Even taking into account the usual summer hiring slowdown, this morning’s jobs report from the U.S. Labor Department can only be called surprising. The Department’s Bureau of Labor Statistics said 142,000 new jobs were created in August, a number far off the 220,000 to 230,000 economists forecast. Unemployment inched down to 6.1 percent from 6.2 percent.
It was the smallest increase yet this year, and follows six months of gains over 200,000 jobs each. Going into August, the monthly average gain in new jobs was 230,000.
Yesterday’s private sector jobs report from ADP and Moody Analytics foreshadowed a lower August job growth when it came in at 204,000, which was also below expectations. Few, though, expected so big a decline, which was also accompanied by a net downward revision of June and July’s numbers of 28,000.
The slight decline in the unemployment rate came from fewer working-age Americans participating in the labor force. The participation rate in August dropped back to 62.8 percent from 62.9 percent, hovering near historic lows. keep reading…
You can now recruit people young enough to wear braces, with the launch of a website for high schoolers to showcase their achievements and for helicopter parents to brag about their kids if they get tired of doing so on Facebook. keep reading…
The hand-wringing over today’s ADP private employment report should not be taken as evidence of any kind of sudden reversal of hiring.
The 204,000 private sector jobs ADP and its forecasting partner, Moody’s Analytics, said were created in August demonstrates that the hiring surge of the last several months still has legs. That the number was less than the 215,000-220,000 jobs economists expected and the lowest count since March, may be disappointing, but the August dip is familiar to any recruiter with more than a few years experience.
Hiring historically slows in August and again around the end-of-the-year holidays. Last year, ADP reported 296,900 new jobs in June and 212,400 in July. In August, the job creation count dropped to 190,200. It was back up in September to 215,000. keep reading…
When active military are ready for a new assignment, seniority allows them to request certain postings. Military procedure is that they discuss the options with a human resources officer. Even the best of the HR officers, though, can only hope to know of some of the potentially thousands of openings and locations worldwide.
Recently discharged veterans and those not long from returning to civilian life have a different problem. Finding a job for them is complicated by the different languages military HR and civilian recruiters speak. Often, in the translation, too much is lost, leaving highly trained specialists struggling for any entry-level positions. keep reading…
A new and unusual offering called “Explore Your Options” gives students a place to spread the word about their job offers. keep reading…
Years ago, when the technology of the day extracted all the gold it was capable of extracting from the tons of earth dug by miners, the remainder was dumped as tailings.
Today, new technology and a historic gold price has made it profitable — immensely so for some operators — to sift through those tailings for the leftover mineral. Reprocessing of a tailings heap in Australia has already yielded $1 billion in gold.
There’s a lesson here for recruiters. Your ATS — or whatever you use — is a gold mine, even though so many treat the resumes of candidates they promised “to keep on file” the way miners once treated tailings. New technology and a tightening demand for skilled workers is now making it more attractive than ever to sift through your candidate database to find the workers with the skills and background you need. keep reading…
By a surprisingly large percentage, CIOs put more emphasis on skills and experience than on tech degrees from prestigious universities.
A Robert Half Technology survey of some 2,400 chief information officers at companies with more than 100 employees found 71 percent place “more weight on skills and experience than on whether or not a candidate attended college/university.” Another 12 percent said university prestige didn’t matter at all. keep reading…
Human resources firms are among the top revenue-producing sectors on this year’s Inc. 5,000 list of the 5,000 fastest growing private companies in the U.S.
With an aggregate 2013 revenue of $12.13 billion, the 199 self-identified human resource firms cumulatively ranked sixth among the 25 business sectors on the Inc. list.
The group includes HR services firms such as Trinet, the largest company to make the list with reported revenue of $1.6 billion. Its 81 percent growth over three years ranked it 3,821 on the 5000 list. keep reading…
Believe it or not, not everyone’s been at the Hamptons, Martha’s Vineyard, or running around getting the kids’ school supplies this month.
Canon Europe told me it launched a new career site, and a company called STIHL told me it did too.
There are even a couple newer recruiting-technology companies you may not know of: keep reading…
The time to fill open positions has reached a national average of just about 25 days, the lengthiest job vacancy period in the 13 years covered by the DICE‐DFH Vacancy Duration Measure.
The monthly report on time to fill and recruiting efforts says that on average it took 24.9 working days (Monday-Saturday) in June to post, source, and hire a new employee. That’s more than nine days longer than it took at the height of the recession in July 2009. Then, the average was 15.3 working days.
The report produced by careers sites publisher Dice Holdings Inc. follows a report Tuesday from the Labor Department on job openings and turnover. The report showed there were more job openings in the country — 4.7 million as of the last day of June — than at any time since February 2001. In June 2013, there were 4 million openings. keep reading…
Strategic thinking is obviously a key trait that you are looking for in a potential new-hire candidate, what if there was a way to gauge that without all of the costs associated with actually hiring the candidate? It can be quite discouraging to hire the potential candidate only to find that they are not a strategic thinker and then you are back to square one trying to fill that role. Well with the introduction of “gamification” on the scene that is now a realistic option. Please join host Mark Chussil as he shares the following and more in this upcoming iCIMS webinar:
- Defining “gamification” and how to incorporate it
- Discover what business games reveal about a potential candidates thinking
- Experience a business game in real time yourself!
This webinar is guaranteed to be as equally informative as it is entertaining and fun! Hurry and register now as the date is closing in fast.
Date/Time of Webinar: August 20th, 2014 at 2:00pm EST
Registration Link: https://cc.readytalk.com/r/lftnnon4nyzd&eom
Please note that this webinar will NOT be recorded. Make sure you REGISTER so you do not miss out on this opportunity to hear ERE Spring Keynote Speaker Mark Chussil discuss How Gamifying Helps You Recruit and Develop Actual Talent!
One-stop hiring shop Hireology got an infusion of $10 million in venture capital, an investment that not only will help the HR software vendor expand, but also is an endorsement of the company by a leading HR VC firm.
Bain Capital Ventures, which provided capital financing to such companies as Taleo and LinkedIn, says Chicago-based Hireology has “strong growth potential.” Mike Krupka, Bain managing director, noted the recruiting-specialist firm, founded in 2010, grew “from a promising start-up into a major player in the HR technology field, providing easy-to-use talent management technology to organizations that previously did everything manually.” keep reading…
Some recruiting tactics are actually doing more harm than good, reducing the organization’s candidate pool and tarnishing its reputation in the process.
Check if your organization’s recruitment department follows any of these pervasive behaviors setting the wrong standards: keep reading…
How you treat the candidates you don’t hire for a job can have equally as much or more impact on your business as the one person you do hire. If you’re curious about how you can approach and handle a potential candidate and with positive results, look no further. This upcoming Indeed-sponsored webinar is hosted by none other than Gerry Crispin, and Elaine Orler. The following and more is sure to be covered:
- How the improve the candidate experience of the ones you don’t hire, and help to promote you as an employer rather than discourage you
- Which practices are merely annoying and which ones are critical to monitor and improve
For the full webinar and all that it entails, please register today, and get ready to really learn how you can make a positive impact on your organization even at times when, unfortunately, you have to turn down a potential candidate.
Date/Time of Registration: Thursday, August 14, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/co2t99w7sotl&eom
Large employers with high seasonal and temp hiring needs used to be the primary users of VMS and MSP services. That began to change more than a decade ago, as companies, witnessing the explosion of contract developers and others by the tech industry, saw the strategic value of bringing on temporary workers.
Ironically, the Great Recession accelerated the process. During the first difficult years, companies laid off their contingent workers before their full-timers, discovering what the seasonal hirers already knew: A contingent workforce can be RIFed quickly without paying unemployment (unless they were the employer of record), severance, or risking the negative publicity that comes with wholesale layoffs.
Betting on the continued growth of the contingent labor market, Bullhorn today announced it acquired its VMS tech partner The Code Works, and its primary product, VMS Access. No purchase price was disclosed. keep reading…
The crowdsourcing referral bonus for helping find a president of a solar-power developer has been set at $100,000. keep reading…
Notwithstanding Yahoo’s end to telecommuting, the global trend toward virtual workplaces is accelerating. Surveys vary widely on the percentage of companies with remote workers — from about 30 percent to SHRM’s 46 percent of all companies have at least some contractors, freelancers, or remote workers who rarely, if ever, come into the office. Another estimate predicts that in a year, 40 percent of the global workforce will be virtual.
Whatever is correct, it’s undeniable that more and more workers are working remotely. And this is creating a challenge for recruiters. But it’s not in finding and hiring workers. It’s in hiring and finding the managers with the special skills and talent it takes to successfully manage a virtual workforce. keep reading…
Although it’s much too early yet for Monster’s ambitious “three pillars” strategy to become the transformative force executives are predicting, the financial markets were hoping the company did a little better in the second quarter of the year than in the first quarter.
After Monster reported earning 8 cents a share on revenue of $194.4 million, and lowering its financial outlook for the current quarter, investors sold off shares of the struggling company at twice the normal volume, pushing down its price almost 13 percent by early afternoon. Monster stock closed Monday at $6.62 a share. Not long before the market’s close, the stock was off 15.6 percent to $5.59. keep reading…
Two studies recently came out that provide interesting perspectives on how a brand is viewed by the general public and by young workers looking to start their careers. These surveys illustrate both the connection and disconnection between branding and employer branding.
The first study was conducted by CoreBrand, which annually surveys more than 10,000 business decision-makers from the top 20 percent of U.S. businesses. This is a survey of peers, not of average consumers. It determines two factors: Familiarity, based on whether respondents could name a brand’s verticals or subsidiaries; and Favorability, based on respondents’ opinions of the brand’s overall reputation, perception of management, and investment potential. CoreBrand considers brands with the highest scores in both categories to be the “Most Respected.” The top 10 of 2014 are: keep reading…
With today’s job market heavily depending on social media and other similar technologies, it is nice to be provided a fresh perspective and bag of tricks to assist in using social media in every way possible. Please join hosts Teresa Keeler and Tracy Bolander in this Jobvite- sponsored webinar as they share the practices and procedures that took Owens Corning from non-existent to world class. Take home the following and more:
- The ways that they leveraged social media themselves
- The truly meaningful changes they made to their program
- What they are currently doing to improve practices and procedures
Hurry and register now, as this is a rare opportunity to glean some valuable info from a company who directly applied these practices and experienced its benefits directly. Register today!
Date/Time of Webinar: Wednesday, August 6, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/c2x3e4vcrg58&eom