Now’s your chance to see what a budget looks like for a small company, but one with many challenges of any size company: limited resources in the recruiting department; hard-to-fill jobs; a lot of open jobs; and societal changes like the growing use of mobile phones.
As it happens, the company happens to be one you know. (more…)
It can be tempting to dismiss the glowing praise of those who work at great employers in technology and other fields flush with cash. After all, what’s not to like about free smoothie stations, unlimited time off, Cadillac health plans, and other accoutrements of organizations that seem to spare no expense in attracting talent? But dig deeper, and you’ll find that some of the most valued policies at companies with satisfied employees aren’t necessarily about money. Here are a few worthwhile perks for HR professionals to consider, regardless of their industry or resources for employee benefits.Flexibility (more…)
In San Diego, at the ERE conference, I’m going to be talking about this, but also will be talking to recruiting leaders about rethinking the whole way they handle departing employees, ex employees, and employees who could depart (that’s all employees).
Anyhow, back to non-competes, barring them is one of California’s longstanding strong talent mobility safeguards. (more…)
As America honors its military veterans today, there is encouraging news on the jobs front: The unemployment rate for the nation’s veterans has declined sharply in the year since the last Veterans Day.
Thanks to a nationwide focus on hiring veterans, and especially younger veterans who served in the post 9/11 military, unemployment for all veterans went from 6.9 percent in October 2013 to 4.5 percent last month. The national unemployment rate dropped 1.4 percentage points to 5.4 percent. (All percentages are non-seasonally adjusted.)
Contributing to the sharp decline was a project launched three years ago by JPMorgan Chase and 10 other large employers. As its name implies, the 100,000 Jobs Mission committed to hiring 100,000 veterans by the end of 2020. Now, with more than 170 companies participating, the project has employed more than 190,000 former military. (more…)
Military job fairs are producing so-so results for companies, and “job fairs that do not involve virtual technology or provide employers an opportunity to filter resumes in advance appear less useful to companies,” according to a new report on what’s working and what’s not working when it comes to hiring veterans. (more…)
It’s no longer future talk. A new age of strategic recruitment and human resource management is here, and it lies within the data you have and the analytics you can derive from it. Even so, recent research from Bersin by Deloitte found that only 4% of large organizations can predict or model their workforce.
That statistic begs a two-fold question: Why are adoption rates for analytics so low and how can companies take proper steps to move in a positive direction?
If you are going to be successful and adapt to this new analytic age, you need to start by addressing two fears: 1) the fear associated with learning new technologies and 2) the fear that comes with shifting job accountability.
If you think you are not prepared to learn how to implement and use this new breed of solutions, and if you think you aren’t up to the task of living up to the expectations management has when the hard data is in place, you aren’t alone.
While understandable (change is always scary), these fears are almost wholly unnecessary. In fact, once you “own” this responsibility of obtaining data and turning it into workable analytics, your path to becoming a respected contributor in the boardroom and C-suite is made much clearer. (more…)
If you are a corporate manager, you already know that you routinely spend a significant portion of your time trying to motivate your employees. On average, I estimate that encouraging, cajoling, and the worst part, having to hang around just to ensure that your employees are continuously working takes up to 50 percent of the average manager’s time each week. If you don’t believe my estimate, ask a few managers to keep a work log for a few weeks if you want an accurate time for your firm. You might go a step further and ask a few of your managers if they enjoy trying to motivate and if they are good at it, because you’re likely to find that they dread every minute of it.
Fortunately you can recapture every minute of that “motivation time” if you just do one simple thing: begin recruiting and hiring self-motivated employees. These type of employees are not a myth. They are called self-motivated or intrinsically motivated people. Imagine what it would be like as a manager to have a team full of employees who not only automatically did the work that they were assigned but who would also proactively seek out new work that needed to be done. (more…)
As golden parachutes go, color former Monster CEO Sal Iannuzzi’s severance package silver.
His departure from the job he held since April 2007 was announced Tuesday. He was replaced by Tim Yates, who previously served as Monster’s CFO and executive vice president before retiring last year.
Depending on the value of Monster’s stock on June 30, 2015, Iannuzzi’s last day as a Monster employee, he could leave with a severance worth more than $23 million. That amount is based on the company’s April 24 proxy statement and the November 6 8-K filing with the Securities and Exchange Commission. (more…)
The U.S. Bureau of Labor Statistics, which released the monthly employment report this morning, also adjusted upward its job estimates for August and September, adding 31,000 more jobs to the totals announced previously. The numbers are seasonally adjusted.
October’s initial count, subject to change when the November report is issued next month, was less than what labor economists were forecasting. Various surveys put the average of their estimates in range of about 235,000 to MarketWatch’s high of 243,000. The report was also below the 230,000 average of the previous nine months. (more…)
Recruitment marketing is rapidly changing and shows no obvious signs of settling down anytime soon. It’s no longer enough to just be “hiring,” nor is it enough to be an employer of choice. Something else is still needed to elevate you above the rest. Please join host Bryan Chaney, in this upcoming Jibe-sponsored webinar, as he shares:
- How and why video is replacing voice messaging
- The use and explanation of “candidate motivators”
- Creating a 1-to-1 marketing campaign by skill set
- When and when not to involve the marketing dept.
Ensure that you get yourself registered soon; there is honestly far more material and information being shared than we can cover here today. Don’t miss out!
Date/Time of Webinar: November 13, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/5mm8dhsi4apa&eom
Can’t attend? No Problem! Register and receive a copy of the recording to watch at a more convenient time!
Recently, I reluctantly tried video interviewing for campus recruiting and found it to be a fabulous success that exceeded expectations. However, when the concept was initially presented there was a healthy dose of skepticism. It was one of those rare occasions when you communicate to your team that the trial is not really optional. Since then we’ve also been using it outside campus recruiting, primarily when the demographic is millennials or Gen Y and the applicant volume is high. Like most people, I initially stuck my nose up at the idea of losing the personal touch of a two-way conversation, but these brief interviews reveal so much about candidates.
Our skeptics have quickly become converts. This fall alone, we’ve screened three times as many people in about 80 percent of the previous time commitment. I would never have believed it if I had not tried it. The technology still has its faults, but I certainly think it’s headed in the right direction (I’m pushing our vendor to develop more functionality).
Typically the format for one-way (asynchronous) video interviews goes something like this: after screening a resume, you send out an email invitation to a candidate to participate in a video interview. The email contains a hyperlink which takes them to a website where they view pre-recorded short video clips of people asking interview questions. After each clip, candidates have a pre-determined (and brief) amount of time to think about the question, after which their webcam automatically begins recording their answers which are then saved for your viewing. Typically there are no re-takes.
Here are 10 positives: (more…)
Everyone is always talking about “Big Data” and how helpful it is, but if you’re unfamiliar with it or it is still new altogether to you than you’re in the right place. This upcoming WANTED Analytics-sponsored webinar is being presented by Susan LaMotte and will provide take-home information that will have you crunching big data in no time, with info such as:
- How to make sense of big data and key concepts to understand
- How big data impacts key business decisions
- How to use people and workforce data from your existing systems
- How big data can help the C-suite understand what their employees need and how to retain their employees
Far more than just bullet points will be provided at this upcoming webinar; being in attendance is guaranteed to get you well on your way to solving the puzzle that is big data.
The website for the April 27-29 ERE Recruiting Conference is launching today, featuring a long list of new in-house talent-acquisition leaders speaking, new topics, and a new format.
A “bold approach to talent-acquisition management & leadership” theme highlights the San Diego event, which includes 23 topics such as:
- the State of Talent Acquisition 2015
- The Future of Talent Acquisition
- Make Talent Acquisition More Agile
- Infuse New Life Into Your Employee Referral Programs
- Increasing the Competencies of Your Talent Acquisition Team
- Hiring, Training, and Managing Recruiters
- … and more topics designed for those who manage their organization’s TA function.
Among the dozens of new speakers:
- John “Coach Bru” Brubaker, award winning college lacrosse coach
- “Antarctic Mike” Pierce, polar marathoner
- Judy Wright, director of talent acquisition solutions & employment brand, Providence Health Services
- Love Whelchel III, chief talent officer, Devries Global
- Mark Fuell, talent acquisition leader, EY
- Mark Craig, managing director, talent acquisition, Charles Schwab
- Kristilina Hintgen, SVP, human resources, loanDepot
- Molly Weaver, director of talent acquisition, Children’s Mercy Hospital
- Mike McDonald, director, talent acquisition, Pandora
- Lindsay Jurisch, global sourcing lead, Sutherland Global Services
- Cat Hernandez, head of talent, Chartbeat
- Joris Luijke, VP of people, Squarespace
- Dan Bruder, director of recruitment, Peace Corps
- Matthew Jeffery, VP global head of sourcing & employment branding, SAP
For the first time, ERE will feature TAD Talks – like a TED talk, but on Talent Acquisition Development. Step out of your comfort zone during these 15-minute talks that’ll provide food for thought and have you rethink the way you spend your day and your dollars.
After experiments during our past two events which provided rave reviews from all who attended, all attendees will now participate in Think Tanks where you’ll discuss your own challenges and explore solutions at a small table of your in-house, talent-acquisition leader peers. The think tanks will revolve around three topics: 1) Technology; 2) The candidate experience; and 3) Hiring/managing/training recruiters.
Read on: (more…)
Recruiters are in demand throughout the world. Among the largest English-speaking countries, India currently has the greatest need for recruiting professionals, with about 26,430 job listings posted online. (Although India’s primary language is Hindi, English is the other official language of its Central Union Government.)
The U.S. ranks second in recruiter demand among these countries, with 7,270 job ads for recruiters. However, when it comes to the percentage of total jobs that are for recruiters, Canada has the highest market share of recruiting jobs. About 1.3 percent of Canada’s jobs advertise for recruiters. India is close behind with 1.2 percent percent of its online job openings seeking recruiters.
Source: WANTED Analytics
In terms of HR job listings that advertised for recruiters, the dynamic shifts. (more…)
Like so many companies these days, Monster hired a boomerang to be its new leader, announcing Tuesday morning that former CFO and current director Tim Yates will be the company’s new CEO.
The announcement was made by Sal Iannuzzi, the company’s chairman, and now former CEO and president, during the quarterly financial conference call with investment analysts. After discussing Monster’s financial performance, which surpassed Wall Street’s predictions on both earnings and revenue, Iannuzzi said he was stepping down for undisclosed personal reasons. He will remain on the board as non-executive chairman.
Such explanations might ordinarily signal a forced change of command over board unhappiness with performance or strategy or both. And with Monster’s stock trading at historic lows, it’s a reasonable assumption. However, Monster’s Three Pillar strategy, unveiled in May, shows signs of paying off. Monster earned 5 cents a share in the third quarter, beating the 3 cents a share Wall Street predicted. Revenue grew to $191.2 million, compared to analysts’ estimates of $189.9 million. (more…)
Employees will refer talent into an organization when it’s easy and convenient for them — push and prod them too much and you risk disengagement. Effective, targeted marketing of your program is a key driver to adoption and success.
In an effort to increase engagement, we encourage our clients to focus their efforts on customized messaging and marketing of their referral programs delivered broadly, the message may appeal to everyone at the company, but will likely only engage a few).
Here are five techniques for enhancing your referral program marketing approach: (more…)
I estimate that hiring managers are responsible for more than 60 percent of all delays and errors during hiring. So if you want to improve your quality of hire, reduce position vacancy days, and improve process compliance, it only makes sense to try to get hiring managers to put a greater focus on recruiting. One proven solution is to adopt service-level agreements, which are one of the most effective tools that drive service delivery consistency in service-related functions outside of HR. (more…)
Implementing an ATS – Finding Success in Preparation
For anyone planning to implement an applicant tracking system, keep in mind that it’s common to overlook key requirements and for any number of reasons. Thankfully, in this upcoming Jobvite-sponsored webinar, hosted by Megan Stanish and Shawnee Irmen, they will share the following:
- Avoid all the user-discovered red flags than can occur after going live
- Learn what customizations may be needed to bring your system to life
- Step-by-step guide based on industry leader experiences
Make sure to register for this webinar. It is absolutely going to be helpful in the face of modern-day recruiting and sourcing challenges.
Date/Time of Webinar: November 5, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/9p2a8fz7h0te&eom
And then, coming up on Thursday:
Incorrect Tactics Can Compromise Your Talent Strategy
One of the absolute best ways to improve your recruiting/sourcing is to abandon conventional methods of recruiting. Not all of them, but attempting to view challenges with a fresh perspective or a new set of tools and processes is what is needed. In other words, “break the mold” on the already tried-and-true practices that exist, and prepare to think outside the box in this upcoming SuccessFactors-sponored webinar, hosted by Lou Adler, as he covers the following:
- Converting jobs into careers
- How to tame those hiring managers
- Effectively building a deep network
- So much more
Prepare to cast off the shackles of repetition we all have come to know in the recruiting world and register today for a genuine fresh take on recruiting tactics.
Date/Time of Webinar: November 6, 2014
Registration Link: https://cc.readytalk.com/r/k8u7vba5cgge&eom