Struggling with your candidate experience? Join Elaine Orler and Chris Hoyt, for a one-hour, Jibe sponsored webinar which will prove to be invaluable to you/your organization’s candidate experience development. With Elaine and Chris, this is sure to be as engaging as it is informative. Take home the following info and more from this upcoming webinar.
- Creating positive attention w/ candidates to encourage more survey feedback
- What PepsiCo and Chris personally have done for the past three years to earn him the CandE award three years running
- What you can do to immediately improve candidate experience today
- And much more!
This webinar is shaping up to be chalk full of knowledge and will not only prove to be an educational experience but surely a fun and productive session as well.
Date/Time of Webinar: May 8, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/wyrnqyw4jvky&eom
By any measure, the first quarter was a mixed bag for the employment advertising business. The three public companies — Monster, Dice, and LinkedIn — all reported numbers that in some way didn’t hit what Wall Street investors were expecting or wanted.
CareerBuilder, privately held by a group of publishing companies lead by Gannett, its biggest shareholder, said it had North American revenue of $167 million, barely a 1 percent increase from Q1 last year. It provides no other numbers.LinkedIn Keeps Growing
Last among the companies to report was LinkedIn, which this afternoon said it earned 38 cents a share (not including one-time expenses) versus the 34 cents analysts were expecting. Overall revenue grew by 46 percent to $473.2 million, with recruiting revenue powering the growth. The company took in $275.9 million in recruitment income, an almost 50 percent increase over the same quarter last year. Wall Street forecast the company would bring in $466.57 million. (more…)
You would be hard pressed to find a candidate today who isn’t familiar with and prepared for a behavioral interview. A behavioral interview is based on the premise that past performance predicts future behavior. It’s designed to elicit information about how candidates handled a past challenge and the behaviors and decision-making process that went into it. A classic example of a behavioral question is: “Tell me about a time when you had to deal with a difficult customer.” If you’ve been hired in the last 20 years, you’ve probably been asked that.
A Google search for “behavioral interviewing” yields 6.4 million results. Candidates research and rehearse for the most common questions and may even be able to drill down to the specific questions your hiring managers ask via “reviews” from recent candidates on social sites.Time for Behavioral Interviewing 2.0 (more…)
This morning’s private sector employment report from ADP is buoying hopes the jobs market is picking up after after a slow winter. The payroll processor and HR services firm said the U.S. economy created 220,000 new private sector jobs in April, about 10,000 more than analysts were expecting.
The monthly ADP National Employment Report also upped the number of jobs initially reported for March by 18,000. (more…)
Norm Abrams of PBS’s long-running series This Old House spent a lot of time educating viewers on the value of using the appropriate tools. He used to say that the wrong tool in the right hands would always produce disappointing results. As builders of teams — not houses — HR leaders might consider this statement in reverse. After all, when it comes to staffing, the right tool in the wrong hands can be detrimental, too.
Case in point: The peer interview. (more…)
Before you decide the grass is greener in agency recruiting, consult the Money Talks survey from Bullhorn. Released this morning, it shows agency recruiters on average earned $74,000 last year.
Some earned much more. Those who work primarily in contingent recruiting averaged $96,000. There’s no doubt that’s a goodly sum. Just keep in mind that a contingent recruiter earns zero unless the candidate they submit is hired, accepts the job, and keeps it usually for at least 90 days. (more…)
Microsoft — as I mentioned last fall — is involved in a teacher-recruiting campaign. In the U.S., with so many teachers in their 50s and 60s, the education department is using TV, social media, print, radio, and more to spread the word about the profession.
Now, there’s more out about Microsoft’s role. (more…)
Join in this webinar hosted by Megan Stanish and Shawnee Irmen as they teach you how to capture and … HOLD a candidate’s attention. In this StartDate Labs-sponsored webinar, you will be taking home information that is absolutely critical to better your understanding of how to tailor your marketing to first captivate your potential candidate, and then, the tricky part, keeping your candidate. As we all know, there is almost nothing more discouraging then trying to recruit again for that position it just took you six months to fill. Take home these tips and more from today’s webinar:
- How to better tailor/modify your marketing content to attract the candidate who you not only want, but also need.
- Understanding that the “candidate” is far more then just a title; they are a living breathing person with ambitions, goals, and needs
- How to better understand the candidate, and in doing so, guarantee a much stronger and longer lasting professional relationship with them
- And so much more!!
Date/Time of Webinar: May 1, 2014, at 2 p.m. EST
Registration Here: https://cc.readytalk.com/r/rg60du3qldk3&eom
This two-part in-depth article covers the how-to steps that corporate recruiters can use to speed up their hiring process. Speed of hire is an important topic for recruiting leaders because without it you won’t be able to successfully land high-quality candidates who are in and out of the job market quickly. This article is a follow up to last week’s companion article “The Top 12 Reasons Why Slow Hiring Severely Damages Recruiting And Business Results.”How Much Money Slow Hiring Costs a Firm
Of course costs vary depending on the organization and the job, but as a rule of thumb, I estimate that the “on job performance” of those you hire into competitive jobs decreases by as much as 1 percent for every extra day that you delay a hiring decision. So if you add just 10 days to your normal average time to fill, you can expect the “on the job performance” of your new hire to drop by 10 percent. For a firm like Amazon, a 10 percent drop in its average revenue per employee of $750,000 would mean a loss of $75,000 for every new hire. Obviously this amount is many times higher than the standard cost per hire and it is a significant dollar loss that is almost always unreported.Steps in the Hiring Process That Are the Biggest Bottlenecks to Hiring Speed (more…)
The April 30 Indeed-sponsored webinar is going to be bursting at the seams with the knowledge we have packed into just one hour. Joining in with George LaRocque will guarantee you take home MUCH more than just the following:
Learn about content marketing
How content marketing is currently being used, and more specifically to increase marketing conversion rates
Gain a better understanding if content marketing is the right approach for your organization, and if so, how to go about implementing it
Learn from various players in the corporate world, big and small, to see how they have applied various content marketing techniques in their recruiting efforts
AND SO MUCH MORE!
This will be one webinar you surely can’t afford to miss out on if you wish to dramatically improve your recruiting efforts.
Date/Time of Webinar: April 30, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/i92w2q3c4xaj&eom
A Florida car wash is celebrating its one-year-old birthday. Sure, it has stayed in business and tripled its customer base.
But that’s not why it’s news. (more…)
Employers use credit reports to assess a candidate’s stability and their propensity to be dishonest or commit fraud. But this implies that the HR/recruiting representative understands how to analyze derogatory items on a credit report to determine whether they are the result of unfortunate circumstances or financial mismanagement. Oftentimes the interpretation tends to be a little off. (more…)
A new “STEM Index” measures math and science test scores, degrees granted, interest in science careers, and other factors related to U.S. science, technology, and related careers. (more…)
Heard and overheard in San Diego yesterday and today: (more…)
With a self-assigned grade of B, and an even lower C+ from the hiring managers whose jobs they fill, recruiting leaders from companies large and small heard the news there’s much to do to improve those scores, and that the road is not going to get easier in the year ahead.
Speaking to the opening session of the ERE Recruiting Conference & Expo here in San Diego, ERE’s CEO Ron Mester told the hundreds of talent acquisition leaders in direct language that “You have a lot of work to do to improve … No one should be satisfied with a C+ or a B.” At another point in his hour-long presentation of a broad and extensive ERE survey of recruiters, their leaders, their bosses, CEOs and hiring managers, Mester said it will take a rethinking of the process to get to an A. “Rethink it,” he urged. “Challenge everything that you’re doing today.”
Unveiling some of the findings of the late March survey completed by more than 1,300 during his State of Recruiting presentation, Mester turned a spotlight on the disconnect between what the respondents agree should be the key measures of recruiting’s performance and what recruiting leaders and their teams believe is where the actual emphasis lies. (more…)
Michelle Obama announced today new online resources for hiring veterans, translating military skills, and finding resumes of veterans and their spouses. (more…)
It’s no secret that being the front man on one of TV’s late night shows is a coveted role. Lately it seems like many of TV’s “funny men” are passing the torch to the next generation of comical geniuses. Jay Leno handed The Tonight Show over to Saturday Night Live alumnus Jimmy Fallon, and more recently the news of David Letterman’s retirement and Stephen Colbert as his replacement on the Late Show has been all the media buzz. Even comedian Chelsea Handler has reportedly been a replacement possibility for The Late Late Show’s personality, Craig Ferguson.
What these have in common is that the TV networks adequately prepare to handle changes to keep moving forward. Gaps in program scheduling can be a hefty cost for networks, and the same can be true for organizations with employment inconsistencies. (more…)
What’s a day in the life of a staffing professional like? If you’re Jenifer Lambert, it begins at the gym at 6 a.m. with a crossfit workout and ends more than 12 hours later at a dinner meeting. In between, she visits with clients, counsels candidates, reviews opportunities, discusses marketing plans, meets with staff, and more.
We know this because Lambert, vice president sales and marketing for Seattle’s Terra Staffing Group, is the star of Real World Staffing, a half-hour “film documentary” that chronicles Lambert’s work day, interspersing it with her own narration about the work she does and the passion she feels for the job.
The video provides a glimpse inside a real staffing firm, to show a side of the industry that previous shows and videos — The Headhuntress for example — didn’t. Lambert’s narration of her commitment to her profession and passion for the work she does may, at first blush, seem Pollyannish. But as the video unfolds, you come to see that there is a genuine satisfaction that derives from the successful matchmaking of employer and candidate. (more…)
We all agree that nothing ruins a workplace culture like a jerk co-worker or a rude manager. But how do you uncover those characteristics in your pre-employment interviews? Even Vladimir Putin can seem charming if you only ask questions like What are your career goals? What motivates you? and What are you looking for in a job? before making an offer.
Your hiring process needs to occasionally challenge the candidate to see how they react to pressure. The best way to do this is to share criticisms with the candidate so you can experience firsthand — through your own eyes and your own ears — how they respond.
Before I expand upon that concept, I want to make sure my advice is balanced. Yes, the candidate should be challenged, but you must also achieve these five emotional outcomes during your interview process: (more…)