Sunday, May 20, 2012

Business Center

The Professional Brand

Not Your Father's Resume

Members of Talent Communities upon registering are encouraged to complete a Professional Brand Survey. It's answers become the basis for a Professional Brand page that we provide. The Survey's objective is to glean "inside" information about what makes a member tick, shining a light on their "inner chemistry;" their attitudes, interests and motivations - info tough to glean from a mere resume.

This easy to review info offers a company executive upwardly me, career, talent community, engagement, event, interaction, job, work, recruit, social recruiting, career change, sustainability, career development, social media, social web, brand, employment value proposition, marketing, career investment, renewable recruitment, career consumer a better idea of whether a member is "right" for their organization.

Assessment as an Experience

The "game changing" aspect of the Professional Brand Survey is that it was created to be an "Assessment as an Experience." In other words - not something that a person feels is a test. We also employ forced answer questions to keep the responses focused on what a member truly believes.

In addition, we also provide "Talent Challenges." These are a series of Assessment tests where members are invited to demonstrate their strengths in several core areas - job fit, logic, performance and job modeling (results are available to the member to work on career skills).

Powerful Integrated Elements

When combined with the Professional Brand Survey, the Talent Challenge Engagement Events will complete the picture of your members capabilities creating a powerful snapshot of their 'fit" for your organization.

These three elements provide Talent Community management with information previously unavailable. Executives looking to cultivate and hire the best people will now be able to invest their time in those that can hit the ground running, are passionate about the company and its products and are willing to make sacrifices to ensure business success.

When you stop to think of the possibilities - who wouldn't want a workforce like that?

What Are the Elements?"

It's WHO You Know...isn't it?

The opportunity to know potential hires better before interviewing them for an opening is what makes the our new system so compelling and impactful. Here are key elements that comprise a member's Professional Brand page:

Professional Brand Survey

As part of the registration process, we ask each member questions that will provide insight into their Attitudes, Interests, motivations and levels - their "inner chemistry." A member has the option to skip any or all of the survey questions during registration, and it is our job to convince them to make a "career investment."

Video Introduction

We offer members the opportunity to provide a video introduction of themselves so they can visually and dynamically show what they are most interested.

Talent Challenge

We offer functional online assessment tests of any type a company would need. Our online tests average 10-15 minutes each and evaluate a person's knowledge, skills, abilites and behavioral needs of a particular functional role. No online test can replace a personal interview, but assessments will provide a functional understanding.

Roles

Here we ask members to list the functional roles they are capable of playing. In a Sustainable Workforce having individual employees play multiple roles or support mulitple functions is an ideal way to empower the workforce and make best use of the talent on hand - critical to growth

Professional and Social Graph

Past Blogs, Videos, Forum Responses from Social Media sites provide insight to presentation skills, passions, creativity, interests and motivations. Members can post past Social Networking activity making it easy to do. We also offer Twitter feeds for someone that hasn't been active in Social Networks so they can open an account and easily let their voice be heard.

Resumes

As an option, we provide a link for a user to upload their resume. As members have an anonymous option, the contact information may be deleted from the top of a resume until it is requested by a company for hiring considerations.

Close Move

Professional Brand Analysis

Question: What motivates me? (Rank Them 1-7)

People I work with

My supervisor

Functional Work

Meeting Goals

Salary

Company Benefits

Work Environment

We provide a forced answer ranking (1-7) that will uncover professional motivation of the member in three areas for the seven answers:

People

People I work with

My supervisor

Work

Functional Work

Meeting Goals

Rewards

Salary

Company Benefits

Work Environment

Members will typically organize rankings weighted by the three areas above. The two highest ranked answers may show their key professional drivers. Some assumptions can be made based on the rankings, and it is your job to see if these motivations match up with the type of person you are seeking for your hiring needs. For Example:

Software Engineer

Great if People and Work are areas ranked high

People: Communicate and Meet User Needs

Work: Focused on task

Operations/Manufacturing

Great if Work is rated highest, followed by People

Work: Simple getting the job done is most important

People: Skills needed to work in a team

Sales/Business Development:

Great if a mix of all three areas are ranked high (work, people and rewards)

People: Persuasive skills - getting people to decide

Work: Meeting Goals is key in sales

Rewards: Important for Commission based work

Close Move

Professional Brand Analysis

Interest Levels

Career Level Questions:

- Level of Career Interest:

I'm looking for a Job today
I'm looking for a Job Change in the next 12 months
I'm Fairly Content just exploring the job market for now
I'm happy, but would like to improve my position in the future

- Years of Experience (0 to 26+ years in levels)

- Education Level (HS to MD and all in between)

Career Interest Analysis

On the surface this question is about Career Interest, What we are really striving to understand here is the attitude toward the job search.

The member is actively pursuing a new job, (I'm looking for a Job today)
The member will apply if approached with the right situation (I'm looking for a Job Change in the next 12 months)
The member will consider if the role is more challenging (I'm happy - just exploring the job market for now)
The member will apply if approached and the role is outstanding (I'm happy, but would like to improve my position in the future)

In each instance the member is demonstrating their zeal for a job change.

#4 is most passive, and a member choosing this answer will be the person that needs cultivation, but may yield the best results.
#1 above, may be terrific, but will have to analyze based on motivation (are they needy for any job, not just YOUR job).
#2 is ready to make a move, they are not necessarily actively looking, but just need to be given the reason that your company is the right place for them.
#3 is passive - and will need to be shown how the new challenge is greater than their current one - if so they could apply...but will need some cultivating

Experience Level

The member with more experience could bring a wealth of knowledge to your business, but are they stuck in one way of doing things? This should be explored in the interview. A member with less experience may not bring a ton of knowledge, but they should bring tons of energy and enthusiasm and more importantly, they don't know what can't be accomplished and won't prejudge outcomes before taking on new challenges.

Education Level

Eucation is pretty straight forward with not much to add by us - just that in emerging markets high levels of education is not always the best bell weather depending on the role. Certainly for Technology and Research it is important, but not all people with entrepreneurial spirit will have a strong academic background - but they may have the drive and deternination to reach goals and objectives anyway they can...just something to consider!

Privacy Statement