US.Jobs site with social elements displayed
In a blog post about yesterday’s DirectEmployers meeting, publishing industry analyst and consultant Peter Zollman called it “a valuable information session.”
Recruitment consultant Gerry Crispin, who attended this morning’s second session, described it as a useful meeting that left him “very satisfied that the intent (of the creation of the dot-jobs domain) I have consistently written about … is reflected in what DirectEmployers is doing.”
The meetings they and a few others — perhaps a dozen in all — attended in Indianapolis were called by the DirectEmployers Association to answer questions and explain the non-profit recruiting consortium’s plans to build-out tens of thousands of recruitment sites all with an Internet address ending in .jobs.
Zollman reports in his blog post that next week 25,000 of the sites will go live. The “number will increase exponentially on an ongoing basis,” writes Zollman, until every community in the U.S. over 5,000 population has a job site for itself. keep reading…
Ed Newman joined us to discuss strategic workforce planning and how to get an effective plan in place that aligns with your overall talent strategy. For more podcasts, webinars, and articles on recruiting be sure to check out ERE.net!
Using the recession as an excuse, organization after organization has cut out or reduced their tuition reimbursement programs and their support for additional education. But, I have not seen any company close down the fancy cafeteria and many maintain a fitness center and other perks of marginal value for retention or motivation.
At the same time, CEOs and VPs of HR complain about how hard it is to find good employees and retain them. It seems obvious to me that we need to invest more in employee education and less in other areas.
It is a strange and almost uniquely American trait to dislike learning and limit an employee’s ability to learn by not providing time or money. keep reading…
Time for a guessing game. We’re playing “Who am I?” Here are the hints:
I get nearly free health care and pay only a pittance (relatively) for great child care. My cost for education is small. Since I work on average, 35 hours a week, I have time for my family and recreation, which includes free gym access and a summer camp for the kids. Oh and I have no fear of being laid off.
So who am I? Did you say citizen of Sweden or some similar place? Nope. I’m an employee with SAS, America’s best place to work, as declared by Fortune magazine.
Monster ad from Wired
Monster fired the first shot in the ad wars Sunday with a commercial during the AFC championship football game featuring the Boogeyman and a new tagline.
Bad at his job scaring children, the Boogeyman searches Monster and finds his perfect fit as an accountant. As he settles into his cubicle, the words “New precision job search” appear followed by the tagline, “Get a Monster advantage.” The new tagline replaces “Your calling is calling.”
Precision Job Search is the branded seeker product powered by Monster’s overhauled back-end search engine. Power Resume Search is the recruiter version. Both come out of beta on Feb. 2, the official launch date of 6Sense, the branding Monster is applying to the semantic search engine it built out of technology it acquired when it bought Trovix. keep reading…
When change comes to recruiting, it comes in a variety of forms. In the search for the candidate who will deliver the best value for the money, companies are continuously innovating and seeking competitive advantage in the employment marketplace. Trends, fads, and idiosyncratic procedures are commonplace.
Again, change comes in a variety of forms:
- New technologies (like job boards or applicant tracking systems) can shift the relationship balance between employer and employee
- New techniques (like behavioral interviewing and Internet sourcing) can change the selection process
- New ways of doing business (like outsourcing) can change the volume and complexity of recruiting relationships
- Shifting economics can change the demand equations, making some skills more valuable than others
- Demographics can alter communications goals and processes
- New information management Ideas (like open source, wikis, or public resume databases) change the competitive intelligence aspects of the game
- Technology disruption can eradicate an industry, creating a surplus of potential employees who don’t quite fit
- Fads and voodoo (handwriting analysis is a popular assessment tool in some places) shape some companies perspective
There is a Darwinian process for figuring out which technologies work and which fail. The team that fields the best technology, marketing, and sales combination gets to fight the next battle. Market dominance is rarely evidence of product quality alone. It’s usually a blend of of a pretty good product, super marketing, and relentless sales that distinguishes the winners. keep reading…
The U.S. is subject to powerful cultural forces rooted in demographics and ethnicity. Nowhere is the influence of these cultural crosswinds more evident today than in our growing Hispanic population and its increasing claim on a share of the American Dream. By the numbers, Latinos are the dominant minority group in the nation, totaling more than 15 percent of the population, a proportion that continues to grow at an unprecedented rate. They make up just under 13% of the U.S. workforce nationwide, certainly a significant portion but still lagging their overall share in the American population.
But the participation of Hispanic-Americans in the federal workforce is a different story. According to the latest data (2008) from the U.S. Office of Personnel Management, Latinos make up barely 8% of the Federal workforce. In recent years, a number of high-visibility initiatives have been directed at the challenge of Hispanic participation, but the numbers continue to lag. Despite their seeming best efforts, Federal agencies have generally made little progress in recruiting and retaining Hispanic employees over the last decade.
At TMP Government, this situation has puzzled us as well. In the March Journal of Corporate Recruiting Leadership (ERE’s print publication geared at recruiting leaders), we lay out a seven-step suggested solution to the problem.
For now, though, we’ll kick it off online by suggesting a few possible causes and symptoms of the government’s apparent failure to make headway on this challenge. keep reading…
In the movie “It’s a mad, mad, mad, mad world” a bunch of people are trying to find a fortune buried under a “big W.” The movie ends badly for just about everyone, with no one getting the money — which had been stolen to begin with.
The parallels between that movie and the current jobs crisis are getting to be uncomfortably close. We may be heading for own version of the big W — a double-dip recession. That is, a brief recovery followed by another downturn.
The reasons are simple. Much of the current growth is fueled by government spending — which will dry up at some point. Unless the power behind the expansion switches to the private sector the economy cannot continue to grow. And that is far from certain.
The U.S. Bureau of Labor Statistics estimates that 8.6 million jobs have been lost since the recession began, and while layoffs are slowing, there’s no sign that hiring is growing at anything close to the levels needed to make up for the loss. About 1.3 million people enter the workforce each year, so that many more jobs need to be created annually — in addition to the ones lost. keep reading…
Alex Tellez of HRchitect joined us this week to discuss how your current talent acquisition system can be effectively used as a candidate relationship management tool. For more podcasts, webinars, and articles on recruiting be sure to check out ERE.net!
If it was mid-November 2009 and you were looking to recruit a great golfer to guide your team to a championship, Tiger Woods would certainly top your short list. Competition for Tiger would have been steep, and few organizations would have had a chance at landing the golf legend. That would not have stopped them from thinking about it.
Two months later, Tiger still is still as skilled, but due to some turmoil in his private life, the number of opportunities available to him has dwindled and less well-known firms that he would never have considered could be his only suitors.
Tiger has a history of “snapping back” from major obstacles, like major knee surgery last year, so there should be little doubt he will return to the game in top form. That said, this is not an article about hiring golfers!
The focus of this article is advanced recruiting and Tiger Woods provides a great example to illustrate a recruiting strategy that you might not be aware of. It is variation of off-cycle recruiting that I call “recruit down, but not out stars.” keep reading…
Here is what is going on this week in the ERE.net world:
- Sign up for this week’s free webinar on Wednesday at 2:00 p.m. ET titled Workforce Planning: Connecting Business Strategy to Talent Strategy. This session will be led by Ed Newman of The Newman Group. Ed will provide insight into what makes an effective workforce planning strategy and how workforce planning fits into overall talent strategy.
- This Friday is your last chance to register for SourceCon 2010 at the best discounted rate of just $795. If you haven’t yet checked out everything that will be taking place in San Diego from March 14-15 go to www.sourcecon.com/2010. This is a unique & rare opportunity to learn the secrets from some of the worlds best sourcers, and one you won’t want to miss!
- San Diego is also home to the 10th Annual ERE Expo 2010 Spring conference, taking place right after SourceCon from March 15-17. The agenda is brand new and better than ever, so if whether or not you have ever been to one of our previous Expos, don’t expect a repeat performance! Check out the agenda and speaker roster at www.ereexpo.com. And let me know if you would like to come to both SourceCon & ERE Expo, as there are discounts available.
- During breaks at the Expo in San Diego, we’d like to show some of your videos. Make a 1-minute or shorter video of you telling your favorite recruiting story — it could be the most heartwarming advice or experience you’ve had, one that made you proud of the profession — or, it could be bad behavior by a candidate (or a manager!) during an interview, an employer brand gone awry, a botched recruitment ad campaign, or something else. Email Todd Raphael (he prefers PG-13 or cleaner) the Youtube embed code and we’ll pick some of the best to show at the upcoming conference.
If you have any questions about anything I just metioned, please leave them in the comments below. Have a great week!
The financial gain of hiring A-level talent is probably 10-100 times the person’s compensation.
The financial cost of hiring a walking lawsuit is probably 10-100 times their compensation.
Assuming the duds and the stars represent 10% of your total hires, it’s what you do with the other 90% that really matters. keep reading…
A group of recruitment and HR leaders and professionals has been invited to a meeting in Indianapolis to discuss the Direct Employers plan to build tens of thousands, maybe even a million, of new job boards using the .jobs domain.
Although the program has been underway since October, the meeting later this month is described as an informational session. The invitation that was emailed last week says the intent is to answer questions that have come up.
In an email Q & A, Direct Employers Executive Director Bill Warren says the Jan. 28th meeting will show some of the sites, describe the analytics that are built into the job board platform, and answer questions.
Warren asked me not to disclose the names of the 29 invitees, but it includes many easily recognizable names of recruitment leaders, as well as several job board CEOs, a few industry writers, and others, including ERE’s CEO David Manaster.
Since industry launches and new product introductions are commonly handled by webinars and previews in advance of launch, I first asked Warren what he’ll be showing and doing at the in-person event. keep reading…
Precise forecasts are always wrong.
The old line, often attributed to Eisenhower, is “The plan is nothing, the plan is everything.” That means that the plan will always fail in the field. But, the planning process is the only way to come close to guaranteeing preparedness. Planning is essential. Believing the plan is folly.
That’s where scenario planning takes its cues. A scenario is never designed as a way to get to a precise prediction. Rather, it’s the only successful method for making the planning process account for the stuff outside the envelope.
The way to use a scenario (or, a set of five) is to suspend belief and assume that what you are reading is an accurate description of the future. From there, you consider your current view and examine it to see if the scenario sheds any new light. This is how Shell Oil, alone amongst its competitors, was able to profitably navigate the oil crisis of the 70s. Since then, the technique is widely used in situations where making future plans is important.
Scenarios are supposed to help you think outside of the box.
Scenarios emerge from a ground of current trends. While the economic situation dominates the public consciousness, a large number of things are undergoing structural change. These trends will drive the evolution of recruiting into the future.
Here are the major trend areas and their key sub components: keep reading…
Earlier this month The Conference Board released the results of one of its periodic surveys saying less than half of American workers are happy at their job.
Out of 2,900 respondents to the survey, only 45 percent reported being satisfied with their job. In 1987, when the question was first asked, 61 percent reported being satisfied.
By now, the numbers may have changed. The survey was conducted last summer when huge monthly job losses were being reported and the unemployment rate was climbing. I should also point out that the survey is not without its challengers and that the results are at odds with other polls, notably the Gallup and University of Chicago, which found workers much more satisfied with their work.
Still, The Conference Board survey shouldn’t be dismissed out of hand. Its other surveys, including the much-watched Consumer Confidence Index, supports the suspicion that many of you have of a general worker malaise. A Salary.com survey released a year ago reported similar, though somewhat less dramatic, results. keep reading…
If Jenny DeVaughn hadn’t fallen in love with recruiting a decade ago, we might be calling her Madam President. Instead, you can still call her Jenny even as she trades her Chief Enthusiast Officer title, today, for the more prosaic director, social strategy for Bernard Hodes.
Last week, as she was looking forward to her first day on the job today with the international recruitment advertising and acquisition firm, DeVaughn was all excitement and, well, as befits a CEO, enthusiasm.
“My heart is in social media,” she says. “The people at Hodes are incredibly smart about using social media and they are working with some of the biggest and best companies. That’s what’s so exciting about what I’m going to be doing. I can have a bigger, broader impact and work with really great people.”
She actually said a lot more about her new job, but, like trying to sketch the scenery from a bullet train, the best I could do was catch every third or fourth sentence. It was enough, though, to get a sense that DeVaughn preaches what she practices. keep reading…
by Dr. John Sullivan and Master Burnett
On January 13, 2010, nearly 800 ere.net community members converged online to participate in a webinar (embedded at the bottom of this article) discussing the trends Dr. Sullivan predicted will impact the talent acquisition profession in 2010. Over the course of that webinar a number of questions were raised, each of which is addressed here.
Q1. Your trends article highlighted what is likely to happen during 2010, but you can you go further and tell us what are the top 10 overall actions steps that you would recommend for corporate recruiting leaders take?
To summarize, we would recommend the following actions in 2010: keep reading…
Three leaders in the U.S. recruitment industry are at the White House today, participating with about 50 CEOs and business and technology leaders in the Forum on Modernizing Government.
Convened by President Obama, the forum is focused on the gap in technology between the private and public sectors.
Craig Newmark, founder and owner of Craigslist, Manpower CEO Jeff Joerres, and Monster chairman and CEO Sal Iannuzzi are sharing their suggestions for improving government efficiency, improving customer service, and maximizing the return from the government’s investment in technology. keep reading…
Dr. John Sullivan and Master Burnett joined us for a webinar this week to take a look at the trends shaping 2010 and what they mean for the recruiting industry. For more podcasts, webinars, and articles on recruiting be sure to check out ERE.net!
Even in this recession, everyone I speak with is moaning about not being able to find the quality candidates they think they need. Maybe they have caused their own problem by narrowly defining jobs, by using yesterday’s criteria to solve today’s problems, and by a lack of imagination.
We (hiring managers, executives, HR folks, and recruiters) set up expectations and define jobs based on what is traditional. We work from habit and past experience. This is not necessarily bad, but may not match our current needs or the available supply.
Some of us say that we cannot find qualified C# programmers, for example, when we all know that there are very few people with good skills in this area. We are left with choices: hunt like crazy on the Internet and elsewhere to find someone we can influence to leave their current position, wait to find a disgruntled one, or decide to do something different. Something different might be to rethink the job entirely so that it more closely matches someone we already know is available. It might be to increase the supply by developing training programs or taking on apprentices. It might be to merge the job with another one. There are lots of possibilities beyond just doing what we have always done. keep reading…