Welcome to “The Most Interesting Recruiting Stories of the Week,” a weekly post that features talent acquisition insights and information from around the web to kick off your weekend. We usually feature 10 articles, but it’s a shortened week and we’ll all need more time to gorge on food for the holidays. So below are five stories of interest this week:
5 Articles to Read Now
Demand for recruiters is surging, putting pressure on staffing firms as the industry seeks ways to add to its ranks. Check out this Wall Street Journal article dissecting why so many TA pros are so frustrated when it comes to hiring other TA pros.
A recruiter claims that her “slimy” boss forced her to tell a size 16 job-seeker that she didn’t get a job because of her weight. The role for which the candidate was being considered was in home sales. Allegedly, there was concern that the candidate would get a heart attack given her weight. And there’s more to this unfortunate story, which also traffics in giving candidates honest feedback.
“Maybe I’m old school, or just off base on this one,” begins this tweet, “but no matter how well an interview goes, if a candidate doesn’t follow up with an email after the interview, I’m out.” Is this a justifiable stance? (The link above originally pointed to a Twitter conversation. Unfortunately, that tweet has since been deleted. However, this topic created a robust conversation in the ERE Facebook Group. Please see what your peers are saying there about this and feel free to chime in!)
Join Talent Board’s Kevin Grossman as he shares the most recent insights gathered from his team’s research into candidate experience. Learning how to create and sustain positive impacts on your businesses and brand, including tips to cultivate feedback loops with decision-makers and candidates. There’s no way you won’t come away with concrete, practical steps you can take right now to elevate your own org’s candidate experience. Register now.
While pre-hire assessments should be job-related (valid) and fair (unbiased), how can you operationalize job analysis and assessments to determine and measure the skills, abilities, and traits necessary for on-the-job success? Join this webinar t learn how to conducting job analysis for target roles, ensure test validity in relation to the EEOC, operationalizing test fairness, and mitigate adverse impact. Register now.
Have you visited the world’s largest library of talent acquisition media yet? ERE Pro features deep dives into the recruiting challenges that real talent acquisition professionals face daily, from practitioners that have already tackled them. Learn from from leaders from Uber, Lowe’s, Marriott, DoorDash, and a wide range of other organizations across a broad span of industries. Gain insights here.
Article Continues Below
Hire for what’s next with Greenhouse.
Stay in Touch
Join the conversation about all things talent acquisition in the ERE Facebook Group. It’s a great venue to gain information, support, and network with fellow peers. We’re talking about some of the stories above, as well as other hot recruiting topics, so come share your own views in the ERE Facebook Group. We’d love to see you there!
Additionally, got questions? Feedback on a story? Or want to pitch a story idea? Get in touch with ERE editor Vadim Liberman at email@example.com.
Share the Knowledge
Did you find this post interesting? Then share the knowledge! Please consider forwarding this to friends and colleagues.
And to continue receiving recruiting intelligence to power your career, department, and organization, subscribe to the ERE Daily Newsletter.
Thanks for reading!