With a self-assigned grade of B, and an even lower C+ from the hiring managers whose jobs they fill, recruiting leaders from companies large and small heard the news there’s much to do to improve those scores, and that the road is not going to get easier in the year ahead.
Speaking to the opening session of the ERE Recruiting Conference & Expo here in San Diego, ERE’s CEO Ron Mester told the hundreds of talent acquisition leaders in direct language that “You have a lot of work to do to improve… No one should be satisfied with a C+ or a B.” At another point in his hour-long presentation of a broad and extensive ERE survey of recruiters, their leaders, their bosses, CEOs and hiring managers, Mester said it will take a rethinking of the process to get to an A. “Rethink it,” he urged. “Challenge everything that you’re doing today.”
Unveiling some of the findings of the late March survey completed by more than 1,300 during his State of Recruiting presentation, Mester turned a spotlight on the disconnect between what the respondents agree should be the key measures of recruiting’s performance and what recruiting leaders and their teams believe is where the actual emphasis lies. keep reading…
Michelle Obama announced today new online resources for hiring veterans, translating military skills, and finding resumes of veterans and their spouses. keep reading…
What’s a day in the life of a staffing professional like? If you’re Jenifer Lambert, it begins at the gym at 6 a.m. with a crossfit workout and ends more than 12 hours later at a dinner meeting. In between, she visits with clients, counsels candidates, reviews opportunities, discusses marketing plans, meets with staff, and more.
We know this because Lambert, vice president sales and marketing for Seattle’s Terra Staffing Group, is the star of Real World Staffing, a half-hour “film documentary” that chronicles Lambert’s work day, interspersing it with her own narration about the work she does and the passion she feels for the job.
The video provides a glimpse inside a real staffing firm, to show a side of the industry that previous shows and videos — The Headhuntress for example — didn’t. Lambert’s narration of her commitment to her profession and passion for the work she does may, at first blush, seem Pollyannish. But as the video unfolds, you come to see that there is a genuine satisfaction that derives from the successful matchmaking of employer and candidate. keep reading…
A new U.S. campaign, including a college tour, aims to “provide students with the beauty, grooming, and career advice needed to help them create a personal brand that appeals to recruiters.” It’s backed by the Beauty & Grooming division of Procter & Gamble, which happens to own brands like CoverGirl, Gillette, and Olay. keep reading…
That employers have been shifting the increased cost of health benefits to their employees is hardly news. Now a new study of healthcare use shows just what that means to workers.
According to Medicine Use and Shifting Costs of Healthcare: A Review of the Use of Medicines in the United States in 2013, workers today have deductibles 150 percent higher than just five years ago, while nearly 8 in 10 plans have a general deductible of $1,000 or more.
From zero a decade ago, plans with the highest deductible — and the lowest premiums — now account for 20 percent of worker plans. These high-deductible health plans and HSAs have cut deeply into the HMO offerings that accounted for 45 percent of plans in 2004. Now, HMOs and other plans have a 23.5 percent share. keep reading…
A 25 year old has teamed with an ex-recruitment consultant and others to launch a new “crowdsourced recruiting site.”
Employers post jobs and offer money to people who get them in touch with an eventual hire.
Explained in the video below, the site is first focusing on the UK and later more of Europe.
Some other companies and launches you may not yet know of: keep reading…
An 10-employee assessment company out of Boston, though it has already been quietly using its product with 14 customers, officially launches today with a focus on personality and soft-skills testing.
Cangrade first takes a look at a company’s current employees — or in the case of smaller businesses, it uses “big data” already out there. (The company says its “team of experts spent years researching millions of data points from over 200,000 employees, running over 40 empirical studies, and consulting with over 20,000 of its users.”)
It analyzes the traits that are common among people already on the payroll, and analyzes the job you’re trying to fill. The CEO and co-founder Gerson Goren says it’s not heavily weighted toward one personality characteristic, like the ever-popular “extraversion” some companies seem so intent on. keep reading…
Winner! Winner! Winner! That’s all your organization will be saying after incorporating “gamification” into various aspects of their recruiting strategy. With the recent surge of gamification on to the scene, you don’t want to be the only one just vaguely familiar with the topic. Join the Findly-sponsored webinar, and your host, Jim Wexler, will really define what gamification is all about; it’s applications, how it engages the audience, and whether or not gamification makes sense for your organization. If you miss out, it might mean GAME OVER for your organization in this new age of recruiting.
Date/Time of Webinar: April 16, 2014, at 2 p.m. Eastern
Registration Link: https://cc.readytalk.com/r/ha5fy3jo3mrq&eom
Can’t attend? No problem! Sign up and receive a recording to view at a time that is more convenient for you!
What’s now an old standby — the “jobs you may be interested in” on LinkedIn — is getting a tweak.
Companies with 100 or more job slots can now do what LinkedIn’s calling “Internal Job Recommendations.” keep reading…
A 30-employee advertising agency near Los Angeles is trying to find a potential new employee by asking people to make a video about a charitable cause and post it on Twitter with the hashtag #TakeMyJob. keep reading…
This year, U.S. colleges will graduate somewhere around 124,000 information technology majors.
Most of them (61 percent) will head straight into the workforce, where the average starting salary for these new grads averages $59,000. Those with masters and PhDs, and those in high-demand specialties like security, will earn much more.
Where they want to work is not much of a surprise: Google, Microsoft, Apple, Amazon, and Facebook top the list of their ideal employers, according to a Universum survey.
Besides having the advantage of an internationally known brand — of the 100 employers on Universum’s list, not one can be considered even a mid-sized company — the biggest employers have been scouting colleges for months; a few began nurturing their future candidates when the kids were still in high school. Now, with graduation looming, these employers have largely completed filling their incoming IT class of 2014.
Competing with the big name firms is not easy, agree Chris Jenkins and Lindsay Kulla. “It’s always tough competing with the Facebooks, Google, Amazons,” says Jenkins, who is senior recruiting manager for kCura, a young Chicago software firm that serves the legal industry. keep reading…
Here’s an opening line I likely wouldn’t have written a few years ago: a job fair next month in northern California will be all about “cryptocurrencies.”
For those who get a job at the fair, I imagine even their paychecks will look a little different than yours and mine. keep reading…
U.S. job growth in March was somewhat lower than predicted as employers added 192,000 jobs during the month. The unemployment rate remained at 6.7 percent due largely to the half-million workers who rejoined the labor force.
This morning’s report from the U.S. Bureau of Labor Statistics also upped the initial numbers for January and February, adding 37,000 more jobs. With the revisions, monthly job growth during the first quarter of the year averaged 177,700 new jobs versus 206,000 for the first quarter last year.
Analysts were expecting a March gain of about 200,000 jobs, but the various surveys of economists showed a wide range of individual estimates. (The business news services survey analysts prior to the release of the monthly government report, and then average their estimate to produce a consensus result.) How much of the decline in job growth from last year is due to the unusually bad weather is a subject of debate among economists. keep reading…
With all the various means for posting and finding a job these days, you really need yours to stand out, rise to the top … in other words, it has to be “the best.” This is where Paul DeBettignies comes in. He will be sharing some of his best tips and practices for making a job ad truly become “the best.” In this one-hour, BirdDog-sponsored webinar, Paul will show YOU how to write and publish truly unique and captivating job ads that attract who you really want, as well as maximizing the tools job boards have to offer. There really is more content than could covered in a single blog post, sothis is one event you really will have to see for yourself.
Please join Paul DeBettignies, managing partner of Nerd Search, LLC, for a one-hour webinar on Wednesday, April 10, at 11:00 a.m. Pacific time (2 Eastern).
Register here: https://cc.readytalk.com/r/lfr7wpemm0w8&eom
Can’t attend? No problem! Sign up and receive a recording to view at a time that is more convenient for you!
The jobs picture brightened considerably in March, as 191,000 new workers were added to private sector payrolls, according to ADP’s National Employment Report.
The HR services firm, which processes payrolls for some 24 million U.S. workers, reported gains in all broad industry categories with the job growth spread almost evenly among employers ranging from the smallest (under 50 employees up by 38,000) to the largest (over 1,000 up by 53,000). keep reading…
Apparently, the LinkedIn legal team has had a busy spring. Earlier this week, we reported on SourceCon that the professional social networking site had sent a cease and desist order to SellHack. GigaOM reported earlier today that the LinkedIn has now filed an injunction against HiringSolved, a “people aggregator” who received seed funding late last year.
The original HiringSolved suit was filed in January. An amended complaint, filed last week, names HiringSolved and it’s founder, Shon Burton. See the details of the complaint below.
CareerBuilder is buying a key recruiting-technology company you may not know well, part of CareerBuilder’s goal of moving from a job board to a more sweeping software provider. keep reading…
Already tired of the same old April Fool’s gags that get pulled in the office every year? Then get inspired by the pranking from some of the world’s best known brands, rounded up by the folks at Pocket-lint.
BMW, Google, Domino’s and Samsung have all weighed in this April 1st with videos and products, some of which we wish were real, and others which almost could be believable. (Into that latter category falls Samsung’s plan to outfit pigeons with wi-fi routers. Not as weird as it first seems when you consider Google is flying blimps over cities for that same purpose.) keep reading…
After about a year of work, Amtrak will today relaunch both the front and back ends of its careers website, sprucing up the user experience for candidates, and moving to a new system for recruiters to manage those candidates.
It’s working on better analytics, more visuals, smoother ways of sharing job information on social media, a clearer employer brand, and an easier way for candidates to use the site from a smart phone (heck, those candidates just may be on a train).
Here’s the previous version – what you got if you clicked on “careers” from Amtrak’s home page.
Before now, if you went to Amtrak.com and clicked on “careers,” you’d get a landing page that was up side-by-side with the train ticket-buying area (see graphic). If, from there, you clicked on a job search, you’d get a less-than-lovely job search page; there was also a page at careers.amtrak.com that was ripe for revision.
No longer. keep reading…
We asked you to take a survey about the “state of recruiting” and the response shocked us. In a good way.
We weren’t sure just what to expect, but the 2,000+ responses was far more than our estimates. And let’s be honest, the survey wasn’t short.
The data we’re collecting is great. And valuable. We’ll still present the results in San Diego at the conference (my boss, our CEO, is a survey junkie who’s huddled up pouring over the results like a kid in a candy store) and will still get a short summary to respondents.
It’s too early to report any substantive results, but from glancing at them, I can tell you you’ll be interested in San Diego to hear the grades you’re giving hiring managers, as well as your satisfaction levels with various types of recruiting vendors.
Until San Diego, though, this is a note to say thanks. You have a lot to do and taking the time to do this was much appreciated.