Military job fairs are producing so-so results for companies, and “job fairs that do not involve virtual technology or provide employers an opportunity to filter resumes in advance appear less useful to companies,” according to a new report on what’s working and what’s not working when it comes to hiring veterans. keep reading…
If you are a corporate manager, you already know that you routinely spend a significant portion of your time trying to motivate your employees. On average, I estimate that encouraging, cajoling, and the worst part, having to hang around just to ensure that your employees are continuously working takes up to 50 percent of the average manager’s time each week. If you don’t believe my estimate, ask a few managers to keep a work log for a few weeks if you want an accurate time for your firm. You might go a step further and ask a few of your managers if they enjoy trying to motivate and if they are good at it, because you’re likely to find that they dread every minute of it.
Fortunately you can recapture every minute of that “motivation time” if you just do one simple thing: begin recruiting and hiring self-motivated employees. These type of employees are not a myth. They are called self-motivated or intrinsically motivated people. Imagine what it would be like as a manager to have a team full of employees who not only automatically did the work that they were assigned but who would also proactively seek out new work that needed to be done. keep reading…
As golden parachutes go, color former Monster CEO Sal Iannuzzi’s severance package silver.
His departure from the job he held since April 2007 was announced Tuesday. He was replaced by Tim Yates, who previously served as Monster’s CFO and executive vice president before retiring last year.
Depending on the value of Monster’s stock on June 30, 2015, Iannuzzi’s last day as a Monster employee, he could leave with a severance worth more than $23 million. That amount is based on the company’s April 24 proxy statement and the November 6 8-K filing with the Securities and Exchange Commission. keep reading…
The U.S. Bureau of Labor Statistics, which released the monthly employment report this morning, also adjusted upward its job estimates for August and September, adding 31,000 more jobs to the totals announced previously. The numbers are seasonally adjusted.
October’s initial count, subject to change when the November report is issued next month, was less than what labor economists were forecasting. Various surveys put the average of their estimates in range of about 235,000 to MarketWatch’s high of 243,000. The report was also below the 230,000 average of the previous nine months. keep reading…
Recruitment marketing is rapidly changing and shows no obvious signs of settling down anytime soon. It’s no longer enough to just be “hiring,” nor is it enough to be an employer of choice. Something else is still needed to elevate you above the rest. Please join host Bryan Chaney, in this upcoming Jibe-sponsored webinar, as he shares:
- How and why video is replacing voice messaging
- The use and explanation of “candidate motivators”
- Creating a 1-to-1 marketing campaign by skill set
- When and when not to involve the marketing dept.
Ensure that you get yourself registered soon; there is honestly far more material and information being shared than we can cover here today. Don’t miss out!
Date/Time of Webinar: November 13, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/5mm8dhsi4apa&eom
Can’t attend? No Problem! Register and receive a copy of the recording to watch at a more convenient time!
Recently, I reluctantly tried video interviewing for campus recruiting and found it to be a fabulous success that exceeded expectations. However, when the concept was initially presented there was a healthy dose of skepticism. It was one of those rare occasions when you communicate to your team that the trial is not really optional. Since then we’ve also been using it outside campus recruiting, primarily when the demographic is millennials or Gen Y and the applicant volume is high. Like most people, I initially stuck my nose up at the idea of losing the personal touch of a two-way conversation, but these brief interviews reveal so much about candidates.
Our skeptics have quickly become converts. This fall alone, we’ve screened three times as many people in about 80 percent of the previous time commitment. I would never have believed it if I had not tried it. The technology still has its faults, but I certainly think it’s headed in the right direction (I’m pushing our vendor to develop more functionality).
Typically the format for one-way (asynchronous) video interviews goes something like this: after screening a resume, you send out an email invitation to a candidate to participate in a video interview. The email contains a hyperlink which takes them to a website where they view pre-recorded short video clips of people asking interview questions. After each clip, candidates have a pre-determined (and brief) amount of time to think about the question, after which their webcam automatically begins recording their answers which are then saved for your viewing. Typically there are no re-takes.
Here are 10 positives: keep reading…
- Wednesday, December 3, 2014, 2:00 pm ET
- 60 minutes
- Register for this free webinar
presented by Les Craig and Renny McPherson
Everyone is always talking about “Big Data” and how helpful it is, but if you’re unfamiliar with it or it is still new altogether to you than you’re in the right place. This upcoming WANTED Analytics-sponsored webinar is being presented by Les Craig and Renny McPherson who will provide take-home information that will have you crunching big data in no time, with info such as:
- How to make sense of big data and key concepts to understand
- How big data impacts key business decisions
- How to use people and workforce data from your existing systems
- How big data can help the C-suite understand what their employees need and how to retain their employees
Far more than just bullet points will be provided at this upcoming webinar; being in attendance is guaranteed to get you well on your way to solving the puzzle that is big data.
This webinar is sponsored by WANTED Analytics™.
The website for the April 27-29 ERE Recruiting Conference is launching today, featuring a long list of new in-house talent-acquisition leaders speaking, new topics, and a new format.
A “bold approach to talent-acquisition management & leadership” theme highlights the San Diego event, which includes 23 topics such as:
- the State of Talent Acquisition 2015
- The Future of Talent Acquisition
- Make Talent Acquisition More Agile
- Infuse New Life Into Your Employee Referral Programs
- Increasing the Competencies of Your Talent Acquisition Team
- Hiring, Training, and Managing Recruiters
- … and more topics designed for those who manage their organization’s TA function.
Among the dozens of new speakers:
- John “Coach Bru” Brubaker, award winning college lacrosse coach
- “Antarctic Mike” Pierce, polar marathoner
- Judy Wright, director of talent acquisition solutions & employment brand, Providence Health Services
- Love Whelchel III, chief talent officer, Devries Global
- Mark Fuell, talent acquisition leader, EY
- Mark Craig, managing director, talent acquisition, Charles Schwab
- Kristilina Hintgen, SVP, human resources, loanDepot
- Molly Weaver, director of talent acquisition, Children’s Mercy Hospital
- Mike McDonald, director, talent acquisition, Pandora
- Lindsay Jurisch, global sourcing lead, Sutherland Global Services
- Cat Hernandez, head of talent, Chartbeat
- Joris Luijke, VP of people, Squarespace
- Dan Bruder, director of recruitment, Peace Corps
- Matthew Jeffery, VP global head of sourcing & employment branding, SAP
For the first time, ERE will feature TAD Talks – like a TED talk, but on Talent Acquisition Development. Step out of your comfort zone during these 15-minute talks that’ll provide food for thought and have you rethink the way you spend your day and your dollars.
After experiments during our past two events which provided rave reviews from all who attended, all attendees will now participate in Think Tanks where you’ll discuss your own challenges and explore solutions at a small table of your in-house, talent-acquisition leader peers. The think tanks will revolve around three topics: 1) Technology; 2) The candidate experience; and 3) Hiring/managing/training recruiters.
Read on: keep reading…
Recruiters are in demand throughout the world. Among the largest English-speaking countries, India currently has the greatest need for recruiting professionals, with about 26,430 job listings posted online. (Although India’s primary language is Hindi, English is the other official language of its Central Union Government.)
The U.S. ranks second in recruiter demand among these countries, with 7,270 job ads for recruiters. However, when it comes to the percentage of total jobs that are for recruiters, Canada has the highest market share of recruiting jobs. About 1.3 percent of Canada’s jobs advertise for recruiters. India is close behind with 1.2 percent percent of its online job openings seeking recruiters.
Source: WANTED Analytics
In terms of HR job listings that advertised for recruiters, the dynamic shifts. keep reading…
Like so many companies these days, Monster hired a boomerang to be its new leader, announcing Tuesday morning that former CFO and current director Tim Yates will be the company’s new CEO.
The announcement was made by Sal Iannuzzi, the company’s chairman, and now former CEO and president, during the quarterly financial conference call with investment analysts. After discussing Monster’s financial performance, which surpassed Wall Street’s predictions on both earnings and revenue, Iannuzzi said he was stepping down for undisclosed personal reasons. He will remain on the board as non-executive chairman.
Such explanations might ordinarily signal a forced change of command over board unhappiness with performance or strategy or both. And with Monster’s stock trading at historic lows, it’s a reasonable assumption. However, Monster’s Three Pillar strategy, unveiled in May, shows signs of paying off. Monster earned 5 cents a share in the third quarter, beating the 3 cents a share Wall Street predicted. Revenue grew to $191.2 million, compared to analysts’ estimates of $189.9 million. keep reading…
Employees will refer talent into an organization when it’s easy and convenient for them — push and prod them too much and you risk disengagement. Effective, targeted marketing of your program is a key driver to adoption and success.
In an effort to increase engagement, we encourage our clients to focus their efforts on customized messaging and marketing of their referral programs delivered broadly, the message may appeal to everyone at the company, but will likely only engage a few).
Here are five techniques for enhancing your referral program marketing approach: keep reading…
I estimate that hiring managers are responsible for more than 60 percent of all delays and errors during hiring. So if you want to improve your quality of hire, reduce position vacancy days, and improve process compliance, it only makes sense to try to get hiring managers to put a greater focus on recruiting. One proven solution is to adopt service-level agreements, which are one of the most effective tools that drive service delivery consistency in service-related functions outside of HR. keep reading…
Implementing an ATS – Finding Success in Preparation
For anyone planning to implement an applicant tracking system, keep in mind that it’s common to overlook key requirements and for any number of reasons. Thankfully, in this upcoming Jobvite-sponsored webinar, hosted by Megan Stanish and Shawnee Irmen, they will share the following:
- Avoid all the user-discovered red flags than can occur after going live
- Learn what customizations may be needed to bring your system to life
- Step-by-step guide based on industry leader experiences
Make sure to register for this webinar. It is absolutely going to be helpful in the face of modern-day recruiting and sourcing challenges.
Date/Time of Webinar: November 5, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/9p2a8fz7h0te&eom
And then, coming up on Thursday:
Incorrect Tactics Can Compromise Your Talent Strategy
One of the absolute best ways to improve your recruiting/sourcing is to abandon conventional methods of recruiting. Not all of them, but attempting to view challenges with a fresh perspective or a new set of tools and processes is what is needed. In other words, “break the mold” on the already tried-and-true practices that exist, and prepare to think outside the box in this upcoming SuccessFactors-sponored webinar, hosted by Lou Adler, as he covers the following:
- Converting jobs into careers
- How to tame those hiring managers
- Effectively building a deep network
- So much more
Prepare to cast off the shackles of repetition we all have come to know in the recruiting world and register today for a genuine fresh take on recruiting tactics.
Date/Time of Webinar: November 6, 2014
Registration Link: https://cc.readytalk.com/r/k8u7vba5cgge&eom
Fall 2014 ERE Conference Think Tank Session Recap
Good conferences always offer great opportunities to stay on top of challenges, best practices, and future trends. The best conferences also offer new take-away ideas to implement within our own organizations. The recent ERE conference held in Chicago in late September delivered the goods on both fronts. As the moderator of an almost-two-hour-long Think Tank session on “Challenges and Future Trends in Talent Acquisition,” I was blown away (the conference was held in the Windy City, after all!) by the sheer number of issues — and solutions — that were discussed.
This post is too limited to include all of the great ideas that this group of very experienced HR and talent acquisition professionals discussed. So we picked the best of the best for the following list of “Top 10 Overall Best Practices” currently being applied to address the No. 1 challenge determined by the session participants: “finding and engaging qualified candidates.”
Again — a big thanks to all the in-house recruiting & HR professionals in attendance at this session who focused specifically on the key challenges and opportunities that will present themselves in 2014 and going into 2015.
Overall Top 10 Best Recruitment Practices (in no particular order) keep reading…
The LinkedIn revenue juggernaut rolled on over the summer, growing by 45 percent, with recruitment accounting for the largest share of the $568 million the company brought in from July through the end of September.
Reporting its third quarter financial results after the U.S. markets closed this afternoon, LinkedIn said it earned 52 cents a share after excluding stock-based compensation. The consensus of Wall Street analysts was the adjusted earnings would be 39 cents a share. LinkedIn also beat its $557.49 million revenue forecast.
Taking into account the cost of the shares it gives employees as part of their compensation, LinkedIn lost $4.3 million, almost a million more than it reported in the third quarter 2013. keep reading…
Dice Holdings, publisher of multiple niche career sites including its flagship tech site Dice.com, earned 18 cents per share on third quarter revenue of $67.6 million, besting Wall Street’s expectations on all fronts.
Issuing its quarterly financial report this morning, Dice said it grew revenue 29 percent over the same quarter last year and predicted it would end 2014 with total revenue in the range of $262.5-$263 million. That’s above Wall Street’s consensus estimate of $258.97 million, and above even the highest forecast of $262.10 million. keep reading…
Sure, you’ve seen career sites where you can ask the company, or even a recruiter, a question. But one company has a new q-and-a section that’s far more individualized than most, allowing candidates to pick which recruiter or employee should address their hiring question. keep reading…
Everyone loves a trip down memory lane. That’s why VH1 made those retrospectives about the 1980s, 1990s, etc. Admit it: once you caught five minutes of one of those shows, the next four hours of your life were forfeited.
A few years ago, when I was an IT recruiter back in Washington, D.C. (see what I did there? Clever, right?), one of my favorite parts of the job was getting to know each candidate and figuring out what their “story” was. What were their unique aspirations and hot buttons? How did they get to this point in their career? What were they passionate about in their lives? Being able to get to know someone, then matching them up with a company that matched their professional and personal ambitions was, to me, one of the best and most rewarding parts of the job. It was always a delight to follow up with them six months later and learn that they were indeed happy with the new direction in their career.
Any recruiter worth their salt will tell you that their ability to sell a candidate on a company or a job is their “raison d’etre” (for those of you who slept through French or Philosophy 101: reason they exist). Now, with skill set requirements and qualifications that rapidly evolve with each new technology and regulatory change, creating specialized pockets of highly competitive positions, this ability to differentiate an opportunity from the rest of the landscape has become more important than ever.
So how exactly, beyond sheer luck, do you ensure that “just right” fit? Let’s take a cue from VH1 and fire up a couple of classics for some help: keep reading…