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 ...
Most employers think they follow laws to a tee. However, many business owners and their employees are unknowingly breaking federal employment laws, which can lead to time-consuming and costly legal lawsuits. Below, we address the most common forms of employee lawsuits and spell out tips to help you maintain a safe working environment and avoid becoming embroiled in the court system. Discrimination Discrimination claims are the most common form of employee lawsuit. The U.S. Equal Employment Opportunity Commission (EEOC), a federal organization tasked with enforcing these laws, received 93,727 of these charges in 2013 alone 93,727 of these charges in ...
When you think of the word agility, you might conjure images of an elite athlete sprinting to the finish line, or a Cheetah pursuing prey on the African plains, or a lawyer in cross examination in a court room. But have you considered what agility looks like in talent acquisition? The foundation of talent acquisition is to align resources to business needs to fill positions. Sounds simple enough, right? Most talent acquisition leaders would agree that on paper this statement does appear simple, but many variables come into play that can complicate even the simplest of tasks. READ MORE AT ...
Up until now, employer branding referred to a company’s positioning and messaging as the employer of choice to a desired audience. Social media, however, has since changed the face of employer branding. Instead of being a one-way message for positioning your company as a great place to work, it’s now a marketplace of thoughts and opinions. Branding is now in the hands of the very talent you seek — otherwise known as your talent brand. This is how talent views and socially brands a company, incorporating what talent thinks, feels, and shares about a company as a place to work. ...
The U.S. economy added 126,000 jobs in March, with employment trending upward in professional and business services, health care, and retail trade. Congrats recruiters, you just got busier. While the continued growth of the job pool stands as a positive sign for U.S. business, more jobs means more work for recruiters. Every HR professional I’ve talked to is feeling the pressure. New jobs are posted every day, leaving teams sifting through hundreds, and maybe even thousands, of applicants. Everyone is feeling the strain, as previously successful process slowly begin to falter, leaving teams without the tools necessary to keep their ...
Imagine having an efficient and smooth-running employee referral program that produces nearly 50 percent of all of your hires and that ranks No. 1 among all sources in producing quality, top-performing hires. This employee referral program may also prove to have the fastest time to fill, and surprisingly, one of the lowest cost per hire of any source. And because your employees do a great deal of the spreading of authentic brand messages, as well as the finding and assessment of prospects, the program has an added side benefit of greatly reducing the sourcing timeframe for your recruiters. Well, all ...
Hourly employees, by their very definition, may convey a sense of impermanence, with their compensation tied directly to the amount of time they work in a given week or day. But with nearly 60 percent of the workforce being paid by the hour, how can managers develop relationships that will foster a sense of loyalty and commitment to the company? “For some managers, it can be difficult to develop relationships with hourly employees, and there can be a bit of an unwritten two-tier system between [full-time] managers and hourly employees,” said Louie Shapiro, director of human resources at Hotel Nikko ...
For hundreds of years, managers have owned the hiring process. However, as more firms learn the benefits of shifting away from top-down decision-making and toward a collaborative model, it’s time to rethink the manager’s sole ownership of this critical business process. In the Silicon Valley, we frequently operate under a different hiring model known as “collaborative hiring” or “team-based hiring,” which involves most members of the team in the hiring process. Collaboration Has Become the Norm Firms like Google, Facebook, and Apple demonstrated the direct connection between improving collaboration and increasing highly profitable innovation. Ever since, numerous firms from multinationals ...
Social media has created new and exciting ways for companies to interact with job seekers, but sometimes progress brings pain. With so many conduits for candidates to access information about your company — social media, search engines, personal networks and all forms of user-generated content — managing an effective digital ecosystem is causing some organizations grief. Optimizing social platforms for recruiting requires more than just posting jobs on Twitter or creating a Facebook page. It’s also about understanding candidate behavior, creating timely, topical, and engaging content, and then making sure search engines can find it. Organizations that gain expertise in ...
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. ...