One of Silicon Valley’s giants said today it will require its staffing vendors to pay their workers at least $15 an hour and give them paid sick leave and vacation.
Facebook COO Sheryl Sandberg announced the new policy in a blog post today.
“We are implementing a new set of standards on benefits for contractors and vendors who support Facebook in the U.S. and do a substantial amount of work with us. These benefits include a $15 minimum wage, minimum 15 paid days off for holidays, sick time, and vacation, and for those workers who don’t receive paid parental leave, a $4,000 new child benefit for new parents,” she said. keep reading…
It’s a dream come true for recruiters and hiring managers who want to kill time at work without getting grief from their boss. I recently discovered that ESPN.com is chock full of hiring lessons, so keep clicking away instead of getting back to that boring spreadsheet the next time a co-worker questions your productivity.
Speaking of wasting time, let’s not do that and get right to the sports-mirrors-life learnings:
Lesson One: You Can’t Change A New Hire’s Character keep reading…
One of the more frequently discussed practices running through the recent ERE Recruiting Conference was the need for recruiters to build relationships with the top talent they hope to hire.
Speakers promoted it; some hammered on it. Vendors positioned their products as enabling it. And in casual lunch conversations, leaders of some of the biggest companies discussed how their TA teams were trying to build rapport through social media and other methods, including with college students so new their freshman 15 wasn’t even their freshman 5.
It wasn’t a matter of whether, but how best to accomplish that relationship building. When something becomes a vendor selling point, you know the practice has become HR doctrine.
But should it be? Why should relationship building be the defacto objective of a TA group? keep reading…
FREE ERE WEBINAR! Wednesday May 13 at 2 p.m. Eastern
It’s clear that mobile recruiting, and implementing career sites accessible via smart phones and mobile devices, is growing in importance across all industries. But merely having a mobile site isn’t enough. You need to capture and analyze the usage data that will help you understand how your potential candidates are using your mobile tools and continue to refine the strategy.
This webinar takes a practical approach, looking at how McKesson determined, in 2013, that mobile recruitment was right for its overall TA strategy. This webinar covers how McKesson went from a non-mobile friendly recruitment platform to a fully responsive one. We’ll look at how the company went about requirements gathering, reviewing data points to develop the strategy, selecting the technology, and some of the metrics it is using to help drive cost effective hiring outcomes.
Join our free webinar on Wednesday May 13 for practical insights into how McKesson made the journey to a fully responsive mobile recruitment platform.
Our speaker, Cindy McGregor, will discuss her experience with McKesson’s mobile recruitment strategy and tools. She’ll share insights into the process of evaluating the mobile recruitment strategy and putting it into place.
This webinar will fill up fast. Register now for free to reserve your seat for May 13.
Date/Time: Wednesday May 13 at 2 p.m. Eastern
Registration link: https://cc.readytalk.com/r/mgfekt33f9c0&eom
Sponsored by: Jibe
This is “a think piece” — it is designed to cause you to rethink any preconceived notions that you might have that the retention of long-tenure employees is always a positive thing.
As turnover rates for employees continue to increase, there seems to be an almost universal agreement among HR and managers that “we must do something” to retain our employees. But take a step back and think about it: should all employees be kept or just the ones who currently and in the future produce high value?
In particular, should the employees with the most tenure be automatically kept, even though they may be expensive, and in some cases, they may be one of the primary roadblocks to corporate change? In fact the goal of this article and my many years of research on the topic is to identify the top potential issues that can be attributed to long-tenure employees. keep reading…
presented by Jody Ordioni and Jennifer Terry-Tharp
In the beginning, career websites were little more than online brochures. The arrival of social media which allowed companies to enter into real-time conversation changed all that. Career sites had to develop rapidly to keep up with more interactive features, deeper content, and continuous updates.
Today’s best career websites are as complex and rich as their companies’ consumer-facing sites, and they’re also under increasing pressure to optimize for iPhone and tablets and to provide full mobile recruiting capabilities.
The career website is a vital component of the talent acquisition process, and more and more, marketing and human resources professionals are taking a closer look how to deliver enhanced results and a best-in-class candidate experience. In this webinar, we’ll delve into best practices and the trends that will affect career websites and discuss the options for new or re-designed sites that will meet the needs of tomorrow’s candidates.
Join our free webinar on Wednesday, June 3 for expert insight and practical tips on creating a more effective career website.
Our speaker Jody Ordioni will be sharing stats and advice from the talent community and speaking with Jennifer Terry about her re-design journey of the ERE-award-winning AT&T Careers site.
Join the conversation: https://www.surveymonkey.com/r/6H5SHS2
Take a short survey and add your questions, tips, and/or expertise to what promises to be a great event for all participants.
Who should attend?
Whether you’re among those planning a careers website redesign, or just interested in keeping up on the latest best-practices, and trends, you won’t want to miss this webinar! Join us on Wednesday, June 3.
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
Remember that Brand Amper company I mentioned six months ago?
It’s hiring a developer, as well as a client manager. And clearly it doesn’t care how long they’ve been working. keep reading…
Hiring rebounded last month as employers added 223,000 new workers to U.S. payrolls, providing relief for worries of a jobs slowdown.
The increase was well within the range economists were expecting in advance of this morning’s release of the Labor Department’s monthly employment report. Economists also correctly predicted the continuing drop in the national unemployment rate to 5.4 percent, the lowest since April 2008.
Investors responded to the positive report by pushing up the price of stocks. The Dow was up more than 200 points this morning on news of the jobs report. keep reading…
With the big spring event behind us, I’ve been catching up with a few recruiting suppliers.
Gild continues to move well beyond its history as a screening-only tool, becoming a full-blown tool for sourcing, analytics, scheduling, and optimizing job posts. Bullhorn has hired a former Salesforce VP, Danielle du Toit, as SVP of global services.
Meanwhile, a new entrant is joining the recruiting/human resources technology market for service-sector businesses, particularly those with a lot of hourly employees. keep reading…
Psychology is the most common major of recruiters, and human resources the most popular master’s degree.
That’s from a new LinkedIn “Savvy Recruiters Career Guide.” LinkedIn looked at more than 100,000 recruiter profiles to look at the majors and degrees.
Here are the top 10. keep reading…
Monster this morning reported per share earnings that again beat Wall Street expectations, though its revenue for the first quarter of the year fell short of analysts’ forecasts.
The company earned 8 cents a share, after accounting for stock based compensation and restructuring costs. Without those one-time costs, earnings were 9 cents per share. Revenue came to $183.7 million; Wall Street wanted $187.1 million.
Global currency exchange rates took a toll on Monster’s overseas operations, costing it a 13 percent decline in international revenue. Even adjusting for the difference in exchange rates from Q1 of 2014, Monster’s international revenue was off 1 percent. North America also was down, declining 4 from the same quarter last year. Bookings, though, were up 6 percent in North America. Bookings are signed contracts.
These are the data points. What they suggest for the future is harder to read. The company said it expected to earn between 7 and 11 cents per share in the current quarter. Analysts forecast 8 cents. keep reading…
The mobile explosion is changing the recruiting game. In 2010, only 10 percent of job seekers used their mobile phone to search and apply for jobs. By 2014, that figure had risen to 50 percent. With the seismic shift towards mobile-savvy job-seekers, recruiters face a stark choice. They must either strategize for radical change or compromise their ability to compete for talent.
Appcast.io analyzed over 250,000 applications and took a data-driven look at the impact mobile has on recruiting costs and outcomes. The results were startling. For every 100 candidates who click through from a job advertisement to a recruitment portal on a desktop device, an average of eight will complete a job application. For mobile click-throughs, the completion figure is just 1.5 percent.
Let’s take a closer look. keep reading…
Worried investors sent stocks lower today after ADP said private employers added 167,000 jobs in April, the smallest increase in 16 months and well below the 200,000 economists were forecasting.
Compounding the surprise, the HR services and payroll processing company revised down its initial jobs report for March, lowering the already disappointing 189,000 to 175,000.
The significance of the ADP report is often questioned by economists since the numbers rarely track with the U.S. government’s monthly employment report, which it precedes by a day or two. Surveys of economists’ forecasts show they expect the government report this Friday to put April’s job growth somewhere around 225,000. keep reading…
In mid-February, the CEO of Walmart announced that the company, long pilloried for its low wages, would be raising its starting pay to at least $9 per hour and increase it to $10 per hour next year. This move followed on the heels of an announcement the prior day that retailer Gap, Inc. was raising its minimum starting wage to $10 per hour. A month prior, the CEO of health insurer Aetna announced that it would be raising its minimum starting wage to a whopping $16 per hour resulting in an average of an 11 percent raise, and as much as a 33 percent increase for some.
What could possibly be driving this seeming flood of generosity from some of America’s largest and most successful companies? keep reading…
(SAP was this year’s ERE Recruiting Excellence winner for the best employer brand and most strategic use of technology)
The “best” talent is getting harder to hire. Areas like the San Francisco Bay are witnessing a real high-tech “war for talent.” How can we shake up the traditional model of employment branding, and make an impact in this war? In the future, can we make the branding function self funding? Is that even possible?
The employment brand function is evolving. The old days of creating bright and colorful posters, giveaway swag, and running speculative brand campaigns with no data measurements are consigned to the dustbins of history.
As we seek to hire more passive candidates (which we all know is 80 percent of the talent pool), we need to get more creative in the way we reach out and seduce these passives. That’s why sourcing, digital marketing, and social media marketing are now a critical part of hiring campaign management. Employment branding has grown up. It’s 2015 and we are anchored on big data because we have to be.
What is the Future of Employment Branding? keep reading…
If you are currently a recruiter and you’re worried about your future … I agree, you should be.
Consider a future as a recruiter where sourcing is gone, and so is resume screening and candidate assessment. All that is left for recruiter to do is related to selling candidates, which unfortunately, is something that most corporate recruiters do not excel at.
This shift is occurring partially because recruiting has been a “soft” field since its inception. But finally, recruiting is beginning to follow the pattern that proved so successful in the past on the business side of the enterprise in areas like CRM, marketing, and sales. Recruiting is now finally beginning the inevitable shift to a hard scientific approach, where database decision-making and software technology will literally take over most of the roles currently held by human recruiters. Current recruiters should be aware of this upcoming obsolescence, because there will soon be data to show that much of what they do will soon be done much better, faster, and cheaper by data-driven algorithms and software.
If you are a recruiter and you are involved in sourcing, resume screening, job matching, candidate assessment, or interviewing, you must realize that those parts of your role will soon become as irrelevant as RadioShack and Kodak. But don’t stop going to recruiter conferences and don’t start studying for your real estate license yet, because there will still be corporate recruiters in the future. Their primary role will be much different and it will be limited to influencing or selling prospects, candidates, and hiring managers. In other words, selling will become the critical competency for a corporate recruiter, much like it has been for third-party executive search for decades.
Why Much of What Corporate Recruiters Do Today Will Be Replaced by Technology keep reading…
The New England Patriots have produced some of the most astonishing statistics in sports history. Outside of 12 AFC East Championships, six AFC championships, six Super Bowl appearances and four victories in the last 15 years, their winning record is staggering.
Learning the secret to the Patriots’ success and practicing their winning talent formula will help you reach the incredible achievements they have experienced.
This type of consistent success doesn’t just happen. It’s made and achieved from a championship formula.
The competitive closeness among the teams of the NFL — or in any professional sports league — is razor thin. The difference between coaches, owners, money, facilities, fans, and players is almost indistinguishable.
It’s the less obvious things that a team does that separate it from the others. keep reading…
LinkedIn got hammered today after it scaled back its financial outlook and reported the slowest quarterly growth since it went public in 2011.
Despite another record setting revenue quarter, investors dumped shares in after-hours trading, sending the stock down by as much as 25 percent or more than $50 a share. LinkedIn closed at $252.13.
It was after the New York markets closed that LinkedIn announced it earned 57 cents a share, a penny more than Wall Street’s consensus forecast. (Including stock-based compensation and other items typically excluded by analysts, LinkedIn lost 34 cents a share.)
Revenue for the first quarter came in at $637.9 million, also better than expected. keep reading…
Cat Hernandez, head of talent at Chartbeat, mentioned yesterday on a panel at ERE’s San Diego conference that she uses very few third-party agencies. (Actually she has used headhunters on a very limited basis, like for “container searches,” sometimes called “retingency.”)
Instead, she said, she’s tinkering around with a few recruiting technologies, some you probably know and some you probably don’t as they are in betas.
After the session, I asked her what those tools were.
Here goes: keep reading…
The U.S. economy added 126,000 jobs in March, with employment trending upward in professional and business services, health care, and retail trade. Congrats recruiters, you just got busier. While the continued growth of the job pool stands as a positive sign for U.S. business, more jobs means more work for recruiters. Every HR professional I’ve talked to is feeling the pressure. New jobs are posted every day, leaving teams sifting through hundreds, and maybe even thousands, of applicants.
Everyone is feeling the strain, as previously successful process slowly begin to falter, leaving teams without the tools necessary to keep their heads above water. While the descent into overload might seem inevitable, it’s not. keep reading…