Corporate recruiting leaders and recruiters, as well as hiring managers who operate in small businesses, are constantly searching for new and effective recruiting approaches. There is certainly no shortage of new and emerging recruiting approaches, but unfortunately, most of the approaches that you are likely to run across are either expensive, overly complicated, or they are extremely difficult to implement. So if you’re looking for highly effective but cheap and easy-to-implement recruiting tools, here is a descriptive list of my top 12. Each one has already been proven effective, so you won’t be the first to try it.
Economists were expecting November’s job growth to be about average, right around 220,000. Instead, the U.S. Labor Department this morning said employers added 321,000 jobs last month, the most in almost three years.
To add to the robust report, the government adjusted upward its initial numbers for September and October by 44,000 jobs. Together with November, the U.S. economy has averaged 241,000 new jobs each month this year. In 2013 the average for the 11 months was 204,000 and in 2012 it was 184,000.
The unemployment rate was unchanged at 5.8 percent. A year ago the rate was 7 percent. keep reading…
If you’re a funded startup, in a turnaround, experiencing an uptick in growth, going through an acquisition, or on the cusp of something new that will change your business dramatically — hiring visionary people who can lead your company through growth can be a major challenge. When I worked at a well-known fashion company, the business planned to open 500 new stores within two years. I was tasked with hiring an inventory manager who could handle the current workload while making sure this person would be able to triple their workflow and amount of responsibility in the near future. Then and since I’ve worked for Seven Step, I have often had to figure out how to get people to trust me and inspire them to take a journey with a growing company that is more promise than anything else.
Here is what I’ve learned. keep reading…
Only a few years ago, in-housing executive search was a hot topic. Bring it back inside, assign high-level searches to one person or a team and you save tens of thousands or hundreds of thousands of dollars, was how the thinking went.
How many companies actually did this is hard to tell. Judging, though, from the numbers being reported by the public search firms and the Association of Executive Search Consultants, among others, executive search is having a great year, possibly its best year ever.
In 2013, companies reported that 5.9 percent of their external hires were sourced by search firms. That was almost double the 2012 percentage and the highest number in more than a decade. keep reading…
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…
Although 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…
You’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…
Between 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…
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…
With 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…
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…
I 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…
I’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…
Based 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…
The 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…
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…
More 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…
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
- Wednesday, December 17, 2014, 2:00 pm ET
- 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
This webinar is sponsored by Findly.
Lately 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…