Hiring managers are a key driver of the talent.experience – how engaged they are in the process has a critical impact on quality of hire and retention. Bersin by Deloitte research revealed that developing strong relationships with hiring managers is the top driver of talent acquisition performance and four times more influential than all the other 15 performance drivers measured.
Yet, our relationship with the hiring manager has been fraught. We talk about them either as “friend or foe” and refer to working with them as if “herding cats.” Recruiting thought leader Bill Boorman recently described this phenomenon as The Hiring Manager Conundrum. No wonder the relationship with the hiring manager ranks fourth among all the things that keep talent acquisition professionals and leaders up at night according to an ERE study.
Maybe it’s time we tried on a different perspective. What if we viewed the hiring manager as a customer? How could we create a better hiring manager experience?
Here are 10 success strategies for creating a customer-centric hiring manager relationship based on my decade-long experience leading recruiting teams and consulting projects: keep reading…
HR and business leaders who haven’t operated within a recruitment model that includes dedicated recruiters or sourcing roles often undervalue the concept of critical talent sourcing or pipeline sourcing. As opposed to full life cycle recruiters (see definitions below) who handle the end-to-end recruitment process, sourcing recruiters are expert researchers focused on finding and cultivating relationships with talent.
While the two roles are quite different, it’s easy to make the mistake of equating them, and therefore measure and motivate sourcers’ performance and activity in the same manner as a full-life cycle recruiter – on hires. The bottom line: few people in HR understand how to manage sourcers to fully capture the potential positive impact sourcing has on lowering the costs of future hiring and cycle time to hire.
Below are a few tips to avoid making the most common mistakes, while significantly increasing the ROI of your investment in dedicated sourcing recruiters: keep reading…
Eight short questions, eight short answers.
The questions, most of them legal, are below.
The answers and explanations will provided to you for my hourly fee, payable in full within seven days of today.
Just kidding! Answers will be in the ERE Daily newsletter (sign up free if you haven’t) next week. They won’t be online for non-subscribers.
This is based on my experience with tens of thousands of situations. You may not agree with all my answers. But, hopefully, if nothing else, some of the questions and answers will spark your thinking.
Here we go. keep reading…
Content is far more effective at encouraging applications for those with the most experience and helps entry-level applicants self-select out of the process.
You see, usually when we talk about the power of content in recruitment marketing to attract candidates and drive applications, we have to do so in abstractions. Those of us who think about content marketing know that it can impact and influence site visitors, but we haven’t had the proof.
We looked at a single career site of a large telecom company that has almost three thousand job openings currently listed. We wanted to see if the content it has on their site was having an impact. keep reading…
‘Tis the season for user conferences; last week it was Cornerstone Convergence (where it launched a “platform as a service“), this week it’s Indeed Interactive in Austin, and some folks will head to HireVue soon.
Indeed, owned by a Japanese outfit, has done a small user event for a couple of years, but expanded it about 10 times the size this year, with attendance in the neighborhood of 500 attendees, many of these recruiters doing the plurality of their hiring with the job aggregator.
Indeed hasn’t blown out its product in the way some competitors have, like Monster and its 6Sense tools, like LinkedIn and its Bright purchase, and so on. It’s mainly been focused on job searches and job posts, not creating some sort of end-to-end system.
But the company is working on a variety of new tools and tweaks to improve its job board. keep reading…
I’ve led talent acquisition teams for over 20 years in three industries: banking/financial, high tech, and healthcare, and before that I dabbled in recruiting as an HR generalist. For the past one and a half years I went to the dark side when I joined the executive search world, or so I thought before I took the plunge. What the last couple of years has taught me is that I had things backwards when it comes to deciding whether a search firm should be engaged. keep reading…
presented by Jessie Wiese
Competition for top-quality talent is tough, and if you’re going to win, you need to provide a great candidate experience. Increasingly, that means you must offer a high-quality and highly functional mobile recruiting experience.
We know that candidates are searching for career information via their smartphones, but many are turned off by a poor experience, or if they can’t apply for positions from their mobile device. It’s a development that’s here to stay, but how do you go about creating the right mobile experience to appeal to your potential hires?
This webinar aims to give you an overview of mobile recruiting and some tips for how you can get started. We’ll cover how companies are using mobile recruiting, and take a look at the stats and trends that will shape how it evolves. We’ll also explore the experience of Express Scripts, Inc. whose talent acquisition team uses online, social, and digital platforms and tools in its mobile recruitment efforts.
Join our free webinar on Wednesday, June 17, for expert insights into mobile recruiting and how it can improve the candidate experience for your potential hires.
Our speaker, Jessie Wiese, will share her experience with mobile recruitment at Express Scripts, and offer some best practices and tips to help you get started.
Who should attend?
If you’re interested in the future of mobile recruiting and how you can use the approach to improve the candidate experience, join us on Wednesday, June 17.
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
Recently, I had an opportunity to do some consulting work for a nationally known healthcare enterprise that was struggling to find qualified applicants for a variety of allied health and nursing roles. The head of recruiting openly acknowledged that the organization relied heavily upon two fairly specific recruiting channels: The first channel, naturally, was the institution’s own website career portal. The second channel was, of course, job boards. Big job boards, little job boards, local job boards, regional job boards, and niche job boards; job boards of every size and description. Needless to say, the organization produced lots and lots of job board postings.
My colleague was totally flummoxed by the degree and extent to which the organization had become reliant on the “post and pray” methodology. Post a job, and pray, pray, pray that the right person responds. Let me say for the record that job board postings absolutely have their place within any organization’s recruitment matrix.
The overarching problem with job postings, of course, is that they embody an entirely static recruitment channel — in other words, you can’t control or force relevant candidate prospects to view or see your postings, nor can you control whether or not someone responds to your postings. As a result, job postings are the ultimate hit-or-miss proposition. keep reading…
While I was looking at Jobbatical and Drafted, another startup sprung up.
Launching today, it bills itself as a “next generation recruiting platform,” which among other features will handle video cover letters to screen before you start interviewing.
Let me tell you a story.
This is one of those stories I have been saving away in the vault for some time, knowing that while I worked as the head of talent acquisition for a large branded company, I could never tell it. keep reading…
Don’t call me.
I mean — you can email me. Just don’t call me.
That’s what quite a few software developers say, at least. keep reading…
The “Ultimate Driving Machine” company has powered its way to the top of the list of the world’s most reputable companies.
The Reputation Institute says BMW Group recaptured the top spot on its annual global 100 list this year, after being unseated in 2014 by The Walt Disney Company. Disney ranked sixth on this year’s list, scoring 77.11. BMW, which scored a 77.21 in 2014, improved to a 78.98 this year. keep reading…
FREE ERE WEBINAR: Wednesday, May 20 at 2 pm.
More employers are turning to digital or video interviewing as a way to reduce costs and speed up the time to hire. Employers and potential hires are increasingly able to schedule, record, and review interviews via smartphone apps. The digital interview is here to stay — but to get the best out of this new approach takes some careful thought and planning.
This webinar will take a full-circle approach to the whole process of digital interviewing. We’ll start with how and why a company might adopt a digital interview platform, and then consider the challenges and benefits from the perspectives of recruiter, hiring manager, and candidate.
Join our free webinar on Wednesday, May 20 for practical insights into the world of digital interviewing
Our expert speakers Angie Wachholz and Lisa Starin will share their experience with digital interviewing platforms at UnitedHealth Group. They’ll focus on the end-to-end process for adopting a digital interviewing platform and how recruiters and hiring managers can make digital interviewing work for them.
This webinar will fill up fast. Register now for free to reserve your seat for May 20.
Date/time: Wednesday, May 20 at 2 p.m. EDT
Registration link: https://cc.readytalk.com/r/88914711jj4r&eom
Sponsored by: Greenhouse
If you are experiencing great difficulty in convincing a reluctant superstar or magnet hire candidate to say yes to a job offer, there are few more powerful convincing tools than a “buddy hire” program. If you haven’t heard of it, the buddy hire approach is where you offer to hire your target star candidate and a close colleague or friend of theirs as a package deal. This option is amazingly effective simply because most of us do have a close colleague or friend who we’ve always wanted to work with. And as a result, most would jump at this rare opportunity to work together with them. keep reading…
In today’s global recruiting environment, you must be sensitive to cultural issues and the nuances of translation. Because we here at Roundup want to help further your career, today’s column is a primer on those essentials.
Let’s begin. Like Realtors, recruiters have their own language. You probably won’t ever see “purple squirrel” in a help wanted posting, but “detail oriented”? Indeed finds it in 15,000 jobs in California alone.
So common. So ordinary. So what does it mean? It could mean you don’t want your employee mistaking $75 for $75,000. More likely it means, “The boss is sloppy. Your job is to catch the errors.” Or, “You’ll never get to work on the big picture stuff.”
LinkedIn writer Maria Ignatova provides a translation guide for such common job description phrases as “some overtime required” (which means you’ll work late every night), and “duties will vary” (meaning you’ll be everyone’s gopher).
Now to the job interview. keep reading…
Update: CareerBuilder says the issue with infected emails has been resolved and is not an ongoing problem. In an email this morning (5/15), a spokeswoman said, “The attack has been addressed, affected customers were notified right away and no other incidents have occurred.”
If you are a CareerBuilder customer, be careful what resumes you open. It could be malware. Or worse.
For the last few weeks, attackers have been sending CareerBuilder customers malicious attachments disguised as resume documents in response to their online job postings. Because they appear to be trustworthy and come through the job site’s mail platform, unwitting recruiters open the document and even forward the emails to hiring managers and others, unleashing a bit of code that then automatically downloads the malware. Once that happens, the program can steal data or wreak other havoc. keep reading…
Global jobs aggregator Indeed came close to doubling its net sales revenue for the 12 months ending March 31, growing from $201.3 million U.S.) to $386.8 million (at the current exchange rate).
Indeed’s revenue puts it in the same league as CareerBuilder, Monster, LinkedIn, and Dice, all of which reported significantly larger revenue, but much smaller growth rates. From 2013 to 2014, LinkedIn posted the biggest increase among the top job sites, growing recruitment revenue 47.5 percent. Indeed’s growth, disclosed as part of the annual financial report of its owner, Japanese conglomerate Recruit Holdings Co., was 92.2 percent (in U.S. dollars).
Recruit attributed Indeed’s growth to the SMB market, noting, “Net sales trended favorably reflecting smooth growth in service use by small and medium-sized clients.” keep reading…
The big Swedish retailer H&M is running a recruiting campaign in the U.S. called “Place of Possible” that’ll include advertising in stores, online, on billboards, as well as a college tour.
About 50 H&M employees will be featured. keep reading…
*Audacity, more audacity and always audacity
Many thanks to the fine folks at ERE for putting on another great conference. I always feel that I learn so much at these events, and this one did not disappoint, it excelled.
The overarching theme was “A bold approach to talent acquisition management and leadership,” and much of the agenda focused on bold actions being taken by bold TA leaders around the world to really up their game, and deliver results for their organizations.
I did sense a disconnect though, when it came to many of my peers in the crowd. keep reading…
I know you’ve heard this before, but millennials, perhaps more than any other generation, crave work-life balance. As a generation who entered the workforce during a recession, they’re unaccustomed to structured work environments and prefer more freedom in their scheduling. In fact, 74 percent of them say a flexible schedule is a top priority.
Getting these candidates to understand what your area, not just your job, has to offer is crucial. The younger generation is looking for jobs in cities where they can enjoy all the amenities of a big city — like New York City — but at affordable prices. keep reading…