Boost Your Profile with MyPrint®
You just completed your MyPrint® assessment, you recognize your strengths and reviewed your personality radar — now what? Luckily for the Talentobe community, there are unique ways to use your MyPrint® results to boost your profile for potential employers, within your network, and possibly to foster internal mobility. In The Hard Truth about Soft Skills¹, David Lambert, the president of Pinnacle Placements, sheds light around the importance of soft skills in hiring, saying “Hard skills will get you the interview — soft skills will get you the job.” To help Talentobe’s community land the job and achieve their career goals, we’re here to provide additional insight on using your MyPrint® assessment results to enhance your resume and boost your LinkedIn profile.
Validate Your Soft Skills with Talentobe
When updating your LinkedIn, creating your resume, or even during a job interview, it’s easy to speak to your soft skills, such as being “detail oriented” and “determined.” However, for recruiters and hiring managers, the ability to validate this before making a hiring decision isn’t foolproof. With MyPrint®, you’re able to change the way you present yourself by backing your soft skills with science. At Talentobe, when developing the MyPrint® assessment, our team of experts utilized premier industry practices, such as IRT scoring (formally known as item response theory scoring) to test and enhance the assessments validity, and also gained an accreditation from the American Psychological Association (APA) to establish credibility and ensure our assessment provides meaningful, scientifically-grounded, results.
Supercharge Your Resume with Soft Skills and Professional Behaviors
When creating your resume, there are a number of ways that can utilize MyPrint® to show your strengths. To do so, we suggest that you add a Talentobe specific soft skills section to your resume. Additionally, you also have the option to download and provide recruiters, and/or hiring managers, with your full one-page report.
For examples on how to use MyPrint® to enhance your resume, see the below examples:
- From the Profile section of the Talentobe app, take a snapshot of your personality radar and include it in your resume.
- From the one-page report, list our top three personality traits and provide the ranking visually from your percentage on the personality criteria pole. You can go one step further by including a brief description of what this trait means, based on the description in the one-page report.
- From the one-page report, insert a snapshot of your top three professional behaviors exhibited.
Showcase Your Uniqueness on LinkedIn
With nearly 675 million members on LinkedIn², Talentobe can be used as a tool to make your profile unique and provide further insights into who you are. To add your MyPrint® profile, or your one-page report, you can use the “Feature” section of LinkedIn to add an image, or PDF, with a brief description (as seen in the images below). We suggest adding a snapshot of your personality radar or the full one-page report. In the Feature’s description section, you also have the ability to add the full URL link to your Talentobe member profile.
Through Talentobe’s application directly, you also have the ability to post your Talentobe profile to your feed on LinkedIn (as well as Facebook and Twitter), by clicking the appropriate social icon as found in the upper right side of your Profile page:
Now that you have the right tools to share your soft-skill insights in a more meaningful way, take another look at your profile and the one-page report. Of the results provided, and our recommendations on how to share your results, pick items that best highlight your professional strengths and allow you to present yourself to potential employers, or just generally within your network, in a unique way that is tailored to you.
Haven’t taken the MyPrint® assessment yet? Set aside 25 minutes, in a non-distracting space, and click “Take the free test” on our company website (www.talentoday.com) to begin.
For more information about our science and product, visit our company website or you can reach out to us directly at contact@talentobe.com.
Sources:
- Mark Tarallo, 2019, The Hard Truth About Soft Skills, Society for Human Resource Management (SHRM)
- “About LinkedIn,” LinkedIn Newsroom, https://news.linkedin.com/about-us#statistics
The ROARing Twenties at Talentobe
To be honest, at Talentobe, the new hire experience means entering into a workplace of organized chaos. As many rapidly growing companies can relate to, having a world-class employee experience means that you’re in a balancing act between fostering employee development and driving business results. For Talentobe, we didn’t do it without some help. Following Talentobe’s acquisition by Medix in late 2018, the team adopted a new ambition for achieving results as a double bottom line company, meaning that we focus on both our profit and purpose.
Why do we do what we do?
Early in 2019, the team sat down and asked one simple question, “Why do we do what we do?,” to better understand the purpose of why we really come to work everyday. On an individual level, the Talentobe team is home for industry experts, ranging from software development, to cognitive science and operations, but being a double bottom line company means getting to the unified core of why each person has decided to put their passion into Talentobe. On its surface, the question posed a number of answers from “to provide the best psychometric assessment” to “having the best user experience”, but getting to the true core — our core purpose — it came down to the single idea of “empowering growth.” For our team, we come to work each day to empower the growth of the clients and members that we serve, but also to empower the growth of each other by putting our core purpose at the forefront of our employee experience.
Rally for Success
Working on the Talentobe team, each person is given the freedom to contribute to cross-departmental goals. It may seem out of character for a developer to be updated with sales objectives, but at the end of the day, our goals are connected. Meaning, all people are given visibility into company-wide goals and can contribute by making connections or sharing past experiences, thus winning as a team.
With our departments being highly specialized, creating a proper outlet hasn’t always been easy, but we’ve been able to make strides by offering an open platform through company meetings and communications, while providing an open invitation for feedback. Our team’s contributions are without a doubt how we achieve success, but following those contributions with recognition is key.
Recognition creates space to reflect on how we achieved success while celebrating the wins. It’s important to note that recognition can come in many forms, such as a ROAR (statement of recognition) or a cruise down the Seine, but no matter the size of the success — or the size of the recognition — it’s important to stop and celebrate.
The Only Constant is Change
By the time this article is published, it would be no surprise if within our team, or product, something has changed, but that doesn’t scare us. Change means that we’re striving towards our goals. Product development doesn’t stop, client needs change, and technology improves, so it’s safe to assume that employee needs are evolving in sync. Adopting an idea of constant change has allowed us to take a holistic approach to our employee experience. Remember the balancing act metaphor at the beginning? At Talentobe, our employee experience is a combination of industry best practices, business needs, and real employee feedback, with the goal of fulfilling our core purpose and ultimately people choosing the Talentobe team as their employer of choice.
To date, we’re not far into 2020 and it’s been a busy year for Talentobe — while some may call it ROARing! With a beautiful new office and growing team, we look forward to keeping our chaos organized, employees engaged, and product innovative as we take on the new year.
If you’re looking for more information on joining the Talentobe team, contact our HR department at recruitment@talentobe.com and or visit our Welcome to the Jungle page for current openings!
2018 Outlook for Talentobe Manager
Talentobe is always looking ahead and continues to expand its features in order to help you make great decisions! Our 2018 roadmap is packed full of new ideas, which will revolutionize the way you look at employee development and mobility. Our interface will also receive an upgrade — get ready for a whole new Talentobe Manager menu design!
Here’s a list of just some of the things you can expect in the upcoming year:
1. Career Next Move
Career orientation, planning and mobility… Talentobe’s Career Next Move will put you on the track to even greater success at work by recommending career options based on your current soft and hard skills. Balance what you know with what you’re good at and what you’d love to do!
Whether you’re looking for a fresh start or you want to build on your current experience, this feature will allow you to match your hard and soft skills to your dream job!
2. Development Profiler
Have you ever wondered how your goals, behaviors and personality have evolved throughout your life? As your work responsibilities change and as life events happen, your priorities shift. The Development Profiler will allow you to track these shifts by displaying the evolution of your soft skills and goals over time.
3. Team Profile
These days, much of the work in an organization is done collaboratively. As Aristotle said, “The whole is greater than the sum of its parts.” Discover your team’s inner workings, behavioral strengths and weaknesses, and bring the right people together based on their soft skills. This profile will help you to boost your team’s effectiveness, foster innovation and avoid interpersonal issues.
4. New navigation
For a more practical and intuitive use of your Talentobe Manager, we’re planning on fully redesigning its navigation. The new menu will better showcase its features and uses.
Let us know what you think of those ideas, we’d love to hear your feedback. If you have any questions, you can get in touch with us on Twitter, LinkedIn or mail.
The future of recruiting: how to save time, money & stress.
How to Save Time and Money in the Hiring Process.
On paper, the candidate seemed great. But as you stare across the conference table at his disinterested, glazed expression, you wish you had a Doctor Evil button to press so you could watch his chair get swallowed by the floor. You’re a professional, though, so you finish your interview and politely escort him out after a wasted hour. What went wrong? He seemed amazing from his resume!
The average recruiter spends nearly 40 hours and over $1,000 to hire someone (1). And hiring the wrong person can cost a company more than $50,000 in lost productivity(2)! Companies don’t just have to handle replacement and re-training costs of the employee that didn’t work out, but a mismatched employee will affect the entire team’s morale as they scramble to get that person’s work done. In 2012, 22% of recruiters reported that the reason for their bad hires was because of “insufficient talent intelligence.” Issues and personality traits came out after hiring that the recruiter didn’t expect. Recruiters in today’s fast paced quota-filling atmosphere have a limited amount of time to get to know candidates extremely well. Efficiency is critical.
So how can recruiters speed up the process and hire the right talent the first time? Using psychology-based testing prior to interviews can give recruiters important insight into a candidate’s personality. Most of us at one time or another have taken the old-school, popular “Myers-Briggs” test and gotten the four-letter acronym that “matches” us (a.k.a. tries to fit us into convenient little boxes) — any other ENFJ’s out there? But that test was researched and developed in the 1940’s!
Today, recruiters need to understand what drives today’s workforce, and more importantly what motivates them at work. Instead of being placed in a generic box, recruiters should be able to match candidate’s traits and motivators with the team and the company’s unique culture to see if they will make a good fit.
Using a modern psychology-based tool like Talentobe Manager, that was developed with the traits of today’s workforce and the uniqueness of your company in mind, means you have personalized insights by professional psychologists! Really knowing who your candidate is, what motivates him or her, and how he or she will fit on a team, in a role and at your company — before they even come in to interview — will save countless hours and dollars interviewing, negotiating, and potentially re-hiring
And you won’t need your Doctor Evil button after all.
Want to read more recruiting tips and tricks? Check out my blog page.
Sources:
- GetHired.com as reported on http://theundercoverrecruiter.com/wp-content/uploads/2012/06/how-much-hire-graphic.jpg
- http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=12/13/2012&id=pr730&ed=12/31/2012
HR Hack: The Secret to Tying Down Millennials.
Where will all the grads go?
And more importantly, will they stay put? Nearly two million members of the Class of 2016 in the U.S. have hit the job market this summer, and the outlook is strong.
A survey from the National Association of Colleges and Employers finds that employers are planning to hire about 5 percent more new college graduates than last year, and the Bureau of Labor Statistics reports that the unemployment rate for those over 25 with a bachelor’s degree is 2.4 percent, less than half of the national average of 5 percent.
While the job outlook is strong, Millennials are looking for more than just a job — they want a career that they are passionate about. And they will not settle for anything less.
Millennials have different needs than previous generations.
According to a study from Bentley University, “Millennials have not rejected the corporate world, but they will seek other options, such as starting their own companies, if they cannot find workplaces that accommodate their personal values — prominent among them time allocation, relationships and job security.”
How to attract the best Millennials to your company
In order to recruit and retain Millennials, you first need to understand their needs. It is essential that companies invest in their candidates from the very beginning… and that means getting to know them — inside & out. This generation has been described as everything from self absorbed to free spirited.
While making sense of Millennial preferences might seem like a tall order, a simple personality questionnaire puts it within reach. HR managers and recruiters can now use a psychometric assessment to uncover a person’s motivations, leadership style, and more.
This is a vital resource for understanding the mindset and strengths of today’s college graduates. I reached out to a recent grad who was on the hunt for a job she could invest herself in. As a millennial in the tech start up world, Addison wanted to see just how accurate this assessment was at gauging her unique needs.
Addison noted, “my motivation radar was spot on. Without relating to others on my team coupled with a strong work life balance, there is no amount of money that can keep me happy at a mediocre job.”
But these are just Addison’s unique results, employers must find ways to meet expectations of the new generation’s vast and diverse motivators.
Investing in employees is more important than ever, especially if your company plans on retaining them. To get a better idea of what a millenial will need to be a glowing and fulfilled asset to the team; it is best to do the extra work during the interview process, or you may see them heading for the door.
Simple as 1, 2, 3–3 Steps to get started in your career search
The moment has come. In just a few months you will graduate and be ready to enter the workforce and be what they call a ‘responsible self-sufficient’ working adult. The future is in your hands. But where to start. You have your degree and for the last few years you have been focused on learning about things that interest you, training to achieve certain skills, meeting deadlines, getting good marks, and preparing yourself for graduation amongst other things.
The world of work can be quite a culture shock. And according to a study done by Talentobe over 59% of students don’t even know what they want to do. Career advisors know that graduating students that clearly understand not only their skills, but their personality and more importantly their motivation for work will be much more apt to find a job. A job that not only is a good fit but leads to better productivity and long term success within the company.
And employers recognize this. Recent research done by Forbes shows that 88% of employers are actually looking for cultural fit over skills and degree when hiring. So prospective employers want to know not only who you are and your general personality type but also what motivates and excites you about working for the company.
Getting started with some simple steps will not only help to steer you in the right direction but it will allow others to help guide you to the right career. So get started by:
1. Know thyself
Know who you are, clearly identify your skills, your personality type and what motivates you. Understand your strengths and weaknesses and the gaps that exist. Learn what types of jobs would be a good match for you based on your skills, personality and motivation. By taking the Talentobe simple online assessment you will be able to have a roadmap for your career search and to share with guidance counselors and advisors. This online career guidance assessment is free, it takes 11 minutes and will identify your assets, strengths and motivations getting you on the right path to a more fulfilling and successful career. Over 72% of students that took the assessment found it informative and useful in their career search.
2. Brand yourself
Build your online digital brand. All prospective employers will Google you before they interview you so make sure you are in control of what comes up. By building a comprehensive LinkedIn profile you will be able to showcase you, your degree, the role you are looking for and all your relevant professional history. And go deep on building your profile — include volunteer work, projects and any and all part time work to showcase who you are and what you have achieved. And not only does this help you find jobs but it helps the jobs find you. Companies are using social media to source and recruit talent like never before.
3. Network, network, network
According to a report from ABC News, 80% of today’s jobs are landed through networking. And in fact through the course of my career — I rarely have hired someone that didn’t come as a referral from someone somewhere. Leverage your family, your friends, your professors, your guidance counselors, and your local associations to learn from them and get introductions to people. Always remember to pay it forward and share in helping others network too.
So get started today — its as easy as 1, 2, 3 — take the Talentobe assessment, set up your LinkedIn profile and schedule your first networking coffee. And let me know how it goes.
