In case you haven’t noticed, the world of corporate recruiting has become so intense that formerly rare aggressive and ultra-bold recruiting practices are now becoming mainstream. Of course as a professional, you know that you have an obligation to keep up with the latest practices, but your outdated recruiting approach is damaging your firm. Are you willing to explain to: your managers why you can’t hire top performers?; your employees why they can’t work alongside the very best?; your customers why your products have outdated features?; and to your shareholders why your company can’t grow because of its inability to recruit top talent?
For a busy manager or recruiting professional, realize that the recruiting bar is being raised every day. Because we specialize in advanced recruiting practices, we have put together a quick list of examples of ultra-bold recruiting practices in order to demonstrate just how aggressive and bold recruiting has become. Each bold practice takes only a minute to scan and we assure you that most will be startled with how much recruiting has changed.The Top 15 Ultra-bold Recruiting Practices (more…)
I’m amused when sports analysts state their predictions with near certainty. Take for example ESPN’s David Thorpe saying on July 10 that the chances of NBA superstar LeBron James returning to the Miami Heat next season were 99 percent. The following day, James announced he would play for the Cleveland Cavaliers.
We hiring managers and recruiters know you can’t guarantee human performance. The best you can do is conduct pre-employment tests, ask candidates insightful interview questions, gather gobs of important data about them, and then play the percentages based on your analysis of the data.
For example, if Candidate A has a track record of switching jobs every six to nine months and Candidate B has reached 10 years of tenure for her two previous employers, who should you reasonably bet will remain with your company five years from now? There’s no guarantee if you select Candidate B they will stay with your organization a long time, but the odds are in your favor.
Which brings me back to LeBron and to an important hiring rule of thumb. (more…)
CareerBuilder’s Midyear Job Forecast says more employers expect to add headcount in the next several months than said that last year. Employers told CareerBuilder they will add to the ranks of full and part-time workers, and 33 percent will increase their temp or contract staffing workers.
The CareerBuilder survey shows a brighter employment picture than the one at the beginning of the year. With the U.S. Congress mired in budget politics and with a renewal of the debt ceiling crisis looming, barely a quarter of the hiring managers surveyed for the report foresaw increased full or part-time hiring ahead. (more…)
Recruiters and hiring managers’ shared goal is to fill positions with top talent. So why do they often end up frustrated with each other? Most often, it’s because hiring managers and recruiters have different perspectives and approaches when it comes to hiring.
The only person you can change is you. Take on the responsibility to be a guide, to provide value by serving to help the hiring manager succeed, and in doing so, create a spirit of partnership. Here is some guidance to help you forge a successful working relationship with hiring managers. (more…)
When the talent you want is not submitting resumes or logging in to career sites, how do you go about reaching someone, who oftentimes is nearly impossible to get in contact with? Please join Kevin Wheeler in this upcoming webinar as he shares the following:
- The TOP 5 Crowdsourcing tips and their relevance and importance
- How to use various forms of Crowdsourcing
- Outlining the requirements for you as a recruiter to incorporate Crowdsourcing into an effective tool
- And much more!
Hurry and sign up now as the date for this one is closing in. Now more than ever Crowdsourcing is becoming an effective, and implemented approach to recruiting as well as provide some fresh perspectives on the already well-established recruiting methods. This is surely one webinar you will not want to miss.
Date/Time of Webinar: July 16, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/l13al43oaqq0&eom
LinkedIn has new rules out for people who use its recruiting product to send a lot of emails, but who don’t get a lot of people opening those emails. (more…)
There’s a well-known project management challenge: “fast, good, cheap: pick two.” It succinctly captures the dilemma that project managers face as they try to achieve their goals at the right speed, price, and quality. In this triangle of competing priorities, it seems impossible to optimize all three at the same time, leaving the project manager with hard choices to make. They know:
- To get something quickly of high quality, it will not be cheap
- To get something quickly and cheaply, it will not be high quality
- To get something cheaply that is high quality, it will not be quick
The best project managers know that to make the right choices, they have to understand which priority is most important to the project, and ultimately, their decisions must be aligned with the priorities of the organization.
This doesn’t just apply to project management. With the increased demand and dwindling supply of high quality candidates, recruiters are finding themselves in the same dilemma trying to meet the needs of their hiring managers. (more…)
Please join Dean Da Costa in this TweetMyJobs-sponsored webinar as he discusses the tactics involved with military/veteran recruitment and hiring. Topics discussed include:
- A discussion of the Heroes for Hire program.
- Examples of what companies are doing to help veterans. This will include internal corporate programs and non-profits helping veterans find jobs.
- What companies should do to help veterans and recruiters in the hiring process.
- And much more!
At ease, soldier: there is still time to register for this webinar. But better hurry up and make it quick, or you best as well drop down and give me 20!
ERE Webinar: Candidate Experience – Debunking the Myths, Measuring its Value, Aligning Your Practices
Please join hosts Gerry Crispin and Elaine Orler in this exciting upcoming Indeed-sponsored webinar, as they share with you some insider knowledge when it comes to potential job candidates and their experience. Take-homes from this webinar will include:
- How to improve the candidate experience of the ones you didn’t hire
- Which practices are merely annoying and which ones are critical to monitor and improve
This will be one webinar you must be in attendance at to really appreciate the full breadth of knowledge being offered.
Hurry and sign up now, as this will be a huge topic of interest in the near future. With the number of candidates on the rise, it would be wise to find out how even the ones you turn away impact your organization.
Employees can be a very big recruiting resource
A recent report by PR firm Weber Shandwick — Employees Rising: Seizing the Opportunity in Employee Activism – has a lot to say about the potential for tapping employees as a recruitment resource.
The report is based on a global survey done by the firm. The survey found that engaged employees can become activists for their employers. They can be an employer’s best advocates, promoting the company as a great place to work. Many employees actively defend the reputations of their employers. More than half of all employees surveyed reported defending their employer to family or friends or in a public form like a website or a blog.
But they can also be its worst opponents. Just read the reviews on Glassdoor for proof of both.
None of this should be a surprise, but what’s most interesting in the report is that employee advocacy is a largely untapped resource. (more…)
If you search “employee testimonials” on YouTube, you will notice a theme after watching a handful of them.
They look and sound alike.
They all say basically the same thing, with variations on these themes:
“I love working here because…
- “… I get to work with really awesome people.”
- “… there’s such high integrity here.”
- “… you get to grow professionally.”
- “… you get to work on really cool projects.”
… etc, etc.
Blah, blah, blah.
If your videos are like these, they will quickly be forgotten in a sea of sameness. You will have lost an opportunity to stand out as an employer of choice.To Be Memorable, Get Concrete (more…)
As mentioned before, out of Brazil, another startup (what else, right?) is blooming.
“There’s competition … every day we find a different one,” Joel Stern, a recruiter, says about human resources technology startups. “But no one has the market cornered.”
Stern is creating a startup of his own, one with a very interesting history. For that and info on a few other new companies, read on: (more…)
I almost broke out laughing when I came across an article in Fast Company magazine entitled Why You Can’t Find Women Engineers. This title reflects a common misconception among business executives about the shortage of technically qualified women at their firms.
This often-repeated “shortage statement” is only partially true, and if you believe it, you will never fill your firm’s diversity recruiting targets.
Let’s examine this shortage issue from a different perspective. (more…)
By now you’ve heard the announcement that “Google+ is dead.” Besieged by reports that Facebook had more users (true), more engagement (also true), and longer visit lengths (very true), Google+ has been on some kind of death watch for more than year. And with its project leader resigning, clearly it signals that Google is ready to admit defeat and send G+ to the farm upstate where projects go when they’re deemed too ineffectual at driving ad revenue.
And that’s all true, assuming you have a very narrow view of Google+, one that presumes G+ was a Facebook competitor and nothing more. If you take a step back and see what G+ was really doing, you’ll understand that its value remains — even if it can’t hold a candle to Facebook. (more…)
John Smith, an employee with Fast and Speedy Cab Co., a taxi company, leaves his position as a dispatcher. Smith and Fast and Speedy entered into a noncompete at the beginning of Smith’s employment. Upon his departure, Smith seeks and is offered a position with a competing taxi company, also as a dispatcher. The competing taxi company, Faster and Speedier Cab Co., knows about the noncompete, but has serious questions about its enforceability. It decides to hire Smith nonetheless. What happens next? (more…)
Perhaps you know us, and maybe also would like to become one of us. If this is the case, then please join Tracy Bolander and Teresa Keeler in this Jobvite-sponsored webinar as they unveil the tips and tricks that took Owens Corning from non-existent to world class. Other topics include:
- How it used social media in this transformation
- The meaningful changes it made to its program
- How it is continuing to improve practices and procedures
- And so much more!
ERE Webinar: Employee Referrals – Motivating Employees So They Produce More and Higher Quality Referrals
Please join well-known HR thought leader and ERE.net author Dr. John Sullivan as he unveils and shares some of the industry’s best kept secrets and practices. In this Zalp-sponsored webinar Dr. Sullivan will be answering individual questions, providing you with effective solutions to re-energize your current referral program, as well as the following:
- Using employee referral programs to build an internal talent pipeline
- Developing employees with part-time/virtual projects
- Reducing talent hoarding by managers
- How to measure whether your internal movement is fast/accurate
- And so much more!
This webinar is bound to keep you engaged, and motivate you to return to your organization armed with the skills you need to dramatically and effectively improve your internal talent pipeline. Don’t miss out on this webinar full of groundbreaking info and insider tips and tricks that will empower you to more accurately monitor the internal workings of your machine.
Date/Time of Webinar: July 10, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/oxfmbkj9r9vj&eom
The U.S. Bureau of Labor Statistics says 288,000 jobs were created, about 75,000 more than expected.
Gains were “widespread,” it reported. Indeed, a variety of industries looked strong: (more…)
A very brief follow-up on Air New Zealand, which I’d said was “working on its mobile offerings.” (The company received the 2014 ERE Recruiting Excellence award in the “best corporate careers websites” category.)
Air New Zealand’s now live with the first iteration of its new mobile site. (more…)
We already talked about the letter grade you give corporate recruiting departments.
Let’s take a look at the grade you gave managers. (more…)