Customize this Outstanding Sample Insurance Resume 15

Customize this Outstanding Sample Insurance Resume 15Customize this Outstanding Sample Insurance Resume 15Sample Insurance ResumeCreate Resume Qualifications Excellent social and communication skills, can lead projects and be part of greater team efforts Experience in graphic arts and advertising, well versed in web design, print advertising, and Photoshop Substantial Sales experience in outside sale and telemarketing A background in absatzwirtschaft, understand the importance and concept of evaluating and appealing to a target market A firm grasp of accounting and finance, accurate and accountable at all timesExperienceBankers Life and Casualty Company (07/04-Present) Bellevue, WALicensed Insurance Agent Proficient in all of the companys products, including Long-Term Care, Life Insurance, and Annuities Researched, identified and successfully sold to potential targeted clients through company provided leads, referrals, and through extensive cold calling Made over 300 cold calls per week, planned and led fifteen appointments per week, and maintained client base of over 200 Bankers Life and Casualty Company Clients. Provided mentorship and training to many of the new agents, based on my leadership, performance, thorough company product knowledge and experience Consistently in the top ten producing agents during promotion months in a branch of over seventy agents Implemented strategies to increase production and the effectiveness of training programs Received regular quarterly bonuses based on productionWrightFlight of Wheaton (05/03-05/04) Wheaton, ILBusiness Proprietor Created a small business, based on need and personal interests Restored and marketed fine art lithographs of the First Flight Maintained a website and obtained booth space at several of the countries largest fairs and air shows Generated over $15,000 in the first two monthsVector Marketing (05/01-12/01) Wheaton, ILSales Representative Presented and performed product demonstration Worked to develo p a large client base and generated referralsEducationPurdue University (2000-2004) West Lafayette, INBachelor of Science (2004) Sales Marketing major, Organizational Leadership and Supervision MinorUniversity of Wales Swansea, UK (2001)Studied one semester abroad, completed classes in Business and HistoryState of Washington Licensed Insurance Agent (2004)State insured in Life and DisabilityCustomize Resume

This picturesque state is now paying people to move there

This picturesque state is now paying people to move thereThis picturesque state is now paying people to move thereDo you love maple syrup? What about skiing? Or Ben and Jerrys ice cream? If you said yes to any of those things, then it may be time to move to Vermont.But even if those perks arent enough to entice you, heres another one As of Jan. 1, the state will pay you up to $10,000 over two years to relocate to Vermont if youre an employee who works remotely.TheRemote Worker Grant Program is an attempt by Vermont legislators to incentivize remote workers to move to their state. To qualify, individuals must work full-time for a company based elsewhere and do fruchtwein of their job from Vermont.The initiative comes after Vermonts population has stayed flat or even slightly waned, according to The Associated Press. Vermont also plays host to an older demographic than most states, withthe median age of residents at 42.7 years.These demographic shifts - familiar to European countries and cities as well as other parts of the United States where the population has begun to dwindle - gave a reason for the grant program, which provides people with an incentive that can cover moving costs, computer software and other on-the-job necessities for remote workers.The state has allotted $500,000 for such grants, and the application is now open. But hurry - grants are awarded first-come, first-served.So if you want to take a ski break from work or have the finest sharp cheddar as your afternoon snack, it may be time to consider a northward move to the Green Mountain State. If it was good enough for the von Trapps, no doubt its good enough for any of us. And should $10,000 sweeten the pot, all the better.

How Project Managers Can Write a Great Resume

How Project Managers Can Write a Great Resume How Project Managers Can Write a Great Resume It All Comes Down to Pain Points and KeywordsFolks like software developers and engineers have it easy when it comes to resumes They can list languages they code in, link to projects theyve completed, etc. Its a little tougher for project managers. So much of it is aboutwell, project management Going back to the gold-standard definition, its getting things done through other people. And that can be hard to pin down succinctly enough for a project management resume. Here are a few tips to helpWhat to focus onThink about pain pointsThe how of project management is getting things done through other people. The why of project management, on the other hand, is making the projects progress and completion look seamless to all of the various stakeholders. What are the fruchtwein common and/or annoying things that have come up during your projects? What things would your manager have had to deal with p ersonally if you werent doing the job? These are the project management pain points you solve, and theyre somewhat universal. Your list will probably include things like missed deadlines, poor work quality, contentious relationships between the team and the project owner, etc. The first step to a killer project management resume is to think in exactly those terms How your project management skills have solved your employers problems or, better yet, kept them from ever coming to their attention in the first place. Thats what your project management resume should highlight - the skills that enable you to solve those pain points.But dont forget ATSMore than 70 percent of todays job openings are filled through applicant tracking systems (ATS). Why? The primary reason is that recruiters get more applications than they could possibly review personally. Applicant tracking systems provide the framework for a database recruiters can use to identify potential candidates. But ATS systems are designed for recruiters, not applicants. They simply respond to the recruiters search terms. That means that qualified applicants might not be picked up if they dont use the saatkorn keywords as a recruiter. For example, many ATS systems treat acronyms differently than they treat the words they stand for. So the system your prospective employer uses might not recognize that MBA as the same as Masters of geschftliches miteinander Administration. The solution Like it or not, you have to deal with your prospective employers ATS first. If you dont, your resume might never make it to a real person. The key is to do it in a way that will still catch the eye of a recruiter once it gets past the ATS. That means going back to the beginning of this post and thinking about the skills you used to resolve the pain points associated with the projects youve managed. The next step is to take those skills the things that would interest human recruiters and compare them to the skills listed in the job description of the position youre applying for. binnensee which keywords in the job description mean about the same thing as the skills you used to resolve pain points, and put those words in your resume, along with specific accomplishments, especially those that can be quantified in terms of sales generated, time saved, etc. Sure, that means youll have to customize your resume for each job opening. But thats the best way to ensure that your resume showcases your strongest skills which is what a recruiter will be looking for while doing it in a way that an ATS will recognize.Sound like a tall order? It can be, but services like Jobscan can help. Jobscan analyzes both your resume and the job description to see how well they match. Next, they give you detailed suggestions on how you can optimize your resumes chances of getting past the employers ATS. Youll get recommendations for making sure your resume is structured in a way that an ATS will recognize like the MBA vs. Masters of Business Administration example and for making it more closely match the keywords recruiters use when they search. If youre starting your resume from scratch read through Jobscans comprehensive resume writing guide for a complete look at the process.Got a job in mind? Its the perfect opportunity to give Jobscan a try. Stop by today for a free analysis to see how your resume measures up.

What to expect on the second and third interview

What to expect on the second and third einstellungsgesprchWhat to expect on the second and third interviewUnderstanding the typical schedule and purpose of each round can prepare you to face each and give you an advantage in the hiring process.Before you hear the words, Youre hired, you will typically sit through three separate interview sessions at least.You prepared for the first interview. So youre prepared for the second and third interviews, right? Probably notlage, say human resources professionals.Why do they even require three or mora interviews? Wouldnt it be more productive for everyone to meet all the decision makers in a single session and avoid the duplicate trips and days off from your current job? Couldnt they ask you every question in a single day?Hiring professionals structure interview schedules with specific intent and each round has a unique purpose, said several human resources managers who spoke to Ladders. Understanding the typical schedule and purpose of each round can help you prepare for each and hand you an advantage in the hiring process.Weeding outThe first interview is strictly used to weed out candidates who stand out from those who simply looked good on paper ( resume ). Interviewers will try to ask questions to verify the claims made on a resume and the focus remains on matching the candidate to the basic job requirements - certifications, qualifications, presentation and salary.Its a high level chat, said Mark Johnson, HR manager for the Americas at Serena Software in Redwood City, Calif. This is where we are getting to know you, Johnson said. This is the phase where we say, This is what were looking for, and This is what we see on your resume that supports what we are looking for.Its a screening process, said Gia Colosi, director of human resources, at eMeter in San Mateo, Calif., another software maker. At this point were looking at whether you have the technical capability to do the work.Layers of a cakeThe second interview is where an interviewer will begin to press for examples of specific experiences that support the candidates claims to be the person presented in their resume.Think of it as layers of a cake, said Marilyn Monarch, group director for HR consulting and services at Citrix Systems. Were trying to find out the applicants work history for the last five to seven years If were talking a second interview weve got a solid candidate. Theyve moved beyond being a suspect to a prospect.Monarch said the type of question she likes to ask in a second interview is to have the candidate speak about a recent incident where they identified an area that needed improvement in their last or current position, and then to walk her through how they went about getting it resolved.Sometimes you get an impactful representation of what the candidate is about, she said. Were listening for experience and how they present their story.The second interview is also a time to ensure that the candidate understands the intricacies of the position, the work involved and the compensation, Johnson noted. I have to calibrate my expectations and their experience with what the job requires, Monarch said.Serena Softwares Johnson says one of the most important things for him in the interview process is honesty. For candidates its really important to be honest, he said. Be very honest. Be clear about your abilities, do not overstate. Were looking for instances where the applicant has done the things they claim. But if you cant answer quickly or honestly it quickly becomes apparent in the interview process and causes it to break down.Do your researchAnother key point for candidates returning for a second interview is that they know the company they are applying to.Be very aware of who we are as a company - what we do, what our market space is and what the team you are joining does, Johnson said.Robert Erzen, vice president of HR at Palo Alto Networks, a network security software provider, said, Its critica l that they know something about us. My advice is to take some time to go onto LinkedIn so they can even find a name they can drop of somebody who works here - the name of a friend of a friend even.Monarch says she likes to see that a candidate has done their homework on the company. It pays to show that they are very interested in the company. They ought to know who we are, what we do and whats the scope of our business. If they stumble or dont know anything, that candidates chances may be limited.Another tip from Monarch is that candidates study the companys Web site. Most corporate Web sites are robust and have lots of information. If the company in question is public, the financials as well as information about the products and services are all available online. Moreover, it also pays to know the companys competitive landscape, she said. In the initial interview we look very simply at whether the person can make an immediate impact on our business, Erzen said. Do they have the chops to join our firm? So we look for that twinkle or that passion. And we definitely look for people who can come in and bring ideas.The right fitMeanwhile, Johnson said when Serena asks a candidate in for a third interview it is to finalize their view of the persons technical competence.The final interview is to figure out if the candidate is the right fit, he said. And the final interview typically involves the hiring manager, someone from HR, and there can also be a team member and a higher level manager there. Johnson says he looks for candidates who can effectively challenge the status quo. Come with a little fire in the belly.Were looking for candidates who want to make a contribution and not just plug along putting a widget in the exact spot every day, Monarch said. We also look for people who can work in ambiguity. Citrix requires a lot of collaborative work so those who can work in a team setting have better chances.Of the HR professionals interviewed, Colosi was the only one who said they do four rounds of interviews. And the fourth is typically to meet the companys CEO to get his approval. But by the fourth interview, Youve already got an offer.Other tips? Avoid distractions, Erzen said. This means to silence your cell phone. And do not pull out a PowerPoint presentation unless youre looking for a sales or marketing position. With most any other role, its overkill, the HR pros said.Its very typical in the industry and probably for most companies to have a phone interview first, rather than taking the candidates time to drive out to the site, said Marilyn Monarch, group director for HR consulting and services at Citrix Systems.

Why Almost Everything Youve Learned About Best Objective for Resume Is Wrong and What You Should Know

Why Almost Everything Youve Learned About Best Objective for Resume Is Wrong and What You Should Know Whatever They Told You About Best Objective for Resume Is Dead Wrong...And Heres Why You need to not just catch the hiring managers eyeyou have to make sure they study your statement and say Whew Obviously, you cant know precisely what your prospective employer is thinking but by putting a small thought into it you ought to be able to discover what the ideal candidate could bring to a corporation within a specific position. Thus if you even want your resume to get read in full, never mind wanting to really land the job, you will need to reveal your suitability for the position as quickly as possible. Your resume objective is your opportunity to tell a quick story about yourself. A resume objective that could apply to anybody or any job isnt beneficial. Resume objectives can be a little controversial. In lots of ways, an objective replaces a lot of the detail you would place in your professional experience section. Then use a couple of main requirements in crafting the objective. Whenever you would like to emphasize that youre ambitious, that you understand what you want in a career, or you have the skills for the particular job, you could benefit from a resume objective. As soon as you understand what you have to give and the kind of jobs youre interested in, you will have the ability to compose your very best career objective. Your resumes career objective should state that youre trying to join a stable business in a position that would provide you with the chance to expand your understanding and improve your skills. As a result, while your resume objective should incorporate information on the career that you would like, you also wish to spell out why you are the perfect candidate for the job. Your resume objective, needless to say If you continue seeing a skill or tool mentioned you dont know a lot about, search for free or low-cost on-line cou rses on the topic to bolster your skill collection. To offer superior education to students. One of the risks of a resume objective is that you are able to focus too much on what you would like in your career, and not enough on how youll add value to the corporation. While its not a strict requirement to incorporate a resume objective in your resume, a well-written objective will be able to help you catch the interest of the recruiter. My goal is to find the job. The absolute most efficient objective is one which is tailored to the job youre applying for. Before you compose an objective, take into consideration the sort of nursing job that you need and the particular job that youre applying for. You can find this from the work summary section of the work description that the employer provides. When youre asking for work, your very first aim is to let employers know your abilities and talents align with the needs of their open position. Organizational skills and client service orientation. You might also have a peek at some useful resume keywords to further boost your resume. Watch the subsequent video to learn to compose the great recent-graduate resume for an entry-level position. Your objective statement is the very first thing theyll see and read, since its the very first thing on the webpage. In a resume the choice of a layout is essential. It is by far the most important paragraph in your resume so spend the opportunity to receive it right. If you wish to understand what things to put on a resume, this resume statement is vital. This statement should consist of one paragraph which not only includes what you aspire to achieve but what youve already achieved in your career thus far. You ought to have five objective statements.

Exploring the Increase of Virtual Workers -- September 2015 Roundup

Exploring the Increase of Virtual Workers -- September 2015 RoundupIs your corner office located in your own home? For many, working at home or even across the globe from the brick and mortar location is the norm. This schrift of work goesby many names, a few include telecommuting, remote work, or virtual work, etc. First, lets define the term. According to Wikipedia, Telecommuting is a workarrangement in which employees do not commuteto a central place of work. A person who telecommutes is known as a telecommuter, teleworker, and sometimes as a home-sourced, or work-at-home employee. In this roundup, we take a look at the rise of virtual work and why it is so popular within many industries.Living and Working in ParadisePicture this The sound of gentle waves crashing, a refreshing breeze flowing through your hair, and sipping on fresh coconut water. And get thisyoure at the office. In this article written by Bree Cowell, Support Consultant for JobAdder, this is her reality. Switch t he waves for monkeys playing in the front yard, but you get the point. Bree has been working in Bali, a.k.a. paradise for 2 years now and has been mora productive than ever. There is no wonder more and more companies are turning over a new (tropical) leaf, upping their cultural standards, and giving remote work options a try. Offering this type of workspace and work/life balance sets companies like JobAdder apart from the rest for sure. Where do I sign up?A great work environment = productivity via JobAdder WorkInParadiseClick To Tweet8 Keys to Leading a Dispersed Team to Maximum ProductivityAs virtual kollektivs become more common in the workforce, Martin Zwilling writes for Entrepreneur about how to go about solving collaboration issues many face when teams are off-site. Good hiring truly does lead to good teams, and having every member of a team on the same page across town can be a difficult task. In this article, Martin Zwilling offers eight tips to keeping your virtual team pr oductive. Solve problems with off-site team members with ansicht tips from StartupPro for EntrepreneurClick To Tweet6 Tips You Need to Know to Hire Awesome Virtual EmployeesHow does hiring for virtual workers differ from hiring for in-house employees? Six hiring experts weigh-in on how to hire the best remote workers.A few tips to keep in mind when recruiting for virtual employees includeKnow where to lookUse video screeningGet the team involvedHold a trial runTest for service skillsHave a conversationScreening for remote workers is oftentimes more difficult to assess skills and cultural fit, so these six tips utilized by professionals in the hiring and recruitment industry is a great starting point to ramp up your virtual hiring. 6 Ways to Hire Amazing Remote Workers via sparkhireClick To TweetThe War for Talent is Over What Happens Now?In this article written by Ben Slater of Beamery, he writes briefly about how some companies are using remote work as a branding opportunity for to p talent. Brand building is especially important for attracting those looking for relaxed company values that drift away from employment norms which could set your company apart significantly from others. Whichcultural values sets your company apart? via BeameryHQ RemoteWorkClick To Tweet5 Interview Tactics to Weed Out Bad Remote WorkersJennifer Parris, career writer for FlexJobs, explores five ways hiring professionals can better evaluate their remote work positions before making the hire. Know what to askPut them to the testTest tech-savvyGet a sense of their styleAssess their knowledgeNo matter the location of your business (or where your candidates will work), employers want to hire the best talent possible. 5 ways to better evaluate your remote workers Jennifer_Parris for PGI WorkFromHomeClick To Tweet7 Tips for Ensuring Maximum Performance While Telecommuting or Working from HomeOn the other side of the topic for those who are currently working remote, these 7 tips from iCIM S will without a doubt get you motivated to start your day as a teleworker While working at home is not cut-out for everyone, remote work can be incredibly rewarding if approached the correct way. And noworking remote does not amount to everyday pajama parties preparing and dressing as if you were going into the office is actually key for increasing productivityIf you work from home, check out these 7 telecommuting tips from iCIMSClick To TweetHow to Keep Remote Employees Engaged in Company CultureCompany culture is a tremendous selling point to prospective employees, and with virtual work environments on the rise, instilling the same company cultural feel to your remote workers is more important than ever. In this article, Spark Hire offers four ways to help your remote employees feel connected to the in-house company culture. 4 ways to keep remote employees engage in companyculture via sparkhireClick To Tweet If you found this roundup helpful, get your daily dosage of talent acqu isition-rich content by subscribing to the Spark Hire newsletter and be sure to follow us on Twitter and Facebook. Feel free to suggest content to be highlighted in the October roundup by commenting below.

Writing a Professional Introduction Email

Writing a Professional Introduction EmailWriting a Professional Introduction EmailManagers often write a professional introduction emaille to their new staff after starting a sttte. It is an excellent way to digitally open the door and show you are an engaging leader.If you are a manager or director, we offer these tips to make sure your email is opened (and read). Introducing yourself in an email to staff for the first time must make the proper impression.Use a welcoming subject line thats bedrngnis too spammyGo to your spam inbox and read the subject lines. You will see a particular style of writing that looks impersonal, fake, and generic. This is hardly the way to introduce yourself in an email.For your subject line, be engaging, to the point, use your name, and mention your job title. Remember the importance of interpersonal skills in business.Try this professional email subject lineIntroducing Your name New your job titleDo not make demands in an intro emailImagine how you wou ld feelif you received a professional introduction email from a new manager or boss like thisHi, I am your new sales manager. Here is what I expect of you in the first monthinsert demandsIt happens, unfortunately. Instead of starting off with a list of demands, try introducing yourself in an email by statingHow excited you are to be working together.Offering to speak with staff about suggestions and advice.What you look forward to at the company.Again, keep it brief. An introduction email should not read as long-winded. Assume your staff is busy and does not have time for long email interactions. You are showing respect for their time.Do not make assumptions in an intro emailYou are the new kid on the block whether a new employee or leader. However, there could be those in the company with many more years of experience and perhaps a bit more battle-hardened when it comes to your new company.If you begin to impose your experience through assumptions in an intro email, especially if y ou have not spoken withany staff yet, your new colleagues may start thinking you have no industry experiencesimply because you made false assumptions about the company and your duties.Every person goes into a new position with pre-conceived notions of what will happen. It is a safer idea to keep these assumptions to yourself unless specifically asked for insight, which would never happen in an intro email. After all, that is why the company made you do30-60-90 Day Plan for the interview process.Proofread and send a test to yourselfBefore emailing the entire staff, make sure your grammar is clean. Great Google Chrome plugins like Grammarly are an excellent help.You are writing a professional introduction email to staff. Typos and poor grammar make your staff question your attention to detail. People often assume a brave, impeccable leader knows how to use clean grammar.Next, send a test to yourself. Read it out loud to yourself. If you hate the way your email reads, trust your gut in stinct and change it.Use a simple font and size everyone can readIt is best to stick with what works for a professional introduction emailCalibri, Arial, Sans-Serif, or HelveticaAlso, do not make your resume fonts visible from outer space or only visible through a microscope. Try font sizes 10 to 14.The main reason for this is because font types and sizes appear different on all devices. Large fonts, or worse, typing in all caps, can knock people out of their chairs. It looks awkward, unprofessional, and a bit like your introduction email is yelling. The last thing you want to do in a professional intro email is yell at them, digitally.Watch the tone of your emailDoes your professional introduction email to staff read like this?Here I am Here is what I doOr does it read like this?There you are Tell me about yourself.Emails using the word I too often sound boastful and arrogant. Sure, people want to get to know you in your professional introduction email, but they also want to know y ou are approachable.Try cutting down on phrases that state, What I have done and this is why I am important. These phrases read too arrogant. Plus, staff already knows you were hired for your past experience.Instead, focus on statements of this nature, What we will do together and why each of you are important. You read humble and willing to work together. Humility is one of the strongest traits that make a leader strong and approachableFor career advice on what to write when its time to say goodbye, you can read How to Write Your Formal Letter of Resignation.

5 Career Resolutions Everyone Should Make

5 Career Resolutions Everyone Should Make5 Career Resolutions Everyone Should MakeWhen youre not happy at work, making a New Years career resolution is easy Get a new job. (Or, get a raise, snag that promotion, make it through a work week without using profanity- plenty to choose from.)But when things are going well, you should still be setting work-related goals for yourself. And what better time to do it than the new year?If you need some inspiration, weve compiled five career resolutions that everyone should make. Choose a couple or resolve to do them all- we guarantee youll set yourself up for success in 2012.1. Have an Annual Career Check-UpYou probably think about your job every day, but when welches the last time you really thought about it? Kick off 2012 by taking yourself out to lunch or coffee, and writing down how youre feeling about your career. What makes you happy, and what would you like to change? Is your current job really what you want to be doing?Or, at the least, is it helping you reach your goals? Also do some salary research- is your income in line with your field and position?Consider this process an annual check-up for your career health. If you feel good about everything- great But if tzu siche are things that could be improved, think about how you can fix them this year, whether thats taking on new responsibilities, working towards a promotion, or keeping your eye out for that next position.2. Update Your Resume (and Everything Else)Keeping your resume up-to-date is important for several reasons. For one, if a recruiter or a friend-of-a-friend calls out of the blue with a great job opportunity, youre going to want to have it ready to go. Plus, its a lot easier to update your accomplishments periodically, when theyre fresh in your mind, rather than trying to add in a couple of years of experience all at once.And while youre getting your resume in shape, go through the rest of your documents too- refresh your portfolio, edit your LinkedI n bio, and update (or create) a personal list of accomplishments (a running tally that you dont hand out, but thats helpful for talking points for cover letters and interviews). Also shoot your references a note to say hello- but really to make koranvers you have their updated contact information.3. Add a Bullet to Your Skills SectionEven if youre not adding a new job to your resume this year, you can still add to the other sections Make it your goal in 2012 to add at least one new bullet to Skills or Education. Are there technical skills that would make you more competitive in your field? Tools that could make your job (or your boss job) easier? A management class that would better position you for a promotion?For inspiration, check the LinkedIn profiles of your colleagues a step or two higher than you current position, and think about how you can add their areas of expertise to your own skill set.4. Expand Your NetworkContrary to popular belief, the best time to network isnt when youre looking for a job- its long before then. Why? Having a broad, diverse network already in place will make the job search that much easier- and besides, people tend to be happier to meet you when you dont have that desperate please help me get a job now tone in your voice.And before you say I hate networking and move on to the next resolution, remember that there are plenty of ways to make new connections outside of hitting the industry luncheon circuit. You could ask your boss to pay for a conference that looks interesting, ask a former co-worker and her new co-workers out to a happy hour, or, at the very least, join some LinkedIn groups.At minimum, try to meet one new person every month (youll have a dozen new contacts by this time next year). If youre feeling really ambitions, try Classy Career Girls 4x4 Networking Challenge to meet four new people and strengthen four existing relationships- every month5. Be More ProductiveThere are plenty of techniques out there to help peop le be more productive- check out the Pomodoro Technique, time blocking, and anything on WorkAwesome. Different approaches work for everyone, but I guarantee theres some method or trick out that will work for you, and help you save time, streamline a process, or just generally get stuff done a better way. So, make it goal to try at least four new ones this year, and see what works for you. (For bonus points organize your inbox so youre not spending an hour each day deleting Groupons and sale announcements.)Career advancement is a year-round process, but why not let the momentum of January help kick-start your success? Heres to a great yearWhat career resolutions will you be making this year?Check out more from Job Search Month at The Daily MusePhoto courtesy of David Joyce.

Recruiters Youre Measuring ROI Wrong and This is How to Fix It

Recruiters Youre Measuring ROI Wrong and This is How to Fix ItRecruiters Youre Measuring ROI Wrong and This is How to Fix ItIncreasingly, Talent Acquisition professionals are being tasked with measuring the cost effectiveness of their third party talent acquisition tools. And thats a good thing. If you arent measuring results, yourelikely wasting some money on a current source that could be reallocated elsewhere and yield better results for your company in the form of more applications and more hires. The more sophisticated companies we talk to, at Simply Hired, look at measures like Cost Per Applicant (CPA), Cost Per Hire (CPH), Cost Per Offer, or other measures that look at how much volume they are getting for a source versus how much money they are investing in that source. Still, weve found that many companies that are looking at the right KPIs are still measuring ROI wrong. Its all about the data they are looking at. If you arent starting with clean and accurate data, you can lo ok at the KPI of your choice regularly, but youre still making decisions based off incorrect assumptions.We see two regular themes that lead to incorrect data manual drop down menus and automatic tracking that blends free and paid candidate flow together.Manual Drop Down Menus Are Incredibly InaccurateMany companies rely solely on manual drop down menus to determine where their candidates are coming from. This means that during the application process, job seekers are presented with a question asking, How did you hear about us? and the job seeker is presented with a list of sources to choose from. Manual drop down menus are notoriously inaccurate. In fact, Allretailjobs.com ran a study and found that job seekers choose the wrong source 83% of the time (source). There are a number of reasons a job seeker will choose the wrong source. Sometimes they will choose referral to get to the top of the pile. Sometimes they will choose the first or last option to get through the question. Som etimes the right source isnt even listed in the drop down menu. Whatever the reason is, the bottom line is that if you are relying on data that is 83% inaccurate to measure ROI, your numbers are way off. Improve Accuracy With Automatic Source TrackingLuckily, many companies have moved away from manual drop down menus and have moved to automatic source tracking. With automatic tracking when a job seeker clicks on your job, they are automatically tagged as coming from the correct referring source. Removing self-selection from the process is a key step towards accurate data collection. Beware of Blending Your ResultsBut there are still problems with automatic source tracking. Yes, automatic source tracking does a good job of measuring where a job seeker comes from. The issue arises when you are looking at ROI. Sources like Simply Hired, and many other job aggregators, send candidates to your open positions even when you are not sponsoring your jobs. Remember that ROI means return on in vestment. If you are calculating your CPA and CPH and including your free results, you arent really measuring the return you are getting on your invested dollars. relying on blended rates, you may be misled by the data to invest in sources that arent as effective as they may appear. Think about this in general search you hear about Search Engine Optimization (SEO free results) and Search Engine Marketing (SEM paid results). They are always measured separately. The saatkorn thing should be done in recruitment advertising. The good news is that most Applicant Tracking Systems that have automatic source tracking allow for you to track sponsored and organic traffic separately. All you have to do is ask your ATS or your aggregator partners to help set it up. Here at Simply Hired, we do it all the time. If you are interested in learning more about how you can track results more effectively please contact me at salessimplyhired.com.Read the Full White Paper Recruitment Advertising ROI