How to Spot a Member of the Working Dead Zombies

How to Spot a Member of the Working Dead Zombies Are you stressed, panicked and at the breaking point? Do you feel like a zombie? Are you over-worked? Or is this one of your work colleagues? Which type are you? Have you noticed any in your office? Workfront   (formerly AtTask) has outlined the different types in their infographic below! Takeaways: There is the newly infected these do not see the signs or know that theyre infected. 64% of employees say they ignore processes to get work done. The shuffler ends up with lost requests and may forget about a lot of their workload. RELATED: How to Spot If Your Employee is Overworked with Desk Rage

What You Missed This Week - Classy Career Girl

What You Missed This Week If youve been busy this week and have not had the chance to read all our newly published articles here at Classy Career Girl, then dont worry! We have lined up the articles here for you to check out. You want to be in the fashion business? Want to succeed as an entrepreneur using social media? Are you looking to declutter your office? How about pitching to the media? We have all that here on CCG. Heres what you missed this week on CCG: 4 Simple Tips to Succeed in the Fashion Industry A passion for fashion, accessories, and even cosmetics can be a wonderful expression of creativity and individuality. Although, turning that enthusiasm into a thriving business is an entirely different story. Countless business owners rise and fall each day due to a lack of perseverance, cloudy vision, and disconnect with their consumers. Here’s what entrepreneurs of the fashion industry say it takes to make it to the top. The Top 10 Social Media Tips from Entrepreneur Gary Vaynerchuk If you don’t know his story, Gary rebranded his family wine business as Wine Library and established himself as a respected expert.  As the store’s only wine buyer, he sampled every wine that entered the store. Customers depended on Gary for his advice and within a five year time period, Wine Library grew from a $3 million dollar business to a $60 million business. 9 Essential Décor Items for Your Office In The Office, regional manager Michael Scott gathers his entire staff every Monday to watch a movie. When corporate finds out, he defends his actions by claiming it increases staff productivity; they now have to work faster to make up for the time lost spent watching the movie. There’s no need to resort to these drastic procrastination tactics to boost your work productivity, when simply updating your office décor will do. Having a comfortable and stimulating work space can not only improve one’s output but also one’s happiness in the office. 5 Fatal Flaws to Avoid When Pitching to the Media These fatal flaws were presented at Infusionsoft’s user conference, ICON, by Mikal E. Belicove, contributing author at Entrepreneur magazine. He’s writes for many sites and shared a total of 14 flatal flaws. I picked out the ones that I think are the most common and that I have made myself in hopes to help you not make the same ones! Do-It-Yourself PR With Icon Coach, David Fagan David T. Fagan, founder of IconCoach.com, presented his topic of  Do-It-Yourself PR at Infusionsoft’s user conference, ICON. David  is all about helping people become Icons in their industry. How would you like your “Brand” to be taken more seriously and valued more preciously? If you can raise your Icon status, then you can attract more clients and be paid more for your expertise.

The 5 Secrets of Motivation From Virgin Group #MotivationMonday

The 5 Secrets of Motivation From Virgin Group #MotivationMonday I started Virgin with a philosophy that if the staff are happy, customers will follow. It can’t just be me that sets the culture when we recruit people. I have a really great set of CEOs across our businesses who live and breathe the Virgin brand and who are entrepreneurs themselves. Sir Richard Branson knows that happy staff means a more successful brand. Its been proven that happy workers are 12% more productive than unhappy ones. Its no secret that the Virgin company culture is something to be envied employees are happy, comfortable and well looked after, which in turn leads to a higher quality, motivated workforce. So what tips can we take from the company culture guru Branson? 1) Flexibility: Flexible working has been a hot topic of late with many businesses arguing that having a flexible working schedule will mean your employees will be more motivated and productive. Virgin introduced a flexible working policy, meaning employees could work from wherever they want and whenever they want. This works for a number of reasons, mainly that employees feel like the organisation trusts them which makes  them feel like a trusted and important member of the team , boosting happiness and productivity with it. It also removes some of the every day stressors that employees typically have to deal with in both personal and professional life, meaning their focus will be purely on their work. 2) Annual leave: One of the most surprising elements of Virgins company culture is the annual leave policy. Virgin have introduced unlimited annual leave for its employees.  Branson got the idea from Netflix, who had introduced a unlimited annual leave days to the company. As they introduced this, the productivity, creativity and motivation simultaneously increased along side the change in policy. So your brand may not be a multi million pound company, however you can introduce flexibility in smaller ways such as introducing flexi-time or changing up your policy. Introduce flexibility into your workplace and watch productivity increase. 3)  Bonus: This may be a pretty old-school method of motivation, but Virgin have still adopted this method to motivate employees. They offer a discretionary bonus to high performance employees, meaning employees are always aware of their performance.  No this isnt a sure fire way to motivate employees each employee is an individual with different ways of working and this means bonus-driven work can sometimes have the opposite effect to what you were aiming for. This means that getting to know employees is important, as you can tailor your working style to work for each of them. 4) Training: Virgin have made sure to have regular training sessions for its employees. Training increases motivation across many companies. It leaves employees feeling excited, and with a higher understanding of the brand itself. It also can show employees that you care about their career development, and that youre willing to help them improve. 5) Autonomy: Branson is a famous advocate for the autonomy style leadership. He gives employees the freedom and responsibility of big projects, and puts his trust in their decisions. In putting trust in your workforce and allowing them to make important decisions, employees will feel more responsibility for the brand and recognise that the work they do is important. This means productivity will increase dramatically as each employee will feel more dedicated to the brand itself. Do you implement any of these techniques to your workforce? If so, have you noticed an increase in productivity? Tweet us at @UndercoverRec and let us know!

4 Things I Learned About Recruitment in 2016

4 Things I Learned About Recruitment in 2016 Im not great with predicting the future. I was pleased to be involved in a  webcast with Firefish Software  just before Christmas to gaze into an imaginary recruitment-focused crystal ball but I was a little rebellious. I predicted 2017 would be largely the same as 2016, with some minor changes. Go me. My crystal ball was on the blink. What I do believe in, is rolling with the punches on being light on my feet. I value what I learn along the way, and ensuring that I am agile enough to evolve easily. So Id rather look back at what I learned in 2016 and hope it gives some guidance to others, or ignites discussion as to the real life changes in our industry, rather than the mystical ones. And another thing. I find that innovation comes less from technology, and more from behavioural change; in my opinion. Our challenge is to adopt technology that supports the evolution in human behaviour on a grander scale. So Im looking back at 2016. I had a great year. Starting with taking in the Cape Town England v South Africa test in January, and ending in keynoting at HRTechFest in Melbourne, Australia. In the interim, I got to speak and work in Oslo, Amsterdam, Zurich, Edinburgh and Prague and I might add had a lot of fun doing it. The best year of my working life. The plight of Europe, the US Presidential race, Bowie and Prince merely were background noise in me getting on with my own stuff. It was the first full year since  stepping away from my agency, CloudNine. My work moved predominantly in-house, and went very much down the avenues of focus and expertise I strived. Talent Attraction, Digital Talent Engagement, Exec Personal Recruitment Branding, and Content Marketing for recruitment. Bingo. There were other great things that never materialised as Id like, but then theres always next year, and the next 1. My 1st learning of 2016 is around  PURPOSE As  I wrote earlier this year; so much of *my* purpose came to life, when I started to understand how the primary energy of talent attraction is aligning purpose, commonality and natural magnetic effect. Id done it for years, but had never had it articulated effectively as watching Simon Sineks terrific TED talk. It also, as my article presents, posed the question of purpose in recruitment. Why the hell does anyone care about we do? Or do they just need us, when they need us and then see ya!? 2.  Recruit fans, not just candidates This was a genuine eureka moment for me. Of course, in portions weve been doing it for years. Alongside the purpose and culture matches, there are other areas of commonality we need to consider. The first, I believe, is  does the candidate care one jot about what you (or your client) do as an organisation. I mean *genuinely* care. Recruitment is hamstrung by the  need  to fill jobs. When companies are in the trap of chasing candidates to fill jobs, then the board agenda is broken. Progress needs people, but not just any people. Commonly, recruitment teams are responsive to hiring any people to fulfil the pursuit of business progress. Fire-fighting a hay barn. Rarely focused on planning talent attraction of the *right* people, that care about the business. People are more judgmental and cynical than ever about authority, business, profitability and expressive in their dissatisfaction, thanks to social media and society change. If we target people who already care greatly about what we do, then we collectively build companies of like-minded people, who believe the same things thus increasing satisfaction on some level. Where do you find these people? Well, they are on your digital doorstep. In fact, what if they are actually on your CRM? Food for thought. (Talk to me!) Moreover, its focused, and its fun. And for B2B I am asked?  well thats where I did it first. 3. This one is  the most stark  Nobody gives a damn about recruiters! Oh really? I only learned this in 2016, I hear you say? Yes I did. Of course, there is plenty of noise about candidates and HR people hating recruitment people in agencies; and even in-house, the recruiters can be a pain in the arse. But this facade of disgruntlement is merely a drop in the ocean of the real challenge. What if the C-suite of your company (in-house) doesnt care who you are and what you think? What if recruitment is merely a support function that can be outsourced, cost-reduced,  or even more pertinently replaced by robots?  Is that ok? If you think it is, then you horribly miss the point, and in doing do, seal the fate of recruitment as a viable profession.  In  September I was at the LikeMinds innovation conference  with CEOs, C-Suite people, innovative thinkers and change agents. Each CEO or Founder named the biggest challenge to growth, as the retention and recruitment of the best people. Of 150 people in the conference, only one person representing the Recruiting, Talent Acquisition or HR fraternity. Me. Really?! How can we be significant, when were not even at the same table as the CEOs who say that the biggest achilles heel in their organisation, is the very function we provide? 4. Finishing back to a more positive note, my 4th learning is the word  GOOSEBUMPS Seems strange, but it matters. For this I must give credit to  Dave Hazelhurst from Ph.Creative. I read his book Getting Goosebumps on my flights to and from Australia and found that he articulated what we used to call The CloudNine Effect when I ran my agency. Everything he and Bryan Adams write, I nodded my head at. (Thats Ph.Creatives Bryan Adams. not the other one!) Dave talks about how marketers consider how they can be delighting customers; creating experiences that are memorable, and in turn enhancing the brand. Those moments when you create great memories, significant events, and sometimes even fragments of notable insight depends what turns you on! Forever more, branding is essential in recruitment marketing and talent attraction. If people care more, if people are more cynical, and seeking more purpose then we need to speak to them with the values and identity that warms their hearts, makes them *want* to work for us, and with us. I found that this doesnt primarily come from fussball tables, fresh fruit delivery or creating a fampany (vomit) but from the key people, the quality of your work, or your product. People join companies because you excite them, and they can see themselves working there. So when you seek to attract talent what are you focusing on? are you focusing on tasks, or on the people and the purpose of the work? Dont worry if 80% of people dont care youre only going to choose 5% of the people anyway. The right ones. So in essence, these were my key learnings of 2016, and the basis of how I communicate with businesses, conferences and conversation on where evolved recruiting is going. They are re-affirmation points, rather than new discoveries, or anything formed by new tech.  Tech too often merely makes bad recruitment into more automated bad recruitment.  For example, Indeed Prime tells us it will allow a developer to apply for 100 companies in one click. WTF? Wheres the added value in that? The soul behind why we do what we do, and how matters more in the first instance. Find your optimum operating method, and choose the tech that supports that. Theres great tech that makes the identification and engagement of prospective fans/candidates more natural. Clue: it doesnt involve job boards. I hope this has been useful, and for companies looking to grow in 2017, get in touch with me and discuss how I could help. (whoa, there was the soft sales bit) Have a great year people. I had an awesome 2016, when I forget what the greater world struggled with. Make your own paths, with the people that can make it matter. Good luck.

Simple Resume Writing - How to Write a Good Resume

Simple Resume Writing - How to Write a Good ResumeThere are many people who would like to give resume writing a try but simply do not know how to begin. This is unfortunate because there are many things that must be done in order to get a great job. If you are one of these people, congratulations, you will be one of the lucky ones.To get a great resume you first need to write a simple resume. This means that you need to take care of all the little details and throw them out the window when it comes to your resume. Everything on this page should say the same thing and you should add value to it with all of the information on the page.The first and most important part of your resume is the cover letter. This should be done carefully and professionally. It should contain the basics and be brief.After that you should start writing the content for your resume in the first or main part. This is the part that you have all the control over and therefore you should be able to modify it to fit any employer that comes across it. For a good resume this part is very important.There are several resume writing services that will let you edit your resume and thus save you time. If you just hire someone to make it for you then you will waste a lot of time reading and rewriting. In this case you will not only pay money but also your time.The second part of your resume is where you get to put all of the info and information about you. You can include your hobbies, education, awards, awards won and any other info that you want to put on the page. You can also get a list of other people that will benefit from your skills and experience.The third part is a long paragraph explaining how you came to be where you are right now. This is where you can explain what you have been doing and why you think you can do the job. Here you can talk about how hard you worked and how much you learned in the process.The final part is just a short paragraph telling how to get hired by the company. At this point you can tell the recruiter how you plan to put the skills you have developed into a practical form of employment. This is where you can tell the potential employer why they should want to hire you.

139 Daniel Rahmann - Fashion PR Director and Third Culture Kid - Jane Jackson Career

139 Daniel Rahmann - Fashion PR Director and Third Culture Kid - Jane Jackson Career As a Third Culture Kid, Daniel Rahmann discusses what it’s like to grow up in Singapore, attend United World College, an international school embracing a melting pot of cultures, and the challenges when moving to a completely different environment. While Daniel was pursuing his degree in International Relations and Marketing at the University of Southern California in Los Angeles, he also took the opportunity to live abroad in Paris for a year while working part-time as a marketing intern in the travel division of France Loisirs.Daniel first gained experience in event management while working at Aid for AIDS, an LA-based non-profit organization that ran various fundraisers with celebrity initiatives and FB partnerships.His interests in the non-profit world led him to Africa, where he spent a summer volunteering as a secondary school teacher in Kigali, Rwanda, teaching Business Entrepreneurship in French and English.After graduating, Daniel moved to New York and started as a Client Services coordinator at the art auction house Philips de Pury.He is now the Fashion PR Director of LuxCartel, a 360-degree fashion incubator he joined in 2012 which helps emerging luxury brands jumpstart their businesses with distribution, communications, creative consulting and production.A lifelong advocate for experiencing all that life offers, he encourages us all to:Always keep learning and never say never!Where to find DanielLinkedInTwitter: @danielrahmann

5 Steps for Networking Etiquette - Wolfgang Career Coaching

5 Steps for Networking Etiquette - Wolfgang Career Coaching Network Etiquette During the Meeting Do you network with etiquette? Networking is a fantastic way to meet new people, develop relationships, and, in the best cases, find a new job. Networking can take place in a variety of situations from structured networking groups to a one-on-one over a cup of coffee. Even in the non-structured networking sessions, there are some guidelines you should abide by: Network Etiquette During the Meeting • Pay for the meal If meeting at a coffee shop, buy the cup of coffee for the person you are networking with. • Manage the timeline If you asked the individual to spend 30 minutes meeting with you, make sure you stick to the 30 minute timeline. With 10 minutes left, let the individual know that your time is almost up. If they have extra time to spend with you, great, but unless they offer to stay longer stick to the original timeline. • Take Notes Have a list of questions written down that you came up with in advance. Take notes during the meeting if appropriate. Not only is it a sign of respect, but you may need to refer back to this information at a later date. Etiquette After the Business Meeting • Thank you note Send a thank you email to the individual(s) you met with within 12 hours of your meeting. • Update on progress Keep your contact occasionally updated on your job search process. They are now invested in your progress and would like to know how you are doing. Add your networking etiquette tips to the comments section below!