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Everyone's Blog Posts - RecruitingBlogs.com
Today, June 02, 2011, 40 minutes ago
Changes...
Yesterday, June 01, 2011, 12:36:56 PM Daniel J Smith
Change occurs all the time, usually in subtle ways but occasionally in a manner that feels like a ton of bricks were dropped on your head. This then leads to a lot of questions and sometimes a little hesitation as a new direction is chosen and the path is mapped out. Unsure of the destination you head out (knowing that the journey is half as much fun as reaching the destination.)
This is usually the point where you start to ask questions, verify the new goals and set up the strategy to get there. The way to arrive on schedule is in the planning; as well as in your verification/questioning process. Nothing hurts worse than a false start and the inevitable do over. If you have an excellent team surrounding you, making these changes will be relatively painless as everyone contributes on the end result.
Expect somewhere along the line that you may run into an issue or two with the team, or with a client who isn’t privy to the big picture; or feels that a change at this time may not be as welcome as you perceive. This is where you explain again the reasoning, reassure all those who are sceptical and resume the journey.
You must progress on the agreed path without any hesitation you may have felt in the background and remember the purpose of the change was to become more efficient in your offerings. Standing by the status-quo will only get you so far; but you really do need to be one step ahead of your peers and two steps ahead of the competition. Those people are watching you, making notes on what you are doing great, as well as documenting and displaying what you are doing wrong (just to keep you humble).
Be assured that the blocks you build on today should and hopefully will be the foundation where the future business lay, as it is inevitable that to stand still will cause you to become stagnant and be passed over, by those who saw the bigger picture you were painting, but added their own twist to the mix, allowing them to adjust for the changes in the marketplace that you overlooked.
Be careful as well that you don’t become so rigid in reaching the goal that you miss out on all the stuff going on beside you, waiting for you to capitalize on as well. Fringe benefits are great, especially when they are an unexpected treat.
Watch all directions around yourself, pay attention to the small details, the same way which you monitor the large ones, and gain pleasure from knowing that when you reach the end of this journey, you can say you have no regrets.
….Something to Think About
©2011 thedanieljsmith
Do you know a Shrew that needs Taming?
Yesterday, June 01, 2011, 12:28:32 PM Tim Giehll
A while ago, I mentioned to you about how I have a daughter who studies philosophy and literature in college. We’ve discussed multiple different ways her world of arts and my world of business coincide and have even produced a blog from one of those very discussions. Today is another addition to those that I have already shared with you. This day is a day we take some advice from the greatest playwright of our time and apply it to the business world, because what Shakespeare taught us about love and war, he can also teach us about business. Today’s topic: The Taming of the Shrew.
If you are unfamiliar with the plot of the play, here is a very brief summary: There are two sisters: beautiful and gentle Bianca and her more outspoken and unpleasant sister, Katharina. While Bianca has a number of suitors, their father insists that Bianca cannot be married until her elder sister is first. All of Bianca’s suitors are annoyed by this so they bribe a man named Petruchio to wed Katharina. He agrees and takes her to his country home and denies her food and sleep while complimenting her at the same time. His behavior ends up working on her and in the end she becomes even more of a submissive wife than her younger sister.
What can this play teach us about modern day comings and goings? Well…
The best kind of partnership is one that is equal. While Petruchio and Katharina eventually get along because she succumbs to his will, it cannot be said that their relationship is a particularly healthy one. She is fearful of him and agrees with him because of this as opposed to because she actually agrees with the ways in which he sees the world. This is a good thing to look at when it comes to business partnerships as well. While another company who is flashier or more popular may seem like a company to make a partnership with, it is always good to look deeper and do proper research before jumping into or agreeing to anything. You never know what you might find if you look just a little deeper.
Beauty isn’t everything. I am not talking about beauty in the literal sense, though that is the form in which it takes in this play. I mean that, in the confines of the play, the less beautiful of the two sisters ended up being what could be considered a better wife because she is more adaptive and knows how to handle herself in situations she would rather not be in. This could be said about any business partnership as well – while one company may be more aesthetically pleasing up front, another may be more beneficial to you and your dealings in the long run.
The point of these blogs is to remind you that the best ways to handle your business and lessons to learn these things by can be found just about anywhere and the sooner you start looking, the more you will find in places you would never expect. To stay at the edge of issues on HR and staffing, be sure to subscribe to the Human Capital Supply Chain Blog.
5 essential features of a next generation Recruiting CRM
Yesterday, June 01, 2011, 12:14:47 PM Chris Brablc
Recruiting organizations are realizing the importance of creating and most importantly building their own Talent Networks. These Talent Networks can provide a free and important source of qualified candidates to help these organizations fill their open job positions.
Therefore, one of the biggest trends in the recruitment technology space is the rise of Talent Network and Recruiting CRM technologies. Not only are more of these technology solutions popping up every day but the capabilities and features provided by these technologies are becoming more robust as well. But what features are the most important when you are looking at CRM technologies.
Here are a few that will be important:
Social Profile Integration: The idea of a living database is one that is becoming very popular. Using social profiles in Twitter, LinkedIn and Facebook to keep candidate contact information up to date in your CRM is becoming more important. There's a wealth of data that it continuously updated on these social media platforms and can keep your Talent Network fresh.
But you may not want to rely on Social Profiles themselves to keep your CRM contacts up to date. You can also enable contacts to update their information themselves through a quarterly email.
Sourcing: A CRM is only worth the contacts that fill it and to build it you need tools that make it easy to add contacts to your CRM. A good CRM will enable you to add contacts in a variety of ways such as Dual Purpose job ads, Resume Sourcing, Mobile Recruiting, Internet Tools, Excel Imports, Email Inhaler and a number of other ways.
Figure out the ways that you want to source candidates and make sure your CRM supports these sourcing methods.
Pipeline Creation: With any CRM, the value not only comes from being able to source contacts but most importantly being able to utilize them. Any good CRM will enable you to search through your contacts and easily create your own talent pipelines and targeted candidate groups.
Not only should these pipelines be easy to create but they should also automatically bring in any new contacts that fit the criteria you set forth for the pipelines. This should make it easy to manage and build these pipelines.
Distribution: Once you have your contacts into pipelines, it is all about communicating with them about your employer brand and job opportunities. Make sure your CRM enables you to send targeted communications to targeted groups or individuals in your database via email & SMS. Also, with the rise of social networks, you'll want to make sure you can communicate through their social profiles as well.
Assessment: This is a trend, I see beginning to form. Companies are looking more and more for tools that enable them to understand how good a candidates skills are. With the CRM as the backbone of all your recruiting contacts, it will be important for CRM to connect with assessment technologies to help companies better understand what candidates are the most qualified in their Talent Network.
A CRM is just a tool to help you build your Talent Network. Make sure that you have a recruitment marketing plan in place in how you will build your Talent Network and make sure the technology you put in place fits your plan (not the other way around.)
What Should Candidates Expect from Recruiters?
Yesterday, June 01, 2011, 12:08:37 PM Laurie Bell
The Short Version:
There are no specified requirements for a job in recruiting.
A recruiter's primary objective is to fill their open positions, not find every applicant a job.
The recruiter might think you're perfect for the job, but have to be vague if you ask what your chances are.
If you're not the right fit for the job, they still might have to be vague about why.
To read more, click here...
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Hiring at Fortune's "Best Companies to Work For"
Yesterday, June 01, 2011, 11:38:57 AM Carolyn Menz
In January, Fortune released 2011’s 100 Best Companies to Work For report. We took a look at hiring demand at the top 10 of these companies over the past 120 days.
Fortune’s Best Companies to Work For in 2011 – Top 10:
Source: Fortune
These 10 companies have posted more than 4,450 new jobs online in the past 120 days, representing an increase of 15% versus the same time period in 2010. The 4-year peak for these organizations came in January 2011 when they posted close to 3,000 new jobs in that one month alone.
Hiring Trend at Fortune’s 10 Best Companies to Work For – 4 Years:
Source: WANTED Analytics™
Individual company hiring demand varies widely. For example, Zappos.com has seen the greatest percentage increase at 400%. However, Google leads the group with more than 3,700 jobs posted online over the past 120 days, 14% year-over-year growth. The table below shows the top 10 companies ranked by hiring demand over the past 120 days, and the percentage change from the comparable period in 2010.
Hiring Demand at Fortune’s 10 Best Companies to Work For – 120 Days:
Source: WANTED Analytics™
What positions are these 10 companies hiring for? The most in-demand position over this time period is Marketing Managers, with Computer Software Engineers coming in second. Both of these positions have seen an increase of approximately 18% versus the same time period in 2010. In fact, of the top 10 positions being recruited for over the past 120 days, 8 occupations have seen significant increases from 2010, with only Advertising Sales Agent and Sales Manager positions seeing decreases.
Leading 10 Positions Being Recruited at Fortune’s 10
Best Companies to Work For – 120 Days:
Source: WANTED Analytics™
The majority of these positions are located on the West Coast. More than 1,200 new positions were located in the San Jose metropolitan area, a vast difference to the 348 positions posted in New York.
Metropolitan Areas with New Jobs Posted Online
at Fortune’s 10 Best Companies to Work For – 120 Days:
Source: WANTED Analytics™
Organizations in these top 2 metropolitan areas recruiting for Marketing Managers will experience varying degrees of ease to fill positions. Due to less hiring demand for this talent pool in San Jose, companies in this area have a relatively easy time recruiting for and filling open Marketing Manager positions, as determined by the Hiring Scale. However, organizations recruiting Marketing Manager jobs in New York will have a much more difficult time than the US average. There are approximately 15,000 candidates in New York and 1,700 employers currently hiring for this position. This creates a supply/demand ratio of 8 candidates for every 1 position. New York companies should look to nearby alternatives, such as Philadelphia, where it will be easier to find available talent. In Philadelphia, the ratio changes to 10 candidates for every available position. Companies hiring Marketing Managers out of Philadelphia will face less demand for this talent pool, consequently filling openings quicker and resulting in less time and effort spent on recruiting.
Hiring Scales for Marketing Managers in
San Jose, New York and Philadelphia metro areas:
Source: WANTED Analytics™
The opposite trend occurs for Software Engineers. While New York will see ease in recruiting, San Jose faces high demand and a talent shortage. However, as an alternative, companies can look to nearby Sacramento where labor demand remains lower and recruitment may be much easier for this position.
Hiring Scales for Software Engineers in
New York, San Jose and Sacramento metro areas:
Source: WANTED Analytics™
Lessons learned from the resignation of Jim Tressel
Yesterday, June 01, 2011, 10:53:10 AM Christopher Poreda
Jim Tressel was the coach for The Ohio State football program since 2001. He brought them their first national championship in 34 years, one year into his tenure and held an unbelievable record of 106-22 during his tenure. Translation; big money for the school, NCAA, television, etc.
In December, five Ohio State players were found to have received cash and discounted tattoos. However, all were permitted by the NCAA to play in the Buckeye's 31-26 victory over Arkansas in the Sugar Bowl, with their suspensions to begin with the first game of the 2011 season. Translation; big money for the school, NCAA, television, etc.
Now that the money was in the bank the sports writers needed something to write about. Who really cares about the Stanley Cup finals or the lame NBA Finals match-up? Football is king in the US and scandal and football is even better!
Sure Mr. Tressel took risks and was guilty of violations and received a suspension and fine. That was enough for the school and the NCAA...but not for the media (who are more likely Michigan fans) who need salacious stories to sell. This pressure gave the school no choice but to fire Mr. Tressel.
This got me thinking...with big business and big money and the pressures surrounding both, are these risks necessary to compete or can one work in a purity vacuum? Can a premier sports team, business, government or any organized operation effectively compete without taking risks that could damage or topple the aforementioned should the ramifications of those risks become public?
Your FIRED - Dumbass
Yesterday, June 01, 2011, 9:49:31 AM Geoff Webb
Yesterday I was talking with my good friend from the UK Hung Lee (Wise Man Say) and we casually got talking about peeps starting out in the Third Party Staffing business and started to recollect to those bad old times when we both got started in the staffing business (although for me it was a lot longer ago….can we say faxes).
One of the things that we both identified as a common failing in new Recruiters and Agencies is the inability to FIRE a client. In North America and somewhat less so in the UK there’s been a real transition over the past decade towards a Corporate recruitment model, and I’m sure that we’re just starting to see the crest of that wave in the UK and Europe….which has forced Third Party groups to either become huge, and/or more niche.
At the same time we’ve seen a much much lower barrier to entry in the Recruitment market with new recruitment shops literally popping up on the scene every few weeks, thus putting more pressure on the market. Now studies show that almost 80% of those new recruiters will not survive past 3 years and of those that do survive in the Third Party world….almost 60% of them will strike out on their own within 5 years of joining the larger agencies —- and guess what 50% of those will go bankrupt within 3 years…..so what’s going wrong?
Here’s my thought…you all know how to Fire a candidate, but you don’t know how to Fire a client. We seem to be training a generation of recruiters that believe that if they just take any order and fill it that they will make money (while undercutting the competition). I’m not going to address the undercutting practices because that’s another blog post….but the scrape and spray approach is diametrically opposed to the industry movement to higher levels of niche customization. Some clients will say to you, “I don’t need a Programmer, but I’m looking for an Admin” or “I’ve got six other groups working on this, so I don’t give exclusives” —- as Hung and I chatted I realized you need to start defining your offerings and fire those clients not willing to work within those parameters —- or you will be a bankrupt dumbass.
And that’s Radical.
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SHRM National is Coming Up - You should be there.
Yesterday, June 01, 2011, 9:30:00 AM Geoff Webb
I’m as Canadian as the next guy but I was really really excited when Curtis Midkiff from SHRM reached out to me about being an official Media Partner for SHRM National convention in Vegas this month. What with all the turmoil between HRPA and it’s offshoot organizations and rebel alliances it’s really nice to get together with a group that by-in-large is not fighting with each other…OK well not in full scale uprising and upheaval.
I think one of the reasons why SHRM and Curtis reached out to me was in fact because of my Canadian roots….to lend some international voices to the SHRM national gathering and with an expected turnout of 20,000 attendees that will primarily be US based an International voice has to be loud to be heard…so you know, why not get one of the loudest Canadians in the HR/Blogging space right.
And the reasons that I want to attend…well let me give you the top 10 reasons:
10. It’s in Vegas and I haven’t been there enough this year.
9. Micheal J Fox will be one of the keynotes and well he’s Canadian as well.
8. I get to hang out with some of my favorite bloggers.
7. Social Media is an ongoing concern for HR/Recruiting and I get to spread the good word about it’s benefits.
6. William Tincup - nuff said
5. Did I mention 20,000 attendees.
4. Madame Tusades Tweetup and AfterParty - sponsored by the fine folks at BranchOut should be a blast.
3. Learning - above all else SHRM is a learning organization and some great sessions are scheduled for the week.
2. Networking - not sure I’ll have all the time in the world but you can’t beat an event like SHRM National to sit down with the key influencers in our industry.
1. Because they asked, and I am above all else very honoured to be asked.
I mean staying at the Hard Rock Hotel is a bonus (way cool place)…but to me it’s all about the people and the learning and hey, maybe we can convince them to try a minor UnConference experiment for the 2012 Annual Convention.
Wouldn’t that be Radical.
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Leveraging Social Media in Recruiting -- Chris Hoyt, PepsiCo on Twitter
Yesterday, June 01, 2011, 9:15:23 AM Jeremy Eskenazi
Recently, at a Staffing Management Association of Dallas/Fort Worth, my colleague, Diana Meisenhelter caught up with Chris Hoyt, Talent Engagement and Marketing Leader for PepsiCo. We asked Chris this very simple question: How are you using and measuring Social Media to attract talent? His comments revolved around Twitter and how his company uses it. Check out DFW SMA.
Culture, Clothes and Pantyhose
Yesterday, June 01, 2011, 9:00:00 AM Mark Bregman
Several of my recent blogs and articles have been about company culture, and how it is formed by policy, and by internal habits and behaviors. So far, I have focused on the more “serious” stuff, like core values, and I wanted to remind everyone that the small, subtle things matter a great deal too. The everyday behaviors, patterns of informal communication etc. include things like who eats lunch where, and what people wear.
Today I spotted a great article that links dress codes and company culture. The Politics of Pantyhose by “Diversity Diva” Michelle T. Johnson, discusses how company dress codes and expectations influence culture and especially diversity (related to women). Mentioning the old Ally McBeal show (and Ally’s short skirts), and a Time Magazine Cover from 1998 “Is Feminism Dead?”, Michelle points out how the experience of women in the workplace, the message that companies want to give about women, and the perception of a woman’s “place” in the corporate hierarchy are all impacted by dress codes. If you require pantyhose, do you require your men to wear socks a certain way? Michelle’s take on attire enlightened me on an aspect of company culture that I hadn’t thought about, so I encourage you to read it too. It will open up your perspective.
For more insight, visit the Headhunter's Secret Guide: http://www.bobsearch.com/blog
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2011 Online Recruiting Survey Results: Change…and no change
Yesterday, June 01, 2011, 7:06:50 AM Jeff Dickey-Chasins
The more things change, the more they stay the same – except when they don’t. Now how’s that for equivocation?
The results are in for the 2011 Online Recruiting Survey, and they are intriguing. We had a record 323 completed responses (a 15% increase from Fall 2010!), from three categories: HR and recruitment professionals, job board operators and employees, and job seekers. We used many of the same questions from the 2010 survey, so it was relatively easy to track changes over the past 9 months. Here’s a sampling of what we found:
For employers with 250 or more employees, ATSs (85%) and social media (85%) were the top recruitment channels; for employers with less than 250 employees, social media and referrals led the list
.jobs continued to draw meager interest from employers, with only 6% having purchased a domain
Job boards saw the recession (40%), LinkedIn (40%), and price erosion (31%) as the top problems for their businesses; LinkedIn had risen in threat level since the 2010 survey
Both the quality (72%)and quantity (46%) of candidates produced by job boards remained important to HR and recruiting professionals
The top problem for HR and recruiters? Lack of qualified applicants
Get the full survey results here (free registration required).
Five Hot Industry Groups – The Market Demand Report
Yesterday, June 01, 2011, 6:45:57 AM Scott Wintrip
The ebb and flow of economic recovery has created varying demand within various industries. According to data from WANTED Analytics (www.wantedanalytics.com), the following five industry groups have experienced increased hiring demand in the past 30 days that will impact your business plan:
General Freight Trucking – 21.8% increase (over the same 30-day period last year)
Clothing Stores – 20.0% increase
Grocery and Related Product Merchant Wholesalers – 16.2% increase
Office Administrative Services – 18.6% increase
Aerospace Product and Parts Manufacturing – 36.4% increase
Your business plan should include three actions to respond to and prosper from this demand:
1. The first, and most obvious, is to directly contact companies in these industry groups. However, be prepared to sell value, versus price, and anticipate their needs by actively recruiting the talent they may need prior to the call.
2. Research, then sell to, their suppliers. Demand rolls downhill and will do so with the vendors who provide goods and services to these industry groups.
3. Remember there are only two types of companies: clients and sources. Not everyone can be a client, so, be grateful when someone turns you down as you’ve just gained a source of talent.
E-Verify and the Supreme Court Ruling on the Arizona Legal Workers Act
Yesterday, June 01, 2011, 1:30:00 AM Gordon Basichis
In response to the recent United States Supreme Court Ruling to uphold the 2007 Legal Arizona Workers Act, the Los Angeles Times has issued an editorial saying that you cannot rely on E-Verify or the I-9 Background Search. The Arizona Law stipulates that employers who hire undocumented or illegal workers will be penalized for doing so and that the second offense may result in the revocation of the errant company's business license.
Since 2007 when the bill was first put into law, all Arizona Employers must utilize the E-Verify or I-9 search as part of their employment screening program. This background check is also mandated for all federal contractors. Failure to do so could result in the company losing its federal contract.
The issues brought to bear with the Supreme Court ruling was whether the Arizona Law illegally superseded the Federal Laws regarding illegal or undocumented workers. The Supreme Court ruled in favor of the Arizona statue in a five to three vote . According to the article in the Los Angeles Times, "Chief Justice John G. Roberts, Jr, said Arizona's licensing law "falls well within the confines of the authority Congress chose to leave to the states," rebuffing challenges from the U.S. Chamber of Commerce, the Obama administration and civil rights groups.
Then Governor Janet Napolitano had first signed the Arizona Legal Workers Act into law in 2007. Thirty odd states have similar laws on the books and the Supreme Court ruling will in all probability affect the disposition of these statutes.
In its editorial, the Los Angeles Times stipulated, "The problem is that the law relies on E-Verify, which isn't ready for prime time......Conservative estimates put the program's error rate at just under 1% — meaning that one out of every 100 legal job applicants could be found ineligible to work....The reality is that the error rate may be much higher. Consider that in 2008, Intel Corp. reported that just over 12% of its workers were wrongly tagged as ineligible, according to the Migration Policy Center in Washington....a survey by Los Angeles County of employees found an error rate of 2.7 in 2008 and 2.0 in 2009, according to a report submitted to the Board of Supervisors. The error rate is especially high in cities with large immigrant communities."
Nevertheless, Arizona employers and all federal contractors are mandated to conduct the E-Verify. As a designated agent for the E-Verify, we believe it has its merits. There are administrative difficulties, with the ineligible worker having eight days to respond to the denial. The employer must go over the employee's rights and read their rights in their native language, if the employee does not understand English. This can be time consuming and taxing.
More importantly, the employer cannot run the E-Verify unless the employer formally offers the job to the candidate. Only then can they conduct the I-9. The E-Verify cannot be used as a background check for pre-employment screening. This is why we encourage our clients to first run the Social Security Trace. The Social Security Trace as a background check will for the most part tell you if your job applicant is applying for the job under his legitimate Social Security Number. And if there is a discrepancy, with a bit of research, a CRA can pretty much tell if the SSN is legitimate and who it actually belongs to.
The Social Security Trace can be used for pre-employment screening purposes. It may help weed out the ineligible workers from those who are eligible to work in the United States.
The Los Angeles Time Editorial claims the Supreme Court ruling and the E-Verify system doesn't fix the overall problem. The editorial calls for immigration reform. There's a debate that still has some very long legs. But I will leave that to others. Mainly, the purpose here is to encourage employers to protect themselves against possible fines, business closure, and the loss of federal contracts due to their hiring ineligible workers. No fun there. And to be sure, with the Supreme Court ruling other states that already have similar statutes in play will vote in favor of that similar to the Legal Arizona Workers Act. It is a changing paradigm. And as such, considering fines, liability issues, and possible business closure, hiring undocumented workers may prove far more expensive than employees with the legal right to work in the United States.
The Impact of Poor Recruiting - Candidates vs. Customers
Tuesday, May 31, 2011, 4:33:31 PM Simon Parkin
One of my biggest complaints about recruiting is the lack of respect given to candidates throughout a recruitment process. Whether it is from the lack of candidate respect by the behaviour of a poor recruiter or an unengaged hiring leader who fails to realize the importance of good recruiting, or simply from an overall poorly constructed recruiting process of an organization, 99% of the candidates applying to your company are most likely to walk away with a bad taste in their mouth.
So why is this a big deal if your company just hired a superstar new employee? I am all about outcomes when it comes to recruiting. I believe recruitment doesn't spend enough time looking at their outcomes and too much time looking at their process efficiencies. But there are multiple outcomes to recruiting that must be continuously evaluated. The first outcome of recruiting is the quality of hire which is and always should be the primary goal. But a close second must be the experience of both the candidates and the business - both of these parties need to be considered the true clients of recruiting. Recruiters need to remember who their clients are and often forget where the candidates fit into this mix.
I was speaking with a friend this morning who was excited about her first interview with a large organization with a significant consumer service brand for a marketing role. She had confirmed the phone interview with the recruiter at the organization yesterday and was spending a great deal of her time preparing for the interview. The recruiter had committed to calling her at a specific time and when that time passed by 30 minutes and she still hadn't heard from the recruiter, she texted me for my advice. My advice was to call the recruiter right away and find out what happened.
My friend followed up with me shortly after and was clearly not impressed with what she heard. Apparently the recruiter simply forgot about their scheduled interview (she forgot to check her calendar although was sitting at her desk working on her computer - no apology was given). My friend made sure the recruiter knew that they had just wasted not only her time for the scheduled interview but also the time she spent preparing. She declined rescheduling the interview with the recruiter as she was not impressed with being dealt this way. What is interesting is that it wasn't only the recruiter she wasn't impressed with......her negative impression was of the organization as a whole. She saw this recruiter as an agent for the company and quickly drew this conclusion. She is a current consumer of a service provided by this organization and has been for the past 20 plus years spending over $200 annually with them. Maybe current is the wrong term to use as she cancelled her service with this company later today. This story was also broadcasted on her Facebook profile to over 400 of her "friends" to view and comment on. So not only is she not impressed with this organization but her friends now have a negative reference on the company and not just on their recruitment efforts.......but of the company as a whole.
This company clearly hasn't made the connection between candidates being current or potential customers and the impact that a poor recruiter will have on their organization's bottom line in terms of lost sales and customers. So many organizations focus their sales and marketing messages on a customer centric approach and for some reason they fail to include their recruiting efforts and candidates into this mix. Corporate recruiting needs to be seen as an extension of their organization's overall brand and held to these high standards. Recruiting will never make every candidate happy but treating every applicant with the proper respect regardless of their skills and experience will go a long way in protecting their organization's brand.
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Simon Parkin is recognized as a global thought leader in the acquisition and management of top talent and has successfully transformed the Talent function for organizations of all sizes. Simon is the Managing Partner at The Parkin Group Ltd. and has worked closely with clients to build, develop and innovate their Recruitment, Talent and HR functions. He is a former global leader of Recruitment and Talent for a Fortune 100 company. Simon is a featured speaker at a number of HR and Recruitment conferences across North America and an author of many acclaimed articles on innovative Recruitment, Talent and HR trends and best practices.
Grandma's Chicken Soup #19: Social Media Recruiting Momentum
Tuesday, May 31, 2011, 1:33:53 PM Scott Ryan
I hope everyone had an enjoyable, safe, and restful holiday weekend. As the summer heats up, so should your recruitment marketing activities. You don't want to be playing catch up in the fall.
Let's get right into the news of the past week. Recruiting using social media is certainly a hot topic. Here are my picks and comments from last week's more interesting articles as it relates to the human capital industry.
Social-Media-Valuations-Infographic-Scaled (25%) http://bit.ly/jZGbS5
These are lofty valuations. The data being collected by these sites seems to be the real valuation. The targeting for recruiting is only going to get more precise.
Most Companies Are Still Clueless About Social Media http://read.bi/kAoX3Q
The sooner your organization embraces the power of social media, the bigger your advantage will be over your competition. If you are struggling, seek assistance.
You Can't Measure What It Is You Do Not Value Brian Solis http://bit.ly/lOpMNn
Great article and a must read as you embark on a social media strategy.
Facebook Ad Sales Chief: There Are 50 Million Likes Per Day For Pages http://tcrn.ch/kOLp1D
Facebook recruiting strategies will help your organization target qualified candidates and help build your employment brand.
Beyond the Big IPO: What Should Be the Next Move For LinkedIn? http://bit.ly/mGaD6H
LinkedIn's recruiting products are the hottest on the market right now. Are you taking advantage of the momentum?
Social Media is changing the way job-seekers are searching for career opportunities. The major job boards are not their first choice. They are using social networking sites, job search engines, and Google to seek out employers of choice. This is a good thing. HR professionals and recruiters MUST adapt.
If you agree or disagree with any of my comments, please let me know. If I missed any great articles, please send them along. Feel free to email me. You can reach me here: scott.ryan@hireclix.com
The Passions of Christine
Tuesday, May 31, 2011, 1:20:17 PM Bill Schultz
I've been burned by this a couple of time (you'd think I'd learn). Companies are looking for candidates who show that they have a passion for the position, the company, the function, the industry.
There is so much information available these days that it's almost inexcusable for a candidate to go in unprepared. And sometimes you think "well if she is worth her salt at all, she will do research on the company, she is in marketing, for criminy sake" However, it is our job to gently steer them to the key information that will give them a favorable first impression. So i tell candidates, (Christine in this case):
1. Sign up for Everything. If the company has an online presence, sign up for the free trial, the white papers, the facebook page, the twitter page, etc. Someone will ask or notice.
2. Read the Press on the company. It's more important to read the press than to really delve into the financials or business strategy. The Press is what they want people to know. That's all Christine should be expected to know.
3. Assess the company in regards to your function. e.g. If you're in user experience, form an opinion on what they do right or wrong. What you may change.
4. Be a voracious consumer of media in your field: This I call the Sarah Palin effect. Remember when Katie Couric asked her what newspapers she reads?
Make sure you are able to site a few publications, blogs, ezines, etc. that you read on a semi-regular basis.
5. Check Linkedin to see if there are people you know in the company. Briefly learn the interviewers background.
6.. If you're an engineer, none of this applies, just be able to code.
Cheers!
Is Dirty Data Costing Your Firm Big Bucks?
Tuesday, May 31, 2011, 12:04:35 PM Jessica Lunk
Originally posted at www.sendouts.com/blog
“Data quality problems currently cost U.S. business in excess of $600 billion per year, according to interviews with industry experts, customers, and survey data” – Garvroshe
Few people want to have a conversation about data. It’s not that exciting, until you put a number like $600 billion on it. Then they stop and take notice. Because, sure, $600 billion is just an estimate, but the truth is, there is a big price tag on maintaining and handling data. How you store your contacts, resumes, cover letters, and other data has a significant impact on how costly it will be to restore your data if your desktop system crashes.
As a recruitment and staffing firm, your data is one of your biggest assets. It represents the contacts you’ve made, the candidates you’ve placed, and the vendors you trust. Your data helps leverage your business for future opportunities. But if you had to put your data in the hands of a stranger, would it be a powerful tool, or a holy terror of a mess?
3 ways dirty data can cost you
Data Cleansing Fees. If your data is clean and well-formatted, it should be relatively easy for a data specialist to read your data and render it in a manner that best suits your firm. If it is a hodge-podge of missing fields and ill-placed characters, you’re looking at a $75.00 per hour (or more) fee to fill in the blanks.
Lost Candidates. Maybe you have a great candidate, but her resume is lost in a dark dungeon of inappropriately named folders on Sam’s desktop. Well-organized data means the best candidate is always at your fingertips – not lost to the competition.
Misuse of Time. You’re a recruiter. You need to be on the phones, hitting the pavement, sending emails. You don’t have time to be Googling “Jennifer Anderson” because someone neglected to fill out the “phone” field and emails are bouncing back from her email address.
Whether you’re using your Microsoft Outlook contacts or have invested in an ATS, keeping your data well-formatted will save you money in the long run. Perhaps you’re a small to medium firm working with ACT or Goldmine – you may want to upgrade to a sophisticated ATS as your firm grows. Or maybe you already use an ATS, and have decided to switch the software you use. Maybe you’re a one-man firm and just want to sync your outlook contacts to your iTouch. Either way, your firm will absolutely benefit from clean, organized data in the event of data transfer, as well as in your day to day operations.
“According to Gartner Inc., more than 25 percent of critical data in Fortune 1000 companies is flawed.” – Swartz, Nikki
For large recruiting and staffing firms, dirty data can be quite costly. Inaccurate, incomplete, and duplicate data compromises the quality of candidate matches, diminishes placement opportunities, and increases the expense of communicating with candidates and clients. Eradicating data errors and standardizing the way data is entered at enterprise-level firms can significantly boost assets and productivity.
Large recruitment firms can add to their bottom line by:
Regarding data as a corporate asset
Entering data that is relevant and meets overall business goals
Maintaining consistency in how data is entered
Approaching clean data as an ongoing objective, and creating a company culture that recognizes the value of clean data
So, how do you keep your data well-groomed and happily maintained?
In the next post, Sendouts’ own data specialist, John Born, shares the lessons he has learned as a data conversion specialist that recruiters can keep in mind as they keep track of their candidates and clients.
Why Life is Great for Baby Boomers in the Workforce
Tuesday, May 31, 2011, 11:45:38 AM Debbie Fledderjohann
Contrary to popular belief, many older workers feel that, if anything, their age is an asset in the workplace, not a liability, according to a recent USA Today article.
Citing an AP-LifeGoesStrong.com poll, the article states that 61 percent of Baby Boomers feel that age is not an issue at all, while 25 percent said it was an asset. Additionally, 82 percent said they have never experienced age discrimination.
Most said that younger workers seek their advice, and a third of those surveyed feel they garnered more respect from their employers than their younger counterparts.
The article revealed several other statistics that back up what we have been saying on this blog regarding the trend of retiree re-staffing:
One in four boomers said they will never retire. About the same number said they have no retirement savings.
One in five have been in their current field for less than 10 years, so they are still learning and picking up new skills.
Two-thirds said they will work at least part-time after they reach retirement age for financial reasons.
A large percentage, 29 percent, said they will continue to work just to keep busy.
According to a Congressional Budget Office report, it appears that Baby Boomers will be retiring later in life than previous generations.
The same report showed that labor force participation rates have been rising for workers ages 60 to 69.
As we have stated before, contracting seems to be a good fit for these older workers because, although they may need or want to work, they don't necessarily want to work all the time and may want more flexible schedules. Companies are also jumping on the retiree re-staffing bandwagon because it is a good way to keep or retain experience without committing overhead to a full-time employee.
Debbie Fledderjohann is the President of Top Echelon Contracting, Inc.
5 Best Recruitment Marketing Articles of the Week: Memorial Day Weekend Edition
Tuesday, May 31, 2011, 9:09:41 AM Chris Brablc
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. This week we’ll be talking about living databases, recruiting passive candidates, testing the right skills, the perfect talent storm and taco bell’s key for success.
Here are the articles our that interested us this week (in no particular order), enjoy!:
The Living Database: Predictions of the Future Recruiting Ecosystem by Amy Wilson (@awils)
Spot on article on the power of utilizing social media profiles to provide updated contact information for candidates in your Talent Network or Talent communities as well as a few standout technologies that provide this.
Don’t Waste Your Time Recruiting Passive Candidates by Lou Adler (@ERE_net)
Provocative title with some great thoughts on changes you need to make to your recruiting organization / process in order to be able to recruit top passive candidates.
Bench Pressing and Basketball by Steve Boese (@SteveBoese)
If you don’t read Steve’s blog, you miss out on some great sports analogies. This great article looks at what you test for in your recruiting process and if it actually matches up with what the candidates will need to do if they get the role.
The Perfect Talent Storm by Bryon Abramowitz (@BryonAbramowitz)
Interesting look at today’s recruiting environment and how a number of trends are converging to create a unique recruiting situation for employers.
Recruiting Operations and a Taco Bell Lesson by R.J. Morris (@RJ_Morris)
R.J. discusses the importance of streamlining and optimize your current recruiting processes. A new recruiting initiative won’t do much good if you have a resume black hole! The key is to track the performance of your processes with recruiting metrics.
Hope you enjoy the list. If you have any articles I should add to the list feel free to add them to the comments or send me an email at chris@smashfly.com or follow us on Twitter @smashfly.
Are You an Inspiring Leader?
Tuesday, May 31, 2011, 9:03:37 AM Mark Bregman
Do your employees step up and perform at the highest level? If so, it is probably due in part to good leadership. I’ve been writing a lot lately about corporate culture, and started thinking about whether your employees are inspired to work for you, or just have to work for you.
There are a lot of qualities associated with good leaders, like courage, decisiveness, self-control, etc., but when I think of what it takes to inspire and motivate others, I think some special qualities are really important. Here’s my top ten:
Unwavering honesty – always tells the truth, wants to hear the truth, believes that truth works
Transparency – this is a companion of honesty – telling people all they need and want to know
Justice and fairness applied across the board (no double standard)
Compassion – genuinely cares about others (empathy fits in with this too)
Lead by example – set a high standard, and be willing to do what you want others to do
Collaboration – encouraging others to contribute to your success
Vision (and can articulate a compelling course of action to others)
Enthusiasm – be the champion and head cheerleader for whatever you advocate
Empowerment – let others own what they do (and no micromanaging!)
Embrace Change – be open and flexible and take suggestions seriously
If your favorite is missing from this list – please add a comment so we can all learn!
Tags: inspiration, leader, leadership, qualities of leaders
For more insights, visit the Headhunter's Secret Guide: http://www.bobsearch.com/blog
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New Hiring Cycle with Higher Turnover Forecasted
Tuesday, May 31, 2011, 9:00:43 AM Mark Bregman
SHRM, the Society for Human Resources Management, released an excellent report this week, titled Higher Productivity, Higher Skills: Preparing for a New Hiring Cycle. This article points out several very interesting recent surveys that echo what we’ve been saying in our blog and newsletter for some time: When the recovery accelerates, the high levels of productivity in the workplace will be hard to sustain, and, the increasing levels of worker dissatisfaction will cause turnover (what we’ve called ‘churn’) where people change jobs simply in search of greener pastures. As the economy adds jobs –SHRM cites a Wall Street Journal survey of economists saying that 200,000 new jobs per month is expected in the US – it will be even easier for people to make these changes.
The report also points out that many companies have not been investing in employee development and training during the recession. And, with the economy and stock market improving, more aging workers are leaving the workforce. Do the math, and when the best, most experienced people start leaving the workforce or changing jobs, employers will be hard pressed to find easy replacements. In fact, the SHRM report points out that HR professionals feel the war for talent is already heating up, and the ability to attract and retain good people is now a top concern.
I encourage you to read this concise and very informative report for great insights on current state and near future expectations in the workplace.
For more insights, visit the Headhunters Secret Guide: http://www.bobsearch.com/blog
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With Access to all the premium UK Jobboards, we can save your 75% of sourcing budget.
Tuesday, May 31, 2011, 8:36:23 AM Pearl Outsourcing
Hello,
My name is Husnain; I am from Pearl Outsourcing, an Outsourcing company providing tailored solutions to the Recruitment companies in UK. With our services we assure a quick & effective solution to place candidates before your competitors can. To save you Time, Money, and just the Talent you are seeking to turn those placements into PROFIT!
With Access to all the premium UK Jobboards, we can save your 75% of sourcing budget.
FULL TIME RESOURCER - £500 per month
(A Dedicated Account Manager, sourcing candidates for 4-5 vacancies each day, 5 days a week)
PART TIME RESOURCER - £300 per month
(A Dedicated Account Manager, sourcing candidates for 2-3 vacancies each day, 5 days a week)
Please contact us to activate your 2 Vacancy Free Trial
We have Access to Monster Jobsite Cwjobs Totaljobs Cityjobs CVlibrary Reed.co.uk Jobserve Linkedin Hotonline PlanetRecruit VacancyCentral ITjobboard GradPlus British Jobs JobMax & Our internal database with up to 50K Candidates
We are not one of those RPOs who are here today and gone tomorrow. We are also not one of those RPOs who are here to make quick bucks. We work with Ethics, Solid Morals, Honesty & Respect. In these day and age business is hard enough to cope with, and I am sure you don’t need further complications. I would like this opportunity to work with you, to build a strong lasting business relationship with you, and to make you understand that I can add value to your recruitment drive.
In these tough economic climates, we understand quality and cost are major factors. Companies of today want the very best in quality candidates for their clients, and at the same time not to over spend on their budgets. I am determined to work with you, and prove people in my profession are good people.
Any questions please feel free to ask
Regards,
Husnain Abbas Operations Manager +44 208 144 0069
Husnain@pearloutsourcing.com
US Job Market grows only 2.1% in May
Tuesday, May 31, 2011, 7:25:01 AM Henning Seip
It is getting slower out there. Over the past four months, growth rates of US job postings have been on a slide downwards with the latest addition in May of only 2.1%. Employers posted a daily average of 2,600,000 job openings (estimate) during the last 30 days, just 55,000 more than in April. Four of the five largest metro area posted gains. Employers in the New York Metro area added just 1.0% while the Los Angeles job market remained virtually unchanged (down 0.4%).
United States Job Openings, January 2007 - May 2011
If we interpret job postings as a short term outlook of employers on the economy the numbers suggest that employers are becoming increasingly cautious to look for additional labor. According to the BLS, the US economy added 768,000 jobs this year so far with April being the month of highest growth. It may be less exciting when the BLS publishes it's May employment report on Friday.
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Top Ten Niche Job Boards
Tuesday, May 31, 2011, 2:41:24 AM Emily Stevenson
This list, of our Top Ten Niche Job Boards, is just for specialist job boards (not general ones). This list is based on feedback we have heard, websites we have perused and duly inspected and been impressed by. As each sector has its own specific set of job boards, I have chosen the best of the bunch and put them below – in alphabetical order, mind.
My whacky comparison Top Ten this week is got to be the Top Ten Weirdest Toilets, although I must admit the aquarium toilet does look very pretty until you think about the fact that the fish might be watching…
Anyway, here we go:
Arts & Media – Creative Pool
Banking & Finance – Cityjobs
Healthcare – Jobs 4 Medical
IT & Technology – CW Jobs
Leisure – Leisure Jobs
Professional services – Warner Scott Recruitment
Public sector – Jobs Go Public
Retail – In Retail
Transport – Jobs in Transport
Utilities – Just Utilities
Keep your eyes open for the next Top Ten List..
Recruiting the Sales Way
Monday, May 30, 2011, 12:08:26 PM Bill Humbert
Successful corporate recruiting requires focus, time, and hard work. Companies that are very successful finding the top candidates understand that attracting candidates is a sales process. The amount of effort put into the search for the right candidate is reflected in the quality of candidates presented for interviews. Are your company’s hiring managers frustrated in the quality of candidate received? Do they constantly request the aid of search firms (who understand Recruiting is Sales)?
The purpose of this article is to save you money for your company and help you better focus your recruitment efforts.
When I am on a recruiting consulting contract, we discuss the client’s recruitment processes. While we are working through the process, I point out areas that need to be tweaked or completely changed in order to attract more and better candidates. The goal is to create a recruitment process that reflects a sales process (demonstrated in “Attracting Passive Candidates?”).
Used in the correct way, technology can be a terrific aid to attract and recruit top candidates. Used the wrong way, technology will drive top candidates to other companies in droves.
Is your company using technology to track activity and resumes? If so, you are on the right track. If you have been sold that technology will help you recruit, you most likely are on the wrong foot and would need a conversation to confirm.
Technology is great for speeding up process. Unfortunately it speeds up good processes and poor processes alike – just making bad things happen faster. If you are selling products, like Amazon, technology is fine. If you are trying to sell yourself as an employer, it is tougher unless you make one of the “Best Employers’ Lists”. By definition, most companies are not the best place to work – not that they are bad places to work, they just haven’t received recognition yet.
Yes. Recruiting the sales way takes more time typically than simply filling requisitions. However the reward for recruiting the sales way is much more productive and happier employees. They will make your company more profitable and more competitive than people filling desks.
How to Extract Candidates & Leads From LinkedIn - Webinar Wed June 1st
Monday, May 30, 2011, 9:57:15 AM Irina Shamaeva
Join us for a Webinar on Wednesday, June 1st.
Time: 9 AM Pacific/noon Eastern/5PM London
Reserve your Webinar seat now at:
https://www2.gotomeeting.com/register/972413938
LinkedIn has a very large collection of business data. However, it is not at all like Job Boards with resumes (even for the top account holders) and, of course, is not like lists of prospects with contact information. Data access and search limitations, the absence of contact information, and “shallow” profiles that lack important data stand in the way of taking advantage of LinkedIn’s full potential.
Would you like to learn how to overcome LinkedIn limitations and reach the right people?
Join the webinar to find out how to:
Uncover, sort, and filter member profiles and company data on LinkedIn
Reveal hidden names on any LinkedIn profile, including those outside of your network
Search on Google and Yahoo/Bing for data that cannot be searched within LinkedIn
Explore group memberships without joining groups
Use multiple options to contact prospects, that produce 10x better response than plain emails and are quicker than cold calls
Who should attend:
Recruiters
Sourcers
Business Development Managers
Sales Managers
The webinar will be useful for free and paid LinkedIn members alike. Expect to speed up your work, find people you couldn’t locate before, and experience less frustration, more fun using LinkedIn going forward.
Some basic understanding of LinkedIn is desirable.
The webinar will include a slide show, demos, and Q&A.
“Learning about these tips has paid for my whole trip to the conference!” – Mike, an Account Executive at a Telecom company, at a recent Jigsaw conference, after watching some demos.
Date: Wednesday June 1
Time: 9 AM Pacific/noon Eastern/5PM London
Length: 90 minutes
Price: $79 includes the slides and one month support over email
You will be redirected to the payment page upon registering.
Space is limited.
Reserve your Webinar seat now.
Can’t make the time? We will make a video recording available.
MOTHER OF ALL SPEED BUMPS - SOME hr STAFFING TYPES ARE...*
Monday, May 30, 2011, 9:30:00 AM Valentino Martinez
If most hiring managers knew what games many (not all) HR staffing types play in blocking external recruiters, who can actually fill their hard-to-fill openings,...they would (should) cocoon them and convert them into speed bumps befitting their role in the recruitment process.
Your thoughts?
*This blog post was inspired by Bill Schultz's Forum post on May 25, 2011, on RecruitingBlogs:
Got Sent This Fee Agreement Yesterday and in it was this little diddy....
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I Want to have Sex with Your HRTech
Monday, May 30, 2011, 7:08:20 AM Geoff Webb
I just got back from flying across the country for the fourth (and not last) time this year to attend the HR Demo show in Vegas. Here’s what HR Demo should really be called from now on: The HR Demo - Innovation in Tech Show, because that’s all we really talked about the most.
I mean we had tons of really interesting demos from some very cool vendors including my good friends over at JSTN (small plug). But more than that when the demos weren’t happening we got to have some really cool discussions as we networked in the Trade Show room (surprise, surprise) and the thoughts/feelings around Innovation just kept on creeping into the conversations - it even happened at dinner.
So here are my observations after many hard, probing questions about what makes up true innovation in HR Tech:
Most HR Tech Vendors believe they are being very innovative within the space, but heck who would want to go to an HRDemo show and say they weren’t
Most HR Practitioners don’t believe that HR Tech providers are being innovative at all….in fact the phrase “Gadgets Be Gone” was often tweeted/spoken during the event.
There is a a wide spread adoption issue between HR Tech Vendors and Buyers
Most HR Tech vendors seemed to have little knowledge of the concepts of User Centered Design and solid UX testing methodologies.
Most HR Practitioners felt like the Vendors spoke at them and not with them.
Most HR Vendors said that Practitioners didn’t really know what they wanted
See Point 4 to illustrate
A lot of the really cool and actually disruptive tech was saved for the last hour of the last day (during an iTalent session) when most of the folks attending the show had headed home.
Because no one seems to actually be talking to each other a lot of the space seems to focus on “gadget” implementation and not really game changing design changes.
Many of the vendors that did “get it” then demoed a product that really didn’t seem to implement any of the philosophies that they had espoused at the beginning of the presentation - thus luring us in with gadgets only to leave us limp from lack of excitement.
So here is what I’m taking away from HR Demo. HR Tech Vendors you need to stop talking about having a relationship with your buyers. You have to stop presenting all dressed up. You have to get naked with your buyers and buyers you can’t continue to keep your socks on…you have to go all the way as well. Only when there’s real naked and honest conversation between HR Vendors and Buyers will we see honest and game changing innovation in the HR Tech space. So Vendors and Buyers - don’t be afraid, you both have real needs and wants…get into bed together and have some hot and fierce sex.
And that’s Radical.
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Vegas Baby #HRDemo Day One
Monday, May 30, 2011, 7:03:34 AM Geoff Webb
Hey guys, so as many of you know for the past day I have been in Vegas at the second HRDemo show that gets produced alongside the HROToday and RPOSummit at the Venetian. I wanted to share with y’all some quick thoughts about the show and some of the technologies I saw demos of on day one.
Firstly the show, by far this is a larger and more heavily engaged crowd than the ones we saw last December. The attendees have really come here to ask questions which being an UnConference guy makes me happy because it means the Demo concept is catching on and the participants are really realizing the value of engagement. I think the organizers have also taken to heart some of the lessons from 2010 as well making sure that each demo is done twice and that everyone has a chance to participate. Of course the party at Tao was great but that is not surprising. I mean as great as an HR party gets. My only feedback for organizers would be to do away with the Tradeshow floor, it seems to be infrequently visited and both participant and vendor time would be better spent in networking meeting spaces around the Demos.
As for some of the tech I have seen I thought the demo for iCims was good it’s a solid web based ATS (http://www.iCims.com) with some interesting social components but honestly they failed to Wow me so I was jumping out of my seat. If you are looking for a solid ATS that is cloud based with some interesting analytics then I would recommend you check them out.
I attended the Kenexa demo (http://www.Kenexa.com) and I wasn’t sure what I could expect given that Kenexa is an RPO. However, I was pleasantly surprised. In the world of Social Recruiting and Sourcing Kenexa is well on the way of knowing their shit. I loved the fact that they introduced topics like SEO and SEM and Retargeted ad sales but most importantly the concept that Talent Attraction groups should stop thinking in terms of “finding” and more in terms of “attracting” and so Talent Attraction today and tomorrow will have to have more in common with Consumer Marketing to truly be successful. I LIKE IT. Then they went on to show off their ATS solution which was kinda blah blah blah. But overall good work Kenexa.
