce, and rapidly becoming more so, many companies continue to treat such candidates badly, and in some cases, very badly. These top candidates are oftentimes treated with inexcusable disrespect and a total lack of common courtesy and consideration. For now, these companies may be able to get away with such shoddy treatment of top tier talent, but in the long run, this practice will cost the companies and brand them poorly. I am already seeing social media backlash that, whether companies realize it or not, is already costing them. Let me relate a few recent examples. Interview Horror Story One In mid-September, on a Friday afternoon, a $5 billion dollar firm had a “final” interview with a candidate. On the following Monday, the candidate was told he needed to come back in the next Friday for now, yet one additional “final” interview with another person at the company. A burdensome though hardly rare occurrence anymore. In the case of this particular candidate, though, who, in his current job, travels 50%-60% of the time, it was extremely challenging. He had to change his entire travel schedule for the week, rearrange customer visits, find a way to take yet another vacation day and had to pay some airline change fees out of his own pocket. Still, after the “final-final” interview, it seemed that his sacrifices and minor inconveniences would end up being worth it. After an hour and a half conversation with this “final” person at the hiring company, he stands up and tells the candidate, “Welcome to the team! You will have an offer next week!” Since it was the candidate’s wedding anniversary that weekend, he and his wife went out to celebrate both their wedding day and the pending great new job! You can imagine how crestfallen the candidate was when, on Monday morning, he got a call from the company telling him, “An internal candidate has surfaced and we need to evaluate him.” Late this month the company called and told me that they had decided not to hire the internal candidate, and wondered if the above candidate was still available and interested. (What I wanted to say when I took the call) “You have got to be kidding, right?!” (What I actually said when I took the call) “No, I’m sorry. He already took another position with XYZ Company (one of the hiring company’s main competitors).” Interview Horror Story Two Another multi-billion dollar company had to fly the candidate our firm was presenting in to one of its remote locations. Due to severe thunderstorms the flight was diverted to an airport about 150 miles away. Since the airline had only one scheduled flight per day to that remote location, the candidate would have had to wait until the next day for another flight. When the candidate called the company and explained the situation, he was told to rent a car and drive to the company’s remote facility. Sounded reasonable, but there was just one little, unavoidable problem: The candidate, who had been unemployed for a while, had cancelled all of his credit cards in order to avoid further financial hardship while he searched for a new career opportunity. And as you may be aware, one needs a credit cardâ€"no cash accepted!â€"to rent a vehicle! The company’s response? “We are no longer interested in the candidate because he doesn’t appear to be ‘fiscally responsible.’” Actually, the reverse is the truthâ€"the candidate was (and is) a very fiscally responsible individual. He merely did what any fiscally responsible person should do to make sure his financial house stayed in order, i.e., he cancelled his credit cards to avoid incurring unwanted debt during a time when he could least afford it. As was the case here, all too many hiring companies and hiring managers simply make invalid assumptions without having complete information. Interview Horror Story Three Another candidate presented to a hiring company had endured the crucible of the job interview process for 2 ½ months. During this period she had FIVE separate interviews! While admittedly, the hiring company sought a particular skill set for the open position, the hiring manager was so impressed with the candidate’s obvious technical knowledge and new business development skills and history that he soon began focusing pretty exclusively on our candidate. He was doing what a smart hiring manager would do . . .hire for talent and focus on training skills. Plus, the candidate demonstrated considerable initiative by locating a colleague with the skill set the company sought and was doing some training with them to come up to speed on the required technical skill sets. All of this, of course, impressed the hiring manager, so after the fifth interview, which took place on a Friday, the candidate was told, “We would like to make you an offer.” The following Tuesday the company began calling the candidate’s references, had the candidate fill out an application and started the background check. On Thursday, a vice president with the hiring company stepped in and said the candidate couldn’t be hired because “She doesn’t have a proven track record within the skill set desired.” I wish I could say that these three examples of interview “horror” stories are isolated incidents, or rare occurrences. Unfortunately, however, I can’t say that. These types of situations continue to routinely occur among great companies. Why? Maybe it’s merely a matter of the job market having been a seller’s market for so many years that some companies haven’t yet recognized that it’s timeâ€"way past time, actually!â€"to “shift gears” and start getting a more realistic picture of the pool of top tier candidates. The number of TOP candidates for virtually all skill sets and in all industries is a finite number. Too many companies are at the very real risk of becoming widely branded as companies to be strictly avoided by TOP candidates! Do you have your own interview “Horror” stories to relate? If so, I would love to hear from you! ___________________________________ Check out Skip’s latest book in the “Headhunter” Hiring Secrets Career Development/Management publications series,  Career Stalled? How to Get  Your  Career Back in  HIGH  Gear and Land the Job Your Deserveâ€"Your  DREAM Job! Going on a job interview soon? Know someone who is? Download Skip’s FREE PDF entitled,“How to ACE the Job Interview, by clicking  HERE.

How to Write a Resume For Scientific Writing

How to Write a Resume For Scientific WritingScience and medical writing jobs are some of the most challenging positions that can be filled today. Scientific Writing Jobs require writers to be able to compose a clear and concise introduction, a more detailed description of the position, as well as complete research sections for each and every scientific paper that are submitted to a journal. The writing resumes should also contain an overall plan for the professional to follow during their first year. There are two common areas that scientific writing resume focuses on.Writing resumes should contain an introduction which is an essential aspect of the document. If you have not written a resume before, it is very important that you pick a topic that will catch the eye of potential employers. For example, if you have never written a resume before, you could choose a topic that includes the ability to write or a degree in science.In order to make your resume for scientific writing stand o ut from others, you should be able to highlight your qualifications. If you have worked as a nurse, then this is the perfect opportunity to include this information. If you have published scientific research, then you could give examples of the papers that you have written. Or if you have participated in a variety of scientific research projects, this is also a great area to list them all. Be sure to list the projects that you have completed which will help to focus your appeal to prospective employers.Another way to make your science and medical writing resume stand out is to add a section that highlights the areas of expertise that you possess. You could highlight your specific skills in writing that you would like to use for future projects or how you can be useful to a doctor or scientist. Make sure that you include these specific skills in the document so that you will be able to effectively transition to a new job after completing your first.A science and medical writing resum e should also have an overall overview of the work that you have done in recent years. This will help potential employers understand how much experience you have with the field and provide insight into how you would handle a new job. It is a good idea to list all of the projects that you have completed while in the field so that the employer can easily see how you progressed throughout your career.A science and medical writing resume should also be able to capture the interest of the reader by listing what type of paper you would like to submit to a journal. This is a good idea to list specific fields that you are interested in working on if you want to transition your career after finishing your science degree. This will give you the opportunity to continue to develop your writing skills and ensure that you are able to move into a different job after completing your first professional degree.It is also important that your science and medical writing resume contains a detailed descr iption of the requirements that are associated with the job that you are seeking. These requirements may vary based on the job and its location, but they should include a request for an application, as well as a reference letter. Your resume should also contain a list of sample publications that you have published, as well as a description of the subject matter of each paper. This information should be included in order to show that you are up to date on the newest scientific developments.It is important that you look over your science and medical writing resume and decide whether or not it should be submitted to an organization. You should be able to find out what specific types of documents you will need before you submit your application to an organization. This will ensure that you are able to write a quality science and medical writing resume that will allow you to move forward with your career.

All the News thats Fit to Print

All the News thats Fit to Print The New York Times tag line rings in my head without having to think. Quite the branding theyve done. It is just too bad that so many quality papers are struggling or stopping their presses. I guess they didnt have innovative teams guiding them and looking toward the future or at least watching the trends. From a personal standpoint, do you have the innovation to re-invent yourself to compete in the market? Have you been watching the trends within your occupation and industry? It is quite easy to fall into a comfort zone of complacency and turn our radar off. So what can you do to stay current? Read. Read about your industry through trade publications, read about the cutting edge trends across the country in Fast Company. Read about national and international topics in The Week. Sit down on Fridays with the Rochester Business Journaland subscribe for free for their daily digests. SmartBrief compiles stories and events by industry and you can subscribe for free. It is also a good idea to read about things going on outside of your industry/occupation. Ask other people you respect what they are reading. Lets not forget about blogs. Either company blogsor blogs written by great minds/thinkers. I enjoy reading blogs and seeing who they are siting and have listed on their blogroll. Dig a little and find new sources to stimulate your thinking. Do you have a favorite news source? Please share it in a comment.

How to master the Tell me about yourself question - CareerEnlightenment.com

How to master the Tell me about yourself question There tends to be a few go-to questions that interviewers love to pull out the bag.  One is guaranteed to come up straight away, acting as the ice-breaker: Tell me about yourself.It can be so easy, especially when youre pumped with adrenaline, to spurt out your life story and enthuse about your hobby as a stamp collector.  However, the interviewer is looking for something slightly different!With enough preparation (and some relaxing breathing techniques!), youll be able to offer the interviewer what theyre looking for so that youre one step closer to landing that dream job.What do they mean?A potential employer isnt interested in where you grew up or how many dogs you have, theyre interested in your  working  life.  Its the perfect way for them to get familiar with you and gently ease you into the interviewing process.List your biggest accomplishments  Its important to have a few of your biggest  achievements prepared before going in.  Employers  â€œwant to hear stories that poi nt to a specific and relative outcome or accomplishment, experience, or even a failure they can measure against their perceived needs,” writes Allan Hay in  Memory Mining. Perhaps it was  when a boss praised you and you received a promotion or that time when you solved a problem.If you are a recent graduate then dont fret!  Take an example from an extracurricular activity or a project you were involved in.  If youre applying for a media job then mention working at your student newspaper or at the radio station.  This is also the perfect time to discuss your volunteer work it demonstrates the seriousness of your character and your commitment to helping the community.The S*T*A*R approachIts important to not just list a success story and leave it at that.  Thats why the tried and tested approach of STAR is so successful.  Although its used for a lot of behavioral questions (you know, those Tell me a time when ones), it can also really help structure your answer here too.STAR is an acronym for four key concepts. Situation:  Set the scene for your story.  For example, a time you worked together as a group or solved a conflict.Task: Next, describe your responsibility within that particular situation.  What was required of you?    Perhaps you had to complete a group project under a tight deadline and had to tackle some obstacles.Action:  You then describe how you completed the task.  Perhaps you were the project manager and went the extra mile to create high-quality work, despite having little time to do it.  Its important to focus more on what you did here rather than your coworker or team. Want to Read More Articles Like This One?Sign up here to receive weekly updates from Career Enlightenment, and never miss another powerful job searching tip! SUBSCRIBE! You have Successfully Subscribed!We hate spam too. Unsubscribe any time. Result: Finally, explain the outcome or results of the project.  Did you learn anything from it?    Be sure to emphasize you r accomplishments and how the experience helped you.However, there are a couple of things to consider whilst using this technique.   Its important to speak specifically rather than in general terms.  Include how many people were in your group, how long you had before the deadline and then quantify your success.  If you remain generic then the example will not have that much of an impact.Additionally, its important to remember to tailor the answer to the company.  Always try and match your answer to the job description and the values that the business upholdsWrapping up The best way to close your answer is to explain why youre interested in the position.  Remember its  them, not you.  Its important to always have the interviewers interest at the forefront of your mind.Additionally, youll want to stress that  the position is in line with your plans and career goals.   It proves that the candidate has done their homework and that youve considered the requirements necessary for the role.Be sure to go through your answer a few times before attending the interview.  It shouldnt sound too rehearsed but flow naturally.  If you have that sorted then youll be on to a good start!