Even if you work in a corporate recruiting function with low resources or minimal expectations for change, every recruiter still has a professional obligation to maintain their awareness of the latest trends and predictions. I have grouped 25 predictions of the leading corporate recruiting trends for 2014 into four separate sections. Part 1 includes two sections that cover 14 new opportunities and continuing current trends. Part 2 (to be published next week) includes the final two sections, which cover 11 remaining trends that cover new challenges and areas that will continue to diminish in importance.
Online recruitment marketing has progressed slowly, moving at the pace of a sloth when compared to e-retail. Mobile web is rapidly taking over desktop web and change is now at cheetah speeds. Can recruiting catch up candidate expectations?
For the last 15 years or so recruitment has relied on the Internet to attract talent. During that time we have seen huge technological and infrastructure changes surrounding the web. Above all the largest change has been speed of connection, costs, and confidence.
In the U.S. and Europe broadband is relatively cheap and has high population penetration. The cost of a laptop has dropped from four figures to a few hundred dollars or Pounds. The consumer in the street is no longer scared to click on links and is highly confident in search and web browsing. The success of social networks relied on the timing of these three areas converging to maturity.
While the ingredients of the Internet has been changing rapidly, the basic recruitment solutions have remained predominantly static. Some aesthetics have changed in order to remain “fashionable” but the job board works the same way and the corporate career site now has video.
I am not saying there has been zero innovation: clearly job aggregators, LinkedIn, Glassdoor, etc are innovating, but these are not the majority.
It used to be that consumers would buy a PC and keep it for five years. The interface has been a keyboard and mouse (or trackpad) for decades.
But this is all changing. keep reading…
Recently, I achieved a milestone: I completed the first 90 days within my organization. As I opened my email to a “Congratulations on your first 90 days!” message, I took a moment to think back on my candidate experience and how I fared assimilating into the organization which I now call my professional home. I can say I have walked in the shoes of both an external applicant as well as a new employee, and I would like to share personal perceptions of my experience and how I extended that experience into my assimilation period.
Candidate Experience: Before vs. After keep reading…
Today’s companies find themselves in one of the most challenging times to build sustainable and strong organizations. Between automation and software, it’s never been easier to start a company. But it’s the employees that ultimately make the company, and true talent in today’s marketplace is scarce and fickle. Finding and keeping those employees has become a company priority, which has demanded a shift in how recruiters approach their jobs.
It used to be that changing jobs was a momentous decision that only occurred every 5-10 years, like buying a home or a new car. These days, it’s common practice for professionals to shop for jobs on a continuous basis. There is an ongoing battle for talent and it has become a much more competitive environment for jobs across all industries.
Much like marketers have to market constantly, recruiters must now recruit constantly. For years, sales and marketing professionals have successfully used “the funnel” as a means of finding, engaging, and closing prospects. I’ve found that the most successful recruiters use many of the same tactics as they source, vet, and ultimately hire candidates. There are some general best practices I believe recruiters must adopt and use to ensure your company attains top talent.
Market the Opportunity keep reading…
The complete guide on how to use stay interviews to improve retention
Many firms use exit interviews to find out why employees are leaving their jobs. Unfortunately, asking an employee on their last day “why are you leaving?” doesn’t provide useful information in time to prevent the turnover. A superior approach that I’ve been recommending for over 20 years is a “stay interview.” I alternatively call it a “pre-exit interview,” because it occurs before there is any hint that an employee is about to exit the firm. A stay interview helps you understand why employees stay, so that those important factors can be reinforced.
Definition: A “stay interview” is a periodic one-on-one structured retention interview between a manager and a highly valued “at-risk-of-leaving employee” that identifies and then reinforces the factors that drive an employee to stay. It also identifies and minimizes any “triggers” that might cause them to consider quitting.
The Many Benefits of Why-do-You-Stay? Interviews keep reading…
As 2013 draws to a close, we can’t help but wonder what 2014 is going to bring. The world of employer branding has been rapidly growing and evolving — just think of how many companies have added a role specifically for this purpose in the last few years. Yet, it still remains a challenge area for many organizations. Companies invest millions of dollars each year in marketing their consumer brands, but employer branding investments are lagging behind.
So, what’s on the horizon for 2014? Here are my four predictions: keep reading…
The world has gone mobile. That’s old news. You’ve doubtlessly read several articles championing the importance of mobile-optimizing online job search. Still, only 23 percent of employers consider mobile-optimizing their recruitment venues a priority, according to a 2013 CareerBuilder survey of more than 2,000 employers. This even holds true for some of the most innovative and successful companies. Of the Fortune 500, only 99 host a career site with a mobile-friendly job-search process, and only 14 of those actually allow users to apply for jobs.
Despite many employers’ lack of prioritization in mobilizing their application process, job seekers are already on board. According to ComScore, 10.9 million workers searched for jobs using mobile devices in August 2013. That number is up from 3.8 million in August 2012. On top of that, 31 percent of Google searches for “jobs” now come from mobile devices.
The quantity of job seekers is there, so why aren’t the employers? keep reading…
If you assume that the best students only attend the top ranked schools, you are making a big mistake. keep reading…
The 2009 romantic comedy-drama film He’s Just Not That Into You portrays the lives of individuals who repeatedly misinterpret the behaviors of their romantic partners. Human behavior is complicated, unpredictable, and easy to misread.
In sales — as in recruiting — success depends on the ability to influence the behavior and decisions of others.
How sure are you that you can correctly read and understand your prospects or clients? Human behavior is not always logical or predictable.
Wonder how you can tell that a prospect may just not be that into you? keep reading…
A fancy car needs only the finest of service, right? Maybe some of you can relate to this.
You drive into the dealership service-bay, nice and bright and clean. A hoard of good-looking people descend on you, opening doors and writing things onto their forms, speaking into their headsets. It’s like you just pulled into The Plaza Hotel on Fifth Avenue — you feel like “Hey, I’m a somebody!!”
I tell them what’s wrong with my car, they whip out all their Star-Trek inspired devices, little handheld tools that blink and beep and shine bright lights, and they determine what they think is wrong.
I need this, that, and some other thing. Awesome. My car will drive like never before and I’ll get better gas mileage too. Fantastic.
Now, this uneasy feeling envelops me when I ask the question “how much?” Feeling like a somebody as I am up to this point, I now feel somewhat obligated to spend like a somebody. After all, I’m sitting in this opulent service area surrounded by good looking people, me and my fancy car surrounded by other people’s fancy cars.
Spark plugs and oil change — one thousand three hundred dollars, and your latte is ready. I wince, I pay, I leave.
Yes, my car drove spiritedly; my gas mileage did get a little better, for a while. They washed my car and made it look spiffy. At the end of the day though, I just spent the equivalent a mortgage payment on a necessary tune up.
Before moving out of town to where I am now, I had “A Guy” … Everyone needs “A Guy.” keep reading…
Right now, the biggest trend in recruiting is employer branding, crafting the promise your company makes to its employees. And the biggest trend in marketing is brand storytelling, using content, examples, and experiences to bring your brand to life in the mind of consumers.
Combining these trends can bring a powerful presence to your talent acquisition. But it’s not always straightforward. keep reading…
If I were looking for a job and searched one at for your company on my mobile phone, what would I find? If you are like most firms, I will find a site heavy with text and hard to read on a phone screen. If I get even get to the stage of applying for a job, I would find it impossible without going to your career site.
If that describes your firm, you might want to think about developing a mobile-friendly recruiting process. keep reading…
How Your Current College Approach Misses Top Talent
Unlike modern “experienced hire” recruiting, most college recruiting is neither scientific nor data-driven. A majority of college programs run on tradition, which means that they rely almost exclusively on students attending information sessions and then interviewing students through the campus career center.
Unfortunately, relying primarily on the career center will cause you to miss out on as much as 50 percent of the undergraduate campus population.
The reason that the traditional approach now misses so many students is because the nature of college students and the college experience have changed dramatically over the last few years. Students are no longer a homogenous group where everyone is actively seeking a job. What is needed instead is a modern “segmented recruiting approach” that is designed to capture the many students who the career center model will miss. This ignored group includes “passive” non-job seeking students, those going to grad school, entrepreneurs, students getting online degrees, older students who feel out of place in the career center, night students, students at campuses you can’t afford to visit, and fresh/sophomores who are not yet eligible for CCC interviews.
This article describes how you can dramatically improve your college recruiting results by also targeting these “passive students” who, because they are not actively seeking an immediate job, cannot be identified or recruited through the campus career center. keep reading…
In videogaming, a Boss Fight is a challenge at the end of a stage or level. A generation of game players has grown up fighting a boss enemy often far stronger and larger in size than them. Now, economic conditions point to a real Boss Fight looming for so-called Gen Y or Millennials ages 22 and 29 who grew up playing these games, at 80 million the largest generation in the country’s history.
Study after study has depicted Millennials as entitled and coddled narcissists who endlessly post to social networks. Stereotyping labels have also targeted Gen X, Baby Boomers, and earlier generations.
This group’s sheer size makes them a workforce to contend with. Recruiters can do a better job of attracting top millennial talent by understanding the economic and sociological forces that have shaped this generation’s workplace attitudes. keep reading…
Football, and in particular the NFL, is a big part of my life. Not only do I enjoy the game and all it has personally done for me, I enjoy all the lessons about business management it has to offer. In the latest rounds of NFL scandals the Miami Dolphins offensive lineman Richie Incognito was accused and tried in the media for work place harassment. It has caused another valuable member of its offense of line, Jonathan Martin, to quit the team and create a storm of controversy about the culture of the NFL locker rooms. Is this commonplace? Is it generally accepted behavior for professional football players? Probably not. As this controversy continues, we may find out differently. From what many of the experts are saying this is simply a case of mismanagement, and a player or players out of control.
In the business world, degrees of “problem generators” like Incognito exist; these are the people with the bad attitudes masked by talent. In some companies they are more prevalent than others. Many organizations actually seek to eliminate these problem generators and prevent them from ever being hired using some of the techniques and tools suggested in this Simple Guide to Interviewing for Attitude. One bad apple can cause a lot of damage, and the evidence is obvious when the promising Miami Dolphins lose to the winless Tampa Bay on Monday night mostly due to the loss of two key players.
Problem generators create host of subtle but extremely damaging side effects. Here are my top five areas that are affected the most by a problem generator. keep reading…
Demand for sales professionals continues to boom, even in our fluctuating job market. An Indeed.com search for sales positions in the U.S. yields over 770,000 results (versus marketing at 280,000 and human resources at 96,000). With so much competition for great sales hires, it’s no surprise that sales positions continue to rank among the hardest to fill.
Often, a mismatch between compensation and candidate expectations, as well as complex recruitment processes, means losing out on a top candidate, especially at the lower levels. And because candidates have so many opportunities to choose from, compensation and the hiring process become critical factors in recruiting a top salesperson.
In the typical sales environment, commission is the most popular way to compensate sales representatives: it’s essentially a pay-for-performance model that rewards results. What makes commission-oriented opportunities work, however, isn’t the commission check, but rather the perks and incentives that surround sales compensation. While some companies may believe that great sellers can make a living on commission, the real question is: why should they sell for your organization? What does your company offer that a competitor can’t? The answers to these questions are the keys to crafting a successful recruitment program. keep reading…
How much recruiting can be done virtually rather than face-to-face? Video interviewing, online simulations, talent communities, and the use of tools such as Twitter or Snapchat are heatedly debated for their value versus a face-to-face encounter. Is one way better than another?
What’s the real story? Can a recruiter effectively recruit top-quality people from entry level to mid and senior levels without any in-person interaction? keep reading…
I have always told my hiring managers that there is no such thing as a position that cannot be filled. This is a bold statement, and many of my newer hiring managers or hiring managers who are new to working with me are taken back by this statement. Some find it to be over confident, even arrogant at times.
My belief is that as a recruiter, as long as you truly understand the business and hiring manager needs, you will be able to effectively manage unrealistic expectations, narrow focuses, and that you as a recruiter are completely capable of coaching and mentoring your client to accurately affect their ability to truly understand their core recruiting needs. keep reading…
You could accurately call me Dr. Speed because I love speed. I don’t mean the speed associated with fast cars, but instead, organizational speed. I really admire large organizations that have a track record of doing everything really fast.
Organizational speed means that as a result of purposeful actions, the organization does all important things measurably faster than its competitors. Many don’t realize it but one of the constants since the beginning of human life has been that everything that man has touched has continually gotten faster. Everything, including cars, airplanes and even Olympic athletes get faster each and every year. And now organizations are also becoming part of this speed movement. keep reading…
You’ve got to understand what your employees want.
Your employees too have desires and needs, of course. And these aren’t all the same. Your key hires and top management and team leaders have got to be getting what drives them out of the employment contract. Especially in sectors like technology, where there is low unemployment and an improving economy, the competition for top talent is acute.
Hiring managers need to understand that in this market to be competitive in acquiring top talent it might take some personalized creativity in the offer. All the competitive technology companies are offering the gamut of cool bennies: free lunches, complimentary gym memberships, flexible/virtual work opportunities, etc. And of course competitive compensation is always at the forefront of landing candidates. But these days some creative extras go a long way.
Tailor your employment offer. keep reading…