How to Create Content that Gets Shared on Social Media

How to Create Content that Gets Shared on Social Media Sharing content is great for recruitment marketing, as it can attract industry professionals and drive traffic to your website. So how do you create content that gets shared on social media?  To answer this  question  Ive had a chat with Steve Rayson, co-founder of Buzzsumo, a social search tool designed to support content marketers  in finding great content and understanding influence or amplification. Have a listen to the podcast on iTunes, Soundcloud or keep reading for a transcript of our conversation. Why should you curate great  content online? The first reason is to understand whats great content, you have to define what you mean by that, but often were looking for content that resonates, that gets linked to, that gets shared a lot. I think as much only as just to understand your audience, because you need to understand what content resonates with your audience. If youre writing content, what sort of content engages them, what content do they share? I think the other thing is just to keep up to date with your professional area. I think all of us, its a bit scary at the moment, we can all become sort of obsolete faster than we ever could before. The pace of knowledge and new things coming out means that we will go to bed and we wake up sort of dumber than we went to bed as new things have been learnt in that time period. So keeping pace is really hard. So the way I look for great content is I just search for what was the most shared content in a topic this week, just so I can make sure Im keeping pace with it, or whats trending in the last few days. How can you go about creating  content that gets shared? To me, I think, obviously, the heart of it is about the content itself, whats the nature of the content? People share things if its interesting to other people, if they think its helpful to other people, or if they think it  really is genuinely entertaining, sort of amusing etc, or amazing. So we know a bit about why people share, and so successful content has to hit some of those buttons, really. I mean once you focus in on that content, then theres all the standard things about the style in which you write it, is it really easy to read, easy to scan? Theyre much more conversational style these days. But things like formats really matter as well, whether you do that as an infographic or whether you do it as a how-to post, or whether you do it as a list post or a video. Formats matter, and what we see is when we research different topics, in some topics, video works really well. In other topics it doesnt work so well, and actually a list post works much better. Headlines really matter, in terms of driving people through to read content and things like that. So its worth spending time on, then crafting out your headlines. All those things go into making a great piece of content, but a great piece of content on its own isnt enough, really. Theres just so much content out there, people are not going to find your content. People just wont find your content, in my view, unless you actively promote it. So you have to create content, but you have to get it promoted to get it out there and to get people to see it and share it. What are the most common content marketing mistakes you see companies doing? I think some people write the content and dont think about promotion. So you have to think about promotion before you even write the post. How are you going to promote it? Why is it going to be interesting? Which forums, which people would share it? So you have to think about promotion from the very first day, I think, and thats a big mistake I think people make. I think the other one is that content marketing, at one level, is very straightforward, but its also quite hard work.  I mean, what seems to be the key about content marketing is you have to produce good content consistently, and so you have to produce a lot of content on a consistent basis. You cant just do it for two or three months like a campaign and stop, because youll then see traffic drop and all those sorts of things. It has to be consistent. And the people who are really good at it, the one thing theyre always good at is consistency. Theyre always driving regular, good quality content, often on a weekly or a daily basis. It seems to me that people underestimate how much content you need. Why do we need employee personalities in social marketing? I suppose on social, and  I may be atypical, I dont know. But I typically only follow people back on Twitter or follow people on Twitter if theyve got a face and theyre a human. I like to interact with people, really, rather than brands. I mean brands do publish stuff, and theres obviously people behind brands, but I think theres a very personal side of social which is about human contact, human interaction. So I think you do need to promote individuals. And I think sometimes those individuals can have as big of an impact, almost, as the brands themselves. But those people are the personality. They come across as the people you can engage with on a very human level. So I think sometimes you see people not making use of real people to advocate on behalf of the brand. Obviously you need the brand to count, as well, but I personally think that people are just so important, really, and its often the people who are the real influencers, and the people that people connect with and understand. I think that you like to see people share other content, dont you? I What do you predict will happen over the next three years in the world of content marketing? I think itll just become part of the norm that people use social. I do think well see more about social as this, what I will call a content discovery layer. So yes well have search engines, but were already having very specific types of search engines. Facebook search is really interesting and growing, theres a lot of power now in Facebooks search, so you can search for stuff thats being shared there.  And interesting, there was an article out a few weeks ago saying, I think millennial kids these days get most of their news through Facebook rather than from other sources. I dont about you, but I follow whole Twitter lists of people who I think share interesting stuff. And they almost act as my newspaper, my curators. Obviously The Guardian have editors, and they curate interesting content on science and technology. But I can create my own Twitter list, or my own other list of people, of 10 people I think are really interested in, I dont know, growth hacking, or the sharing economy. And they really become my editors. I think this whole layer about social, how social networks work,  I think were just seeing it develop, Im not sure which direction it will go, but I do think well see more content discovery via social, whether its through those peer networks or just through friends. Obviously search will remain really important if I want to find a restaurant or anything, thats great. Connect with Steve on Twitter @SteveRayson and learn more at the Buzzsumo blog. Subscribe to Social Media Know-How:

How to Keep Your Employees Happy and Healthy Through the Winter

How to Keep Your Employees Happy and Healthy Through the Winter Winter The dreaded flu season. Its cold outside, half your office have got the snuffles and you just know that most of them would much rather be snuggled underneath a duvet at home watching daytime TV. If the Winter blues have struck your workplace  you may want to think about introducing an employee wellness program within the organisation in order to keep your staff happy and healthy in the stretch up to the light at the end of the tunnel, aka the Summer. The Winter months can be a particularly tough time for keeping employees engaged, as the rise in illness  and Winter blues can leave people feeling a bit out of sorts. This not only means a peak in staff absences, but work performance can also deteriorate as team morale drops. By encouraging your staff to look after their health and providing them with support to do so, you can combat the cold weather and keep a smile on your employees faces! This infographic created by Limeade provides us with some helpful tips about how you can achieve this. Encourage your employees to get moving: The majority of weight gain happens  over Christmas and New Year no surprise there! Many will set themselves the resolution of losing weight, but only half will actually do so. The cold weather also contributes to weight gain, as people are less likely to be active, as in the Summer months. To combat this you can encourage employees to get involved in outdoors activities and sports and offer prizes as an incentive to get involved. Combat cold flu  among your team: December-February are the most popular months for employees to call in sick, due to a weakened immune system during the cold season. The average company loses around $100,000 due to employee illness each year. To counter this encourage your staff to stay fit over the Winter, as this will give their immune system a boost. Something as simple as taking the stairs instead of the elevator will help. Champion a healthy diet: Christmas aside, people are much more likely to turn to unhealthy comfort food when its cold and this can lead to weight gain over the Winter and a weakened immune system. Though you cant control what your staff eat, you can help them to adopt a healthier diet by removing unhealthy snacks from vending machines, and replacing them with healthier options like fruit and nuts. Over 70% of workers want healthier cafeteria and vending machine options, so its win-win. [Top Image Credit: Shutterstock]

Careers in the corridors of power University of Manchester Careers Blog

Careers in the corridors of power University of Manchester Careers Blog If youve ever wondered what it would be like to work at No. 10 Downing Street, read on. From Paul Gratrick, Careers Manager, Faculty of Humanities: Ever since receiving the unenviable nomination as ‘Person most likely to be Prime Minister’ in my secondary school yearbook I’ve wanted to visit Downing Street. Many years ago you could do just that, and as a tourist you could walk right up to No.10 and loiter around to your hearts content. Sadly, however, in the days of extremism and terror threats those days are gone, and access to No.10 is reserved for those working in the higher echelons of Government, celebrities, consultants, lobbyists or competition winners. Luckily for me, I was recently involved with the latter… Competition time! In March 2015 students from across the University were eligible to apply to take part in the ‘Behind the Black Door Competition’ â€" an event designed by the Careers Service and in collaboration with Alex Aiken (Executive Director, Government Communications) following his guest lecture at the University in November 2014. The prize for winning the competition was a day in Westminster, featuring a tour of No.10 itself. After a review of all the submissions, 25 students were selected to take part, forming five teams of five for the competition day itself. After much deliberation on the day of the competition, the judges selected two teams as joint winners, the prize being the aforementioned visit to the Cabinet Office and No 10 Downing Street â€" and the opportunity to meet with Senior Civil Servants across a variety of Communications roles. A prized opportunity Given my involvement in setting up the competition (and nothing to do with my own personal motivations to see inside No.10!) I accompanied the ten students on the day. After fitting the students with harnesses and high-visibility jackets for safety we began the day at 70 Whitehall, home of the Cabinet Office. Here we met Alex and he gave us a summary of the day and the people we would meet. This meeting took place in COBRA, which I learnt actually stands for ‘Cabinet Office Briefing Room A’. The picture below shows the students in here, and it is around this table that the current coalition deal was struck. Talking about health The first person we heard from on the day was Arthur Leathley, a veteran of newspaper journalism and at that point in time the man leading cross Government communications. The main focus of the conversation was on the Government’s handling of communications relating to the Ebola outbreak in West Africa. The conversation drifted to the wider responsibilities of the Government in regards to what they should inform the public of, and how they should work with the media, which provoked a lively debate between the students present! After meeting Arthur the group headed over to Public Health England to meet the marketing team there, and the person behind the Government’s Change4Life campaign. Caroline Fox gave a very insightful talk on how the Government communicates health issues to the general public, how they target their messages and how they aim to get maximum engagement. She remarked how it’s hard to get people to quit smoking or other bad habits, as they think the end result is further away than it perhaps really is. This avoidance of the inevitable struck a chord with me, as we (the Careers Service) are repeatedly trying to talk to students about doing something now with their career, rather than waiting for the inevitable end of their degree â€" as by this time it may well be too late for some routes. I’m by no means saying that those students who don’t engage with their careers earlier on are just as bad as smokers! However, I think it’s an interesting point about how do you engage (any) audi ence with a topic which has an event horizon that can seem so far away that it doesn’t matter yet. It was then time for lunch, and the students were able to meet recent joiners to the Communications Department â€" and it was very interesting to hear about their various paths to their current roles. For some it was straight out of University, for others it was after several roles in other organisations that you wouldn’t think applied. In summary, the message was that the Government are looking for the right skills rather than a certain trodden path â€" and so they employ people of all backgrounds and experiences. Talking about defence The next stop on the tour was the Ministry of Defence â€" described by our guide as nothing more than an office block, albeit with some interesting history attached to it! He wasn’t far wrong, and as a building, its insides are largely functional rather than inspirational. We did go down several staircases to the oldest surviving part of Henry VIII’s Whitehall Palace (the street that is now Whitehall ran right through the palace at the time). This relic was in fact the old wine cellar for the palace, and is sometimes still used today as a venue for parties and gatherings. We were lucky enough to hear from the Head of Public Relations for the Ministry of Defence, James Shelley â€" a man with a lot of character and the burden of maintaining the image of the armed forces. He spoke largely about the logistics of his role, the timings of key events, the various stakeholders involved, and how all this comes together in their public relations strategy. Finally inside No. 10 The last leg of the tour was the visit to Downing Street itself. We crossed the road from the Ministry of Defence and were ushered through the gates and onto Downing Street, much to the envy of the tourists who are only able to hover at the gates and attempt to get pictures of No.10 via a long lens camera. One can only assume that they thought I was a celebrity of some sort, as I smiled for the paparazzi and passed through the security gates. As you’d expect, the street itself is pristine, and the feeling of walking down it was akin to being on a film set. You felt a certain privilege and excitement at being able to walk down such a historic road, perhaps even more so as it’s not open to the general public any more. After a couple of snaps outside the famous black door we went inside No. 10. Again, you’re very aware of the history and significance of the place, and can only imagine what conversations and decisions have been taken inside of these walls. The current Head of News for No.10 is a Manchester alum, Nicola Hudson, and we were fortunate enough to hear from her about her role. Her job has to run like clockwork, but it’s a clock that can be smashed at any point by a breaking news story. Nicola’s path to press royalty was as varied as the other stories that we’d heard throughout the day â€" and was again a repeat of needing the right skills rather than very literal experience in a certain industry. After Nicola’s talk we were given a tour of No.10 by Alex Aiken. It was evident that David Cameron was ‘at home’ as there were advisors scurrying in and out of one of the state rooms. The students were keen to meet the Prime Minister, but that wasn’t to be, as I’m sure he had more important matters to attend to â€" you would hope! The students and myself all felt very fortunate to be able to tour No.10 (and No.11) Downing Street â€" there is a quiet buzz about the place, with meetings and conversations taking place across the buildings, both in rooms and corridors, and whilst moving along to other meetings. Whilst some of these conversations might be about small matters, or very significant ones, you left with the sense that Government is active all the time, whether that be firefighting or policy and strategy making. An unforgettable day In summary it was a fantastic day, and one that I and the students won’t ever forget. About the day, Politics student Jeanmiguel Uva commented: This was one of the most rewarding and interesting experiences Ive had at The University of Manchester. As a Politics student, this was a great experience because it gave me a good insight of how Government and civil service works and allowed me to know the place I would love to work in. Robert Varley agreed, saying: “The experience was truly invaluable. I had the opportunity to visit various Governmental departments, such as the Cabinet Office, which allowed me to gain an insight into the foundations of British politics. I’ve learned so much from this experience and I am very thankful.” Being able to ‘Get behind the Black Door’ was in itself a privilege, but to hear from the variety of Government employees across several departments was a privilege too. Hearing how they basically spend our money to create initiatives was really interesting â€" and for anyone who thinks working in the civil service may be boring, I would whole heartedly challenge that notion. The people we met are dealing with million pound budgets, aiming to solve problems and create solutions that help those across the country and in need. If you want to do something that matters, create new ideas and try to implement them, then the Civil Service is probably a good place to look. One of the students on the trip, Joelle Jefferis, summed up this notion in her blog saying “If there was one thing I took from the trip it was the desire to go back, I just havent decided how yet.” All Undergraduate Not for profit Options

The Abyss Named Shirley - Looking In To See All of Who I Am

The Abyss Named Shirley - Looking In To See All of Who I Am I have an Abyss.   That place I tuck all the things that frighten me, that make me feel small.   The memories   that make me cringe, years later,   reminding   me that I’m completely irrelevant to the real word.     I’ve even named my Abyss.   Shirley, the Abyss. Shirley holds all my fears.   All my hopes I don’t dare voice.   My moments of embarrassment.   My times of failing.   Those events in my life that I can’t bear to ever look at again, are all buried in my friend, the Abyss named Shirley. Shirley has grown throughout my 54 years of life.   She safely holds the heartbreak of my first love; the bullying from grade school.   The horror of discovering that I was not loveable, funny, smart enough, committed enough, too fat, too slow.   Those times I was told to “shush” because I was laughing too loud, sharing too much, loving too hard.   Shirley was the safekeeper of all the nightmares that filled my waking life. Shirley My Abyss Funny thing about Abyss’s:   They like to spit things out every once in a while.   “Hey, Tracy!” Shirley says,   “Remember that time you said that thing to that thing to that one guy and he didn’t laugh at your joke?   Remember how you thought you were so funny, but you weren’t??   Remember that??”   And suddenly, I remember.     I remember it all not just that moment, but the next one, and the next and the next…….. I’ve tried ignoring Shirley, and I’ve discovered something.   Abyss’s don’t like to be ignored.   Just when I feel like I’m forgetting my past, Shirley rears up again, with yet another reminder.   And I fall into her, once again, spinning through my history, feeling like the events just happened.   I feel the same embarrassment, the same sinking feeling, the same hollow ache in my heart somehow those feelings never seem to dissipate, no matter how many years ago the actual event occurred.   All thanks to my friend, Shirley. Staring Into The Abyss And then one day, instead of ignoring Shirley, I decided to open her up and actually look at her.   I gathered up as much courage as I could muster, and I peeked, ever so slightly, over the edge of my Abyss.   She was deep.   But to my great surprise, she wasn’t dark.   She wasn’t terrifying.   Well, not too terrifying, anyway.     And that’s when things got interesting. I realized that my Abyss was swirling with colors!   It was mesmerizing!.   She was full, not just with the nightmares of my life, but the moments of joy, the moments of unrestrained laughter.   The first time I saw the beautiful eyes of my children as they lay on my breast after they were born.   The tender moments when I felt so very loved. The occasions I looked in the mirror and liked what I saw.   The quiet moments of a blue sky or a starry night.       I didn’t realize I had tucked those moments into her, as well. Shirley, the Abyss,   had lovingly stored every single one of my memories.   Now, as I looked ever deeper into the heart of Shirley, I didn’t hear mocking words,   but rather the gentle whisper of “Remember?   Do you remember?   Do you know how much you are loved?   Look at your family!   Look at your friends!   And look at the world you created.   Oh sweet friend,” she whispers “look how beautiful you are”.   It’s interesting to me to know that I had spent years hiding my joys away, in the same bag as I was hiding my sadnesses. All of Who I Am I slowly began to look even deeper into my Abyss.  There was so much love hidden inside of her.   So much beauty.   So much talent and creativity.   But since I was afraid of these things, I deposited them into my hiding spot, Shirley.   And she kept them for me.     She kept my memories as fresh and bright as the day they happened.   All I had to do was reach in, take hold of them, and shake out the wrinkles.   They were perfect!   They were everything I ever needed to know.   I discovered that the dark memories and the light memories all were snuggled up together in my Abyss.   Waiting to be seen, waiting to be acknowledged.   Waiting to be brought back into my whole self. And I came to realize that I am no longer just an awkward child, a terrified mother, an angry wife.   I am  those things. But I am also a lonely child, a loving mother, a heartbroken wife, a generous friend.   I am an artist, a writer, an adventuress.    And yes I am a passionate lover, a woman filled with spirit and hope and curiosity.       I don’t have to fear the depth of my Abyss; there isn’t anything to fear.     It is simply my life.   That’s it.   Nothing more.   Every single swirling vapor   inside my Abyss is simply me. Living With The Whole of My Abyss And once I start bringing all the memories together, the good and the bad, the puzzle starts to come together, and I find myself becoming a whole person.   It’s a slow process, I wish it weren’t.   It’s hard looking into the Abyss.     I don’t know that it will get easier through time, but it does seem as though it gets more comfortable.   I’m less frightened of it, now.   But only a little less. The embarrassing moments haven’t quit popping into my head.   My Abyss is nothing if not generous with her gifts!   But ever since I peeked over the edge, I am now also gifted with   the memories of tenderness, and laughter; moments that fill my heart to bursting.   I now know that my Abyss is full of light, and love,   darkness and tears. She is me and I am she.   I am as deep as Shirley, the Abyss, and as colorful, full of life, full of love, and with so much room to grow. This guest post was authored by Tracy Cottle Tracy Cottle   believes in traveling the world, tasting all the wines, petting all the cats, and coming home to Northern Utah to love up on her 3 amazing kids. Her laugh is infectious, and she shares it freely.   Tracy is forging her path, and loving every exciting moment of it.

#DebutTalk Live Twitter Chat Recap Diversity (with Capgemini) - Debut

#DebutTalk Live Twitter Chat Recap Diversity (with Capgemini) - Debut Diversity at work continues to be a much talked-about topic. However, tackling it with depth is tricky. We at Debut HQ are constantly learning how to improve our stance on diversity, so we sought help from Debut employer Capgemini UK, who guest-hosted this weeks #DebutTalk. Wed absolutely love to hear anyone elses experiences of diversity at work. You can still answer the questions below! Simply tweet us using the hashtag #DebutTalk. Without further ado, here were the tweet highlights of our discussion: Q1. How does diversity (or lack of) affect the workplace environment? Our hosts said: You can look at it in terms of business/team/individual â€" and all of these need inclusion along with diversity to work #DebutTalk pic.twitter.com/bX0XYxz3fP â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 A1: Innovation and problem solving comes from diverse thinking, which stems from diversity of people and experiences. #DebutTalk https://t.co/Av80sEg1Qd â€" Shana Dacres (@ms_dacres) January 26, 2017 A1. I see Capgemini as a visibly diverse place to work which is why its so welcoming. Lack of diversity leads to stagnation. #DebutTalk â€" Jane Steed (@jane_steed) January 26, 2017 A1. I want everyone to bring their whole selves to work to encourage diversity our job is to make it as inclusive as possible. #DebutTalk https://t.co/Rz26gGgACJ â€" Jane Steed (@jane_steed) January 26, 2017 A1 Diversity gives competitive advantage. Different personalities and characteristics drives creativity innovation #DebutTalk https://t.co/HHrmyBc5nl â€" Nicola Hodkinson (@nichodkinson) January 26, 2017 Our #DebutTalk participants said: A1: Diversity brings about ideas that you never imagined could exist. It promotes open-mindedness, which is a major in life. #DebutTalk https://t.co/VPu8KCoZch â€" Sorfina Shamsudin (@SorfinaMusic) January 26, 2017 A1: Diversity opens up the workplace to different viewpoints, experiences, issues and solutions you may not otherwise be aware of #DebutTalk https://t.co/NQL8xcMZZa â€" April Roach (@aprilroach28) January 26, 2017 A1: It instantly tells me about higher management and the culture. Diversity is a window into how innovative a company will/can be. https://t.co/ndJgl9oAJT â€" Hiran Adhia (@Hiran_Adhia) January 26, 2017 Q2. What can employers do to become better diversity allies? Our hosts said: A2. It’s about a mindset change â€" A lot of people think that inclusion is the same as an absence of exclusion. We want all our (1/3) https://t.co/mVWveMTupJ â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 (2/2) employees to recognise the difference between those two things, and the importance of real proactivity when it comes to inclusion â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 (3/3) We need to put ourselves in other people’s shoes to really see things from their point of view. #DebutTalk â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 A2 Look to the future invest in the next generation now. Provide role models, information and platforms for discussion #DebutTalk 1/2 https://t.co/2610OCxy3z â€" Nicola Hodkinson (@nichodkinson) January 26, 2017 A2 Be proactive, encourage Inclusion. Understand all perspectives. There is difference between inclusion and absence of exclusion #DebutTalk https://t.co/2610OCxy3z â€" Nicola Hodkinson (@nichodkinson) January 26, 2017 A2: Employers need to think out of the box. One training video can not change a culture of bias. Become what you want to attract. #DebutTalk https://t.co/zOtIUAI4gC â€" Shana Dacres (@ms_dacres) January 26, 2017 A2. Understanding intersectionality is key. #DebutTalk pic.twitter.com/lmzwCNMaAn â€" Jane Steed (@jane_steed) January 26, 2017 Our #DebutTalk participants said: A2. Any diversity action needs to be active. Create funds. Run diversity-related events. Hire diversely. (1/3) #DebutTalk â€" Brenda Wong (@brendaisarebel) January 26, 2017 A2: Encouragement of groups to self organise and make representation to internal working committees where possible #DebutTalk https://t.co/m7SX3IyKay â€" Jonathan Warner (@JonathanRomelle) January 26, 2017 @DebutCareers @CapgeminiUKppl A2. Have candidates fill in diversity monitoring forms so employer can track record, use mechanisms such as sport’s Rooney Rule #DebutTalk â€" Zaki Dogliani (@ZakiDogliani) January 26, 2017 Q3. Why is it so difficult to encourage more diversity in the workplace? Our hosts said: Probably because until you start thinking about it, you don’t know what you don’t know? https://t.co/61LTwWZpVM â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 A3 Some organisations need time, effort and commitment to move forward. They simply don’t understand what they don’t know #DebutTalk 1/2 https://t.co/orBSkPDk3w â€" Nicola Hodkinson (@nichodkinson) January 26, 2017 A3 Unconscious bias plays a big role here. Recognising bias will lead to a more diverse and inclusive workplace #DebutTalk 2/2 https://t.co/orBSkPDk3w â€" Nicola Hodkinson (@nichodkinson) January 26, 2017 A3. Ignorance is the biggest barrier. Education is the best weapon. We are improving rolling out more awareness sessions for all. #DebutTalk https://t.co/aUU0JoSZHQ â€" Jane Steed (@jane_steed) January 26, 2017 A3: Because of #1- Unconscious bias #2- Old fashioned thinking #3- Not everyone is willing to change. #DebutTalk https://t.co/9iSQrtHxGW â€" Shana Dacres (@ms_dacres) January 26, 2017 Our #DebutTalk participants said: A3: It can be hard to change company culture. Sometimes it just isnt a priority for a company. Sad but true! #DebutTalk https://t.co/pLkQcThcOX â€" Monique Perks (@MoniquePerks) January 26, 2017 A3: because it cant be solved overnight, or by any one thing. Encouraging people to move away from what they know, can be hard #DebutTalk â€" Jacob James Turner (@jacobtdare) January 26, 2017 A3 A lot of employers will prioritise the brightest and best, but dont consider the barriers to attainment #debuttalk â€" Cat Turhan (@cattyfantastic) January 26, 2017 Q4. Whos doing diversity right? (Name a company, organisation or society who inspires you.) Our hosts said: @DebutCareers We love what @Google have done to publicise and make their people research and training available https://t.co/3OliEMU7Dx â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 @DebutCareers Co-op do a great job of encouraging #inclusion across a really geographically disparate organisations in the UK. #DebutTalk â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 A4 Capgemini is passionate about diversity. Always driving forwards towards creating a diverse and inclusive place to work #DebutTalk https://t.co/WVnMd6FD9k â€" Nicola Hodkinson (@nichodkinson) January 26, 2017 A4: I don’t believe there is 1 company that’s got it ??% right as yet. To Me @thoughtworks stands out as one that’s really trying #DebutTalk https://t.co/PyUJwDAKZB â€" Shana Dacres (@ms_dacres) January 26, 2017 A4 Capgemini is passionate about diversity. Always driving forwards towards creating a diverse and inclusive place to work #DebutTalk https://t.co/WVnMd6FD9k â€" Nicola Hodkinson (@nichodkinson) January 26, 2017 Our #DebutTalk participants said: A4: My uni @QMUL! Its great seeing people from different countries walks of life, sharing the same campus studying together ??#DebutTalk https://t.co/PL2cxfYeUh â€" Sorfina Shamsudin (@SorfinaMusic) January 26, 2017 A4. no one has it right yet but from experience, @cnni @DebutCareers and @youngposthk are trying. I work(ed) with all of them 3 #DebutTalk https://t.co/BkzfNN3azK â€" Sonali Gidwani (@sonaliggidwani) January 26, 2017 A4: @marksandspencer @TheAESC @CDCgroup @Google I could go on! ???? The places who do it best are transparent about it! #DebutTalk https://t.co/0xqOOFiru5 â€" Monique Perks (@MoniquePerks) January 26, 2017 @DebutCareers A4 @TechPartnership, they host and promote a lot of Women in Engineering, great gender diversity events ????#DebutTalk https://t.co/xngMcbbDcv â€" Thomas Chalmers (@TS_Chalmers) January 26, 2017 Q5. Is having bias inevitable? What can we do about curbing it? Our hosts said: @DebutCareers Bias an evolutionary tool! Helps us form patterns make decisions without having to absorb every piece of info #DebutTalk https://t.co/XeUTgTw2vG â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 Yes â€" it’s about pausing decision-making, taking a step back before making key decisions #DebutTalk https://t.co/XeUTgTw2vG â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 A5.We all have biases.They are inevitable.We need to acknowledge and work on them.The more we learn,the less damage will be done. #DebutTalk https://t.co/qtcwWpJeZq â€" Jane Steed (@jane_steed) January 26, 2017 A5.We all have biases.They are inevitable.We need to acknowledge and work on them.The more we learn,the less damage will be done. #DebutTalk https://t.co/qtcwWpJeZq â€" Jane Steed (@jane_steed) January 26, 2017 A5 Events in adolescence can predispose us to bias or all kinds. These can be hard habits to break #DebutTalk https://t.co/NXa6Rtvvhg â€" Nicola Hodkinson (@nichodkinson) January 26, 2017 A5: We all have a bias/personal preference, its about acknowledging it and being aware of how you can actively change your outset.#DebutTalk https://t.co/gEuOnD1Ihb â€" Shana Dacres (@ms_dacres) January 26, 2017 Our #DebutTalk participants said: A5: Very much inevitable. Id say more can be done by way of training, blind and contextual recruitment/appraisal schemes #DebutTalk https://t.co/kHIr3rHCa6 â€" Jonathan Warner???? (@JonathanRomelle) January 26, 2017 A5. As long as were human therell be bias, but we can definitely curb it if we make a conscious effort. #DebutTalk https://t.co/7yqfk3TXTQ â€" Alex Ekong (@andthenalexsaid) January 26, 2017 A5 Definitely, we have to acknowledge our bias unlearn the cultural stereotypes and oppresive structures in place in society #DebutTalk https://t.co/locTllwmNB â€" April Roach (@aprilroach28) January 26, 2017 Q6. What does your dream diverse workplace look like? Our hosts said: Its about #inclusion rather than #diversity â€" diversity is about numbers, and inclusion is about a culture. (1/2) #DebutTalk https://t.co/hBz4ZwuL3L â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 be great to see more organisations proactively think about what it feels like to be in others’ shoes act accordingly (2/2) #DebutTalk https://t.co/hBz4ZwuL3L â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 A6 An Inclusive environment with a healthy mix of gender, ethnicity and social backgrounds. #DebutTalk https://t.co/LyJ6MoYlOH â€" Nicola Hodkinson (@nichodkinson) January 26, 2017 A6: It looks inclusive. It looks open. It looks free from preconceived notions. Everyone coming together to get the job done. #DebutTalk https://t.co/ZLwMMOa4RS â€" Shana Dacres (@ms_dacres) January 26, 2017 Our #DebutTalk participants said: A6: A place that challenges me, makes me think critically and breeds creatively. (1/2) #DebutTalk https://t.co/2KPmooHJR4 â€" Monique Perks (@MoniquePerks) January 26, 2017 A6: (2/2) Diversity facilitates those things so naturally I hope my workplace is truly diverse and rich in thought diversity #DebutTalk https://t.co/2KPmooHJR4 â€" Monique Perks (@MoniquePerks) January 26, 2017 A6: meritocratic, open minded and recognising that the best and brightest can come from anywhere ?? #DebutTalk â€" Jacob James Turner (@jacobtdare) January 26, 2017 A6: Organised groups by protected characteristics; gender neutral environment; training and anonymous reporting facilities. #DebutTalk https://t.co/HVXTWSgz43 â€" Jonathan Warner???? (@JonathanRomelle) January 26, 2017 A6: A place where I never have to use the words diversity or inclusion in a professional setting again where its totally ingrained. https://t.co/V5cByMnjTx â€" Hiran Adhia (@Hiran_Adhia) January 26, 2017 Q7. Bonus Question: Tell us about your workplace diversity experiences.   Our hosts said: Our employee was coming out as trans thought shed be sacked for being her real self. Proactive #inclusion https://t.co/P8DWhkjeSr https://t.co/AkipA0vy0K â€" Capgemini UK People (@CapgeminiUKppl) January 26, 2017 A7 Always encouraged to challenge myself, given amazing opportunities for progression that satisfy my ambition to grow/achieve #DebutTalk https://t.co/g7Vm4PYjfj â€" Nicola Hodkinson (@nichodkinson) January 26, 2017 A7: I’ve experienced both sides; I worked in an office that felt like an all white male club. I got out the 1st chance I got! #DebutTalk https://t.co/sI9q5ORndX â€" Shana Dacres (@ms_dacres) January 26, 2017 A7: I can truly say I gain so much from a diverse workplace. I feel included, truly valued and learn so much from others. #DebutTalk â€" Shana Dacres (@ms_dacres) January 26, 2017 A7 I am part of the Women@Capgemini programme to recruit, retain and develop talented women at Capgemini #DebutTalk https://t.co/g7Vm4PYjfj â€" Nicola Hodkinson (@nichodkinson) January 26, 2017 A7. #DebutTalk Really proud to have supported some colleagues transitioning at work over the last 6 months.https://t.co/ko9IGqVUEd https://t.co/vSCUJwyvit â€" Jane Steed (@jane_steed) January 26, 2017 Our #DebutTalk participants said: At @SleeperMagazine I learnt from amazing women who were killing it as editors, writers and mentors @Catherine_J_Mar @MollDolan #DebutTalk https://t.co/brEVYbLlsG â€" Elizabeth Hurst (@BethHursty) January 26, 2017 A7. Didnt realise how important diversity was until I worked in a place that didnt champion it. @DebutCareers was a godsend. #DebutTalk â€" Brenda Wong (@brendaisarebel) January 26, 2017 A huge thank you to everybody for your kind words about this weeks #DebutTalk: Fantastic #debuttalk this week! Such great insights! @DebutCareers and @CapgeminiUKppl hanks again! You nailed it! pic.twitter.com/DRU4LrsZNV â€" Monique Perks (@MoniquePerks) January 26, 2017 My first but it was brilliant #debuttalk â€" Benedicta Banga (@Benedicta_Banga) January 26, 2017 Ive learnt so so much on this weeks #DebutTalk, its crazy. I now know what BAME stands for theres so many on #teamopenmindedness ?????????? pic.twitter.com/borOMbu6tV â€" Sorfina Shamsudin (@SorfinaMusic) January 26, 2017 Very insightful and fun discussion on #DiversityAtWork @DebutCareers ???????? #DebutTalk https://t.co/5ptSWl6aUa â€" Shana Dacres (@ms_dacres) January 26, 2017 Well see you in two weeks! 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Tell the Truth Lying or Embellishing on Your Résumé is Forbidden!

Tell the Truth â€" Lying or Embellishing on Your Résumé is Forbidden! Tell the Truth â€" Lying or Embellishing on Your Résumé is Forbidden Yes, the job market is competitive â€" highly competitive! On average, hiring managers receive 250 applications per open position. Unfortunately that means that candidates of all ages and backgrounds seem to feel the need to exaggerate, embellish, or even lie on their résumés. It’s a losing proposition so if you are thinking about it, forget it! And if you have “little white lies” on your résumé or LinkedIn profile, delete them right now. Why is lying or embellishing riskier now than it has been in the past? It’s easier for recruiters, human resources (HR), or hiring managers to find out! Companies have access to more information about you and more databases with which to compare the data you are providing. My son, Chad, just got a job offer and after the offer was made, the company asked for copies of his W-2 forms for the last 6 years. Contradictions between your LinkedIn profile and your résumé raise red flags. They WILL be noticed. There are so many candidates applying to each job that recruiters and companies are looking for reasons NOT to hire as much as reasons to hire. What bad things can happen? You can be black-listed within a company’s applicant tracking system (ATS) or candidate data-base. HR managers and hiring leaders compare notes within a local community. Recently, I overheard two HR managers, Cindy and Tom, talking about their challenges in finding a sales manager for their respective companies. Tom mentioned that he was considering an applicant from Cindy’s company, Ryan. “Wow, I didn’t know Ryan landed the GE account for you last year and that he had a team of 20 on his sales force.” Tom said. Cindy was shocked and replied, “He didn’t.” You know the rest of the story. Your offer can be repealed. There are many stories of companies pulling back offers after they have done their due diligence, which often follows the offer stage. The slightest exaggeration or embellishment will trigger the repeal. There is zero tolerance for errors, even if it is accidental. Dates of employment, titles, everything is exposed. A recent “mistake” a job-seeker, Susan, told me about. Susan applied to a medium-sized business in Seattle. She lost the offer because she put “Microsoft” as the employer on her résumé. Susan was not an employee; she was a contractor to Microsoft. Busted! There ARE ways to tailor a résumé to cover gaps If you have gaps in employment, did you volunteer? If so, put that down as if it was a job, drawing out the skills that are relevant to the job you are seeking. If you have been a stay-at-home parent, put that down, too. You can give yourself a title such as “Head of Household” or “CEO of the Miller Household” and be sure to highlight the amazing skills you have, too. Add more metrics within the jobs you have done, showing that you set targets, meet goals, and understand the importance of accountability. Exaggeration, embellishment, or outright lying will not help your chances to “win” a job in today’s competitive world. My father taught me if you cheat, you are cheating yourself. There are only bad things that can happen. It’s not worth it! What ideas have you seen or used to enhance a resume? I’d like to hear from you! Comment below.

Orlando Resume Writing Services Can Help You

Orlando Resume Writing Services Can Help YouOrlando resume writing services can provide a unique perspective to an employee seeking employment. If you are new to this type of career opportunity, you should consider the following suggestions. After reading this information, you will understand why people are so excited about hiring or working with Orlando resume writing services.* PVP can improve performance in many ways. When you become part of a team, you will be better able to make decisions quickly. When you use Orlando resume writing services, your professional career can be diversified. They can provide an advanced education to fit your career path.* One of the great benefits of PVP is that it can save money. When you use a resume writing service, you do not have to do the research. In fact, you do not even have to leave your home. You can communicate with them anytime you are online.* Your resume can lead you to many new job opportunities. It can attract potential employers and help you get a job offer more quickly.* If you are looking for a job or fresh air, Orlando resumes writing services are in abundance. You can find them in the Yellow Pages and the Internet. Their services are free. They can provide an advanced education for you.* Key skills you can use with these services include: creative thinking, attention to detail, and organizational skills. The best resume writers, have a variety of areas of expertise. They can develop your resume for you. They are one-on-one coaches.* What's more, you can take advantage of online consulting for a few minutes online. In a few short minutes, you can request a free consultation with a qualified Orlando resume writer. You can learn how they can create a resume for you.If you are ready to make a move toward the future, Orlando resume writing services can give you the edge. These professionals can help you take your career to the next level. You can expect many employment options and you can expect new career opti ons.