Monday will mark an event so momentous it took a presidential order to make it happen. On Nov. 1 the Office of Personnel Management — the U.S. government’s HR arm — will no longer require written essays to apply for a job.
A cover letter and resume will be enough to make a job seeker an applicant for federal employment. That’s not to say an essay will never be required — just not as part of the initial application.
The Center for Human Capital Innovation thinks enough of this step that it’s hosting a “Hail and Farewell” ceremony and reception to mark the day. The director of the OPM himself, John Berry, will lead the event.
As the Center describes it, “The ‘Hail’ is to welcome the use of cover letters and resumes in the federal hiring process; the ‘Farewell’ is a sendoff to the requirement of KSA essays for initial application.” keep reading…
Monster’s after-hours stock price surged late today, following the release of the company’s third quarter numbers that showed revenue and bookings improving faster than most analysts expected.
Bookings, which are the contracts for job postings and resume access, jumped 26 percent, while revenue came in at $228.8 million, a 6.7 percent increase over the same period in 2009. Deferred revenue also grew, jumping 18 percent over the same period last year.
Investors ignored Monster’s 5 cent a loss share. It was due to expenses associated with the HotJobs acquisition, which closed during the quarter. Without those expenses, and not including the $7.7 million in HotJobs revenue, Monster would have earned a penny a share.
Sal Iannuzzi, Monster’s chairman and CEO, was almost ebullient during the evening conference call with analysts. Monster is on the right track, he said, reporting that its investment in its 6Sense technology is paying off, with Power Resume Search capturing some 45 percent of the search bookings. The Career Ad Network is growing, he said, with plans in the works to expand it into 14 international markets in the coming months. keep reading…
At the closing session today in Florida, ERE Expo attendees mentioned some of their key take-aways, suggestions, and other thoughts from the last three days: keep reading…
Initial claims for unemployment dropped last week, surprising economists who had expected to see a modest increase. Instead, the U.S. Department of Labor reported that first filings declined 21,000 to a seasonally adjusted 434,000. It was the second decline in two weeks and brings the number of initial claims to the lowest point since July. keep reading…
Want to hire someone who’s led a team, managed a huge project, saved lives, mastered technology, learned to handle pressure, and dealt with adversity, all by age 23?
Navy veteran Ted Daywalt, of the job board VetJobs, suggests you employ a veteran and that you don’t stick them in a menial job way below their worth. keep reading…
Don’t expect your American recruiting methods like email blasts to work smoothly in other countries.
That’s the message from two experienced global recruiters today at the ERE Expo in Florida: Raghav Singh, a familiar ERE author who has helped staff organizations in Switzerland, Japan, China, India, and elsewhere, and Kim Rutledge, a Dell recruiting leader turned consultant who has managed Latin American recruiting.
Singh notes the following from a recent Towers-Watson Survey:
- In the U.S. and the UK, a competitive salary is the most sought-after quality in a job.
- Germans list “challenging work” as most important to them in a job.
- Career advancement is the top goal of job-seekers in Brazil, India, and China.
- A convenient work location is a big lure in Germany and the UK; less so in the U.S. and UK.
Jennifer Way, who consults with companies to improve the effectiveness of their recruiting efforts, talks about the rather imperfect experience job candidates are having when they apply for jobs, and what can be done about it. keep reading…
The best creative ad campaigns by recruitment ad agencies and corporate recruiting departments were named Tuesday at the 2010 Creative Excellence Awards, with Blaine Warren Advertising the biggest honoree of the year, taking home multiple awards, including the biggest prize of the evening, the Dansker Award.
Each year — for three decades — recruitment ad agencies and corporate recruiting departments from around the world have entered their best creative advertising campaigns in the Creative Excellence Awards, to be judged by marketing and human resource professionals.
A full list of categories is available online; a full list of the 67 winners is on the Creative Excellence Awards website. For now, here’s a partial list: those companies that won category grand prizes. keep reading…
Peter Weddle, a recruiter-consultant-author who heads up an association of people who run job boards said today that the “process was flawed” — a reference to the ongoing saga of the .Jobs domain name. He announced that the body that regulates these web addresses is part way through a period in which it’s reconsidering its recent decision to take an expansive view of how the addresses can be doled out.
Speaking here in Hollywood, Florida at a meeting of the IAEWS, Weddle said he has high regard for the organizations on the other side of this issue — the DirectEmployers Association and SHRM — but that he and his allies such as the Newspaper Association of America, the American Society of Association Executives, and the American Staffing Association believe “this whole exercise is flawed.”
In his conference session — “The Truth About the .Jobs Affair” — Weddle said the following are myths about the proposal to expand .Jobs beyond its original use, which was to be only in conjunction with employer names: keep reading…
Except that Facebook has 500 million users and is worth billions, Recruiting.com (nee Jobster) might have made a better movie.
Its story has all the earmarks of a potential thriller: Jason Goldberg, former White House aide with a penchant for blogging and Prada fashion, launches clever recruitment startup that foreshadows coming social media explosion. Over the four years of his stewardship he convinces venture capitalists to keep lending him money — $55 million in all — burning through nearly every penny, until departing after laying off almost half his 150 employees.
Investor group brings in entrepreneurial banker Jeff Seely who drops the name Jobster, then sells off most of the assets to Zapoint. Then in July, a few months later, the few remaining assets and the Recruiting.com name are sold in a quiet deal to Arizona job board Jobing.com.
Oh yeah, there’s more to the story, like how Jobster came to acquire Recruiting.com in the first place. (Maybe we might even find out why, since Jobster mostly ignored the site that Jason Davis of today’s RecruitingBlogs.com worked so hard to build.) keep reading…
It’s time to rethink how recruiters are being assessed, throwing away many traditional metrics, Linda Brenner said today at her pre-conference ERE workshop in Hollywood, Florida.
Brenner advocated what’s called an “assessment center” approach. Originally developed in 1956 for AT&T for hiring/promotion screening, assessment centers are intensive, multi-part testing and evaluation processes.
To make them work, Brenner says you’ll need several things.
You’ll want to have a clear understanding of the core competencies required for success in the job, whether it be for a recruiting coordinator or a director. You’ll have to have the ability to simulate those competencies, and to objectively evaluate the range of performance from fair to poor. Lastly, you’ll need to go in with the intention of taking action based on the results of the assessments.
One participant in today’s workshop said her recruiting department used an assessment-center approach, and realized that some results surprised her — and some did not. The people she thought were the “good sourcers” did indeed turn out to be good, and the “bad sourcers” did measure poorly. Across the board, however, among many of the company’s recruiters, interview skills fell surprisingly short.
How Time’s Spent
Brenner said that figuring out how recruiters spend their time (a topic she has written about before), and whether that’s creating the results you’re looking for, is a good thing to start thinking about when examining your metrics and moving to an assessment-center approach. keep reading…
If you are not one of the nearly 500 people getting set to converge on South Florida Wednesday for ERE Expo 2010 Fall, you aren’t totally out of luck.
As has become the norm for all of our events for the past 2 years, we will be live streaming many of the sessions for free for those of you who can’t make the trip.
Of course we can’t bring you all of the benefits of attending the events live in person like the tremendous networking and access to our expert speaker faculty, but if it is not an option for you to be there in person, clear your schedule for Wednesday and Thursday so you can take advantage of the stream.
This year, you will find some new ways to participate in the Expo, including a way to submit questions directly to the speakers during the sessions — both via email and phone. Everything will be taking place at www.ereexpo.com/2010fall/live/, so make sure you bookmark that page!
Here is a schedule of what sessions will be streamed: Note: All times listed are EST keep reading…
Mark your calendars! If you missed your opportunity to attend our last two meetups, you’ll get another opportunity to meet with your peers next month in a location near you.
What we’ve seen from the ERE community has been great so far: Almost 1,400 participants in over 200 locations worldwide have participated in local networking events making it one of the largest meetup groups on Meetup.com. You can see some of the pictures on our Facebook fan page from the last events.
We’re looking forward to seeing you all at the next ERE Meetup on Wednesday November 17th, 2010. As was the case in the last one, we need your help organizing them in your local area. Here is how you can help us:
- Visit the ERE Recruiter Meetup page and sign up for a Meetup near you. If you don’t see one in your area, start one up!
- If you know a great location (bar, restaurant, office) where your group can meet, add it to the Meetup.
- Help us get the word out! We don’t need a huge group in each city to get together, have a good time, and make great connections. It can be as few as half a dozen, but the more the merrier, so tell all the recruiters in your area about the Meetup!
We hope you can join us again!
You may think that the title of this article is a little unprofessional because it includes the word “crap.” If you think an alternate title like “increasing the readability of corporate messaging” would be more appropriate, you probably don’t fully buy into the concept of “authenticity.”
Allowing frank language on your website sends a message to cynical jobseekers that lawyers, PR people, and corporate invertebrates have not been allowed to completely reduce your messaging to 100% corporate blah blah. Messages that contain “authentic factors” are more likely to be read and believed. keep reading…
Ann Rhoades visited our show this week to discuss how she has built exceptional values based cultures at various leading organizations. Learn how you can do the same starting with the interview process.
For more podcasts, webinars, and articles on recruiting be sure to check out ERE.net!
Thirteen questions have been put to Employ Media by the Internet’s addressing authority, which is in the process of trying to decide if it should reconsider its decision to broaden the eligible naming category for a .jobs designation.
Some of the questions are of the “what did you know and when did you know it” variety. A few are flat out hard to understand why they were even asked, or why the staff and board of the Internet Corporation for Assigned Names and Numbers wouldn’t independently know the answer.
For example one of the first questions on the list asks: “At the time of the 5 August 2010 Board meeting, did Employ Media intend to allow registrations in the .JOBS sTLD from persons or entities not meeting the .JOBS Charter registration requirements?”
The oddity of that one seems obvious. Here’s another:
“Do you confirm that the amendments approved by the ICANN Board on 5 August 2010 do not change the Charter of the .JOBS sTLD? If not, please explain how you believe the .JOBS Charter was changed.”
This one seems like something the board should have known itself before the matter ever appeared on the Aug. 5 agenda. That’s when, during a meeting by telephone, the board voted 11-1 to approve the request by Employ Media to allow it to offer bulk and auction sales of .jobs domains with non-company names. (There were two abstentions.) keep reading…
Staffing and recruiting tech provider VCG Software has been acquired by British-based Bond International Software for $9 million.
Bond, a publicly traded company on the London exchange, is one of the largest providers of staffing software in the world. It also serves corporate recruiting offices with its Bond Talent recruiting program.
VCG, founded by the merger of two companies in 1991, specializes in the staffing sector. Pointwing is the company’s modular library of recruiting services, which includes a resume search, sourcing tool, job board, and ATS. StaffSuite is a complete front office tool set.
Bond’s acquisition of VCG strengthens its presence in the U.S., where it has a foothold. Out of an office in Minnesota, it marketed its StarSearcher, an ATS targeted to the smaller employer, since rebranded Bond Talent. Bond Talent is now its flagship ATS for corporate recruiting. Enhanced with additional features, primarily to streamline administrative functions, it was relaunched earlier this year. keep reading…
At every HR trade show, demo, product announcement, or webinar technology vendors of every stripe talk about their mobile interfaces. Even if it never occurred to you to manage a workforce by cell phone, you can.
And now would be a good time to start thinking that way. Just last week the Pew Research Center reported that 85 percent of Americans own a cell phone vs. 76 percent who have a computer. Among the 18-29 year group, 96 percent own a cell phone.
Pew didn’t report the percentage of smartphone usage in this latest report, but earlier this summer another Pew survey found that 40 percent of adults use their phone to access the Internet, IM, or email.
That report also found cell phone use for things other than voice communications were higher for Blacks and English-speaking Latinos. Cumulatively 87 percent of the two groups own a cell phone versus 80 percent for whites. Half (51 percent) of the Latinos surveyed use their phone to access the Internet, while 46 percent of Blacks do. The survey found only 33 percent of non-Hispanic whites do. keep reading…
In my mind, there are four types of corporate recruiting styles. These are shown below. In fact, I’ll contend (and attempt to prove in this article) that this style directly impacts the quality of people brought into an organization. If quality of hire matters, recruiting leaders need to take this “recruiting style” issue into account as they build and develop their recruiting teams.
The Four Primary Recruiting Styles and the Impact on Quality of Hire
1) The “Farmer” — aka the “post and pray” or the Dilbert model. This type of recruiter reposts the job description with the hope a good person will apply, does not challenge hiring managers to understand real job needs, has only basic knowledge of the company and industry, uses skills and experiences to screen candidates, follows the rules, and makes excuses when someone complains about not seeing enough good people. The primary target in this case is the active candidate who somehow found the posting. If you have a strong employer brand and candidate supply exceeds demand, this style can actually work. keep reading…
Fidelity has upgraded its college recruiting brochure, creating an interactive online version, and has made its online jobs information more friendly to mobile phone users.
Allyson Holbrook, Fidelity marketing director, HR MarCom, says that Fidelity is getting about 1,000 monthly views on the college recruiting brochure. Holbrook’s initial plan was just to update the normal company brochure. As she looked into it more, she realized the brochure was expensive, wasn’t even handed out by recruiters all of the time, and sometimes ended up in a trash can even when it did make it into a candidate’s hands.
So Fidelity rebuilt its brochure for both print and online, and made it more interesting than most. keep reading…