Insider Information Kristi Broom (Hiring Manager) #AWESOME

Insider Information Kristi Broom (Hiring Manager) #AWESOME Ive watched this interview twice now, and will soon watch it again. It was chock-full of amazing insight and information. As you watch the interview youll be impressed at how strategic and purposeful Kristi is. My experience with hiring managers was that they were ill-prepared, and seemed to have gotten a list of interview questions off of Google about 4 minutes before they walked into the room. This is NOT the case with Kristi Broom.  Kristis hiring and evaluations process is very methodical. What can you learn from her?  How to manage your job search when you want to work for an awesome boss.  How to present yourself, and what matters.  The purpose of certain interview questions, and more. If you want hope, direction, encouragement, and help understanding where to focus your job search, Kristis interview is a must watch.  Ill warn you now: get paper and pencil ready, youll want to take lots of notes! New to the Insider Interview series?  This is part of the new JibberJobber video library, and includes interviews with hiring managers, recruiters, business owners, etc.  We want to learn how they hire, and what they think of you (the job seeker), during the hiring process.  This is new, so we only have three interviews up right now, but more are in the editing phase, and more are scheduled for interviews.  You can get access to the entire library for: $9.95 for a month, or $99 for a year, or 50% off the full price: $60/year when you bundle one year premium with JibberJobber (which is also $60). In addition to the Insider Information Interviews, where we interview people on the other side of the interviewing table, we have videos on using LinkedIn, informational interviews, social media, and more.  Ready to get access?  Go here, to the Video Library. Insider Information Kristi Broom (Hiring Manager) #AWESOME Ive watched this interview twice now, and will soon watch it again. It was chock-full of amazing insight and information. As you watch the interview youll be impressed at how strategic and purposeful Kristi is. My experience with hiring managers was that they were ill-prepared, and seemed to have gotten a list of interview questions off of Google about 4 minutes before they walked into the room. This is NOT the case with Kristi Broom.  Kristis hiring and evaluations process is very methodical. What can you learn from her?  How to manage your job search when you want to work for an awesome boss.  How to present yourself, and what matters.  The purpose of certain interview questions, and more. If you want hope, direction, encouragement, and help understanding where to focus your job search, Kristis interview is a must watch.  Ill warn you now: get paper and pencil ready, youll want to take lots of notes! New to the Insider Interview series?  This is part of the new JibberJobber video library, and includes interviews with hiring managers, recruiters, business owners, etc.  We want to learn how they hire, and what they think of you (the job seeker), during the hiring process.  This is new, so we only have three interviews up right now, but more are in the editing phase, and more are scheduled for interviews.  You can get access to the entire library for: $9.95 for a month, or $99 for a year, or 50% off the full price: $60/year when you bundle one year premium with JibberJobber (which is also $60). In addition to the Insider Information Interviews, where we interview people on the other side of the interviewing table, we have videos on using LinkedIn, informational interviews, social media, and more.  Ready to get access?  Go here, to the Video Library.

How to Make a Resume For Free

How to Make a Resume For FreeHow to make a resume for free is easy. You can use free online resume services to design your resume and upload it. And once you get it, you'll be amazed at the many good qualities you see in yourself - qualities that will help you get hired and land the job of your dreams.So let's go ahead and start by selecting the best online resume service to get your resume ready. But first, you need to know what kind of services you are looking for and what you're looking for your resume to have.First, you'll need to think about your personality and what kind of work you do. Do you spend your time working on projects, or do you freelance? Do you like big projects or small jobs? A resume that focuses on your skills will definitely be more effective than one that focuses on you as an individual, instead of what you do for a living. And so, before you decide which online resume service to use, think about what kind of resume you want to have.Next, get started filling o ut your resume. Take the time to think about the important skills you'd like to have in a potential employer. And as you get better at filling out these applications, you'll learn how to make a resume for free.However, before you submit your resume to any service, make sure it is accurate. There are many types of applications available to fill out when you get your resume done. However, the three most popular are the CVs, the letter of recommendation, and the resume. In order to make sure it's all true, it's always a good idea to get some help from an experienced employee or recruiter, so they can verify you are the person you say you are.After you get your resume done, you can begin filling it out and submitting it. Just remember to keep your resume neat and clean. You want your recruiter to see a professionally designed resume that is impressive, but also not so cluttered and run-down that it looks like you didn't do your homework.Once you're hired, you should always have your res ume in front of you when you meet with any great career opportunity that offers a position that you want. This will give you the opportunity to meet them, talk about the position, and if it's a perfect match, try and get the job offered to you. It may be smart to write a letter to your prospective employer, explaining why the position is a perfect fit and thanking them for an opportunity to learn more about the company and the position.Finally, when you go through your resume, look for any red flags that may indicate something was wrong with the resume. If it seems like it's not getting attention, take a look at it and see if it doesn't have the information it needs to go into the application. And always follow up on what was written on your resume with your recruiter.

What is Talent AMD and Why Is It the Future of Recruitment

What is Talent AMD and Why Is It the Future of Recruitment AMD: (Acquisition, Management and Development). Wouldn’t it be nice if hiring were as simple as writing out a job description and finding the perfect  person fitting the role and the aspirations of the hiring manager at just a click of a button? Aligning human capital goals with business strategy is far more complicated than check lists and the click of a button. Retaining talent for strategic advantages, while attracting and hiring additional talent that can help you reach and sustain a competitive advantage requires a strategy that spans from the acquisition phase through management and development phases. Successful recruiting requires connecting the talent brand with the company brand. Professor Hayagreeva Rao from Stanford University is faculty director and leader of the ‘Managing Talent for Strategic Advantage’ course that runs next month at Stanford and outlines the interdependences of talent acquisition and management strategy to drive success. If you can’t afford the $11K tag to attend Stanford for a week, here are some tips on how you can drive your talent AMD strategy: Clarify vision for success When beginning a search for talent, clarity around the company vision, the needed technical abilities as well as the desired personality attributes to fulfill the position sets the parameters of the search Establishing these parameters requires being able to synthesize the hiring manager’s expectations as well as the challenges of the position and the company goals. The end goal (or what the new hire needs to be able to achieve for the organization) needs to be clearly established in the beginning in order to accurately define the skills and abilities needed to succeed. Getting input from multiple influencers Too often there’s a panic or urgency to fill a role. This leads to a crisis decision making process where the hiring manager does not receive the needed input from enough strategic influencers in the organization. These are the people who will ultimately work with the new hire and whose input is critical in understanding the needed abilities to succeed. For a CTO role, the input of the CIO, CEO, CMO, CRO can provide significant insight into the key challenges that need to be solved by the incoming CTO. This insight helps to define the parameters of the search while developing your market map to create a great talent pipeline. You want to harness the organization’s collective intelligence to make an accurate assessment. Short term focus can become a long-term gain From the initial contact to the technical fit to weeding out resumes to careful interviewing processes to researching references and vetting, to negotiating an offer procuring new talent can be an incredibly long process. Developing relationships with potential talent strengthens this process as well as making future searches easier. Each conversation with a potential talent is an opportunity even if they aren’t interested or the right fit for the immediate role. Recruiters need to spend some time developing their own talent pipeline through the potential hires they encounter. Consider every conversation to be a talent acquisition opportunity even if they aren’t hired first time around. One day the candidate might want to work with your organization and your powerful conversation and knowledge will build the employer brand to get them onboard. Has the candidate got the ‘soft skills’? Today’s market is not only challenged to find talent that meet or exceed the required technical abilities but also “soft skills” Determining the needed soft skills requires careful scrutiny when researching the needed abilities for the role through conversations with senior leadership. Often, organizations can struggle with accurately assessing the needed interpersonal and leadership abilities. It’s at this point understanding the position from multiple lenses helps to accurately define what critical soft skills are needed to succeed in the role. How ‘agile’ is the candidate? Today, effective leaders must possess agility. Team problem solving and the ability to quickly execute solutions are traits possessed by an agile leader. With constant pivots, global shakeups, and technological disruption, it’s no coincidence that this skill has become essential in just about every new hire we work on. The ability to identify and capitalize on opportunities before the competition, quickly shift resources, and exploit opportunities within the organization defines agility, an invaluable skill for organizations. What’s the cost? Hiring a new person costs the average company 1.5 times the new hire’s salary, and it is estimated that losing an employee costs anywhere from six months to 2X their annual salary. In short, hiring smartly and for retention is critical. While we live in the age of the constant pivot and a turbulent environment that results in layoffs, there’s a distinction between eliminating a department that doesn’t need to be replaced and losing staff that must be quickly replaced. The later requires hiring for longevity and retention. What’s your talent development or talent retention plan? If you’re looking for talent to build your culture and brand, what’s your human capital retention strategy? Do you have one? If not, think about what your team is learning, how are they engaged, how are they contributing and creating solutions to drive your company forward? About the author:  Caroline Stokes is founder of FORWARD, a human capital solutions company focusing on executive headhunting and coaching for innovation leaders.

Uncommon Common Sense

Uncommon Common Sense Embed from Getty Imageswindow.gie=window.gie||function(c){(gie.q=gie.q||[]).push(c)};gie(function(){gie.widgets.load({id:'qsxwjLY-ThRp8-W-27UcHQ',sig:'dDvNM_1yZ9i-FzWwkES5kM1zRgf-A3L-dWzt_dOjirI=',w:'353px',h:'485px',items:'521813217',caption: false ,tld:'com',is360: false })}); This is one of a series of posts based on the book Everything is Obvious, Once You Know the Answer by Duncan Watts. Watts is a sociologist who is a principal researcher at Microsoft Research and a Professor at Large at Cornell University.  He was a  professor of Sociology at Columbia University from 2000-2007, and then a principal research scientist at Yahoo! Research, where  he directed the Human Social Dynamics group. He starts his book with quotes from people who don’t believe that social sciences are real science; couldn’t we just have figured that out by using common sense? It turns out â€" probably not. “Common sense is how we know what to wear when we go to work in the morning, how to behave on the street or the subway, and how to maintain harmonious relationships with our friends and coworkers,” he writes. “It tells us when to obey the rules, when to quietly ignore them, and when to stand up and challenge the rules themselves.” But common sense comes from observing, learning, and adopting hundreds, even thousands, of unspoken rules and social cues. That’s one reason robots will never be able to completely impersonate a human. There are simply too many variables on acceptable behavior that are never written down â€" you just have to know them. Watts writes: “…in order to teach a robot to imitate even a limited range of human behavior, you would have to, in a sense, teach it everything about the world.” Watts cites the example of riding on a subway. When the subway is crowded, we don’t mind at all that we’re packed in closely next to other riders. But if the car is almost empty, someone standing right next to you would be creepy and uncomfortable. We all understand that we’re expected to spread out according to the space available, but we can’t precisely articulate why. He writes, “People who lack common sense are a bit like the hapless robot in that they never seem to understand what it is that they should be paying attention to, and they never seem to understand what it is that they don’t understand. And for exactly the same reason that programming robots is hard, it’s surprisingly hard to explain to someone lacking in common sense what it is that they’re doing wrong.” It’s one of the reasons that people on the autism spectrum struggle to find work and fit in at their workplace. They don’t always pick up the social cues that teach us how to act and respond to others. What is “common sense” for us may not be the same for them. In fact, Watts writes, “common sense is “common” only to the extent that two people share sufficiently similar social and cultural experiences. Common sense, in other words, depends on what the sociologist Harry Collins calls collective tacit knowledge, meaning that it is encoded in the social norms, customs, and practices of the world.” Common sense will differ between two cultures, two families, or even two people. That’s one of the premises of Watts’ book: that we can’t rely simply on our common sense to understand social issues or solve problems. “That what is self-evident to one person can be seen as silly by another should give us pause about the reliability of common sense as a basis for understanding the world. How can we be confident that what we believe is right when someone else feels equally strongly that it’s wrongâ€" especially when we can’t articulate why we think we’re right in the first place?” Because we all think that common sense could solve most of society’s problems, we tend to disparage those who think differently. We see things differently, based on our own experience and filters, and it’s almost impossible to understand people who don’t agree. The problem is, according to Watts, that policy makers and “experts” also have these built-in biases, but they don’t recognize them â€" they think they think more clearly than the Common Man, who’s relying on Common Sense. Future posts will explore more of why everything is obvious, once you know the answer.

The 4 Main Differences Between IT Professional Resume Samples From Other Resumes

The 4 Main Differences Between IT Professional Resume Samples From Other ResumesAre you wondering what the difference is between your IT professional resume samples and your professional resume samples from competing companies? Well if you have been searching the net for a resume at all, chances are you have found dozens of information about resume samples, and how they can help in finding a job for yourself.However, most of the information given by those resume samples are not very helpful to you. They focus on a certain format, or giving out information that you really should not know. Here are the four main differences that you need to understand when choosing a resume from a website versus your own personal one.Formatting. Professional resume samples focus on particular formats, and they can help you achieve success in getting a good job. With that said, you should understand that this is a different industry than you are already in. Employers may actually prefer different format ting. That is why it is imperative that you understand the different formatting techniques employed by your potential employer.Writing skills. Most resumes are formatted so that the information is crammed into each paragraph. That means you will have a hard time getting your information across if you lack the writing skills to express it clearly.While professional resume samples are often helpful, they do not always work best when it comes to making a decision about which resume to write. You have to be able to differentiate between different resumes, and know how to show an employer that you are more skilled than your competitor.Speaking abilities. The information presented on a professional resume may be vital to success in the IT field. If you are not someone who can speak well, you may want to steer clear of these websites, and stay with your own resume.In general, most of the information you read about professional resume samples is not very helpful. It is important that you lo ok into different resources that can help you find a job, rather than focusing on resume samples. After all, your resume is one of the main tools you will use in your attempt to land a position.You should always try to get your resume as close to the format of a professional resume as possible. There are a number of things you can do to help make sure that your resume gets noticed and seen by a hiring manager. You will be surprised by the difference it can make in your ability to land the job.

How Many Professional References Should I Provide - Sterling Career Concepts

How Many Professional References Should I Provide How Many Professional References Should I Provide? In a recent online conversation among career professionals, the optimal number of references to provide a potential employer was discussed. The consensus was that providing too many references could be off-putting, confusing, and even disrespectful towards a potential employer’s time and resources â€" an example that yes, too much of a good thing can be bad. The group agreed that it’s in a job seeker’s best interest to be strategic and targeted with which references they provide. The ideal number of references to provide is 3 to 4. Any more than that can run the risk of someone slipping and giving a less than stellar comment or something that could be misconstrued â€" assuming the employer even contacts all the names provided. I advise clients to keep a master list of references from which they can pull the most appropriate 3 (max 4) to provide for a particular position. I also recommend clients contact references whose names and contact information is being provided so they are not caught off-guard by a call. There are 2 advantages to the job seeker of doing this: Allows you to guide the reference on which strengths or professional skills are most relevant for this opportunity Provides a valid opportunity to catch up and check in with a person in your network Along related lines, most hiring companies today check social media during the hiring process so it’s smart to have several recommendations on your LinkedIn profile.

Is The Police Fitness Test Too Easy

Is The Police Fitness Test Too Easy The Commissioner of the Metropolitan Police was this week quoted as claiming that there is no place for overweight officers in the police force. He believes that the current selection of fitness tests are not strict enough, and that they are failing to filter out officers who are overweight. In this blog, we’ll examine the current format of the fitness test, and whether it accurately represents the modern requirements of a police officer.The Current Police Fitness TestThe current police fitness test consists of two exercises:The Bleep Test. This exercise involves completing shuttle runs between two points that are fifteen metres apart, whilst a series of bleeps is played in the background. In order to complete each run, you must make it to the opposite point by the time that the next bleep sounds. As the test goes on, the gap between the bleeps gets progressively shorter, requiring more physical exertion to complete each run. In order to pass this test, you must achieve a minimum l evel of 5.4.The Dynamic Strength Test. This exercise involves mimicking both a seated bench press action, and a seated rowing action. You will be asked to perform 5 repetitions on both push and pull. A machine will then score you based on the average of your repetitions. In order to pass this test, you must push a minimum of 34kg, and pull a minimum of 35kg.Why change the test?In the past, the minimum requirement to pass the bleep test was higher than its current level. However, for some reason, unbeknownst to many, the required pass mark was drastically reduced. Evidence suggests that the current police fitness test is in fact, relatively difficult to pass. Statistics show that in the past year, hundreds of officers have failed to make it through the physical stage of the assessment.So why change it? Well, consider this. While the test has weeded out hundreds of officers, there are many thousands of applicants to the police force each year. If only a few hundred are being turned aw ay at the physical assessment stage, then how many candidates are being let through this stage? Do all of these candidates really have the physical capability to stop criminals? That is not to say we should be hiring less police officers, but the reality is that a bleep test level of 5.4 is not particularly hard to reach. The majority of these officers go into the test with limited physical preparation, and still pass quite comfortably.Imagine that you are the victim of a crime. Who would you rather call upon? An overweight officer who is out of breathe before he even gets there, or an officer who arrives fast and can take immediate action? While it is important never to discriminate against an individual’s weight, there are certain jobs that require a certain level of physical fitness. Police work is one of them. In order to tackle crime, it is vital that our police officers are at peak physical ability.How can the test be changed?Simply put, the test needs to be more rigorous. T o reach a level of 5.4 in the bleep test requires very little preparation. It is the equivalent of running at 5.5mph for 3 and a half minutes. In our opinion, this means that the minimum should be upped. Instead of making the minimum 5.4, raise it to a more demanded and appropriate level of 10 instead.One of the problems with the current format is that once officers have passed the minimum of 5.4, they have no need to push themselves anymore. This is not reflective of real life. Police officers need to have the ability to push themselves to the absolute maximum. Raising the level to 10 would not only encourage officers to prepare thoroughly beforehand (thereby raising their fitness by default), but would successfully weed out the officers who haven’t.On the job testingOne of the other fitness issues facing the police, is the lack of on the job testing. By the current requirements, officers must reach a minimum of 5.4 in the bleep test on annual basis. They are given three chances to pass this test. This is an incomprehensible number, for such an easy to achieve task. Our suggestion is to move the minimum mark up, and drop the allowed attempts by at least 1. Furthermore, officers should have to partake in rigorous physical training days, including assault and obstacle courses. This would more accurately reflect the activities that they must engage in while performing the role.In order to reduce crime, we need to enhance the capability of those who are dealing with it. There is nothing less intimidating to a criminal, than watching an overweight and slow police officer chug towards him. Officers need to be fit, athletic and physically capable of protecting the general community. The best way to make sure this happens, is to increase the difficulty of the police fitness test.Now available on the How2Become website, an exact copy of the disc that is used the UK police force to assess candidates’ fitness. With our help, you can learn How To Pass The Police Fit ness Test. This entry was posted in Police, News. Bookmark the permalink. Jordan Cooke How To Prepare For The National Police Officer Assessment CentreWhat Careers Are Available In The RAF?