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Would the EEOC Like the Words You Use ?

by Jul 30, 2014, 12:05 am ET

DeadspinJust ahead of May’s NFL draft, the irreverent sports site Deadspin created a stir when it posted a tool to analyze the words used in scouting reports to describe black and white college football players.

You simply plug in your word picks to see how often they are used for players falling into those two racial groups. NBC Sports’ Craig Calcaterra found, among other things, that the word “gifted” appears .58 times per 10,000 words for black players and not at all for white. Plugging in “worker,” Calcaterra found it applied almost twice as often to white players as to black. And “underachiever”? The Deadspin tool shows it’s used more often to describe black players.

Now, what if instead of NFL scouting reports, this kind of analysis was used on employee performance reviews or candidate interview notes? keep reading…

ERE Webinar: Make Your Employee Brand Stand Out

Date/Time:
Thursday, August 28, 2014, 2:00 pm ET
Duration:
60 minutes
Registration:
Register for this free webinar

presented by Ryan Squire and Tracey Parsons

Social is much MUCH more than just a place to post. It’s a vast resource used for building a realistic and authentic employer brand. In this upcoming Findly-sponsored webinar please join hosts Ryan Squire and Tracey Parsons as they share the following tips:

  • Using content to build a strong employer brand
  • The use of a variety of tools and mediums available to you
  • and so much more!

Hurry and register now for this webinar guaranteed full of information.

More information | Register for this webinar

McKinsey Midway Through Career Site Upgrades

by Jul 29, 2014, 2:15 am ET

Screen Shot 2014-07-28 at 11.10.37 PMIn a case of a shoemaker’s kids getting shoes, the company that coined the phrase “war for talent” in 1997 is working on updates to its career pages.

McKinsey is working on the site internally. It’s  only partway through a series of changes. keep reading…

No Country for Young Men (and Women)

by Jul 29, 2014, 12:38 am ET

Screen Shot 2014-07-16 at 10.06.40 PMThe youth of America are finding it difficult to get jobs. Unemployment for those ages 18-29 reached 13.2 percent in May — about double the general unemployment figure. The lack of jobs for the young has many causes: fewer job opportunities overall; more older people taking jobs that would have been filled by younger workers; and a mismatch between available jobs and people available to fill them.

Fewer Full-Time Jobs

America the land of opportunity is not what it was. keep reading…

Retention — The Top 10 Ways a Manager Can Identify Who Is About to Quit

by Jul 28, 2014, 12:49 am ET

There are few things that are more shocking to a manager then to have one of their top-performing employees suddenly quit on them. Some managers have described it as the equivalent to a “kick in the gut.” It is a shock not only because losing a key employee will damage your business results, but also because managers hate surprises, and as a result, they frequently wonder how they missed the signals that this person was going to leave.

Employee turnover is always an important issue, but most managers are unaware of the fact that overall, turnover rates went up 45 percent last year. And because I am predicting that they will go up at least 50 percent this year, individual managers should be aware of the precursors or warning signs that can indicate that an employee is considering looking for a job, so they can act before it’s too late.

After 20+ years of research on predicting turnover, I have found that if you approach the problem systematically, you can successfully identify which individual employees are likely to quit with an accuracy rate of over 80 percent. Firms like Google, Xerox, and Sprint, as well as several vendors, have developed processes for identifying who might quit. But for most managers, you must realize that you will simply have to develop your own identification process. So if you know of a manager who is worried about turnover, pass this list of turnover predictors to them so they won’t be surprised when their next employee announces that they are quitting.

The Top 10 Ways a Manager Can Determine if an Employee Is Considering a Search for a New Job keep reading…

Source of Hire Study: What’s Going On With Recruiting?

by Jul 25, 2014, 12:25 pm ET

Why are employee referrals down? Is LinkedIn now a job board? And what’s the significance of more hires being made the ‘old school’ way — direct sourcing, from agencies, and even temp conversions?

Watch our interview with Gerry Crispin, co-founder and partner at the recruiting consultancy CareerXroads, as he discusses the firm’s source of hire study.

Learn what’s behind the numbers and what it means to your recruiting efforts.

Source of Hire: With Referrals Down, Direct Sourcing and Agency Hires Rise

by Jul 25, 2014, 6:38 am ET

CareerXroads source of external 2014Employee 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…

If You Think Wearing Google Glass to an Interview is Weird, See Al

by Jul 25, 2014, 12:26 am ET

Google GlassBeing 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…

Too Slow or Too Low: Why Offers Are Being Rejected

by Jul 24, 2014, 12:36 am ET

Why offers rejected - MRI 2014It’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…

Gay Cop: ‘Believe It or Not, We Exist’

by Jul 23, 2014, 5:35 pm ET

Screen Shot 2014-07-23 at 2.22.47 PMIn 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…

Rejected Candidate Referrals and the Candidate Experience

by Jul 23, 2014, 12:38 am ET

Screen Shot 2014-06-03 at 5.11.44 PMWhat 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…

Pinball Parties Working for Austin Software Developer

by Jul 22, 2014, 5:20 pm ET

pinballzAn 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…

ERE Webinar: How Gamifying Helps You Recruit and Develop Actual Talent

Date/Time:
Wednesday, August 20, 2014, 2:00 pm ET
Duration:
60 minutes
Registration:
Register for this free webinar

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

Recruiter Development as an Exercise in Cooperation: Donate Yourself!

by Jul 22, 2014, 12:25 am ET

Screen Shot 2014-06-03 at 5.11.44 PMIf 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…

The Last Strategic Recruiting Frontier — Sourcing Using Consumer Data

by Jul 21, 2014, 12:08 am ET

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…

Disappearing Applications, 6-Minute Toilet Times, and HR’s Abundant ‘Faulty Practices’

by Jul 18, 2014, 6:13 am ET

toiletThis July is the kind of month Roundup lives for. It’s the silly season times three.

So far this month we’ve heard about:

How to Really Calculate the Cost of Employee Turnover

by Jul 18, 2014, 12:56 am ET

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…

TeamPlayer Wants You to Hire People Who Are Compatible

by Jul 17, 2014, 2:54 pm ET

Screen Shot 2014-07-17 at 9.26.12 AMI 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…

How to Start Planning for Recruiting Gen Z

by Jul 17, 2014, 12:56 am ET

Screen Shot 2014-07-02 at 12.57.22 PMDigital 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…

ERE Webinar: Effective Employee Engagement Involving Rewards Programs

Date/Time:
Wednesday, August 13, 2014, 2:00 am ET
Duration:
60 minutes
Registration:
Register for this free webinar

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