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

by
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…

New App Features Life at Marriott’s Jobs in Europe

by
Todd Raphael
Apr 8, 2013, 8:00 am ET

photo(1)Marriott is launching a new application today for iPad users, aimed at European job seekers.

The app is (appropriately) called “Marriott Jobs in Europe,” and is in English, French, German, and Russian. It features stories of the hotel’s general manager, sales, housekeeping, and other employees consistent with the company’s theme you read about in December.

Evviva Brands helped develop the app, which is particularly targeted toward younger audiences. keep reading…

Mobile Engagement: Facebook and Samsung

by
Raghav Singh
Apr 4, 2013, 1:43 pm ET

Galaxy_note_II_Flip-Cover-PhotoThe fPhone is finally here. Facebook is launching its own brand of phones that put social networking front and center. With an estimated 650 million mobile users it was inevitable that Facebook would introduce mobile devices that integrate users more tightly with the site, allowing for faster posting, chatting, and commenting. They might even allow for voice calls (remember those?).

Facebook’s foray into mobile phones is a direct response to Samsung’s plans to develop a social network. Slated to launch this year, it is designed to rival Facebook. The project is codenamed Samsung Facebook (Brilliant! Who could possibly guess what that’s about?). The thinking behind the fPhone and Samsung’s network (I believe the official name will be Twitter Plus) is to control both content and the mechanisms through which it is created. Samsung dominates the mobile phone market and makes nearly a third of all smartphones sold worldwide — more than double what Apple does. All those smartphones are the source of huge amounts of content, which becomes the property of Facebook, Google, etc. This means that most advertising based on that content doesn’t accrue to Samsung. But the combination of mobile phones and a social network is a direct threat to Facebook’s business model.

The Mobile Recruiter keep reading…

140 Seconds to ‘Manager of Digital Greatness’

by
John Zappe
Mar 22, 2013, 5:38 am ET

I was on a road trip last week that took me to Tulsa which, it turned out, is a pretty cool city. When my itinerary changed, I needed to make some new hotel reservations. One hotel group kept insisting I had to download an app before I could find out if there was even an available room. Another wasn’t even close to being mobile friendly.

Those two groups got none of my business, small though it was. The one with the easy-to-use, click-and-confirmed, mobile-booking method got all my business.

That little “for example” came to mind when I caught this cool video on the Johnston Search blog. As Brian Johnston, the firm’s owner and blogger, said in posting it, “After you watch it, I can only imagine how you think about how technology (or lack thereof) will affect your recruiting desk.” keep reading…

Reaching Tomorrow’s Workers Takes a Multichannel Approach

by
John Zappe
Mar 20, 2013, 3:01 pm ET

PotentialPark Rankings 2013To reach tomorrow’s corporate leaders, companies today not only need to have robust career sites, but they need to be as multichannel present as are the young men and women who want to work for them.

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…

45 Million Monthly Mobile LinkedIn Searches

by
David Martin
Mar 18, 2013, 12:01 am ET

comScore_IncWe have all seen the stats: more and more people are using smartphones and tablets to connect to the web. We probably all use our own mobile phone to interact online every day. But what does this mean for recruitment? Do people use their handheld devices to research companies and find their next job? keep reading…

Bloomie’s Goes for Passion, Fashion With New Careers Site

by
Todd Raphael
Feb 27, 2013, 4:27 pm ET

l_mainLogoBloomingdale’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…

2013 ERE Recruiting Excellence Award Finalists

by
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…

New Mobile Tool Throng Finds Jobs Near Seekers

by
Todd Raphael
Feb 11, 2013, 1:00 pm ET

throng_newwantOut of Silicon Valley, Sunil Mehta is re-branding Nimblecat as Throng, which he calls an “always-on cloud-based mobile service that alerts job seekers to nearby jobs.”

It uses “semantic search” rather than a keyword search. Job candidates describe the jobs they’re looking for, and Throng finds open positions near them.

It’s available on iPhones and Android phones, and is first tackling jobs in the western U.S.: California, Oregon, Washington, Nevada, Arizona, and Utah. Other states will be added next.

The launch is planned for February 12.

Jobvite’s Big Social-media CRM Launch Leads List of New Tools

by
Todd Raphael
Feb 7, 2013, 8:00 am ET

JobviteReferAn IT recruiting tool. An internship community. A new branding/careersite company. A video interviewer.

A website for “challenges” students can take, leading to a job.

And, two big new launches from the applicant tracking company Jobvite.

All below. keep reading…

Making Your Recruiting Organization Mobile-Ready

by
Lance Haun
Jan 16, 2013, 8:00 am ET

I lived without my smartphone for a whole week once. It was brutal.

I told that with a straight-face to a friend while my wife sat adjacent to me, violently rolling her eyes. It shouldn’t be news now that smartphone use is big (and is getting bigger). In late 2012, estimates pegged the number at over a billion smartphones with that number doubling by 2015.

If you’re a smartphone user, you’ve probably increased your reliance on the device steadily. I now expect my device to do everything but poach my morning eggs.

When you send an applicant or someone in your talent community or on your mailing list a notice of a new job, what are they going to see when they click through on their mobile device? Will they be able to do anything with it? And if you’re not there, how do you start and what does an optimal solution look like? keep reading…

What’s New: IntelliTalent; Aqayo; RecruitingHop; GooodJob; TheLadders; Vestiigo

by
Todd Raphael
Jan 14, 2013, 5:04 am ET

Screen Shot 2013-01-08 at 2.29.10 PMA new tech company launches today, aimed mainly for the recruiting needs of small and mid-sized companies. It says it has “sliced off the front-end of the recruiting firm.” That, and a new company in the mobile-phone-recruiting genre. And more, below. keep reading…

The Old Recruiting Lessons Don’t Apply to Mobile Phones

by
Raghav Singh
Dec 18, 2012, 5:24 am ET

The average smartphone user in the U.S. now spends a little over two hours a day on mobile apps. That’s a number that’s starting to rival the amount of time people spend watching TV — about three hours on average (who are these people?). To state the obvious, mobile is where we’re headed, as web access through desktops declines. Recruiting will change as a result, but a failure to recognize how mobile platforms are different can mean a long and arduous journey marked by hard lessons. keep reading…

It Will Be a Mobile, Visual, Interactive, and Personal 2013

by
Erin Bazinet
Dec 11, 2012, 1:27 am ET

We’re always looking for new ways to engage with candidates; we want to be first, and get there faster and more effectively. This year, we saw three key shifts in how job seekers consume career information that we foresee carrying over into the New Year.

Trend #1: It’s All About Mobile keep reading…

Now You Can Search TheLadders for Free

by
John Zappe
Nov 20, 2012, 4:41 am ET

Update: Alex Douzet, co-founder and until today COO of TheLadders, is now the company’s CEO. His promotion was announced this morning in New York by Executive Chairman and Founder Marc Cenedella.

Looking to fill a high-paying position? Now you can search TheLadders and access the resumes of its fee-paying candidates at no charge.

A simple sign-up gives recruiters and hiring managers access to the career site’s millions of resumes, and permits them to post jobs and send alerts about those openings to targeted groups of job seekers.

It was in January 2011 that TheLadders made its posting service free to employers with jobs paying $100k or more. Called Passport, the free posting was a return to the company’s roots. When it launched in 2003, the service was free to recruiters to list their high-paying jobs; job seekers paid — and still do — a monthly fee to list their resume and access the jobs. In 2007, TheLadders started charging recruiters to post jobs.

Making the resume search also free to recruiters brings the company full-circle. keep reading…

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

by
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…

Jibe Pitching to Investors in New York

by
Todd Raphael
Oct 26, 2012, 3:28 pm ET

The recruiting technology startup Jibe was one of 30 companies selected to pitch to New York venture capitalists November 7-8.

There were more than 300 applicants in all kinds of industries. Those selected include a new doctor’s portal, an iPad magazine, and a manicurist company that works with HR departments to fancy up nails at people’s workplaces.

Jibe started a couple years ago as employee referrals and social media began to meld together. It then played up its mobile capabilities, particularly now as an antidote to poor smart-phone candidate experiences. Some experts, like David Martin, are quite bullish on Jibe as a tool to apply for jobs with a mobile phone.

AOL’s CEO Tim Armstrong, FCC Chairman Julius Genachowski, and Clear Channel’s CEO Bob Pittman will be at the New York event, which’ll include pitches and keynotes.

Recruitment 5.0: The Future of Recruiting — the Final Chapter

by
Matthew Jeffery
Oct 12, 2012, 12:01 am ET

(This article was co-authored with Amy McKee, Sr. Director, Global Talent Acquisition, at Autodesk.)

Mobile …finally! DNA footprints in the cloud; recruiting back to basics: getting to know the candidate; the end of the traditional ATS; emerging markets dominate; augmented reality; disruptive marketing and stunt PR; the end of social media; candidate cloning and the end of recruiters as we know it!

The impact and level of debate created by Recruitment 3.0 & 4.0, certainly took us by surprise. Based on feedback, it is clear that there has been healthy discussion and many companies have re-appraised/reviewed their recruiting strategies.

Recruitment 5.0 is the final paper in the trilogy.

3.0 was all about building.

4.0 all about driving value.

5.0 is all about … Personalization, self-sufficiency, predictability, big data, and back to basics.

The defining features of Recruitment 5.0:

  • Mobile recruiting finally takes off and becomes the dominant channel.
  • Recruiting gets back to basics and focuses on building relationships. Included in this is a focus on personalization/humanization and dominating/driving communications.
  • Footprints in the cloud. Companies obsessively get to know their customers/consumers, and recruiters do the same with their “corporate” talent pools
  • Data DNA: Companies draw data to profile candidates based on online habits and trends.
  • Technological developments bring an end to the traditional ATS.
  • Emerging markets emerge and dominate.
  • Augmented reality and disruptive marketing dominate recruiting marketing.
  • As companies seek to attract the best talent in a candidate short market, they set up their own courses, universities/academies, and “clone” future employees.
  • As talent becomes more scarce, talent becomes more contract by nature and more flexible.
  • It’s the end of recruiters as we know it … the death of the recruiting profession?

Some meaty stuff.

Reviewing these bullet points, some companies are already experimenting and executing on elements, but as time passes, these will become dominant in our thoughts, plans and strategies.

Let’s explore in more detail. keep reading…

A Mobile Recruiting Checklist

by
David Martin
Oct 9, 2012, 4:24 am ET

To help you better understand mobile optimization, I have prepared a simple checklist, taken from my 2012 mobile recruiting guide.

Are you building great relationships from your career website when candidates visit on mobile? If you haven’t considered the following, you could be damaging your employee brand. keep reading…

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

by
Dr. John Sullivan
Sep 24, 2012, 5:28 am ET

If you’re going to be an effective recruiter, you need to continually change your mix of recruiting tools in order to stay ahead of the competition. Adopting new tools is critical because once any tool is used by everyone, it loses its effectiveness. In part one of this article, I provided a list of bold sourcing, referral, event, and college recruiting tools. In the second part, I continue the toolkit with advanced recruiting tools for the most aggressive recruiters, and bold closing tools for getting difficult to land candidates to say “yes.”

Advanced recruiting tools and approaches keep reading…