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Opinion

Stop Throwing Recruiting Under the Bus!

by
Melinda White
Feb 18, 2014, 12:27 am ET

There are thousands of startups in Silicon Valley who all aspire to be the next Google. Unlike Google, they don’t pro-actively invest in the resources to succeed or partner with recruiting to achieve this success. Instead they expect recruiters to work miracles in attracting top tier talent to their tiny ventures that are “disruptive.” keep reading…

The ATS World: Coming Up Short

by
Doug Douglas
Feb 5, 2014, 12:57 am ET

Screen Shot 2014-01-20 at 8.56.59 PMIn the early 2000s, I had just started working in recruiting and didn’t know anything about the industry or its tools. My first week on the job, the company was implementing a new applicant tracking system. Dave, the guy who was leading the implementation, didn’t show up my second day on the job. Soon the announcement was made that Dave had left the company and was moving.

I walked into the CEO’s office and boldly stated, “I don’t know what an ATS is, but if you’ll make me the admin on it, I’ll learn everything there is to know about it, finish the implementation, and have it running as smooth as butter.” For some reason, he believed me. I followed through with my declaration — finished the implementation and knew the system (and the business reasons) inside and out.

Over the next several years, I have implemented numerous ATS’s. I’ve also been a user on many other client systems.  I say all of this to let you know that my knowledge and expertise when it comes to an ATS is deep. I’m not just a casual observer of these systems. I know them.

What I have discovered over the years is that many of these tools shouldn’t even be available (an Excel spreadsheet would be more useful than what some offer), but there are some that get so close to hitting the mark …but then they leave out, forget, or ignore something so simple, so logical, that would make it far more useful and effective.

So here are a few of the things that should be included in every ATS … keep reading…

Social Recruiting: Too Important for Interns

by
Jody Ordioni
Feb 4, 2014, 12:33 am ET

At ah HR event earlier this month, I advised organizations on adding more social media to their 2014 talent acquisition efforts. Since then, I’ve heard from many organizations who told me, “We’ve assigned our intern to handle that.”

That’s a mistake. Here’s why. keep reading…

Jobs Are Available for Those Who Want to Work Hard

by
Doug Douglas
Jan 29, 2014, 12:09 am ET

unemployment.jpgAs I watched the news the past couple of days, the newest hot debate is over extending unemployment benefits. The previous extension has expired, and the politicians — as always — are looking for a “winning” argument to score political points for the next election. It seems like the easiest thing to do for a politician is go around saying that the pursuit of happiness includes a free house, free healthcare, free education, free car, free smartphones, free money to everyone … who wouldn’t be for getting all of those things for free?

The problem is, they aren’t free even when a politician labels it that way. The money has to come from somewhere … as with extending unemployment benefits. So the Democrats are saying that they need to extend them again and give the unemployed a safety net (even though it was previously a 99-week safety net), and the Republicans are saying that they aren’t opposed to extending unemployment benefits, but they need to be paid for somehow.

This debate continues throughout the media as well. Analyst come on and say that extending unemployment benefits causes people to be less eager to get back to work. Why not exhaust all of the “free money” that you can get, relax a bit, and then buckle down and get back to work? There’s no doubt that some play the system in this manner. I admit that there may be some reason why some would need 99 weeks to find a job, but I would think those cases should be very rare. People can get a job doing something, or maybe even a second or third job — I’ve worked three jobs before in the past. They may not be the jobs that they are accustomed to or want, but when it comes to providing for your family, you take what you can get.

But then today, I heard the debate that said there are approximately 4 million jobs available in the U.S., so why is unemployment still high? I have a couple of thoughts on that: keep reading…

When We Connect the ‘Global Integration’ Dots, Recruiters Risk Being Defined Here by Their Practices There

by
Gerry Crispin
Jan 8, 2014, 12:44 am ET

Screen Shot 2014-01-07 at 2.42.37 PMThe hiring process has no minimum acceptable (or unacceptable) standard of practice. Anything goes and many recruiters prefer it that way. Perhaps intuitively we know that people who think of themselves as recruiters (or enjoy being seen as successful recruiters by others), are highly individualistic and, if occasionally a line is crossed, it’s easy enough to distance the professionals on the right side from those who fall outside that broad norm.

That “norm” however is typically a U.S.-centric perspective at a time when we are moving increasingly toward a global community. Internationally, the practice of recruiting isn’t nearly as individualistic and its many forms are often deeply embedded in the culture of the country.

It is here, at the edge, that some forms of recruiting include practices so egregious (when considering the desperation of those seeking work) — practices we could never imagine being associated with what we love doing. keep reading…

Employer Branding: Don’t Get Taken in By the Waffle

by
Nick Leigh-Morgan
Dec 26, 2013, 6:35 am ET

bpEvery few years our business lexicon gets invaded by a new cliche. Management speak like “big data” and “social hiring” … vague terms that no one can really define but are liberally trotted out typically by vendors, consultants, and conference speakers trying to impress you. The king of the management cliches at present and one that makes my skin crawl is employer branding. There. I said it — well wrote it — but I was cringing when I did.

If you ever hear someone wittering on about employer branding I dare you to interrupt them and say, “define employer branding.”

I bet most won’t give you a very good definition and will be suitably aghast that you even questioned one of recruitment’s current sacred cows, but challenge it you must. Prick the pomposity bubble that we get sucked into. I read one article recently that urged all companies to create a “compelling employer value proposition.” There were few details on what that meant or how to implement it. In short it was just waffle. Companies spend fortunes and waste thousands of hours (I know, I was part of one) designing internal value propositions to allow company recruiters to become “front-line brand ambassadors.” This is nonsense. Stop wasting your time and money.

Let’s examine what exactly people are referring to when they talk about employer branding. Let’s cut through the waffle and look at some specifics that you can actually do to boost your organization’s perception among job seekers. keep reading…

Recruiting Belongs Under The CEO

by
Maureen Sharib
Dec 24, 2013, 6:14 am ET

Dear Mr. CEO,

It’s come to my attention that many of you now believe recruiting key talent is the No. 1 priority nowadays.

If you really believe this — and those of you with the sense God gave mules should — then you’re probably wondering how in the world are you going to do that. keep reading…

2014 — The Year of Social HR

by
Chris Yeh
Dec 6, 2013, 5:55 am ET

Work42012 was the year of social recruiting and 2013 was supposed to be the year of social HR. How far have we moved forward? Quite a bit, but not as much as I would have thought. Gamification has certainly not become mainstream and the death of the resume has been greatly exaggerated. keep reading…

How to Write a Rocking Job Description for Recruitment

by
Chris Yeh
Nov 29, 2013, 6:29 am ET

The best and most effective job descriptions give people a sense of what it’s like to be a part of the company. Don’t assume that everyone knows about your company. A small blurb describing the company is good practice and helps potential candidates build a mental image of what it might be like e to work there. Personality and culture should either be directly described or be reflected in the structure and wording of the description.

Airbnb does this in a really nice simplistic way: keep reading…

Helicopter Employers

by
Megan Stanish
Nov 26, 2013, 6:33 am ET

helicopterAnother recent article popped up in my email asking how well we, the employers, are measuring up to the expectations of the millennial generation. You know what my answer is to that? Enough already!

Please give me a moment to breathe, and then the rant will continue.

Ready? Yes? So am I. keep reading…

Going Once. Going Twice. Sold: Internships on the Auction Block

by
Gail Miller
Oct 31, 2013, 6:31 am ET

With the recent headlines shining a light on the corporate exploitation of interns, it’s shocking to me that some firms are auctioning off internships in the name of philanthropy. Imagine, a wealthy family of a college student or recent grad actually “making a donation” to get their kid’s foot in the door.

It’s true. Big name movie studios, glamorous fashion houses, private academic institutions, and highbrow publishing companies are just some of the many organization that have auctioned off internships — paid or unpaid — via Charitybuzz.com, the online auction house.

According to an article in U.S. News and World Report, internship auctions have “… brought in big money. In fact, one posting billed as the ‘ultimate intern experience’ gave one bidder a 12-week-long internship … for $85,000, making it the most expensive internship ever sold on the site.”

Some of these internships are really job-shadow experiences while others are actual hands-on work. Regardless, these internships are appearing on the resumes of those wealthy enough to afford steep donations, which are generally $1,500-$5,000 in value.

The first question that comes to mind: When they interview for their first “real jobs,” do these privileged students reveal the fact that their internships were unearned? The answer: Of course not!

Here are five other questions to ponder with regard to internship auctions: keep reading…

What I Learned About Assessments From a Human Resources Technology Conference

by
Dr. Charles Handler
Oct 23, 2013, 5:28 am ET

For those who love technology and value it as an essential asset to the people side of business strategy, a conference held this near in Las Vegas, the HR Technology Conference, never disappoints. This year was no exception. It  seemed to be the biggest edition yet with a dizzying array of companies offering a wide range of solutions across the entire HR landscape.

I saw the major themes permeating the trade show floor as: unprecedented levels of individual accessibility and control over information of all types; social connectivity and easy integration of everything; data and analytics attached to most things; on-demand learning everywhere one turns; and technology as a means to support personal, corporate, and social responsibility.

I’ll leave the details of the big picture views to other analysts whom I feel have offered great insights, and drill down to my specialty areas: talent acquisition and specifically talent assessments. keep reading…

Why Cold Outreach Will Always Prevail Over the ATS

by
Manny Medina
Oct 18, 2013, 6:45 am ET

response time - dials to leads.jpgApplicant tracking systems are wonderful. They help you post a job to your own site and to many job boards, track submissions, and bring up those candidates again for new job searches. They also allow you to figure out who is where in the hiring pipeline, and keep things neat and organized. Some of them even intelligently pick the most relevant resumes that are submitted directly to the company or from third-party job boards such as Monster or CareerBuilder. However, when it comes to finding real talent that is a perfect match for the position, the ATS falls short compared to the good old-fashioned sourcing and recruiting process.

When filling a position using an internal ATS, it comes down to one of these two scenarios: keep reading…

Social Media Recruiting Fatigue

by
Paul DeBettignies
Oct 16, 2013, 6:45 am ET

Social media recruiting has been core to what I do for years. It ranks second to the phone as my most important tool.

I know how many folks visit my blog every day. I pay attention to Twitter follows/unfollows. I have a Twitter list with 3,000+ Minnesota IT pros paying attention to it on a semi regular basis. I rank on the first page of Google for all the keywords important to me. I am running a set of Facebook ads next week and have an idea for some simple videos for my startups.

I am not tired of recruiting or social media … I am tired of the commentary. keep reading…

Cold Calling Is Still Hot

by
Jeff Wood
Oct 14, 2013, 6:44 am ET

The key to making quantum leaps in one’s production is found in the psychological arena. –Dr. Aaron Hemlsley

In his ERE article The End of Sourcing Is Near … the Remaining Recruiting Challenge Is Selling, John Sullivan suggests that due to the LinkedIn factor, the biggest challenge facing recruiting today is the need to sell, and the fact that many recruiters dread doing so. That’s because they just might have to make cold calls.

It’s Called Cold for a Reason

When I get ready to make a cold call, I do this whole psyche up thing.

I imagine myself as tall, strong, and fearless; ready to crush the competition. I get out of my chair and walk around. I look and feel the part. I am a recruiting professional and I am prepared for action.

I pull the trigger (aka dial my phone). It goes straight to voice mail. I leave a message that is precisely 30 seconds in length; I know that because I timed myself reading my prepared script before making the call. I hang up.

I made a cold call to the VP of Sales.

Whew, that wasn’t hard at all.

A few minutes later I dial into my voice mail to check out the recording I just made to myself..

Oh crap. I sound like a pissed-off drill sergeant begging for food stamps. I would delete this joker’s message within the first three seconds if I were the recipient.

Why So Many Avoid Cold Calling keep reading…

Let’s Be Honest: You Can Automate Sourcing

by
Manny Medina
Sep 17, 2013, 6:40 am ET

When the “as-a-service” concept launched, it caused a major disruption as it took tasks that are common within an industry vertical and offered it in a way that leveled the playing field for all. By standardizing all common back and front office components, software-as-a-service vendors (such as Salesforce, Marketo) have freed sales-driven organizations from the drudgery of lead tracking, qualification, and sales pipeline management processes and allowed them to focus on honing in on the art of selling. Can this same model be created to level the talent sourcing playing field? keep reading…

Actually, Recruiting is Not HR Anymore

by
Tina Iantorno
Sep 5, 2013, 6:42 am ET

Recruitment, now widely referred to as talent acquisition, has and continues to evolve enough that we are really have become our own animal, not a cage in someone else’s zoo. keep reading…

When Your Recruits Should Be American

by
Raghav Singh
Sep 2, 2013, 6:44 am ET

Screen Shot 2013-08-23 at 6.53.32 AMMy recent post on helping the unemployed generated a lot of interest — shared over a thousand times on Linkedin. I take it that a lot of us would like to do something to help the millions that are unemployed. Here’s my small contribution to that cause. keep reading…

The New College-grad Test Is Better Than GPA, But Proceed With Caution

by
Dr. Wendell Williams
Aug 29, 2013, 6:45 am ET

cae-logoAs long as I have been in business, hiring managers have been trying to pin a magic number on job candidates in the hope it will indicate future job performance. Sometimes that number is a GPA, combined test score, or even past earnings. Now we have the Collegiate Learning Assessment (CLA+) … a test given to new college graduates and scored like the SAT. But guess what? Magic numbers are just that … magic!

Magic is the art of illusion. That is, a magician creates illusions using sleight of hand that deceives the audience. Hiring decisions based on a number are sleight of hand because they lead people to think everything about a person can be reduced to a few digits. But anyone with enough years on the job and the professional savvy to systematically compare job performance to pre-employment test scores (i.e., studies … not stories) knows this is only part of the performance story. keep reading…

In a Banner Year of Recruiting Innovation, 1 Stubborn Throwback

by
Mike Hard
Aug 27, 2013, 5:03 am ET

2012 was one of the biggest M&A years for recruiting technology: Kenexa bought by IBM, Taleo by Oracle, SuccessFactors by SAP, etc. With all the consolidation and innovation, however, it’s ironic that one major source of talent acquisition remains stubbornly resistant to change: the way companies find, communicate and work with search firms. keep reading…