You may have heard that the Intern Sushi company I once mentioned is now becoming Career Sushi; that there’s a new recruiting system from Ceridian; about Connect6′s “PeopleDiscovery” launch; and that there’s a new board for startup jobs.
But there are some recruiting-related startups moving more quietly, ones you may not know, like: (more…)
Like many people in the business of “human” resources, I’ve always been fascinated by what makes people tick — especially in the workplace. That’s why the book, Sensation: The New Science of Physical Intelligence by Professor Thalma Lobel was a fascinating read. The author explores how our personal and professional behavior and decision-making are influenced by the physical stimuli that we’re exposed to everyday.
From taste to smell to touch and beyond, this book’s sweeping exploration makes sense of the senses. Through various research projects we learn thought-provoking new insight that has many implications for HR professionals.
If you have intellectual curiosity about psychology, physiology, and how it all affects work behavior, try putting the book’s findings into these real-world work scenarios! (more…)
If you ask my team, they will tell you that I love change and innovation. In the last couple of years I’ve helped push our team to new heights in sourcing, pioneering, and exploring new HR technology, building in efficiencies and finding unique ways to connect with potential candidates. When I look back at all of those “innovative” initiatives, I now realize that I was just iterating on a fundamentally broken process. (more…)
This is the third part of a three-part series on the future of digital talent acquisition. Previously, I looked at the power of content and social media. While content has power in itself, that power is enhanced when driven via social channels. Today, I move from content to content’s best friend: mobile technology.
It has been a long-running joke in digital circles that it has been the “Year of Mobile” for five years now. And while mobile technology is one of the fastest-growing technologies since the invention of the wheel, we’re nowhere near done. (more…)
This new video starts off slow, with soft music, a smiling police officer, and a children’s cartoon character.
What comes next are handcuffs, drugs, high-speed chases, and explosions.
It’s all for jobs in the Midland, Texas, police department. The video is below.
We welcome you to this upcoming iCims-sponsored webinar featuring your host, Paul DeBettignies, as he discusses what it really takes to overhaul your recruiting brand and approach to recruitment as well. In this webinar Paul will cover topics such as:
- You may be one of many recruiters contacting a single candidate; how do you make yourself stand out from the rest of the crowd?
- Would you call yourself back?
- Working with/incorporating media into recruitment via television, radio, or and/or print.
- How to not only recover from failures but to come back even stronger than before.
- And so much more!
If you’re ready to begin building a recruiter brand that will stand the test of time and emerge a true leader in the industry in the near future, then look no further, this webinar is for YOU!
Date/Time of Webinar: June 18, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/shlopx3yg5mh&eom
I recently highlighted some social media recruiting tools that help you reach and engage your ideal candidates. But how do you measure that “reach” and “engagement”? Which metrics mean success in terms of finding high-quality hires and justifying your spend? This week, I help you find the ROI of social recruiting.Find Metrics That Matter (more…)
This is the second part of a three-part series on the future of digital talent acquisition. In part one, I looked at content. Content will be the watchword of the next few years and there are some very specific ways talent acquisition professionals can ride that wave. But content is a spark waiting for gasoline in the shape of social media.
It has only been a few years since social media escaped the dorms and became the communication and financial powerhouse we see today. To some extent, we’ve seen social media complete its maturation process to compete with TV and display ads. No longer is social media a means for people to talk to each other that happens to have ads on it. Now, it is a medium for ads that happens to allow you to connect with friends.
If you don’t believe it, take a look at your Facebook feed. If you stripped out updates for games like Farmville and Candy Crush, updates from brands, links to other websites and videos, and updates from other social media channels like Instagram, Pinterest and Spotify, what’s left? Not much. Not much at all.
But that doesn’t mean social media is dead. It means that it is changing and evolving. Maturation of the content channel coincides with a maturation of the business model: many of the feed updates are paid for. It used to be if you were a fan of Coke or Bucky Badger, their updates would show up on your feed because you are a fan. Now, only about 1 percent of all brand updates organically (read: free) make it onto peoples’ feeds. Everything else gets paid for.
So look at your Facebook feed again. Think about how many of those updates were paid for and what they cost. Think about how much time and effort goes into all those Upworthy, BuzzFeed, and Huffington Post “articles” that flood your feed. Think about the amount of actual conversation that is taking place on your Facebook feed and you’ll agree: Facebook has changed a great deal in just the last four years. This means that in the near term, any Facebook campaigns you’re considering will be more expensive just to maintain the same reach. This means that in the long term, maybe Facebook isn’t a social media platform as much as it’s an ad platform. This should change your thinking of if and how to use it. (more…)
If you are currently using an online application process, then please ask yourself this, “Does our online application create or destroy value for our prospects, internal employees, and/or talent acquisition teams?” If you took the time to answer that, then you, without a doubt, need to join in this upcoming StartDate Labs-sponsored webinar. Featuring your host Chris Stanzione, he will be sharing the following:
- The questions you need to ask yourself/organization to greatly improve your candidate’s experience
- Processes, both good and bad, to streamline and enhance the user experience overall
- Exploring mobility as more than just an application
- Why mobile matters to the average and not-so average user
Webinars that are this informative and groundbreaking don’t come around every day. Better not miss out on your chance to really glean some valuable information and have a much better understanding of providing a drastically improved candidate experience.
Date/Time of Webinar: June 19, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/56r9skj68mp4&eom
A career site for developers has a new interviewing guide out for evaluating a candidate’s Rails knowledge.
It’s not meant as a list of questions a candidate must know the answer to, but as more of a sample interview question page.
Here’s the link.
There’s a Zen saying that you can never step into the same river twice. The same is true for technology. It changes every day, not just by adding new channels and platforms, but by suggesting new strategies, new tactics, new messaging, new touch points, and entirely new ways of thinking about our own jobs. What worked yesterday will not work tomorrow as you are stepping into an entirely new river.
This is as true for talent acquisition professionals as it is anyone. All of your prospects and targets have become tech savvy in their pursuit of better positions, while you are just trying to keep your head above water.
As they say, you want to skate to where the puck will be. So the better you understand how technology is changing, the better you can plan for the future. Over the next three articles, I’ll be presenting predictions on what is changing and what you should be doing about it. Today, I focus on the power of content.
Content online has been growing exponentially since its inception, but I’ve seen an explosion in the last two years. This trend is expected to continue as the amount of content will double in the next two years. As brands realize that every company is now a media company and start to build content shops in house, talent acquisition has been furiously following suit, building content around the company and various jobs. But creating content is not the same as executing a content strategy. Here are trends I think will be shaping everyone’s strategy very soon. (more…)
It has become so fashionable to bash the value of an MBA that there must be a touch of schadenfreude in the accounts of once highly paid professionals sending out resumes for jobs paying half — or less — than what they previously earned.
Yet the situation is hardly as dire as many of the reports would have us believe. While it is true that demand for MBAs has declined, an analysis of online job postings by Wanted Analytics found the reduction in the last few months was only 3 percent over the year before. That’s far better than the alarming report last fall from Michigan State’s Collegiate Employment Research Center, which predicted MBA hiring would plummet 25 percent. (more…)
Other than referrals from your top-performing employees, it’s hard to find a corporate recruiting source with a higher quality of hire (i.e. on-the-job performance) and a higher ROI than boomerang rehire programs. If you’re not familiar with the term, a “boomerang rehire” is a former top-performing employee who you rehire after an absence of a few years. I rank them No. 2 in new hire quality and they also produce significant volume of hires (CareerXroads ranks them N0. 6 in volume, after college hires).
Although boomerang programs have been around for years. In the past they were a bit of a burden because if you wanted to find and keep in touch with your former top-performing employees, you had to put together and maintain your own corporate alumni group. Fortunately today with the tremendous growth of LinkedIn, you can now easily find out where any former employee works. That makes this source among the easiest to find candidates. Updating their LinkedIn profile can also signal to you that they are probably once again considering a move to their next firm, which provides you with an opportunity to reach out to them and ask them to consider returning.
Other firms now build a simple online talent community group and maintain relationships through text or e-mail. The benchmark firms in boomerang rehiring programs include Deloitte, Ernst & Young, Booz Allen, Bain, and DaVita, which has reached as high as 16 percent of its hires coming from its impressive “you are always welcome here” boomerang program.Why Boomerang Rehires Are Such High-quality Hires (more…)
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Need a hint? It’s a Twitter recruiting message.
Another? It’s a simple (they tell me) substitution cipher.
Give up? Don’t care? Clearly you are not NSA material. (That would be the National Security Agency.) The agency may have its problems keeping its secrets secret, but the clever recruiters there sure know how to use Twitter. (more…)
“Network Your Way to a New Job With Social Recruiting.”
That tagline may sound like it’s straight out of the last decade, but it’s from a newly launching job site out of Malaysia.
Actually, JobTact.com may be a little rough around the edges, but it’s on to something.
You can not only search jobs, but you can easily share them.
Job seekers create profiles instead of uploading resumes, and can show off their expertise in talent communities, which have “leaderboards” rewarding top contributors.
Employers build branding pages and companies build “followers.”
When it comes to the current landscape of college recruiting, I like to look at what’s going on out there as a three-act play.Act 1 — The Problem (more…)
Careers publisher Monster Worldwide this morning outlined a sweeping new strategy that vastly expands its job offerings and the universe of candidates — by aggregating them from social sites and the Internet generally — and introduces new pricing models that will allow it to attract the smallest employer.
Monster’s Strategy Briefing conducted for investors, analysts, and others at company headquarters in Weston, Massachusetts, is bold and, in the words of Chairman, President and CEO Sal Iannuzzi, “This is disruptive to everyone of our competitors.”
It puts the company in head-to-head competition with Indeed and other job aggregators, changes the game for job boards with the traditional pay to post pricing model, challenges LinkedIn, and even takes on low-priced, entry-level oriented Craigslist. (more…)