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2015 Recruiting: The Year of the Blind Date

by Jan 8, 2015, 5:22 am ET

Screen Shot 2015-01-07 at 12.42.54 PMWhen I was asked recently for my thoughts on what 2015 will bring for talent acquisition, I responded: dating.

Partly, I just couldn’t get myself to repeat the endless series of annual predictions proliferating around the Internet: the year of the mobile, social, collaboration, telecommuting, people are important, blah, blah, yadda, yada. But, truly, this will be the year when the vendor talked about for years as a potential entrant into the recruiting game will finally emerge: eHarmony.

keep reading…

How to Hire Tech Talent Through Skill, Not School — With @thecandidategen

Date/Time:
Thursday, January 15, 2015, 2:00 pm ET
Duration:
60 minutes

presented by Todd Davis

Does this sound familiar? Your ideal candidate just jumped for the free food and flexibility of a startup, or opted for the deep pockets and extensive benefits of a more famous name. Meanwhile, you’re struggling to recruit the technical talent your company desperately needs.

With unemployment for technical staff running at about 4 percent, it’s no surprise that finding, attracting, and recruiting people with the right tech skillset has become a contact sport for recruiters.

If this rings a bell, you’re probably trying to figure out how you can identify the right talent in a sea of less well-qualified candidates, and more importantly,  how to beat out the competition and bring that talent on board. We can help.

Join us for a free webinar on Thursday January 15 to learn more about mining online data to find diamonds in the rough, and pick up some practical tips to streamline recruitment for hard-to-fill roles.

During the webinar, our speaker, Todd Davis, will share his extensive experience on:

• How to prepare for the search for hard-to-fill positions and why preparation is key.
• Where and how to source technical talent online and automate as much of the process as possible.
• Using tools to make your online and social searches more efficient and effective.

Who should attend?
If you’re competing for top class technical skills, and want to pick up some practical tips on extending your reach and improving your recruitment approach, this webinar is for you.

The webinar will fill up fast. Register for free to reserve your seat now.

Can’t attend? No problem! Register for the webinar and you’ll receive a link to view the video recording the next day.

View archived presentation

2014 Ends With Strong Job Growth as Private Sector Adds 241k Jobs

by Jan 7, 2015, 12:58 pm ET

Total-Nonfarm-Private-Employment-by-Company-Size-December-20142014 ended on a strong note with private employers in the U.S. adding 241,000 new jobs. It’s the fourth consecutive month that ADP’s National Employment Report showed job growth over 200,000 and was well above the 225,000 jobs forecast by economists.

“The job market continues to power forward,” said Mark Zandi, chief economist of Moody’s Analytics which compiles ADP’s payroll data. “At the current pace of job growth, the economy will be back to full employment by this time next year.” keep reading…

Know Your Talent Acquisition Enemy

by Jan 7, 2015, 5:27 am ET

Screen Shot 2015-01-03 at 7.27.38 PMThus it is said that one who knows the enemy and knows himself will not be endangered in a hundred engagements. One who does not know the enemy but knows himself will sometimes be victorious, sometimes meet with defeat. One who knows neither the enemy nor himself will invariably be defeated in every engagement. – Sun Tzu

Ever since I was a lowly Rook squaring the gutters of the finest military college in the country, I’ve been a student of military strategy. It is actually easy to be a student of strategy, because there has been so much written and analyzed on the topic for centuries, and I have found that so much of what I’ve studied, learned, and practiced has real world business applications every day.

The quote above I find very applicable to my world of recruiting, and is a lesson I impress on those I mentor. This maxim, when put into action, can help transform good recruiters and good teams to great recruiters and teams.

Allow me to explain.  keep reading…

Managing Your Managers

Date/Time:
Wednesday, February 4, 2015, 2:00 pm ET
Duration:
60 minutes
Registration:
Register for this free webinar

presented by Jennifer Morgan

As a recruiter or HR specialist, you know that hiring success depends on a strong partnership with your hiring managers. In your ideal world, they come to you early and often, and rely on your expertise to help guide their requirements and build a top-class team. The hiring process is thoughtful and thorough, and everybody involved is happy and engaged.

However, back in the real world, recruiters and HR specialists often find they’re expected to be mind readers and order takers. You’re invited to the process too late to really make a difference but required to pull a string of fully qualified candidates out of a hat at a moment’s notice.

Creating a more productive environment and a stronger relationship with hiring managers will help recruiters to find quality hires and improve hiring numbers. Building trust and working smarter with hiring managers is a win-win strategy.

Join us for a free webinar on Wednesday, February 4 to learn more about ways to work smarter with hiring managers and bring the real world of recruiting closer to the ideal.

During the webinar, our speaker Jennifer Morgan will discuss:

  • How to become an advisor instead of an “order taker”
  • Ways to work smarter with your managers and decrease your weekly hours in the office for real work/life balance
  • Creating a work environment that allows you to have fun working with your hiring managers every day!


Who should attend?

This webinar is for recruiters and HR specialists who want to find ways to build or strengthen relationships with hiring managers to improve their hiring success rates.


The webinar will fill up fast. Register for free to reserve your seat now.

Can’t attend? No problem! Register for the webinar and you’ll receive a link to view the video recording the next day.

More information | Register for this webinar

It Pays for a Company to Have a Good Reputation

by Jan 6, 2015, 5:12 am ET

Reputation and hiringWhat’s the cost of a poor corporate reputation? Quite a bit, at least in terms of talent acquisition.

Companies like Toyota Motor Co. and energy giant BP may still be able to hire talented workers, but they’ll have to pay them significantly more than others that have never been the subject of criminal investigations.

A survey sponsored by global recruitment firm Alexander Mann found that a damaged corporate reputation won’t keep workers from hiring on — 70 percent said they’d take a job — but the salary bump would have to be better than 53 percent. Contrast that with the 93 percent who said they’d leave their current employer to go with a company that had a good reputation. And, on average, they said they’d accept a raise of about 33 percent. keep reading…

A Little Update on the Spring Conference for the New Year

by Jan 5, 2015, 2:54 pm ET

ERE2015SpringHeroI thought it’d be a good time to touch base about the spring conference in San Diego.

Here’s the latest. keep reading…

Recruitment on a Shoestring

Date/Time:
Wednesday, January 21, 2015, 2:00 pm ET
Duration:
60 minutes

presented by Gail Tolbert

It’s 2015 and you’re faced with the challenge of hiring a number of key positions.  Your only problem: The budget you’ve been allotted for recruiting this year is even less than last year, and you’re scratching your head wondering how you are going to accomplish what seems like an impossible task.

It’s a common situation, and it’s not going away any time soon. Recruitment budgets and recruiters’ talents are both being stretched to the limits. The old ways aren’t going to cut it anymore.

Good news! In this day and age, a strong and successful recruiting strategy doesn’t have to require big spend — just creativity, collaboration, and the knowledge of how to target your communication to the right audience.

If that sounds like information you need, join us for a free webinar on Wednesday January 21.

During the webinar, our expert speaker Gail Tolbert will lead you through:

  • Methods for using key talent that’s already inside the organization to accomplish your recruiting goals
  • Strategies for developing key relationships outside the organization to expand your reach to passive candidates
  • Effective techniques to reach your specific audience using free social media applications such as Twitter, LinkedIn, and Facebook

Who should attend?
This webinar is for recruiters and HR specialists who are looking for new, more cost-effective ways to reach recruiting goals.

The webinar will fill up fast. Register for free to reserve your seat now.

Can’t attend? No problem! Register for the webinar and you’ll receive a link to view the video recording the next day.

View archived presentation

Looking For Bold Recruiting Approaches? Best Practices For Recruiting STEM Women and Diversity Candidates, Part 2 of 2

by Jan 5, 2015, 5:49 am ET

Screen Shot 2014-12-23 at 2.15.54 PMUnfortunately, I have found that corporate recruiting leaders spend way too much time complaining about the many problems associated with successfully recruiting STEM women and other diversity hires. What is needed is less talk and more practical, proven recruiting solutions. The goal of this complete article is to provide 25+ leading-edge best practices in recruiting that have proven to be effective at major firms.

Last week’s (12/29/14) part one of this article covered 10 different bold recruiting practices for attracting STEM women and diverse candidates. This part two will cover 10 additional best practices in referrals, candidate slates, and accountability.

Referrals Are the Best Way to Successfully Recruit Top STEM Women keep reading…

The Labor Market’s Better, But Not Yet Out of the Woods

by Jan 2, 2015, 5:07 am ET
Screen Shot 2014-12-29 at 1.08.56 PM

U.S. unemployment rate, seasonally adjusted, November 2012 – November 2014

After years of sluggish and uneven employment growth, 2014 marked a crucial year in the U.S. economy. Hiring has quickened its pace enough to help shift the balance of power in the job search from the employer to the job seeker. A look back at developments in the labor market in 2014 may help recruiters to understand what they can expect in the coming year, and what can be done to prepare for 2015.   keep reading…

Surveys Agree: More Employers Will Add Jobs, Making Recruiting Even More Competitive

by Jan 1, 2015, 12:15 am ET

CareerBuilder 2015 Job ForecastThe 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…

Lonely Planet: Talent Shortages Loom as More People Remain Single

by Dec 31, 2014, 5:48 am ET

Screen Shot 2014-12-26 at 3.50.42 PMThe U.S. reached a milestone of sorts in recent months when for the first time since records have been kept, more than half of all people over 16 are single — almost 125 million adults. This trend has been building since the 1970s, but as the number of single people increases, birth rates drop, which means that the labor force starts to shrink.

The trend is the same in much of the developed world. keep reading…

Email Marketing Meets Recruiting at Farmers Insurance

by Dec 30, 2014, 5:47 am ET

secretary-338561_1280When it comes to acquiring quality candidates, working in an industry notorious for being dull doesn’t help your case. Although we beg to differ on the boring factor at Farmers Insurance, the outside industry perception can get between us and top talent. However, when you have agents who span 21 states and are looking to expand, this can’t slow you down.

Companies in industries like healthcare or accounting might be able to empathize with us: it’s tough to compete with the hot industries in today’s job market. To tackle this image hurdle, our recruiting department has focused efforts on reaching passive candidates, offering upward mobility, and the chance to accelerate career growth. Today, 71 percent of employees are on the job market and 35 percent of them change jobs every five years, so targeting talent before they’ve jumped ship is crucial.

Ending the Numbers Game keep reading…

Looking For Bold Recruiting Approaches? Best Practices For Recruiting STEM-Women and Diversity Candidates, Part 1 of 2

by Dec 29, 2014, 5:49 am ET

Screen Shot 2014-12-23 at 2.33.26 PMMost valuable information that recruiting leaders seek out are known as best practices: leading-edge recruiting practices that have been implemented at less than 5 percent of major firms. Best-practice information is so valuable because although “brand new” ideas can be exciting, they are always by definition still unproven. When you are faced with limited resources, it makes business sense to focus on learning about and adapting the leading-edge practices that have already been successfully implemented.

Cynical executives are much more willing to fund and support a pilot recruiting initiative after hearing that a Fortune 100 firm that they admire has already thoroughly researched, vetted, and assessed its probability of success. Keeping up with leading-edge best practices is part of the professional development obligation of every recruiter. My research has also found that far too many leaders that are responsible for STEM women and diversity recruiting spend so much of their time complaining about how difficult their problems are that they simply don’t find enough time to implement any “new-to-the-firm” best practice approaches.

The Focus Should Be On Bold, Practical, and Already Proven Recruiting Solutions keep reading…

Show Me These 4 Things and I’ll Show You a Quality Hire

by Dec 26, 2014, 5:31 am ET

Screen Shot 2014-12-16 at 10.33.22 AMQuality of hire is such a broad metric to quantify. There are certain metrics which provide a baseline talent and HR leaders can use to make decisions, add corrections, or make improvements, such as cost per hire, source of hire, and time to fill, to name a few. They can be calculated relatively easy. Quality of hire is certainly an important metric to measure, yet can be a complicated metric to calculate as there can be varying factors that influence it.

It happens every day across Corporate America … Mr. or Ms. hiring manager has an open position and calls down to recruiting or out to their trusted search partner and says, “I need to upgrade the talent and quality of this position.” But what truly constitutes a great quality of hire? I posed this question to multiple talent leaders and hiring managers and every single one of them provided differing criteria.

Read most HR/recruiting blogs or platforms and you’ll find many avenues on how to rate quality of hire: keep reading…

The Truth of It: Why Trust is Essential in Recruiting

by Dec 25, 2014, 5:43 am ET

We can talk about recruitment innovations, insider tactics, and new search strategies as much as we want, but this doesn’t change the fact that without effective communication and time dedicated to building good relationships, there would be no success in recruiting. However, before we can achieve this, we need one thing: trust.

As Stephen Covey, author of The Seven Habits of Highly Effective People, said: “Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.”

If you think that the only reason to cultivate trust is to attract clients and candidates, you should rethink your position as a recruiter right now. High-quality recruitment involves much more than building databases and making hundreds of phone calls. In order for a recruiter to successfully match candidates with jobs, they need to be invested in the candidates they screen. Reading about a candidate on LinkedIn or scouring their CV will only reveal so much. To effectively evaluate a candidate’s skills and suitability for a job, you need to be able to convince them to share this information with you.

This is where trust comes in. keep reading…

4 Ways Content Beats Social Media in Recruiting Quality Candidates for the Long Haul

by Dec 24, 2014, 5:04 am ET

Screen Shot 2014-12-16 at 10.06.15 AMIt’s the end of the year and that means that if you aren’t thinking about the tactics for next year, you’re definitely reviewing the past year to see what worked and what didn’t. I love this time of year, because the hustle and bustle eases and we can all take a big deep breath and reflect on the plan. Instead of running from one fire to the next, from one demand to the next, we can plan.

So obviously, you want to get involved in the new channels, like content, in all sorts of variations: blogs, video, employee-generated, podcasting, employee profiles, reasons why someone should work for you, etc. But you also know you need to stay in social media. Facebook, while 12 years old, is still “the place” to reach people. And LinkedIn is still the primary watering hole for people looking for jobs, so you have to be there.

But when push comes to shove, you have limited budget resources. You can’t buy everything you want, so you have to prioritize. So, if you are down to your last proverbial budget dollar, where do you spend it? Social media, or content?

Let’s start by looking at social media. These days, Facebook is a pay-for-play network. You only reach 1-3 percent of your organic audience, and Facebook just announced that posts that are purely promotional (“Buy this!” “Download this!” “Apply here!”) will be downgraded even more. So if you want your job posting to be seen by more than the tiniest fraction of potential fans, you need to pony up the cash. Remember when social media was cheap? That seems like a very long time ago.

While Twitter isn’t as bad as Facebook, it us already talking about filtering content as well, not pushing your job posts to all your fans. Again, bring your checkbook.

And LinkedIn? It also filters all traffic you see in your news feed. So all the time and energy you spent getting 100,000 fans wasn’t that productive, as you can’t really reach them all without spending money.

Let’s not forget that the big pitch social media gave us was “Sure, we have low click rates, but it’s all so cheap, who cares?” Now that it isn’t so cheap, low click rates aren’t so enticing.

Content is labor intensive. Even if you can magically grind out a short press release or blog post in an hour, the time to proof, edit, review, and approve it makes it expensive. And if you want something grander than just a blog post (said the guy who writes a lot of blog posts all day), the price tag goes way way up.

But content has a few things going for it that lower the price tag. keep reading…

Companies Focus On Worker Stress as Talent Gets Harder to Keep

by Dec 23, 2014, 5:13 am ET

Vacancy duration Oct 2014After years of asking workers to do more with less, companies in 2015 will focus on employee burnout.

“Developing policies and procedures that relieve employees’ sense of being overwhelmed at work and promote sustainable work habits will be one of the top organizational change management initiatives of 2015,” says ClearRock, a leadership development, executive coaching, and outplacement firm.

Citing worker engagement studies from Gallup and a joint study by The Energy Project and the Harvard Business Review, ClearRock says that the high number of workers who are, to some extent, disengaged –  70 percent of the workforce, according to Gallup — results in lower productivity and the spread of negativity. keep reading…

The Power Has Shifted to the Candidate, So Current Recruiting Practices Will Stop Working

by Dec 22, 2014, 5:02 am ET

Areas where recruiting must change during 2015

If you are frustrated because your recruiting approaches are no longer producing great results, you will be happy to know that there is a logical reason behind it. I estimate that 90 percent of recruiting leaders and hiring managers have yet to realize that the power in the recruiting relationship, which for years has favored employers, has shifted over to the jobseekers.

The technical term for this change is a shift from an employer-driven market to a candidate-driven market. And The Recruiter Sentiment Survey by the MRINetwork has revealed that 83 percent of the surveyed recruiters have realized that the power has now shifted to the candidate.

Knowing the reasons for shift is less important for recruiting leaders and hiring managers than recognizing that when jobseekers hold the power in the relationship, your current array of recruiting tools and approaches will literally stop working.

Another interesting phenomenon happens after the power shifts.

keep reading…

Attracting Candidates With Authenticity

Date/Time:
Wednesday, January 14, 2015, 2:00 pm ET
Duration:
60 minutes

presented by Rebecca Valladares

Why do people join your company? Why do they stay? What kind of people thrive in your environment? Candidates begin to form their impressions of a business before they even walk into an interview. Employees are willing and able to share their experiences — good as well as bad — with a savvy network at the click of a button. Your recruitment and retention results are tied to how you communicate your employer brand and employee value proposition.

An authentic brand experience can help attract and retain engaged employees who align with your company’s values. On the other hand, brand and employee value propositions based on empty promises often backfire, leading to increased recruitment costs, turnover spikes, and wasted money.

Promoting an authentic employer brand can make a real difference to your recruitment efforts and it doesn’t have to be a headache.

Join our free webinar on Wednesday, January 14, to learn how to develop and communicate the kind of authentic brand experience that will attract your ideal candidates and help retain your top employees.

Our expert speaker, Rebecca Valladares, will lead you through:

·       Methods for defining your authentic employer brand and employee value position

·       Mapping your candidate or employee touch points against your brand promise

·       Creating HR policies and programs that reflect and support your brand

Rebecca will help you identify strategies to get started on improving your employer brand experience as soon as you get back to your desk.

Who should attend?

This webinar for recruiters and HR specialists who want to attract and retain more of the right candidates, reduce turnover, and build a sustainable recruitment pipeline.

The webinar will fill up fast. Register free to reserve your seat now.

Can’t attend? No problem! Register for the webinar and you’ll receive a link to view the video recording the next day.

View archived presentation