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

In 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…

Recently, 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…

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 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…

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…

If your employer does business with the federal government, you already know — or should know — the rules about Internet hiring.

You know the four criteria for defining an Internet applicant are:

• An expression of interest (as in sending in an application);
• Meets the basic qualifications (education, years of experience, geography, etc.);
• You “considered” the individual for a job;
• The person never withdraws from consideration.

And you know about the recordkeeping requirements.

Now comes clarifications of these rules from the Office of Federal Contract Compliance Programs that won’t make life any easier, but which do, at least, make it clearer what records to keep and who is responsible for keeping them. keep reading…