(SAP was this year’s ERE Recruiting Excellence winner for the best employer brand and most strategic use of technology)
The “best” talent is getting harder to hire. Areas like the San Francisco Bay are witnessing a real high-tech “war for talent.” How can we shake up the traditional model of employment branding, and make an impact in this war? In the future, can we make the branding function self funding? Is that even possible?
The employment brand function is evolving. The old days of creating bright and colorful posters, giveaway swag, and running speculative brand campaigns with no data measurements are consigned to the dustbins of history.
As we seek to hire more passive candidates (which we all know is 80 percent of the talent pool), we need to get more creative in the way we reach out and seduce these passives. That’s why sourcing, digital marketing, and social media marketing are now a critical part of hiring campaign management. Employment branding has grown up. It’s 2015 and we are anchored on big data because we have to be.
What is the Future of Employment Branding? keep reading…
If you are currently a recruiter and you’re worried about your future … I agree, you should be.
Consider a future as a recruiter where sourcing is gone, and so is resume screening and candidate assessment. All that is left for recruiter to do is related to selling candidates, which unfortunately, is something that most corporate recruiters do not excel at.
This shift is occurring partially because recruiting has been a “soft” field since its inception. But finally, recruiting is beginning to follow the pattern that proved so successful in the past on the business side of the enterprise in areas like CRM, marketing, and sales. Recruiting is now finally beginning the inevitable shift to a hard scientific approach, where database decision-making and software technology will literally take over most of the roles currently held by human recruiters. Current recruiters should be aware of this upcoming obsolescence, because there will soon be data to show that much of what they do will soon be done much better, faster, and cheaper by data-driven algorithms and software.
If you are a recruiter and you are involved in sourcing, resume screening, job matching, candidate assessment, or interviewing, you must realize that those parts of your role will soon become as irrelevant as RadioShack and Kodak. But don’t stop going to recruiter conferences and don’t start studying for your real estate license yet, because there will still be corporate recruiters in the future. Their primary role will be much different and it will be limited to influencing or selling prospects, candidates, and hiring managers. In other words, selling will become the critical competency for a corporate recruiter, much like it has been for third-party executive search for decades.
Why Much of What Corporate Recruiters Do Today Will Be Replaced by Technology keep reading…
The U.S. economy added 126,000 jobs in March, with employment trending upward in professional and business services, health care, and retail trade. Congrats recruiters, you just got busier. While the continued growth of the job pool stands as a positive sign for U.S. business, more jobs means more work for recruiters. Every HR professional I’ve talked to is feeling the pressure. New jobs are posted every day, leaving teams sifting through hundreds, and maybe even thousands, of applicants.
Everyone is feeling the strain, as previously successful process slowly begin to falter, leaving teams without the tools necessary to keep their heads above water. While the descent into overload might seem inevitable, it’s not. keep reading…
Hire hundreds of people, faster than we ever have, with no decrease in quality.
That was our task, and we completed it.
Let me tell you our story.
A Super-quick Overview of Why This Happened keep reading…
How do you disrupt traditional sourcing?
How do you drive higher performance while making work more fun?
Can you bring the philosophical principles of gamification to sourcing?
Can something be put into play that will help revolutionize sourcing across the recruitment industry?
These are some of the questions we asked ourselves at SAP as we set out on our award-winning reinvention of sourcing. keep reading…
20 Categories Of Candidates Who You Should Revisit
One of the most underused but surprisingly effective approaches to hiring focuses on “silver medalists.
If you’re not familiar with the term in recruiting, it is revisiting past applicants who that came in second during a previous hiring effort.
Now if you’re thinking that these individuals are “rejects,” you could be wrong because they may not have been hired simply because they had the bad luck of applying for a job at the very same time that a superstar candidate also did. keep reading…
Recently more than one recruiting leader asked whether their peers were still using cover letters or, if they had become like our dictionary perception of an appendix, a “useless [recruiting] remnant of our evolutionary past.”
And let’s not kid ourselves, every job coach still implores their clients to upload a customized cover letter for each and every job they apply to. Most ATSs accommodate the behavior.
But, it appears that more firms are not turning the “upload” feature on … and some with it on have begun to turn it off.
Are recruiters really reading digitized cover letters to get added “insight” to sort qualified candidates and select finalists or, would they prefer automated, curated social media content scrapped from esoteric group discussions all nicely tagged with sentiment labels and delivered by a cool app with its secret sauce algorithm?
Are there firms that still require their recruiters to review cover letters as part of selecting the finalists or is it just a “nice to have” when the finalist has been chosen to prep the hiring manager?
Do cover letters make a difference to the employer’s choice anymore? keep reading…
Factset, Sodexo, Amtrak. These companies all have one thing in common when it comes to marketing themselves to job seekers.
They all create large amounts of content distributed via social media that is geared toward prospective candidates.
Today’s job seeker is more savvy than ever. They want desperately to know what your company is like to work for. They want to see where they’ll be working. They want to understand who they’ll be working with.
Career content allows employers to be proactive and craft their own story. It makes job seekers think of them differently. keep reading…
Job interviews have become nothing more than an audition for a part.
Costumes are laid out the night before. Friends are recruited to judge a dress rehearsal of lines candidates have memorized and prepared in anticipation of the typical questions. Straying from comfort-zone questions is a great way to get candidates out of performance-mode so that you can genuinely get to know them. If you don’t find a way to get them off script, candidates will only tell you what they think will win them the part — leaving you guessing as to what qualities they actually possess. Here are four questions to help get candidates out of performance-mode: keep reading…
As more firms adapt a data-supported approach to HR decision-making, new data is revealing that commute issues can have a major impact on hiring success and retention. Now you may have assumed that commute issues were an obscure factor with only a minor impact, but you would be wrong.
You probably already know that long commute times frequently increase new-hire tardiness and absenteeism rates, but data now reveals that commute time can have a major negative impact on new hire retention. Firms like Xerox, KeyBank, and Gate Gourmet and advisory firms including Kenexa, Workday, and Evolv have found a connection in many jobs between commute time and new-hire retention and new hire success. Research by consultant Jeff Parks found that at one manufacturer “at 13 miles, which is about a 30-45 minute commute, the probability of quitting jumped to more than 92 percent.”
A Minimal Commute Has Extra Benefits keep reading…
We at SAP, recent winners of ERE awards for branding and technology, thrive on pushing the envelope, disrupting existing norms and perceived recruitment wisdoms. One of the hot topics in the recruitment industry today is whether an algorithm can replace a recruiter.
In seeking to answer this, we challenged the very traditional university recruiting model.
As far as the question we posed in the headline: WOW. That’s a controversial question!
Perhaps it’s a sensitive one for recruiters to read.
It’s an age-old question that has never truly been answered. Until today …
In a high-tech world, can a computer replace a recruiter? Or more precisely, can an algorithm replace a recruiter?
One of us — Matt — is going to talk about this more in San Diego this month on his panel, but let us say for now that the answer is yes. And we proved it in the field of university recruitment. keep reading…
Over the last 20 years I have mentored and developed a lot of people both formally and informally. At some point the same question comes up around how do I become the head of talent acquisition?
So with an article like this, I have to write a disclaimer up front:
It’s perfectly fine if you don’t want to climb the corporate ladder in a talent leadership role.
You are not less of an asset to a company if you are perfectly content being a specialized individual contributor.
Being an agency recruiter, consultant, or contractor can be just as rewarding (maybe even more so) versus running a recruitment department.
It’s OK to use a recruiting role as a stepping stone to something else in HR, the business, or a totally different line of work.
And finally, my journey is mine alone, so what you might read not everything might resonate with you, but I am hoping that if you just pull one helpful nugget out of this article, then that is the reward I was personally after.
Ok, now that we have that out of the way let’s get started. This might be one of those long articles, but heck, this is nearly 20 years of experience below. :)
I have not prioritized these into a stack ranked order of importance, but rather let’s call this a list of things that in my opinion have come up as foundational common themes over my career: keep reading…
Recruiting questions from hell that most recruiting leaders can’t answer
May I suggest that this may be the most thought-provoking recruiting article that you read this year. It is thought provoking because it covers mind-numbing questions that you are likely to get covering the business impacts of recruiting.
Answering tough questions is becoming more critical, because as the business world becomes more highly competitive and thus data driven, it has become increasingly more common for senior executives to literally grill functional leaders who are requesting continuing budget support with scary and difficult-to-answer questions. I call these inquiries “questions from hell” and in recruiting they include questions like “Show me the ROI of recruiting?” or “Show me how recruiting provides us with a competitive advantage?”
Some also call them “bone-chilling questions” because they can create instant panic in leaders when making budget or new program presentations. Executives from finance, marketing, customer service, and supply chain routinely come prepared with great answers to these tough questions. However, during my many years of researching and practicing recruiting, I have been continually disappointed in the level of business acumen and the ability of many recruiting leaders to answer these “questions from hell,” when they are posed by their CEO, the COO, or the toughest questioner of all, the CFO.
What CEOs, COOs, and CFOs Want to Know About Recruiting And Its Impacts keep reading…
Late last year, L’Oreal presented its talent attraction strategy at the LinkedIn Talent Connect event in London. If you didn’t attend or haven’t seen this presentation, you can view the video here. This stood out to me above all of the other presentations, because if there’s one thing a lot of companies have forgotten about, it’s the experience. And what L’Oreal have created with that simple concept is nothing short of incredible.
As recruiters, our job is to find talent to fill requisitions, but quite often we forget about the importance of things such as branding or candidate experience. And with all of the other tasks we need to get done, it’s a challenge to put our mind to concentrating on the bigger picture — making your company stand out and attractive to talent.
Here’s what you can learn from L’Oreal’s example: keep reading…
This is the second article in a series I’m writing detailing talent acquisition at Spectrum Health and our journey to best large TA team. Last month I focused on how we reorganized the team, and this month I will begin to discuss various process changes we focused on, starting with our improvement around acceptance rates. keep reading…
Despite the multitude of new communications channels employers can use to connect with talent, email is still one of the best ways to reach them. But to do so most effectively — in terms of attracting and building relationships with the best candidates — recruiting teams can learn a lot from their marketing counterparts.
Just consider the parallels: While marketers are concerned with finding new customers, recruiters need to find new candidates. Where marketers drive the corporate brand, recruiters drive the employer brand. And, as marketers build lead databases, target and re-engage customers, and work to make the sale, recruiters build talent pipelines, seek to continually engage talent and encourage them to apply. keep reading…
Having a strong talent bench is the difference between being ready to take advantage of opportunities and having to put critical business decisions on hold.
Here is how one company realized that its inadequate talent acquisition process delayed its succession plans and put the company at risk.
____________ keep reading…
Hiring for cultural fit is one of the main mantras within recruitment nowadays. Recruiters are encouraged to look beyond skills and past the job description to find candidates who “fit” with the organization and its values.
By contrast, we don’t talk nearly enough about how to create a company culture that can attract the best talent. In fact, the results of a recent survey suggested that just over half of companies don’t have a defined culture! This is crazy at a time when top candidates are increasingly concerned with “culture,” and often use it as a differentiator when deciding where to apply.
Inevitably when people bring up company culture, the conversation drifts to perks. How do we top a competitor that offers free dinner for employees working late? We have to provide free lunch! This is never the best way to approach the culture question. There will always be companies that can offer better “things.”
Instead, company’s need to think about creating a working environment that attracts top candidates and can get their team excited to come to work every morning. keep reading…
Trying to hire? Chances are that your candidates will type a job title into a search engine. Keep your job postings highly visible and optimized. If candidates can’t find your postings, you won’t get responses — but when your jobs are optimized, it can become one of the best methods of drawing traffic to the career section of your website. There is little cost involved to change your current posting methods, but the results could be well worth your time. keep reading…