U.S. Cellular is helping employees losing jobs in the sale of some segments of its business to Sprint by setting up a transition portal.
A recruitment advertising/communications agency called Shaker helped develop the portal, aimed at 765 “associates” impacted; Kensington International, an outplacement firm, also partnered.
U.S. Cellular is also working with a group called Skills for Chicagoland’s Future. It’s a non-profit that provides placement and training services.
Back to the portal: it includes information on negotiation strategies; resume and cover-letter tips; interviewing assistance, and social networking guides. Let’s take a brief look inside. keep reading…
That marriage of employee referrals with social media first mentioned on these pages three years ago and chronicled with new launches and updates many times since continues, as SuccessFactors works on a social-media/employee referral tool as part of its recruiting product.
This system suggests people who your employees might know — using their Facebook and LinkedIn contacts — who might be a fit for an open job. Employees can then send those people a note. The tool also, graphically, can show you any money an employee may have earned for a referral (e.g. $500), as well as a cumulative total.
This took about six months to make. Meanwhile, in August, SuccessFactors, an SAP company, expects to launch an improvement to the tool, where an employee can more easily distribute jobs on social networks, including Twitter, to their social media “friends” and contacts.
SuccessFactors’ social referral updates (and onboarding updates too) is just a taste of the many recent new launches and updates, such as: keep reading…
This video from Code.org, pointed out to me by my friend Julia Gometz, provides an awfully strong message that being a computer coder is fun, meaningful, and accessible — as in, you don’t have to be a genius to do it.
Stars include Bill Gates, Chris Bosh, and Mark Zuckerberg. keep reading…
I’ve talked before about efforts to employ people with Asperger’s. But perhaps no Autism-related effort will be bigger than one announced today by SAP, simply because SAP, with 200,000+ customers, is just so big.
SAP says it’ll be hiring autistic software testers, programmers, and data-quality-assurance specialists. It’s going to do it through a partnership with Specialisterne, a Denmark-based firm operating in Europe and the U.S.
SAP had used the organization, where a majority of employees have autism or a related diagnosis, to do a pilot project in India and Ireland. U.S., Canada, and Germany will be on the docket next.
Specialisterne Founder Thorkil Sonne says “SAP is the first multinational company to partner with us on a global scale.” He expects others to follow its lead.
Smarterer has won the 2013 startup competition at the Recruiting Innovation Summit.
The award comes with a $10,000 prize. It was selected by three judges: ERE Media Founder David Manaster, Greylock Partners Talent VP Dan Portillo, and Universum Founder Lars-Henrik Friis Molin. The judging panel considered in its decision the results of an audience vote done via text message (judges and the crowd each received a 50-50 weighting).
Friis Molin says the Smarterer tests are “perfecting themselves” through crowdsourcing. (Here’s more on Smarterer.) He sees it as one of the potential future gold standards in the assessment field. David Manaster said he tried the test and found it as fun as Smarterer claimed. He also said that given Smarterer’s “consumer approach” he also thought the test could be a future gold standard.
It was the elite of an elite group of new tools and technologies rolling out for recruiting departments, including one that would help companies hire teams (vs. individuals); another that would add a one-page candidate proposal to the application process; and another that would help companies create mobile careers sites. And more.
Meanwhile, two other companies were also winners at the event. keep reading…
The U.S. EEOC has some new documents out that help when recruiting and selecting people with disabilities.
The info covers cancer, diabetes, epilepsy, and intellectual disabilities. keep reading…
From the department of where-are-they-know … whatever happened to Mystery Applicant, winner of last year’s competition between startups in the recruiting field?
If you don’t know the company, it automates candidate feedback. So it asks job seekers what they think of your brand, whether they are satisfied with their experience as a candidate, their preferred interests/channels for job seeking and career content about your company, and more. One of its clients, G4S, has used the information it has gathered to improve recruiter skills, and refine its brand messaging.
Anyhow, back to what it’s up to. keep reading…
“Talent community” is one of those phrases that means something different to everyone — something I mentioned back in 2011 with the launch of a bartender community.
But — setting aside the definition of these communities in the first place — who exactly might be part of such a group?
Ascendify Founder & CEO Matt Hendrickson says there are five different categories of people who could be community members: keep reading…
LinkedIn’s killing it when it comes to gathering data on each and every one of us, with each and every one of us doing the work for it to populate our profiles and thus collect that data.
That LinkedIn mother lode will keep growing, says Jon Bischke, founder of Entelo. But so will the rest of the world’s information — information that we won’t be putting into LinkedIn. keep reading…
You know what’s been happening seemingly every year, the last several: we start out the year talking about how the economy and job market are improving, and then as the year goes on, we start talking about how they are not.
Perhaps that won’t be the case this year, says Toby Dayton, from the job search engine LinkUp. Dayton is “cautiously optimistic” about a decent second, third, and fourth quarter of 2013.
Dayton, speaking at the Recruiting Innovation Summit in San Francisco, gives these three reasons for his optimism, based on LinkUp’s data showing growth in job posts and recruitment advertising: keep reading…
A little something for our overseas readers up at this hour … or for us night owls in the U.S.: LinkedIn has just launched a new tool and a new little update at its conference in Sydney, Australia.
The hot social-network-meets-job-board-meets-database-meets-media-company announced two things for recruiters. The first is “CheckIn.” This one’s for managing candidate info at an event; candidates stop by your booth, give you their name and email address, and you use “Recruiter” to manage the information, such as sending follow-up emails to candidates. CheckIn’s getting fully rolled out in July.
The other new one is called “social campaigns.” The deal with this change is that recruiters used to send updates to their company followers from a company page. Now they can do that straight from “Recruiter.” This “helps them better track responses,” LinkedIn’s Joe Roualdes tells me.
A LinkedIn product launch at one of its events is usually a pretty sure bet. (Then again, so is a frequent LinkedIn product launch not at one of its events, like the recent revamp of “LinkedIn Today.”) Other LinkedIn additions through the years have included its “brand index” and “sponsored jobs”; “jobs for you”; follower stats and targeted updates; the “Pipeline” tool; the “Recruiter” product and various improvements; and more.
In addition to making you hungry, the Smokey Bones website accomplished something else: it was one of the sites that helped one company’s recruiting department when it was looking for models for a new career site. keep reading…
“Imagine what the world of recruiting would be like if Twitter, Linkedin, Foursquare, and Monster combined into one awesome social recruiting platform that provides an easy way for job seekers and employers to connect in real-time.” That’s how Cedrick Dunn, founder of the Social Jobs Board, describes his company.
The Denver company has been working on its launch since about November of 2011. Employers (offerings are summed up briefly here) broadcast their jobs from their applicant tracking system or career site. Job seekers upload and send resumes to employers.
Of course, that’s just one of a long list of new companies, betas, updates, and so on. Here are a few more: keep reading…
Futurestep has quietly been developing a tool called “Foresight” it will be rolling out to its clients, a dashboard meant to make heads and tails out of the recruiting information global companies have stored in their many databases.
Futurestep (a recruitment outsourcing company owned by Korn/Ferry) started thinking about this about a year ago, and has had an internal technology team working on it. It’s “high-end, graphical, display analytics,” Bill Sebra says.
Sebra is Futurestep’s North America president. He says the company’s global clients wanted more data — more real-time data. You may have “the people in China running something different from the folks in North America” when it comes to HR software, he says. “If you’re the chief talent officer, it becomes very difficult.” This challenge can be multiplied if you’re a company with, say 8-10 different firms you bought, all around the world. keep reading…
I wish I could say this is just a post from “The Onion” or an April Fool’s Day joke. Alas, it is not. Long-time ERE writer and speaker — and accomplished recruiter and recruiting technology expert — Raghav Singh was involved in a nightmarish accident that has led to a series of intense medical treatments in Minnesota.
The cover of his hot tub, which he was in with his children, apparently flipped back over on to him. The hot tub cover landed on his head, sending him under water, paralyzed. His son dove under the cover to get him out, and held him up while his daughter ran for Singh’s wife.
Singh’s children saved his life. I believe he was airlifted at this point to a hospital; a colleague of Singh’s tells me Raghav is grateful for the rapid medical response, something he said wouldn’t have been the case in his native India. He was in intensive care; had spinal surgery; has limited mobility, particularly below his chest; and is in some discomfort. His wife is asking people to pray for him.
Singh’s company is called The A-List. His many ERE articles (many controversial ERE articles!) are here, as is a link to his email address. He’s also on LinkedIn.
IT and other employees not interested in Nashville, Austin, Detroit, or even Yukon might want to take a look at Ireland.
Certainly, Facebook, Google, Microsoft, and Twitter would like them to. Those firms are all involved in a push to get people from outside Ireland to move to the Emerald Isle as its tech sector grows fast and its pool of skilled employees grows not fast enough. keep reading…
You can have a life-long career, not just a spring-break job, at a retail store.
That’s the message the retail industry wants to get through as part of a new campaign it’s launching.
The centerpiece of the campaign is a new website at the “thisisretail.org” address, a highly visual page meant to show that the industry is dynamic and exciting; a field, for example, that’s for you if you’re an artist, a designer, or a marketer.
The National Retail Federation will be gathering stories of people who’ve had good careers in the industry, and trying to spread them on social media sites. It’ll also advertise in print, on the radio, and online to play up retail careers.
One of the many — and perhaps the best-known — of the many makers of best-workplace lists has created a website for searching for career info.
This one comes from the “Great Place to Work” firm, maker of the Best-Companies-to-Work-for list that gets a lot of press at the beginning of the year.
This new search engine is called “Great Rated.” It gives you information on a company, and pulls in from Facebook and LinkedIn who I might know at my desired employer (as you see, I tried Whole Foods).
The site also includes a job search, through a relationship with Simply Hired.
Check it out here.
Enterprise is bigger than you might think, hiring about 8,000 college graduates a year to a company that includes National and Alamo. It’s also expanding in China via a partnership with an existing company there.
Marie Artim is the talent-acquisition VP and a long-time veteran of the company. It has about 200 recruiters based geographically — fairly decentralized like the Enterprise company as a whole. There’s no dedicated social media team with a separate budget. Some of the company’s recruiters, Artim said today at the ERE conference, embraced social media early; others are “terrified” of it.
Whether in Europe or the U.S., there are five aspects of Enterprise that its recruiters want candidates to come away with after they’ve interacted with the company on social media sites. keep reading…
You’ve read about the finalists — a mix of healthcare organizations, management consultants, past finalists, new entrants, small firms, and multinationals.
They all took the stage today as the winners of the prestigious ERE Recruiting Excellence Award were announced. Ernst & Young was among the big honorees, taking home multiple honors. Onboarding as a category was a first this year; its winner, Veterans United Home Loans, beat out the well-publicized and quite-impressive-itself H. Bloom. Dell won with a simple, clean site in the career website category.
Sodexo USA’s team was named the department/function of the year in the larger-company category.
Here’s the complete list:
keep reading…
