I just finished reading the book Decisive by Dan and Chip Heath, authors of business best-sellers Made to Stick and Switch, and thought the content was vital to hiring managers. I was relieved that many of the decision-making principles detailed in the book mirror the Hire Like You Just Beat Cancer method my team developed through many years of experience — lots of successful hires and learning from hires who didn’t pan out.
Nearly every concept in “Decisive” could be integrated into your hiring process, but a few sections directly addressed hiring. Here are some of the top hiring quotes from “Decisive,” followed by some commentary: keep reading…
I’m a long time reader of ERE.net and the startup posts, and know Indian companies sometimes win ERE Recruiting Excellence Awards or are featured, but there’s a lot of startup action going unnoticed. India’s recruiting technology startups are fueled particularly by the growth in tech hiring which has been taking place owing to the large number of overall startups which are coming up and growing in the country.
Some of the interesting companies that I see: keep reading…
Based on my experience, both as a former HR executive and as an agency owner, I believe corporate recruitment can be enhanced by borrowing strategies from well-managed agencies (and vice versa). For example, during my time at Dendrite, our recruiting staff was highly effective and engaged. Their success was a result of an agency-inspired, detailed, bonus structure, measured through hard and soft data that was tied to quarterly performance.
Detractors of this model have their concerns: ill-conceived benchmarks and fluctuations in business cycles can cause morale problems for those whose compensation is tied to performance. Others contend that it is impossible to set hiring metrics that fairly measure performance since there are so many players responsible for the ultimate outcome of hiring. Our winning process at Dendrite addressed these concerns. keep reading…
The recruiting function is unique among business functions because almost no one in recruiting can actually name even a handful of the different strategies that are available to the chief recruiting leader. But this article is not about the complete list of recruiting strategies (it can be found here), but instead it is about which strategy from among the 20+ possibilities is the boldest and most aggressive recruiting strategy.
The “Hire to Hurt” strategy (or H2H for short) is the most aggressive for a variety of reasons. The first is that the name alone sends chills through the risk adverse in recruiting. The name of the strategy is also clearly indicative of its chief goal, which is to “identify key talent and then directly hire them away to the point where your H2H hiring actually hurts the competitor’s business results.”
It’s a two-for-one deal. Not only does your firm get top quality talent but simultaneously your top competitors’ lose key talent. As one CEO put it, “I really like that strategy; our ship rises while their ship sinks” (Incidentally, the No. 2 most aggressive recruiting strategy is “make other firms your farm team”.)
Join the Team, Because Every Other Business Function Already Tries to Hurt the Competitors keep reading…
Millennials: What do you consider most attractive in a manager/ leader role?
For the last decade or so, it seems that just about everyone has been talking about the millennial generation. They’re spoiled, they’re lazy. They shirk responsibility while also demanding rapid career advancement. They’re idealists, they have unrealistic expectations about work, they never grow up. They want work/life balance, they crave feedback, they quickly jump from job to job.
There is a lot of information out there, as well as a lot of stereotypes — and for many of you who recruit, hire, and work alongside millennials, you’ve probably experienced some of this first hand. You’ve probably also experienced another side of millennials — one that is eager, quick thinking, passionate, and ambitious.
In an effort to get to the root of this generation, Universum, INSEAD, and the HEAD Foundation recently partnered to conduct the largest global survey of millennials. Some of the results confirmed what we already knew to be true — millennials do want work/life balance! — while others revealed some real surprises. keep reading…
More than 1.6 million students graduated from college this year and many are still searching for their first post-college jobs. If you’re running a business and looking to hire, wouldn’t you want to hear how these millennials have performed on the job or in the classroom — straight from the mouths of those who have worked with them, supervised them, and taught them? It just might help you pick a winner out of the crowd.
In fact, past performance is one of the best indicators of future workplace success, so we got the inside scoop from references for thousands of entry-level job candidates — mostly the candidates’ previous managers and professors. What we learned might surprise you. keep reading…
What kind of a recruiter are you?
Nope, that’s not a trick question. But if it were your boss asking that question, it could be. So not to give anyone any ideas, you might want to take this quiz on your own device.
Now about that quiz. It’s a Instagram/Pinterest sort of thing from UK recruiting startup Seed.Jobs. Answer a handful of questions by pointing to pictures and eight clicks later you find you’re an inbound recruiter. (I think it’s because I pack my own lunch.)
Monster Trouble In 6 Seconds
As if Monster doesn’t have enough troubles, it’s now advising candidates to fudge their resumes. Reposting a blog item from Business2Community, the article cites keep reading…
presented by Megan Stanish and Shawnee Irmen
Referred workers have 10 percent fewer preventable accidents, invent 25-30 percent more patents, and provide 15 percent more ideas*. They stay longer than employees found through other recruitment efforts and they cost less to hire. No wonder organizations of all kinds are focused on employee referral programs!
But the days of old school, refer-a-friend-and-get-a-pat-on-the-back programs are long gone. Today’s employees have extensive virtual communities who connect often and instantly. Employee referral programs need to play in that space if they’re going to engage your current employees.
Join our free Findly-Sponsored webinar on Wednesday, December 17 to hear what’s new in employee referral programs, what works for organizations like yours, and some tips to boost employee participation.
During the webinar, we’ll take a deep dive into some of the new technologies revolutionizing employee referral programs. Our speakers, Megan Stanish and Shawnee Irmen, will cast an expert eye on:
- The latest employee referral programs and technologies
- How organizations like yours are revitalizing employee referral results
- How to reach your ideal candidates by using social media and making the most of your employees’ personal and professional virtual networks
And because we all know that choosing the technology is just the start, there will also be time to talk about best practices for communicating a new program and driving employee participation.
Who should attend?
If you’re trying to get a handle on what’s out there, what it can do for you, and how other organizations are making use of new technologies, this webinar is for you.
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.
*NAS Insights – http://www.nasrecruitment.com/uploads/files/employee-referrals-trends-in-engagement-63.pdf
More information | Register for this webinar
Lately the fastest-growing social networks are those that emphasize visual content. Instagram is the fastest-growing social network, followed by Tumblr and Pinterest. Data from Statista shows that people spend more time on Pinterest (1 hour 17 minutes per month) than on Twitter, LinkedIn, MySpace, and Google+ combined. On Facebook pictures and photos make up 75 percent of the content and produce an 87 percent engagement rate(as measured by likes and comments). Adding a video or photo URL to a tweet increases retweeting by 28-35 percent.
It seems a picture really is worth a thousand words. Recognizing this fact and taking advantage of it in recruitment marketing can be a big help to recruiters who are sourcing on social networks. keep reading…
From the annoyance of individual discrimination charges to bet-the-company class actions, employers’ recruiting and hiring processes are fraught with legal risk. Are you guilty of any of these top 10 hiring and recruiting blunders that are committed by employers? keep reading…
Out of Los Angeles and in private beta comes a new startup where people get paid for successful referrals. keep reading…
Branding goes beyond messaging and includes a company’s products and services as well. The same goes for employer branding. Can Yelp employees rate their jobs on Yelp? Do Glassdoor Employees rate their experiences on Glassdoor? Can you drop your resumé into a Dropbox to apply for their jobs?
Can You Apply for a Job at Twitter With a Tweet? keep reading…
I am fortunate to be part of an elite talent acquisition team at Spectrum Health. We are a team that gets results, results generated through recruiters who are passionate about excellence. The fun part is improvement.
We’re improving through recruiters driving change and functioning as front-line influencers. The road from good to elite comes with obstacles, but it doesn’t need to come with a 3-5 year implementation plan.
Below are tips on how to change quickly and why change should be implemented without relying on memos. keep reading…
Facebook is testing a new professional service specifically intended to be used in the workplace.
The company has so far been mum about “Facebook at Work.” However, the Financial Times, which disclosed the secret project, said it is designed as a collaboration tool, allowing users to share documents, communicate with colleagues, and build networks of professional contacts. Because it will enable users to keep their social network completely separate from their professional one, the new service is being considered a competitor to LinkedIn and to services from Google and Microsoft. keep reading…
Top candidates demand quality co-workers … so show them profiles of team members
Imagine this recruiting scenario. During a final interview, one of your top tech candidates clearly appears to be wavering about whether she is willing to leave her current “pretty good job” and accept a possible new opportunity at your firm. Suddenly the hiring manager makes a bold and unexpected move by leaning over and handing this reluctant candidate a stack of resumes, each one from a member of his current team. Why? In order to show her the power, education, experience, and capabilities of the team she’ll be joining.
In this case the manager was Jonathan Rosenberg (as outlined in his recent book), who eventually ran the product team at Google. However, this “show-them-their-future-coworkers” approach can be used by almost any hiring manager. In my experience, revealing the quality of the coworkers remains as one of the simplest, most effective but least-used candidate closing approaches.
The Average Worker Cares About Coworker Quality keep reading…
Nurses are a refined set of dames, although nowadays males make up around 10 percent of the nursing workforce in the UK and the U.S.. There are studies that show males make more than females in nursing (about $10,000 more) but when phone sourcing I still find older females in senior nursing positions, however.
Not many picture Walt Whitman as a nurse, but the American poet, essayist, and journalist volunteered as one during the American Civil War. And making news today, William Pooley the British nurse who contracted Ebola while volunteering in West Africa, has returned to Sierra Leone to resume his work.
Increasingly today, doctors and nurses view each other as peers and with their own unique experiences that nurses bring to the field nursing is a great profession for both women and men with widening opportunities.
I’m going to give you some tips for contacting nurses, whether by phone or by email. keep reading…
CFOs are becoming more involved in human resources issues, as companies more and more break down traditional silos in favor of ever greater collaboration among departments and divisions.
Better than 8 in 10 CFOs say their responsibilities have expanded in the last three years to touch areas as diverse as marketing and operations. Human resources leads the list, with 21 percent of the 2,100 CFOs surveyed saying their job now includes at least some involvement with HR issues. Following closely, 19 percent of CFOs reported having some responsibility for IT. keep reading…
With so many different approaches or tactics to evaluate the effectiveness of your employer brand, and more specifically how effective your brand is at attracting the top talent, please join this upcoming Indeed-sponsored webinar, with host David Lee, as he covers the following:
- Have a brand that attracts genuine talent, and how to help make that happen
- How to deliver on your brand promise … consistently
- Communicating your brand in a clear and effective way that differs from the norm
- Making sure managers understand their central role in the brand
Register today and ensure you get the most out of this upcoming webinar; this is a great opportunity to increase your brand’s effectiveness and make it stand above the rest.
Date/Time of Webinar: November 19, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/e234f8eu4noz&eom
presented by Nicole Dessain
With 2014 rightly being dubbed the “age of talent,” and where talent sits front and center of economic and social value creation, it’s clear that there are some methods or “trends” that develop around successful talent acquisition. Please welcome hostess Nicole Dessain in this upcoming CareerBeam sponsored webinar as she “bursts the bubble” on the following:
- Understand how the 10 talent.trends impacted the talent agenda in 2014
- Learn how companies tackled challenges associated with these trends
- Get to know innovative talent frameworks that help address talent challenges in the 21st century (such as the talent.experience lifecycle™ )
- Gain perspective on what talent topics will be hot in 2015
Better to register now and not risk the chance of missing out on this incredibly informative and “trendy” webinar, and get yourself ready for the new year in terms of talent.
More information | Register for this webinar
This is an open letter to every CEO in the world. I hope you take the time to read it, as I’m sure you, your shareholders, and your employees, would hate for you to keep pissing money away. keep reading…