Settlement Demand Letter From Getty Images

Settlement Demand Letter From Getty ImagesSettlement Demand Letter From Getty ImagesA settlement demand letter is a formal offer from someone to enter into an agreement with them to settle a legal dispute. The terms usedin settlement demands usually ask an alleged wrongdoer to pay a certain amount of money with the agreement made that if they pay the amount demanded the individual or business will give up all other legal rights to take further legal action (including the right to sue you) for any claims they may have against you. About Getty Settlement Demand Letters If Getty Images has sent you a demand settlement letter asking for payment for using an unlicensed image(s) on your website, you have probably been sent two separate legal demands A cease and desist order (remove the images) andA settlement offer for you to pay them money and in return, Getty will not take further legal action against you. The cease and desist part is easy to comply with just remove all copies of the images from website and blog pages and the actual images files from your server. The sooner you do this, the more it will be to your legal advantage. If you are sued, a judge will look at whether or not you immediately complied with Gettys cease and desist order. If you did not complyor did not comply within a reasonable time frame, you may be held liable for more damages. Be sure to tell Getty in writing (or get the name of the representative at Getty you speak with if you tell them by phone) as soon as you have removed the image(s). The demand part is not as simple as the settlement offer may be inappropriately high, or you may believe you are innocent. It is important to consider a few things if you are deciding whether or not to ignore the demand Even if you did not place the images on your website yourself (i.e., your web designer did, or the image(s) came with a template you purchased) you can still be held liable for copyright infringement. Ignorance is not a defense and it will not get you off the hook.The law does not require you to pay the amount in the demand letter, and Getty will likely negotiate a lower fee if you push back, however, if you do not respond you could find yourself in deeper legal troubles including being sent to a collection agency, subject to constant harassment, or even get sued. Getty Images has a license befolgung department staffed by low-wage workers who are often law students and are not familiar with the nuances of copyright laws. For this reason, it is often very difficult to persuade Getty to stop pursuing you. If you cannot pay the demand,are being pursued falsely, are outside of a statute of limitations, or Getty themselves has not provided proof that they even have the rights to the images they are asking damages for, you should consider hiring your own attorney.

What is the single most important leadership quality

What is the single most important leadership qualityWhat is the single most important leadership qualityWhen people talk about leadership qualities, they often mention self-awareness, empathy, and social skills - traits associated with emotional intelligence.But does the data really support that? Throughout your life, how many of the leaders youve worked for actually had those qualities?There are just as many power-seeking, narcissistic, political-maneuvering experts who rise through the ranks.So, do leaders need to be an introvert, an extrovert, or something else entirely? It really boils down to one thing.The most important quality is convictionNot the blind, zealous conviction of an ideologue, but conviction born out of analysis and examination. Everyone wants a leader who can analyze a situation, pick a direction, and communicate it.Ladders is now on SmartNewsDownload the SmartNews app and add the Ladders channel to read the latest career news and advice wherever you go.There ar e a few reasons for thatPeople are really just looking for a point of viewMost people are analysts. They can examine a situation, develop a list of the pros and cons, and explain it to you carefully.But they wont tell you what to do next.I used to be this way as well. Im a very analytical person, and I always thought my best skill was analyzing and presenting information. I could tell you all the nuances and details of every situation. I knew the ins and outs of many different disciplines, and I could explain them well. I took pride in being faster with Excel than anyone else around by knowing 50 different Excel keyboard shortcuts- without having to andeutung a mouse even once.Thats not what people need, though.People dont necessarily need all the details. After a while, they trust youve done the background work thats required to make a decision. The question they need answered briefly is, What do we do, and why?Being able to present information clearly is a good skill to have. But having a point of view and conviction about the next steps is much mora valuable. The future is volatile and uncertain. Those who can point out a direction have a rare and valuable skill.People avoid having a point of view because its riskyWhen you take a stance on an issue, there are really only two outcomes youre right or youre wrong. There are shades of grey between the two, but people will always remember one extreme.I know, because Ive been wrong before. After I got my MBA, I was working in business development for a pharma company. I wasnt a discovery scientist, but I started a drug discovery project. It was something I believed in, and I convinced people there was an opportunity there.It didnt work out.Its tough when something you push for ends in failure. This fail didnt feel great, but I tried not to beat myself up for too long. The project actually turned out to be valuable later on, and it had an indirect flosse in helping another project move forward.The truth is, theres inherent risk in conviction. If you do turn out to be wrong, there may be consequences. And once you develop a point of view, people will attack it. Some people will vigorously dispute your stance, and youll be forced to defend yourself and your position.Consistently taking a point of view means youre going to be wrong at some point. The thing is, youre going to be right in a big way sometimes.You have to subject yourself to criticism if you want to accomplish anythingWhen we take risks, failure is possible. But so is success. Its not the number of times youre wrong that matters- its the magnitude of the upside that matters. Maybe the company develops a new drug. Maybe you get promoted. Or perhaps you just feel good about accomplishing something you pushed for.Whatever the case, you cant succeed if you never put yourself out there.Theres nothing inherently wrong with being an analyst, but leaders have to take a stance at some point. And as you start to do it more often, youll begin to hone your decision-making skills. After you fail, youll adjust. Youll be a little sharper the next time around.Yes, youll still fail from time to time, but you may also have some spectacular successes.So, try to worry less about your personal strengths and limitations, and get in the habit of taking a stance on issues. Being able to communicate your conviction advances what youre trying to do just as much as- if not more than- your personal characteristics.This post was originally published on Quora.

The Etiquette of Making Introductions

The Etiquette of Making IntroductionsThe Etiquette of Making IntroductionsOnce youve started to build up a respectable network in the working world, youll certainly find yourself with opportunities to connect the people you know. Maybe a friend of yours is looking to hire a marketing manager, and you know a great candidate, or maybe one of your new connections is interested in meeting one of your mentors or advisors.This is great. Its an opportunity to help out the people you know, strengthen your relationships with them, and also stay on their radar in a positive way. But theres an art to making connections among your network- and truth is, its leid always that easy to navigate when one of your connections is eager to meet another.Next time someone asks you for an intro, heres your primer on handling it with grace.Dont Make Cold IntrosRule number one Dont make an introduction to someone without asking her first. Cold intros are the virtual equivalent of planning a one-on-one catch-u p with someone, and showing up with another friend- theyre off-putting, and they can leave the recipient feeling off-balance, annoyed, and unsure of what to do next.Theres an easy way around this. Before making an intro, give the people involved a heads up. If a friend of mine wants to meet an editorial contact I have, for example, Ill send that contact a note first, to the effect of Hey, I wanted to introduce you to my friend Julia. Shes insert 1-2 sentences on her background. Ill send an email intro shortly This way, the recipient of the intro has some context and knows to expect the email from you.Now, depending on your relationship, there may also be times when its more appropriate to ask permission than to send an FYI. My friend Julia insert background would love to meet you- is it OK with you if I make the introduction? is entirely appropriate.Present an AngleWhen youre introducing people, presumably its because you think theres a reason they should meet. Sometimes this reason is one-sided, for example, if someone in your circle has asked you to connect her with someone at her dream company. Other times, its mutually beneficial- two people have expressed interest in meeting each other, or you see synergies between the companies theyre working for and think theyd get along.Regardless, you have a reason for making the introduction. So, when you go to actually make that intro, youll do both people a huge favor by stating what that reason is.This is helpful even if both people know why youre making the intro, because it gives them something to go off of when they respond to one another. On the other hand, Ive found that when I receive an email that says, Meet my friend- shes awesome, you two should talk, its hard to formulate a non-awkward response to the person Im supposed to meet. (Hey, nice to meet you- I hear youre awesome just doesnt cut it.)Be Aware of Power DynamicsAll relationships are not created equal. And as you expand your circle beyond your imme diate peers, you have to be aware of the dynamics amongst the people you know and the people youre connecting. Asking a senior marketing exec to sit down with the somewhat-aimless-but-nice woman you just met at a conference is- well,not cool.Of course, there are a lot of grey areas in relationships, but the bottom line is to be aware of what youre asking of people and make sure its appropriate. More importantly, if you know youre asking a big favor of someone, acknowledge it Would you do me a favor and talk with my colleague Mark about moving into the business development world? Other times, you can be more subtle- but use phrases like I would appreciate it if or It would be so helpful if that clue the recipient in to the fact that you know youre asking something of her.Remember its OK to Say NoFinally, if someone asks you to make an intro you arent comfortable with, give yourself permission to say no. You dont have to do every favor thats asked of you. If a junior peer comes aski ng you to intro her to every senior exec you know- be polite, but dont feel badeanstalt turning her down.At the end of the day, your network is your network because youve built those relationships. You want to maintain them and show respect for the people you know and their time. Connecting people is a great way to further your network and relationships, but if you think that making an intro is wasting one person or the others time, or get the sense that one party wouldnt be so receptive to it- sometimes the appropriate thing to do is to pass.Photo of people meeting courtesy of Shutterstock.

5 Tips to Be Taken Seriously in Job Interviews

5 Tips to Be Taken Seriously in Job Interviews5 Tips to Be Taken Seriously in Job InterviewsMaking a good impression and being taken seriously is the goal of any job seeker during an einstellungsgesprch. But sometimes, thats a lot easier said than done.Many hiring managers will make assumptions about you based not only on what you do, but also how you presentyourself. And as unfair as that might be, no one wants to be the odd duckin the job candidate pond.Weve tailored the tips in the Entrepreneur article, 8 Ways to Get People to Take You More Seriously, to help you, gentle job seeker, find ways to finesse your pitch during a job interview and be more confident. So if you want to be taken seriously in job interviews, you should seriously consider these five tips5 Tips to Be Taken Seriously in Job Interviews1. Stand straight.Remember your parents always telling you to stand up straight when you were a kid? Well, there was a reason for that. People with positive posture (i.e., no slouc hing, hunching, or stooping) are seen as powerful.And giving the impression that you are powerful scores you bonus points not only will others perceive you as powerful (which is an attractive quality in job candidates), but youll start to feel powerful, too.2. Tell a tale.In an effort to impress a potential boss, you might be tempted to whip out a ton of facts and figures to prove your point. Although having a solid knowledge base is important when it comes to job interviews, so is being personable.Studies show that people relate to personal stories more than straight-up data, so be sure to share a story while you are meeting with an employer. It will make you far more memorable and also give the person an idea of who you really are, and more importantly, what you can bring to the table as an employee.3. Be prepared.We cannot say it enough. When you go into a job interview, you must be prepared. Arriving late, disheveled, or without a hard copy of your rsum and cover letter (yes, yo u might still need those) are all signs of unpreparedness.And as unfair as it might be, a potential boss will view that as a sign of your work abilities, and judge you based on that. So be prepared to answer some tough questions during your job interview, and take every measure to be as prepared as possible.4. Show interest in your interviewer- and the company. In the past, job interviews were black and white. An employers role was to ask questions, and it was your job to answer them. Those rules dont really apply anymore.In todays job market, job interviews are oftenlike conversations, and thats why its imperative that you make sure to talk beyond just answering a question. Show interest in your interviewer (you can mention that youre both from the same city or went to the same college) and, more importantly, show interest in the company youre applying to work for.Ask questions about the companys growth and how youd like to be a parte of that by bringing your skills and experience to the job.5. Speak confidently.Its a habit that some people have and might not even realize it. Called upspeak, its the way people will end their sentences sounding like a question and less like a statement.Thing is, if youre making a strong statement (i.e., With my 10-plus years as a marketing director, I know that I can solve your companys problems?) and end it sounding like a question, it can come off sounding like youre insecure in your own abilities- even if youre not.This can take some time to correct, so get in front of a mirror and practice eliminating upspeak from your speech patterns. Youll thank us for it?No matter what industry youre in, every job seeker wants to be taken seriously during a job interview. But you have to put in the effort first. Try some of these tips and youll be viewed as a serious job candidate- seriously.Readers, what do you do to make sure youre taken seriously as a job candidate? Let us know in the comments below

How to Follow Up With Your References

How to Follow Up With Your ReferencesHow to Follow Up With Your ReferencesTypically, employers check references late in the application process, making it one of the close-to-final steps before you find out if you got the job. If youve planned well, you have a reference list ready to share with the potential employer. And, you are also prepared to give your references a heads-up that someone will be reaching out. That shouldnt be your last point of contact with your reference, however. A relationship that begins and ends with you asking for a favor is unlikely to flourish. Aim to maintain an active, ongoing relationship with your references, even after theyve written letters, filled out forms, or spoken on the phone in support of your candidacy. Heres mora information on how to follow-up with your references throughout your job search, and why its important. References Basics First, a quick review of the basics when it comes to references. Always choose people to act as reference s who know you well and will speak highly of you. (Here are more tips for choosing people to write letters of recommendation.) Ask first Before passing along someones name and contact information for the first time, check if the partie is willing to be your reference. This gives references a chance to politely decline. Thats a better option than a reference that can only discuss your work vaguely, or worse, shares negative feedback. Do you have to give references a heads-up every time you share their name and contact information? Absolutely leid. You dont want to become a pest- if you got permission to put someone down as a reference in March, assume it extends forward to April, May, and June as well. Get in touch with your references when you hit the moment where employers will be making contact with them. Seize the opportunity to share the job posting, your resume, and any information on points youd like your reference to mention or highlight. One exception If its been several yea rs since someone first agreed to be your reference, reach out and check to see if the person is still comfortable being a reference for you. Always Keep References Up-to-Date on Your Job Search Your email or phone call before a potential employer reaches out to references should not be your last point of contact. Along with letting references know youre hunting for a job, you should also share updates on your job search progress. Think about it Being a reference isnt easy. Whether the company has references answer written questions or gives them a call, itll take up their time. A really good reference will likely do some work beforehand, too, reviewing the job listing and thinking about their time working with you. After all that effort, its only reasonable that a reference will want to know the outcome of your job search. So, once you hear the news about a job, dont leave your references hanging. Give them a call or send an email letting them know if you got the job or didnt, a nd if you did get an offer, let them know if you accepted it. Make Sure to Say Thank You Job searching is full of thank-you notes. You send a note after phone interviews, in-person interviews, and to anyone that helps you during your job search. References are no exception. When someone gives you a reference, make sure to say thanks. You should send a thank you every single time someone acts as a reference. It can be as simple and fast as a short, sincere email. A handwritten note is also an option. When you do land a job, many people choose to give references a small token present. Typical options are flowers, a bottle of wine, a gift card, or food. While giving a gift isnt required, it can really help send the message that you appreciate your reference. Review sample letters to help get a sense of how to say thanks for a reference or letter of recommendation. Keep the Relationship Ongoing How can any relationship flourish if one person is always giving and the other person is the relationship is always taking? A few ways to make sure the relationship feels even and your reference doesnt feel taken advantage of Say thanks As mentioned above, sending a note of appreciation is an easy yet significant way to let your reference know you value their time.Offer to reciprocate Is your reference also on the job market? Let your reference know youre always willing and happy to reciprocate, and be a reference yourself.Keep in touch Do you only email your reference when youre job hunting? Thats a bad habit. Send occasional notes to keep your reference up-to-date on your career and life. If it makes sense for your relationship, get together occasionally for coffee dates, or just like your references latest post on LinkedIn,Instagram or Facebook.

Whos Talking About Chronological Resume Example and Why You Need to Be Concerned

Whos Talking About Chronological Resume Example and Why You Need to Be Concerned Chronological Resume Example - the Conspiracy So you simply want a simple resume. As soon as you have made your chronological resume, youre done till you grab a good job. Since chronological resumes are an essential document, its essential to compose a nice and appropriate chronological resume that may assist the applicant to acquire the job theyve applied for. Its simple to write because its dictated by your own history. Dates are secondary info. A good Sample Resume Free with a suitable format is essential so as to catch the interest of the employer when theyre looking for prospective recruits. Infact, samples of Chronological Resume Templates can act as it is to schliff a resume that may be further employed for job application purposes. It is possible to also understand the Student Resumes. The History of Chronological Resume Example Refuted The following ideas will serve as guidelines for learning how to make a resume with the standard chronological resume format that will stick out in the application approach. All basic resume types continue to be professional. You merely landed a thorough guide that could help you begin. Sometimes it may also be helpful to check at chronological resume examples to visualize the best way to best organize your resume. The following is an instance of a chronological resume. Chronological resume samples may be used for all levels of professional, in a multitude of sectors and adapted to the requirements of each candidate as the applicant must simply finish the sections that are suitable for them using their private details. Chronological resume as we saw has many benefits but that doesnt signify that its fit for all. Whispered Chronological Resume Example Secrets A recent college graduate with limited experience will often set the education section first since its the most important qualification. Working for the community isnt only satisfying, additionally, it is ideal for networking. If youre a recent graduate or have very little experience, you always have the option to set the education section ahead of the work experience section. Professional History In most countries outside the USA, you will be asked to list in chronological order the expert experience youve obtained or gathered over the year. Things You Should Know About Chronological Resume Example To begin with, however, its important to comprehend why the chronological format is so common. Chronological resume templates can easily be available to assist you plan one for yourself. A chronological resume is among the most common resume formats. A chronological resume is among the 3 main resume formats. The targeted resume is written to highlight the abilities and experiences related to a specific position. Functional format is about highlighting your specific skills that match the skill set needed by the recruiter. The main aim of a resume is to have a work interview. At the close of the day, you would like to be sure you are likely to find the job. Its also beneficial if almost all of your experience coincides with the job which you want to know more about. While you could have a good deal of work experience, its likely in a different industry. The reverse chronological resume style is the most frequently used style. If you have the ability to sell that in the work market at a greater value then a great job is surely in your hands. For instance, you can select a text-based layout with a professional look that will allow you to highlight your work experience. 1 way to ensure your chronological resume looks good is to use an expert template. The Number One Question You Must Ask for Chronological Resume Example Too many folks make the error of thinking that a resumes purpose is to receive them a job. Needless to say, not everyones experiences follow the exact path. A functional resume format is also useful when youre out of work for a substantial timeframe. Like every kind of writing endeavor, it requires practice and experience to produce the ideal resume for your unique needs. Why Almost Everything Youve Learned About Chronological Resume Example Is Wrong A chronological resume often comprises an eye-catching career summary on top. The Chronological Resume Examples are an essential document for folks who want to land in with work. The Chronological Resume Example Game A chronological resume is not difficult to read and can highlight career development. Still, there are a few conventional rules on the best way to do it. Usually, 1 page is more effective. Perhaps you introduced a new procedure to management.

Why Flexibility Matters To Your Recruitment Strategy - Spark Hire

Why Flexibility Matters To Your Recruitment Strategy - Spark HireWhether you are looking to hire a chef, developers, or any other employee, it is important to be flexible to get better outcomes from your candidates and employees. This is the reason a flexible staffing technique can serve your associations needs with better ROI.The threats of an unbending staffing systemSuperficially, hiring and laying off employees is a natural response for organizations attempting to adjust employee headcount to coordinate business opportunities. The awful outcome is a dispirited, troublesome cycle of hiring, cutbacks, followed by more hiring.What is flexible staffingA better approach is the utilization of a flexible staffing model that involves a dynamic mix of permanent employees and highly skilled temporary experts. It empowers organizations of all sizes to adjust to diminishing hiring needs dependent on what their workload demands.A flexible recruitment methodology permits you a chance to think all the more holistically, rather than hurriedly finding a substitution contract or permanent employees for a new opportunity or unexpected project. It allows you to think about how your needs may have changed since a fleck was last filled or whether a new project is best tended to with 100% permanent jobs or a mix of permanent and temporary workers. That way, you can time your employment strategy to pull in the right skills your business needs, at the right time.Keys to flexible recruitmentThere are six notlageeworthy reasons a flexible staffing methodology works for private venturesYou set aside cash. Keeping up a mix of permanent and contract employees empowers you to transform a portion of your fixed staff costs into variable costs by paying just for the employees you need when its required. Likewise, youll bring down the staggering expenses related to hiring and training new employees while getting control over the time new hires cost your company.You improve your aggressive po sition. A flexible recruitment system gives you more power over your headcount. This means a favorable position over competitors whose unbending work structure makes them increasingly vulnerable to financial highs and lows.You improve retention. A transitory/permanent mix gives security to central employees inside the association during a downturn. When employees see they are not laid off when times are tough, it can help boost retention.You free up permanent employees. Tapping the abilities of temporary experts to help with everyday group obligations permits central staff to seek progressively more complex difficulties and once in a while, get some much-needed rest.You can give it a shot to potential employees. A flexible recruitment plan enables you to watch and assess temporary experts youve drawn in and decided their fit with your center group. Having the chance to survey a potential employee firsthand gives unquestionably more understanding of their cultural fit.You dont have a pro, yet you need one. On the off chance an activity requires particular, specialized information that you dont have in-house, you can find project or interval experts with broad skills in such territories, a large number of whom have picked this profession as a result of the flexibility and variety of assignments it offers.Consider hiring a recruiting firmIn a perfect world, you would probably like some assistance in hiring permanent employees as well, because selecting is so tedious.Specialists at a particular recruitment consultancy can enable you to find top temporary, contract-to-hire, and permanent experts more rapidly and effectively than you could alone. The best firms have long track records of placing applicants who are motivated to perform and appropriate to a specific working environments culture.Leading recruitment firms ordinarily approach an enormous pool of candidates and can quickly pull together a lot of applicant profiles for you to browse, facilitating the hirin g process. Working with a recruitment organization enables you to make sense of what mix of experts you need, including permanent, low maintenance, or transitory staff. Smart recruitment experts frequently distinguish candidates who arent effectively searching for a new position, however, may be keen on working for you too. These passive candidates are especially valuable when looking for experts in the ebb and flow of skills you currently lack.About the AuthorKyra is a Hiring Director at Alliance Recruitment Agency Best Agency To Find A Chef For Your Restaurant. She specializes in helping with international recruiting, staffing, HR services and Careers advice service for overseas and international businesses. You can connect with Alliance Recruitment Agency on Facebook or Twitter.

Customize this Outstanding Catering Manager Resume Template

Customize this Outstanding Catering Manager Resume TemplateCustomize this Outstanding Catering Manager Resume TemplateWriting the Catering Manager TemplateCreate Resume A well-written resume is crucial for getting a potential employers attention. Your resume should bedrngnis only have relevant content, but the format is just as important to put forward a professional image for Catering Manager positions. Use the following template as a guideline to help you format a winning resume.Resume Template for Catering ManagerJohnathan BoardsmanProfessional SummaryExperienced Catering Manager with event management experience in both hotels and traditional restaurants. Proven ability to manage all aspects of the verpflegung environment from menu planning to food waste management. Committed to superior customer service, working with clients from the first meeting all the way through their event.Core QualificationsHospitality ManagementEvent Management and Catering SoftwareMenu PlanningQuality A ssuranceClient Satisfaction MonitoringHuman ResourcesSupply Ordering and InventoryHealth and Safety RegulationsExperienceCatering Manager, July 2006 PresentConrad Hotels Resorts America, IndianaOversee external and internal catering eventsDevelop comprehensive marketing plan for the catering departmentOrganize staff rotations and scheduling as well as hiring and recruitingManage food cost control, labor costs and general operations from planning to tear down of eventsBanquet Supervisor, May 2003 June 2006Red Lion Hotels Seattle, WashingtonManaged staff during hotel banquet eventsPerformed load in and loud out of event equipmentEnsured food safety through regular temperature monitoring and proper food handlingServed as point of contact for clients during catered eventsEducation2005 Bachelors Degree, Hospitality ManagementSouth Seattle College Seattle, WashingtonCustomize Resume

Proactively Connect with Top Talent with Talent CRM

Proactively Connect with Top Talent with Talent kundenbeziehungsmanagementProactively Connect with Top Talent with Talent CRMProactively Connect with Top Talent with Talent CRMNearly 50% of recruiters report that they are dissatisfied with their current recruiting tools.1What if you had a tool that could instantly reach qualified candidates with targeted homilies and custom recruitment campaigns?By attending this webinar, youll learn about latest recruiting tool Talent CRM. With Talent CRM, you can create automated campaigns that work 24/7 to provide you with interested and qualified candidates. By adding Talent CRM to yur recruitment strategy, youll be able toSpend less time messaging candidates with automated, recurring campaignsReach mora candidates with increased candidate pool Analyze campaign response with real-time reporting1ere.net/wp-content/uploads/2013/09/Recruiter-Infographic-Final-11.jpg.full-body .liteRegSubHeaderArea margin-bottom0px importantAbout the PresenterAndy Fercu, Product Manager, Monster As an innovation leader at Monster, Andy is responsible for developing the next generation of candidate sourcing tools for employers. He previously released Power Resume Search and Cloud Solutions, which use our powerful 6Sense semantic search technology to find candidates without the need of complex Boolean queries. Andys most recent work combines the power of 6Sense search with CRM technology used in sales and marketing organizations to mora than double candidate response rates.Webinar Transcript Talent CRMAndy is an innovative leader in this space. He has worked to develop this product, along with some other products here at that well taking you through. My hintergrund is a recruiter by trade. Prior to becoming a leader at Monster, I was in the trenches working as a recruiter. I spend my time now traveling the country, talking to recruiters, and understanding what your needs are, what the right workflow is, and how I can bring that information b ack to so that we can help you mora. Today, the world of a recruiter is increasingly complex. Its elend just complex considering what recruiters do day to day, but also because there are a lot of tools out there. From talking to recruiters and understanding different studies and information, we know that there are too many tools. The ones that you have are not making you efficient, and some of those tools arent saving you time. Our aim is for you to have a tool that can get you to the right people quickly, so that you can get on with your daily responsibilities. The way were going to do this is with our Talent CRM tool, which is what we want to talk about.The Talent CRM has the ability to send bulk katecheses out to all of the millions of people that are in resume database. When youre sending unterstellung homilies, its important not just to send them, but also to understand how you can have the right homilie and outreach to get the response that youre looking for. Were going to sho w you the tool itself, and at the end, Im going to talk to you about how to write a good homilie. This is applicable to this tool, but also to any time youre doing any sort of messaging campaign. When we look at talent CRMs, this is our sourcing tool that gives you the ability to build a campaign to send messages to the people that are in database, and also to those who have their resume public, as well as the 30 percent on top of that that may not actually even post their resume publicly today. Theyre just having it in there so that they can send it to job applications and those types of things. unterstellung are people that no other tool has the capability of tapping into. When youre doing these messages, you also have the ability to have it automated. So that once you build that message, you can send a follow-up automated outreach so that you can continue to connect with people even as you sleep. It also relies upon our sixth sense semantics search technology, which is the saatko rn technology thats behind our power resume search and wolke search tools. You can use that so that you can match the right candidate to the campaigns and the messages that you want to send.When we think about recruiters and how you go about getting to the right candidates today, there are a couple of different paths to get there. One of these is to put out a job advertisement and have people respond back to you, which is great because you get lots of interested candidates. Your task as a recruiter is trying to get through all of those so you get to the right candidate that you want, but you have to wait for them to find that message and be able to connect with them. On the flip side of that, you could also go in and search for resumes and be able to pinpoint exactly the people that you want. When youre doing that, though, you have to do it one by one, so it can be a time-consuming process. The thing thats so great about Talent CRM is that it sits in this nice in-between where you c an launch a campaign that targets those right candidates in the database, but also sends the right message that you would have in an advertisement, so that those candidates who are interested and qualified are able to respond. When we look at a CRM tool, this isnt really what you think of as a Customer CRM. We like to think of it as a Candidate CRM tool. Its a way for recruiters at your organization to be able to reach out to everybody, and also to track what that means and what kinds of response rates that theyre getting as well.When we look at the response rates that we get from Talent CRM, we actually have found that you will get more than two times on average the click rates than your industry standard CRM messages. The reason for this is that we have a perfectly poised audience that receives these messages, and also because we can have rich text, links, and engagement within those messages. In reservierung to get to that more than two times click rate, it is important for you t o have the right messages and understand the best structure of that message. Well take you through that as well today. I think that that binnenbinnenbinnenbinnenseeing it really makes a difference. Im going to hand it over to Andy, whos going to show you this ordnungsprinzip in action.Awesome. Thanks, Lisa.All right, thanks.All right, so you guys should be able to see my screen now. What Ive done here is Ive logged into Monster. After I logged into Monster, I went to Candidates, and went to Talent CRM. Here youre going to see a list of all the campaigns that Ive created in the past. So youll actually be able to see all the campaigns that youve created and how well theyve done. The first thing that youll probably notice is the fact that we display the opening click rate. This sort of functionality is what really adds a whole lot of value to this product. Later in this call, youre going to hear how Lisa has come up with various techniques to maximize your opening click rate. What were seeing, because now we have this data, is how some of those changes really make a big difference to how many candidates come back. The first thing that youre going to see is that you have each of these campaigns. Youll see the title of the campaigns. For instance, here we have sales in Boston and sales in New York. Youre going to see the number of candidates messaged, so you see that we messaged about 3,000 on these campaigns. We messaged about 100 and 830 on these ones here. Youll also see the date that the campaign were sent, and the date that they were processed.Then youll see the opening click rate, which will show you the percentage opened, the percentage clicked and also the fixed value. The way that we track an open is essentially whenever a candidate looks at the message. Thats considered an open. If theyve opened it up on their mobile phone, if they looked at it on Monster, if theyve looked at the resume within their Outlook, Gmail, or Yahoo, we know that theyve looked at the message. This is a pretty sophisticated system that essentially sends information back to our servers and we know that this specific user has looked at this message at this specific time. That way we can display this information back to you, so that you know how many people have even looked at your message. The thing that impacts the open rate is really the subject. The subject line is what really attracts someone to look at the message, to open the message and see what you have to say. The body of the message is what impacts the click rate. If you have a really nicely styled body with bullet points, and it really attracts the customers attention and is properly targeted, that seeker is going to reply back to you. Theyre going to reply back to you either in the system, or theyre going to reply back on their mobile device or through Outlook.Regardless of whatever means they use to reply, they can reach back to you, and you will get that message within your message center up here, in the top right, you will see this little envelope and it will also go to your personal schmelzglasle. As you have the conversation back and forth, the content is stored within the message center, so you have a full record of that conversation. You could also reply back from Monster, or you can reply back through your personal emaillele, whether its Outlook or mobile. Regardless of how you reply or how the candidate replies, the click rate measures the number of people out of the original number of candidates that youve messaged that have replied back to you or that have clicked on a link within your message. Sometimes you might want to send a link to your job posting, for instance, or to your applicant tracker system or whatever you want to send them. When they click on that link, its going to count towards a click. The click number shows 372 candidates that either clicked on your link or replied back to you.So how do you platzset up a campaign? Its actually really simple. All yo u have to do is click the Create Campaign button, and after doing so, its going to ask you to give your campaign a name. Here, I want to give my campaign the name of Software Engineers in Boston, and Im going to enter in my search criteria. This search criteria runs off of our sixth engine. Its a semantic search engine, and its the saatkorn one our Power Resume search runs on, if you guys are familiar with that product. If I type in software engineer, its going to automatically search candidates that match this concept, but not necessarily this keyword. Its going to look for people who have the title of software developers, software architects, and everything that matches this concept of a software engineer. Using the other search functionality, Im also going to search Boston. I am running on a bit of a development environment here so we might get some kind of funky results. As I perform my searches, though, youre going to see that you have a search result here. Youll have a certain number of candidates that return as part of your search. So right now chose no matches, but youre going to get over 1,000 candidates. You going to have the full candidate pool that displays in the search results.Also here, youre going to see some other boards. So you have ATF candidates and company employees. This is a part of another product that we offer, which is Cloud CRM. Its essentially the bigger brother of Talent CRM that displays the candidates from your applicant tracker system. We pulled the data in from all these other sources, and we gave you the choice to search all of them, all at once. After you perform your search, you can see that theres certain criteria thats available. You can see a preview of the type of candidate that comes back. I didnt enter my search criteria, but you have all sorts of folks that come back in numerous locations. You can choose to either increase or decrease the number of candidates you message. So here Im going to decrease this. You can cli ck once and itll change it by every 25, or you can hold it down. Here you can see that I chose to message no one from my company employees board. Im going to message about 300 from the ATF candidates. Once you find out the number of candidates you want to message and which boards you want to hit, you can then go ahead and specify your actual message. Here, Im going to bring down my drop down with templates, and it will pre-fill my message area with content that I specified. You can create templates, however many you want, and you can do that by selecting this check box. This will let you save messages as a template and specify a template name for your messages.One thing that youll see thats very different from the other tools we offer is that it allows for rich text messaging. Here, you can see that Ive changed the text into a red color. You see that I was able to bold, and that I was able to add bullets. I was able to add a link, which I can hover over. Youll see them with the mous e pointer. Itll do a lot of really great things for you to actually style this message to look like something that is easy to read. In doing so, youre going to see that your click rate is going to increase. The average industry click rate right now is around 3 percent based on MailChimps numbers for the recruitment space. The click rate that weve seen for this tool has been more than double that, and its partially attributed to the capability to create these messages that are easy to read. People actually want to read further, and they get enticed into actually performing the action that you want them to do, which is clicking on the link to take them to your job posting or replying back to you. Ultimately, thats what we want. We want people to come back to us and to apply to our jobs. So this tool does a really great job at doing that.Now that Ive specified my message, I can actually set this campaign to run automatically. Right now, by default its set to run only once, but I can ch oose to run this campaign every day, or every five days, or every ten days, for up to 30 days. What this is going to do is every day is message new candidates that match your criteria every single day. One thing that youll notice is that there is a daily send limit. Theres a certain limit that you can always send a certain number of messages per day, and this in on a per recruiter basis. This limit is set anywhere from 100 to 1,000. Its completely based on your ability as a recruiter to send good messages, so its based on an open and click rate. We take the average of that open click rate over the past 30 days. If you pass a certain threshold, youll get either 100, 500, or 1,000 messages. I would say that the vast majority, or 70 to 80 percent, of our users are at the 500 level, but we do have a lot of really great users are at the 1,000 level. We also have some folks that are at the 100 level. If youre a recruiter at the 100 level, we do offer best practices documentation. Essentia lly in every single situation of folks who dont have good open click rates, its because the messaging isnt good enough. Lisas going to go over what it means to create a good message and what really impacts that response rate. With Talent CRM, youre actually going to be able to see how changing the message is going to impact your click rate. The difference that weve seen is actually very, very drastic. Some people go from going from like a 1 to 2 percent click rate, and then theyll go all the way up to a 25 percent click rate. It all depends on how well you are targeting through your search and how well you are at messaging, or creating the message subject and the message body. Also, there are other factors of course, like the location, the number of tenants in the pool based on the job title, and all sorts of other things. One thing that weve seen since launching this product, though, is that we have way more control than we originally thought that we did in getting the responses ba ck, which is really fantastic.Now that Ive set this campaign to run every day for 30 days, Im going to go into my settings at the top right, and Im going to check my duplicate settings. So right now you have the ability not to message the same candidates more than once. This is on by default, so its going to exclude candidates that youve already messaged. There may be some situations, however, where you want to message the same folks again as part of the same campaign. Thats perfectly okay. You can do that. You can choose not to exclude candidates that youve messaged, but this is on by default. You can choose to exclude for the last week or the last month. One feature that we are really excited about thats coming in in a week and two days here is the ability to exclude candidates that anyone at your company has messaged. So now you as a company can really make sure that youre hitting the same candidate only once, even though you have five, 10, 15, 20, 100, or 300 different recruiter s going out there and creating these campaigns. Once I set my duplicate checking, what I am going to do is enable one last feature here.The last feature that you see available is the ability to add a follow-up message. Currently, when you send out a message to a candidate, you have to keep track of who you messaged, and you have to say, Okay, I messaged this person on this date, and I got a response from them or I didnt get a response from them. I have to go into my messages, see if Ive gotten that response, and if I havent, now I can follow up, which is a really time-intensive process. Its prone to error. Its very complicated. The system can do this for you. What you can do is you can enable the five-day message or the 10-day message, or both the five-day and the 10-day message. What the system will do is know whether or not this candidate has responded back to you, whether theyve performed a click and gone to your job posting, or theyve replied back to you. The system knows that t hey performed that action. Thats great. Theyve performed the action that we want them to do, so we dont need to hit them again. If they havent performed a click action, if they havent even looked at it, or theyve opened it but havent performed that click action, its going to send them a follow-up message. Were going to send them that follow-up message either five days after the original message, or 10 days after the original message.Here, you can choose the same templates that you had access to before. Here, Im going to choose the five-day follow-up message. Youre going to see that its much shorter than the original message, so maybe they were too afraid by the amount of text, so weve added that. Another thing that were going to do here is were going to change the subject, and were going to reference whatever the position might be that Im hiring for, so lets say software engineers Reminder Looking for software engineers in Boston. This subject line is going to convert really well. T he fact that I put reminder in there is a little trick that weve found over the last couple of weeks. Paul, from Lisas, team, has gone out there and has worked with a bunch of customers to see what converts and what doesnt. He found that adding reminder greatly increases the chances that youre going to get response from the customers. I keep saying customer, for the seeker. Thats one of those nice little tips and tricks that really help. If I went in there and added a 10-day follow-up, with the subject in all caps like LOOKING FOR CANDIDATES, this isnt going to convert very well. One thing that weve seen is that candidates dont really respond very well to all caps. Even worse is multiple punctuation marks, which Google, Yahoo, Hotmail, Outlook, and all these Internet email providers dont convert. What do they do? They take this message, and they dont even display it to the candidate. Theyre going to automatically put it within the werbemail folder.So what you message really does mat ter, and this system really helps you. By showing you the conversion, its showing you whats working and whats not. Also we have a best practices document that we can share. That also will give you a lot of this information. Lets say that I have my messages, and my campaign looks great. Im going to click on submit. In doing so, it shows me how my message displays, both on desktop and on mobile. On desktop, I see that it looks pretty okay. Its pretty text-intensive. On mobile, though, Im seeing that the subject heading is actually quite large. Its taking up probably about 20 percent of my mobile screen. Im going to want to really convert them to scrolling more, so Im going to take some of this out maybe, and keep the rest of the message. This page is also going to tell me the name of their campaign, the number of candidates that its being sent to, and a bunch of really great information. If everything looks good, Im going to go ahead and click start campaign. Here, youre going to see a red warning. Dont worry about that. Thats just because Im on a demo account. Its essentially saying that Im not going to actually message any seekers. You wont see that, so dont worry. Im going to click create campaign. In doing so, its going to begin processing the campaign, and its going to take me back to the dashboard view. There Im going to see that campaign being created, the 300 candidates Im messaging, and my opening click rate. This is real time, so as I refresh the page, Im going to see this number increasing. Now again, this is a demo environment. Because its a demo environment, we do pre-fill the opening click rate just to give you an idea of what it looks like. When you create the campaign, at the beginning it will look like 0 percent open and 0 percent click. As people get back and perform actions, though, youre going to see those numbers increasing. So now this campaign is going to go out there, and every single day, its going to message candidates.When you purchase Talent CRM, you purchase one license for Talent CRM, and it becomes available to all that recruiters across that have access to Monster. So if you have 10 recruiters, 10 people will have access to Talent CRM. If you have 300 recruiters, 300 people will have access to Talent CRM. You do have the option to choose who gets access and who doesnt, if you only want a certain subset of users to have access to it. It doesnt impact the price, though. It doesnt impact anything. Its just personal choice, so its slightly different from the way that we have our other tools. The other thing to note is that we do sell it based on inventory. So the more recruiters you have, the more inventory youll need. The inventory essentially is subtracted whenever a candidate is messaged. So if you messaged 100 people today, its going to hit those 100. Its going to message those 100, and its going to subtract 100 inventory. Another good thing to note is that when you message candidates using the follow-up, it does not use inventory or your daily limits. Follow-up messages are completely free, and their whole purpose is to maximize your click rate, which they do an absolutely fantastic job at.Part of the reason is because people like to see that they are following up. These seekers are getting hit pretty often, I would say, so you want to give yourself a competitive advantage against other people who are messaging these very same candidates, regardless of whether theyre on or another tool. A great way to do that is to give them follow-up messages. It makes you seem like youre not an automated system, but of course the irony of it all is that it is an automated system thats saving you time. Weve seen a really great conversion. As I said, our conversion is two to three times that of the industry average, and were seeing a really great success with this tool in getting back candidates. With that said, I have this campaign running. Lets say that its already filled, but its set to automatical ly message people every day. That is perfectly okay. I can go back in, and I can click on the campaign. I can choose not to recur, so its not going message more people. Im going to click save, and then this campaign is no longer going to message new people. Ultimately, you could use that same activity to restart the campaign. I can go back in there, and lets say the person accepted the position. I stopped my campaign, but then they never actually came on board. Thats perfectly okay. I can come back, and I can choose to run this campaign every day. I dont have to specify my message, and I dont have to specify my search criteria. Its going to automatically go out there, and its going to start messaging people.Thats all I had for you guys for the demo. Its actually a really simple product to use. Its really, really very good at getting back search results and getting back candidates to respond. When they respond, you will see them within your message center. You go up here in your enve lope, and you click on the candidate. You will get the candidate in your email as well, so dont worry about that. Youll see the full thread of whats going back and forth here. Youll be able to add notes. Also, it has a great candidate management capability, whether its a public note or a private note. You can see all the activity that has been taken by either you or other recruiters in the company. You can see the individual opens, the individual clicks, whether other people have messaged them, whether theyve been added to a folder, and all sorts of great activity right here. You can use this, by the way, in your messaging. If you see that someones opened the message 20 times within the course of a week before they replied, you know theyre kind of on the fence before you reply back to them. Youre going to have to work a little bit harder in your reply. If you just seeing that someone replied right away, they might be a little bit more eager to hear back from you. You probably you do nt have to put as much effort into it.Lastly, we display the resume for you right here, so you dont have to go in and perform a search just to get the resume. Its all for you, and you can access it. You can copy and paste directly from here into your message reply, where you have the ability to do the same rich text capabilities. Another last thing to know is you can actually see if this candidate is in your folders. You can click on the folder to view the candidate folder, or you can add them to a folder. There are a lot of really great candidate management capabilities from here. With that said, thats all I had for you guys for the demo. Lisas going to talk to you guys about how to best use this tool and how to best message, in general. Lisa, Im going to pass you the ball here, so that you can go through the rest of this.Great, thank you so much Andrew. As Andrew stated, its important not only to have a system to message, but also to be sending the right messages. Think about what it is were putting in these emails and the campaigns that were building to engage with the audiences that are out there. Here are a couple of quick things to think about and think through as you are building campaigns. One of the most critical pieces of any campaign is the subject line, because if someone doesnt open the message that you have, theyre never going to be able to respond to it or take any action thats in there. In order for them to open it, theyve got to be compelled by that subject line that you put up. The number one rule of thumb here is you want to make sure that the display on it is less than 50 characters. One of the most important things to keep in mind for all parts of building a good email campaign is that 49 percent of emails are initially read on a mobile device. Youve got limited real estate in terms of whats coming up when someone is scrolling through your message. Always keep that in the back of your mind. Keeping your subject line short and sweet speaks directly to that.Its also important to put localization in there. If you have an opportunity thats in a specific area, provide that in the subject line. Not only is that informative to the person reading it on the other end, but it also makes it seem custom to them. People get a lot of emails, but if I see an email thats something talking about my local area, then I know that that was made just for me. Also, refrain from using punctuation or other non-text characters in your subject line. Even though it may seem good to want to build excitement with an exclamation point, that really can deter people from opening it or get it caught up in spam filters. Really, the best subject lines tell whats inside without overselling it, so dont get too salesy in your pitch. Just be simple, be concise, and put whats in there, just enough for them to want to open it up and learn more.Now, once someone does open your message, you want to think about whats in the body of your email. One of the most i mportant things to think about is to have information restating the opportunity thats from the headline at the top of the body. Give that initial sales statement. Your content design should really be tight, again, keeping in mind that people are reading this on mobile first. With any job content, whether that is an email message or a job advertisement, you always want to speak in the perspective of the candidate first. What is it thats going to be important to them? Dont start with what it is you need, but rather start with what theyre going to get, why they should take this opportunity, and what is this job really about. We dont just want to sell the company. We want to sell the job, because people work for people, and its important for them to have that personal connection. So have relevant information to the job seeker in the email bodies there. Keep it compelling, but again, keep it brief. I cant emphasize this enough.You should also always have a call to action. Whether its rep ly to me and send me your resume, or if tell me if you want to send a link with more information about the opportunity. Do it there, but dont send them just to a link thats your home page. Then you have to think about the landing page that youre sending them to. If youre sending them to a home page, thats not really a call to action. Thats a call for them to try and figure out where they need to go, and to find more. Make sure that the page youre sending them to grabs attention, tells them what they need to do, and tells them how they need to apply. Again, make sure that its mobile friendly. Just keep in mind that 50 percent of people that do that initial click may actually read that landing page once theyre there. The easier you make it for them to have a clear call to action, to capture their information, and to capture their attention, the more chance youre going to get to have someone that will engage with your opportunities so that you can really find that talent.The other thin g to always keep in mind when youre writing any message is spam filters. The spam filter is there to ensure that people arent getting spammed, because nobody likes spam. There are certain words that will trigger your message to go into that spam folder. Here at Monster, we spend a great deal of time ensuring that our messages arent getting put into spam folders, because people who have come to us and given us their information have said that we will get into the regular email inbox and not to the spam filter. Putting these types of words in there, though, may actually still drive you there. Some of these may naturally come into the discussion of your job. You want to make sure that if it does, that youre keeping those in mind and keeping those out of there. Some of these are more obvious than others. Dont say free fast cash. Maybe say, Please read more or This is an urgent need for our organization, and you will be able to increase this stuff and make money. Just dont oversell becau se thats going to trigger your spam filter and lower your click rate. Always keep that in mind. These really can help make a difference in terms of hiring and driving the right traffic and the right people to your opportunity.Since its the holiday season, we actually just worked with a large organization on their hiring needs for their seasonal increase. They had 36 locations that they were trying to target across the country, and so they created 36 campaigns. It took about three hours to build these 36 messages. Once that was done, it sent out 20,000 emails, and it was automated to continue to send and to continue to use all those best practices that we looked at. It was 36 campaigns, but that covered 50 locations and jobs. Of those 20,000 emails that were sent, they saw about 2,000 clicks through those. So were looking at a 10 percent click-through rate, which is extremely high from a CRM perspective. The number of people that are actually engaging was over 10 percent. It drove th at traffic to the advertisements that they had on their applicant tracking system. They chose to have that clear call to action to fill out the information. They were able to successfully bring in the right people to their organization and do that efficiently, because they had a way to send out these mass messages and attract those candidates. They could get people to engage with their company and want to work there. All being said, its important to think through the message that youre building, and to have the right tool in place. You can get to those candidates quickly, track whats happening, and have that thorough follow-up. You need to use a system that has that right matching technology, so that you can be successful with your hiring. What I want to do now is answer some questions. Nelson, do you want to give information on how they can submit questions? Yes, thank you. You can submit your questions using the chat feature located on your web platform.Phil, I just had a question come in through the chat, so Ill go ahead and answer that. The question here is how do I exclude candidates, or can I exclude candidates that Ive already reached out to? The answer is that theres actually a setting in there to exclude candidates that youve already messaged within the past week or the past month. As a recruiter, youre not hitting the same people over and over again, which gives you the ability to get to new people out of those millions of people in the database. Great question there. Another question that I just had here is what is the cost of utilizing this tool? Great question. When we look at the cost of using this tool, youll just want to work with your account manager, and they can pull together a quote for you. Its based on the number of messages that you want to send in your organization, and then the pricing is tiered from there. Its a matter of how many message you want to send, and then, as Andrew said, you buy those number of messages, and then you can ch oose the number of recruiters that you want to be able to access those messages.Another question that we have here is do I need a job posting to use this product? Great question, and the answer is no. You can actually use this product on its own. You dont even have to have resume search to use this. Its not dependent on your job advertisement or on your resume search. It is a completely standalone product. Now, keep in mind that being able to reach out to audiences through job advertisements is a great way to enhance your strategy. We always look it at as an and, not an or strategy. It is independent of that. As a follow up to that, when we say can we link back to our ATS, or do we have to that live posting? Because its completely independent, you dont have to have the live posting. You can link to anywhere you want. If you want to link to that job on your applicant tracking system or on your own career page, youre more than welcome to do that. If you want to not have a link, you do nt have to put something in there. You can just say, Send me an email or Visit this page to learn more. Just keep in mind that the best practice is that you want to link them somewhere to have that call to action and to make sure that youre giving them the information that they need. Another question that we have here is for the words that cause the message to go to spam, are these words in the subject line or in the body of the email? Im going to go ahead and have Andrew answer that for you. Andrew, for those spam words, is it both, and whats the impact of that? There is a certain weighting to the subject versus body on how these words are being used. Primarily, its subject. So if you have these words in your subject, you have a very high chance of hitting the spam filter. They also look at the body. They do a parsing of the body to see if it includes some of those same messages, or rather some of those the same words and characters, but its not given as much weight. For instance, if you use multiple exclamation points in your body, a lot of times thats okay. They wont really ding you so much for that. However, if you use the term work from home in your body, theyre going to ding you on that more. There are certain words that are a little bit more acceptable to use in the body versus the subject. Ultimately, the right answer is, its hard to tell. The reason for that is because the different emails providers, like Google and Yahoo, they all have different algorithms as to what they consider spam and what they dont, as well as how much weight they give to a word in a subject versus the body. The best thing you can do is really when you create a CRM campaign, look at your open and click rate. If theyre below a level that you find acceptable, try to take some of those words out and see how it impacts your open and click rate. Ultimately, the only way to really know is to look at the result of a campaign and say, You know what, this is working compared to the prev ious campaigns that I ran, or You know what, this didnt really make much of a difference, so Im going to go ahead and continue to send using these words that Ive used. Great. Another question from the chat is whether the report of clicks based on any URL will be provided in the email. Andrew, do you want to answer that one as well? Sure. There are certain URLs that are provided in the email that do not come as part of the message that you provided. These are things like unsubscribe or changing their resume visibility preferences. These sorts of clicks do not count towards your click count. If you have included a link or multiple links in your message, regardless of which link they click on, its still going to count towards your click rate. You can have as many links as you want. Were going to interpret all of them in a certain way, and were going to actually be able to track all those clicks. Another thing to take into consideration on the URLs is that some URLs are extremely large. If you have a really long URL, sometimes email providers will cut that down to be a certain character max per word. In which case, when they click on the link, it may not actually take the candidate to that location. We actually have a system where we convert the link into one thats much shorter and easier to click on, and easier to copy and paste. In doing so, when they visit that link, its then going to do a redirect and put in the full link so that you get the maximum number of responses or conversion to the actual page itself.Great. Thanks, Andrew. The question from the chat is how far back does the search hold candidate resumes? Right now, we look back about, I believe its three years. Thats about the same as all of our other resume search tools. We are actually looking at that going back a little bit further as well, so that you might see some of that coming in at a later point. We do have a very large team working on this product thats constantly throwing out new enhancement s. Even if you saw this product originally when it launched in July, what you see now is probably completely different, given the fact that weve added so many great new features. Thats going to continue to be the case. The other thing worth mentioning is that with Talent CRM, you can search those private candidates. So if youre one of those folks that are having issues getting a large number of candidates to message, going back more years will sometimes do the trick. Accessing these additional 30 percent candidates may also help you. So if youre having that issue, this tool may actually be pretty effective for you.Another question that came in here is in creating a letter template, can you copy and paste from Word, or should I use Notepad and then paste into the message box? The answer there is that you can actually copy and paste directly from Word. It does include the ability to do rich text, so you could do bolding, colors, links, and those types of things in the system itself, w hich is a really great way to enhance your message and drive engagement. Another question that we had come in here as well is will we be able to get a copy of the slides from todays webinar? The answer to that is absolutely. We will be sending out a communication and a follow-up to this. For everyone that is on the call, we will provide the slides in there for you. Well also make sure that your account manager reaches out to you as well, so that if you have any additional questions on pricing and how that would work at your own organization, theyd be more than happy to take you through it. That appears to be the end of all of the questions that have come through. I would like to thank everybody very much for all of your time today. If there is anything else that you need, feel free to reach out to your account manager, and theyll be happy to answer any questions or point you in the right direction. If you have any other additional questions, feel free to send those to me at lisa.wat sonmonster.com and well make sure that we can get that accommodated. So again, thank you all very much and have a wonderful afternoon.

How to Handle a Lying Co-worker - The Muse

How to Handle a Lying Co-worker - The MuseHow to Handle a Lying Co-worker Anyone who tells you that he never lies is lying. I know because I say this all the time, and Im a liar. We all are. We lie to be likable, to appear more competent, to spare peoples feelings. We lie for many, many reasons. According to a study out of University of Massachusetts, we do it as often as two to three times every 10 minutes. Most of us spin little white lies, the harmless kind that (usually) make our friends and colleagues lives a little easier. When everyone is kvelling over how cute your babo new baby is, and you think she looks like Winston Churchill, you join the chorus and say, she is the cutest baby Ive ever seen. Twisting the truth is part of being a polite, productive member of society. However, when a colleague is lying, manipulating the facts, and possibly affecting your work and your company, what do you do? Heres a four-point plan for dealing with the situation like an adult. Step 1 Make Sure the Persons Actually LyingWhile this sounds basic, its also essential. So, before you get caught up in the drama, double check that it really is a lie.In order to say something thats patently not true, the brain has to do a decent amount of work. After its out there, a parties mind has to immediately deal with the emotional consequences of guilt, anxiety, and fear of being found out. All of this is to say that you can often sniff out an honest-to-goodness lie by paying attention to subtle clues. According to Vanessa Van Edwards site, Science of People, the first step is to get a sense of the parties baseline habits. Notice how he acts and holds himself when he isnt lying. This doesnt involve any after-hours stalking or spying, just paying attention to common gestures and speaking patterns.Once you establish that baseline, look out for the red flags that often signal lyingMismatched movements, like a slight affirmative nod at the same time he or shes saying the word no.Gestures that indicate information withholding, such as covering ones mouth or pursing his or her lips.Micro expressions, or involuntary facial expressions that conceal an emotion. Note that Van Edwards cautions that one red flag or change in baseline behavior doesnt automatically mean someones not telling the truth. Look for what she calls clusters of this kind of behavior- three or more red flags in one response.Finally, go with your gut. Research out of UC Berkeley indicates that your subconscious instinct may also be effective in sniffing out a liar. Step 2 Figure Out Your IntentionsWhen you have that first inkling that someone isnt being truthful and you feel tempted to confront him or her, stop and ask yourself what your intention is. Remember, we lie for a lot of reasons. (In fact, research suggests a little bit of lying actually strengthens relationships when youre doing it to help someone or protect another persons feelings.) Ask yourself what you really hope to get out of this. If youre trying to unmask your co-worker in order to embarrass or undermine him or her, reconsider. Dont be passive aggressive. Pointing the finger at someone and calling the person out for insignificant fibs, like signing the boss birthday card without actually putting any money into the toxikum collection, can backfire and make you look petty. Step 3 Consider the Source and Weigh the ConsequencesA study called Honesty Requires Time (And a Lack of Justifications) found that were more likely to lie when were pressed for time and when were in a stressful situation. (It goes on to say that when we have time to think about it, were more likely to be honest.)Think about it. How often do you feel pressed for time or like youre in a stressful situation at work?This is not to say you should give your colleague an out or make excuses. But, you know your workplace and you know your colleague- so you also probably know whether or not the lie is (at least a little bit) justifiable. Analyze the si tuation through your co-workers point of view. What does he or she get out of the lie? What does he or she have to lose if its exposed? What are the consequences for you? Make sure youre prepared to live with the possible results that would come from bringing the situation to light. Step 4 Make it a Conversation, Not a ConfrontationIf you decide to confront your co-worker, deal with it as soon as possible. When it comes to the actual conversation, you can start by calmly saying, Something is on my mind and I wanted to discuss it with you. Then state what you heard without making accusations, passing judgment, or bringing up past issues. If the lie affects you, explain how. Often times, people who lie on the spot forget how it could impact other people. Give the person the benefit of the doubt (and ease the blow of confrontation) by closing with something like, Could you help me understand why this happened? If he or she is willing to take responsibility, consider forgiveness. If tha ts not the case, consider your options. Keep a written record of your conversation in a safe place so you can refer to it later if you feel that the situation is unresolved and may require further action. If the lie is serious enough that you think someone else needs to be looped in- whether its your manager or someone from HR- you should do that. Just make sure to follow any protocols that are in place at your company. Feel like you could more confidently confront a liar? Tweet at me AmandaBerlin.Photo of speech bubbles courtesy of Shutterstock.