Susan’s interview was coming to an end. Overall, she felt pretty good about it. She realized she could have done a better job of making eye contact a couple of times early on, but she had been nervous and it had taken her a while to loosen up. However, she was confident that she had nailed the high fidelity simulation component and the questions were all pretty much what she had expected.
Susan made a point of thanking the three-person interview panel (Janet, the company’s VP of engineering, and her two deputies, Bill and Huang) and making sure no one had any final questions for her.
Then she disappeared. keep reading…
How you treat the candidates you don’t hire for a job can have equally as much or more impact on your business as the one person you do hire. If you’re curious about how you can approach and handle a potential candidate and with positive results, look no further. This upcoming Indeed-sponsored webinar is hosted by none other than Gerry Crispin, and Elaine Orler. The following and more is sure to be covered:
- How the improve the candidate experience of the ones you don’t hire, and help to promote you as an employer rather than discourage you
- Which practices are merely annoying and which ones are critical to monitor and improve
For the full webinar and all that it entails, please register today, and get ready to really learn how you can make a positive impact on your organization even at times when, unfortunately, you have to turn down a potential candidate.
Date/Time of Registration: Thursday, August 14, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/co2t99w7sotl&eom
Large employers with high seasonal and temp hiring needs used to be the primary users of VMS and MSP services. That began to change more than a decade ago, as companies, witnessing the explosion of contract developers and others by the tech industry, saw the strategic value of bringing on temporary workers.
Ironically, the Great Recession accelerated the process. During the first difficult years, companies laid off their contingent workers before their full-timers, discovering what the seasonal hirers already knew: A contingent workforce can be RIFed quickly without paying unemployment (unless they were the employer of record), severance, or risking the negative publicity that comes with wholesale layoffs.
Betting on the continued growth of the contingent labor market, Bullhorn today announced it acquired its VMS tech partner The Code Works, and its primary product, VMS Access. No purchase price was disclosed. keep reading…
The crowdsourcing referral bonus for helping find a president of a solar-power developer has been set at $100,000. keep reading…
Notwithstanding Yahoo’s end to telecommuting, the global trend toward virtual workplaces is accelerating. Surveys vary widely on the percentage of companies with remote workers — from about 30 percent to SHRM’s 46 percent of all companies have at least some contractors, freelancers, or remote workers who rarely, if ever, come into the office. Another estimate predicts that in a year, 40 percent of the global workforce will be virtual.
Whatever is correct, it’s undeniable that more and more workers are working remotely. And this is creating a challenge for recruiters. But it’s not in finding and hiring workers. It’s in hiring and finding the managers with the special skills and talent it takes to successfully manage a virtual workforce. keep reading…
WARNING: Do not read this article unless you want to increase:
- Your online shares and referrals
- Job distribution and visibility to passive candidates
- Candidate response rates
- Recruiter productivity when requisition loads are heavy and inbox recruiting is the primary activity (The activities described below have reduced time-to-offer by over four days.)
- Traffic to your career site
- The total number of unique applicants into your ATS each month (the following activities have also resulted in the addition of over 20,000 new applicants in one year.) keep reading…
Although it’s much too early yet for Monster’s ambitious “three pillars” strategy to become the transformative force executives are predicting, the financial markets were hoping the company did a little better in the second quarter of the year than in the first quarter.
After Monster reported earning 8 cents a share on revenue of $194.4 million, and lowering its financial outlook for the current quarter, investors sold off shares of the struggling company at twice the normal volume, pushing down its price almost 13 percent by early afternoon. Monster stock closed Monday at $6.62 a share. Not long before the market’s close, the stock was off 15.6 percent to $5.59. keep reading…
Two studies recently came out that provide interesting perspectives on how a brand is viewed by the general public and by young workers looking to start their careers. These surveys illustrate both the connection and disconnection between branding and employer branding.
The first study was conducted by CoreBrand, which annually surveys more than 10,000 business decision-makers from the top 20 percent of U.S. businesses. This is a survey of peers, not of average consumers. It determines two factors: Familiarity, based on whether respondents could name a brand’s verticals or subsidiaries; and Favorability, based on respondents’ opinions of the brand’s overall reputation, perception of management, and investment potential. CoreBrand considers brands with the highest scores in both categories to be the “Most Respected.” The top 10 of 2014 are: keep reading…
With today’s job market heavily depending on social media and other similar technologies, it is nice to be provided a fresh perspective and bag of tricks to assist in using social media in every way possible. Please join hosts Teresa Keeler and Tracy Bolander in this Jobvite- sponsored webinar as they share the practices and procedures that took Owens Corning from non-existent to world class. Take home the following and more:
- The ways that they leveraged social media themselves
- The truly meaningful changes they made to their program
- What they are currently doing to improve practices and procedures
Hurry and register now, as this is a rare opportunity to glean some valuable info from a company who directly applied these practices and experienced its benefits directly. Register today!
Date/Time of Webinar: Wednesday, August 6, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/c2x3e4vcrg58&eom
There has been a great deal of publicity lately surrounding the lack of STEM women at high-tech firms. Unfortunately, we have to give two thumbs down to the diversity data from each of the top high-tech firms that have publicly released their numbers. Although the firms’ intentions were good, the limited scope of the metrics that they revealed do not provide the necessary information that STEM women need in order select which firm to join or the right information needed in order to encourage them to actually apply for a different tech job.
High-tech firms have two basic reasons for attempting to hire and retain more STEM women into key roles. keep reading…
If you’re young, like music, and the outdoors, Austin’s the place for you.
That’s the message from a new video playing up jobs at Dropbox in Austin. keep reading…
For the sixth consecutive month, the U.S. added more than 200,000 new jobs, a streak not seen since 1997.
Data from the U.S. government’s Bureau of Labor Statistics said 209,000 new jobs were created in July across a broad swath of industries. Unemployment nosed up slightly to 6.2 percent as a trickle of additional workers, perhaps buoyed by the job growth, reentered the labor market.
The BLS also adjusted upward its initial reports for May and June, adding another 15,000 jobs.
Earlier this week, The non-profit business research group The Conference Board said its measure of Consumer Confidence jumped 4.5 points to 90.9, the highest since before the recession. keep reading…
If your company does business with the U.S. government, there are a number of regulations and serious compliance issues to be aware of before you interview a current or former U.S. government employee. keep reading…
Doubters may be questioning the strength of the U.S. jobs recovery after Wednesday’s announcement by ADP that 218,000 private sector jobs were created in July — lower than expected — but the job boards aren’t.
Two of the three publicly held careers publishers have so far reported their second-quarter results, and in both cases they’ve wowed Wall Street.
LinkedIn this afternoon announced it grew revenue by 47 percent, crossing over into billion-dollar territory halfway through the year. The company earned 51 cents a share (after adjusting for one-time expenses) versus the 39 cents predicted by analysts. keep reading…
Many HR departments are at a crossroads with their recruiting effort, wondering how to improve staffing and wondering which technologies they should implement into their process. Using texting as a means of candidate communication is an option being explored by a growing number of firms. But for every supporter there is a critic — and for good reason.
Sure, texting can improve the candidate experience and speed up the process when handled properly. However, many firms do not have the infrastructure or resources to implement a centralized texting platform, integrated solution, or structured texting campaigns. In many cases, without a thoughtful strategy, texting for talent can become a major detriment to an organization’s recruitment brand.
Let’s take a look at the bright side of texting for talent: keep reading…
A handful of the new websites and spinoffs entering the recruiting field: keep reading…
Just ahead of May’s NFL draft, the irreverent sports site Deadspin created a stir when it posted a tool to analyze the words used in scouting reports to describe black and white college football players.
You simply plug in your word picks to see how often they are used for players falling into those two racial groups. NBC Sports’ Craig Calcaterra found, among other things, that the word “gifted” appears .58 times per 10,000 words for black players and not at all for white. Plugging in “worker,” Calcaterra found it applied almost twice as often to white players as to black. And “underachiever”? The Deadspin tool shows it’s used more often to describe black players.
Now, what if instead of NFL scouting reports, this kind of analysis was used on employee performance reviews or candidate interview notes? keep reading…
presented by Ryan Squire and Tracey Parsons
Social is much MUCH more than just a place to post. It’s a vast resource used for building a realistic and authentic employer brand. In this upcoming Findly-sponsored webinar please join hosts Ryan Squire and Tracey Parsons as they share the following tips:
- Using content to build a strong employer brand
- The use of a variety of tools and mediums available to you
- and so much more!
Hurry and register now for this webinar guaranteed full of information.
More information | Register for this webinar
In a case of a shoemaker’s kids getting shoes, the company that coined the phrase “war for talent” in 1997 is working on updates to its career pages.
McKinsey is working on the site internally. It’s only partway through a series of changes. keep reading…
The youth of America are finding it difficult to get jobs. Unemployment for those ages 18-29 reached 13.2 percent in May — about double the general unemployment figure. The lack of jobs for the young has many causes: fewer job opportunities overall; more older people taking jobs that would have been filled by younger workers; and a mismatch between available jobs and people available to fill them.
Fewer Full-Time Jobs
America the land of opportunity is not what it was. keep reading…