What LinkedIn Skills Get You Hired

What LinkedIn Skills Get You Hired Thanks to LinkedIn, here are the the hottest skills which got people hired in the UK this year. The data reinforces that for the majority of vacancies, an understanding of tech is essential, along with data skills! The statistics  are based on recruiting and hiring activity on LinkedIn, analysing the skills and experience of its 400 million members. LinkedIns key findings on  the  UK included: STEM and data  â€" science, technology, engineering, and mathematics (STEM) skills dominate the UK top 25, particularly those relating to data storage, retrieval, and analysis as organisations across a broad range of industries seek to harness the benefits of big data Speak the language  â€" “Foreign language translation” came in at number nine, demonstrating the increasingly global nature of business Rising confidence?  â€" There are also signs of increasing economic confidence as organisations boost their talent acquisition resources, with “Recruiting” coming in at number 17 Here are  25 hottest skills that got UK people  hired in 2014:      Statistical analysis and data mining      Middleware and integration software      Business intelligence      Storage systems and management      Perl/ Ruby/ Python      Mobile development      Network and information security      SEO/ SEM marketing      Foreign language translation Java development Data presentation Web architecture and development framework Public policy and international relations C/ C++ Algorithmic design Integrated circuit design Recruiting Corporate law and governance SAP ERP systems Economics Data engineering and data warehousing Data management and software Mining and commodities Marketing campaign management User interface design How was this data compiled? Its influenced by a number of factors, especially how members choose to use the site, which can vary based on professional, social, and regional culture, as well as overall site availability and accessibility. These variances were not  accounted for in the analysis. We looked at all of the hiring and recruiting activity that happened on LinkedIn in the past year, and identified the skill categories that belonged to members who were more likely to start new jobs and receive interest from recruiters. Here are the top 25 LinkedIn skills for other countries around the world: What are your thoughts on the hottest skills shown above?  If youre planning on learning  some of the skills listed, you may  want to also contact Bryan Mills  using  the following information for the ultimate LinkedIn profile: For more on how to make the best use of LinkedIn, be sure to read about how to get the very best  LinkedIn Endorsements.  Image credit: Shutterstock

Software Developer Resume Writing Tips

Software Developer Resume Writing TipsIn resume writing for software developer, you want to focus on the business qualifications you have. This information must include your job experience and education. You may also want to include references that will tell a story about your accomplishments.In resume writing for software developer, you need to begin by putting your company information first. You will find that there are different options when it comes to business names and identification numbers. If you do not have a company name, it is best to find one out of the government database. Once you have found your company, type in your company information.Resume writing for software developer should include the tasks you did while employed with the company. This can include functions you performed as a job or project manager. Keep in mind that these details should be short and sweet. They should not be too lengthy. This is why many software developers prefer to use Microsoft Word.As muc h as possible, include your training information. It is important that this information be included. The last thing a software developer wants to hear is, 'I have not had any formal training.' In this case, it is best to put something more formal in the beginning of the statement.There is important information you should consider in resume writing for the software developer. The resume should include the type of education you received. If you are applying for the same position, you should include the specific details of the degree or diploma you earned. This information will not only add validity to your application, but it will also help the interviewer decide if the degree is legitimate.There are other ways to impress the software developer. Some of these include writing skills, creative writing samples, and academic references. The more impressive you can make your resume, the more likely the software developer will be to hire you.Of course, resume writing for software developer is just as important as the technical skills. The resume should contain all of the necessary information needed to fill out the position. Any extra information must be listed in the beginning of the statement. For example, you could include any certifications you received. Make sure that you update the list regularly.Remember that resumes are one of the most important documents you will ever submit. If you fail to write a strong resume, you will find that the software developer might pass you over in favor of someone else. Because it is important that you impress the software developer with your resume, make sure that you research all of the software developer requirements carefully.

Personal Branding Interview #2 John Gerzema - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview #2 John Gerzema - Personal Branding Blog - Stand Out In Your Career Today, I spoke to John Gerzema, who is the Chief Insights Officer for Young Rubicam Group. He is the author of The Brand Bubble, and his latest book is called Spend Shift.   Ive spoken to John before when his previous book came out back in early 2009. In this interview, John talks about consumer values in the new economy, and more. What is the values-driven post-recession economy? What does it consist of? In our research and travels across America, we were pretty encouraged to see how people are making positive changes in their lives in the post-crisis economy. Awakened by the crisis, people are returning to old-fashioned values, such as self-reliance, thrift, faith, creativity, hard work and community in order to build new lives of purpose and connection. The Spend Shift is a realization that while we are less rich, we can be more powerful. Even as people find themselves less rich, they are deploying their dollars in a more calculated and strategic way to influence institutions like corporations and government. They realize that how they spend their money is a form of power and they are using it to communicate their values and reward those companies that truly reflect them whether they are pro-environment, anti-bail-out, or concerned about some other issue. In this way, each dollar resembles a vote and every day is Election Day for companies that provide goods and services. In our research, 71% of American consumers make it a point to buy from companies whose values are similar to their own; 66% avoid buying brands from companies whose values contradict their own”. Given that consumer spending drives 70% of America’s GDP, this social interest in aligning values and consumption is an important trend for companies to understand. What are the five shifting values and consumer behaviors that are remaking America and the world? #1: The New American Frontier celebrates the value of optimism, resiliency and character rooted in America’s sense of equality and fairness and underlying optimism in the face of adversity. The pursuit of the American dream is rooted in our cultural belief in redemption and second chances. Yet given the enormous inequities in income, education and healthcare, this value-shift acknowledges the reality of an increasingly un-level playing field. To counter this, we increasingly prize populist solutions, where opportunities rise up, rather than trickle-down. We saw this evident in the grassroots entrepreneurialism emerging in inner-city Detroit. A resurgent civic pride is uniting a small but undeterred community of citizen-entrepreneurs set upon rebuilding their city with new industries and local cooperation. While others see a post-apocalyptic landscape, artists, small business owners and urban farmers have flocked to Detroit to take advantage of inexpensive land and limited municipal oversight to create a grassroots marketplace that is rising like saplings from a clear-cut forest. When the average price of a house is $ 18,000, there is no speculation, only raw opportunity. What we witnessed would suggest not to short the Motor City. #2 Don’t fence me in is the value of self-reliance, education and continuous betterment as people reclaim control by seeking new skills and knowledge. Here the American value of hard work and sacrifice is re-imagined and celebrated as people ‘re-tool’ with new skills, knowledge and resourcefulness to navigate a continuously turbulent world. Part of not being fenced in is a shift from take to make from consumption to production. In Dallas we found backyard chicken farmers and people using the Dallas public library to learn new skills. Texas is emblematic of a ‘do it yourself’ nation that is shifting from acquisition to inquisition: 68% of Americans now have a library card, the highest percentage ever. Personal responsibility and resourcefulness are the new virtues: Twenty-three million Americans grew their own food. Dallas had to hastily pass an ordinance for the exploding number of suburban chicken farmers. #3 The badge of awesomeness prizes nimbleness, adaptability and thrift as a means to avoiding exposure and preserving freedom and control. It is a phrase we picked up in an interview with Maura McCarthy, co-founder of Blu Homes, which makes modular, pre-fab homes. People are eliminating want from need and becoming faster, lighter and more agile. And with less excess there is more flexibility. From time banks and micro-payments, to renting and Zipcars, people are moving from fixed to variable living to shield from adversity and be more available to opportunity. Visa reports that debit cards now outpace credit card usage. And whereas having things defined success before the Great Recession, today less is more. The average size of the American home declined for the first time in three decades suggesting the era of the McMansion is waning. #4 Block Party Capitalism is about shifting our spending the American virtues of character, and accountability and locality. Here, America is increasingly moving back to prizing what’s on the inside, and the emphasis on performance, craftsmanship, and provenance. We are returning to the virtues we see handcrafted goods, the rise of artisanal foods and the local community as both a social and economic crossroads. Integrity and performance are now what matters, over hype and image. #5 An Army of Davids. Is the value shift that celebrates community cooperation and amplification. In Tampa we learned how individuals are finding strength in numbers by scaling their talents through meetup groups, and in carrot mobs, where people band their spending together to reward businesses who do the right thing. Here cooperative consumerism gives scale to individuals who, enabled by the tools of social media are creating new businesses and rebuilding community values. 52% of Americans believe that “since the recession there is greater opportunity for small business owners to compete with large companies more now than there used to be”. An Army of Davids celebrates the dignity of the individual and their right for self-expression and community, which together are empowered by technology and social media to amplify the value of the individual to the community and vice-versa. What did some of the CEOs say about the spending shift? We interviewed executives from our fifty companies, including people like Robin Chase (Zipcar), Andrew Mason (Groupon), Tony Hsieh, Rob Kalin (Etsy) and Lynn Jurich (Sun Run). And I guess what struck us most is how intuitively they are grasping the post-crisis consumer. Many are quite naturally living these beliefs about their business models and culture. From kindness and empathy, to community and faith these values are increasingly competitive terrain for differentiation and growth in a society that is seeking companies to act responsibly and to practice sustainability. Why werent values as important years ago, or were they? They were as important, but they were superseded by our lust for stuff. We could afford it so lets just buy it. At the same time, we saw in our data that people began changing their borrow and spend ways before the recession actually happened. As the spending and consuming went haywire, the social and economic issues which had been building for years began to come into focus. From climate change, lack of trust in institutions, growing personal and public debt and a culture of acquisition â€" all were major concerns that the ‘Great Recession’ simply amplified. And now with stagnant wages, housing values and limited access to credit, we shifting from a credit to a debit society. This means dollars are now precious and lust has been replaced with choice. Mindless consumption has become mindful. In the space opened by the crisis, consumers adapted first, shifting their spending priorities to emphasize “needs” over “wants.” and therefore, choices take on greater meaning, because the money their spending is truly theirs’. What are some issues that might arise with this new shift? I think we’re going to see the maturation of corporate social responsibility. Call it CSR 2.0. Previously CSR is followed by the phrase ‘initiative’ which is corporate code speak for “a tactic to make us look good.” Values will need to go past words into actions. They will need to be built into the culture and business models of companies. And they will need to be open and available for the public to critique. The definition of a ‘public company’ will take on an entirely new meaning. The trends inherent in The Spend Shift also suggest that America is an emerging market for values-led innovation. People now shop for quality over quantity and seek-out goods and services from suppliers who match their sense of ethics. If consumerism (of all things) can influence ethics in the marketplace, capitalism could be forced to be about better instead of more. In this respect, the ‘Great Recession’ may end up being the best thing to ever happen to America. Lastly, it was quite an optimistic and encouraging experience to have interviewed the people and the businesses for this book, People are living the change that has taken place because of the great recession and prove that the consumer is adaptable, business is adaptable and the future is not as dim as it appears. - John Gerzema is Chief Insights Officer for Young Rubicam Group. He is the author of The Brand Bubble, and his latest book Spend Shift.   One of the early founders of account planning in American advertising, John has guided brand strategies to global business and creative acclaim. Previously, John ran Fallon’s international network and founded offices in Tokyo, Singapore, Hong Kong, and Sao Paulo. He holds a master’s degree in integrated marketing from the Medill School of Journalism at Northwestern University and a B.S. in marketing from The Ohio State University.

How Not to Manage an Introvert Marla Gottschalk

How Not to Manage an Introvert Marla Gottschalk Nordwood Themes @Unsplash Do you supervise individuals who would describe themselves as an introvert? If the answer is yes, you may want to take a moment to examine how you manage them. In many cases, we hold misconceptions about introversion which can lead to ill-fated supervisory decisions. Id like to help. While many people confuse being introverted with shyness â€" introversion is in fact, about how an individual handles stimulation and processes information. Those on the introverted end of the introversion/extroversion continuum, require a different set of workplace conditions to excel, and we need to become sensitive to their needs. Small changes in management and workplace elements, can transact into a more comfortable environment which is conducive to success. A few things to rethink: Putting them on the spot. It would be misguided to expect an opinion from an introvert at the “drop of the hat”. One hallmark of introversion is the need to sit with one’s thoughts and process information   â€" often far from the “madding crowd”. If   you offer an introvert a period of time to process, you’ll likely take full advantage of their skills. Publicly recognizing them. Stop yourself. Really. Many introverts would rather jump off a cliff than have attention shifted in their direction without notice. If they are about to receive an award or accolade, let them know what you are planning ahead of time. They’ll appreciate the gesture and have time to prepare. Teaming. It’s not that introverts are against teaming â€"   they would just rather contribute on their own terms. This means time to ruminate over issues on the table and offering a bit of a lull before they will jump into the conversation. To an introvert, teaming can become a bit of a workplace nightmare, in direct opposition to how they would normally approach their work.   So, be sure to offer opportunities for introverts to start the idea generation process before team meetings and allow points in the conversation where they can jump in. (Try pausing 8-seconds before moving to the next topic.) The power of a quiet space. You don’t have to be an introvert to appreciate a calm environment in which to process information. Incorporating spaces within your office design that allow for both peace and privacy, is always wise. (Read more about that here.) Someone leaning toward the introverted side of the continuum, will be forever grateful. They have nothing to communicate. By nature, introverts can be less likely to share their thoughts â€" which makes it even more important to check in with them regularly. Send them an e-mail, asking how their projects are progressing. They can reflect and respond on their own terms. Introverts cannot lead. Truth be told â€" you are dead wrong here. Recent research has shown that those on the introverted side of the continuum are more open to a differences in opinion than their extroverted colleagues. As a result, they are more likely to make more informed decisions. In fact, it has been shown their hesitancy to monopolize the conversation, can actually make them powerful team members. Sounds like leadership material to me. Are you an introvert? What workplace conditions help you excel? Dr. Marla Gottschalk is a Workplace Psychologist. She also writes for Linkedin and formerly at US News World Report.

A Teacher Resume Should Be Creative And Feature Examples Of Teaching

A Teacher Resume Should Be Creative And Feature Examples Of TeachingIf you think about it, the writer's job is to ensure that the teacher resumes written by the writer are of high quality and have an importance rating of high on your resume, which means they will make a positive impression on the hiring staff. While most people have their own resume writing company, not everyone knows how to work it effectively.Not only that, a professional resume writer will give you the assurance that your resume will be put through the test of time. No matter what the circumstances are that lead to you being a teacher, there is an easier way to learn the best way to learn how to use professional resume writing and get the job you want.There are various ways you can look for the kind of resume that will make a statement about your skills and experience in the classroom. The search will continue until you come across one that is complete and well thought out.As a classroom teacher, you should be usi ng the 'creative thinking' section of your resume as a tool to talk about how you used imaginative and creative thinking to solve a problem before it had any solutions. This will speak to both the hiring manager and your current or potential student that they can trust with their education. It is also important to note that a 'Creative Thinking' section does not have to mention a particular method to solve the problem.Discussion should be included to help emphasize the way you were able to think creatively thought about a problem and how you used to explore and think outside the box to find a solution. The focus of the resume is the candidate's imagination and passion for teaching. The excitement and desire to learn more about their subjects can be illustrated in the resumes.Writing sections that talk about the abilities you possess that would help students understand their subject better are also an important part of the resumes. Theapplicant should include some notes and examples in the body of the resume.These will make sure that the parents and a prospective employer understand that this is a student who has had a lot of experience working as a parent teacher, has a knowledge of their subject matter and can go on to help other students in their school. The author of the resume can also use examples that may include preparing curriculum materials, lesson plans, giving individual lessons and the like.While teacher resume writing is a huge responsibility, the writer should take the time to create a resume that speaks about his personality and creativity, and that he can easily communicate what he can do for this school. The resume writing process is an important decision that can set you apart from other candidates and make you stand out among the rest.

Questions To Ask At The End Of An Interview

Questions To Ask At The End Of An Interview Picture the scene. You’re taking part in an interview for your dream job. Sitting across from you are two managers from the company, who have spent the past half an hour grilling you on everything from what you know about the company to your past experience in the field. By the time the interview draws to a close, you are exhausted. Before you say goodbye, however, the interviewers have one final request, ‘Do you have any questions for me?’You have two choices here. Select whichever you think is the best option.A â€" ‘No, thank you, I’ve heard everything I need to know.’B â€" ‘Well yes, actually, I do have 1 or 2 questions I’d like to ask…’If you answered A, unfortunately you won’t be getting a phone call or a job offer. If you answered B though, you might just be in with a shot. In this blog, we’ll explain exactly why, and provide you with some TOP tips, on the importance of questions to ask at the end of an interview, and provide you with some smart question s to ask!What are the right questions to ask at the end of an interview?At this point you might be thinking that it seems extremely presumptuous to claim that you won’t get your dream job simply because you failed to ask questions, but the truth is that these questions tell the interviewer a huge amount about you as a candidate. It is just not the nature of the questions, but the fact that you are asking questions in itself tells the interviewer that:You are genuinely interested in the company, and want to know more about them.You are interested in working for the company, and care about them.Conversely, think about what not asking questions shows the interviewer:You aren’t particularly interested in the company/receiving any careers adviceYou haven’t really been listening.You don’t care enough about learning more information.In any interview, it’s essential that you can show the interviewers how much you care. Now, let’s look at the type of questions you should be askin g.What questions are there to ask at the end of an interview?The general rule when asking questions at the end of an interview is to try to limit them to 2-3 questions maximum. The reason for this is because the interview panel need time to assess and discuss your performance, and they also have other people to interview after you. I believe it is disrespectful to ask too many questions at the end of the interview, and will annoy the interviewer. Furthermore, asking too many questions could show that you haven’t been listening properly, and this will put the interviewer off even more.So, what questions should you ask? Here are some very effective questions to ask at the end of an interview:Q1. Whilst I wait to find out if I am successful or not at the interview, is there any further information or documentation I can read in order to learn more about the organisation and the role?This question is effective because it demonstrates that you are keen and enthusiastic about the job, a nd that you are eager to learn more. It shows that you genuinely care, and that you are interested in making yourself the best possible fit for the role. As such, it will go a long way towards impressing the interviewers. Hiring mangers are looking for candidates who are willing to work hard and put in the extra effort. By showing them that you are willing to do this even before you have been accepted, you are showing them that you are exactly the type of candidate that they are looking for. This is one of the best questions to ask at the end of an interview.  Q2. If I am successful, will there be an opportunity for me to gain career progression/career advice and also undertake any continuous professional development in the role?This question shows that you are intending to stay with the organisation for a long period of time, something which will be really attractive to the hiring manager. They will not want to recruit someone who is intending to move on after just a few weeks or m onths. Remember that employers are always thinking of long term success. Building a company around loyal, hardworking employees who want to stay and progress up to the higher levels, will allow them to achieve this.  Q3. Do you have any concerns about my ability to do this job?This is a bold question, and on first glance might be a little offputting. However, it’s actually a very powerful and great question to ask. The reason that this is such a good question is because a) it gives you a chance to alleviate any concerns that the interviewers b) shows the interviewers that you care about improving yourself to meet their standards.Other Products You Might Be Interested InIf you have found this blog useful, then you will LOVE our fantastic and FREE interview resource. Packed full of incredible tips and information, this is the ultimate guide on questions to ask at the end of an interview. This entry was posted in Career Videos, Interviews. Bookmark the permalink. Richard TRAIN STATI ON CUSTOMER SERVICE ASSISTANTKey Stage 2 SATs â€" A Parent’s Guide to KS2 SATs Exams

Get hired by telling them your stories - Hire Imaging

Get hired by telling them your stories - Hire Imaging I’ve been sharing ways to sell oneself in a job search, which I believe to be a non-negotiable. There’s a powerful three-step process to help you sell your benefits to those who can help and hire you. In my last post, I shared Step #1: Give them reasons to want you. Step #2 is really more than a step. Storytelling is an amazing talent and art. The world loves a good story. It can be what differentiates you from the sea of candidates when at first glance, you’re all the same. Like many skills, it is practiced and perfected. But everyone has great stories, including you! Job Search Sales Step #2: Tell Them Stories About Yourself Of course I’m not referring to the campfire or slumber party variety, nor am I suggesting that you tell creative fibs or hype things up. The stories I want you to tell are those about you. Giving them reasons to want you is critical to grabbing your audience’s attention. It’s a good beginning, but dont stop there. Now you need to give a richer, “can-almost-see-it” depiction of what you’re capable of. I believe the best way to do this is to tell stories from your past. I’m your listener. And I’m saying, “Prove it to me. Make me care.” Sure; you tell me you’re good at this or that. Okay. I’m waiting to hear more. How did you get good at it? Where did you do it? What was the impact? Why did it matter? If you can’t back up your claims with anecdotes, I may not believe you.   So, tell me a story. My client John shared how he believed one of his stories landed him an offer as Membership Coordinator with a public radio station. It went something like this: “While you no doubt have some qualified candidates for this role, I think you should hire me. While earning my degree, I worked my way up to Member Services Coordinator at the ABC Athletic Club. I knew how to keep members happy. I organized tournaments, coordinated clinics for injury prevention, kept a constant stream of customer socialization and recognition events flowing, and even came up with good equipment deals for members. One rainy day, several members were hanging at the juice bar complaining about lack of cross-fit training. I stepped up to the bar, asked questions, took notes, and got that programming in motion. When they griped about feeling tired in that program, I introduced a pre-class warm-up that received raves. When they were unhappy with inflation and rising costs, I established a referral program offering discounts. I took care of them. I will take care of your people too.” John’s interviewer told him later that his story was mesmerizing and in a nutshell, convincing! It didn’t try to “explain” in analytical terms why John was a good hire for this job. What if John had said “While you no doubt have some qualified candidates for this role, I think you should hire me. I’m good at it. It’s a match with my business degree and administrative background.”? Well, I think (and so does John) that he would have fizzled. John told a story that explained without having to explain. He showed himself to be a problem solver tuned into the membership’s pain. He divulged what he had done and led the interviewer to believe he could do it again. What if you don’t believe you have a story to tell? Before you throw in the towel because you don’t have a story to back up the skill or quality that you profess (I’ve never worked with that type of customer or situation), perhaps you can relate it to the open job. Sam’s story for retail corporate buyer job: “As youth director, I’ve purchased supplies and equipment for our church for over a decade. It’s run the gamut from pencils to a youth van. Funds are tight for a small church like ours. I have done a lot of negotiating with vendors for best terms and pricing. I know what it’s like to source and make a deal, and how important it is to develop relationships. No, I’ve not been a corporate buyer of cheese; but I have no doubt I would get ABC the best product, service and value possible.” Sometimes reaching back for a story to show a positive trait will get their attention. Even when you are not qualified. Meg’s story for the unqualified university director: “I know that on paper I may not be the most qualified person for director at ABC University’s Women’s Center. But I noted that many of your staff and those served are in their late twenties to mid-thirties. As a daycare provider for 12 years, I became quite an expert on this age group. I advised them on going back to school or career moves as their kids grew a bit older. They shared their fears and dreams with me. I was both their cheerleader and accountability partner. I know what their issues are and how to address them.” Yes, other candidates had more experience on paper, but Meg landed the job. As your listener, I want some evidence that you can back up what you have said about yourself. A story convinces me, because it is believable and provides concrete examples of skills you have used and problems you have solved. Go out into that great night armed with stories! Next time, I’ll share Selling Step #3: Cultivate your social skills! Photo: umjanedoan