The franchising industry is in a state of uncertainty, and its growth could derail.
Yes, the franchising model has proven to be highly successful, enabling small business ownership for hundreds of thousands of people in the United States. Franchisors have worked diligently to create proper systems and support for their franchisees that allow their brands to thrive and promote the success of the American economy. Indeed, the franchising industry is characterized by continuous growth and expansion; it is expected that 2015 will mark the fifth consecutive year in which the industry will grow and create more jobs faster than the rest of the economy.
But the time-tested model is in question after in July 2014, the National Labor Relations Board in the U.S. announced that a franchisor could be designated as a joint employer of its franchisee’s employees.
Hey dude, if you want to save a few bucks, and you’re in need of a trimmer or a bud tender, get yourself over to WeedHire before April 2. Job postings go from free to $4.20 the day after you- know-what day.
That $4.20 has significance. If you have to ask what it is, you don’t belong on WeedHire. keep reading…
One thing definitely not lacking in the human resources and talent-acquisition field are lists of the best workplaces. You’ve got local lists, regional lists, even lists of where high schoolers will want to work; national ones like Glassdoor’s, Universum’s, Fortune’s, and a WilsonHCG top-employment-brand list that a few talent-acquisition leaders told me via email they really liked.
One list out from Forbes (a magazine, apparently, that recruiters read quite widely) involved asking employees this: On a scale of 0-10, how likely would you be to recommend your employer to someone else? How about other employers in your industry?
Every successful recruiter that I have ever met does some very simple things well. When a requisition goes weeks and weeks without being filled, it’s the product of a fundamental break-down of a simple process.
The recruiting process typically breaks down in one or more of the following areas: keep reading…
A regional convenience store chain with a not-so-stellar reputation recently renovated the store located a couple miles from my house. It’s actually quite beautiful as c-stores go — bright and open with new fixtures, colorful signage, and a classy stone façade.
But what happened in front of the refurbished building is what really caught my attention during my visit there last week. keep reading…
The impact of the Affordable Care Act on employers and employees has not been as great as many feared when the controversial health insurance law was adopted.
Surveys by Global benefits consultant Mercer and the Society for Human Resource Management say few employers have cut hours for full-timers or seen a surge in new enrollments.
“As organizations learned more about the law, they found that their coverage levels were already the same or more than what the law required, minimizing the adjustments that some anticipated employers would need to make when the ACA was created,” said Evren Esen, director of SHRM’s survey programs. keep reading…
presented by Jessica Max
Employee referrals remain the No. 1 source of hire, but many companies aren’t capitalizing on this goldmine. They’re failing to make the most an existing program or they don’t even have an ERP in place at all.
An ERP is a critical tool for recruitment but it’s about so much more than simply getting a candidate into the system. A truly effective referral program is high-touch and part of a bigger picture; a culture of engaged, invested, and collaborative employees.
But how to choose, and manage a program that will work for your company? With all the new recruiting tools and processes on the market, it’s easy to become confused or distracted by the shiny objects. But shinier isn’t always better, and in this webinar we’ll explore the factors that really matter when it comes to mining the rich seam of employee referrals:
· Increasing quality employee referrals
· Engaging current employees in the talent acquisition mission
· Guiding more relevant referrals
· Partnering with the hiring teams on targeted campaigns
Join our free webinar on Wednesday, April 22, for practical insights into some of the more nuanced aspects of building and managing a robust ERP.
Our speaker, Jessica Max, will share her experience of what works, and what doesn’t, when it comes to getting the most out of your ERP. She’ll walk through some common ERP complaints and offer tips, ideas, and examples of more creative employee referral generation
Who should attend?
If you’re thinking about a new ERP or just want make your existing program shine, you’ll get plenty of good ideas on Wednesday, April 22.
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
Blogs may not be the hottest new tool, but don’t rule them out as part of your organization’s employer branding and talent acquisition efforts.
A good blog can connect a company with job-seekers, energize candidates, and engage your current employees. Here are some tips for creating, maintaining, or improving a corporate recruiting blog, and a look at some companies that are doing those very things. keep reading…
An effective referral tool that takes advantage of “memory retrieval cues”
Most already realize that employee referral programs routinely produce the highest quality of hires, but few know that the “Give Me 5” program produces the highest-performing hires of any individual referral approach.
The “Give Me 5 Names” tool is easy, fast, and free. You start by proactively approaching individual top performers in the target job area, but instead of asking them the standard question “do you know anyone?” (which usually draws a blank), you instead stimulate their recollection by using an effective memory stimulation trick known as “a retrieval cue.”
You stimulate the employees memory by asking them a more targeted question like “name the best innovator who you know in this field.”Almost without exception, providing that “cue” (innovator) will result in them providing you with the name of an innovator who they know. You then continue asking them for names in up to four additional categories like best manager, best problem solver, best team player, and best under pressure, until you have five great names (which is why the program is called Give Me 5). And then because the employee will likely personally know each individual, you ask them to help you to contact them and to convince them to consider working at your firm.
The Many Advantages of Using a Give Me 5 Approach keep reading…
Software is everywhere. It is, as Marc Andreessen pointed out, “eating the world.” What began with the communication and entertainment industries has expanded to include education, finance, national defense, and healthcare. Powerful software and the people that build it are now determining factors in the success of all major industries.
Today, a huge percentage of the people capable of building such software are millennials with a technical background. Employers need to create a brand and culture specifically geared toward hiring millennial tech talent in order to stay competitive. This can be a major departure from the norm in terms of culture, messaging, and brand.
We at Looksharp talk to a huge number of employers tasked with recruiting top technical talent that do not have the brands to compete effectively. Where do they start?
Employers tend to fall into four major categories, each with their own unique set of challenges and opportunities for differentiation. keep reading…
It’s a no-brainer that businesses rise or fall on the strength of the talent they attract to key leadership positions. What’s surprising is how many businesses understand this simple truth, but fail to implement comprehensive strategies to effectively compete for talent. For example, 93 percent of CEOs are aware of inadequacies in their talent attraction strategies, but more than 60 percent report they haven’t addressed these problems, according to PwC.
For some businesses, the problem is insufficient attention to the candidate experience, while for others it’s an ineffective applicant tracking system. However for far too many, the problem is the lack of a robust employer brand.
Just when you wonder can things get any weirder, they do.
Today, we offer up a bizarre recruiting story that has been unfolding for the last two weeks in 140-character messages tweeted by a former Google engineer. Kelly Ellis started tweeting about feeling sexually harassed by her male colleagues during the years she worked at Google. She names names and calls out HR, saying it did nothing.
Why she decided to go public now, after leaving Google eight months ago, isn’t clear, but that also isn’t our story. It’s what happened after her tweets caught the attention of tech and news sites. keep reading…
Up until now, employer branding referred to a company’s positioning and messaging as the employer of choice to a desired audience. Social media, however, has since changed the face of employer branding.
Instead of being a one-way message for positioning your company as a great place to work, it’s now a marketplace of thoughts and opinions. Branding is now in the hands of the very talent you seek — otherwise known as your talent brand. This is how talent views and socially brands a company, incorporating what talent thinks, feels, and shares about a company as a place to work.
How can you be sure what you’re saying and what talent is saying about your company is in tune? Here are three signs that your talent brand and employer brand don’t match, and how to better align them:
One Too Many Negative Comments keep reading…
Half of all mid- to senior managers and professionals working in greater China and Singapore would relocate to North America for a promotion or to gain international exposure. However, except for those now working in Taiwan, a majority of the 4,500+ respondents surveyed for MRIC’s annual Talent Report: Greater China & Singapore say they’re not actively looking to relocate.
Overall, the number of managers and professionals who relocated last year is down from previous surveys, according to the report, which was prepared in partnership with the market research firm Ipsos. Although the change in Taiwan was barely measurable (down 1 point from 13 percent to 12 percent in 2014), elsewhere, especially in China and Singapore, the declines were as high as 5 percentage points. keep reading…
presented by Nicky Gibson
Social media has taken over our lives. We wake up in the morning with Facebook, Tweet about what’s trending, and cook the latest recipes from Pinterest for dinner. It’s no surprise that these tools have found their way into our offices too, and “social recruiting” is all the rage.
But social recruiting is about more than just having a presence on Facebook or using Twitter to alert candidates to your latest job postings. Social recruiting creates a real opportunity for recruiters to go beyond the expected and become trusted talent leaders. It’s a chance to take advantage of your company’s brand and build a community of potential hires already sold on your business and your culture.
The ability to understand and share your employer brand with people who support your goals, whether they’re looking for a job right now or not, will increase your network and impact your abilty to be proactive. It can take you from being a good recruiter to a great one.
Join our free webinar on Wednesday, April 15, to learn how you can get the best out of social recruiting and take your skills to the next level.
During the webinar, our speaker Nicky Gibson will share her expertise in all aspects of social recruiting and communicating a compelling brand. Nicky will cover:
· Partnering with your internal marketing team to determine your employer brand and leverage your consumer brand in social recruiting
· Creating internal and external brand advocacy to drive social media engagement with future talent
· Using the company’s mission and culture to create rich content that engages the talent you want to hire
Who should attend?
Recruiters who want to go from good to great and make the most of social recruiting opportunities should join us on Wednesday, April 15.
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
To fill their toughest healthcare and tech jobs, the nation’s employers are increasingly turning to staffing firms for help.
Research firm WANTED Technologies says employers are most likely to hire a search firm to find registered nurses, application software developers, and web developers. Based on Wanted’s analysis of online job postings, demand for RNs increased by 25 percent in a year. For web developers, demand rose 42 percent and for software developers it increased a whopping 73 percent. keep reading…
Marketing is recruiting’s next frontier. If you’re a marketer, you’re trying to generate a lead or a sale, so you dedicate a tremendous amount of time, energy, and expense to achieving the highest conversion rates possible.
Similarly, you can maximize the return on investment of your recruitment campaigns when considering click-to-apply ratios. Click-to-apply tracks the number of candidates viewing a job advertisement who then go on to complete an application.
Let’s take a look. keep reading…
While I was perusing some startups launching — think OnboardIQ, Super, Gradberry, Invisume, InterviewJet – one reader just mentioned to me that, yes, another startup is launching, and it’s a job board.
If you ask most CEOs who don’t work for a non-profit what is most important to them, they will reply, “whatever makes the company money (revenue) or whatever saves the company money (margin/profit).” The primary marching orders from most CHROs for HR and recruiting functions will be about continuous improvement to reduce cost.
I know most recruiting leaders are nodding their heads as they read that statement.
Don’t worry. This is not another dull dry article about cost per hire.
As we should all know by now, from an acquiring talent perspective, as an industry we generally focus on two other major KPIs: speed and quality — beyond just cost.
The funny thing is when you really boil down these and other major KPIs, they all relate back to money anyway. Hold on, I will explain. keep reading…
With the economy adding jobs at the fastest clip since the depression began eight years, it’s taking longer and longer to fill vacancies. In January, the national average was almost 26 working days, an increase of 3.5 days in the 12 months from the previous January.
The Dice-DFH Mean Vacancy Duration Measure, a sophisticated measure of how long it’s taking employers to fill jobs, came in at 25.7 working days. That’s just off from the 15-year high of 26.5 days recorded for last August.
“U.S. labor markets continue to tighten, albeit at a modest pace,” said Dr. Steven Davis, William H. Abbott professor of International Business and Economics at the University of Chicago Booth School of Business, and co-creator of the vacancy measure. “Evidence of labor market tightening is seen in rising vacancy durations and declining unemployment rates.”
The government said unemployment declined to 5.5 percent in February from 5.7 percent the previous month. That’s the lowest national unemployment rate since May 2008. keep reading…