Which Countries Have the Most LinkedIn Users

Which Countries Have the Most LinkedIn Users LinkedIn is now an extremely key factor in job search, recruitment and networking. With 380 million users worldwide and 2 people joining every second, it is increasingly on the rise and is popular with both individuals and businesses. It is interesting to have an understanding of who is using LinkedIn and  to compare countries with more users against countries who are falling behind. Its also important to look into and analyse the reasons behind these statistics, as they could explain why this social network may not be so popular in particular places, this may be due to social or economic reasons. They could also explain the  global job market and reasons for employability in different countries and sectors. Link Humans provided a video showcasing the main statistics from around the world. Which country/city has the most LinkedIn users? Lets have a look! Statistics: The USA leads with 126 million LinkedIn users which has increased by approximately  17 million in one year! India has 33.4 million users. The USA has the  highest penetration of LinkedIn usage compared to the population with the Netherlands coming close second. New York is the city with the most users and Saõ Paulo comes second. India IT industry decline: According to LinkedIn themselves, the community in India are being forced to reinvent themselves due to the decline in the IT industry. This could explain the huge amount of LinkedIn users in India who desperately need to connect and find a new job. From 2010-2013 LinkedIn users in India increased 500% from 3.4 million to 20 million. According the LinkedIn research, the ‘City of LinkedIn India’ is  comparable to that of Mumbai’s total metropolitan area! Saõ Paulo Tech skills: Facebook launched a programme to provide/teach  entrepreneurial and technology skills to small businesses one of  Saõ Paulo’s slums. Perhaps, this further influenced LinkedIn usage which could in turn also aid business and entrepreneurial skills and jobs. Germany XING competition: 13% of Germans have a XING account compared to 5% who have LinkedIn, making XING LinkedIn’s largest  competitor in Germany. 31%  of the German labor market and 1 out of 4 in Austria  rates Xing.com as their most favourite  recruitment channel. Los Angeles  Top skills from user data insights: TV and Video Production is the top skill for Los Angeles on LinkedIn. Both social media marketing and digital marketing are within the most popular skills. To read more about LinkedIn users globally and the possible reasons behind the statistics, click here!

Personal Branding Magazine Issue 18 With Clayton Christensen! - Personal Branding Blog - Stand Out In Your Career

Personal Branding Magazine Issue 18 With Clayton Christensen! - Personal Branding Blog - Stand Out In Your Career Personal Branding Magazine â€" Volume 5, Issue 2 Brand Innovation Summary Volume 5, Issue 2 focuses on how to innovate and cause disruption in your industry. Clayton Christensen, featured in our cover story, is a pioneer when it comes to teaching companies how to build and maintain a successful enterprise through innovation. “Disruption innovation,” a phrase coined by Mr. Christensen, allows a company to move up the market and eventually displace the leading competitor. Through this same technique, and others that you will find in this issue, you can become the number one person in your niche. Free sample issue available today Enjoy eleven articles in the free sample issue, which can be found on PersonalBrandingSample.com. You’ll read partial interviews with Clayton Christensen, Martin Lindstrom, Adam Nash, Vijay Govindarajan, Jeff DeGraff, Scott Berkun, Jim Carroll, and Robert Tucker. You’ll also enjoy reading articles about global innovation and embracing your limitations for a distinguishable personal brand. Full issue available November 1st (paid subscribers only) The full issue will be out on November 1st, including complete interviews with major business celebrities and a combined 21 articles for your viewing pleasure. Be sure to subscribe before November 1st in order to receive this issue. More information can be found at PersonalBrandingMag.com. Features The 2011 Personal Brand Awards! Exclusive interviews with: Clayton Christensen is the Robert and Jane Cizik Professor of Business Administration at the Harvard Business School. He is author or co-author of five books, including The Innovators DNA, The Innovators Dilemma (1997), which received the Global Business Book Award for the best business book published in 1997; The Innovators Solution (2003), also a New York Times best seller; and Seeing Whats Next (2004). Martin Lindstrom is the author of six books including his most recent  Brandwashed: Tricks Companies Use to Manipulate Our Minds and Persuade Us to Buy  and  Buyology: Truth and Lies About Why We Buy. He was named one of the 2009 world’s 100 most influential people by  TIME  magazine. Adam Nash is the Vice President of Search Platform Products at LinkedIn, the worlds largest professional network. Before LinkedIn, he held a variety of strategic and technical roles at eBay, Atlas Venture, Preview Systems, and Apple. Vijay Govindarajan is a Professor of International Business and the Founding Director of the Center for Global Leadership at the Tuck School of Business at Dartmouth College. He is the author or numerous books and recently co-authored  The Other Side of Innovation: Solving the Execution Challenge. Jeff DeGraff is a highly sought after speaker and advisor for companies that include 3M, Apple, American Airlines, Coca-Cola, GE, Johnson Johnson, LG, Pfizer, and Toyota. He is the Clinical Professor of Management and Organizations at the University of Michigans Ross School of Business. He is the author of Innovation YOU. Scott Berkun is a writer and speaker. His work has appeared in The New York Times, The Washington Post, Forbes, The Wall Street Journal, The Economist, The Guardian, Wired magazine, National Public Radio, The Huffington Post and other media. He has taught at the University of Washington,  blogs for Harvard Business and  BusinessWeek. He is the author of The Myths of Innovation. Jim Carroll is widely recognized for his deep research and analysis of how innovative organizations are achieving market or transformational growth despite deep economic challenges. He is the author of  Ready, Set, Done: How to Innovate When Faster is the New Fast, Carroll has been featured in  BusinessWeek  as one of four leading sources for insight into future trends and innovation. Robert Tucker is president of The Innovation Resource, and an internationally recognized leader in the field of innovation. He is the author of Managing the Future: 10 Driving Forces of Change for the New Century, which has been translated into 13 languages. Contributors Rachel Tuhro, PR Manager at Millennial Branding Tim Hare, Events Director at Millennial Branding Bill Connolly, Sales Director, Millennial Branding Melissa Kong, Editor-in-chief, Student Branding Blog Katie Konrath, blogger, getFreshMinds.com Special thanks to the staff Miriam Salpeter and Jessica Lewis are the editors. Columnists:  Tiffany Monhollon, Maria Elena Duron, Vikram Rajan, Georgina Taylor, Ivana Taylor, Howard Sholkin, Paul Harrer, Nunzio Bruno, Hannah Samuel, Jack Humphrey, Krisztina Nagy, Jay Palter, Dan Gershenson, and Barbara Ellis. Join our Facebook fan page Thanks to our sponsors

How To Win Any Argument at Work

How To Win Any Argument at Work We absolutely love this. Even though Ive shared similar advice in prior posts, Marie Forleo is a bit more compelling in her message. Maybe its her effective use of the term clown biscuit? Regardless, theres just something about her. Sir Richard Branson says she has a unique flavor of entrepreneurial style. Danielle LaPorte states that Marie, Naturally elevates everyone around her.” I worked with Marie a few years back, and I agree with them both. So watch her advice on how to win an argument, easy-peasy. And then go win one. [NOTE: Turn your volume down a little before clicking play.]

Why Flexible Working is Key to a Productive Millennial Workforce

Why Flexible Working is Key to a Productive Millennial Workforce Whilst the concept of working nine to five has long been ingrained in the workplace, this traditional working practice is increasingly being considered an expired approach to the working day. In particular, the millennial generation considers this regimented structure as constricting and unnecessary in a world that encourages and embraces collaborative technology outside of the workplace. Millennials are a vital demographic for organizations â€" now making up the most significant generation of the workforce â€" so it’s crucial for organizations to understand what motivates this generation not just to retain the staff they have, but to attract talent in the future. With rapid technological advancements positively impacting our personal lives over recent years, employee expectations have changed with the mindset that technology has already improved our lives at home, so those advancements should also be introduced to the workplace. As digital natives living in a land of digital immigrants, it makes sense for Millennials to lead the way in encouraging employers to embrace a modern and productive digital work environment. A happy and productive workforce It’s well documented that a happier workforce leads to higher productivity levels, so with a stronger focus on staff wellbeing, businesses realize that flexible working can be the key to unlocking a positive and productive workplace. Those organisations that are yet to embrace this modern workplace culture are missing a trick, when research consistently shows that agile working practices can play a huge part in attracting and retaining talent, with 70% of people stating that flexible working would make a job listing more attractive and 65% of employees who benefit from flexible working report being more satisfied with their jobs and achieve a better work-life balance. As the adoption of cloud technology continues to increase amongst organizations of all sizes, there’s no doubt that the rate of mobile working will increase as the cloud offers opportunities for greater collaboration. So how can an employer establish flexible working policies that can balance and respect the needs of the organization with the needs of the employee? For the initiative to function effectively, the workforce must be trusted to an extent to perform their required duties within agreed parameters, but management still involves visibility to ensure the flexible working system is working effectively. This visibility for managers has previously been reliant on staff self-reporting hours, with employers trusting in their word â€" whilst this is a good approach in terms of the level of trust and autonomy between managers and staff, there is no data to fall back on to measure the effectiveness of the policy or to ensure that it has been rolled out equally across all relevant departments of an organisation. In data-driven organizations, the lack of an evidence-base can be a significant barrier to the adoption of flexible working initiatives, preventing employees from realizing the benefits. Technology as an opportunity By deploying simple cloud-based technology that allows employees to sign in to work â€" at their place of business or remotely via a mobile application or management portal â€" companies can see real-time updates of the location and status of staff. This approach provides solid foundations for collaboration as colleagues can see where a member of staff is located and if they are contactable â€" fuelling productivity. Furthermore, with an evidence base of the number of hours worked, employees can see an accurate record as well as entitlement to flexible hours. This visibility of working hours also supports the work-life balance craved by millennials, as the technology not only shows when colleagues are working but crucially, when they are not. As technology advances to provide even more opportunities for remote and flexible working, it’s fair to say that the traditional nine to five workday will quickly be a thing of the past. Instead, the most forward-thinking organizations will be those that implement simple, cost-effective tools that can support employees to achieve a work-life balance and collaborate with colleagues effectively. Not only can simple technology be useful in helping to create a positive culture for the existing workforce, but also provide a foundation to attract future employees and remain a step ahead of the competition. About the author:  Dan  Harding  founded All Things Code, the creators of Sign In App, in 2013 after working at Director level in the IT industry for a number of years. With a keen passion for technology enhancements within a business, he is focused on creating and producing software that improves the workplace and employee engagement, to leverage enhanced productivity, safety, and continuity.

Writing a Resume For Google

Writing a Resume For GoogleWhen you have decided to write a resume for Google, there are several things that you must consider. The best way to start is to go to Google and search for the term 'resume' using your own name. This will give you a list of websites that have everything you need, but you should be sure to review these before you spend your time on them.One of the biggest mistakes that people make when trying to create a resume for Google is filling it out in the wrong format. The person who will create the resume will want a resume that is formatted for an Arial font. If you fill it out in Times New Roman, you are opening yourself up to several potential problems later on. You want to leave your information in the format that will not be misread by the person who is reviewing your resume.If you did not fill out all of the necessary information, you will have to add it. The best way to get started is to look over your resume and decide what it needs to be changed. Even if y ou can't see the problems that you have written, you can always check the web.It is very easy to find a few simple changes that you can make, such as switching the subject line to something relevant to the job that you are applying for. You can also put a photo of yourself in the cover letter and bullet point the job duties that you feel are relevant to the position that you are applying for. Also, keep in mind that you need to use the correct spelling of the name of the company. Using one or two extra u's in a company name, which is common practice in most cases, will look terrible when you are reviewing your resume.If you have a computer and a printer, then you can always use the Internet to help you with your resume. When you write your resume on the Internet, you have more flexibility with the formatting and a far greater chance of being able to make the errors that you would have made if you were using a word processor. Keep in mind that you will still need to go to each and ev ery place that you have written information to be able to check the spelling and clarity of your resume.In order to get the information to be printed on paper, you need to have a computer that has printing capabilities. The best printers that you can use will not cost you a lot of money, but the prices will range from fifty dollars to a few hundred dollars. Once you have a printer, you can print out copies of your resume to be used in your efforts to write a resume for Google.Of course, if you are on the Internet with a hard copy of your resume, you will want to be sure that you can send it to Google in case they request that you do so. If you are using the Internet, you should not be worried about that because most companies will check out websites and sites that are popular over the Internet. If you need to send your resume over the Internet, be sure that you have included all of the pertinent information so that it does not get lost in the shuffle of what other applications are s ent to.Writing a resume for Google is a great idea for anyone who has worked previously at any type of company. You just need to remember to keep all of the necessary information together so that you can quickly search it later.

How to prepare for video interviews - Margaret Buj - Interview Coach

How to prepare for video interviews If you’re looking for a job, you’ll have to prepare yourself for an interview through video as well. It has been found that over 60% of the human resources managers stated their organisations frequently conduct job interviews by using the video approach. In this modern-day world, as more and more employers embrace state-of-the-art technologies of web-based and video to conduct employment interviews to screen the potential candidates, it becomes more and more crucial for you to be fully equipped as you start your job-search. This article is going to present some useful tips for how to prepare for your video interview. Check out the following: More Research Work It is a universal truth that knowledge is wealth, and this can’t be more vital than before completing any kind of interview. First, you’ll have to research to get information about the company as well as its overall interview process in a more detailed manner. If you find a careers page of the company in its website, you can grab lots of information from here. If not, go to the About Us section where you can explore information about the company’s nature, business, size, location, and much more. LinkedIn profile of the company is also the best place to explore authentic information. Besides these, you can also find the company’s more recent official Press Releases, because you can up-to-date yourself with the company’s recent announcements and other exciting developments. Moreover, you’ll also have to thoroughly read and review the job specifications, while exploring the LinkedIn profiles of some currently in the role in such a company. Through this approach, you can grab more information about the people’s daily tasks and you also might get some strong hints regarding the company’s structure and culture. Dress-Up Even if you know the interviewer will only be capable of seeing you from the waist up, but it’s very crucial to dress-up yourself as you would for a face-to-face job interview. The main reason behind this is that a formal dressing will boost your confidence level and make you feel more assertive. Besides this, a formal dressing will change your overall body language. Consequently, your interview performance will be positively affected by this and you’ll be completely able to make a strong impression on the interviewer. Test Your Technological Equipment Before going to a job interview via video, you’ll have to thoroughly check and test all your equipment, Internet connection, laptop or mobile device, video camera (webcam), lighting, microphone, and video programme. Keep in your mind that it will be a great chance for you and you will have to be aware of the fact that if you miss the chance just because of a minor mistake, like a low or bad internet connection, you’ll actually loss the great opportunity. Attending and completing a job interview via video is very easy and it will be more difficult if you don’t test and check your technological equipment/hardware. In fact, you’ll have to ensure that all your equipment is working well. Practice Along with all these, you must know that practice makes perfect. In this modern-day world, people are very familiar with the sophisticated technology of video interview, just because of the most popular social media networking platforms. Pick a suitable time that suits your practice and continue this practice until you make your confidence level high. Remember, practice is very important to boost your confidence and in fact with each practice you’ll gain more confidence, because you can impress the interviewer only by your confidence. At the end, don’t forget to smile. The goal of video interview is a meeting between you and the interviewer. The interviewer doesn’t expect you to be 100% perfect and hence you don’t need to worry if a mistake is made by you. You must understand that this video interview is basically the chance to impress the recruiter that will bring your experience, motivation and persona to life. Try to give more time to prepare yourself to gain confidence and to pass your video interview. Author Bio: John Kelly is expert in blog article writing also he have command on providing education guidance to the Engineering and MBA students and for this reason he is attached with an essay writing company named Best Essay Point to offer valuable services regarding education and career.

Make Your Job Search Easier with an Ally - Hire Imaging

Make Your Job Search Easier with an Ally - Hire Imaging Searching for a new job is a job in itself. One that can be overwhelming, tough, and lonely â€" even with the support of family and friends. It will serve you well if you can find another job seeker to partner with, so that you can support one another and not feel isolated. If you can find someone who is in the same or similar industry, that’s even better! It increases the chances that each of you will find a great fit, even if you find it for each other! When you partner with someone else who is in job search mode, you can achieve multiple objectives: You gain an accountability partner. If you’ve told your ally that you were going to make a minimum of 5 new contacts this week, then you are more inclined to do it. You don’t want to let your supporter down, just as you don’t want to be let down by your supporter. You have someone to share this experience with. The job search brings many highs and lows, new learnings and experiences. If you can find someone to share those with, it will considerably ease your stress and exasperation during periods of uncertainty, rejection, or other “down” times. You can help each other tackle issues and roadblocks. When you share the tough times, work-related issues, and anything else negatively impacting your job search, you and your ally can significantly reduce the power of those concerns. You can share job leads. With both of you working on aligned job search campaigns, there should be close to twice the number of contacts, leads, and opportunities! You can split the research. Researching company contacts information, job leads, recruiter names, and other job-search necessities can be time-consuming. If you share these tasks with your ally, it will drastically cut the amount of time each of you has to allocate to this piece of job search. It will also typically double the amount of your research results. You can give back. Perhaps you interviewed for a position and, whether your decision or the potential employer’s, there is no match. Pass along the opportunity to your ally. It may be right for him or her. I always love to hear from you! Please comment below.