Tired of those annoying calls from persistent recruiters who want your business and call, and call, and, you know, keep calling?
Darren Nix, a founder of 42Floors, a commercial real estate search engine, got so fed up with calls from tech recruiters wanting to fill the jobs his startup had, that he turned to, what else, technology for a solution. (more…)
Perhaps I’m being a bit unfair. There are plenty of legitimate reasons for companies to attend college career fairs (where else will all those free pens and t-shirts go?), but rarely does it include discovering and interviewing the best students.
There seems to be a perception among many companies that attending career fairs at a few top universities is enough of an effort when it comes to hiring interns and new-grads. To those companies: The best university recruiting programs don’t focus on career fairs.
There are multiple reasons for this. (more…)
The oil and natural gas industry has a new, visual, simple, site for people to “find their calling.” (more…)
Joining Chris Stanzione in this upcoming webinar is a surefire way to improve your current online application process. In this AppCast-sponsored webinar you will be taking home the following information pertaining to your OAP:
- Does your online application process help or hinder the values of your candidates, your organization, or the talent acquisition team itself? … and if so, how to identify and fix this.
- Questions you need to ask yourself and your organization to make a much more positive and influential impact on the candidate
- Highlighting both good and bad processes to streamline and enhance the user experience overall
- And so much more!
Rest assured this is one webinar you will not want to miss if you want to take your candidates’ impression from your online application from “ugh …” to “WOW,” and how to make that happen immediately. After all, impressions are a big deal to most, so why not make your first impression with the candidate one that they will truly remember.
Date/Time of Webinar: June 19, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/56r9skj68mp4&eom
If you are searching for ways to extend the life and improve the impact of your recruiter brand, then look no further as Paul DeBettignies shines light on the knowledge and practices necessary for you to do exactly that. In this iCIMS-sponsored webinar, Paul will give you the following to take home:
- If, and you most likely are, one of many recruiters contacting a candidate, what YOU can do to make yourself stand out from the rest of the crowd.
- Ask yourself; “Would you call yourself back?”
- The importance of incorporating media to your recruiting approach, such as television, radio. social media. etc.
- How to make a quick comeback from a tough loss, and come back stronger
- And so much more!
If you’re a recruiter who is serious about improving your recruiting skills and candidate experience, look no further because this webinar is shaping up to be a one-stop shop for improving multiple aspects of your recruiting approach.
Date/Time of Webinar: June 18, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/shlopx3yg5mh&eom
“What is your greatest weakness?” is the worst interview question, ever.
Here’s why you should be asking candidates about their greatest strength. (more…)
I’ve been missing from these pages for awhile, but I asked if I could return and request the help of some real recruiters. I heard some of the best hang out here at ERE.
Here’s the idea. I’m working with a bunch of people and companies putting together a comprehensive batting average for recruiters that combines all the critical factors, metrics, and competencies into one useful statistic. This will become known as the RBA — the Recruiter’s Batting Average.
Please look this first list over, suggest other factors that should be included, why some shouldn’t be considered, and which ones you think should be weighted more heavily than others. (more…)
Hiring technical recruiters or sourcers with agency background experience has always been a trend. Why is this? What are the skills that agency recruiters and sourcers have that make them appealing to leaders of corporate staffing teams? Also, if you do work on the agency side but want to break into corporate, what do you have to do? Do you possess the skills that will make you marketable to a staffing team on the corporate side?
Of course, just because you work at an agency doesn’t guarantee that you are instantly awesome. You still have to be good at your job. Here are some of the transferrable skills that are needed in order to cross over to the other side. And why corporate staffing managers should pay attention.Skills to Pay the Bills
If you have a good agency recruiter or sourcer who is on your doorstep applying for a job, then here are some the skills that will be of benefit to you: (more…)
When the U.S. Bureau of Labor Statistics released its May employment report Friday, it marked a recovery milestone. Six years and five months after the recession began, the U.S. has finally recovered 8.7 million jobs lost through the recession’s official end in February 2010.
The 138.463 million jobs in May exceeds January 2008′s 138.365 million by 100,000.
While certainly good news, the recovery and job creation has been uneven. In a remarkable series of interactive charts, The New York Times graphically illustrates the mixed nature of the recovery. Industry by industry, using BLS data The Times shows how both the number of jobs has changed, as well as the average salaries. (more…)
Four years in the making, there’s a new tool out for recruiters to learn more about colleges and career centers. (more…)
With payrolls growing and the economy improving, demand for human resource professionals is rising. Online postings for all types of human resource jobs increased 10 percent from last year, with more than 50,000 — and perhaps as many as 55,000 — advertised on career sites and elsewhere at the end of May.
Wanted Analytics, which found about 51,000 HR jobs online, said the most commonly advertised position was for HR manager, followed by recruiter, generalist, director, and coordinator, the latter typically an entry-level position.
Indeed.com, in a similar type of count, found just under 55,000 HR jobs listed on the site in May, a 5 percent increase over May 2013. Go back one month, and the percentage increase was 13 percent. Four years ago, Indeed shows there were 49,000 HR jobs on its site. (more…)
In a world where it’s easy to get a “snapshot assessment” of your personal physical health or your organization’s financial or IT security effectiveness, what could be more valuable than an easy-to-conduct executive level “snapshot assessment” of talent management and HR?
Unfortunately I have found that most in HR are satisfied with a subjective or low-level tactical assessment, which instead of business impacts, covers spending efficiency, lean staffing, and whether managers and employees are satisfied with us.
In order to be considered as credible, instead this snapshot must be strategic, and it should mirror the executive snapshots that are available in finance, customer service, and IT. In order to assess how well you’re doing, a benchmark number must also be provided so that you can compare your results to your direct competitor firms. I have included six simple measures that by themselves are enough to give you a snapshot but accurate view of talent’s business impact. (more…)
Early indications of an anemic May employment report proved unduly pessimistic this morning when the U.S. Labor Department announced 217,000 new jobs were added during the month and that the unemployment rate was unchanged at 6.3 percent.
Analysts predicting a gain of 210,000-215,000 payroll additions in May were surprised Wednesday when payroll processor ADP’s monthly jobs report estimated a mere 179,000 new jobs. Now, with the government showing a fourth consecutive month of gains over 200,000, there’s greater confidence that job creation is finally gaining momentum. (more…)
Many are the retreats those at the lofty level of director have been compelled to suffer through. All begin alike, with breakfast spreads of fruit (lightly sampled), muffins, and the quickly disappearing doughnuts — did I mention today is National Doughnut Day? Quick factoid: The average glazed doughnut has fewer calories than the average “healthy” bran muffin or bagel with cream cheese.
Thence (yes, I’m back to the company retreat topic) begins pronouncements of the day’s mission, which may then be followed by presentations. By the noon lunch, the walls of the meeting room are papered over with poster-size Post-Its upon which have been scribbled all manner of suggestions from those who actually have taken the leader at her word that, “There are no bad ideas.” (more…)
Who the recruiting department should report to is one thing. Then there’s the whole issue of what this department should be called.
In the State of Recruiting Survey, we asked, “What’s your preferred ‘label’ for the corporate (in-house) department that handles recruiting?
You said: (more…)
Improving Employee Engagement to Create Government Workplaces That Will Attract and Retain Young People
We described what young people want in their first “real” jobs, based on Universum research. This year, Universum’s survey of more than 46,000 university students showed that students are looking for jobs that provide characteristics like work/life balance, job security, commitment to a cause, and a dynamic and respectful workplace.
Even with this important information, however, public sector employers face challenges in creating workplaces that incorporate these characteristics and will therefore attract and retain young talent. One proven way for government to meet this challenge is to improve the level of employee engagement. Higher levels of engagement create more attractive workplaces and translate into higher retention as well as improved individual and organizational performance.
The U.S. Merit Systems Protection Board defines employee engagement as a heightened employee connection to work, the organization, the mission, or coworkers. Engaged employees believe their organizations value them, and in return, engaged employees are more likely to expend “discretionary effort” to deliver performance.
There is compelling evidence as to why government agencies, in particular, should care about employee engagement. The Gallup organization has systematically studied employee engagement, and its research reveals that high-engagement organizations are 20 percent more productive than their low-engagement counterparts, and also exceed low-engagement organizations in other critical areas such as customer satisfaction and employee retention.
In government, a Merit Systems Protection Board study of 37,000 federal government employees revealed that higher employee engagement correlated with: (more…)
Talent assessment continues to grow as a legitimate business tool. Times have never been better for those who provide and use talent assessment solutions. Despite the seemingly infinite complexities that can come with the territory, companies of all shapes and sizes are realizing the business value of using assessments to support insight on quality of hire.
As good a tool as talent assessment is, it remains old fashioned and continues to have trouble getting out of its own way. The real disruptive force in quality of hire will take the form of “social job matching.” (more…)