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…
You’ve seen the first batch of winners of the ERE Recruiting Excellence Awards.
Those first categories announced were related to college recruiting; mobile recruiting; career sites; and referrals.
Now, onto the categories of military talent; technology; onboarding; and branding.
As I said last week, the info below is brief, with more in the months to come in the form of webinars, articles, and conference sessions.
I will say that one of the neatest things about these annual awards (besides the celebrations some of the winners have been telling me have been going on in their workplaces) is finding the hidden gems. Below, you’ll read about a large grocery chain whose talent-management practices, before this, you likely knew little about.
Remember how the Navy in the U.S. is moving away from the whole “force for good” message, into something a little more, uh, aggressive?
It’s looking for a new slogan, and looking for up to three ideas from anyone who wants in. keep reading…
Paralleling the national average wage growth, tech workers saw their pay rise 1.9 percent last year to an average of $89,450 annually, more than twice what the average U.S. worker earns.
But with 2014′s increase the lowest since 2010, there’s growing discontent in the ranks.
The annual Dice Tech Salary Survey says satisfaction with pay declined 2 percent in 2014 to 52 percent of the surveyed workers. That may not seem like much of a change, but it’s a big drop from 2012 when 57 percent expressed satisfaction with their pay.
“Tech pros are less happy with their earnings,” observed Dice President Shravan Goli, “Signaling to companies that in order to recruit and retain the best candidates, offering more will be necessary.” keep reading…
After a so-so end to a so-so year, Monster executives are pinning their hopes for a company makeover on a lineup of new products, some to be introduced in the next few months, others launched last year, and a few legacy tools like Power Resume Search.
“We’re building a new Monster,” COO Mark Stoever, declared during a conference call with analysts this morning.
In optimistic, if subdued language, he and President and CEO Tim Yates, discussed the company’s fortunes as they detailed the product portfolio they maintain will again make Monster a major player in recruitment sourcing.
The company’s year-end financial report out this morning suggests it has mileage to make up. Monster earned 7 cents a share in the last quarter of 2014, after excluding certain one time expenses, including a $326 million charge against goodwill. The per share earning was a penny above Wall Street’s forecast. keep reading…
If you’ve seen all the recruiting software startups we’ve mentioned on this site the last few years, you might have thought that once 2015 started, the pace of new-business building might slow. There just aren’t that many new ideas left.
Yeah, right. keep reading…
Taking a breather from the torrid pace of hiring in November and December, which added three-quarters of a million jobs to the economy, employers created 257,000 new jobs in January, exceeding economists’ predictions the number would be closer to 230,000.
The U.S. Labor Department’s monthly Employment Situation report this morning also said unemployment rose slightly to 5.7 percent from 5.6 percent as more workers opted to join the labor force. In addition, average hourly wages increased by 12 cents, the largest gain in months. Wage growth has been stagnant, hovering around 2 percent annually since the end of the recession.
“It’s a great report. The labor force finally goes up, we got a little wage growth, a lot of upward revisions,” said Ed Keon, managing director and portfolio manager for Prudential Financial. “We’re finally getting enough internal momentum that we can stay at that roughly 3 percent (gross domestic product) growth rate, maybe even a little higher as we go through the year.” keep reading…
LinkedIn reported another winning quarter this afternoon, bringing in $643 million in the last three months of 2014, with recruiting sales accounting for 57.4 percent of the total.
Both the revenue, and the company’s adjusted earnings per share of 61 cents, handily beat Wall Street’s expectations. Analysts were predicting LinkedIn would earn 53 cents on sales of $617 million.
The quarter capped a go-go year for LinkedIn, which saw its 2014 revenue grow to $2.22 billion, a 45 percent increase 2013′s $1.53 billion. Its Talent Solutions sales totaled $1.33 billion for the year. By contrast, when Monster reports its numbers next year, expectations are that its total revenue will be about $776 million. keep reading…
We’re ready to start rolling out the winners of the talent-acquisition industry’s most prestigious awards, the ERE Recruiting Excellence Awards.
These awards have a wonderful history, catapulting a number of companies over the years into a sort of talent-acquisition stardom, earning them a “best practices in talent acquisition” reputation lasting years: companies like Marriott, Sodexo, CACI, Enterprise, and others, from the U.S. to India to New Zealand and elsewhere.
A big thanks to our uber-patient and diligent judges, as well as to all applicants. (The thought occurred to me that if I wanted to, I could put together a conference made up solely of those who did not win, and it would be a great agenda.)
Something different this year: instead of announcing all winners at once like last year, and instead of finalists also like last year, we’ve only got winners, and we’re announcing those in installments, this being the first.
The first categories announced below are: Best College Recruiting Program; Best Use of ‘Mobile’ for Recruiting; Best Corporate Careers Websites (not just your own company’s career site, but other pages on social media and other sites, including mobile sites/apps); and Best Employee Referral Program.
The info below is brief, as we typically follow up with webinars and conference sessions throughout the year.
After adding a hefty 253,000 jobs in December, private employers slowed their hiring in the first month of the year, adding an estimated 213,000 jobs in January.
The National Employment Report from HR services company ADP and its partner Moody’s Analytics was below consensus forecasts from economists who had pegged the increase between 220,000 and 240,000. The report also revised up the initial December count from 241,000 to 253,000.
Mark Zandi, chief economists for Moody’s, blamed cuts in the energy industry for the slower-than-expected growth. keep reading…
The geeks have arrived in HR, declares Josh Bersin. “Statisticians, mathematicians, and engineers have entered the people analytics space.”
Writing in Forbes, the noted industry analyst and consultant outlines the development of the use of “big data” or, as he calls it, “people analytics” in the hiring and management of talent. “Human resources departments are getting serious about analytics. And I mean serious.”
Just how serious? Wanted Analytics coincidentally just came out with some numbers detailing the growth in human resources jobs asking for “big data” skills. keep reading…
A job ad on graphic-jobs.com, placed by a company called NSL Studio, has been taken down, after one line in the ad said non-Jewish candidates are preferred. keep reading…
Rather than being data-driven, I have found that most recruiters and sourcers contact employed prospects almost randomly on a trial-and-error basis. However, there are specific times when employees who previously said “no and stop calling me” actually change their mind and are fully receptive to a recruiting call.
So in case you didn’t realize it, the months immediately around an employee’s work anniversary are the time that they are most likely to quit and accept a new job at another firm. Yes, you have a much higher probability of getting a positive answer if you call the same recruiting target around their work anniversary date.
Why Their Work Anniversary Is the Time When the Most Employees Consider a New Job keep reading…
As a recruiter or HR specialist, you know that hiring success depends on a strong partnership with a hiring manager who communicates his or her needs clearly. However, all too often, you’re expected to be a mind reader and magician, pulling a string of qualified candidates out of a hat at a moment’s notice.
If this sounds familiar, you’ll want to join us for a free webinar on Wednesday February 4.
Our speaker, Jennifer Morgan, has spent a decade in technical and IT recruitment for companies including Ericsson, Cerner Corporation, and Sprint. She’ll discuss ways to build a more advisory relationship with hiring managers, and create a more fun and productive working environment that will improve your hiring success.
If you’re looking for ways to work more closely with your hiring managers, boost your numbers, and bring the fun back into your work environment, this webinar is for you.
This webinar will fill up fast. Register now for free to reserve your seat.
Registration Link: https://cc.readytalk.com/r/wfg19n8we2he&eom
Day/Time: Wednesday, February 4, 2015 at 2 p.m. EDT
SimplyHired has come up with a way to measure the interaction between job seeker and employer job postings which it’s calling Employer Brand Index.
The result of a complex mining of jobseeker behavior and statistical adjusting, the Index is actually a ranking of employers in seven broad industry groups: automotive, entertainment, financial services, healthcare, insurance, technology, and transportation.
In the last week, SimplyHired released the top 25 employer winners in each category, which you will find here. keep reading…
Staffing agency employment has been among the fastest-growing sectors of the U.S. economy for the last several years. Since the recession’s official end in June 2009, the industry has added 1.24 million new jobs, 12.3 percent of all new private sector jobs created.
Now comes a prediction from the staffing and human capital consulting firm of G. Palmer and Associates that temp employment will grow 10.5 percent this quarter over last year. That translates into about 135,000 new staffing agency jobs.
“Our forecast for the 2015 first quarter follows recent trends demonstrating growth and indicating another increase in demand for temporary workers, marking the 20th consecutive quarter of year-over-year increases,” said Greg Palmer, founder and managing director of the consultancy. keep reading…
A team that already includes ex-Twitter, Google, and Amazon employees is looking for more, calling itself an “improbable startup.”
It’s in the business of improving health care information, services for veterans, as well as the Ebola response. keep reading…
As you know, the ERE Recruiting Conference is coming up soon, April 27-29, 2015. Much of the discussions that we will be having in San Diego are driven by the readers of this publication.
My job is to bring to you the best, most innovative speakers in recruiting leadership. With that being said, I am proud to report that the list of attendees looks like a who’s who of leading organizations. 80 percent hold manager level or above positions and 86 percent are from companies with 1,000 or more employees. It’s a great list and if you aren’t on it yet, you should be. Take a look at a few of the titles and the companies who are attending.
Amidst allegations it has relied too much on nepotism and too little on diversity, the LA fire department now has 150 pages to read about what it can do to improve the hiring process.
For other organizations, some aspects of the report may be worth taking a look at. keep reading…