Why Big Data Can Be Recruitment’s Best Friend

Big data, which is commonly measured in terms of volume, velocity and variety, is enticing to many but useful to few. The reason is that the sheer volume of data needs to be tamed and organized in order to deliver tangible and usable information. Is your organization focused on big data’s bottom line deliverables? Or is your organization seduced by the numbers without the tools to interpret data in useful ways?

Big data is so complex, it needs to be disentangled, interpreted, disseminated and used in practice in order to useful. It’s not some gigantic jumble of names, numbers and facts to be handled irresponsibly or carelessly and then tossed aside as a failed experiment.

If you represent an organization looking to use big data, but you’re unsure how to stay focused on the big data bottom line in order to use it as a recruitment tool, look no further than the pharmaceutical industry.

Big pharma Glaxo Smith Kline not only uses big data for its recruitment, but it also is pushing for big data to influence new client gain and retention. To lead by example, this pharmaceutical giant is offering its treasure trove of big data to researchers who have been challenged with answering the needs of people who have yet to sign up for pharmaceutical answers to their physical, emotional and mental needs.

So how can your organization use big data for your recruitment needs? Try these smart tactics to realize actionable results.

1. Throw Away the Junk

That’s right. There’s a lot – a ton – of junk included in big data. Example: if you’re looking for a market researcher, does it really matter if their hobby is collecting elephant statues or knitting? You get the point.

2. Forget the Stereotypes

Don’t even think of tossing aside applications just because the person lives in a foreign country. These days, people travel and live abroad for personal and educational reasons. Also, education transcends boundaries. You may be skipping over a 4.0 GPA applicant because they contact you from Ecuador, thinking that…

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Are Babies Welcome in Your Company’s Family?

As a business owner, you could be losing out on solid female talent if your company is hostile to employees who are also parents. Even though the law states that you can’t discriminate against women who choose to become mothers, you may be inadvertently cultivating a workplace environment where women don’t feel comfortable divulging their family plan. Here’s how to make babies welcome in your company’s family while maintaining the integrity of your business goals.

Embrace Change

If your company is successful, you have understood the need to keep up with the latest tools and technology you need to beat out your competitors. It’s likely that your employees have had to get on board with company changes a multitude of times during their employment. It’s your turn to embrace the changes that your employees bring to the company. Employees are not stagnant two-dimensional assets. They are constantly changing and growing as individuals, and the more you embrace the changes that they experience in their personal lives, the more loyalty they’ll have toward you and your company.

Develop a Plan

Soon-to-be mothers have a natural tendency to worry whether their jobs will still be there for them when they return from maternity leave. You, too, may worry that a new mother may not want to come back to work after experiencing motherhood. It’s a valid concern, as you may have invested considerable time and money into making the employee one of your best. This can cause a silent tension between you, in the build up to her maternity leave. Help to ease her fears and your worries by developing a plan for her workload after the official maternity leave is over.

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Is Social Media Your Answer to Finding Talent?

If LinkedIn statistics have any relevance, social media may be one of your best avenues for finding talent. Currently, over 94% of recruiters actively use LinkedIn to vet candidates for their available jobs. All those recruiters must be on to something. Compared to Facebook and Twitter, LinkedIn receives up to five and a half more job views. It seems that when it comes to social media, job candidates and recruiters have found a meeting spot at LinkedIn.

There’s a right and wrong way to go about using LinkedIn as a recruitment center. Both recruiters and candidates need to be aware of the unwritten rules. As Tony Restell, CEO of Social-Hire.com puts it, “For candidates, social media can certainly “backfire” if there’s anything on your social profiles that causes the recruiter to question your professionalism or that doesn’t tally with what you’ve stated on your resume. Nowadays, you should assume that your social profiles will be looked at every bit as much as your actual resume and cover letter, so you should invest in cleaning them up and perfecting them accordingly.”

As far as recruiting goes, here are five things you are doing wrong when approaching candidates on LinkedIn.

1. You Come On Too Strong

Your first contact with a candidate should be subtle and non-assuming. Don’t rush to judgment and assume you’re the answer to all their prayers. An introductory “hello” followed by a “your skill set is impressive” is enough to break the ice. From there, they’ll be able to view your company’s profile. If you hear back from them, you can assume they’re at least slightly interested, and may like to hear from you again.

2. You Aren’t Open About Your Offer

Don’t try to be a man of mystery when approaching a candidate on LinkedIn. Thoroughly explain what your company does, and what part you think your target candidate might be perfect for. Be honest about what you’re offering. Don’t try to spice up the description with false hopes or put a spin on it that will lead to disappointment.

3. You Have Nothing to Offer

Don’t offer something you don’t have in an effort to appear more important or busier than you are. Your deception will be more transparent than you realize, and you’ll lose any chance of future credibility with that person. If you’re approached by a quality candidate but you have no openings, just say the truth. Keep their information on file and if something comes up, you can reach out and ask if they’re still interested.

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Tips For Landing New Clients in 2015

When you’ve exhausted your existing client business potential, you’ll need to expand your customer base in order to grow your business in 2015. At the same time, however, you’re likely already feeling maxed out in your resources. You may feel there are simply not enough hours in the day to market for new business while still giving your existing customers the care and attention they want and deserve. There are solutions to this dilemma, and the solutions work whether you’re a small, medium or large business.

Here are five actionable tips for landing new clients in 2015.

Automate Your Proposals

Proposal automation software is specifically designed to solve the problem of managing the marketing of new business while simultaneously caring for existing clients. When you automate your proposals, you’ll be able to do things once and use them multiple times, instead of inventing the wheel every time you woo a new lead.

Search online for proposal automation software that will allow you to:

  • Develop sales material templates;
  • Build sales agreement templates;
  • Email clients within the software;
  • Track email opening, and download records;
  • Provide platform for client comments and questions;
  • Give secured access to your whole mobile sales force;
  • Invoice and receive client payments within software

This sounds like a lot to ask for, but there are very affordable options out there that do just that.

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Getting Work Done With the Kids at Home? It Can be Done!

If the title of this article grabbed your attention, chances are you’ve got a young one at home grabbing at your heartstrings or your hemline. Online images of savvy business people working from home seldom include disposable diapers, dummies, or sippy cups. So can work be done with kids at home? Absolutely. But there are some supplies you’ll need, and you won’t find them at Officeworks.

Myth One: Your baby can sit on your lap as you enter data or write reports.

Truth: Your baby has better things to do. Babies less than one year old are better off sitting in a bouncy seat on the floor facing you, with a string of colorful rattles and shapes to stimulate them. You can keep an eye on him and make funny faces as you email your boss. Babies who can crawl should be allowed to do so in protected spaces where you can watch them.

Myth Two: You should take several breaks during the workday to sit on the floor and play with your toddler.

Truth: Every time you take a break, your brain has to refocus on whatever task you were doing, ultimately taking up even more time. Your toddler might love the playtime, but your work quota will likely suffer Instead, try arranging morning toddler activities that can be done solo or with siblings. At midday, take a long lunch break doing something that will tucker your youngster out. A walk to the park with a picnic, a game of tag, or chasing the family dog around the yard will invigorate you and prep the little one for their afternoon nap.

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