LinkedIns 200 Million Users By Numbers [INFOGRAPHIC]

LinkedIns 200 Million Users By Numbers [INFOGRAPHIC] LinkedIn, the number 1 professional social network has reached 200 million members. This infographic, courtesy of LinkedIn themselves, shows how they are made up. Takeaways: 74 million of LinkedIn users can be found in the United States, with 11 million in the United Kingdom. Turkey, Colombia and Indonesia are the fastest growing countries. China is the prime country for LinkedIns mobile growth. There are enough registrations per day on LinkedIn to fill the Roman  Coliseum. The largest industry on LinkedIn is information technology and services. If LinkedIn were a country, it would have the 5th largest population in the world. RELATED: LinkedIn Reaches 10 Million UK Members [INFOGRAPHIC]

How to Successfully Onboard New Employees

How to Successfully Onboard New Employees Given the huge effort and expense devoted to sourcing and attracting talent, it is sometimes surprising to see how little attention is paid to playing in new starters. All too often it is a case of ‘sink or swim’, which is none too smart given current challenges in recruitment. At 10Eighty we think it’s really important that organizations provide support for new hires. Successful organizations invest resources to position employees for success; it’s a more effective approach than having to find the resources to deal with lost productivity and turnover. Actively helping newly hired staff transition into their roles is crucial if you want to get the full benefit of your hiring efforts quickly. One of the big problems with induction programmes are that they treat onboarding as a checklist of activities when it should be an integrated process of engagement and involvement. Don’t assume that new starters have the relevant social skills and business understanding to tap into your culture and network independently. Invest time in introducing recruits to their new environment and offer initial support and a framework for learning. Clarity of purpose is key You probably started the recruitment exercise with a comprehensive job description and supplemented that with a carefully crafted person specification. Your candidates probably interviewed with the line manager and, ideally, met other members of the team. In the real world though, when your recruit takes their seat, the pieces don’t always fall into place easily. ‘Unrealistic expectations’ is the most often cited reason employees given when they resign. When organizing onboarding programmes it’s a good idea to address more than job conditions and rewards; include performance expectations so that your newly hired staff start with a realistic perspective of what is expected of them in terms of performance objectives. Failure is often the result of new recruits either misunderstand the demands of the role or a lack the skill and agility in adapting to the new situation. The first can be avoided with a good induction design and the second can usually be overcome with coaching or mentoring. The best new hires will have a learning process to go through to meet the required level of job proficiency for their new role. An effective induction should be tailored as much as possible for each role and should start with an assessment that identifies what is most relevant to the situation. If you rush the process without a good understanding of the issues likely to confront newly hired staff your risk hampering their achievement of key performance indicators. Positive and productive A positive onboarding experience which is relevant, timely, and meaningful will engage recruits as quickly and effectively as possible so that they feel comfortable in their new roles. The better you can facilitate their adjustment the sooner you will see results confidence, performance, retention, perceived ?t, job satisfaction, and engagement. This is what the CIPD has to say: “managers need to invest time in inducting new employees to help them settle in, become productive more quickly and to help prevent them from leaving within their first six months in the job. We recommend using a ‘buddy’ system to provide support more informally to help new employees settle in”. Successful onboarding improves retention and promotes long-term organizational success. Helping new employees become proficient makes them more valuable to the organization. The key to achieving this is a good orientation process that uses a structured approach to build a more productive, engaged, loyal workforce who contribute to and reach organizational goals more successfully. Top tips for successful onboarding: Engage with new hires to support them in learning their new roles and navigating your culture and context. Allow new hires to use time in asking questions and learning their way around. Help new recruits build a big picture perspective by encouraging participation in organizational events and identify colleagues and stakeholders who can help recruits establish positive relationships.

Fire Up Your Personal Brand and Influence Others - Personal Branding Blog - Stand Out In Your Career

Fire Up Your Personal Brand and Influence Others - Personal Branding Blog - Stand Out In Your Career Carmine Gallo is a communications coach for the worlds leading brands, such as Raytheon, Salesforce.com, Loreal and Home Depot. His new book, Fire Them Up! includes insights from inspiring business leaders, entrepreneurs, and educators who reveal what he calls the seven simple secrets of motivation. As a world recognized personal brand, Carmine was able to field interviews with Marissa Mayer, Steve Jobs, Howard Schultz and Jay Adelson for his book. You can read an excerpt from his book here. He writes his communications column every week for BusinessWeek.com. Introduction I think one of the biggest challenges with personal branding is leading with influence. How do you get others to hear and speak your message? How do you convince them that you are right for a job or for a promotion? In Carmines book, it doesnt matter what your current position is; you need to understand how to influence others. He argues that life is all about building successful relationships with colleagues, clients, employees or just about anyone else. The book shares real life examples from some of the most influential personal brands, as well as reveals Carmines seven secrets of success. The 7 Sample Secrets 1) Ignite your enthusiasm. You need to light a fire in your heart before sparking one in others. If you dont have genuine passion in your work, how are you supposed to convince people join you? 2) Navigate the way. Deliver a specific, consistent and memorable vision. Although enthusiasm may open the door, a vision can take hold of your listeners and pull them to the other side. Visions must be summarized in a single line and be profound. 3) Sell the benefit. Put your listeners before yourself. Carmine explains how focused entrepreneurs know their target market and can clearly explain how their product or service improves the lives of people and businesses in that market. 4) Paint a picture. Tell a powerful, memorable, and actionable story. Inspiring individuals sell themselves, their vision, and their values by turning their message into a story that keeps you interest and entertained. When this happens, its easy to remember key points and take action. 5) Invite participation. Solicit input, overcome objections, and develop a winning strategy. Instead of announcing your vision, get other people to embrace it. You need to open up a dialogue with people by making them equal participants in your project. 6) Reinforce an optimistic outlook. Optimists will use the outcome of a project to learn, adjust and grow to have a better chance of success next time around. They dont give up, despite the obstacles ahead. 7) Encourage their potential. Praise people, invest in them, and unleash their potentials. This one goes back to the notion of giving before receiving. If all you want to do is ask for favors, people will divest in your personal brand. Peoples dearest treasures are people and not material objects. The best compliment you can give someone is you make me want to be a better person. For anyone looking to establish a powerful and influential personal brand, this book will guide you to the promise land.

Book Clever How to Maximise Your Holiday Allowance

Book Clever How to Maximise Your Holiday Allowance Thailand, the Caribbean or maybe a road trip across Australia. Theyve probably crossed your mind at least once, especially whilst sat at your desk at work. In fact thousands of Brits had already booked their holidays by January 7th this year, less than a week after returning from their Christmas break. Now some of you might already know what your holiday allowance is for this year, or maybe youve accrued a few extra days thanks to length of service. For many its just the basic 25 days a year and  it seems, for some Brits, its still not enough.  Holiday rental company Optima Villas asked 10,000 Brits whether they were happy with their holiday allowance at work and over a quarter of them said no AND blamed the lack of holiday for their lack of productivity. Sadly many employers are unlikely to give you as much holiday as you want unless youre Richard Branson  of course, who gives his staff the freedom to book as much leave as they want in return for more productivity at work. So how can you get the most out of your basic holiday allowance or make it worth your while to be at work? Book clever This year there are a number of Bank holidays that work in your favour and because im feeling generous, Ive done the maths so you dont have to. Easter is the biggest loophole this year as  you can enjoy  18 days off while only using 9 days holiday.  But the fun doesnt stop there. In fact, you can get 55 days off work this year (based on having 25 days holiday) and here is how: Easter 2017: Friday April 14 Good Friday Monday April 17 Easter Monday Monday May 1 Early May Bank Holiday If Thursday, April 13 is your last day in work then you book time off until Tuesday, May 2, you will only be using 9 days of holiday for 18 days off work in total. Days off work: 18 Holiday days remaining: 16 Spring Bank Holiday: Monday May 29 As the bank holiday is a Monday, you can use 4 days holiday to book the rest of the week off. Including both weekends either side of this bank holiday, you will have 9 days off in a row. Days off work: 9 Holiday days remaining: 12 Summer Bank Holiday: Monday August 28 Exactly the same as with the May Bank Holiday. Book 4 days off and get 9 off in total. Days off work: 9 Holiday days remaining: 8 Christmas 2017 December 25 (Monday) Christmas Day December 26 (Tuesday) Boxing Day Because of how Christmas falls this year, you’ll be able to book another 10 days off while using just 3 days leave allowance. Christmas Day will be on a Monday, followed by Boxing Day on the Tuesday another bank holiday. There will then be 3 work days the 3 you will book from December 27 to 29 and then a weekend and another bank holiday New Years Day. Days off work: 10 Holiday days remaining: 5 So, in summary -these are the exact dates you need to book off in order to get 55 days off April 2017: 18, 19, 20, 21, 24, 25, 26, 27, 28 May 2017: 30, 31 June 2017: 1, 2 August 2017: 29, 30, 31 September 2017: 1 December 2017: 27, 28, 29 This still gives you an entire working week to book off  whenever you want. Now before you get excited and reach for your holiday request form, most companies work on a first-come, first-served basis or they put operational needs before your much-desired beach holiday. But if you really hate your job that much then it might be time to leave and find something else but if all you can think about is fun in the sun then you better hope your colleagues arent reading this and have submitted their holiday requests before you!

Writing a Resume For a Job That I Have Already Worked At

Writing a Resume For a Job That I Have Already Worked AtWriting a resume for a job that I have already worked at is always difficult. You feel that you are not good enough to get this job and the amount of experience that you have does not match the job description. The company wants to see what you can do to help their business, so what should you include in your resume.The company will want to know that you have done other jobs before this one. So that means you need to show them that you can work in that area. You will also want to show them how you helped the company and whether or not you can prove this information to them. You cannot just tell them that you have helped their business and then write down this information.Well, this is not that hard if you know what to write. You will need to show them that you are the right person for the job and you can do it. Once you show that, they will want to know if you are qualified to get the job.Well, if you get this, you will get the job. But you need to make sure that you know how to apply for the job. There are some mistakes that people make and this can prevent them from getting the job.Well, this is a matter of getting better at doing the job. The company wants you to apply as soon as possible. They do not want you to have to wait weeks or months before they contact you. So they will want to make sure that you are ready to get the job when they call you.You will need to make sure that you have an interview with the company before they even call you. This will give you an idea of what they are looking for and what kind of expectations they have. So, you will be able to provide this information to them.The interview with the company is important because it will help you get the job. However, it is the next step that is the most important. This is the part where you will go through the application process and it will help you get your information from the company.Well, if you follow these steps, you will get th e job. So you will be surprised by the next thing that you find. It will take time, but you will get the job. So if you have already worked at the company, then you will not get another job without another interview.

3 pieces of wisdom if youre failing miserably at finding a job

3 pieces of wisdom if youre failing miserably at finding a job Early in his career, Ian Siegel worked at companies too small to have a human resources department. He had to manage his own recruiting, and quickly found the process to be grossly inefficient â€" posting to multiple boards and processing scores of candidates that flooded his email inbox. Siegel remembers staring at a stack of printed resumes on his desk and thinking, “There’s got to be a better way to do this.” So he devised one! Through his experience assisting employers with their hiring, Siegel has gained insight into common issues on the job-seeker’s side as well. If you’re looking for a job, you know how much work goes into putting together a memorable resume and cover letter. Spending time submitting applications only to never hear back from employers is frustrating and disheartening. But, as Siegel explained when I spoke with him, it doesn’t have to be this way. Using insights from ZipRecruiter’s database of more than 7 million resumes and 8 million jobs posted in 2015, Siegel has learned to identify red flags early and chart a course around them. Here are his tips for making your job search easier and more productive. 1. Research is the fastest way to get hired With the ease of online search and one-click job applications, sending a mass submission to every job in your area might seem like a productive course of action. Unfortunately, just because you’re sending a resume to a large number of inboxes doesn’t mean it’s getting seen. “Our data show that job-seekers who submit more than 46 applications in a 30-day period are only four percent more likely to get hired than those who submit between six and 10 applications in the same amount of time,” said Siegel. “Essentially, sending out a bunch of impersonal applications doesn’t increase your odds of getting a job.” What should you do instead? Research the companies you’ll be applying to, not just the job, and set yourself up for success before you even apply. According to Siegel, “Having some context will not only help you decide if a role is one you want to pursue, but is the absolute key to writing a standout cover letter. Whenever you’re talking to the company, always be answering the question, ‘Why do you want to work here?’” 2. Use Your Network Forty-six percent of all hires at top-performing firms are referrals. No matter where you are in your career or job search, you’ll always benefit from a strong professional network. “If you’re just starting to build your network, don’t be shy,” said Siegel. “Reach out to former teachers, speakers you saw and admired, people currently doing your dream job â€" anyone you feel you could learn something from. Ask them to meet for coffee and build a rapport. It’s especially important to nurture these relationships when you’re not actively looking for a job, so you’ll be top of mind when an opportunity does come up.” Another great way to make yourself known is to contact companies when they’re not hiring. Establish a good relationship with hiring managers by inquiring about future positions, offering yourself for freelance work, and asking about other opportunities within the company. When a position does become available, you won’t be just another anonymous resume in the pile. Your network can be a powerful tool for you in many respects, providing you a pool of qualified professionals whenever you’re in need of job referrals, recommendations, or career mentorship. As Siegel directs, “Use it wisely.” 3. Know yourself in order to sell yourself Seventy-five percent of HR professionals say they decide on a candidate in less than five minutes. That means your application needs to stand out â€" or the right reasons. Hiring managers are busy, and they welcome things like grammatical errors and other avoidable mistakes as opportunities to toss your resume and move on to someone more qualified. While you’re perfecting your resume, take some time to think carefully abouteverything you might want during the next five yearsâ€" everything from career aspirations and salary requirements to hobbies you’d like to pursue and family plans. These dreams shouldn’t be carved in stone, but thinking about them will give you an idea of what you’ll need from your next job to move on your desired path. Siegel recommends asking yourself: “What do I already know that will propel me forward? What do I need to learn?” Knowing the answers to these questions will improve your interview style. Some of the most common interview questions include, “What are some of your strengths and weaknesses?” and “Tell me about yourself.” These are topics that make most people sweat, but that’s often because they haven’t given them enough thought. Many people go with a canned answer about time management and loving hard work, and after the interview, they don’t stand out in the candidate pool. Instead, Siegel suggests job-seekers learn their strengths â€" and their weaknesses â€" so they can present each accordingly. Finding a great job takes work, but it’s really a great time to be a job-seeker. Businesses are hiring and unemployment is low, which means less competition for you. Even though getting a job â€" any job â€" might feel like the most important thing in your world, taking time to consider your long-term wants and needs will free you to be more authentic when talking to potential employers, and help you find a role that’s a great fit for both you and the company.

New happy partner and guest blogger Karl Staib - The Chief Happiness Officer Blog

New happy partner and guest blogger Karl Staib - The Chief Happiness Officer Blog We have a new partner in crime! Or rather in happiness :o) Weve been emailing with Karl Staib for a while now, and we finally got a chance to meet him at the WorldBlu conference in New York in October 08. Heres a short piece that Karl wrote to introduce himself. If you need a US-based speaker on happiness at work, Karls your man! Karl will also be guest blogging here over the next couple of weeks while Im om vacation snowboarding in Whistler!!. Karl of Work Happy Now Alex asked me to introduce myself because I?ve been helping spread the work happiness message. I?ve learned a lot from talking to Alex and reading his book and blog. He introduced me to the concept of happiness at work and the importance of creating an atmosphere that encourages great work and fun at the same time. My Working Woes I?ve struggled with working happy at most of my jobs. It?s why I started Work Happy Now. I knew there was a better way to work instead of enduring the torture I had been through. I researched books, websites, and online video (before YouTube kicked in). I found Alex?s site and was floored by the content. I literally fell back in my chair. There was a likeminded person who was actually making a difference within organizations! I got up out of my seat and did a little happy dance. I found my passion. I wanted to help people work happier. It wasn?t that quick and easy to find my passion, but just know that Alex lit the fuse. Work Happy Now So after years of research (business books, personal development books, interviews and my own internal discoveries) I created ?Work Happy Now? over a year ago and have been going strong ever since. I?ve committed to going out and helping people who struggle at work like I had done. Work happiness should be available to all of us. There are so many tools at our disposal. We are living in a golden age of work. Managers can?t just tell us to shut up and do our work. Well they can, but most managers take our feelings into account. There are companies like Google, Southwest airlines, and Starbucks that are leading the employee revolution. They know that a happy employee will produce better results, stay at their job longer, and care about the success of the company. According to Alex, and I agree, we need to focus on two main themes when trying to improve our working environment: Results Relationships When we have a chance to accomplish great work and do it with people we like, our work becomes more enjoyable. Alex has a brilliant quote in is his presentation: ?Each individual should work for himself. No one wants to sacrifice himself for the company. People come to work in the company to enjoy themselves.? Soichiro Honda Companies can truly thrive when they can start caring about their employees? emotional needs, and stop the faulty thinking that as long as they pay their employees they will work hard. Giving Work Happiness Presentations I will be giving work happiness presentations using Alex?s time tested techniques. I?ve made his presentation my own, changing a few things here and there, but never veering off from the core concepts. If you are interested in hiring me to come to your company, please visit my ?Hire Me? page and let me help your company improve its happiness and productivity. Thanks to Alex Alex has been a huge help in guiding me through the beginning phases of getting my speaking career off the ground. So if you want to hire me while I?m still a bargain, you should act now. My rates won?t stay low for very long. For those of you who are not quite ready to bring me in to your organization, you can always check out Work Happy Now and sign up for email updates. That way you can stay updated on the latest ideas (my blog has a different twist than Alex?s blog) and improve your work happiness from additional angles. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related