Archive for June, 2010
Wednesday, June 30th, 2010
For decades, we’ve all known that the best way to get a new job is through your personal network. It’s easier than working through headhunters, pitching through corporate websites and sending resume after resume through the job boards. A new social media solution is poised to turn those “real world” referrals into an online affair. For corporate recruiters, this could mean that there’s yet another fire hose of resumes with which to contend.
According to Mashable:
Users who log in to Simply Hired with their Facebook accounts can now search for jobs at their friends’ companies and send private messages to inquire about openings on the site.
SimplyHired also pulls profile data about current and previous work titles, location and interests (including companies users “Like”) to make more personalized job recommendations.
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Tags: BYTE, Corporate Recruiting, Facebook, job boards, recruiting, Simply Hired, social media, social networking, talent pools
Posted in News | No Comments »
Monday, June 28th, 2010
Candidates have more on their minds than compensation: they want to know they’re making the right decisions. Among the many factors they consider when receiving an offer letter is how much they will enjoy working for your company. What is a prospective employee going to look for? There are many warning signs that a new job may not be all it seems.
A savvy candidate will ask questions beyond specific responsibilities and compensation. Expect top players in your industry, especially, to ask about performance levels and the strengths of peers, subordinates and even supervisors. Among the most important issues are:
Tags: BYTE, candidates, hiring managers
Posted in Strategy | No Comments »
Wednesday, June 23rd, 2010
The candidate’s pre-interview routine is utterly predictable: research the company. Traditionally, this has included checking out your organization’s website, scanning the news for mentions and sifting through recent press releases. Through social media, the information about a company that candidates can find has proliferated. If you plan to keep up with the people sitting across the table from you, you should know what they’re looking at when they prepare for the meeting.
Expect LinkedIn to be among a prospective employee’s first destinations. In addition to finding basic company information, the candidate will see who works for your organization and possibly be able to find the hiring managers involved in the coming round of talks.
Lesson: Go to your company’s LinkedIn company profile and see where it takes you. This will give you a sense of what your candidates will see when researching your company.
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Tags: Blog, blogs, BYTE, candidates, employees, Facebook, LinkedIn, social media, social networking, Twitter
Posted in Intelligence | No Comments »
Sunday, June 20th, 2010
When the economy turns south, cuts are necessary, layoffs happen and the survivors are miserable. We all know the whole “do more with less” routine … but what happens when employees have spent a few years in that situation? Well, some new expressions enter the corporate lexicon: “turnover intention” and “quit level.” They mean exactly what you think they mean. As economic conditions recover, you need to prepare for an exodus from your organization – unless you take smart steps to prevent it.
Of course, there will be cases where you can’t do much to keep an employee in your organization. When this occurs, you need to be ready to replace talent that has followed its “turnover intentions.”
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Tags: BYTE, economy, employees, turnover, unemployment, voluntary turnover
Posted in Intelligence | No Comments »
Wednesday, June 16th, 2010
As you meet with promising candidates, consider whether they have access to other people who may also have competencies your organization values and seeks. Ask for referrals and personal introductions. Even if these people aren’t actively looking, you’ll be top of mind when they start. Also, you may be able to lure them over to your organization before they decide to look actively.
Using your professional relationship with candidates to access to a broader network of talent can help you:
- Develop talent pools for future use
- Gain market intelligence
- Determine which desirable resources are working for your competitors
- Gauge working conditions and morale elsewhere in the market
- Fill positions faster as they open up
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Tags: candidates, HR outsourcing, HRO, human resources, outsourcing, recruiting outsourcing, STREAM, talent, talent pools
Posted in Intelligence, Strategy | No Comments »
Monday, June 14th, 2010
Increased competition, endless streams of resumes and applications and an economy that is intent on vacillating between bubble and bust has made the corporate recruiter’s career anything but predictable. Expect change to be constant and vexing … unless you have a taste for excitement and opportunity. Dislocated markets obliterate level playing fields, creating an opportunity for the savvy and aggressive to pull ahead of the pack.
We’re in one of those periods now. We’ve undergone several structural upheavals to the talent market and recruiting sector over the past 15 or so years, and nothing will ever be the same. To succeed, the corporate recruiting department needs to shift its thinking from tactical execution to strategic planning and positioning. The administrative and rote work needs to be sent out of the office, to an operation such as our BYTE service, while you retool your recruiting operation for maximum impact. To help you out, here’s a checklist for you to use in transforming your corporate recruiting department into a strategic powerhouse.
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Tags: bubble, BYTE, Corporate Recruiting, HR outsourcing, HRO, human resources, outsourced recruiting, outsourcing, recruiting outsourcing, talent market
Posted in Process | No Comments »
Wednesday, June 9th, 2010
The fact that corporate recruiters are still doing business the way they did 30 years ago almost makes it seem like the market developments that have occurred since then will be rolled back. Why else wouldn’t the profession mature alongside the rest of the business world? The only rational explanation – if you can call it that – is that:
- The recruiting profession as a whole expects the number of resumes submitted for each open req to fall from thousands back to dozens
- Job boards, social media outlets and other online tools will fade from job-seeker consciousness
- Unemployment will never return to the extremes (less than 2 percent and more than 9 percent), taking all that pesky volatility out of the talent market
- The broader business community won’t continue to be as competitive as it is, making the war for talent little more than gentlemanly undertaking
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Tags: Corporate Recruiting, HR outsourcing, HRO, human resources, job boards, operations, outsourcing, STREAM, talent, talent pools, unemployment
Posted in Transformation | 1 Comment »
Wednesday, June 2nd, 2010
For many, the hardest part of the interviewing process is the uncertainty. Candidates are on the brink of life-changing decisions when they are interviewing with your organization. So, while you don’t like getting those phone calls and e-mails asking about where they are in the process, keep in mind the anxiety they are feeling. Overall, this is an expected dynamic, but it’s one that nobody has really invested in fixing.
Though this has always been an issue, a recent move by the federal government has brought a fresh perspective. A Presidential order has been issued to reform the hiring process used by the federal government in an effort to reduce time to hire, change the application process to allow resumes and eliminate application essays. These and many other changes will have to be addressed by November 1, 2010. One of the most interesting developments, though, will be the notification of candidates as to where they are in the recruiting process.
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Tags: application, BYTE, candidates, Corporate Recruiting, federal government, government, hiring, interviewing, recruiting, time to hire, USAJOBS
Posted in Process | No Comments »
