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
A lot of companies have been talking about big data lately, but what does mean for us in HR and talent acquisition?
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…
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.
More information | Register for this webinar
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…
EROAD is an Auckland, New Zealand-based startup that was established to modernize road user charges in New Zealand. In 2007 the business began to commercialize its research and development and seven years on, it has just launched in both Australia and the United States.
Having seen several articles about EROAD’s recent IPO, growth into Australia and North America and its comparatively huge demand for highly skilled engineers, I met with EROAD’s HR Manager Rebecca McKaskell to gain an insight into how with a relatively unknown brand she has been able to support the highly technical resourcing demands of this business. keep reading…
Seventeen times as many HR professionals say that telecommuting on a regular basis is successful than say it is unsuccessful, according to a study released today. keep reading…
Scene: Antiseptic, hospital room filled with the latest diagnostic equipment. Mr. Background Check lies happily in bed, not a care in the world. By his side are his nurse and doctor.
Nurse cheerily: Good morning Doctor. How is Mr. Background Check today?
Doctor checking an exam chart: Well, let’s see … no heartbeat, no pulse, no brain waves
Nurse raises back of hand to mouth: You mean he’s …
Doctor interrupts: No, no, Mr. Background Check is alive and well.
Nurse: But how can that be? With no brain waves I’d have predicted he ‘d be (pause) gone.
Doctor: No surprise really. We could never predict very much from the information we get from Mr. Background Check
Nurse: Then why do we collect the information?
Doctor pauses, then angrily: Because we always have. That’s why.
Stage direction: Doctor quickly exits stage left in a huff. Nurse looks at Mr. Background Check, shrugs her shoulders and exits stage right.
Do you rely on the information garnered in background checks to make employment decisions? Most of us do. But, the research on selection methods’ ability to predict job success puts background checks near the bottom of the list. keep reading…
Over the past five years, the EEOC has seen a significant increase in charges of religious discrimination. Between FY 1999 and FY 2008, the EEOC received an average of 2,447 such charges per year. Between FY 2009 and FY 2013, the EEOC has received more than 3,000 such charges each year, with a record 4,151 charges received in FY 2011 alone. With the religious diversity of the country increasing, it is unsurprising that public and private employers and applicants and employees of faith are struggling to figure out each other’s expectations.
Hopefully, the Supreme Court will be able to provide some guidance on the subject. This week, the Court agreed to review a decision from the Tenth Circuit Court of Appeals involving Abercrombie & Fitch’s decision to deny employment to applicant Samantha Elauf because she wore a headscarf to her interview. Abercrombie has adopted a “Look Policy” for its “models” or sales floor employees, which prohibits models from wearing black clothing or “caps” and subjects violators of the Look Policy to discipline up to and including termination.
Elauf is a practicing Muslim and has been wearing a hijab or headscarf since the age of 13 for religious reasons. During the interview, Elauf wore a black headscarf. The interviewing manager assumed that Elauf was a Muslim and wore the headscarf for religious reasons. But neither she nor Elauf said anything during the interview to confirm or counter that assumption. keep reading…
As the economy improves and recruiting top talent becomes more difficult, focus on employee referrals. They routinely produce the highest volume and quality of hire. If you are getting less than 40 percent of your hires from your employee referral program, here are the top 10 actions that I have found will dramatically improve your ERP results.
The Top 10 High-impact Actions for Increasing Referral Results keep reading…
presented by Lou Adler
Is your company trying to implement a “hire the best talent” strategy and simultaneously refusing to offer a competitive compensation package? Having trouble hiring the best people because your hiring managers are only willing to offer lateral transfers? Are your critical jobs hard to fill because the best people are passive candidates and all you can do is cross your fingers that they respond to a boring and demeaning job posting?
If you answered yes to any of these questions, you need to join Lou Adler on Thursday, November 6, for this informative webinar. He will help you tackle each one of these challenges, by helping you start to understand how to convert jobs into careers, how to tame hiring managers, how to build a deep network, and more. Don’t maintain the status quo. Don’t keep doing the same old things. A strategy to raise the quality of people you hire requires a new way of thinking and a new set of tools and processes to pull it off. Don’t miss this webinar!
Can’t attend the live event? No problem! Register and receive links to the webinar slides and the recording!
More information | Register for this webinar
presented by Shawnee Irmen and Megan Stanish
Planning to embark on the critical mission of implementing an applicant tracking system for your organization? Then this webinar is a must-see! Whether simply from oversight or because of assumptions, missing key pieces of the puzzle until after you’ve gone live is a common problem. If you want to avoid your users bringing red flags and horrible “misses” to your attention or realizing at the last second you may need customizations before being able to bring this system to life, then join Megan and Shawnee on Wednesday, November 5 for a step-by-step guide for implementation, based on recruitment industry leaders’ experiences with applicant tracking systems. It will be an in-depth look at what you need to know to make your implementation a success.
More information | Register for this webinar
It’s what employees and job candidates, particularly the millennial generation, want in their work. And it’s what companies need in their teams to produce the goods and services millennials and others want to buy.
Employers are starting to find clues to help them attract people with purpose. keep reading…
Today’s market is seeing hiring metrics as a benchmark to achieving business goals, and this is especially true in the areas of HR, Recruitment, and Talent Management. With that being said it is quite helpful to know exactly WHAT they are looking for, and your host in this upcoming iCIMS sponsored webinar, Shanil Kaderali, has the answers as well as 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!
This is absolutely one webinar you do NOT want to miss; if your organization is currently using metrics to gauge their benchmarks/goals then you NEED to know just what that entails. Hurry and register today and don’t miss out!
Date/Time of Webinar: October 15, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/xanh61e15ap2&eom
Can’t attend the live event? No problem! Register and receive links to the recording and slides!
In case some of the spring ERE gossip and the fall ERE gossip wasn’t enough, here’s a little of what I picked up yesterday at the HR Technology Conference in Las Vegas. keep reading…
If you’re hiring in transportation today, finding the talent you need in the coming years might seem a bit daunting.
More than in the labor market overall, employment in transportation related occupations are highly attuned to economic fluctuations. Acting as a bellwether of the nation’s economic health, that employment fell dramatically during the Great Recession. As the economy began to recover, transportation hiring outpaced other industries for two years starting in 2011. Now, consumer spending continues to improve and the energy industry is booming, meaning that demand for drivers is higher than ever. keep reading…
On the heels of a survey finding that a quarter of all employers plan to add temporary staff this quarter comes a forecast that temp agency staffing will increase 8.7 percent over last year.
Temp industry consultant G. Palmer & Associates says temp employment will average 2.978 million workers in the fourth quarter. For the last quarter of 2013, the average was 2.739 million. As of September, the U.S. Bureau of Labor Statistics reports temp agencies employed a record 2.934 million workers.
“Our forecast for the 2014 fourth quarter follows recent trends, demonstrating growth and indicating another increase in demand for temporary workers, marking the 19th consecutive quarter of year-over-year increases,” says Greg Palmer, founder and managing director of the Newport Beach, California human capital advisory firm.
“The data is also showing that with the advent of lower unemployment rates, labor is tightening, wages in certain categories are increasing, and temp help as a percentage of new job growth is beginning to tapper off,” he adds. keep reading…
Apparently that worked.
The Peace Corps says applications (17,336) are at a 22-year high, and are up 70 percent over last year.
In July 2014, at the launch of the changes, the organization’s applications went up 400 percent over July 2013. Also: last year 23 percent of applications who started a submission finished it. Now, it’s 95 percent.
In what could be the strongest finish since before the recession, an increasing number of employers say they intend to hire full-time permanent workers this quarter.
CareerBuilder’s quarterly survey of employers found 29 percent of them expect to add permanent headcount before the end of 2014, an increase of four percentage points over those saying that last year.
While hiring expectations don’t necessarily translate into action, so far this year more employers have ended up hiring more workers than they told CareerBuilder they planned.
The survey doesn’t say how large the headcount will grow, but numbers from the U.S. Bureau of Labor Statistics show 2014 is on track to add more workers to the nation’s payrolls than at any time in a decade. Since January, employers have averaged 227,000 new jobs each month. For the same period last year, the average was 193,000. keep reading…
You may know that Salesforce, the wildly successful and widely used system businesses use to keep track of their customers, has also been used on occasion to keep track of job applicants. A new partnership will result in a more formal recruiting and human resources system built on the Salesforce platform. keep reading…
Late-breaking news this evening in the talent-acquisition world: I’m hearing that Cornerstone OnDemand will be buying Evolv. keep reading…