The idea of a discrete website solely for recruiting goes back only about 15 years, but a lot of innovation has taken place in that time. By making their own advances and following the latest technology, smart recruiters have created compelling destinations for job seekers. Here’s a quick look at how careers websites have evolved and where they’re headed next — and how you can be part of the conversation. (more…)
Even taking into account the usual summer hiring slowdown, this morning’s jobs report from the U.S. Labor Department can only be called surprising. The Department’s Bureau of Labor Statistics said 142,000 new jobs were created in August, a number far off the 220,000 to 230,000 economists forecast. Unemployment inched down to 6.1 percent from 6.2 percent.
It was the smallest increase yet this year, and follows six months of gains over 200,000 jobs each. Going into August, the monthly average gain in new jobs was 230,000.
Yesterday’s private sector jobs report from ADP and Moody Analytics foreshadowed a lower August job growth when it came in at 204,000, which was also below expectations. Few, though, expected so big a decline, which was also accompanied by a net downward revision of June and July’s numbers of 28,000.
The slight decline in the unemployment rate came from fewer working-age Americans participating in the labor force. The participation rate in August dropped back to 62.8 percent from 62.9 percent, hovering near historic lows. (more…)
On average, 118 people apply for any given job — and of those 118 candidates, only 23 actually get an interview. This conundrum begs the question: are employers building the best candidate pools? Staffing agencies and corporations face an identical challenge — attracting the right candidates to begin with.
Enticing a precise type of person to fill one very specific role is like searching for a needle in a haystack. You will end up with strict criteria, and an endless list of names of people who miss the mark. To fill your candidate pool with greater potential, take a page from the staffing agency playbook. Start with these three ideas: (more…)
You can now recruit people young enough to wear braces, with the launch of a website for high schoolers to showcase their achievements and for helicopter parents to brag about their kids if they get tired of doing so on Facebook. (more…)
The hand-wringing over today’s ADP private employment report should not be taken as evidence of any kind of sudden reversal of hiring.
The 204,000 private sector jobs ADP and its forecasting partner, Moody’s Analytics, said were created in August demonstrates that the hiring surge of the last several months still has legs. That the number was less than the 215,000-220,000 jobs economists expected and the lowest count since March, may be disappointing, but the August dip is familiar to any recruiter with more than a few years experience.
Hiring historically slows in August and again around the end-of-the-year holidays. Last year, ADP reported 296,900 new jobs in June and 212,400 in July. In August, the job creation count dropped to 190,200. It was back up in September to 215,000. (more…)
When active military are ready for a new assignment, seniority allows them to request certain postings. Military procedure is that they discuss the options with a human resources officer. Even the best of the HR officers, though, can only hope to know of some of the potentially thousands of openings and locations worldwide.
Recently discharged veterans and those not long from returning to civilian life have a different problem. Finding a job for them is complicated by the different languages military HR and civilian recruiters speak. Often, in the translation, too much is lost, leaving highly trained specialists struggling for any entry-level positions. (more…)
- scoring the test
- administering the test
- teaching the lesson
- developing the lesson plan
- and creating the course syllabus
Compare that to state of readiness of many interviewers. (more…)
A new and unusual offering called “Explore Your Options” gives students a place to spread the word about their job offers. (more…)
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…)