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Tricks of the Trade

The Current State of Mobile Recruitment in the Netherlands

by
Geert-Jan
Apr 11, 2014, 12:38 am ET
Screen Shot 2013-12-18 at 10.07.26 AMIn the last quarter of 2013, Intelligence Group studied the situation of mobile recruitment in the Netherlands.” The results of this study are published in the whitepaper embedded below, ”What is the current state of mobile recruitment?” The study has two viewpoints: the perspective of the job seeker and the perspective of the employer.

A New Recruitment Moment Is on the Rise keep reading…

Help Produce the Data You’ve Always Wanted

by
Todd Raphael
Mar 26, 2014, 12:48 am ET

Among the most common requests we’ve gotten over the last decade and a half is for data that’ll help you compare your department to others, gauge the state of the profession, and just get a sense of how your peers tend to do things. We’re compiling this information, and we’d love for you to take a survey that’ll help. By taking the State of Recruiting survey, you’ll get a summary of results emailed to you.

Topics include everything from:

  • What you outsource and what you don’t
  • Who your department reports to
  • Who your department should report to
  • The metrics you pay attention to
  • Whether your department is growing or not
  • How you decide if a hire was a quality one

… and more.

Click here to take the survey. We’ll present the full results at a special session at the first day of the ERE Recruiting Conference & Expo in San Diego.

These People Might Make Good Sourcers

by
Jeremy Roberts
Mar 18, 2014, 5:01 am ET

hiring sourcersHiring a good sourcer is difficult. Identifying new sourcers who do not have experience in the recruiting function is even more difficult. If you’re trying to build a team of sourcers, consider targeting these professional backgrounds: keep reading…

New Tips Out on Background Checks

by
Todd Raphael
Mar 11, 2014, 10:33 am ET

Screen Shot 2014-03-11 at 7.27.21 AMNew assistance is out from the U.S. government on the use of background checks.

The U.S. Equal Employment Opportunity Commission and the U.S. Federal Trade Commission co-published the documents. Fortunately, they’re written pretty clearly, and have a good set of links for more information.

There’s a link for employer information as well as a page for job seekers and current employees.

U.S. Govt Lists Resources for New Disabilities, Veterans Guidelines

by
Todd Raphael
Dec 5, 2013, 1:19 pm ET

Screen Shot 2013-12-05 at 10.07.31 AMIf you’re following the action on the new disabilities and veterans hiring guidelines in the U.S., there’s a new site that may help a bit.

This one’s coming from the Office of Federal Contract Compliance Programs, and it’s simply a list of resources to help you when sourcing and hiring people with disabilities and/or veterans.

The info is divided into categories: accommodations; tax incentives; inclusive environments; disabilities, and veterans.

While I’m at it, in case you’re a service provider yourself, here’s a link to information on getting on the resource list.

U.S. Health Aide Website Gets New Upgrades

by
Todd Raphael
Aug 8, 2013, 3:35 pm ET

datacenterThere’ve been upgrades to a website where you can find information on nursing home aides, home health aides, and personal care aides in the U.S. keep reading…

A Manager Toolkit for Hiring and Employing People With Disabilities

by
Todd Raphael
Jul 29, 2013, 2:55 pm ET

CornellIf you opened that PDF where big companies were sharing their practices in hiring and employing people with disabilities, you saw a reference to a disabilities toolkit Cornell University helped develop.

In case you wanted to check it out, here’s a link to it. The website, which Cornell shares with its managers, includes short tips on hiring people with disabilities; accommodations; mental illness/addiction; and “the case for inclusiveness.”

A Best Practices on Disability-Hiring Workbook

by
Todd Raphael
Jul 25, 2013, 5:34 pm ET

Screen Shot 2013-07-25 at 2.11.47 PMThere are some not-terribly-new ideas in a new 24-page PDF about disabilities. But, there are some good nuggets in the workbook, too, so it’s worth a look at this freebie from the U.S. Chamber of Commerce and the U.S. Business Leadership Network. keep reading…

88 Pages of New Guidelines for College Recruiting

by
Todd Raphael
Jul 19, 2013, 12:56 pm ET

nace_logoA sweeping set of suggestions for college recruiting has been released by the National Association of Colleges and Employers.

The useful PDF includes guidelines for university relations, marketing & branding, candidate sourcing & assessment, onboarding, legal issues, and more. You’ll find some good metrics.

In development since last year, it’s essentially a set of practices organizations could follow in their college recruiting programs, and in assessing how well those programs are working.

Private-sector companies like Raytheon, KPMG, BP, and EY helped in putting together the guide.

What Recruiters Are Tweeting, Retweeting, and Reading

by
Todd Raphael
Jun 28, 2013, 6:10 am ET

Ever wondered what recruiters are tweeting about, and whose tweets are most being retweeted?

A company called Leadtail put together a report for us on just that. Leadtail studied 310 U.S.-based recruiters (about half in house, about half from agencies) from March 21 to June 20 of this year, totaling 55,576 tweets.

These recruiters reached 835,336 followers. Here are some of the findings. keep reading…

A Quick Look at U.S. Cellular’s Portal for Departing Employees

by
Todd Raphael
May 24, 2013, 6:38 am ET

logo-uscU.S. Cellular is helping employees losing jobs in the sale of some segments of its business to Sprint by setting up a transition portal.

A recruitment advertising/communications agency called Shaker helped develop the portal, aimed at 765 “associates” impacted; Kensington International, an outplacement firm, also partnered.

U.S. Cellular is also working with a group called Skills for Chicagoland’s Future. It’s a non-profit that provides placement and training services.

Back to the portal: it includes information on negotiation strategies; resume and cover-letter tips; interviewing assistance, and social networking guides. Let’s take a brief look inside. keep reading…

Best Practices in Implementing a Talent Acquisition System

by
Madeline Laurano
Sep 16, 2009, 5:38 am ET

crl_mastheadI’ve got an in-depth, 2,800-word article about implementing talent acquisition systems coming up in the November Journal of Corporate Recruiting Leadership.

For now, let me give you some of the highlights. keep reading…

Executive Pay Not the Same

by
Todd Raphael
Sep 10, 2009, 3:33 pm ET

Some old standbys used to attract and keep execs are not being relied upon as frequently, according to an ExecuNet survey of 476 search firm consultants and corporate human resources professionals.

Here’s the data comparing this year and last. keep reading…

A Succession Planning Exercise

by
John Elliott
Sep 1, 2009, 5:16 am ET

crl_mastheadReview your senior leadership positions. You might take the top 2% or 10%; whatever is a logical method to review your organization’s top tier talent. It might be that you review all director and above positions, or VP and above. You may wish to review only positions in a certain pay grade and above. (By the way, I’ve got a more in-depth article on executive pay coming up in the Journal of Corporate Recruiting Leadership.)

As you review these positions, find out if there is a person or persons in the organization who could take that individual’s position should it become vacant. Document who could fill the void, and/or make note if there is no one who could fill the position, should it become vacant. You might also make note of any imminent retirements in any key positions over the next few years as well. Once complete, you will have a clear understanding of which positions you need to plan recruiting for and when that recruiting might be coming online. Make this a subset of your strategic workforce plan.

After you complete this top talent succession planning exercise, compute the following ratio: keep reading…

Meet Fidelity’s People

by
Todd Raphael
Aug 24, 2009, 1:23 pm ET

Still waiting on Adidas. Meanwhile, Fidelity has gone live with a new careers site, which has been many months in the making. It’s most proud of the “Meet Our People” section of videos; there’s a link to that part at the bottom middle of the site. Let me know what you think of it. keep reading…

Unleash the Hidden Talents of Your Employees

by
Ethan Chazin
Jul 7, 2009, 5:12 am ET

Imagine being able to unleash the hidden talents and untapped skills of every single one of your employees?

Imagine if every single one of your employees, from front-line staff to senior management, was 100% engaged, doing the work they were cut out for, contributing to the success of your organization by focusing on their core competencies.

Can you envision the collective power you would unleash? No laggards … just a company filled with rising stars. Absenteeism would drop instantly, worker defections to your competitors would cease entirely. Entire departments would start exceeding quotas.

You would become a preferred employer, and employee recruitment would be an exercise in picking the talent you wanted. Better yet, what if I told you this can be achieved and without the tremendous cost and resource drain of investing in hard-to-measure training programs? That long-sought-after seat at the management table would suddenly materialize for you.

Does this sound too good to be true? Well, it’s not. There is a beautifully simple tool called a “human capital development audit” that you can implement immediately to achieve these results.

Here’s how it works: keep reading…

Indeed, Someone’s Talking About You

by
Todd Raphael
Jun 15, 2009, 7:29 pm ET

Who’s talking about your company? What are they saying about it? How can we influence that?

The astute Shannon Seery Gude of the company Bernard Hodes says that employers aren’t always looking in the right place for answers to that question. They’re looking at Google Alerts, perhaps. Maybe Glassdoor. But, she says, they often neglect the Indeed Forums. “Look for your company and see what’s going on in the forums.”

She suggests searching for “working for IBM” – filling in your company name for IBM.

(I also tested out the use of quotes, by putting “working for Google” in quotes to sharply limit my results. And I couldn’t resist trying a search for Hodes.)

“What we will often find is the No. 1-returned search result in Google comes from the Indeed forums,” she says. That means job-seekers are ending up on Indeed, so recruiters should, too.

These Are a Few of Joshua Kahn’s Favorite Things

by
Todd Raphael
Jun 15, 2009, 6:26 pm ET

Joshua Kahn (who goes by twitter.com/joshuakahn on Twitter), spoke this afternoon at the social recruiting summit, talking up some of his favorite ways to geek out. Kahn works for Accenture, mainly on the Best Buy account. keep reading…

An Outline of a Strategic Workforce Plan

by
John Elliott
May 4, 2009, 9:33 am ET

In the June Journal of Corporate Recruiting Leadership, I’ve got an article about strategic workforce planning — a multi-functional discipline encompassing several human resources functions spanning a long-term planning period.

You’ll get much more detail there, but I wanted to whet your tastebuds with this sample paradigm for a workforce plan. keep reading…

It’s Web 2.009: Is your company’s career portal keeping up?

by
Jody Ordioni
Apr 7, 2009, 5:40 am ET

Congrats to my buds at Yahoo for winning ERE’s prestigious 2009 award for best corporate careers website last week. This accomplishment is particularly impressive in light of the type of questions they had to answer as part of the evaluation process. “How has the site has paid off or contributed to improved profits, better employees, and other quantifiable outcomes?” This was no beauty contest; it was about hardcore metrics and making a measurable difference in the greater business strategy.

Since I wasn’t part of the judging process (maybe next year), I don’t have their answers, but as a researcher, I do have lots of questions and so should you. Your company’s career website is the hub for all applicant traffic and you should be asking yourselves the hard questions about how it’s measuring up. keep reading…