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Advice and How-Tos

Workforce Planning à la ‘Late Show’

by
Jessica Pett
Apr 23, 2014, 12:12 am ET

Screen Shot 2014-04-22 at 7.02.34 AMIt’s no secret that being the front man on one of TV’s late night shows is a coveted role. Lately it seems like many of TV’s “funny men” are passing the torch to the next generation of comical geniuses. Jay Leno handed The Tonight Show over to Saturday Night Live alumnus Jimmy Fallon, and more recently the news of David Letterman’s retirement and Stephen Colbert as his replacement on the Late Show has been all the media buzz. Even comedian Chelsea Handler has reportedly been a replacement possibility for The Late Late Show’s personality, Craig Ferguson.

What these have in common is that the TV networks adequately prepare to handle changes to keep moving forward. Gaps in program scheduling can be a hefty cost for networks, and the same can be true for organizations with employment inconsistencies. keep reading…

Is Your Hiring Process Too Friendly?

by
Jim Roddy
Apr 22, 2014, 3:38 am ET

Screen Shot 2014-04-11 at 12.32.55 AMWe all agree that nothing ruins a workplace culture like a jerk co-worker or a rude manager. But how do you uncover those characteristics in your pre-employment interviews? Even Vladimir Putin can seem charming if you only ask questions like What are your career goals? What motivates you? and What are you looking for in a job? before making an offer.

Your hiring process needs to occasionally challenge the candidate to see how they react to pressure. The best way to do this is to share criticisms with the candidate so you can experience firsthand — through your own eyes and your own ears — how they respond.

Before I expand upon that concept, I want to make sure my advice is balanced. Yes, the candidate should be challenged, but you must also achieve these five emotional outcomes during your interview process: keep reading…

The Top 12 Reasons Why Slow Hiring Severely Damages Recruiting and Business Results

by
Dr. John Sullivan
Apr 21, 2014, 12:14 am ET

A candidate from a well-known benchmark firm dropped out of our search for a General Manager position because the hiring manager took a week to respond to his interest. He said…

It’s not like I need their job. If it takes them a week to respond to a resume like mine for a job of this importance, they’re not the kind of company I want to work for. I move fast, and I can already see that my style wouldn’t fit their culture. –Wind River Associates

As a corporate recruiting leader, know that in a highly competitive college marketplace, there may be nothing that damages corporate recruiting results more than slow hiring.

Many firms now go the first step and track some variation of the “time-to-fill” metric. But despite that metric, not only are firms still almost universally guilty of painfully slow hiring, but to compound the problem, few recruiting leaders truly understand the many negative business and recruiting impacts that result from slow hiring. I estimate that the impact at most corporations exceeds tens of millions of dollars each year. And the dollar loss from this factor may be as much as 10 times higher than losses resulting from low recruiting efficiency related to the more popular “cost-per-hire” metric.

It’s not enough to be conscious and aware of slow hiring. Identify and then quantify in dollars each of the negative impacts of slow hiring, so that everyone from the CEO on down will support the streamlining of the process. After several decades of work on “speed hiring,” I have put together an extensive list of the negative consequences associated with taking too long to hire. The top 12 most damaging factors are listed below.

The Top 12 Reasons Why “Slow Hiring” Damages Recruiting and Your Business Results keep reading…

How to Recruit Talent in Europe

by
Véronique Oonk
Apr 18, 2014, 5:05 am ET
core job boards

Local champions of Engineer job boards in Europe. Source: Intelligence Group

While Europe still has the rather arrogant attitude thinking the “global workforce” prefers working in Europe, the rest of the world has taken a more realistic point of view. Has Europe become the new hunting ground for talent?

China, Singapore, and Australia already discovered their way to European talent. Recently countries like Brazil, Vietnam, the United Arab Emirates, and Malaysia also source the most talented Europeans. Due to the euro crisis and high unemployment rates, many — often young and highly educated talent, and among them scientists — leave Europe in search for better career perspectives.

Europe is Losing Talent to the Rest of the World keep reading…

Incentivize Recruiters for a More Successful Hiring Process

by
Christopher Young
Apr 17, 2014, 12:26 am ET

Screen Shot 2014-04-15 at 1.23.47 PMThe candidate experience has become one of the most talked-about areas for improvement in the recruitment industry, in large part thanks to Gerry Crispin, who in 2010 announced his idea for the Candidate Experience Awards for Recruiters and Private Sector Employees. The idea was to develop a program to recognize and reward those companies who were providing a good experience to their recruiters and candidates.

Oddly enough, not a lot of attention seems to be paid to giving incentives to the people who actually provide the experience to candidates: recruiters. keep reading…

Are You Ready for the Changes Coming to Social Media?

by
Jody Ordioni
Apr 16, 2014, 5:17 am ET

Screen Shot 2014-04-13 at 6.16.22 PMMaybe it’s spring cleaning. Virtually every major social network is changing its interface or functionality.

Twitter Becomes More Like Facebook keep reading…

Gamification: Big Data Is Watching

by
Jim Wexler
Apr 15, 2014, 5:07 am ET

Screen Shot 2014-04-09 at 2.19.13 PMRecently, ERE asked me to conduct a webinar on The Impact of Gamification on Generational Talent. It’s an exciting topicworthy of exploration by forward-thinking talent acquisition executives, and in larger context calls for examination of the role of Big Data in business and in our overall culture.

The excitement surrounding Big Data is that web-browsing, location tracking, and social networks can help deliver automated, meaningful measurement of people and predict their behaviors. With our e-mails, social network interactions and mouse clicks able to be mined for insights, and personality-based assessment tests and games that study worker behavior, the ability to measure on a grand scale promises to transform organizational management.

Can Big Data make for a smarter working world, with more efficiently run companies guided by data and analysis? Are there dependable processes for predicting behaviors, skills, and preferences? Welcome to the relatively new field of workforce science, which adds predictive analytics to a hiring and career development playing field that’s long been dominated by gut intuition. keep reading…

Informal Survey: 1 In 10 IT Recruiting Inquiries Do Not Suck

by
Paul DeBettignies
Apr 15, 2014, 12:39 am ET

MinneBar 9Frankly I could have written this anytime the past two years, but I was hoping that as more of our industry talks about best practices in using social media and best ways to promote “employer brands” or “recruiter brands,” that things would get better.

I was wrong.

Really, really wrong. keep reading…

Proprietary Metrics — the Next Big Thing in Talent Management

by
Dr. John Sullivan
Apr 14, 2014, 5:39 am ET

The idea that you can create a template that will work forever doesn’t happen in any business … There’s some really, really bright people in this business. You can’t do the same thing the same way and be successful for a long period of time. — Billy Beane

Screen Shot 2014-04-10 at 8.57.20 AMI am a strong advocate of what I call “parallel benchmarking,” which is borrowing the proven best practices from completely different industries and functions. This article advocates the borrowing and the adaptation to talent management of what are known as “proprietary metrics” from the baseball industry. Proprietary metrics get their name because they cover metrics that are so powerful that they are “owned” and their components are therefore not shared. In baseball, there are dozens of proprietary metrics, while in the corporate world of talent management, they are surprisingly rare. Corporate examples of these proprietary metrics include Google’s “retention metric” for predicting which employees are about to quit and its “hiring success algorithm” for predicting the characteristics that lead to new hire success on the job.

Baseball Has the Most Advanced Metric Model to Learn From keep reading…

Your Employer Brand: It’s Serious Business

by
Michael Savage
Apr 11, 2014, 5:27 am ET

brandingIs your company or category going through a major transformation?

Are you in the midst of launching a new consumer brand promise?

Do you have trouble articulating your employment story to candidates?

If you answered “Yes” to any of the questions above, you may want to consider re-evaluating your current employer brand. Here’s why.

keep reading…

The Who-What-Where-Why-How of Vying for Talent

by
Mark Tortorici
Apr 10, 2014, 5:33 am ET

Every few years or so, it happens. Someone declares a “War for Talent,” battle lines are drawn, and then candidate poaching begins. While some of this is a little sensationalist, it’s also very true. Any company who wants to attract the best and brightest, and also the best personality and culture fit, must set themselves apart. Since there are many companies all vying for the same types of candidates, the landscape can get cluttered.

So let’s talk about who, what, where, why and how: keep reading…

Recruiters: Step Away from the Computer and Start Talking to Hiring Managers

by
Elizabeth McCrea Theodore
Apr 8, 2014, 5:44 am ET

While we can all admit that technology has greatly enhanced how we work, relationships are at the core of recruiting. And there’s one relationship that many recruiters are neglecting — the hiring manager relationship.

Hiring managers can be a tremendous source of ideas, intelligence, and potential candidates, if you build the relationship the right way. Here are three easy steps you can take to tap into your hiring managers’ knowledge and networks, while also building better working relationships with your hiring managers.  keep reading…

Big Challenges for Recruiting Leaders — The Top 10 Upcoming Recruiting Problems

by
Dr. John Sullivan
Apr 7, 2014, 5:23 am ET

Those who follow my articles know that I frequently write on the positive trends and the big ideas that recruiting leaders need to be aware of. However, I have not often written about the biggest strategic challenges or problems that corporate recruiting leaders face. Of course no one wants to dwell on the negative. But since I am predicting that during the next few years we will all encounter a completely transformed world of recruiting, it only makes sense to at least be aware of our largest current and upcoming challenges. If you don’t act proactively to mitigate these major challenges, they unfortunately may grow out of control, causing exponential damage to your firm.

The Top 10 Highest-impact Strategic Recruiting Challenges keep reading…

Time for Job Offers to Be as Exciting as College Admissions

by
John Zappe
Apr 3, 2014, 5:05 am ET

college acceptance videoJust like a job finalist waiting for a decision, college-bound teenagers have been watching the mailbox for the telltale thick envelope that means “Yes.” Thin ones are usually bad news.

Some schools email their decision. Last week, the Ivies simultaneously released their decision online at 5 p.m. EDT Thursday. Other schools send confetti, or links to an acceptance video.

None, though, were more creative than the University of Southern California’s brand new Jimmy Iovine and Andre Young Academy for Arts, Technology, and the Business of Innovation. The accepted applicants each received a personal video with congratulations from Iovine and Young, better known as the hip-hop artist Dr. Dre. Iovine, Dre’s longtime associate, is a successful and well known music producer. keep reading…

Recruiting Against the Private Sector: What Government Can Do to Better to Compete for Talent From Campus

by
John Flato and Bob Lavigna
Apr 2, 2014, 5:57 am ET

Screen Shot 2014-03-17 at 6.57.27 AMIn a previous article, we described the keen interest in employment in the public sector by millenials. Federal employment provides many of the most important attributes that students identify as attractive for their careers. This is evidenced by federal agencies being chosen among the top “ideal employers” identified in Universum’s student survey of tens of thousands of college students: the Federal Bureau of Investigation, National Institutes of Health, Peace Corps, Department of State, and NASA, to name a few. However, despite the appeal of public sector careers, most government agencies are quite inefficient in their recruiting and selection processes and consequently lose many top candidates to the private sector.

Compounding this handicap is the fact that the job market for new campus graduates has heated up once again. According to the 2014 National Association of Colleges and Employers survey, employers plan to increase their hiring from the class of 2014 by 7.8 percent for their U.S. operations. While the job market is certainly tough for some recent graduates, the most sought-after candidates are receiving multiple offers with higher salaries. Agency recruiting and hiring practices must change to effectively for the desired talent.

Here are 11 suggestions that the public sector might deploy that parallel successful practices in the private sector: keep reading…

Rocky Mountain High

by
Raghav Singh
Mar 28, 2014, 5:50 am ET

college_weedThe top 10 reasons to attend the next Colorado Marijuana Industry Job Fair

10. When you onboard people, instead of “Hi, how are you?” you can greet them with “How high are you?” keep reading…

Class Hiring Tips for Recruiters

by
Donna DeCosta
Mar 28, 2014, 12:36 am ET

Companies with call centers or large customer service centers need to hire high volumes of employees on a continual, routine basis. This type of hiring presents unique challenges and requires dedicated, results-focused recruiters to keep a steady pipeline of candidates flowing through the system. If you are responsible for class hiring, here is a primer and some tips on how to succeed. keep reading…

Moving from Transactions to Engagement — 4 Recruiting Trends

by
Kevin Wheeler
Mar 27, 2014, 5:09 am ET

Screen Shot 2014-03-13 at 3.08.18 PMRecruiting is finally moving away from transactional thinking and beginning to understand how to better connect and engage with relevant candidates. We are not there yet, and I may be too optimistic, but many recruiters are making the transition to engage candidates and improve their experience and are therefore making more hires, increasing candidate satisfaction, and bringing in people who become productive faster and stay longer. An exemplar here is Google that has dropped many of its previous job requirements and adopted ones based on data and results.

We are moving slowly through the hype of technology into the deeper waters of understanding candidate psychology and motivation.  Over the next five years I expect to see much less focus on tools and technology, and much more use of them to really engage candidates and improve the experience they have in finding the right use of their skills.

Here are the four trends I see unfolding. They will not all be competed in 2014 but they will certainly be well underway in many organizations.  I’d love your comments and feedback.

Engagement/Experience 2.0 keep reading…

Fishing for Candidates at Spring Job Fairs

by
Kevin Panet
Mar 27, 2014, 5:02 am ET

Screen Shot 2014-03-24 at 8.01.53 AMSpring has sprung for many job seekers, and that means shifting their job searches into high gear. Your goal of course is to fish for the special few who have what you are looking for in a new employee. The problem is that most job fairs only give you three or four hours to fish, with hundreds of job seekers streaming past your table. It takes real skill and talent to hook the right ones. Here are a few tips to help you catch the winners. keep reading…

Hire for Bench Strength or Brace for Failure

by
Jim Roddy
Mar 25, 2014, 5:29 am ET

Screen Shot 2014-03-17 at 8.25.05 PMBaseball spring training is here, so it’s a perfect time for us to talk about the importance of an organization’s bench strength. When you think about all-time greatest baseball players, near the top of the list are legends Ted Williams, Ty Cobb, Ernie Banks, Rod Carew, Tony Gwynn, and Harmon Killebrew.

Guess how many World Series championships those Hall of Famers won combined? As many as you and me: Zero. Those players all set individual major league records, but their teams never won the ultimate prize.

Tying that point to our organizations, we can’t be satisfied having just a couple superstars on our team and no bench strength to support them. Ultimately, we won’t win. Our organizations won’t achieve key goals in a timely manner, and we run the risk of sliding backwards if we lose one of our superstars.

Too often, we hire people whose full potential and ambition are invested in performing the jobs they’re hired for. Then, when we need more from them, they’re not able or willing to go the extra mile.

Your goal should be to have at all times (or be working toward) at least one employee with the skills, personality, character, ambition, and technical competence to take over each key position in your organization right away. Without this, your company will be unable to attain its growth goals quickly, reducing future profits and opportunities for your co-workers to achieve their career goals.

Also, if a key player is incapacitated for a couple months or longer, your organization could be damaged. I learned that lesson the hard way when I was diagnosed with cancer. But I was fortunate that we had hired several high-potential people who filled in for me when I was sidelined by my surgery and chemo treatments.

Here are four important actions I suggest you take to improve your bench strength:  keep reading…