Executive Coaching For Talent Development – What Motivates You?

alent Development

Are you working in a company or law firm where executive coaches are hired to help high potential leaders develop their leadership capability? Does your company or law firm provide leadership development for high flyers? One of the most powerful questions you can ask is “What are you so passionate about that drives you to succeed?” Emotionally intelligent and socially intelligent leaders at the top make executive coaching and leadership development available for leaders at all levels of the organization.

What Drives You?

Talent does not necessarily determine success.. Rather, those who are the most enthusiastic about their work are the most likely to succeed. Peak performance depends on the choices we make with with our lives and the passion that energizes us.

Research on motivation describes our main drives in three primary areas:

1. Achievement

2. Power

3. A sense of community and desire to help others

Regardless of your driving force, you have to tap your passion to work hard enough to become exceptional. You have to be totally committed to an endeavor to have both feet in and fully engaged.

Organizations need to get better at allowing people to choose projects where there is intrinsic motivation to reach desired goals. to Unfortunately, organizations may actually inhibit people from developing their passionate abilities by providing extrinsic motivations..

Talent Is Insufficient

In addition to talent, there are other capabilities that are essential to drive for results.

o Belief in yourself unleashes talent.

o Initiative sparks your talent.

o Laser focus channels your talent.

o Preparation provides the foundation for your talent.

o Practice improves your talent.

o Perseverance energizes your talent.

o Character showcases your talent.

You must still prepare, practice and persist to achieve success. High performance is fueled by a strong purpose and a passionate desire to produce extraordinary results. Research is conclusive that talent and hard work are necessary for high performance.

Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help company leaders tap the passion that drives success. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision and mission of your company or law firm.

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The Society for Advancement of Consulting (SAC) awarded two rare Board Approved designations for Dr. Maynard Brusman in the specialties of Executive Coaching & Leadership Development and Trusted Advisor to Attorneys and Law Firms.

Four Vital Components for Talent Acquisition

Consultants are able to experience a wealth of opportunities simply from being able to move in and out of so many unique organizations in multiple sectors of the economy, various parts of the country and in nations all around the globe. They’re able to witness things that work in company A, and they have the ability to adapt and apply those concepts to companies B and C. Consultants see some of those differences with their eyes, but they also listen quite closely for patterns and trends. What are they hearing? One thing that they hear time and time again is, “If unemployment has risen so high, where can all of the ‘good people’ be found? Where can we find all of the talent that we require?”

Focus on Alignment to Find the Right Talent

As a trend, it’s not that there aren’t exceptional people available; it’s more about a deficiency of alignment in the marketplace. Great talent exists, and with the openings that are available, there is something of a disconnect happening. This is actually a terrific opportunity for business leaders to be proactive and secure the top talent for their organizations. When it’s time to start looking around the corner, there are four essential recommendations that should be implemented when it comes to the acquisition of talent:

Consider the job opening that needs to be filled. Create a job description of the role you require right now – not the role that may have been existed before the downturn – and embrace it right away!
Face the harsh facts. You might not be able to locate the ideal talent, so you should invest in the growth and business acumen of the talent that already exists on your team. Consider ways you can build on your current team and your existing situation.
Examine some non traditional methods of acquiring talent: hiring contractors, outsourcing and bringing in talent from elsewhere to take care of strategic initiatives.
When you bring talent in from outside, take some of your candidates with the greatest potential and connect them with the experts you’ve brought in. You will accomplish your strategic initiative, and your high-potential talent will receive valuable training.

History has a Tendency to Repeat Itself

Businesses should pay attention to these concepts because a trend is developing. The acquisition and retention of talent today is similar to the Internet in 1994 in that a number of teams and their leaders are simply going about business in the same manner as they have always done. Their goal is to fill job opening A with person B.

The alternative approach that should be taken is to look around the corner and think about what else can be done and how it can be done differently. The old talent acquisition model is certainly dying, if it’s not dead already. One thing that is true for every leader is this: the person who possesses the best talent wins more often than not. That’s why you need to think strategically.

Inform Your Search with These Key Questions:

“How can we hire the most talented people without creating a monster payroll?”

“How can we turn this into a strategic advantage for our organization?”

“How can this be done while simultaneously looking around the corner and keeping focus on our vision?”

The answer is actually quite simple: vision, alignment and execution.

How to Source For Talents

The person who is more Passionate is likely to be more talented;

There are enthusiasts, those who are visibly energetic and passionate about everything and there are those who are not. I suggest you stick to the enthusiasts.

Inspirational;
It is tough to actually discover an inspirational candidate during an interview so your best bet is to ask yourself. Does this candidate inspire me?

Knows how to complete the job;
these are the tough ones who get the last 5% of the work done. A lot of folks are excellent in the first 95% but they often fail to tidy up and tie up loosed ends.

Exhibits Curiosity;
It is often said that there are two kinds of people in the world today, Those who can’t stop asking questions and those who don’t ask questions. I’ll say vote the former and HIRE them!

Thinks at high level;
Winston Churchhills moment came, and so moments come for various leaders what kind of thinking would be required in this weird times this requires some degree of Intelligence.

Loves Action;
There are two kinds of people you will often come across during interviews. Those who talk about “vision and Philosophy” and those who talk about the details of the stuff that they’ve gotten done and the barriers they’ve smashed to get it done. Please go with the latter-I mean the action freaks you certainly would be glad you did.

Gets talent;
This would be my final point. when interviewing people, spend well over half of the time discussing their track record. As a recruiter and a developer of people nothing would be more important.

Now Imagine you’ve got a person with all these attributes. You can be sure to take a vacation and return to see your company thriving better than it was Doing when you were there.

Searching For Talent – A Review of Talent is Overrated

Talent is Overrated by Geoff Colvin is an exploration of how great performers achieve their amazing feats in a variety of different fields. Tracing the careers and accomplishments of world-class talents such as Mozart, Jeff Immelt, Bill Gates, and even Chris Rock, Colvin hypothesizes that too much emphasis is placed on innate talent when it comes to assessing “great” performers. Providing in depth analyses, he theorizes that, despite their seeming ease with life’s most challenging tasks, great performers are still subject to the grueling hours of study and practice it takes to accomplish anything worth accomplishing. They just realize a lot sooner than most of us that to be great takes years of disciplined loyalty to a chosen craft. Malcolm Gladwell, author of Outliers, makes a similar observation and notes that it takes at least 10,000 hours of dedicated, diligent practice in order to become an expert at anything. Clearly, developing skills takes hard work – we may be born with the potential for greatness, but you still have to put in the effort to get there.

Can this be true – what of the geniuses we have heard so much about such as Mozart? The stories of his prodigious talent are legendary, as are the timeless masterpieces he wrote in his short life time. But as Colvin investigates and recounts Mozart’s life, we begin to see that he was not born the prolific genius the world came to know, but instead was trained rigorously from a very early age by his father, a composer and violin teacher. As Colvin reveals, Mozart became Mozart because he was given an opportunity and he was trained from a very young age, often for hours a day, by a violin instructor. It was his deliberate practice over the course of many years that allowed him to produce something as masterful as the Magic Flute at such a young age.

Colvin is at his best when he is describing how the great performers reached their goals and became world-renowned talents. His research is thorough and the flow of these mini-biographies keeps the reader entertained and focused on learning more about his “talent is overrated” thesis. Where Colvin truly succeeds however are in the middle chapters of the book, where he provides practical advice on how to achieve greatness. Focusing specifically on how to engage in deliberate practice and how to apply it to real world situations is both useful and constructive making Talent is Overrated a valuable read for anyone looking to reach the next level of performance.

Ben Nash is the editor-in-chief of DailyHRTips.com. He is the founder and chief developer of the blog, providing tech/design support as well as tips and book reviews. Ben has held many interesting jobs in his professional career, including: barista, landscaper, public policy intern, barista (again), professional horse wrangler, ski lift attendant (aka “liftie”) , political science teaching assistant, marketing and sales assistant, ecommerce/web developer, and Supreme Allied Commander of NATO (briefly). Due to his constant “dabbling” , Ben has interacted with many people, in many different organizations and offers some interesting insight on the human resources game. Please contact Ben at [email protected] or visit [http://www.dailyhrtips.com].

Audition Tips For Talent Competitions – 6 Key Pointers

Auditions are the most important part of a talent competition. If you don’t get past the audition stage you have no chance of winning the competition. Here are six key tips that will help you get past the auditions.

1) Convey confidence from the moment you enter the room

Body language toward the judges is critical. They want to see a confident performer with charisma. Make sure you have your walk and posture nailed. I can’t over emphasis how important this is. This will help your vocal delivery and performance. Also, by acting confident you become confident.

2) Don’t make excuses

Don’t tell the judges that you have the flu. It won’t make the slightest bit of difference. Just do you best on the day. Don’t apologise if you hit a wrong note, just continue. Stay positive throughout your audition.

3) Remember you have done most of the work already or you should have

The hard work you have spent practicing is what will get you through the audition. If you have spent the time, energy and effort perfecting your audition piece you have done the work already. How your audition goes depends heavily on your preparation. If you have prepared well, then you have a good chance. If you haven’t prepared well, then there is little you can do at this late stage to salvage the situation. Either way, don’t stress yourself out.

4) Have a good positive attitude

This goes a long way. A bad attitude is the enemy of many talented people. Look, it will ruin your career. The judges will have their radar tuned into your attitude. If you act snotty or think that you are above the other contestants it will not go down well. However, don’t talk too much. Answer the questions that judges may have. Don’t give them your life story. Remember, that for the judges auditions take a long time. The more to the point your audition is the better.

5) Be able to adapt

If the judges ask you to sing in a different style, try it. Listen to them and do your best. If you show an ability to adapt when under pressure you will earn brownie points n the judges’ eyes.

6) Attend as many auditions as possible

Experience is what you need and talent show auditions are the best way to get it. You will grow as a performer even if you don’t get selected all the time.

The more auditions you go to, the more feedback you get. The more experience you will have performing in high pressure situations. In my mind, this is one of the best ways to improve as a performer.

Personal Brand Building – An Expat’s Secret Weapon in the War for Talent

A Brand Called You?

As many of you will know, Tom Peters coined the terms personal branding and “Brand You” in 1997 and, according to Execunet, it is now the number one career management tool used by executives worldwide. How and why did this happen – and what does it mean to you as an expat overseas?

As the nature work force has changed through globalization and the IT revolution, there is no longer a job-for-life, and competition is fierce and internationally pervasive. In China, for example, localization is rife: you are only as good as your last project or position. It’s not just who you know that counts, but who knows you and what unique value you are perceived to have that your client or employer feels they must have.

What is Personal Branding?

Just like branded goods, people have brand attributes. A personal brand is simply your unique promise of value, that which distinguishes you from competitors. Personal branding refers to the process by which this value proposition is communicated to your selected target audience (your “brand community”), using various on-brand platforms, clearly, consistently and constantly (3 Cs of branding) to achieve specific goals. We all (probably) think the same things when we think of Subway (eat fresh) and Disney (happy) and even Oprah and Madonna. Martha Stewart has widely acknowledged for many years that she is a brand. What do people think of when they think of you? To be successful, your brand has to be authentic; a personal brand is never created, rather it is unearthed, polished and put in the right setting, rather like a rough diamond.

Why do we need it?

Does this sound egotistical and vain? Consider, then that:

Strong Brands:

– Are more valuable assets and can thrive in recessions and downturns, potentially protecting you against localization and redundancy
– Make you more visible – to hiring managers and recruiters
– Can extend their product lines (think Starbucks, MacDonald’s)
– Set you apart – differentiate yourself from other vying for the same positions and opportunities – and more clearly communicate the unique value you can deliver
– Help you win opportunities you may not be the most obvious applicant for
– Can command a higher salaries or fees – people expect to pay more for premium brands – not commodities
– Increase their market valuation (90% of the top soft drink manufacturer’s market value is reported to be its brand)
– Ensure people will trust you more and judge you less harshly if you make a mistake (Oprah?)
– Can attract and also retain quality staff and partners
– DRIVE SALES AND PROMOTE NOT JUST A WANT, BUT A NEED TO BUY

Who Needs Personal Branding?

With over 22% of people worldwide using the internet globally, and more than 80% of users searching candidates and clients online, (and less than 20% of people actually “ego-surfing” – checking their online results), not cultivating, controlling and protecting your personal brand is not optional these days.

If you want to be known for something and develop an area of thought leadership (CEOs, executives, entrepreneurs), build a following (authors, speakers, CEOs) or a reputation for your expertise (entrepreneurs and consultants), or even just be known as a high performer or potential in your industry or company (everyone?), then branding yourself and knowing how to market your authentic value proposition effectively and selectively is essential.

How do we find our personal brands?

You already are a packaged brand, like it or not. You have a personality and people perceive you in a certain way, but there is a lot you can do to identify and emphasize the positives of your brand, which will guarantee distinction in your career or business.

Discover, Communicate and Build your Brand to Land Your Job

The three processes brand strategists use are extract, express and exude. Who you are (your authenticity), who needs to knows you (your selected target audience) and how you stand out from your peers (differentiation) is the extract phase, and your ‘personal brand’ is at the intersection of these three factors.

Extract: Involves introspection (a clear understanding your own motivated strengths and weaknesses) and getting external feedback through references, assessments, 360 brand assessments, performing a detailed SWOT analysis and being clear on exactly what is the value you can deliver and to whom. Take into account your similarities and key differentiators from your competitors. You will also need to examine your values, passions, vision, purpose, and set clear and measurable goals.

Combine this information into a compelling statement that communicates your unique and authentic value, says clearly who you serve and how you serve them, you will have a GPS for your brand. Weave all this information into a branded biography that tells a story and creates an emotional connection with your reader and build the foundation for your new personal branding marketing collateral.

Express your brand: When you are clear about your personal brand and the top 5 attributes you need to emphasize to resonate with your target audience, you can communicate your brand message to your target audience making it visible and credible, using the appropriate vehicles. Strong brands are known for something, not many things, and they are sending a clear, consistent message constantly. Are you using channels that your selected audience use and appreciate to communicate a strong message?

You must ensure you are managing your brand environment and exuding your brand with everything you do, buy and use. Examine all aspects of your life style: wardrobe, accessories, surroundings. What is the brand message they send to your brand community? Do they add or detract from your brand’s core message? If your primary attribute is ‘forward thinking’, for example, do you use an appropriate PDA to support this? If it’s ‘professional’ how does your appearance reflect this? What does your work or meeting space say about you? Should it be Starbucks or a particular (boutique?) hotel lobby? Is it tidy, corporate or trendy? More to the point, is it ‘on brand?”

Bottom Line for Expat Entrepreneurs, Executives and Job Seekers?

Identifying and clearly communicating your unique differentiation in the candidate or business market will help you be found by your target audience on and offline, boost your chances of landing a job you may not otherwise be considered for and help you stand out and be memorable so that you can increase your chances of winning or maintaining your target position in Asia’s war for talent.

Lois Freeke is the only China career and personal branding strategist combining 18 years’, mostly Asia Pacific, marketing and recruitment expertise. Lois is a successful China entrepreneur and co-founded the Industrial division of Niche, a ground-breaking fire/security specialist recruitment firm in China.

Leveraging her 10 years’ China experience and deep China insights, Lois helps China expat executives and solo-preneurs effectively differentiate themselves in the highly competitive market for career and business success. She has helped hundreds of clients and candidates manage their careers and job search strategies market themselves effectively and access hidden opportunities – and land their dream jobs.

7 Steps to Compete in the War for Talent

Word on the street says that the economy is picking up and more jobs are being created, especially in the manufacturing sector. However, I guarantee, the “war for talent” experienced earlier in this decade will increasingly become a challenge. This will create even more pressure for organizations to create a work environment that can attract and retain highly qualified workers. Just what does that environment look like, how is it created and how is it sustained?

First of all, a work environment that is attractive to candidates is an “engaging” environment, one where management believes in its critical value to the company and leaders are seen to “walk the talk”. An engaging work environment is one where workplace flexibility exists and employees can work from a number of locations.

Secondly, an engaging work environment sees management allocating time and energy to learning what job satisfiers are important to their employees. They then structure a strategy to reinforce and reward their team in unique and fun ways. Employees who feel valued will stay in their employment as long as they feel appreciated.

Thirdly, an engaging work environment values the contributions of all its employees. Employees are given responsibility, accountability, and authority over their work. They are encouraged to be creative and innovative and to improve their work performance in any way they can. Communication in all areas of the organization increases, people solve their own issues, and best of all they feel empowered.

Managers and leaders do exactly that; they allow for as much independence as possible and make themselves available to solve problems as they arise. The result is a workforce that is loyal and committed, who demonstrate energy and motivation and, frankly, “love to come to work”.

Fourthly, organizations who develop a reputation for being the best place to work invest in training and development for their employees. This can range from short one-day programs, to assisting with gaining professional designations. Employees who are current in their field of expertise are valuable assets to the company and they are motivated by being the “expert”. Employees want to belong to an organization that values their skills and helps them to continually develop.

Fifthly, employees are attracted to organizations who know who they are, where they are going, what they want to achieve and are also known to offer high standards for quality and customer service. Employees achieve part of their personal identity from their employer, and therefore the public image and reputation of an organization is very important to its ability to attract and retain talent.

Sixthly, employees are attracted to and stay with an employer who shares their personal values and beliefs. When that occurs, there is a culture of consistency that helps to bind people together. Look at what your culture has to offer and market this to potential employees. Take pride in your culture.

Lastly, employees are attracted by the leaders in an organization. Those leaders who command excellence will be able to build excellence. Good leaders encourage and help employees be the best they can be and gain a reputation in the industry. They are of strong character and are not threatened by someone with greater skill. They mentor, coach and develop employees.

It is well known that the “money motivator” doesn’t last very long. If that is all you can offer and that is all your employees expect, then you will also experience high turnover as your team moves from place to place in search of the almighty dollar. On the other hand, if you want to truly attract and retain high producing employees, spend your time and energy focusing on your organizational culture. Create an environment where employees are valued and appreciated, rewarded and recognized for work well done and are given the overall opportunity to act as “owners” and not as “renters”.

Recruiting Software and the Global Competition for Talent

Recruiting software can make all the difference when it comes to the global competition for talent. Make no mistake, the world has grown much smaller with the advent of the technologies that have globalized the economy and facilitated outsourcing to such a degree that even small businesses can have employees scattered throughout the world. And, because of this, in many industries, there is a very real global competition for talent. For businesses operating in this day and age, trying to remain competitive in a marketplace that has gone global, recruitment software and its applicant tracking capabilities can make a real difference in its efforts to recruit the most suitable applicants.

With recruiting software, a business’s reach is extended far beyond what can be achieved by traditional means at a comparative cost. That is one of the remarkable aspects of utilizing these types of technologies – efficiency is enhanced and better outcomes are achieved in a very cost-effective manner. Even large and highly successful businesses would be hard pressed to achieve what these sorts of business solutions can, using people, instead of technology, to perform such tasks. The time it would take for a human resources department to seek out qualified applicants and reach out to them to begin the recruitment process simply cannot compare to the efficiency that a good software program offers.

The global reach of quality recruiting software means that a business has access not to just the best of the best locally or even regionally, but instead can receive information about highly qualified potential recruits from multiple sources on a worldwide level. This is especially important to businesses that are making the shift to outsourcing in order to reduce day-to-day operational costs while still retaining a reliable staff able to meet high standards of performance. Niche-oriented businesses can benefit from recruitment software by having the cost-effective opportunity to expand their search for recruits broadly, increasing the chance that they will find the specifically talented people that will best suit their particular industry.

Taking advantage of the affordable reach that recruiting software offers can help a small company assemble a remarkable team drawn from diverse locations. Diversity of thought in the pursuit of shared goals is an important element of success in today’s global marketplace, providing the sort of creative solution making and product development that can help a business break out and achieve that next level of success. Another advantage to that global reach for talent is the ability to operate lean, without sacrificing a shred of quality. With the whole world to choose from, labor outsourcing allows for the sort of leanness in operation a small business needs to remain competitive in this challenging business environment.

Make the most of the opportunities that the world presents in this era of globalization with recruiting software. Competition for the best talent, particularly when it comes to niche businesses and markets, extends for beyond the local and regional into the world itself. This is especially true now that information and product distribution technologies allows for the outsourcing of so many different types of labor. Small businesses have opportunities like never before, and quality recruiting software can help them to take advantage of all that today has to offer.

Human Capital And The War For Talent

It is clear from experience, as well as the vast amounts of information available to employers that the demographics of the global workforce are changing. Patterns of migration, issues of diversity and social or educational development are presenting employers the world over with an increasingly difficult and important challenge – where their talent will come from in the future.

An advantage in the recruitment market

In 2008 a large proportion of ‘baby boomers’ are set to retire, and according to large consultancies like Deloitte and BearingPoint, there will be fewer graduates with the ‘right critical skills entering the market’ who can act as ‘ready replacements’ for those skilled and experienced employees leaving the market. This ensures the war for talent continues to rage as companies compete for the right Human Capital asset to give them the advantage in their market.

In a bid to win the war for talent, companies are increasingly developing more creative employer brands, talent acquisition strategies and retention plans. They are looking at a broader spectrum of factors, other than just salary and security, to attract people into their business and to keep them there. Those entering the employment market are no longer looking for that ‘job for life’, nor are they necessarily motivated by pay alone. This places factors like Corporate and Social Responsibility, flexible working, personal development and total reward much higher up on the agenda.

Not bad for a McJob

One high profile example of a corporation tackling their employer brand head-on is McDonald’s, who rely on a steady supply of Human Capital to give their business and their brand life. After the term ‘McJob’ appeared in the Oxford English Dictionary, being described as having low pay and poor prospects, McDonald’s responded in 2006 with the challenging ‘Not bad for a McJob’ campaign.

The McDonald’s fight-back campaign featured posters including examples of health policies, flexible working hours and prospects for promotion, with the objective of improving their public image as an employer of choice and ensuring their employees felt ‘McRespected’ and ‘McValued’.

McDonald’s represents an extreme example, but other companies across the world dedicate much time and resource to winning coveted places in top employer listings, such as the ‘Sunday Times Top 100 Companies to Work For’ in the UK and the ’50 Best Employers to work for’ in Canada. And, according to Sheffield University, it’s a case of ‘Who Cares Wins’ in today’s job market.

Now and into the future

Which organizations continue to win the war for talent will be based on many factors, and the demographics of the global work force aren’t going to stand still while businesses try and catch up. This makes having a transparent, consistent and strong employer brand essential, because it allows employers to align their talent acquisition and retention strategies to their corporate values. It also allows companies to project into the market a clear image of themselves, which a potential employee can buy-in to.

Whether it’s encouraging the aging workforce to remain motivated and continue working, whether it’s making the differentiation between themselves and the competition clearer to the smaller pool of Human Capital that do have the skills and abilities needed, or whether it’s continuing to drive a volume of employees into specific market sectors – strong recruitment campaigns, imaginative retention strategies, employee engagement initiatives, flexible benefits and work/life balance can be key ingredients in attracting and retaining talent now and into the future.

With BA and MBA, Penny’s background includes corporate marketing, executive development and consultancy in business to business service environments. Prior to joining Ceridian, she was CEO of the Institute of Management in Auckland, New Zealand. She also headed up the Lifeworks business as MD of Ceridian Performance Partners for 4 years before joining the UK Board of Ceridian.

Are You Ready for Talent War?

Indian economy is on a roll. I.T majors are hiring employees in thousands. Pharma companies are growing and hiring. This is the story across all the sectors. Are you happy? Of course, we all should be. But as a recruiter, are you concerned? You should be. With so much of hiring taking place, acquiring and retaining talent has become more challenging. Add to it ever growing demand from business to fill vacancies in shortest possible time to keep profit margins up, recruitment has become even more difficult.

Let’s face it. It is a war. War for Talent. Every one is attracting talented and qualified candidates to their organizations. As a company or a staffing agency, you need to build a brand to attract qualified candidates to you.

Have you noticed how big corporations make it so easy for candidates to apply for their jobs? They provide a dedicated candidate portal for job seekers. Not only does it make applying for job easy, but it also creates an employer brand.

Candidate portals or career portals are normally linked from corporate web site and help build a candidate pipeline to optimize recruitment efforts. Some of the benefits of the candidate portal are

– Competitive advantage, as most of the companies attracts talent through their websites.
– More Completed applications.
– Stronger Employment Brand.
– Reduced Recruiter workload.

Building Candidate/Career Portal is a difficult task for small and medium sized companies because of complexities of technologies involved. However, there are various SaaS solutions that allow companies to use this technology at very affordable rates.

Candidate/Career Portals allows candidates to login to portal and update their profile and other details. Candidate can search for other job offerings available within the company and can also track their application status. They can also view their communication with the company. They can even set automated alerts which would be sent to candidate when a job matching his profile is posted on company’s website.

From Recruiter’s point of view, Candidate/Career portal present huge opportunity as these candidates have shown interest in the company as an employer. It is much quicker fill an opening when you know candidate details like profile and what he is looking for and you know that he is certainly interested in the company as an employer.

Technology is revolutionizing recruitment process all over world. Are you using right systems to recruit the talent your company deserves?