Why Purpose Driven Brands Attract the Best Talent

Why Purpose Driven Brands Attract the Best Talent Your corporate and employer brands can be hugely helpful when recruiting. Why is it that some companies seem to attract people to a cause as opposed to simply a job? What can normal companies do to emulate the success of Patagonia, Zappos and Apple? I asked this and other strategic brand questions to  Jeremy Waite, author of Survival to Significance  and Head of Digital Strategy, EMEA at Salesforce Marketing Cloud.  You can  listen to the audio podcast on  iTunes  and  Soundcloud  (embed below) or keep reading for a summary of our conversation, a longer version is available at Link Humans.  Questions by me, answers by Jeremy. What are  the 5  levels of brand leadership? Essentially you have this level of survival where its called the location level. People follow you because they have to. They follow you because of where you are, its about place. A utility company, maybe a bank, maybe a mobile provider, maybe a broadband provider. You havent got a relationship with them. You might not necessarily like them but the customer service or because of the location of the store. Maybe a supermarket. Thats it. You follow them because you have to. So thats in survival mode and typically the behaviour on that level is where everyones trying to compete against everyone else, its all market share, theyre just measuring likes. Theyre just throwing everything out all over the place, measuring every single metric that they can. Push content all the time. Discounts, promotions, deals, you know what its like, right? We see that in social all the time. But then something interesting happens, and they start to become successful and they say actually, you know what? Maybe we shouldnt measure everything all the time. Maybe we should only measure customers, or our unique customers or unique conversations. Maybe we should start filtering out all of this noise and only measuring the important stuff and starting to have a conversation. So like Vaynerchuk, Solis and Sinek  that are advocates for how to build customer companies, you know, Marc Benioff talks about that a lot. It starts to flip, so its not about the content anymore, its about the conversation. And thats where I believe a brand starts to become successful. So thats where youve kind of got this level of where people follow you because they like you, right? So theres a certain position that comes with that. And then really success, I break these down into three levels and say they follow you because they like you, then you go to a leadership level where people follow you because of what your brand has achieved and that might be measured by ROI because its commercial success. Youve done amazing stuff, youve performed well, your marketings done well, youre measuring the right stuff, youre making money. People like that. Employees are inspired so they want to work with you. And that might be the commercial level of leadership but then theres a level above that that I thinks the highest level of success which is where people love you. And this where youve got a genuine emotional connection with a brand. And you start to become loyal with them. So this isnt like where they follow you because they like you Facebook or they follow you on Twitter. They may be your favourite football team, it might be your favourite fashion brand, or your favourite actress or sports star. This is where theres a genuine connection because you love them because of what theyve done for you. And you can do all of that on your own. This is where you start to measure customer satisfaction, youve got people like KLM that just do an incredible customer service, great experiences, theyre measuring everything properly, NPS customer service resolutions. And thats about as good as you can get on your own. Now what happens is theres a level above that, but companies cant get there on their own by putting in a good strategy or buying expensive technology. You can only get that by your customers putting you there. And I believe thats a level of significance where youve got a cause or a belief. And Im trying to take this one stage further than Simon Sinek  talked about years ago when he talked about whats your purpose. Whyd you get out of bed? Im like well, theres a stand. Because its not enough to have a purpose, youve got to stand for something now. And what you stand for is more important than you what you sell. And whether its philanthropy, whether its giving back, whether its some kind of foundation model, whether its Mark Zuckerberg trying to create internet.org, or its Patagonia giving away all its profits, or Salesforce giving away all its time and product. Thats the level where people are genuinely inspired by that company. And regardless of what happens, they are incredibly loyal and theyre always going to love that company regardless of price. And theyre going to start causes, theyre going to start groups, theyre going to write books about them even if they dont work there. So the book, essentially, for me is what are those five levels? Howd you get from one level to the next? Whats the tactical things you can do to get there. And then the book ends with a handful of stories about companies that I believe are significant. And its a debate, right, because its my opinion. This is the fun bit and this is why this is a social thing. This is really where it gets down into the exciting stuff for me. Hopefully this opens up a conversation about I agree with that, dont agree with that. Uber is not successful, Uber sucked because of the way that theyre doing  But thats good because thats the conversation at the moment, were not having enough of. To recap,  the location level is level one. The like level is level two. The leadership level is level three. Youve got level four which is all about love. And the other level, level fifth is about loyalty and  thats where most of the case studies happen when we talk at conferences. We see the blog posts written about this is what Zappos did and this is what South Western did. And weve heard the same case studies a million times. Thats all a level of success. What a lot of people dont talk about is the level above that where you genuinely got some kind of mission or cause. What happens to a brand when it becomes significant? So its a really good question. Ive been asked this a bunch of times already, and theres two ways to answer this. The first way is that the top levels about loyalty. And from a marketers point of view, if we put our strategic hats on we could really talk about how its six times cheaper to keep a customer than to get a new one. And if youve got levels of loyalty, like Kevin Roberts and Saatchi talked about this back in 2005 in his book Lovemarks  about loyalty beyond reason. People will buy from you regardless of what price you are, because theyre genuinely loyal. They will always buy Levis, they will never buy Wranglers. You go and speak to cowboys, therell always buy Wranglers, theyll never buy Levis. Theres a level of loyalty there thats very specific, its very tactical. But the other side, which is where it gets a little bit fuzzy is what youre kind of saying is that if you do have a cause, and if you are trying to have some kind of philanthropic vision, you are trying to create th ese profits with a purpose. And the founder of Patagonia said exactly the same thing. We want to make a lot of money, but we want to make a lot of money so we can give a lot of it away. And the more we make, the more we can give away. The challenge is whether its possible to measure the fact that if you have a cause, and you give more away, youre going to make more. But Bill Gates famously said years ago, and its obviously easy for him to say that being one of the richest guys in the world, That the more I give away, the more I seem to get. Which is a nice kind of spiritual vision. I think if we kind of go too much down that fox hole, were kind of missing the point. So the loyalty side, I think, is very tactical. Love our customers, love our employees, measure employee satisfaction is customer satisfaction. But that kind of touches on the top level of success as well. What I want to do is say theres a level up here where its not so much about measurement, and its not so much about all these tactical things that weve done in the past. Its about legacy. Its about what are people going to remember in 20 or 30 years time or when youre gone? If people are going to sum your life in one sentence, what are they going to s ay? Whats the one liner theyre going to say about your brand? And theres not going to talk about, Nikes got amazing customer satisfaction. Theyre MPS score is five times better than the industry average. Theyre not going to say that. Somebody might remember, Oh, damn, did you see that Nike did that amazing initiative in Ethiopia where theyre trying to solve healthcare issues and spending a fortune to invest in adolescent teenage girls. And theres a whole story there that doesnt get told. But yet we get consumed with maybe the darker stories of No, lets talk about Nike the bad brand, or lets talk about sweat shops, or ethical trading. I think theres really positive stories that we dont hear enough of. What brands have got it wrong? I can list a few. Yeah, and this was a really difficult one actually because its a very touchy subject as well. I work for an incredible brand myself and just the size of our company we deal with an awful lot of people, so were going cross paths a lot. So trying to be very sensitive, and its difficult as an author. How do you  stay authentic and credible, and try and call people out, whilst at the same time not upsetting people? And I went back and I had a look. I use an example of BlackBerry just because I worked with BlackBerry a few years ago and BlackBerry were incredibly successful, had a phenomenal market share, dropped through the floor. And theyve now got a great CEO whos trying to take them back up again. Phones for You. I was the Head of social for Phones for You for a while. And they did some amazing stuff. And while I was there, we became the biggest telecom brand in the UK and we did all these wonderful things and put strategies in place,  but where are they now? Theyre gone.   So I talk about them and I feel like Ive got a view because I can talk about them, Ive been there and also, theyre not around any more, so they obviously did a lot of things wrong. So the future hasnt played out as we thought. But Phones for You were interesting because they had a very, very transactional view of customers. And it was very much kind of click to buy. It was all money spent on search and display. It was very much how do we create an action to get someone to upgrade their phone, or buy more data, or to change their plan, or can we find a way of upgrading them before their plans and stuff? And obviously, its an incredibly competitive landscape in telecom. And Phones for You was doing some reall y good figures for a while. But I think it goes to show that transactional relationships just dont play out. Whereas loyalty does. Loyalty youre in it for the long term. Transactional is very, very short term. ROI driven, lets make some more cash tomorrow view. And essentially, that was the downfall of Phones for You. They didnt invest in customer service. They didnt invest in loyalty. They didnt provide the best customer experiences. It was a very transactional experience to go in one of their stores and to try and buy one of their phones. Even though you may have gotten a phone cheaper in their shop than anywhere else. You may have gone in wanting to get a cheaper Samsung, and you end up walking out with an iPhone. I think thats typical of a brand in survival mode, fighting for market share, trying to buy attention and eyeballs, cheaper deals, discounts and promotions. And exactly, you know, where are they now? They fell over. Is there a recipe for becoming a brand that puts  purpose before profits? So I dont think its a step by step guide because once you talk about profits with a purpose, that is something that has to be embedded within the culture of the company. You cant just say, and a great example might be a brand that says, Right, were going to attach ourselves to this charity and were going to have this initiative, that were going to go out and support schools. And its almost a very transactional view. Lets attach ourselves to a cause because it looks like the right thing to do. And thats CSR. A lot of CSR policies are like that. What Im trying to talk about is there has to be a giving mentality thats completely different. So its not so much that youve got a step by step guide because really, thats what CSR policy is. Its how do we figure out what it is that were doing to make the world a better place, and be responsible and all that sort of stuff? And its interesting stuff and we should all do it. But I think theres a level above that that has to come from the founder. So whether or not, you know even from Patagonia and youre talking about lets give 10% of revenue, or 1% of profits, whichever is greater and were going to donate all of that to outdoor charities that we believe in. Whoever hes investing in, usually some kind of local charity around the mountains and stuff, the outdoor brands that he works with. Marc Benioff, you know, the 1-1-1 model, you give away 1% of product, time and equity. And that came right from day one when the company was set up. That wasnt an initiative that we thought, well, well do that because its cool and weve got a whole bunch of money. It was if were going to make a lot of money, we need to make sure that as we scale, our giving can scale as well. And the reason I ended up write the book when I was looking into it. And Im not, you know, Charles Best from Donors Choose says, If you give away one dollar, youre a philanthropist. And I think theres this misconception that philanthropists have to be like Warren Buffet or George Soros and have billions of pounds before youre a philanthropist. You give away one dollar to the guy on the street, you know, and youre a philanthropist. The issue with businesses, and you can look at philanthropy.org and theres a whole load of sites that you can go find out these stats, but of all the money thats given in the world to do good stuff, only 5% of it is given by companies. And of the 5% thats given by companies, 80% of that is given away for tax reasons because it makes sense to do that, because you can offset your tax against corporate giving and stuff. But that leaves a very, very, very small percentage of brands that are saying we want our profits to have a purpose. What brands are significant and doing it right? I used the, its kind of a really cheeky idea of an example, Levi Strauss, one of the biggest jeans brand in the world, one of the best socially connected brands, huge company, done incredible stuff, patented the denim and riveted the jeans together. He didnt want to do that in the beginning. He didnt want a make a ton of money, even though he left his family and he moved over to San Francisco in the middle of the gold rush in the early 1900s. He wanted to invest in universities, in scholarships, and orphanages. And he was like, How can I do that? Well, how about if I set up a business? Then he saw peoples pants were ripping when they put their axes and stuff in it. So he buys this new tent material, he makes this thing that ends up being denim and then they figure out that they can rivet them together because they start to become torn. And his friend comes over and says, We can patent this, but Ive got no money. And he says to Levi, Youve got a bit of money because youve got a camping shop even though youre not selling that much stuff. Do you want to pay for the patent? Well split it 50/50. Levis Jeans are born. Now Levi starts to give away a ton of money and theyre doing amazing things. And it came from he wanted to make profits with a purpose, but his purpose came first. So now my challenge is, if youre making a ton of money, fantastic. You need to put those principles in place. But youve got to make sure its authentic and your intent is correct. But the brands that are doing the best stuff like Toms, like Patagonia, like Levis and Salesforce, even Nike when you look at their foundation stuff, it happened on day one because their company was built on a purpose and they knew what they stood for. And everything was like secondary. I actually believe, provocatively, a lot of people dont agree with me on this, I believe Facebooks exactly the same. Theres a reason why Zuckerbergs investing so much money into internet.org. It makes no commercial sense whatsoever for Facebook to do that at the moment. Transactional brand, short term money, keeps stakeholders happy. The two-thirds of the world, that internet.org is trying to connect, are not going to spend any money on advertising, theyve got no data plans.  Hes trying to make people access Wikipedia by floa ting drones and giving Wi-Fi to everyone, or seeing a farmer that you can check your stock price and make more money to support his community. And that isnt a financially driven incentive, thats just we want to connect the world to make it a better place. And we can be really cynical, as we should be, because its Facebook, but again stories like that dont get told often enough, I dont think. And I dont think people like Zuckerberg, and internet.org get enough credit for that sort of stuff. Connect with Jeremy on Twitter @JeremyWaite.

Economist Job Description Sample - Algrim.co

Economist Job Description Sample - Algrim.co Economist Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs.

Stop Worrying Recruiters A.I. Will Help You, Not Hurt You

Stop Worrying Recruiters A.I. Will Help You, Not Hurt You Artificial Intelligence is here, and its here to stay. The general outlook has been gloomy, especially when it comes to the safety of our jobs. The stats really are scary. PwC (2017) estimates that 38% of U.S. jobs could be lost to automation in the next 15 years, and 30% of existing jobs in the UK are susceptible to automation from A.I. H.R professionals and recruiters are not exempt to this, and artificial intelligence has already transformed the way we recruit by automating time-consuming tasks. A.I. has problem solving and machine learning skills that most humans can’t comprehend, so we should just get used to the fact that A.I. is going nowhere. Therefore as a recruiter it is very important that you learn to leverage A.I. to the best of your abilities, because soon enough you will reap the rewards. Should we trust it? Some of you are scared of the potential of A.I. and might be thinking well all turn into terminators some day, alike to  Arnold Schwarzeneggers hit 1984 movie. You might be overreacting just a tad and thinking A.I. will start World War III just like Alibabas founder Jack Ma: JACK MA: Artificial intelligence and machine learning may cause the Third World War https://t.co/9LmOVcQCTH pic.twitter.com/6DMIRID1ps Business Insider (@businessinsider) June 22, 2017 But lets all take a chill-pill and focus on what A.I. will mean to us recruiters. Fortunately for us, developments within artificial intelligence have created a huge potential to fix problems we face with our productivity. Ideal say that “A.I. for recruiting is an emerging category of HR technology designed to reduce, or even remove, low-level sourcing activities like manually screening resumes.” They go on to state that A.I. will, and already does, help you save time by automating high-volume tasks such as reading through tons of CV’s, that you never loved doing anyway, or scheduling interviews with possible candidates. Furthermore, Bullhorn, an international cloud computing that helps staffing and recruiting organizations transform their businesses, based in Boston, Massachusetts, have recently reported in a research study that 67% of staffing professionals believe automation will help them promote and develop top talent, not eliminate them. How? By removing them of ‘non-value-adding’ tasks such as scheduling and screening, so that they can grow their relationships, and focus on the more humanistic side of things. However, they also report that ‘33% of their respondents say they plan to replace talent with technology’, in order to lower costs. That’s a fact we have to come to grips with, and learn to work around. Angela Hood, the Chief Executive of This Way Global, agrees and says “Our goal isn’t to try and replace recruiters â€" we’ll still need them,” she says. “What we want to do is remove the fatiguing part, the grunt work, so they can focus on recruiting, on-boarding and engaging people better. It’s about complementing rather than replacing.” Intelligent candidate searching Think about it this way You have a job role with specific requirements, you put that online and allow prospective candidates to apply. The A.I. system you have in place is able to quickly sift through hundreds of profiles, without the bias that a recruiter might have to specific things such as age or nationality, and allocates the best candidates to the best role based on their skills, aims and motivations, rather than their name, gender or age. Candidates are matched against an employer’s requirements objectively rather than subjectively, making the application process as natural as it can be. You as an employer then have the most suitable candidates at your disposal based on the exact skills you require for the vacant role. No more sifting through heaps of CV’s, rather youre focusing on the more important stuff, and the stuff that requires a human to do, such as interviewing and selecting the best candidate. Embrace A.I. This is the reality of the situation A.I. will take over some of our jobs. But how do we react? We need to find a way to intertwine with artificial intelligence. Using A.I. to maximise our potential, and our businesses. We already use A.I. based technology to reduce our workload, we use it schedule interviews or reduce administrative processes. So as recruiters we might as well continue to embrace it, even as it becomes bigger, faster and stronger. Right? If you want to find out more on this subject, have a read through a previous segment we ran with recruiting experts within the industry right here: How Can Recruiters Avoid Being Replaced by A.I.?

Planning the Perfect Proposal

Planning the Perfect Proposal So many people are out there to give you advice when it comes to your wedding itself. There are endless posts about wedding planning, how to get through your wedding day smoothly, and wisdom on the smaller details of your big day. Of course this is useful when you get to that point. But how do you go about making the proposal itself as perfect and memorable (for the right reasons) as possible? Not to worry. We’re here to help. Here’s everything that you need to plan in order to bring everything together just as you’d hope. Is Now the Right Time? Sometimes when you’re in the midst of peaked emotions, you may be tempted to throw the question straight out there. But be patient and think through this rationally. You want to make the proposal as well organised as possible, so you can have your ring on hand and be sure that it’s definitely what’s best for you and your partner at the current time in your relationship. If you think that it is, go ahead! It’s time to get planning! The Ring Now, if you think that this is the right step to take, it’s time to sort out the main symbol of your potential engagement: the ring. An engagement ring is a signal to the world that you are taken and in love. It’s a symbol of love. So, you want to make sure that the engagement ring that you offer is perfect. There are so many styles out there that it can be extremely difficult to choose the right one. But if you know your partner well, which we’d hope you do if you’re proposing, you’ll have a good idea of their preferences when it comes to decorative jewellery. Start with the base metal of the ring. Gold is perhaps the most traditional option. If gold is the way to go, choose a harder carat. You need to remember that your partner will (hopefully) be wearing this for the rest of their life, so it needs to be tough and hardwearing. Silver is quite soft, so if your partner likes silver tones consider white gold or platinum. Next: the stone. Diamonds are generally the most popu lar stone, but some people would prefer something different. For diamond rings, use a reliable dealer such as Baunat. They will be able to certify that the stone is genuine and of good quality. The Location Choosing a location can be difficult. Some people will opt for an intimate, everyday location. Maybe bed, the bath, or elsewhere in the comfort of your shared home. Others will want to make a statement. Every year hundreds of thousands of people flock to renowned romantic destinations to pop the question. Favourites tend to include the Eiffel Tower in Paris, Disneyland, on a Gondola in Venice, or a beach in a tropical location. You will know what’s right for you and what your partner will most enjoy. Just don’t forget the ring if you are travelling far from home! Reservations If you are planning on proposing in a public place, you want to make sure that your place at the given place is reserved and ready for you. If you plan to propose in a restaurant, it’s generally good to book a table and let the serving staff know how you tend to go about things. This will mean that they can leave you and your partner alone while you actually propose. You don’t want a server interrupting you part way through with a menu or request for an order, after all. If you are lucky enough to look quite young and will want to celebrate with a glass of something bubbly, don’t forget to take your ID! Once a server has asked for it, they can’t legally serve you if you don’t provide it. You don’t want something so simple to scupper your celebrations. Proposing can be an extremely daunting experience. It’s a huge step in any relationship and an ultimate display of love. It shows your true and full dedication to the person you’ve grown to love and cherish. It is a private and individual experience. However, it will also entail the subsequent planning of a wedding where you can declare your love to one another in front of everyone you know and wish to be there with you for the moment. So, think it through properly and make sure that everything goes as swimmingly as possible.

Finding the Best Human Resources Resume Examples

Finding the Best Human Resources Resume ExamplesHuman resources resume examples are not difficult to find. What makes it even more difficult is figuring out how to determine which one will be the best for you. This article will tell you how to determine the best one for you.The first thing that you should look for in a human resources resume examples is a page that provides information on the job and what the company does. As you can imagine, the employer will want to know what the individual is specifically trained to do.You should also be provided with a page where you can provide the company with a background check process. This will make them aware of how you were educated and the type of education that you have been obtaining. They may want to know the schools you attended as well as how long you have been working.When you have provided the potential company with the basic information they need to know about you, they should then see if you have any experience in the specific fi eld that they are interested in hiring. This information is called educational experience. If they are not looking for an experienced person, they may want to request some real world examples to use as well.In addition to this, you may want to include your employment history in your resumes. You will want to list every job you have held, the dates of each of those jobs, and the names of the companies you worked for. By including this information you will make the employer aware of the various positions that you have held.One of the best ways to locate human resources resume examples is to conduct a search online. You will then be able to narrow down your search to a few companies that you want to work for. As a result, you will have all of the examples that you need for free to use.Remember, there is no limit on the number of examples that you can use. The important thing is that you keep your resume current means keeping it current. When you are working with your current employer o r if you are applying for a new position you should always be aware of current job openings.Remember, don't stop using your current human resources resume examples. You want to keep up with current opportunities and changes that are taking place within the industry. When you take the time to keep up with human resources resume examples, you will find yourself having the best job ever.

Know More about Entry-level or Dishwasher Jobs - Margaret Buj - Interview Coach

Know More about Entry-level or Dishwasher Jobs Entry-level jobs are fantastic ways of entering in the industry that you’ve chosen without the required experience. Read more about them here. If you have experienced looking for employment, finding an employer to hire you without you having any previous involvement in the field is tough work. You might have graduated with flying colors, or you want to get a new direction in life. However, few people will take a chance on you, especially if you are a newbie in the industry. For people who want to enter the restaurant industry, they can first go into entry-level jobs and learn the process. From there, they can learn how the business works. When they have enough experience, they will have armed knowledge of how things generally work in the industry. The next step is to go up the ladder where they have a chance of higher pay compared to those who switched jobs without any prior experience in restaurant work. Entry-level jobs are important since they are the door to high ranking positions. They are also the first step to get a foot in an industry’s door. How Employers Benefit from Entry Level Jobs Many companies now see the benefits of hiring applicants that are applying for entry-level positions. Depending on the tasks, the companies benefit through the following: There will be employees who don’t need much training in accomplishing basic tasks. They don’t need to do sophisticated training to these employees as the jobs require little thinking and less effort. When one is going for an entry-level position, the company can shape the employee in such a way that they can get ready when promotions happen. A person who was molded on how things should run has a better chance of success compared to those who are new to the industry. The process of hiring newbies gives the company a steady stream of employees who are ready to learn and ready to get promoted to handle a more complicated responsibility in the long run. How Employees Can Benefit from Entry Level Positions In the case of restaurants, an employee can start off to become a dishwasher, especially if he is still studying. If the course that he has is related to hotels, restaurants, and hospitality, he can get a lot of insights into how business owners do the job daily. Everyone has to start somewhere. If they can start to a position where they can know the ins and outs of the business, then this is the first step to a rewarding career that will pay off handsomely in the future. The opportunities never cease. When companies need to hire someone to fill in a position, they often choose someone that is already part of their workforce. In other businesses, they usually prepare and prime the employee to more extensive responsibilities so that they can accept a higher-paying position in the future. Of course, all of the promotions and the training are subject to an employee’s work ethic. Companies consider someone who is always on time, never take advantage of breaks, is a hard worker, and is polite. The feedback of his fellow employees is also essential when choosing who to promote next. Skills Human Resource is Looking For Regardless of the nature of the job, there are specific skills that most recruiters are looking for. These traits and abilities can give your resume a boost and can give you an edge over other job seekers. Great Communication Most employers and agencies look for someone who can communicate well. They look for both verbal and non-verbal cues to determine whether you are the right candidate or not. The best way to learn whether you are effective in your communication is to gain awareness through feedback. You can take a public speaking course while at school to develop your writing and oral communication skills. Knows How to Work Efficiently You need to know how you can complete the work in the most effective, safest, and efficient way. For dishwashers, this means that the silverware, plates, glasses, cups, and other things that you need to wash are sparklingly clean, and customers don’t have any complaints with them. You can have a better chance of getting efficient work during holidays and the busiest time of the year so that you can observe how work is done through veteran employees. Willing to Learn Not all the time, you will stay in an entry-level job. If you are in the right company, you will have the chance to get promoted if you are diligent, willing to listen, accept feedback, and change quickly. Read more about promotions here: http://www.businessdictionary.com/definition/job-promotion.html. The mistakes that you have made in the past must not be repeated, and you need to ensure that you do outstanding and high-quality work every time you are in your job. Don’t hesitate to ask questions if you are unsure of what to do. Have Great Organizational Skills and Collaboration In school, you may have gotten away without the need for any organizational skills and collaboration. You ace a test, and you pass your course. But inside the workplace, organizational skills and cooperation are a must. Most workers who get along with their colleagues are more likely to stay in their jobs than those who don’t have solid relationships with their co-workers. Treating everyone as a family or friend at work will undoubtedly make life more comfortable as you will spend a great deal of time in the workplace every day.

Have you considered a career in recruiting - Margaret Buj - Interview Coach

Have you considered a career in recruiting The Recruitment industry is rising fast, with the current market worth over £30 billion and is still growing. This has resulted in the up rise of opportunities for those considering a successful career in the industry. Recruiting consultants aim to help find employers and connect them with job seekers. Different recruitment agencies will specialize in connecting different job industries such as IT, Banking. The job requires great skill, and therefore to be successful requires high drive. It is not an easy path. What will help you? You do not necessarily need a degree targeted at a recruiting career. Other skills are highly sort after. See if any of these fall into you skill set: Sales experience is highly valuable, and applicable to any sales background you may come from. This may be telephone sales, person to person etc. These skills can all be utilized. Customer service is also valuable. It provides a good platform to build on in terms of developing new compatible skills. Related Degree: If you want to get a kick-start into the industry and aim to be a specialist, a degree is worth looking into. Although don’t let it put you off if you don’t â€" full training is provided so the path to a specialist is still available if this is your motivation. Check out the PDF produced by Ascendant Recruitment to get more insight into the possibilities.