Sometimes recruiters think that if they get the most money for the candidate, then the candidate will accept. But it’s not all about money, but more about making the candidate feel like they have a say in the hiring process and addressing their financial needs. keep reading…
When you survey the most frequent users of analytics and metrics in the corporate world, not surprisingly you find that HR ranks at the very bottom. Compared to finance, which is ranked No. 1, HR compares poorly with only half of its functions being classified as advanced users and three times more HR functions are classified as non-users.
HR shouldn’t be surprised to learn that the executive team came in No. 2 because they (along with finance) are at the forefront of demanding more metrics and analytics from HR. The remaining business functions, operations, R&D, marketing, and sales all had a higher percentage of advanced metrics users than HR in this excellent 2013 AMA/i4cp study. I have been a public advocate of talent management and talent acquisition shifting to a data-based model for decades but the transition at most corporations has been slow, expensive, and painful. Because I give regular presentations on analytics and metrics, I’ve been able to capture a long list of reasons why firms should shift to a data-based model. The remainder of this article is simply a list of credible reasons that resonate with most HR audiences as to why your corporate talent function should embrace metrics and a data-based decision model.
Part I – Reasons Why Every Firm Needs to Shift to Data-based HR Model Using Standard Metrics and Analytics keep reading…
- Tuesday, October 21, 2014, 2:00 pm ET
- 60 minutes
- Register for this free webinar
presented by Kristi Jones
Hiring seasonal associates efficiently and effectively in a very short timeframe is something H&R Block is very familiar with. We will discuss how H&R Block ramps up from 2,000 regular associates to an additional 75,000+ seasonal associates for tax season. We’ll discuss some of the successes and challenges it faced when hiring seasonal associates for both corporate & field locations. A few of the topics touched upon: workforce planning, lean methodology, leveraging social networks, scheduling/interview processes, and training for your hiring managers and recruiting team.
Can’t attend the live event? No problem! Register and receive links to the webinar recording and slides so you can watch at a more convenient time!
This webinar is sponsored by Jibe.
- Thursday, October 23, 2014, 2:00 pm ET
- 0 minutes
- Register for this free webinar
presented by Jody Ordioni
The idea of a discrete website solely for recruiting goes back only about 15 years, but a lot of innovation has taken place in that time. By making their own advances and following the latest technology, smart recruiters have created compelling destinations for job-seekers. Today, the difficulties in attracting key, culturally aligned talent to meet business needs, coupled with the growing expectations for a seamless candidate experience across a variety of platforms and devices, have made it abundantly clear that the career site is an important component of any successful talent acquisition strategy. Yet more than 60 percent of respondents to a recent survey on career sites feel their current site could be better or does not meet their needs at all. 35 percent are planning a Career Site redesign within the next 12 months.
If you’re among those planning a redesign, and seek forward-looking, practical information to help you on your journey, or are just interested in keeping up on the latest predictions, best-practices, and trends, you won’t want to miss this webinar!
Join the conversation:
Take a short survey and add your questions, tips, and/or expertise to what promises to be a great event for all participants.
This webinar is sponsored by Findly.
You’re a professional recruiter, so you don’t need to be told how important it is to keep a fresh, updated resume at the ready. But just in case, now would be a good time to make sure everything is current. It is, after all, Update Your Resume Month.
“Keeping your resume up-to-date is a lot like networking — it’s something you should always be doing whether or not you’re hunting for a new job,’ says author and noted career coach Fred Myers. Yet as that saying about the cobbler’s children having no shoes reminds us, it’s easy to overlook doing for yourself what you advise others to do. keep reading…
A new public service campaign asks businesses to train and mentor the millions of low-income young adults who may not have a college degree or a lot of work experience. Print, broadcast, radio, online, and outdoor ads are on the way.
Some of the visuals and language in the campaign tell employers to forgo “traditional hiring practices” in favor of paths to employment for unsung job candidates that will increase retention, productivity, diversity and engagement. keep reading…
Wanted Analytics says the number of online job listings for recruiters rose 4.5 percent in August from the same 30-day period a year before. In the HR category, recruiter jobs are now second only to the listings for HR managers, says Wanted. The research firm analyzes online listings from corporate sites, job boards, and elsewhere to create reports on the types of jobs being advertised and other information and business intelligence. keep reading…
We suggest you consider whether the computer you are using and your location is secure enough. It would be safer to fill in the form using means that are not directly connected to you.
That’s the unusual warning on a new careers site, aimed at reassuring applicants about their safety and confidentiality when applying for jobs. In other words, the organization’s worried applicants will fear for their lives for applying. keep reading…
August may have disappointed labor analysts with its unexpectedly low count of new jobs, but for recruiters, the evidence out of Washington and elsewhere says recruiting difficulty is only going to get worse.
Nationally, it took 24.9 business days (Monday-Saturday are business days for this report) to fill a job in July, according to the Dice-DFH Vacancy Duration Measure. That’s a bare tick off June’s 25.1 days. Meanwhile, the Job Openings and Labor Turnover Summary from the U.S. Bureau of Labor Statistics, put July’s openings rate at 3.3, a 22 percent increase over the 2.7 in July 2013. keep reading…
In 30 years, I have yet to see a retention bonus retain, let alone motivate, anyone. – Kate D’ Camp, former VP of HR at Cisco
Let’s face it: only a few people voluntarily spend any time thinking about the use of employee retention bonuses (ERBs). I wouldn’t either, except for the fact that a majority of major firms use them instead of much more effective retention approaches. The use of retention bonuses is at an all-time high but I wonder why, because they’re expensive and only occasionally do work. In my over 20 years of work as a thought leader and practitioner in retention, I have been unable to find any credible corporate data that even comes close to demonstrating the effectiveness of retention bonuses.
The major flaws of employee retention bonuses fall into three categories, which include:
- ERBs are evil because they are a form of “paid servitude,” where you buy rather than earn employee loyalty.
- ERBs don’t actually work in a time when turnover rates have gone up 45 percent.
- ERBs have many negative unintended consequences that unintentionally create damage.
Maybe the lack of data proving the effectiveness of retention bonuses is not such a big surprise, because almost nothing in corporate retention is data-driven. There is also no data to prove the effectiveness of most other common “retention resource wasters” like improving benefits for all, engagement efforts to improve retention, or offering a coach/mentor or profit-sharing. Despite their lack of supporting evidence, the use of retention bonuses has doubled since 2010 (according to a recent WorldatWork survey). If you are a corporate manager or a talent management professional who is considering offering retention bonuses, review the following 25 ugly reasons thoroughly before you act. In my book, they rank at the very bottom as the least effective commonly used retention tool.
The Top 25 Reasons Why Retention Bonuses Don’t Work keep reading…
Social Media Dos and Don’ts for Recruiting
This upcoming Jobvite-sponsored webinar will be featuring some of the best tips and practices from the “Ultimate Recruiter’s Guide.” Hosted by Matt LeBlanc, this webinar is guaranteed to shed light on some new social media tricks as well as give you a reality check in other areas of current practices. Take-homes will include the following and much more:
- Use social media to create a powerful talent pipeline that builds itself
- The realities when using social media and what you can and cannot expect
- Various pro-level tips and tricks that will allow social media to work at even the most “corporate-y” of functions
Far more will be covered in this groundbreaking webinar and it really has to be attended to appreciate the full value of knowledge being offered. Register now and you won’t miss out!
Date/Time of Webinar: September 23, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/mnnasgrtb7be&eom
Improving Candidate Quality: Through a Marketing Lens
Coming at you from a different angle in this upcoming Indeed webinar is your host Marvin Smith, as he encourages you to shift from the role of talent acquisition and into the role of marketing product manager, with the “challenge” being improving the product quality of candidates. The depth of this webinar exceeds description, but expect the following to be covered:
- A look at the “three areas of impact”: the hiring teams, the talent sourcer/recruiter, and the target talent
- How to shake things up for you/your organization and what that entails
- And so much more!
This is guaranteed to not only be a incredibly informative webinar. Register today and develop your recruiting abilities even further.
Date/Time of Webinar: September 25, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/7fw9ayb2xf7a&eom
- Wednesday, October 15, 2014, 2:00 pm ET
- 60 minutes
- Register for this free webinar
presented by Shanil Kaderali
Hiring metrics are becoming a benchmark to achieving business goals,especially so by the leaders in HR, Recruitment, and Talent Management areas, and if this is the case it’s helpful to know WHAT they are looking for. Please join Shanil Kaderali in this upcoming iCims webinar as she shares the following:
- What defines both pre and post “quality of hire” metrics
- The link between financial performance and talent metrics
- A comprehensive, analytical (yet summarized) session for talent acquisition and HR leaders
- And so much more!
If you are ready to take your understanding and experience of metrics to the next level then this is one webinar you can’t afford to miss, hurry and register now!
This webinar is sponsored by iCIMS.
Are you looking for a new job, or filling recruiter positions? Being on either end of the spectrum, it may be useful to know what the labor markets are like in North America. We used WANTED Analytics hiring demand and talent supply data to analyze and compare hiring trends for recruiters in the U.S. and Canada. keep reading…
A strange thing started happening in the UK throughout 2011 and 2012. While the economy continued to flatline and people all over the nation struggled through the hangover of the recession, we were told time and again by government spokespeople that the job market was exploding. Unfortunately for the 2.6 million unemployed people looking for jobs at this time, this surge in the job market was being driven mostly by self-employment and people starting up micro-businesses. In fact, since 2010, more than 40 percent of newly created jobs are held by the self-employed, and a whopping 16 percent of the total workforce, around 5 million people, fall into this category.
This is not only the highest ever level of self-employment in the UK, but it also makes us the self-employed capital of Western Europe.
However, is this entrepreneurial boom solely the byproduct of the recession and a broken economy, or does it tell of a deeper shift in the UK’s attitudes towards work? Furthermore, what effects will this trend have on the UK’s economy and society in the future?
What Really Caused the Rise of Entrepreneurialism in the UK? keep reading…
In a large or small organization, there is a need for a recruiter to take charge at times. Below are scenarios that occur in almost every organization. The key steps underneath will improve your time to fill, relationship with the hiring manager, and establish yourself as a trusted advisor.
Scenarios: keep reading…