What makes finding a job in 2016 different from finding one in 2006?

High School Musical was the best-selling album that year, Helen Clark was the Prime Minister, and to really put this into perspective; the iPhone didn’t even exist in 2006. (The first generation iPhone would go on to be released a year later in June 2007.) One of the biggest things that has changed in the last 10 years is the way people find jobs. Let’s look at 2016 versus 2006 with a focus on job seeking and recruitment.  Mobile It’s no exaggeration to say that the iPhone and Android have changed the world in a major way. Many of us couldn’t fathom the idea of going a day without our smart phone. Mobile has also completely revolutionised the way people are interacting with their job hunt. Statistics indicate that the majority of online content consumed by people is via mobile. For employer this has huge implications about advertising to their potential candidate pool. All businesses need to have an online mobile presence otherwise it is extremely limiting the way it can do business. Employers need  to be where their audience is and where they are consuming content. Those places are social websites, websites of interest and apps! Uberization The term uberization takes its name from the company Uber which has completely disrupted the global taxi industry by creating a business model allowing private drivers to be paid for providing what is essentially the same service as a taxi. Technology is replacing the ‘middle man’. With the advent of internet and smartphone apps, people and businesses now have the opportunity to instantly connect in way they never could before. An example of a business creating this kind of disruption in the employment sector is New Force. Rather than posting an ad on a job board or in paper you can now search a community of profiles then match with job seekers who fit your exact criteria. These include skills, and location then review their profiles and send an expression of interest. For job seekers in 2006 the job hunt might have involved trawling through hundreds of ads on a job board, or looking at Saturday employments ads in local papers. In 2016, all you need to do is enter your details such as skills and location into a database like newforce.co.nz, then be matched to specific jobs that are suitable for you. Social Networking In 2006 Facebook had 12 million users and looked like this. Today, Facebook has over 1.65 billion profiles of active monthly users who consume content via the website, communicate via messenger and upload and share images via subsidiary Instagram.That is a huge pool of people with endless granular targeting opportunites. For job advertising this means  you can specifically target potential candidates based on the industry they work in, their interest and hobbies, and their location.  Technology is replacing the ‘middle man’. Choice With the advent of technology solutions people now have the ability to more easily find work that matches their skills rather than simply their experience. Emerging players in the jobs sector such as New Force provide a platform for graduates and entry level job seekers to find and match with jobs via a profile that includes their skills and relevant details. Allowing employers and job seekers to match directly based on specified criteria removes the time needed to decipher whether the candidate had the skills and aptitude neccesary to do the job.  Show employers you have the skills to do the job –  Find out how; www.newforce.co.nz

Communication is crucial to any situation, no less for job seeking. But you might be doing it wrong.

"Take a step or two forward, lads. It will be easier that way." These were the last words said by Irish Nationalist Robert Erskine Childers. He was being executed by firing squad. Despite the grim nature of the situation it was a genius example of meaningful communication. What Childers displayed so brilliantly in his final moment is that effective communication is about being interested in others rather than just saying things that are interesting. This is a distinction people generally fail draw when they are trying to communicate. A good comparison is on the profiles of thousands of people using social networking sites. The internet is full of vacuous contributions of continuous nonsense.  People tweeting what they had for breakfast, or posting a video captioned “OMG look at this video of my 18 month old draw a circle”. This kind of communication is limiting. The only way you can respond is with a seemingly redundant “like” or perhaps a comment saying “that is so cute!”. Though it’s easy and you might get a moment of self-gratification following your circle drawing 18-month-old getting 3 likes, it doesn’t achieve much. This kind of communication can only elicit a limited response.  Real and effective communication is two-way. Now think about how this affects you as a job seeker. As someone with a goal you need to understand how what you are communicating is going to prompt the person looking at it to do something. As a job seeker the response you want to prompt from an employer is a positive one. You want an employer to position you in their mind as a potential employee. To do this you need to be effectively engaged with the job you are applying for. You need to be able to give potential employers the ability to see how you will add value to their business. The language you use on your New Force profile should reflect how you add value to the prospective employer’s business. Reflect on your skills tests and how you well you did, where are your strengths and where do you excel?   Then, apply this to your video intro and written bio. Consider how you are communicating this.  Rather than say something limiting such as  ‘I have 3 years accounting experience and am familiar with MYOB’ Consider saying it like this: “As someone who is proficient in Microsoft Excel and has experience using accounting software, I could add real value to your business” The main point is that if you want to be considered seriously you need to go beyond simply trying to be interesting, and actually communicate how your interest in the position relates to your skills and experience. To be an effective communicator you don’t need to write Shakespeare or have the superbly humorous vernacular of a 20th Century Irish Nationalist. We’re all guilty of taking the easy road and just stating what we know, the real value is creating a path for prospective employers to come back to you and stand out from the rest. To learn more or to get more tips and advice, check out www.newforce.co.nz/advice

New Force Quick tip: Social media and job hunting.

95% of graduate job seekers in New Zealand are on sites like Facebook, Twitter and Instagram every single day. The advice we usually hear is make it private! Don’t let employers get a chance to see what you get up to outside of work. We’ve all been guilty of a few late nights sadly documented on our Facebook and Insta feeds. Our number one piece of advice is be smart. Social media is all about how you use it. You should share content that highlights your accomplishments and qualifications in a positive way. Highlight things such as travel, graduation, family, and achievements. If you choose to share content publicly on social media, make sure it’s working to your advantage. Facebook and other social media generally allow you to hide individual posts or photos, so anything that could potentially be viewed by an employer as unprofessional should be hidden. If you do want to keep your Facebook personal, then you can develop your New Force profile. New Force allows you to upload a picture, record a video introduction and write a bio so employers can see a 3-Dimensional view of you that they can’t through a CV or job board. For more tips and advice head to New Force.co.nz/advice – to find how we can help you find your first job. www.newforce.co.nz

Five benefits of hiring a graduate

 Whether you’re a small to medium sized business or a global conglomerate, graduates have many valuable qualities that can be beneficial to the success and bottom line of your business.

Here are 5 key reasons to take on a grad:

1. They are excited.

Leaving uni or high school, people are ready to take on their next challenge. For most that challenge is finding employment. Grads usually work their hardest to make a good impression and are keen to make it onto the first rung of the employment ladder.

2. They are open to different ways of working

Grads come into their first job without any preconceptions about entitlements, working hours, or attitudes to ways of working. Young workers will have a different perspective of the world to their older counterparts, often with a deeper perspective of cultural trends.

3. Grads are a blank canvas.

They offer a fresh perspective. Grads are primed to absorb all the information you teach them. This is their first experience they have in the professional world, you have the opportunity to train them and get them to fit into the business how best suits.

4. They are the iGeneration.

Today’s graduates have grown up not knowing what a world would be like without internet and communication driven by advanced technology. With a proficient knowledge of social media, this can be incredibly useful for your business and marketing.

5. Remuneration Cost

Often one of the appealing aspects of a job for grads is the value of experience they gain. This means they are often willing to work for a much lower salary than those who are further into their careers. This saving on staff salary could be financially beneficial to your business.

To match with the perfect graduate, search on New Force. New Force is a platform designed for you to search for the candidate who has the skills, personality and aptitude that is right for your business.

To get started, post your assignment to www.newforce.co.nz today and create a shortlist of candidates in minutes.