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November’s 208K New Jobs to Put Pressure on Wages

by Dec 3, 2014, 12:54 pm ET

ADP Nov infographicPrivate sector employers added 208,000 jobs in November, the seventh time this year that job growth has topped 200,000.

The report from HR services and payroll process ADP says that every one of the broad industry groups it tracks added jobs, with small businesses growing the fastest. Businesses with fewer than 50 employees created 101,000 new jobs. Employers with more than 500 workers contributed 42,000 new jobs.

“November continued to show solid job growth above 200,000,” said Carlos Rodriguez, ADP president and CEO. “Small businesses continued to drive job gains adding almost half the total for the month.”

Economists, however, were forecasting even stronger growth. Surveys put their expectations at an average of about 220,000 for the month. Bloomberg’s survey of 47 economists had predictions ranging from as little as 190,000 to as much as 262,000, with the average at 222,000. keep reading…

5 Reasons Your Job Posts Aren’t Working

by Dec 3, 2014, 5:52 am ET

Screen Shot 2014-11-11 at 3.28.04 PMAlthough the title of this article promises five reasons why your job posts aren’t working, there is really one big reason: The best candidates always come through referrals. As a matter of fact, that’s where we get roughly 80 percent of our candidates.

That being said, sometimes you’ve tapped out your networks and you need to advertise your job opening across the Internet. When push has thus come to shove, here are the five top job post mistakes to avoid. keep reading…

This Is Your Chance to Talk Openly With Your Talent-acquisition Peers

by Dec 2, 2014, 5:10 am ET

EREConf14_footerYou’ve probably been to a conference and left wanting more — wanting to delve deeper into a topic that was just touched upon. If so, the “Think Tanks” which are part of the April ERE conference in San Diego, is for you.

We’ve experimented with this format the last two conferences, to rave reviews from participants. So this spring, all ERE Recruiting Conference attendees will participate in one of three think tanks on the first day of the conference.

How They Work keep reading…

There Is Little Recruiting Competition During December … So Be Bold and Seize a Great Opportunity

by Dec 1, 2014, 5:05 am ET

Screen Shot 2014-11-23 at 5.24.51 PMBetween Thanksgiving and the rest of the year in the Silicon Valley and in many other geographic areas around the U.S., it is mostly a dead period for recruiting. But recruiting leaders should realize that failing to recruit during this period is a huge missed opportunity, simply because the recruiting competition is mostly inactive during this extended period. This lack of competition makes recruiting even more essential for smaller firms and those without a strong employer brand simply because the major firms (with powerful employer brands that are difficult to compete against) are on the sidelines. keep reading…

Speed Up Hiring Without Compromising Quality

by Nov 28, 2014, 5:26 am ET

Earlier this year, Dr. John Sullivan wrote a piece for ERE detailing the top 12 reasons why slow hiring damages recruiting – and hurts business results. Sullivan quotes a candidate who dropped out of the running for a coveted position because the hiring manager took too long to respond:

It’s not like I need their job. If it takes them a week to respond to a resume like mine for a job of this importance, they’re not the kind of company I want to work for. I move fast, and I can already see that my style wouldn’t fit in their culture. – Wind River Associates

It’s true that slow hiring puts you at a big disadvantage in the recruiting process. As Dr. Sullivan argues, moving too slowly can lead you to miss out on top candidates, lose revenue and productivity, and even damage your reputation as an employer and an organization. And with average time to fill at 25 days, its longest duration since 2001, there’s a good chance that many companies are feeling these effects.

However, there’s also risk involved when it comes to hiring too quickly. If you make an impulsive decision because you’re worried about losing a candidate to another company, you could end up hiring a candidate who’s a bad fit — and who ends up being a bad investment.

When it comes to hiring, talent acquisition professionals should follow the Goldilocks principle. The hiring process shouldn’t be too slow, and it shouldn’t be too fast.

The right pace depends on several things: the size of your organization, your company culture, the position you’re hiring for, and even the individual candidate. A company with 10 employees may want to spend more time getting to know a candidate than a company with 500 employees. Some candidates may seem like a perfect fit right away, while others may take several rounds of interviews.

To get the top talent — and ensure that they’re a good fit for your company, find the right pace for your hiring process.

Below are a few things to remember to help you do just that. keep reading…

The Battle for Global Recruiting Domination: Indeed vs. LinkedIn

by Nov 27, 2014, 5:45 am ET

Screen Shot 2014-11-06 at 7.45.45 AMWith over 300 million profiles and presence in 200 countries, LinkedIn seems to be the dominant player for global recruitment. But there is competition from a new kid on the block. Indeed. With a presence in 50 countries, 28 languages, millions of CVs, and at least 140 million job seekers monthly, Indeed seems to be the biggest competitor and the first player that really gives access to the complete global market.

Developments at Indeed and LinkedIn keep reading…

A Turkey of A Song (You’re On Your Own for the Bird)

by Nov 26, 2014, 9:32 pm ET

As our Thanksgiving gift to you ERE brings you this special edition of turkey-flavored Roundup. (And I thank you in advance for not leaving comments like, “Sure was a real turkey,” etc.)

The special feature is attorney Jeff Nowak’s family Thanksgiving song, with lyrics that everyone who has ever dealt with FMLA issues will enjoy (a word that may not coincide with your FMLA experience).

Click the image to hear Nowak’s rendition of Albuquerque Turkey and you’ll know in a flash why he keeps his day job as co-chair of Franczek Radelet’s Labor and Employment Practice. If you prefer to avoid frightening children and pets, you can read the lyrics here.

Turkeys Are History

OK so we didn’t spend much on your Thanksgiving present, but, hey, what did you get from your employer? Bloomberg tells us 80 percent of you got nada. Its survey says the tradition of employers handing out turkeys is almost one for the history books. Only 4 percent of employers still do that. keep reading…

6 Great Hiring Quotes From the Book “Decisive”

by Nov 26, 2014, 5:27 am ET

Screen Shot 2014-11-10 at 8.37.20 PMI just finished reading the book Decisive by Dan and Chip Heath, authors of business best-sellers Made to Stick and Switch, and thought the content was vital to hiring managers. I was relieved that many of the decision-making principles detailed in the book mirror the Hire Like You Just Beat Cancer method my team developed through many years of experience — lots of successful hires and learning from hires who didn’t pan out.

Nearly every concept in “Decisive” could be integrated into your hiring process, but a few sections directly addressed hiring. Here are some of the top hiring quotes from “Decisive,” followed by some commentary: keep reading…

Sourcing, Skill Matching, and Other Startups Launch … From India

by Nov 25, 2014, 6:37 am ET

IndiaI’m a long time reader of ERE.net and the startup posts, and know Indian companies sometimes win ERE Recruiting Excellence Awards or are featured, but there’s a lot of startup action going unnoticed. India’s recruiting technology startups are fueled particularly by the growth in tech hiring which has been taking place owing to the large number of overall startups which are coming up and growing in the country.

Some of the interesting companies that I see: keep reading…

Raise the Grade on Recruitment Performance With Quarterly Incentives

by Nov 25, 2014, 5:55 am ET

EREConf14_footerBased on my experience, both as a former HR executive and as an agency owner, I believe corporate recruitment can be enhanced by borrowing strategies from well-managed agencies (and vice versa). For example, during my time at Dendrite, our recruiting staff was highly effective and engaged. Their success was a result of an agency-inspired, detailed, bonus structure, measured through hard and soft data that was tied to quarterly performance.

Detractors of this model have their concerns: ill-conceived benchmarks and fluctuations in business cycles can cause morale problems for those whose compensation is tied to performance. Others contend that it is impossible to set hiring metrics that fairly measure performance since there are so many players responsible for the ultimate outcome of hiring. Our winning process at Dendrite addressed these concerns. keep reading…

Hire to Hurt: the Boldest Recruiting Strategy of Them All

by Nov 24, 2014, 5:56 am ET

Screen Shot 2014-11-20 at 8.01.16 AMThe recruiting function is unique among business functions because almost no one in recruiting can actually name even a handful of the different strategies that are available to the chief recruiting leader. But this article is not about the complete list of recruiting strategies (it can be found here), but instead it is about which strategy from among the 20+ possibilities is the boldest and most aggressive recruiting strategy.

The “Hire to Hurt” strategy (or H2H for short) is the most aggressive for a variety of reasons. The first is that the name alone sends chills through the risk adverse in recruiting. The name of the strategy is also clearly indicative of its chief goal, which is to “identify key talent and then directly hire them away to the point where your H2H hiring actually hurts the competitor’s business results.”

It’s a two-for-one deal. Not only does your firm get top quality talent but simultaneously your top competitors’ lose key talent. As one CEO put it, “I really like that strategy; our ship rises while their ship sinks” (Incidentally, the No. 2 most aggressive recruiting strategy is “make other firms your farm team”.)

Join the Team, Because Every Other Business Function Already Tries to Hurt the Competitors keep reading…

Millennials and Leadership: What It All Means

by Nov 21, 2014, 6:14 am ET
leadership graph

Millennials: What do you consider most attractive in a manager/ leader role?

For the last decade or so, it seems that just about everyone has been talking about the millennial generation. They’re spoiled, they’re lazy. They shirk responsibility while also demanding rapid career advancement. They’re idealists, they have unrealistic expectations about work, they never grow up. They want work/life balance, they crave feedback, they quickly jump from job to job.

There is a lot of information out there, as well as a lot of stereotypes — and for many of you who recruit, hire, and work alongside millennials, you’ve probably experienced some of this first hand. You’ve probably also experienced another side of millennials — one that is eager, quick thinking, passionate, and ambitious.

In an effort to get to the root of this generation, Universum, INSEAD, and the HEAD Foundation recently partnered to conduct the largest global survey of millennials. Some of the results confirmed what we already knew to be true — millennials do want work/life balance! — while others revealed some real surprises. keep reading…

The Scoop on the Millennial Workforce: What Business Leaders Need to Know

by Nov 21, 2014, 5:51 am ET

Screen Shot 2014-11-17 at 12.52.22 PMMore than 1.6 million students graduated from college this year and many are still searching for their first post-college jobs. If you’re running a business and looking to hire, wouldn’t you want to hear how these millennials have performed on the job or in the classroom — straight from the mouths of those who have worked with them, supervised them, and taught them? It just might help you pick a winner out of the crowd.

In fact, past performance is one of the best indicators of future workplace success, so we got the inside scoop from references for thousands of entry-level job candidates — mostly the candidates’ previous managers and professors. What we learned might surprise you. keep reading…

Are You the Kind of Recruiter Who Uses the Post Office?

by Nov 21, 2014, 12:36 am ET

Social network recruiter quizWhat kind of a recruiter are you?

Nope, that’s not a trick question. But if it were your boss asking that question, it could be. So not to give anyone any ideas, you might want to take this quiz on your own device.

Now about that quiz. It’s a Instagram/Pinterest sort of thing from UK recruiting startup Seed.Jobs. Answer a handful of questions by pointing to pictures and eight clicks later you find you’re an inbound recruiter. (I think it’s because I pack my own lunch.)

Monster Trouble In 6 Seconds

As if Monster doesn’t have enough troubles, it’s now advising candidates to fudge their resumes. Reposting a blog item from Business2Community, the article cites keep reading…

Driving Employee Referrals in a Virtual World

Date/Time:
Wednesday, December 17, 2014, 2:00 pm ET
Duration:
60 minutes

presented by Megan Stanish and Shawnee Irmen

Referred workers have 10 percent fewer preventable accidents, invent 25-30 percent more patents, and provide 15 percent more ideas*. They stay longer than employees found through other recruitment efforts and they cost less to hire. No wonder organizations of all kinds are focused on employee referral programs!

But the days of old school, refer­-a-­friend­-and-get-­a­-pat-­on-­the-­back programs are long gone. Today’s employees have extensive virtual communities who connect often and instantly. Employee referral programs need to play in that space if they’re going to engage your current employees.

Join our free Findly-Sponsored webinar on Wednesday, December 17 to hear what’s new in employee referral programs, what works for organizations like yours, and some tips to boost employee participation.

During the webinar, we’ll take a deep dive into some of the new technologies revolutionizing employee referral programs. Our speakers, Megan Stanish and Shawnee Irmen, will cast an expert eye on:

  • The latest employee referral programs and technologies
  • How organizations like yours are revitalizing employee referral results
  • How to reach your ideal candidates by using social media and making the most of your employees’ personal and professional virtual networks

And because we all know that choosing the technology is just the start, there will also be time to talk about best practices for communicating a new program and driving employee participation.

Who should attend?

If you’re trying to get a handle on what’s out there, what it can do for you, and how other organizations are making use of new technologies, 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.

*NAS Insights – http://www.nasrecruitment.com/uploads/files/employee-referrals-trends-in-engagement-63.pdf

View archived presentation

Getting the Big Picture: Visual Content Is Critical to Building Engagement

by Nov 20, 2014, 5:33 am ET

Screen Shot 2014-11-16 at 8.32.44 PMLately the fastest-growing social networks are those that emphasize visual content. Instagram is the fastest-growing social network, followed by Tumblr and Pinterest. Data from Statista shows that people spend more time on Pinterest (1 hour 17 minutes per month) than on Twitter, LinkedIn, MySpace, and Google+ combined. On Facebook pictures and photos make up 75 percent of the content and produce an 87 percent engagement rate(as measured by likes and comments). Adding a video or photo URL to a tweet increases retweeting by 28-35 percent.

It seems a picture really is worth a thousand words. Recognizing this fact and taking advantage of it in recruitment marketing can be a big help to recruiters who are sourcing on social networks. keep reading…

Top 10 Hiring and Recruiting Blunders by Employers

by Nov 19, 2014, 5:18 am ET

Screen Shot 2014-11-07 at 11.01.03 AMFrom the annoyance of individual discrimination charges to bet-the-company class actions, employers’ recruiting and hiring processes are fraught with legal risk. Are you guilty of any of these top 10 hiring and recruiting blunders that are committed by employers? keep reading…

Boon Says Good Deeds Are Rewarded

by Nov 18, 2014, 8:53 am ET

Screen Shot 2014-11-18 at 5.45.17 AMOut of Los Angeles and in private beta comes a new startup where people get paid for successful referrals. keep reading…

Do Companies Make the Most of Their Employer Brands?

by Nov 18, 2014, 6:44 am ET

Campaign marketing managerBranding goes beyond messaging and includes a company’s products and services as well. The same goes for employer branding. Can Yelp employees rate their jobs on Yelp? Do Glassdoor Employees rate their experiences on Glassdoor? Can you drop your resumé into a Dropbox to apply for their jobs?

Can You Apply for a Job at Twitter With a Tweet? keep reading…

We’re Improving Recruiting Without Long Memos, Long Meetings, and Long Plans

by Nov 18, 2014, 12:01 am ET

Screen Shot 2014-11-06 at 11.01.51 AMI am fortunate to be part of an elite talent acquisition team at Spectrum Health. We are a team that gets results, results generated through recruiters who are passionate about excellence. The fun part is improvement.

We’re improving through recruiters driving change and functioning as front-line influencers. The road from good to elite comes with obstacles, but it doesn’t need to come with a 3-5 year implementation plan.

Below are tips on how to change quickly and why change should be implemented without relying on memos. keep reading…