Receive daily articles & headlines each day in your inbox with your free ERE Daily Subscription.

Not logged in. [log in or register]

Advice and How-Tos RSS feed

Advice and How-Tos

Our Steps From Good to Great

by Mar 3, 2015, 5:26 am ET

Screen Shot 2015-01-20 at 12.07.13 PMWell, I and my team are still so excited to have won large company Talent Acquisition Department of the Year, and now it is time to start sharing what got us there.

First a little bit of background: I joined Spectrum Health in September of 2013, with the mission to take a good team and make it great. keep reading…

Grow a Pair — Treat Other Firms as Your ‘Farm Teams’ and as Part of Your Talent Pipeline

by Mar 2, 2015, 5:24 am ET

Screen Shot 2015-02-26 at 2.46.04 PMI get frustrated with recruiting leaders that continually say that they want to be bold and strategic but they end up actually taking only minor actions. Well, if you’re feeling bold again, I have a strategic big idea for you to consider — build an inexpensive future talent pipeline of already trained and proven-on-the-job talent by identifying potential “farm teams” to recruit from.

Recruiting farm teams are slightly little less desirable or “one-level down” firms in your industry that you target specifically because their former employees have performed so well after joining your firm. Of course, you don’t get formal permission to recruit out of “your farm team,” but you don’t need it because their employees already dream of someday moving up to the next-up-level firm. keep reading…

We’re Exposing Kids to Careers They Didn’t Know Existed

by Feb 27, 2015, 5:15 am ET

labAn initiative to provide students with exposure to the world of work and engineering is almost one year new at Qualcomm campus in San Diego. The company opened its doors to educators, parents, and students to get kids interested in engineering careers, and for students to understand what it takes to have a successful career in one of many exciting, in-demand and well-paying STEM fields. keep reading…

The War With Talent — Epic Battle No. 2: Talent assessment violates the golden rule

by Feb 26, 2015, 5:00 am ET

1936 Grand Canyon photoPart 1 of this three-part series identified a growing rebellion in which individuals looking to obtain meaningful work opportunities (i.e. talent) are taking up arms against the companies for whom they are trying to work. Part one focused on the use of public data as a substitute for more the more traditional talent assessment fare, a battle that involves chess-playing terminator robots, hackers, psychographic profiling, drones, and the like.

While the first battle is more about covert ops, there is a second battle that is raging directly in the public eye. This battlefront is the job application process, and the reason for the rebellion is especially visible to anyone who is applying for a job these days.   keep reading…

Hire Like Google — Project the ‘Career Trajectory’ of Your Candidates

by Feb 23, 2015, 5:49 am ET

job movementI frequently get asked the question “What is the one thing that recruiting functions should be systematically doing, but for some unexplained reason, it doesn’t do it?”

Well, one quick answer to that question is “to project the career trajectory of potential hires.” Which simply means to assess whether a candidate, after they are hired, are likely to progress and develop at top speed, average speed, or below average speed in critical areas like learning, promotion, leadership, and innovation. keep reading…

Yes, Millennials Can Drive One Nuts, But If You Adapt It Pays Off

by Feb 20, 2015, 12:24 am ET

Screen Shot 2015-01-30 at 12.23.22 PMBy 2020, millennials will make up 50 percent of the workforce. By 2025, that number is likely to reach 75 percent.

Given the huge millennial population, companies must hire them in increasing numbers. A study done late by my company, Scout Exchange, and Oracle HCM Users Group, sheds light on what we can expect from this generation of Americans born between 1976 and 1994.

This survey of over 20,000 human relations professionals shows that while many millennials fit their negative workplace stereotype, there is reason for hope, too.

Here are what many of the HR managers said:  keep reading…

The Next Frontier in Talent Acquisition Is Marketing

by Feb 18, 2015, 12:31 am ET

Screen Shot 2015-02-09 at 10.27.13 AMIn the next two to five years the top employers of choice will be the organizations that consistently communicate an authentic employer brand story and value proposition that wins the attention of highly specialized talent and compels them to follow, engage, and ultimately join (and stay) on their teams.

To tell the right story and deliver on their employer brand promise, chief human resources officers and talent acquisition leaders must evolve their recruitment marketing strategy with a tighter focus on building longer-term relationships with the right candidates. To do this, talent acquisition leaders will need strong marketing competencies within the talent acquisition function, a measurable process, and purpose-built technology. In this piece, I focus on the urgency to strengthen marketing competencies within the talent acquisition function and offer my tips for how to get started. keep reading…

15 Employer Branding Best Practices You Need to Know

by Feb 17, 2015, 5:12 am ET

ownershipI was fortunate to share many wonderful moments with friends and partners during my 2014 Employer Brand Global Tour, which took me to London, New York, Milan, Vilnius, Toronto, Sydney, Perth, Cluj, Bucharest, Vienna, Stockholm, and Singapore! On the way home (24 hours of flying) I reflected as I always do at this time of the year to think about the year ahead.

I’ve now travelled to more than 50 cities in 30 countries on my employer branding global tours since 2007 and each city I visit provides new insights into the challenges and successes companies are experiencing in developing, implementing, and managing their employer brand strategy.

The rest of this year will be a break out year for the employer branding industry if the trend of companies hiring dedicated employer brand leaders continues as it has over the past few years. We will see a tipping point in employer branding, led by the U.S. keep reading…

Talent Assessment — Friend or Foe in the War With Talent?

by Feb 11, 2015, 5:22 am ET

handler vs terminatorNo, I did not mean to say the war for talent. While there is a lot of talk about such a war, the real war going on right now is not “for talent.” It’s against it.

Employers vs. Talent — The War has Begun! keep reading…

Balancing Multiple Reqs With Multiple Hiring Managers

by Feb 10, 2015, 5:31 am ET

Screen Shot 2015-01-27 at 9.30.48 AMIf you work in an organization as large as mine, you are probably used to carrying a heavy requisition load. It is the awesome and busy world of corporate recruiting. If you are even luckier to recruit for those jobs that require little to no barrier to entry, you are more than likely tasked with having to deal with not only multiple reqs to fill, but also a plethora of busy hiring managers.

Filling the jobs is the easy part; it is balancing multiple reqs with multiple hiring managers that can be the challenge.

Below you will find some helpful tips on how to make it all happen without losing your mind in the process. keep reading…

Passive Candidates — Valuable, Yes, but They’re Not Passive Nor Are They Candidates

by Feb 9, 2015, 5:55 am ET

Screen Shot 2015-02-05 at 2.02.01 PMWhy calling them “passive candidates” or “passive job seekers” is misleading

Using the term “passive candidate” is just wrong for so many reasons. First, these recruiting targets haven’t applied for anything, so they can’t be classified as candidates (the correct name for those who have not applied is prospects). Calling them “passive job seekers” is equally inaccurate because they are not in fact currently seeking a job. And finally, they can’t accurately be called “passive” because they are definitely not passive individuals. In fact they are frequently bold and aggressive individuals while on the job.

The only thing that these prospects are passive about is looking for a new job. First, they are disinterested because they already have a job. In addition, because they are also top performers, they are likely to have a good manager and to be treated well, which means they have no business reason to look for a new job outside their current firm.

Once you understand the proper name to call them, you still have a major problem because “not-looking top prospects” can simply never be reached through normal recruiting channels (because almost all of these approaches are designed for prospects who are “actively” looking for a job). There are four key realizations that recruiting leaders must accept if they expect to have any real chance to land these highly desirable “not-looking top prospects.” The realizations include: keep reading…

Why Companies Are Investing More in Workplace Flexibility Programs in 2015

by Feb 6, 2015, 5:42 am ET

Screen Shot 2015-01-27 at 11.42.25 AMWe’ve been hearing a lot about workplace flexibility because work/life balance is much more complicated in today’s always-connected technology world. The idea of disconnecting from work after you head home to be with your family is not realistic anymore since business is 24/7 instead of 9-to-5. keep reading…

5 Tips for Hiring Entrepreneurial People

by Feb 3, 2015, 5:38 am ET

Screen Shot 2015-01-26 at 3.34.42 PMHiring entrepreneurial people can do wonders for your company. As a manager, it would be foolish to assume you can do everything and have all the right answers. You can’t be an expert on marketing, product, engineering, sales, business development, etc. The beauty is that if you work with entrepreneurial people, you don’t have to.

Entrepreneurial people are those who can:

  • Work with limited resources
  • Enjoy figuring out a solution without a rulebook
  • Overcome any challenges or setbacks

Entrepreneurial people help make business decisions, strategize, and put it quite simply, “figure it out with you.” It is much more beneficial to have more brains tackling a problem rather than one.

But hiring entrepreneurial people isn’t easy. To do it:  keep reading…

When You Have More Requisitions and Projects Than You Do Recruiters …

by Feb 3, 2015, 5:23 am ET

erewebinars-event-erc15[1]More requisitions and projects than you do recruiters. Would you believe it’s a talent acquisition opportunity?

Who hasn’t been in a situation where you have the day-to-day tasks of recruiting, and then being “awarded” the wonderful task of managing talent projects? keep reading…

The Passive Candidate Spectrum — Getting Inside their Psyche for More Successful Recruiting

by Jan 30, 2015, 5:11 am ET

Screen Shot 2015-01-09 at 3.08.14 PMWe’ve all met superstar recruiters at some point in our careers. The ones who work with essentially the same tools and resources as everyone else but still manage to consistently outperform their peers. Those elite few who regularly source “unreachable” candidates and close top-tier talent at impressive rates.

One of the hallmarks of the superstar recruiters is that they possess a more sophisticated understanding of passive candidates. The average recruiter thinks of candidates as either active or passive. The active candidates are those who are cruising job boards, lining up around the building trying to get jobs, and filling recruiters’ inboxes with resumes. They are generally dismissed and perceived as undesirable. Passive candidates are successful professionals who are succeeding at their jobs and not looking for new opportunities. They are highly sought-after and are considered the best quality candidates.

But, the more sophisticated recruiters understand that the market is far more nuanced than that. They recognize that pigeonholing candidates into these two distinct categories is not only simplistic and inaccurate but unproductive.

The Passive Candidate Map keep reading…

The Free Lunch Is Over: How LinkedIn Just Changed the Game

by Jan 29, 2015, 5:30 am ET

Screen Shot 2015-01-28 at 5.16.40 AM

This article has been updated to reflect two items found in a previous version, that LinkedIn pointed out were incorrect. (updated again, 1/30/15)

LinkedIn, the No. 1 social network used by recruiters and sourcers around the world, is changing the game: it has decided to give it all away for free. This is a direct quote from their website:

“As part of our ongoing efforts to make search on LinkedIn more relevant and powerful for you, we’re increasing the visibility of your extended network in search. You’ll now be able to view full names and profiles for anyone in your extended network — 1st, 2nd, and 3rd degree — a level of visibility previously available only to paid subscribers. Previously, you would have only seen the first names with last names obfuscated for some search results, but you’ll now be able to see full names and profiles of all results. This will help you find even more of the people you’re looking for, and get yourself found more in return.”

This is great news! Right? Well … hold on. keep reading…

Hard-to-find Recruiting Skills

by Jan 28, 2015, 5:39 am ET

Boston vs CACurrently there are 6,890 recruiter jobs posted online and about 3,246 employers filling these openings throughout the U.S. This number reflects all job listings that specifically use the terms recruiter or recruiting in the job title. Some of the recruiters reading this article will be looking for a job or filling a recruiting opening in 2015.

With this in mind, we researched which of the most in-demand recruiting skills, with at least 50 job ads or more, are likely to be hard to find. For recruiters, we’ll offer suggestions for what you can do to find talent. keep reading…

Develop a “1-Day Hiring” Program to Avoid Losing In-Demand Candidates, Part 2 of 2

by Jan 26, 2015, 5:23 am ET

Odds are that it happens way too frequently at your firm. You finally get a highly qualified applicant for one of your critical jobs, and in what seems like an instant, the prized candidate you are counting on is gone.

walmartThe reason that you can’t land any of these top “in-demand” candidates is simply because they have already accepted another offer before you have even completed your standard interviewing process. Fortunately, there is a way to stop this loss of top candidates, and it is called a one-day hiring program.

One-day hiring is a condensed corporate hiring process where you complete all interviewing and reference checking and you make an offer before the candidate leaves the building. The effectiveness of one-day hiring has been demonstrated many times in the hiring of nurses, call-center staff, and for retail jobs (including Wal-Mart and Urban Outfitters). It is also routinely used when hiring interns and many college hires. In last week’s Part 1, I highlighted the many benefits of a one-day hiring process. This Part 2 covers the recommended action steps for implementing an effective one-day hiring process.  keep reading…

Let’s Rethink College Recruiting

by Jan 23, 2015, 5:23 am ET

Screen Shot 2015-01-19 at 8.21.53 AMCollege relations as a talent acquisition function is broken. It has been broken for a long time, but, like so many things in our space, it can be fixed, and honestly without too much trouble.

Talent acquisition leaders need to drive immediate changes in how we as companies interact and communicate with institutions of higher education. Your college relationships team can focus on the students and career services, but we as senior leaders need to focus on leadership-level relationships at the colleges and universities we want to partner with. That means top-level university leadership, the folks that can actually impact curriculum and programming.

Here are two things ways you can start interacting today with that leadership, that will drive significant long term benefits to your talent pipeline. keep reading…

PwC Launches New Careers Tool

by Jan 22, 2015, 6:03 pm ET

Screen Shot 2015-01-22 at 2.16.51 PMThe highly rated employer PwC is out with a new online career tool.

CareerAdvisor is an interactive tool, in some parts requiring a login, to help students figure out their interests and work preferences.  keep reading…