(SAP was this year’s ERE Recruiting Excellence winner for the best employer brand and most strategic use of technology)
The “best” talent is getting harder to hire. Areas like the San Francisco Bay are witnessing a real high-tech “war for talent.” How can we shake up the traditional model of employment branding, and make an impact in this war? In the future, can we make the branding function self funding? Is that even possible?
The employment brand function is evolving. The old days of creating bright and colorful posters, giveaway swag, and running speculative brand campaigns with no data measurements are consigned to the dustbins of history.
As we seek to hire more passive candidates (which we all know is 80 percent of the talent pool), we need to get more creative in the way we reach out and seduce these passives. That’s why sourcing, digital marketing, and social media marketing are now a critical part of hiring campaign management. Employment branding has grown up. It’s 2015 and we are anchored on big data because we have to be.
What is the Future of Employment Branding? keep reading…
If you are currently a recruiter and you’re worried about your future … I agree, you should be.
Consider a future as a recruiter where sourcing is gone, and so is resume screening and candidate assessment. All that is left for recruiter to do is related to selling candidates, which unfortunately, is something that most corporate recruiters do not excel at.
This shift is occurring partially because recruiting has been a “soft” field since its inception. But finally, recruiting is beginning to follow the pattern that proved so successful in the past on the business side of the enterprise in areas like CRM, marketing, and sales. Recruiting is now finally beginning the inevitable shift to a hard scientific approach, where database decision-making and software technology will literally take over most of the roles currently held by human recruiters. Current recruiters should be aware of this upcoming obsolescence, because there will soon be data to show that much of what they do will soon be done much better, faster, and cheaper by data-driven algorithms and software.
If you are a recruiter and you are involved in sourcing, resume screening, job matching, candidate assessment, or interviewing, you must realize that those parts of your role will soon become as irrelevant as RadioShack and Kodak. But don’t stop going to recruiter conferences and don’t start studying for your real estate license yet, because there will still be corporate recruiters in the future. Their primary role will be much different and it will be limited to influencing or selling prospects, candidates, and hiring managers. In other words, selling will become the critical competency for a corporate recruiter, much like it has been for third-party executive search for decades.
Why Much of What Corporate Recruiters Do Today Will Be Replaced by Technology keep reading…
Human resources, as a business unit and as a profession, is failing to meet the expectations of business leaders. Not only is this true in North America, where HR has for years been yearning for the proverbial seat at the table, but it’s every bit as true in the rest of the world.
In blunt terms, Deloitte’s 2015 Human Capital Trends report says, “HR is not keeping up with the pace of change in business. Today, there is a yawning gap between what business leaders want and the capabilities of HR to deliver.”
The report declares the need for an “extreme makeover” for HR to be one of the 10 most important human capital trends this year. It’s not the first time retooling HR has appeared as a priority among the business leaders and HR professionals surveyed (3,300 respondents in this report from 106 countries). keep reading…
In the next two to five years the top employers of choice will be the organizations that consistently communicate an authentic employer brand story and value proposition that wins the attention of highly specialized talent and compels them to follow, engage, and ultimately join (and stay) on their teams.
To tell the right story and deliver on their employer brand promise, chief human resources officers and talent acquisition leaders must evolve their recruitment marketing strategy with a tighter focus on building longer-term relationships with the right candidates. To do this, talent acquisition leaders will need strong marketing competencies within the talent acquisition function, a measurable process, and purpose-built technology. In this piece, I focus on the urgency to strengthen marketing competencies within the talent acquisition function and offer my tips for how to get started. keep reading…
“Where have all the candidates gone?” If you’re among the nearly 40 percent of employers who have an open position for which you can’t find the talent to fill those roles, you’re probably asking yourself this very question.
According to CareerBuilder’s 2015 hiring forecast, more than a third of employers plan to add full-time, permanent employees this year, the best outlook from the annual forecast since 2006. But many are finding that planning to hire and actually making a hire are two vastly different undertakings. Across industries, the demand for candidates with specific skills far outnumbers the supply, and the old rules of recruiting no longer apply.
Faced with these new challenges, many employers are exploring alternative approaches to finding talent with the skills they need, as results from the forecast show. Consider the following findings from CareerBuilder’s study, which reveal how employers are working to overcome today’s most common recruiting challenges, and see how you can apply the takeaways to fill skills gaps at your own organization. keep reading…
Millennials, generation Z, and social media: three predictions about how the recruiting and talent landscape will change. Read on:
As millennials enter managerial roles, workplace dynamics are sure to shift.
The millennial generation is one of aspiring leaders: globally, nearly 70 percent of millennials say that becoming a leader/manager is either important or very important. This has had implications for recruiters for many years, but now, as millennials are passing through the entry stages of their careers and actually becoming managers, it will have a significant impact on the workplace dynamics.
Millennials around the world are motivated to become leaders for different reasons – while high future earnings was the dominant theme globally in research we’ve done, others especially want opportunities to influence the organization. Interestingly, challenging work and decision-making power ranked lower on the list. keep reading…
College graduation may still be five months away, but if you haven’t already been out on the campus recruiting circuit, you’re behind.
Two out of three employers started recruiting in the fall. About half have definite plans to hit the colleges this spring. For everyone else, if you start now, you may have a crack at hiring a humanities major or a senior earning a B.A. in education. Good luck, though, if you have reqs for computer scientists, engineers, or accountants.
According to the National Association of Colleges and Employers the outlook for college seniors in 2015 is much brighter than it has been. keep reading…
Most articles that cover recruiting trends highlight what I consider to be obvious approaches that many firms have already adopted. But my perspective on trends is unique because I am focused on what I call the “bleeding-edge trends.” These trends are unique and rare because they have been adopted by less than 5 percent of the major firms. However, they are still important for all recruiting leaders to know and watch because they signal the path that all progressive firms will eventually have to follow. The top bleeding-edge trends are listed below in an easy to scan format.
The Top 10 Most Impactful Trends That May Surprise You keep reading…
U.S. unemployment rate, seasonally adjusted, November 2012 – November 2014
After years of sluggish and uneven employment growth, 2014 marked a crucial year in the U.S. economy. Hiring has quickened its pace enough to help shift the balance of power in the job search from the employer to the job seeker. A look back at developments in the labor market in 2014 may help recruiters to understand what they can expect in the coming year, and what can be done to prepare for 2015. keep reading…
Only a few years ago, in-housing executive search was a hot topic. Bring it back inside, assign high-level searches to one person or a team and you save tens of thousands or hundreds of thousands of dollars, was how the thinking went.
How many companies actually did this is hard to tell. Judging, though, from the numbers being reported by the public search firms and the Association of Executive Search Consultants, among others, executive search is having a great year, possibly its best year ever.
In 2013, companies reported that 5.9 percent of their external hires were sourced by search firms. That was almost double the 2012 percentage and the highest number in more than a decade. keep reading…
Fall 2014 ERE Conference Think Tank Session Recap
Good conferences always offer great opportunities to stay on top of challenges, best practices, and future trends. The best conferences also offer new take-away ideas to implement within our own organizations. The recent ERE conference held in Chicago in late September delivered the goods on both fronts. As the moderator of an almost-two-hour-long Think Tank session on “Challenges and Future Trends in Talent Acquisition,” I was blown away (the conference was held in the Windy City, after all!) by the sheer number of issues — and solutions — that were discussed.
This post is too limited to include all of the great ideas that this group of very experienced HR and talent acquisition professionals discussed. So we picked the best of the best for the following list of “Top 10 Overall Best Practices” currently being applied to address the No. 1 challenge determined by the session participants: “finding and engaging qualified candidates.”
Again — a big thanks to all the in-house recruiting & HR professionals in attendance at this session who focused specifically on the key challenges and opportunities that will present themselves in 2014 and going into 2015.
Overall Top 10 Best Recruitment Practices (in no particular order) keep reading…
In what could be the strongest finish since before the recession, an increasing number of employers say they intend to hire full-time permanent workers this quarter.
CareerBuilder’s quarterly survey of employers found 29 percent of them expect to add permanent headcount before the end of 2014, an increase of four percentage points over those saying that last year.
While hiring expectations don’t necessarily translate into action, so far this year more employers have ended up hiring more workers than they told CareerBuilder they planned.
The survey doesn’t say how large the headcount will grow, but numbers from the U.S. Bureau of Labor Statistics show 2014 is on track to add more workers to the nation’s payrolls than at any time in a decade. Since January, employers have averaged 227,000 new jobs each month. For the same period last year, the average was 193,000. keep reading…
Most corporate recruiting teams still rely on requisition-based hiring. In most cases this means they focus on recruiting for openings as they arise using whatever recruiting channels yield the “right” talent readily available. Unfortunately their processes don’t typically yield the best talent as quickly as needed, leaving operational teams frustrated with the results.
The solution is to have a pipeline of talent at the ready when a new position arises. keep reading…
Good morning valued reader. Before we get to today’s Roundup subjects — sex, drugs, and a British worker survey — I want to thank you on behalf of the entire ERE staff for coming to work today.
Those empty cubicles around you mean only one thing: You can catch up on your ERE reading.
And, since no candidate any hiring manager will want to hire will answer your call today, when you finish with this, you might as well clean up your desk, sort through your inbox, and, if you’re one of those people, clean out the office fridge.
That’s what most Brits do when killing time in the office. The upside is you have a clean desk, a clean mailbox, and the appreciation of your vacationing colleagues, except for that person whose mold experiment you tossed out. keep reading…
Digital Generation. Gen Z. Silent Generation. Second generation in the Millennial cohort. The “coming demographic tsunami.”
However you refer to them, Generation Z (born 1995-2010) is the young, fresh round of talent you’ll be recruiting very soon, which will be a different experience than generations before them.
Gen Z was born into a digitized economy and, according to a study by New York-based marketing agency Sparks & Honey, 37.8 percent hope to “invent something that will change the world.”
The connected quality of the older Millennial generation will only be amplified by Gen Z, so be prepared to adjust your recruiting strategy as you begin to connect and communicate in new ways when you start recruiting Gen Z: keep reading…
Today is the one day out of the year that many offices across the country have unarguably gone to the dogs. As you suspect, it’s Take Your Dog to Work Day.
For some companies, Amazon, Google, and Procter & Gamble, to name three of the larger ones, every day is a dog day. Others, not yet ready for that much togetherness, today serves as sort of a test of what is becoming a slow, if steadily growing trend toward tolerance of furry friends in the workplace.
There’s a practical side to allowing dogs, as many companies, particularly in the high-tech world. have found. A survey conducted for Wellness Natural Pet Food found that a large majority of 18-34 year-olds want to bring their pets to work, at least occasionally. That happens to be the demographic sweet spot for tech giants and startups. The latter, especially, see allowing pets as a recruiting plus when talking to candidates with dogs. keep reading…
When the U.S. Bureau of Labor Statistics released its May employment report Friday, it marked a recovery milestone. Six years and five months after the recession began, the U.S. has finally recovered 8.7 million jobs lost through the recession’s official end in February 2010.
The 138.463 million jobs in May exceeds January 2008′s 138.365 million by 100,000.
While certainly good news, the recovery and job creation has been uneven. In a remarkable series of interactive charts, The New York Times graphically illustrates the mixed nature of the recovery. Industry by industry, using BLS data The Times shows how both the number of jobs has changed, as well as the average salaries. keep reading…