What does your digital footprint reveal?

Vol. 2, Issue 1, February 7, 2019

Hamilton's Labour Market Connection

Your weekly news & updates from WPH!

In this week's edition: How to clean up your digital footprint; LinkedIn 2019 talent trends; How to become a great delegator.

How to create a positive digital footprint, February 19/19

If you are an employment services professional this workshop is for you!

Your client's online image has the potential to either limit her or him professionally or provide access to future desired job opportunities.

The workshop presenters, Jean Teresa Giroux and Anthony Berardi, from Employment Planning and Counselling - Peterborough (EPC) will cover the following during their two hour workshop:

· Tips on how to maintain personal privacy and clean up a poor online image

· How to strategically utilize social media platforms for networking and self-promotion

· How to engage online with target employers in a meaningful way

· The risks and benefits of online engagement

· Outline strategies for developing an online brand image

The event takes place from 1:00 pm to 3:30 pm and l ight refreshments will be served.

The workshop cost is $20 each.

Location: Nicholas Mancini Centre, 44 Hunt Street, Hamilton.

Click here for more information and to register.

LinkedIn 2019 talent trends: Soft skills, transparency and trust

This week LinkedIn released its 2019 Global Talent Trends research, a study that summarizes job and hiring data across millions of people, and the results are quite interesting. For this study 5,165 talent and managers responded, a big sample.

In an era when automation, AI, and technology has become more pervasive, important (and frightening) than ever, the big issue companies face is about people: how we find and develop soft skills, how we create fairness and transparency, and how we make the workplace more flexible, humane, and honest.

Read more here.

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Become a great delegator: Ask the right questions when handing off work

Delegation goes wrong most often because either the manager gets caught in a pattern of micromanagement, or they make the mistake of thinking that delegation is all about letting go, resulting in a pattern of under management. The reality is that effective delegation lies somewhere in the middle of these two extremes: more hands-on and intense than the majority of managers realize, yet not so hands-on and intense as to prevent the manager from allowing the employee to take ownership of the task.