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August  2012 RSS feed Archive for August, 2012

With $17 Million in New Investments, What’s Up WIth HireVue?

by
John Zappe
Aug 31, 2012, 3:59 pm ET

HireVue, the video interviewing company, got $22 million the other day, a combination of $17 million in new investment and $5 million in an expansion of its credit.

The announcement of the new funding says it “will be focused on strategic investments in research and development, sales and marketing, client services, and global expansion.”

The $22 million, plus $6 million HireVue raised in two previous rounds, gives the 60-person company a big chunk of change. Exactly what it will be used for wasn’t explained in the announcement, and when I asked, here’s what I was sent:

HireVue also plans to increase headcount in solution development, sales and marketing and customer success to maintain its position as the leader in the digital interviewing category.

Kevin Marasco, HireVue’s CMO, offered more detail in a conversation today. HireVue already has such global, blue-chip companies as Walmart, Starbucks, Conoco/Phillips, and Rio Tinto, so a logical step is to move into Europe and Asia/Pacific, he said, mentioning Australia, India, and China.

HireVue, though, is quickly becoming more than a provider of virtual recruiting services. Its digital platform can be used — and is by some of its clients — to deliver company and branding videos to candidates. Some are already using the digital video capabilities for internal conferencing, and candidate onboarding. Marasco explained that other “extensions of the application” for training and leadership are likely.

Video recruiting is a crowded space, with at least a couple dozen companies offering video interviewing services, which tells you that online video interviewing is growing, and not a tough field to enter. In fact, anyone with a webcam (and that’s almost everyone these days) can load Skype and conduct a live interview for free. keep reading…

Why Hiring Should Be More Like Buying a Used Car

by
Deborah Kerr & Brian Vogel
Aug 31, 2012, 5:20 am ET

When you think about it, the process of buying a used car is pretty similar to hiring an employee.

Buying a Car

Hiring an Employee

Determine the budget Determine the budget
Search for cars (online and in publications) Search for candidates (online and in publications)
Research the car’s history using online tools Check the candidate’s history using resumes
Hire a trusted mechanic to confirm condition
Conduct a thorough test drive Conduct interviews…maybe a lot of them
Negotiate the best price Negotiate the compensation package
Drive the car home Onboard the new employee

Buying a used car means the buyer can get more car for the money, have less depreciation, and make lower payments. But, if the buyer isn’t careful, she might buy a car that turns out to be a lemon — unsafe and under-performing, maybe requiring hundreds if not thousands of dollars to fix or replace.

Few people purchase cars based on the seller’s description alone. Instead savvy buyers work to discover the facts about the car’s condition before they write a check. The car buying process generally looks like this: keep reading…

You’re Right, They Are Faking It. Now Go SaaS Them

by
John Zappe and Todd Raphael
Aug 31, 2012, 4:27 am ET

There’s a better-than-even chance you don’t know what the cloud is. Fluffy white things in the sky is not correct. And the bad news is that if you polled the audience, that’s about what you would have heard.

Seems a majority of Americans think “the cloud” has something to do with weather, and about half of you think rainy weather interferes with your cloud computing.

Now this little survey from Citrix isn’t recruiting specific, but we’d guess that a big percentage of you are in the cloud on a regular basis. All those SaaS systems out there are cloud-connected. keep reading…

Get Your New Hire Salespeople Up To Speed… Fast

by
Lance Haun
Aug 30, 2012, 11:36 pm ET
 

Lee B. Salz, sales management strategist and talent management expert, helps companies launch onboarding initiatives designed to reduce ramp-up time and increase seller performance. While many think of onboarding as merely the completion of new-hire paperwork, Lee’s approach creates bridges connecting salesperson potential with job proficiency resulting in fast results! Join us for this great webinar!

Not Your Mama’s User Groups!

by
Lance Haun
Aug 30, 2012, 11:28 pm ET
 

In this webinar, netPolarity Sourcing Manager and MARS Head Instructor Mark Tortorici shed light on technical user groups, and forums and show attendees how to actively mine these online communities using advanced sourcing tricks to make the most out of them, exponentially expanding your talent pool for passive and hard-to-reach candidates.

Mercer Again Tops HR Consultant Rankings

by
Todd Raphael
Aug 30, 2012, 1:00 pm ET

Like last year, Mercer is No. 1 in the rankings of the top human resources consultant firms.

That’s the word at least from Vault, which surveyed consultants as to who they thought the three best firms were — excluding their own.

The 2013 rankings, as they’re called, go like this: keep reading…

Ready for a Mobile Site? Rethink Everything

by
Jody Ordioni
Aug 30, 2012, 5:44 am ET

Loews Hotels’ award-winning mobile site

Based on a recent study by Mongoose Metrics, only 9% of all the websites in the world are optimized for mobile devices. And yet more and more people are viewing sites on smartphones and tablets. That means your site is probably failing a large part of your audience.

So you need to make your site mobile-ready. It’s not easy. You have to rethink everything.

Rethink Design

A lot of clients I speak to think that “mobile optimization” means just shrinking their site to fit on a smaller screen. There’s much more to it. Because of the different needs of a mobile user and the different experience of a phone, the entire design has to change. This means bringing in your creative director to craft a new look and feel for the site, while keeping your branding. Seem like a big step? It’s only the beginning.

Rethink Navigation keep reading…

That Young Sales Clerk Might Just Be a Neuroscientist

by
John Zappe
Aug 30, 2012, 1:26 am ET

Gen Y workers are a surprising group. They’re almost twice as likely as all workers to have majored in neuroscience or bioengeering, yet nearly five times as likely to be working as a merchandise displayer or clothing sales clerk.

More than twice as many of them work at a company with fewer than 100 employees than work for one with more than 1,500.

Their median pay is $39,700, which compares handsomely to the $26,400 median pay of all U.S. workers. Yet some — those working as petroleum engineers ($98,100), or software engineers ($80,600), or account directors ($76,200) — earn three or more times the national median and twice that of their peers generally.

Despite the variety of their jobs, and the companies they work for, Millennials share (no surprise here) a common interest in social media. The job skills they most share  all center around blogging, content authoring, and social media marketing. keep reading…

EEOC Hitting the Road for Disabilities Training

by
Todd Raphael
Aug 29, 2012, 11:04 am ET

The U.S. EEOC is holding training programs to explain disabilities rules better. The one-day workshops in September will be in Seattle, Los Angeles, Boston, and Miami.

The morning will go over issues like leave, scheduling, telecommuting, and job descriptions. In the afternoon, the program will cover things like how the ADA and the FMLA intertwine, as well as “Accommodation Mysteries Solved and Disability Etiquette.”

Those interested can sign up here.

You Can’t Fake Company Culture to Candidates

by
Jim Roddy
Aug 29, 2012, 5:06 am ET

photo of Dukiet from Boston College, during his time as a player

Bob Dukiet, my hard-driving college basketball coach, would frequently (and loudly) explain why we needed to give a genuine, 100% effort at all times. “You might be able to get away with faking it here in practice,” he’d holler. “But in a game, the other guy will smell you out!” In kinder words, unprepared players and inferior teams get exposed quickly.

That principle applies to your interview process. A sales candidate at my company recently explained that he was pursuing us instead of another local employer because our culture was far superior. When he shadowed members of our team, he found every sales rep to be cheerful, hard working, friendly, and cooperative. Employees at the other potential employer were essentially the opposite. They openly discussed the disharmony at their company, chiding other cliques inside the organization.

If candidates are left alone with your team, what culture will they experience? If several candidates haven’t raved about your organization, stop over-inflating the reality of your culture in your marketing materials and social media campaigns. Get to work on establishing company principles and genuinely integrate them into your business.

Candidates could notice these six aspects of your company culture during your interview process. If you can’t place a check mark next to each item, you have some work to do. keep reading…

Experts Predict: Half Your Workforce Will Be Temps

by
John Zappe
Aug 28, 2012, 10:24 pm ET

The world is suddenly waking up to the discovery that employers are bringing on temp and contract workers at a pace that will soon surpass the peak numbers of 2006.

Subscribers to The Fordyce Letter first read about the surge in temp workers in the May issue. Following the release of the June employment numbers by the U.S. Bureau of Labor Statistics, FordyceLetter.com reported, “There are now 2.534 million contract and temp workers in the U.S., a number just a few months shy of exceeding the all time high of 2.657 million reached in August 2006.”

Now, U.S. News says “Temp Workers Make Huge Comeback.” The article points out that the staffing industry has regained almost all the jobs lost in the recession, while other employers have added just over half the ones they shed. It’s not simply a sign of cautious employers bringing in extra help while waiting to see what the economy will do, but evidence of a trend.

Says the article, “In 1983, temporary workers made up just over half a percent of all employment. Now, that figure stands at nearly 2.3 percent — a remarkable change, despite the small numbers.”

“It’s a structural transformation,” maintains Arne Kalleberg, a professor of sociology at University of North Carolina who studies the labor force. keep reading…

“Good Grief, Charles Brown. They Never Told You if You Got the Job?”

by
John Zappe
Aug 28, 2012, 5:39 am ET

Charlie Brown never got much respect. Not from Lucy, who when she wasn’t snatching the football away at the last minute, was making fun of his pitching skills, nor from the Little Red-Haired Girl, with whom he was so infatuated.

Now, as it turns out, Charles Brown doesn’t get much respect from Fortune’s 100 Best Companies to Work For. Out of his 100 applications for a job as a marketing manager, the Charlie Brown of our story has no idea where he stands with six out 10 of the companies.

Six weeks after applying, Charlie heard directly from only 28 companies that he isn’t getting a job. Seven more gave him a reference number, but despite having an MBA from Michigan and BA in mechanical engineering, Charlie didn’t know what to do with it. Three companies allowed him to check his status through their website. One — REI, the outdoor company that has been on the 100 best list for years — actually gave him a call.

As the other Charlie Brown would say, “Good grief.” keep reading…

Forget About the Cost — Modeling the Real ROI of In-house Headhunting

by
Fraser Hill
Aug 28, 2012, 5:18 am ET

It’s no secret to any of us that the appetite and shift to more direct sourcing is driven to a large extent by the focus on cost savings. Agency margins have been driven down to within an inch of their life over the years and so the next natural step was always going to be to “do it ourselves.” Internal recruiters have been around now for years, some under the guise of the RPO model.

Internal headhunters (I differentiate from internal “recruiters”),  taking time to do full market mapping and cold call headhunting, are still very rare though. Mapping out competitors and building market intelligence takes time, and time is of course expensive. Whereas an internal recruiter may work on upwards of 100 vacancies per year (the numbers hugely fluctuate from company to company influenced by seniority of role, etc.), an internal headhunter doing the full lifecycle process may work on as little as 15 to 20 searches per year.

There’s also the issue of skillset required to do both roles. It’s very different asking a recruiter to sift through 100 resumes received in an inbox from a job posting than it is to ask a headhunter to start with a blank sheet of paper and map out the firm’s top six competitors and cold-headhunt call everyone at those firms who may have a relevant skillset. In my time spent heading up an executive search function at J.P Morgan, I never once posted a job advertisement. My role was purely to headhunt top talent in the market.

An internal headhunter is of course a role that should be used only for particular vacancies. It may be the most senior roles, or for niche roles, where typical channels to market aren’t satisfying the requirement.

So how do you convince the budget holders to invest in an internal headhunter who costs more than a typical internal recruiter, but who works on far fewer roles? keep reading…

IBM Buying Kenexa

by
Todd Raphael
Aug 27, 2012, 10:56 am ET

Kenexa’s stock is up about 40% early today on news IBM’s buying the company for about $1.3 billion.

IBM says it’s buying Kenexa to bolster “social business initiatives.” IBM tells me that Rudy Karsan, the well-regarded founder and CEO of Kenexa, will stay with the new company.

Kenexa has a mix of products and services, from RPO to applicant tracking systems (through its BrassRing product).

13 More Bold and Outrageous HR Practices That May Indicate Your Approach Is Too Conservative (Part 2 of 2)

by
Dr. John Sullivan
Aug 27, 2012, 5:06 am ET

The Hilton in Istanbul

In part 1 of this article, I highlighted my top 10 recently implemented bold and outrageous practices in HR and talent management.

The goal is not to recommend these practices, but instead to more clearly define the leading edge of current practice.

In this part 2, I will highlight 13 additional practices that define the leading and “bleeding edge” of HR. If your goal is to “push the envelope” in talent management, this list can give you an idea of where the average ends and the truly bold practices begin.

Although every firm cannot directly adopt the practices listed here (some are reprehensible), I find during my corporate presentations that merely becoming aware of these bleeding-edge practices can create great energy and a strong desire for individual HR functions to do more and be bolder.

Additional “Bold and Outrageous” HR and Talent Management Practices

Here are my selections for the remaining top recently implemented bold approaches that define the bleeding edge of HR practices. keep reading…

The Single Most Important Recruiting Technique Since My 1-Question Interview

by
Lou Adler
Aug 24, 2012, 5:48 am ET

After 30 years of recruiting outstanding senior staff, mid-level managers, and company executives, I can now state unequivocally that the single most important step in the passive candidate recruiting process is the 30-minute exploratory interview. Here’s why:  keep reading…

Leave Us Alone. We’re Doing This Roundup at Home (Fully Clothed)

by
John Zappe and Todd Raphael
Aug 24, 2012, 5:17 am ET

If you have Twitter envy, we have a solution. Just buy your followers.

Sure, you could stay up all night tweeting and retweeting, praying you’re witty enough, observant enough, or helpful enough that the Twittersphere will reward you with thousands of followers, some of whom might even be candidate-worthy.

Or, you could do what PR firms, celebrity marketers, even Mitt Romney has done and spring for 10 or 20 thousand — or more — followers. You can buy more, lots more, but really, everything in moderation.

We, the ever-so-helpful ERE editors, did some price shopping, and found Twitterfollow on Fivver offering 21K followers for the low, low price of $5. We think that’s a steal, considering Barracuda Labs found the average price to be $18 per 1,000. keep reading…

Massive Mobile Update

by
David Martin
Aug 23, 2012, 6:45 pm ET

The mobile web has been a long time coming, but it has arrived and it is here to stay. The big tech players are re-optimising their mobile channels.

Google has been investing time improving search on the mobile web. It recently announced a raft of visual changes for searches such as finance, currency conversion, holidays, etc. This is clearly the start of a serious mobile optimization program. A source inside Google shared that the global search volumes for mobile were overtaking global desktop searches.

The mobile optimization effort is paying off. The search results are significantly different on mobile and currently favor mobile-optimized sites. Is your recruitment site in or out of Google’s favor — are you mobile optimized? keep reading…

OFCCP Clarifies Rules to Make Clear It’s All Up to You

by
John Zappe
Aug 23, 2012, 4:46 pm ET

If your employer does business with the federal government, you already know — or should know — the rules about Internet hiring.

You know the four criteria for defining an Internet applicant are:

  • An expression of interest (as in sending in an application);
  • Meets the basic qualifications (education, years of experience, geography, etc.);
  • You “considered” the individual for a job;
  • The person never withdraws from consideration.

And you know about the recordkeeping requirements.

Now comes clarifications of these rules from the Office of Federal Contract Compliance Programs that won’t make life any easier, but which do, at least, make it clearer what records to keep and who is responsible for keeping them. keep reading…

At Labor Finders, the Temp Freebies Have Already Begun

by
Todd Raphael
Aug 23, 2012, 4:11 pm ET

Labor Finders has had enough interest in its free-temp-for-a-day program that it has started giving some companies their free days even before the program officially begins — Labor Day.

Here’s the deal with the program, in case you missed it. keep reading…