Michelle Obama announced today new online resources for hiring veterans, translating military skills, and finding resumes of veterans and their spouses. keep reading…
A new U.S. campaign, including a college tour, aims to “provide students with the beauty, grooming, and career advice needed to help them create a personal brand that appeals to recruiters.” It’s backed by the Beauty & Grooming division of Procter & Gamble, which happens to own brands like CoverGirl, Gillette, and Olay. keep reading…
A 25 year old has teamed with an ex-recruitment consultant and others to launch a new “crowdsourced recruiting site.”
Employers post jobs and offer money to people who get them in touch with an eventual hire.
Explained in the video below, the site is first focusing on the UK and later more of Europe.
Some other companies and launches you may not yet know of: keep reading…
An 10-employee assessment company out of Boston, though it has already been quietly using its product with 14 customers, officially launches today with a focus on personality and soft-skills testing.
Cangrade first takes a look at a company’s current employees — or in the case of smaller businesses, it uses “big data” already out there. (The company says its “team of experts spent years researching millions of data points from over 200,000 employees, running over 40 empirical studies, and consulting with over 20,000 of its users.”)
It analyzes the traits that are common among people already on the payroll, and analyzes the job you’re trying to fill. The CEO and co-founder Gerson Goren says it’s not heavily weighted toward one personality characteristic, like the ever-popular “extraversion” some companies seem so intent on. keep reading…
What’s now an old standby — the “jobs you may be interested in” on LinkedIn — is getting a tweak.
Companies with 100 or more job slots can now do what LinkedIn’s calling “Internal Job Recommendations.” keep reading…
A 30-employee advertising agency near Los Angeles is trying to find a potential new employee by asking people to make a video about a charitable cause and post it on Twitter with the hashtag #TakeMyJob. keep reading…
For those who get a job at the fair, I imagine even their paychecks will look a little different than yours and mine. keep reading…
- The technology topic that surprised us by polling as recruiters’ No. 1 issue
- What’s keeping recruiting leaders up at night
- Why some recruiting practitioners are reluctant to share their stories
- Which organization puts people with little to no marketing experience in charge of hundreds of millions of dollars in recruitment marketing campaigns keep reading…
CareerBuilder is buying a key recruiting-technology company you may not know well, part of CareerBuilder’s goal of moving from a job board to a more sweeping software provider. keep reading…
After about a year of work, Amtrak will today relaunch both the front and back ends of its careers website, sprucing up the user experience for candidates, and moving to a new system for recruiters to manage those candidates.
It’s working on better analytics, more visuals, smoother ways of sharing job information on social media, a clearer employer brand, and an easier way for candidates to use the site from a smart phone (heck, those candidates just may be on a train).
Before now, if you went to Amtrak.com and clicked on “careers,” you’d get a landing page that was up side-by-side with the train ticket-buying area (see graphic). If, from there, you clicked on a job search, you’d get a less-than-lovely job search page; there was also a page at careers.amtrak.com that was ripe for revision.
No longer. keep reading…
We asked you to take a survey about the “state of recruiting” and the response shocked us. In a good way.
We weren’t sure just what to expect, but the 2,000+ responses was far more than our estimates. And let’s be honest, the survey wasn’t short.
The data we’re collecting is great. And valuable. We’ll still present the results in San Diego at the conference (my boss, our CEO, is a survey junkie who’s huddled up pouring over the results like a kid in a candy store) and will still get a short summary to respondents.
It’s too early to report any substantive results, but from glancing at them, I can tell you you’ll be interested in San Diego to hear the grades you’re giving hiring managers, as well as your satisfaction levels with various types of recruiting vendors.
Until San Diego, though, this is a note to say thanks. You have a lot to do and taking the time to do this was much appreciated.
Among the most common requests we’ve gotten over the last decade and a half is for data that’ll help you compare your department to others, gauge the state of the profession, and just get a sense of how your peers tend to do things. We’re compiling this information, and we’d love for you to take a survey that’ll help. By taking the State of Recruiting survey, you’ll get a summary of results emailed to you.
Topics include everything from:
- What you outsource and what you don’t
- Who your department reports to
- Who your department should report to
- The metrics you pay attention to
- Whether your department is growing or not
- How you decide if a hire was a quality one
… and more.
The ERE Recruiting Conference is just a month away, and we’ve got the list all set for the roundtables that kick off the conference on Tuesday, April 22.
Here’s what you’ll talk about with your peers — recruiting leaders — in San Diego. Each attendee will go to two tables (because we’ll switch halfway through).
This is your first opportunity to network with the biggest, most experienced group of recruiting leaders in one place.
There’s so much we got going on this spring that you may not know of it all.
I thought I’d run down a few of our upcoming events. Let me know (212-671-1181 x 806) if you have any questions. OK, here goes:
- The ERE Recruiting Conference & Expo is coming up in a month. This really is the only event for in-house recruiting-leaders to get their departments to perform better and navigate all you have to navigate (hiring managers, unrealistic expectations, etc). We’ve added more speakers (from Zappos, Ingram Micro, and more) to the conference agenda coming up in San Diego, already loaded with speakers from everywhere from Oakley to Honeywell to FedEx, International Paper, Johnson Controls, Amazon, Stryker, Unitedhealth, EA, and a long list of other well-known companies. Time’s running out to register for this one.
- A new event, the High Performance Workforce Summit, is coming up in Atlanta in May. It’s produced by our TLNT.com site. This one’s for HR and talent management leaders focused on business success. The agenda includes CHRO and executive speakers who will provide best practices, key trends, tools, how-to’s, metrics, and unique perspectives. It’s anchored by eight CHROs from organizations like IBM, MasterCard, SunTrust Banks, New York Life, along with other executive speakers.
- We also have some great upcoming webinars including topics such as internal mobility & succession planning; as well as one on inspiring employees to make, not break, your brand; and a webinar on applicant tracking systems.
You saw the list of finalists — a group that, like I said in that post, really all are honorees given how close of a call most every category was, and how many good applications there were that didn’t make the final cut.
Now let’s look at the final winners. Thanks again to the judges.
Best College Recruiting Program keep reading…
A company that helps employers examine the labor supply of such potential employees as truckers, nurses, and retailers, as well as physical therapists and women in IT, is out with a new tool for measuring the number of people graduating. keep reading…
Do people leave jobs at ERE Media? Rarely, but yes. We did have one leave, and are looking to fill the job.
We’re not paying a commission to a recruiter reading this post, but are offering a good job if you know of anyone.
This job’s a Technical Director. The person can work from home. Things aren’t boring around here — we have a bit of a startup mentality and change a lot, and like to add new things. We’re a small business so we all tend to do a lot of pitching in.
Re: the company … Yes, I talk to some of you at midnight and then am up at 5:30 for an overseas call; but, at the same time, there’s always the possibility I could be writing this right now while on a treadmill and no one would barely notice.
So we’re pretty flexible.
We have a comprehensive benefits package.
We’re OK with people who either do not currently have a job, or who are so-called “active candidates.”
Anyhow, on to the job itself: it’s part technical support, and part web development. keep reading…
New assistance is out from the U.S. government on the use of background checks.
The U.S. Equal Employment Opportunity Commission and the U.S. Federal Trade Commission co-published the documents. Fortunately, they’re written pretty clearly, and have a good set of links for more information.
Finalists for this year’s ERE Recruiting Excellence Awards run the gamut: lots of new names; some familiar names who’ve been honored in the past, and one quite colorful name.
They join a select group of companies who’ve been named in the past: the Dells, the Microsofts, the Whirlpools, UPSs, Enterprises, and Marriotts of the corporate world.
Thanks to the judges for their hard work looking over hundreds of words and dozens of Powerpoints, Excel spreadsheets, videos, and PDFs from Turkey, the Netherlands, Hungary, Germany, India, New Zealand, the U.S., Australia, and elsewhere.
The finalists are below. In the past, we named the winners at the spring ERE conference. Not this year. We’ll announce them on ERE.net by the end of March, with some of the honorees presenting or being interviewed at the fall ERE conference, September 17-18 in Chicago, or featured in website articles on ERE.net, or webinars. So expect to hear more about the winners, and what they’ve done to win.
There’s no better time than this to say that these finalists, though not the short list of winners, are winners. Yes, that sounds corny, but for these awards, it’s the truth, as in most every category, a hair separated the winner from the finalists, and just beating out the other applicants to become a finalist is a big accomplishment. Here’s the list, in alphabetical order within the categories.