10 words you must NEVER use to describe yourself – Greg Savage

Article by Greg Savage

Who am I to tell you how you can describe yourself? Nobody. So ignore me at your leisure.

On the other hand, I can tell you for free that the words you use in your résumé, your LinkedIn profile, your Twitter bio, your cover letter, and in spoken language, create a response in the reader, which can condemn you faster than the blink of an eye.

Believe me on this. Recruiters, hiring managers, potential clients, and those in your social community will scorn you, even ‘delete’ you, based on the emotion these words evoke. I am not saying it’s right, but you will be judged if you use these words. And not judged well.

  1. ‘Guru’, ‘legend’, ‘maven’, and ‘ninja’: Incredibly, these are used a lot! They are very common in Twitter bios for example. Seriously? Have you paused to consider what these words actually mean?  What they imply? And you are happy to ascribe them to yourself? You are a ‘legend’, are you? And you say so? Publicly? Nothing writes you off, and smashes your credibility as quickly as describing yourself with words like these.
  2. ‘Expert’: Not as bad as the words above, but from the same stable. You have gone too big. You may be an expert. Just don’t say it. We will be the judge of that.
  3. ‘Humble’: Just by saying it, you prove that you are not.
  4. Generous’: You may be, but if you are prepared to say it in public then you are not humble (see above). And we value ‘humble’. And we want our ‘generosity’ without thought for personal gain and acknowledgement. So don’t say it. Live it.
  5. ‘Honest’: If you have to say it, it’s clear you think it’s a ‘special talent’. We view it as a given. Do you have to work at it, we wonder?
  6. ‘Rock-star’: Oh, heaven help us! (Unless you are, in fact, a rock-star, but we doubt that)
  7. ‘Nice guy’: No seriously, I have seen this on three twitter bios recently. You are announcing you are a ‘nice guy’? Surely that is the ultimate accolade that has to be bestowed by others. Narcissistic, much?
  8. Exceptional’:  Too big. Too much. Too bad.
  9. ‘Funny’: Pretty much every person I have ever met who describes him or herself as ‘funny’… isn’t.
  10. ‘Visionary’: Just (don’t) do it.

If these traits are true about you, then other people will say them about you. In references. On social media. In private conversations. Say them about yourself, you look silly at best, and a right plonker at worst.

Personal Brand Just Walked Into The Room

“Personal Brand is What People Say About You, When You Leave The Room” –  Jeff Bezos, Founder, Amazon.com. This statement by Jeff Bezos got me thinking, How did I enter the room? What did I do in the room? and How did I leave? So I looked for the definition of Personal Brand and by definition Wikipedia says “Personal branding is the practice of people marketing themselves and their careers as brands

But…..

Lisa Citroen says “Everyone has a Brand by Design or By Default”

Thus by default I have a brand. So if I am not in the practice of marketing myself and my career as a brand, what did I bring into that room?

Wikipedia continues to say Personal branding also involves creating an asset by defining an individual’s body, clothing, physical appearance, digital and online presence and areas of knowledge in a way leading to a uniquely distinguishable, and ideally memorable, impression.

When I walked into that room I brought in my body, clothing, physical appearance *Fair Enough* but get this I also bring in my digital and online presence! As well as areas of knowledge.

Did you know when you walk into that room, yes any room, you bring in your digital and online presence with you? So when you leave the room, you leave an impression of your digital and online presence. How memorable is that presence? With that said, Is Your Online & Digital presence different to the real you? The real you physically walked into that room but carrying with you your personal brand.

Personal Brand is in everyone by default, but YOU are in control of changing the default settings and constantly improving the tangible and intangible aspects thereof.

Wesley Madziva

Questions for #JobRechChatSA 9 July 2014 16:00-17:00 SAST

#JobRecChatSA – Connecting Jobseekers and Recruiters via Twitter

by Vanessa Raath on 2014/07/07

JobRecChatSA.jpg
Who’s keen to join us for our 3rd #JobRecChatSA – designed to connect Job Seekers and Recruiters in South Africa?
As a Recruiter I am so tired of seeing CVs where people undersell themselves! Come on people – your CV is the one place where it is acceptable to have a little boast once in a while – tell us about your achievements! I get so many questions about CVs on a daily basis that I am hoping we can help answer some of these…
1.       What information needs to be included on your CV?
2.       Should you bullet point your duties?
3.       What information cannot be left off your CV?
4.       Why you should include interests and hobbies?
For the uninitiated the format is that a list of questions will be published as per above and tweeted during the chat, Q1, Q2, Q3, etc. and you can tweet your answers using A1, A2, A3, etc. using the hashtag #JobRecChatSA – as everyone is free to participate and there are no rules governing Twitter conversations. Do not worry if you can’t include A1, etc. The hashtag is important your tweet though as we interact and learn from each other.
We kindly request that self-promotion or marketing of your company is kept to a minimum as the objective is to be a forum for debate and sharing of knowledge.
The Team
Vanessa Raath, Tim Barry, Wesley Madziva
Meet The Team
Vanessa Raath General Manager at IT recruitment agency It’s About People
Tim Barry  African Heart Celtic Soul Business Consultant
Wesley Madziva Sales Developer for Express Employment Professionals

MCI Direct Hire 2014 SA HR Recruitment Survey Results

The results of the MCI Direct Hire 2014 SA HR Recruitment trend survey are in. This survey ran for just over 30 days and received a massive 1263 responses from HR professionals across the country. Once again making this survey the largest of it’s kind to ever be conducted in South Africa.

60% of organisations do not primarily make use of recruitment agencies to fill their requirements

46% of respondents have between 1 & 5 recruitment agencies on their preferred suppliers list

66% of organisations use social media to recruit candidates

69% of organisations use LinkedIn, 23% Facebook, 5% GooglePlus and 4% Twitter

59% of organisations use Print Media to advertise vacancies

70% of organisations use job portals to advertise vacancies

53% of organisations use a recruitment management system

88% of organisations attempt to source and place candidates internally before approaching recruitment companies

53% of organisations rely on internal staff to refer candidates to HR for hiring consideration

46% of organisations have an employee candidate referral rewards program in place

74% of organisations have a careers section on their website

64% of organisations had an annual staff turnover rate of less than 10%

HR Recruitment Survey 2014 Infographic-1

The results of the MCI Direct Hire 2014 SA HR Recruitment trend survey are in. This survey ran for just over 30 days and received a massive 1263 responses from HR professionals across the country. Once again making this survey the largest of it’s kind to ever be conducted in South Africa