Receive daily articles & headlines each day in your inbox with your free ERE Daily Subscription.

Not logged in. [log in or register]

U.S. Govt Updates Info on Pregnancy-related Discrimination

by Jul 15, 2014, 3:08 pm ET

Screen Shot 2014-07-15 at 11.47.11 AMThere’s new info out from the EEOC in the U.S. about pregnancy discrimination, the first big explanation of federal pregnancy-related rules in 30 years.

It’s not all recruiting related; much of what the government is spelling out deals with employees already on the job.

But, there are some sections on applicants. keep reading…

It’s the U.S. Peace Corps’ Turn to Improve the Candidate Experience

by Jul 15, 2014, 9:36 am ET

Screen Shot 2014-07-15 at 6.31.27 AMEven the 50+ year old Peace Corps is getting a job-application makeover.

The application is shorter; what used to take eight hours and involve 60 printed pages should now take less than an hour.

On top of that, there’ll be clear dates for applying and for finding out if you’re accepted.

The process is explained in this PDF.

Creative Ways to Keep Your Interns Working for You

by Jul 15, 2014, 1:38 am ET

2014_AC_CIS_What_MattersWhat’s the difference between university and experienced hire recruiting?

It’s more than just the age of the applicants.

The purpose of university recruiting is generally not to immediately fill a job or internship. It is to build your employment brand on campus in front of students who will apply to your company’s entry-level job or internships … eventually. It is about keeping track of the students you want to attract and then putting on your marketing hat to continue your brand engagement with them.

One way to make that happen:  keep reading…

What’s New With ‘Peer Review’ and What It Means to You

by Jul 15, 2014, 12:49 am ET

Screen Shot 2014-06-17 at 6.44.44 AMNew websites are being created where the technical talent your company is seeking (and often struggling to find) will be going to publish and discuss their work, evaluate other people’s work, and collaborate with their peers on new work.

These sites are underused or not used at all by most talent acquisition departments. They are fertile ground for those who understand the rules of engagement.

The Start of Peer Review keep reading…

Finance Hiring Site ‘Street of Walls’ Rebranding as ‘Vettery’

by Jul 14, 2014, 10:00 pm ET

Screen Shot 2014-07-14 at 1.15.21 PMStreet of Walls, a recruiting company for the financial field, is relaunching and changing its name. keep reading…

Passive Candidates Are the Target of Two More Startups

by Jul 14, 2014, 3:28 pm ET

Screen Shot 2014-07-11 at 9.57.53 AMSpeaking of pipelines, passives, and prospects: there’s more where that came from.

Two new recruiting technology companies are launching with passive candidates in mind. keep reading…

15 Ultra-bold Recruiting Practices — Are You Falling Behind Your Competitors?

by Jul 14, 2014, 12:29 am ET

Screen Shot 2014-07-10 at 3.10.08 PMby Trena Luong and John Sullivan

In case you haven’t noticed, the world of corporate recruiting has become so intense that formerly rare aggressive and ultra-bold recruiting practices are now becoming mainstream. Of course as a professional, you know that you have an obligation to keep up with the latest practices, but your outdated recruiting approach is damaging your firm. Are you willing to explain to: your managers why you can’t hire top performers?;  your employees why they can’t work alongside the very best?; your customers why your products have outdated features?; and to your shareholders why your company can’t grow because of its inability to recruit top talent?

For a busy manager or recruiting professional, realize that the recruiting bar is being raised every day. Because we specialize in advanced recruiting practices, we have put together a quick list of examples of ultra-bold recruiting practices in order to demonstrate just how aggressive and bold recruiting has become. Each bold practice takes only a minute to scan and we assure you that most will be startled with how much recruiting has changed.

The Top 15 Ultra-bold Recruiting Practices keep reading…

What LeBron James Can Teach Us About Hiring

by Jul 14, 2014, 12:16 am ET

Screen Shot 2014-07-13 at 9.17.23 PMI’m amused when sports analysts state their predictions with near certainty. Take for example ESPN’s David Thorpe saying on July 10 that the chances of NBA superstar LeBron James returning to the Miami Heat next season were 99 percent. The following day, James announced he would play for the Cleveland Cavaliers.

We hiring managers and recruiters know you can’t guarantee human performance. The best you can do is conduct pre-employment tests, ask candidates insightful interview questions, gather gobs of important data about them, and then play the percentages based on your analysis of the data.

For example, if Candidate A has a track record of switching jobs every six to nine months and Candidate B has reached 10 years of tenure for her two previous employers, who should you reasonably bet will remain with your company five years from now? There’s no guarantee if you select Candidate B they will stay with your organization a long time, but the odds are in your favor.

Which brings me back to LeBron and to an important hiring rule of thumb. keep reading…

With More Hiring Forecast, Fill Time and Recruiting Difficulty are Rising

by Jul 11, 2014, 6:16 am ET

CB Mid-year hiring plans 2014Employers are expressing more optimism about the future and it’s showing in their hiring plans for the rest of this year.

CareerBuilder’s Midyear Job Forecast says more employers expect to add headcount in the next several months than said that last year. Employers told CareerBuilder they will add to the ranks of full and part-time workers, and 33 percent will increase their temp or contract staffing workers.

The CareerBuilder survey shows a brighter employment picture than the one at the beginning of the year. With the U.S. Congress mired in budget politics and with a renewal of the debt ceiling crisis looming, barely a quarter of the hiring managers surveyed for the report foresaw increased full or part-time hiring ahead. keep reading…

How Recruiters Can Create Successful Partnerships With Hiring Managers

by Jul 11, 2014, 12:01 am ET

Screen Shot 2014-07-10 at 1.24.13 PMRecruiters and hiring managers’ shared goal is to fill positions with top talent. So why do they often end up frustrated with each other? Most often, it’s because hiring managers and recruiters have different perspectives and approaches when it comes to hiring.

The only person you can change is you. Take on the responsibility to be a guide, to provide value by serving to help the hiring manager succeed, and in doing so, create a spirit of partnership. Here is some guidance to help you forge a successful working relationship with hiring managers. keep reading…

ERE Webinar: 5 Crowdsourcing Tactics – Uncover Talent Where Least Expected

by Jul 10, 2014, 5:00 pm ET

When the talent you want is not submitting resumes or logging in to career sites, how do you go about reaching someone, who oftentimes is nearly impossible to get in contact with? Please join Kevin Wheeler in this upcoming webinar as he shares the following:

  • The TOP 5 Crowdsourcing tips and their relevance and importance
  • How to use various forms of Crowdsourcing
  • Outlining the requirements for you as a recruiter to incorporate Crowdsourcing into an effective tool
  • And much more!

Hurry and sign up now as the date for this one is closing in. Now more than ever Crowdsourcing is becoming an effective, and implemented approach to recruiting as well as provide some fresh perspectives on the already well-established recruiting methods. This is surely one webinar you will not want to miss.

Date/Time of Webinar: July 16, 2014 at 2 p.m. EST

Registration Link: https://cc.readytalk.com/r/l13al43oaqq0&eom

 

LinkedIn’s New Rules for Big InMail Senders

by Jul 10, 2014, 12:37 pm ET

Screen Shot 2014-07-10 at 9.30.03 AMLinkedIn has new rules out for people who use its recruiting product to send a lot of emails, but who don’t get a lot of people opening those emails. keep reading…

Speed. Price. Quality. Are Your Recruiters Sacrificing One of the Above?

by Jul 10, 2014, 12:33 am ET

Screen Shot 2014-06-26 at 12.02.37 PM

There’s a well-known project management challenge: “fast, good, cheap: pick two.” It succinctly captures the dilemma that project managers face as they try to achieve their goals at the right speed, price, and quality. In this triangle of competing priorities, it seems impossible to optimize all three at the same time, leaving the project manager with hard choices to make. They know:

  • To get something quickly of high quality, it will not be cheap
  • To get something quickly and cheaply, it will not be high quality
  • To get something cheaply that is high quality, it will not be quick

The best project managers know that to make the right choices, they have to understand which priority is most important to the project, and ultimately, their decisions must be aligned with the priorities of the organization.

This doesn’t just apply to project management. With the increased demand and dwindling supply of high quality candidates, recruiters are finding themselves in the same dilemma trying to meet the needs of their hiring managers. keep reading…

ERE Webinar: Connecting Veterans and Employers

Date/Time:
Wednesday, July 23, 2014, 2:00 pm ET
Duration:
60 minutes

presented by Dean Da Costa

Please join Dean Da Costa in this TweetMyJobs-sponsored webinar as he discusses the tactics involved with military/veteran recruitment and hiring. Topics discussed include:

  • A discussion of the Heroes for Hire program.
  • Examples of what companies are doing to help veterans. This will include internal corporate programs and non-profits helping veterans find jobs.
  • What companies should do to help veterans and recruiters in the hiring process.
  • And much more!

At ease, soldier: there is still time to register for this webinar. But better hurry up and make it quick, or you best as well drop down and give me 20!

View archived presentation

presented by Gerry Crispin and Elaine Orler

Please join hosts Gerry Crispin and Elaine Orler in this exciting upcoming Indeed-sponsored webinar, as they share with you some insider knowledge when it comes to potential job candidates and their experience. Take-homes from this webinar will include:

  • How to improve the candidate experience of the ones you didn’t hire
  • Which practices are merely annoying and which ones are critical to monitor and improve

This will be one webinar you must be in attendance at to really appreciate the full breadth of knowledge being offered.

Hurry and sign up now, as this will be a huge topic of interest in the near future. With the number of candidates on the rise, it would be wise to find out how even the ones you turn away impact your organization.

More information | Register for this webinar

Closing the Engagement Gap

by Jul 9, 2014, 12:25 am ET

Screen Shot 2014-06-22 at 8.19.53 PMEmployees can be a very big recruiting resource

A recent report by PR firm Weber Shandwick — Employees Rising: Seizing the Opportunity in Employee Activism – has a lot to say about the potential for tapping employees as a recruitment resource.

The report is based on a global survey done by the firm. The survey found that engaged employees can become activists for their employers. They can be an employer’s best advocates, promoting the company as a great place to work. Many employees actively defend the reputations of their employers. More than half of all employees surveyed reported defending their employer to family or friends or in a public form like a website or a blog.

But they can also be its worst opponents. Just read the reviews on Glassdoor for proof of both.

None of this should be a surprise, but what’s most interesting in the report is that employee advocacy is a largely untapped resource. keep reading…

Just Say “No” to Forgettable Employee Testimonial Videos

by Jul 8, 2014, 12:40 am ET

made to stickIf you search “employee testimonials” on YouTube, you will notice a theme after watching a handful of them.

They look and sound alike.

They all say basically the same thing, with variations on these themes:

“I love working here because…

  • “… I get to work with really awesome people.”
  • “… there’s such high integrity here.”
  • “… you get to grow professionally.”
  • “… you get to work on really cool projects.”

… etc, etc.

Blah, blah, blah.

If your videos are like these, they will quickly be forgotten in a sea of sameness. You will have lost an opportunity to stand out as an employer of choice.

To Be Memorable, Get Concrete keep reading…

More Recruiting Startups and Other Critters

by Jul 7, 2014, 3:31 pm ET

Screen Shot 2014-07-03 at 10.04.26 AMAs mentioned before, out of Brazil, another startup (what else, right?) is blooming.

“There’s competition … every day we find a different one,” Joel Stern, a recruiter, says about human resources technology startups. “But no one has the market cornered.”

Stern is creating a startup of his own, one with a very interesting history. For that and info on a few other new companies, read on: keep reading…

End the Shortage — Recruit STEM Women Who Are Working at Your Competitors

by Jul 7, 2014, 5:03 am ET

Screen Shot 2014-07-03 at 3.30.03 PMI almost broke out laughing when I came across an article in Fast Company magazine entitled Why You Can’t Find Women Engineers. This title reflects a common misconception among business executives about the shortage of technically qualified women at their firms.

This often-repeated “shortage statement” is only partially true, and if you believe it, you will never fill your firm’s diversity recruiting targets.

Let’s examine this shortage issue from a different perspective. keep reading…

Google+ Is Dead. Long Live Google+

by Jul 7, 2014, 12:07 am ET

Screen Shot 2014-06-20 at 8.03.20 AMBy now you’ve heard the announcement that “Google+ is dead.” Besieged by reports that Facebook had more users (true), more engagement (also true), and longer visit lengths (very true), Google+ has been on some kind of death watch for more than year. And with its project leader resigning, clearly it signals that Google is ready to admit defeat and send G+ to the farm upstate where projects go when they’re deemed too ineffectual at driving ad revenue.

And that’s all true, assuming you have a very narrow view of Google+, one that presumes G+ was a Facebook competitor and nothing more. If you take a step back and see what G+ was really doing, you’ll understand that its  value remains — even if it can’t hold a candle to Facebook. keep reading…