Looking Internal at Mobile HR Technologys Engagement Methods - Workology

Looking Internal at Mobile HR Technologys Engagement Methods - Workology Internal Workplace Engagement Methods This is Part 2 of a series on Workplace Trends in Mobile and Technology for the Human Resources Industry.  Check out Part 1 here.    Download the full essay on how mobile technology are changing HR as featured in J. Wiley Son’s Summer 2012 issue of  Employment Relations Today  Journal by  downloading here.   I’ll be publishing the materials as part of an ongoing series on mobile recruiting and HR technology.   Internal Workplace Engagement Methods Since the adoption of computers and the Internet at work, e-mail has been the preferred method of internal communication for employers and organizations updating their employees on company announcements, acquisitions, policy, or organizational changes. For many managers, e-mail serves as a management and monitoring tool. Bosses quickly e-mail their teams for updates on project changes and reports and statistics used to analyze their span of control’s success, progress, or failure. Although e-mail can be effective, it is also bulky and long winded. It consumes our work time, with the average e-mail user receiving 147 e-mails each day and spending an estimated 2-1/2 hours sorting, organizing, and rereading. On average, only 12 of the 147 e-mails require additional work, information, or follow-up, making the case for e-mail as an inefficient management and messaging tool. E-mail is not designed for quick messaging, but internal messaging platforms are. Internal microblogging platforms are similar to Twitter (an external messaging tool), which limits users   to just 140 characters per message. Messages are sent in real time to a group or individual, offering up a quick response, direction, or guidance and taking the bulk out of e-mail. Unlike external microblogging sites such as Twitter, internal messaging tools keep the message internal, secure, and private. One such tool is Yammer. Yammer, similar to text messaging but using your PC, allows for documents to be shared and stored. Different teams or groups are designated with team members receiving updates via e-mail or even text message. Companies are using Yammer and other Yammer-like services for team collaboration, learning, sharing, and crowdsourcing answers, ideas, and information. A Case Study of Grass Roots Internal Communication Sometimes an instant messaging service is not robust enough to share, communicate, and learn in the workplace. Internal social-networking platforms allow for increased information sharing and data storage as well as connecting with coworkers, colleagues, and peers. One Fortune 500 company designed its own internal social network using $40,000 and free software, taking a grass roots approach to growing the company culture and   community. Using a data-storage platform, Microsoft SharePoint, this company started small, creating an internal social community focused on nonwork interests. After building the platform infrastructure using a volunteer team of employees, the company beta tested the community for 90 days using a small test group as a starting point. With no corporate social-networking policy to pull from, the company used this opportunity as a starting point to create one. The first variation of the network focused on user-created interest groups with the most popular group be ing one about pets. Employees posted photos, updated activity calendars, and wrote blogs posting them within the internal social platform. Employee feedback from the beta testing was extremely positive as employees developed deeper relationships with their fellow employees, increasing their satisfaction with the company culture and work environments. Beta-project leaders reported no incidents of employee misuse, and even at present employees self-police their network use. The success resulting from the beta test led to the quiet launch of the internal social network for the entire organization in 2009. Since its launch, the company has added profile options that allow employees to create professional work profiles and connect better with one another. Recruiters internally have also found use for the profile pagesâ€"as a sourcing reference to help fill company positions, taking advantage of their large and active employee base. Other features added recently include work groups that allow  team members who are often   working virtually   to post questions, collaborate, and share information. Work groups are maintained and controlled by the individual manager. Although templates and best practices were designed for work groups, managers and their teams can make changes to their internal groups and pages based on their own interests and needs. Other companies are considering internal social networks for increased collaboration as well as knowledge transfer, given the increased number of experienced workers who are looking toward retirement. Like the company described above, companies are also looking at ways to improve communication with their managers and employees as teleworking, virtual offices, and work-from-home programs are on the rise. Mobile Messaging As Quick Email Alternative Mobile messaging using text messages is an effective model to reach the millennial professional and job-seeker community. In aggregate, they prefer text messages to e-mail messaging and voice communication. A quick, 160-character text message from an employee who is calling in sick or inquiring about a job opening or from a job seeker who wants to receive job announcements from a preferred company   is a powerful and real-time engagement and information-sharing tool. As mentioned previously, mobile is an effective way to engage workers regardless of their location. Government agencies are using mobile apps that allow employees access to their employee directories from their personal devices. These government agencies see BYOD (bring your own device) programs as an effective organizational cost-cutting measure. In 2010, The Federal Telework Bill was passed, allowing for these federal government agencies to take advantage of telework and BYOD programs.  Instead of paying for employees to have a second smart phone, companies offer employees a monthly stipend and incentive to use their own devices. These agencies put security settings and encryption programs in place to ensure that company data is protected. Nearly a year since the program’s inception, 89 percent of federal employee’s surveyed say that using mobile devices and participating in telework programs make them more productive at work. Dont forget to check out  Part 1 here   and the next series installment,  Part 3 here of this HR Technology and Mobile series.    Download the full essay on how mobile technology are changing HR as featured in J. Wiley Son’s Summer 2012 issue of  Employment Relations Today  Journal by  downloading here. Photo Credit.

Learn How to Write a Resume - Professional Writing Skills For a Resume

Learn How to Write a Resume - Professional Writing Skills For a ResumeIn order to get a better job, you must have a professional writing skills for a resume. You should be able to produce a high quality resume for your prospective employer. However, there are a lot of details that need to be given in the resume which can make it look like a bunch of gibberish. I will give you some pointers on how to get started in the area of professional writing skills for a resume.Professional writing skills for a resume is something that requires a good amount of time and practice. The first step you need to take in order to learn how to write a resume is to practice writing the things that you can't talk about in the resume. Try to write down the tasks that you will not be able to get done by your current job and the ones that you have never even thought about. If you have this information you will be able to improve the professional writing skills for a resume.Keep all the information in the res ume concise. Do not try to talk too much when you are writing a resume. It is not going to help you if you try to force the words out. Sometimes the best way to prevent what you don't want to be said is to be vague about it.Do not put personal information in your resume unless you have a very good reason for doing so. Personal information can include hobbies, places where you have been to, or even a bit of information about yourself. This information can be used later if the employer has the chance to contact you but for now you should try to keep it to a minimum. Personal information should be used to show the employer who you are as a person and not just as a resume writer.Make sure that you know how to write a resume and maintain its proper grammar. The first step is to make sure that the resume is well written. If the person reading the resume is unfamiliar with professional writing skills for a resume they will lose interest and throw it aside. Once you know how to write a resu me your resume will be noticed and the chances of getting hired will be much higher.Look for a job seeker with an online job board and don't be afraid to post your resume. By posting it on a site such as Monster, eLance, and a number of other sites you will get a higher number of resumes that will be sent your way. This will give you a better opportunity to send one back to them if they are not interested in your resume.Interview people that you know and send them a resume. At times the resume is the only thing they will ever see of the person and sometimes the only thing that they are going to read. You should always have them send you a response because you never know what may happen if you don't reply to their email.Once you have mastered the art of professional writing skills for a resume you will be on your way to success. Always be honest with your employer and never lie or misrepresent anything in your resume. Also if you are going to write a resume, you might as well learn h ow to write a cover letter as well.

The First Questions to Ask On the Job

The First Questions to Ask On the Job The First Questions to Ask On the Job You've grown out of new-kid butterflies; the primary days in a senior position are no an ideal opportunity to shellfish up.You've been jobless for months.You got the interview.You nailed the interview.You got the job.You can't screw up.You need to hit the ground running.Now what?Now, pose the inquiries you didn't, or proved unable, ask during the meeting. The ones that will assist you with doing everything from adequately dealing with your spending plan to comprehending what to wear on Fridays. It's likewise your opportunity to get some answers concerning the way of life and character of the organization at a degree of detail that would have seemed pompous to ask during the meeting stage. Be that as it may, work searchers despite everything need to regard convention and uphold their best possible behavior in moving toward their future colleagues and chiefs, specialists said.The first thing I would tell individuals is keep it positive, said Cheryl Palmer, an affirmed official professi on mentor and the organizer of Call to Career. For instance, ask a colleague, 'What do you like most about the chief?' Don't ask, 'What do you detest about the chief?' When you're first beginning, you need to be on acceptable footing with everybody.Veterans of the association are additionally liable to be dubious of newcomers burrowing for earth, she said. The individuals who realize the ropes would prefer not to be viewed as being negative about the organization or the chief or whatever else, Palmer said. The best thing is to keep it constructive, and individuals are bound to need to answer your questions.One especially prickly issue for recently recruited employees is the means by which to manage inside up-and-comers you beat for the activity, some of who you should work close by or oversee later on. Kelley Rexroad, organizer of KREX Consulting, a HR counseling firm, suggests recently recruited employees distinguish any inside competitors whom were disregarded in the recruiting pr ocedure and contact smooth quills you wouldn't in any case know were ruffled.You need to be delicate to their emotions and hear their thoughts, she said. The individual could feel ignored, think you are getting more cash than they are. Without that information, you may feel a brush off and wonder why. You can prevail upon the individual with something like this: 'I comprehend that you applied for this job. Shouldn't something be said about it intrigued you?' Then connect with that person: What do they think will be hard to do? What do they think the needs are, and what would they like to take a shot at now? It might be conceivable to transform that individual into a replacement in the future.Lisa Quast, president and organizer of Career Woman Inc. furthermore, an affirmed official mentor and creator, prescribes fresh recruits connect both to their new chief and new coworkers.ask your new supervisor about objectives and destinations yet additionally about what keeps her up around eve ning time. I like to discover what stresses my manager the most so I can decide inventive approaches to help lighten her concerns, for example, through new ventures, improving procedures, and so on., said Quast in an email to Ladders. Organizations search for representatives who include esteem, so attempt to discover inventive and motivating approaches to show how much worth you can add.Quast recommends asking associates what they are really going after and how you can help. This will give you a decent image of the tasks being chipped away at by people, just as ventures that are bigger in scope and being taken a shot at by numerous individuals inside or even outside the division, she said.What not to wearOf course, notwithstanding objectives and goals, you likewise need to comprehend what to wear on Fridays. Huge numbers of the specialists met by Ladders said it's significant at an opportune time to connect with your collaborators in a conversation about the corporate culture.Linda Matias, creator of 201 Knock-out Answers to Tough Interview Questions: The Ultimate Guide to Handling the New Competency-Based Interview Style, proposes uncovering to discover what sort of character prevails with the company.Every association has its own way of life, she said. Colleagues with specific characters may get saw all the more frequently and get advancements. Outfitted with this data, you can evaluate whether you will normally exceed expectations in the organization or on the off chance that you need to flex your character style.Angie Maizlish, leader of First Impressions and a confirmed proficient resume essayist and affirmed work talk with proficient, said accomplishment in another position requires a game plan. This, she stated, requires a rundown of good inquiries and a journal and pen (or a BlackBerry or iPhone) to record the appropriate responses. A portion of the inquiries Maizlish proposes are: What do you need me to achieve the primary week? Second? Third? Where do you see me one month from now? What instruments do I should be acquainted with to be effective? Do you have a guide program? To whom do I address questions? What is the most ideal approach to impart those inquiries? What technique for correspondence do you like? Do you have an open-entryway strategy, or is there a set time during which I can coordinate any inquiries? What are the main three objectives for me this quarter? Would i be able to eat at my work area? Where is the restroom? Finding the correct responses to these inquiries (particularly the keep going), will go far toward guaranteeing a smooth beginning in your new position.

Why Work With a Recruiter - Walrath Recruiting, Inc.

Why Work With a Recruiter - Walrath Recruiting, Inc. There are two ways most readers arrive at  our blog. Either you  click through to it from Walrath Recruitings homepage, or find it searching for advice. Either way, you are seeking advice in your job search and career. At some point, youve likely asked yourself, Whats the benefit of working with a recruiter?. Today, we can answer that question.   The Recruiting Network The best way of explaining it is that working with a recruiter augments your job search. You may have a killer LinkedIn profile, keyword stuffed resume, and dress for success in your interviews. However,  Recruiters have a number of advantages that they can share, compared to you doing a job search at home. Most importantly, recruiters have a vast network. The entire executive recruiting business is based off of companies coming to us to fill open positions. This means we have inside knowledge on open positions within companies. These connections also span across many industries. Its also important to note that at Walrath Recruiting, each recruiter specializes in an industry of focus. This means you will be paired up to interview with a recruiter who knows the most about the job market youre trying to get into. The industries we specialize in are as follows: Accounting Administrative/Clerical Banking/Finance Construction Customer Service Human Resources Insurance IT/Technology Legal Manufacturing/Engineering Medical/Healthcare Non-Profit Operations/Logistics Sales Although speaking with a specialized recruiter does qualify as an interview, when you sit down with us it is more informational. It is  also  incredibly important you are honest with us. This includes work history and past salary information. We use all of this to pair you with up with a job offer that matches your needs in every way. Following this informational interview, we will let you know if we have any relevant positions. However if this is not the case,  we will you enter you into our database. In the event that we receive a job you are qualified for, we will reach back out. When Youre Hired If we have a qualified position for you after the informational interview, we will reach out to the company. They then let us know if they are interested in speaking with you to evaluate your qualifications. After an interview is scheduled, they will make a final decision. Also keep in mind recruiters want you to get the salary you deserve. Compensation is based on the candidates first year salary in  the new job. However, this in no way affects your salary, which is  paid separately. We will negotiate the best salary possible based on your qualifications and skills. The last thing to keep in mind is that there is no fee associated with working with us for candidates. We hope this gives you a better understanding of how executive recruiting firms do business. If you have any further questions, please refer to our Frequently Asked Questions Page, or leave us a comment.