Are your Linkedin profile and resume SEO friendly?

Resume and Profile Search Engine Optimization
Job boards and social media have totally changed the game for job seekers and recruiters.   Understanding search engine optimization (SEO) can give you the upper hand when developing your on-line profile and resume.

There are over 175 million users on Linkedin. More than 5 million are Canadian.  Hundreds of job candidates may apply for the job that you want and so you need to get out of the clutter.  Here are a few tips that will help you to stand out from the crowd and increase your chances of being found.

Tip #1 - Key Words

Most employers use search engines and indexed database technology to find matching words and phrases contained within a resume or online profile.  It is very important that your resume and Linkedin profile contain the words and phrases that employers will most likely use in their search and filtering process.  Try using several different ways to describe your skills, knowledge, experience and job titles. For example, when using acronyms, you should also use the full words. When writing your job title, try to use descriptive words in your job description that might match similar titles used within other companies. When describing your industry, use a variety of common terms that have similar meanings.

For example, a human resources professional in the placement industry may use all these terms and phrases. (HR, H.R. Human Resources, Staffing, Recruit, Recruitment, Recruiter, Placement, Executive Search, Employment, Temporary Help, Temp Help, etc.)

You never know what terms, phrases, acronyms or words that a recruiter will enter when conducting a search.  If you can not use the words with a meaningful and properly structured sentence then just create a section at the bottom of your profile called "Key Words" and list your words separated by a comma. This is a very acceptable and understood on-line protocol.

Tip #2 - .doc File Format

Employers use Applicant Tracking Systems (ATS) to store and sort the resumes and the applications they receive. Most ATS are capable of handling Microsoft word .doc or .docx file formats but many have difficulty handling resumes in other formats such as PDF, wpd, html and other standards. These other  formats may have their advantages but not when attaching your resume to an on-line application form. If the words and phrases within your resume cannot be extracted by the ATS then you run the risk that your application will never be seen by a real person. Always submit your resume in the world's most common format.

Tip #3 - People Contact Trumps All

The unspoken problem with on-line systems and social media is that they make it easy to avoid real human interaction. In the end, people hire people.  The entire purpose of on-line applications, digital resumes or social networks is to efficiently figure out who you need to talk to.  Your resume or profile is just a means to an end.  Stay focused on the end goal by figuring out who the HR or hiring manager is and send them a personal note pointing out that you have applied on-line. Include a professional letter that contains information that will motivate them to bypass the computer sorting process and go directly to your application. Try to make contact in person, over the phone or by email. Go for the close or "Call to Action".  Your email or voice message should always propose dates and times for a telephone conversation or meeting.  Always repeat and provide easily accessible contact information. If a decision maker has to go back to open your profile, read your resume or take any extra step to call you then you may have squandered an opportunity to connect in person.

We frequently hear people talk about how lucky or unlucky they are in their job search. Luck has nothing to do with it. "The smarter you work, the luckier you'll get" and  "It's not what you know, its who you know. "

Get that Job! - 3 Interview Tips (for everyone)

Confidence, preparation and presentation are all keys 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 experienced with conducting professional interviews. You may be asked questions that only prompt a YES or NO response. Be prepared to help the interviewer by telling 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. Every story should have three parts 1) Context – Tell a story that is relevant to the interviewer’s question and the job that you are applying for; 2) Action – Describe what actions you took; 3) Result – Describe the impact or result of your actions.

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 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 will 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 to immediately influence the interviewer to believe that you are the one. Whatever the dress code is for the job, go to the interview dressed a little better than that.

The Close - An interview is a sales call where you are selling yourself. All great 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 will 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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Steve Jones (CPC) has 29 years of staffing industry experience and delivers CPC courses for the staffing industry Ethics and Business Practices certification module and Staffing Industry Legal Practices certification module.

Connect with Steve Jones on Linkedin: http://ca.linkedin.com/in/stevejonesdg
Follow Steve Jones on twitter: https://twitter.com/Jones4staffing 

Overtime - Truths & Myths

April 25th, 2012
Ontario labour lawyer David E. Greenwood of the law firm Blaney McMurtry LLP recently published the following article online on http://www.lexology.com/ . This is a great website to monitor interesting changes in law, including reminders and summaries of law; and recent cases that help form the law.

Our responsibilities and conduct as employers are constantly changing and improving. Our rights as employees are sometimes difficult to understand. Lexology.com is a great source for employers and employees to stay informed. The website allows you to set up an account and create alerts for new articles in your areas of interest. Check it out While on the topic of over-time.

Here is a friendly reminder for the thousands of valued employees on assignments through The People Bank, Aimco Industrial Staffing and Allen Professional Search.

a) Unless expressly requested to do so, always get specific approval from your assignment supervisor before you work in excess of 44 hour in a week.

b) NEVER work more than 60 hours in a week unless you have signed the excess hours agreement with your staffing consultant back at our office and you have been given permission to work excess hours.

c) Employees of The People Bank, Aimco Staffing and Allen Professional search are entitled to a rate of pay equal to time and one half for hours worked in excess of 44 per week.
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April 16 2012 David E. Greenwood, Blaney McMurtry LLP Dispelling some popular myths about overtime.

There is a popular belief that salaried employees are not entitled to overtime. This mistaken belief can prove costly for employers. Pursuant to the Employment Standards Act, 2000, all employees, except those that fall within specified exemptions, are entitled to overtime. The Act makes no distinction between salaried employees or hourly employees.

In recent years, there has been a proliferation of claims made against employers for unpaid overtime. The most notable examples are the class action lawsuits that have been commenced against large employers, including the banks. But this is not an issue facing only large employers. Many small companies rely upon employees who work more than the applicable threshold for overtime.

The failure to pay these employees at the overtime rate, or to allow them to bank their overtime at the overtime rate, may cause an unexpected liability. If the employer has a number of employees who work overtime, overtime liabilities can significantly affect profit and expense projections if not in the employer’s budget. Moreover, it does not matter that the employer has not approved the overtime worked. The focus is whether or not the overtime was actually worked. A properly drafted overtime policy can assist an employer in dealing with managing overtime, but it will not provide perfect protection from liability for overtime if worked.

Rather, employers must be diligent in ensuring that employees do not exceed the overtime thresholds. If employees do work overtime, the employer must be sure to maintain accurate records of the overtime worked and make provisions for it to be paid to the employee or credited to the employee’s overtime “bank”. This will help employers avoid unexpected overtime claims and liabilities in the future.

Here are some other popular overtime myths:

Myth: If employees do not use banked overtime hours those hours will be lost. Truth: An employer cannot cause an employee to forfeit banked overtime.

Myth: Supervisory or management level employees are not entitled to overtime. Truth: Supervisory or management level employees may be entitled to overtime for work that is not directly related to supervisory or managerial duties and if that work is not performed on an irregular or exceptional basis.

Myth: Overtime is paid after 44 hours of work.
Truth: there are different overtime thresholds for different industries or job categories. Most of the exceptions and thresholds are set out in O Reg 285/01 Exemptions, Special Rules and Establishment of Minimum Wage.

Our clients will be pleased to note that there are no limits on the overtime that can be worked by lawyers!
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You can connect with Steve Jones, President The People Bank on Linkedin at http://www.linkedin.com/in/stevejonesdg or follow Steve on Twitter http://twitter.com/stevepeoplebank

Tags: employment standards, ESA, excess hours, Hours of work, Ministry of Labour, MOL, Ontario, overtime, staffing, HR; management tips

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.