There are some things you should know about lawyers. For the most part, we’re suspicious (both by nature and by training), detail-oriented, and risk-averse. That means law firms and legal departments tend to be conservative work environments. That’s the audience of your legal resume. Knowing your audience is important because resumes are essentially marketing documents designed to get an employer to call you in for an interview, so targeting your resume toward a specific type of employer and a specific types of job increases the chance your resume will be successful in its goal. What makes an employer want to call you? Well, the employer has a specific need that he’s looking to fill. That need has a technical, “hard skill” component (for example, ability to speak fluent French), but also a “soft skill” component (for example, ability to work well in a team). Further, the employer is also looking to see that you understand his industry, business model, and corporate culture. Certainly you know that your resume needs to demonstrate both your hard and soft skills. But whether you’re aware of it or not, your resume is also demonstrating to the employer your understanding (or lack thereof) of his industry, business model, and corporate culture. So, how do the differences between legal resumes and business resumes reflect the differences between lawyers and business people? The Pitch. Business people are often selling themselves to potential employers as creative innovators who have delivered specific results in the past and who can therefore be counted on to achieve specific results in the future. On the other hand, lawyers can be creative problem-solvers also, but they are primarily selling their experience, expertise, and most of all their professional judgment. This difference affects the entire tone of the resume. The Look. A talented resume writer can use smart layouts, different fonts, color, highlighting, and graphics to make a killer business resume that can really help to open doors in the business world. The problem is these strategies don’t work well in the legal world. Lawyers tend to be late-adopters and so the hiring attorneys I’ve talked to are nearly universal in their criticism of these looks. Unless you’re applying to work in a firm or company that prides itself on being cutting edge, hiring attorneys want to see what they’re accustomed to seeing: Times New Roman-like fonts, black text, simple bullets, and minimal graphics. Your resume is not the place to introduce them to new techniques (however meritorious). The Structure. The best business resumes use some form of the STAR (Situation, Task, Action, Result) or CAR (Challenge, Action, Result) formulas bolstered with quantifiable achievements. This structure doesn’t translate well into the legal world. Most legal activities have no readily quantifiable component, and many times the results aren’t just due to the attorneys’ skills (How difficult is the case? Are the law and facts in your favor? Are your clients and adversaries reasonable?). Also, unlike a lot of professionals, lawyers have mandatory ethical rules enforced by their bar associations and the courts that prevent them from promising results, creating false expectations, implying they can achieve specific results, comparing their quality of services to other attorneys, etc. The Language. Lawyers are trained to be advocates, and to use facts and language to their advantage. They have a limit, however, and that limit is lower than business people’s. They’re suspicious about language that seems “salesy,” exaggerated, or overly technical. Be wary of trying to impress them by using superlatives and unnecessary legalese. Junior attorneys in particular have to be very careful not to appear to take credit for successful team efforts. So while your resume is a marketing document, it needs to market you very carefully. The Attention to Detail. Some lawyers boast about their near-OCD attention to detail. It’s part of what makes them good attorneys. When it comes to resumes, it means that they can be even more sensitive than other employers. Punctuation, formatting, typos, organization, parallel structure, flow, inconsistencies, and focus are important in any resume, but they’re critical in legal resumes. Remember attention to detail in language isn’t just desirable for attorneys, it’s a minimal job qualification. Legal business resume difference image from 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!).
Could your employer branding strategy use a boost? We can help!
Check out our employer branding services today and start attracting the right talent to your organization!
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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