Marketing is recruiting’s next frontier. If you’re a marketer, you’re trying to generate a lead or a sale, so you dedicate a tremendous amount of time, energy, and expense to achieving the highest conversion rates possible.
Similarly, you can maximize the return on investment of your recruitment campaigns when considering click-to-apply ratios. Click-to-apply tracks the number of candidates viewing a job advertisement who then go on to complete an application.
Let’s take a look. keep reading…
“Where have all the candidates gone?” If you’re among the nearly 40 percent of employers who have an open position for which you can’t find the talent to fill those roles, you’re probably asking yourself this very question.
According to CareerBuilder’s 2015 hiring forecast, more than a third of employers plan to add full-time, permanent employees this year, the best outlook from the annual forecast since 2006. But many are finding that planning to hire and actually making a hire are two vastly different undertakings. Across industries, the demand for candidates with specific skills far outnumbers the supply, and the old rules of recruiting no longer apply.
Faced with these new challenges, many employers are exploring alternative approaches to finding talent with the skills they need, as results from the forecast show. Consider the following findings from CareerBuilder’s study, which reveal how employers are working to overcome today’s most common recruiting challenges, and see how you can apply the takeaways to fill skills gaps at your own organization. keep reading…
Right now, there are three generations in the U.S. workforce: millennials, generation Xers, and baby boomers. Each of these age cohorts makes up about one third of the workforce, but by 2020, as baby boomers retire, millennials are projected to make up nearly half of the working-age population.
At the Indeed Hiring Lab, we took a look at how each of these generations is searching for jobs today to get a better idea of the coming talent opportunities and challenges. In addition to examining the aggregate search data on what millennials, Gen Xers, and baby boomers are looking for, we also talked with employers to learn how they perceive candidates from different generations.
Overall, we found that job seeker preferences don’t differ that much from generation to generation. The differences are more subtle than the current conversation around millennials in the workforce would suggest, and employers are aware of that hyperbole. According to Aaron Kraljev, vice president of employer marketing at Wells Fargo, “While we’ve found that younger segments are more adept at technological advances in the application process, we also know that for most of our workforce, people are basically on the same page in how they approach their job search. It’s part of how anyone looks for a job now.” keep reading…
The pace of hiring will quicken in 2015, as more employers plan to add staff than at any time since the start of the recession.
Surveys by a trio of organizations found employers generally optimistic about growth in the year ahead, with more of them than at any time in the past seven years planning to add workers.
Released just this morning, CareerBuilder’s annual job survey found 36 percent of employers expect to add permanent, full-time staff this year. That’s a 50 percent increase over what employers said at the beginning of 2014.
Manpower’s Employment Outlook Survey, released early in December, found similar optimism among employers. The global staffing agency’s survey of 18,000+ employers found a seasonally adjusted 19 percent of them plan to add staff in the first quarter alone. keep reading…
Seventeen times as many HR professionals say that telecommuting on a regular basis is successful than say it is unsuccessful, according to a study released today. keep reading…
By now you’ve heard the announcement that “Google+ is dead.” Besieged by reports that Facebook had more users (true), more engagement (also true), and longer visit lengths (very true), Google+ has been on some kind of death watch for more than year. And with its project leader resigning, clearly it signals that Google is ready to admit defeat and send G+ to the farm upstate where projects go when they’re deemed too ineffectual at driving ad revenue.
And that’s all true, assuming you have a very narrow view of Google+, one that presumes G+ was a Facebook competitor and nothing more. If you take a step back and see what G+ was really doing, you’ll understand that its value remains — even if it can’t hold a candle to Facebook. keep reading…
More than career website development, and more than any other activity like developing brand strategies, it is social media that companies are turning to for enhanching their employer brands.
That’s one of the findings of a new 18-country study of employer brands around the world. Other findings: keep reading…
Last week, at the Spring ERE Recruiting Conference, our CEO Ron Mester unveiled some of the findings of the State of Recruiting Survey conducted recently by ERE Media. One of the survey questions discussed was “What keeps you up at night?” The results, displayed in the graphic at right, aren’t surprising. keep reading…
We tracked the mobile recruiting efforts of 100 firms over the last three years. Mobile-recruiting-native apps (those you download and install) are in decline, while mobile-optimized websites are on the increase.
Here’s what else we learned: keep reading…
We’ve taken a look before at the days of the week desktop and mobile users are most likely to search for jobs.
New data from Peoplefluent shows how much time people spend on career sites.
Let’s take a look. keep reading…
What do companies like McDonalds, Macy’s, Dow Chemical, General Motors, AT&T, and Wal-Mart have in common? Well, aside from being some of the world’s most successful companies, with internationally recognized brands and billions in annual revenue, these are the only six companies who met all of the criteria in the third edition of the “Corporate Mobile Readiness Report.” This report is the third installment in an ongoing study conducted by iMomentous to specifically analyze the Fortune 500 regarding how prepared they are for the increasing volume of mobile job seekers.
The most shocking result of the research is that 95 percent of the Fortune 500 doesn’t have a mobile optimized job application process for candidates. keep reading…
For those keeping score on the work-from-home issue: there are those who believe making people get to the office can increase innovation and can even help turn a company around.
Others say home work can reduce costs, increase productivity, decrease burnout, and attract top talent. Stack Exchange says that telecommuting is not only allowed but is essential to its successful culture.
Dell has now voted, and it is coming down hard in the direction of telecommuting. keep reading…
Every day, millions of job seekers enter millions of search terms into job search engines. On an average session, a job seeker might view hundreds of job listings and click through to dozens of job descriptions.
The search terms and location are the most obvious indicators of which jobs will be shown to a job seeker when they use a search engine. Given this obvious connection between a job seeker’s search and the job listing delivered, you might find it surprising how often employer job descriptions do not contain the words that job seekers are using in their search.
Those readers tired of hearing about the U.S. government shutdown can peruse this 500+ page PDF. It’s a new ranking of countries around the world, in a “human capital index” order.
The list comes courtesy of Mercer and the World Economic Forum, based in Switzerland — a country ranked No. 1. The U.S. is 16th.
The criteria includes such things as businesses’ ability to attract and retain talent; the physical and mental well being of the population; education levels; the legal system; and the ease of doing business.
The document first ranks countries, and then profiles each nation one by one.
We’re all familiar with the funny image that goes by various names, but is basically “Social media explained with donuts.” As a reminder, the full list is here.
Companies, including my own, use the “Donut List” to simplify the major social sites to novices. But as these sites add features and move to our mobile devices, the differences aren’t all that clear. keep reading…
Government data, and a new poll we did, point to a job market that looks to heat up quickly, driving higher levels of hiring and featuring a lot more people quitting for other jobs. On top of that, it’s looking like wage pressure and other retention-era factors are on the way.
Let’s look deeper. keep reading…
A Washington, D.C. nonprofit has a new turnover calculator out, allowing you to calculate the cost of turnover online.
It’s a quick and dirty worksheet, admittedly not including all the costs and after-effects of someone leaving, like frustrated customers or clients, the costs of staffing the job temporarily, and so on.
It does include things like some recruiting costs, as well as the time it takes the newbie to get up to speed. You can find it at The Center for Economic and Policy Research.
Master Burnett sent over the infographic at right (click on it, probably twice, to enlarge) that he put together with Dave Martin from Brave New Talent.
Burnett emailed to say: “The digital world is globally moving at a huge pace to mobile Internet. The explosion of the smartphone and tablet is taking over the pockets of the world and will over take desktop web in 2013. The recruitment industry took 15 years to migrate from printed media to Internet media. Recently the impact of social media has provided innovation in recruitment and a new level of community driven and web-driven hiring outside of the traditional job board. Disappointingly employers have failed to maximise the mobile web and mobile apps.
Given the intrinsic partnership between social media and mobile web, employers around the world must recognize the value being missed on mobile. The attached infographic illustrates the opportunity and the failure to adopt mobile recruiting solutions.” keep reading…
UK employees were asked why they feel disloyal to their employers — a disloyalty that results in lower productivity and turnover. Harris Interactive did the survey for CareerBuilder among 656 UK employees (employed full-time; not self-employed) ages 18 and over.
|Don’t feel my employer values me
|Employer does not pay enough
|My efforts are not recognized or appreciated
|Not enough career advancement opportunities
|Benefits are not good enough
|Don’t like the work culture
|Employer doesn’t provide enough training or education
|Work is not challenging enough
|Don’t like my boss
American companies are reluctant to hire, and the proof is in the Bureau of Labor Statistics new report, released early Friday morning. Here are some glimpses from the economic report, broken down into digestible nuggets:
Recession is real. Mark Zandi, chief economist at Moody’s Economy.com, says there is “no debate that the economy is in a recession.” Among other worries for the average American, beyond a lower net worth and smaller purchasing power, Zandi says it is tough to find a job, and “if you lose a job, it is tough to get back in.”
Jobless jump. The new BLS report shows that May’s jobless rate jumped to 5.5% from 5%, a sounding bell that U.S. growth is stalling.