The short answer: It depends.
The long answer: It depends on a lot of things but the biggest qualifiers are what and where the job is.
If the job is one in which there is a plentiful supply of talent in the local market (relocation still being a big issue in recruiting today — most of my customers prefer not to do it!) and the job itself is one in which there is a healthy employee turnover rate (four to five years), usually between 35 and 50 telephone sourced names will effect one immediate hire.
Why do I put those words in italics?
I say usually because there is no magic bullet in recruiting, and several factors play into this formula: (more…)
The challenge of building a talent pipeline has been a headline topic among recruiting strategists for years, but a majority of firms still don’t see the need or don’t feel they have the resources to do the job right.
A recent survey we conducted found that just 38 percent of employers continuously recruit throughout the year — despite the fact well-managed pipelines can yield real benefits. Two-thirds of those who continuously recruit say their strategy shortens their time to hire and 54 percent say it lowers their cost per hire.
Maintaining and using a pool of interested, qualified candidates for positions that aren’t yet open can be a daunting task. If your organization is still on the fence about talent pipelining or if you are simply not sure about the best course for implementation, the answers to these three questions should provide motivation and direction.Is the Recruiting Status Quo Costing Your Organization? (more…)
Pep Boys has sent a new career site live, one aimed at attracting people with a customer-service mentality.
Pep Boys, which operates in 35 states in the U.S. as well as in Puerto Rico, wants to be known for having great customer service.
That effort has been a couple of years in the making. (more…)
Marvin Smith delivers an unparalleled experience in this upcoming Jobvite-sponsored webinar, one that deters away from the common approach to talent sourcing. The key to this webinar is “staying below the noise” while still attracting the attention of your targeted talent. Take home practices include:
- How to Maximize Talent Pipeline Creation
- How to Drastically Improve the Impact of Talent Sourcing
- How to Maximize the ROI from Talent Sourcing
- And so much more!
This is sure to be an incredibly informative event, and you can bet that you will want to be there to glean a few tips that will immediately improve your organization and your skills as a sourcer/recruiter.
Date/Time of Webinar: July 2, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/5l75o4nywpie&eom
Paul DeBettignies recently published an ERE.net post titled, “Informal Survey: 1 In 10 IT Recruiting Inquiries Do Not Suck,” which generated several comments about increasing InMail response rates. Todd recommended everyone read this post, but a few recruiters said the tips it provides are “basic.” So I asked Todd if I could share five tips — some new, some oldies but goodies — my team and some of our customers use to increase InMail response rates. Here you go: (more…)
The school system in East Baton Rouge, Louisiana, isn’t rich, but it does have a couple things in its favor: a go-getter recruiting leader, and some cute kids to star in a four-minute video.
Perry Productions made the video, featuring children asking to be inspired, and teachers saying things like, “I just let children know that I care and everything else falls into place.”
It cost the school district $1,200, including shooting, editing, and voice over, and took about 25 hours to shoot it at six schools in the parish.
Recruitment Manager Daphne Donaldson brought equipment into buildings and helped out with other set up.
“For the price,” Donaldson says, “it was worth it and it was an opportunity for me to learn.”
I’ve embedded it below. (more…)
More than career website development, and more than any other activity like developing brand strategies, it is social media that companies are turning to for enhanching their employer brands.
That’s one of the findings of a new 18-country study of employer brands around the world. Other findings: (more…)
The new recruiting “no job postings” website of Zappos is truly unique.
First off, you have to give the Zappos team credit for eliminating anything in recruiting, because we have a long history in recruiting of adding but never subtracting approaches.
The new talent community declares the end to job postings and the painful transaction between applying for a specific job and getting a cold rejection. It further offers the opportunity to become “a corporate insider,” where you join the firm’s exclusive “talent community,” made up of interested prospects and applicants. In essence its own social network that the firm can use to keep in touch with applicants over time. It can also use the information that you provide during the increased interactions with recruiters to find the right job for you, even if it’s outside the typical jobs that you would have applied for.
This article critically analyzes this new approach in order to highlight possible advantages and problems with this approach for others that may be considering a similar move. (more…)
With the announcement this morning that it would begin to aggregate jobs from U.S. employers, LinkedIn took a big step to building its Economic Graph, and realizing its plan to provide all the world’s open jobs to all the world’s workers.
Beginning June 2, LinkedIn will offer hundreds of thousands of jobs aggregated from the career sites and ATS’s of U.S. employers who don’t prohibit it. These listings will supplement a nearly similar number of listings employers pay for, but they’ll be made available only to LinkedIn members who actively search for them.
Called “Limited Listings,” these aggregated jobs will be cleaned of an employer’s paid listings to avoid duplication. The differentiation between this new program and LinkedIn’s paid Job Slots and Job Posts is based on active and passive seekers. The paid program places job posts before suitable (matching) candidates and delivers job suggestions to specific types of candidates based on their profiles and employer criteria. (more…)
Google says it is “time to be candid” about the diversity of its workforce. And with that, it’s out with numbers.
Laszlo Bock, SVP of People Operations, defends the numbers in a blog post (which has some interesting comments on it). (more…)
As many of you may have read in my previous post, “What Drives Me Nuts About Staffing Agencies,” my belief is that there’s not strong differentiation in the staffing vendor world. Too often sales pitches don’t strongly reinforce their key differences in building a business case. Said another way, most firms seem to be focused on business development and not recruiting quality.
That’s a broad brush to paint the industry with and there are certainly several very strong local and national firms, but that seems to be the overall client perspective of staffing firms. With that in mind, I recently decided to move out of corporate recruiting and start a recruiting practice (actually two different firms) with an eye to doing things differently.
Our primary business which makes outbound candidate cold calls to licensed professionals, primarily in healthcare. Our second firm is a contingency practice focused on the dental space.
I decided to make the move to: (more…)
John Sullivan and Trena Luong
There is an innovator brain drain going on. The drain is away from larger established firms, which desperately need more innovators, and toward startup firms, which are successfully recruiting a disproportionately high percentage of these prized innovators.
It doesn’t matter whether your corporation is trying to hire experienced talent or recent grads; it seems like every innovator and entrepreneur these days is seriously considering working at a startup (or creating their own startup). What makes the “brain drain to startups” a problem so unique is that corporations are fully aware that they are currently outmatched in this recruiting battle and most are also painfully aware of the economic damage that they suffer whenever they lose an innovator.
Given this awareness, it would seem logical that, at least at large tech firms in the Silicon Valley, each would have a dedicated “counter-startup recruiting program” designed specifically to reverse this brain drain. But for some unexplained reason, it’s almost impossible to find a large corporation (tech or otherwise) that has a comprehensive formal recruiting program for landing innovators who have had a natural inclination to bypass them and go to startups. Yes, some large firms like Google, WL Gore, Yahoo, Facebook, and recently Zappos have a few features that are attractive to innovators but no one has a visible comprehensive “counter-startup recruiting program.”What Is a “Counter-startup Recruiting Effort?” (more…)
You may have heard that the Intern Sushi company I once mentioned is now becoming Career Sushi; that there’s a new recruiting system from Ceridian; about Connect6′s “PeopleDiscovery” launch; and that there’s a new board for startup jobs.
But there are some recruiting-related startups moving more quietly, ones you may not know, like: (more…)
Like many people in the business of “human” resources, I’ve always been fascinated by what makes people tick — especially in the workplace. That’s why the book, Sensation: The New Science of Physical Intelligence by Professor Thalma Lobel was a fascinating read. The author explores how our personal and professional behavior and decision-making are influenced by the physical stimuli that we’re exposed to everyday.
From taste to smell to touch and beyond, this book’s sweeping exploration makes sense of the senses. Through various research projects we learn thought-provoking new insight that has many implications for HR professionals.
If you have intellectual curiosity about psychology, physiology, and how it all affects work behavior, try putting the book’s findings into these real-world work scenarios! (more…)
If you ask my team, they will tell you that I love change and innovation. In the last couple of years I’ve helped push our team to new heights in sourcing, pioneering, and exploring new HR technology, building in efficiencies and finding unique ways to connect with potential candidates. When I look back at all of those “innovative” initiatives, I now realize that I was just iterating on a fundamentally broken process. (more…)
This is the third part of a three-part series on the future of digital talent acquisition. Previously, I looked at the power of content and social media. While content has power in itself, that power is enhanced when driven via social channels. Today, I move from content to content’s best friend: mobile technology.
It has been a long-running joke in digital circles that it has been the “Year of Mobile” for five years now. And while mobile technology is one of the fastest-growing technologies since the invention of the wheel, we’re nowhere near done. (more…)
This new video starts off slow, with soft music, a smiling police officer, and a children’s cartoon character.
What comes next are handcuffs, drugs, high-speed chases, and explosions.
It’s all for jobs in the Midland, Texas, police department. The video is below.
We welcome you to this upcoming iCims-sponsored webinar featuring your host, Paul DeBettignies, as he discusses what it really takes to overhaul your recruiting brand and approach to recruitment as well. In this webinar Paul will cover topics such as:
- You may be one of many recruiters contacting a single candidate; how do you make yourself stand out from the rest of the crowd?
- Would you call yourself back?
- Working with/incorporating media into recruitment via television, radio, or and/or print.
- How to not only recover from failures but to come back even stronger than before.
- And so much more!
If you’re ready to begin building a recruiter brand that will stand the test of time and emerge a true leader in the industry in the near future, then look no further, this webinar is for YOU!
Date/Time of Webinar: June 18, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/shlopx3yg5mh&eom