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PSST…What Recruiters and Employers really want to see on your LinkedIn profile

PSST…What Recruiters and Employers really want to see on your LinkedIn profile

Utilising LinkedIn and other forms of social media is vital when job hunting for your next career move…it is not simply about updating your resume and then applying…


During your job search, be smart and enable Recruiters & Employers to find you!


In the past we have suggested key overall LinkedIn profile improvements, however the below are the key items that will get you not only make you visible to Recruiters and Employers but will also verify your that you are their ideal candidate and make sure that they can follow-up with you directly!


Keywords that fit your Skills and Experience

Put yourself in the shoes of a Recruiter and potential Employers to find out what are their keywords. You can find keywords that they use by investigating job adverts for your current and past role…you shouldn’t apply for these roles but it will enable you to identify the key skills and industry specific words that they would use when searching for talent that best suits their job opportunity.

Once you have a list, build these words into your LinkedIn profile and resume. This will ensure that they are quickly able to detect that you are the right type of person for their current opportunity. – Communicating your relevant skills, exposure & experience is key!



Contact information

This comes down to personal choice, however if you don’t have an up to date e-mail address and mobile number, the truth is that in a fast paced recruiting environment, you may miss out on hearing a hot job opportunity.

Having your details visible, ensures that they can contact you as soon as they review your profile and qualify your skills set and experience.



Country and Industry

Just like keywords that represent your skills and experience, having your country and industry entered in your profile will widen that chances of coming up high on a Recruiters and potential Employers search results.




Recommendations will further validate to them that you are a potential candidate that has a proven track record in your current and previous positions.




Having consistent information on both your resume and LinkedIn profile will strengthen your personal brand and eliminate mixed messages.

So what are you waiting for? Go straight to your LinkedIn profile now to ensure you are not missing out on job opportunities!



Originally published by ExecutiveDNA’s Branding and Marketing Consultant, Nicole Picone.



If you enjoyed this post, you may find the below previous posts interesting:

Resume Super Words

Top 9 LinkedIn Profile Fails to Avoid

Match your Resume with the Job that you want

Top 4 TED talks on Career Advice

Top 4 TED talks on Career Advice

Here at Mint RPO, we love finding inspirational, educational, interesting and informative material that can help people progress in their career. – TED talks are great material that are presented by different professionals that are experts in their field.


Here are our top 4 talks to help progress your career.



DO you want to be more productive?

Have you ever experienced an unproductive morning, day or week? At some point, we are guessing yes! This is an informative and funny talk by psychologist Shawn Achor presents the idea that it is actually happiness that inspires us to be more productive at work and in life. He is the CEO of Good Think Inc and author of The Happiness Advantage.



What makes work personally satisfying?

Do you know what makes work personally satisfying for you? After the paycheck, what are the other intangible values that drive you? Barry Schwartz, a psychologist, suggests that our current way of thinking about work is broken; we spend way too much time at work during our lives not to watch this video and challenge us to look at it in a different light.



Getting back to work after a career break?

Have you taken a career break and thought about changing career direction? This TED Talk Video by Carol Fishman Cohan, CEO and co-founder, iRelaunch@iReLaunch, discusses how she broke back into the workforce after a break and how she has turned her experience into a successful mission of helping others do the same.



Are you not progressing at work?

Do you feel like you are not progressing in your career? You have been reaching all your KPIs and getting great feedback, so why are you not moving up? Susan Colantuono shares a simple, yet surprising piece of advice; she is the of CEO of Leading Women and author of No Ceiling, No Walls: What women haven’t been told about leadership.




Do you have any other TED Talk favourites? We would love to hear about them so that we can add to our own playlist of inspirational discussions.

Work-Life Balance: How to Make it Work!

Work-Life Balance: How to Make it Work!


Creating work-life balance is crucial in ensuring you live a happy and fulfilled in life. In fact, it is one of the top reason why employees stay with their employer long-term and is a key for many companies talent retention strategy.


It is proven that you are more than likely to feel less stressed and that you do not have to sacrifice family fulfilment over career success. Below are ways on how you can take control over your own work-life balance:


Time Management and Overall Prioritisation

Work smarter not harder! This is key when setting yourself up for true work-life balance. Below are some tricks and tips on how to truly achieve this:

  • Set tasks
  • Turn off email notifications to concentrate on each task, then check emails during times intervals
  • Work with To and CCs – this ensures that you know what you need to
  • Highlight priorities and set yours and others stakeholders’ expectations


Flexible Work Hours and Locations

Does your workplace have flexible work hours or could you work from home or a different location? Not all types of roles enable this to be a reality, however does yours have the potential without disrupting your work? If so, have you ever actually asked your employer is this is possible? If not, and you are interested in this, why haven’t you? Employers are not mind readers, so simply discuss the possibility with them….you never know unless you ask.


Set Rules and Draw the Line

  • After a certain hour, ensure that you switch off your work email notifications on your mobile; home time is quality time with your family.
  • Set a time and place to check emails out of work hours

If you feel like you need to check your phone due to busy working periods or if you work with multiple regions with different time zones, set up times when you check your email and take calls and have a dedicated space at home where you can solely concentrate on work and then leave once finished.


If you love TED talks, watch this one that is presented by Nigel March, the author of Fit, Fifty and Fired-Up, Fat, Forty and Fired and Overworked and Underlaid, offers motivation and encouragement on how to make it into a reality.

Is Recruitment Process Outsourcing a good fit for your business?

Is Recruitment Process Outsourcing a good fit for your business?

Deciding to outsource a portion or all of your recruitment functions is one of the most important decisions your company will make as it involves identifying and securing your company’s most valuable asset – its people.


To decide if RPO is the right decision for your company, Mint RPO has developed core critical questions.


Does outsourcing recruitment functions align with your companys business requirements/strategies?

This is first question you should ask. When developing your key business priorities in the next 6, 12 and 24 months does RPO aid in achieving this?


Will RPO improve your overall companys performance?

One major benefits of RPO is the overall cost reduction of recruitment that can sue costs by 50 to 75%. Other benefits from RPO include the following:

  • Your recruiting capabilities increase without increasing your headcount
  • Speed of hire and candidate yield improvements
  • Quality of hire improves as your internal recruiting staff has more time to spend interviewing and assessing candidates


What is the total cost of RPO vs. Internal HR?

Do you know what your actual cost is to perform your key HR tasks? It is important to understand your cost to hire or your true cost in talent acquisition. These calculations should include both your direct costs (salaries of internal recruiters, time, advertising, technology, background/skills checks etc.) as well as indirect costs (lost productivity and bad hires). Knowing and understand these figures will enable you to compare the cost partnering with the RPO to manage parts or all of the recruitment tasks.


Who will manage the RPO partner? (including financial and performance results)?

The alignment of people, process and technologies of both your business and your RPO partner are essential to ensure your overall HR strategy succeeds.

It is vital for management to maintain an overview of the outsourcing activities and understand the contract terms and the ultimate deliverables of the project.


What are the potential internal ramifications of working with an RPO?

Taking the time to understand how the executive, management and wider team will react to an RPO strategy is crucial to its success. If you have an existing team that currently undertakes your company’s recruitment strategy it is a good idea to have them involved in the introduction and potentially developing the strategy on how to implement the plan; having them on-board is critical to the overall success of the partnership.


How will the RPO partner compliment my existing internal HR?

Depending of your overall business priorities, utilising a strategic mix of RPO and internal HR will potentially enable your team to concentrate on their core business activities instead of additional adhoc requirements such as talent acquisition or talent mapping.



After answering these key questions leads to requiring an RPO solution that fits your business needs, we encourage you to fill out our contact us form that will enable us to provide you with more specific information about our tailored service.


Top 9 LinkedIn Profile Tips

Top 9 LinkedIn Profile Tips

If you are new to LinkedIn or if you want to ensure you get the most out of your profile, check out our top mistakes to avoid.


1. Profile Photo
You would be surprised of the impact a good professional profile photo can have. LinkedIn reports your visibility increases by 40% compared to those profiles that do not have a photo. However, before hitting that upload button, be sure that it is an appropriate image – remember that this is your personal professional network, not your social network that you have on other forms of social media such as Facebook.


2. Headline
A headline is the most valuable real estate on your LinkedIn profile, so use it wisely! Add a catchy headline that will give people a clear idea of what you specialise in. Never put generic titles such as Consultant, Specialist or Manager, always add further descriptive words  E.g. Engineering Consultant, Human Resources Specialist, IT Manager.


3.Experience or Skills
If one of your aims is to increase your visibility with talent scouts or potential employers, then ensure you have a summary career path  and list skill sets – This will make it easier for them to find you in searches and not overlook you.


4. Summary
As talent finders, we believe that not having a summary should be a crime! This is not only an opportunity to summarise your skills and experience, but should explain how you solve the end user’s (your prime audience) problem. Think about why you utilise LinkedIn e.g. increase your brand awareness and engagement with your clients and extended business network.
Note: Ensure that you write in 1st person.


5. Only talking about today
LinkedIn is about people connecting; the more information you have on your professional journey, the more opportunities you have to create additional interest and reasons for people to reach out to you. Your key audience could find interest in your highly specialised background, previous companies, universities, or a common skill – who knows!


6. Too many current roles
When listing your experience, be sure that you have an end date for each of your previous roles. Another common mistake that occurs is when people have been at the same company for years, but only refer to their current role. If you have progressed within the one company, show your career path – people want to understand your story.


7. Contact details
If your aim on LinkedIn is to catch the eye of talent scouts, potential employers or clients, then make it easy for them to contact you. You don’t have to place your phone number on your profile but what about a professional email address?


8. Bombarding 
Being too active can work against you! Posting irrelevant third party content with no comments or material that doesn’t belong on LinkedIn can reflect poorly on you. Make sure that every post has a meaningful business purpose and remember that this is your personal professional network that you are trying to build – quality before quantity.


9. Abandoning your profile
Once you have spent time on perfecting your profile, don’t abandon it! It doesn’t mean you have to log in every day, but make sure you have an active email address connected to it. This will enable notifications to be sent to you when you receive a message, recommended jobs or connections. Abandoning your profile can damage your brand and reflect poorly on your follow through.


Once you have created your LinkedIn profile, don’t forget to follow Mint RPO on LinkedIn for more tips and tricks.


Originally published by ExecutiveDNA’s Branding and Marketing Consultant, Nicole Picone.

The Secret to Ensuring the Right Fit when Hiring Talent

The Secret to Ensuring the Right Fit when Hiring Talent

When hiring the right person, you need to look past the resume and the interview. According to Harvard Business Review 80% of employee turnover is due to bad match hiring decisions.


To decrease the risk of a bad hiring decision, you need to include corporate human resources processes and policies, testing as well as an informal team meeting. This will not only ensure that you find a competent, talented candidate that can fulfil the role’s requirements but also fit into the company’s cultural that will prove them to be a long-term fit.


Corporate Human Resources Processes & Policies

Having clearly defined processes and policies in regards to role openings enables it be a transparent process that includes not only HR but also the departments who the new hire will ultimately work alongside.


Technical and Psychological Screening

During technical and psychological screening you are able to see if your ideal candidate can walk to talk. This is a great black and white confirmation of their skills and looks beyond their resume and interviewing skills.


Informal Team Meeting

This allows the potential hire to ask questions about the role and working environment in a more casual environment. It also allows both you and the potential hire to find out if they are indeed a good cultural team fit.


By implementing these initiatives you will decrease the chance of a bad hire. Ultimately you want to ensure that the company’s productivity is kept to a maximum and that company morale continues.


Do you have any other initiatives that limits the chance of a bad hire? We would love to hear them!


By Nicole Picone

Resume Super Words

Resume Super Words

Our Mint RPO team reads countless of resumes each and every day. On average we receive 200 resumes per job and only have several minutes to review a resume and move on. We asked our team what were the best buzz words to place in your resume and here is what made the cut:

  • Revenue/ Profits
  • Increased/ Decreased/ Under budget/ Monetized
  • Won/ Achieved
  • Improved/ Standardized
  • Trained/ Mentored
  • Managed
  • Created/Developed/ Established
  • Resolved
  • Influenced
  • Negotiated/ Pursued
  • Launched/ Pioneered/ Spearheaded
  • Accelerated
  • Ranked/ Received/ Rewarded


These strong action orientated words enable the resume reader to understand what you do and why you do it successfully. It is important in a resume to be results driven as this illustrates how you would add value to the organisation.


If you are just starting your career or have little experience in the industry, review the job advert and identify the key words that they are looking for. You will be applying for junior roles so experience should not be critical. Alternatively concentrate on the key skill sets that the job advert identifies and ensure you customize your resume and cover letter to match. This allows the resume reader to quickly scan your resume and see that you align with the role’s requirements.


Ensure that you pack a verbal punch in your resume to give you the best chance in securing an interview. Don’t forget to follow Mint RPO on LinkedIn for more tips and tricks.


Image Source: Pixabay