June 2019 – Afri Globe Consultancy

29Jun

The 8 Best CV Writing Tips

A Curriculum Vitae (CV) is a summary of your academic and work history, skills, and achievements. It is often the first impression you make on a potential employer, so in today’s competitive job market, creating a resume that is well-crafted is essential to stand out from the crowd.

In this article, we will discuss how to build a resume and tips for writing a good CV that will assist you in effectively marketing yourself and landing the job you desire.

Best CV Writing Tips: A Guide for Job Hunters

Ready to take your CV to the next level? Check out the best CV writing tips that are sure to learn how to make your resume stand out in the crowd and catch the eye of recruiters!

Tailor your resume to the job you’re applying for

One of the most important cv tips for making a good cv is to tailor it to the job you’re applying for. This means highlighting the skills and experiences that are most relevant to the job and showing how you’re a good fit for the role.

Use a clear and simple format

The format of your CV is also important. Stick to a simple font and layout and use headings and subheadings to break up the text. Use a professional-looking template that is easy to read and looks good both on screen and in print.

Add Your Contact Information and Personal Details

The first thing to include in a resume is your contact information and personal details in a clear and professional manner. This information should be placed at the top of the resume and should include your full name, address, phone number, and email address.

Keep it concise

Employers receive many CVs for each job opening, so it’s important to keep your CV concise and easy to read. Aim for a maximum of two pages and use bullet points to make your CV easy to scan. Use clear, concise language, and avoid unnecessary details or jargon.

Include your education and work experience

List your education and work experience in reverse chronological order, starting with your most recent experiences. When including your education, be sure to include the name of the institution, the degree or qualification earned, and the date of graduation.

Highlight your achievements

When describing your work experience, don’t just list your job duties – focus on your achievements and the impact you made in your previous roles. Show how you added value to the company and how you made a difference.

Include relevant skills and portfolio or references

List skills relevant to the job you’re applying for, such as software or language proficiency. Include a portfolio of your work or a list of references to provide additional information about your qualifications.

Proofread and edit

Before submitting your CV, make sure to proofread and edit it carefully. Typos and errors can make a bad impression and undermine your credibility, so take the time to review your CV carefully and make any necessary corrections.

18Jun

The 6 Best Recruitment Tips for Hiring Managers in 2023

In today’s job market, recruitment has become more challenging than ever before. In order to find and hire the best possible candidate for their organization, hiring managers are required to look beyond the traditional recruitment practices that have been used in the past.

This blog post will discuss the six best recruiting tips for hiring managers in 2023, with the goal of making the recruitment process more efficient and effective overall. These pointers will be helpful to you whether you are an IT hiring manager or a hiring manager in another department, and they will assist you in attracting qualified candidates to your organization.

In 2023, social media will play a crucial role in recruitment. Social media platforms like LinkedIn, Twitter, and Facebook offer excellent opportunities for hiring managers to find and connect with potential candidates.

Therefore, it is essential to have a strong social media presence and use social media to your advantage to attract potential candidates. Just be sure to use social media ethically and avoid any discriminatory practices or violations of privacy.

LinkedIn:

LinkedIn is a social media platform specifically designed for professionals, making it a great resource for recruiting candidates. Post job openings on your company’s LinkedIn page and encourage employees to share the post with their own networks.

Twitter:

Twitter is a fast-paced platform that allows for quick and easy communication. Use Twitter to tweet out job openings with a link to the full job description on your company’s website. You can also use Twitter to engage with potential candidates and answer any questions.

Facebook:

Facebook is the largest social media platform and can be a great way to reach a wide audience with job openings. Post job openings on your company’s Facebook page and consider using targeted advertising to reach job seekers with specific qualifications or interests.

Instagram:

Instagram is a visual platform that can be used to showcase your company culture and attract potential candidates. Use Instagram to share photos and videos of your workplace, employees, and company events. You can also use Instagram to post job openings with a link to the full job description on your company’s website.

Optimize your job descriptions

Your job description is the first interaction a potential candidate has with your organization. Therefore, it is important to make sure that your job description is optimized for search engines and attractive to potential candidates.

Use relevant keywords in your job descriptions that candidates are likely to search for when looking for jobs. Ensure that your job description accurately reflects the skills and experience required for the position.

How to optimize job descriptions?

To optimize your job descriptions, it’s important to put yourself in the shoes of your ideal candidate. Consider what they might be looking for in a job and what skills and experience they may possess. Use clear and concise language to describe the job and its responsibilities, and make sure to highlight any unique benefits or perks that come with the position.

Additionally, be sure to include specific qualifications and requirements for the job, while avoiding using jargon or discriminatory language. Finally, make sure to keep your job description up-to-date and revise it regularly to reflect changes in the position or organization.

With these tips in mind, you’ll be well on your way to creating job descriptions that attract top talent and help you build a strong and effective team. Check the example below!

Professional Netflix Binge-Watcher

“Are you a self-proclaimed TV addict with no desire to leave the couch? We’re seeking a professional binge-watcher to join our team and help us sort through the vast Netflix library. As our Netflix expert, you’ll be responsible for analyzing and reviewing the latest shows and movies, creating binge-watching schedules, and coming up with the most creative snack combinations. Requirements: a love of snacks, a comfy sofa, and a willingness to watch at least 12 hours of TV per week.”

Offer competitive compensation

One of the biggest challenges in recruitment is attracting candidates with the right skills and experience. Offering competitive compensation packages can help attract top talent to your organization. Make sure that your compensation packages are competitive and comparable to other organizations in your industry.

Here are some examples of competitive compensation packages that can be offered to attract top talent:

Salary: Offer a salary that is competitive and commensurate with the candidate’s skills, experience, and industry standards. Consider including performance-based incentives such as bonuses, stock options, or profit-sharing plans.
Benefits: Offer a comprehensive benefits package that includes health insurance, retirement plans, and paid time off. Other perks can include flexible work hours, remote work options, paid professional development opportunities, or a fun office culture.
Compensation for Relocation: If you are recruiting candidates from outside the area, consider offering compensation for relocation expenses to help ease the financial burden of moving.
Sign-On Bonus: Offer a sign-on bonus to candidates who accept a job offer. This can be an effective way to attract top talent and incentivize them to accept your offer over others.
Employee Stock Ownership Plan (ESOP): Offer an ESOP as part of the compensation package. This provides employees with ownership in the company and can be a powerful motivator to work harder and achieve more.

Emphasize the company culture

In today’s job market, candidates are not just looking for a job that pays the bills, they are also seeking an organization that aligns with their values and beliefs.

Therefore, it is crucial to emphasize your company culture during the recruitment process. By highlighting your company’s mission, vision, and core values, you can attract like-minded candidates who are more likely to thrive in your organization.

You can highlight employee success stories from your employees to showcase your company culture. Highlight employee achievements and how they embody your organization’s core values.

Also, you can incorporate culture into job postings to showcase your company culture. For instance, mention how your organization encourages creativity, collaboration, or work-life balance.

Streamline your recruitment process

A long and complicated recruitment process can deter potential candidates. Streamline your recruitment process to make it more efficient and effective. A structured interview process involves asking candidates the same set of questions to assess their skills, experience, and cultural fit.

A structured interview process can help you make unbiased hiring decisions. Use recruitment software to automate your recruitment process, from posting job descriptions to scheduling interviews.

Provide a positive candidate experience

The recruitment process should not only be efficient but also provide a positive experience for candidates. Ensure that candidates are treated respectfully and are kept informed throughout the recruitment process. Candidates who have a positive experience are more likely to recommend your organization to others.

We Can Help You Find the Right Candidates – Contact Us Today!

Are you struggling to find and hire the right candidates for your organization? Try implementing these 6 best recruitment tips for hiring managers in 2023 to make your recruitment process more efficient and effective. Contact us to learn more about how we can help you find the right candidates for your organization.

10Jun

The Strategic Impact of Early-Year Recruiting

Successful businesses are always looking for ways to improve their recruiting process, and timing is everything when it comes to hiring. Hiring managers understand that having the right people in the right roles at the right time can make or break a company’s success.

Knowing when candidates are most active in applying for jobs is extremely useful when attempting to hire top talent for an open position. In our experience, the number of people looking for new jobs increases at the beginning of the year, in January and February.

In this article, we’ll go over why the beginning of the year is the right time to start recruiting, as well as job search tips to help job seekers find the next opportunity.

Right Time To Recruit And Hire Talent

Because new budgets are being established and new hiring managers are beginning, the first quarter of the new year – January, February, and March- is typically a busy time for recruitment. Employees take fewer vacation days during this time of year, which helps to speed up the hiring process in quarter one.

On the other hand, the last thing on recruiters’ minds is recruiting in November and December. Firstly, many businesses have already completed their hiring for the year and have a smaller budget for new hires. Secondly, the hiring process takes longer during this time due to the reduced availability of both hiring managers and candidates.

The Early-Year Recruiting Benefits Unveiled

The beginning of the year is a prime time for companies to start their recruitment efforts. This is because:

Fresh Start:

The start of the new year provides a clean slate for both the company and job seekers. Companies can take a step back and assess their current talent and identify any gaps in their workforce that need to be filled. On the other hand, job seekers may be more open to new opportunities and looking for a change in their careers. This combination of a fresh start and increased motivation to make a change can make the start of the year an ideal time for recruiting.

Increased Job Market Activity:

January and February are often the busiest months in the job market, as many job seekers take advantage of the new year to actively search for new opportunities since there are more job openings. For instance, there are over 11 million job openings as of December 2022 in the USA and the number of job vacancies in the UK has almost doubled compared to the range last year. This increase in job market activity means that companies have access to a larger pool of potential candidates.

Budget Planning:

Companies often finalize their budgets for the year in the early months, making it easier to allocate resources for recruiting and hiring efforts. This includes budgeting for recruitment and advertising, as well as any other expenses related to the hiring process. By starting the recruitment process early in the year, companies can take advantage of their budget and resources to secure top talent.

Competitive Edge:

By starting their recruitment efforts early in the year, companies can get a head start on their competitors and secure top talent before the job market becomes too competitive. This can help companies avoid losing potential candidates to other companies who may be seeking the same type of talent.

Improved Hiring Process:

Starting the recruitment process early in the year allows companies to take a more thorough and thoughtful approach to the hiring process. They have more time to screen and interview potential candidates and to make a well-informed decision on who to hire. This can lead to a better outcome, as companies are able to choose the candidate who is the best fit for both the position and the company culture.

Time-To-Hire Vs. Time-To-Fill

When planning your next hire, it’s critical to understand the distinction between Time-To-Hire (TTH) and Time-To-Fill (TTF).

TTH refers to how long it takes your organization to complete all stages of recruiting from start to finish. This includes sourcing by means of selection. TTH is a metric that predicts how quickly you’ll be able to identify the best candidate once you’ve established a pool of qualified candidates. To shorten this time and fasten the process, you can consider working with recruitment companies.
TTF, on the other hand, only counts active recruitment time, not time spent sourcing or onboarding. Once you’ve determined the need for a new employee, TTF will tell you how many days it will take to fill the position.

In general, the time it takes to fill a position is longer than the time it takes to hire someone because it includes obtaining approval to hire a new employee, posting, and advertising your new open job opportunity, and waiting for the first candidate to apply.

What is Special about This Year?

There are economic factors to consider, particularly this year. Amazon lately announced that it would cut more than 18,000 jobs, and Salesforce announced that it would lay off at least 10% of its employees.

The recent layoffs at big companies have led to a surplus of highly skilled and talented individuals entering the job market. This presents an opportunity for other companies to recruit top talent, who may not have been available previously. With a larger pool of job seekers, companies have a wider selection of candidates to choose from, increasing the chances of finding the right fit for their organization. However, the job market remains competitive, and job seekers need to be proactive and strategic in their job search in order to stand out among their peers.

Being laid off can be a traumatic and stressful experience for an employee. They may also have difficulty finding new employment, particularly in a competitive job market. However, according to some surveys, the majority of laid-off tech workers find new jobs within three months of starting their search, and many much sooner.

Especially, experienced tech workers with in-demand skills, such as DevOps, customer experience, automation, product and platform management, data management, and cybersecurity, are in high demand. Apart from having a negative impact, layoffs increase the talent pool and improve company competitiveness.

Key Takeaways for Businesses

Recruiting and hiring is a time-consuming process that should not be rushed.

When it comes to recruiting and hiring, there is no “one size fits all” solution. In order to secure the best fit for a given role within an organization, employers must understand their workforce requirements as well as the timing of candidate availability.

You may maximize your chances of finding top talent by partnering with a recruitment agency in the competitive market.

The majority of job applications are received during the months of January and February, hiring managers will need to be even more diligent in their efforts during these same months. Recruiters, after all, want to connect with candidates before they’re snatched up by a competitor.

Remember to conduct your own research to determine when the hiring season is appropriate for you. Once you’ve done that, make sure your company is prepared to meet demand by putting processes and systems in place to scale as needed during these months.

Key Takeaways for Job Seekers

Here are the steps a job seeker should follow in a marketplace affected by layoffs:

Don’t put off updating your resume until the last minute; it’s one of the most important aspects of any job search. Maintain an updated resume template so that you can easily customize your resume for each job.

By updating your LinkedIn profile, you increase your visibility to recruiters and potential employers who may be searching for someone with your skills and experience.

Education is an ongoing story. To advance in our careers, we must constantly improve our skills and learn about new areas. Take a certification course to increase your marketability.

Sometimes the most difficult aspect of job searching is simply getting started. You may go blank while editing your resume, and our schedules frequently get in the way of preparation and career advancement.

Recruitment companies work with a large number of employers and have access to a wide range of job openings, many of which may not be advertised publicly. This can give you access to more opportunities and a better chance of finding a job that is a good fit.