Last month, I wrote a post called “Recruiters: Your Days Are Numbered” for which I was lynched in the comments thread for disparaging the recruiting profession and forecasting its demise. Even Josh Bersin — a leading authority on HR — chimed in to describe the article as “a bit of a joke.” keep reading…
Recruiting can be boiled down to three critical ingredients that make up the mix: sourcing, screening, and verifying. A traditionally manual function of HR, process automation is snatching the reins from bloated HR divisions and outside recruiters.
According to Bersin & Associates, spending on outside recruiters represented a third of recruiting budgets in 2010; however, due to high commissions (averaging 21% of a new hire’s first year salary), spending halved in 2011 in favor of sourcing talent directly on social networks.
Of course, fancy recruiting IT is imperfect and can not (yet) replicate the intangibles of a seasoned recruiter. Plus, someone has to pilot the software — push the button, as it were. But make no mistake, the tech industry is going after 100% of the pie. And that means cutting out the middleman.
We’re already seeing signs of disruption. keep reading…
If you’re a startup recruiter, before you set out to compete for world-class talent, ask your client, “why will the 20th talented person to join your startup join your startup?” keep reading…
Thanks to the Apply with LinkedIn button, 175 million LinkedIn members are just a click away from applying to any job on the network.
But is this good for recruiting?
Fred Wilson, celebrated venture capitalist who invested in Twitter, Zynga and Foursquare, believes it is:
As the world moves from web to mobile, the idea of one click to do something becomes more powerful. So what does this mean for the job seeker? It means you should get your resume on LinkedIn and Indeed. What does it mean for the employer? It means you should put these one-click apply buttons on your job postings.
I’m not convinced. keep reading…
In my last role, I worked out of my home in Los Angeles leading a team at the company’s headquarters in London. We had 9,000 kilometers and eight timezones between us. Collectively, we worked some unusual hours to overlap our schedules but, for the most part, worked the hours and days best suited for us individually.
Remote teams in virtual offices — working flexible hours — are rare outside of startup circles. However, as demand for talent increases, more business leaders are adopting an anytime-anywhere work philosophy to cast a wider net, reduce the cost of labor, and optimize work-life balance, all in the name of attracting the very best.
A quick search, and you’ll find plenty of career pages like the one at the graphic you see with this article (which I took from http://bandcamp.com/jobs).
Recruiters take note: There’s a growing trend in hiring remote talent on flexible schedules.
It’s more than a trend. It’s a movement. keep reading…