Instead of cutting production workers and outsourcing overseas, manufacturers are bringing more work back onshore, necessitating the hiring of workers. The Institute for Supply Management survey of its manufacturing members found they expect to increase staffing by an average of 2.4 percent next year. Revenues are projected to rise by an average of 4.6 percent. (more…)
The career page is such a huge opportunity to show candidates exactly what you want them to see. This is the one corner of the world wide web where employers have complete control over their brand, image, and message. A career page that simply displays job listings is such a wasted opportunity.
The career page will usually be the first real impression of the employer that the candidate will get. This page should be engaging, easy to navigate, and full of information. With a little love and a lot of care, your company career page could become a powerful recruiting tool. (more…)
In a survey by PricewaterhouseCoopers, more than 1,250 company leaders from 60 countries have made it official: recruiting key talent is priority No. 1 for CEOs. Yes, CEOs say there is a big threat to business growth by not having the right talent in place.
At the same time, we have all heard ad nauseum that HR needs to become more strategic and less tactical. Since recruiting reports to HR, this criticism applies to them as well. It’s a case of guilt by association.
Let’s face it: It’s always seemed like Recruiting was tossed into the HR function because no one knew what else to do with it. Employment, yes — having it report into HR makes sense. You know, filling reqs for those positions that are relatively easy to find.
But true strategic recruiting? No — it has just never “clicked” in HR.
I want to talk about how we might “save” Recruiting — the strategic kind — by transferring it to another department that is more closely aligned with it. The transfer I propose would strengthen Recruiting’s ability to take on a more strategic role. This is important because of the new attention it’s getting from CEOs.A Home in Marketing (more…)
Social networks can create a strong attraction of genuine talent, IF you go about structuring them following the guidelines presented in this webinar hosted by Carl Kutsmode, and Vince Milne. These two experts on tried and true methods pertaining to Social Networks understand that they are an engaging place where active and passive candidates go, not to be sold, but to glean information and insights with others of similar interests. With this understanding in mind, the webinar will present you with the tools and information needed for using social platforms, creating a campaign to make your messages stand out, and they will draw from real life examples of a gas & oil company.
Not able to attend? No worries! Just register and you will automatically receive a copy of the webinar recording the day after it runs live.
While still in the process of being readily accepted in all organizations, a large majority of organizations would answer a resounding “yes!”. Two skills that come up often are communication and collaboration, sounds easy enough, but in today’s rapidly changing workplace people are now checking in from all over the world at different times and on all kinds of various devices, rather then physically coming in to the workplace and interacting. Businesses can implement social technology, namely social media, not just to increase brand awareness or for marketing purposes but to allow a much more efficient and effective scenario for communication and collaboration. Join Lance Haun, Editor of Starr Conspiracy, as he will be covering key topics such as, how organizations are adopting social tech, what social technologies can and can’t do when it comes to information exchange, and why you should evaluate your organizations use of social technology.
But the intriguing Los Angeles startup (whose founder & CEO Andrew Jacobson I had lunch with yesterday) isn’t even in the background-checking business or just checking references; actually, it’s trying to reduce the glut of resumes companies get when they post a job. (more…)
“Recruitment, at its core, is marketing,” said Gordon Frutiger, director of strategic recruitment initiatives at AIG, when we spoke to him in 2012. “I think where companies really struggle is that they attempt to equate their business or consumer brand with their recruitment brand, but they, and even most talent acquisition professionals, have been slow to grasp that the two are distinctly different.”
Undoubtedly, when you’re involved in leading the recruitment initiatives of a 65,000-plus workforce like Frutiger is, you understand the importance of cultivating an identity for your organization as a place to work. Simply put, a recruitment or employment brand defines the culture of an organization, giving candidates an impression of what it would be like to work there.
If you’re familiar at all with HR trends of the past few years, you’ve likely heard the employment branding topic come up countless times in conversation, trade publications, and the HR blogosphere. But even after years in the spotlight, most people involved with the hiring process claim they don’t think their companies have an employment brand or aren’t sure they have a definable employment brand — that includes 74 percent of hiring managers and 48 percent of HR managers, according to a 2011 CareerBuilder survey. However, everyone has an employment brand whether they know it or not. Employers and workers contribute to its creation, as do the job seekers who receive the recruitment content and form perceptions of a company.
For Frutiger and AIG, a major part of the branding process occurs long before a prospective employee’s first talk with a recruiter or sit-down interview (more on that below, excerpted from our book The Talent Equation). For many candidates, it starts with the job application itself. This is why one of Frutiger’s major initiatives is to ensure any candidate can visit the AIG jobs page, read a description, apply for a position, and receive confirmation of that application all within a 10-minute window.
This runs counter to most job seekers’ experiences. Getting your name on an employer’s radar can often be a highly frustrating, time-consuming process. (more…)
Just a few years ago, top-tier MBA candidates scrambled to get on the recruiting lists of consulting companies, but the tables are turning. With the consulting industry at large continuing to expand, human capital consulting in the U.S. alone is forecasted to increase at an average of 3.3 percent per year to $30.5 billion in the next five years. MBA candidates from leading business schools often receive multiple offers from competing consulting firms. Despite this shift in the recruiting equation, on-campus recruiting has been relatively static and constrained.
With Deloitte Consulting’s Human Capital practice experiencing consistent double-digit revenue growth, we decided to address its need for top MBA talent from an unusual angle. (more…)
Even if you work in a corporate recruiting function with low resources or minimal expectations for change, every recruiter still has a professional obligation to maintain their awareness of the latest trends and predictions. I have grouped 25 predictions of the leading corporate recruiting trends for 2014 into four separate sections. Part 1 includes two sections that cover 14 new opportunities and continuing current trends. Part 2 (to be published next week) includes the final two sections, which cover 11 remaining trends that cover new challenges and areas that will continue to diminish in importance.Section 1: The Hottest Recruiting Opportunities for 2014 (more…)
The U.S. Labor Department report out this morning said the unemployment rate declined to 7.0 percent from October’s 7.3 percent, even as more workers joined the labor force and the total employed population rose, in part reflecting the return to work of furloughed federal employees.
“This is just a clean sweep,” said Stuart Hoffman, chief economist for PNC Financial Services Group. “It’s a very good report. It’s across the board.”
If you’re following the action on the new disabilities and veterans hiring guidelines in the U.S., there’s a new site that may help a bit.
This one’s coming from the Office of Federal Contract Compliance Programs, and it’s simply a list of resources to help you when sourcing and hiring people with disabilities and/or veterans.
The info is divided into categories: accommodations; tax incentives; inclusive environments; disabilities, and veterans.
While I’m at it, in case you’re a service provider yourself, here’s a link to information on getting on the resource list.
The latest round of financing brings the total invested in the five-year-old company to almost $93 million. It comes a little more than a year after a $20 million financing round led by DAG Ventures with participation from existing investors Benchmark Capital, Sutter Hill Ventures, and Battery Ventures.
This round was led by Tiger Global Management, with new investor Dragoneer Investment Group, and previous investors Battery Ventures, Benchmark Capital, DAG Ventures, and Sutter Hill Ventures participating. (more…)
Online recruitment marketing has progressed slowly, moving at the pace of a sloth when compared to e-retail. Mobile web is rapidly taking over desktop web and change is now at cheetah speeds. Can recruiting catch up candidate expectations?
For the last 15 years or so recruitment has relied on the Internet to attract talent. During that time we have seen huge technological and infrastructure changes surrounding the web. Above all the largest change has been speed of connection, costs, and confidence.
In the U.S. and Europe broadband is relatively cheap and has high population penetration. The cost of a laptop has dropped from four figures to a few hundred dollars or Pounds. The consumer in the street is no longer scared to click on links and is highly confident in search and web browsing. The success of social networks relied on the timing of these three areas converging to maturity.
While the ingredients of the Internet has been changing rapidly, the basic recruitment solutions have remained predominantly static. Some aesthetics have changed in order to remain “fashionable” but the job board works the same way and the corporate career site now has video.
I am not saying there has been zero innovation: clearly job aggregators, LinkedIn, Glassdoor, etc are innovating, but these are not the majority.
It used to be that consumers would buy a PC and keep it for five years. The interface has been a keyboard and mouse (or trackpad) for decades.
But this is all changing. (more…)
Handily beating predictions for a modest jobs increase last month, ADP reported this morning that the U.S. private sector added 215,000 jobs in November.
That estimate, derived from the millions of paychecks ADP processes each month, was 40,000 to 50,000 jobs higher than surveys of economists predicted. ADP, and its partner Moody’s Analytics also upped the initial job counts for September and October by 93,000 more jobs.
Small businesses, those with fewer than 50 workers, added 102,000 new jobs. The largest employers, those with more than 1,000 employees, added 70,000 jobs. (more…)
Yes, here’s another article on mobile recruiting. But before you glaze over, if you care one iota about candidate experience, you need to read on.
Among active job seekers, 72 percent say they have visited a company’s career site via a mobile device. The number dips a little for passive candidates, but is still significant at 62 percent. If you haven’t invested in optimizing your site for mobile, that’s a lot of broken candidate journeys.
Recently, I achieved a milestone: I completed the first 90 days within my organization. As I opened my email to a “Congratulations on your first 90 days!” message, I took a moment to think back on my candidate experience and how I fared assimilating into the organization which I now call my professional home. I can say I have walked in the shoes of both an external applicant as well as a new employee, and I would like to share personal perceptions of my experience and how I extended that experience into my assimilation period.Candidate Experience: Before vs. After (more…)
Today’s companies find themselves in one of the most challenging times to build sustainable and strong organizations. Between automation and software, it’s never been easier to start a company. But it’s the employees that ultimately make the company, and true talent in today’s marketplace is scarce and fickle. Finding and keeping those employees has become a company priority, which has demanded a shift in how recruiters approach their jobs.
It used to be that changing jobs was a momentous decision that only occurred every 5-10 years, like buying a home or a new car. These days, it’s common practice for professionals to shop for jobs on a continuous basis. There is an ongoing battle for talent and it has become a much more competitive environment for jobs across all industries.
Much like marketers have to market constantly, recruiters must now recruit constantly. For years, sales and marketing professionals have successfully used “the funnel” as a means of finding, engaging, and closing prospects. I’ve found that the most successful recruiters use many of the same tactics as they source, vet, and ultimately hire candidates. There are some general best practices I believe recruiters must adopt and use to ensure your company attains top talent.Market the Opportunity (more…)
The Christmas season brings us a new entrant into the employee-referral technology world, a world full of startups that have graced the pages of this site, bridging potential employees with potential employers through social media.
With YesGraph, based in San Francisco, you can, they say, “send out the job and referrals flow in.”
YesGraph has seven employees, most remote, and the product is currently free to check out.
Some other new companies you may not know: (more…)
The complete guide on how to use stay interviews to improve retention
Many firms use exit interviews to find out why employees are leaving their jobs. Unfortunately, asking an employee on their last day “why are you leaving?” doesn’t provide useful information in time to prevent the turnover. A superior approach that I’ve been recommending for over 20 years is a “stay interview.” I alternatively call it a “pre-exit interview,” because it occurs before there is any hint that an employee is about to exit the firm. A stay interview helps you understand why employees stay, so that those important factors can be reinforced.
Definition: A “stay interview” is a periodic one-on-one structured retention interview between a manager and a highly valued “at-risk-of-leaving employee” that identifies and then reinforces the factors that drive an employee to stay. It also identifies and minimizes any “triggers” that might cause them to consider quitting.The Many Benefits of Why-do-You-Stay? Interviews (more…)