What Do Today’s Digital Employers Look for In Employees For Hire?
In 2013, Daniel Piazza discovered a simple trick that earned him over $ 20,000 a month as a freelance web designer on Elance (now Upwork).
Instead of applying for a job after work, he pretended to be an employer. His competitors – people to whom he had lost their jobs in the past – came to him, sending him their offers, CVs, cover letters and presentations where he could find a job.
Thinking like an employer, he took the best bits of his competitors’ proposals, adapted them to his personal strengths, improved them, and created a CV / proposal combination that helped him find more work than he could handle.
While the method Daniel used is unique (and perhaps a bit too cunning for some), it’s a great way to get ahead as a job seeker. Instead of thinking like all his competitors – as a jobseeker – he thought like an employer.
Instead of applying for a job based on his own assumptions about what employers want, he has learned the key skills they really need.
As a result, he reverse-engineered a process that his future employers used to hire him to come up with the perfect quote. Get more infpormation about premire league here.
If you are looking for a job with a digital employer, you can apply a similar strategy to differentiate yourself from other job seekers. Instead of delivering what you think employers want, you can find out what they really want and reverse engineer the job search process for the best results. You can also download our free ebook, The Complete Guide to Shaping a Successful Digital Career, to further sharpen these essential skills!
In this article, we looked at the skills, traits, and traits that today’s leading digital employers expect, from leading tech companies like Google and Facebook to smaller digital agencies.
In the course of our research, we noticed a few recurring traits that digital employers are looking for – traits that many job seekers are not even aware of!
If you’re looking for a job in a digital agency, tech startup, or large enterprise, read on to find out what your employers are looking for in you. Think like an employer and you’ll be able to use these qualities in your CV and interview approach to potentially get your dream job.
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Facebook was built around the philosophy of “act fast and spoil things” and over the years this quote drove the company’s hiring strategy. Over time, Facebook’s attention has evolved from breaking things to focusing on creating great, long-lasting products.
Human resources chief Lori Goler says the ability to “look at the problem and say,” I can make it better “is a valuable asset to people on Facebook.
In part, this means that you feel comfortable enough at work to be able to offer creative and strategic input into building things. To encourage people to be “authentic themselves” at work, Facebook encourages new hires to be “sharing”.
Traditional wisdom for jobseekers, and especially for entry-level jobseekers, is to quickly implement advice and instructions from other people.
Facebook and other digital employers see it differently. The ability to build new things is one of the most important skills employees look for, which means that the creation story – even if not completely successful – sets a potential employee apart from the competition.
As a digital professional, this can mean highlighting personal projects, both commercial and creative. Showing that you are a builder and not just someone who rolls with the crowd through each project shows that you can contribute, often on a very large scale.
Few industries are changing as fast as digital marketing. Being able to adapt to these changes and constantly progress is a major asset, especially for digital agencies that work with a wide range of clients.
Every year, new advertising platforms and digital marketing opportunities emerge. Facebook ads, which launched in 2008, have transformed social media marketing. Advertisers who start using the platform soonest are usually the first to be the best performer.
Sam Allcock from the content marketing agency Custard believes that adaptability is one of the most important features of any new employee.
“The digital marketing landscape has changed dramatically over the past decade. When you can identify new opportunities and adapt to an ever-changing industry, you are a valuable resource for any digital agency.”
“When we hire, we look for a pattern of success over time. It’s easy to be a “hit wonder” as part of a marketing team, but it’s much more impressive to have a history of continuous success over many years and in many different channels. ”
“What works today may not be the same tomorrow. Being able to see the next step in the process and the next opportunity sets an outstanding person apart from someone who simply follows trends. ”
Jennifer Dulski, president of Change.org, agrees: “The strongest people I have hired have many examples of achievement throughout their lives.”
“Given the prevalence of change in the startup world, I’ve found that people who feel generally comfortable are more successful.”
Great work samples
The puzzles that once defined technology job interviews are nowadays not only unthinkable – many employers find them completely ineffective.
Laszlo Bock, senior vice president of Human Resources Operations at Google, says that “most typical, unstructured job interviews are very poor at predicting how someone will do after hiring.”
According to Bock, people quickly create first impressions and usually use them to determine if it is worth hiring. Most interviews are a waste of time as most of the interview is spent confirming the interlocutor’s first impressions. Peoples are also using some privacy technologies to hide their privacy.
Bock believes that puzzles and puzzle questions such as “How many golf balls fit in a 747 are also largely ineffective at helping employers hire great people.”
She notes that it is more effective to test someone’s skills by commissioning them to work live as part of the interview process. “The best indicator of how someone is going to do the job is a mock job test.”
Another important factor is someone’s ability to learn, often at work. Bok states, “The second best predictors of outcomes are tests of general cognition.” The combination of general learning skills and the pure intelligence they provide are important markers of professional success.
For job seekers, this means that being able to demonstrate your real skills is often much more valuable to an employer than being able to answer questions during an interview. As more and more tech companies move to practice testing as part of the interview process, technical knowledge that is usually very difficult to demonstrate becomes much more helpful in impressing employers.
Aligning the company’s culture
Digital employers don’t just pay attention to skills to determine which candidate is the best choice for a given position. One of the most important characteristics of any employee – and the most overlooked – is the perfect fit of the company’s culture.
Each company has its own unique culture. In a digital marketing world where team members work closely together, aligning with the company’s culture, personality and work style is an important, if not essential, trait for every employee.
Parallax co-founder Lawrence Dudley believes that one of the most important characteristics of any digital job seeker is making sure the corporate culture “is right for your personality.”
“Company culture is a huge factor in the world of digital agencies. As with any job, the person and the company must be aligned with each other. The digital scene in particular has its little quirks and non-traditional work styles and practices”.
Perfectly aligning a company culture not only produces happier employees but also produces better results. “Working with [other employees] and having fun with their company is very important and it will make going to work no longer really ‘going to work’.”
As a job seeker, you can emphasize your understanding of the company culture by learning as much as possible before each interview. Does the company have any unique quirks or values you share? Do you admire or are interested in his previous work?
Our interview guide for any digital marketing job covers a range of techniques that you can use to research your company’s culture before applying. The more you discover and the more you can emphasize your relevance to the corporate culture, the more attractive you will be.
How can you become a more attractive digital worker?
On average, 118 people apply for every publicly published job offer. Of these 118 people, only 20 percent of applicants are invited to an interview. When you apply for any digital marketing job, the numbers are very unfavorable.
The key to turning the opportunity in your favor is to think like an employer, not an employee. How can you stand out as an ideal candidate? How can you emphasize that you are a different choice – an option different from the others?
By looking at yourself from the employer’s perspective, you gain a deeper understanding of your strengths and weaknesses. You will learn what you need to improve to stand out as an opportunity – an investment in employment – for digital employers.
From adaptability to the ability to create things – by listening to employers, you can learn a lot about becoming more attractive in the marketplace as an employee. Use the four features we listed above to increase your marketability and improve your digital job search results.
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