Four Days Left: Write a Blog Post, Win an iPod Touch
Posted by JasonThere are four days left for entries into The Talent Buzz blog post contest. Just write a blog post related to recruiting, marketing, social media, social networking, or human resources.
Blog post content cannot be posted on another blog, and the author who has a post with the most visitors wins the iPod touch. It’s that simple.
Click here for complete details and guidelines.
For questions, to express an interest, and to enter your post please send an e-mail to (buzzcontest [at] gmail [dot com]).
September 10, 2008 2:00 pm - 3:00 pm ET
Hiring the right person is just the first step. To truly maximize the investment you made finding and hiring the perfect candidate, you need a new-hire development program that gets them off to a strong start. We’ll share our research results on time-to-productivity gaps across various jobs and industries and offer specific recommendations to close them.
This webinar will cover:
- The financial implications of long orientation periods.
- How to integrate hiring and development processes to build development plans for those crucial first months.
- Steps you can take to help assimilate new hires more quickly while reducing costs.
Click here to register.
By Jason Buss.
Recruiters want strong relationships with their hiring managers. It’s one thing to want, and another to deliver and earn. Strong relationships are not granted - they are earned by producing results. One sign you have work to do is when a new position is opened, he/she contacts an external provider before talking to you. As the late Rodney Dangerfield used to say, “I don’t get no respect”. Start now. Own it, and make it mutual.
Here are 5 things you can do now to increase the trust, respect, and appreciation with your hiring leaders:
- Know your competitors better than your Hiring Manager. It’s one thing to know the list of companies you are competing against, but it’s another to know what positions they have open, who their “A” players are, who’s looking, and who would consider the right opportunity. Do you read their press releases, are you signed up for e-mail alerts, RSS feeds, watch their stock (if applicable), or follow their employees on social networking sites?
- Set expectations up front, and drive accountability. Not just what you will do, but what you expect of them throughout the recruiting and hiring process. Do you use service level agreements? Read more about the purpose and benefits of using SLA’s for recruiting, or key steps in establishing SLA’s for recruiting. A blast from the past - people have been talking about the use of SLA’s in HR overall for years but very few organizations do it effectively.
- Source talent. Sounds easy, right? Most hiring managers do not want a bunch of Resume’s forwarded to them from you. They are looking for pre-screened, assessed talent, based on the position priorities and competencies he/she described when the requisition was opened. If you have a conversation in your initial meeting - or ask - about what job boards, niche sites, or associations he/she thinks you should post on, you have work to do.
- Have a 95%+ acceptance rate. Sure, candidates turn down opportunities for a variety of reasons, but the best recruiters anticipate needs or objections throughout the process prior to the offer stage.
- Deliver on every commitment. Provide the right number of updates, with the right content, in the right way. Don’t be a high maintenance recruiter. If you say you are going to do something, do it ahead of time, or on time.
While Hiring Managers absolutely own part of the process, recruiters facilitate a majority of it. Recruiters that are influential with the interpersonal skills, confident, and competent will win every time.
HR Blog: BuzzLinks 08-18-08 SHRM, 4-day Work Week, HR Woes
Posted by JasonCongratulations to Laurence “Lon” G. O’Neil, for being named new president and CEO of SHRM, effective October 1, 2008.
4-day week is catching on nationwide.
LinkedIn Group Reaches 2,000 Members
Posted by JasonBy Jason Buss.
I am excited to share that The Talent Buzz community on LinkedIn has reached 2,000 new members, since the launch less than three months ago. This continues to be a great opportunity to expand your personal and professional network, share ideas, and meet other professionals with similar interests.
Share the link or this post with others in your network. If you haven’t joined yet, you can follow the link to connect with other HR, Recruiting, and Marketing Community experts and members in our LinkedIn Group.
The Web May Not Be Best Spot to Find a Job, and often leads to unfulfilled expectations.
Ten tall tales told on Résumés.
Are job seekers overwhelmed by online job sites?
SmartPost Climbs Higher into Social Networking. SmartPost, the innovative online job posting product from Bernard Hodes Group, today announced the expansion of its e-media network by adding Climber.com to its impressive roster of media partners. SmartPost now tops over 10,000 job posting and sourcing options, and this new media relationship brings together the best-in-class sourcing technology and reporting metrics of SmartPost with an industry trend-setter in the Web 2.0 wave of social networking sites.
A New Approach to Applicant Attraction and Selection. In the real estate world, professionals always look for seven good years to be followed by seven bad years as the economy cycles. As the economy cycles, there are employment cycles as well. When the economy is booming, employers traditionally find it far more difficult to maintain an ongoing supply of qualified job candidates. On the downside of the economic cycle, there tends to be an abundance of job applicants making it more difficult to select the best candidate for a specific job.
HRO Today Announces “The Bakers Dozen”: Top RPO Providers
Posted by JasonHRO Today Magazine today announced the carefully watched results of its annual Bakers Dozen ranking of major recruitment process outsourcing firms.
The results were based upon a survey completed by 262 HR executives who are current buyers of RPO services. The RPO providers were rated on the breadth of their service, the size of the programs they manage and the quality of service provided. The market was grouped into 3 lists: the Enterprise Bakers Dozen list, Global Leaders list and a list of leading Project/On Demand Providers.
The Bakers Dozen List, the flagship product of the survey, was developed from information culled on 45 firms that eventually reduced down to the final 13 that were then ranked according to a pre-determined set of indices.
In addition to the rankings, aggregate survey data about industry trends was also developed this year and can be found in the July/August issue of HRO Today magazine and will be presented at the upcoming RPO Summit in December 2008 in Washington, D.C. presented in concert with the RPOA (Recruitment Process Outsourcing Association), a special interest group of the HROA ( www.hroa.org) and the RPO buyers group of RPOA.
The 2008 Bakers Dozen Ranking:
- 1. Right Thing Inc.
- 2. Spherion
- 3. People Scout
- 4. Alexander Mann Solutions
- 5. Kenexa
- 6. Talent2
- 7. Manpower Business Solutions
- 8. Kelly HR First
- 9. Pinstripe
- 10. FutureStep
- 11. Adecco
- 12. Select International
- 13. H.L. Yoh
Global leaders included:
- Alexander Mann
- Kenexa
- Talent2
- Manpower Bus. Solutions
- Kelly HR First
- FutureStep
- Adecco
- Project/On Demand Leaders
- Accolo
- BeeLine
- Talent Fusion
- TWC, COMSYS
- The Workplace Group
- CDI - PRO/Talent
- Aon Consulting
Congratulations to the Right Thing, Inc. for the top spot in the Bakers Dozen for 2008.
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