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What Your High School Crush Teaches You About Recruiting Talent

Mona Berberich
Jun 26, 2013, 6:40 am ET

Screen Shot 2013-06-18 at 11.26.54 AMWhen I was about 15 years old I discovered something that would change my way of thinking about attracting talent forever: my first high school love. We’ve all been there. Think about that boy (or girl) in high school that you adored. There seemed to be this glorious shine around him. Women wanted to be with him, men wanted to be like him. You were sure he was the love of your life (even though your best friend tried to talk you out of that). There was no doubt that you needed to be with him; otherwise you might not make it.

Thanks to chocolate and chick flicks, I’ve made it past high school heartbreak and am looking back in time to realize a striking similarity: attracting talent is like trying to appeal to your high school love. It’s possible they don’t even know your name, but you if you work hard enough to make them notice, you can score the date (or job interview). With just a few tips, you can be on your way to true (recruiting) love in no time. keep reading…

Demand For Accounting Grads Soars

John Zappe
Jun 20, 2013, 2:20 am ET

Accounting gradsDemand for new accounting grads is expected to set a record this year, as CPA firms report plans to hire at least as many new accountants as they did last year, itself a banner year.

Just released by the American Institute of CPAs, its annual survey of accounting graduates and hiring says 40,350 new bachelor’s and master’s degree graduates were hired last year by CPA firms, a 22 percent over the previous year and the largest number of new grads to be hired since the AICPA has kept records. keep reading…

Stories From a New-Grad Recruiter: Working Gen Y Values to Your Advantage On Campus

Timothy Tieu
Jun 14, 2013, 6:13 am ET

The War for new-grad talent has never been fiercer. More and more companies are turning to universities as their main pipeline to build up their workforce of amazing engineers, designers, and quants. However, many companies who haven’t been active in campus recruiting for the past few years may be surprised to find that the game has dramatically changed.

Remember when you thought pizza and soda at an information session was enough? Now, it’s pizza and soda delivered to your dorm room during finals week with a personalized “good luck” note and invitation to interview. More than ever, companies are adapting to, and even embracing gen Y values in their recruiting processes to sign the best students from top-tier schools.

Jane Graybeal wrote a great piece titled “Valuing the So-Called Me Me Me Generation”,  summarizing three key ideas around gen Y. While some companies may work against these “me me me” values, a handful have worked with them to get some of their best hires. Let’s take the three concepts that Graybeal summarized and apply them on a more practical level — specifically on how university recruiting programs are staying competitive on campus: keep reading…

Asian Business Schools Looking for Students … in Los Angeles

Todd Raphael
Jun 5, 2013, 3:26 pm ET

asian schoolsSeveral top Asian business schools are putting on an event the Sunday after next, telling future students about careers in Asia. This would not be noteworthy, but for the location of the workshop: Los Angeles.

Yes, the June 16 event at the Athletic Club downtown will touch on career opportunities for Americans in Asia; how hot the economies are in Asian countries; and networking/relationship-building in Asia.

Putting on the event: the China Europe International Business School in Shanghai; Hong Kong University of Science and Technology; Indian School of Business; and the Nanyang Business School in Singapore.

They’re also recruiting students in Vancouver to come to Asia.

2013 College Grad Job Search Will Be a 2012 Repeat

John Zappe
May 13, 2013, 2:09 am ET

Graduation-hat455With only days left before this year’s college seniors become alums, those who don’t already have jobs are going to find it as hard to find work as last year’s grads did. And for those in the liberal arts, in the last few weeks, three different surveys of hiring managers and recruiting leaders found employers are only planning slight — if any –  increases in the number of entry-level grads they bring on board.

Most striking about the surveys is that while they measured different aspects of hiring plans, and talked to different types of companies and employers, the bottom line was the same: entry-level jobs in a grad’s field are few.

Here’s what the three surveys found: keep reading…

National Nurses Week: A Reminder of How Great the Demand, How Tight the Supply

John Zappe
May 8, 2013, 5:51 pm ET

Medical - Nurse - DoctorToday 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…

Why Massive Open Online Courses Matter to Recruiters

Matt Grant
Apr 29, 2013, 3:32 pm ET

The world of education, training, and professional development is being disrupted by MOOCs. keep reading…

Advanced Items for Your Recruiting Agenda — What Should Google Do Next?

Dr. John Sullivan
Apr 22, 2013, 5:37 am ET

PhilipsDuring 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 May Be Slamming the Door on the Next Gates, Branson, or Jobs

Gail Miller
Mar 12, 2013, 1:06 am ET
NYU -- the largest private university in the U.S.

NYU — one of the largest private universities in the U.S.

With the astronomical jobless rate and the skyrocketing cost of four-year college, many are questioning the value and validity of a bachelor’s degree. As a proud NYU alumnus, I treasure my education and wholeheartedly believe in the relevance of the college experience. However, over the years my black-and-white viewpoint on this subject has shifted to shades of gray.

That’s why the current educational phenomenon of “degree inflation” is so disconcerting to me. Economists and educators have coined this term to describe today’s hiring climate, where a college degree has become the basic requirement for jobs that don’t actually need an advanced education. According to Burning Glass, these positions include clerks, dental hygienist, administrative assistants, and paralegals. Corporate hiring professionals often adopt strict “degree required” criteria as a means of weeding out candidates and working with a manageable number of prospects. But very often this false criteria has no bearing on someone’s ability to engage, contribute, or excel in a role. keep reading…

2013 ERE Recruiting Excellence Award Finalists

Todd Raphael
Feb 13, 2013, 5:51 am ET

EREAwards_2013In this, the ninth year of the ERE Recruiting Excellence Awards, finalists include a New York hospital that’s a finalist in two categories, a flower delivery company, a big technology and a big banking company, government contractors, management consultants, and a fast-growing home-loan organization.

“It really brings me hope to see people doing excellent things,” one judge wrote to me, about the industry’s leading awards for talent acquisition.

We made a few changes since last year’s ERE Recruiting Excellence Award winners and finalists were announced. For the first time we have an onboarding category. We split the “department of the year” into large and small companies. We altered the “careers website” a bit to encompass more than just a company’s own site, but social media and similar sites as well. And, we added an “innovation,” award, which will be announced at the upcoming Recruiting Innovation Summit.

The other winners will be announced at the ERE Recruiting Conference & Expo in San Diego, where the finalists will up on stage in a perennially popular q-and-a session for the audience.

Here are those finalists in alphabetical order within the categories: keep reading…

Why it Pays to Pay Your Interns

Claudia Allen
Feb 11, 2013, 6:18 am ET

Screen Shot 2013-01-24 at 10.17.36 AMRecently, NBC News announced that it would begin to pay its college interns because the network hopes to attract more minority talent.

If you pay your interns, you get a much larger candidate pool. You get students whose parents can support them while they work for free, plus talented students who need to earn tuition money for school.

Who pays their interns and who doesn’t pay their interns? Is it fair to expect a college student (who may have huge educational loans to repay) to work for free or for “the experience?” Does paying an intern pay off for employers?

Here’s your answer, based on research from the National Association of Colleges and Employers. keep reading…

Can You Recognize This Recruiting Model?

Gerry Crispin
Jan 8, 2013, 6:00 am ET

Truth is stranger than fiction, but it is because Fiction is obliged to stick to possibilities; Truth isn’t. – Mark Twain

See if you can place this current staffing model without skipping to the end.

You are responsible for an organization that has thousands of openings to fill.

For you, big data is an everyday part of your operational initiative. Everyone (and we do mean everyone) who could possibly join your organization is known to you. Access to the details about them has been cost effective (about $.35 per) for some time.

More than just a qualified lead with the necessary skills, knowledge, and experience, you also have access to other demographic characteristics (biodata) about each and every lead that relates to your organization’s “fit” and it all can be uploaded into your tracking system.

In fact not only are all (100 percent) of the potential pool of candidates known but your analysis of the factors that predict success for any one of these individuals can be calculated. So, without you ever meeting them, without their having ever heard of you, selection and assessment is moot for most. It is like finding a mine with the entire world’s supply of a given metal in a ready-to-use state … as long as you can acquire it. keep reading…

Boston University Students Spoof Les Mis — and Job Market

Todd Raphael
Dec 27, 2012, 1:46 am ET

If you’ve known someone who has applied for an entry-level job only to be told they need to have experience — you’ll get it.

It is a new video by some Boston University students and grads, parodying Les Miserables using what the mock-movie-preview-makers see as a sad state affairs for liberal arts majors. keep reading…

‘Tis the Season for Recruiting — 20 Reasons Why December Is a Powerful Recruiting Month

Dr. John Sullivan
Dec 3, 2012, 5:23 am ET

If you work in an office, you realize that many times the Christmas season can be a less hectic and even a slack period. In most cases everyone, including recruiters, gear down and change their work patterns for the holidays.  But if you’re a corporate recruiting leader, December should be viewed instead as a golden opportunity. It is a prime recruiting month (along with January and June) because many employed prospects have free time to consider a new job due to their own reduced workloads.

The end of the year is also a time where many individuals are reevaluating their current work and life situation and planning for the future. You may be skeptical but in this article I provide more than 20 reasons why corporate recruiting leaders should actually ramp up recruiting during the holiday season.

The Top 20 Reasons Why December Is a Powerful Time to Recruit keep reading…

Next Year’s Recruiting Headlines, Trends, and Next Practices

Dr. John Sullivan
Nov 5, 2012, 5:10 am ET

If you are going to be strategic, you must be forward looking. Obviously forward-looking people stay aware of current trends. I’ve written extensively on recruiting trends, but the definition of “a trend” means that a significant group of firms have already implemented the practice. And that means that if you merely identify and copy current trends, by the time your firm implements them, you will have fallen behind the benchmark firms that would have continued to develop new approaches. If you are tired of simply playing catch-up and you want to “get ahead” of your talent competition, you need to move beyond current trends and instead identify “next year’s” upcoming practices long before they gain wide acceptance.

If you want to prepare for what’s next on the horizon, here is my list of “next year’s recruiting headlines” or “next practices” that will soon be adopted by leading edge firms. Don’t be surprised if you’re not familiar with some of these “next practices” because they are seldom written about and they are even less frequently implemented.

A List of the Top 20 Recruiting Headlines That You Can Expect to Read Next Year keep reading…

The World’s Students Say Google Is Tops. Again.

John Zappe
Sep 24, 2012, 4:34 am ET

Google. Google. Google. Let’s just give the company the permanent cup, and then disqualify it from consideration for all those best of talent acquisition, and best company to work for lists for at least five years.

I say this because the company-who-shall-not-be-named is now at the top of yet another best list. Universum says Google is at the top of both the global business and global engineering lists in “The World’s Most Attractive Employers 2012″ survey. In case you’re wondering, Google was at the top of both lists last year.

What this means is that the company was again the top choice of business and engineering students in 12 of the world’s leading economies: Brazil, Canada, China, France, Germany, India, Italy, Japan, Russia, Spain, UK, and U.S. Universum, a global employment branding firm with a strong focus on students and recent graduates, surveyed some 144,000 students in those countries to come up with the rankings. keep reading…

The Bold Recruiters Toolkit — 50 Tools for Aggressive Recruiters (Part 1 of a 2-Part Series)

Dr. John Sullivan
Sep 17, 2012, 5:02 am ET

The competition for recruiting top talent is already intense in certain industries and is soon to grow in many others. In this highly competitive environment, you can’t expect to fill your quota, no less recruit the highest quality candidates who you desire, without having a superior recruiting toolkit.

If you are currently dissatisfied with your recruiting results, you must adopt a more aggressive approach and begin to “push the limits” beyond the use of traditional recruiting tools. If you are a bold recruiter and you want to try something aggressive, I’ve compiled a long list of bold high-impact recruiting tools for you to consider. Each one has proven to produce results. The toolkit is broken into five categories, including sourcing, referrals, recruiting at events, college, and advanced recruiting tools.  keep reading…

Freshmen Are New Quarry as Tech Companies Hunt Talent

John Zappe
Sep 14, 2012, 5:32 am ET

Just as Saturday football and Greek rush weeks signal the start of another college year, so does the start of campus visits by recruiters seeking the best prospects among another senior class.

If that’s you, don’t bother, unless you’re hot on the trail of sociology or poli sci majors. The engineering students, the techies, and many of the scientists have long been spoken for.

In a world getting more competitive all the time for top, even average, engineers and computer professionals, it’s probably no surprise that the biggest and most competitive companies begin forging relationships with prospects when they’re freshmen. If that seems early, you’re already behind; many of the most aggressive companies are offering internships to high schoolers.

Building a pipeline of future prospects by establishing a relationship with students at the outset of their education gives these companies the edge when it comes to recruiting them into full-time jobs at graduation. The internships they offer is a benefit to both the company, as it gets to test the prospect, and the student who gets real work experience. keep reading…

Techies Say an MBA Doesn’t Do Much for Their Career

John Zappe
Sep 10, 2012, 3:50 pm ET

As the debate over the value of an MBA slogs on, tech workers are fairly convinced that adding the business degree won’t do much for their careers.

IT specialty job board Dice surveyed job seekers a few weeks ago about the value of an MBA, finding that 52 percent of them believe it’s not important to future technical careers. Only 32 percent saw it as adding value.

That might be expected, as the question was asked only of those who didn’t have a Masters of Business Administration. But even among those who do have the degree, many doubt its value. Dice asked MBA holders how having the degree changed their career. The most popular response was that it got them a bigger paycheck. Next most frequently cited response, though, was that it had no impact on their career. keep reading…

13 More Bold and Outrageous HR Practices That May Indicate Your Approach Is Too Conservative (Part 2 of 2)

Dr. John Sullivan
Aug 27, 2012, 5:06 am ET

The Hilton in Istanbul

In part 1 of this article, I highlighted my top 10 recently implemented bold and outrageous practices in HR and talent management.

The goal is not to recommend these practices, but instead to more clearly define the leading edge of current practice.

In this part 2, I will highlight 13 additional practices that define the leading and “bleeding edge” of HR. If your goal is to “push the envelope” in talent management, this list can give you an idea of where the average ends and the truly bold practices begin.

Although every firm cannot directly adopt the practices listed here (some are reprehensible), I find during my corporate presentations that merely becoming aware of these bleeding-edge practices can create great energy and a strong desire for individual HR functions to do more and be bolder.

Additional “Bold and Outrageous” HR and Talent Management Practices

Here are my selections for the remaining top recently implemented bold approaches that define the bleeding edge of HR practices. keep reading…