This article has been updated to reflect two items found in a previous version, that LinkedIn pointed out were incorrect.
LinkedIn, the No. 1 social network used by recruiters and sourcers around the world, is changing the game: it has decided to give it all away for free. This is a direct quote from their website:
“As part of our ongoing efforts to make search on LinkedIn more relevant and powerful for you, we’re increasing the visibility of your extended network in search. You’ll now be able to view full names and profiles for anyone in your extended network — 1st, 2nd, and 3rd degree — a level of visibility previously available only to paid subscribers. Previously, you would have only seen the first names with last names obfuscated for some search results, but you’ll now be able to see full names and profiles of all results. This will help you find even more of the people you’re looking for, and get yourself found more in return.”
This is great news! Right? Well … hold on. keep reading…
What to make of Frozen? One of history’s biggest movies, a billion-dollar colossus whose songs are ringing so repetitively in the heads of parents with young children many would like to annihilate their car CD players?
Yes, it was time to make a Frozen-inspired recruiting video.
This classic comes from the Norman, Oklahoma, police department, which is hiring — for the first time in forever.
Currently there are 6,890 recruiter jobs posted online and about 3,246 employers filling these openings throughout the U.S. This number reflects all job listings that specifically use the terms recruiter or recruiting in the job title. Some of the recruiters reading this article will be looking for a job or filling a recruiting opening in 2015.
With this in mind, we researched which of the most in-demand recruiting skills, with at least 50 job ads or more, are likely to be hard to find. For recruiters, we’ll offer suggestions for what you can do to find talent. keep reading…
SimplyHired has come up with a way to measure the interaction between job seeker and employer job postings which it’s calling Employer Brand Index.
The result of a complex mining of jobseeker behavior and statistical adjusting, the Index is actually a ranking of employers in seven broad industry groups: automotive, entertainment, financial services, healthcare, insurance, technology, and transportation.
In the last week, SimplyHired released the top 25 employer winners in each category, which you will find here. keep reading…
You might have heard that in the U.S., the Navy’s “force for good” campaign didn’t go over terribly well, causing the Navy to apparently nix it.
Well, the Navy has uploaded a new commercial to Youtube, and this time around, things blow up. keep reading…
Staffing agency employment has been among the fastest-growing sectors of the U.S. economy for the last several years. Since the recession’s official end in June 2009, the industry has added 1.24 million new jobs, 12.3 percent of all new private sector jobs created.
Now comes a prediction from the staffing and human capital consulting firm of G. Palmer and Associates that temp employment will grow 10.5 percent this quarter over last year. That translates into about 135,000 new staffing agency jobs.
“Our forecast for the 2015 first quarter follows recent trends demonstrating growth and indicating another increase in demand for temporary workers, marking the 20th consecutive quarter of year-over-year increases,” said Greg Palmer, founder and managing director of the consultancy. keep reading…
Allow me to introduce myself. My name is Rob McIntosh, and I am the new Chief Analyst with ERE Media (which includes ERE, SourceCon, TLNT, and the Fordyce Letter). I have been a sourcing and recruiting leader for more than 18 years (covering 30+ countries), most recently as head of talent acquisition with McKesson.
Some of you might be scratching your heads wondering … why would a guy trade corporate life with the likes of McKesson, Avanade, Deloitte, and Microsoft to join ERE Media as its Chief Analyst? keep reading…
Odds are that it happens way too frequently at your firm. You finally get a highly qualified applicant for one of your critical jobs, and in what seems like an instant, the prized candidate you are counting on is gone.
The reason that you can’t land any of these top “in-demand” candidates is simply because they have already accepted another offer before you have even completed your standard interviewing process. Fortunately, there is a way to stop this loss of top candidates, and it is called a one-day hiring program.
One-day hiring is a condensed corporate hiring process where you complete all interviewing and reference checking and you make an offer before the candidate leaves the building. The effectiveness of one-day hiring has been demonstrated many times in the hiring of nurses, call-center staff, and for retail jobs (including Wal-Mart and Urban Outfitters). It is also routinely used when hiring interns and many college hires. In last week’s Part 1, I highlighted the many benefits of a one-day hiring process. This Part 2 covers the recommended action steps for implementing an effective one-day hiring process. keep reading…
A team that already includes ex-Twitter, Google, and Amazon employees is looking for more, calling itself an “improbable startup.”
It’s in the business of improving health care information, services for veterans, as well as the Ebola response. keep reading…
As you know, the ERE Recruiting Conference is coming up soon, April 27-29, 2015. Much of the discussions that we will be having in San Diego are driven by the readers of this publication.
My job is to bring to you the best, most innovative speakers in recruiting leadership. With that being said, I am proud to report that the list of attendees looks like a who’s who of leading organizations. 80 percent hold manager level or above positions and 86 percent are from companies with 1,000 or more employees. It’s a great list and if you aren’t on it yet, you should be. Take a look at a few of the titles and the companies who are attending.
College relations as a talent acquisition function is broken. It has been broken for a long time, but, like so many things in our space, it can be fixed, and honestly without too much trouble.
Talent acquisition leaders need to drive immediate changes in how we as companies interact and communicate with institutions of higher education. Your college relationships team can focus on the students and career services, but we as senior leaders need to focus on leadership-level relationships at the colleges and universities we want to partner with. That means top-level university leadership, the folks that can actually impact curriculum and programming.
Here are two things ways you can start interacting today with that leadership, that will drive significant long term benefits to your talent pipeline. keep reading…
The highly rated employer PwC is out with a new online career tool.
CareerAdvisor is an interactive tool, in some parts requiring a login, to help students figure out their interests and work preferences. keep reading…
Amidst allegations it has relied too much on nepotism and too little on diversity, the LA fire department now has 150 pages to read about what it can do to improve the hiring process.
For other organizations, some aspects of the report may be worth taking a look at. keep reading…
Right now, there are three generations in the U.S. workforce: millennials, generation Xers, and baby boomers. Each of these age cohorts makes up about one third of the workforce, but by 2020, as baby boomers retire, millennials are projected to make up nearly half of the working-age population.
At the Indeed Hiring Lab, we took a look at how each of these generations is searching for jobs today to get a better idea of the coming talent opportunities and challenges. In addition to examining the aggregate search data on what millennials, Gen Xers, and baby boomers are looking for, we also talked with employers to learn how they perceive candidates from different generations.
Overall, we found that job seeker preferences don’t differ that much from generation to generation. The differences are more subtle than the current conversation around millennials in the workforce would suggest, and employers are aware of that hyperbole. According to Aaron Kraljev, vice president of employer marketing at Wells Fargo, “While we’ve found that younger segments are more adept at technological advances in the application process, we also know that for most of our workforce, people are basically on the same page in how they approach their job search. It’s part of how anyone looks for a job now.” keep reading…
With a 2.5 percent unemployment rate, and demand so far outstripping supply that some firms are offering hiring bonuses to interns, Silicon Valley’s tech firms have turned to a decidedly low tech way of attracting candidates.
Up and down Highway 101, the Valley’s major artery, billboards have become so dear that the firms that own them have waiting lists six months long. Monthly rentals can go for as much as $40,000 in the most desirable locations. But even the cheapest ones are anything but cheap at $15,000. keep reading…
Millennials, generation Z, and social media: three predictions about how the recruiting and talent landscape will change. Read on:
As millennials enter managerial roles, workplace dynamics are sure to shift.
The millennial generation is one of aspiring leaders: globally, nearly 70 percent of millennials say that becoming a leader/manager is either important or very important. This has had implications for recruiters for many years, but now, as millennials are passing through the entry stages of their careers and actually becoming managers, it will have a significant impact on the workplace dynamics.
Millennials around the world are motivated to become leaders for different reasons – while high future earnings was the dominant theme globally in research we’ve done, others especially want opportunities to influence the organization. Interestingly, challenging work and decision-making power ranked lower on the list. keep reading…
presented by Shawn Rogers
“Employer branding” has become a familiar buzzword, and we all recognize the companies that have a strong brand in the recruitment marketplace.
So do candidates. From Glassdoor reviews to LinkedIn connections, and their own interactions with the company, candidates have plenty of opportunity to research and assess you before an application is even completed.
Companies that can communicate a compelling employer brand have an advantage in recruitment and talent retention. In a tight market, a strong employer brand can keep you top of mind and expand the pool of talent you have to draw from.
This all sounds great and you know you need to have a well-defined employer brand strategy to attract the top candidates — but where to start? If that sounds like your current position, you’re not alone. In this free webinar we get down in the weeds and look at what goes into creating and communicating an employer brand that resonates with people you want to hire.
Join our free webinar on Wednesday March 4 to get clear on employer branding, pick up some tips for how to get started, and learn some best practices in benchmarking and strategy.
During the webinar, we’ll start from the beginning and our speaker, Shawn Rogers, will walk you through:
- How to formulate an effective employer branding strategy
- Who to partner with to get things done
- Setting benchmark metrics
- Some best practices to help get you started
Who should attend?
If you’re looking for an understanding of what an employer brand is and can do, getting started on an employer branding project, or trying to figure out ways to make an existing employer brand work harder for you, join us on Wednesday March 4.
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
The average time to fill an average job in the United States is 25 days; unfortunately, in many cases top candidates are no longer available after 10 days.
You may think that making quick hiring decisions would lower the quality of your hire, but the reality is that in most cases, the reverse is true. The very best candidates are in high demand. They are likely to receive multiple offers. And because they are decisive individuals, they are likely to accept another offer before most corporate processes are only one third completed. If you’re skeptical, simply have an intern call your top candidates each day and ask them if they’re still available. You’ll be surprised to learn how quickly they are gone.
I am not advocating one-day or same day hiring for every job. However, you need to have this option available when either a top candidate applies or for jobs where your data shows that available candidates are quickly out of the market (like nursing and software engineer vacancies). You can maintain high-quality hiring standards using same-day hiring if you take the air out of your normal hiring process and if you learn how to assess candidates quickly. More on the “how-to” later, but first let’s go over the many benefits of one-day hiring.
The Many Benefits of One-day Hiring keep reading…
It was just last August that Doug Friedman said on these pages that Oculus Rift could be used in recruiting.
That didn’t take long. keep reading…
A $415 million settlement proposed by four tech giants could become one of the largest anti-poaching awards if a federal judge approves.
Apple, Google, Intel Corp and Adobe Systems agreed to the amount in a court filing yesterday. A previous offer of almost $325 million was rejected last summer by the judge in the class action case, which was filed in 2011. keep reading…