Tips for Job Searching During the Holidays



Based on past trends, December is historically a slow hiring month. You can still find a short-term gig, holding a position that is limited to just the winter and year-end holidays. However, if you're not interested in such jobs, use your time productively when demand is not so high, and prepare for the upcoming job hiring season ahead.

Here are some tips to help you with job hunting for 2016:

Refresh your profile, experiences and skills.

You may have been busy the few months prior, so this is a great time for you to update your Harri profile. Add any new work experience and include any extra skills you have learned. Did you take any photos or videos of your work? If yes, showcase it on your Harri gallery.

Reconnect with contacts and references.

Reach out to the people you have met and connected with throughout the year. Whether you are contacting them because you want to say a simple hello or thank you, aim to email them a few days to a week after the new year. For one, they will most likely be occupied with urgent priorities during the holidays. You certainly do not want your message to be lost in a sea of other emails. If you want a reference, have a draft email prepared and ready to send out.

Clean up your social media.

Like how you do research on companies, employers may do a background check on you. They could possibly see your social activity on Facebook, Twitter or Instagram. Make sure to clear off anything that could hurt your chances of earning a job. To be safe, make changes to your privacy settings.

Look through job boards and career pages.

Even though you don't see the job you want listed just yet, you can get a head start by skimming through the job boards. Go through the jobs and read the descriptions that seem similar to your dream job; keep note of such job titles. This will be really helpful when you do another job search in the future. Also, you should sign up for notifications for the types of jobs you want to apply for. On Harri, we make it easy for you, since you receive automatic alerts on certain jobs, including front-of-house or back-of-house specific positions, and more.

Best of luck to you and your job search in the new year!

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How You'll Search for a Job in 2016



Many people take the New Year as an opportunity to start fresh in a new job. The good news is that there will be plenty of openings to suit a wide range of seekers as CareerBuilder reports that over 100 occupations in the U.S. have more job posting activity than hiring month to month and a recent report from a record 78% of hiring managers anticipate more hiring in the first half of 2016 compared to the second half of 2015.

For those looking to hire, Dice found that companies are taking a greater interest in candidates with less experience. More than a quarter (27%) of hiring managers said they plan to hire entry-level candidates and 62% said they’re looking for those with two to five years' experience.

Finding and applying for those open positions may be taking on a different look in 2016. For example, the Boston Consulting Group and Recruit Works Institute surveyed 13,000 individuals from 13 countries and found that 55% of searches globally happened through Internet job sites. The survey also revealed that 35% used a smartphone to look for jobs. Here are some other ways the job search process is shifting.



In a study of hiring trends in the U.S., iCIMS discovered that approximately 1.1 million (almost 10% of all applications) were submitted with social media profiles. The computer services industry had the highest percentage of applications submitted via social networking tools, the study found.

Tom Gimbel, founder & CEO of LaSalle Network, a staffing and recruiting firm headquartered in Chicago, says that social media has also become a more popular way to search for a job. "Facebook and Twitter are great, they give insight into the culture and give background knowledge that’s not on the company’s website," he says. Gimbel believes LinkedIn is still the biggest tool job seekers use. "In 2016, I think we will see more and more companies posting their open positions to LinkedIn, so it will be a strong job board."


Jim Hemmer, CEO at employee recognition software company WorkStride, believes that social media and job platforms will become a necessary part of applying for any position. "Employees today are no longer looking at only what the company ‘advertises’ the job or company environment to be," he says, they will conduct their own research, a "reverse reference check," before applying or accepting a position. "Sites such as GlassDoor, LinkedIn, and Facebook are popular ones that can provide a more "authentic" view of true company culture," Hemmer says.


Don’t discount the power of a cup of coffee when you are looking for a new job. "Job seekers should take advantage of every opportunity to get face-to-face with potential employers, whether at a full networking event or simply chatting over a cup of coffee," says Sara McManigal, vice president of talent at Emma, an email marketing firm.

Informal conversations at various local meet-ups inspired McManigal to host their own event called the "Leave Your Suits at Home Job Fair" to recruit for the sales team. "It allowed us to have a series of short, informal discussions with prospective candidates, which can be more revealing than even the best resume," she says.


McManigal believes that candidates should be looking beyond the actual nuts and bolts qualifications required for a role. "Yes, experience is important, but we also want to know who you are and what drives you," she says. "Not every applicant will have all the skills listed in the job posting, but an experienced candidate with the drive to learn and succeed has a real shot," she explains, and when the values of the candidate and company align, it works to everyone’s advantage.

This approach might also help narrow skills gaps in high-demand professions. But Vivek Ravisankar, co-founder and CEO of HackerRank argues that despite the prevailing wisdom, there is no engineering skills gap. "There are millions of skilled computer programmers in the world, but companies aren't looking for them in the right way." Thanks to narrow job descriptions, some people aren’t even aware that they might be a good fit for a position. Ravisankar believes that in the coming year, more candidates will turn to platforms like HackerRank to showcase their skills before ever filling out a job application. "Skill will become more important than where you went to college, where you worked, and your age or gender," he says, "Companies, too, will be forced to adjust their hiring processes to optimize for talent."


Anthony Smith, CEO and founder of Insightly, a customer relationship and project management platform, believes that candidates’ flexibility will be key in the coming year when applying to companies with multiple locations because one may have the right position. Smith also notes, "Don't discount a company based outside your current location as many companies these days offer remote work opportunities."


Video platforms such as CareerSushi and ClincHR are providing a platform for candidates to set up video profiles for themselves for recruiters to get a more realistic picture of their interpersonal skills than a traditional resume can provide.

Chris Brown, vice president of human resources at West Corporation, InterCall’s parent company, believes video interviews are also here to stay as hiring resources are limited.

For recruiters, platforms such as HireVue can accelerate the interview process. For example, Jim Oddo, the senior vice president of HR at Frontier is in charge of hiring over 1,000 new employees and took the "video-first" approach to vetting talent. So far, it’s given Frontier access to talent pools that are marginalized by traditional hiring methods, such as veterans. Frontier increased veteran hiring from 7% to 10.4% using digital interviewing.

"Being comfortable with these tools and presenting a concise picture of your profile is going to be just as important as time spent on resume building," Brown says, adding "Candidates who are able to master the video interview process are going to be ahead of the curve in the hiring process."


Alon Zouaretz, founder and CEO of Talsona, a technology company that helps with team building, says it's less and less effective for candidates to apply for jobs (and companies to post them) as an unfocused mass, on the big sites and job search engines. "We see a big trend in candidates being very focused around specific industries, driven by their specific interests in finding and making their career moves," he explains.

One way he sees them doing this by building relationships with companies and people within companies first, rather than just applying for a specific position on a job board.

In addition to learning about the company and its culture and getting a referral, it will help the resume process. "By the time the referred resume hits an inbox, it’s tailored to something specific between the company and the candidate—seeding the groundwork for positions based on the person’s interests and skills, as well as where the company is at directionally and in the position they are trying to fill," he says.

(via Fast Company)


Harri Surpasses 100K Members!

Harri 100K Member

Back in August of last year, we congratulated Laura for being the 50,000th member. Then in October, we hit 60,000 members. Now... we here at #TeamHarri are proud to announce that we reached OVER 100,000 MEMBERS back in March 2015!

We finally sat down with Rachel, our 100,000th member after busy schedules delayed us from speaking to her sooner to discuss her experience with Harri.

When did you join Harri?

I joined Harri about 5 months ago. I was looking for a way to better project myself while applying for jobs and Harri was the top result on Google. As soon as I finished creating my profile I received about 3 requests to apply for a job within the hour.

What has your experience been in the Hospitality Industry?

I’ve been a Barista for about 3 years now. I’ve worked for Locanda Verde, Intelligencia, Lafayette, and Donna. I’m really focused on making a successful career out of it.

Have you found a job through Harri?

Yes, I found my jobs at both Lafayette and Donna through Harri. They’re both great companies that I really enjoy working for and I’m very excited to be part of each of their teams.

What is your dream job?

I definitely plan on staying in the hospitality industry and it’s my goal to start my own business. My next step is to go to Honduras and work on the farms where they grow coffee. I want to change the way that farmers are being both paid and treated. It’s a very laborious process. Improving work conditions will help the coffee industry in many ways, especially with providing a higher quality product.

How can Harri help achieve your goals?

Harri is a great site for networking and gives you the ability to go beyond just applying for jobs. As Harri grows as a company and as I grow as a professional, I will continue to use the site to take the next steps in my career and even hope to hire staff through Harri when I’m running my own business. I love that I’m able to showcase how I am as a professional and who I am as a person.

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Chipotle's Employment Application Process Goes Mobile

large_chipotle-careers-2 Let's face it, everybody loves Chipotle Mexican Grill. Besides delivering farm fresh Mexican style food, Chipotle is a business that strives to build a strong corporate culture.

That love has translated into record growth for the company. To meet these demands, it had to use every resource available in order to find the best employees possible.

To help achieve this goal, Chipotle launched a new mobile job application program in October of 2014 with the intent of widening its recruiting net by allowing job seekers to apply right on their mobile devices.

“We are always looking to find top-performing candidates for jobs in our restaurants, and support departments,” said Monty Moran, co-CEO of Chipotle. “To get the very best applicants, it’s important to be accessible using the platforms that people are using. Increasingly, that means mobile.”

This process of upgrading was a 2 pronged approach. First, Chipotle upgraded and optimized the careers portion of its website to be fully compatible with all types of mobile devices ranging from tablets to smartphones; allowing interested candidates to browse open positions from the local to corporate level and apply electronically from anywhere (including while eating at an actual Chipotle location).


Next Chipotle worked in conjunction with a New York-based tech company who specializes in cloud-based recruiting technology, to develop their app. For a company like Chipotle, it certainly makes sense to create this type of app since young people in high school or college make up a core portion of the demographic who would be interested in an entry-level position at the chain, and these people spend a good deal of time online and on mobile devices.

Chipotle’s move to include mobile applications comes as mobile Internet access is on the rise. According to a Nielsen study on “the new digital consumer,” adults in the US spend 34 hours per month on average on the internet using a smartphone, compared with 27 hours online using a computer, and the Pew Internet Research project notes that nearly two-thirds of cell phone owners use their phone to go online, with one-third of cell internet users using their phone as their primary internet device.

Their efforts have already paid off: since the mobile site’s initial launch, nearly 20 percent of its overall incoming job applications (approximately 5,000) have come in via mobile devices. That’s added convenience for hopefuls, and a lot of added employees to choose from to help Chipotle build the best team that it can.

While your business may not be comparable to a fast casual food chain like Chipotle, their problems persist industry wide: finding the best talent in the best manner. While going mobile is the obvious answer, most likely your business does not have the time or resources. Luckily there's Harri, a ready made mobile solution for you and your business.


All of Harri's services have been designed to be mobile friendly on any device. Thus not only allowing future employees to easily apply on their smartphones but also enabling your hiring managers to screen, message, and hire without ever sitting in front of a computer.

Learn more how Harri can help your business here.

 [Via Chipotle]

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How to Avoid Discriminatory Job Posts and Avoid Fines

Experienced Waitress Wanted Signs like the one posted above will soon be a thing of the past. What's the problem with it you ask? Read below.

Recently, the NYC Commission on Human Rights aka the "City Commission" increased its efforts to enforce the NYC Human Rights law. The committee has focused particularly on job postings examining advertisements on Craigslist that indicate a preference towards a particular gender or age. An example of this is a job posting for a "waitress" as opposed to using a more neutral job title of "server".  Another example is when an employer states that they are looking to hire someone described as "energetic". The term is often considered a code word for only wanting a "young" employee.

The committee goes a step beyond highlighting this type of language on job posts. In order to create further evidence of a violation, the committee sends multiple inquiries to the employer in question. These inquiries contain nearly identical resumes, however, some are sent from male applicants and others from female applicants. Tracking software is used to see if the employer only opens emails from only one gender or from both.

If discriminatory practices are in place, the City Commission sends an agency-initiated complaint of discrimination to the employer, alleging discrimination in employment based upon the job post and the protected class at issue (ex. age or gender). After the complaint is filed, the City Commission mandates supervisor training and an financial penalty ranging from $2,500 - $5,000.

Workplace Discrimination

The City Commission isn't the only government agency combing through Craigslist. The federal Equal Employment Opportunity Commission (EEOC) and other state agencies have been doing this for years. In addition to sending out resumes, these agencies have been known to send "spotters", who often apply to jobs in person in order to weed out discrimination based on gender, age, race etc. Hospitality and the Retail industries are prone to these types of investigations. It is not limited to the restaurant industry.

In order to avoid this type of investigation and the fines associated with it, employers should be extremely vigilant and thorough when drafting job posts, ensuring that they do not indicate any preference that may violate anti-discrimination laws. Employers are also advised to maintain records of each applicant and individual that interviewed for each job, including maintaining all resumes and applications submitted. Harri is already compliant to this law. Harri's built in features such as having the correct terminology preloaded for job posts and our Applicant Management System (AMS). Our AMS easily allows employers to track, message, store and hire; all from one dashboard for a cost less than Craigslist.

In addition to keeping records and using proper job posting techniques, staff training is also imperative. Employers should ensure employees that screening is not based on unlawful factors. Finally, a system of checks and balances should be implementing prior to posting ads online.

[Courtesy of The NY Alliance]

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