Welcome to “The Most Interesting Recruiting Stories of the Week,” which features talent acquisition insights and information from around the web to kick off your weekend. Here’s what’s of interest this week:
Is caregiving a real job that bring real benefits to real workplaces? I’m using the R-word with a heavy dose of sarcasm here, and it’s because I’m conflicted about this article. On one hand, I’m all for viewing caregiving as a real, usually unpaid, job for the majority of workers who are…in fact…caregivers (for their children, their parents, etc.). So research that indicates transferrable skills — from caregiving to the workplace — is a good thing. And yet let’s not pretend that caregiving is not actually seen as real work by employers, despite the fact that no hiring manager or recruiter will ever say such a thing. (Harvard Business Review)
How do you hire for middle management roles if entry-level roles disappear? That’s a key question looming for employers as new technology promises to automate (translation: eliminate) many roles typically filled by early-career talent. Problem is, how are such individuals supposed to build necessary skills to move straight to the middle? (SHRM)
And with that in mind…
Forty percent of business leader say college grads are unprepared for the workforce. A new report indicates a perception among leaders that people just starting out at work lack work ethic and communication skills. What’s more, this feels more prevalent now than three years ago. (Intelligent.com)
LinkedIn adds new features to better enable skills-based hiring. LinkedIn reports that more than 50% of companies hiring on its platform use skills data to fill their roles. Ummm, side note: What are the rest of employers using? OK, regardless, to help organizations and candidates connect based on skills, LinkedIn is allowing candidates to summarize their top skills in the About section now. Will this make a significant difference in the hiring process? Time will tell. (LinkedIn)
Even Zoom. EVEN ZOOM wants its remote workers back in the office. Oh, the irony of an organization that built much of its success on remote and hybrid work now demanding that its own employees return to the office. Granted, the org is requiring that people who live within a 50-mile radius of a company office come in for only two days per week. Still, if the arguable leader in facilitating remote work won’t commit fully to remote, then what does that say to every other business? (The Verge)
And with that in mimd…
Almost half of workers say they’d quit rather than work full-time in an office. That, at least is a key new finding according to an analysis by the Integrated Benefits Institute. Of course, what people say they’ll do and what they actually do often do not line up. This sort of reminds me of how someone will say, “If [X] happens, I’m moving to Canada.” No you’re not. And Canada probably doesn’t want you, anyway. (PR Newswire)
Good, fast, and cheap. You probably can’t have it all in your recruiting tech. So how do you choose which to focus on when evaluating providers? ERE tech columnist Lance Haun offers pointers to help figure out which to focus on. (ERE.net)
