From Books to Brands

From Books to Brands Success Story > From: Job To: Startup From Books to Brands “The risk of stepping into the unknown is terrifying.” * From Books to Brands David Woods wasn't unhappy in his corporate role â€" he just needed work that gave him room to lead and to grow. So, he took a step into the unknown, joining a start-up with similar values that needed his expertise.Here's his story. What work were you doing previously? I was the editorial director of a global publishing company called LID. I was responsible for the company's list of business books in the English language, as well as Dialogue, a quarterly business journal from Duke University’s corporate education department. I worked between the company's offices in London and New York, and was responsible for book lists in the UK and US. During the time I was at LID, we published more than 20 books that made it into the business top 20charts in the UK, including Not Knowing, which was awarded Management Book of the Year by the Chartered Management Institute and The British Library. What are you doing now? I'm currently a director of Humm Media â€" a demand marketing company â€" focusing on social media strategy, intelligent content, and public relations. We work with a range of small and medium businesses, including luxury hotel management company, Dorchester Collection;reward and recognition specialists, O.C. Tanner;and employee engagement experts, Purple Cubed. Clients range from hospitality providers and business consultants, to immersive theatre pioneers, healthcare and accessories suppliers. We also offer services to aspiring authors including structural editing and editorial consultancy, as well as public relations and marketing for newly launched books. Why did you change? I met with a career coach and talked at length about my values and where I wanted to take my career. I thought about my own development as a leader and seeing the results of my own innovations come to fruition. This led me to the decision to work in a much smaller company than I was previously part of, and help it grow. After this, I knew working in a small business with big aspirations fitted in well with where I wanted to take my career. When was the moment you decided to make the change? A long-time friend and contact, Emily Perry, had recently set up Humm Media. We met for drinks soon afterwards. After I'd explained about the coaching session and how I wanted to progress my own personal development, she mentioned she really wanted a partner to come on board â€" to bounce ideas around and help grow the business with her. I was immediately engaged with the vision and mission of Humm Media (which is focused on the values of collaboration, simplicity, effectiveness and energy), so I agreed and joined the business three months later. The rest is history! I don't believe I would have made this shift, however, if I hadn't been clear in my own head about where I wanted to take the direction of my career. So, I suppose the real moment when I decided to make the change was when I defined my values in my own head. Are you happy with the change? Absolutely. The new role gives me the flexibility to focus on projects that I love. We only work with organisations that share our values set; this means all our clients and partners 'get' us, which makes for really easy and constructive working relationships. Also, I have the autonomy to work independently when I need to and collaboratively with Emily â€" and often with clients â€" when appropriate. This mixture of headspace and collaborative innovation is a great symbiosis. We work with some truly inspirational people, so I'm learning every day, sharing ideas and seeing the fruits of our labour in real time, which is really exciting. What do you miss and what don't you miss? I don’t miss the 'command and control' mentality, heavy corporate structures, or 9â€"5 working. I have much more flexibility and autonomy to get the work done in my new role. However, I do sometimes miss a busy office, numerous colleagues and the opportunity to travel widely, which my new role doesn't offer yet (watch this space…). How did you go about making the shift? After Emily and I made the agreement for me to join Humm Media as a partner, I handed in my notice to LID. I had a three-month notice period during which I created detailed handover notes to the three people who subsequently replaced me. Emily and Humm Media's accountancy team worked on drawing up the various articles, agreements and contracts, which were signed prior to me joining, making for a smooth transition from my start date. Humm Media also took me for dinner and cocktails to welcome me to the team which was a really nice touch. What didn't go well? What 'wrong turns' did you take? Leading a start-up is all about challenge and opportunity; when 'the buck stops with you’, decision-making can be difficult. When building a business from scratch, innovation is vital, but sometimes the ideas we've have had and worked on have not come to anything. This can be frustrating. However, in the long term I've developed much more confidence to try something and fail, knowing it's a learning exercise. How did you handle your finances to make your change possible? I was lucky in that I had some savings, which acted as a buffer during the early months when our earnings were not as high as they had been. Now, we've been able to grow the company to a level where my income is comparable to that of my previous role. What was the most difficult thing about changing? The risk of stepping into the unknown is terrifying. Prior to taking the role, I was worried that it might not work out, that the business would not be a success, or that the workload would be too much. I think this is natural in taking on any new role, but I believe in order to achieve your ambitions, you need to take (calculated) risks: that requires guts. What help did you get? I'm lucky to have a really great network of people. Those people included some who work in entrepreneurial organisations, HR departments and leadership roles, who were able to give me lots of anecdotal advice and helped me build that last bit of confidence I needed to make the jump. What have you learnt in the process? I've certainly learned about negotiation, collaboration and how to be more decisive. I've learned a lot about building a business, from accounts to operations, rather than just my own job role within a bigger whole. I've been lucky to learn vast amounts about marketing and PR from my business partner as well. Ongoing learning is something that I'm really engaged with, so I've probably enjoyed this part of the change more than anything. What do you wish you'd done differently? I wish I'd made the shift sooner. I guess that's easy to say now, but my head tells me I needed to build up a lot of industry knowledge, contacts and confidence over years working in corporates before the time was right to jointly lead a business. In saying that though, I wish I'd spoken to a career coach years ago. This would certainly have helped me get my values and priorities clear and make sure I was on the right career trajectory back then. What resources would you recommend to others? I read (edited, in fact) a fantastic book a couple of years ago by Jane Sunley calledIt's Never OK to Kiss the Interviewer, which I learned a lot from. It's all about helping people find and thrive in jobs they love. I can't recommend it enough. What would you advise others to do in the same situation? Think about your values, and what makes you really happy and engaged at work. Then think about the sort of role or culture that could help you thrive in light of these values. Speak to friends or contacts about their values and ask for advice. Invest in speaking to a career coach as this independent advice can really help you get these things straight in your mind. Have confidence in yourself. Believe that you deserve to be happy in your work as in your life â€" this really helped me take the leap into something new and exciting. What lessons could you take from David's story to use in your own career change? Let us know in the comments below.

Getting into radio, film TV

Getting into radio, film TV We recently held a job sector event covering careers in radio, film and TV careers and first year Film Literature student, Rachel Elfassy Bitoun, popped along to glean the insider view You will never get a job in this industry! We have heard this claim so many times, from so many people, and it discourages a lot of us. Yet the general message conveyed by Warwicks Radio, TV and Film Career Event last Tuesday is far more positive. Dont despair!, said the speakers. Perseverance, hard work and creativity seem to be the general watchwords to succeed in this sector. Here are some useful tips on how to break into this competitive field. Use your free time Lets face it, contact hours for Arts and Humanities students are not that exhaustive. But instead of spending hours watching TV, why not go and make some TV? All speakers have encouraged students to develop their artistic abilities in their own time. Tom Davies, having graduated from Warwick last year and working for BBC Radio 2 as a broadcast assistant, talked about how his Photoshop competences got him employed. Make the most of your free time and use it consequently by practicing your creativity every day. Read, write articles and stories, draw, shoot your own film, create a YouTube channel There are so many possibilities to cultivate your imagination. Get experience Start now! If you develop your inventiveness, you will learn essential skills that will appeal to the industry and make you a valuable candidate for future jobs. Work thoroughly on your cover letters and send your CV everywhere! Dont be afraid to phone companies and ask them if they need help. Dont dismiss any opportunity, even if you find yourself making coffee. Many people start this way, and if you show enthusiasm and propose new ideas, you will multiply your chances to be noticed. The smallest businesses or production companies are often the best way to start, as you will gain valuable training and touch on everything. Youll often get more to do. Dont neglect your degree Practical work experience is crucial, yet all speakers highlighted the importance of having a degree. Theoretical knowledge is essential as it helps extend your analytical thinking and formulate your ideas. Its not enough to come up with new concepts: you need to sell them and articulate them clearly. At university, you improve your writing abilities and acquire a general knowledge of history and culture. All filmmakers are inspired by works from the past, and it is from previous works that students learn the basics. And they may just help you conceive your own projects. Learn skills; join societies! Whatever subject you study, it is important to take the most from it. But the greatest opportunity you will get from university life is getting involved in societies and clubs. Organise events for the SU or your department, join sports and performances societies. Get involved in Warwick TV, The Boar and Raw: most of the speakers at the conference gained precious experience from them and learned valuable skills that attracted their present employers. Get connected Social media is the place to be. Use Facebook and Twitter wisely to promote your work or get in touch with people from the industry. Start building your professional network and sell yourself The greatest selling point is you said Ben, producer and comedy writer. More vacancies are being advertised online, and knowing how to use these resources is seen as an advantage by employers. Be realistic Dont expect to be the next Scorsese or run your own show in the space of a year! Set yourself realistic goals: to get into the industry is already great, and youll have to work hard in order to stay there and progress. Be respectful Marie Rowe has emphasised on the need to show integrity and respect towards the people you work with. Having a positive, friendly and humble attitude is key to be part of a creative team, whatever the job is. Leave the ego behind. Be creative Be productive and dont be scared to share your ideas. It is by sharing that you are most likely to realise them. Ideas are currency stated Ben. Ideas can only take root and flourish if you give them an audience dont keep your creativity locked away. Keep going It   is important to have a positive attitude, even when times are tough. It is unlikely that you will get your dream job straight after university, but show your determination and persevere! Smile, even if you are simply serving coffee, they will notice you and reward your enthusiasm. Make yourself indispensable! said Ollie, working in publicity and DVD sales. Show you are passionate and willing to work for them. Have fun! I hardly believe I get paid for what I do, it is so much fun! said most of the speakers. These creative careers are truly fulfilling, and if you eventually get to work for these industries, enjoy your time there! That is the reward. Share this:TweetPrintEmailMoreLike this:Like Loading...

Persistence Pays - Personal Branding Blog - Stand Out In Your Career

Persistence Pays - Personal Branding Blog - Stand Out In Your Career The truth is that persistence and drive override skill. When people say “no,” it’s a “no” for now. It doesn’t mean you can’t or shouldn’t come back with a new approach. One CEO told me, “I always give ‘no’ as the first answer, and only if they don’t give up but have the confidence to persist and come back at me will I believe their conviction.” Being a self-starter is the same as being the last to quit, give up, give in, and sign off. Nothing ever happens unless one initiates and keeps trying what was startedâ€"with creativity that comes from continuous learning to give you new ideas and approaches. There will always be endless reasons to cave in “this one time” because you are tired, sick, mad, put down, challenged, threatened, beaten, or bulliedâ€"or whatever other reason you give yourself. Stick to it. Don’t give up, walk away, or abdicate your promise to yourself. Debra Benton has a new book from McGraw-Hill (June, 2017)  titled, The Leadership Mind Switch: Rethinking How We Lead in the New World of Work.

Improv Everywhere An Interview with Charlie Todd - Personal Branding Blog - Stand Out In Your Career

Improv Everywhere An Interview with Charlie Todd - Personal Branding Blog - Stand Out In Your Career Recently, I had the privilege of connecting with Charlie Todd, a well-known New York-based improviser and member of the Upright Citizens Brigade theater. In 2001, Charlie founded the prank collective Improv Everywhere, a group that causes scenes of chaos and joy in public places. Since that time, the group has executed over 100 projects involving tens of thousands of people, including the annual No Pants Subway Ride that has gained popularity in New York. We discussed Charlies personal brand, how Improv Everywhere has grown, and his advice for young people looking to build something important. How would you define your personal brand? How did you become involved with comedy? I guess my personal brand is Improv Everywhere. Ive been running it for 12 years and the large majority of my creative output has been Improv Everywhere-related. In terms of the Improv Everywhere brand, Id say its positive, ridiculous, and DIY. We dont ask for permission to create what we want to create. Ive been interested in comedy my whole life. I was a theatre major in college, but I always had the most fun with comedies, and I did a little improv on the side. I moved to New York to do theatre, but I quickly realized that the UCB was the coolest place in town. I took a level 1 class in 2001 and never left. What led you to create Improv Everywhere? How has it been able to grow into such a cultural phenomenon? Improv Everywhere was created on a whim. I played a prank in a bar one night with a friend where we fooled people into thinking I was noted rock musician Ben Folds. It was just a couple of guys screwing around in a bar, but it worked incredibly well, and I was inspired to write down the story and share it online. This was 2001 so I created a Geocities website to publish the tale. I sent it to a few friends and it felt great. I realized that the Internet gave me a platform to share my comedy, and this was five years before YouTube existed. So I kept staging new pranks and documenting them with text and photos. When YouTube came around I had all of these videotapes in boxes that I was finally able to share with the world. From there things started to snowball to what Improv Everywhere is today. The new documentary about Improv Everywhere tells this whole story very well. All those old tapes made it into the film. You can download the film on iTunes or on the filmmakers site: http://wec ausescenes.com/ What were the obstacles that you faced while building Improv Everywhere? How did you overcome them? Well, I really wasnt thinking it would become as big as it did. It was just a way for me to have fun with friends and feel like I was actually accomplishing something in New York. It was a way to express myself creatively. So really it took years and years before anyone outside of friends or maybe friends of friends was aware of Improv Everywhere. Our main obstacles were learning how to get away with staging unauthorized projects. We had a few hiccups over the years. I had the cops called on me at Best Buy, wound up in handcuffs while staging a fake U2 concert on my roof, and half dozen friends were detained in their underwear during the No Pants Subway Ride one year. I learned a ton along the way, and each incident only fueled interest in the group. What impact do you hope your organization makes? What reactions do you find most enjoyable when you are creating a scene? Were not trying to change the world, but I do think we do a nice job of injecting humor and positivity into routine public spaces. My favorite moments are the reactions to a new idea. We go into these projects having no idea how people will react. Will the staff of Katzs Deli enjoy having 20 women fake an orgasm simultaneously in their establishment? Yes, as it turns out. It was a blast watching it all unfold. What are one or two pieces of advice you would give to someone looking to build a successful company or career? Do what you love and give it away for free. Over and over again until people take notice. Dont wait for someone to give you a break. You dont need a record deal to write an album. You dont need a book deal to write your novel. You dont need the approval of a TV executive to make your show. Greenlight yourself and get to work! Do it for no money with friends who have the same goals as you. Do it because you love it and one day it might become your career. Charlie really is a revolutionary figure in the world of improv. Check out Improv Everywhere, and if you are in New York, see him perform at the UCB Theater.

Got Hope Current and Future Job Prospects for 50-Plus Workers with Kathy Lansford [Podcast] - Career Pivot

Got Hope Current and Future Job Prospects for 50-Plus Workers with Kathy Lansford [Podcast] - Career Pivot Episode #126 â€" Marc Miller and career coach Kathy Lansford discuss the job search for seniors Description: After several years of different career paths, Kathy unexpectedly fell into something she loves to do â€" helping people find jobs. Kathy is an award-winning trainer, skilled in the design and presentation of seminars and workshops that have helped thousands of job seekers secure excellent career opportunities. She is the creator and facilitator of Launch Pad Job Club, Austin’s largest nonprofit networking and support group for job seekers, through which members are informed, motivated, and entertained through the job search process. Key Takeaways: [1:44] Marc welcomes you to Episode 126 of the Repurpose Your Career podcast. CareerPivot.com brings you this podcast; it is one of the very few websites dedicated to those of us in the second half of life and our careers. Take a moment to check out the blog and the other resources delivered to you, free of charge. [2:12] If you are enjoying this podcast, please share it with other like-minded souls. Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your neighbors, and colleagues, to help more people. Thank you for helping expand the reach of this podcast! [2:37] Marc is recording this introduction on April 30. There were over 8,000 downloads of the Repurpose Your Career podcast in April. That is triple the number of downloads from April 2018. Thank you! [2:54] Next week, Marc will interview Andrew Scott, co-author of The 100-Year Life: Living and Working in an Age of Longevity. What will you do with all that extra time? [3:08] This week, Marc is speaking with Kathy Lansford, the founder of Launch Pad Job Club, the first and one of the largest job clubs in Texas, founded in 2001. They are discussing current and future job prospects for 50+ workers. Now on to the podcast… Download Link | iTunes|Stitcher Radio|Google Podcast| Podbean | TuneIn | Overcast [3:27] Marc shares Kathy’s bio and welcomes her to Repurpose Your Career. [4:32] Kathy was a job search skills trainer for many years at the Workforce Solutions office. After a break, she went to Austin Community College at the tail end of an AARP grant to help people over 50 find jobs. After the grant ended, ACC took over the project, expanding the services to the general ACC population, as well. [5:29] Marc met Kathy in 2006 after leaving his teaching job, when he got involved in Launch Pad Job Club. Later that year, Marc joined the board. Kathy is an expert on job search for people over 50. Marc introduces the topic of today’s episode: “Got Hope? Current and Future Job Prospects for 50+ Workers.” [6:17] Kathy describes negative job trends for those over 50. Ageism is rampant, especially in a youth-oriented city like Austin, where Kathy lives. The skill sets of older workers are not wanted. Age discrimination is illegal but age questions are often asked. [9:03] Kathy attends a group where people share their frustration at having their age used against them in the job search process before they can present their skills. [9:37] Ten years ago, the Supreme Court made a decision that makes it harder to prove age discrimination than for other forms of discrimination. [10:15] In the dotcom crash in 2001, in Austin, the first big layoff was at Dell. The laid-off workers had to sign waivers they would not sue for being laid off to get a severance package. [13:27] If a company lays off evenly across all age groups, and then hires back only younger workers, that is the basis of a lawsuit. [13:40] Recently a discrimination suit was settled against Facebook for only showing job postings to young people. Facebook ads allow a variety of targeting. Sellers can provide an email list and ask Facebook to find people who “look like these people.” [15:29] A Bloomberg podcast recently stated that for some platforms, like Facebook, a $3 billion fine is inconsequential. They will keep doing what they do. [15:59] Application tracking systems can screen for years of experience to target age ranges. The older job seeker never knows that their resume is never seen. [16:54] “Conversant in digital speak” and “digital native” are codes for “young.” [17:41] Kathy points out areas of hope. Lots of big companies are finding that they have gone too far to the young end of the spectrum. Kathy heard from her son in the semiconductor industry that young people don’t want to spend the time to be trained in processes. They quit after 12 to 18 months and move on to the next gig. [20:31] AARP is an advocate for older workers. Kathy talks about their five-year grant, open to anyone over 50 and their one-year WESI grant open to women over 50. Women over 50 make up the largest-growing poverty group in the country. The AARP Austin five-year grant was successful in getting a lot of people to work. [22:49] People over 50 stay unemployed longer. Kathy cites a statistic that job seekers 55 to 64 are out of work 34 weeks, on average. Job hunters 20 to 24 are out of work 15 weeks, on average. [23:46] Marc had Carol Fishman Cohen on the podcast from iRelaunch some months ago. Kathy talks about the iRelaunch program, aimed largely at caregivers re-joining the technological workforce. GM has had several of these initiatives in conjunction with the American Society of Women Engineers and they hired many of the participants. [25:32] Because the economy is so strong, with such low unemployment, companies are looking for talent anywhere; they are even willing to look in the “gray-haired world.” [25:57] Kathy remembers a program from years ago with Eli Lilly and another pharmaceutical firm who created a pool of their retirees to call in for specific big projects at a good salary on a temporary basis. [27:05] Companies with a strong diversity program are adding older workers to their diversity list. [27:55] Marc will have Tami Forman of Path Forward on the Repurpose Your Career podcast in about a month to talk about helping companies create re-entry programs for professionals. [28:29] Kathy mentions the Candice Bergen of the Murphy Brown show coming back as a relaunched career. Isabella Rosellini was long the face of Lancôme until they no longer needed her services due to age. In her 60s, they hired her again to represent older women who want to be beautiful. [29:40] One of Kathy’s clients’ ex-husband has a Ph.D. in optical engineering. After working in startups for years, he taught high school math and physics for 15 years. At age 66, he has just started up with defense contractor BAE Systems who appreciates his expertise and experience. [30:47] People have to be tenacious to get a good job in tech. One of Kathy’s clients with a Masters’ degree used Jobscan for LinkedIn. Jobscan scores your resume by the keywords in a job posting. They suggest having a keyword score of at least 80% before submitting a resume. The premium version of Jobscan also scans your LinkedIn profile. [33:17] Kathy’s client made the changes to his LinkedIn profile suggested by Jobscan. He had the premium version of LinkedIn so he could track traffic. Very quickly, the traffic to his profile increased by 300%. A recruiter who visited his profile helped him get a senior-level position with the city of Austin. He is close to 60 and in a wheelchair. [34:21] Public sector jobs tend not to discriminate by age. They look at your skills, background, and what you have to offer. [34:49] Kathy shares a case study of a woman unemployed for a year. Kathy helped her with the state application and mock interview through the Back to Work 50+ program. [35:47] Kathy’s client was turned down for different state positions until she networked with two friends who were at NXP (formerly Freescale and Motorola). Her friends got her connected there. She ended up with a $63K career job at NXP. [37:23] Tenacity is incredibly important. Older people tend to be tenacious. Pro Publica had an article that half of us over 50 will be forced into retirement, not by choice. [38:49] Austin now has some of the lowest mobility rates in the last 50 years. People don’t want to move. People are willing to work for less to stay. Some people are tethered by conditions; where they want to live, base salary, or base position wanted. [40:48] Consider taking a step down the career ladder, or changing industries. Could you get a job if you loosened your requirements? Kathy shares case studies of people who expanded the scope of their search. Be open-minded and flexible. [43:53] Marc gives a case study of a woman who drove for Lyft and got multiple contract gigs from passengers. Getting out and meeting people got her out of her funk. [44:55] Volunteering is another way to feel fulfilled by sharing skills you have that others need and value. Sometimes a non-profit will hire people from among their volunteers who are mission-driven. [46:07] Marc tells of his image consultant, Jean, who has launched a Fulfillment by Amazon business for a pierced earring back for women with sagging earlobes. She sources them in China and sells them on Amazon. [47:04] There are all types of things you can do to make money these days. [47:15] Kathy’s closing thoughts: everybody who wants to go to work, goes to work, whether at a job with benefits or a gig. The only people who don’t get a job are people who quit looking and quit believing in themselves. Reach out. Surround yourself with people who are energetic, positive, supportive, and excited. Help each other succeed! [48:23] Marc thanks Kathy and hopes you enjoyed this episode. Marc has known Kathy for over a decade. Her dedication to helping older workers find jobs is remarkable. Marc wants you to remember the word ‘tenacity.’ [48:47] The Career Pivot Community website has become a valuable resource for more than 50 members who are participating in the Beta phase of this project. Marc is recruiting new members for the next cohort. [48:59] If you are interested in the endeavor and would like to be put on the waiting list, please go to CareerPivot.com/Community. When you sign up you’ll receive information about the community as it evolves. [49:14] Those who are in these initial cohorts set the direction of this endeavor. Right now they are forming a writers’ guild. This is a paid membership community with group coaching and special content. More importantly, it’s a community where you can seek help. Go to CareerPivot.com/Community to learn more. [49:43] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you heard Marc on this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [50:09] Please come back next week, when Marc will speak with Andrew Scott, co-author of The 100-Year Life: Living and Working in an Age of Longevity, on what you are going to do with all that extra time in your life. [50:21] Marc thanks you for listening to the Repurpose Your Career podcast. [50:25] You will find the show notes for this episode at CareerPivot.com/episode-126. [50:34] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, the Overcast app, or the Spotify app. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

How Artificial Intelligence Will Change Talent Acquisition - CareerEnlightenment.com

How Artificial Intelligence Will Change Talent Acquisition While it still seems inconspicuous, artificial intelligence is on the way to landing a helping hand to many different business spheres. Recruiting is considered to be one of the main business issues nowadays, so AI is a dominant theme in HR technology. More than 90% of employers are strongly convinced that new technologies are the key to successful solving of the problems related to the hiring process. Finding a decent candidate is a critical issue in business. Moreover, even if the person is extremely talented, its important to make sure he is the best fit for the company. World’s biggest companies invest a lot in implementing AI in the hiring process. Recent estimates showed that the use of new technologies will reduce costs on finding new candidates several times. Let’s see how artificial intelligence will influence different stages of the recruiting process.The power of chatbotsEvery HR specialist will agree that these AI-powered assistants make the life of job seekers easie r. Such a technology terns potential candidates into customers, when they visit the site of the company. Chatbots give immediate answers to typical questions and requests, which saves both candidates and recruiters time. Such technology has lots of advantages. It does not only reduce the time of hiring, it also increases the number of candidates, who start the application process. It has a positive impact on the candidate’s experience, so even if he or she is not interested in the position that is open now, there is a high probability that a candidate will subscribe to the regular updates and turn to the company’s site in the future.AI will make recruiting smarterCompanies today have high expectations to hire skilled professionals in a short period of time. However, there are lots of factors that usually hamper their plans. Most common problems are too many candidates for the position that should be reviewed or, vice versa, one specific candidate with certain skills needed. In t he first case, the recruiter should review a great number of similar CV’s to select most decent candidates for the next application steps. In the second, an HR specialist has to go through lots of resumes in search of unique skills required for the particular position. Big companies already use new technologies in the recruiting process that helps save lots of time and find the best fit for the position quickly. Talent acquisition starts with software reviewing and selecting candidates that are considered to be the best fit. To pass this step the candidate should pay great attention to the quality of the CV. Resumes with grammar or spelling mistakes or those with an illogical structure will definitely not pass the selection process. Good thing is that nowadays there are lots of helpful tools like Grammarly or Handmade Writing, that will help job seekers avoid mistakes and proceed further with the hiring process.No more video cheatingAI and machine learning play a crucial role in t he development of video interview trends. New technologies are meant to optimize the whole range of application steps. Video interviews have become a real trend recently as it saves lots of interviewers time and makes the candidate feel more comfortable. Special AI-driven platforms, like Sonru, provide companies with expert evaluation, face recognition and recorded interviews. Machine learning technologies are developing so fast so they can detect any type of strange behavior. It can indicate if the candidate is looking away regularly or if he uses cue cards or there is someone on the phone for help. Want to Read More Articles Like This One?Sign up here to receive weekly updates from Career Enlightenment, and never miss another powerful job searching tip! SUBSCRIBE! You have Successfully Subscribed!We hate spam too. Unsubscribe any time. AI will increase recruiting effectivenessAs we already mentioned, companies use software that helps build relationships with candidates instead of collecting countless resumes. Bringing the right people to the company is the key to long-term business success. Talented employees are the company’s main assets, so picking the right talent acquisition strategy is essential for ongoing success. AI-driven systems like Zoho or Recruitee analyze not only the candidates’ background, skills, and knowledge, but also the way they behave in the interview and answer the questions. After careful analysis and system’s conclusion, it becomes more clear whether the candidate is a good fit for the position. Basically, such systems increase recruiting process effectiveness, as they help recruiters distill what they should be looking for.AI can make onboarding easierArtificial intelligence plays a great role not only in the hiring process but also in onboarding new employees. Recruiting systems provide newbies with a useful information and organizational moments, that makes their working lives much easier. Such systems already know the a nswers to most of the new starters’ questions.   It provides access to any kind of information every starter requires and help workers feel less overwhelmed. It also helps new employees blend in faster.To crown it all, intelligent automated systems already rule the hiring process. AI help companies reduce costs, find talented workers and save lots of HR department time. It gives recruiters an opportunity to pay attention to more serious issues that require human creativity and can’t be solved by the AI. It’s absolutely clear that in a few years the recruiting process will be fully optimized and the application process will change significantly. However, there is no doubt that these changes will have the only positive impact on recruiting.

The Curriculum Vitae and How to Use It For Your Career

The Curriculum Vitae and How to Use It For Your CareerOnce upon a time, the Curriculum Vitae was used only for job search purposes, but now it is used in much more innovative ways. The CV, the CV that you use to get your next job can be greatly expanded and changed to fit your career goals and aspirations. The CV that you submit for a job interview may look quite different than what you submitted for an employment opportunity that was just a week or two old.Some employers these days will accept CV's that have been updated with their current job posting requirements and the Curriculum Vitae will no longer be required. Some companies do not even use it anymore, as it was only created for job seekers who were looking for a new job.You can modify your resume online and submit it online, using your own style of resumes. That way you are more in control of your CV and can customize it to your needs or your career goals.Every resume online, whether old or new, can be modified for your job s eeker's search. Since so many people are currently job searching, this is a great way to expand the CV and make it unique to your needs.You should always be aware that if your resume is a modified Curriculum Vitae, then your chances of getting hired will be better. A CV that has been custom made to fit your needs, one that you hand write and put on paper, is a good impression to other potential employers.Nowadays, you will find that you can download templates from major search engines or from places like My Space. There are thousands of templates available and you can download one or even several of them for your Curriculum Vitae.Make sure that the CV that you use for your job search is very professional looking and that itis not edited to suit the current job posting requirements. It must be the same as what the hiring manager has on file and this can be accomplished by using the custom template.Since so many job seekers are looking for a job these days, your resume can be very imp ortant. Get it right the first time and then add a few improvements to it as you need to, but it is the Curriculum Vitae that will give your CV a nice uniform look and help it stand out in the crowd.