Weekly Update: Colors, Non-Compete Clauses, and Internal Recruiting

This week:

  • Non-compete clauses
  • “Color tests”
  • Internal recruiting
  • Resume search/software tool
  • Working from home
  • Job board debate

Non-Compete Clause
Non-compete agreements are always a hot topic of debate on the ERE discussion boards. This week, Les Noonan wants assistance on updating his company’s non-compete clause. David Rees offers some practical advice: get a lawyer. Although not an advocate of non-competes, he understands that it can be a complex issue since most states have very different rules. He also wonders why “employers are willing to constrain the freedom of a departing employee for the purpose of protecting their financial interests.” Les agrees with David’s comments and clarifies his request. He is actually looking for advice on a non-solicitation agreement. He wants to protect the “time and money” his company has invested in their current clients. Seems like a fair request to David but Nick Cobb feels that companies need to focus more on retaining their current employees. Maureen Sharib directs our attention to a recent case in California that you might want to check out if you are facing similar challenges.

Wednesday’s Question of the Day
I wanted to know if anyone thinks “The Color Career Counselor,” CareerBuilder’s latest tool that links job choices to favorite colors, would benefit recruiting. David Rees does not feel that this tool is validated. “Can you imagine going to an interview for a career as a computer programmer and they ask you why you choose the profession and you say…’well…I have always loved the color green.’” He later takes the test and comes to the same conclusion. Paul Davenport agrees that it is just for fun, not based in reality. Stephanie Wolf disagrees and feels that this tool can benefit college students who may feel lost with a career decision. John Kennedy wants to know if there are any tests that can predict job-based personalities. You might want to read John Zappe’s article from August 13 on the topic. Just curious…did anyone else take the test?

Internal Sourcing
David Hafernik wants to know the general policy of “internal recruiting” in most companies. Can employers recruit away from another internal manager? Are there limits? Pam Claughton worked for a large bank that had strict rules around internal recruiting. Employees had to work for a certain amount of time before they could post their resume internally. However, recruiters had great success working with the hiring managers and their direct reports to locate candidates from direct competitors. Each employee was then rewarded with an employee referral bonus. JB Smith agrees with Pam and adds that “we posted all positions internally for the first seven days then posted for external candidates. Employees were still allowed to apply after externally posting.”

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Resume Search/Software Tool
Amit N is looking to purchase “resume search software” that will search multiple job boards, and wants to know if anyone has suggestions. According to Ashley Schettler, the decision will depend on the specific industry. She recommends TalentHook for IT but needs a more effective tool for recruiting in health care. Ken Kimbrough disagrees. TalentHook is “superb” and should generate resumes for all industries. According to Ken, “if you had databases, sites, etc that you wanted to search, they would accommodate your desires without much hassle.” Carly Eriksen recommends AIRS Sourcepoint. Does anyone else have other suggestions? We would love to hear them!

Work From Home Jobs
This topic always interests me since I work from home! Mack Will is also interested in learning of any “legit work from home jobs other than virtual recruiting.” Apparently, this is a very popular nationwide topic. Tim Esse referenced a local CBS show that addressed the topic and Christy Grimske reminded us that Google’s “Rat Race Rebellion” publishes a weekly list of legit work from home jobs. Susan Carson and Cassandra Firnstah both shared success stories of a virtual advertising company run by a group of women, and a customer call center.

Monday’s Question of the Day
The debate on whether or not job boards are obsolete is still going strong! It’s not too late to post a comment.

Madeline Laurano is the Research Director, Talent Acquisition Solutions, within Aberdeen's Human Capital Management research practice, and is responsible for leading and collaborating on Aberdeen's research coverage across a range of HCM topics, including talent mobility, workforce planning, sourcing strategy, recruitment process outsourcing (RPO), employer branding, onboarding and talent acquisition. Additionally she is responsible for delivering research findings via published works, speaking engagements, on-line events, and Aberdeen's annual Human Capital Management Summit. Before joining the Aberdeen Group, Madeline was a talent systems analyst for the Newman Group, driving the company's success in the area of Talent Management Technology Evaluation and Selection. Madeline joined The Newman Group from Bersin & Associates, where she served as Principal Analyst of Talent Acquisition. Prior to joining Bersin, Madeline served as the Research Director for ERE Media where she created the ERE webinar series, published the Talent Acquisition Industry Analysis and Buyers Guide, lead the community discussion groups, and conducted various research products and services.

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