The Power Of LinkedIn

The power of LinkedIn is amazing!

I just participated in a seminar conducted by my good friend Janette Toral who was demonstrating the power of LinkedIn as a recruiting tool. She also shared recruiting strategies for FB and G+.

People continue to undervalue the power of LinkedIn and really do not use it effectively for either recruiting or job searches. Janette posted her presentation on slideshare. Check it out!

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For me I ended up thinking about three points?

How do we recruit? Analyze our process and keep tweaking it.

Is the first question who do I know that would be perfect for this? Passively recruiting future hires is a non stop process.

Or is it if better post a new job ad? If that’s out primary strategy we are acting like a dinosaur.

Here are 4 things I’m instructing my management team to do:

1. Add everyone who views your LinkedIn profile
2. Post in groups
3. Blog and set to auto post
4. Use bullhorn reach’s free app to auto post

If we do these things everyday fir two weeks for as little as 30 minutes we will have a flood of applicants who want desperately to work with us.

DMAI – The Intelligent Small Business Outsourcing Solution

Over the past couple of years I have successfully consulted and partnered with a number of small call centers based in the Philippines. Most of my assistance has come in the form of analytics training and consulting, with a focus on making more data-driven decisions and optimizing reporting processes.

I’ve drawn a lot on my experience working with outsourcing projects while with Wells as well as the glorious failure or my own outsourcing company BPO Elite. And now to add to those, the amazing success we have having with DMAI in managing the rapid growth of a 40+ person outsourcing team of consisting of both home and office based staff.

Armed with these experiences and guided by a gifted management team, DMAI is now on the active look for more small business clients. We specialize in providing talent with above average analytical skills, who have been trained to make data-driven decision and are passionate about their work. The caliber of DMAI team members is not what you typically find in a call center employee.

We want to partner with a few more small or medium sized business who are looking to add staff overseas to complement their domestic operations. If you know someone looking to get started or is unhappy with their current outsourcing arrangement, maybe we are the partner they need.

Please Like us on Facebook at http://www.facebook.com/dmaiph to see what our team members and customers say about DMAI.

You can also follow my blog at http://www.dmaph.wordpress.com to learn more about our mission and purpose… to empower better decision-making through analytics.

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For a free consultation, please connect with us via the above channels or send an email to analytics@dmaiph.com

The Most Over Looked Metric In Recruiting

Which recruiting metric is most important to you?

This is something I am asked all the time and I generally go back to something I came across awhile ago. I have yet to find a better one…

“I am convinced that the most important metric and the only one I care to follow is; how long did the person I place stay with my client company? Are they still there, or did they leave? Were they promoted? Or were they Fired?”

Source: http://www.recruitingblogs.com/

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So, the metric we should be interested in improving is that of the success and tenure of our placements. How long do they stay? How well liked are they? How well do they fit in with the rest of the team? Do they get promoted? This is the true test of “Added Value” which is why companies hire recruiters.

I have hired over 150 people over the past few years and many of the best ones are still going strong, so we must be doing something right. 🙂

If you need help in your recruiting process, DMAIPH can help! My expertise with recruitment analytics makes me uniquely qualified to help you measure your most important requirement metrics.

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

Analytics & Decision-Making: The “Big Words” in my search of Work-Life Balance

When I first set up my business, one of my mentor’s told me to find three people who could be like mini-mes, who would be my disciples when it comes to sharing my love of analytics. I can truly say I have found one!

purple bLiss and eVerythIng ICE

Its been a while since I wield a pen & put my thoughts in writing, but guess slowing it down & having my thoughts recollected never failed to recharge me, thats why I’m having a new post after a long hiatus w/ this new home. 

I attended an Analytics Training w/ the guru, Dan Meyer (who is also my boss now) last week & little did I further realize that I unconsciously applied the principles in one of his topics in the training (4 Keys of Decision Making) in my life 6 months before I dive in an offer to work for him & his company,DMAI

2013 has not been a good or bad year either. It just made me realize further what i want, the challenge though is how i will be able to have it. I want to free myself from being a corporate…

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If I Were 22, My Advice To Myself Would Be…

https://www.linkedin.com/today/post/article/20140520112502-2484700-if-i-were-22-don-t-get-married-too-soon-and-always-make-your-boss-look-good?trk=mta-lnk

Like the one from my hero Guy Kawasaki above, LinkedIn is running a series of blog posts from online influencers. After reading several of them and thinking about it for a bit, here is what I would recommend to my 22-year-old self.

Can you find me?
Can you find me?

1. Travel More. 23 years later I have traveled a lot, but there are so many times I turned down chances to see new parts of the world. Nothing teaches you more than being immersed in a new environment.
2. Spend More QT with loved ones. Once they are gone, they are gone. As you get older you really will regret not spending more time with those you love.
3. Use Money More Wisely. Now I think about how much more good I could do in the world with the amount of money I’ve spent in my lifetime on needless things.
4. Treat People A Little Better. When you need to be a jerk be one, but when you don’t try to keep that impatient temper in check a little more often.
5. Keep one eye on the future, one eye on the present and know your past. Embrace the way you have always lived and will always live being able to shift perspectives and open yourself to the notion that anything is possible.
6. Just Keep Doing It. I’ve had many failures and frustrations in life, but in the end they have all added to my knowledge and my experience and made me who I am today.

However, given the blessing I enjoy and the life I have, I’d conclude with don’t change too much. You are gonna turn out pretty well!

What Exactly Are Recruitment Metrics?

A general definition of recruitment metrics is something like this, “standards of measurement that HR and Recruitment professionals use to identify, analyze and present important information regarding the hiring process.” Recruitment metrics are extremely important in both assessing the effectiveness of the recruitment process and in looking at the ROI (return on investment).

Traditionally recruitment metrics focus on two areas; cost per hire and time to hire. They are both looking primarily at only the impact to hire someone.

However, those metrics generally do not include a multitude of important data points that decision-makers need to know. For example things like candidate satisfaction and hiring manager satisfaction can help determine wholes in a process.

You can also use recruitment metrics to optimize the hiring process looking at things like distance to work, difficult of commute, and demographic data on what schools and courses provide the best employees.

Another are you can draw psychometric data from for your metrics would be on things like work ethic, career decision-making and employee loyalty to see who is successful in your company so you can find more like them.

The types of metrics you can use in your recruitment process are practically limitless.

Based on a recent survey I saw on LinkedIn, If we use metrics correctly, they achieve the following additional benefits:

  • Advance the relationship between recruitment and the hiring managers — align the RIGHT objectives
  • Provide credibility to the recruitment department by displaying that they understand the overall business goals and objectives
  • Define what is important and expected of each recruiter
  • Drive consistency in delivery of recruitment services to the organization
  • Provide a platform to measure recruiter accountability and performance.

Does your recruitment process have actionable metrics that can drive data-driven decision-making?

If you are having trouble with your recruitment metric, connect with me and I’ll help you make sure you are measuring the recruitment metrics that are key to your business.

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

All I Need To Know About Someone Is What Was The Last Book They Read

I’m not sure where I picked that concept up from, it’s probably a variation of a famous quote whose author escapes me. But for me there is a lot of truth to the statement. When you find out the last book someone read you can tell a lot about them. When you get them talking about it you can gain incredible insight into who they are and what motivates them.

In my case I picked up a book at the airport for my flight and to help me get into trainer mode. The book I picked up was Decisive, a business management and leadership book by the Heath brothers. It was on the top of a lot of 2013 lists and I had heard of it before. Once I started reading it, I quickly saw some key points I could roll into my next analytics training class.

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Here are some of the key points:

> Most decision are made in an instant and are often just a choice between two options.
> Although helpful, Pro and Con lists are limited in their effectiveness.
> Most business decisions, when looked at a few years later, were failures.

In the book the Decisive, the authors list four tips to help make better decisions:

1. Widen Your Options by eliminating factors that put artificial limits on our choices.

2. Reality-Test Your Assumptions by taking them out of our head and into the real world.

3. Attain Distance Before Deciding, which means don’t rush and gain other perspective.

4. Prepare to be wrong, the willingness to take risks is a challenge for all of us.

Its a great read, pick it up.

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

Workshop On Decision-Making For Better Work-Life Balance

I was recently asked to put together a workshop on work-life balance for BPO employees.

Here is the meat of it:

Via a real-world focus, this workshop will provide a wide range of information designed to empower BPO and Call Center staff towards a healthier work-life balance.

> Work-Life Self Assessment – Participants take a short self assessment to help them determine where they currently are in terms of work-life balance. Individual results are compared to industry data.
> Information on Health and Wellness – Using hands on exercises, we will share information and demonstrate some examples of how to monitor one’s own health and wellness and discuss the importance of being healthy and well in order to optimize work-life balance.
> Current Trends in the BPO Industry – We will discuss several key trends in the BPO Industry that have direct impact on work-life balance decision-making.
> Making Good Decisions – Participants will be instructed on various techniques to improve both their own work-life balance decision-making as well as drive for more work-life balance in within the organization.

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Ten Tips to Make Your LinkedIn Profile Stand Out

There are over 300 million members on LinkedIn including about 3 million in the Philippines. You can use LinkedIn to do a lot of things to enhance your career including:

> Manage your professional identity.
> Build and engage with your professional network.
> Access knowledge, insights and opportunities.
> Share your company’s brand and culture.

Most People still have not taken advantage of all the things LinkedIn has to offer. Here are Ten things you should be doing to optimize your profile:

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1. Define yourself.
2. Have a great picture.
3. Add a summary.
4. Use of keywords.
5. Ask for recommendations.
6. See who has viewed your profile.
7. Join groups.
8. Mention volunteer work.
9. Connect to people where you want to work.
10. Stay active, post, follow and share.

Want some ideas on how to buff out your profile, check my All-Star profile. Hehe!

https://www.linkedin.com/pub/dan-meyer/4/771/675