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Managing Your Managers

by Jan 30, 2015, 4:08 pm ET

As a recruiter or HR specialist, you know that hiring success depends on a strong partnership with a hiring manager who communicates his or her needs clearly. However, all too often, you’re expected to be a mind reader and magician, pulling a string of qualified candidates out of a hat at a moment’s notice.

If this sounds familiar, you’ll want to join us for a free webinar on Wednesday February 4.

Our speaker, Jennifer Morgan, has spent a decade in technical and IT recruitment for companies including Ericsson, Cerner Corporation, and Sprint. She’ll discuss ways to build a more advisory relationship with hiring managers, and create a more fun and productive working environment that will improve your hiring success.

If you’re looking for ways to work more closely with your hiring managers, boost your numbers, and bring the fun back into your work environment, this webinar is for you.

This webinar will fill up fast. Register now for free to reserve your seat.

Registration Link:  https://cc.readytalk.com/r/wfg19n8we2he&eom

Day/Time:  Wednesday, February 4, 2015 at 2 p.m. EDT

Sponsor:  Jobvite

The Passive Candidate Spectrum — Getting Inside their Psyche for More Successful Recruiting

by Jan 30, 2015, 5:11 am ET

Screen Shot 2015-01-09 at 3.08.14 PMWe’ve all met superstar recruiters at some point in our careers. The ones who work with essentially the same tools and resources as everyone else but still manage to consistently outperform their peers. Those elite few who regularly source “unreachable” candidates and close top-tier talent at impressive rates.

One of the hallmarks of the superstar recruiters is that they possess a more sophisticated understanding of passive candidates. The average recruiter thinks of candidates as either active or passive. The active candidates are those who are cruising job boards, lining up around the building trying to get jobs, and filling recruiters’ inboxes with resumes. They are generally dismissed and perceived as undesirable. Passive candidates are successful professionals who are succeeding at their jobs and not looking for new opportunities. They are highly sought-after and are considered the best quality candidates.

But, the more sophisticated recruiters understand that the market is far more nuanced than that. They recognize that pigeonholing candidates into these two distinct categories is not only simplistic and inaccurate but unproductive.

The Passive Candidate Map keep reading…

The Free Lunch Is Over: How LinkedIn Just Changed the Game

by Jan 29, 2015, 5:30 am ET

Screen Shot 2015-01-28 at 5.16.40 AM

This article has been updated to reflect two items found in a previous version, that LinkedIn pointed out were incorrect. (updated again, 1/30/15)

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…

Parents: Now That You’ve Seen ‘Frozen,’ You Have to See This Frozen Recruiting Video

by Jan 28, 2015, 6:07 pm ET

Screen Shot 2015-01-28 at 3.03.50 PMWhat 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.

keep reading…

Hard-to-find Recruiting Skills

by Jan 28, 2015, 5:39 am ET

Boston vs CACurrently 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 Names Top Employer Brands

by Jan 27, 2015, 5:42 am ET

EBIBadge_HorizontalSimplyHired 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…

This New, 1-Minute Navy Video Is More Tough Than Touchy-feely

by Jan 26, 2015, 4:26 pm ET

Screen Shot 2015-01-26 at 1.17.38 PMYou 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…

Employers Forecast to Increase Use of Temp Agencies By 10.5%

by Jan 26, 2015, 2:20 pm ET

Palmer 2015Staffing 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…

Get Ready to Rock the Boat with Me

by Jan 26, 2015, 8:45 am ET

Screen Shot 2015-01-23 at 5.57.57 PMDear Colleagues,

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…

Develop a “1-Day Hiring” Program to Avoid Losing In-Demand Candidates, Part 2 of 2

by Jan 26, 2015, 5:23 am ET

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.

walmartThe 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…

An ‘Improbable Startup’ Is Hiring IT Employees

by Jan 24, 2015, 5:43 pm ET

Screen Shot 2015-01-24 at 2.34.17 PMA 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…

Here’s Who’s Coming to San Diego So Far

by Jan 23, 2015, 2:56 pm ET

erewebinars-event-erc15[1] 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.

keep reading…

Let’s Rethink College Recruiting

by Jan 23, 2015, 5:23 am ET

Screen Shot 2015-01-19 at 8.21.53 AMCollege 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…

PwC Launches New Careers Tool

by Jan 22, 2015, 6:03 pm ET

Screen Shot 2015-01-22 at 2.16.51 PMThe 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…

Los Angeles Fire Department Gets 150 Pages of Ideas to Improve Recruiting

by Jan 22, 2015, 3:07 pm ET

Screen Shot 2015-01-22 at 12.00.09 PMAmidst 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…

Millennial, Gen X, and Baby Boomer Candidates Aren’t Really So Different

by Jan 22, 2015, 12:01 am ET

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.

dec_2014At 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…

As Tech Unemployment Drops, Demand for Billboards Soars

by Jan 21, 2015, 5:04 am ET

Dice billboard campaignWith 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.

Billboards.

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…

Why Social Media Will Become Harder, and Other Talent Acquisition Trends

by Jan 20, 2015, 5:40 am ET

Screen Shot 2015-01-14 at 3.42.03 PMMillennials, 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…

Employer Branding 101

Date/Time:
Wednesday, March 4, 2015, 2:00 pm ET
Duration:
60 minutes
Registration:
Register for this free webinar

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

Develop a “1-Day Hiring” Program to Avoid Losing In-Demand Candidates, Part 1 of 2

by Jan 19, 2015, 5:32 am ET

Screen Shot 2015-01-15 at 1.22.53 PMThe 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…