We’ve taken a look before at the days of the week desktop and mobile users are most likely to search for jobs.
New data from Peoplefluent shows how much time people spend on career sites.
Let’s take a look. (more…)
It might sound silly on the surface, but fishing and recruiting have a lot in common. Any seasoned fisherman or woman would tell you without hesitation that the same bait that effectively attracts small fish simply would have no impact on attracting the harder-to-land big fish.
In recruiting, the need to match your “bait” or attraction features to your target is no different. The job and company features that would attract the average Joe to a job (I call them “paycheck jobs”) would barely get the attention of top performers, techies, and innovators. For example, the average Joe might be excited about the fact that you have good benefits while an innovator may be more interested in how often you take risks and fund innovative ideas.
There lies the problem in corporate recruiting. Almost all the information provided by corporate recruiting is designed to be general to meet a larger audience. But unless there is a separate message on your site or external to it that has “bait” that is tailored to attract this more desirable and harder to land target, they will never view your firm as desirable. (more…)
He stands three feet, one-inch tall and weighs 165 pounds. He’s dependable and works well on teams and alone. He’s very productive especially performing tasks most employees don’t like to do such as stocking shelves and order picking. He doesn’t take breaks or vacation and doesn’t require health care and retirement benefits. He costs only about $3 per hour, less than half a minimum wage. Best of all he can work 24 hours per day, and seven days each week without violating labor laws! (more…)
First we had Bring Your Daughter to Work Day. Then the boys wanted equal time so now we have the tongue-stumbling Take Our Daughters and Sons to Work Day. As the childless Millennials crept into the workforce, they began bringing their dogs to work, which led to Take Your Dog to Work Day.
In the last couple of years, as childless and dog-less Millennials infiltrated America’s workplaces and tried to explain to mom and dad (with whom they were still living) just what they did as a UI architect, someone decided how cool it would be to have a Take Your Parents to Work Day.
But now (and I took the long way ’round the mountain to get here), now we’re hearing reports of the kids bringing mom or dad, or sometimes mom and dad to the job interview. (more…)
The Women of STEM job board postings are part of a larger group of sites called TheJobNetwork.
“We have consciously stayed under the radar,” says co-founder Sean Storin. “We really haven’t been enough of a story until now.”
The One Degree story was launched in Chicago but employees are also in Austin, Texas, and Silicon Valley.
To match them up with the right opportunity, candidates are asked: (more…)
Now deemed widespread in 35 states, and regionally extensive in several more, this season’s influenza outbreak has not yet reached the pandemic stage, but, says the Occupational Safety and Health Administration, if the flu outbreak of 2009 is any guide, most workplaces will not be ready if it does. (more…)
There have been many articles written about my generation — the millennials, or Generation Y — and the disconnect we have with employers. We’ve been called lazy, entitled, and even job-hoppers looking for the next best opportunity.
As a millennial myself, I view this as a rite of passage that each new generation experiences when they enter the workplace. There’s tension that exists between the newcomers and the veterans, and some negative stereotypes get all the attention. Like each generation, millennials have unique experiences and backgrounds that shape who we are, how we behave, and our expectations. Understanding these nuances will help employers see that many of us are driven and want to make a bright future for ourselves and our organizations. You just need to take the time understand how we engage and interact. (more…)
The food and drink industry has a new job board aimed at the U.S., UK, and the rest of Europe. (more…)
With all of the various options that today’s current technology offers it’s hard to discern what intuitive tools to take home and which to leave by the wayside. One of these tools, video interviewing, is proving incredibly effective AND popular amongst talent acquisition leaders. Specifically because it simultaneously allows them to promote and strengthen their employment brand, increase their quality of hire, able to interview while they may be sleeping, avoid scheduling conflicts, and much more. So please, join Rachelle Snook of WD-40 where she is currently head of Global Talent Acquisition, in this 1-hour webinar sponsored by Jobvite, as she discusses what prompted WD-40 to implement video interviewing, it’s various uses, and the already proven results, as well as the ability to readily identify if your business is ready to implement video interviewing.
Date/Time of Webinar: Feb. 5th, 2014 at 2:00pm ET
Can attend? No problem! Register and receive a follow up email with a link to the slides and recording the following day!
Sure, the list of companies pulling together information on candidates from around the Internet and packaging it together for sourcers and recruiters is long. Tools and technologies doing something like this include Gild, Dice, Entelo, TalentBin, HiringSolved, 3Sourcing, RemarkableHire, and more.
But from what I can tell from my quick look at its offerings today, a startup called Connect6, quietly in beta, may end up being mentioned in the same breath as these others. (more…)
“Hire, reward, and tolerate only fully formed adults,” writes Patty McCord in the Harvard Business Review. “The best thing you can do for employees — a perk better than foosball or free sushi — is hire only “A” players to work alongside them. Excellent colleagues trump everything else.”
If you hire the right people, so much of what companies do in the name of human resources becomes, if not superfluous, at least of much less importance. (more…)
Regardless of mission or vision statements, the ultimate goal of any high-performing HR function — and or its “talent fulfillment” group — is to provide the support, resources, and expertise to help their organization acquire, develop, and retain top talent — a responsibility that starts with strategy, focuses on acquisition, and never ends.
Talent fulfillment — the act of identifying, acquiring, and retaining top talent – can mean different things to different organizations and HR professionals. It could be hiring external recruitment agencies, temporary employees, contractors, or some combination thereof. That said, those organizations operating with that mindset, unless in the midst of a significant growth phase, aren’t likely to meet anyone’s definition of high performing. High performance means finding talent, growing talent, securing talent, and keeping talent — your organization’s own talent.
This is sort of like a short-order cook and a baker. (more…)
A friend of my neighbor manages a call center. He has had, as he puts it, the worst luck in finding people who both do a good job and stay. I asked how he sources his talent, and he showed me his boilerplate posting:
Wanted – experienced call center employees.
There was some other generic ad text, but that was about it. You can believe that no two people have the same definition of what this means. His lack of clarity about the behaviors, skills, and experience he needs in his roles encourages his swinging employment door.
As a workplace consultant and executive coach, I see the reason recruiting is so difficult is that most organizations don’t have and religiously use a process to clearly, fully, and accurately define the role’s qualifications; this includes behaviors in addition to skills and experience. (more…)
We’re heading into another new year, a year full of promise and opportunity and predictions from the experts about which techniques and technologies will remain or become vital weapons in the recruitment arsenal.
- Mobile Accessibility
- QR Codes
- SMS Texts
- Applicant Tracking System Upgrades
- Search Engine Optimization and Search Engine Marketing
- Local Market SEO
- Talent Community/CRM/Relationship Marketing
- Source Identification/Tracking
- Social Media
- Employment Branding
- Employee Referral
- Talent Segmentation/Targeted Marketing
- Employment/Internal Communications
- Alumni Outreach
- Job Description Upgrades
- Branding people with RIFD codes and tracking their every movement and behavior … (more…)
It’s called “Hello My Name Is,” or HMNI if the former doesn’t roll off the tongue. (more…)
In professional sports, almost everyone readily agrees that a top-performing athlete is worth their weight in gold. That value is clearly reflected in their compensation, where for example a top-performing NFL quarterback can get paid 10 times more than the third-string quarterback on the same team. The value of adding a LeBron James, Peyton Manning, or Lionel Messi to your team can easily exceed hundreds of millions of dollars in revenue. The same is true in entertainment, where adding the right actor to a film or rock star to a concert can easily double the gross over an unknown performer.
Unfortunately in the corporate world, the HR function has failed to come up with a credible method for quantifying the “performance differential” between an average employee and a top performer in the same job. And as a result of not having this economic justification, executives have all too often been reluctant to fund the leading-edge recruiting, retention, and management processes that are required in order to successfully attract and retain these highly desirable top performers and innovators. In last week’s article, I demonstrated how to calculate the negative costs associated with hiring and keeping weak performers, and in this companion article, I highlight how to calculate the performance multiplier of top performers.Calculating the Performance Multiplier of a Top Performer (more…)
“Nurse practitioners and physician assistants are attractive options because they can do 75 to 85 percent of the work a physician does at 55 to 65 percent of the cost,” says Susan Mesa, president of the Atlanta locum tenens staffing firm Advanced Practice.com. (more…)
InMails recruiters send from Recruiter to fellow group members who aren’t first-degree connections will be deducted from their allotted monthly InMail credits. (more…)