Chris says that being a gay detective in Ft. Worth isn’t the big deal it used to be. And, he says, he hasn’t had a single problem at work. keep reading…
The school system in East Baton Rouge, Louisiana, isn’t rich, but it does have a couple things in its favor: a go-getter recruiting leader, and some cute kids to star in a four-minute video.
Perry Productions made the video, featuring children asking to be inspired, and teachers saying things like, “I just let children know that I care and everything else falls into place.”
It cost the school district $1,200, including shooting, editing, and voice over, and took about 25 hours to shoot it at six schools in the parish.
Recruitment Manager Daphne Donaldson brought equipment into buildings and helped out with other set up.
“For the price,” Donaldson says, “it was worth it and it was an opportunity for me to learn.”
I’ve embedded it below. keep reading…
This new video starts off slow, with soft music, a smiling police officer, and a children’s cartoon character.
What comes next are handcuffs, drugs, high-speed chases, and explosions.
It’s all for jobs in the Midland, Texas, police department. The video is below.
We all know it’s getting easier to identify candidates. Now the biggest challenge is getting those candidates on the phone or to reply to messages we send them. Last month, at ERE Spring 2014, I asked a few recruiting leaders to share tips on improving candidate engagement.
The themes recommended include: research the candidates you are approaching, personalize voicemails messages to candidates, and involve all of your employees. Watch the entire video below. keep reading…
- The technology topic that surprised us by polling as recruiters’ No. 1 issue
- What’s keeping recruiting leaders up at night
- Why some recruiting practitioners are reluctant to share their stories
- Which organization puts people with little to no marketing experience in charge of hundreds of millions of dollars in recruitment marketing campaigns keep reading…
That’s what one person says in a new employer branding video from adidas, one that … well, if it doesn’t make you want to get off the couch and do something active, nothing will.
The video-makers, according to an adidas blog, asked employees, “Why did you join? What really keeps you here? And what inspires you most about being here?”
Data analytics are getting more important. Companies are using data to better understand and improve their customer relationships, operational, business, and workforce outcomes, and competitive positioning.
This is no different for HR and even more specifically talent acquisition. Quality of hire is the critical decision-support metric that can help HR and hiring leaders determine if they are bringing the right workforce into your organizations to drive business results.
Foosball, Purple Squirrels, and Speed Dating: A summary of our roundtable discussions at Menlo Ventures on hiring in the startup world
I recently participated in a great roundtable discussion (video at the bottom of this post) on recruiting for startups, sponsored by Menlo Ventures and moderated by Jim McCarthy. On the panel with me was Manuel Medina of GroupTalent, Jon Bischke of Entelo, and Todd Raphael of ERE.
Each of our companies is bringing something unique to help disrupt the recruiting space: Readyforce for its attention to linking college students with startups and technology companies, Entelo as a metric-based recruiting tool, and GroupTalent as a high-end job board for software developers. And of course, ERE as a medium to bridge recruiters with the trends and companies like ours.
As startups, we recognize that managing our precious resources of limited cash and employees’ time to find the elusive purple squirrels requires a serious game plan. Here are three of the top takeaways from our discussion that can help firm up your recruiting: keep reading…
Yes, Bittan, CEO of a company called Owner Listens, deliberately puts candidates in a position where they’re at odds with someone, just to see how they handle it.
Bittan and I talk about this in the video below. We also tackle why Silicon Valley seems to hire the young, and why she is more open to older workers.
Lastly, we talk about something she feels is a misperception about working parents. It’s about 11 minutes long, below. keep reading…
You know how it works: if the candidate has the right number of years of experience, doing the right things at the right company in the right industry, voila! They make it through the applicant tracking system.
That’s not quite the case at one company, called Software Advice. Bethany Perkins heads up human resources and recruiting at the Austin, Texas, organization that’s not fixated on what many others are.
She and I talk about what criteria she looks for in a candidate — if experience is not the be-all-end-all — and how she judges whether people meet that criteria. We also touch on whether a college degree matters or it doesn’t.
The eight-minute video is below. keep reading…
Sure, a person’s personal life can play a role in hiring. But we don’t always admit it. Ron Katz and I talk about this in the video below. We also get into how Tebow’s signing may be a sign of the times in terms of:
- The blurring of work and life
- Employers’ greater knowledge of job candidates’ personal lives
- The tension between hiring for “fit” and hiring for diversity
It’s 11 minutes, below. keep reading…
I don’t know Edelman’s Cassel Kroll — VP of digital media strategy — but I know he looks really cool in a hat. So does Jimmie Stone, EVP and creative director.
They and a half-dozen other employees of PR giant Edelman star in this new video about working at Edelman. Edelman’s global and U.S. marketing teams came up with the idea for the video, and made it in about three weeks. The goal was to showcase the variety of new sorts of jobs that recent hires are doing at the firm.
It’s a bit more than two minutes, below. keep reading…
That video I mentioned playing up jobs in Portland is out, and pretty much everything you picture when you picture startup jobs is in there. (Think skateboards, gourmet coffee drinks, cats, dogs, people shooting each other with plastic guns, and lots of technology.)
It’s all aimed at attracting more employees to Portland, particularly, though not exclusively, for technology and startup companies. The Oregonian says that one sequence was shot using a remote-controlled helicopter, and another using a cable mounted between two ladders. I’ve pasted the video below. keep reading…
This Cleveland Clinic video wasn’t made specifically for recruiting, but it sure can’t hurt in portraying jobs at the famous healthcare organization as ones that make a difference.
Commissioned by a surgeon who’s the Clinic’s chief experience officer, it was produced in house and first shown by the CEO.
It is being sent to every hospital CEO in the United States, and was recently shown at a conference in Saudi Arabia. keep reading…
Sheryl Sandberg, the COO of Facebook, is out with a new book saying that women “leave before they leave,” self-selecting out of certain jobs, careers, or specialties that they feel will hurt their ability to have a balanced life at some point in the future.
Is she right? Or is the larger problem stubborn, inflexible employer policies that make it hard for people to leave and reenter the workforce?
Dr. Cassi Fields, an I/O psychologist, and I talk about this in the video below. keep reading…
Those looking to get other songs out of their head can enjoy a Gangnam parody, courtesy NASA interns.
NASA Johnson Style, as it’s called, has racked up more than 4 million views — quite a bit even for an organization used to big responses. The students who created it are in the Pathways Intern Employment Program at Johnson Space Center in Houston.
An intern from North Carolina State University is one of the stars; a Penn State intern is the editor; NASA astronauts provide cameos.
That’s the message from this music video called Hire Me, Maybe, whose chorus will be stuck in your head longer than you want it to. It was made by interns at the eyewear designer-distributor ClearVision; I thought I’d pass it along since quite a few ERE readers ask about interesting careers-related videos (Julia Gometz, formerly with JetBlue, pointed this one out to me today).
ClearVision looks for interns who, among other qualities (interpersonal skills, leadership, communication skills — you know the drill) have a GPA of 3.3 of above. Interns participate in workshops like one on “the Science of Shopping” and another on left- vs. right-brain thinking. They also do community service work, such as at a camp called Kehilla, for kids with social/emotional/learning challenges.