A little something for our overseas readers up at this hour … or for us night owls in the U.S.: LinkedIn has just launched a new tool and a new little update at its conference in Sydney, Australia.
The hot social-network-meets-job-board-meets-database-meets-media-company announced two things for recruiters. The first is “CheckIn.” This one’s for managing candidate info at an event; candidates stop by your booth, give you their name and email address, and you use “Recruiter” to manage the information, such as sending follow-up emails to candidates. CheckIn’s getting fully rolled out in July.
The other new one is called “social campaigns.” The deal with this change is that recruiters used to send updates to their company followers from a company page. Now they can do that straight from “Recruiter.” This “helps them better track responses,” LinkedIn’s Joe Roualdes tells me.
A LinkedIn product launch at one of its events is usually a pretty sure bet. (Then again, so is a frequent LinkedIn product launch not at one of its events, like the recent revamp of “LinkedIn Today.”) Other LinkedIn additions through the years have included its “brand index” and “sponsored jobs”; “jobs for you”; follower stats and targeted updates; the “Pipeline” tool; the “Recruiter” product and various improvements; and more.
Today we pause in the hunt to source RNs to recognize nurses for the work they do and the dedication they bring to a profession that is among the most in-demand recruiting challenges in the U.S.
This is National Nurses Week, and today in particular, is set aside as both National Student Nurses Day and National School Nurse Day. In many of the English-speaking nations of the world, including the U.S. and Canada, May 6-12 is a week to honor professional nurses. The timing coincides with the May 12 birthday of Florence Nightingale, the founder of modern nursing.
Born 197 years ago into a wealthy, upper-class British family, Nightingale would be both amazed and pleased at how the work she did tending the wounded in Crimea has today become in the U.S. a profession of 3.1 million with responsibilities second only to the doctors with whom they work. keep reading…
In 2013, it seems everyone is talking about talent communities. Some people call their job alert system a talent community; some people refer to their CRM as a talent community; some people call their LinkedIn company group a talent community; and some job boards refer to their resume database as a talent community. And, it seems, there is a vendor solution for each flavor of talent community. These diverse opinions create interesting discussions and debate until it is time to seriously consider whether to invest in a community of talent; then the confusion sets in and creates the question — what is a talent community?
For me, defining a talent community is easy. keep reading…
Let’s talk about the future of predicting job success and why the world’s biggest evangelist for pre-hire assessments thinks tests are in danger of becoming extinct (and is OK with it).
There are a number of emerging trends in hiring right now that center around the currency of the new millennium: data. The impact of our ability to collect, organize, and interpret data is rapidly changing all areas of the economy. Should employment be any different? There are three ways in which data is slowly killing the employment test as we know it. keep reading…
Did you read Lou Adler’s recent blog on LinkedIn posted May 2, 2013 titled, “There Are Only Four Jobs in the Whole World — Are You in the Right One?” More than likely if you’re reading this — you did. Consider these staggering statistics: according to LinkedIn as of May 6, Adler’s article has been viewed 380,000+ times, shared on LinkedIn 14,000+ times, liked on Facebook about 2,900+ times, and Tweeted 2,000+ times.
Since the late 1990s, we as a recruiting community have been following Lou Adler’s posts on ERE and other forums with well-deserved admiration. Adler has been an influencer in our industry for a long time and has earned our respect. However, I posit that if you were to take every article Adler has posted on ERE, and summed up the total amount of views and shares, that it may not match what his recent post has accumulated on the LinkedIn platform in less than a week. That to me is a seismic shift worth studying. keep reading…
Informatica, the company for which I work, deals in big data challenges every day. It’s what we do — help customers turn their data into actionable business insights. When I took the helm as VP of global talent acquisition I was surprised to learn that the data within the talent acquisition function was not up to the standards Informatica lives by. Clearly, talent acquisition was not seeing the huge competitive advantage that data could bring — at least not the way sales, marketing, and research were viewing it. And that, to me, seemed like a major problem, but also a terrific opportunity!
This is the story of how Informatica Talent Acquisition became data-centric and used that centricity to our advantage to fix the problem. keep reading…
Here are some ideas you can immediately implement in your organization to help get hiring managers on board with your recruiting efforts, quickly: keep reading…
Effectively managing the risks and rewards of social media is one of the biggest challenges faced by HR professionals and recruiters today. Many organizations have found novel ways to use social media to recruit outstanding talent, engage their in-house and virtual workforces, as well as manage their global brands. However, while the upside of using social media is quite large, without the proper policies and safeguards in place this same upside can quickly degenerate into a significant organizational liability. HR and recruiting professionals must stay up to date and in the know about social media.
Below are four of the biggest social media trends I see today. keep reading…
Top performers have an incredibly high ROI
Articles from academics don’t always provide practical lessons, but there have been two recent ones that everyone in talent management should pay attention to.
The results of the first one focus on the output differential produced by top performers. This study published in February in Personnel Psychology which cut across several industries, revealed that the top 5 percent of the workforce at the researched firms produced 26 percent of the firm’s total output. The top-performing 5 percent produced 400 percent more than you would expect (26 percent rather than 5 percent).
That means that top performers have an incredibly high ROI because they produce more than four times more; however, they are generally paid less than 20 percent over an average worker in the same job.
Just like on the business side of the enterprise where the 80/20 rule prevails (80 percent of your profit comes from 20 percent of your products) there should be a similar 80/20 rule covering employee performance. This disproportional impact means that despite the fact that many in HR are enamored with the practice of “treating everyone equally,” it turns out that that approach may be well-intentioned but misguided because in business, just like sports and entertainment, top performers have a significantly higher business impact than the average. Top performers need to be prioritized.
Prioritization Is Also an Essential Element of Referral Programs keep reading…
After a mediocre jobs report from ADP on Wednesday, and the government’s own anemic March report last month, economists and the financial markets were hoping today’s report on April employment would make it at least into six digits.
No worries. The report from the U.S. Department of Labor this morning said 165,000 new non-farm jobs were created last month, while the unemployment rate declined slightly to 7.5 percent, even as the size of the workforce ticked up slightly. (It is still lower than at any time in more than three decades.)
The government also adjusted up its initial numbers for both February and March, increasing the new job estimates by a combined 114,000. With the revisions, job growth in the first quarter totaled 618,000. That’s just slightly behind the 208,000 monthly average during all of last year.
The April job growth was better than analysts were expecting. Before the release in Washington, surveys of economists showed them expecting job growth to be in a range between about 125,000 and 155,000. keep reading…
Are you sure you want to reject that former CFO who applied for an accounting manager job because she’s “overqualified” for the job?
In Massachusetts, a McDonald’s franchise advertised for full-time cashiers who “smile while serving lots of guests daily” and have at least a year of experience. And, oh yes, a B.A is required. keep reading…
In addition to making you hungry, the Smokey Bones website accomplished something else: it was one of the sites that helped one company’s recruiting department when it was looking for models for a new career site. keep reading…
Shares of LinkedIn and Monster moved in opposite directions today, although both careers sites met or exceeded, or, in the case of LinkedIn, blasted through, Wall Street’s expectations. Monster was up; LinkedIn is sinking.
Both companies reported their first-quarter financial performance today.
Reporting before the market opened, Monster said it earned 8 cents a share on revenue of $212 million. It was the first time in seven quarters the company beat Wall Street’s revenue expectation, which was $210.5 million. That surprise, and the company’s announcement it may buy back up to $200 million of its stock, drove the price up almost 9 percent.
LinkedIn reported earning 45 cents per share on revenue of $325 million. That was 15 cents higher than Wall Street’s estimates average of 31 cents per share earnings and well above its $317.1 million revenue estimate. What hurt the company was its Q2 forecast of revenue of $342 million to $347 million. Analyst estimates averaged out to $359.2 million. The stock lost 10 percent of its value in after hours trading. keep reading…
Hard-to-find talent isn’t interested in submitting resumes or engaging with career sites. These are busy people, deeply focused on a project or idea. Reaching them is not only difficult — it’s often next to impossible.
Many do not have an online presence. Most will not respond to emails, Tweets, or phone calls — if you are able to find them. They are known to their circle of friends and colleagues only, and participate online primarily in technical forums, professional sites, and through emails with associates.
An engineer I know is top in his chosen field. He is highly sought after by a small circle of technical experts for his depth of knowledge and experience. He has no LinkedIn profile, no Facebook page, and does not Tweet. He only answers his phone when he knows the caller personally. Yet, he regularly changes jobs depending on how interesting the project offered. He has never spoken with a recruiter (other than me as a friend). He finds his projects through his narrow but powerful network of fellow engineers.
How would a recruiter ever find him — or the hundreds of others who are similar? keep reading…
“Imagine what the world of recruiting would be like if Twitter, Linkedin, Foursquare, and Monster combined into one awesome social recruiting platform that provides an easy way for job seekers and employers to connect in real-time.” That’s how Cedrick Dunn, founder of the Social Jobs Board, describes his company.
The Denver company has been working on its launch since about November of 2011. Employers (offerings are summed up briefly here) broadcast their jobs from their applicant tracking system or career site. Job seekers upload and send resumes to employers.
Of course, that’s just one of a long list of new companies, betas, updates, and so on. Here are a few more: keep reading…
The news about April’s job growth is not looking good. Economists were predicting a mediocre month even before ADP released its estimates this morning, but the company’s numbers took even the more bearish of them by surprise.
The HR services firm, which handles payrolls for more than 20 percent of the U.S. workforce, reported that the nation added 119,000 private sector jobs in April. ADP lowered its March number from 158,000 to 131,000 jobs. Surveys of labor economists had the consensus estimates of the April ADP number in a range of 150,000 to 155,000.
The ADP report is seen by investors and economists as a predictor of the official government employment report that will be released Friday by the U.S. Labor Department. Because of different counting methods (the government uses a survey, ADP uses actual payroll information) and the inclusion of government jobs in the Labor Department numbers, the two jobs reports rarely synch up precisely. However, both are closely watched for signs of employment trends.
“While it cannot be said enough that the ADP report, while helpful, is hardly a perfect guide to Friday’s payroll report, weakness in the number is never welcome,” Dan Greenhaus, an analyst with BTIG LLC, an institutional brokerage firm, told The Washington Post. “And by and large, that’s what today’s report was; weak.” keep reading…
Futurestep has quietly been developing a tool called “Foresight” it will be rolling out to its clients, a dashboard meant to make heads and tails out of the recruiting information global companies have stored in their many databases.
Futurestep (a recruitment outsourcing company owned by Korn/Ferry) started thinking about this about a year ago, and has had an internal technology team working on it. It’s “high-end, graphical, display analytics,” Bill Sebra says.
Sebra is Futurestep’s North America president. He says the company’s global clients wanted more data — more real-time data. You may have “the people in China running something different from the folks in North America” when it comes to HR software, he says. “If you’re the chief talent officer, it becomes very difficult.” This challenge can be multiplied if you’re a company with, say 8-10 different firms you bought, all around the world. keep reading…
Good morning, Mr. Phelps.
Your mission, should you decide to accept it, is to call someone and quickly establish rapport.
This person will be someone: (a) you don’t know; (b) will not be expecting your call, and; (c) will not want to talk with you.
You will have approximately 30 seconds to accomplish your mission. If you don’t succeed, you won’t have a second chance. Good luck, Jim! keep reading…
While the debate rages on about the future of the resume, there’s angst, but not as much, over the destiny of the cover letter.
A year ago Fortune asked “Are we killing off the cover letter?” The answer, at least according to the survey the article references, is a resounding yes.
Earlier though, Ruby on Rails creator and 37Signals partner David Heinemeier Hansson insisted, “A great resume will get you not-rejected, a great cover letter will get you hired.”
But compared to the “Resume: Love ‘em or Leave ‘em” controversy, the cover letter discussion comes down as more Solomonic. Four years ago, ERE’s founder and chairman David Manaster analyzed the relevance of the cover letter in the (then)-still-dawning age of social recruiting, summing it up this way: keep reading…
David Nosal
A former Korn/Ferry regional director who launched his own search business has been convicted of hacking and trade secrets theft. David Nosal was found guilty last week on six federal charges that, in addition to three counts of computer hacking and two trade secrets charges, included one conspiracy count.
What makes this case especially noteworthy is that Nosal did no hacking nor did he download confidential Korn/Ferry files himself. Instead, former colleagues did it on his behalf. They later cooperated with the FBI and testified against him.
The case goes back to 2004 when Nosal, an eight-year veteran of Korn/Ferry, left to start his own search firm. For the first year, federal prosecutors said, Nosal partnered with his former employer, signing an agreement not to compete and not to use its trade secrets. Prosecutors said, he convinced two of his Korn/Ferry colleagues to quit and start their own firms, which he used as cover for independent searches until the non-compete agreement expired and he launched Nosal Partners. keep reading…
