Transferable skills can help you to change your career
Why are transferable skills important? Why are they being spoken about so often lately? What are they, and how can they help me?
If you’ve asked yourself these questions recently, then hopefully we can help answer them for you.
What are transferable skills?
Transferable skills are abilities that you can use in most roles and which you have accumulated throughout your life. They can be abilities that are taken for granted, but future employers will look at them as an essential part of positions they are trying to fill.
These attributes continue to develop throughout your career and can be “hard” or “soft” skills, transferable to each role undertaken. Your proficiency in each and their relevancy to an occupation are important, and they can help to prove your competency.
Why are they important?
Having a varied set of transferable skills usually shows that you have greater flexibility. This can be invaluable to employers who need a person who can cope with multiple demands on any given day.
The more diversity you can show as an applicant, the more potential employers will be interested in speaking to you. Your work and life experiences all count as transferable skills, many of which can be put to good use in most roles.
The very essence of a transferable skill means it can be taken with you when you change roles. They will improve exponentially throughout your life whilst also adding new competencies with each position you take.
The top 5 transferable skills
This is essentially the ability to understand how to plan for the future of a business. It is about knowledge of a sector and defining how you will reach business goals within that market. Understanding how to build a strategy and put it into practice is beneficial across a huge number of roles. Whether you work in Marketing, Sales, or Finance the ability to disseminate data and plan effectively is a crucial skill.
The ability to manage your time effectively is another indispensable skill that should ensure you are a productive employee. Being able to plan your day capably and identify the order in which tasks should be completed will improve efficiency immensely. This is a key skill that any business will be on the lookout for.
The four primary communication skills that any business will look for in a potential employee are:
Verbal skills – Essentially what you say and how you say it and how your tone of voice will be perceived. This also includes your body language and facial expressions.
Listening skills — Not just listening but listening to understand. Taking on board the speaker’s arguments and concerns and being able to formulate a concise response.
Writing skills — Having clear written communication is essential for success in any professional career. Having great vocabulary and grammar are universal writing skills.
Public Speaking — The ability to speak clearly in front of others will help you progress your career immeasurably. As will being able to build great slide shows, answer questions and defend your arguments.
Team WorkMost roles will have an aspect where you will be expected to work as part of a team. Exhibiting your ability to work with others will help to reassure a potential employer that you will offer a valuable contribution. Being a good team player shows you are happy to muck in when the going gets tough, whether there is any personal gain to be had.
Being an effective leader can go hand in hand with teamwork. Being able to put your hand up in a situation and solve a problem by driving the group forward is a key leadership trait.
Other leadership traits are the ability to delegate, plan, coordinate resolve problems and implement decisions.
You don’t have to be a Manager to be a Leader but by becoming a Leader you stand more chance of becoming a Manager.
If you are looking to change career for whatever reason then I would suggest having a look at the Careershifters site to help you get started. They have a wealth of information to help you navigate the best ways to go.
Alternatively, why not have a look at the current roles we have advertised on our vacancies page? Your next role might just be waiting for your there!
Will automation in the form of programmatic recruitment advertising take over the way we promote jobs?
At Net-Recruit, we are always discovering ways to attract the best candidates to the roles we advertise for our clients. This year, despite all that is going on in the world, is no different. Over the last few months, we have delved into some innovative ways the future of recruitment advertising might look. So, what is programmatic recruitment advertising?
Targeted advertising is one initiative we’ve examined which we think will play an ever more prominent role in the industry. Obviously, if you’ve written a great job advertisement then it should already be targeted to the type of person your client is looking for, but then what?
Using job boards, you are relying on applicants using that site at the time your ad is live. You then need them to use the correct search terms for your advertisement to be seen.
Surely a better way of reaching potential candidates is to serve your advertisement directly to them no matter where they are on the internet?
This is where targeted job ad’s come in. To make things even easier for the recruiter, where and how the adverts are served to the potential candidates, can be automated in the form of programmatic recruitment advertising.
James Whitelock of Think In Circles discussed this in his excellent blog, which is well worth a read.
Programmatic advertising will take away a lot of the hard work in finding potential candidates.
Programmatic advertising itself is not a new thing, having been used successfully for years in other sectors. It works because it ensures products are seen by a defined target audience based on a pre-identified set of factors.
These factors will include Gender, Age, Interests, Online Habits or Behaviours, and the type of device on which they access the internet. This is great for recruiters as it means they can spend their budget on exactly the type of person they need to fill a specific role with little wastage.
The bidding process works by only ever spending marginally more than the next highest bid which cuts overspend dramatically. You can also set your maximum click-through rate and a maximum number of impressions, giving you complete control.
Why will it be the future?
Programmatic advertising will be an important future resource by allowing for currently repetitive tasks to be automated. By targeting applicants using defined data, setting a budget, and tweaking the campaign throughout, you should ensure great results.
It will allow you to identify when and where potential applicants are most active. It changes you as an advertiser from hoping to be sought to doing the seeking.
Vacancies will also have a greater chance of being seen by passive job seekers. Those not currently in the market but like what they see enough to enquire about the role in question.
This, of course, depends on the quality of the visuals and message therein to make this happen.
This is where a recruitment company like Net-Recruit will come into play. With over fifteen years of experience in the recruitment advertising sector, we know what makes a good advertisement.
We have exceptionally good partners in the creative, job board, and advertising industries to ensure that if you place your recruitment campaign with us, you will find the absolute best candidates on time and to budget.
If you’d like to discuss how we can help you with your next recruitment campaign, please click here
Recruitment, and how we do it, has undergone a seismic shift over the last 15 years. The lumbering dinosaurs of Recruitment Agencies no longer really have a safe home. Instead as the employment market has shifted in to the Digital Age, we need a different plan, one that works better in the 21st Century: Enter Flat Fee Recruitment.
A staggering 86% of candidates these days start their employment search by whipping out their smartphone and whilst we’re all getting up to speed on the techy world, it’s pretty much a race to the palm. Being visible, in someone’s palm, isn’t necessarily easy for the amount of other employers clamouring around you. It’s a noisy, busy, dog-eat-dog market place.
Flat Fee Recruitment is bridging the gap for savvy employers who once relied on Recruitment Agencies, and that worked very well, thank you very much. It’s bridging the gap for employers who know they need to shout to be heard in the online job market place but simply don’t have the time or resources to do so. Flat Fee Recruitment is there, taming the unwieldy animal that is the online job marketplace, bringing it under control, and nicely and neatly to your door. Taming this beast requires expert knowledge teamed with time and commitment: something most people looking to fill a vacancy simply don’t have.
However, Flat Fee Recruitment is a relatively new addition to your Recruiting Arsenal, and with change comes fear. But the cumbersome beast is what you should fear, not the Zookeeper themselves. Check out these Top 5 Ways that Flat Fee Recruitment Can Improve Your Hiring Success:
#1: Fill As Many Roles Per Vacancy As Possible In One Fell Swoop:
Those Recruitment Agency Dinosaurs were pretty harsh when it came to what you could expect. You may have needed 5 new graduates all to start in the same position, on the same career path, but they were damn well sure you were going to pay for each and every one of them. Flat Fee Recruitment turns this on its head and you pay for the campaign only, no matter how many of the same roles or same vacancies you have. Whether you need one sales executive or a brand new army, it’s Flat Fee. The idea is to draw in and attract as many suitable candidates for the vacancy as possible. Therefore if you end up with a bunch of candidates you love, they’re all yours, no quibbles, no extra cost.
#2: Expert Players of the Online Job Scene:
As we said, the online job marketplace is a noisy world. At any one time there are literally hundreds of thousands of jobs up for grabs. How do you get your humble ad to stand out from the crowd? It takes expert skill and knowledge that Flat Fee Recruiters have in abundance.
Candidates are a fickle bunch, on average using 18 different sources when searching for a job. They don’t have job board loyalty, they will flit and flight their way from link to link. Grasping their attention takes skill and dedication. Flat Fee Recruiters have honed the precise skills and knowledge to get your vacancy ‘out there’ with unparalleled access to the top boards: from CVLibrary to Total Jobs; JobTube to Career Builder; Fish4 Jobs to Monster – the best Flat Fee Recruiters are on them all.
Think of a Flat Fee Recruiter as a central high profile hub that attracts the best candidates before sending them out to you. In addition, a good Flat Fee Recruiter will monitor, develop and hone your campaign, checking its doing well. They will also choose industry specific job boards for maximum exposure.
#3: Say Goodbye to Smarmy Recruitment Executives:
We’ve all checked the caller display when we have a Recruitment Agency on board and suddenly discovered an emergency that requires our immediate attention away from our desk. Flat Fee Recruiters don’t need to work the schmoozing sales patter, they simply need to get on with the campaign in hand. They don’t need to be in your face, pushing you to accept a candidate in order for them to get their paycheque. Instead, what they do need to do is deliver. The result is that Flat Fee Recruiters are a different breed to the Recruitment Agencies personnel of old. They are professional, working on time and to budget.
#4: It’s Cheaper. Full Stop:
For a start you know what you’re getting. The fees are upfront and clear. No percentages, no placement fees. Just one clear cost with a defined outcome. This leaves your budget better placed for the important recruitment tasks such as employee training, as well as things such as benefit improvement.
#5: You Can Take a Pick n’ Mix Approach:
Whilst most Flat Fee Recruiters will offer one basic package, an excellent one will offer you a Pick n’ Mix of further Flat Fee services that allow you to choose which services you need. You can therefore keep your costs low whilst also creating a unique package tailored for your needs.
At Net Recruit we believe you should be in control of making your Recruitment Campaign exactly how you want it. Therefore, we offer Flat Fee Recruitment with a Campaign Builder Tool allowing you to choose from optional extras such as Advert Preparation (including optimising it for the web, of course); Telephone Screening; Interview Management; and Offer Management. This is on top of our basic package that screens and filters candidates, giving you the best on a plate.
Flat Fee Recruitment – The Recruitment Must Have
Flat Fee Recruitment can bring Employers the best of both worlds. The best parts of the old dinosaur Recruitment Agencies, mixed with the skills of the modern online job marketplace. Flat Fee Recruitment is designed to be cost effective, it does what it says on the tin. It reduces not only cost per hire, but also the time and resources you spend on recruitment too. At Net Recruit we’re Flat Fee Recruitment experts. We know our stuff, and we’re ready to bring you the best.
Job Boards. The Simplest and most straight-forward recruitment strategy, yes? Well, not quite. They are tempting, and an easy Go To Recruitment starting point, but knowing how to utilise them to your advantage can be a tall order. This is a HR Manager’s Guide to Job Board Advertising, and how to get it right.
Business Benefits of Online Job Board Advertising
The business benefits of using online job boards are alluring to say the least. This article gives an excellent run down from a Recruiter’s Perspective: what’s good about job boards, the business benefits, and how to maximise their potential. The business benefits include:
Online is the Place to Be: without a doubt, recruitment in 2016 is heavily reliant on the internet, therefore making sure you have an Employer’s Presence on the best job boards makes sound sense.
Candidates Start Here: you only need to look at the odd article aimed at candidates, such as this one, to know that the most active candidates start their search here, having typed in a generic Google phrase. The candidates scour them, and the savviest of candidates know how to play the Job Board game, so if you’re not to miss out, you need to be there.
Speed is of the Essence: with a quick click of the mouse and a few completed form fields, your vacancy is up, being advertised, and reaching out to candidates. It doesn’t get much faster than a Job Board. Time feels efficient because within minutes you’re accessing candidates.
Ease of Use: When you have a million other tasks demanding your attention, job boards are easy because they are simple and straightforward to use.
Money Matters: Recruitment Budgets are often being squeezed. A Job Board advertisement is one of the cheapest options on the Recruitment Market, or at least the upfront costs are known, quantifiable and low.
You’re in Control: When you place the Job Board advert, the applications are going to come flooding into you. You know what you’re looking for, so post accordingly, and can filter accordingly. The leg work is down to you, so you can stay in control.
Employer Branding Online: Utilising Job Boards can be a good way of getting your name out there about the type of employer you are, the roles you offer, and generally beefing up your image and Employer Branding.
Linking to Social Media and Other Strategies: Job Boards are easy to link to your Social Media accounts and any other recruitment strategies you have. This makes a more holistic approach to recruitment.
Top Tips on Choosing the Right Job Board for Your Business
The problem starts when you realise that there are literally thousands of Job Boards out there. But not all Job Boards are created equal. There can be enormous variations from one board to another, and simply ‘dumping’ your post on a random choice is not going to come up with the goods: real, high-calibre candidates. Choosing the right Job Board ensures you attract the right candidates for your vacancy. After all, one high calibre well-experienced and accurately qualified candidate is better than a thousand inappropriate ones. So how do you pick the right one?
Change Your Hat: Take of your HR Recruiting hat and put on the hat of a candidate. Think as they would think. Where would you start our new job search? Knowing the most savvy candidates, you’re likely to start with a quick Google search. So do this, see which job boards come up on the first page of results for jobs in the area you’re looking for.
Think About Your Needs: Don’t just dive in but give some care and thought to your recruitment needs. Are you after a specialist or a generalist? Are you after someone with 10 years’ experience or a new graduate? Identify your needs and use this to hone your search.
Location, Location, Location: Are you looking for a local recruit or are you casting your net wider to the global market?
Your Niche: Understand and know your business niche. Which job boards cater to this?
Identify the Top Boards: Now you should have a handful of ‘nearly’ appropriate job boards to choose from. Now is the time to compare them to one another by looking at factors such as site performance and traffic, and therefore narrow your choices down.
Select the Job Board for You: Once you’ve done the above groundwork, you should have a good idea about which job board is best for you as a HR Manager. Now you can draft your post, fill in the online form, pay the sum, and get cracking.
Job Boards do sound easy and cheap, but in reality things are necessarily all they are cracked up to be. Whilst your initial outlay may be low, chances are you’ll be paying a heavier price in the long run when other costs mount up (whether these be due to your time, or indirect recruitment costs such as losing a new recruit early on). Even assuming you identify the right job board for your vacancy first time from the thousands out there, you are still going to be a needle in a haystack. The right candidates finding you will still be largely down to luck. On top of this, you’ve just given your Inbox carte blanche to send you crazy. You will be inundated with candidates. Sifting through them to find exactly the right ones, the ones who do truly meet your criteria is going to take a great deal of time and effort.
Is There Another Way?
For savvy HR Managers there most certainly is. Whilst Recruitment Agencies can bring a higher upfront cost, they definitely bring a personalised and confidential service bringing you the very best pre-qualified candidates whilst honing your employer branding. They are time efficient and cost effective. Nonetheless, Recruitment Agencies can have a bad rap. That’s why Net Recruit is different. We offer a Campaign Builder package that allows you to know exactly what you’re spending and what you’re getting. The result: affordable high quality recruitment, for each and every vacancy, within the Job Board headache.
Nearly every company has some form of human resources management in place but not everyone knows about the talented individuals who put these important business operations into effect. This post is an attempt to uncover the skills required for the role of a human resources manager.
Human resources has existed since the times of The Ancient Chinese and is still present in some shape or form within every company in the world, in most cases through an internal department or in some cases it can be outsourced via an external service provider. The fact that it has stood the test of time is testament to just how important a process it really is within a successful company.
In order to be efficient at what they do human resources managers are required to possess a number of skills, including the following:
Organisation – Candidates or colleagues may call up to request a C.V. or personnel file, therefore the ability to retrieve information on demand and quickly is an important skill. This can be achieved by ensuring that files and folders are organised effectively both tangible and digitally.
Multi-tasking/Time Management – We all know ‘time is money’ and this is certainly true within the workplace. Few human resources managers spend their days focusing on one task and the ability to quickly and efficiently switch between tasks is a must have skill.
Planning – From drafting the job spec to designing and placing a job advert right through to candidate vetting/interviewing a recruitment campaign can last for weeks if not months. Therefore, some form of plan must be created and adhered to in order for the whole process to run smoothly and without hitches.
Communication – HR Managers need to have an approachable and friendly manner, continual contact will need to be kept with clients and candidates to keep them updated, therefore professional telephone and email skills are a valuable trait.
Interviewing – Once applications start to arrive candidates will need to be interviewed. In some organisations it’s quite possible this task could fall under the responsibility of the HR manager, this could initially be a telephone interview or proceed straight to a face to face interview. The ability to gain a good understanding of the job role in question is an important skill required of a HR manager, this will ensure the right questions are asked in the interview and it will also help to access if the answers are appropriate.
In a future article we’ll be taking a deeper look into the actual role of a human resources manager, covering a typical day in the life. Watch this space…