Today, new technology and a historic gold price has made it profitable — immensely so for some operators — to sift through those tailings for the leftover mineral. Reprocessing of a tailings heap in Australia has already yielded $1 billion in gold.
There’s a lesson here for recruiters. Your ATS — or whatever you use — is a gold mine, even though so many treat the resumes of candidates they promised “to keep on file” the way miners once treated tailings. New technology and a tightening demand for skilled workers is now making it more attractive than ever to sift through your candidate database to find the workers with the skills and background you need. (more…)
If you want to generate more applications from top candidates you must include a telephone number in your job advert.
Now I know what you’re thinking; Connie (who has an agenda of course) can’t possibly understand the recruitment industry. Is she seriously suggesting including a contact name and telephone number? Imagine all those nuisance calls from unqualified candidates; it’s enough to raise the blood pressure of any agency owner. I guess than I owe you some form of explanation if I’m going to challenge the conventional wisdom. (more…)
A LinkedIn survey of 18,000 full-time employees across all industries and 26 countries found what attracts these people. The results aren’t particularly shocking: passive candidates want more money. Either that, or they want a better work/life balance or a greater opportunity for advancement.
But the survey revealed more than just that. It also showed the surprising number of workers who consider themselves passive candidates, what active applicants want, and what motivates people to change jobs the least.The Numbers (more…)
A Robert Half Technology survey of some 2,400 chief information officers at companies with more than 100 employees found 71 percent place “more weight on skills and experience than on whether or not a candidate attended college/university.” Another 12 percent said university prestige didn’t matter at all. (more…)
Those empty cubicles around you mean only one thing: You can catch up on your ERE reading.
And, since no candidate any hiring manager will want to hire will answer your call today, when you finish with this, you might as well clean up your desk, sort through your inbox, and, if you’re one of those people, clean out the office fridge.
That’s what most Brits do when killing time in the office. The upside is you have a clean desk, a clean mailbox, and the appreciation of your vacationing colleagues, except for that person whose mold experiment you tossed out. (more…)
From helpful advice to foreboding warnings, job seekers hear countless dos and don’ts when it comes to applying to, interviewing for, and nailing down a job. It makes sense: we’ve all been through the process, and chances are, we’ll all do it again. Having a plan in place — and a backup plan, in some cases — is not only helpful, but strategic when on the job hunt.
But with all these words of encouragement floating around for job seekers, the same kind of advice simply doesn’t exist for recruiters. As a result, it’s easy to mess up. The initial candidate experience is a crucial piece of long-term talent relationships that are developed during the hiring process. If we don’t get it right, we run the risk of losing a potentially successful hire. Here’s a look at how 10 short days and a few wrong turns can quickly send a candidate running for the hills, and how you can avoid these issues and make your talent search a success.
Day 1: You post an inaccurate job description. (more…)
The most recent sources of hire survey by CareerXroads found that of the interns who companies wanted to hire at the end of internship programs in 2013, only 32 percent accept their offers. In the words of the survey’s director, Gerry Crispin, “I’m not sure training two thirds of my interns for someone else is good ROI.”
This low offer-acceptance rate may present a unique opportunity for companies to differentiate themselves, and to benefit from the new generational factors that influence an interns’ decision to join a company full time.Focusing on Feedback and Technology (more…)
To get hires, you need flow. Yet many recruiters overlook social media, even though it is an absolute untapped goldmine. We know what you’re thinking: how am I supposed to add in another duty when I’m too busy to breathe? Good news, so are we. That’s why we’ve created the ultimate recruiter’s guide for using social media in the scrappiest way possible, to save you time, not add to your list.
Social Media Dos and Don’ts for Time-Starved Recruiters:
DO NOT reinvent the wheel. DO make marketing your BFF so you can repurpose their collateral, and even convince them to make new stuff for you.
DO NOT let the “policy police’ get you down. DO learn pro tips and tricks to make social media work at even the most corporate-y of corporations.
DO NOT post for the sake of posting. DO post when you have a strong call to action, like an event, a new blog post, or a video.
DO NOT expect overnight hires. DO leverage social media to create a powerful talent pipeline that builds itself (flow, remember?)
- DO NOT assume all social media is created equal. DO sign up for our webinar to learn what actually works and what really is a waste of time.
While it may seem like a bit of a challenging proposition, recruiting candidates to work abroad simply requires a bit more calculation and tactical thought. The central issue with any career move abroad is the cultural and linguistic differences, and if your aim is to recruit Westerners to work in the Middle East, this is obviously going to be quite a large obstacle.
Fortunately, the exceptional quality of life in the Middle East provides a handy incentive, helping to offset the negative impact that an alien culture and language may have on a prospective recruit. Thanks to the ever-present worldwide need for oil exports, countries such as the United Arab Emirates and Saudi Arabia have a particularly high standard of living, allowing employees in those nations to enjoy a standard of living far beyond what they could expect at home.
While a convincing argument, the above is only an effective technique if there are interested candidates around to be convinced in the first place. Fortunately, in such a well-connected world there are many ways to engage with interested candidates, allowing you to best extol the benefits of your particular vacancy.Meet Potential Applicants Face to Face (more…)
Q: What does your CEOs know about talent assessment?
A: Nothing and everything.
Let me explain. (more…)
In case you’re not already a SourceCon reader, SourceCon’s focus is on all things (you guessed it) sourcing. Last year, it conducted the first annual “State of Sourcing” survey. The results were shared on SourceCon and at the 2013 Fall SourceCon conference. In preparation for SourceCon Fall 2014, you can take the survey and help build a picture of what has changed during the last year. (more…)
Human resources firms are among the top revenue-producing sectors on this year’s Inc. 5,000 list of the 5,000 fastest growing private companies in the U.S.
With an aggregate 2013 revenue of $12.13 billion, the 199 self-identified human resource firms cumulatively ranked sixth among the 25 business sectors on the Inc. list.
The group includes HR services firms such as Trinet, the largest company to make the list with reported revenue of $1.6 billion. Its 81 percent growth over three years ranked it 3,821 on the 5000 list. (more…)
Imagine being assigned a physician and then purposely rejecting them solely because they were “overqualified” for your medical situation. Well that’s exactly what happens when hiring managers reject candidates who have “too many” qualifications.
There is simply no excuse in this new era of data-based recruiting to adhere to this old wives’ tales” in hiring. I have written in the past about the cost of rejecting “job jumpers” and in this article, I will focus on the false assumption that hiring candidates who are “overqualified” will result in frustrated employees who will quickly quit. There is simply no data to prove any of the negative assumptions that are often made about overqualified prospects or candidates.There Are No Proven Performance Issues Related to Being Overqualified (more…)
These days, it’s rare to come across a ‘lifer’ — someone who has spent their entire career with one organization. It’s especially true of top performers and those with specialist skills, who are more and more likely to seek their next career move outside their employer’s four walls.
So, when those highly valued people walk out the door, what can talent acquisition specialists do to lay the groundwork for bringing them back into the fold as ‘boomerangs’?Know Who You Would Bring Back (more…)
We all know social media marketing is a must in this day and age, for any company. But how do you stand out above the crowd to find those best-fit candidates? You’ll need to do more than mass-post job openings to your company’s news feed. Building an authentic employer brand is an essential, yet often over-looked, element to recruitment success. In this upcoming Findly-sponsored webinar, Ryan Squire and Tracey Parsons will share tips about:
- Leveraging content to build a strong employer brand;
- How and when to use the tools and mediums available to you;
- Much, much more!
Register today and join us on August 28 for this no-cost webinar that is sure to get your wheels turning!
Date/Time of Webinar: August 28, 2014 at 2 EST
Registration Link: https://cc.readytalk.com/r/6dbmz3d9kzhj&eom
On July 18, ERE.net featured “How to Really Calculate the Cost of Employee Turnover,” which highlighted a few key metrics that factor into the real cost of turnover. The opening statement stands out:
Employee turnover costs are often described with generic numbers such as “$X,000.00 per employee” or “X percent of annual salary.”
Turnover cost, specifically “X percent of annual salary” — which can also be translated to $$, is one of the most effective KPIs to use in achieving the real measure. They tell a much deeper story than the “generic” term implies, and they are much easier to use. In 2010, while doing research at Aberdeen Group, we found that most companies use replacement costs to measure the cost of turnover. After taking out some outliers in high-volume/low-skill environments and some very high-level C-suite and management consultants, the analysis showed on average that using 86 percent of starting salary is a very fair estimate of the cost of turnover. NOTE: One of the research notes where this finding was published can be found here (page 2).
Here are four reasons why this metric is effective and not as generic as one might think: (more…)
Over the past seven years I have been fortunate to travel to more than 50 cities in 30 countries to share my employer branding knowledge and experience with thousands of leaders. The No. 1 issue that continues to draw discussion and debate is whether employer branding should be a human resources or marketing function — or both! There are also a number of leaders which support the view it requires a combination of expertise from multiple functions to effectively deliver an employer brand strategy that builds value.Declining Role of HR (more…)
We all know that recruiting is about connecting with candidates on multiple levels: practical, emotional, and aspirational. Employment branding and marketing can make a big contribution toward that. Today many recruiting organizations still see “recruitment marketing” as optimizing their job board strategy. But there is so much more that can be done with a true employment branding strategy. Getting this right will help you stand out in your market, generate pipelines more easily, and most importantly of all attract the top talent in your industry.
To define your employment brand, consider these factors: (more…)
A slight change in perspective and/or approach will be required in this Indeed-sponsored webinar, hosted by none other than Marvin Smith. Instead of a role in talent acquisition, pretend you’re now a marketing product manager, with our “challenge” being we need to improve the product quality of candidates. Expect the following and more to be covered in this upcoming webinar:
- A look at the “3 areas of impact”: the hiring teams, the talent sourcer/recruiter, and the target talent
- How to “shake things up” for you/your organization and what that entails
- And so much more!
This will be a great webinar with an opportunity to put yourself in someone else’s role and to see things from a different perspective. Hurry and register now for this webinar.
Can’t attend on September 25? No problem! Register and you’ll receive an email after the webinar with links to the webinar slides and the recording!
A contest for people to submit their favorite interview questions yielded the interesting, the odd, the useful, the insightful, and the obscene. They included such questions as: “What is your favorite palindrome?” and “Why did America stop selling War Bonds?”
And some I can’t publish without washing my own mouth out with soap.
The contest, put on by VoiceGlance, ran in a 10-week period in May, June, and July. Most of the answers came in via LinkedIn groups, and were sent in by HR managers, recruiters, and some job seekers in the U.S., India, China, Nepal, Malta, the UK, and Canada.
Here are the questions turned in, and at the end of this post, some of the questions the judge — me — selected as winners.
(I generally tried to pick questions that were related to actual success on the job. Suffice it say, I didn’t pick any questions about your favorite barnyard animal, and I didn’t pick the one about “what does family mean to you?”)The Questions Submitted (more…)