Your role as a recruiter is continually evolving. Join this event to learn what over 700 of your peers answered to important questions facing recruiters today in an ERE/Knowledge Infusion survey. You’ll not only learn the survey results, but understand from Knowledge Infusion leaders what the results mean and how you can take the learnings and apply a solution to you role to be more effective. Topic covered will include:
Current recruiting models and responsibilities in your role
Recruiting effectiveness
Greatest challenges
Sourcing effectiveness
Technologies used including portals, social networking, and candidate relationship management
You’ll leave the event with data to benchmark your own organization against others, and better understand how to address many of the challenges that organizations face.
When Monster (profile; site) reports its first quarter performance Thursday afternoon, the results will speak as much about the state of the U.S. economy as the company’s success at controlling expenses and boosting sales.
Wall Street analysts expect the company to report sales of around $363 million for the quarter, earning it an average of 22 cents a share, down more than a third from the same quarter the year before. And the per share earnings estimates have been dropping since the beginning of the year when the average of the analysts’ estimates stood at 41 cents per share.
Although the company has been furiously building its global business, more than half its sales still come from North America where, as every recruiter knows, hiring has slowed to a crawl. This is especially evident in such industries as finance, manufacturing, real estate, retail and hospitality, where Monster’s own Employment Index shows each of them off from their year before highs by as much as 20 percent.
So many companies, so little time! I probably didn’t make it to half the booths in the expo hall at the Web 2.0 Expo last week in San Francisco. But several of the companies I did get to speak with had new tools that will certainly be of interest to those of us in research, sourcing, and recruiting.
I had many opportunities to speak with start-up entrepreneurs who were attending with hopes of gaining venture capital support. This conference was a great venue for many to talk with established technologists and business owners about their ideas, and an event called Launch Pad was held. Six new companies had the opportunity pitch their business for five minutes on stage, in front of the Web 2.0 Expo audience and a panel of VC judges. The six finalists, who were chosen through submission and panel review before the conference, were Acquia, Chirp Interactive, JobScore, Oortle, TradeVibes, and Triggit. Each company received feedback on its presentation right then and there from both the VC judges and the audience, and the VCs were given the option to offer these applicants non-binding term sheets for financing.
Following Launch Pad, I was able to spend about an hour chatting one-on-one with Dan Arkind. He has a rich, hands-on recruiting background and is one of the co-founders of JobScore (profile). Those of you who attended the start-up session at ERE in San Diego will remember JobScore — a new product targeted at in-house recruiting teams that “breaks down the walls” between different companies and empowers them to working directly with each other.
What’s a nine-letter word for a site linking recruiters with candidates? If you think you know, then check out our latest puzzle, designed to stimulate, entertain, and distract you from the work on your desk.
We got lots of praise over the first puzzle and have decided to challenge you yet again! We’d love to hear your feedback on this puzzle, so shoot us an email if you have suggestions or comments.
Only 23% of hiring managers plan to hire seasonal workers for the summer this year, but of that figure, 66% expect these summer hires to stick around for eventual permanent placement.
What makes these companies so cocky? While other companies are struggling to find enough talent, this group of employers thinks money is enough to keep their new hires happy.
In fact, 24% of employers plan to pay their summer hires and/or interns more this year than they did last year. But as we all know, money is no guarantee that these seasonal workers will stick.
One of the specific challenges recruiters face is how to translate a candidate’s qualifications from their military job, Military Occupational Specialty (MOS) or Military Occupational Classification (MOC), to the civilian title.
It takes some education and understanding of the military lingo, occupational specialties, and career progression within the military structure to fully understand whether this person can fill your specific need.
It’s still a bit daunting, but hopefully it’s easier to download.
The recruiting-costs spreadsheet mentioned earlier “contained a flaw in the calculator related to the macros,” according to MTS.
We’ve loaded up a new version, and buried it under those same words “Excel File” where the old version was. Hopefully it’ll fix the flaw and help those people who had trouble downloading it from the get-go.
As the adage goes, “to catch a thief you must think like a thief.” The same applies to finding resumes in databases.
While thinking about your needs is definitely the right place to begin a resume sourcing campaign, you should translate those needs into “resume speak” to achieve optimal results. Effective resume research in a database requires you to use your command of the English language, your empathetic abilities, your comprehension of industries and professions, and your understanding of the psychology of your target candidate. In short, you need to use every ounce of your experience as a recruiter.
The new Fetch Footprint is promising recruiters “deep Web extraction technologies,” which is a really fancy way of saying the company will scour public-data sources and lurk on social/professional networking sites to gather information.
The company’s president, ex-ADP exec Jerry Thurber, says Footprint is designed to intelligently parse data relevant to hiring decisions.
Recruiters everywhere should be rejoicing over the latest news from Vurv (profile; site) and the Human Capital Institute, hinting that recruiting is finally getting the respect it deserves in the corporate boardroom.
According to “The Role of HR in the Age of Talent,” which surveyed almost 800 HR professionals and non-HR professionals, more and more CEOs and corporate board members are viewing acquiring, retaining, and engaging talent as the most challenging business problem they face.
Businesses big and small convened on San Francisco last week for the Web 2.0 Expo, all with different agendas — to launch new products, to gain VC funding, to keep an eye on the competition, and over all to celebrate this thing we call Web 2.0. I had the absolute pleasure of attending the conference due to the generosity of Dave Manaster at ERE Media (you can read the story about how it all came about here) and had opportunity after opportunity to meet some fascinating people.
During the course of the week, I met a variety of attendees, from technology directors to marketing folks, from CEOs of brand new companies to engineers from industry giants. In talking with many of these people, I found that several of them had attended the conference with the goal of finding talented people to come work with them.
So naturally, since I was attending representing a recruiting resource (and being an advocate of making strategic networking connections), I offered to help them out by bringing some of their needs to the attention of the ERE audience. You can check out some of the folks in this video I’ve made.
Most corporate recruiting functions are far from strategic, and most recruiters are intensely resistant to change that. It’s a fact that the business world is rapidly changing, and how organizations recruit talent will be forced to change dramatically as well.
The corporate recruiting function of the future isn’t likely to be created from scratch, because the risk of failure is just too great. Instead, when corporate recruiting makes a shift in strategy and composition, it will most likely follow one of the existing “business models” that have already proven to be strategically effective.
In a recent ERE article I made the case that a tipping point was close at hand for converting recruiting and sourcing into a scalable and systematic business process.
As a judge for ERE’s annual recruiting awards, and someone who has worked with companies around the world, I’m convinced that most recruiting leaders are starting to realize the need for consistent processes, workforce planning, metrics, demonstrated results, a consumer marketing-based approached to sourcing, trained recruiters, and the effective use of technology.
Jobster (profile; site ) pulled a rabbit out of the hat Thursday, announcing that its investment group has come up with $7 million in a fourth round of financing.
This latest “D” round of financing brings to $56 million the total amount invested in the company since its founding. Even before the latest round, Jobster’s hometown newspaper, the Seattle Post-Intelligencer , called the company one of the most heavily funded consumer startups in the nation.
The uncharacteristically terse, two-sentence statement said simply that the company had gotten the money and the investors include Ignition Partners, Trinity Ventures, Mayfield Fund and Reed Elsevier Ventures. Nothing was said of the company’s financial position or how it planned to use the money.
In lieu of doing a complete recap today, I wanted to share some great information about a brand new way Yahoo! has come up with to use its search engine, called SearchMonkey. Yahoo! had talked about this new way to show search results a couple months ago, but it was showcasing it today at the exhibition hall at the Web 2.0 Expo.
Basically, it takes Yahoo’s search engine and allows you to see into the data on the results link without having to click on the link:
Yahoo has combined “a free, open platform with structured, semantic content from across the Web.” SearchMonkey “gives all Web site owners an opportunity to present more useful information on the Yahoo! Search page as compared to what is presented on other search engines. Site owners will be able to provide all types of additional information about their site directly to Yahoo! Search. So instead of a simple title, abstract and URL, for the first time users will see rich results that incorporate the massive amount of data buried in websites — ratings and reviews, images, deep links, and all kinds of other useful data — directly on the Yahoo! Search results page.”
-From San Francisco, a report from the Web 2.0 Expo and what recruiters can learn from the goings-on.
As early as 7:30 Tuesday morning, I was meeting neat people. I sat at a table for breakfast with Sharon Shafer, a librarian at UCLA. She shared some interesting thoughts on research techniques. Sharon said that she believes a lot of research is being duplicated simply because due diligence is not done and people do not know how to look stuff up these days.
I spend about 20 minutes dorking out with her about research. I also met Sam Lawrence, the CMO for Jive Software (pictured) who had broken his ankle and, using Twitter, gotten a couple of companies to sponsor his wheelchair so that he could attend the conference.
As popular ERE columnist John Sullivan has warned, the way to an executive’s heart is not through a tedious online application process.
As Sullivan points out, sending the best talent you can find to your corporate website to make them fill out the same painful application anyone else coming to the site would fill out is beyond ineffective.
And a new study shows that Sullivan’s philosophy is right on the money.
Are you overwhelmed with the hundreds of new tools, applications, websites, and services that have sprung up over the past few months?
Social networking sites such as Facebook and LinkedIn are all the rage. Some recruiters are charging forward with Twitter and other SMS-type tools. Websites are being revamped with videos, blogs, and simulations.
Millennials are entering the workforce as quickly as boomers are retiring, and they’ve brought with them a set of ideals and skills that differ greatly from those of previous generations. Needless to say, they’re really shaking things up.
This generation, which most experts define as those born in the 1980s and 1990s, has grown up immersed in a technological world where their friends, families, and almost any piece of information are a click away. They are unabashedly self-confident; they believe they deserve respect; and they value work/life balance even more than financial rewards.
If you knew that nearly half the job seekers who have Internet access are not using online media to look for a job, would that make you spend more or less in the next few years?
When January 1 rolled around, and the first baby boomers became eligible to collect Social Security, it seems that an alarm bell went off to figure out, once and for all, the employment sector over the next five years.
That must be why, according to a study by Research and Markets, entitled Snapshots U.S. Advertising 2008, recruiters will spend $58 billion this year on recruitment advertising across all media, local and national.
