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get that top job

Getting That Top Job

getting that top job

Trying to move up the corporate ladder is always a competitive process. Most endeavour to ‘fit in’, but, now the time has come to stand out.

 

Proper development, self-promotion and utilisation of social networks is one of the most important strategies to implement in order to climb the corporate ladder. Here’s how to stand out from crowd and engage social groups to be recognised and referred for that ‘top job’.

 

1. First things first, do you have your own goals?

 

The first step to getting to the job you want, is knowing what you want!Engage in a little self-reflection and conduct a career audit.

a) Where are you now in your career?

b) What interests you most about your current job?

c) How did you get to be in this role?

d) Where would you like to see yourself ultimately?

e) How do you get there with what’s at your disposal?

f) What are your personal strengths and weaknesses?

 

2. Branding Yourself

 

Now you know what you want and identified your own strengths. This is your unique value proposition! Now you need to communicate this and back it up.

 

Build an Online Professional Profile

 

Almost all employers will do a Google or LinkedIn search on potential candidates. Make sure that when employers find you they are seeing information about your professional accomplishments and background that’s up to date. Be aware of your digital footprint.

 

Consider Starting a Blog

 

Writing a blog is a highly creative way to show your unique interests and opinions. Relate your blog directly towards your interests in your desired industry or career path. This is an invaluable means of self-promotion and opens up a new networking opportunity. Perhaps your readers will be so impressed with your initiative and ingenuity that can refer you or could hire you personally.

 

3. Develop and Use your Networks!

 

Nowadays job seekers have so much technology at their disposal. With the click of a button we can easily grow and engage with social and professional networks. Having a social media strategy that coordinates with your career plans will greatly increase the number of opportunities available to you.

 

Connect with the Right People

 

Don’t just use the connections you already have. Figure out who you need to know to land a certain job—likely the hiring manager—introduce yourself and make that connection.

 

Join Groups & Communities

 

Join industry-related or college/university-related groups or communities. Actively participate in discussions and identify individuals whom you can converse and network with.

 

Research your Social Networks

 

Think about why you want to be. There is a huge amount of information online which can give you the inside track help. Research the competition, research who the hiring manager is and find out who or what you have in common with them.

 

“I’m looking for a new Job!”

 

Sometime we just need to ask! Whether on LinkedIn, Facebook, Twitter or Google+, let your friends and followers know what you want. People will not realise what you want unless you tell them. Informing your network will allow you to access opportunities which you didn’t realise existed.

 

“Do unto others as you would have them do unto you”

 

Finally, the old phase of what comes around goes around could not be truer!This is one of the best ways to engage with your network. Use LinkedIn recommendations to praise your colleagues and ask it from them in return. Share job opportunities privately and help others to find their ideal job if you can. Generally, communicating and sharing information by retweeting, forwarding links, articles, and other relevant social media will not only raise your online profile, but will encourage others to also do the same for you.

 

 

Posted by Ruth Tobin on 28 November 2017

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“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

The latest data from Sigmar Recruitment’s Employer Sentiment Report suggests that most companies plan on hiring more contingent labour in order to deal with the extended market turbulence. Having surveyed 1000 Irish based companies, 91% of respondents said they are more likely to hire temps or contractors than before COVID-19. Commenting on the results, Barry Rudden, Director, Sigmar Recruitment says; “This may signify a fundamental shift in how workforces will be constituted moving forward as employers are wary of future market shocks. Whilst demand has rebounded since March, companies just don’t know how the market will react to a possible second wave of infections, topped with Brexit fears, so there are still challenges ahead for organisations and as a result they are hesitant to commit to permanent hires.” One third of all companies surveyed said it was likely or highly likely that they would increase the % of temp/contract staff they already engage. “This is the norm in early stages of an extended recovery. Seeing this trend emerge at polar ends of the labour market is indicative of a new K-Shaped labour market.” says Rudden. He adds; “When viewed, in parallel with the explosion of the gig economy in the last decade, we now see increasing demand for temporary or contract workers in most white-collar industries, not just the traditional area of office/administration roles.” Companies surveyed expected requirements for temp/contract talent to be highest across IT, engineering & life sciences, accountancy, and HR along with office/administration. Hiring on a temporary or contract basis gives organisations an opportunity to ‘try before you buy’ i.e. hiring initially on a temporary basis before converting to permanent. “Given companies’ uncertainty at present, this model is potentially a perfect solution that enables businesses to ramp up and meet demand while the future looks uncertain. At the same time, it enables jobseekers to find work quickly. In our corresponding survey of 3500 candidates, the majority said they were more likely to consider temp or contract work than before the COVID-19 pandemic struck,” says Rudden. Flexible labour in demand at polar ends of the economy; powering growth in recovering sectors and offering interim cover for harder hit sectors 91% of employers plan to expand contingent worker numbers as increasing uncertainty looms 82% of candidates would consider temp or contract positions if given more flexibility, like remote working Further, 82% of candidates said they would be more likely to consider temp or contract work if they were offered flexibility, such as remote working. This is significant change in attitude considering 60% of respondents had not worked in a temporary or contract capacity in the past two years. Rudden adds, “It likely not only reflects the impact of the current crisis in terms of people having lost employment but perhaps a wider acceptance that flexibility may be required as we move forward.” Whilst market uncertainty prevails, what is certain is that we are in the midst of an extended period of transformation in the workplace with blended workforces i.e. a mix of permanent and temp/contract staff perhaps becoming the norm. “Prior to COVID-19 there were already several examples of major multinationals with a significant proportion of staff engaged as agency temps or contractors. We predict an increase in such models being used by other businesses going forward,” says Rudden. For a copy of the report, contact Barry Rudden on +35314744612 or email brudden@sigmar.ie