A recent Gallup study found that only 47 percent of American workers are completely satisfied with their jobs. A MarketTools study found that 21 percent of employees had applied to another job in the past six months. Clearly, many employees are ready to look elsewhere for the next step in their careers.
How do you make them look at you? More importantly, how do you make your current employees stay with you?
Or, in short, how can your company become an employer of choice?
Becoming an employer of choice means that applicants are eager to work for you, that people envy your employees, that you receive unsolicited resumes, and that your most talented workers stay with the company throughout their careers.
It’s the holy grail for every employers. So do you achieve it?
There’s no single answer to that question. In fact, coming up with the answer may require answers to more questions. Here are a few you should tackle: keep reading…
Are you a rockstar recruiter? Can you sell a Facebook developer on a future with My Space? Or charm an NSA gatekeeper out of a list of cryptanalysts with top secret clearances?
You might have a shot at an appearance on Top Recruiter. (Assuming the FBI doesn’t get you for that little bit of NSA rusing.) The job req isn’t at all detailed. But anyone who has watched the online-only show will immediately see that it helps to be attractive, talk in clever sound-bites, and pretend you’re only goal in life is to help the jobless get work. keep reading…
By now everyone knows that the future of recruiting will require the effective use of both the mobile phone and social media. However, you may not be aware that new features on social media giants Twitter and more recently on Instagram now provide the opportunity to effectively sell recruits with short micro-videos that are sent to their mobile phones. keep reading…
People who work in marketing have been at the forefront of social media — flogging everything from Apples (not computers — the company has a very limited presence on social media) to zoos. But success, i.e., sales. have been elusive. Only a minority of marketers claim that their companies have increased sales through social media and then after as much as three years of effort! The recently released Social Media Marketing Industry Report documents many of the challenges and frustrations marketers have experienced and the lessons they have learned — useful for any recruiter working with social media.
Some key insights are: keep reading…
America’s recruiting leaders say their top priority this year is finding and hiring highly skilled workers, and the places they’re turning to find them with increasing urgency are social networks.
In the three years LinkedIn has surveyed talent acquisition leaders on their priorities and industry trends, the percentage of respondents who say professional social networks are the place to find “key quality hires” has gone from 29 percent to 42 percent. Social media now ties with the company career site as a candidate source, and both aren’t too far behind employee referral programs.
LinkedIn’s U.S edition of its 2013 Global Recruiting Trends survey shows American recruiting leaders to be not too different from leaders around the world. Both groups see the use of social media for sourcing talent as a long lasting trend; 36 percent for the U.S. compared to 39 percent globally. keep reading…
The online recruiting world is a noisy place. One search on Indeed for “developer” yields more than 145,000 job postings — all of which look remarkably similar. On the flip side, great people are being constantly bombarded with messages, thanks to LinkedIn Recruiter.
How does a company stand out from the sea of bullet points and template messages? By creating and sharing remarkable content.
Here are three ways that companies are using creative content to attract top talent. keep reading…
With all of the buzz about social media recruiting, there may be an even better way to reel in top talent — creating quality content through a company infographic. keep reading…
INHABITANTS WANTED: Mars One, the Dutch-based, nonprofit space travel organization, is recruiting a few brave men and women to colonize the red planet.
I’m a skeptic of the Mars One mission. In fact, I think Mars One’s interplanetary initiative is based on more nonsense than facts — a publicity stunt at best (or worse, a Ponzi scheme.) Will Mars One explorers ever get off the ground, given the scope of this unprecedented scientific and technological undertaking? I doubt it.
Still, as a staffing professional, I am astonished by the early success of Mars One’s astronaut recruitment efforts. Believe it or not, nearly 80,000 video applicants have paid up to $75 for a chance to explore the heavens. While many question the motives of this so-called boundary-pushing space mission, employers can’t deny that Mars One’s unique recruitment process provides some fascinating takeaways. keep reading…
I don’t know Edelman’s Cassel Kroll — VP of digital media strategy — but I know he looks really cool in a hat. So does Jimmie Stone, EVP and creative director.
They and a half-dozen other employees of PR giant Edelman star in this new video about working at Edelman. Edelman’s global and U.S. marketing teams came up with the idea for the video, and made it in about three weeks. The goal was to showcase the variety of new sorts of jobs that recent hires are doing at the firm.
It’s a bit more than two minutes, below. keep reading…
There are many strategies to build a healthy employment brand: promoting jobs with social media such as your Facebook page; LinkedIn ad impressions; hiring events; recruitment videos of your CEO, and so on. Celebrities have not really been part of employment branding strategies. That changed with Google as is showcased in the new Vince Vaughn movie The Internship. We may be seeing another strategy developing that is out of box and a breath of fresh air. keep reading…
Putting candidates on the spot with weird questions that have no real answer has been a hallmark of Silicon Valley recruiting for years.
Google made Glassdoor’s list of oddball questions with this one: “How many cows are in Canada? Salesforce made the list, asking, “If you could be anyone else, who would it be?”
Now, though, Rocket Fuel has kicked it up a notch, with a recruiting billboard along heavily traveled Rt. 101, the Valley’s main artery. It lists the company’s Internet address with an X. To get to page X, you need to solve this puzzle:
X=The largest 15 digit perfect square palindrome. keep reading…
Odds are, you read the title and just said, “not me!” So we’re left with the question, “Is it worth your time to build an employment brand?” Absolutely.
I get it. There aren’t enough hours in the day, and this isn’t exactly a “today’s to-do list” type of endeavor. But building an employer brand is only as complicated and time consuming as you make it. It will also be as expensive as you make it, but it will be worth more than its weight in work.
You will get more out of a properly constructed employer brand than you put into it. And if you believe that time is money, then take note. In a survey of more than 4,700 talent acquisition decision makers, a reported 50 percent savings in cost per hire is associated with a strong employer brand.
I work with small- to medium-sized businesses every day, and many of them don’t have the time, resources, or knowledge base that the big guys do to recruit. That’s where employer brand shines. According to research firm Universum, two of the top three channels that will be the most used for employer brand promotion are the website (92 percent) and social media (80 percent). Most of us have those things and in a smaller firm you often have far more access to the control of those things than you would in a Fortune 500.
Here’s what to do: keep reading…
Who is the best recruiter in the world? Would you believe it’s Joshua Brady, a 26-year-old Virginia man, who lives with his mom, grandmother, and young brother, and used to play a whole lot of EverQuest until he got caught stealing virtual money.
No way, you say. Yeah, well, before you shoot that down, hear this. Brady, posing as a CIA operative, recruited not one but two ordinary, otherwise law-abiding folks to rob banks.
Brady, or Theo as he identified himself, never met the two 20-somethings. All his recruiting was done over the phone, yet he managed to get the man and woman to rob, or attempt to rob, several banks, even convincing friends and relatives of the two that this was indeed all in the interests of national security.
They all got caught, though it looks like everyone except Brady is getting off, and he’ll probably only get probation.
Granted, the robberies were all botched. But you know how hard it is to find skilled talent these days. Read the entire, amazing story here on Businessweek. keep reading…
We often read about a variety of supposedly recruiting-related topics which are designed to have in-house (either full-time or contract) recruiters “do better.” We typically work on 15-25 requisitions at a time, putting in 45-60 hours of work/week for immediate hires. Consequently, if it doesn’t directly lead to helping us “quickly and affordably put more/better quality butts in chairs,” these topics are wastes of our time.
A number of these suggested topics/tasks are useful (if not vital), and others aren’t. However, when we recruiters aren’t “drinking from a firehouse,” we’re wondering how soon they’ll lay us off, so in neither case can we work on these useful tasks. It would be valuable to have a company say to us:
We’re slowing down a bit now, so we’ll have you work on these other important tasks you haven’t had time to do up to now to keep you working for awhile.
Many companies are unable/unwilling to do this, and would rather lose our accumulated knowledge and practice and start all over again in the future with some largely/wholly new crew.
Anyway, back to those favorite wastes of time we’re supposed to do in the negative-5 to negative-20 hours of free time we have during the week: keep reading…
During the newly reinvigorated and exciting ERE conference, two attendees posed related but powerful questions to me. The first was “What advanced topics should be on the agenda of recruiting leaders at elite firms?” Or as another put it “What should Google be planning to do next in recruiting?”
At least to me, future agenda items are an important topic. Because after visiting well over 100 firms, I have found a dramatic difference between the agenda items that are found on 95% of the firms (cost per hire, ATS issues, req loads, etc.) and the truly advanced subjects that only elite recruiting firms like Google, DaVita, Sodexo, etc. would even attempt to tackle.
So if you have the responsibility for setting agendas or recruiting goals, here is my list of truly advanced recruiting topics that elite leaders would find compelling but that most others would simply find to be out of their reach. If you want to be among the elite, you should select a handful for implementation. However, even if you are currently overwhelmed by your current agenda, you might still find them to be interesting reading.
25 Advanced Recruiting Topics for Bold Corporate Recruiting Leaders keep reading…
You can have a life-long career, not just a spring-break job, at a retail store.
That’s the message the retail industry wants to get through as part of a new campaign it’s launching.
The centerpiece of the campaign is a new website at the “thisisretail.org” address, a highly visual page meant to show that the industry is dynamic and exciting; a field, for example, that’s for you if you’re an artist, a designer, or a marketer.
The National Retail Federation will be gathering stories of people who’ve had good careers in the industry, and trying to spread them on social media sites. It’ll also advertise in print, on the radio, and online to play up retail careers.
As major brands like Goldman Sachs and Zynga have stumbled into PR crises, I thought it might be useful to help your company avoid the most common employer branding mistakes.
Three suggestions: keep reading…
Jody Ordioni wrote a prescient view about the ROI of social recruiting which posted Monday morning. Monday night I discovered first hand just how prescient, at a recruiting roundtable that marked the opening of the ERE Recruiting Conference & Expo.
I moderated two separate discussions of social media issues in 90 minutes. ROI concerns were uppermost in the minds of the recruiting leaders who joined our conversation. (More than 25 different topics were available at roundtables set aside in the ballroom of the Marriott here in San Diego where the conference is being held.)
It wasn’t surprising that these leaders who hailed from firms both very large and more modest size struggle with proving the value of social media as a source of hire. LinkedIn, I should point out, was an exception. Most of the 20 or so recruiters at the roundtable, and several others I spoke with later at the evening receptions, were enthusiastic users of LinkedIn Recruiter for sourcing. Most, though, admitted that getting their senior corporate managers and leaders to be active in posting and commenting on LinkedIn Groups is a struggle.
What was more of a surprise, and what makes Jody’s article so spot on, is that I heard emerging among recruiters a recognition that social media is a marketing and promotional tool. The effectiveness of sites like Facebook, Twitter, YouTube, even Pinterest is probably not in the number of hires or even applicants a company can trace directly to one of the social media sites. Instead, as recruiting consultants Gerry Crispin and Mark Mehler reported last year, social media is a channel of influence. keep reading…
Today’s ERE conference kicked off in San Diego with preconference workshops, including one from ERE.net author David Lee and Diana Oreck, a Ritz-Carlton VP.
Here are two short videos from them, one telling a short story about package deliveries, and what is says about the hiring process; the other about the tooth fairy. keep reading…
Employer branding videos are beginning to pop up with greater regularity on corporate websites as companies strive to attract top talent.
But what separates the good ones from the pack?
You don’t need to spend a gazillion dollars and bring in a team from Hollywood.
Here’s a simple formula for success: keep reading…