Job Search using LinkedIn

Is your LinkedIn profile resume ready?
Social media sites like LinkedIn, Facebook and Twitter have become main stream for job seekers and recruiters. So much so, it raises the question of “what might happen to traditional job boards?”. We’ll address that controversial topic in a future discussion but for the time being, just accept the fact that you are at a serious disadvantage if your job search (active or passive) does not include a social media strategy. This blog post focuses specifically on LinkedIn for job seekers and how to build a profile that works better than a resume.

LinkedIn offers a simple standard that bypasses the complicated Microsoft resume templates with restrictive frames and hidden formatting. LinkedIn Resume Builder offers a quick and easy tool that helps you build a resume in less than 5 minutes in a format that is likely compatible with most corporations’ applicant tracking systems.

If the content on your LinkedIn profile is good enough for public viewing then it should be good enough for a resume. What is good enough?

•Complete every section of your LinkedIn profile.

•Ensure your contact information is thorough and accurate.

•Write your complete employment history as if it were a resume boasting your accomplishments, responsibilities, skills and talents.

•Don’t be shy! Fill in the sections that describe your previous awards, education, publications, interests and skills.

•Include a photo. A head-shot photo with professional attire works. Stay away from avatars, cartoons, group photos or personal family photos. A photo will drive up your connections, interactions and responses.

•Ask colleagues for recommendations and then reciprocate by posting a recommendation on their profile too.

•Join groups. The groups you join portray your interests, skills and demonstrate a commitment to your professional and personal development.

•Insert site addresses of your blogs, twitter account or website. LinkedIn profiles are indexed and searched by Google and other search engines. Think SEO and use key words that are unique to your skills, expertise, employment, education and interests.

Most employers use the free version of LinkedIn.com as a bare minimum and many use the Corporate Recruiter version that permits direct importing of profiles into their tracking systems and allows them to categorize, sort, list and save your profile for current or future jobs or networking.

The LinkedIn Resume Builder feature is free to all LinkedIn users. It helps you create a professional CV directly from your LinkedIn profile. There are eleven great formats to choose from. Resumes can be exported and printed in PDF format. Also, each resume gets a custom link so you can share your resume directly from Linkedin with others via email, LinkedIn, Facebook, Twitter, etc.

You can test drive this free Linkedin feature at http://resume.linkedinlabs.com

Whether you are using Linkedin to network, develop business, learn or as a job search tool, rest assured more opportunities will come your way if you present yourself in a thorough, positive and professional manner on LinkedIn There are well over 100 million Linkedin users and over 54,000 have already tried Linkedin Resume Builder.

Also, LinkedIn becomes a far ,more effective tool as you develop a larger network of connections. Stay tuned to The People Bank Blog for a future post on the benefits of and how to develop your LinkedIn professional network.

Steve Jones is President of The People Bank, Allen Professional Search, Aimco Staffing Solutions, GoTemp, Medical Recruitment Network and La Banque de Personnel which are all registered brands and divisions of Design Group Staffing Inc.

Wiki - “Curriculum vitae is a Latin expression which can be loosely translated as [the] course of [my] life.”

Interview To Win The Job

Confidence, Preparation and Presentation are all key to winning the big prize. Here are a few insider tips about what employers really want from an interview.

Tip #1 – Context – Be a Story Teller Most people asking the questions are very knowledgeable of their company and the job but they are not always as experienced with conducting interviews. You may be asked questions that only prompt a YES or NO response but be prepared to help the interviewer and tell stories that support your short answers. It’s the context of your stories that will stick in the interviewers mind and give you the advantage over other candidates.

Tip #2 – Ask the Right Questions Employers can tell a lot about you from the questions you ask. For example, if you only ask questions about the company benefit plan then the employer may assume that it’s the benefits rather than the job that really interests you. Ask questions about what the the employer wants to accomplish or improve. Ask about the boss’s priorities, goals and objectives. By asking questions about results then the interviewer will assume you are a results oriented person. Results – That’s what they really want!

Tip #3 – Dress (better than) the Part You only have one chance to create a first impression. The first minute will subconsciously influence whether the interviewer will ask questions that funnel you into the job or filter you out. Arrive at your interview dressed in a way that makes the interviewer immediately assume that you are the one. Whatever the dress code is for the job, go to the interview dressed better than that.

The Close – An interview is a sales call where you are selling yourself. All good sales people know that you must ask for the order to close the deal. Don’t leave without asking your closing questions. “Will you offer this job to me?”; “Is there a date that you would like me to start?”; “What can I do that help make this decision easy for you?”; “Can we schedule the appointment for the next stage in the process?” If you don’t ask – you don’t get.
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The People Bank, is a division of Design Group Staffing Inc., employs more recruiters with the Certified Personnel Consultant, CPC professional designation than any other firm in Canada. Steve Jones, President of The People Bank is a CPC course conductor for the staffing industry Ethics and Business Practices certification module and Staffing Industry Legal Practices certification module.

Canadian Jobs Down - US Unemployment Rate Lowest in 3 Years

The November jobs reports from Canada and United States offer conflicting information. Statistics Canada reported today that Canadian total jobs declined by 19,000 on a month to month basis with significant declines in part-time work and retail work while full-time and services sector employment improved. On a year over year basis, the Canadian government agency also reported that in spite of the monthly decline, 274,000 more Canadians are working in full-time jobs than the same time last year.


While Canada is reporting a slight job loss, the US Department of Labor reported this morning that 120,000 new American jobs were created in the month of November and the US unemployment rate dropped slightly. Its hard to imagine that Canadian retail jobs actually decreased in this busy Christmas shopping season. US reported a more realistic increase in retail and leisure.

In a interesting twist, US Labor Department also adjusted (up) it’s numbers previously reported for September and October to reflect more accurate job creation numbers in the range of 100,000 per month.

Stay tuned for my New Years eve prediction for the upcoming year.

Steve Jones

The People Bank

Staffing Index Follows Traditional Seasonal Trend

ACSESS recently released the Staffing Index for September 2011 which rose to 98, the closest to the “100″ index standard established in July of 2008. The Staffing Index peaked in October 2008 at 107 then recessionary job losses knocked the industry down and the Index retreated to a low of 65 in May of 2009. The slow but steady climb since the summer of 2009 is an indicator that the economy is reluctantly finding its way.

In a previous blog, I threw cold water on Statistics Canada’s roller coaster reporting of monthly job gains and losses. In the ACSESS press release, ACSESS President Bryan Toffee seemed to concur with my theory that we need to look at the trend of quarterly job creation rather than month to month numbers which are rife with anomalies.

Canadian Staffing Index
“The flat or subtle net rise in index readings of 90, 85 and 92 for June, July and August, respectively, foretold the flat or subtle net increase of 7,000 jobs reported by StatsCan in September and October,” explained ACSESS President, Bryan Toffey, adding that “the Index is supporting the traditional seasonal trends which suggests that employment will peak in October and November then retract through the holiday season and first month of the new year before it starts to climb again.”

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Canadian Staffing Index Chart


The Canadian Staffing Index measures the hours of labour performed by a sampling of temporary and contract staffing in the staffing industry. The data collected is the largest sample size done in Canada provided by a number of Canadian staffing companies and accounts for approximately one third of total staffing industry sales. To preserve confidentiality the data is collected by Staffing Industry Analysts www.staffingindustry.com; an independent company specialized in staffing industry statistics. Data is available for the months starting July 2008 (the benchmark month) to the current month.

In review of similar Index research from the USA, many experts agree staffing industry employment data serves as an economic indicator. Historically, temporary employment improves as overtime hours increase and as unemployment claims decrease. This means the Index can provide a “near real time” indication of how the Canadian economy is performing.

“The Canadian Staffing Index demonstrates both the changes in the Canadian economy and the volatile nature of the staffing business. It is that ability to provide a flexible workforce that brings tremendous value to our clients.”

Source: www.acsess.org (Association of Canadian Search, Employment & Staffing Services)


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Great Recruiters Make a Great Commitment

Not all staffing companies are the same and not all recruiters are the same either. Four more of The People Bank/Aimco Staffing professionals have just joined the ranks of the most respected industry professionals by successfully completing and achieving their Certified Personnel Consultant designation.

We are very proud to announce that Kathy March, Tracey Arseneau, Alfredo de Leon and Aaron Campau have received notification of their accomplishments from the Association of Canadian Search, Employment and Staffing Services.

As employers and hiring managers, we always look deep into the credentials and qualifications of the people we hire so it only makes sense that when selecting a staffing company or recruiter, we should also look beyond the agency’s brochure and ask a few questions about recruiter and agency credentials.

Ask whether your staffing agency is a member of ACSESS. Every member of the Association of Canadian Search, Employment and Staffing Services has pledged to uphold the industry’s code of ethics and standards. This code addresses everything from disclosure of information to adherence to laws and respect of individuals.

Also look for the initials “CPC” behind a recruiter’s name. The Certified Personnel Consultant is the only certification for professionals working within the Canadian staffing industry. A recruiter with the “CPC” credentials has made a commitment to the industry and to professional performance.

Kathy March, Tracey Arseneau, Alfredo de Leon and Aaron Campau have taken courses and passed CPC exams that address important topics such as the legal aspects of staffing services, human rights, privacy laws, employment standards, employment equity, health and safety, selection techniques, and industry ethics. With the CPC designation, a staffing professional is not like all the others. We are very proud of their commitment to professional conduct in our industry and to our company. We are equality proud and confident in the services they each deliver to candidates and clients.

Whether you are a job seeker who wants to receive professional quality treatment or an employer who wants to hire with confidence, always look for the ACSESS logo and the initials “CPC” following your recruiters name.

Kathy March, CPC
Tracey Arseneau, CPC
Alfredo de Leon, CPC
Aaron Campau, CPC

Thank you and congratulations!

Steve Jones

President

The People Bank/Aimco, Allen Professional Search & La Banque de Personnel

Crazy Jobs loss Report - Stats Can Oct 2011

Statistics Canada released it's typically unbelievable and unreliable monthly jobs data on Friday November 5th. In this bizarre report the bumbling bureaucracy told us in their standard tone of brash certainty that 61,000 jobs were created in September and then in an about face 54,000 jobs were immediately stripped away in October.

Nobody really knows the exact numbers. Jobs data is developed through a series of survey samples across the country and then the small sampling of data is extrapolated to produce this national data which is presented as if it were a hard fact. Of course they offer the standard disclaimer that "estimates are based on a sample, and are therefore subject to sampling variability" however the media, markets and public policy makers tend to ignore the disclaimer to such extent that world markets and governments can rise and fall before 9 am on the news release date.

As an employment guy, I can tell you that job creation in October was not as robust as we expected but a one-month loss of 54,000 is not a credible number. More realistically, job gains have moderately out-paced job losses over the past 6 months with subtle shifts in job types and locations. These wildly fluctuating numbers that are reported by Statistics Canada are more likely a flaw in the data collection methods than a reflection of employment reality.

The Conference Board of Canada produces a summary table of Canadian economic data. When all the data is reviewed on balance, it helps us believe that the job market is probably not a roller coaster ride of neurotic employer hiring and firing.

In this self described experts opinion, temporary and contract jobs are on the rise. The unstable Euro-zone, rising government debt and the stagnant US economy cast a shadow of uncertainty that causes most employers to hedge against their lack of visibility into the medium term future. Businesses need to get the work done, orders and cash are flowing but given the constant stream of conflicting news, employers are reluctant to make job offers in the form of traditional "permanent" employment. There is an increasing number of professionals working as contractors in the fields of engineering, oil & gas, mining, transportation, manufacturing, financial services and property. There is also an increasing number of plant and factory workers who are employed week to week and month to month.

On the workforce supply side, there is also a rise in contract and term employment due to the tenacity of older workers. Freedom 55 is a dream that has not been realized by many boomers whose investment savings are less than they had hoped for due to poor performances of their investments in the equity markets. A few extra years of contract work may not be absolutely necessary before retirement but they are necessary before a "comfortable" retirement. Boomer tenacity also puts extra pressure on young workers who find themselves competing with more experienced workers who also have a more flexible employment outlook.

Smart employers will continue to use contract, term and temporary workers. As time passes and as they become more certain of the long-term nature of their needs, employers will gradually convert these workers to more traditional employment relationships . Job seekers are wise to embrace these contingent employment opportunities as their path to experience and future career employment.

Contrary to the opinions of some, the employment market is not all doom and gloom. Its just different than we expected in would be in an economic recovery. Those who adapt to change, show flexibility and embrace the reality will likely end up with a better life-style and greater prosperity than prior generations, just like every generation before them.

Commentary by: Steve Jones, President - The People Bank, Aimco Staffing and Allen Professional Search (Divisions of Design Group Staffing Inc.)

Sources: The Conference Board of Canada; Statistics Canada; CMHC Housing Time Series Database.

Safety Leadership Matters

Staffing industry employers rewarded
for commitment to workplace safety
Canada NewsWire

MISSISSAUGA, ON, Oct. 20, 2011 /CNW/ – Ontario’s workplace is safer today, thanks to the continued efforts of the staffing industry and the Workplace Safety Insurance Board (WSIB).

Following another successful year’s involvement in the WSIB Safety Group Program, members of the Association of Canadian Search, Employment & Staffing Services (ACSESS) sponsored safety group will receive rebates totaling $991,244.91.

The safety group, comprised of 80 ACSESS member-firm accounts, will be awarded the rebates for initiatives that reduced both the severity and frequency of workplace injuries in 2010.


Association of Canadian Search, Employment & Staffing Services
“As a result of the continued efforts of both ACSESS members and the WSIB, Ontario is becoming a safer and safer place to work,” said ACSESS Director of Government Relations, Mary McIninch, adding that “in addition to financial rebates, ACSESS members’ participation improves safety records, productivity and morale among temporary employees.”

ACSESS has been an active sponsor in the WSIB Safety Group Program since 2001, when it was the only group within the services sector to be selected from 18 candidates to enter the program.

The WSIB Safety Group Program promotes health and safety in the workplace through pooling of resources and sharing of best practices between member-businesses. There are currently more than 50 industry safety groups in the province of Ontario.

ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada.

Read more: http://www.digitaljournal.com/pr/460917#ixzz1bQ7SrOwM

The People Bank is a founding member of the Ontario staffing industry safety group and Steve Jones, President of The People Bank is a Signatory of the Senior Executive Health and Safety Leadership Charter with the Conference Board of Canada.

Posted on The People Bank blog under Employee Benefits & Assistance, HR & Management Tips, Uncategorized, Workplace Safety

GUEST COLUMN: Look to outsourcing to fill SME needs

Each month, Toronto Business Times solicits opinions from four experts on a question of relevance to the small business community. This month’s question is: Small businesses often don't have enough work to employ an individual for a specialized duty. Hourly specialist charges can be expensive. Are there opportunities for small business to share personnel with other small businesses? How would you set that up? Here is my response.
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Small and medium-sized businesses don't always have a consistent demand or the resources to justify hiring expert personnel onto the payroll for every aspect of business.

It is common practice for small and medium-sized enterprises (SMEs) to hire lawyers, graphic designers or trainers on a project or hourly basis, but what about other roles like benefits administration, human resources, payroll, accounts payable, document management, safety, WSIB claims management and other daily business functions?

The thought of sharing personnel between two companies makes sense if you are lucky enough to find another company with the same part-time needs, however the likelihood of finding such a match is very slim.

The solution is outsourcing. Sometimes called BPO, business process outsourcing should not be confused with off-shore outsource. We are referring to the local kind - the small business kind, the "good for the domestic economy" kind.

The difference between hiring an expensive hourly specialist and outsourcing is in consistency of need. If you can reasonably predict that you will have a regular need for a particular piece of work, then a specialist outsource company can provide an expert service at a fraction of the cost of a full-time resource.
Take payroll, for example. An outsourced payroll service stays on top of tax reform, uses world-class software, ensures that your remittances and filing are compliant and offers a wide range of value-added services that are typically only available to world-class companies.

Another perfect example of BPO is workers compensation claims management and safety certification. This is complicated stuff and very difficult for the experts to stay on top of all the requirements and best practices. For a flat monthly fee, a claims management company can handle all your WSIB issues and will prove the ROI the deliver for their services.

HR-BPO (Human Resources - Business Process Outsourcing) is one of the fastest growing areas of outsourced services. It's an area of every business that offers the most because it is typically complicated, heavily legislated and compliance-oriented, plus any small increase in the service quality delivered to your existing employees will likely get the most recognition and appreciation.

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Steve Jones is President of The People Bank, a division of Design Group Staffing Inc.

Are You Ready for AODA?

Accessibility for Ontarians with Disability Act

Are you ready for the AODA Legislation? Effective: January 1, 2012

Join us for a Complimentary Webinar on October 13 at 11am Eastern time

All Ontario employers must be compliant with AODA Legislation effective January 1, 2012. AODA is not about ramps or automatic door openers. It’s about being compliant in your customer service delivery to people with disabilities who may have different needs.Space is limited. Reserve your Webinar seat now at:

https://www2.gotomeeting.com/register/512717410

The Accessibility Standard for Customer Service applies to all provincially regulated employers in Ontario that provide goods or services, and have one or more employees.

This webinar will help you understand the standard and create your plan on accessible customer service.

To be compliant with this legislation you must:

• 
  
  Consider a person’s disability when communicating with them


• Allow assistive devices such as wheelchairs, walkers and oxygen tanks


• Allow service animals


• Welcome support persons


• Provide notification of temporary disruption


• Invite customers to provide feedback


• Train staff on accessible customer service

Webinar Title:

Are you ready for the AODA Legislation? –Accessibility for Ontarians with Disabilities Act.

Date: Thursday, October 13, 2011

Time: 11:00 AM – 12:00 PM EDT

Register: https://www2.gotomeeting.com/register/512717410

What elected officials should know about jobs

Dispelling the Myths

ACSESS: Your industry’s reputation starts with you

Reprinted from the Edmonton Journal August 30, 2011

Here in Ontario, we will be going to the polls in early October. At the Association of Canadian Search, Employment and Staffing Services (ACSESS), we believe it is important to keep politicians of all parties informed about your industry, whatever your industry is.

The reality of our society is that all of government’s services are paid for from taxes, and if the tax base is not sufficient then everything else suffers. So, in order to have a healthy society you need a healthy amount of people working and paying taxes, and enough companies paying taxes. After that, you can look at spending money on programs that increase the quality of life of your electorate.

The Staffing Industry is a huge influence on jobs. ACSESS members enable the job market, create the environment that allows people to find their next job (or their first job, for that matter), and to get the experience they need to move from temporary to permanent employment.

Did you know…

88% of staffing employees say that experience made them more employable;

77% of staffing employees say their temporary assignments led to full time work;

80% of staffing clients say they use it as a means to hire permanent employees;

80% of temporary and contract employees work full-time hours.

There are a lot of myths and negative messages concerning our industry, but here are just SOME of the benefits of the staffing industry.

Workforce benefits of the staffing industry:

1) Temporary and Contract – Employees

i. Explore a wide range of opportunities

ii. Find positions they are uniquely qualified for

iii. Valuable experience leading to career growth

iv. Lifestyle flexibility

2) Temporary and Contract – Employers

i. Reduce fixed costs

ii. Rapidly respond to economic changes

iii. Meet fluctuating labour demands

3) Search & Placement – Employees

i. A source of jobs the never get advertised

ii. Advice that helps get the job

iii. The inside track on employer needs

iv. Career advice

v. Insight into the employment marketplace

vi. Services at no charge

4) Search & Placement – Employers

i. Find the best people for the job

ii. Talent across a range of professions and trades

iii. Consultative advice, including HR

iv. Insight into the employment marketplace

If you work in the staffing industry, ACSESS encourages you to tell your elected officials about the value your industry brings to the economy. That way, when they are tempted to bring in legislation that will hurt the industry, they will at least understand the consequences of their actions.

If you work in another industry, we encourage you to develop messages that educate your elected officials about the value your industry brings.

Every economy needs jobs. Let’s tell politicians how best to help business do that!

About ACSESS

The Association of Canadian Search, Employment and Staffing Services (ACSESS) is the single voice promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. With more than 1,200 member offices offering staffing solutions in the areas of professional search, and temporary and contract staffing, ACSESS members provide a key service to businesses and offer a broad range of career planning and employment opportunities.