Archive for the ‘Hiring’ Category
An Apology to All Job Seekers and Candidates
Posted by JasonWe call it the candidate experience. You call it BS. We call it employment brand. You just want respect.
The first job board was launched in the early 90’s. Some experts state there are now more than 40,000 job boards. Add in publisher networks, blogs, and communities and the number quickly surpasses 100,000. To me, it’s job pollution and borderline corruption (depending on the site and their business practices).
Ask A Recruiter: College Degrees, Feedback, and Networking
Posted by JasonIt’s the “Ask A Recruiter” series on The Talent Buzz. This post contains 3 questions from job seekers, along with answers from Recruiters. Job seekers, click here to ask your question. Recruiters, click here if you want to assist with answering.
Job seeker question on college degrees:
Options:
Employment Brand? We Don’t Need a Stinking Brand!
Posted by JasonWritten by Alan Plantikow, PHR.
Branding. As Talent Acquisition professionals, we live it every day and we fully understand the importance of a strong employment brand. We even preach “personal brand” to job seekers. But how effectively are we communicating this to our hiring leaders, and more importantly, are they listening?
Here is an email I received from a good friend, Robert (not his real name), yesterday after his experience (as a job seeker) from an interview he had that morning.
Q2 2010 Hiring Forecast
Posted by JasonEarlier today CareerBuilder and USA Today distributed their Q2 2010 hiring forecast.
The report contains several great statistics, including:
- The rise of social media
- The importance of branding and messaging
- The increase in video usage
The Future of Work via Elance?
Posted by JasonHigh unemployment will likely continue in the coming years, Federal Reserve Chairman Ben Bernanke told Congress today. While that is not the news anyone would hope for, it was widely expected.
One approach the unemployed and underemployed are taking is leveraging online forums and tools to compete for work. Elance, one of the major players in this space recently released , Elance, recently released their online talent report.
Elance currently has over 100,000 experts (service providers) registered world-wide, and ready to take on and compete for projects from web programming and marketing, to legal and virtual assistants. The site also publishes nearly $250 million has been paid (and earned) through the site, with over 300,000 projects posted in the past 12 months alone.
2010 Hiring and Job Forecast
Posted by JasonCareerBuilder released its’ 2010 Job Forecast this morning. The forecast finds that the encouraging news regarding the economy may be easing hiring fears, as employers signal an increase in their plans to hire in the new year.
Twenty percent of employers say they plan to increase their number of full-time, permanent employees in 2010, up from 14 percent in 2009. Nine percent say they plan to decrease headcount in 2010, down sharply from 16 percent in 2009. The remainder of employers say they are unsure or don’t plan to make any changes to their headcount in the new year.
Recruiting Blog Recap for 2009
Posted by JasonIn a few days 2009 will be in the past, opening up a new year with new opportunities. Times were certainly tough this past year. How tough?
One organization created job board coupons for Recruiters, while recruiting budgets were hit hard, and attendance at industry conferences was also down significantly - by some projections as much as 75%. Whether or not you had the opportunity to attend ERE, or Kennedy/OnRec the reviews were mixed. For many, the fall ERE conference led the conference pack with the most positive feedback. SHRM’s Staffing Management Conference had the most attendees, and they are predicting 800+ for the Spring 2010 event.
The Interviewer - iPhone App for Hiring Talent
Posted by JasonWant a Better Way to Interview Job Candidates? There’s an App for That: The Interviewer.
Accelerate Mobile Apps, Inc. today announced the release of The Interviewer, an application for the iPhone and iPod Touch that makes the process of interviewing job candidates easier and more effective.
The Interviewer offers a simple yet powerful approach to the interview process, breaking it up into three phases: Before the Interview, During the Interview, and After the Interview.
2010 Recruiting Budget Themes
Posted by JasonTalk to most corporate or agency recruiting leaders and you’ll likely hear the same thing regarding recruiting budgets for 2010… Flat from 2009. A majority of firms reduced their budgets in 2009, so the definition of flat is still down from 2 years ago. While experts predict retention will be the #1 problem organizations face once the economy turns, this makes the budget situation an interesting dilemma.
Here are a variety of ways to make the most of your recruiting budget in 2010, and help position you for the predicted hiring increase:
- Self fund new initiatives. Assess your processes, identify breakdowns and unnecessary steps, and fix them. With the savings or increased productivity, you should be in a position to fund new opportunities so you don’t find yourself behind your competition.
Companies Keep Spending on HR Technology
Despite the global slowdown, large companies continue to invest in human resource (HR) technology systems. Although HR executives have mixed views on the effectiveness of certain technologies, particularly for talent management, technology investment overall remains a clear focus for organizations in 2008.
JWT INSIDE Recognized with Ten WebAwards
JWT INSIDE, one of the world’s leading recruitment marketing and internal communications companies, was honored with ten of the Web Marketing Association’s WebAwards. The WebAwards honor the best Web sites in 96 industries while setting the standard of excellence for all Web site development.
Make Better Offers
After a lengthy screening process, the hiring committee feels it has found the right candidate for the company. Now comes the tricky part: how do you design an offer and go through the offer stage of the process without damaging the relationship with the candidate?
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