“Where have all the candidates gone?” If you’re among the nearly 40 percent of employers who have an open position for which you can’t find the talent to fill those roles, you’re probably asking yourself this very question.
According to CareerBuilder’s 2015 hiring forecast, more than a third of employers plan to add full-time, permanent employees this year, the best outlook from the annual forecast since 2006. But many are finding that planning to hire and actually making a hire are two vastly different undertakings. Across industries, the demand for candidates with specific skills far outnumbers the supply, and the old rules of recruiting no longer apply.
Faced with these new challenges, many employers are exploring alternative approaches to finding talent with the skills they need, as results from the forecast show. Consider the following findings from CareerBuilder’s study, which reveal how employers are working to overcome today’s most common recruiting challenges, and see how you can apply the takeaways to fill skills gaps at your own organization. keep reading…
You’ve seen the first batch of winners of the ERE Recruiting Excellence Awards.
Those first categories announced were related to college recruiting; mobile recruiting; career sites; and referrals.
Now, onto the categories of military talent; technology; onboarding; and branding.
As I said last week, the info below is brief, with more in the months to come in the form of webinars, articles, and conference sessions.
I will say that one of the neatest things about these annual awards (besides the celebrations some of the winners have been telling me have been going on in their workplaces) is finding the hidden gems. Below, you’ll read about a large grocery chain whose talent-management practices, before this, you likely knew little about.
Remember how the Navy in the U.S. is moving away from the whole “force for good” message, into something a little more, uh, aggressive?
It’s looking for a new slogan, and looking for up to three ideas from anyone who wants in. keep reading…
Paralleling the national average wage growth, tech workers saw their pay rise 1.9 percent last year to an average of $89,450 annually, more than twice what the average U.S. worker earns.
But with 2014′s increase the lowest since 2010, there’s growing discontent in the ranks.
The annual Dice Tech Salary Survey says satisfaction with pay declined 2 percent in 2014 to 52 percent of the surveyed workers. That may not seem like much of a change, but it’s a big drop from 2012 when 57 percent expressed satisfaction with their pay.
“Tech pros are less happy with their earnings,” observed Dice President Shravan Goli, “Signaling to companies that in order to recruit and retain the best candidates, offering more will be necessary.” keep reading…
No, I did not mean to say the war for talent. While there is a lot of talk about such a war, the real war going on right now is not “for talent.” It’s against it.
Employers vs. Talent — The War has Begun! keep reading…
After a so-so end to a so-so year, Monster executives are pinning their hopes for a company makeover on a lineup of new products, some to be introduced in the next few months, others launched last year, and a few legacy tools like Power Resume Search.
“We’re building a new Monster,” COO Mark Stoever, declared during a conference call with analysts this morning.
In optimistic, if subdued language, he and President and CEO Tim Yates, discussed the company’s fortunes as they detailed the product portfolio they maintain will again make Monster a major player in recruitment sourcing.
The company’s year-end financial report out this morning suggests it has mileage to make up. Monster earned 7 cents a share in the last quarter of 2014, after excluding certain one time expenses, including a $326 million charge against goodwill. The per share earning was a penny above Wall Street’s forecast. keep reading…
If you work in an organization as large as mine, you are probably used to carrying a heavy requisition load. It is the awesome and busy world of corporate recruiting. If you are even luckier to recruit for those jobs that require little to no barrier to entry, you are more than likely tasked with having to deal with not only multiple reqs to fill, but also a plethora of busy hiring managers.
Filling the jobs is the easy part; it is balancing multiple reqs with multiple hiring managers that can be the challenge.
Below you will find some helpful tips on how to make it all happen without losing your mind in the process. keep reading…
If you’ve seen all the recruiting software startups we’ve mentioned on this site the last few years, you might have thought that once 2015 started, the pace of new-business building might slow. There just aren’t that many new ideas left.
Yeah, right. keep reading…
presented by Todd Raphael and Richard Stack
As smartphone use has exploded in recent years, more and more job seekers now use mobile sites to research companies and job opportunities. As larger numbers of job seekers arrive at our companies’ doorstep via mobile, it’s no longer an optional extra. Mobile recruiting is here to stay.
To cater to job seekers who expect to be able to browse career sites while on the go, companies must rethink the traditional desktop website. Many organizations are now creating mobile career sites, embracing the use of responsive design to showcase information across the full range of devices, and even developing mobile apps to make the experience more user friendly. Those who don’t run the risk of making a poor impression on potential candidates who simply move on from companies that don’t make the effort to reach them.
Design and accessiblity is one thing, but what about the candidates who now expect to be able to upload applications, submit resumes or even respond online to interview questions? Will the whole recruitment and selection process become as portable as today’s banking or travel booking experiences? How is a hard-pressed recruiter to keep up?
Join our free webinar on Wednesday March 11 to get a handle on the current and future state of mobile recruiting and how you can make use of mobile technology for sourcing.
In this webinar, hear about the latest challenges in mobile recruiting, including:
· How the use of mobile phones is changing traditional career websites
· When should we go mobile, and how mobile should we go?!
· Some predictions for the near future of mobile recruiting
Who should attend?
Recruiters and HR specialists who want to learn more about mobile recruiting and how to make it work for their companies should join us on Wendesday March 11.
Can’t attend? No problem! Register for the webinar and you’ll receive a link to view the video recording the next day.
More information | Register for this webinar
Why calling them “passive candidates” or “passive job seekers” is misleading
Using the term “passive candidate” is just wrong for so many reasons. First, these recruiting targets haven’t applied for anything, so they can’t be classified as candidates (the correct name for those who have not applied is prospects). Calling them “passive job seekers” is equally inaccurate because they are not in fact currently seeking a job. And finally, they can’t accurately be called “passive” because they are definitely not passive individuals. In fact they are frequently bold and aggressive individuals while on the job.
The only thing that these prospects are passive about is looking for a new job. First, they are disinterested because they already have a job. In addition, because they are also top performers, they are likely to have a good manager and to be treated well, which means they have no business reason to look for a new job outside their current firm.
Once you understand the proper name to call them, you still have a major problem because “not-looking top prospects” can simply never be reached through normal recruiting channels (because almost all of these approaches are designed for prospects who are “actively” looking for a job). There are four key realizations that recruiting leaders must accept if they expect to have any real chance to land these highly desirable “not-looking top prospects.” The realizations include: keep reading…
Nine federal agencies in the U.S. have collaborated on a new guide for hiring, managing, retaining, and promoting people with disabilities. keep reading…
Taking a breather from the torrid pace of hiring in November and December, which added three-quarters of a million jobs to the economy, employers created 257,000 new jobs in January, exceeding economists’ predictions the number would be closer to 230,000.
The U.S. Labor Department’s monthly Employment Situation report this morning also said unemployment rose slightly to 5.7 percent from 5.6 percent as more workers opted to join the labor force. In addition, average hourly wages increased by 12 cents, the largest gain in months. Wage growth has been stagnant, hovering around 2 percent annually since the end of the recession.
“It’s a great report. The labor force finally goes up, we got a little wage growth, a lot of upward revisions,” said Ed Keon, managing director and portfolio manager for Prudential Financial. “We’re finally getting enough internal momentum that we can stay at that roughly 3 percent (gross domestic product) growth rate, maybe even a little higher as we go through the year.” keep reading…
We’ve been hearing a lot about workplace flexibility because work/life balance is much more complicated in today’s always-connected technology world. The idea of disconnecting from work after you head home to be with your family is not realistic anymore since business is 24/7 instead of 9-to-5. keep reading…
LinkedIn reported another winning quarter this afternoon, bringing in $643 million in the last three months of 2014, with recruiting sales accounting for 57.4 percent of the total.
Both the revenue, and the company’s adjusted earnings per share of 61 cents, handily beat Wall Street’s expectations. Analysts were predicting LinkedIn would earn 53 cents on sales of $617 million.
The quarter capped a go-go year for LinkedIn, which saw its 2014 revenue grow to $2.22 billion, a 45 percent increase 2013′s $1.53 billion. Its Talent Solutions sales totaled $1.33 billion for the year. By contrast, when Monster reports its numbers next year, expectations are that its total revenue will be about $776 million. keep reading…
We’re ready to start rolling out the winners of the talent-acquisition industry’s most prestigious awards, the ERE Recruiting Excellence Awards.
These awards have a wonderful history, catapulting a number of companies over the years into a sort of talent-acquisition stardom, earning them a “best practices in talent acquisition” reputation lasting years: companies like Marriott, Sodexo, CACI, Enterprise, and others, from the U.S. to India to New Zealand and elsewhere.
A big thanks to our uber-patient and diligent judges, as well as to all applicants. (The thought occurred to me that if I wanted to, I could put together a conference made up solely of those who did not win, and it would be a great agenda.)
Something different this year: instead of announcing all winners at once like last year, and instead of finalists also like last year, we’ve only got winners, and we’re announcing those in installments, this being the first.
The first categories announced below are: Best College Recruiting Program; Best Use of ‘Mobile’ for Recruiting; Best Corporate Careers Websites (not just your own company’s career site, but other pages on social media and other sites, including mobile sites/apps); and Best Employee Referral Program.
The info below is brief, as we typically follow up with webinars and conference sessions throughout the year.
After adding a hefty 253,000 jobs in December, private employers slowed their hiring in the first month of the year, adding an estimated 213,000 jobs in January.
The National Employment Report from HR services company ADP and its partner Moody’s Analytics was below consensus forecasts from economists who had pegged the increase between 220,000 and 240,000. The report also revised up the initial December count from 241,000 to 253,000.
Mark Zandi, chief economists for Moody’s, blamed cuts in the energy industry for the slower-than-expected growth. keep reading…
You’ve likely read the People Magazine headline that Bruce Jenner is, “Transitioning Into a Woman.” You may have also seen the digital network shows, Orange is the New Black and Transparent, which have both won critical acclaim for taking the transgender experience to the cable viewing audience.
As buzz about these shows gets louder, a growing audience is exploring previously unknown issues related to gender identification, thus gaining a newfound understanding and tolerance. It’s time for society as a whole, especially the workplace, to do the same. keep reading…
The geeks have arrived in HR, declares Josh Bersin. “Statisticians, mathematicians, and engineers have entered the people analytics space.”
Writing in Forbes, the noted industry analyst and consultant outlines the development of the use of “big data” or, as he calls it, “people analytics” in the hiring and management of talent. “Human resources departments are getting serious about analytics. And I mean serious.”
Just how serious? Wanted Analytics coincidentally just came out with some numbers detailing the growth in human resources jobs asking for “big data” skills. keep reading…
A job ad on graphic-jobs.com, placed by a company called NSL Studio, has been taken down, after one line in the ad said non-Jewish candidates are preferred. keep reading…
Hiring entrepreneurial people can do wonders for your company. As a manager, it would be foolish to assume you can do everything and have all the right answers. You can’t be an expert on marketing, product, engineering, sales, business development, etc. The beauty is that if you work with entrepreneurial people, you don’t have to.
Entrepreneurial people are those who can:
- Work with limited resources
- Enjoy figuring out a solution without a rulebook
- Overcome any challenges or setbacks
Entrepreneurial people help make business decisions, strategize, and put it quite simply, “figure it out with you.” It is much more beneficial to have more brains tackling a problem rather than one.
But hiring entrepreneurial people isn’t easy. To do it: keep reading…