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Tips & Tricks

12 recruitment trends that Colombian companies should put into practice this 2022

Human talent management is one of the most important strategic areas of any company because it has to do with its greatest asset: people. Following the premise that time is money, companies are developing their recruitment processes faster and better, but often compromising quality.

12 recruitment trends that Colombian companies should put into practice this 2022

For this reason, it is necessary for organizations to update their recruitment processes to face the 5 greatest challenges that the labor market faces today in terms of searching and selecting people: first, to get more candidates; second, filter resumes faster; third, improve the quality of processes; fourth, decrease rotation; and fifth, be more productive in this job.

Here at Elempleo.com from the hand of Talentu, the recruitment platform, we show you the 12 trends that Colombian companies must embrace and put into practice in this 2022, better known as the year of the “great resignation”.

1. Employer brand

It is about the value proposition of a company towards the workers. But beyond believing that it is simply about making a website, it is a strategic aspect of how the brand is communicated to that potential talent. For example, one of the main complaints from candidates is that they are never told if they have passed the process or not, which inevitably affects the reputation of the employer’s brand.

“Latin America is the region in the world with the most talent gaps and that is why it is constantly difficult for us to get the collaborators we really need. To the extent that we have an employer brand, we will be able to convince people to decide to work with us because we are properly communicating how we are going to transform them. It is not just a proposal for salary and benefits”, explains Mateo Folador, founder and CEO of Talentu.

2. Remote work

This new trend received a huge boost thanks to the restrictions of the health emergency to the point that seven out of 10 companies in Latin America will adopt a model that combines face-to-face and remote work, according to a recent survey by Telefónica Hispam. However, a person who has an available and adequate space in their home is not the same as one who does not.

3. Organizational culture

Although companies often refer to values, in reality it is the habits, routines and rituals that truly build the culture of a company.

4. Artificial intelligence and automation

As companies are scaling their workforce back up to where they were before the pandemic, they are looking to technology for answers to be more efficient.

5. Fluid talent and retention 

It is a model in which human resources areas can continuously work to maintain vacancies and fill them faster. Although turnover can have many causes, it is necessary to better understand how the company works and why people leave in order to make decisions for improvement.

6. Training and Upskilling

One of the current recruitment problems is the difficulty of finding human talent with the required skills. Therefore, before the potential candidate enters the organization, it is necessary to identify skills gaps that can be filled thanks to training and upskilling or improvement.

7. Data-driven recruiting

It is about measuring each stage of the funnel, that is, being able to know how many people entered the first stage and how many reached each of the subsequent stages of the process. In recruitment marketing you have to understand what the channels, efficiencies and costs are.

8. Digitization of recruitment

The key is to make the entire process digital and have all the information in one place. The trend points to having the relationship automated through digital channels that allow scaling and taking candidates to the employer brand page.

9. Talent networking

Unlike operational positions where many resumes arrive and it is difficult to filter them, the strategy of creating talent networks is working very well, especially in companies that are looking for positions related to technology, where there is not enough talent.

10. Candidate experience

A recruitment process does not have to be a bad experience for the candidate. In the different stages of the candidate’s life cycle, it is very important to measure and understand what is happening in order to improve that experience. Beyond developing an omnichannel communication -whose content must generate value-, transparency is essential, that is, how a company gives evidence of the status and evolution of the process to a candidate.

11. Remote Recruitment

Remote recruiting is here to stay. It is not only very convenient for the candidate because they do not have to travel, but also for the recruiter because they can streamline these processes and fill a vacancy faster. It is key to have technological tools to facilitate these processes, but also to improve them.

12. Diversity of inclusion

Diversity and inclusion are not just about hiring men and women equally, but about having talent from different races, places, cultures and religions. “The diverse experiences make it possible to see more points of view and that makes for more creativity, which is why better solutions to problems are achieved and, of course, the results are better. Having diversity and inclusion is very good business for any company”, concludes Mateo Folador.

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Tips & Tricks

7 tips to make a good impression in virtual job interviews

With the COVID-19 pandemic, interpersonal relationships changed. Our relationships with co-workers, study partners, even with some family members is now through a screen.

7 tips to make a good impression in virtual job interviews

According toa study conducted by IMS Insights Labon media consumption during the pandemic, it was discovered that this digital consumption alternative had an exponential growth in Colombia of 54%.

With the use of streaming tools, some doubts arose about how to make a good impression on other people, taking into account that it is not the same to be face to face than through a screen. Here at elempleo.com we give you some tips to generate a good impression be it a job interview, a work meeting, a class session or a business appointment to offer a product and / or service.

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For this reason, we consulted with the expertClaudia Milena Manjarrez Alzate, executive director of the CICCE corporation, who explained some recommendations to generate a good impression in virtual communication. As always, communication is carried out in a verbal and non-verbal language, being the non-verbal, the one that most impacts on communication. Verbal communication comprises words, nonverbal communication is everything else.

Constantly our body is communicating informationin most cases involuntarily, where you can determine the mood, safety of the subject, motivation and feelings among others.

There are some studies that show thatonly 40% of a message or less of what you want to express is emitted in words, the rest, through non-verbal language. Even the psychologist Albert Mahrabian, researcher of the subject said that only 7% is verbal and 93% is composed of non-verbal language.

There are many aspects to consider, let’s talk a little about the most important aspects of non-verbal communication:

Facial expressions: is the most noticeable and most noticeable emotional indicator in virtual communications, where the focus is on the upper body.

Look: Looking at the person in a communication denotes security. Also, in the movement of the eyes it can be observed that a person is thinking, analyzing and even detecting their mood.

Gestures: are the set of facial expressions, postures, smiles, body movements that accompany the words in a synchronized way. It generally serves to accentuate or ratify what is expressed verbally.

Posture: demonstrates the disposition or predisposition towards the activity that is carried out and visually weighs a lot on the personal image, for example an upright posture shows good attitude, being awake, in turn an ungainly position shows predisposition, laziness, sadness or lack of interest in the meeting.

Appearance: It is one of the most influential aspects of communication in general. It generates a lot of information about a person when we see him for the first time, such as age, neatness, occupation, marital status, origin, socio-economic status, among others.

The perception of a person’s appearance is greatly influenced by previously established social and cultural paradigms. Hence its importance to make a good impression and therefore, we must work to give that image that we want to project to impact the meeting, class session or interview in which we are participating.

Paralanguage: basically, it is how you say what you say. In the voice you can infer the emotions of a person, either in person, in a video conference or by telephone. We can evaluate in this aspect, the tone, the rhythm, the pauses or silences, the volume and the timbre which allows us to analyze aspects of the person.

Chronomic: it is the aspect of non-verbal language that has to do with the time used to express messages, if it is concrete, or takes many turns to express a response, a proposal, an idea or a situation.

In addition to the aspects of communication, we must also take into account the following tips to provide the best impression:

Check in advance the internet connection, the operation of the camera, the microphone, the background that will have its position.

Punctuality, even if it is a virtual interview, must be 10 minutes before in the waiting room.

Greeting and saying goodbye to the interviewer, as well as giving thanks and putting into practice good manners, are key elements to make a good impression.

Dressing according to the occasion, formally, properly and completely, not just from the waist up, could be in for a surprise.

Always show an optimistic attitude.

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Tips & Tricks

5 tips to improve your quality of life at work

With the economic reactivation that companies have had in recent months, the return to the offices has been imminent and therefore the environment in daily work is essential for meeting objectives. Hotmelt, a global technology company and leader in the creator economy, gives five tips to improve the quality of life at work, also effective for entrepreneurship or personal business.

5 tips to improve your quality of life at work

1. Work on something you like:

Getting the job, you want can be difficult, but doing something you love is essential to feeling good at work and looking to be happy. It is recommended to make a list of skills and interests that can be useful in the company where you work and find common ground with your boss. A last resort may be to change companies or even set up your own business in the universe of digital products based on what you are really passionate about.

2. Separate work from personal life:

For many people this advice is almost impossible to follow, but separating work life from personal life is essential. It is not always good, for example, to focus only on work as your quality of life will decrease and you will feel more tired, unmotivated and impatient.

Balance is key and reserving time to enjoy with your family, go out with friends, read a book, travel or play sports certainly makes a difference.

3. Learn to work as a team:

If you are looking for a quality of work life, teamwork is one of the best options since it not only improves any task but also helps the personal growth of the collaborators through the exchange of knowledge. Setting shared goals and working to meet them is ideal.

4. Avoid procrastination:

Something that must be understood is that leaving tasks for later only serves to accumulate work, increase anxiety and not meet your schedule. Everything is usually left to the last minute, but it is important to try to be more efficient and do things on time.

5. Be creative:

Creativity in a collaborator prevents the routine from consuming him and his workday from becoming an odyssey, therefore observing daily activities and proposing a different way of doing them is key so that the quality of life of each collaborator has a positive change.

If you follow these tips to the letter, your days at work will be productive and your life will have a 180-degree turn.

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Tips & Tricks

5 tips to attract good energy at work

If you are going through a bad time in your work, here in we want to tell you how to attract that good energy in the work environment, this will help increase feelings of well-being and end the negative that may be invading you not only in your work life but also personal.

5 tips to attract good energy at work

Remember thatonly you can improve that energy at work, the process starts with you. Emit positive energies with your thoughts, when you get up thank for what you have, drink water and, if you can, do a physical activity before starting your workday to help you activate.

The American portalEntrepreneurgave some tips that you can follow to improve this energy in your work and feel better day by day, because remember that most of the time you are working, if you enjoy it and that energy improves your personal life will also improve.

1. Pay attention to the energy you transmit

You cannot expect positive energy to return to your life when all you do is emit negative thoughts, comments and actions. For this you must analyze if the people around you feel good about you and seek your company you will be doing the right thing, but if people avoid it is because you are not giving a good perception.

2. Change the tone of your thoughts

Change the tone of your negative thoughts to positive ones. It is important to face the challenges and adjust to those changes. If negative ideas invade you, replace them with positive but realistic affirmations that inspire you to take action.

3. Recognize negative influences and cut them

You have to identify what leads you to charge yourself with negative energy, since it can be a person from work, a place, a thing or a situation. If you manage to recognize what it is, take it away from you and in case you can not get away from this person, place or situation you must limit yourself to sharing only what is necessary, so you avoid that bad energy and that frustration invades you.

4. Seek to surround yourself with positive people

Try to spend more time with positive-thinking people. If you are with a group of people who transmit good things you will connect with this energy and improve the work and personal environment. Remember that you can also be the one who brings that good energy to your work team. Avoid criticism and always be biased to comments from your boss or colleagues.

5. Be kind and compassionate

According to the article, research shows that people who are kind and compassionate are more satisfied with their lives and enjoy better physical and mental health.

Remember also to be grateful and act in good faith so that this energy improves in your work.

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Tips & Tricks

5 strategies to retain young talent in companies

Despite the fact that unemployment figures stand at 12.9%, compared to 12.6% before the pandemic, the reality of the labor market has been marked by the adoption of hybrid work models and the implementation of differential factors within the organizational culture of a company. company, as well as attracting and retaining young talent within corporations from different economic sectors.

5 strategies to retain young talent in companies

According to Laura García, Coordinator of Selection and Service at Gi Group Holding, an expert company in personnel selection, the pandemic has changed the way of thinking of those who are looking for work. Currently, young people seek job opportunities that offer guarantees, growth opportunities within a company and competitive salaries that allow them to have job stability and improve their quality of life.

Laura states that:

“These new generations are not unstable, but being a group with important labor characteristics such as agility to adapt to new trends, easy access to and handling of technologies, and their openness to creativity and innovation, they become very valuable resources. valuable to companies.

And it is that according to the annual study Labor Trends Index recently published by Microsoft, 52% of Generation Z (people born between 1997 and 2012) and Millennials (people born between 1981 and 1996), say they contemplate a professional change during 2022, based on a more flexible hybrid work, or even a complete change to remote work.

Therefore, recruiters must have precise knowledge of the organizational culture of your company to select the ideal candidate, so that they can adapt quickly if they start working with the company.

Laura Garcia also comments:

“You have to understand very well that people of this generation have a demanding attitude towards flexibility and are not easily impressed with work hierarchies, but they are motivated by the company’s position in the market.”

According to the above, we present 5 strategies that companies should keep in mind if they want to retain the talent of millennials and centennials:

– Implement the emotional salary, since it represents an opportunity for growth in the medium term.

– Support professional development, since today’s young people are interested in continuing to study and train to be at the forefront. The flexibility of time to carry out educational activities is crucial for a team of young professionals to have a greater sense of belonging.

–  Facilitate digital transformation, since manual processes can be carried out in a different way and generating spaces for innovation and purposeful teams, allows for greater adaptation and effectiveness for new generations.

– Strengthen Employer Branding, this means that young people can see their professional development associated with companies that have brand recognition.

– Make organizational hierarchies more flexible:

Millennials and Centennials feel more comfortable in less rigid environments and with more open policies in which interaction does not depend on levels.

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Tips & Tricks

5 benefits for SMEs to implement electronic payroll

Through Resolution number 000028, in recent days, the DIAN granted an additional period for companies with 1 to 10 employees to begin implementing electronic payroll, within the first 10 business days of the month of May.

5 benefits for SMEs to implement electronic payroll3

It should be noted that although it is mandatory to implement this regulation for companies, the benefits for small and medium-sized companies, in financial and accounting terms, will generate a positive impact on their operations. Undoubtedly, the main benefit of electronic payroll is that time will be optimized in the processes related to payroll, which nowadays tend to be quite cumbersome in some cases.

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Alejandro Vásquez Aramburo, Manager of LOGGRO, software in the cloud that helps improve the management of organizations in Colombia, states that:

“For any business, time is perhaps the most valuable resource. So, for example, a company with up to 100 employees that currently spends 4 hours on payroll activities, with smart software from a technology provider, these tasks could take around 5 minutes.”

Here are the 5 benefits for SMEs that wish to implement the electronic payroll modality:

1. Speed ​​when performing a task:

With electronic payroll software, businesses can pay in seconds. Normally, the calculation, liquidation and payment of payroll is a process that requires the full dedication of at least one person who is in charge of that activity and could take up to weeks.

2. Constant updating:

A payroll software will automatically and in seconds do all the calculations in accordance with the law and the ever-changing requirements of the UGPP.

3. Digital transformation:

By having an electronic payroll software, companies will be able to generate automatic payroll payments since the software is integrated with Colombian banking. Accounting receipts may be generated for payments, including labor liabilities for benefits, social security and everything related to parafiscal.

4. Simplicity in the technological infrastructure:

Entrepreneurs only need a computer to settle the payroll of their businesses, from anywhere that has internet. It is very important that companies make sure they rely on a technology provider authorized by the DIAN and that it allows them to improve the plan as the company adds new workers.

5. Generation of files of the Integrated Contribution Settlement Form (PILA):

PILA files will be generated automatically, as well as payment accounting records or flat files for entrepreneurs to integrate with their business accounting software.

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Career

Managing Up

hand holding light bulb
hand holding light bulb

Realistically, managing up is utilizing the qualities of a competent manager to help bring out the best in you as an employee. When done successfully, managing up makes both your daily job and that of your manager easier…”

Have you ever spent a week or more without being assigned tasks to do in your new job or internship? How has it made you feel? I bet you got bored and maybe even frustrated. I believe I am not very wrong if I assume you didn’t talk to your manager to ask for things to work on. If you did, then you must be good at managing up. Managing up is a good character to have for someone who is still developing, career-wise. “Managing up” sounds new? Well, it means taking things into your hands like tasks in your job that you would normally wait for your manager to assign to you and more. Realistically, managing up is utilizing the qualities of a competent manager to help bring out the best in you as an employee. When done successfully, managing up makes both your daily job and that of your manager easier. It is not only limited to proactively getting tasks done, but it also includes other important demonstrations of leadership like proposing solutions, adjusting your style to your managers, helping your team members, and more. 

How can you Manage up? 

  1. Be proactive: Have a sense of responsibility in your job and give it your best. This will help you to notice problems and think of solutions to solve them. Once you do, don’t wait for later, share it with your manager. If it’s okay to act before talking to your manager go ahead and solve the problem and share the experience with the team to allow everyone on the team to learn from the experience. An attitude like this is priceless to have on the team, it helps your manager to move things through you and helps you to grow in the process.
  2. Think out of the box: If the project you were working on is over and you are waiting for the next thing to work on, don’t just sit down and wait. Take initiatives! You can either choose to introduce something new to your team or do more research on matters related to your job or even get side training to gain more knowledge and skills in your field, but don’t just sit there waiting for your manager to spoon-feed you. As you do all that, inform your manager so that they give you feedback and maybe point you to more.
  3. Be a team player: There sure are more ways through which you can manage up and I don’t believe I’d be able to list them all but as I talk about the ones that resonate with me the most, I wouldn’t leave behind TEAM PLAYING. Working and respecting your colleagues is very important as you take ownership of your work grow and manage up, you should always pay genuine attention to your team members’ struggles so that you help them when you can and even ask them for help when you have blockers instead of always waiting for a check-in meeting with your manager to tell them that things are not working when someone on the team might have been able to help.
  4. Adjusting to your manager’s style: starting we saw how managing up is about facilitating your manager’s job, so it is important that you embrace your manager’s way of doing things. You might be used to other ways of doing things compared to how your team and manager do things. If your ways are better, it is always best that you share with the team your ways and if after you do that they still want to do it their own way don’t resist! Adapt so that you can contribute more to the team. Resistance will only complicate your work and your manager’s. If they accept and embrace your way of doing things, then that’s a win and a chance to add value to your team.

Why is managing up important?

All the ways to manage up…But why should you care? It is all for your own good. Whatever goal you have as you start your new job, managing up will help you to reach there. Your goal can be professional growth, where you see yourself becoming a manager too or having an impact wherever you are, managing up is the sure deal. Two undeniable outcomes that you’ll gain from managing up are professional growth and leadership.

  1. Profession growth: If you noticed all the ways of managing up shared, lead you to become good at what you do. If you follow the “think out of the box” tip and choose to learn and do things that are beyond your work assignment you’ll end up knowing more, contributing more, and producing more in your career and job.
  2. Building your leadership: another important thing is that as build that powerful attitude in your job, you’ll grow into a great leader and your superiors will notice how valuable you are to the team and then raise you. Even if they don’t, leadership is a lifestyle, you’re surely going to get more opportunities to improve things wherever else you’re going to be.

MANAGE UP! 

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Career

The Importance of Pursuing Internship

intern
intern

High paying positions are very competitive. To win one of them, it requires work experience. Thus, it is vital to look for an internship placement that will help you to grow professionally. The right internship located at a supportive, nurturing employer will help you to develop the skills you need to prosper in a highly competitve marketplace.

Internships offer an official work, learning and on the job training for people with different backgrounds seek to gain work expertise for the advancement of their careers. It is mostly offered to students and recent graduates to help them gain real world knowledge within their particular area of study. An apprenticeship, on the other hand, also offers on-the-job training,  but typically this arrangement is reserved for people who lack a formalized four-year college degree and wish to learn to apply a skill, art or trade under the tutelage of an expert. Examples could be carpentry, plumbing, electrician or fine artist.

But back to internships. Internships are temporary and are usually scheduled during school breaks (summer and winter). Many internships for recent graduates are full-time and unpaid. The most coveted internships, however, offer competitive wages. There are a few that are part time with lenient reporting structures, job duties and assignments.

Internships are very essential on both parties. Internships offer many advantages to employers. They employ interns to exchange information about the latest trends, techniques and theories that students are eager to apply. Employers anticipate the development of new initiatives and innovation  the internship brings to workplace. Companies recruit top talent, eager and energized and ready to contribute new ideas for the company’s growth and enhanced profitability.

Internships provide advantages to the college student, and recent college graduate also. Many believe their is no better way to gain valuable work experience than through an internship. Internship placements offer interns the chance to learn and grow in a non-threatening environment.

Please see below some of the many reasons why internships are important.

Discover new capabilities and reach to the fullest potential

Since self- improvement is vital part of professionalism. Internships is a safe environment to discover your core values, strengths and weaknesses.  Apart from developing character with such realistic morals including integrity, commitment, and self-motivation. It offers you the space to discover what in career you might be able to do, as various organizations  provide interns with the opportunity to explore working in different departments and find the best one they like working in, it leads them to achieving their long term goals. 

Connect and network with professionals

Internships allow you to grow your professional network. To Build  professional relationships, provide you with first step into the world of work.

Working within your chosen field is essential to your future career. The connections you create can lead to future job opportunities and may increase your marketability. Because you have already proven yourself to those within your network, you may have an advantage over competitors when trying to secure a job or end up offering you a full-time job after graduation.

Chance comes once, You should grab advantage of these networking opportunities. Even if you think it is not necessary, it’s always crucial to have a backup plan. Life changes and a time may arise when a network may come in handy.

Acquire long lasting guidance through mentorship  

Finding the best mentors in your field can prove extremely helpful as they can help you steer through your career journey! Finding a mentor who can assist you in your professional development is crucial, and an internship may help you develop such a relationship naturally. You will also have the chance to interact with company executives, who can serve as mentors when you are looking for information or advice on how to advance in your career

Build an outstanding status and lead to full time employment

Internships teach you how to operate in the workplace. You learn the appropriate way to interact with, and address, your coworkers, your superiors and your boss, now you already have work experience, to the market labor you are competitive. The more experience you acquire, the better you position yourself for success in landing a job.

you will understand the importance of an internship when you can easily list down your accomplishments on a piece of paper. Thus, after completing an internship, you must sit down to contemplate over all the things you got to learn and how they can help you professionally as well as  personally.

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Career

Internships to talent pools

Talent Question Marks
Talent Question Marks

Whether the skillset you are looking for is rare or you simply aren’t getting the volume of applicants you would like, finding the right talent for the job can be challenging for HR professionals. Internship programmes can potentially give businesses access to a future pool of talent.

But how best can HR professionals transition skilled, young graduates from interns to permanent members of the team?

Cultivate relationships

Treating interns as valuable team members is a sure-fire way of embedding them quickly into the company.

The importance of this is not lost on Hooi Kok Mun, Senior Partner, National Audit Practice Leader, Grant Thornton: “We always provide a supportive environment to our interns and their senior will evaluate their work performance so that they can suggest their area for improvement. They also will experience the real case study within a team so that they can learn and grow together.”

Cadre, a small accountancy firm in Cardiff, hired its first intern in the summer. Tax Director Jamie Williams hopes in the future the programme will help it identify and recruit talented graduates at the end of the experience.

“The internship programme will give us an opportunity to actually understand whether that person would be a good fit for the company and if they would actually enjoy working at the firm,” he explains. “If, after the summer, we like the way they work and they get on with the team, that would probably lead to an offer of employment.”

Gain access to more than 50,000 candidates from more than 80 countries, representing more than 30 different industries and career fields.

Take a strategic approach

Baker Hughes has established a three-pronged strategy to maintain positive relationships with interns. Firstly, Nelly Poh, Global Finance Organization (GFO) Learning & Development Lead, explains that a university bootcamp has been set up: “It’s a two-day ‘get to know Baker Hughes’ event. Students also get to participate in case studies and do a presentation before senior leaders of the Finance organisation”.

Secondly, the firm has created a “university ambassador programme that builds a regular engagement with universities.” Thirdly, Baker Hughes makes sure that there are champions in the global finance organisation designed to “target universities for continuous engagements.”

There are significant benefits to maintaining relationships with interns. As Hooi says, “while internships can be beneficial for both the firm and students in the short term, we also convert interns into entry-level employees”.

Encourage real-world contributions

At the United Nations Development Programme (UNDP) says a graduate programme has been established to offer former interns and other qualified applicants “a unique opportunity to contribute to UNDP’s mandate”, HR specialist at the UNDP’s Global Shared Service Centre (GSSC) Kris Oestvang says. The intern/organisation relationship can undoubtedly be bolstered by the intern being made to feel they are part of a larger plan. At the UNDP, graduate trainees take part in a two-year assignment with one of the UN’s country, regional or headquarter offices.

Trainees are able to gain direct exposure to UNDP’s work with an onus placed on two streams: ‘programme and policy’ and ‘corporate operations.’ In the former, they “contribute to UNDP’s programmes and project activities.” The latter stream enables trainees to “contribute to management services that support effective implementation of UNDP programmes, or work in the area of organisational policies, processes, and oversight”.


How can you successfully recruit top intern talent?

Attend university events

Having a presence at university events is usually a great place to start. If your organisation is running a stall, start building buzz by promoting through your channels a few months in advance. Speak on a topic of interest. Be prepared with branded materials from your organisation, and be able to answer any questions they might have.

Do you have any recent university hires currently in your organisation? Bring them to the event, along with your best brand ambassadors to show students the type of people they could be working with and what they’ve managed to accomplish with your organisation. Demonstrate how a career with you will benefit them.

Connect with the right university clubs and student groups. For example, if you’re wanting to increase your technically-skilled talent pipeline, connect with a computer science group to see if you can introduce your brand and network with prospective candidates.  

Have a strong online presence

University events are great, but according to Sanjeev Agrawal reporting for Harvard Business Review, you need to go where students are: online.

“Students are online all the time. Invest in a visually appealing, content-rich site where students can go to and learn about your company. If you can, [personalise] the site to showcase the right alums, intern experiences, and the basic messages you want to deliver to potential hires. Done right, a good “brand page” can have the same effect as a great conversation at a career fair — it’s the story of your mission, your culture and why they should join you.”

Establish your brand on social media and be authentic. Keep in mind “most online communities don’t like being marketed to, so be authentic, add value to users, and be cautious of blatant self-promotion.”

Include a designated internship or graduate program segment to your careers website with an easy-to-use application portal for interested students to apply. 

Join Online communities

The Remote Internship is built on your growth and recruiting.

We can assist you in finding interns for any period of time, from a year to a few months, at no cost.

We have everything you need to be successful, whether you want to boost your employer brand or just have access to over 100,000 qualified interns.

Post an internship for free in our community

1) Create Account

Get started by creating your personal account

2) Post

Create a career page and post internships available in remotely

3) Start hiring

Begin screening and recruiting using our built-in process

Gain access to more than 50,000 candidates from more than 80 countries, representing more than 30 different industries and career fields.

Internships can be game-changing for your talent pipeline. These programs give you first access to new talent entering the workforce before your competitors, each party can determine if they will make a good cultural fit, and interns can learn new skills and bring fresh perspectives to your organisation, and become brand ambassadors and referral sources.

Does your organisation offer internships or graduate training programs? Leave us a comment.

Categories
Tips & Tricks

4 Mistakes to Avoid at Work

moving-on-from-mess-ups-and-mistakes-at-work
moving-on-from-mess-ups-and-mistakes-at-work

Being successful in the interview and get your desired seat in certain company, is not enough to run your work smoothly. You might be qualified person a company ever wished to have but possessing little knowledge about things you can’t do at work, may end up in loosing your job.even though it can’t be career limiting, it can destroys your reputation.

Let’s get through 4 strange behaviors you should not practice at your work, and see what can be done instead

1.Being personal to Company’s culture

To have much skills in field is good but respecting the value and norms of company is better.Never attempt to put your personality over the workplace culture.Employees have different ways of accomplishing their tasks, it is even interesting to be creative. However a company has their ways too. No matter how wise you think you are about certain field,it is not professional to mention “me” or  “i” do this in my own ways. This seem like criticizing company with their ways of doing.From there an  employer will not be glad of your level of showing up and some time you might end up loosing your position

Manifesting  with intention of taken as whole person will never work.You rather suggest to your boss  instead of saying that >>i don’t know why this company uses analogy strategies of advertising while in my previous position i was able to advertise using social media. 

>>As you can see distributing flyer is not productive (give him facts not based on your personal credit) what if next time we try an online advertising? 

Do it through: 

.Writing a memo or email

.Requesting an appointment 

. Raising an opinion in the meeting 

2.Creating conflict of interest 

Conflict of interest is developing or creating a company that offer services/ products similar to your full-time employer.

You get employed because you wanted the job, if you would be able to create the same work as one your engaged in, you wouldn’t be supposed to come to compete for the position.Most of the times people get enough skills from the current workplace and directly began looking for ways to create their own business from the same idea. >>without critically thinking they might open the branches under their own names while still working for others, they do this because they don’t want to loose their job and they want to create their own,which is very strange. Undoubtedly you will be fired because not even one boss who will like the initiative as long as you are not contributing to the company no need of keep nurturing a person who is feeding others not your vision and mission.

>>At the time you think that you’re done with the company, you want to go your way. Measure and put the benefit from company on scale to the benefit you expect from your personal interest and what’s going to make you earn. Then choose one wisely.

3.Talking about company’s secrets

Company’s secrets are the information which is not known to the consumer of a company’s product.

Knowing a lot about  your workplace confidential information doesn’t give you permission to tell everyone about it. Despite the company, it is not trustworthy to talk about someone’s secret. At this instance that person may never trust you again and this should probably destroy your relationship.Imagine when it is in career, a very big institution obviously has many different departments with various confidential systems. you are program manager who controls each an every area and >>boom you found yourself telling your friend about how you cheat in tax payments, intentionally your friend tells others. It might take some time to make sure that certain deal is done in your workplace and later you will see police and auditors for investing.Such image of putting the institution on fire because you failed to keep words to you. 
Also when it is between coworkers, lets suppose that you have idea one of your workmate is going to fired or promoted and with much of joy or sorrow you let it out before it is not announced. Those people might improperly react for instance fired one begin acting like he doesn’t belong there to the extent he can damage some soft or hard tools. And promoted one apparently will be taking himself to the level and start to feel like he is over the teammates

>>Well known it is possible to let a secret out by accident,so there is no better way to avoid this than to do not allow yourself getting into confidentiality parts, because you’re always at risk of telling anyone who is not considered.

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4.Revealing your personal life to your coworkers

People like to express themselves either for attracting many acquaintances or targeting benefits from making them known.This might hinder your work responsibilities to put effort in your own life than what you are paid for.Whenever you reveal details of life, none will ever look at you through the angle of a worker,but reflect the image of your life. >>it be might you telling people about how you divorced your partner because he was not able to satisfy your personal needs. Of course this will remain in your coworkers minds and every time they do good to you they will have doubts of not satisfying you or they might be afraid that you may abandon them. 

Not only that corner, you might be having some side achievements and feel like sharing it with your workmate as people you spent a lot of time with.For lack of chance it revealed to your boss, instantly he will began finding negative facts from you, he will never guarantee your commitment after knowing that you are applying for the same position in other company.

Also may feel to your boss know some essential parts of circumstances I.e your husband is imprisoned  you told the boss about him and you mentioned that every Friday you have to pay him a visit. Employer might take it personal but for the sake of responsibilities he won’t permit you to go every week, instantly you will begin judging him and feel like he doesn’t value you problem.

>> Never think that the way you express your words will be the same way your colleagues will take it, because people never receive the information in appreciable ways at the same measures. It better if you don’t reveal overly personal details about your life.