While in the middle of the U.S. Chicagojobs.com is celebrating its Daily Herald victory and a truck driver job site is officially launching, on the West Coast a once-well-known career site is quietly reviving itself for the latest Silicon Valley/San Francisco talent gold rush. keep reading…
Despite the multitude of new communications channels employers can use to connect with talent, email is still one of the best ways to reach them. But to do so most effectively — in terms of attracting and building relationships with the best candidates — recruiting teams can learn a lot from their marketing counterparts.
Just consider the parallels: While marketers are concerned with finding new customers, recruiters need to find new candidates. Where marketers drive the corporate brand, recruiters drive the employer brand. And, as marketers build lead databases, target and re-engage customers, and work to make the sale, recruiters build talent pipelines, seek to continually engage talent and encourage them to apply. keep reading…
The data is in and it’s clear that heavy spending on recruiting is critical if a university wants to get into the men’s NCAA tournament. This positive correlation between recruiting spending and success in sports should be noted by corporate recruiting leaders because it could help support their business case for increased corporate spending on recruiting.
The impact of heavy spending on recruiting in men’s basketball is clear and hard to refute. The eight teams that have gotten into the tournament each year over a five-year period spent an average of three-and-a-half times more on recruiting than teams that never made the tournament over those same five years. The top three schools that spent the most on recruiting each spent approximately $2 million per year (Kansas, Louisville, and Kentucky), which was more than 30 times the average recruiting budget of the schools that never made the tournament. An excellent analysis conducted by USA Today “found a correlation between schools that spend big on recruiting and schools that had success making the NCAA tournament from 2010 to 2014.”
Additional Indications of the High Impact of Recruiting keep reading…
Sioux Falls, South Dakota has launched a new, mobile-friendly job site playing up the town’s 2,000 open jobs. keep reading…
U.S. employers slowed hiring in March to the smallest gains since December 2013, adding a mere 126,000 jobs, far below the 245,000-250,000 predicted by labor economists. The unemployment rate was unchanged at 5.5 percent. keep reading…
Passive candidates aren’t waiting for you to call. They’re busy in their current positions and may or may not be thinking about their eventual next role. But you need to create a pipeline of passive candidates to meet current and future recruiting needs. How can you reconcile the two situations?
The key to having a passive candidate pipeline begins and ends with your network. This webinar will cover how talent acquisition professionals can develop and maintain an active network. We’ll look at the importance of building and marketing your personal brand to create relationships and how you can help these relationships grow into your passive candidate pool.
Join our free webinar on Thursday, April 9, for great tips on how to build relationships and create opportunities for a passive candidate pipeline.
Our expert speaker Jeff Newman will share his experience in developing and maintaining a pipeline, and the dos and don’ts of building long term relationships with passive candidates.
This webinar will fill up fast. Register now for free to reserve your seat for April 9.
Date/Time: Thursday, April 9, 2015 at 2 p.m. EDT
Registration Link: https://cc.readytalk.com/r/mfxdowk392x5&eom
Sponsored by: SmartRecruiters
Here is how one company realized that its inadequate talent acquisition process delayed its succession plans and put the company at risk.
____________ keep reading…
The relationship you have with your hiring managers is critical to successful recruiting. Keeping them engaged in the process and up to date with your strategy can make all the difference to them and you. However no matter how great your talent as a recruiter, you’re bound to hit a roadblock with your hiring managers from time to time.
This webinar will walk you through some of the common issues that all recruiters face when working with hiring managers and some ideas for making your hiring processes and relationships more strategic and seamless.
Join our free webinar on Wednesday, April 8, to learn how to build successful partnerships with hiring managers and to proactively address common issues.
Our speaker, Misty Sutton, will share her experience of working with hiring managers and some best practices for building more strategic partnerships. She’ll provide tips on developing communications plans, engaging managers in hiring strategy, providing honest feedback from candidates and proactively addressing other issues.
This webinar will fill up fast. Register now for free to reserve your seat for April 8.
Date/Time: Wednesday, April 8, 2015, at 2 p.m. EDT
Registration Link: https://cc.readytalk.com/r/1uoi1ij2ckr0&eom
Sponsored by: ZALP
Is job growth slowing? Economists are asking that question after ADP’s monthly National Employment Report this morning said that 189,000 private sector jobs were created in March, the smallest increase since January 2014.
“There are some good reasons to think that the job growth has slowed, that we’re not going to see monthly job gains of 300,000 for a while,” Mark Zandi, chief economist of Moody’s Analytics, said after the report was released. Moody’s prepares the report in partnership with ADP.
Economists were expecting the report to show about 225,000 new private sector jobs last month, which would have been only somewhat of an improvement over February’s 214,000 new jobs, revised up slightly from an initial 212,000. keep reading…
Hiring for cultural fit is one of the main mantras within recruitment nowadays. Recruiters are encouraged to look beyond skills and past the job description to find candidates who “fit” with the organization and its values.
By contrast, we don’t talk nearly enough about how to create a company culture that can attract the best talent. In fact, the results of a recent survey suggested that just over half of companies don’t have a defined culture! This is crazy at a time when top candidates are increasingly concerned with “culture,” and often use it as a differentiator when deciding where to apply.
Inevitably when people bring up company culture, the conversation drifts to perks. How do we top a competitor that offers free dinner for employees working late? We have to provide free lunch! This is never the best way to approach the culture question. There will always be companies that can offer better “things.”
Instead, company’s need to think about creating a working environment that attracts top candidates and can get their team excited to come to work every morning. keep reading…
In one of the more curious decisions the talent-acquisition field has seen — perhaps as unusual as that Raleigh recruiter who in 2011 refused human contact — a recruiting vendor has decided to make a list of the 100 most influential lists of recruiting influencers.
Synergy List Vector Management will analyze each of the many, proliferating lists of who’s influential in the recruiting field, and generate one big list that will simply rank other recruiting influencer lists. “If you love lists,” says Sheila E. Tartefly, director of robust solutions at Synergy List, “you’ll love our top 100 list of lists. You’ll have a better feel for which thoughts the thought leaders are thinking about that you should really give some thought to.”
In talent acquisition, lists have been controversial. keep reading…
Trying to hire? Chances are that your candidates will type a job title into a search engine. Keep your job postings highly visible and optimized. If candidates can’t find your postings, you won’t get responses — but when your jobs are optimized, it can become one of the best methods of drawing traffic to the career section of your website. There is little cost involved to change your current posting methods, but the results could be well worth your time. keep reading…
Contingent workers provide great flexibility to companies looking for specialist skills on an as-needed basis. However, contingent workers are often managed piecemeal by separate departments using different vendors and various processes. The result can be a fragmented system that opens a company up to inefficiencies and compliance risks.
This webinar will cover why companies turn to third parties for help and provide an overview of of Contingent Workforce Models. We’ll focus on five key areas that you can use to choose between programs and measure their effectiveness.
Join our free webinar on Thursday, April 2 to learn more about Contingent Workforce Models and how to work effectively with third party suppliers.
Our speaker, Julia Levy will share best practices around VMS, MSP and RPO and how her company, Assurant is using their programs to drive efficiencies and meet business growth demands. She’ll also dispel some of the myths associated with supplying talent through a third-party talent model.
This webinar will fill up fast. Register now for free to reserve your seat for April 2.
Date/Time: Thursday, April 2, 2015
Registration link: https://cc.readytalk.com/r/xenhmk9qcp2a&eom
Using any set of assessment criteria, Laszlo Bock of Google has been in the vanguard in creating revolutionary change in the profession of HR to the point where he has earned the title of “HR professional of the decade.” Under his leadership, Google has literally led the way in innovation in all aspects of HR and it has become the world’s only data-driven HR function. Its willingness to continuously try completely unique approaches has resulted in Google being rated the No. 1 best place to work by numerous independent groups (Fortune six times, Fast Company, Glassdoor, Universum, and LinkedIn).
Working at Google has such a powerful employer brand draw that it receives an unparalleled 3 million applications a year, even though applicants only have an estimated 0.2 percent percent chance of getting hired.
But it’s more than just image that Mr. Bock has helped to create, because Google’s workforce productivity is simply amazing at $1.23 million per employee each year.
Not only has he molded the HR function at Google in nine short years into the benchmark model that everyone admires, but he has been extraordinary in his willingness to share his knowledge with both HR professionals and potential job applicants. Even though I have been writing and speaking in the HR field for three decades, I have never come across a leader who deserved the title of HR professional for an entire decade. HR is a unique field where very few corporate HR leaders are known by name throughout the profession but Laszlo Bock is clearly the exception, primarily because he openly shares what he has learned, even when it runs counter to standard HR thinking.
An Overview of the Amazing People Management Practices at Google keep reading…
Yes, the franchising model has proven to be highly successful, enabling small business ownership for hundreds of thousands of people in the United States. Franchisors have worked diligently to create proper systems and support for their franchisees that allow their brands to thrive and promote the success of the American economy. Indeed, the franchising industry is characterized by continuous growth and expansion; it is expected that 2015 will mark the fifth consecutive year in which the industry will grow and create more jobs faster than the rest of the economy.
But the time-tested model is in question after in July 2014, the National Labor Relations Board in the U.S. announced that a franchisor could be designated as a joint employer of its franchisee’s employees.
What This Means keep reading…
Hey dude, if you want to save a few bucks, and you’re in need of a trimmer or a bud tender, get yourself over to WeedHire before April 2. Job postings go from free to $4.20 the day after you- know-what day.
One thing definitely not lacking in the human resources and talent-acquisition field are lists of the best workplaces. You’ve got local lists, regional lists, even lists of where high schoolers will want to work; national ones like Glassdoor’s, Universum’s, Fortune’s, and a WilsonHCG top-employment-brand list that a few talent-acquisition leaders told me via email they really liked.
One list out from Forbes (a magazine, apparently, that recruiters read quite widely) involved asking employees this: On a scale of 0-10, how likely would you be to recommend your employer to someone else? How about other employers in your industry?
Every successful recruiter that I have ever met does some very simple things well. When a requisition goes weeks and weeks without being filled, it’s the product of a fundamental break-down of a simple process.
The recruiting process typically breaks down in one or more of the following areas: keep reading…