Working under the radar out of northern California — and Armenia — a stealth startup is building a piece of human resources technology to help in team building.
In short, companies would use the product to search their own employees’ skills, team fit, location, and availability.
Then, they’d click on profiles and piece together a team of people for a project. (more…)
These are two words that can strike fear into a veteran. Yes, the same veterans who have seen unspeakable tragedy defending our country from enemies foreign and domestic. One of the few things that can scare those brave souls is coming back home.
Why? Several reasons associated with post-traumatic stress disorder have already been chronicled, but another source of real concern for our heroes is employment. Getting a job places more worry upon those men and women than just about anything, because while they come home to a country with open arms, several of those soldiers go to a home with a family doing the same.
They want to provide for their family but they have to get a job once their tour is over. According to the U.S. Bureau of Labor and Statistics, unemployment rates among veterans who have served in the Gulf War of 2001 (Gulf War-Era II) and later is 9.0 percent, which equates to more than 700,000 people — individuals who have bravely served our country. Among that, 60 percent are 45 years of age and over. They can’t find a job because they don’t understand they already have the skills.
Is civilian life that difficult to manage? We encounter candidates on a daily basis looking for work, wanting help with their resume, and hoping one of clients in talent acquisition and hiring will scoop them up. They don’t seem to have a problem, so why do our heroes?Tap Into It (more…)
A study published three months ago — March 24, 2014 — is quickly making the rounds in the media and social media. In brief, the paper says that in the southern U.S. states, only one religion is helpful for job candidates to have on their resumes. (more…)
co-authored with Michael Pelts, RightJoin
What do folks think about your company? Every organization has a public image as an employer (and if you don’t, all the worse), and the image determines whether in-demand professionals will agree to be in touch.
The hands-down champion in employer marketing to software engineers is Google, which regularly gets photo-shoots of its toy-filled offices in top media like the New York Times. These campaigns are planned to draw in the best candidates in the industry and also to increase retention among current employees. In the final calculation, they more than pay for themselves with a significant reduction in recruiting costs.
In many small and medium sized companies, the priorities cannot justify the budget for long-term branding campaigns to boost the corporate image. But employers have started to realize that strong employer branding can make the difference between excellent hires and unfilled reqs; or, even worse, filling the position with unqualified candidates. Luckily, employer branding can be done on the cheap by combining it with recruiting: They both have the same target audience, and they boost each other when done together.
In this article, we’ll explain how to do this efficiently, focusing on the area we know most about: software engineering. (more…)
A fresh crop of recruiting startups is launching, using mobile phones, CRM, and email workflow to help you manage pipelines of candidates.
Read on. (more…)
Oftentimes hard-to-find talent is not submitting resumes or logging on to career sites, so the challenge is, “how do I reach someone who is next to impossible to reach?” Kevin Wheeler has the answer. In this Indeed-sponsored webinar he will:
- Discuss the relevance and importance of five various crowdsourcing tips
- Crowdsourcing is not easy. Kevin will help shed on how to pull it off successfully
- How to use various forms of crowdsourcing
- And so much more!
This is one webinar and topic that you do not want to be left in the dark on in the near future. Make sure to register in advance, as this one is shaping up to be a popular web seminar Indeed (yes, pun intended).
Date/Time of Webinar: July 16, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/fmazbd3z87nd&eom
Collectively, our recruiting model is broken. It is broken, for the sole reason that that it was built on the foundation of a single lie. The lie: It is difficult to find people. (more…)
In case you missed it, there was a great deal of publicity generated recently when Google’s Laszlo Bock openly announced Google’s diversity numbers. Even Google was disappointed in them, but that shouldn’t be a surprise. Almost every major corporation struggles with meeting their diversity goals as a result of a poorly designed diversity recruiting effort that hasn’t changed much since the 1970s.
As a corporate recruiting expert, I continually analyze recruiting approaches of all types, and in my experience, diversity recruiting is the worst-performing one among all recruiting sub-programs. In fact, when people ask me “what’s wrong with diversity recruiting?” I quickly respond with “pretty much everything.” It’s sad that such a high-impact and well-intentioned effort simply has little chance of success because of its many design flaws.
These design flaws are numerous and the top 10 most impactful ones are listed below. The remaining 10 high-impact design flaw factors can be found in part two of this series.The Top 10 Highest-impact Diversity Recruiting Errors (more…)
ERE Webinar: Employee Referrals – Motivating Employees So They Produce More and Higher Quality Referrals
It’s not enough to know that employee referrals are capable of producing the highest-quality hires among any recruiting approach. Recruiting leaders also need to know how to overcome the factors that limit the results produced by their own corporate referral programs. If you’re not currently getting at least 50 percent of your hires from employee referrals, it would be prudent to identify and fix any barriers that are affecting referral volume and quality.
As the unofficial “father of employee referrals” Dr. Sullivan has found that the one critical area where almost all firms fall short is in motivating their employees to continually produce a steady stream of high quality referrals. It’s a problem that is universally shared by startups, small firms, government agencies, and large corporations. If you would like to motivate, excite, and stimulate your employees so that they find the time to make quality referrals, this webinar is tailored just for you. It will cover the most effective actions that you can take to increase your employees’ excitement. Key topic areas to be covered include:
- Identifying the top reasons why employees don’t refer
- Identifying the reasons why employees reduce their referrals over time and how to increase referrals after an employee’s initial list of contacts is used up
- The most impactful motivator: “Do it for the team and your coworkers”
- Using creative rewards and recognition to excite
- Identifying pockets of referral resistance within your organization
- Save your effort — avoiding the practices have little impact
- The best practices in employee excitement practiced at the top firms
During this highly interactive session, Dr. John Sullivan, will provide you with tips, action steps, best practices, and he will also answer your individual questions during the webinar. If you’re striving to re-energize your current program or to start a new one, you can be assured that you will leave this webinar a handful of effective solutions and a sense of excitement.
Tired of those annoying calls from persistent recruiters who want your business and call, and call, and, you know, keep calling?
Darren Nix, a founder of 42Floors, a commercial real estate search engine, got so fed up with calls from tech recruiters wanting to fill the jobs his startup had, that he turned to, what else, technology for a solution. (more…)
Perhaps I’m being a bit unfair. There are plenty of legitimate reasons for companies to attend college career fairs (where else will all those free pens and t-shirts go?), but rarely does it include discovering and interviewing the best students.
There seems to be a perception among many companies that attending career fairs at a few top universities is enough of an effort when it comes to hiring interns and new-grads. To those companies: The best university recruiting programs don’t focus on career fairs.
There are multiple reasons for this. (more…)
The oil and natural gas industry has a new, visual, simple, site for people to “find their calling.” (more…)
Joining Chris Stanzione in this upcoming webinar is a surefire way to improve your current online application process. In this AppCast-sponsored webinar you will be taking home the following information pertaining to your OAP:
- Does your online application process help or hinder the values of your candidates, your organization, or the talent acquisition team itself? … and if so, how to identify and fix this.
- Questions you need to ask yourself and your organization to make a much more positive and influential impact on the candidate
- Highlighting both good and bad processes to streamline and enhance the user experience overall
- And so much more!
Rest assured this is one webinar you will not want to miss if you want to take your candidates’ impression from your online application from “ugh …” to “WOW,” and how to make that happen immediately. After all, impressions are a big deal to most, so why not make your first impression with the candidate one that they will truly remember.
Date/Time of Webinar: June 19, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/56r9skj68mp4&eom
If you are searching for ways to extend the life and improve the impact of your recruiter brand, then look no further as Paul DeBettignies shines light on the knowledge and practices necessary for you to do exactly that. In this iCIMS-sponsored webinar, Paul will give you the following to take home:
- If, and you most likely are, one of many recruiters contacting a candidate, what YOU can do to make yourself stand out from the rest of the crowd.
- Ask yourself; “Would you call yourself back?”
- The importance of incorporating media to your recruiting approach, such as television, radio. social media. etc.
- How to make a quick comeback from a tough loss, and come back stronger
- And so much more!
If you’re a recruiter who is serious about improving your recruiting skills and candidate experience, look no further because this webinar is shaping up to be a one-stop shop for improving multiple aspects of your recruiting approach.
Date/Time of Webinar: June 18, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/shlopx3yg5mh&eom
“What is your greatest weakness?” is the worst interview question, ever.
Here’s why you should be asking candidates about their greatest strength. (more…)
I’ve been missing from these pages for awhile, but I asked if I could return and request the help of some real recruiters. I heard some of the best hang out here at ERE.
Here’s the idea. I’m working with a bunch of people and companies putting together a comprehensive batting average for recruiters that combines all the critical factors, metrics, and competencies into one useful statistic. This will become known as the RBA — the Recruiter’s Batting Average.
Please look this first list over, suggest other factors that should be included, why some shouldn’t be considered, and which ones you think should be weighted more heavily than others. (more…)
Hiring technical recruiters or sourcers with agency background experience has always been a trend. Why is this? What are the skills that agency recruiters and sourcers have that make them appealing to leaders of corporate staffing teams? Also, if you do work on the agency side but want to break into corporate, what do you have to do? Do you possess the skills that will make you marketable to a staffing team on the corporate side?
Of course, just because you work at an agency doesn’t guarantee that you are instantly awesome. You still have to be good at your job. Here are some of the transferrable skills that are needed in order to cross over to the other side. And why corporate staffing managers should pay attention.Skills to Pay the Bills
If you have a good agency recruiter or sourcer who is on your doorstep applying for a job, then here are some the skills that will be of benefit to you: (more…)