With so many different approaches or tactics to evaluate the effectiveness of your employer brand, and more specifically how effective your brand is at attracting the top talent, please join this upcoming Indeed-sponsored webinar, with host David Lee, as he covers the following:
- Have a brand that attracts genuine talent, and how to help make that happen
- How to deliver on your brand promise … consistently
- Communicating your brand in a clear and effective way that differs from the norm
- Making sure managers understand their central role in the brand
Register today and ensure you get the most out of this upcoming webinar; this is a great opportunity to increase your brand’s effectiveness and make it stand above the rest.
Date/Time of Webinar: November 19, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/e234f8eu4noz&eom
presented by Nicole Dessain
With 2014 rightly being dubbed the “age of talent,” and where talent sits front and center of economic and social value creation, it’s clear that there are some methods or “trends” that develop around successful talent acquisition. Please welcome hostess Nicole Dessain in this upcoming CareerBeam sponsored webinar as she “bursts the bubble” on the following:
- Understand how the 10 talent.trends impacted the talent agenda in 2014
- Learn how companies tackled challenges associated with these trends
- Get to know innovative talent frameworks that help address talent challenges in the 21st century (such as the talent.experience lifecycle™ )
- Gain perspective on what talent topics will be hot in 2015
Better to register now and not risk the chance of missing out on this incredibly informative and “trendy” webinar, and get yourself ready for the new year in terms of talent.
More information | Register for this webinar
This is an open letter to every CEO in the world. I hope you take the time to read it, as I’m sure you, your shareholders, and your employees, would hate for you to keep pissing money away. keep reading…
Now’s your chance to see what a budget looks like for a small company, but one with many challenges of any size company: limited resources in the recruiting department; hard-to-fill jobs; a lot of open jobs; and societal changes like the growing use of mobile phones.
As it happens, the company happens to be one you know. keep reading…
It can be tempting to dismiss the glowing praise of those who work at great employers in technology and other fields flush with cash. After all, what’s not to like about free smoothie stations, unlimited time off, Cadillac health plans, and other accoutrements of organizations that seem to spare no expense in attracting talent? But dig deeper, and you’ll find that some of the most valued policies at companies with satisfied employees aren’t necessarily about money. Here are a few worthwhile perks for HR professionals to consider, regardless of their industry or resources for employee benefits.
California is often ranked among the world’s most inventive regions. But most observers miss one of the major reasons why: the absence of non-compete agreements.
In San Diego, at the ERE conference, I’m going to be talking about this, but also will be talking to recruiting leaders about rethinking the whole way they handle departing employees, ex employees, and employees who could depart (that’s all employees).
Anyhow, back to non-competes, barring them is one of California’s longstanding strong talent mobility safeguards. keep reading…
As America honors its military veterans today, there is encouraging news on the jobs front: The unemployment rate for the nation’s veterans has declined sharply in the year since the last Veterans Day.
Thanks to a nationwide focus on hiring veterans, and especially younger veterans who served in the post 9/11 military, unemployment for all veterans went from 6.9 percent in October 2013 to 4.5 percent last month. The national unemployment rate dropped 1.4 percentage points to 5.4 percent. (All percentages are non-seasonally adjusted.)
Contributing to the sharp decline was a project launched three years ago by JPMorgan Chase and 10 other large employers. As its name implies, the 100,000 Jobs Mission committed to hiring 100,000 veterans by the end of 2020. Now, with more than 170 companies participating, the project has employed more than 190,000 former military. keep reading…
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…
How recruiters can become a hero of your hiring managers by dramatically reducing the number of hours that they have to spend motivating and watching their employees
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…
Since video hasn’t made the phone obsolete quite yet, in beta and launching in a couple of weeks is a new company that helps you screen job candidates who’ve recorded job interviews. 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…
For the ninth consecutive month job creation topped 200,000, adding 214,000 new non-farm jobs last month. Meanwhile, the unemployment rate edged down to 5.8 percent, the lowest in six years.
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!
After watching over a hundred video interviews, I’ve come to believe they can replace the traditional phone screen, especially for positions with a high volume of applicants.
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…
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.
More information | Register for this webinar
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.
Check out the full spring site for more information on the overall agenda, speakers, and topics, and book early to take advantage of early bird savings.
Let’s pause for a minute from the analyzing of the election in the U.S. to take a look at — what else? — more recruiting startups.
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.
Market Share of Recruiting Job Ads vs. All Ads in the Largest English-speaking Countries
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…