What do you think of doing a performance review in public and posting the written evaluation online? And then inviting people to contribute their own opinions and vote on the review, in the interest of being fair and balanced?
Raise your hand if you think this is a good idea. I see no hands. Wait, there’s one. Thank you St. Dymphna. The rest of you, however, should stay away from Unvarnished.
This is a new site, just launched this week into private beta. It describes itself as “an online resource for building, managing, and researching professional reputation, using community-contributed, professional reviews.”
TechCrunch, which reviewed the site yesterday, calls it “Yelp for LinkedIn.”
Personally, I call it trouble. keep reading…
A discouraging report from ADP this morning tossed some cold water on Wall Street’s cheerful rally of the last few weeks. The monthly ADP National Employment Report says 23,000 private, nonfarm jobs were lost in the last month.
The same report also adjusted the previous month’s job loss from 20,000 to 24,000.
Economists had been predicting that the report would show job growth, not loss. Marketwatch put the estimate at 40,000, while a Dow Jones Newswire survey put the job growth at 50,000. So not only was the ADP report a surprise, but the size of the difference from the estimates was particularly troubling.
However, the job loss was the lowest in two years, confirming that there is improvement in the U.S. economy, even if it isn’t bouncing back as robustly as many are hoping. keep reading…
Have you joined our LinkedIn group yet? Check it out.
Here’s what’s going on in the ERE community this week:
- Lessons for a new recruiter
- Bogus posting or clumsy candidate experience?
- How come you’re ignoring your employment brand?
- Is pay to play the new norm?
- Can you get a good background check for $25.00?
- Featured group of the week: Canadian Staffing Experts
1. Lessons for a new recruiter
Matthew Hakaim had an interesting post about lessons he learned as a new recruiter. He writes, “It’s easy to find someone to teach the “doings” involved in the work, but to find someone who is passionate about what they do and the service they provided was key for me. I found that passion and experience in one of the client managers at the firm I worked for, and I immediately aligned myself with her. Her name is Maria Barton, a no nonsense Brit with a work ethic that most people could only aspire to achieve, and the people skills akin to some of the world’s greatest leaders.
What lessons did you learn as a new recruiter that you can share with others entering the field?
If you have been reading ERE over the last few weeks, you have probably been exposed to assessment argument overload. You might have read claims that unstructured interviews alone were sufficient to survive a guarantee period. You might have read selection scientists quoting numbers showing it took more than interviews to reduce turnover, increase training success, and increase on-the job-performance. And, of course, you might have read a few recruiters immodestly claim they knew more than anyone else on the subject. Well, good luck with that. keep reading…
As we still shiver with the last gasps of winter, it is hard to think about September and the advent of the college recruiting season. But, now is the best time to decide whether college recruiting makes sense for your business, and if so, where and how you will find the right people.
College students are confused at the moment about their job prospects. They’ve been told the market is bad and jobs are few. And while it is true that large companies are planning on making fewer hires this year than in the recent past, they are still hiring. All in all, it bodes to be a fairly good year for college students.
So should small companies, those with 50-500 employees, get involved with college hiring? keep reading…
In a fast-changing world, organizations must stay abreast of trends and best practices in recruiting and talent management. Unfortunately, when economic downturns occur, many firms slack off on benchmarking and assume that they will be able to catch up later. Conversely, the best of the best take advantage of downturns as an opportune time to catch up, develop a strategic plan, and advance their craft in ways laggards find hard to emulate when demand spikes.
In my experience, there’s no better way to identify the best firms and their best practices in talent management than to examine the accomplishments of the finalists and winners in ere.net’s annual recruiting excellence awards competition. Like in past years, this year’s participants have done some amazing things that are certainly worth emulating.
Each year, applications for consideration in one or more of the awards program’s eight categories come in from all over the globe. There is a good mix of large, medium, and smaller organizations, and a wide cross section of industries represented. As one of the judges who has evaluated entries since the award program’s inception, I like to conduct a deep analysis into what challenges participants are addressing, and what innovations they are developing in response.
This four-part series will highlight some of the amazing practices that earned organizations a spot as a finalist. While not all of the practices described may be ideal for your organization, in general they are practices that the judging panel finds indicative of world-class recruiting in progressive talent management organizations. keep reading…
A week ago SimplyHired celebrated its fifth birthday. That alone is a momentous event, considering how many recruitment-focused startups have come and gone in that time.
More significant than just surviving, SimplyHired and its counterpart Indeed.com (which launched five months earlier in 2004, but came out of beta almost exactly five years ago today) have thrived. Starting with zero traffic, both are now in the top 10 of career sites in the U.S. Indeed ranked 4th in the Nielsen report last year, behind Monster.
SimplyHired, sixth in the report, has probably already moved up. If by some chance it hasn’t already, yesterday’s announcement that it was becoming the job channel for Huffington Post almost guarantees it.
Huff Po, as it’s known, is getting 26.4 million monthly visitors, some 21.6 million of them from the U.S. Between the jobs channel SimplyHired will now power and the widgets the site will deploy to distribute contextually related job ads throughout its sections, the bump in traffic and visibility will be significant. keep reading…
The truly passive candidate is a horse of a different color. Usually, they can’t be found anywhere on the Internet. They’re many times the result of someone calling into a specific company and asking who the person is holding a specific title or doing a specific function. The work is difficult and time-consuming and takes a special approach, one that few sourcers but many great recruiters possess.
I’m going to outline how and why approaching telephone-sourced names is very different from approaching names you’ve found on the Internet or persons behind the resumes sent to you each day. keep reading…
Disruption is what happens when someone figures out a new way to arrive at the conclusion you get to the old way. In pure technical environments, disruption happens when a cheaper, divergent technology replaces a standard. Generally speaking, the new way replaces the old quickly. The dominant players of the old school are left on the sidelines, mouths gaping.
When compact flash memory replaced disk drives, none of the hard drive makers were able to make the transition. To the incumbents, the change feels dramatic and unstoppable. To the new moguls, growth feels like it always does. keep reading…
No, I am not a hypocrite. I, like millions of people, participate regularly in social networking. I am a proponent of social networking and appreciate the implication of its value. However, what prompted me to write this article was a little bell going off in my head. That bell rings out: “So you come into work two hours early every day to get your social networking elbow greased up for tweeting, re-tweeting, updating, Inmailing, posting, tagging, poking”… well you get the idea. So what is it about these virtual coffee shops that draw me to them like a moth to the flame?
The intriguing part of this is that I actually look forward to it. I enjoy connecting with people. Some I know very well, a few I know somewhat, and fewer still, I barely know at all. I feel like a tourist visiting people in countries I have not toured and, in reality, may never. It’s fun and certainly interesting. I guess that’s why I have many followers on Twitter from Great Britain and Australia. At first blush, I can’t help but be a little amazed thinking about why they would want to be connected to me and what value they get from my updates. I am flattered and amazed.
For me, the stream of consciousness soon takes over and my mind wanders to the bigger picture where I think about the myriad of companies that are befuddled and tentative about these social behemoths, and understandably so. Just because the social network thought leaders espouse that we all need to be “there” and comfortable with the social concept does not automatically assuage the apprehension these companies are experiencing. I see that it will take more than the “be there or be square” admonishments.
So how do companies get ready to take the plunge? It will take 1) time; 2) understanding; 3) preparation; 4) a willingness to stand up in front of the classroom for Show and Tell and last, but never least; 5) evaluating the effects of the decisions made. I liken this entire process to being on a diet. Even though you know you need one, no one can make you adopt change if you’re not ready.
Here is what I’ve seen companies do to manage these five stages: keep reading…
This is a story about pantsing: the yanking down of someone’s pants in front of others.
In this case, there are two someones and they self-pantsed during the Super Bowl in front of the largest U.S. television audience in history.
All would have been well if the one hadn’t done it right after the other. But it happened that CareerBuilder’s “Casual Fridays” commercial was immediately followed by a Dockers ad, both of them featuring pants-less characters.
CBS, which did the scheduling, decided to give Dockers free ad time to make up. But CareerBuilder got pantsed by the network.
AdAge reported the other day that an unhappy CareerBuilder got bupkis. keep reading…
We have some great hits from the community so let’s get started!
Here’s what’s going on in the ERE community this week:
- The dreaded employee referral?
- Internet background checks on prospective hires
- Being yourself and why it works
- Is the 6.2% payroll tax incentive helping to hire more unemployed people?
- How recruiters should respond to a vague sales manager
- Featured group of the week: New England recruiters
1. The dreaded employee referral?
Simon Meth writes: “Popular opinion is that employee referrals are the #1 source of hire in a corporate environment. I believe that to be true. But are employee referrals the #1 source of quality hires? I doubt it! Following are some thoughts from my own experience. Your mileage may vary.
Can employee referrals backfire? Are they the number one source of quality hires?
Taking a relaxing bath last night, I found myself thinking about making an update to my Facebook page and about how I need to get going on creating an invite for an event I am having in a few weeks. My thoughts then wandered to musing on how I had used LinkedIn extensively during my daily work and how absolutely helpful it had been. In the space of about an hour I: connected with an old colleague who I hadn’t spoken with in a few years; found the right contact to speak with regarding one of my client engagements; entered into a really interesting theoretical discussion with other I/O psychologists and was invited to a networking event at an upcoming conference.
Reflecting on my Facebook and LinkedIn experiences got me thinking about the excellent article about Brazen Careerist that recently ran in the ERE Daily and how it is seeking to use social networking to change the way people demonstrate their ability to perform jobs. It was at this point that I had an “aha” moment in which I realized once and for all that Social networking is here to stay.
Forgive me for being a master of the obvious but I think that while many of us are actively using and benefiting from the latest in web technology, a good number of us have yet to fully contemplate the gravity of the changes that are currently going on right under our very noses. To begin comprehending the depths of what is going on, just observe any person under 30 for even a short amount of time and you will realize that connectivity and interconnectivity are becoming firmly woven into the fabric of our modern existence.
I then must ask myself why it has proven so attractive. keep reading…
You love your company. You love its culture, its people, its products. And you feel great coming to work every day.
But would you get the company’s logo tattooed on your arm?
Michael Long did. And he only officially become an employee at tech hosting company Rackspace this month.
Here he is, though, at last week’s South By Southwest getting his tat as bemused onlookers take pictures. keep reading…
In his recent ERE article, “Why Corporate Recruiting May be Doomed,” Kevin Wheeler outlines how a developing technology gap may be impacting the performance of corporate recruiting teams. He rightly points out that the impact of new technology lags far behind when the technology is introduced. So, corporate recruiting organizations who have been slow to adopt new technology are falling farther and farther behind. It seemed to me that Mr. Wheeler was arguing that this technology gap was the key issue derailing many corporate recruiting departments. But as I read it, I was left thinking to myself that the problem with corporate recruiting departments is no different today than it always has been. It’s not the technology, it’s the people.
The world is constantly changing and thus, recruitment is constantly changing. However, the basics of recruitment haven’t changed since its inception. Once a recruiting need is identified: keep reading…
Blogging from the ERE Expo last week I mentioned a social recruiting startup that was pretty ingenious in its utility. It wasn’t ready to uncloak then, but now it has and JIBE is something you need to see.
(You’ll need a special invite, since it’s in private beta. JIBE is offering access to 100 ERE users. Enter ERE in the invite box.)
The site leverages networking sites Facebook, LinkedIn, and Twitter to show job seekers who they know at companies posting job openings. That description, while accurate, doesn’t do justice to the elegance of the idea.
It’s a referral system that makes it simple for a job seeker to use their network to find out about the company and the job. But it works the other way, too. Recruiters can search the profiles and when they find someone interesting, they pay for access. Unlocking a candidate’s contact info also gives them access to the candidate’s connections at the company.
JIBE is aimed at Gen Y, more of whom will have Facebook profiles than they will LinkedIn. When a job seeker registers with Jibe, the site uses Facebook Connect to pull in the user’s work and education information to populate a candidate profile. Then, for every job on the site, users see who they know there. keep reading…
If you are reading this on ERE.net or in our ERE Daily email today, right now you’re seeing red.
That’s thanks to the generosity of our sponsor, iCIMS, who is graciously underwriting ERE.net this week. We’ve wrapped ERE.net in their brand — woven their ads and colors into our navigation, look and feel.
Why are we doing this? keep reading…
I seldom use the word hate. As a kid I was scolded by my father if he heard me or my brothers use it. While I may dislike the Dodgers, tea baggers, and Simon Cowell, I wouldn’t say I “hate” them. There is one exception, one I share with many recruiters: I hate the compensation department. While there are a few departments in a few corporations I respect and the people in most compensation functions are nice, way too many seem to be oblivious of the many ways that they negatively impact recruiting performance.
I just returned from ERE’s Spring Expo in San Diego, California, where hundreds of recruiters were upbeat and positive (quite possibly the most upbeat in several years.) Regardless of the subject being discussed, the outlook by nearly all was optimistic; that is, until the compensation department was mentioned. Anytime the conversation touched on the working relationship between compensation and recruiting, the tone of the conversation turned darker. keep reading…
A few in the I/O psychology scientific community have lambasted me on these pages for suggesting that behavioral event interviewing (BEI) might not be all that it’s cracked up to be. Their comments seem akin to climatologists who discredit anyone who suggests an alternate cause of global warming. To stir the pot even further, we’re holding a public debate on this topic on March 25, 2010, with a bunch of ERE authors (Dr. John Sullivan, Dr. Charles Handler), a BEI luminary Dr. Tom Janz, and your humble recruiter/reporter. This will be a slugfest to finish going all 15 rounds, so you won’t want to miss the excitement.
I’ll lay out my hand and concerns in this article. We’ll address them in the upcoming debate. To get started here are a few of the big problems I have with BEI: keep reading…
ERE junkie Ben Gotkin (he’s on his sixth straight conference), the national recruiting director for the accounting firm RSM McGladrey, led a discussion today about what it’s like to attract candidates to a company that’s “a great unknown,” as he puts it.
Among those in the ERE Expo audience was a recruiter from another tax firm, Crowe Horwath, a company name that also doesn’t roll off the tongue like Coke, Pizza Hut, Nike, and Google. Also in the audience was a defense contractor in San Diego without the name-brand of Northrop Grumman.
Gotkin’s company has to compete with the biggest four accounting firms for talent. (McGladrey’s the fifth or sixth biggest.) Here’s a rundown of suggestions not only from Gotkin, but from others in the crowd. Yeah, some aren’t new, but they’re good reminders that other recruiters who aren’t working for Google have the same challenges. keep reading…