Empathy is not a skill recruiters and hiring managers include on job descriptions, which explains why it’s in short supply among American managers.
How do we know this? Because the leadership coaching and outplacement firm Lee Hecht Harrison did a survey asking workers about their manager’s empathy. “How would you rate your manager’s ability to demonstrate empathy for employee situations?” was the question. Virtually non-existent, was the answer of 52 percent of the respondents.
“Empathy isn’t a weakness, but fundamental to good management,” says Kristen Leverone, senior vice president for LHH’s Global Talent Development Practice. keep reading…
With all the various means for posting and finding a job these days, you really need yours to stand out, rise to the top … in other words, it has to be “the best.” This is where Paul DeBettignies comes in. He will be sharing some of his best tips and practices for making a job ad truly become “the best.” In this one-hour, BirdDog-sponsored webinar, Paul will show YOU how to write and publish truly unique and captivating job ads that attract who you really want, as well as maximizing the tools job boards have to offer. There really is more content than could covered in a single blog post, sothis is one event you really will have to see for yourself.
Please join Paul DeBettignies, managing partner of Nerd Search, LLC, for a one-hour webinar on Wednesday, April 10, at 11:00 a.m. Pacific time (2 Eastern).
Register here: https://cc.readytalk.com/r/lfr7wpemm0w8&eom
Can’t attend? No problem! Sign up and receive a recording to view at a time that is more convenient for you!
David Lee, a speaker at ERE’s spring conference in San Diego on employment branding, joins Gerry Crispin in talking about this month’s event.
- 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…
Just like a job finalist waiting for a decision, college-bound teenagers have been watching the mailbox for the telltale thick envelope that means “Yes.” Thin ones are usually bad news.
Some schools email their decision. Last week, the Ivies simultaneously released their decision online at 5 p.m. EDT Thursday. Other schools send confetti, or links to an acceptance video.
None, though, were more creative than the University of Southern California’s brand new Jimmy Iovine and Andre Young Academy for Arts, Technology, and the Business of Innovation. The accepted applicants each received a personal video with congratulations from Iovine and Young, better known as the hip-hop artist Dr. Dre. Iovine, Dre’s longtime associate, is a successful and well known music producer. keep reading…
The jobs picture brightened considerably in March, as 191,000 new workers were added to private sector payrolls, according to ADP’s National Employment Report.
The HR services firm, which processes payrolls for some 24 million U.S. workers, reported gains in all broad industry categories with the job growth spread almost evenly among employers ranging from the smallest (under 50 employees up by 38,000) to the largest (over 1,000 up by 53,000). keep reading…
presented by George LaRocque
Joining in today’s webinar hosted by George LaRocque will prove to be a wise investment. This one-hour Indeed-sponsored webinar is going to be chalk-full of knowledge, including but certainly not limited to, how content marketing is currently being used to increase marketing conversion rates, and also what various content marketing strategies are out there, and which one will help YOU meet your recruiting goals. Honestly, there is far too much content being covered to even begin to blog it all, so like I said before, joining in this webinar would prove to be a wise investment.
Unable to attend on this date? No problem. Register and you will automatically receive a link to the webinar recording to view at your convenience.
As always, ERE webinars are complimentary.
More information | Register for this webinar
Apparently, the LinkedIn legal team has had a busy spring. Earlier this week, we reported on SourceCon that the professional social networking site had sent a cease and desist order to SellHack. GigaOM reported earlier today that the LinkedIn has now filed an injunction against HiringSolved, a “people aggregator” who received seed funding late last year.
The original HiringSolved suit was filed in January. An amended complaint, filed last week, names HiringSolved and it’s founder, Shon Burton. See the details of the complaint below.
In a previous article, we described the keen interest in employment in the public sector by millenials. Federal employment provides many of the most important attributes that students identify as attractive for their careers. This is evidenced by federal agencies being chosen among the top “ideal employers” identified in Universum’s student survey of tens of thousands of college students: the Federal Bureau of Investigation, National Institutes of Health, Peace Corps, Department of State, and NASA, to name a few. However, despite the appeal of public sector careers, most government agencies are quite inefficient in their recruiting and selection processes and consequently lose many top candidates to the private sector.
Compounding this handicap is the fact that the job market for new campus graduates has heated up once again. According to the 2014 National Association of Colleges and Employers survey, employers plan to increase their hiring from the class of 2014 by 7.8 percent for their U.S. operations. While the job market is certainly tough for some recent graduates, the most sought-after candidates are receiving multiple offers with higher salaries. Agency recruiting and hiring practices must change to effectively for the desired talent.
Here are 11 suggestions that the public sector might deploy that parallel successful practices in the private sector: keep reading…
CareerBuilder is buying a key recruiting-technology company you may not know well, part of CareerBuilder’s goal of moving from a job board to a more sweeping software provider. keep reading…
Already tired of the same old April Fool’s gags that get pulled in the office every year? Then get inspired by the pranking from some of the world’s best known brands, rounded up by the folks at Pocket-lint.
BMW, Google, Domino’s and Samsung have all weighed in this April 1st with videos and products, some of which we wish were real, and others which almost could be believable. (Into that latter category falls Samsung’s plan to outfit pigeons with wi-fi routers. Not as weird as it first seems when you consider Google is flying blimps over cities for that same purpose.) keep reading…
After about a year of work, Amtrak will today relaunch both the front and back ends of its careers website, sprucing up the user experience for candidates, and moving to a new system for recruiters to manage those candidates.
It’s working on better analytics, more visuals, smoother ways of sharing job information on social media, a clearer employer brand, and an easier way for candidates to use the site from a smart phone (heck, those candidates just may be on a train).
Here’s the previous version – what you got if you clicked on “careers” from Amtrak’s home page.
Before now, if you went to Amtrak.com and clicked on “careers,” you’d get a landing page that was up side-by-side with the train ticket-buying area (see graphic). If, from there, you clicked on a job search, you’d get a less-than-lovely job search page; there was also a page at careers.amtrak.com that was ripe for revision.
No longer. keep reading…
We asked you to take a survey about the “state of recruiting” and the response shocked us. In a good way.
We weren’t sure just what to expect, but the 2,000+ responses was far more than our estimates. And let’s be honest, the survey wasn’t short.
The data we’re collecting is great. And valuable. We’ll still present the results in San Diego at the conference (my boss, our CEO, is a survey junkie who’s huddled up pouring over the results like a kid in a candy store) and will still get a short summary to respondents.
It’s too early to report any substantive results, but from glancing at them, I can tell you you’ll be interested in San Diego to hear the grades you’re giving hiring managers, as well as your satisfaction levels with various types of recruiting vendors.
Until San Diego, though, this is a note to say thanks. You have a lot to do and taking the time to do this was much appreciated.
How a state law becomes a recruiting issue
I recently visited Boulder, Colorado, and guess what: everyone there was talking about the new marijuana law. If you are recruiting leader for a large corporation, you may fail to realize how much the laws of individual states can either positively or negatively impact your recruiting in that region. Take this Colorado marijuana law, for example. As a result of the law and its related publicity, firms trying to attract talent to the state may get a noticeable increase in applicants from younger workers who view the new law as a positive thing, making the state a great place to work (For example, the University of Colorado had a 33 percent spike in freshman enrollments this year. Some have attempted to attribute the rise at least in part due to the publicity around the law).
But a recruiting leader shouldn’t be surprised to find out that state laws can also have a negative impact on recruiting. Once more using the Colorado example, there is already some indication that employees with families are having second thoughts about relocating there because they are unsure about living in a state where their children could be continually exposed to widespread marijuana use. And before you make the assumption that the recruiting implications of this law are unique, realize that the same positive and negative impacts may come from other state laws relating to high profile issues. Those might include local laws covering gay rights/marriage, abortion, access to voting, tax rates, and school choice and even, as happened in Florida, gun laws.
Recruiting Challenges in a 420 World keep reading…
The top 10 reasons to attend the next Colorado Marijuana Industry Job Fair
10. When you onboard people, instead of “Hi, how are you?” you can greet them with “How high are you?” keep reading…
Companies with call centers or large customer service centers need to hire high volumes of employees on a continual, routine basis. This type of hiring presents unique challenges and requires dedicated, results-focused recruiters to keep a steady pipeline of candidates flowing through the system. If you are responsible for class hiring, here is a primer and some tips on how to succeed. keep reading…
Before you read this week’s Roundup, please pardon the legal fine print, which I will dispose of forthwith.
Because this week’s post deals with lawyers, who like venomous spiders, ill-tempered rattlesnakes, and dark, lonely alleyways, are all to be avoided, we hereby disclaim any intent to injure, defraud, defame, dispossess, (add your favorite legal disclaimers here) any organization, institution, business or person living or dead.
Now, to our story: It seems in Richmond, Virginia a certain contract attorney working for a staffing firm there got frustrated and decided to go public, posting an amusing (if you aren’t the staffing firm or a contract lawyer) help wanted ad on Craigslist.
The ad has been deleted from the site, but not before AbovetheLaw.com got a copy and posted highlights, beginning with the obligatory “We are currently seeking” part. And what is that was being sought? “Licensed attorneys for upcoming projects that will likely never materialize.” keep reading…
Recruiting is finally moving away from transactional thinking and beginning to understand how to better connect and engage with relevant candidates. We are not there yet, and I may be too optimistic, but many recruiters are making the transition to engage candidates and improve their experience and are therefore making more hires, increasing candidate satisfaction, and bringing in people who become productive faster and stay longer. An exemplar here is Google that has dropped many of its previous job requirements and adopted ones based on data and results.
We are moving slowly through the hype of technology into the deeper waters of understanding candidate psychology and motivation. Over the next five years I expect to see much less focus on tools and technology, and much more use of them to really engage candidates and improve the experience they have in finding the right use of their skills.
Here are the four trends I see unfolding. They will not all be competed in 2014 but they will certainly be well underway in many organizations. I’d love your comments and feedback.
When your best “tips and tricks” are just no longer cutting it in the playing field that is candidate sourcing, then perhaps the April 2 webinar, hosted by sourcing veteran Andre J. Boulais, manager of strategic sourcing at ExactTarget, will give you that cutting edge that may have been lost. He will be covering how ExactTarget managed to not only succeed but also thrive for two record-breaking years in a row for hiring. The “take home” knowledge from this webinar is surely going to be groundbreaking for those who need a serious update to their sourcing techniques.
But the world of recruiting is most definitely an ever-changing and evolving one, and that is why you can’t afford to miss the April 3 webinar, where Jacque Vilet will be delving deeper in the world that is strategic recruiting.
Strategic recruiting, right now, is a top three concern for 78 percent of over 1,200 CEOs from across the globe; in other words, it’s a BIG deal. Please join HR and sourcing expert Jacque Vilet as she explains what it takes if you’re a recruiter wanting to take it to the next level. Prepare to arm yourself with the information and tactics needed to not only gain a much better understanding of what strategic sourcing really means in today’s day and age as well as whether or not strategic recruiting is a good fit for your company and how to gauge that requirement and much much more!
Spring has sprung for many job seekers, and that means shifting their job searches into high gear. Your goal of course is to fish for the special few who have what you are looking for in a new employee. The problem is that most job fairs only give you three or four hours to fish, with hundreds of job seekers streaming past your table. It takes real skill and talent to hook the right ones. Here are a few tips to help you catch the winners. keep reading…
London is firmly established as one of the world’s hubs for finance, culture, and commerce. It stands shoulder to shoulder with contemporaries such as New York, Tokyo, and Sydney.
Being such a diverse city with staggering growth in many sectors, it’s little wonder that more and more people are heading there to begin or further their careers.
The capital has always held appeal as a place of residence for many reasons, despite cost of living increases and the recent recession still leaving a sour taste. However, there are signs that things are improving. keep reading…