5 Steps Recruiting Departments Can Take to Prepare for the GDPR

5 Steps Recruiting Departments Can Take to Prepare for the GDPR The General Data Protection Regulation (GDPR) is set to come into force in May 2018 and it is up to businesses to ensure that they are compliant with the new rules. The regulation is being brought in to ensure that companies better protect the personal data of their customers, staff, and other individuals. It is important for recruitment departments to understand their role in the business becoming compliant, so here we look at five things you can do to prepare for the GDPR. 1. Understand how the GDPR applies to recruitment The first thing that your recruitment department needs to do to prepare for the GDPR is to understand the details â€" you cannot prepare for something without knowing how it applies to you. For example, the GDPR is designed to protect the ‘personal data’ of individuals â€" but what counts as personal data in this context? Personal data covers names, contact details, online identifiers, identification numbers and anything related to physical, physiological, social, economic or cultural identity. In a recruitment department such data could include a job applicant’s: CV Employment history Educational history Evidence of the right to work References Pay details Any time that you collect, hold, use, and share this kind of information relating to candidates for roles or current staff, your recruitment department is subject to the rules of the GDPR. 2. Establish what data you and hold and how it is stored Once you are clear about your department’s compliance obligations, you need to begin to take practical steps. The first thing you need to do is conduct a review and audit of your current systems to understand what data your business currently processes. See  this helpful GDPR guide  to help verify your preparedness. It is essential to building an understanding of how you collect data, where it is stored, how it is accessed and how long it is retained. With this information, you can start to understand how data flows through your business and identify areas of risk. For instance, does your organization have a process for permanently erasing the personal information of all unsuccessful job applicants? 3. Assign budget and resources to achieve compliance The GDPR is a big deal and you cannot simply assume that you can carry on as normal For a large majority of businesses, changes will be necessary to achieve compliance. For example, you may need to introduce new systems and processes. This means that the business as a whole will need to make resources and budget available to allow the changes to be implemented. As the recruiting department is one of the many that will be affected by the GDPR, this may involve sacrificing a portion of the budget. 4. Review contracts with third-party suppliers Does your recruiting department work with any third parties such as external agencies and HR services? If it does, it is vital that you closely review the terms of new and existing contracts and look carefully at how these providers use and store your data. See  GDPR Checklist for Third Party Agreements for more information. 5. Train staff properly Some businesses consider that the GDPR is an issue to be dealt with by the IT team, but it is actually the case that everyone in the business has a responsibility. This is especially true of the recruitment department where employees will be regularly party to highly sensitive information. Training staff about what is expected of them in order to comply with the GDPR rules is highly recommended. Something as simple as a member of staff clicking a malicious link in an email can provide cybercriminals with a way into your organization’s systems. Providing full training to the recruitment department, and all other areas of the business will help to reduce data security. About the author:  Mike James  is an experienced business writer specializing in HR, tech, and cybersecurity. On the latter, he has contributed to many of the leading publications both online and in print such as StaySafeOnline, GlobalSign, TechLondon and more.  

The Importance of Writing Your Resume After 12 Years on a Job

The Importance of Writing Your Resume After 12 Years on a JobWriting your resume after 12 years on a job is a delicate task that not many people consider until it's too late. The reason for this is that no matter how well you have done your job, there will be cases when you might be passed over for another applicant.It's not uncommon for companies to review their employee's resumes and make adjustments to the job descriptions, especially if the job was advertised on the internet. Another common reason is that an employee might have been laid off. The salary that they were making before being let go may be higher than the starting salary after a layoff, but the company may decide to rehire the employee for a lower salary to offset the money that they were losing by letting them go.Before you begin writing your resume, be sure to prepare a list of accomplishments that you've had throughout your career. Use this as your introduction paragraph in your resume. Also, put your name at the t op of your resume to give employers an idea of who you are, and of how experienced you are in the position that you're applying for.Research your former employer by going online. There are online databases that compile information about a company's employees. If you haven't worked at your former employer for very long, you can use their site to search for job openings. On the other hand, if you've worked there for a long time, you'll want to take advantage of the company's database to update yourself on any new job openings.Take the time to send out your resume to all the current employer that you know about. A simple phone call is all that is required to reach all of them. Make sure that you've also updated all of your personal contact information with them as well.You might find that by sending your resume to every current employer that you know, that you run into some problems. For example, your resume may be sent to a group of people who may not have the same qualifications for the job that you do. Be sure to think carefully about the information that you include in your resume and what you omit.If your resume has several years of experience but none of your previous employer can provide you with that information, try contacting them instead. In fact, you can usually find the previous employer that you used to work for through the city or town where you lived.Lastly, be sure to make changes to your resume as you move from one job to the next. Some jobs require you to be more qualified than others, which is why it's important to keep a fresh perspective on your resume. Eventually, your resume will be ready for submission to employers.

Letter of Recommendation Template for a Coworker - Algrim.co

Letter of Recommendation Template for a Coworker - Algrim.co Letter of Recommendation Template for a Coworkers

Your Resume is Becoming a Relic

Your Resume is Becoming a Relic If someone asked you for three words that sum up your reputation, what would you say? How would other people describe your judgments, your knowledge, your behaviors in various situations? In a recent TED Talk, The Currency of the New Economy is Trust, author Rachel Botsman explains why the answers to these questions are becoming profoundly important. She explains that we are in an age where your reputation will soon be your most valuable asset. Career-wise, it used to be that your resume was your most valuable asset. In many cases, it was the sole vehicle used to measure whether or not you were hire-worthy. We already know this is no longer the case. As social media use has exploded, a hiring manager can now do some minor detective work via Google to supplement your resume. And yes, maybe even to rule you out entirely. But that’s not exactly what Botsman is talking about when she says, “Reputation data will make the resume seem like an archaic relic of the past.” Shes saying that someday not too far away â€" although there are still a number of details to be worked out â€" our online reputations will become the primary vehicle for others to evaluate us. Even in offline situations like banking and job hunting. An expert on Collaborative Consumption the power of sharing through network technologies â€" Botsman gives examples of businesses like airBnB, WhipCar, and TaskRabbit. These communities essentially connect strangers into doing business together. Afterward, the individuals involved submit reviews on one another, creating reputations based on actual behavior and performance. Botsman says that the real magic behind the collaborative consumption marketplace isn’t inventory or money, it’s using the power of technology to build trust between strangers. “Businesses like these are built on personal relationships, versus empty transactions,” she states. “Trust and efficiency are always the critical ingredients.” While you might have difficulty seeing how an online reputation could actually replace the type of information you present on your resume, check out sites like Stack Overflow or Quora. These communities have reputation structures based on their users’ demonstrated skill sets, and according to Botsman, they have gained the attention of recruiters. And because reputation is the measurement of how much a community trusts you, Botsman foresees that the future will be driven by an effective aggregation of reputation. Possibly with each of us having ownership over some kind of “reputation dashboard” that paints a picture of our reputation capital. She calls it “a priceless window into how someone really behaves and what their peers think of them.” 3 Quick Things You Can Do to Help Your Career Reputation 1. Ask for a LinkedIn recommendation. Because what your peers, clients, and managers have to say about you carry much more weight than what you can say about you. Feel free to suggest a particular trait or skill of yours for your reviewer to focus on if theyd like some guidance. 2. Regularly  Participate on Quora, answering questions related to your career field.  While helping someone who posted a question, you get to showcase your knowledge and experience to a wide audience. Who knows what kind of connections you might make along the way? 3. Create your own reputation dashboard.  Buy your personal domain name (firstnamelastname.com) and use it to highlight your career accomplishments along with any reputation data youre already developing in online communities. This approach might duplicate the content of your linked in profile, but it gives you much greater flexibility to showcase your skills, abilities, and online activities. Heres Botsmans full TED Talk, The Currency of the New Economy is Trust. Enjoy! Image courtesy of Terry Johnston.

How to Write a Fashion Resume

How to Write a Fashion ResumeWriting a fashion resume can be tricky because of the various constraints that you may come across. It is crucial that you write it in a manner that can be easily understood by the employer.For one, employers these days are under a lot of pressure because of the new rules implemented by the U.S. Department of Labor. As a result, they are looking for an applicant who can demonstrate that he or she is not only knowledgeable about their business but also committed to its growth.The company is expecting a resume that will hold potential. You have to come up with a resume that demonstrates this kind of commitment. You can start by writing down the areas of expertise that you have.One of the most important things that you need to include is your relevant experience in the field. This would be very helpful for the employer to know about your work history. The more relevant your work experience is, the better.Of course, you can always add other experiences that a re related to the job that you are applying for but in general, it is better to focus on the core experience in the fashion. Being able to provide information that is most relevant to the specific position that you are applying for would surely be appreciated by the employer. Therefore, include the pertinent information that will definitely attract the attention of the reader.Besides being written in a manner that can be easily understood by the employer, your resume should also be professional in nature, in accordance with the nature of the industry that you are targeting for. This will help in creating a good impression on the reader.There are a lot of ways in which you can learn how to write a fashion resume. You can ask for assistance from a writing company that can provide you the best copywriting services. Or you can also utilize a number of resources that are dedicated to the craft of writing.Do your own research and you will find many excellent resources online that can help you out. There are many free writing tutorials that can be found online that can teach you how to craft the perfect fashion resume.

Do You Deserve Your Great Success - Kathy Caprino

Do You Deserve Your Great Success As a career and life coach for women, it’s not often these days that I’m surprised by women’s behavior. I know women â€" especially midlife ones â€" quite well, or so I thought.       But I must say, I’ve been rocked recently by a potential finding that’s emerging as I conduct my research study on Women Succeeding Abundantly.   About the study, I’m conducting a qualitative research study with over 100 working women across the country, ages 25 to 75, who are experiencing abundant success on their terms, and are thriving and living joyfully. Here’s the official description of the study: This qualitative, in-depth study focuses on women who consider themselves highly successful in life and work, and have advice and lessons to share with other women about achieving success, fulfillment, and well-being and living with a sense of passion, power, and purpose. The target audience resonates with the statement: “I know what I want in life and work, and I am achieving it on my terms and with great success.”   The results of the study will be dedicated to expanding our understanding of the specific choices, actions, behaviors and thinking that help women across all generations achieve abundant success. A trade book and a variety of education and coaching programs will be among the offerings. (If youre interested in learning more or participating, please let me know!) So heres the thing I’m getting the inkling as I move forward that women are MUCH more comfortable talking about how things are not what they want in their lives, than they are sharing about their successes.   They just dont want to come forward and admit, Hey, Im really successful! A great new colleague of mine â€" Viviana Sutton of Work Her Way â€" shared with me that when Shirley MacLaine won her Oscar in 1984 for her role in “Terms of Endearment,” in her acceptance speech she was certainly grateful, but also said “Thanks, I deserved this!”   I checked it out on YouTube, and loved it! (here it is: http://www.youtube.com/watch?v=WqSEH_bVRz8) Nuggets of Shirley’s speech… “I don’t believe there are such things as accidents.   I think that we all manifest what we want and what we need.   I don’t think there’s a difference really between what you feel you have to do in your heart, and success â€" they’re inseparable…Films and life are like clay waiting for us to mold it, and when you trust your own insides and that becomes achievement, it’s a kind of principle it seems to me is at work with everyone…God bless that potential that we all have for making anything possible if we think we deserve it.   I deserve this.   Thank you!” From that sentiment of her feeling of deservedness (which I think she offered a bit tongue in cheek), there was great backlash â€" in other words, people thought “How dare she say she deserves to win!” Wow…I guess we better not even whisper  that we’ve earned our great success and that it’s deserved â€" that’s simply not acceptable, particularly for women. What I do know is that hundreds of women contacted me when I was researching my first book Breakdown, Breakthrough  about their professional crisis and breakdown.   They longed to share their stories of challenge and turmoil.   It was healing for most to come clean about how things weren’t working, and talk about how they overcame or handled their crisis.        And Im thrilled that they did I know from direct experience that telling our stories of challenge can heal our lives (turning our mess into a message is a cathartic experience).   But what about talking about our successes?   Can’t this be strengthening and empowering as well?   Can’t we access important parts of ourselves and be inspirational to others in the telling of our success stories, just in the same way as telling our tales of woe? I’m thinking â€" but I’d love your help here that this reluctance in women to talk about their success may have a number of contributing factors, including perhaps that women: 1) Don’t recognize or “feel it” when they are successful 2) Don’t want to sound as if they’re bragging 3) Have as a top priority their sense of connection and relationship to others, and don’t want to alienate anyone who isn’t feeling successful 4) Don’t want others to envy them 5) Don’t want to jinx their success by speaking openly of it 6) Don’t want to sound like they are “more deserving” than anyone else 7) Aren’t sure they really measure up to some outside standard of “great success” (“Wait a minute, am I really that successful?”) The women who have come forward to tell their stories of great success in my research study so far are courageous indeed I’m so grateful to them!   Their stories have been anything but conventional â€" they’ve been about vulnerability, surprise, risk, heartbreak, practicality, ingenuity, and being a “finisher” â€" going the distance through the challenges and fear. So help me solve this mystery, would you?   Here’s my informal poll below â€" I’d LOVE your comments: Kathy’s “Abundant Success” Poll: 1. Are you: Male Female 2. How successful do you feel in your life overall: (   ) Very (   ) Somewhat (   ) Not at All   Why?__________________________ 3. If you feel “very” successful, how likely would be to talk about that to: Your family                                     Very         Somewhat                 Not At All Your friends                                   Very         Somewhat                 Not at All Your colleagues                      Very         Somewhat               Not At All A researcher (like me)       Very       Somewhat               Not At All 4. What might hold you back from discussing your abundant success?  Thanks for sharing!!    My mission in my work has just shifted this very minute while writing this â€" it’s now about helping women claim out loud their great success â€" to help them get over their reluctance to speak about it openly and enthusiastically, and to teach other women how to openly embrace the beauty,  joy and fulfillment of abundant success.     In the words of Shirley MacLaine â€" you deserve it!

The First 90 Days Why Temporary Staffing Is A Permanent Solution for Small Business

The First 90 Days Why Temporary Staffing Is A Permanent Solution for Small Business 35 Flares 35 Flares 90 days: that seems to be the magic number of days that a new hire gets to prove his meddle. It is both a honeymoon period and a trial period all rolled into one. During that time, the newbie is given the benefit of the doubt, whatever benefit there is in doubt. He can make a few mistakes. He can get at least one major thing wrong. But somewhere along the way, the pressure starts to build. The manager is watching every little thing. At some point, the reality sinks in. This job is not yet won. Everything is still on the line. It all comes down to the first performance review. That is when you really know if you’ve got the job. It is an awkward time, both for the new hire and the employer. Regardless of the screening process, there is no way to know for sure if you have hired the right person for the job. You will absolutely know in the first 90 days. But by then, you have already sunk a lot of money into training, benefits, and taxes. Hiring someone after only looking at a few pieces of paper and a thirty minute conversation full of canned questions and answers is a risky business, especially for a small business. Many small businesses do not have a large investment in HR staffing. Sole proprietors often find themselves hiring based on gut feelings. What they need is a staffing agency that can take on the bulk of the liability for things like payroll and talent acquisitions while staying on top of the latest workforce trends relevant to your industry. Here are just a couple of reasons why temporary staffing might just be your permanent solution: Firing Someone Is Tougher than You Think A temp agency allows you to evaluate a worker’s fit for your company for a 90 day (try before you buy) period. There is no exploitation in this arrangement because the particulars are clearly stated up front. The talent signs on with a staffing agency. They get assignments at various companies, doing various tasks, for a specified period of time. From their perspective, if the contract is for 90 days, that is all they should expect. Signing on with the company after that is always a possibility, but not a contracted expectation. The employer can renew the contract, or bring on someone else. Maximum flexibility is maintained. Being able to let a worker go without having to fire them is the position you want to be in as a small business owner. The reason for this is that firing a person these days is a lot tougher than you might think. Consider this cautionary tale of an unhappy engineer being fired from GE. It ultimately cost them $10M. That is because the law favors the fired. There seems to be as many protected categories of people as there are categories of people. That can be a particularly expensive lesson for the business owner that happens to fire a litigious racial minority, female, disabled, or religious person. Using a staffing agency to screen out potential problems before making the hiring decision can be a business saving strategy. Flexible Talent Acquisition How many people will it ultimately take to run your business? during the early stages, you probably have no idea. Hire too many, and you are paying a lot of money for people you don’t yet need. Hire too few, and nothing useful gets done. But what if you could hire no one, and just call for 25 workers when you need them? That is what a good staffing service allows you to do. This type of flexibility is especially important for seasonal businesses. During the big season, you need a lot more staff at all levels than you do during the rest of the year. It is unethical, not to mention, expensive, to hire a bunch of people for the busy season without making it clear that the work is only temporary, then fire them when it is over. This benefits no one, and could cost you millions. Rather, place a call to your staffing agency and put in an order for the extra workforce you need for your busy season. Even after you have populated your workforce at an appropriate level, you can still use a staffing service to fill in the occasional gaps. A key person takes maternity leave, or sick leave, or jury duty, or military duty. Their job is secure, but it still needs to be done while they are away. For these, and numerous other good reasons, temporary staffing should be part of the permanent solution for small businesses.