I had the opportunity to watch this movie again (having not seen it for more than ten years) and I enjoyed it just as much the second time. If you have not seen the movie, this analogy might be a little hard to grasp, so you may want to rent it before you continue reading. About a day or so after I watched it, I interviewed a candidate for a finance position. As he replied to my questions with his well-rehearsed answers, it occurred to me that he could benefit from the lessons of this movie. If I had to sum up the movie in one word, it would probably be "heart." The athlete (played by Cuba Gooding Jr.) had the same skill set throughout the movie, but the press pretty much ignored him, regardless of his accomplishments - for one reason and one reason only. He didn't show any "heart." When he finally showcased his "human" side, he formed a connection with the crowd and reporters, then he suddenly received the recognition he deserved all along. I realized that this has been a universal theme among many of the candidates that I interview. Often, they are so focused on presenting themselves professionally or getting the right answer to the question, that they fail to display any personal attributes or positive energy that would make them stand out among their peers. Likeability and passion go a long way on an interview. While plenty of candidates may have similar credentials, what can differentiate you from the mob of other applicants is your ability to communicate verbally and non-verbally who you are as a person and a potential employee. I will give you an example: I was interviewing candidates for a trading assistant position at a billion-dollar hedge fund. This was a great entry-level opportunity for a recent college graduate, and the competition was fierce. After reviewing hundreds and hundreds of resumes, and completing phone screens with a select group, we narrowed it down to 10 candidates. They all presented well in the interview and had similar backgrounds: impressive schools, financial services internships, extracurricular activities, and stellar grades. However, the one candidate who stood out made a concerted effort to show some heart. Throughout the interview, his energy and the intonation in his voice were very positive, and when he spoke about his experience he made direct eye contact. He often smiled while he spoke about his internships, classes, and so on, and it intimated that he had taken away something positive from every professional experience. At the end of the interview, he thanked me for my time and said "I know that you must be interviewing many candidates for this role and they may have gone to better schools or had higher grades, but I am 100% certain that no one will work harder than I will to learn and add value to the team." He then gave me a very brief example of his strong work ethic and the interview ended with a firm handshake, warm smile, and his sincere thank you for my time. His personal attributes and positive energy are what differentiated him from candidates with similar backgrounds. Before an interview, it is imperative that you practice, practice, and practice some more to be ready for the most common interview questions. (A free recruiter-designed interview simulator is available on PrepareForYourNextInterview.com). But the moral of this story and my Jerry Maguire reference is that, once you have the content "down," make sure that your energy and personality come through as well. As a recruiter, I cannot emphasize enough how much these "soft skills" factor into the final hiring decision. So, remember this advice for every interview: your delivery is as important as the content, so focus on both! Author: Elisa Sheftic Photo Credit: Shutterstock
TikTok, the popular social media platform that allows users to make and share short-form videos, is not just for individuals looking for funny and entertaining content. It's also an amazing opportunity for employers to step up their employer branding efforts and engage with job seekers in a new and exciting way.
If your company hasn't considered using TikTok for employer branding, or you're on the fence about it, here are three reasons why you should incorporate TikTok into your employer branding efforts today.
Reach A New Audience
Think about your current employer branding strategy. You're probably reaching a pretty consistent audience in the various channels where you post and share content about your company. With TikTok though, you could reach a new audience every single day.
Depending on factors like hashtags, video content, and the sound you use, your videos will reach the audience most likely to interact with them, due to TikTok's insanely accurate algorithm. For example, if one day you post a funny video about your product to promote it and get people thinking about your brand in a new way, that video will reach users who have liked similar videos and content in the past. And then if on another day you post a video about your company's unique employee benefits, and mention that you're hiring, that video will likely reach a completely different audience, one that's full of job seekers.
Connect With A Younger Generation Of Talented Workers
Reaching a new audience might also mean connecting with younger job seekers. Although TikTok is for everyone, the vast majority of users are between the ages of 16-24. This means millions of recent college grads are using the platform—and are probably looking for their first "real" job out of school at the same time. Wouldn't you love to connect with young and talented job seekers and attract the right candidates to your open positions?
This younger generation is Gen Z, and in order to gain their attention and show that your company is modern and can keep up with the times, a TikTok account is almost essential. Nobody wants to work for a boring and outdated company! Think about how you can connect with a younger generation of talented workers with your current employer branding strategy. If there's some room for improvement, give TikTok a try.
Attract Job Seekers With Fun & Educational Content
The content you create on TikTok is what will determine how successful you are at achieving your employer branding goals. At the end of the day, TikTok is a great opportunity to attract job seekers who otherwise might not have thought about applying to your company for a job if they hadn't seen your videos or connected with your company in some way on the social media platform.
To attract job seekers, create fun and educational videos about your company, highlighting employee benefits, company culture, and unique job opportunities. Interact with commenters and followers. Consider what a job seeker's impression of you would be if they stumbled across one of your videos and checked out your profile. Is your company relevant? Why would someone want to work for you? What makes you stand out from other employers? Think about these questions when you add TikTok to your employer branding strategy to ensure your content is helping you attract job seekers.
As an employer, you need to stay on top of your employer branding strategy, using every tool out there to your advantage, or else other companies will attract more job seekers and you'll miss out on talented professionals of all ages. If you were unsure about the importance of TikTok in your employer branding strategy before, we hope this article motivated you to give TikTok a try. You'll attract the right job candidates (and have a lot of fun, too!).
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In this article, I'll provide you with an analysis user guide, complete with templates and examples and, most importantly, how to leverage this analysis during your strategic plans.
What Analysis Tools Should I Use?
There are tons of business analysis models that can help you better understand your business, but some of the most effective ones are the SWOT and PESTLE strategic analysis models.
SWOT stands for:
Strengths and weaknesses represent your company's internal environment—things that are happening now. They represent things that you have control over and can change.
Opportunities and threats represent your company's external environment—things that are happening in the future. They are things going on outside of your company and are not something you can control or change.
A PESTLE analysis can be done in conjunction with a SWOT to more deeply analyze the external section in the SWOT. It is more valuable than SWOT for longer term strategic plans. PESTLE stands for Political, Economic, Social, Technological, Legal, and Environmental.
- POLITICAL: Government policy, corruption levels, trade controls, import and export restrictions, taxation changes
- ECONOMIC: Exchange rates, disposable income levels, interest rates, unemployment rates, wealth distribution
- SOCIAL: Education levels, population growth rate, religious harmony, attitude towards health, social welfare programs, generational shifts
- TECHNOLOGICAL: New technology considerations, internet penetration, access to basic infrastructure, software privacy, technology competency of workforce
- LEGAL: Tax laws and regulations, labor laws and firing policies, copyright and anti-piracy laws
- ENVIRONMENTAL: Weather patterns, attitude towards recycling, attitude towards organic and green products