New apps, social media, nudges … we’re always trying to catch the latest trends to stay ahead of the curve and impress our clients, vendors, prospects, and more. But as I look at trends in recruiting over the last year or so, I am reminded of that saying that is so popular in both public relations and song lyrics: “everything old is new again.” Indeed, there are three trends to be on the look-out for in both recruiting and sales: Personalization, Actionable Insights, and Relevance (PAR for short). All three are proof that, really, everything old is new again. It’s ...
From the annoyance of individual discrimination charges to bet-the-company class actions, employers’ recruiting and hiring processes are fraught with legal risk. Are you guilty of any of these top 10 hiring and recruiting blunders that are committed by employers? 1: Recruiting or hiring employees using “coherent people profiles” assembled by aggregators like Spokeo. Spokeo was fined $800,000 in 2012 by the Federal Trade Commission because it gathered all kinds of data about individuals — including race, ethnic background, religion, economic status, and age ranges — and sold the information to employers who used it in making recruiting and hiring decisions. ...
Recruiters have always known that good communication with hiring managers throughout the entire hiring process is necessary in order to get a position filled. It is not enough to just have a job description and an initial conversation. It is equally important to get feedback on individual resumes as they are submitted and on candidates as they are interviewed. But do hiring managers value communication with recruiters? Recruiters submit candidates who they think are qualified for the position and need to know specifically why a particular candidate is being passed over by the hiring manager. Frequently job specs change over ...
Mindfulness – being focused and fully present in the here and now – is good for individuals and good for a business’s bottom line. Google, eBay, Intel and General Mills offer classes on it. So do Harvard Business School, Ross School of Business and Claremont Graduate University, among other campuses. Mindfulness is not just a corporate trend, but a proven method for success. How can people practice it in a workplace where multitasking is the norm, and concerns for future profits can add to workplace stress? CONTINUE READING AT FORDYCELETTER.COM
There are two types of companies when it comes hiring — those that are focused on a shortage of talent and others that believe there is enough. Which one is right? Actually, both. Focus defines strategy. Leaders who are focused on scarcity pay more attention to the reports and statistics that prove there are shortages of talent. They create strategies that operate from a belief that there aren’t enough people to fill their jobs. Their teams can often be seen scrambling for talent, never seeming to find enough. READ MORE AT ERE
You don’t get a pass this year on big health insurance decisions because you and your employees are not shopping in an Affordable Care Act marketplace. Employer medical plans — where most working-age folks get coverage — are changing too. Rising costs, a looming tax on rich benefit packages and the idea that people should buy medical treatment the way they shop for cell phones have increased odds that workplace plans will be very different in 2015. “If there’s any year employees should pay attention to their annual enrollment material, this is probably the year,” said Brian Marcotte, CEO of ...
The war for talent is real. According to the U.S. Labor Department’s recent Job Openings and Labor Turnover Survey, there are currently around 5.8 million job openings — a series high. Couple that with a declining unemployment rate, which currently hovers at 5.1%, and you get the perfect recipe for a candidate's job market. Employers are finding the recipe more difficult to follow when seeking top performers, especially if the company is missing an ingredient or two — like awesome culture. Rethinking how you appeal to candidates is crucial as the landscape continues to change. Here are some tips. READ ...
It can be tempting to dismiss the glowing praise of those who work at great employers in technology and other fields flush with cash. After all, what’s not to like about free smoothie stations, unlimited time off, Cadillac health plans, and other accoutrements of organizations that seem to spare no expense in attracting talent? But dig deeper, and you’ll find that some of the most valued policies at companies with satisfied employees aren’t necessarily about money. Here are a few worthwhile perks for HR professionals to consider, regardless of their industry or resources for employee benefits. CONTINUE READNIG AT ERE.NET
References aren't just barometers of one particular candidate. Chances are if a reference knows one high-quality applicant, they know others. When talking to a reference, pop some variation of a simple question: “Do you happen to know anyone else who is at least as good?” These “reference referrals” are easy and straightforward in both concept and execution. Furthermore, reference referrals are free. The call is easy because these references have helped once before and you already have their contact information in your hiring file. Here are some tips to get you started. READ MORE AT EREMEDIA
What’s the cost of a poor corporate reputation? Quite a bit, at least in terms of talent acquisition. Companies like Toyota Motor Co. and energy giant BP may still be able to hire talented workers, but they’ll have to pay them significantly more than others that have never been the subject of criminal investigations. A survey sponsored by global recruitment firm Alexander Mann found that a damaged corporate reputation won’t keep workers from hiring on — 70 percent said they’d take a job — but the salary bump would have to be better than 53 percent. Contrast that with the ...