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…
While speaking at a recent HR conference in Las Vegas, I had occasion to meet Jane McGonigal, game designer, speaker, author, and probably the world’s biggest advocate for gamification, the idea of adding game incentives like points and prizes to non-game activities.
While within the HR community gamification is still catching on (I find a number of my clients don’t even know recognize the word) gaming, in all forms, is incredibly popular. When the latest Call of Duty video game was released in November, one in four workers planned to call in sick. Look at it from a productivity standpoint: The amount of hours it took to create all of Wikipedia’s content in 12 years … is spent every three weeks playing Angry Birds.
During Jane’s keynote speech, she cited the 2012 Gallup study that found that 71% of American employees aren’t fully engaged in their work, making it “impossible to innovate” and costing $30 billion in lost productivity annually.
It’s no surprise that she believes gamification can help. Evidently she’s not alone. A study by gamification company Gigya showed that gamification increases website engagement by 29 percent, website commenting by 13 percent, and social media sharing by 22 percent. Here are some recent employee gamification success stories. keep reading…
The beginning of this year’s report spells out the demise of more simplistic views about source of hire tracking: that data is easy to get, that it is reliable across the board, and that it is clean (one source = one hire). If you’ve been in recruiting for more than a decade, you probably know that things weren’t much better before the Internet drove so much hiring activity. I remember laughably tracking sources of hire via a questionnaire we asked applicants (online and on paper) and trying to create data based on employee’s recollections of how they came to apply for their job 5-10 years ago.
So no data is perfect but this data is very imperfect. Still, it is the best set of data and analysis we have on sources of hire. With that monster-sized disclaimer out of the way, here are some of the results.
Referrals, Career Sites and Job Boards Top List Again
PotentialPark, the Swedish recruitment market research firm, says college students and recent grads turn in large numbers to corporate career sites for information about companies for whom they may want to work. But they also expect those companies to have a presence elsewhere, especially on places like Facebook, LinkedIn, Twitter, and on blogs, too.
The career site is fine for providing fundamental information about the company, but it’s one-way communication. Young adults want more interactivity, so they expect their future employer to talk with them on social media channels. keep reading…
I need you to do a little homework on my company’s website before we talk about yours. The purpose of this exercise is for you to gain some perspective on the transition we’ve made from a product-focused site to a people-focused site.
Clicking on this link will take you back to my company’s website circa 2006 before we revamped it to focus on attracting new employees rather than solely promoting our products. Now go to Jameson Publishing and check out its people-focused design.
Designed for prospective customers, our old site was all about our products. Our new and improved site still serves customers, but its main purpose is to inform and entice prospective candidates.
Implement these eight techniques to ensure that your website attracts candidates: keep reading…
Bloomingdale’s has launched a new career site using “responsive design,” a popular style these days among developers as it allows pages to adapt to different screen sizes, including on a mobile device.
The Cincinnati company Sanger & Eby helped design and develop the site. It spent about six months on it, about 8-10 weeks of that making sure the system works with Taleo when you use your mobile phone. keep reading…
The company has 250 jobs open at the headquarters. A company blog post describes a bit about the making of the site, which features accounts of employees who’ve moved to “Herzo.”
Update: SilkRoad says there are errors in the report it published Thursday on which the post below is based. The most significant appears to be charts on pages 8, 11, and 15 and in the infographic on the SilkRoad blog showing some sources produced more hires than they did interviews. A company spokesman said in an email: “The issue concerning the numbers on Craigslist was an error and has been changed. In regards to the information on page 15, that chart only represents the percentage of interviews and hires as a percentage of all external sources and does not take into account internal or offline sources.” Additionally, “There were no sources in our findings with a larger number of hires over interviews. The issue with the image on page 11 is with the chart and Craigslist.” Note that as of this update, it does not appear the updates to the charts have been made.
Referrals and the company career site are the two leading sources for new workers hired by the 1,054 companies participating in SilkRoad’s just released study of recruitment marketing effectiveness.
Between them, they produced 40% of the more than 150,000 hires the companies made in 2012.
This is the second year the HR software provider has compiled ATS data from its customers to report on their source of hire. This year, the company included interviews as a measure of effectiveness.
The data set came from companies as small as 100 employees and some larger than 10,000; 60% had under 2,000 employees, 30% fall between 2,000 and 10,000, and the remaining 10% are larger. A company spokesman said the employers represent “the entire scale. We have lots of technology, healthcare, higher education, and several other strong verticals.”
As it did last year, SilkRoad found that job boards collectively yielded more interviews and hires than did all other external sourcing efforts. (For the report, SilkRoad classified corporate career sites and inside recruiter efforts as internal, explaining “they are company resources.” Company sites were included because they are “internally controlled element of job advertising.”)
Among the job boards, Indeed yielded more interviews and hires than any other single site. CareerBuilder was second. 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…
The resume black hole is getting a little brighter among companies that care enough about the experience of their candidates to submit their hiring process to a grueling inspection in hopes of being found worthy of a Candidate Experience Award.
This year, 37 of the 90 companies that entered won the two-year-old competition, seven of them with distinction. Most of the winners were large operations like Pepsico and Intel, with thousands or tens of thousands of employees. However, smaller firms like BTRG, with 500 or so employees, also made the list.
What all the participants share in common is a willingness to open their recruiting process to scrutiny.
Unlike almost every other HR award (excepting Great Places to Work designations), the Candidate Experience Awards are more report card than competition. Companies not only respond to a detailed survey about their recruiting practices, they also must submit their applicants — successful or not — who are also asked to complete a survey about the process. keep reading…
All across the U.S. retailers this month are doing something you should be doing. They’re counting stock and taking inventory.
They do this for a number of reasons. One of the biggest is to know what’s selling, what’s not, and how fast. Scan codes and computerized inventory management keep track of things day in and day out. Hand counting verifies the data.
Now is a good time for you to do likewise and verify your data. No doubt you know the number of hires, the time to hire, hopefully the source of hire, and likely the full cost of hire. Those are the kind of metrics every recruiter should monitor regularly.
The inventory I’m referring to here is the performance of the company career site.
Just what do you know about how well it is performing? If you were an e-commerce vendor, you would absolutely be tracking visitor counts (and repeat visitors), bounce rates and conversion rates, and abandonment rates. To see where you’re losing customers, you would want to know exit pages. To know how visitors found you, you would be checking the entrance pages and the keywords they plugged into search engines. keep reading…
The hiring process is tough on everyone, especially the job seeker. It’s even a little bit harder on them actually, since while talent acquisition and management pros are used to dealing with the complicated ins and outs of applicant tracking systems, assessment programs, video and mobile technology and much, much, more — job seekers only have to deal with the front end of those systems when they’re looking, which is not “quite” every day.
And when they do go through your hiring process, they hate it. Here are the top reasons why: keep reading…
This means that the 40,000 site Universe.jobs network, run by DirectEmployers Association, will continue to operate, and can even expand if it chooses. Other job boards now will also be able to use that Internet domain, an extension just like the more familiar .com, .org, and .net. A new round of address issuance is scheduled to open in January.
Industry analyst Kevin Murphy called the decision by the Internet’s addressing authority — the Internet Corporation for Assigned Names and Numbers — “opening the floodgates for third-party job listings services.”
ICANN, which issued a breach of contract notice in February 2011 over how the .jobs addresses were being used, did not explain its decision. Nor, for that matter, has it as yet posted any official notice of its decision. Instead, it posted the request to end the legal proceedings sent to an international arbitration group by registrar Employ Media. An ICANN spokesman called to say additional details were unavailable today, but there may be some tomorrow. keep reading…
Following up our recent article about the 12 things you could do to improve your careers pages, we’ve listed 10 companies with great looking careers sites and one in particular that we really like. We’ll also give a few details on why we like them so much. So if your careers site is lacking a certain something and you’re not making enough direct hires, take a look at how this group do it and start copying !
My company, iKrut, reviewed more than 500 corporate careers sites which represented a cross section of as many industry sectors and types of organisation as possible. The criteria we judged them against were ease of use, the quality and quantity of information provided, how likely the site would be found by a search engine and it’s overall attractiveness. Here are the sites, alphabetically:
It’s amazing how many companies say that “people are at the heart of our business.” Oh really? So how come so few employers bother to really develop their careers site to try to attract absolutely the best person for the job? How many bother to develop it beyond a simple list of current vacancies?
Most companies don’t have a very good careers site. Some suggestions follow:
Avoid Visibility and Death by Clicks keep reading…
The Nerdery (yes, that’s the name of the Minnesota IT firm) has instructions for finding nerds (“Overhear a large group debating Star Trek vs Star Wars? Goldmine — send them all our way”) and a prominently displayed countdown of how many nerds have been hired to date.
Refer someone to the Nerdery and you may be eligible for a pocket protector. Plus, $100 if the candidate interviews, and $400 more if they’re hired. More here.
There are many scenarios that determine whether a company should have both a corporate site and a separate career site, all of which are driven from the organization’s workforce strategies, complexity of the company, talent they seek, and the depth of the employer value proposition story that needs to be told.
What do I mean by this? I’ll explain below how the two sites differ, but in conventional behavior, job seekers would arrive at corporate sites and navigate to career content right from the corporate site’s navigation. The career site is therefore just a subsection of the corporate site. It is a subsection structured the same way as all the other subsection pages are.
A separate career site is a self contained and oftentimes separately hosted site that has its own main home page, its own priority navigation, and sub-navigation pages separate from the corporate site’s navigational pages. It has its own unique address for SEO and marketing strategies, and is linked to from the corporate site. In some cases, the career site may take on a different theme and design from the corporate site that is specific to the employer brand. But in most cases, the key core essence and elements from the corporate brand are woven into the career site design.
The Corporate Site keep reading…
Charlie Brown never got much respect. Not from Lucy, who when she wasn’t snatching the football away at the last minute, was making fun of his pitching skills, nor from the Little Red-Haired Girl, with whom he was so infatuated.
Now, as it turns out, Charles Brown doesn’t get much respect from Fortune’s 100 Best Companies to Work For. Out of his 100 applications for a job as a marketing manager, the Charlie Brown of our story has no idea where he stands with six out 10 of the companies.
Six weeks after applying, Charlie heard directly from only 28 companies that he isn’t getting a job. Seven more gave him a reference number, but despite having an MBA from Michigan and BA in mechanical engineering, Charlie didn’t know what to do with it. Three companies allowed him to check his status through their website. One — REI, the outdoor company that has been on the 100 best list for years — actually gave him a call.
As the other Charlie Brown would say, “Good grief.” keep reading…
Informatica, multiple honoree of the ERE Recruiting Excellence Award, has launched a new careers site whose design isn’t full of bells and whistles, but whose verbiage touts Informatica’s “big data, big difference, big purpose.” It’s part of an ongoing relaunch, with more changes to come.
The company, fighting hard to bring in hundreds of people, got help from an agency not well known in the recruiting field — Emotive Brand, which had about 10 people working with Informatica from start to finish.
What Emotive delivered over the past year was more than a site, but a larger strategy as to how to recruit. Its research showed that Informatica had a strong company brand, but not a strong employer brand. Put differently: you may not have heard of this company. Perhaps more important, “I don’t think people really knew why Informatica mattered,” says Emotive Partner Tracy Lloyd.
Cindy Cloud, talent attraction consultant at Informatica, says the site has been designed to be “teed up” for a mobile version. In other words, it was built in such a way that it’ll be easy to convert to a mobile site, and has a bit of an iPad look to it. “Minimalist on content,” she says, “big on job searches. You don’t have to read through blah blah blah, culture this, culture that — this just accentuates our brand discourse, our language, instead of the usual.”