Just Give Job Seekers the Information They Need

I’ve written in the past about ensuring that job postings are free from potential discrimination. But, summer is also the time when we think about internships and attracting early career talent. No, this is not going to be a screed about millennials and their work ethic. Rather, I will ask you to consider whether your job postings are appealing to them.

This article encourages employers to be direct, rather than using jargon in their postings. More importantly, and in contrast with the stereotype that younger workers are looking for things that are flashy, the more effective ads had basic information. Apparently, listing things like salary ranges, location, and the company’s mission is important. Who knew?

What is effective in marketing, which is what job postings really are, changes regularly. So, what works now may not work in 12 months. Fortunately, this is a data-rich environment, so there are things you can do to measure the success of your postings:

1) Experiment with language and see which versions attract more interest.

2) Get input from recent hires on the content of the ads. This will help keep you current as to what job seekers in a specific demographic are looking for.

3) Your ATS probably does keyword searches on resumes and your social media likely relies on keywords, perhaps those same ones, to show up in better places on the web. Measure whether those keywords are attracting the people you want to reach.

The message here is really not to get overly cute or overthink job postings for entry level positions or internships. If you are direct and provide the job seeker what s/he is looking for, you are likely to attract more interest.

Transfer and sharing options

When two devices are installed with shareit, they get associated and connected automatically when they are in range. The good news about shareit latest version is that gigantic files can be transferred faster than the speed of Bluetooth transfer. Instead of Bluetooth, the shareit app can be used as it transfers files forty times faster than Bluetooth. There is enhanced security and privacy as the transferred files are stored to the devices directly and not in the cloud storage. iPad, iPhone, Android and Window users can download and use the shareit app without difficulty. Usage of the shareit is very handy as there is no need for wireless connectivity and also there is an accurate and quick connection for transfer. The user can also save time because the pairing of data isn’t required here. Pairing up of devices can be time-consuming and stressful as connection may fail at times and the same process is to be repeated again. Being a cross-platform app, there is a simple and easy transfer of files between computers and smartphones.

Downloading shareit app for PC/laptop

There are links available to the sites from which shareit app can be downloaded. Click on download and download the file where the downloading bar would have the shareit.exe file in your PC. The next step is to click on .exe file and follow the set up wizard, then click on run button. The next step would be to accept the terms and conditions of shareit and click on accept button. The installation would start and then presents that it is about to be completed where the ‘next’ button is to be clicked. Then the application runs in an automatic manner and the user needs to click on ‘finish’. This app is now ready to get linked with any Android mobile, blackberry or iOS device and file transfer can be enjoyed. The Download can be made successful with just a few clicks from many sites available.

Accountability, Fear, and Changing a Culture

Uber finds itself in the news for lots of reasons, not all of them good.  The most recent story concerns the firing of 20 employees for a variety of bad behaviors to show that they were being held accountable for their actions.  I am not so concerned with whether this was a good move as much as if it will lead to change.

Certainly, the publicness of the firings meant that they were done as a message to Uber employees and the investment community.  It says, “Yes, we hear you about our culture and we are doing something about it.”  What it doesn’t say is, “You have been rewarding our CEO who does the same things, but we are not so sure what to do about that.”

Firing a bunch of people does not improve a company’s culture, even if it was the right decision.  Rather, it instills fear.  And while it may convey a message of what will not be tolerated, the action does not reinforce any positive behaviors that senior management would like to see.  It is almost like sentencing people to hang by the neck until they cheer up.

Uber has grown their business by the asking for forgiveness rather than permission.  That type of a model, by definition, rewards people for bending the rules to the extreme.  Their challenge is how to continue with a culture based on disrupting the status quo but respects the people who support it.  That will require threading a pretty small needle.

Changing a culture requires time and consistency.  Management needs to look at every aspect of its people processes (recruiting, hiring, onboarding, training, compensation, performance management, and succession planning) and ask, “Have we put in the right incentives and are we modeling the correct behaviors for a sustainable culture?”  Cultures do not happen overnight and they do not change after a few heads roll.

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