In this podcast, I interview Job Advisor CEO Justin Babbet and Director Tim Mullen to discuss recruiting in Australia’s tight labor market, the paramount importance of a strong company culture, and how retention is the new recruiting.
In case you want to skip around, here’s a little guide: keep reading…
Sometime on April 21 your career site, the one you worked so hard to get on Google’s first search page, may disappear down the rabbit hole, banished to page two, three, or worse.
Next Tuesday is when Google implements a new ranking system that rewards sites that are mobile-friendly by elevating them in its search results. The flip side of that is the bad news for any website that isn’t mobile-enabled — it will fall in the rankings.
Exactly how bad will it be? Until Google’s new ranking algorithm is switched on, we won’t know for sure, but the search engine experts are calling it “Mobilegeddon” and “Mobilepocalypse.” If that seems like so much hype, consider that last year, after Google rolled-out update 4.0 to its so-called Panda ranking component, eBay lost an estimated 80 percent of its top search results. One Wall Street analyst calculated the cost at 5 percentage points of growth to the company.
History may be about to repeat itself. Only this time, worse. TechCrunch checked the mobile preparedness of all the Fortune 500 websites find only a bare majority of the sites passed muster; 44 percent failed the test. And that was a generous finding. Research firm SumAll put the percentage of unfriendly Fortune 100 sites at 67 percent. keep reading…
We at SAP, recent winners of ERE awards for branding and technology, thrive on pushing the envelope, disrupting existing norms and perceived recruitment wisdoms. One of the hot topics in the recruitment industry today is whether an algorithm can replace a recruiter.
In seeking to answer this, we challenged the very traditional university recruiting model.
As far as the question we posed in the headline: WOW. That’s a controversial question!
Perhaps it’s a sensitive one for recruiters to read.
It’s an age-old question that has never truly been answered. Until today …
In a high-tech world, can a computer replace a recruiter? Or more precisely, can an algorithm replace a recruiter?
One of us — Matt — is going to talk about this more in San Diego this month on his panel, but let us say for now that the answer is yes. And we proved it in the field of university recruitment. keep reading…
Over the last 20 years I have mentored and developed a lot of people both formally and informally. At some point the same question comes up around how do I become the head of talent acquisition?
So with an article like this, I have to write a disclaimer up front:
It’s perfectly fine if you don’t want to climb the corporate ladder in a talent leadership role.
You are not less of an asset to a company if you are perfectly content being a specialized individual contributor.
Being an agency recruiter, consultant, or contractor can be just as rewarding (maybe even more so) versus running a recruitment department.
It’s OK to use a recruiting role as a stepping stone to something else in HR, the business, or a totally different line of work.
And finally, my journey is mine alone, so what you might read not everything might resonate with you, but I am hoping that if you just pull one helpful nugget out of this article, then that is the reward I was personally after.
Ok, now that we have that out of the way let’s get started. This might be one of those long articles, but heck, this is nearly 20 years of experience below. :)
I have not prioritized these into a stack ranked order of importance, but rather let’s call this a list of things that in my opinion have come up as foundational common themes over my career: keep reading…
presented by Travis Triggs
Recent research by Jibe indicates that 80 percent of job seekers expect to be able to do part of their job search easily on a smartphone. What’s more, 70 percent of job seekers would be willing to not just search, but to apply for a job from a smartphone.
Mobile recruiting, and implementing career sites accessible via smart phones and mobile devices, is growing in importance across all industries. But merely having a mobile site isn’t enough. You need to capture and analyze the usage data that will help you understand how your potential candidates are using your mobile tools and how you can engage them further.
This webinar takes a practical approach, looking at how Time Warner has deployed a mobile recruitment strategy, the tools that it has invested in, and how it measures success. We’ll look at data including the percentage of applicants who begin the application process on a mobile device, who’s looking, when they search and what the data means for future developments in mobile recruitment.
Join our free webinar on Wednesday, May 13 for practical insights into collecting and understanding usage data to measure the value of mobile recruiting techniques.
Our speaker, Travis Triggs, will discuss his experience with Time Warner’s mobile recruitment strategy and tools over the last three years. He’ll share how Time Warner has invested in mobile solutions and the kind of data that is reinforcing and shaping Time Warner’s mobile approach.
Who should attend?
Sourcers who are interested in the return on mobile recruitment investment and how metrics can help shape the strategy will get plenty of information and tips. Join us on Wednesday, May 13.
The webinar will fill up fast. Register for free to reserve your seat now.
Can’t attend? No problem! Register for the webinar, and you’ll receive a link to view the video recording the next day.
More information | Register for this webinar
I have been baffled, frustrated, amused, and downright depressed by my attempts to re-enter the workforce. Before I share my experiences with you, dear recruiter, you should know that I purposely chose to be unemployed (insert gasp, roll of the eyes, you brought this on yourself statements, etc. here) for personal growth for a little over a year.
Perhaps I wrote this to vent or rage at the universe for my perceived misfortune of not finding a new job. Maybe it is a way to seek feedback from others to validate that I am not alone in my angst to find a position or maybe it is to provide a cathartic release for those individuals who are also unemployed (for whatever reason).
Maybe I am going through this exasperating job search as a comeuppance for wronging a candidate when I was a recruiter many years ago. Maybe by sharing my experiences, it will cause others to rise up and lead a crusade to ensure that corporations treat all candidates with dignity and respect. Maybe a corporation will read this and revaluate and improve their talent acquisition processes. Maybe it is to challenge the stigma that it’s better to be employed and miserable than to be unemployed but open, excited, rested, motivated, and ready to do something you love. keep reading…
ERE Webinar: Wednesday, April 15, 2015 at 2 p.m. EDT
Social recruiting is about more than just having a presence on Facebook or using Twitter to alert candidates to your latest job postings. Social recruiting creates a real opportunity for recruiters to go beyond the expected and become trusted talent leaders. It’s a chance to use your company’s brand and build a community of potential hires already sold on your business and your culture.
Join us for a free webinar on Wednesday April 15 to learn how you can get the best out of social recruiting and take your skills to the next level.
Our speaker, Nicky Gibson, will share her expertise in all aspects of social recruiting including how to partner with your internal marketing team, create and drive brand advocacy, and use your company’s mission and culture to engage the talent you want to hire.
Recruiters who want to go from good to great by making the most of social recruiting opportunity can join us for free on April 15.
This webinar will fill up fast. Register now for free to reserve your seat.
Date/Time: Wednesday, April 15, 2015 at 2 p.m. EDT
Registration link: https://cc.readytalk.com/r/racz59pz8zdn&eom
Sponsor: Cornerstone OnDemand
Recruiting questions from hell that most recruiting leaders can’t answer
May I suggest that this may be the most thought-provoking recruiting article that you read this year. It is thought provoking because it covers mind-numbing questions that you are likely to get covering the business impacts of recruiting.
Answering tough questions is becoming more critical, because as the business world becomes more highly competitive and thus data driven, it has become increasingly more common for senior executives to literally grill functional leaders who are requesting continuing budget support with scary and difficult-to-answer questions. I call these inquiries “questions from hell” and in recruiting they include questions like “Show me the ROI of recruiting?” or “Show me how recruiting provides us with a competitive advantage?”
Some also call them “bone-chilling questions” because they can create instant panic in leaders when making budget or new program presentations. Executives from finance, marketing, customer service, and supply chain routinely come prepared with great answers to these tough questions. However, during my many years of researching and practicing recruiting, I have been continually disappointed in the level of business acumen and the ability of many recruiting leaders to answer these “questions from hell,” when they are posed by their CEO, the COO, or the toughest questioner of all, the CFO.
What CEOs, COOs, and CFOs Want to Know About Recruiting And Its Impacts keep reading…
Late last year, L’Oreal presented its talent attraction strategy at the LinkedIn Talent Connect event in London. If you didn’t attend or haven’t seen this presentation, you can view the video here. This stood out to me above all of the other presentations, because if there’s one thing a lot of companies have forgotten about, it’s the experience. And what L’Oreal have created with that simple concept is nothing short of incredible.
As recruiters, our job is to find talent to fill requisitions, but quite often we forget about the importance of things such as branding or candidate experience. And with all of the other tasks we need to get done, it’s a challenge to put our mind to concentrating on the bigger picture — making your company stand out and attractive to talent.
Here’s what you can learn from L’Oreal’s example: keep reading…
In a world of 100,000 (more or less) job boards and their socially focused progeny, there’s one for practically every occupation, industry, and personal interest.
The few big players — Indeed, CareerBuilder, SnagAJob, SimplyHired among them — count their monthly visitors in the millions and their dollars in the double-digit millions. The majority of commercial career sites, though, gross less than a million annually and have far fewer visitors in a year.
When they’re not worrying about what Indeed will do to their business, they’re worrying about what LinkedIn will do. Or about each other.
It makes you wonder why anyone, let alone a former Wall Street fund manager, would want to jump into the business.
But that’s what Fred Goff and a group of his associates have done, this week cutting the ribbon, so to speak, on a job board he insists is no more a job board than is LinkedIn. He describes Jobcase.com as a community for those for whom the LinkedIn mold isn’t the right fit. keep reading…
The national time-to-fill average rose in February to the highest level in 15 years. keep reading…
The fast-growing startup ZipRecruiter, which blogs about hiring itself and is expanding into onboarding and eyeing a larger suite of recruiting and HR services, is out with a video of its own. keep reading…
presented by Danelle DiLibero
The idea behind video interviewing is simple. The candidate records his or her responses to pre-recorded questions and submits the video in place of an in-person or phone meeting. It’s convenient for the company as there’s no need to coordinate multiple schedules to carry out an interview at a specific time. People involved in the hiring decision can view the “interview” at their convenience, and everyone can provide their feedback. It also saves first-round candidates the time and expense of traveling to an in-person interview and allows them to record their answers at a time that’s convenient for their schedule.
It seems like a win-win, and this webinar covers the practicalities of replacing the first-round phone screen with video interviewing. We’ll take a look at the different ways to use video interviewing and where it can create efficiencies. We’ll also explore some of the pitfalls that come with the approach and how you can avoid them.
Sign up for a free webinar on Wednesday, May 6 to learn how video interviewing can replace first round phone screens and save time and money for talent acquisition teams.
Drawing on her experience at RMS, our expert speaker, Danelle DiLibero will discuss how a small talent acquisition team uses video interviewing to save time and money while increasing its marketing reach. She’ll share some dos and don’ts to get the most out of this approach to first-round screening.
Who should attend?
If you’re interested in exploring how video interviewing can take the place of the first round phone screen and give talent acquisition teams more bang for their buck, join us on Wednesday, May 6.
The webinar will fill up fast. Register for free to reserve your seat now.
Can’t attend? No problem! Register for the webinar and you’ll receive a link to view the video recording the next day.
More information | Register for this webinar
Few professions are as hard on newcomers as the recruiting industry. Entry-level, or just oblivious, recruiters have a tough row to hoe and the challenges involve more than the responsibilities listed on their job description.
Included in the struggle is how junior practitioners are treated by senior practitioners. There may be other vocations where hazing is the norm — perhaps erotic dancing, bartending, or tattooing — but as a whole, professionals in the realm of talent acquisition ridicule and abuse rookies in ways that are both unnecessary and counterproductive. This is arguably less prominent in other professions. Recruiters, it seems, just love to poke and prod and tease. keep reading…
This is the second article in a series I’m writing detailing talent acquisition at Spectrum Health and our journey to best large TA team. Last month I focused on how we reorganized the team, and this month I will begin to discuss various process changes we focused on, starting with our improvement around acceptance rates. keep reading…
While in the middle of the U.S. Chicagojobs.com is celebrating its Daily Herald victory and a truck driver job site is officially launching, on the West Coast a once-well-known career site is quietly reviving itself for the latest Silicon Valley/San Francisco talent gold rush. keep reading…
Despite the multitude of new communications channels employers can use to connect with talent, email is still one of the best ways to reach them. But to do so most effectively — in terms of attracting and building relationships with the best candidates — recruiting teams can learn a lot from their marketing counterparts.
Just consider the parallels: While marketers are concerned with finding new customers, recruiters need to find new candidates. Where marketers drive the corporate brand, recruiters drive the employer brand. And, as marketers build lead databases, target and re-engage customers, and work to make the sale, recruiters build talent pipelines, seek to continually engage talent and encourage them to apply. keep reading…
The data is in and it’s clear that heavy spending on recruiting is critical if a university wants to get into the men’s NCAA tournament. This positive correlation between recruiting spending and success in sports should be noted by corporate recruiting leaders because it could help support their business case for increased corporate spending on recruiting.
The impact of heavy spending on recruiting in men’s basketball is clear and hard to refute. The eight teams that have gotten into the tournament each year over a five-year period spent an average of three-and-a-half times more on recruiting than teams that never made the tournament over those same five years. The top three schools that spent the most on recruiting each spent approximately $2 million per year (Kansas, Louisville, and Kentucky), which was more than 30 times the average recruiting budget of the schools that never made the tournament. An excellent analysis conducted by USA Today “found a correlation between schools that spend big on recruiting and schools that had success making the NCAA tournament from 2010 to 2014.”
Additional Indications of the High Impact of Recruiting keep reading…
Sioux Falls, South Dakota has launched a new, mobile-friendly job site playing up the town’s 2,000 open jobs. keep reading…