A Guide to AIM Careerlink’s 3rd Quarter Blog Posts of 2014

Summer has officially ended and fall is well on its way! As we do every quarter, we are going to take a look back at the last three months in hopes of making it easier for our readers interested in getting acquainted/re-acquainted with any of the great tips we’ve had throughout our blog. So, without further adieu, here is AIM Careerlink’s guide to the third quarter blog posts of 2014. Take a look below:

Career Essentials

  • Why Networking Matters for Your Career (Part 1, 2)
  • Choosing the Right Connections for Your Network (Part 1, 2)
  • The ‘How, What, When, Where, Why’ on Making a Career Change (Part 1, 2, 3 & 4)
  • Employees: How to Deal with a Difficult Boss (Part 1, 2)

The Candidate Experience

  • What You Need to Know When Using Social Media to Screen Candidates (Part 1, 2)
  • Employers: Paying Attention to Your Candidates in the Waiting Room (Part 1, 2)

Leadership Essentials

Social Media

Technology

Is there a post that you really enjoyed from this quarter, we’d love to hear about it! Let us know by connecting with us on Facebook or Twitter.

 

 

 

 

A Guide to AIM Careerlink’s 2nd Quarter Blog Posts of 2014 (Part II)

On Tuesday, we kicked off our second quarter by giving you our guide to AIM Careerlink’s second quarter blog posts. As we’ve mentioned in the past, our hope with these guides is to help make it much easier for you to keep track of all of the great tips we think are essential to running a successful business.

So, without further adieu, here is the rest of our guide to the second quarter Blog posts of 2014. Take a look below:

Leadership Essentials

Leaders: 4 Reasons Why You Should Take the Blame for Your Team’s Mistakes

Leaders: 4 Ways to Gain Your Employees’ Trust

Performance vs. Seniority–How Do You Promote Employees? (Part 1, 2)

Leaders: 3 Reasons Why It’s Important To Be a Mentor to Your Team

Leaders: 3 Tips on How to Mentor Your Team

3 Reasons Why You Should Regularly Evaluate Your Employees

3 Tips for Regularly Evaluating Your Employees

Leaders: Don’t Be Afraid of Making a Few Mistakes

3 Tips on How to Successfully “Sell” an Idea to Your Team

Leaders: Letting Your Employees Make Mistakes (Part 1, 2)

Millennials

3 Tips on How to Attract Millennials

Are Millennials Prepared for the Workplace?

3 Tips on How to Prepare Millennials for the Workplace

Millennials: How to Prepare Yourself for Your Future Career (Part 1, 2)

Millennials: Don’t Be Afraid to Ask for Help

Social Media Recruiting/Essential Tips

3 Reasons Why You Need to Start Using More Images on Social Media

3 Tips on How to Successfully Use More Images on Social Media

Twitter

Job Seekers: Are You Taking Advantage of Twitter’s New Layout?

What Twitter’s New Layout Could Mean for Your Business

Facebook

Facebook’s 2014 1st Quarter Earnings Show Promise in the Mobile App Arena

Have any favorites from this past quarter? Let us know by connecting with us on Facebook or Twitter!

A Guide to AIM Careerlink’s 2nd Quarter Blog Posts of 2014 (Part I)

Every quarter, we give you a nice rundown on all of the blog posts we’ve done over the last three months, and since today marks the beginning of a new quarter, we thought we’d go ahead and keep with that tradition. So, here is the first half of AIM Careerlink’s guide to the second quarter blog posts of 2014. Take a look below: 

The Candidate Experience

What to Do When a Candidate Doesn’t Get the Job (Part 1, 2)

Candidates: What to Do When You Don’t Get the Job

Employer Branding/Employee Satisfaction

3 Reasons Why You Should Be Concerned About Employees Working Excessive Overtime

3 Ways to Keep Employees from Working Excessive Overtime

HR/Recruiting Essentials

Soft Skills: What Are They and Why Do Your Employees Need Them? (Part 1, 2, & 3)

Employers: Hiring Employees Who Care (Part 1, 2)

3 Reasons Why You Should Consider Giving More Incentives to Recruiters

3 Tips On Giving More Incentives to Your Recruiters

3 Ways to Get Employees Prepared for the Summer

Internships

Employers: What You Need to Know About Internships (Part 1, 2 & 3)

Interviews

Exit Interviews: Are They Worth the Time, Money, and Resources? (Part 1, 2 & 3)

Employees: How to Have a Successful Exit Interview

Employers vs. Candidates: Who Is Interviewing Who? (Part 1, 2)

Job Seekers: Key Tips to Having a Successful Interview (Part 1, 2)

Any blog posts that sound out to you? Let us know by connecting with us on Facebook or Twitter. We’d love to hear from you!

How to Write an Effective Job Posting

In our blog post yesterday, one of our 4 ways to make your online recruiting more effective was to nail your value proposition.

By that, we meant that it’s important to really communicate what’s great about your company when writing your job posting. After all–who wants to apply for a job if they’re not even interested in what the posting has to say?

In that light, writing an effective job posting is essential to recruiting the best employees. Though sometimes, this type of writing seems second nature, it’s still important to break things down so that you know why you’re marketing a job in a specific way.

Here are a few things that you should keep in mind when trying to write an interesting, effective job posting:

    • Nail the value proposition. We mentioned this yesterday, but it bears repeating–be interesting! If you can convince a potential employee that the work you provide is intellectually stimulating, that your company has a great culture, and that the work will be rewarding, you’re in a great spot. Think about what makes your company unique. How do you market yourselves? You should take a similar approach in writing your job posting so that you’re actually interesting to the people reading the listing.
    • Be clear about your needs. No one wants to go into an interview not knowing what to expect. You don’t need to write down every single last detail about the job, but you should be very clear about what it is that you’re looking for. If you want a web developer with 5 years of experience, say that–but don’t call it an entry-level position if you do. By being clear about exactly what you’re looking for in a new employee, you can eliminate a lot of time-wasting, both for yourself and for those reading your job posting.
    • Don’t forget a good title. Just because you’re writing a job posting and not a newspaper article doesn’t mean that you can get away without a strong title. After all, the title is what they’ll see first, and you’ll only get clicks if you’re clear about what you want. Rather than saying, “Seeking New Employee for AIM,” you should say, “Seeking Web Developer with 5+ Years Experience for Non-Profit Organization in Omaha.” Describing the job position in the title makes it easier for a job seeker to find your posting.
    • Write like a real person, not a robot. This is important, but it’s often an afterthought when writing a job description. Yes, it’s important to be clear about your needs and to have a good title, but it’s just as important to come across as a real human being in your posting. You shouldn’t go over-the-top, but you should let your company culture come across as much as possible in your writing. There are a lot of job descriptions out there, and the more that you can differentiate yourself by sounding like a real, relatable person, the better.

Writing a good job posting isn’t always the only thing that you have to do when you’re trying to recruit new talent to your company–but it’s definitely the best place to start.

Many employers rush through the writing of their job descriptions, which is a big mistake. You want to be as professional and detailed as possible in your job listing, and you should expect to spend as much time writing a good posting as you do on any other work-related writing project.

Those few extra minutes you spend writing and reviewing so that you can publish a quality posting will absolutely be worth it once new talent starts rolling in.

At AIM Careerlink, we’re here to help you fill your job openings with talented, dedicated employees. If you have any questions about the best ways to use the tools we provide, don’t hesitate to contact us, either through our website or on Twitter. We’re always glad to help.

What is AIM Careerlink?

Earlier today, we welcomed you to our blog. And on our blog, we’ll be posting about everything from advice for job seekers, to news about AIM, to tips for companies seeking employees. You can be sure to expect a wide variety of content.

But before we dive in and start writing about the important details of the career searching world, we thought we might write a post telling a little bit more about who we are, what we do, and how we’re different from other job search websites.

To start, here’s a pretty basic summary of what we do: we’re an online employee recruitment and career-development site, created and hosted by AIM.

AIM is a non-profit from Nebraska that’s committed to strengthening the Nebraska business environment, and here at AIM Careerlink, we’ve created an invaluable tool for helping people get connected with endless career opportunities.

We cater to the following groups:

  • Job seekers
  • Employers 
  • Educators
  • Students

And we know what you might be thinking–aren’t there already lots of sites already out there for helping find jobs? What about LinkedIn, Craigslist, or Monster?

Yes, there are other job sites out there. But for employers and job seekers (in addition to the rest of the groups mentioned above), there’s simply no better tool for finding good employees and good jobs.

Here are a few reasons why:

  • Unlimited job postings and user accounts: As a business, a Basic Unlimited Subscription will grant you access to over 200,000 job seekers each year–and you’ll also be able to post an unlimited number of jobs over that entire year. No other tool around allows that kind of power at a reasonable price.
  • Unlimited access to resume database: In addition to unlimited posting and user accounts for your business, the same subscription will get you access to a database of over 125,000 resumes. We have powerful search tools, and make it as easy as possible for you to reach out and find a qualified candidate if you don’t feel like waiting around for a candidate to come to you.
  • Online applicant tracking: Here’s another great feature on AIM Careerlink: applicant tracking. As a business, you can track applications you receive, rank them, send them emails, search through qualifications, and more. This allows you to keep up on candidates and make sure that you’re always getting the most qualified employee for the job.
  • Job seeker resources: If you’re seeking a job, we offer a lot of great resources for helping to find the right job. Sign-up for a job seeker account on AIM Careerlink is free, and you get access to lots of tools for finding yourself a career. If you’re a student, you can also find scholarships, apply for internships, and plan out a career.
  • Great, verified employers: As a job seeker, you can sleep well knowing that you have access to some of the biggest names in business right here in the Midwest. You can post a resume to get found by employers, and of course, you can actively seek out companies that you want to work for, too. The number of great employers active on AIM Careerlink is invaluable for anyone looking to find a job. And one more thing–all employers on AIM Careerlink have to be verified, so when you’re applying for a job or getting an interview, you’ll know that you’re applying somewhere legitimate.

With AIM Careerlink, you’re getting more than just a job search–you’re getting access to well-thought-out, effective tools, and a large number of strong employers. And even with the other job search websites out there, it’s hard to beat that.

Come back to our blog over the coming weeks for information on anything from how to be great at finding employees to how to make the most of job-seeking tools.

In the mean time, if you have any questions, don’t hesitate to reach out to us in the comments, on Facebook, or on Twitter (@aimcareerlink). We’re ramping up our social media efforts over the coming months and would love to answer any questions that you may have!