One thing definitely not lacking in the human resources and talent-acquisition field are lists of the best workplaces. You’ve got local lists, regional lists, even lists of where high schoolers will want to work; national ones like Glassdoor’s, Universum’s, Fortune’s, and a WilsonHCG top-employment-brand list that a few talent-acquisition leaders told me via email they really liked.
One list out from Forbes (a magazine, apparently, that recruiters read quite widely) involved asking employees this: On a scale of 0-10, how likely would you be to recommend your employer to someone else? How about other employers in your industry?
The impact of the Affordable Care Act on employers and employees has not been as great as many feared when the controversial health insurance law was adopted.
Surveys by Global benefits consultant Mercer and the Society for Human Resource Management say few employers have cut hours for full-timers or seen a surge in new enrollments.
“As organizations learned more about the law, they found that their coverage levels were already the same or more than what the law required, minimizing the adjustments that some anticipated employers would need to make when the ACA was created,” said Evren Esen, director of SHRM’s survey programs. keep reading…
Half of all mid- to senior managers and professionals working in greater China and Singapore would relocate to North America for a promotion or to gain international exposure. However, except for those now working in Taiwan, a majority of the 4,500+ respondents surveyed for MRIC’s annual Talent Report: Greater China & Singapore say they’re not actively looking to relocate.
Overall, the number of managers and professionals who relocated last year is down from previous surveys, according to the report, which was prepared in partnership with the market research firm Ipsos. Although the change in Taiwan was barely measurable (down 1 point from 13 percent to 12 percent in 2014), elsewhere, especially in China and Singapore, the declines were as high as 5 percentage points. keep reading…
To fill their toughest healthcare and tech jobs, the nation’s employers are increasingly turning to staffing firms for help.
Research firm WANTED Technologies says employers are most likely to hire a search firm to find registered nurses, application software developers, and web developers. Based on Wanted’s analysis of online job postings, demand for RNs increased by 25 percent in a year. For web developers, demand rose 42 percent and for software developers it increased a whopping 73 percent. keep reading…
While I was perusing some startups launching — think OnboardIQ, Super, Gradberry, Invisume, InterviewJet – one reader just mentioned to me that, yes, another startup is launching, and it’s a job board.
With the economy adding jobs at the fastest clip since the depression began eight years, it’s taking longer and longer to fill vacancies. In January, the national average was almost 26 working days, an increase of 3.5 days in the 12 months from the previous January.
The Dice-DFH Mean Vacancy Duration Measure, a sophisticated measure of how long it’s taking employers to fill jobs, came in at 25.7 working days. That’s just off from the 15-year high of 26.5 days recorded for last August.
“U.S. labor markets continue to tighten, albeit at a modest pace,” said Dr. Steven Davis, William H. Abbott professor of International Business and Economics at the University of Chicago Booth School of Business, and co-creator of the vacancy measure. “Evidence of labor market tightening is seen in rising vacancy durations and declining unemployment rates.”
The government said unemployment declined to 5.5 percent in February from 5.7 percent the previous month. That’s the lowest national unemployment rate since May 2008. keep reading…
A comprehensive list of future predictive talent metrics
In last week’s part one of this article that was published on March 9, 2015, I highlighted the fact that the majority of current predictive metric efforts have focused on only a handful of basic metrics. I next provided a list of the top 18 metrics that should be developed during the second-generation of predictive metrics. This final part one covers the future predictive metrics that should be developed during the third generation.
The Third Generation Of Predictive Analytics keep reading…
If you’ve never visited the Whole Foods World Headquarters in Austin, Texas, drop by sometime. The location is a blend of shopping and office space and serves as a remarkable example of what a grocer can and should be. Oh, and if you’ve never read the company’s Declaration of Interdependence, read that too. It’s powerful. It’s more than a mission statement. It’s a call to arms for health, quality, and good intentions.
This company is doing more than selling us great food. It’s teaching us how to walk the walk of “conscious capitalism,” which is why its headquarters was an ideal meeting place for like-minded individuals to gather and discus topics ranging from employee engagement and employer branding to corporate culture and conscious leadership. keep reading…
As recruiters, we all know that invaluable sourcing data is available online. The problem is that the information we need is spread out across the web like ingredients in the supermarket. With the number of tools and data sources multiplying rapidly, recruiters need help identifying the best places to go, the tools to use and best practice ideas for using online data to spice up the usual sourcing mix. This webinar is designed to provide you with some recipes for success and a chance to review some real-life scenarios in the test kitchen.
Our speaker, Aaron Lintz, has a decade of experience in recruitment and he’ll share some original tips, hints, and recipes for identifying the ideal tools and using online data to add variety to your search methods.
If you’re keen to use new tools to identify, filter, and organize online candidate and recruitment information, this webinar has the recipe for success.
Sign up now to reserve your seat for our free webinar on Wednesday, March 18, 2015, at 2 p.m. Eastern
Registration Link: https://cc.readytalk.com/r/dgrlsbkeempv&eom
Sponsored by: Appcast.io
As larger numbers of job seekers arrive at career sites via mobile devices, it’s no longer an optional extra. Mobile recruiting is here to stay.
To cater to job seekers who expect to be able to browse career sites while on the go, companies must rethink the traditional desktop website. Those who don’t run the risk of making a poor impression on potential candidates who simply move on from companies that don’t make the effort to reach them.
In the future, it seems likely that increasing numbers of candidates will expect to be able to upload applications, submit resumes, or even respond online to interview questions. Will the whole recruitment and selection process become as portable as today’s banking or travel booking experiences? How is a hard-pressed recruiter to keep up?
Join us for a free webinar on Wednesday March 11 to get a handle on the current and future state of mobile recruiting and how you can make use of mobile technology for sourcing.
Todd Raphael and Richard Stack will discuss the latest trends and challenges in mobile recruiting including the changes to traditional career websites, and some predictions for the future.
This webinar will fill up fast. Register now for free to reserve your seat for March 11
Registration Link: https://cc.readytalk.com/r/iz9t017yxlpw&eom
Day/Time: Wednesday, March 11 at 2 Eastern
Sponsored by: Jibe
Life may begin at 40, but the question is can you afford it? The bad news is that if you aren’t rich by 45 you have almost no chance of making it.
In a new research report, Federal Reserve researchers from Minneapolis and New York discovered “the bulk of earnings growth happens during the first decade” of work. By that they mean between age 25 and 35. After that, well, “for the median LE (lifetime earnings) group, average earnings growth from ages 35 to 55 is zero.”
After age 45, only the top 2 percent generally experience any significant improvement in earnings. keep reading…
Ignoring predictions of a February hiring slowdown, U.S. employers added a robust 295,000 new workers to their payrolls, bringing down the unemployment rate to 5.5 percent. Most sectors added jobs, with the biggest gains coming in health, and bars and restaurants.
February’s job numbers released this morning by the U.S. Bureau of Labor Statistics defied economists’ predictions that February’s brutal weather would depress hiring. They called for hiring in a range of 230,000 to 240,000 and a reduction in unemployment from January’s 5.7 percent to 5.6 percent.
The weather, however, had little effect. The construction industry continued to hire in February, adding 29,000 workers. Retailers, who had complained that record snow and cold was keeping shoppers at home, added 32,000 jobs. Auto dealers, clothing stores, specialty shops, and home improvement centers all hired workers. keep reading…
We may remember sno-cones from our childhood carnivals, but one company hopes that attendees of its carnival remember its company and its jobs.
That’s because this carnival is a nerd carnival. keep reading…
Whether it was the brutal weather, fewer work days, or other causes, private employers added the fewest new jobs in February since last May. ADP’s National Employment report said private employer payrolls grew by 212,000 last month, a decrease of 38,000 from January’s revised numbers.
The count was smaller than economists were expecting. A Reuters survey put their average forecast at 220,000 jobs. The Wall Street Journal‘s survey put the forecast at 215,000.
“While February’s job gains came in slightly lower than recent months, the trend of solid growth above 200,000 jobs per month continued,” said Carlos Rodriguez, president and chief executive officer of ADP. keep reading…
Companies that can communicate a compelling employer brand have an advantage in recruitment and talent retention. In a tight market, a strong employer brand can keep you top of mind and expand the pool of talent you have to draw from.
This all sounds great — but where to start?
To learn more about what an employer brand is and how you can make it work for you, join us for a free webinar on Wednesday March 4.
Our speaker, Shawn Rogers, will help you to get clear about employer branding. He’ll share tips for creating an effective employer branding strategy and talk about setting benchmark metrics to help you track your success. You’ll learn some tried and tested best practices to get you started.
If you want to know more about employer branding and how a strong employer brand could boost your recruitment numbers, join us on March 4.
This webinar will fill up fast. Register now for free to reserve your seat.
Registration link: https://cc.readytalk.com/r/qyfamjtj8iq2&eom
Date/time: Wednesday, March 4, 2015 at 2 p.m. Eastern
Sponsored by: Jobvite
By margins so overwhelming they leave no room for doubt, HR practitioners enjoy working with their tech vendors and don’t think the software they provide is crummy.
If that surprises you, you’re in good company. William Tincup and John Sumser, two of the best-known names in HR consulting, admit to being surprised themselves when they tabulated the results of a technology survey they conducted as principal analysts for their firm, KeyInterval Research.
In their report, The Ideal Vendor Relationship, they report that 78 percent of the 1,100 participating practitioners answered “No” to the question “Is your HR software crummy?” While that doesn’t necessarily mean they think it’s the best thing since sliced bread, it’s not the result the authors expected.
“Our working hypothesis was that most HR practitioners disliked the technologies they use each day,” write Tincup and Sumser. Instead, “Most practitioners are simply not complaining about the quality of their tools and technologies.” keep reading…
There are the startups we hear about daily in the recruiting-technology field, and then there are those that have been already announced, but are looking for people to test their systems.
Today, a tiny sampling of both. keep reading…
John Brubaker, an award-winning lacrosse coach turned leadership and performance consultant, is out with a new white paper on leadership.
Brubaker, who’s speaking at ERE’s conference in San Diego in April, offers some short tips and inspiration in the white paper as to what makes successful leaders successful.
We’ve done college recruiting, mobile recruiting, referral programs, and career sites. We’ve done onboarding, technology, branding, and military hiring. Now we’re ready for the final category: the talent acquisition department of the year, where past winners include, among others, cloud-computing company Rackspace, government contractor CACI, and foodservice giant Sodexo.
This award is divided by company size. keep reading…
In a related companion article last week, I highlighted why using the term “passive candidate” or “passive job seeker” was inappropriate and I proposed a more accurate name, “not-looking top prospects.” In this article I highlight the best sourcing approaches that can be used to identify and eventually attract the highly desirable “not-looking top prospects.”
You Must Use the Best “Not-Looking Sources” And Approaches keep reading…