Today at the ERE Expo in San Diego, Mary Wright, general counsel at Ogletree Deakins, and Michael Nader, also an Ogletree attorney, took a stab at some of recruiters’ top-of-mind legal issues. Here are some of the ones that came up in the open discussion, and some of Wright and Nader’s thoughts. keep reading…
First, we have this breaking news…
Our source, which we will call PR, tells us Shally Steckerl is about to launch a new venture. It’s an online, educational site called The Sourcing Institute, which, PR tells us, is “the first ever online university fully dedicated to the discipline of sourcing.”
Frankly, if you don’t know who Steckerl is, we think you should Google his name. Shally would want you to. But briefly, he’s a sourcer, which is a little like describing Kobe Bryant as a basketball player. For years Shally has been teaching people how to find the needle in a haystack, when you have no idea where the haystack is. Now, he’s taking his expertise and developed a training program with courses for novices right on up to graduate sourcer, delivered through an online learning management system.
Solving the Mystery About Mystery Applicant keep reading…
Today’s announcement out of Santa Monica that Cornerstone OnDemand is launching a “recruiting cloud” may end up being a successful one due to the company’s strong track record, but it’s too early to say for sure, according to one stock analyst.
Scott Berg, senior research analyst at Feltl and Company, is one of the few stock analysts with a special interest in human-resources related companies like Taleo, SuccessFactors, or even the private firm Workday.
He emailed me some thoughts today on the Cornerstone announcement, one that adds recruiting to a company better known for other human resources technology like performance management and learning management. keep reading…
You’ve read about the finalists. The winners of the most prestigious award in the recruiting field were named March 29 in San Diego, at the ERE Expo.
A big congratulations to them — a mix of new winners and old, government agencies and private corporations. They join past winners such as Adidas Group, Starbucks, and Enterprise.
SelectMinds, TheLadders, an RPO, and more are making announcements at the ERE Expo in San Diego today. Just a sampling:
First SelectMinds, which “moved deeper into the employee referral world” a couple of years ago and then into the “talent communities” competition, today is launching what it calls the “first-of-its-kind software to allow corporate HR to automate all aspects of social recruiting.”
It’s an upgrade to the company’s TalentVine product with six new modules: a jobs distributor to send out listings and links to company Facebook pages and Twitter accounts; a talent community module; a referral program module; a Facebook jobs page builder; a social-media-friendly career-site builder; and a module that optimizes job listings for mobile phones. keep reading…
You get what you pay for. You sometimes get less, but you never get more. – Something I heard a long, long time ago, somewhere
I don’t think so.
I know all you hiring managers and staffing officials out there would like your recruiters to be expert sourcers and your sourcers to be expert recruiters.
I know you all would like to kill two birds with one stone, but I can tell you right now, right here, it’s not going to happen.
It’s not going to happen because the two types of personality types are generally not found (in one person) in an organization.
They’re found outside organizations in the form of third party recruiters who have been cutting this mustard for years.
Now that we’ve given this brave and heroic special set the recognition and laurel crown they so richly deserve, let me tell you why you’re not likely to find these people inside your organization. keep reading…
Not for me, really — as I’ve got the new Droid 4 phone, and Cummins’ new application isn’t available on Android yet. But iPhone users looking for jobs with the company can view interactive engines using the application. They can also watch videos, get custom feeds with the jobs they want, and more.
The company says that the engine-viewing part of the app, where you can zoom and rotate around the diesel engine, is aimed at everyone from middle-school students to high-school students to experienced engineers who might want a new career.
Cummins is an Indiana-based designer-manufacturer-distributor with about $18 billion in annual sales.
IGN is back. Its “no resumes allowed” program again involves recruiting people for six weeks, and possibly more. IGN says it cares little about where people went to college, or if they did, or what their experience is.
Its president, in fact, points out that “the average age someone learns to code is 13.4.”
The application deadline for Code-Foo 2012 is April 30. Applicants should hear back by May 18 as to their status. Last year, 75,000 ending up viewing the application, 104 completed it, 30 were selected to participate, and eight were hired.
I get that comment at least three or four times a day when I am making my business development calls. It is consistently one of the things someone in the corporate recruiting or talent acquisition group seems compelled to say. Why? What does it mean, really?
Perhaps they are trying to “identify” with my world. You know, let me know that “they’ve been there.” The positive side of this comment (and there often is a positive side!) is that the individual will go on to let me know that they truly appreciate the level of effort required to be successful as a professional recruiter. In this regard, the comment is and should be taken as one of respect for the value we had in the overall recruiting (or talent acquisition) equation.
And then there is the negative side to this comment. keep reading…
I read an article last week about job candidates being asked for their Facebook passwords so that potential employers can examine their personal activity. It also covers law enforcement agencies making similar demands of their applicants. So at the risk of getting tarred and feathered, here I go.
When did companies decide that it’s okay to invade someone’s privacy? Some candidates said that they feel like they have to say yes to this “request” since they need the work. One individual in the article referred to it as “coercion.”
Any company attempting to take advantage of candidates in this way should be ashamed. This wouldn’t have been considered even five years ago. Just because it has gotten easy to check someone’s social activity doesn’t make it appropriate to ask them for their password or that they “friend” you so you can spy on them. I can almost hear the requester respond, upon asking how s/he would feel if they would feel if asked this, “I don’t have anything to hide.” But that’s not the point. keep reading…
Global tech research and advisory firm IDC says by the end of 2015 almost 14 million new jobs will be created by the shift to public and private cloud services. Most of those new jobs will be outside the U.S. and Canada; China and India will see much of the growth. IDC predicts those two countries will share 6.75 million new jobs. North America will get 1.2 million new jobs, most of them in the U.S.
Underwritten by Microsoft, the IDC research says the nascent cloud-computing movement “already has begun changing how IT delivers economic value to countries, cities, industries, and small businesses. This is because cloud computing comes with unique economic leverage that means a little money spent up front leads to impressive returns down the line.” keep reading…
Why HR Must Prioritize Its Internal Customers
Prioritization is one of the highest-ROI practices available to HR leaders, but unfortunately most in HR have failed to take advantage of it. It takes very little time or money to prioritize your internal customers, but the results can be dramatic. keep reading…
A new site for women, two new, visual-heavy job sites, jobs with smoothies, and six seconds to read a resume. All in today’s roundup.
The PR release calls the new Levo League, “The first online community designed for professional Gen Y women.” We’ll quibble with that, since we found more than a few sites already out there, including The New Careerist. On the other hand, it does get props for design, and it might just be the first job board specifically for Gen Y women. Don’t get us wrong — that’s no insult!
You can search for jobs, read about careers, network with others. There’s also a recruiting toolkit. For-profit companies pay per job post, in addition to a monthly fee based on the size of the company.
Proving that still more company names can be generated using the word resume, we now have ResumUP, in beta. Located in Saint Petersburg, Russia, it’s currently funded by the founders, and is planning to look for investment this summer.
A million people have generated profiles with the system, and companies like Adidas as well as Kraft Foods/Russia are taking a look at it. We bet it’s not the last recruiting vendor we’ll say this about: it’s putting up a Pinterest page. keep reading…
In the first two parts of this series, the two-question performance-based interview was introduced. The first question involves asking candidates to describe some of their most significant business accomplishments in great detail. While it’s only one question, it is repeated multiple times to ensure the person can handle all of the critical performance aspects of the job, using a performance profile to define the work, rather than using a generic skills-based job description.
The second question involves asking candidates how they would handle one or two of the most critical job-related challenges defined in the performance profile. This is more of a give-and-take type discussion to get at thinking, planning, and the ability to visualize job-related problems.
These two questions in combination with the performance profile, and an in-depth review of the person’s resume looking for the achiever pattern indicating that the person is in the top half of the top half, is all that’s necessary to accurately assess a candidate across all job needs.
Using this information, the candidate can then be assessed using the following formula for hiring success, ranking the person on a 1-5 scale for each factor:
Hiring Success = (Talent + Management + Team (EQ) + Problem-solving)*Motivation2
While the Performance-based Hiring process is an easy way to assess a candidate, you still need to recruit and close the candidate on equitable terms. On this score, most managers, and too many recruiters, think recruiting is selling. You get far better results if you make the candidate sell you. Here are three ways to do this using the two-question interview: keep reading…
However, not just any deal will be accepted, he said in interviews conducted at the company’s Innovation Day demonstrations in New York City. “It would have to be compelling and it would have to make sense to Monster as a whole. This is not just about raising money.”
The buyer is less important, Iannuzzi implied, telling Bloomberg, “We’re agnostic as to what type of acquirer it is.
“The real issue is we know we have value, and we know we can go around and look for opportunities to get that.” keep reading…
In this comprehensive session, you will learn how to do a practical assessment of your back office onboarding process – what happens internally from the moment the candidate accepts to the day they show up, log on, start work and get paid. Simple steps enabling you to ensure you have the right people involved in designing an effective workflow and eliminate First Day fire fights. Our goal is to ensure that you don’t spend the new hire’s first week frantically apologizing while scrambling to figure out what should have happened but didn’t. And whom to blame…
For more podcasts, webinars, and articles on recruiting be sure to check out ERE.net!
Until recently I was not a huge believer in putting a lot of effort, money, or time into driving company employment branding initiatives. It felt a little fluffy to me, and, honestly, I thought recruiting was a hands-on discipline (cold calling, relationship building, networking, etc.) measured in end results like time to fill, cost per hire, time to source, etc. I didn’t understand the place employer branding held in an overall corporate recruiting strategy. Frankly I was not that engaged in the branding efforts either. My gut tells me there are a lot of recruiters out there that feel the same way.
I would also add that employment advertising started to all sound and look the same. I think “employer of choice” or “competitive salary and benefits” are phrases that have lost any real meaning. And in healthcare (my background), all ads seemed to look the same — smiling multi-cultural clinicians in scrub standing in front of a nurse’s station (if you haven’t noticed … it’s true — check it out).
Recently this perspective changed for me. I’ve taken a talent leadership role with an advertising agency (full disclosure: my company does not handle employment advertising) and I would say that I now “get it” … at least way more than I ever did before. To this point, my exposure to employment branding has concentrated on coming up with clever job postings that sounded cool or trying to figure out the best place to post a position. That’s why employment branding didn’t connect to me.
Let’s talk about what employment branding is and is not: keep reading…
An honest, objective answer to that question would likely have you describing a statistical bell curve: Some top performers; a big middle, and a few at the bottom. As an HR professional, your performance management mission is to raise the overall quality of the workforce. Your yardstick for measuring success? The metrics of your top performers.
But how do you know your top performers are really top performers?
This is a question that professional sports scouts and college recruiters wrestle with all the time. A high school star might end up a bench warmer in college. A college standout might not make it out of training camp.
It’s now a question global assessment firm SHL is able to help businesses (at least) answer.
“We provide people intelligence,” says Caroline Paxman, chief customer officer. What that means is that SHL clients not only, now, can learn about the talents, behaviors, and skills of their own workforce, but can compare them to others in their industry, and get as granular as they like. keep reading…
The countdown is on — and it’s an exciting one! For me, I’m counting down to my third time wearing the chairperson’s hat at the ERE Expo. That role gives me extra liberties to meet and greet, and I take my duty to ensure you’re getting all you can out of the ERE Expo seriously. By that I mean living the ERE Expo cornerstones of “Learn. Network. Recruit!” – things we all do daily, but sometimes forget about when it comes to our own experiences.
In my many of professional experiences, I’ve attended every ERE conference on the west coast and have participated in many others across the U.S. It’s an honor for me not only to represent ERE, but to help create an event experience that is just for the corporate recruiting profession. At the ERE Expo, I’ve made connections with so many interesting people, ones who I’ve stayed in touch with and look forward to seeing each year. This event brings our global profession local, which is a subject I’ve taken about at length lately. For a few days we’re all that much more visible and it’s a key engagement opportunity — so, if you are coming to San Diego, March 28-30, 2012 for ERE Expo Spring 2012, don’t be shy, sit beside someone new, or clink a glass with a stranger.
What can you expect at this year’s event? keep reading…
A time right about now,
In a galaxy not far, far away,
A world exists where recruiting labor swirls
Within corporate hiring needs,
Melding with sourcing and branding,
Colliding with hiring process and adoption,
A war has erupted in the expanse of options in how to best recruit to fill corporate talent voids: Outsource vs. In Source; RPO vs. RPWhat; RPWho vs. RPHuh?
I am not a Star Wars geek but a fan of the movie series (as a child of the 1980s). When I sat down to write about recruitment process outsourcing services and the necessity of developing a comprehensive Request for Proposal process when selecting a supplier, I realized the story was much bigger. The title popped in my head as I looked at the evolution of RPO. But as I continued to write, I realized that RPO is a world into itself fighting for relevance as it continues to be defined.
I opted to tell the story from a corporate staffing leader’s perspective, taking it from the initial decision point of whether or not to outsource recruiting labor. keep reading…