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How to Create and Maintain Employer-Friendly Social Media Profiles

social media

It may well be that you frequently use Facebook and Twitter to let everyone know about your likes and interests. You may also rely on a basic LinkedIn profile. But have you ever seriously considered the benefits of using your everyday online activities to give a boost to your career and impress prospective employers?

The truth is very few people do it and use the power of their social media profiles as a calling card for prospective employers. But employers are increasingly discovering your online profile, and using it as a means to better understand you.  Below we offer a few tips as to how you can maximize your presence on Facebook, Twitter, and other social networks to pull opportunity towards you.

Treat your social media profiles as an extension of your resume

Your Facebook and Twitter social media profiles offer a unique opportunity to go further than the mere professional accomplishments of your resume. They give an insight in to your world on a more personal level. However despite this obvious benefit, there is no reason why your social accounts cannot combine the best of both personal and professional worlds. Think about interspersing your day-to-day lifestyle posts with more professional milestones, and start leveraging the incredible reach of these platforms.

Talk about and post links to a particular conference that you are attending; focus on any important presentations you might have been part of; mention any recent awards you’ve been given. And don’t limit it to just professional work. Any outside activities that are close to your heart such as participation/organization of a charity event will reflect well on you. All of these help potential employers to get a better feel for you as a person while learning more about you.

Maximize your LinkedIn page

LinkedIn has become increasingly powerful as an online professional networking tool.  But often, users are very casual in the way they present their professional achievements on the site.  Don’t be lazy and just copy and paste your resume information on to the site. Use the unique formatting options that LinkedIn provides, such as clear-cut headlines and sub-headings.  You really want to optimize your values and achievements so they stand out for prospective employers.

Edit your resume content so that your headlines are attention grabbing.  Review the order of your job history and make sure previous employment is listed in a crisp format and doesn’t drag on.  And those personal and professional recommendations are important to include.

Use LinkedIn’s multimedia functions

LinkedIn allows you to add videos, documents, and photographs to your account. Use them to your benefit wherever you can. Put up a presentation clip, particularly one you know you have done a good job on. Add pictures that are relevant to your work.  If you have a short video clip that, put it up there. In short, be creative with these features as they can immeasurably boost your profile.

Build and expand your network

Don’t just limit your “friending” activities to friends, friends of friends, friends of friends of friends etc. Be proactive about searching out organizations you admire, connecting with senior level employees and HR representatives. Feel free to make informed, intelligent comments on any particular content they pose, with the emphasis on “informed: and intelligent!  You should never leave any comment that may be construed as negative.  Use the opportunity to introduce yourself on an informal basis wisely. It’s called “Social Media” not “Anti-Social Media” for a reason!

Perform a “content edit” across all your Social accounts

It might seem obvious but if you are planning to move in to the job market, it’s well worth it. That Pinterest photo that seemed a good idea at the time might not look quite so flattering in a professional context!  It’s easy to control your own output on Facebook, but if you allow your friends to post on your Timeline or tagged photos to appear, perhaps there are one or two that could judiciously be hidden from sight. This “content edit” is something you should get in to the habit of doing once a month. It takes no time and could make all the difference.

Presenting yourself through through the proper use of social media profiles is a powerful addition to your job-seeking arsenal. Remember, it is an extension of you and it should always reflect the persona you want to project to the outside world.

Crafting Your Resume Exactly How an Employer Demands

Resume

Crafting Your Resume Exactly How an Employer Demands

Fortunately, or unfortunately, prospective employers do judge candidates by their resume, and frequently make hiring decisions based solely on this document. Here at TAG, we present resumes accompanied by a personal questionnaire, so employers have an opportunity to get to know a great deal more about our candidates in addition to their career history.

That said, we have learned a few things over the years about required content, style and format that we thought would be worthwhile sharing.

Overview

The first thing to remember is that although your resume should be as succinct and informative as possible, it does not have to be crunched onto one page. The second thing to remember is that hiring programs HR Departments utilize are geared to pick up on specific words and phrases and automatically match them with open jobs. Do not put extra borders, colors, lines or drawings on your resume. We have seen all these things.

Objectives

Important – but keep it brief, and let them know the position(s) you are interested in.

Summary

You should neatly encapsulate your skills and experience. Bullet points are good, but not necessary. Again, keep it short and to the point.

Contact Information

You must put in your full address, personal email and cell phone. Your resume is automatically logged in to ever-increasingly sophisticated data mining programs. Failure to complete this section will render your resume worthless.

Accomplishments

Do not list your accomplishments separately. Employers need to see them in context. !

Work History

List your work history from your current job going back at least 10 years. State the name and city and state of your work place then the dates you worked there. If you worked at one company for a long time but at different jobs, please list that as one continuous job and your title at each position you held at the company. This will ensure you are not seen as a “job hopper”. The most important thing to list in your work experience is what you actually accomplished at your job. Everyone knows what your job entails. What you want to convey is:

• What were the circumstances when you were hired

• What did you do to effect change, what did you accomplish, and how – this is your opportunity !to present metrics and results, depending on your individual responsibilities

• What did you do to make/save the company money, and what you did to make the company better

References

Always include at least 3 – 5 references on your resume. Include their name, current title, email and best phone number. Also include how long you worked with them and your professional relationship with the person, as in what your interaction was with them when you worked together. Do not write “References Upon Request.” You should assume that references are always acted on.

Qualifications

Please list your education and degrees, licenses and affiliations together and make them short and sweet

In summary, do not over-complicate matters with anything other than the above. You will expand and embellish during your interview. But if you follow these simple guidelines, we are confident that we can advance you through the initial stages of the process.

Christopher MacIntyre is Managing General Partner at Talent Achievement Group, a Healthcare Recruiting Consultancy.  Contact Christopher @ christopher@tagachieve.com.  Follow us on Twitter @TAGachieve. 

What I’ve Learned About People through Recruiting

Healthcare Recruiting Excellence

What I’ve Learned About People through Recruiting

Trust Your Gut Instinct

My whole career has been based around bringing people together in one form or another. Many times, it is not an exact science, just a gut feeling. You are introduced to someone and your mental rolodex kicks in to gear, pairing one individual up with another while thinking, “oh that’s a good fit.” In recruiting, we make multiple decisions like this on a daily basis. There’s no point trying to push square pegs in to round holes.  It’s essential in our business that there is some form of real connection between a candidate and a client, and no amount of outstanding qualifications will make a difference if you feel that they are not well-matched personalities and see only friction ahead.

People Do Have Agendas

Even those that don’t think they do, actually do. They have very fixed ideas about the way they are, their shining qualities, which should be obvious to anyone, and are convinced of their own rectitude to an extent. This is entirely understandable!  But on occasions and after all your counsel, coaxing, suggestions and then border-line arm-twisting, some will continue to just pay lip-service and carry on doing their own thing. At this juncture, you should probably just admit defeat and walk away. Over time you come to recognize the tipping point when you are beaten, and there is nothing more you can offer.

Invest Your Time Wisely

Which neatly leads on to this very important point. At my recruiting firm, we see ourselves as much more than just a placement agency. We fulfill a valuable counseling and consulting role, for both candidates and clients. Financially, much of this goes entirely unrewarded.  For candidates, we will do everything from resume re-writes to interview prep. to career guidance. For clients, we can be strategic in terms of where they see growth opportunities for their organization and anticipating their future needs.  There is also a substantial emotional investment – we are, after all, involved in a “people” business – as well as a practical investment.  It follows that this uses up a vast amount of time, and should only be applied to those on the candidate and client side that you truly believe in.

Dig For The Hidden Gems

Fortunately in life, we do not live in a world populated by monochrome clones – well not yet, anyway. No two people are exactly the same. They may well have entirely similar business backgrounds and list similar achievements, but there will be subtle, and not so subtle, differences in the way they approach situations and what makes them tick. An air of outward self-confidence in one might be mirrored by a general reticence in another until you find that person’s “hot spot.” It is genuinely one of the more rewarding aspects of recruiting to review a resume or engage with a new client, get to know them and then find yourself syncing with their needs and desires.

We’re Not Here To Only Do People Favors

All relationships have to have a basis in mutual trust and respect. Everything good in life comes from real partnerships. If you feel that you are being treated as part of the furniture by an individual and that there is a general air of under-appreciation coming your way, again use those two legs you were given at birth and walk away.  Your self-worth is every bit as important as theirs.

Don’t Take It Too Personally

Unfortunately, despite all these amazing insights I have provided about trusting instincts etc., there will be times when your internal radar fails catastrophically and you will be let down. These times can blind-side you very effectively. A perfect candidate goes through the perfect job interview cycle and a grateful client invests multiple hours before reaching the decision that your candidate is an ideal fit. Everybody’s delighted. And then come start day – no sign of said candidate. No contact, phone’s off, messages aren’t returned.  Nothing. Or possibly a curt email saying “I’ve decided not to take up the position.”  And you’re left holding the baby, so to speak, with an irate client and your own conflicting emotions of “why didn’t I see that one coming?” Just don’t take it personally. As I noted above, everyone has agendas and some are better at concealing theirs than others. You can’t be right all of the time, you just have to be right most of the time.

Don’t Let It Eat You Alive

Finally – and this takes some practice, believe me – you must constantly be aware of achieving a proper work/life balance. I have a young family and a wife who is my rock.  Without them, I would not be able to do the job I do. I take immense pride in the relationships I have with my clients and candidates, but I separate that from the energy I get from my family and friends outside of my workplace. Time spent away refreshes and reinvigorates you, removing you from the draining effects of extreme tunnel vision. This in turn enables you to perform your job more effectively. 

And remember, there’s nothing wrong with celebrating your professional successes, so long as you celebrate yourself once in a while.

What Clients Should Be Demanding From Their Healthcare Recruiting Firm

Healthcare Recruiting Firm

What Clients Should Be Demanding From Their Healthcare Recruiting Firm

By: Christopher M. MacIntyre

August, 2016

A few weeks back, I wrote a blog article on what a candidate should expect from their healthcare recruiting firm. It occurred to me after we posted it on our website – www.tagachieve.com – that I’d only really dealt with one half of the equation and I should also devote some time to putting out how we approach our client relationships as well.

I’ve spent many years in the recruitment industry and also at the highest levels of corporate investment. In this time,I have learnt to put people first in the way I try and do business. That “people first” mentality extends to the mission and goals I set for Talent Achievement Group. We recognize that we are paid well by our clients, and I wanted to eliminate entirely some of the widespread dubious practices that infect the recruitment industry. I wanted to build a recruiting firm with the emphasis on “consultancy.” I wanted to provide a multi-faceted professional service, offering real value, above and beyond the minimum requirements of ensuring we always present you with the best candidates.
At TAG, our ultimate aim is to become problem-solvers for our clients; offer real solutions to our clients; and refrain from a self-defeating “one and done” philosophy. We’re all about developing relationships with our clients that have long-term potential and are productive for both sides. Where we demonstrate that we understand your organization and are there to help and advise on all aspects of hiring, whether you have a pressing recruitment need or not.

But in multiple conversations with clients, I have noticed that there are similar refrains about some recruiting practices that come up time and again. I’d like to share some of those with you and reiterate how they have no place in my company’s business philosophy.

Offering up candidates who are entirely unqualified or unsuitable or for your organization

Sadly, this is all too prevalent in the recruiting industry and it is a waste of everybody’s time. I fail to understand how this can ever advance a client relationship, as it would rightly have a negative impact on Talent Achievement Group’s reputation. And in a competitive sector, our reputation is the single most important thing to me.

We will never offer up a candidate to our clients who has not been thoroughly vetted by us. And vetted on multiple levels. We believe it is incumbent on us to take as much stress out of the hiring process as possible. Our clients never receive a resume from TAG that does not exactly meet your requirements. We work to ensure that any candidate we present are not just perfectly qualified for your open position, but are thoroughly prepped about your organization before the interviewing stage.

If we can tick all the boxes before you meet with them and you then decide it’s not a good fit, or someone better catches your eye, I will be comfortable in the knowledge that we have presented a compelling option and not wasted your time.

Going “off the radar” when clients pay

It’s an all too common event, unfortunately. Much of the time it can be explained away by the relative age and inexperience of recruiters. Because healthcare recruiting is such a high-pressure environment, and much of a recruiting firm’s focus is on numbers, numbers, numbers, there is a pressure to produce across the board. It’s also an industry that trends towards a younger demographic of employees with little experience, limited corporate understanding and an unhealthy focus on securing commissions.

In our view it is short-term thinking of the worst kind. Our focus is on nurturing long- term, mature business relationships with our clients where we become not just providers of high-quality candidates, but a trusted partner in propelling client growth.

Understanding our clients

I’ve always believed it’s essential that in order to fully deliver to our clients, the single best tool we possess is our ears. How can a healthcare recruiting firm successfully fulfill the needs of a client without listening to the challenges they are facing, their preferred type of candidate and overall recruiting philosophy? As I mentioned, we look to bring our knowledge to bear as effective problem solvers, and this is frankly impossible if we spend all of our time telling clients how amazing we are!

We take pride in getting to know our client companies as best we can. We want to be able to understand your organization in such a way that we can put up candidates that are not just supremely qualified for the position you’re offering, but will also be a good fit for your corporate culture.

So if you have an immediate hiring dilemma, or simply want to discuss some broader industry issues and challenges, do get in touch with me. My door is always open as they say!

The author is Managing General Partner of Talent Achievement Group, a premier Healthcare Recruiting Firm based in Calabasas, Los Angeles, CA.

Contact:

christopher@tagachieve.com

Choose Your Healthcare Recruiting Firm Wisely

Healthcare Recruiting

Choose Your Healthcare Recruiting Firm Wisely

When I formed Talent Achievement Group, a healthcare recruiting firm, back in 2014, I had a very clear vision of how I wanted to try and bring change to the recruitment industry. Recruiters have earned a bad name through many practices that are, shall we say, less than honorable, such as falsifying resumes and misrepresenting relationships. I know. I’ve worked for companies that believed this was typical, and accepted, behavior!

But like any industry, there are good and bad. I decided I wanted to build a healthcare recruiting practice that from day one held to rigorous ethical standards, with a total absence of these widespread deceptive practices, while turning the whole process into a real partnership between you, the candidate, TAG and your prospective employer.

By and large, recruiters aren’t doing you a favor, nor are you doing the recruiter a favor. The bottom line is that if you have an impressive background, you get to pick your recruiter. As recruiters, we are fully aware that we are not the only option. If we think we can place you, then there will be others that will think the same.

Therefore, the onus is on us at TAG to do all we can to help, advise and honestly promote your talents to whom we consider the right organizations for your particular skill-set. We see little point in trying to force round pegs in to square holes. It is a waste of your valuable time and ours. We are meticulous in attempting to put our candidates in a work environment that is the right professional and cultural fit for them.

The relationship you have with your healthcare recruiting firm is of paramount importance. It should be a relationship that is first and foremost based on trust, mutual respect, but also a liberal dose of gut instinct. If you “click” with someone and feel there is a real connection there, don’t ignore it.

What candidates often forget is that there is actually a myriad of services that good recruiters effectively provide for free. By our reckoning, close to 90% of our work is effectively “pro bono” – everything from resume writing and re-writing, personal branding, social marketing advice, interview practice, career and personal guidance, and of course a ready shoulder to cry on. The list is pretty endless. The flip side of this is that we also spend a lot of our time on getting to know our client organizations. For us to help them and place good people with them, it is imperative that we understand the ethos and culture of their company.

One of the more rewarding things we’re now experiencing at TAG is receiving new client and candidate calls coming to us on personal recommendations from our existing clients and candidates. As a recruiter, this is the ultimate validation and says to us that we must be doing something right!

I want to return briefly to the subject of trust. It is the single most important aspect in the recruiter/candidate relationship. We will spend time getting to know you by asking a lot of questions. We will expect you to ask us a lot of questions in return! One of the guiding principles that my company was founded on is that we wanted to establish long-term relationships with our candidates and clients. In effect, to provide you with elements of career counseling, should you need that advice.   We’re not here just for a “one and done” placement, we are genuinely interested in your long-term career path, your vision for where you want to be, not just in the near-term, but well in to the future.

Finally, I want to emphasize that there is a reason I named my company Talent Achievement Group; we rely on your talent. Without that, we have nothing to work with. But we wholeheartedly believe that with our years of experience, we can help you maximize that talent, placing you in better positions with better organizations and help you find not just a rewarding job but build a fulfilling career.