Ready to connect? As you start on the path to creating one of the best LinkedIn profiles out there, be sure to think big: How can you jump-start a conversation? How are you promoting your brand – your skills, expertise, and even your personality? But how to update your LinkedIn profile to be an authentic and engaging version of yourself isn’t just a one-step process.

Read on for our LinkedIn profile best practices.

1. Remember: You are more than your resume

Of course, your summary and job experience are absolutely essential, but this is also the time to let your personality shine. The best LinkedIn profiles also have a personal tagline, engaging photo, and a summary that doubles as your digital elevator pitch.

2. Your skills = Your keywords

When you look at “People also viewed” or “Who viewed your profile,” what comes up? Is it related to your career and interests? If it doesn’t, try changing up the wording in your skills section. It allows LinkedIn to better understand who you are and lets others in your industry find you easier.

3. Post often. Post smart.

Fewer than a third of users post at least once a month. Regularly posting means you’re regularly popping up on your Connections’ feeds. Stay away from bragging about yourself or your company – and instead share new insights you’ve learned from an article or virtual webinar. Or, post and ask your network for advice and insights.

4. Be social on your social

What you like, share, or comment on is visible to your network, so be purposeful in your interactions. Make sure to congratulate others on their latest successes or anniversaries, let someone know when you’re visiting their area – and in general, just try to share once or twice every time you log in.

5. Find your groups

When you join LinkedIn groups that reflect your interests, make sure to do some research on the group itself. What are the tone and the conversation like? Start by commenting on others’ posts and asking questions. (Avoid self-promotion!) As you become one of the “regulars,” you can slowly reach out to individuals and build 1:1 connections.

6. Ask for recommendations

You know which colleagues, clients, or managers can truly articulate your skills and work ethic. When you reach out for a LinkedIn recommendation, ask them to focus on the traits that made you stand out. Be sure to focus on the few who can give you a quality (and specific) recommendation

7. Showcase yourself

LinkedIn can be about more than sharing your accomplishments and awards (though it is great for that). Share your interests and association memberships with your network. Also, connect your website to your profile: It’s a simple way to enhance your profile (and your Google search results).

8. Make connections

Don’t just start sending requests out into the void. First of all, LinkedIn can mark your messages as spam and restrict your ability to send notes. Second, you want to find people who match up with your interests and send them a relevant, personal message.

Modeling your account after the best LinkedIn profiles takes some work. Still, it pays off the more time you dedicate to it – whether you’re actively looking for new career opportunities or just want to keep your options open. If you need more job search help or are ready to make a change, start with Adecco. We’re looking to connect candidates across the country with the right job for their success.

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Unfortunately, Jobs on Facebook is coming to an end. Mark your calendars for February 22^nd, 2022: After that date, Jobs on Facebook will be no more.

Visit Facebook’s Business Help Center for the full details of these changes. For now, here’s what to expect:

• Job Groups will become General Groups. Existing Facebook Groups categorized under the “Jobs” group type will be categorized under the “General” group type, and the “Jobs” type will be disappearing.
• Partner Integrations will disappear. Companies who have worked to be accepted into Facebook’s partner integration program will be disappointed because those integrations will no longer be available.
• The Jobs on Facebook browser will disappear. The Facebook Lite app and Facebook’s mobile website will no longer support Jobs on Facebook.

How Will This Change Impact Your Company?

As you can imagine, Facebook’s decision to get rid of Jobs on Facebook will have an impact on your company. First and foremost, you’ll no longer be able to post job openings in Facebook Marketplace, but only on your Facebook page itself. Job seekers used to be able search for and find jobs within the Marketplace; now, they’ll need to navigate to your company’s individual Facebook page, view your wall and find the post, and apply.

Suffice it to say that most job seekers probably won’t be taking all of these steps.

One of the great things about Facebook’s Jobs feature was that it could integrate with your ATS, posting automatically when you added an opening. Because the integration feature is disappearing, you’ll need to manually post your jobs on your Facebook wall. Integrations disappearing also means that job applications themselves will be reverting to Messenger. You’ll need to review them through your Messenger Inbox and the Manage Jobs section of your page.

PREMIUM CONTENT: Legal Calendar 2022: Americas

What Can You Do About These Changes?

Let’s face it: The changes Facebook is making aren’t fun for anyone. But rather than feeling sorry for yourself (we’re all in the same boat), you can take action to make things better.

So, what can you do?

• Drive traffic to your job postings. Although you can still post job openings to your Facebook page for free, it’s not likely to result in much conversion. You’ll need to look into boosting your job posts to gain visibility or running aggressive advertising campaigns to drive traffic to those postings.
• Build a stronger Facebook following. Build your following both organically and through paid follower campaigns. Look for ways to make your posts more engaging in order to increase your following: Add in humor, make the posts authentic and get your team involved in sharing and commenting on posts.
• Launch a re-engagement campaign. Don’t forget that you probably already have a goldmine of job candidates waiting in your ATS. Remember that you can leverage that data and re-engage with those individuals. Consider using candidate engagement platforms like Sense or Herefish to shake things up — even asking candidates to update their contact information, job preferences or their interest is a great way to make things happen.

Frustrated by the changes Facebook is making? I get it. Although Jobs on Facebook is coming to an end this February, staffing companies and employers still have ways to reach potential candidates and drive engagement. It’s about doubling down on the methods you use outside of Facebook and the channels you already have in place.

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While organizations enter 2022 with replenished budgets, the obstacles on the horizon of the talent acquisition landscape leave the work cut out for recruiting departments. This all comes amid rising inflation, a new Covid-19 variant and shifting candidate expectations that go beyond the status quo of competitive salaries – making it necessary for recruiting teams to seek out new approaches to ensure a positive return on their hiring budget.

To navigate the turbulence continuing, recruiting arms can utilize talent acquisition (TA) planning workbooks to approach hiring in the new year with a reimagined game plan. Some aspects are captured below. 

Create an audience strategy. As the candidate market meets the changes awaiting them in 2022, recruiters may find it critical to develop a firm grasp of their target audience. The most important audiences for an organization include:

• Key talent audiences: These audiences possess the experience and skill set to fill high-volume, geographically targeted or critical jobs.
• Strategic audiences: These audiences contribute to an organization’s high-level strategy and include underrepresented candidates and university interns and graduates.
• Relationship audiences: These include existing relationships, internal employees, referrals, contingent workers and past applicants like silver medalists and high-potential candidates.

Once teams determine these three overarching groups of audiences for their organization, recruiters can further segment their audience pool based on shared motivations, pain points, stages within the candidate lifecycle, and geography, among other data points.

At this stage of the audience strategy, recruiting teams can achieve accurate segmentation by involving current employees from various departments. Teams may find success highlighting and recording audience specifics by creating audience personas for each segment – a fictional presentation of a pool of people based on common characteristics.

To conclude the strategy, teams must generate resonating content that is specific to each audience segment and dedicated to contributing to the organization’s recruitment goals via the appropriate channels.

PREMIUM CONTENT: January 2022 US Jobs Report

Create a robust employee referral program. Employee referrals offer speed and quality with recruiting talent – and they are incredibly cost-friendly and effective. Jobvite’s 2021 Job Seeker Nation report revealed 82% of workers are likely to click on a job opportunity posted by someone in their social network.

Talent teams should take several steps when establishing an effective referral program, including:

• Determining goals that are specific, measurable, achievable, relevant, and time-based (for example, aiming to hire 15% of new members in the sales department from employee referrals over the first two quarters).
• Offering an incentive to current employees encourages them to share referrals to their circle.
• Tracking referrals, which helps measure the program’s performance in each department. If teams lack a referral tracking system, they may find success tying it to one of their extant HR tools, such as their applicant tracking system (ATS) or customer relationship management (CRM) program.
• Sharing referrals via social media and texting. Nearly 70% of recruiters reported that they use social media to post job openings, while 47% leverage it to reach passive candidates.
• Differentiating job referrals from those of competitors, especially for high-demand positions. Branded content tied into referrals that shares an organization’s overarching ideals sets their job openings apart, appealing more to potential candidates.

Looking back at 2021 makes it difficult to predict what the new year holds for recruitment teams. While the talent acquisition outlook will likely shift over the course of 2022, this Planning Workbook equips hiring teams with tools to assess their high-level strategy and each tactic involved from the ground up, so teams are positioned to align with the changes that may await the talent acquisition market.

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The post Achieving Hiring Success in 2022: Maximize Your Recruitment Potential appeared first on Paragon Strategic Staffing.

More than 36 million Americans have relocated during the pandemic. Are you in that group?

Maybe your newly remote job isn’t working for you anymore. Or your office is bringing people back in-person way sooner than you expected. Or your big life change first started with a change of address. Being in a new location without connections makes the job search process challenging (even before factoring in how COVID-19 has transformed the current hiring process).

Luckily we’ve pinpointed 5 ways to find a job after relocating:

Step up your social media game

Worldwide social media usage has surged since the pandemic, but it’s not just Facebook and Instagram. Business social media platforms have reported record levels of engagement, with LinkedIn members climbing to nearly 800 million users in 2021. That’s potentially millions of profiles looking for new hires.

Polish up your profile and take your resume digital. Active recruiters will contact you if your skills are a good match and you can speak directly to HR professionals in a company that’s caught your eye. Join local groups on the platform where you can network and watch connections in your new location grow.  

Research this new job market

Looking for a job in another city or state? Research the area to see who the big employers are, what industries dominate, and what skills are most in-demand. Keep a lookout for which soft skills you can sell yourself on. They’ve become increasingly important after the pandemic.

If you find that positions posted on your local job boards require skills that you lack, don’t be afraid to get training and learn new abilities (With our Aspire Academy, you have access to free learning programs to help you land that next job).

Stay open to remote work

Our research shows that 71% of workers globally want to work remotely more in the future than they did before the pandemic. And companies are taking note. By 2028 it’s projected that almost 3/4 of all teams in all departments will have remote workers.

By opening yourself up to a remote job after relocating, you won’t be limited to your location. And if you’re like the average American who moved to the suburbs this past year, that means you can still work for larger companies whose headquarters are in larger cities (without the commute and with more space for your home office).

Look at temporary opportunities

There’s no better time to try temping than after relocating – especially after relocating during the pandemic. You’ll not only get a firsthand view of the job market in your new home before making a commitment, but you’ll also start to build connections and learn new skills relevant to your area.

Temporary workers are in high demand since the pandemic. More than half of companies have increased their use of temporary workers since 2020 while those accepting temporary work placements have increased by two-thirds. Don’t know where to start? Check out our guide on how to find temporary work.

Connect with an agency, like Adecco

Don’t rule out a staffing agency if you’re ready to take the plunge but are still feeling overwhelmed. It’s our job to build connections both locally and globally, and often companies work with us for jobs that might not even be advertised on your local jobs board.

Adecco can be your guide through the whole hiring process. From tips on interviewing, polishing up your resume, and guidance on accepting a job offer, our team will provide professional insights during your job search. We’ll also keep your information on file in case an opportunity comes along in the future. You can focus on making your new location home and enjoy the benefits of relocating in the meantime.

Whether you’re looking for temporary work placements or a permanent position, Adecco is here to support you in finding a job after relocating. Take a look at our current job openings and check out our blog for more insights on navigating the hiring process and making career changes.

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The post Moving on up: How to find a job after relocating appeared first on Paragon Strategic Staffing.

The Tide Begins to Turn

But sometime in the mid-’80s, things took a turn. The corporate social responsibility movement began to take shape. Companies began to consider how their businesses were being viewed by the public and their customers. They were also being challenged by those same audiences to be more aware of their impact on society. While companies’ politics were not necessarily being directly challenged, the fact that customers were becoming accustomed to pushing back against corporations opened the door to an entirely new type of relationship between businesses and their customers.

Fast Forward to Today

This has led us to where we find ourselves today. Society has become considerably more politically polarized, and as a result, we find many companies taking on the role of activist. In some cases, it has worked out well, but in other cases, it has backfired. According to the 2018 Edelman Earned Brand Study, 64% of consumers worldwide will make their purchasing decision based on a brand’s social or political position. The study also concluded that the majority of the 8,000 people who were interviewed believe that brands have more power to both address and solve social issues than the government.

PREMIUM CONTENT: Online Job Advertising Market

Another study, this time by the American Association of Advertising Agencies, found that 58% of consumers disliked marketers (and companies) taking political positions. A month after this report was released, the American Marketing Association took a similar stance and said that companies getting involved in politics may help strengthen brand loyalty among those consumers who share the company’s position, but at the same time it will only serve to limit or stifle growth beyond core consumers.

But I Want to Take A Stand!

If you want to jump into the fray of political activism, I would offer three cautions.

Know your audience. Do you really understand their collective viewpoint on political subjects? Does the political issue you intend to embrace support or conflict with your brand? How emotionally charged is the issue you wish to support? It is imperative that you consider your customers’ collective viewpoints as best you can before taking on a political cause.

Consider potential outcomes. Once you have considered your audience, you can usually begin to determine what their reaction might be to the statement you wish to make. This effort must go beyond predicting the most likely outcome and include a thorough look at what some other reactions might be.

Prepare your next moves. You have considered your audience and attempted to identify the most likely reactions. Your final step is to prepare action plans for each outcome you have considered. If the reaction is positive, you should be ready to quickly support your position. If, on the other hand, it trends negatively, are you prepared to either ride it out, alter your position, or abandon it completely?

The bottom line is this: it’s a new world with new consumers. The past year of the pandemic has caused significant changes in the business world. Clearly, politics and business are here to stay. Every company must decide how to engage or whether to engage. The decision must be made very carefully because it is often difficult, if not impossible, to undo the damage to a brand once it has been done.

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Social media has become more valuable to your agency than ever – and that’s not likely to change any time soon. So, here are some of the best ways to use social media to market your staffing firm in 2021.

Start with a strategy. A social media presence of any kind is a strong beginning, but a mindful one is even better. What is your purpose for using social media? Do you want to advertise jobs? Promote your brand? Is your focus on reaching employers or job seekers? Answering these questions will influence the content you share and channels you use to share it.

Consider your audience’s “What’s in it for me?” Always share with the audience viewpoint in mind. Have a state-of-the-art application process? Who cares? Can your application be completed and submitted seamlessly in less than ten minutes from a smartphone? Now you’ve got the attention of job seekers.

Be ready to adapt. If you’re not willing  or able to keep up with social media trends, hire someone who can, or outsource the responsibility. Algorithms and best practices are continually changing. You must tweak your content to keep up. A year ago, no one knew TikTok would take off, Twitter Fleets would exist, or remote work would become commonplace and change communication patterns. Adapt by repurposing content in various channels. Consider paid social advertising if you’re not generating enough organic content.

Leverage social proof. When’s the last time you bought something without checking the reviews? You think your potential candidates or candidates are any different? Make reputation management a priority and share case studies, testimonials, and reviews on your social accounts.

PREMIUM CONTENT: North America Internal Staff Survey 2021: Lessons learned from adapting to COVID-19 crisis

Get comfortable on video. Video is the fastest growing type of content. You can share it on YouTube, Facebook, LinkedIn and TikTok. Be brief, informative, engaging and above all – real. Remember, attention spans are short and on some platforms, time is limited. Get right to the point. Ask temporary employees to give a quick review. Have your recruiters post answers to common questions. Show how easy it is to apply for jobs.

Learn to use TikTok? TikTok is growing fast, but businesses are slow to adopt it. Get onboard ahead of the competition. The hashtag #staffing has 1.9 million views on TikTok. #staffing agency has 2.5 million. Check out what your competitors are doing and do it better. Keep in mind that TikTok users skew on to younger side. You may get the most impact targeting entry level applicants or recent grads. Don’t take yourself too seriously if you want to succeed on this platform.

Market your staffing firm on Instagram. Use photos or videos to promote your brand and engage employers and job seekers on Instagram. A quick check reveals there are currently 328 thousand Instagram posts using the hashtag #staffing and ninety-five thousand with #staffingagency. While it may be hard to gain traction with that much competition on these tags, you could try something geographically specific like #jobsinaustin or focused on a specific industry such as #itstaffingservices.

Remember LinkedIn still rules business. If you’re only going to use one social media platform, LinkedIn will continue to be a solid contender in 2021. Get the most out of LinkedIn by using it as both a recruiting and sales tool. Share images, video, and text-based posts to engage as many viewers as possible. Comment on relevant posts. Post jobs. Share to industry groups.

Get buy-in from the whole team. The best way to expand your reach is to have everyone in the company share your content. Your social media manager can share from your company account, but when you get as many employees as possible sharing to their own accounts, you get the word out faster and further.

For more resources on creating a social media strategy for 2021, download our Social Media Game Plan for Staffing.

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