Sure, you’ve seen career sites where you can ask the company, or even a recruiter, a question. But one company has a new q-and-a section that’s far more individualized than most, allowing candidates to pick which recruiter or employee should address their hiring question. keep reading…
Everyone loves a trip down memory lane. That’s why VH1 made those retrospectives about the 1980s, 1990s, etc. Admit it: once you caught five minutes of one of those shows, the next four hours of your life were forfeited.
A few years ago, when I was an IT recruiter back in Washington, D.C. (see what I did there? Clever, right?), one of my favorite parts of the job was getting to know each candidate and figuring out what their “story” was. What were their unique aspirations and hot buttons? How did they get to this point in their career? What were they passionate about in their lives? Being able to get to know someone, then matching them up with a company that matched their professional and personal ambitions was, to me, one of the best and most rewarding parts of the job. It was always a delight to follow up with them six months later and learn that they were indeed happy with the new direction in their career.
Any recruiter worth their salt will tell you that their ability to sell a candidate on a company or a job is their “raison d’etre” (for those of you who slept through French or Philosophy 101: reason they exist). Now, with skill set requirements and qualifications that rapidly evolve with each new technology and regulatory change, creating specialized pockets of highly competitive positions, this ability to differentiate an opportunity from the rest of the landscape has become more important than ever.
So how exactly, beyond sheer luck, do you ensure that “just right” fit? Let’s take a cue from VH1 and fire up a couple of classics for some help: keep reading…
Your chance to get exposure for your great work and join an all-star list of past honorees: We’re now taking applications for the 11th annual ERE Recruiting Excellence Awards. All applications must be in by November 28. keep reading…
They are more reliant on paid LinkedIn accounts and InMail introductions than are sourcers elsewhere, yet they are ahead in using Google+, Twitter, and especially Facebook, which is used by an average of 46 percent of American sourcers versus a global average of 37 percent.
And, regardless of region, sourcers who pick up the phone to reach candidates have a far better response rate than other contact methods.
At first glance, these findings from the Global Sourcing Survey produced by Alexander Mann and Social Talent would seem to suggest American sourcers are second rate. The wording of the report’s summary of sourcing in the Americas in part does conclude, “It would appear that all American sourcers have become too reliant on InMails and too few are properly leveraging other social channels.” keep reading…
Bigger human resources/recruiting technology companies are scurrying around working on new products. IBM, using Watson, is working on a release of its new “Kenexa Talent Insights” product using common language, like “What is the most common reason for candidates rejecting an offer?” We’ve heard that sometime around November 12, Glassdoor (as it also eyes a European expansion) will launch a “company updates” feature, a little like you see on a LinkedIn home page feed. And Gild — wow, did we just call that a big company? That’s what happens when there are so many startups — is transitioning itself from a sourcing/screening tool for developers into a full-blown recruiting system for all candidates.
But, meanwhile, you have more new companies launching in this field. Like: keep reading…
The annual HR Technology Conference always provides a smorgasbord of food for thought. In years past my appetite for content related to talent assessment has not been satisfied. What a difference a few years makes.
This year’s show was packed with valuable information and insights related to the value of talent assessment. keep reading…
Although it may not seem like it at first blush, HR is no stranger to marketing.
At its core, that’s what recruiting is: marketing and direct sales. Those in the recruitment profession market professional opportunity through sharing openings, culture, and brand association. On the sales side, its quite possibly one of the hardest sales jobs; much like real estate, both sides are buying, so both sides can say no. It’s not like a car is going to refuse to be sold to a buyer.
So over the years, recruitment has focused on refining its “spoken sales pitch.” While an important part of the process, it is fairly limited in its reach. The move to digital marketing came about and our ability to broadcast news, share glimpses into our company culture, and build different level of “relationships” with ‘brand-fans’ widened. The online space got very, very noisy.
Amidst that noise emerged evidence of fissures in the brand façade; the carefully crafted messaging by the brand didn’t actually match conversations about the workplace realities of the employees. “A company that cares? Sure … about profit! Let me tell you how… [insert employee vent session here].” Well-intentioned employees trying to help disgruntled customers or potential buyers by giving product/service information that proved to be inaccurate. Less-than-flattering posts from the “personal” side of life conflicting with stated goals, ethics, and morality embraced by the organization.
All of these disparate voices, fragmented messages — they have traditionally freaked out marketing, human resources, and the C-Suite … with fair reason: the disharmony can create confusion in candidates and consumers, which is clearly bad for the brand.
The reality is that employers cannot “silence” the voices. They never really could. Those fissures always existed; however, the adoption of digital ecosystems vastly extended individual reach and amplified their individual stories “on brand” or not. And here’s the real kicker: employees have more credibility, individually, than executives, according to the Edelman Trust Barometer. So if we’re unable to “control” these powerful voices, what are HR marketers and brand managers to do? The need behind this question drove the creation of a new category that sits at the intersection of marketing and human resources: employee advocacy.
An employee advocacy program is about more than marketing controlling how the brand message is shared. keep reading…
Across the country, recruiters spent the late summer hiring zombies, vampires, witches, and other denizens of the dark to populate the frightful attractions (even an oceanliner) that will be gone by Sunday night.
These thousands of seasonal hires may give kids nightmares, but they’re about the only workers this week who aren’t causing costume angst for the human resources department. Even as most workers are looking forward to Friday’s Halloween party, HR is spooked by the thought someone might show up this year as an Ebola victim or a superhero dressed in what looks suspiciously like underwear. keep reading…
Obviously even a Martian executive would be able to quickly find and understand traditional recruiting functions like employer branding, sourcing, and interview processes. But what would they find missing? In other words, what standard business elements that exist in every other business function and process (like production, product development, supply chain, or marketing) would an outsider be surprised to find totally absent from your corporate recruiting function?
If you are a recruiting leader and one of your goals is to be “more businesslike,” you might be surprised at the number of common business process elements that simply can’t be found in corporate recruiting.
Business Process Elements That Are Almost Always Absent From Recruiting
If you were a strong business person who assessed the recruiting function, you might be surprised to find that many business process elements are simply missing. Those missing elements include: keep reading…
You’ve heard of all the same old tactics. Narrow your funnel, speak to the candidate, build trust and rapport, use a CRM. All of these are valuable, but they could be the fodder for any of the articles you see here or any other digital watering hole on the Internet. What I’ve been noticing lately are very cool, very novel tactics used by companies, often those who don’t even have a recruiting function per se. Here are some brand new plays to add to that well-worn playbook you use when approaching new talent. keep reading…
It’s difficult to attend an HR and recruiting centered conference and not find yourself sitting among a choir while one of our industry’s messiahs preaches to a crowd of smiling faces nodding in agreement to the sermon.
I’m not even saying it’s a bad thing. Sometimes it can be therapeutic. Lately it seems our spiritual advisors in talent have learned a new hymn, or perhaps they’ve simply remixed an old one and it just sounds cooler because there are more and more voices chiming in.
The tune is the one about finding and recruiting people who have found their passion. It’s in the key of C, since C is for “calling” and we want to hire only the best people who have found their calling. A lot of people are singing it. The melody is beautiful and I suggest giving it a listen if you’ve never heard it. You’ll be changed, if only briefly. keep reading…
For most recruiters, LinkedIn’s updated user agreement that goes into effect Thursday doesn’t change much. Recruiter customers will still be able to search for candidates, download profiles, send InMails, and generally source as they have before.
The biggest change is that LinkedIn says you own the content you post on the site. That, and the simplicity and clarity of the wording of the updated terms of service, have earned LinkedIn kudos with one writer calling the changes “monumental for the industry.” More about that later. keep reading…
- Wednesday, November 19, 2014, 2:00 pm ET
- 60 minutes
- Register for this free webinar
presented by David Lee
A lot of questions can be asked to self evaluate whether or not your employer brand is effective, such as “does your employee value proposition match with the employee experience you actually deliver?” If you’re unfamiliar with or unable to evaluate the effectiveness of your employer brand, then you’re in the right place, because this upcoming Indeed-sponsored webinar, featuring host David Lee, will provide a smorgasbord of relevant info, including:
- How to deliver on your brand promise … consistently
- Have a brand that attracts genuine talent, and how to help make that happen
- Making sure managers understand their central role in the brand
- And so much more!
Best not miss out on such a truly helpful webinar; register today and start attracting that top talent sooner than later!
This webinar is sponsored by Indeed.
LinkedIn’s annual conference — in addition to its high-end audio/video production and its steady supply of food, entertainment, coffee, and miscellaneous other beverages — is known for an annual product launch or two (see the second paragraph from last year’s event).
Employers often seek as much information as possible about their candidates and the strengths and competencies they can bring to the company. But is asking about their criminal history during the application process going too far?
With the proliferation of “ban-the-box” laws in the U.S., whereby multiple states and local governments have passed legislation requiring that employers remove the questions pertaining to previous arrests or convictions from employment applications, that seems to be the trend.
While many of these laws pertain exclusively to employers in the public sector, there are a growing number of laws that apply to private employers as well. Such laws are currently in place in 13 states, with New Jersey being the latest to join the “ban-the-box” movement in August 2014 and Georgia lawmakers considering coming aboard as well. Many local jurisdictions have also banned the box, including Baltimore, Philadelphia, Seattle, Buffalo, San Francisco and, most recently, Washington, D.C.
As such laws continue to gain steam, employers must understand their responsibilities and how they can ensure compliance. But the most effective strategy is to stay ahead of the curve by working to eliminate the criminal history question before local regulations mandate it.
The Need for Ban-the-Box Laws keep reading…
You might initially think that Ebola is only a medical issue, but corporate leaders, HR, and recruiting professionals should realize that the likely upcoming Ebola-related panic and anxiety will also negatively impact an organization’s employees and candidates.
Take a moment to visualize this possible scenario where during the upcoming flu season employees will irrationally stress, panic, and avoid other employees and customers who appear to be even slightly symptomatic. Envision an HR function that will be bombarded with questions and concerns about sick leave, medical benefits, and a variety of Ebola related issues.
So if you operate under the philosophy that it’s better to be prepared than surprised, prepare for the possibility that the fear of the Ebola disease alone will result in severe employee stress, turmoil, and lower productivity.
The Top 10 Ebola-related People Management Issues You Should Be Preparing For keep reading…
How to Successfully Hire Seasonal Associates
Hiring seasonal associates efficiently and effectively in a very short timeframe is something H&R Block is very familiar with. Kristi Jones will discuss how H&R Block ramps up from 2,000 regular associates to an additional 75,000+ seasonal associates for tax season. She’ll discuss some of the successes and challenges they have faced when hiring seasonal associates for both corporate and field locations. A few of the topics Kristi will touch upon are workforce planning, using lean methodology, scheduling/interviewing, training for your hiring managers and recruiting team, and using social networks.
Date/Time of Webinar: Tuesday, October 21 at 11 a.m. / 2 p.m. Pacific
Registration Link: https://cc.readytalk.com/r/bmki4mldixhn&eom
Sponsored by: Jibe
And later this week …
Inside Career Website Redesigns: Trends and Takeaways from the Talent Community
With a recent survey revealing 60 percent of the respondents admitting that their current career site could be better or does not even meet their needs, and an additional 35 percent planning a career site overhaul in the next 12 months, it is clear that there is a huge amount of improvement to be made. Please join host Jody Ordioni if you have any interest at all in a redesign in the near future. Or join in if you have any interest in the following:
- Forward-looking and practical information that will aid you in your redesign
- Keeping up on the newest trends, best practices, and latest predictions
- Expanding your understanding of website redesigns in general
Date/Time of Webinar: Thursday, October 23 at 11:00 a.m. Pacific / 2 p.m. Pacific
Registration Link: https://cc.readytalk.com/r/snyhdt4sfkxa&eom
Simply put, it is using data to spot trends and make decisions that impact the business. This is no different from what companies have been doing for a while in other functional areas such as finance, corporate strategy, supply chain, and more recently HR. It is just that how this is captured, analyzed, and presented has changed.
Geoffrey Dubiski of Sumner Grace and I once gave a talk on “Recruiting and Your Bottom Line” at an IQPC event.
I think the points we made are still valid. Here’s an outline of some of our thoughts: keep reading…
- Thursday, November 13, 2014, 2:00 pm ET
- 60 minutes
- Register for this free webinar
presented by Bryan Chaney
Recruitment marketing has changed, and will continue to evolve. That is the current reality of recruitment marketing and that is also why being in attendance at this upcoming webinar featuring host Bryan Chaney will allow you to take home the following:
- Why video is replacing voice messaging
- “Candidate Motivators” — what they are and how to use them
- How to create 1-to-1 marketing campaigns by skillset
- Save precious recruiter and hiring manager time
- When and when NOT to involve the marketing department
With the recruitment marketing world in a constant state of flux, this is one webinar that you will not want to miss; register today and ensure you stay ahead of the curve.
This webinar is sponsored by Jibe.
Reports from the Federal Reserve say shortages of skilled workers in a variety of trades are showing up here and there across the U.S., putting upward pressure on pay.
Employers are having to pay more to attract workers in construction and manufacturing in several parts of the U.S. In parts of the Midwest, mid-Atlantic region, and the Northern Plains states, transportation workers are seeing somewhat higher pay. And in New York the number of workers quitting to take higher paying jobs is on the rise.
That shortages of some professionals exist is nothing new. Last week Dice reported that unemployment among tech professionals had fallen to an average 2.7 percent in the third quarter. And SHRM’s LINE Report for October said its measure of recruiting difficulty has been going up for seven months straight.
But the Fed’s October 15th “Beige Book” notes that “Most Districts reported that some employers had difficulty finding qualified workers for certain positions.” (The nation is divided into 12 federal reserve districts.) keep reading…