You’re a professional recruiter, so you don’t need to be told how important it is to keep a fresh, updated resume at the ready. But just in case, now would be a good time to make sure everything is current. It is, after all, Update Your Resume Month.
“Keeping your resume up-to-date is a lot like networking — it’s something you should always be doing whether or not you’re hunting for a new job,’ says author and noted career coach Fred Myers. Yet as that saying about the cobbler’s children having no shoes reminds us, it’s easy to overlook doing for yourself what you advise others to do. keep reading…
A new public service campaign asks businesses to train and mentor the millions of low-income young adults who may not have a college degree or a lot of work experience. Print, broadcast, radio, online, and outdoor ads are on the way.
Some of the visuals and language in the campaign tell employers to forgo “traditional hiring practices” in favor of paths to employment for unsung job candidates that will increase retention, productivity, diversity and engagement. keep reading…
Wanted Analytics says the number of online job listings for recruiters rose 4.5 percent in August from the same 30-day period a year before. In the HR category, recruiter jobs are now second only to the listings for HR managers, says Wanted. The research firm analyzes online listings from corporate sites, job boards, and elsewhere to create reports on the types of jobs being advertised and other information and business intelligence. keep reading…
We suggest you consider whether the computer you are using and your location is secure enough. It would be safer to fill in the form using means that are not directly connected to you.
That’s the unusual warning on a new careers site, aimed at reassuring applicants about their safety and confidentiality when applying for jobs. In other words, the organization’s worried applicants will fear for their lives for applying. keep reading…
August may have disappointed labor analysts with its unexpectedly low count of new jobs, but for recruiters, the evidence out of Washington and elsewhere says recruiting difficulty is only going to get worse.
Nationally, it took 24.9 business days (Monday-Saturday are business days for this report) to fill a job in July, according to the Dice-DFH Vacancy Duration Measure. That’s a bare tick off June’s 25.1 days. Meanwhile, the Job Openings and Labor Turnover Summary from the U.S. Bureau of Labor Statistics, put July’s openings rate at 3.3, a 22 percent increase over the 2.7 in July 2013. keep reading…
Social Media Dos and Don’ts for Recruiting
This upcoming Jobvite-sponsored webinar will be featuring some of the best tips and practices from the “Ultimate Recruiter’s Guide.” Hosted by Matt LeBlanc, this webinar is guaranteed to shed light on some new social media tricks as well as give you a reality check in other areas of current practices. Take-homes will include the following and much more:
- Use social media to create a powerful talent pipeline that builds itself
- The realities when using social media and what you can and cannot expect
- Various pro-level tips and tricks that will allow social media to work at even the most “corporate-y” of functions
Far more will be covered in this groundbreaking webinar and it really has to be attended to appreciate the full value of knowledge being offered. Register now and you won’t miss out!
Date/Time of Webinar: September 23, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/mnnasgrtb7be&eom
Improving Candidate Quality: Through a Marketing Lens
Coming at you from a different angle in this upcoming Indeed webinar is your host Marvin Smith, as he encourages you to shift from the role of talent acquisition and into the role of marketing product manager, with the “challenge” being improving the product quality of candidates. The depth of this webinar exceeds description, but expect the following to be covered:
- A look at the “three areas of impact”: the hiring teams, the talent sourcer/recruiter, and the target talent
- How to shake things up for you/your organization and what that entails
- And so much more!
This is guaranteed to not only be a incredibly informative webinar. Register today and develop your recruiting abilities even further.
Date/Time of Webinar: September 25, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/7fw9ayb2xf7a&eom
A new report examines 16 factors that drive the performance of a talent acquisition department. The big winner is four times as influential as the second-place factor. keep reading…
Editor’s note: ERE neither encourages nor endorses the watching of any of the videos in this post during the time you should be working. But if you must, we suggest taking these job security precautions: 1) Turn down the volume; 2) Open a second tab to LinkedIn so you can quickly switch away; 3) Avoid laughing out loud; 4) Share this post from a computer other than your own.
Never let it be said that Roundup doesn’t know what recruiter reality is. Over the years your Roundup correspondent has dutifully brought you the entertaining, the culturally unique, the over the top (or is that the first one in this inventory?), and even a winning IKEA recruiting video. (Keep IKEA in mind. We will return there shortly.)
Today, however, I bring you a genuine peek at 57 seconds in the life of a staffing keep reading…
After a decade of slowly declining workplace drug test results, Quest Diagnostics said the trend reversed last year with more workers testing positive, particularly for marijuana and amphetamines.
Although the total positive results are small — of 7.6 million urine tests 3.7 percent were positive — it does represent a 5.5 percent increase from 2012′s 3.5 percent positives and it is the first increase since 2003, when 4.5 percent of the samples found traces of drugs. keep reading…
The U.S. Air Force is launching a new recruiting campaign this week featuring the slogan “Aim High,” used 15 years’ back. The campaign is heavy on visuals, including striking photos and powerful videos — see below. keep reading…
The state of Idaho, saying it’s short of the people it needs over the next few years, is trying to bring more people to the state, get current employees to stay, and get boomerangs to return. keep reading…
When Kesha Owens meets with hiring managers about a req, she goes in armed.
Her weapon of choice? Data.
Data showing the comp for the job locally and nationally. Data showing the number of available candidates and where the supply is greatest and who else is looking for the same candidates. And that’s just part of the ammunition she has these days when she explains to hiring managers why relocation needs to be included or why the comp is too low or … You get the idea.
“Without that data you go into meetings with managers and you are rambling,” says Owens, manager of recruiting and training at Lincoln Electric, a global provider of welding equipment and cutting tools with one of the most studied of business models, including multiple articles published by the Harvard Business School. keep reading…
I, the lead author, have 40 years of experience working in the talent space. But given that experience, I still don’t understand why recruiters and hiring managers place such an unwavering emphasis on hiring only individuals with “direct experience” (i.e. experience working with the specific job title that they’ve applied for). So despite my extensive personal experience and education, I agree with the conclusion reached by Google, Facebook, and most startups that many of the best hires are those whose education, experience, and other credentials are not a perfect “fit” for a job opening.
The Track Record of Those With No Direct Experience or Weak Credentials Is Impressive keep reading…
Even taking into account the usual summer hiring slowdown, this morning’s jobs report from the U.S. Labor Department can only be called surprising. The Department’s Bureau of Labor Statistics said 142,000 new jobs were created in August, a number far off the 220,000 to 230,000 economists forecast. Unemployment inched down to 6.1 percent from 6.2 percent.
It was the smallest increase yet this year, and follows six months of gains over 200,000 jobs each. Going into August, the monthly average gain in new jobs was 230,000.
Yesterday’s private sector jobs report from ADP and Moody Analytics foreshadowed a lower August job growth when it came in at 204,000, which was also below expectations. Few, though, expected so big a decline, which was also accompanied by a net downward revision of June and July’s numbers of 28,000.
The slight decline in the unemployment rate came from fewer working-age Americans participating in the labor force. The participation rate in August dropped back to 62.8 percent from 62.9 percent, hovering near historic lows. keep reading…
You can now recruit people young enough to wear braces, with the launch of a website for high schoolers to showcase their achievements and for helicopter parents to brag about their kids if they get tired of doing so on Facebook. keep reading…
The hand-wringing over today’s ADP private employment report should not be taken as evidence of any kind of sudden reversal of hiring.
The 204,000 private sector jobs ADP and its forecasting partner, Moody’s Analytics, said were created in August demonstrates that the hiring surge of the last several months still has legs. That the number was less than the 215,000-220,000 jobs economists expected and the lowest count since March, may be disappointing, but the August dip is familiar to any recruiter with more than a few years experience.
Hiring historically slows in August and again around the end-of-the-year holidays. Last year, ADP reported 296,900 new jobs in June and 212,400 in July. In August, the job creation count dropped to 190,200. It was back up in September to 215,000. keep reading…