New 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.
If 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.
If 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.”
There 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…
A 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.
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…
U.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…
I’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…
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…
Review 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…
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…
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…
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.
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…
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…
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…
I wanted to start by thanking everyone who attended last week’s ERE Expo conference in San Diego, those who actually made the trip, and the hundreds of you who watched streaming live on ERE.net.
It was great to see the social media world, especially Twitter, come to life from the many people ‘tweeting’ live, up-to-the-minute posts during the presentations. You can still access the twitter stream to see some of the insightful tidbits shared by all of you.
For some other follow-up thoughts, check out some of the blog posts here, here, and here.
Naturally, we’re not done talking about it either. John Sullivan is working on a further look at some of the award-winners. And Tuesday on ERE.net we’ll offer tips for your careers website in hopes you can win next year’s site award like Yahoo did this time around. Accenture (employee-referral winner) will be featured in the May Journal, and the American Cancer Society will speak this Fall.
Speaking of the Fall: If you weren’t able to make it to San Diego, our annual ERE Expo 2009 Fall conference is approaching. Still a few weeks to take advantage of our big early bird discounts as well so check it out soon.
Here is what is going on in the ERE world this week:
- On Tuesday at 2:00 p.m. ET, our sister site debuts its newest Fordyce TV show – Living the Dream with Jordan Rayborn. Jordan has taken working virtually to the next level. Often called the RV Recruiter, this big biller works wherever his heart and business take him, and typically some of the most beautiful places in the country. This episode will be coming from the hill country outside of Austin, TX. See more about the show and Jordan’s story here.
- Also, in The Fordyce Letter world, the third annual Fordyce Forum is returning to Las Vegas in just a few months. If you are in the search and placement side of the business you won’t want to miss this.
- On Wednesday, sign up for this week’s free ERE webinar — 2009 Sources of Hire: What is Different in Today’s Market and Why You Should Care, led by Gerry Crispin from CareerXroads.
- Did you see that last week we announced the launch of our newest event – Social Recruiting Summit? The agenda is still being completed, but see where we are now and register for the early bird discount. If you are on Twitter, make sure to join the discussion by following @socrecruiting.
- A few weeks ago, we asked for your help as we are getting closer to launching the new community side of ERE.net. The other day we added some new features and are getting even closer! Here is your chance to help us help you develop the most valuable community in the recruiting industry, so take a look and let us know what you think!
Have a great week! If you have any questions about any of this feel free to leave them in the comments below.
A valued customer asked me to ferret out 1,000 names and numbers from a satellite office of a large company (22,000 employees total). I’ve done this work for him before — I’m not sure but I suspect he uses the work for sales development, the theory being that these people all have well-paying jobs in one of the more healthy sectors of our economy. He has ordered many of these custom-developed directories from me before, so whatever madness is behind his methodology it seems to work for him! This is how it’s done. keep reading…
Lately, the word Boolean has become very popular among web sourcers and recruiters. (As you might know, I am fond of it myself!) For some, “Boolean searches” seem complicated. Others wonder what the big deal is since Boolean simply means AND, OR, and NOT applied to keywords.
Let’s try to find some clarity. I’ll write about Google here. Though other search engines are similar in many ways, each has its own syntax, somewhat different from Google’s.
Google syntax does, of course, implement Boolean logic, though in a limited fashion. It’s not what I want to talk about here; I’d like to talk about the additional, “non-Boolean” part of Google. Google syntax (shall we call it Googlean?) contains much more than an implementation of Boolean logic.
There are operators and special characters that instruct Google on how to use keywords in a search string. One doesn’t need to learn about all of the operators to become successful in one’s searches, but adding a few operators to your search will help quite a bit. Here I’ll cover some operators that I think are a must for a serious web sourcer’s toolbox.
Part 1 of 2 “Googlean” and Special Characters