Beekeeper Career Profile and Job Outlook

Beekeeper Career Profile and Job OutlookBeekeeper Career Profile and Job OutlookBeekeepers, also known as apiarists, manage and maintain colonies of honey bees that produce honey and provide pollination services. Beekeeper Duties The primary duty of a beekeeper is to keep hives healthy and productive so they are able to yield honey and related byproducts such as beeswax. A beekeeper is responsible for assessing the health of the hive, checking for mite infestations, monitoring and treating the hive when health problems arise, and maintaining detailed records of health, medication administration, and honey production. A beekeeper may also be responsible for preparing bees and equipment for pollination activities, feeding bees, cleaning and constructing hives, raising and replacing queen bees, dividing colonies when necessary, and replacing combs. Some beekeepers may work directly with honey processing and bottling equipment. Beekeepers must work long hours during the warmer months , spending most of their time outdoors in variable weather conditions. Work may be required on nights, weekends, and holidays. Beekeepers must wear special protective clothing such as veils, gloves, and suits. They also must properly use bee smokers and other hive tools to safely access the hive. Career Options Beekeepers can have small hobbyist operations or be a parte of large commercial production farms. Beekeepers may also specialize in a specific area of interest such as honey production, pollination services for fruit and vegetable farmers, or bee breeding. Beekeepers may also find work with some elementary schools or 4-H programs, where children have the chance to learn beekeeping skills. There are additional opportunities in education at the college level, with employment available through animal science departments and university extension agencies. The bee industry is especially strong in countries such as China, Argentina, Turkey, and the United States, according to t he Food and Agriculture Organization of the United Nations (FAO). There are many international opportunities with major commercial operations if a beekeeper wishes to travel and work overseas. Education and Training New beekeeping enthusiasts can gain valuable experience by apprenticing with experienced beekeepers before venturing out on their own. Large commercial bee farms also may offer evening or weekend beekeeping classes that are open to the public. There are a number of beekeeping events across the country, but one of the largest educational events is the North American Beekeeping Federation Conference Tradeshow put on by the American Beekeeping Federation (ABF). This popular national event is held each January and boasts a regular attendance of over 600 beekeeping enthusiasts. The conference features a variety of educational sessions for novices and professionals, a trade show, and the American Honey Show. Many colleges and universities offer short course seminars on be ekeeping for novices or master courses for professionals. Two such programs can be found at Cornell University and the University of Florida. Cornell University offers beekeeping workshops at the apprentice, journeyman, and master levels. The University of Florida offers a two-day Bee College seminar as well as the Florida Master Beekeeper Program (MBP) as part of their Honey Bee Research and Extension Lab. The MBP consists of four levels, the highest being Master Craftsman Beekeeper. There are also a variety of insect-related internships that could be of use. While a degree is not required in order to work in this profession, many beekeepers have an undergraduate degree in animal science or a biological field. It is also possible to pursue a graduate level degree related to beekeeping. Groups such as the Foundation for the Preservation of Honey Bees offer graduate scholarships to be applied to a students bee research. A masters or Ph.D. degree related to beekeeping can be pursued in areas such as agricultural management and entomology. Beekeeper Salary Income for a beekeeper can vary widely based on experience, education, and type of employment (i.e., hobbyist or commercial producer). Sokanu cites an average salary of $25,000. Theres also the opportunity for part-time or hobbyist beekeepers to make money, generally tending to their bees on nights and weekends while primarily holding a job in another field. Additional income may be earned if a beekeeper produces and markets honey or beeswax products. Another earning option is selling starter or replacement bees to other beekeeping operations. Job Outlook The number of beekeepers is expected to show continued growth over the next decade, as mora and more backyard beekeepers are expected to enter the field or increase the size of their operations. While the industry must continue to deal with threats such as Africanized bees, mites, and Colony Collapse Disorder (CCD), interest in beekeeping and byproduc ts such as honey and wax should remain strong.

Material does the impossible Grows under pressure

Material does the impossible Grows under pressure Material does the impossible Grows under pressure Material Does the Impossible Grows Under PressureSqueeze something from all sides and its supposed to shrink. At least thats what the laws of physics, to say nothing of common sense, tells us. In fact, an object that becomes larger under pressure would seem to violate the very word compression.But Jingyuan Qu, a researcher at the Karlsruhe Institute of Technology, has created a model of just such a seemingly impossible object.Its a cube, filled with tiny, sealed, drum-like hollow spaces. When the pressurebe it air, or water, or some other substancearound the cube increases, the coverings to those hollow spaces warp, like a drumhead. They are connected to levers, and as the coverings warp, the levers rotate, translating the pressure to overall expansion.Its not the material volume that expands, says Qu, but the interface where yur unit cell ends. Although the material gets compressed, t he overall size gets increasedotherwise it would be impossible from the laws of physics.The ideaand the geometryof the cube sprang from work Qu did earlier this year on a similarly counterintuitive object. That one shrank when heated. To do so, it needed bars made of two materials with different thermal expansion properties. The difference between them made the bar bend. We translated this bending into overall shrinking, says Qu.Though similar in construction, the negative compression cube uses only one material. That makes it ripe for 3D printing. In the world of 2D printing the use of three colors gives you millions of color choices. With 3D printing, we are more or less deckenfries with the material properties of the materials we print with. But Qus metamaterials may change that. By tweaking the unit structure, you will be able to determine an objects response to compression, andif printing with two materialsits thermal expansion properties as well.Diagram of the cube designed by Prof. Jingyuan Qus team. Image Jingyuan Qu, Muamer Kadic and Martin WegenerHowever mind-boggling the concept of negative compression, creating the structure was fairly straight forward, says Qu. One of the challenges was to get our minds clear as to what is happening here, and why this is not a violation, he says. But the actual simulations were quite easy to do.Qu says its only a matter of months before he has managed to produce an actual object with negative compressibility. Though his lab is focused on smaller scale unit cells that would be used together to created larger objects, the concept is not limited to the micro.Everything is scalable, he says. The only thing that would be some kind of issue is that with a large scale unit it might fall apart of its own weight.However large the units may be, they will have applications anywhere that an instrument or object needs to remain unaffected by pressure.You could maybe come up with something with almost zero effective compressibi lityif you had some machines with sensitive parts working in high pressure environments, this would be something you could think of, says Qu. Maybe in a submarine which goes really deep in the ocean. The submarine gets deformed as a whole, but you want to have certain parts that do not.What we gain here is the ability to tailor compressibility. Michael Abrams is an independent writer.One of the challenges was to get our minds clear as to what is happening here, and why this is not a violation. But the actual simulations were quite easy to do.Prof. Jingyuan Qu, Karlsruhe Institute of Technology

Recruiter Secrets Job Seekers Should Know

Recruiter Secrets Job Seekers Should KnowRecruiter Secrets Job Seekers Should Know16Whenever you are in the role of a job seeker, there tends to be a lot of unanswered questions, usually surrounding the lack of response for the much-wanted vorstellungsgesprch. While there is no magic formula to make things happen quickly, there are job search tips and recruiter secrets job seekers should know in order to improve their chances at job search success.Over the years, successful job searching has evolved to keep up with technology and the use of social media. Although the general rules, so to speak, may have been changed, the foundation of a successful job search has remained the same.If you are looking to gain an edge in your job search, check out the following recruiter secrets. This includes following instructions, communicating professionally, and being timely in your job search.Recruiter Secrets Job Seekers Should KnowRecruiters are sticklers for instructions.Follow instructions. Alt hough there are systems that scan resumes and cover letters, there are real people skimming your documents too. You increase your chances greatly if you simply follow the instructions in the job posting.EVERY interaction with a company is a reflection of you.Through phone calls, emails, and meetings, the way you present yourself and interact with others is a direct reflection of your work, personality, and abilities.Be consistent across your personal brand.Be consistent throughout your documents, interactions, and social media happenings. Recruiters are looking at these different pieces of the puzzle and if they dont add up, neither will your chances of landing the job.Mind your correspondence.It is inevitable that you will correspond with recruiters. So, through this process, do so correctly. Use a professional personal email address (such as first and last name), dont use slang, mind your grammar, dont point out mistakes made by the recruiter or company, and always use a professio nal tone.Be honest, nicely.Recruiters want honesty, but not the brutal honesty you may give friends and family. If you are in a situation where you HAVE to say something, instead of saying things like You are a difficult person to work with, try using phrases such as I can be a team player, but sometimes my best work is completed independently. It is honest, but not brutally honest.Slow and steady does not win this race.The quicker you respond to job advertisements and the more diligent you are at responding to phone calls and emails, the better your chances of making a good impression and getting the interview or job.In addition to utilizing the above recruiter secrets, job seekers should make sure to update their resume, network, and consider any valuable job search services. By building and utilizing a personal job search toolbox, job seekers can focus job search efforts, get their brand out there, and be more productive in their job search.Do you know of any other recruiter secr ets that job seekers should know? Share your tips with us below

Report Fashion industry suffers from diversity and inclusion issues

Report Fashion industry suffers from diversity and inclusion issuesReport Fashion industry suffers from diversity and inclusion issuesTheres a great scene in The Devil Wears Prada where Meryl Streeps characterMiranda Priestly gives Anne Hathaways Andy an earful about what fashion means to the worldYou think this has bedrngnishing to do with you,she says, but what you dont know is that that sweater is not just blue. Its not turquoise. Its not lapis. Its actually cerulean. And youre also blithely unaware of the fact that in 2002, Oscar de la Renta did a collection of cerulean gowns, and then I think it was Yves Saint Laurent who showed cerulean military jackets, and then cerulean quickly shot up in the collections of eight different designers. And then it filtered down through department stores, and then trickled on down onto some tragic Casual Corner where you no doubt fished it out of some clearance bin.This to-the-point monologue distills, in a few sentences, how central fashion is to our lives. At least most of us wear clothes on a daily basis. Those of us who do would be kidding ourselves if we didnt believe the shirt on our backs wasnt informed by a bigwig designer, even if we purchased it on super sale at Target.But the fashion industry has a problem - while it services people of all abilities, gender identities, sexualities and ethnicities, its workforce does not always fully represent those customers. And though its most fervent clients are women, its leaders often are not.This may come as a surprise because so many of the major names in fashion belong to women Think Coco Chanel, Kate Spade, or Vera Wang. But behind the scenes, women dont always play a prominent role.In 2017, 85% of students enrolled at New Yorks Fashion Institute of Technology were women. But when fashion news publicationThe Business of Fashion(BOF) assessed 371 designers during fashion weeks for spring/summer 2017 collections, only 40.2% of the designers making clothes for women were female themselves. A year before that, BOF found that only 14% of 50 major fashion brands were run by women.To understand some of these gaping inconsistencies (and to promote a more diverse and inclusive industry),The Council of Fashion Designers of America andPVH Corp. held a leadership forum on October 29, 2018, and published an affiliated briefing this January. The reports authors found that fashion suffers from an inclusivity issue that keeps important voices out of the discussion.Researchers defined diversity as the mix, simply a measure of difference and inclusion as a climate in which diverse individuals come together to form a collective whole, enabling and empowering individuals to make contributions consistent with their beliefs and backgrounds.Before the October forum, researchers sent executive-level attendees a questionnaire about their companys practices. 41% ranked their business a 3 out of 5 in terms of diversity, while 36% said the same of inclusion at their compan ies. Though the data was self-reported, it indicates that people at higher levels of fashion organizations feel as though the industry performs average when it comes to diversity and inclusion.The report claims that these statistics are simply not enough. Researchers further broke people in the fashion industry into two groups The insiders and outsiders. Insiders dont necessarily know theyre setting the norms or benefitting from unconscious biases, though they are. Meanwhile, outsiders are more aware that theyre conforming to the norms, and their contributions are often overlooked.The important perspectives brought by outsiders, which are often central to creativity and innovation, can be lost, the report found.The fashion industry may on paper appear one of the last places where diversity of leadership is a problem, at least in terms of gender. But even in one of the most liberal, female-leaning professions, it appears that women and minorities have trouble ascending to the top run gs.We recognize that there is still a lot of work to do to make the fashion industry more diverse and inclusive, Jason Kass, associate dean of the school of fashion at Parsons School of Design, said in the report. This means not shying away from difficult discussions and recognizing historical and ongoing imbalances in terms of who is seen, heard, and designed for.That doesnt mean that the sector is at a standstill - in fact, it seems that fashion is finally waking up to its shortcomings.Diversity and inclusion in fashion is shifting in a more positive and progressive way, Shanel Campbell, a womenswear designer, said in the report. Although the rate has been slow, I can still appreciate the fashion industrys acknowledgment for change and the necessity of inclusion. I have been seeing a more diverse range of people behind the scenes and within positions of power that then can inform critical decisions around creating diverse narratives and visuals throughout fashion.

Skills That Look Good on a Resume Guide

Skills That Look Good on a Resume Guide Skills That Look Good on a Resume - the Conspiracy The skills section of your resume shows employers youve got the abilities necessary to be successful in the function. Some careers need an advanced level. If youre not certain which skills that you want to share, consider your prior experiences. One other important skill for psychology majors is the capability to think critically. So, having the ability to drive is most likely the top rated hard skill you must have to do the job. To begin with, if youre seeing a great deal of hard skills that you just dont have, it could be better to move on to the next position. The form of a face provides you with the blueprint or structure to the qualities of their personality. Consult your boss ways to produce the transition into a new career. Blockchain technology will alter the HR scenario as it can be utilised to address a fundamental challenge of locating the proper fit during the screening a nd hiring of new employees. Whether youre on the lookout for a new job or considering a new small geschftliches miteinander venture, you will have to experience several measures to get where you desire. In case you have any which are particular to the job or industry youre applying to, you always need to clearly showcase them on your resume. Hard skills have a tendency to be more technical, and each business or kind of job will often have its personal essential set. This computer skills are amazingly valuable at this time across a wide array of industrieswhich means having them on your resume will cause you to be a more attractive job candidate. For example, if you submit an application for a Chinese-English interpreting job, you ought to be fluent in both languages otherwise you would just not qualify for the position. In reality, there are particular jobs in which its important to place a skill section at or close to the top of the resume. Instead, youre want to concentra te just on skills which look good on a resume. Some skills could be relevant while others arent. Professional skills are extremely important additionally to include on your resume. Listing your skills provides a chance to showcase your abilities and experiences to prime employers for the remainder of your resume. Key skills are work-related skills that you want to do a job. Hard skills arent skills that are tricky to learn. In most instances, your soft skills can boost your hard skills. Soft skills on the opposite hand, are not merely useful across multiple industries, but are a good tool for standing out from different candidates who all possess the very same hard skills. The Basics of Skills That Look Good on a Resume If youve got the fantastic grip in English communication skills then you experience a chance of growth in your tafelgeschirr life. You must have the capability to express your suggestions and thoughts in a very clear and concise fashion, both verbally and in writing. You are going to have hard time locating a work description that doesnt include things like communication as a crucial skill. Dependent on the recommendation of our expert sources, here are a couple of broad types of skills your resume could include, together with unique methods to express them. The Hidden Treasure of Skills That Look Good on a Resume Theres only so much room on your resume, and at times it can be tough to properly convey all you should. Adding the incorrect things or too many things to your resume will prevent you from getting the business job that you desire. Youll also obtain expert advice on the way to make your resumes and cover letters. Thus when writing down your job skills take some time to strategize and find out the ideal approach to organize them in your resume.

Why Everybody Is Dead Mistaken Regarding The Resume Place

Why Everybody Is Dead Mistaken Regarding The Resume Place The Resume Place Cover Up Every Resume is customized to every client. To begin with, you should demonstrate which youre minimally qualified for the designated job. At length, you will click submit to submit an application for the job. Job searching may be depressing and durable procedure, especially if one wants to have a government job. The client has to supply you with the infassonation for the maturation of the resume. You are going to be armed with all you want to prepare you for the federal hiring practice. Regardless of the presidents very best efforts, the application procedure is still tedious. The USAJOBS application procedure is intended to weed out candidates who cant follow precise instructions. All you have to do is to fill out the Volunteer Application Form and well allow you to know what volunteer opportunities are readily available. If any return is because of an error on the sellers part, you will o btain a complete refund. After you receive a task done from us you will return again if you need assistance with another one of your essays. You will continue to get priority support from our kollektiv until youre hired. The Good, the Bad and the Resume Place If for any reason your order isnt readily available to ship, you wont be charged. When you realise that the time isnt enough, you start to work more productively. Now it was time to acquire both KSAs I had already paid for. Seek assistance and stand in the hour totally free of your tasks. The pricing for federal resume services varies dependent on quite a few important elements. One of the absolute most important federal resume tips is that you have to follow along with every detail of the guidelines, including character counts, for each section. To learn what federal jobs are available, see the USAJOBS site. Whether you are searching for work in the federal sector, or you just have to update your old resume, they can provide help. The field is anticipated to be high growth. Others want to find a change in career paths. Demonstrate youve one-year specialized experience. My second experience was a little different. HR departments want to observe where you are living in the US 7. Writing a federal resume means following federal resume guidelines to ensure hiring managers are in a position to obtain the specific details they want with only a quick glance. It is crucial that the HR specialist see the months and years of your latest assignments, so they can see in case you have One Year of Specialized Experience within the field of work of your intended announcement. You are likely to love our work. In the modern competitive job market, its important to stick out from the crowd. Over fifty percent of the military would love to land a federal position at the place where they can continue to use their DOD abilities and abilities, or where they may continue in public support. If youre thinking o f taking the plunge, dont wait The Good, the Bad and the Resume Place Next, you are going to be emailed a succinct form to complete. The bullet resume format is tough to read. My case could be somewhat unique, or perhaps not. Appearance Your resume needs to be readable. The comments and the feedback of the consumers are included, too. Sometimes you do your best and even then youre not able to score well in your home tasks. The operator will attempt to convince you that its her competition thats writing the terrible reviews. The very first step is to make a strong federal resume.

Connect Through Your Virtual Candidate Experience

Connect Through Your Virtual Candidate ExperienceIts no secret that, here at Spark Hire, we love video interviews. They create a better candidate experience, give you better insight about your hiring options, and are just easier for everyone involved. But there is one thing that makes many organizations skeptical about using video interviewing in their hiring process the idea that you cant create a real connection with candidates you never meet in person.That myth stems from the fact that, even in a traditional interview, companies have a hard time reaching candidates. A 2014 Jibe survey found that 57 percent of HR professionals have a hard time keeping candidates engaged throughout the application process. And 55 percent of HR pros struggle to create a connection with candidates. Logically, if its that hard to begin to build a relationship with someone you actually meet face-to-face, it must be twice as hard to do that via a computer screen, right? Wrong.In reality, video interviews offer unique opportunities to better connect with candidates. It just takes a little bit of creativity and effort on your part to get your new hires off on the right foot. That way, they can transition smoothly into their new position at the company.So whats the key to creating a solid foundation for the employment relationship during the video interview process? Its simple create a mora human candidate experience.Job seekers need to feel and believe that theres an actual person on the other side of the screen who is reading, considering, and interested in their application. They want to get to know you just as much as you want to get to know them.Here are four ways you can surpass candidates expectations by creating a strong, real connection with them via video1. Be a person, leid an email address.In a lot of ways technology has made our lives infinitely easier. Video interviewing wouldnt even be possible without such advances. But in other ways, its also made us lazy when it come s to being actual humans.Now when job seekers apply for an open position, they get an automated response telling them that their application has been received. While the automation saves you time, it sends the signal to candidates that their employment fate is in the hands of a machine. This immediately disconnects them from the organization. If they have questions or issues with the process, there is no one for them to contact for answers. At best, they might be told to send an email to an impersonal address like infoacme.com. In fact, the number one herausforderung with the application process for many job seekers is automation. A 2015 survey by CareerBuilder found that 57 percent of job seekers feel the process is more difficult because of its lack of human contact. So ask yourself are the few minutes you save by letting the computers handle communication worth the terrible candidate experience it creates?57% of candidates say the jobsearch is hard because it lacks human contact (CareerBuilder)Click To TweetHow to do betterAdd a few personal touches here and there. Instead of sending out form emails updating candidates about their status in the application process, write individualized ones. Use their name. Reference details from their resume or list any connections they may have within the organization based on their education history. And dont forget to include your professional contact information so they can reach out if need be.In the aforementioned CareerBuilder survey, 59 percent of candidates said they had a more positive impression of the company if they received a personalized email during business hours. Just 36 percent had a better impression after getting an automated email. It also helps to put a face to the name. Consider sharing your professional headshot in your email signature or even sending out a video of you telling candidates how excited you are to review their application.In fact, you could create a video template for each stage of th e interview process. A quick Congratulations with instructions for what comes next. Have fun with the videos and include aspects of your company culture. Different videos can feature different people within the company. Anyone from the CEO to the office receptionist is a great option. Talk to candidates like you would if they were a regular employee. That way theyll have a friendly face, and not black and white text, to connect with with each step.2. Give future co-workers a face.Who we work with has a huge impact on how much we love our job. In a 2015 Virgin Pulse survey, 40 percent of employees said that their co-workers were what they loved most about their organization. That makes perfect sense considering unterstellung are the people with whom we spend the majority of our working hours.However, during the interview process, current employees are noticeably absent. In the CareerBuilder survey, just 15 percent of job seekers said theyd spent time with their future co-workers befo re they took the job offer. In some situations candidates who go through video interviews dont visit the office before theyre hired. In that case, they arent chatting with employees in the elevator. They cant see what decorations people put on their desks or get an idea for what interests everyone has in common. They dont get a complete idea of what the company culture is really like and that theyd fit in at the office.But thats only because youre not taking the opportunity to show them.How to do betterFind ways to introduce co-workers during the hiring process. One particularly easy method is to have each employee record a short introduction video. Then, depending on which department a candidate would be working with, you can send them the videos and let them get to know the workforce.Encourage employees to share more than just their position and how long theyve been with the company. Youre looking to create a clearer idea of what its like to work with behauptung people, not share the credentials on their resume. Have employees talk about their favorite pastime or what type of music they listen to while at work.Another way to get future co-workers involved in the hiring process is to create an applicant/employee buddy system. Turn to the members of your team who exemplify the company culture and values and see if theyd be interested in mentoring candidates. It doesnt have to require a lot of their time a short phone call to answer questions and give advice would be enough. The idea is simply to give them a real person to connect with. Someone they wont have to go through awkward introductions with on their first day of work. And treat this responsibility with respect the employees who decide to get involved are becoming ambassadors for your employer brand. Thank them and reward them for helping out. Something as simple as a free catered lunch for every candidate they mentor or a shorter day on Friday once in awhile are great ways to acknowledge their time.If location isnt an issue, you can go one step further and invite candidates to a company function. Whether its the weekly softball game or happy hour, gives candidates the mglichkeit to immerse themselves in the company culture and experience it first hand. And dont think the hiring team needs to be there. That way, candidates can get to know employees without feeling like their professional skills are being judged.3. Stop lurking on social media.Social media platforms have become an essential part of both the job search and the hiring process. Another 2015 CareerBuilder survey found that 52 percent of employers use social media to research candidates.52% of employers use socialmedia to vet candidates (CareerBuilder). But do you interact w/ them?Click To TweetMore and more, youre turning to candidates social media profiles to find out more about them. Youre looking beyond LinkedIn in order to create the most complete picture you can about candidates.Yet aside from sending a friend re quest in order to gain access to their profiles, recruiters and hiring managers rarely interact with candidates on social media. Essentially, youre just out there creeping on job seekers profiles, trying to not make yourself known.But job seekers know youre out there and it seems a little rude to not at least say hello.How to do betterThe point of social media is you guessed it to be social. Stop hiding in the shadows and start interacting with candidates. If they dont already, encourage them to follow you. And dont be afraid to reach out beyond LinkedIn. Twitter and Facebook have countless professional and industry groups to which your candidates probably already belong. Get in there and start posting.Also, interact with candidates posts. You dont have to retweet the cute puppy videos they like, but follow and comment on their professional content. If they share a particular industry-specific article, suggest another that they might enjoy. That way theyll know youre not just inte rested in hiring them, but also in creating a relationship.You can also create groups candidates can join that are centered around your hiring process. They can go there with questions and provide their feedback about the entire process. It also gives them a great opportunity to connect with others who are going through the same thing they are.4. Show them you care about what happens after the decision is made.If you want to create a real bond with candidates, show them you care about what happens to them once the hiring process ends. That means helping them be successful in their career. Even if that doesnt include a job at your company.Yet, for some reason, organizations dont believe theres a place for feedback in the hiring process. And its really letting candidates down. A 2015 LinkedIn survey found that 94 percent of job seekers want to receive feedback about how they did during the interview, but only 41 percent had ever gotten any. Whats worse, in many cases, candidates arent even told why they werent made an offer. In the aforementioned Jibe survey, 51 percent of job seekers expected to get some information about why they werent hired, but only 16 percent did. Basically telling them youre cutting all ties with them without any warning.How to do better Give candidates feedback. Let them know what they did right and what they could work on. Be specific, without getting too personal. For instance, dont just say a candidate wasnt a good fit. Let them know if they didnt have enough experience with the required software. And give them suggestions on how they can improve.Not only will candidates thank you for the input, but it will also keep the relationship youve built with them alive and well. In fact, the previous 2015 LinkedIn survey found that a job seeker was four times more likely to consider future employment opportunities with a company if they received feedback during their original interview process. If you do decide a candidate isnt right for that particular position, let them know youll keep them in mind for future opportunities. File away their resume with notes you learned from their original interview, and actually return to it when new openings come up. Reach out with information about similar positions. Even if theyre no longer looking for a job, theyll appreciate that you thought of them. Who knows, the gesture could be enough to woo them away to your company.Creating a connection with candidates who you only meet via video interviewing is possible. In fact, if you understand all the technology available you can even make a stronger bond than you could with a traditional interview. Its worth your while to think of ways to improve your candidate experience. After all, if you want these candidates to turn into long-term employees, its best if you set a strong foundation well before theyre hired.What are some other ways to create a candidate experience that connects job seekers with the company? Share in the comments bel ow