Your chance to get exposure for your great work and join an all-star list of past honorees: We’re now taking applications for the 11th annual ERE Recruiting Excellence Awards. All applications must be in by November 28. keep reading…
They are more reliant on paid LinkedIn accounts and InMail introductions than are sourcers elsewhere, yet they are ahead in using Google+, Twitter, and especially Facebook, which is used by an average of 46 percent of American sourcers versus a global average of 37 percent.
And, regardless of region, sourcers who pick up the phone to reach candidates have a far better response rate than other contact methods.
At first glance, these findings from the Global Sourcing Survey produced by Alexander Mann and Social Talent would seem to suggest American sourcers are second rate. The wording of the report’s summary of sourcing in the Americas in part does conclude, “It would appear that all American sourcers have become too reliant on InMails and too few are properly leveraging other social channels.” keep reading…
Bigger human resources/recruiting technology companies are scurrying around working on new products. IBM, using Watson, is working on a release of its new “Kenexa Talent Insights” product using common language, like “What is the most common reason for candidates rejecting an offer?” We’ve heard that sometime around November 12, Glassdoor (as it also eyes a European expansion) will launch a “company updates” feature, a little like you see on a LinkedIn home page feed. And Gild — wow, did we just call that a big company? That’s what happens when there are so many startups — is transitioning itself from a sourcing/screening tool for developers into a full-blown recruiting system for all candidates.
But, meanwhile, you have more new companies launching in this field. Like: keep reading…
Although it may not seem like it at first blush, HR is no stranger to marketing.
At its core, that’s what recruiting is: marketing and direct sales. Those in the recruitment profession market professional opportunity through sharing openings, culture, and brand association. On the sales side, its quite possibly one of the hardest sales jobs; much like real estate, both sides are buying, so both sides can say no. It’s not like a car is going to refuse to be sold to a buyer.
So over the years, recruitment has focused on refining its “spoken sales pitch.” While an important part of the process, it is fairly limited in its reach. The move to digital marketing came about and our ability to broadcast news, share glimpses into our company culture, and build different level of “relationships” with ‘brand-fans’ widened. The online space got very, very noisy.
Amidst that noise emerged evidence of fissures in the brand façade; the carefully crafted messaging by the brand didn’t actually match conversations about the workplace realities of the employees. “A company that cares? Sure … about profit! Let me tell you how… [insert employee vent session here].” Well-intentioned employees trying to help disgruntled customers or potential buyers by giving product/service information that proved to be inaccurate. Less-than-flattering posts from the “personal” side of life conflicting with stated goals, ethics, and morality embraced by the organization.
All of these disparate voices, fragmented messages — they have traditionally freaked out marketing, human resources, and the C-Suite … with fair reason: the disharmony can create confusion in candidates and consumers, which is clearly bad for the brand.
The reality is that employers cannot “silence” the voices. They never really could. Those fissures always existed; however, the adoption of digital ecosystems vastly extended individual reach and amplified their individual stories “on brand” or not. And here’s the real kicker: employees have more credibility, individually, than executives, according to the Edelman Trust Barometer. So if we’re unable to “control” these powerful voices, what are HR marketers and brand managers to do? The need behind this question drove the creation of a new category that sits at the intersection of marketing and human resources: employee advocacy.
An employee advocacy program is about more than marketing controlling how the brand message is shared. keep reading…
For most recruiters, LinkedIn’s updated user agreement that goes into effect Thursday doesn’t change much. Recruiter customers will still be able to search for candidates, download profiles, send InMails, and generally source as they have before.
The biggest change is that LinkedIn says you own the content you post on the site. That, and the simplicity and clarity of the wording of the updated terms of service, have earned LinkedIn kudos with one writer calling the changes “monumental for the industry.” More about that later. keep reading…
LinkedIn’s annual conference — in addition to its high-end audio/video production and its steady supply of food, entertainment, coffee, and miscellaneous other beverages — is known for an annual product launch or two (see the second paragraph from last year’s event).
How to Successfully Hire Seasonal Associates
Hiring seasonal associates efficiently and effectively in a very short timeframe is something H&R Block is very familiar with. Kristi Jones will discuss how H&R Block ramps up from 2,000 regular associates to an additional 75,000+ seasonal associates for tax season. She’ll discuss some of the successes and challenges they have faced when hiring seasonal associates for both corporate and field locations. A few of the topics Kristi will touch upon are workforce planning, using lean methodology, scheduling/interviewing, training for your hiring managers and recruiting team, and using social networks.
Date/Time of Webinar: Tuesday, October 21 at 11 a.m. / 2 p.m. Pacific
Registration Link: https://cc.readytalk.com/r/bmki4mldixhn&eom
Sponsored by: Jibe
And later this week …
Inside Career Website Redesigns: Trends and Takeaways from the Talent Community
With a recent survey revealing 60 percent of the respondents admitting that their current career site could be better or does not even meet their needs, and an additional 35 percent planning a career site overhaul in the next 12 months, it is clear that there is a huge amount of improvement to be made. Please join host Jody Ordioni if you have any interest at all in a redesign in the near future. Or join in if you have any interest in the following:
- Forward-looking and practical information that will aid you in your redesign
- Keeping up on the newest trends, best practices, and latest predictions
- Expanding your understanding of website redesigns in general
Date/Time of Webinar: Thursday, October 23 at 11:00 a.m. Pacific / 2 p.m. Pacific
Registration Link: https://cc.readytalk.com/r/snyhdt4sfkxa&eom
Reports from the Federal Reserve say shortages of skilled workers in a variety of trades are showing up here and there across the U.S., putting upward pressure on pay.
Employers are having to pay more to attract workers in construction and manufacturing in several parts of the U.S. In parts of the Midwest, mid-Atlantic region, and the Northern Plains states, transportation workers are seeing somewhat higher pay. And in New York the number of workers quitting to take higher paying jobs is on the rise.
That shortages of some professionals exist is nothing new. Last week Dice reported that unemployment among tech professionals had fallen to an average 2.7 percent in the third quarter. And SHRM’s LINE Report for October said its measure of recruiting difficulty has been going up for seven months straight.
But the Fed’s October 15th “Beige Book” notes that “Most Districts reported that some employers had difficulty finding qualified workers for certain positions.” (The nation is divided into 12 federal reserve districts.) keep reading…
Today’s market is seeing hiring metrics as a benchmark to achieving business goals, and this is especially true in the areas of HR, Recruitment, and Talent Management. With that being said it is quite helpful to know exactly WHAT they are looking for, and your host in this upcoming iCIMS sponsored webinar, Shanil Kaderali, has the answers as well as the following:
- What defines both pre- and post “quality of hire” metrics
- The link between financial performance and talent metrics
- A comprehensive, analytical (yet summarized) session for talent acquisition and HR leaders
- And so much more!
This is absolutely one webinar you do NOT want to miss; if your organization is currently using metrics to gauge their benchmarks/goals then you NEED to know just what that entails. Hurry and register today and don’t miss out!
Date/Time of Webinar: October 15, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/xanh61e15ap2&eom
Can’t attend the live event? No problem! Register and receive links to the recording and slides!
On the heels of a survey finding that a quarter of all employers plan to add temporary staff this quarter comes a forecast that temp agency staffing will increase 8.7 percent over last year.
Temp industry consultant G. Palmer & Associates says temp employment will average 2.978 million workers in the fourth quarter. For the last quarter of 2013, the average was 2.739 million. As of September, the U.S. Bureau of Labor Statistics reports temp agencies employed a record 2.934 million workers.
“Our forecast for the 2014 fourth quarter follows recent trends, demonstrating growth and indicating another increase in demand for temporary workers, marking the 19th consecutive quarter of year-over-year increases,” says Greg Palmer, founder and managing director of the Newport Beach, California human capital advisory firm.
“The data is also showing that with the advent of lower unemployment rates, labor is tightening, wages in certain categories are increasing, and temp help as a percentage of new job growth is beginning to tapper off,” he adds. keep reading…
Apparently that worked.
The Peace Corps says applications (17,336) are at a 22-year high, and are up 70 percent over last year.
In July 2014, at the launch of the changes, the organization’s applications went up 400 percent over July 2013. Also: last year 23 percent of applications who started a submission finished it. Now, it’s 95 percent.
CareerBuilder’s quarterly survey of employers found 29 percent of them expect to add permanent headcount before the end of 2014, an increase of four percentage points over those saying that last year.
While hiring expectations don’t necessarily translate into action, so far this year more employers have ended up hiring more workers than they told CareerBuilder they planned.
The survey doesn’t say how large the headcount will grow, but numbers from the U.S. Bureau of Labor Statistics show 2014 is on track to add more workers to the nation’s payrolls than at any time in a decade. Since January, employers have averaged 227,000 new jobs each month. For the same period last year, the average was 193,000. keep reading…
You may know that Salesforce, the wildly successful and widely used system businesses use to keep track of their customers, has also been used on occasion to keep track of job applicants. A new partnership will result in a more formal recruiting and human resources system built on the Salesforce platform. keep reading…
Late-breaking news this evening in the talent-acquisition world: I’m hearing that Cornerstone OnDemand will be buying Evolv. keep reading…
A new list of the best employment brands among the Fortune 500 contains a lot of familiar names (if you guessed Google, you guessed right), but a few less-familiar ones too. keep reading…
The monthly jobs report from the U.S. Bureau of Labor Statistics also adjusted upward its count of hiring in August and July, increasing both by a combined 69,000 jobs. August’s initial anemic 142,000 estimate, which surprised analysts and prompted worrying about a hiring pause, was upped to 180,000.
Today’s announcement was a more pleasant surprise. keep reading…
With the announcement this morning that September’s private company payrolls grew by 213,000, economists are optimistic it foreshadows an even-more-robust government report due Friday. keep reading…
Governor Jerry Brown this week signed into law the hotly contested AB 1897, which extends to nearly all employers rules that previously applied to temps and contract workers in the agricultural, construction, and garment industries.
The bill gives temps the right to sue the company, rather than the staffing agency, for violations of California labor laws. They must first give the client employer 30 days’ notice of an alleged violation. keep reading…