A successful manager is someone who is not only a positive leader in the workplace, but also someone who is compassionate, approachable, and very likable among their employees. Successful managers are hard workers who are dedicated to the success…
Are you looking for the right job for this economy? You may be part of the widening “skills gap” in the U.S.
To find the right job quickly, you need to get up to speed! Develop the appropriate abilities employers require, starting with the information in this infographic.
Increasingly, there is a difference between the skills recruiters and human resources departments are looking for, and the skills most candidates possess when applying for a job. This problem adds to the widening breach between academic abilities and basic requirements that businesses demand for workers to remain competitive.
When looking at the numbers, skills gap becomes even more significant. It is what is driving structural unemployment in the U.S. to the highest levels in history. Over 12 million working-age Americans were unemployed in 2010 while at the same time, the country experienced a shortage of 7 million skilled workers, according to numbers put out by the U.S. Bureau of Labor Statistics.
What makes this news really bad—this employment situation does not seem to be getting any better; unfilled skilled jobs are expected to reach 21 million by 2020.
The skills gap survey, conducted by DeVry University and the Career Advisory Board, asked employers to prioritize the skills they value most. Of all respondents, the top two skills were a larger view of the big picture (strategic perspective) and high integrity. Good understanding of technology and ability to network were at the bottom of the list as least relevant skills to get a job in this market.
A lack of academic achievement is seen to be the cause of the gap between jobs and available workers. This is on top of the difference in “soft skills” that make a candidate a good fit for a company. Having the right soft skills can make up for lapses in technical proficiency, since employee can learn practical skills. Hiring managers indicated that, if you don’t have them now, don’t worry; most of the essential skills can be learned!
It should not be surprising that the right mix of skills puts you in demand to hiring managers, recruiters and human resources departments. The challenge is to minimize the disproportion between an employer’s immediate needs and the skill set the job seeker actually has.
This infographic outlines what job seekers can do to make themselves more attractive to employers…
In today’s job environment, job seekers have to hit the ground running. And human resources are always trying to stay one step ahead, to get to the truth about candidates.
One of the first things a job seeker usually does will be to try to clean up their social networking profiles; they will be frantically deleting embarrassing photos, offensive language and information that could make judgment and character an issue with employers.
They hope and pray that this will be enough to protect their online reputation from mistakes that should rightly be buried. Unfortunately, that may not be enough.
Human resources departments now look a little deeper than just a social media footprint when recruiting and hiring job candidates. According to the Fair Credit Reporting Act (FCRA), employers now have the right to request consumer and credit reports before hiring you, even as a contract employee.
What things will a human resources department see when they perform a credit check on you?
In this infographic from LawQA.com, there is now a better answer. It shows you exactly what is and is not counted in these consumer and credit reports, as well as background checks.
Some things they won’t get in these reports:
- Medical or health records
- Information, such as taxes and collections, from seven years ago or more (however, that does not include criminal records—they will appear in most background checks!)
- Purged convictions
Even though, this leaves an enormous chunk of data in the hands of potential employers! Many of this data can be used to make the hiring decision. In a recent report from CBS News, human resources pros often look for five pieces of information from background checks or similar credit and consumer reports:
- Licensing verification
- Credit history
- Employment verification
- Criminal history
By reading this infographic carefully, you can learn exactly what information a human resources department can obtain on you. You can also perform a background check on yourself (Ovation Technologies provides a criminal background check for only $20!), checking for mistakes, erroneous information and other things that can be corrected, before it is too late!
Infographic after the jump…
In 2013, you can be sure of one thing; getting a new job will start and ends with social media. Both job seekers and employers already take advantage of social networks; either through career sites, job boards or with cloud-based hiring tools like Ovation Technologies.
Job seekers connect with employers to be “in the know” for hot new jobs; employers use social media to reach out to top talent and passive candidates.
There is no doubt; the main theme of 2013 will be social media recruitment.
If you understand exactly how important social media has become to the recruiting process, you will appreciate this infographic Visual.ly. It outlines where most job seekers are doing their social networking.
Use this as a blueprint, so employers and hiring managers can discover top talent. The statistics cited on the infographic, the young males 18 to 29-years-old are doing the most social networking. Thirty percent of women use Facebook to social network as opposed to nearly three –quarters (70 percent) of men. This is also true for high-income earners, where most job seekers on Twitter have an income of $100,000 or more.
The infographic will help you learn more about how job seekers navigate social networking. Let these insights help you easily find top talent.
Infographic after the jump…
According to this infographic published by Halogen Software, the answer is YES!
Not only are the two vastly different, but each can have a different effect on your business. Attitude is fine, and gives a certain level of value to the organization.
However, engagement is the true driving force for productivity—with measurable, bottom line results.
When human resources departments establish proactive strategies to promote engagement—as opposed to simply making employees happy—it can have a real impact on production (up to $3 million, as in in the example put forth in the infographic).
Ways to develop an engaged workforce include: genuine attention to employee needs, encouragement to provide constructive input and high personal standards.
Infographic after the jump…