With a self-assigned grade of B, and an even lower C+ from the hiring managers whose jobs they fill, recruiting leaders from companies large and small heard the news there’s much to do to improve those scores, and that the road is not going to get easier in the year ahead.
Speaking to the opening session of the ERE Recruiting Conference & Expo here in San Diego, ERE’s CEO Ron Mester told the hundreds of talent acquisition leaders in direct language that “You have a lot of work to do to improve … No one should be satisfied with a C+ or a B.” At another point in his hour-long presentation of a broad and extensive ERE survey of recruiters, their leaders, their bosses, CEOs and hiring managers, Mester said it will take a rethinking of the process to get to an A. “Rethink it,” he urged. “Challenge everything that you’re doing today.”
Unveiling some of the findings of the late March survey completed by more than 1,300 during his State of Recruiting presentation, Mester turned a spotlight on the disconnect between what the respondents agree should be the key measures of recruiting’s performance and what recruiting leaders and their teams believe is where the actual emphasis lies. keep reading…
Michelle Obama announced today new online resources for hiring veterans, translating military skills, and finding resumes of veterans and their spouses. keep reading…
It’s no secret that being the front man on one of TV’s late night shows is a coveted role. Lately it seems like many of TV’s “funny men” are passing the torch to the next generation of comical geniuses. Jay Leno handed The Tonight Show over to Saturday Night Live alumnus Jimmy Fallon, and more recently the news of David Letterman’s retirement and Stephen Colbert as his replacement on the Late Show has been all the media buzz. Even comedian Chelsea Handler has reportedly been a replacement possibility for The Late Late Show’s personality, Craig Ferguson.
What these have in common is that the TV networks adequately prepare to handle changes to keep moving forward. Gaps in program scheduling can be a hefty cost for networks, and the same can be true for organizations with employment inconsistencies. keep reading…
What’s a day in the life of a staffing professional like? If you’re Jenifer Lambert, it begins at the gym at 6 a.m. with a crossfit workout and ends more than 12 hours later at a dinner meeting. In between, she visits with clients, counsels candidates, reviews opportunities, discusses marketing plans, meets with staff, and more.
We know this because Lambert, vice president sales and marketing for Seattle’s Terra Staffing Group, is the star of Real World Staffing, a half-hour “film documentary” that chronicles Lambert’s work day, interspersing it with her own narration about the work she does and the passion she feels for the job.
The video provides a glimpse inside a real staffing firm, to show a side of the industry that previous shows and videos — The Headhuntress for example — didn’t. Lambert’s narration of her commitment to her profession and passion for the work she does may, at first blush, seem Pollyannish. But as the video unfolds, you come to see that there is a genuine satisfaction that derives from the successful matchmaking of employer and candidate. keep reading…
We all agree that nothing ruins a workplace culture like a jerk co-worker or a rude manager. But how do you uncover those characteristics in your pre-employment interviews? Even Vladimir Putin can seem charming if you only ask questions like What are your career goals? What motivates you? and What are you looking for in a job? before making an offer.
Your hiring process needs to occasionally challenge the candidate to see how they react to pressure. The best way to do this is to share criticisms with the candidate so you can experience firsthand — through your own eyes and your own ears — how they respond.
Before I expand upon that concept, I want to make sure my advice is balanced. Yes, the candidate should be challenged, but you must also achieve these five emotional outcomes during your interview process: keep reading…
presented by Kevin Walters and Linda Brenner
Join Kevin Walters and Linda Brenner as they divulge the tips and tricks that will help improve your Employee Referral Program, in this upcoming webinar, sponsored by Zalp. Kevin and Linda have so much packed into this one-hour we can’t cover it all here. Just a few topics covered will be the current state of employee referral programs, what research tells us about them, what NOT to do, and much more! Thank yourself later and sign up now; this will be one webinar not to miss.
Unable to attend on this date? No problem. Register and you will automatically receive a link to the webinar recording to view at your convenience.
As always, ERE webinars are complimentary.
More information | Register for this webinar
A new U.S. campaign, including a college tour, aims to “provide students with the beauty, grooming, and career advice needed to help them create a personal brand that appeals to recruiters.” It’s backed by the Beauty & Grooming division of Procter & Gamble, which happens to own brands like CoverGirl, Gillette, and Olay. keep reading…
A candidate from a well-known benchmark firm dropped out of our search for a General Manager position because the hiring manager took a week to respond to his interest. He said…
It’s not like I need their job. If it takes them a week to respond to a resume like mine for a job of this importance, they’re not the kind of company I want to work for. I move fast, and I can already see that my style wouldn’t fit their culture. –Wind River Associates
As a corporate recruiting leader, know that in a highly competitive college marketplace, there may be nothing that damages corporate recruiting results more than slow hiring.
Many firms now go the first step and track some variation of the “time-to-fill” metric. But despite that metric, not only are firms still almost universally guilty of painfully slow hiring, but to compound the problem, few recruiting leaders truly understand the many negative business and recruiting impacts that result from slow hiring. I estimate that the impact at most corporations exceeds tens of millions of dollars each year. And the dollar loss from this factor may be as much as 10 times higher than losses resulting from low recruiting efficiency related to the more popular “cost-per-hire” metric.
It’s not enough to be conscious and aware of slow hiring. Identify and then quantify in dollars each of the negative impacts of slow hiring, so that everyone from the CEO on down will support the streamlining of the process. After several decades of work on “speed hiring,” I have put together an extensive list of the negative consequences associated with taking too long to hire. The top 12 most damaging factors are listed below.
The Top 12 Reasons Why “Slow Hiring” Damages Recruiting and Your Business Results keep reading…
Local champions of Engineer job boards in Europe. Source: Intelligence Group
While Europe still has the rather arrogant attitude thinking the “global workforce” prefers working in Europe, the rest of the world has taken a more realistic point of view. Has Europe become the new hunting ground for talent?
China, Singapore, and Australia already discovered their way to European talent. Recently countries like Brazil, Vietnam, the United Arab Emirates, and Malaysia also source the most talented Europeans. Due to the euro crisis and high unemployment rates, many — often young and highly educated talent, and among them scientists — leave Europe in search for better career perspectives.
Europe is Losing Talent to the Rest of the World keep reading…
For your recruiting entertainment, today’s Roundup opens with a quiz: What do lumberjacks, newspaper reporters, garbage collectors, and flight attendants have in common?
They are among the 10 worst jobs in the U.S., insists CareerCast, operator of a global network of job boards. The reasons are straightforward: diminishing job prospects, low pay, or high stress levels or danger. Or a combination of these. All crunched together in some fashion to come up with scores.
At the other extreme, the No. 1 best job for 2014 is mathematician. Good job prospects; average pay of $101,350; not much risk of injury; and, unless you mistake inches for centimeters, not a lot of stress.
Just behind mathematician on the “best jobs” top 10 is university professor. Or, more precisely, “University Professor – Tenured.” Average pay at $68,970 is decent, especially for working only part of the year. But that job security! Can’t beat tenure. keep reading…
The candidate experience has become one of the most talked-about areas for improvement in the recruitment industry, in large part thanks to Gerry Crispin, who in 2010 announced his idea for the Candidate Experience Awards for Recruiters and Private Sector Employees. The idea was to develop a program to recognize and reward those companies who were providing a good experience to their recruiters and candidates.
Oddly enough, not a lot of attention seems to be paid to giving incentives to the people who actually provide the experience to candidates: recruiters. keep reading…
That employers have been shifting the increased cost of health benefits to their employees is hardly news. Now a new study of healthcare use shows just what that means to workers.
According to Medicine Use and Shifting Costs of Healthcare: A Review of the Use of Medicines in the United States in 2013, workers today have deductibles 150 percent higher than just five years ago, while nearly 8 in 10 plans have a general deductible of $1,000 or more.
From zero a decade ago, plans with the highest deductible — and the lowest premiums — now account for 20 percent of worker plans. These high-deductible health plans and HSAs have cut deeply into the HMO offerings that accounted for 45 percent of plans in 2004. Now, HMOs and other plans have a 23.5 percent share. keep reading…
Maybe it’s spring cleaning. Virtually every major social network is changing its interface or functionality.
Twitter Becomes More Like Facebook keep reading…
A 25 year old has teamed with an ex-recruitment consultant and others to launch a new “crowdsourced recruiting site.”
Employers post jobs and offer money to people who get them in touch with an eventual hire.
Explained in the video below, the site is first focusing on the UK and later more of Europe.
Some other companies and launches you may not yet know of: keep reading…
Recently, ERE asked me to conduct a webinar on The Impact of Gamification on Generational Talent. It’s an exciting topicworthy of exploration by forward-thinking talent acquisition executives, and in larger context calls for examination of the role of Big Data in business and in our overall culture.
The excitement surrounding Big Data is that web-browsing, location tracking, and social networks can help deliver automated, meaningful measurement of people and predict their behaviors. With our e-mails, social network interactions and mouse clicks able to be mined for insights, and personality-based assessment tests and games that study worker behavior, the ability to measure on a grand scale promises to transform organizational management.
Can Big Data make for a smarter working world, with more efficiently run companies guided by data and analysis? Are there dependable processes for predicting behaviors, skills, and preferences? Welcome to the relatively new field of workforce science, which adds predictive analytics to a hiring and career development playing field that’s long been dominated by gut intuition. keep reading…
Frankly I could have written this anytime the past two years, but I was hoping that as more of our industry talks about best practices in using social media and best ways to promote “employer brands” or “recruiter brands,” that things would get better.
I was wrong.
Really, really wrong. keep reading…
The idea that you can create a template that will work forever doesn’t happen in any business … There’s some really, really bright people in this business. You can’t do the same thing the same way and be successful for a long period of time. — Billy Beane
I am a strong advocate of what I call “parallel benchmarking,” which is borrowing the proven best practices from completely different industries and functions. This article advocates the borrowing and the adaptation to talent management of what are known as “proprietary metrics” from the baseball industry. Proprietary metrics get their name because they cover metrics that are so powerful that they are “owned” and their components are therefore not shared. In baseball, there are dozens of proprietary metrics, while in the corporate world of talent management, they are surprisingly rare. Corporate examples of these proprietary metrics include Google’s “retention metric” for predicting which employees are about to quit and its “hiring success algorithm” for predicting the characteristics that lead to new hire success on the job.
Baseball Has the Most Advanced Metric Model to Learn From keep reading…
An 10-employee assessment company out of Boston, though it has already been quietly using its product with 14 customers, officially launches today with a focus on personality and soft-skills testing.
Cangrade first takes a look at a company’s current employees — or in the case of smaller businesses, it uses “big data” already out there. (The company says its “team of experts spent years researching millions of data points from over 200,000 employees, running over 40 empirical studies, and consulting with over 20,000 of its users.”)
It analyzes the traits that are common among people already on the payroll, and analyzes the job you’re trying to fill. The CEO and co-founder Gerson Goren says it’s not heavily weighted toward one personality characteristic, like the ever-popular “extraversion” some companies seem so intent on. keep reading…
Winner! Winner! Winner! That’s all your organization will be saying after incorporating “gamification” into various aspects of their recruiting strategy. With the recent surge of gamification on to the scene, you don’t want to be the only one just vaguely familiar with the topic. Join the Findly-sponsored webinar, and your host, Jim Wexler, will really define what gamification is all about; it’s applications, how it engages the audience, and whether or not gamification makes sense for your organization. If you miss out, it might mean GAME OVER for your organization in this new age of recruiting.
Date/Time of Webinar: April 16, 2014, at 2 p.m. Eastern
Registration Link: https://cc.readytalk.com/r/ha5fy3jo3mrq&eom
Can’t attend? No problem! Sign up and receive a recording to view at a time that is more convenient for you!
Is your company or category going through a major transformation?
Are you in the midst of launching a new consumer brand promise?
Do you have trouble articulating your employment story to candidates?
If you answered “Yes” to any of the questions above, you may want to consider re-evaluating your current employer brand. Here’s why.