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.
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.
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…
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…
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…
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.
“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.
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…