Join us at Noon central time (1 p.m. EDT / 10 a.m. PDT) today as Gerry Crispin, co-founder and partner at the recruiting consultancy CareerXroads, discusses the firm’s source of hire study.
Learn what’s behind the dramatic decrease in employee referrals and the rise in direct sourcing, college hiring, and other ‘old school’ recruiting.
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Employee referrals waned again in 2013 as a source of hire, as talent acquisition leaders increasingly leaned on other recruiting methods to fill their external hires.
The just released CareerXroads source of hire survey — its 13th — found the 50 participating employers, some with more than 200,000 workers, relied more heavily on direct sourcing and help from third party recruiters in 2013 than at any time in the previous decade.
They also accelerated their temp conversions, which, at 4.4 percent of the full-time hires, was nearly three times the rate in 2012.
In fact, except for print, every sourcing method tracked by the recruiting consultancy CareerXroads showed an increase in hiring activity. keep reading…
Being so awesomely culturally plugged in, I can not believe me and my little Roundup column missed the Google Glass recruiting interview video from TMP Labs.
Cool as it is, and not so much a concept thing as entirely possible pretty much now, the TMP video gets beat hands down (and by 2.698 million views to 13,158) by a Google Glass interview video from Gonzaguetv. keep reading…
It’s a job seekers market, but hiring managers haven’t yet fully adjusted to the change, with 40 percent of them taking almost a month to make an offer, only to find out in many cases that their candidate is turning them down.
Better than 8 in 10 of the MRINetwork recruiters participating in the semi-annual MRINetwork Recruiter Sentiment Study said today’s employment market is candidate-driven, a 25-point jump from the 2012 study. That means the professional, executive, and managerial candidates who are the majority of those recruited by MRI franchise offices can be more demanding when it comes to the nature of the work they want, the companies they’re willing to work for, and the compensation and benefits they’ll accept. keep reading…
In a new recruiting video below, a self-described “30-year-old white guy” tells you why he’s diverse: he’s a gay policeman in Texas.
Chris says that being a gay detective in Ft. Worth isn’t the big deal it used to be. And, he says, he hasn’t had a single problem at work. keep reading…
What are your RCR ratios?
If you are not familiar with RCR, it stands for Rejected Candidate Referral. The metrics are simply the ratio of RCRs in your candidate pool against other sources.
I love this metric for two reasons.
First, just because someone doesn’t get the job doesn’t mean they can’t be a source of referrals. Second, it is a bellwether metric for your overall candidate experience. Simply put, candidates who had a great experience, regardless of the result, will be more likely to refer others than those that did not have a good experience.
See, simple. Recruiting is not rocket science. I know there have been volumes written discussing candidate experience. Companies can and do invest significant time, money, and effort in creating highly curated candidate experiences. I can appreciate that work, and I have seen the value in having an experience that sets a company apart. The thing that bothers me is that like so many things we as humans touch, there is a bias towards over-complicating things.
Candidate experience can be summed up in one word: keep reading…
An Austin software developer called Q2 says it’s having success — “record attendance,” according to a senior recruiter — holding events at a local arcade, and its event last week will net maybe 8-10 more hires. keep reading…
presented by Mark Chussil
One critical component when considering a potential candidate for recruiting is “can this person think strategically?” Oftentimes it can be a challenge to determine this, because it’s not quite as easy as asking “are you a strategic thinker?” and oftentimes track records are not as dependable as they may seem.
Enter the era of Gamification. Please global business wargamer Mark Chussil in this iCIMS-sponsored webinar as he shares:
- What exactly gamification is and how to incorporate it
- Discover what business games reveal about candidates’ thinking
- A business game in real time
- And so much more!
This is really shaping up to be a fun webinar, and very informative as well. So hurry in, sign up, and get your game face on, it’s time to recruit like you mean business.
More information | Register for this webinar
If you work in recruiting in any capacity, ask yourself this question: “When was the last time someone really invested in making me better?”
Then give yourself the responsibility of that development for someone/everyone around you.
Why would we do that? Who has time for that? Where should I start? If this is what comes up top of mind, you might owe it to yourself to put some thought into this topic. I’ll tell you why I think it’s not only a business imperative but a preservation technique as well. keep reading…
Recruiting leaders are constantly looking for strategic opportunities, which admittedly are rare in this progressive field. There is only one big missed opportunity in strategic recruiting and that is … keep reading…
This July is the kind of month Roundup lives for. It’s the silly season times three.
So far this month we’ve heard about:
Employee turnover costs are often described with generic numbers such as “$X,000.00 per employee” or “X% of annual salary” (actual dollar amounts and percentages vary from source to source). It is tempting to go with simple sound bites like these, but keep in mind that they are based on averages. These overall tendencies probably don’t accurately describe your specific organization, department, or team.
The following is a simple but detailed method of computing the cost of employee turnover. The main factors in this calculation (aside from specific costs) are time and money involved with a departing employee, such as:
- Time spent on filling the vacant position;
- Hours/weeks in lost productivity before the employee leaves
- Time that coworkers and the manager/supervisor combined will need to make up for the vacant employee (overtime, added shifts, etc.);
- Number of hours in lost productivity resulting from orientation and training of a new employee; and
- Time spent on admin and hiring tasks (advertising, resume screening, interviewing, onboarding).
We can directly translate between time and money (time = $) to provide specific costs by multiplying hours by hourly wage for different types of employees, tasks, and responsibilities. The numbers that you provide can either be averages for your organization, department, or team, or they can be specific to a single turnover event. The calculation will total all the time and costs spent with every employee turnover so you can determine what the final cost is for your business.
Here are the steps to calculate all of this: keep reading…
I went to a Jobvite “roadshow” networking event in Los Angeles this week, and the first attendee I met — well, dedicated ERE.net readers can guess exactly what he said to me: “I’m starting a recruiting technology company!”
In this case the guy’s name is Jim Lanas. He’s a Vietnam-era veteran and a recruiter in the medical field, whose new company, TeamPlayerHR, is in the assessment field. But it’s not exactly a personality or psychometric assessment (and it drives Lanas bonkers when people assume it is).
Let me explain how this works. keep reading…
Digital Generation. Gen Z. Silent Generation. Second generation in the Millennial cohort. The “coming demographic tsunami.”
However you refer to them, Generation Z (born 1995-2010) is the young, fresh round of talent you’ll be recruiting very soon, which will be a different experience than generations before them.
Gen Z was born into a digitized economy and, according to a study by New York-based marketing agency Sparks & Honey, 37.8 percent hope to “invent something that will change the world.”
The connected quality of the older Millennial generation will only be amplified by Gen Z, so be prepared to adjust your recruiting strategy as you begin to connect and communicate in new ways when you start recruiting Gen Z: keep reading…
presented by Gwen Seeboth
With a majority of companies struggling to engage or connect with their workforce, now is the perfect time to familiarize yourself with some various ideas involving rewards programs for employees. Please join host Gwen Seeboth in this highly educational and eye-opening webinar sponsored by Michael C Fina. The following and more will be covered:
- Exactly how employee reward programs are designed to engage your workforce
- How the program in turn generates better morale and better referrals
- How effective leadership is required to really be the driving force behind a recognition program
Better to sign up and get registered for this event now as it shaping up to be a big hit. How great would it be to receive a little recognition for helping to incorporate a recognition program?
More information | Register for this webinar
What countries do job seekers most want to move to? How about away from? In the U.S., where do they most want to go … and what states do they want to leave?
Where People Search for Jobs, a new report from Indeed Hiring Lab, takes a stab at those questions.
Let’s take a look (click to enlarge any of them). keep reading…
Big photos and a big emphasis on diversity, women, and veterans highlight Charles Schwab’s new careers website.
The new career pages, part of a larger “about Schwab” series of pages — play up the “people business” — not just the financial services business — that Schwab is in. keep reading…
There’s new info out from the EEOC in the U.S. about pregnancy discrimination, the first big explanation of federal pregnancy-related rules in 30 years.
It’s not all recruiting related; much of what the government is spelling out deals with employees already on the job.
But, there are some sections on applicants. keep reading…
Even the 50+ year old Peace Corps is getting a job-application makeover.
The application is shorter; what used to take eight hours and involve 60 printed pages should now take less than an hour.
On top of that, there’ll be clear dates for applying and for finding out if you’re accepted.
The process is explained in this PDF.
What’s the difference between university and experienced hire recruiting?
It’s more than just the age of the applicants.
The purpose of university recruiting is generally not to immediately fill a job or internship. It is to build your employment brand on campus in front of students who will apply to your company’s entry-level job or internships … eventually. It is about keeping track of the students you want to attract and then putting on your marketing hat to continue your brand engagement with them.
One way to make that happen: keep reading…