There would be hardly any interview that does not start with this very question. Even though the ‘Tell me about Yourself’ question has been passed down like a legacy, most job seekers fumble and stumble upon this question. It is indeed a tricky question and opens up a large number of doors for the interviewer to knock on.
Well, what do the interviewers actually wish to know through this question? As a conversation starter, most interviewers hope to learn something about the candidate that is not mentioned in the resume. It is an open-ended question that can lead a hiring manager to several insights about the candidate.
Through this answer, the hiring manager can analyze the candidate’s priorities, goals, and to some extent virtues. Moreover, be prepared to be judged for the parameters of confidence and communication skills while answering this simple question.
If you have been searching for how to answer to ‘Tell me about yourself question’, here is a quick interview guide about how you should start, what the answer should and should not contain, and how to end it in an impressive way.
Prepare a Sample Answer
As a job seeker, you are expecting this question to pop up in every interview. Therefore, the best way to prepare yourself for it is by creating a strong sample answer. You must remember to prepare the response specific to the job role you are applying for. For instance, if you are opting for a clerical job, you must highlight multitasking, whereas if you are opting for a sales job, highlight your communication skills.
You must not repeat something that’s on your resume. You must highlight the soft skills that can be beneficial to your chances. For instance, you can talk about your leadership role as a coordinator in your college fest if you are appearing for an interview for any managerial post. It is essential to set up an answer that may intrigue interest in your hiring manager.
Things You Must Not Say
The most common mistake that most candidates make is answering this question casually. They simply talk about their life story starting from hometown to graduation to job. Doing so raises a red flag for the hiring manager that the candidate is not taking the interview seriously.
Another typical response that works as a red flag is talking about the problems of the current or previous job. You do not need to explain why you want to leave the previous or existing job as an answer to this question. It indeed reflects your desperation for the job and consequently affects your salary negotiation.
Avoid unrelated personal stories or just an explicit sum up of your resume. Make sure your answer does not appear like a speech where you are praising yourself.
What You Must Definitely Say
The sole purpose of this question is to disclose your selling points that are not mentioned in your resume. Moreover, the best way to craft a good answer to this question is to analyze the soft skills required for that specific position or company. You must be aware of the skills and experience that a hiring manager is looking for while you are answering the question.
You must definitely focus on virtues and soft skills. Do not forget to include words like ‘passionate’, ‘detail-oriented’, ‘team player, ‘multitasker’, ‘leader’, ‘professional’, ‘responsible’, ‘excellent communication skills, and any other character that is essential for the job.
You must craft a short script that highlights your area of expertise, relevant abilities, and strength in a natural flow of the thread. Strengthen your answer by talking about reasons for applying to the particular job and conclude by reasoning why that specific role in that specific company appeals to you. You can also include what you do in your leisure time as hobbies if it helps to pitch better for the position.
Crafting a sample answer may be time-consuming but make sure not to take up so much time while using it as your answer. Ensure your script is precise and concise but also has a natural flow. Remember to include every single detail that makes you a perfect fit for the job.
Make sure your script has some sparks that intrigue your interviewer, setting a strong start to the interview. Also, you need not keep it very serious, sometimes good humor takes you a long way too.
In the world of digital marketing, SEO (Search Engine Optimization) has become an indispensable component of online business. Search engines such as Google, Bing, Yahoo, and others have specific algorithms to rank web pages, and content is a crucial aspect that affects this ranking. In this article, we will discuss the role of content writing in SEO.
Table of Contents
Content Writing and SEO
Importance of Quality Content in SEO
Keywords and SEO
Content Length and SEO
Engagement and SEO
Link Building and SEO
Social Media and SEO
User Experience and SEO
Content Strategy for SEO
How often should I update my website’s content?
What is keyword stuffing?
Can I use duplicate content on my website?
How can I measure the success of my content marketing strategy?
Is it essential to create long-form content for SEO purposes?
Content Writing and SEO
Content writing is the process of creating written material that engages and informs the audience, with the aim of promoting a product, service, or brand. In SEO, content writing plays a crucial role in increasing a website’s visibility and improving its ranking on search engines.
Search engine algorithms use several factors to determine the relevancy of a web page to a particular search query, and one of the primary factors is the content’s quality.
Importance of Quality Content in SEO
Search engines favor websites with quality content that provides value to the users. High-quality content is relevant, informative, and engaging, and it helps build trust and credibility with the audience.
Moreover, quality content attracts backlinks from other websites, which improves the website’s authority and ranking. Hence, it is crucial to create unique, informative, and high-quality content that satisfies the search intent of the user.
Keywords and SEO
Keywords are words or phrases that users enter into search engines to find specific information. In SEO, keywords are essential as they help search engines understand the content and context of the web page.
However, it is vital to use keywords strategically and not to overuse them, as this may result in keyword stuffing, which is a black hat SEO technique that can lead to a penalty from search engines.
Content Length and SEO
Content length is an important factor in SEO, as longer content tends to perform better than shorter content. Studies have shown that the average length of top-ranking pages on Google is around 1,800 words.
However, it is important to note that the length of the content should not compromise its quality. It is better to create concise and informative content that satisfies the user’s search intent, rather than creating long-form content for the sake of it.
Engagement and SEO
User engagement is an important factor in SEO, as it indicates the quality and relevance of the content. Search engines favor websites with high user engagement, as it indicates that the content is valuable and informative to the users.
Engagement metrics such as bounce rate, time on page, and click-through rate are important indicators of the content’s quality and relevance. Hence, it is important to create content that engages and satisfies the user’s search intent.
Link Building and SEO
Link building is the process of acquiring backlinks from other websites to your website. Backlinks are important in SEO, as they indicate the website’s authority and relevance to search engines.
However, it is important to acquire backlinks from reputable and relevant websites, as low-quality backlinks can harm the website’s ranking and authority.
Backlinks: – High backlink quality high reliability and reliability and high quality backlinks, leading to a higher chance of standing on Google.
Keyword insertion: – Quality content is the best way to use keywords strategically. This will help to compete with other businesses in the same field.
Block Good User Experience: – SEO incorporates strategies such as creating various backlinks, writing good blog posts, and using better keywords. It involves building a website with an easy-to-use user interface, extending robots.txt files, and writing better Meta tags to improve quality.
In fact, SEO and content cannot work differently. Marketers should have the right information for both of them in order to focus on creating the right content to improve site standards. Use your keyword for your content.
B2B (Business-to-Business) marketing trends to the marketing done with other businesses and organizations in the form of Products or Services. It carries various lead distinctions from B2C marketing, i.e. more aligned toward consumers.
When we talk about B2B marketing in a vast sense the content service is more Instructional and upfront than B2C. And cache needs more customers to make good money in the B2C sector. There is usually a lot of money in B2B advertising, you don’t need many customers to make good money, because you will be charged a higher price.
In the modern corporate world, B2B marketers often sell to buying committees with various key Collaborators, which changes and form a complex and sometimes challenging environment, but as data sources become more vigorous and accurate, the ability to map out different committees and reach buyers with relevant, exclusive information is greatly improvising.
B2B Marketing Strategies for 2023
Developing an Ambient Perception.
Defining the Customers and Market role.
Identifying the B2B marketing method and strategy.
Creating wealth and running campaigns.
Measuring performance and Improving.
Success in 2023 that B2B marketers need to be aware of:-
1. The Expanding Dominance of Artificial Intelligence:-
AI key has always been represented. As mentioned, AI has cut a few entries into the B2B marketing tunnel, automated strategy, and engagement tools like Chatbots and Virtual Assistants. AI enables data-driven analysis, processes, and performance. At least one in every 10 organizations uses AI-enabled marketing to gain a better understanding and faster analysis. It also simplifies general tasks to streamline their work process.
As AI helps various organizations discover their data capabilities, they are content with a more flexible access plan and introduce a better view of their customers and how to help them. One of the ways companies deal with Customer Experience needs is to use artificial intelligence (AI) i.e., Chatbots, for example, give consumers a simple thank you for finding a solution to a simple question and establishing customer loyalty through superior customer service, take customer time – 64% of clients with clients -AI is willing to spend most of their time solving complex problems, compared to only 50% of these.
Not ignoring the power of genuine and real content:-
Content is one string that connects both B2B and B2C marketing strategies as it is true that Networking differentiates them. According to marketers, we all know that content is king, and if you don’t address it respectfully, there is no way you will make it huge in the market.
Well, such brands followed simple strategies such as:-
Publishing content based on keyword research.
Mixing the long & short format content pieces.
Selling the content to customers, executives, and partners.
Building subscribers and followers for their businesses.
Adopting paid promotion strategies to bring their content to the top.
2. Targeting Market for Customer Retention:-
Even Harvard Business Review entails, a 5% increase in customer retention translates to a 25% to 95% increase in profits, because the better your customer retention marketing strategies, the worthier and more expansive your clientele. And are realistic and acquiring a new customer is always 5-25 times more expensive than retaining an existing one. As you are investing so much time and resources in finding a new client, and but some other money in keeping them happy. So a Constant and Honest customer base is a valuable asset for any business. And, the first thing you should keep in mind is satisfying them.
3. Supporting the Multi-Channel Strategy:-
The word: Multi-channel has been booming the marketing world for several years and has made a prominent notion in the B2B marketing field. Now, you don’t need to pick just one channel but follow a Multi-channel marketing approach to ensure that your clients can find you everywhere! Multi-channel marketing is not just a B2B marketing trend but facilitates brand-customer interactions across several devices. Moreover, businesses that take up Multi-channel strategies achieve 91% greater customer retention rates than those that don’t.
Following such methodologies makes sure that you simply are getting business leads across all channels, including digital, social, and other internet-based platforms. The more clients you’ve got on board, the higher is your ROI, and therefore the earlier you’ll outpace the competition. Now, don’t confuse Multi-channel marketing with multi-channel marketing since the former connects customers across all channels, whereas the latter makes all channels available to a consumer but not necessarily in an integrated manner.
4. Augmented Reality and Virtual Reality gets in line:-
It’s the addition of augmented reality that takes videos to a different level and conveys the value of your offer in an interactive 3D visualization. This is an absolute tool for B2B companies who want to point out their products in a visually impressive manner.
Virtual Reality is vast, As VR marketing involves brands promoting themselves and their products using virtual and augmented reality technology. And it is as important as your first cup of coffee in the morning, especially for B2B marketing gigs. VR marketing brings an appearance into B2B marketing realms, reeling during a buyer’s journey. Several businesses cinematograph case studies and switches them into interactive videos which will gain traction within the B2B market.
Technology moves forward per annum in such speedy revolutions with a demand that a keen eye, agile mind, and dynamic B2B marketing strategies. Of course, you would like to wish to remember the simplest B2B marketing trends if you would like to attain high in 2023. From AI to AR/VR, every B2B trend helps steel oneself against the last word war against competition. This year is probably going to be one of great change and experimentation. Staying up with the newest trends will assist you to focus your marketing efforts and adapt to the new normal whatever that finishes up looking like.
The onset of the pandemic has led to a sudden economic slowdown, followed by a recession, lay off, and drastic impact on almost every industry. As most companies shifted to remote working, the recruitment industry had to adopt specific changes to ensure seamless high volume talent acquisition.
Previously, most recruitment processes included days to months for the selection of the right candidate. Owing to the cut-throat competition in talent acquisition, most businesses require to speed up their recruitment through the digital transformation of the process.
What is Digital Transformation?
In the recruitment industry, most recruiters had to spend their maximum time sending mail to potential candidates, cold calling, conducting telephonic and face-to-face interviews, and screening the talent pool for the best candidate for the job. As the pandemic outbroke, the digital transformation in recruitment took a more rapid pace.
Digital Transformation in recruitment involves the use of technology and data solutions for the automation of mailing to the target pool, screening of applications on specific parameters, and speeding up the recruitment cycle as a whole. Moreover, the introduction of Artificial Intelligence (AI) in recruitment has increased operation efficiency by eliminating human errors.
Impact of Digital Transformation in Recruitment
Digital transformation of recruitment has led to competitive advantages to the businesses such as employee retention, greater employee satisfaction rate, and many more. Here are some of the advantages that any business can enjoy if they adopt digital transformation in recruitment.
Better Hiring Rate
The automation of tasks like tracking applicants and scheduling interviews speeds up the daily process for your recruiting manager saving time and organizing every detail to his convenience. Therefore, your recruiting manager can efficiently conduct high-volume quality hires in a shorter period exhibiting a better hiring rate. Innovation and lateral thinking are something you invest in when you opt for quality hires.
Advanced technology and Artificial intelligence can minimize a hiring manager’s manual hours into just a few minutes by sourcing relevant candidates by screening more than a thousand applications and CVs that match the job. Digital transformation plays an essential role in saving time by gathering and analyzing data on improved metrics to provide a more accurate, error-free, and efficient analysis. Therefore, it reduces the cost per hire and helps the recruiter identify skill gaps to recruit accordingly.
Improved image as Employer Brand
Most job seekers check out information about the employer before attending an interview. Therefore, every employer must create an employee-friendly image in social media to attract the top tier talents. As hiring managers are adopting digital transformation, building a public image of their organization is of utmost importance. Recruiters have the responsibility to create engagement through the social media accounts of the company. Moreover, they can use AI to engage potential candidates through email marketing.
Boost to Operation Efficiency
Due to the pandemic, the introduction of virtual interviews along with candidate assessment, has become a common thing. Digital transformation has made the candidate assessment easier for the recruiters. The recruiters can use several digital tools to filter out suitable candidates, shortlist them, and finally assess their abilities through required metrics. In this way, the recruitment process is conducted in a shorter time with better efficiency.
Edge for tapping top tier talents
According to a study, 78% of employers believe using an Applicant Tracking System (ATS) makes finding great talent easier than ever. There are several statistics where recruiters have vouched for better results in recruitment by using recruitment technology.
Moreover, it has been noticed that digital transformation has led to better candidate experience as well as reduced employee turnover. The use of technology not only helps the recruiter to tap top tier talents faster than mainstream sourcing but also offers a larger talent pool through social media job advertising.
The Bottom Line
While most companies are adopting the digital transformation, few companies have stepped back, stating financial budget as their primary constraint. However, if we look into the gains of digital adaptation in recruitment, the financial budget may not become a problem owing to the greater good in the near future. Every change faces some resistance at first.
Digital transformation in recruitment is no exception. However, the positive impact of digital transformation in the business has the upper hand. Evidently, it tends to be a major threat to those who want to stick to their old techniques in recruitment.
A great recruiter could be a valuable asset to companies in all told industries. However, so as to become a recruiter, you would like to own a selected set of recruitment skills, besides a powerful will to figure.
Here are the foremost common styles of recruiters, the foremost desirable recruitment skills, and the way to boost them to extend your value to employers and candidates.
Every organization seeks to look for qualified candidates to fill positions.
Recruiters play important roles in the hiring process. With well-developed recruitment skills, you’ll identify and screen the best candidates for positions. In this blog, we define five important recruitment skills, provide examples, and discuss some ways to boost and showcase your recruitment skills.
Functional IT and data analytics prowess
In this century, IT skills aren’t longer a necessity for IT roles only. While recruiters don’t have to be tech wizards, having a working knowledge of functional IT skills — particularly of recruitment software tools — will help them do their job better.
This involves having the ability to use the answer properly for handling applicants and managing the hiring process. In addition, recruiters should be able to identify patterns on the platform and accordingly take action to support those patterns.
For instance, the information might show them that a selected market has the very best number of talented applicants, but having IT skills allows them to determine other aspects of that market on the platform — like the value of reaching them or the variety of the applicant pool.
Periodically, every company will want to understand how the recruitment process goes and what hiring trends are like for the past quarter or year.
Recruiters have to be able to tabulate and demonstrate these trends and insights on what the new hires are doing, what the task market is looking like, and any potential hiring needs that they see turning out.
This also includes reporting on their own performance and finding ways to boost it, like by decreasing the time-to-hire or altering interview formats for better results.
Solid relationship-building skills
The recruiter is usually the primary person with whom a candidate has contact. the simplest recruiters use this chance to ascertain a relationship with prospective hires.
This helps the candidates feel seen and heard as individuals, not just names on a listing, and provides them a taste of what it’s like to work at the corporate — which may often be a determining factor about whether or not they like it better to work there.
More importantly, recruiters stand between the corporate and therefore the candidate, and they are selling the work to the candidate. This needs excellent persuasion skills to demonstrate the various benefits of engaging at the corporate and therefore the growth path the candidate can enjoy.
Particularly if the candidate is among the highest talents in their field, recruiters have to be able to sell the task convincingly enough. At the same time, it’s vital to not set unrealistic expectations, or the candidate will have no reason to remain on.
Recruiters must, therefore, provide a transparent and accurate picture so the candidate can make an informed decision. At the same time, it’s for no reason that the old saying goes, ‘speech is silver,’ but silence is golden.
It is imperative that recruiters listen actively and empathetically to what candidates, coworkers, and managers are telling them about job expectations, working conditions, interpersonal relationships, and the ambitions of candidates.
This will help them build better relationships with the candidates and make way more informed choices about the hiring process and whom to select.
Good communication skills
In a market that’s learning, good candidates are hard to attract and an outsized part of their decision-making process goes to be supported by how they were treated during the hiring process.
Studies have shown that clear and unambiguous communication throughout the hiring process by the recruiter means, even if a candidate doesn’t get the work they maintain a positive experience of the company.
The candidate experience begins even before a person has applied for employment and so the TalentBoard research suggests that candidates want to know more about the company, its culture, and the worker experience. Recruiters must convey these things with good communication since it is one of the most important factors for employee engagement also.
The details of the task itself and more details on what’s expected of the candidates on a usual.
As recruiters fail to communicate well with candidates, as well as with the emergence of anonymous review sites like Glassdoor, it is becoming riskier to ignore applicants for fear of damaging your employer’s brand.
A recruiter’s day is spent juggling applicants, candidates, hiring managers, e-mails, phone screens, intake meetings, queries, and reports—making effective time management a critical skill to remain above water.
Talent acquisition is a rush of thousands of seemingly important things competing for your attention. Recruiters keep juggling such a lot of moving parts, the multiple ongoing projects, the surprises that pop, and also the tactical maneuvering needed just to stay pace.
But it can make it hard to stay track of the method, which could doom a recruiter to being perpetually in catch-up mode, missing deadlines, and failing to complete tasks.
Candidates may lose interest or pursue other options if the hiring process is too slow. In contrast, if the hiring process moves too quickly, a candidate will not be ready to accept a suggestion and might even turn it down because they feel compelled to make a decision right away.
As an HR person, you need to make a to-do list every day which may be very useful when it involves fulfilling short-term goals while keeping track of your time. together with this, you want to also specialize in long-run goals.
You must also project weekly, monthly, and yearly plans so you recognize before about the work you’d prefer to complete. This will not only preserve it slowly but also facilitate the adjustment of your work when and however required resulting in better performance from your side.
Marketing to recruits is just as important as marketing to customers for an organization’s growth.
You would have top talent queuing up around the block if you spent maximum time marketing to candidates as you do to purchasers.
Investing some time, energy, and budget in showcasing the most effective of your organization, your company culture, and what causes you to be inherently unique, will allow you to draw in candidates, even when your talent pool is shallow. Pragna Solutions has been upskilling its team on the onslaught of new technologies and trends. This has helped us immensely to get higher results for its customers.
Having the ability to plug your roles to the correct people and retain them, are key to navigating a good marketplace.
Recruiters need Recruitment Marketing because the old way of transactional recruiting simply doesn’t work anymore. Today’s candidates discover and consider recruiters the identical way consumers find products, hotels, and restaurants.
Through searching online, following social media, and reading reviews, candidates can become tuned in to an employer and its career opportunities. What they study about a company’s mission and culture can influence a candidate’s decision to use it for employment and accept a proposal for employment, or form a negative perception and become a brand detractor.
Hiring great candidates begins with the recruiter. As a result of their role, they are crucial to the sourcing, recruiting, and selection of candidates, as well as facilitating the hiring process. Their skills and experience in implementing several different methodologies and strategies are necessary to achieve this.
The most effective way to improve the hiring process is sharpening recruitment skills with a progressive process to help you uncover candidates’ real and quantifiable skill levels.
Recruiters with better skill levels who can produce good candidates intake are highly valuable assets to the companies. Therefore it is important to every recruiter to upskill themselves periodically with trending skill sets.