How HSBC is Banking on Employee Advocacy

How HSBC is Banking on Employee Advocacy How can one of the worlds largest banks execute an effective employee advocacy program?  I’ve spoken to Camila Romuld of HSBC to find out! Be sure to subscribe to the Employer Branding Podcast and never miss an episode. What prompted HSBC to launch an employee advocacy program? I can say from two different perspectives. So from a marketing perspective, there were three points. One was to dismiss the perception that relationship managers are solely operational and not capable of having more strategic and high-level conversations. Second, we really want to increase the HSBC brand familiarity and increase familiarity across products, building relationships with prospects and current clients. Third, from the HR perspective, is to gain understanding of how employees are sharing content and then how it impacts hiring across various target markets and functions. What types of content do you distribute to employees? We have a wide range of content, a mix of HSBC content that is produced by HSBC and this type of content comes from the marketing, from the business, HR or corporate comms areas or non-HSBC content that we source from, lets say, trusted sources of content such as Bloomberg, the Wall Street Journal and the Economist and everything else. The mix between HSBC and non-HSBC content is what we want as I dont think our employees should be only taking about HSBC products and content. But we should also show current and the relevant industry news to show to our network that we are up to whats going on in the world. What are the  benefits to HSBC and to  employees in this program? From the perspective of HSBC, our relationship managers are building the networks faster. The HSBC company page has been attaining more followers and more prospective hires are applying for jobs than previously.  Then we also asked them (global teams) about sales leads if they had any. Three main comments were; they have noticed that they receive interaction from potential vendors, stakeholders which may be useful down the track. Someone else said that no sales leads yet, however he says it has helped HSBC out in the market among my connections and also to increase engagement within their networks. How do you measure success and can you share your results? We have three initial points there we set up to decide on how were measuring success. One was connecting audiences and communicating more efficiently within our network. The second one was to retain prospecting clients and unlock new business opportunities and the third one was to increase HSBC visibility and credibility. So far the results have been amazing. We have seen a huge spike on the amount of impressions. Impressions is how many people have seen the content that has been shared. Engagement and the content being shared by our employees has been great, too. So to give you a bit of some numbers, the numbers of impressions mean the content being shared went from just over 1,600 to over 5,000 pieces of content which means the average employee advocacy user  drives 3 times more impressions with Elevate than without it. When it comes down to engagement, our engagement rates went from an average of 37 every month to 80 which basically show us that the average employee user drives two times more engagement than a non-Elevate employee. The amount of content being shared by our employees on LinkedIn, they went from 0.8% to an amazing 7.7%. This means that on average Elevate user shares content eight times more than a non-Elevate user. So you can see that the number speak for themselves and these are great results. Can you tie back this success to actual ROI? The Elevate team is pretty good and gave us some amazing reports which allow us to give a bit of insight  to  the actual ROI. So the best for it is to use an engagement rate. Assuming that $3 is the cost for engagement, I can say that in June alone, we had the media value of $25,000 and this is massive because we only have 20% of the licenses allocated and Im hoping that by December once we have allocated all the remaining licenses, now were going to see a significant jump on the media value with employee advocacy. More on this topic at  Employee Advocacy: The Ultimate Handbook.

4 Ways AI Will Improve the Way You Work

4 Ways AI Will Improve the Way You Work When AI springs to mind, you cant help but think of the endless possibilities it could bring. With machine learning, robotics, and more, breaking new grounds year after year. Its exciting to think where we could be by 2030. The perception of AI, though, and what it means to our jobs, hasnt been taken lightly by most people. It would be fair to say that many are wary of AI, maybe even scared of what it means for them, and their livelihood. I, on the other hand, am more excited at what AI can bring to us. What it can do to make us, more efficient and more productive. Really at the end of the day, thinking of how it can improve us. 1. Productivity The first and the most documented area of effect in which AI will make its largest impact is our  productivity. Ricoh Europe  report that 65% employees and workers say AI technology and machine learning enables them to be far more productive.  This is because it minimizes repetitive tasks and enables them to access better quality data. Productivity is essential because maximizing your productivity levels defines what level your business is operating at, and how effective you are as a business. Embracing AI will in many ways enable you, and your  business, to become a much more productive. 2. Efficiency The second point is efficiency, and while it is closely linked to your productivity, how efficient you are related to the quality of your work. While AI makes you more productive, in terms of minimizing the quantity  of your work, AI also makes you more efficient in terms of the quality  of your work. Youre spending less time on low-level tasks like sifting through thousands of candidate CVs, and more time on things that require more critical thinking and adding value to your business. 3. Innovation So while we are becoming more efficient and productive in the way we work, we will have more time to spend on areas that require more critical and innovative thinking. You have all this data that would have taken you 500 hours to do, but a machine did it in 5 minutes. AI  will do all the data analysis that you dont like to do. It will spot opportunities, trends, and themes. Then you will have to apply your abilities to that data. It will encourage  you to spend more applying your mind, and your creativity. And because of this, I believe we will be able to work at a much higher level than we have become accustomed to. 4. Relationships The idea that we will be able to improve how we service customers but also lower the costs of this, has to be one of the most intriguing areas of opportunity. We already deploy the likes of Chatbots for various customer relation services, and this trend will continue to improve as we further develop how to manipulate customer service data and natural language processing into a real personal service for customers. The inevitability of an AI-based customer service in the future for all companies is clear, its a service that does not sleep, it can make friends, it can build relationships and it never makes the customer wait.

Career (Con)Quest #7 Relocation Conversation

Career (Con)Quest #7 Relocation Conversation Career (Con)Quest #7: Relocation Conversation Relocation can come with great career perksand certain lifestyle changes. Make sure the job is really worth the hassle!Because you might be sent to the far North. Or the mysterious East. Or even a city in a few hours away where you don’t know anyone and feel at hostile territory at first.Relocating for a job also comes with expenses â€" new lease, movers, boxes, a pesky cat that does not want to get inside his travel cage…and wants to bite your hand off.     So make sure that they offer covers all the hardships you might endure.As a rule of thumb, a good relocation package includes:Moving company services (or cash allowance)House-hunting assistance (or temp accommodation)Home sale or lease-breaking penalty assistance.On-site support for you and your family.Travel expense reimbursement.Visa/work permit assistance for those heading abroad. previous article How To Use The Star Method for your Next Job Interview next article The Best Way to Explain Your Sabbatical To a New Em ployer you might also likeCareer (Con)Quest #20: Spray and Pray

How to Improve Your Hiring Process by Simplifying and Centralizing

How to Improve Your Hiring Process by Simplifying and Centralizing Process improvement within recruiting and talent acquisition needs more emphasis.  One reason this is critical is that the quality of the hiring process directly impacts the success of it by way of the customer experience (applicants, candidates, hiring managers). Secondly, the success of a hiring process directly ties into the very vitality of an organization through maintaining adequate staffing levels. Most of the advice on improving hiring processes focus on the day-to-day functions of recruiting and talent acquisition. Many articles can be found on posting jobs and interviewing styles.    A systematic approach focused on operations can bring more significant results than the ever-changing popular opinion of talent identification methods. To better serve customers and improve quality, one of the best structures for an organization’s hiring process involves a dedicated, centralized hiring team that handles the process from sourcing to onboarding in one department. Until a new hire’s start date only the candidate, hiring manager, and recruiting team should have interacted. The centralization of recruiting goes further than the idea of full-cycle recruiting. It’s more than order fulfillment of getting a requisition request and the subsequent steps to closing an offer. A pure, central team involves one group being involved in developing targeted sourcing strategies, identifying talent, coordinating and tracking the interview process, and bringing onboard new hires from a logistical and orientation standpoint. How can organizations structure their recruiting departments to improve the hiring process? There are two ideal ways for a department to be staffed to accomplish this: Option 1: A team of recruiting professionals to handle hiring from sourcing to orientation and all interactions with candidates from source to start date. A team of behind-the-scenes administrators who process the interactions (event schedule, background, and drug screen submission, entering data into HRIS and payroll systems) and ensure business continuity. The recruiting professional and administrator are partnered together and assigned to either a business unit or geographical area. Option 2: A team of well-rounded professionals who can handle everything involved from sourcing to onboarding along with the accompanying transactional tasks assigned to either a business unit or geographical area. Both options can be useful for simplifying and centralizing your hiring process: Option 1 works best for transitioning your current recruiting team into centralized operations. This allows an opportunity for both those with a stronger recruiting passion and a role for those who would rather handle the transactional tasks of the hiring process. Option 2 is where an organization can take the hiring process of an organization to the next level with even simpler operations. What type of professional is needed for a centralized recruiting team? There can be much animosity between human resources professionals and their recruiting counterparts. Some professionals can alternate between human resources and recruiting activities effortlessly and desire to do so. Others pursue a more specialized practice of these fields and choose one over the other. To centralize a hiring process, you need a professional with a blend of human resources and recruiting expertise with an eye for talent management. It is important to find individuals that can write a job description, develop a hiring strategy, interview applicants, hold an orientation, analyze compensation models, and utilize an HRIS, ERP, or payroll system all within the same day and with a smile. With the right individuals on a simplified and centralized recruiting team, a department can go beyond a transactional focus and become part of an organization’s talent management efforts. What are the benefits of simplifying and centralizing a hiring process? Better service: The customer (applicants, candidates, and hiring managers) interacts with one person through the process who is empowered since they don’t have to rely much on others. The recruiting professional becomes a subject matter expert who can answer questions ranging from the hiring process, benefits, compensation, payroll and company policy. Candidates establish a relationship at the beginning of the employee-employer relationship. If the hiring process is housed in the Human Resources department, this is an advantage for future employee relations and organizational development initiatives. Continuous process improvement: Centralized operations provide each team member with the perspective of observing each angle of the hiring process. By observing all components of the hiring process, it is easier to see how variables affect the hiring process from applicant traffic to quality of hire to time-to-fill. It allows flexibility and autonomy to the individual members of the recruiting team empowering them to identify and remove ineffective processes producing lean operations quickly. Centralized operations also provide an environment to test modifications by implementing with isolated parts of the recruiting team and observing the effects then quickly executing with the rest of the team if necessary. A clear and centralized recruiting team bridges the gap between talent acquisition and talent management. A duly organized and equipped group can expand beyond finding talent and dropping a body off with the company but stick around to train new hires. A centralized team is vested in the success of employees, and this leads to countless benefits for any organization. The members of the hiring team also become cultural ambassadors to all they come in contact with, aware of the effort and resources that go into each new hire. Structural changes to an organization’s recruiting, and talent acquisition team can go a long way towards improving the hiring process for all parties involved. Author: Charles Newton is a Human Resources and Recruitment strategist for themiddlegroundhr.com  who aims to make sure tasks are strategic and strategy can be converted to functions. In this regard, his mission is to motivate, innovate and achieve in Talent Management.

8 Tips to Tailor Your Resume for Web Developer Jobs - CareerMetis.com

8 Tips to Tailor Your Resume for Web Developer Jobs Source : DepositPhotosThe first step to finding exceptional work is building a resume that gets you interview-most seasoned job hunters know this fact well. The web-developer jobs growth rate has hit double digits, but unfortunately, some techniques used for writing traditional resumes do not work for web developer resumes.Hiring managers are extremely busy, and it is essential that a resume grabs their attention instantly.So, how can youtailor your resume for that web developer joband land an interview? The techniques presented below can help you make your resume stand out while looking for a developer position.1.Create a Skills SectionevalHiring managers want to see your skill set upfront without having to scan your entire resume to understand whether your meet their minimum requirements.While an “experience” section provides a hiring manager an idea about what your development experiences have been in the past, a “skills” section states your capabilities upfront. It is a g ood idea to have a skills section at the top of your resume to help the hiring manager understand your abilities.One drawback of placing a skills section on top of your resume is drawing attention to skills that may have been overlooked otherwise. Nevertheless, it is a great way to make sure that the hiring manager has complete comprehension of your skill set at the onset.2.Add Interesting DetailsYou have developed data-heavy websites or applications, but just enumerating these on your resume is not very interesting to read. Make sure that you create a storyline around your experiences, and explain in-depth any constraints or exceptional circumstances that you have experienced while working on various projects.Ensure that your unique experiences are adequately highlighted in your resume.To make your resume stand out, you need to make sure that the hiring manager understands all aspects of your experiences including special or unique circumstances.3.Spell-Check to Eliminate Grammatic al, Spelling and Formatting ErrorsNothing spells unprofessional more than a resume with glaring spelling and grammar mistakes! Web development work does contain some strange acronyms and oddly spelled words. Apart from these special words, there is entirely no reason that your resume should have any grammatical or spelling mistakes.evalThis tip seems so generic, yet it is crucial to ensure that your resume is not set aside just because you did not check your spellings and grammar. Make sure to proofread your resume a couple of times before you send it out. This will help you weed out mistakes that might have gone unnoticed while writing it.On a similar note, formatting your resume correctly can ensure better readability. Use a font that the reader can see clearly on a screen and one that prints well too.Typically, fonts like Arial, Calibri, Tahoma, and Helvetica work well for resumes. Also, it is preferable not to use fonts such as “Comic Sans” anywhere on your resume. Keep enou gh space between lines and paragraphs to ensure that the text is easy to read.4.List Education LastUnless you are fresh out of college and trying to enter the job market, it is best to list your education last. Your educational qualifications need to be on your resume, but please list them last.evalWhile some hiring managers do place more importance on educational qualifications, most are looking for your skills and experience and how this can transfer to their organization.In general, it’s a good idea to list your education and certifications in the end.5.Get to the Point, Fast!Traditional resumes contain a lot of information that might not be useful to a hiring manager looking for web developers. Two such sections are “objective” and “summary.”When it comes to programming, there is no way to summarize your development experience to be correct yet shorter than the resume itself. So, it doesn’t make much sense to have this section on your resume.Also, the relevance of th e objectiveis primarily to inform the hiring manager whether you want to continue in the same field as before.But if you want to change gears and venture into something that you haven’t been doing in the past, then it’s a good idea to state that in your objective. Unless this is the case, it makes sense to skip this section.6.Maintain the Resume Length between Two and Four PagesRegardless of how much information you need to add in your resume, ensure that the length is between two and four pages.The only exception is for people doing contract work Also, using some white space in the resume can provide visual relief to the reader and not make them feel like they are drowning in information.7.Be Careful about Legal RisksAny hiring manager will be averse to being accused of discrimination or unethical practices. For this reason, good hiring managers will be familiar with a list of questions that they are not supposed to ask applicants. You also need to be mindful of these risks and exclude this information from your resume.Typically, a hiring manager does not need to have details about your age, religion, sexual orientation, marital status, and ethnicity. Including these details in your resume can make the hiring manager feel on edge. It is recommended that you leave these features out of your resume.8.Display Your Hobbies and Inner Geek GracefullyHiring managers are interested in your hobbies and extracurricular activities only if they are relevant to the job.For instance, a hiring manager may not be interested in knowing which sports team you support, but it might be interesting for them to know if you have written an article about an upcoming technology somewhere.evalIt is an excellent idea to showcase some outside learning to the hiring manager rather than showing them that you switch your brain off as soon as you get home. It is important to highlight that your work is important enough to you that you read or experiment to showcase your engagement and in volvement.Also, do include something that can be a point of discussion during the interview. Have you made something interesting like a hovercraft? Include that on your resume! It highlights your inner geek albeit gracefully.These tips will surely help you create a unique resume that set you up with a string of interviews. While these techniques seem intuitive, it is astonishing how many people overlook these factors. Incorporating these changes in your resume can make the difference between having it set aside or getting an interview call.So, all the best for your job search with your new, improved resume that is sure to “wow” hiring managers!

Finding a new role using social media - CareerEnlightenment.com

Tips on How to Write the Summary on a Resume For CST

Tips on How to Write the Summary on a Resume For CSTDo you want to know the secrets to writing the summary on a resume for CST? There are many techniques that can help you write a very good and effective resume.The summary is probably the most important part of your resume and the first thing a recruiter will see. In fact, they will start with the resume if they can get a clear look at it. This makes it imperative that you are using the best and most effective summary techniques.The first thing you should do is make sure that your summary is easily readable. Make sure it has enough information to convince the reader that you are capable of doing the job. Do not make it too long, if you can't make it short you should not make it too long either.Recruiters want to get a lot of information about you in order to hire you. This is because you will give them a lot of benefits. You will be able to give them more information by not only giving them the summary but also the other parts of you r resume.In this part you should spend more time talking about your skills, accomplishments and any skills you have developed through training or experience. Describe what you can do rather than telling them what you have done. People generally remember how they are to another person and remember what they did rather than what they did.Find out how you can give them examples. Try to give them something that will show them how good you can be. The main purpose of your resume is to get you hired and make them think you have the qualities they are looking for.The second part of your summary should include your interests and hobbies. This will be very beneficial for the recruiter as they can see if you are someone who can contribute positively to the company and that you have the skills they are looking for.Summarize all the information you have listed in your resume and prepare them in the right order. That will make your resume readable and effective. So start now and start preparing for the recruitment phase.