What You Need To Know Talent Supply and Demand, Pluralsight IQ (Pluralsight Iris)

What You Need To Know Talent Supply and Demand, Pluralsight IQ (Pluralsight Iris) I spent the last couple of days at the Pluralsight Live conference, which is the first time Pluralsight had a conference for customers. It was, of course, amazing. When you have a company that is as successful as Pluralsight, and as big as pluralsight, and puts so much attention to detail as they do, you get a phenomenal experience. Whats Pluralsight, you ask? It is a site that has over 5,000 technology courses to learn, and keep up with, technology. Is it like Lynda? Yes, but Pluralsight has more, and deeper, tech courses.  Is it like Udemy, Coursera, etc.?  Not really on those sites you buy individual courses, whereas on Pluralsight you buy a subscription (about $30/month) and you get access to the entire video library. Its pretty awesome.  Also, the courses on Pluralsight have been vetted and are curated they are very particular about the courses they allow in. You probably know that I have created 31 Pluralsight courses. 31 is a lot. It took my four years to get those done.  Im not actively creating Pluralsight courses right now.  As a Pluralsight author Ive been able to give some of my users a 30 day pass a perk of JibberJobber So, heres what you need to know: Pluralsight is changing the way companies educate their workforce. You could already figure that out by reading what I wrote above. This week, though, they launched something that I think will be revolutionary: Pluralsight IQ. Its such a simple idea that Im surprised that no one has been able to do this before. This is something that LinkedIn should have done years ago but they didnt.  Heres what I think is the most amazing aspect of this: Your company has needs lets say there is a new project and they need to put a team together. They need people with certain skills and experience but they arent sure where to go to find those people. They can do word-of-mouth, which is only as effective as the communication travels out (and gets back to the hiring managers). They can ask managers for recommendations, but that might lead to some people getting placed for favoritism (or a small network) and not based on merit. They can post internally, but they might miss the right internal applicants who are too busy, or having too much fun, with their own projects. They can post externally, but they might find people who are very expensive to find, hire, and train, and who are not as good as some of the internal experts available to them. Theres a NEED, and the search is on for the right talent, or SUPPLY. Pluralsight IQ  is a system to solve this problem. The way it works is that employees use Pluralsight for learning, and assessments (think tests), and certification, etc. As you use the system (more than just watching courses), you build out your Pluralsight IQ. This is a way that an employer can identify your strengths, knowledge, skills, aptitude, etc. Its a deep look into an existing workforce. Imagine you have one hundred people in your company (we heard from a company executive who has 250,000 people can you imagine how valuable this would be to a company that large? They have the talent, they just havent known how to tap into it the way Pluralsight IQ can!). The CEO says she wants to put together a team of five people to work on a new project. She has no idea who the right people are, but she knows what skills each team member should have.  With Pluralsight IQ, shell have the ability to look into her talent pool in a way that allows her to choose the right people for this small team. The SUPPLY was already there, she just didnt know what it was. Can you see how amazing this is? Our companies have NEEDS, we have SUPPLY, and now, Pluralsight IQ is the bridge that helps bring these two together.  Its really quite revolutionary, and Pluralsight is the first to crack this nut in a huge way. I imagine non-employees will allow access to their IQs to companies to make hiring and team building decisions in the future. When that happens, talent management and talent acquisition will be changed forever.  If they play it right, this can be the next revolutionary change since LinkedIn. Thats a big deal. What You Need To Know Talent Supply and Demand, Pluralsight IQ (Pluralsight Iris) I spent the last couple of days at the Pluralsight Live conference, which is the first time Pluralsight had a conference for customers. It was, of course, amazing. When you have a company that is as successful as Pluralsight, and as big as pluralsight, and puts so much attention to detail as they do, you get a phenomenal experience. Whats Pluralsight, you ask? It is a site that has over 5,000 technology courses to learn, and keep up with, technology. Is it like Lynda? Yes, but Pluralsight has more, and deeper, tech courses.  Is it like Udemy, Coursera, etc.?  Not really on those sites you buy individual courses, whereas on Pluralsight you buy a subscription (about $30/month) and you get access to the entire video library. Its pretty awesome.  Also, the courses on Pluralsight have been vetted and are curated they are very particular about the courses they allow in. You probably know that I have created 31 Pluralsight courses. 31 is a lot. It took my four years to get those done.  Im not actively creating Pluralsight courses right now.  As a Pluralsight author Ive been able to give some of my users a 30 day pass a perk of JibberJobber So, heres what you need to know: Pluralsight is changing the way companies educate their workforce. You could already figure that out by reading what I wrote above. This week, though, they launched something that I think will be revolutionary: Pluralsight IQ. Its such a simple idea that Im surprised that no one has been able to do this before. This is something that LinkedIn should have done years ago but they didnt.  Heres what I think is the most amazing aspect of this: Your company has needs lets say there is a new project and they need to put a team together. They need people with certain skills and experience but they arent sure where to go to find those people. They can do word-of-mouth, which is only as effective as the communication travels out (and gets back to the hiring managers). They can ask managers for recommendations, but that might lead to some people getting placed for favoritism (or a small network) and not based on merit. They can post internally, but they might miss the right internal applicants who are too busy, or having too much fun, with their own projects. They can post externally, but they might find people who are very expensive to find, hire, and train, and who are not as good as some of the internal experts available to them. Theres a NEED, and the search is on for the right talent, or SUPPLY. Pluralsight IQ  is a system to solve this problem. The way it works is that employees use Pluralsight for learning, and assessments (think tests), and certification, etc. As you use the system (more than just watching courses), you build out your Pluralsight IQ. This is a way that an employer can identify your strengths, knowledge, skills, aptitude, etc. Its a deep look into an existing workforce. Imagine you have one hundred people in your company (we heard from a company executive who has 250,000 people can you imagine how valuable this would be to a company that large? They have the talent, they just havent known how to tap into it the way Pluralsight IQ can!). The CEO says she wants to put together a team of five people to work on a new project. She has no idea who the right people are, but she knows what skills each team member should have.  With Pluralsight IQ, shell have the ability to look into her talent pool in a way that allows her to choose the right people for this small team. The SUPPLY was already there, she just didnt know what it was. Can you see how amazing this is? Our companies have NEEDS, we have SUPPLY, and now, Pluralsight IQ is the bridge that helps bring these two together.  Its really quite revolutionary, and Pluralsight is the first to crack this nut in a huge way. I imagine non-employees will allow access to their IQs to companies to make hiring and team building decisions in the future. When that happens, talent management and talent acquisition will be changed forever.  If they play it right, this can be the next revolutionary change since LinkedIn. Thats a big deal.

Writing Advancements in Resume Visual Merchandiser Example

Writing Advancements in Resume Visual Merchandiser ExampleFor many, a resume visual merchandiser is not as easy as you may think. In this article I will show you how to hire a successful visual merchandiser and make sure your resumes get noticed. Although there are other methods to success, but the key here is to find out what it takes to be a great visual merchandiser before you actually decide to put your money out there.The visual merchandiser has to have the ability to construct visuals that sell, just like any other business. This means they have to be able to sell to you - including presenting a resume that makes it seem like you can make an impact with their company.There are several parts of being a visual merchandiser, as mentioned above, but the most important of all, is that you need to know how to construct an example of your writing accomplishments in resume visual merchandiser example. It is important that these examples are set up with pictures, bullet points, and eye- catching paragraphs that lead the reader to believe that they should buy your product.You cannot do any of this if you do not have a resume or sales letters to back it up. In order to be successful, your visual merchandiser has to be able to sell you on your product. They have to know how to present this to the customer.If you want to be a great visual merchandiser, and also know how to use sales letters and resumes, then I encourage you to get some help from someone who knows. Check out my new resource, 'Blogging for Dummies' by David Neiwert. If you already have a blog, and you want to use this information, then it would be in your best interest to read this guide first, which gives you step-by-step instructions on how to write a visual merchandiser example.You must be able to think like a salesperson, as a resume visual merchandiser, so that you can put together a great sales letter for a product that you are selling. In order to do this, you have to know how to construct a good resume, and can be very helpful in developing it.When you look at a resume and see that the writer has no experience in the physical world, yet they are using words like 'consultant', 'marketing', 'interactive' and even 'executive coach', you realize that they are getting more than they bargained for. If you make it into a career, I would recommend trying to learn everything you can about sales letters and how to make them work for you, while at the same time, learning about your craft and having fun.A resume visual merchandiser example is the beginning of a well written sales letter that allows you to get into the physical world and begin making sales. As long as you keep your eyes and ears open and try to learn as much as you can about writing, including creating examples and bullet points, the opportunities are endless. If you cannot write like this, there are great tips online that will get you where you want to go.

How to find happiness Listen to scientists who study it

How to find happiness Listen to scientists who study it We spend so much energy trying to decide what career will make us happy, what job to take, what kind of boss we need. But today happiness is actually a science, and we can teach ourselves to make better decisions faster based on what we know about happiness. This science of happiness is such a popular field that 150 colleges offer courses in it. If you cant take a class, read this article in New York magazine for a fun introduction to the topic. The article is slanted for New Yorkers because New Yorkers are more unhappy than everyone else, (which is unfortunate since I live there). But most of the information in the article is useful to everyone. For example: No matter where they live, human beings are terrible predictors of what will make them happy. This is because our mind plays tricks on us: We are more comfortable with decisions we cant reverse than ones we can. Here is something that really affected me: Those who seek out the best options in life are called maximizers. And maximizers, in practically every study, are far more miserable than people who are willing to make do. One way to stop being a maximizer is to move to where you have fewer choices, (which takes us back to the New York City problem.) Another way is to make choices faster, before you obsessively weigh every possibility. Other zingers: Kids dont make you happy, losing limbs doesnt make you sad, and if you have as much money as the people you hang out with youll feel like you have enough. How can you not be curious about this article? I read it three times. Now, if I could only make better choices

Twitter is full of hidden jobs, but how to find them Enter Twitjobsearch.com University of Manchester Careers Blog

Twitter is full of hidden jobs, but how to find them Enter Twitjobsearch.com University of Manchester Careers Blog When youre looking for jobs or internships, its sometimes hard to know where to look for the kinds of opportunities that interest you. Its easy to just focus on the big job sites, but its like fishing from just one pool that everyone else is fishing from too! And if youre looking for jobs in smaller companies, or in the media, marketing or the creative and digital industries, you might find those sorts of jobs just arent advertised in the normal places. But they ARE out there! Its just that you have to look a bit harder. There are thousands of exciting one-off internships and jobs appearing on Twitter every day, but most people would have no idea where to start looking for them. While Twitter can be a wonderful mine of information, finding that dream job ad can be like finding a needle in a particularly chaotic haystack! So some clever dude had the idea of creating a job search engine just for Twitter. Its called TwitJobSearch.com. Its dead simple. You just put your search criteria into the box, e.g. editorial assistant or paralegal and click on Search. TwitJobSearch then helpfully lists recent tweets with jobs that meet your criteria, including which Twitter account posted the tweet and a link to that tweet on Twitter itself. And you can refine your search by location, salary, job type (referring to permanent or contract) and even how recently the job was tweeted using the filters on the right-hand side of the page. The nice thing is you dont even have to have a Twitter account to make use of this. But if you do have a Twitter account, you might want to check out the TwitJobSearch directory (link at top of page), as this has lists of Twitter accounts tweeting jobs listed by sector, so you could follow these accounts yourself directly and add them to a customised Twitter list instead of using TwitJobSearch. Like any other job search engine, its not perfect. For example, once you narrow down to the type of job youre interested in and to the UK or even a city, youll find more limited results. But its another tool in your job search armoury! All Undergraduate Undergraduate-highlighted Internships job hunting social media Twitter work experience

Resumes Job Search Tips - Why You Need to Think About Your Resume Before You Send It

Resumes Job Search Tips - Why You Need to Think About Your Resume Before You Send ItIf you're not sure what your resume means, resumes job search tips should help you improve your chances of landing a new job. In this article we will look at a few of the most important points that you should be aware of.The first thing you need to do is to make sure that your resume has a unique quality to it. Your future employer is going to be looking for something unique that you have to offer them and you can do this by coming up with a summary of the main qualities that you have. This is where you tell them exactly what your particular abilities are and what you can do for them in the company.Once you have outlined your qualifications, you need to include any additional training or business skills that you may have. Again, your future employer is likely to be asking you about things that they don't know about so you need to make sure that you list these off as well. You might also consider inclu ding letters of recommendation from people who can vouch for your capability to work in a team environment.If you are looking for extra time to finish your work then add this into your resume. Your potential employer doesn't want to spend time looking at a long hard copy document that has nothing to do with the task at hand. It is important to get the feeling that you were able to meet the deadline you set for yourself, and that you were able to deliver on the tasks that you needed to complete. You should also highlight any experiences or qualifications that you think your potential employer will find relevant.Don't forget to list all of your previous employers. The last thing you want to do is leave them out of your resume, especially if they weren't particularly desirable places to work. Include details such as how long you worked there, the name of the person who was in charge, the type of workload that you handled and what duties were involved. Don't forget to mention any promot ions that you achieved.When describing your employable character you should make sure that you keep things simple and don't run yourself off the track. You don't need to go into a lot of detail so that you look like a muck-raking bureaucrat, just say how you performed in a particular position and what you can do for them in the future.Last but not least, make sure that you proofread your well-written resume before you send it out to your prospective employers. The reason that you should proofread it is that your resume is something that is looking for a job so it needs to be perfect for the sake of your future employer. If there are some spelling mistakes or inconsistencies then your prospective employer will find this hard to read.If you follow the advice that we have given in this article you should be able to take the best advantage of resume job search tips. The most important aspect of having a good resume is to make sure that you write it in such a way that it is easy to read, and not difficult to understand.

Top Secrets to Make Recuiters Find You - CareerAlley

Top Secrets to Make Recuiters Find You - CareerAlley We may receive compensation when you click on links to products from our partners. How to Write a CV More CareerAlley Job Search Secrets This is a Guest post. If you would like to submit a guest post to CareerAlley, please follow these guest post guidelines. Good luck in your search. Visit me on Facebook What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to find the opportunities that help you grow your best career. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search

Try before you hire The temp-to-hire strategy

Try before you hire The temp-to-hire strategy Try before you hire: The temp-to-hire strategy Putting together a team whose values and work preferences align with those of the company is critical to any company’s success. But how can you accurately predict how a new hire will fit in with your organization’s unique culture? To find out before it’s too late, many managers are engaging candidates first on a temporary basis. In a new Accountemps survey, more than one-third (34 percent) of chief financial officers (CFOs) polled said having a candidate work on atemporary basis initially provides the greatest insight into whether he or she is a good fit with the company culture. Hiring a temporary professional provides what amounts to a trial period for potential new employees. That way, you have the advantage of already knowing some of the individual’s capabilities and personal attributes when making your decision whether to bring them on full time. There are many different elements that define a business’s culture. At the most fundamental level, the culture is the intangible “style” or overall image projected by a company. Emphasis on such principles as open communication, intellectual challenge, and ethical business practices are also part of a firm’s unique culture. Specialized staffing expert Bill Driscoll, a district president of Accountemps, says, “Engaging a temporary professional to evaluate her as a full-time employee can help avoid costly hiring mistakes. Those doing temporary work who mesh well with the organization’s culture may assimilate faster and be more likely tostay for the long term.” Give your temporary professionals the chance to put their best foot forward by taking these steps: 1. Fully inform your staffing firm Let your recruiter know immediately that an assignment has the potential to become a permanent position, and clearly outline the responsibilities of the job and key aspects of your workplace culture. That way, your staffing firm can search for appropriate candidates who will be able to commit to a permanent position, if offered. 2. Share what success looks like You can’t make a fair assessment of temporary workers’ performance if they don’t understand what is expected of them. Give adequate direction, including project details and deadlines, as well as company norms that aren’t actual policies, such as employee communication preferences. 3. Make them feel included Help temporary workers feel welcome by inviting them to the same meetings, team lunches, and events everyone else attends. Make sure they receive emails and other communications about company and industry news. 4. Ask for staff input Pair a temporary professional on projects with key members of your team and seek your staff’s feedback on how he performed and got along with others. Do not undervalue your team’s judgment of the candidate’s compatibility. 5. Don’t forget they’re also evaluating you At the same time you’re checking her fit with your needs, a temporary professional is also assessing your company culture and how it fits with her work style preferences. That makes it important to “sell” your company during her time on the job. Showcase the tangible and intangible factors that make you an attractive employer. Emphasize, for example, your company’scompetitive salaries, benefits, stability, community involvement, and work-life balance options. Temporary work can be a valuable measuring stick for determining how someone will perform in your organization over the long term. Like it does for many managers already, this approach can help you ensure a better fit with the people you hire on a full-time basis.