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Advice and How-Tos

3 Great Recruitment Marketing Tactics

by Oct 24, 2014, 12:16 am ET

Screen Shot 2014-10-14 at 3.15.59 PMYou’ve heard of all the same old tactics. Narrow your funnel, speak to the candidate, build trust and rapport, use a CRM. All of these are valuable, but they could be the fodder for any of the articles you see here or any other digital watering hole on the Internet. What I’ve been noticing lately are very cool, very novel tactics used by companies, often those who don’t even have a recruiting function per se. Here are some brand new plays to add to that well-worn playbook you use when approaching new talent. keep reading…

Examining the Growing Trend of ‘Ban the Box’

by Oct 21, 2014, 12:32 am ET

Screen Shot 2014-10-06 at 2.21.00 PMEmployers often seek as much information as possible about their candidates and the strengths and competencies they can bring to the company. But is asking about their criminal history during the application process going too far?

With the proliferation of “ban-the-box” laws in the U.S., whereby multiple states and local governments have passed legislation requiring that employers remove the questions pertaining to previous arrests or convictions from employment applications, that seems to be the trend.

While many of these laws pertain exclusively to employers in the public sector, there are a growing number of laws that apply to private employers as well. Such laws are currently in place in 13 states, with New Jersey being the latest to join the “ban-the-box” movement in August 2014 and Georgia lawmakers considering coming aboard as well. Many local jurisdictions have also banned the box, including Baltimore, Philadelphia, Seattle, Buffalo, San Francisco and, most recently, Washington, D.C.

As such laws continue to gain steam, employers must understand their responsibilities and how they can ensure compliance. But the most effective strategy is to stay ahead of the curve by working to eliminate the criminal history question before local regulations mandate it.

The Need for Ban-the-Box Laws keep reading…

Ebola — Are Your Corporate Leaders Prepared for All Upcoming Employee Issues?

by Oct 20, 2014, 12:38 am ET

Screen Shot 2014-10-16 at 1.45.18 PMYou might initially think that Ebola is only a medical issue, but corporate leaders, HR, and recruiting professionals should realize that the likely upcoming Ebola-related panic and anxiety will also negatively impact an organization’s employees and candidates.

Take a moment to visualize this possible scenario where during the upcoming flu season employees will irrationally stress, panic, and avoid other employees and customers who appear to be even slightly symptomatic. Envision an HR function that will be bombarded with questions and concerns about sick leave, medical benefits, and a variety of Ebola related issues.

So if you operate under the philosophy that it’s better to be prepared than surprised, prepare for the possibility that the fear of the Ebola disease alone will result in severe employee stress, turmoil, and lower productivity.

The Top 10 Ebola-related People Management Issues You Should Be Preparing For keep reading…

Some Quick Thoughts on Big Data and Metrics

by Oct 17, 2014, 12:08 am ET

common metricsA lot of companies have been talking about big data lately, but what does mean for us in HR and talent acquisition?

Simply put, it is using data to spot trends and make decisions that impact the business. This is no different from what companies have been doing for a while in other functional areas such as finance, corporate strategy, supply chain, and more recently HR. It is just that how this is captured, analyzed, and presented has changed.

Geoffrey Dubiski of Sumner Grace and I once gave a talk on “Recruiting and Your Bottom Line” at an IQPC event.

I think the points we made are still valid. Here’s an outline of some of our thoughts: keep reading…

How This New Zealand Technology Company Has Been Able to Double Headcount Each Year

by Oct 16, 2014, 12:58 am ET

office photoEROAD is an Auckland, New Zealand-based startup that was established to modernize road user charges in New Zealand. In 2007 the business began to commercialize its research and development and seven years on, it has just launched in both Australia and the United States.

Having seen several articles about EROAD’s recent IPO, growth into Australia and North America and its comparatively huge demand for highly skilled engineers, I met with EROAD’s HR Manager Rebecca McKaskell to gain an insight into how with a relatively unknown brand she has been able to support the highly technical resourcing demands of this business. keep reading…

What Employers Can Learn From the Abercrombie Religious Discrimination Case

by Oct 14, 2014, 12:49 am ET

Screen Shot 2014-10-10 at 11.18.54 AMOver the past five years, the EEOC has seen a significant increase in charges of religious discrimination. Between FY 1999 and FY 2008, the EEOC received an average of 2,447 such charges per year. Between FY 2009 and FY 2013, the EEOC has received more than 3,000 such charges each year, with a record 4,151 charges received in FY 2011 alone. With the religious diversity of the country increasing, it is unsurprising that public and private employers and applicants and employees of faith are struggling to figure out each other’s expectations.

Hopefully, the Supreme Court will be able to provide some guidance on the subject. This week, the Court agreed to review a decision from the Tenth Circuit Court of Appeals involving Abercrombie & Fitch’s decision to deny employment to applicant Samantha Elauf because she wore a headscarf to her interview. Abercrombie has adopted a “Look Policy” for its “models” or sales floor employees, which prohibits models from wearing black clothing or “caps” and subjects violators of the Look Policy to discipline up to and including termination.

Elauf is a practicing Muslim and has been wearing a hijab or headscarf since the age of 13 for religious reasons. During the interview, Elauf wore a black headscarf. The interviewing manager assumed that Elauf was a Muslim and wore the headscarf for religious reasons.  But neither she nor Elauf said anything during the interview to confirm or counter that assumption. keep reading…

The Top 10 Actions for Dramatically Improving Employee Referral Program Results

by Oct 13, 2014, 12:02 am ET

As the economy improves and recruiting top talent becomes more difficult, focus on employee referrals. They routinely produce the highest volume and quality of hire. If you are getting less than 40 percent of your hires from your employee referral program, here are the top 10 actions that I have found will dramatically improve your ERP results.

The Top 10 High-impact Actions for Increasing Referral Results keep reading…

Recruiting in the Purpose Economy

by Oct 10, 2014, 12:45 am ET

Psychology TodayPurpose.

It’s what employees and job candidates, particularly the millennial generation, want in their work. And it’s what companies need in their teams to produce the goods and services millennials and others want to buy.

Employers are starting to find clues to help them attract people with purpose. keep reading…

Transportation Is Facing a Talent Shortage. How Will Employers Find the Candidates They Need?

by Oct 9, 2014, 5:47 am ET

transportationIf you’re hiring in transportation today, finding the talent you need in the coming years might seem a bit daunting.

More than in the labor market overall, employment in transportation related occupations are highly attuned to economic fluctuations. Acting as a bellwether of the nation’s economic health, that employment fell dramatically during the Great Recession. As the economy began to recover, transportation hiring outpaced other industries for two years starting in 2011. Now, consumer spending continues to improve and the energy industry is booming, meaning that demand for drivers is higher than ever. keep reading…

Time to Kill the Requisition?

by Oct 7, 2014, 12:48 am ET

Screen Shot 2014-09-30 at 12.58.31 PMMost corporate recruiting teams still rely on requisition-based hiring. In most cases this means they focus on recruiting for openings as they arise using whatever recruiting channels yield the “right” talent readily available. Unfortunately their processes don’t typically yield the best talent as quickly as needed, leaving operational teams frustrated with the results.

The solution is to have a pipeline of talent at the ready when a new position arises. keep reading…

Recruit Top Prospects During Their ‘Angry Hours’ — Because Timing Is Everything

by Oct 6, 2014, 12:03 am ET

An in-depth analysis on how the right timing can dramatically improve recruiting

In my experience, the hardest-to-recruit exceptional targets are those who I label as “no, and stop calling me” passive top prospects who simply won’t accept a recruiter’s call. Even though most recruiters will tell you that their lack of interest in changing jobs is unwavering, my research has found that there are exceptions that may occur once or twice during each year, and I call them “their angry hours.”

During this brief time period the prospect is open to a recruiting discussion because something has recently occurred that makes them angry about their job, their manager, or their company. And for at least a few hours … that anger makes them suddenly receptive to recruiter calls and to new job opportunities.

Timing Is Everything in Sales and Recruiting keep reading…

Startups Tackling LinkedIn, Onboarding, Hourly Hiring, Resume Screening, Interviewing

by Oct 3, 2014, 3:42 pm ET

Screen Shot 2014-10-03 at 12.36.06 PMYou know those short summaries at the top of LinkedIn, where the person describes themselves and what they do? Like this:

Connecting Talent With Opportunity At Massive Scale

or this:

The “Mad Scientist of Online Recruiting” – Specializing in Talent Acquisition, Employer Branding & Social Recruiting

or just a simple:

Public Relations Director, Human Resource Services, PricewaterhouseCoopers

Well, a new tool will help companies and employees put those summaries together. It’s just one of many new technologies in the talent acquisition field. Read on. keep reading…

What Soft Skills Are

by Oct 3, 2014, 12:03 am ET

Screen Shot 2014-09-10 at 6.13.54 AMTo some, soft skills are code for corporate culture; for others they are the emotional side of working well together as a team and being a team player. Yet to others it represents specific skills that companies spend large amounts of money to develop within their people.

I ask companies small to large what kinds of skills they are looking for in their new recruits.  They often start the conversation by saying “I can teach the hard skills specific to my organization or industry but what I really need are people that are problem solvers, can work in teams, can communicate well, have learned how to learn, and can lead teams.”

What they are saying is they need 21st-century skills or what we are calling soft skills. These five skills below are the essence of soft skills, and every company, no matter its size will either succeed or fail in the 21st century based on how well these skills are developed and used in their organization.

Let’s look at five soft skills and the role they play in your success. keep reading…

The Problem Might Not Be the Hiring Manager. It Might Be You.

by Oct 1, 2014, 12:26 am ET

U.S. Air Force photo by Senior Airman Amber E. N. Jacobs/ReleasedYour talent acquisition team has been tasked with finding someone to fill a tough, high-profile, technical hiring need in engineering or science or information technology. The position is open for a while and your company’s senior leadership is getting nervous because the skill set is urgently needed on a mission-critical project.

Qualified candidates aren’t applying. Significant man-hours are being put into sourcing and recruiting for the role. Finally, an interested candidate is identified whose resume looks promising. She does well on her initial phone screen and is brought in for an interview. Things look good but then comes the hiring manager’s feedback. keep reading…

Making an Offer: It’s Not All About the Money

by Sep 30, 2014, 12:58 am ET

Sometimes recruiters think that if they get the most money for the candidate, then the candidate will accept. But it’s not all about money, but more about making the candidate feel like they have a say in the hiring process and addressing their financial needskeep reading…

HR Ranks at the Bottom — Reasons to Adopt Metrics and Predictive Analytics

by Sep 29, 2014, 12:55 am ET

When you survey the most frequent users of analytics and metrics in the corporate world, not surprisingly you find that HR ranks at the very bottom. Compared to finance, which is ranked No. 1, HR compares poorly with only half of its functions being classified as advanced users and three times more HR functions are classified as non-users.

HR shouldn’t be surprised to learn that the executive team came in No. 2 because they (along with finance) are at the forefront of demanding more metrics and analytics from HR. The remaining business functions, operations, R&D, marketing, and sales all had a higher percentage of advanced metrics users than HR in this excellent 2013 AMA/i4cp study. I have been a public advocate of talent management and talent acquisition shifting to a data-based model for decades but the transition at most corporations has been slow, expensive, and painful. Because I give regular presentations on analytics and metrics, I’ve been able to capture a long list of reasons why firms should shift to a data-based model. The remainder of this article is simply a list of credible reasons that resonate with most HR audiences as to why your corporate talent function should embrace metrics and a data-based decision model.

Part I – Reasons Why Every Firm Needs to Shift to Data-based HR Model Using Standard Metrics and Analytics keep reading…

What’s Wrong With Retention Bonuses? Pretty Much Everything

by Sep 22, 2014, 6:35 am ET

In 30 years, I have yet to see a retention bonus retain, let alone motivate, anyone. – Kate D’ Camp, former VP of HR at Cisco

Let’s face it: only a few people voluntarily spend any time thinking about the use of employee retention bonuses (ERBs). I wouldn’t either, except for the fact that a majority of major firms use them instead of much more effective retention approaches. The use of retention bonuses is at an all-time high but I wonder why, because they’re expensive and only occasionally do  work. In my over 20 years of work as a thought leader and practitioner in retention, I have been unable to find any credible corporate data that even comes close to demonstrating the effectiveness of retention bonuses.  

The major flaws of employee retention bonuses fall into three categories, which include:

  • ERBs are evil because they are a form of “paid servitude,” where you buy rather than earn employee loyalty.
  • ERBs don’t actually work in a time when turnover rates have gone up 45 percent.
  • ERBs have many negative unintended consequences that unintentionally create damage.

Maybe the lack of data proving the effectiveness of retention bonuses is not such a big surprise, because almost nothing in corporate retention is data-driven. There is also no data to prove the effectiveness of most other common “retention resource wasters” like improving benefits for all, engagement efforts to improve retention, or offering a coach/mentor or profit-sharing. Despite their lack of supporting evidence, the use of retention bonuses has doubled since 2010 (according to a recent WorldatWork survey). If you are a corporate manager or a talent management professional who is considering offering retention bonuses, review the following 25 ugly reasons thoroughly before you act. In my book, they rank at the very bottom as the least effective commonly used retention tool.

The Top 25 Reasons Why Retention Bonuses Don’t Work keep reading…

Is It Easier to Recruit Recruiters in the U.S. or Canada?

by Sep 19, 2014, 12:14 am ET

Quebec CityAre you looking for a new job, or filling recruiter positions? Being on either end of the spectrum, it may be useful to know what the labor markets are like in North America. We used WANTED Analytics hiring demand and talent supply data to analyze and compare hiring trends for recruiters in the U.S. and Canada. keep reading…

The Death of the Job; The Rise of British Entrepreneurialism

by Sep 19, 2014, 12:01 am ET

Screen Shot 2014-09-10 at 6.27.53 AMA strange thing started happening in the UK throughout 2011 and 2012. While the economy continued to flatline and people all over the nation struggled through the hangover of the recession, we were told time and again by government spokespeople that the job market was exploding. Unfortunately for the 2.6 million unemployed people looking for jobs at this time, this surge in the job market was being driven mostly by self-employment and people starting up micro-businesses. In fact, since 2010, more than 40 percent of newly created jobs are held by the self-employed, and a whopping 16 percent of the total workforce, around 5 million people, fall into this category.

This is not only the highest ever level of self-employment in the UK, but it also makes us the self-employed capital of Western Europe.

However, is this entrepreneurial boom solely the byproduct of the recession and a broken economy, or does it tell of a deeper shift in the UK’s attitudes towards work? Furthermore, what effects will this trend have on the UK’s economy and society in the future?

What Really Caused the Rise of Entrepreneurialism in the UK? keep reading…

Win Over Your Hiring Managers

by Sep 18, 2014, 12:04 am ET

In a large or small organization, there is a need for a recruiter to take charge at times. Below are scenarios that occur in almost every organization. The key steps underneath will improve your time to fill, relationship with the hiring manager, and establish yourself as a trusted advisor.

Scenarios: keep reading…