After 10 years of CareerXroads reports, the launch of the Candidate Experience Awards, and untold conference workshops about the damage the resume black hole does to an employer brand, 75 percent of Fortune’s “100 Best Companies to Work For” are still leaving applicants wondering what happened to them. keep reading…
Calling yourself a recruiter doesn’t do justice to what “recruiters” have to do. Here’s a quick overview of where the role was, where it is now, and where it’s heading. keep reading…
How does a team of technical co-founders recruit a top notch designer?
Maybe they realized it; maybe not. But whoever posted that question to Quora asked what every recruiter on the planet has wondered at one time or another: How can I recruit the best candidate for my job?
It’s a simple question, yet one to which there is neither a simple answer nor even consensus about just what combination of characteristics, background, skills, experience, personal traits, and so on make someone “the best candidate” or even a “top notch” candidate.
Yet right there on Quora, amidst the predictable suggestions about searching GitHub and hitting the networking circuits, is a blueprint for building a recruiting program to attract not only a coder-designer. but an entire team of tech talent. keep reading…
Like the Saks Fifth Avenue site I mentioned here, a new careers site out today from JP Morgan Chase leans to the polished and corporate side — think blue oxford shirts and ties.
Chase.com/careers breaks little new ground. But it’s simple, navigable, and gives you at least a sense of what the application process is like.
Chase has about 160,000 employees, 5,600 bank branches, 18,700 ATMs, and about $2.4 trillion in assets, with operations in more than 60 countries.
As I said when DaVita was named an award finalist this year, DaVita, in the kidney dialysis field, is in the Southwest Airlines genre in that it has a super-strong culture. It ended up winning that award, for military talent, and was honored as the recruiting department of the year in 2009.
Anyhow, on to DaVita’s new site. keep reading…
Schmidt is the senior director, talent acquisition and innovation. He has been using social media to create an employer brand that’s … well, more cutting edge than NPR’s old career site was. So, he was anxious for a new site to reflect what he felt NPR was all about. keep reading…
A recent analysis of who is winning the talent war in social media showed some surprising results. In particular, the strong showing of the military compared to large private sector companies. Who knew the public sector could beat Google at its own game?
We’re used to mocking government departments for their slow uptake of technology and innovation, in everything from administration processes to marketing and communication. In the area of recruitment, however, some military organizations are mopping the floor when it comes to using social media to connect with potential recruits.
So … think you have a handle on social recruiting? Take a lesson from these military organizations. 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…