August, 2019

Humanizing the Candidate Experience: SRSC 2019 in Review

Stories Incorporated

Reading Time: 9 minutes. Last week over 150 recruitment marketing and talent acquisition professionals took Philadelphia by storm with the goal of honing and expanding their social recruiting strategies. When emcee and Diversity & Inclusion guru Torin Ellis took the stage, he didn’t talk long.

Count Eroffer

The Whiteboard

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Age Diversity and the Workplace: Busting Myths Around Older Workers

Lever

The Gatekeepers Part II: Why a Positive Recruiting Philosophy Matters

Proactive Talent

Welcome to the second blog in my series, The Gatekeepers: Why a positive Recruiting Philosophy Matters. In this blog, I’ll focus on an essential piece of The Gatekeeper approach: the candidate. If you missed my first blog, take a peek here before reading this one.

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

Is the recruitment market slowing? The answer here…

Greg Savage

The questions I get asked in Australia and New Zealand, just about every day, are these; Has the market softened? Are job orders dropping off? Is there a slowdown? Well, my response is a cautious and qualified ‘yes’, but with a very clear rider. Being on the Board of 14 recruitment and HR tech businesses, as […]. Future of recruitment Hiring Trends Recruitment future of recruitment recruitment

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Interview Prep Advice For Candidates Who Don't Want It

Recruiting in Yoga Pants

I've been in the people business for 20 years. That's a REALLY LONG TIME to do one thing. I've done it a lot of different places, but they all have something in common - interviews are hard. I don't care how long you've been working in your chosen profession. I don't care what your degrees are in.

How Machine Learning is Actually Impacting the Hiring Process

Leoforce

How is Machine Learning Actually Impacting Hiring? From a job board provider perspective: There are many factors that are influencing the world of recruitment right now.

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Plagiarism in Recruiting: The Overlooked Bug in Technical Assessments

Recruiting Daily

Most companies struggle to attract and hire technical talent. While much of this is due to a shortage of capable coders, software developers also possess a unique skill set that is difficult for recruiting teams to screen. Very few recruiters know how to code.

Analytics in Hiring: 4 Ways AI Helps You Find Non-Obvious Talent

Eightfold

Sometimes, the best person for the job isn’t the obvious one. Hiring managers don’t always have the time to analyze hundreds or thousands of candidates to find the needle in the haystack, though.

Protecting Organizational Culture and Wellbeing During a Global Pandemic

Download Gallagher’s report to discover best practices for sustaining corporate culture, identify opportunities for building engagement, and understand the value of investing in your organization’s greatest asset — its people.

How To Prepare for an “AI in Recruiting” Meeting

Recruiting Daily

Always in Beta

Fistful of Talent

One of my clients refers to itself as “ always under construction ”…that’s another way of saying you’re always in Beta… This has been their tagline for close to twenty years and they truly are always under construction in every way they approach business including HR and Talent… But what is Beta? Webster’s defines it as: a stage of development in which a product is nearly complete but not yet ready for release. Are you a finished product or are you in need of tinkering? Are you truly open to flexing and adapting continuously? I have worked for a couple of organizations, over the past twenty years, that have “continuous improvement” as a call to action for their entire enterprise. The HR function was included in that, however to some extent we weren’t able to practice what was being preached. HR and Talent teams are often paralyzed by change, as we like to build things for the long term. What I mean by that is we (as a function) build or implement something and then it stays stagnant…sometimes for years. Want some examples? How many of you have an outdated handbook? What about your benefit plans or your compensation plan? Performance reviews from the 1980’s, MBO’s, Smart goals. How about the way you make job offers and onboard folks…? Since I am limited to about a thousand words here, I will assume you get the idea. We talk about organizational change all the time, but don’t always practice what we preach. It goes beyond just the institutional necessities like reviews and raises. It seeps into every aspect of what we do. You purchase software and live with it for years because you have invested money or sunk costs into the product. Your only changes are usually necessitated by your software provider. You rely on them to update or upgrade your platform. Another big area of stagnation is your career page on your company website. Some have looked the same for years. Do you follow the same established agendas to how you run meetings, when you hold them, who attends, and why? Is your every day at your company institutionalized? We are creatures of habit in many ways, even in our personal lives. We like the same clothes, food, and recreational activities. We love to push and champion change in our businesses, except when we must take care of our own house in HR. Our excuse is we are “too busy tending to others.” There are a few folks out there in the HR space that get this concept and push beyond it, including several who write here on FOT. For many of us, being comfortable living in Beta is difficult or even impossible as our natural behavioral makeup is risk averse/detail oriented. For others, the barrier is simply fear, complacency, or an “if its not broken, don’t fix it” attitude. But my argument for today is that we all need to push towards Beta in our work and personal lives. I had resisted real change for many years in both work and personal ways. A few years ago, as I embarked on blogging and writing for a few sites, and I realized the opportunity to learn, grow, and experience life in ways that I did not know existed. I saw another world of ideas and possibilities. Challenges to the status quo, kooky ideas co-mingled with game changers. My exposure to the outliers impacted me and hopefully as you visit this site and a few others in our space, you are all open to seeing the world just a little differently. The hard part is taking ideas and hunches and acting on them. It requires trying something in a completely different way. It requires shaking up the current state to see if you can get even better results. When I hear folks talk about bringing their whole self to work, I’m not thinking about wearing a political shirt or bringing your dog or cat to the office. Instead, I am thinking of bringing your ideas and creativity, and offering options in how to move forward in a different way. Here are some tips to get comfortable with change and Beta before you hit the throttle: Go to lectures, workshops, and conference outside of your functional area of responsibility. Order things to eat you have never tried. Invite folks from other areas to your meetings for input. Make it a point to meet and get to know folks outside your comfort zone. Start small then aim big! Go ahead, take that next step towards doing something differently – put yourself in Beta and enjoy the ride. The post Always in Beta appeared first on Fistful of Talent. Change Change Management HR (& Life!) Advice Innovation Mark Fogel beta change change management

The Brave New World of AI, Bots, and Video Interviewing

Recruiting Daily

A few years ago, many recruiters and HR pros were nervous. Artificial intelligence was coming – and it was going to take their jobs. Candidates wouldn’t need to talk to real people anymore, because AI-driven bots would handle everything from start to finish. Fear ran rampant.

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How to Build an Unforgettably Audacious Company Culture

Lever

What is company culture, and why does it really matter? While position requirements, salary and compensation packages, and career advancements are front of mind for candidates interviewing at your company, culture also matters. Culture is like a vapor that permeates nearly every. Read More.

Preparing for the Workplace of the Future: HR’s Role

Speaker: Robin Schooling, Managing Partner, HR + People Strategy, Peridus Group

Join Robin Schooling, Managing Partner, HR + People Strategy with Peridus Group, to learn what you can do now to prepare yourself and your organization for the future workplace while simultaneously solidifying HR’s impact as a strategic and influential leader for business success

Words to Describe Your Company Culture. Go!

ClearCompany Recruiting

Could you accurately and succinctly describe your company culture right now? If you asked a sampling of employees, would you get consistent answers? Often, organizational culture is vaguely defined and poorly communicated.

Hiring Veterans: Is it right for you and what’s the secret?

Proactive Talent

There are so many incredibly talented veterans out there. They are leaders, loyal, and can produce results that add so much value to companies, but many civilian interviewers don’t know how to talk to veterans and companies aren’t sure how to translate their skills and experiences

4 Ways to Handle Candidate Negotiations like a Pro

JazzHR

Guest blog by Olivia Harp, Content Editor at Negotiations.com. What motivates a candidate to leave his/her current job and join your team? Is your company perhaps a better cultural fit, or are you offering more growth opportunities?

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How to Say Goodbye (Employee Engagement Never Ends)

Fistful of Talent

How does your company say goodbye? Is it a formalized program? Left to the manager’s discretion? Do you pass the buck to HR and think all is done with an exit interview? I don’t think visiting HR and having a post employment interview is a good-bye. Not for the employee, to them, it’s process.

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Does Your Workforce Have the Talent DNA for the Digital Future?

With the increasing adoption of automation and data-driven technologies, the workforce is changing rapidly — regardless of whether we’re prepared to face it. Keeping up with the velocity of change is vital to success, and that means building digital readiness into the DNA of your organization so your workforce is ready to face an uncertain and constantly changing future.

6 Interview Questions to Ask When Short on Time

Glassdoor for Employers

Delving into a candidate’s motivators as well as asking frank, focused questions are two of the many strategies that Nanette Foster applies to her recruiting success.

Expert Tips on Scaling Recruiting from the Next Billion-Dollar Companies

Lever

Introducing a new monthly series on the Lever blog, where we feature expert advice from select partners to help you source and hire the best for your company. How do I ensure I’m picking software that will scale with my business and. Read More.

Areas to Improve Your Talent Management

ClearCompany Recruiting

This article was originally written Sept 12, 2017. It has been updated to reflect the more recent conversation around talent management. Talent Management is a critical component to the performance of your organization.

Audit Your Recruitment Process Marketing Content to Delight Job Seekers

ExactHire Recruiting

Use this audit checklist to evaluate and improve the effectiveness of your recruiting process-related content. I’m not the first one to say that recruiters, human resources professionals and marketing specialists should team up to create content that engages top talent in your recruitment process.

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Year in Review: Talent Acquisition in 2019 & the 2020 Impact

The year 2019 in talent acquisition was full of key learnings and insights that you can leverage in order to start 2020 ahead of the recruiting pack. This report walks you through core trends to continuously examine as you plan your recruiting strategy for 2020 and beyond.

3 Trends Changing the Way Hiring Professionals Work

JazzHR

Guest blog by Augusta Henning. With the labor market tightening , it’s now become trickier than ever for organizations to source and hire the best talent. As a result, many hiring professionals need to adapt the way they work in order to get ahead.

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10 Things HR Should Have Given Up by Now

Fistful of Talent

I attended an awards luncheon where the nominees were asked the question, “What would you have expected to have given up by now?” ” Answers involved a lot of childhood sweets, biting nails and imaginary dogs ( that was not mine ).

11 Must-Ask Behavioral Interview Questions

Glassdoor for Employers

Behavioral interviewing uses strategically-composed questions to share how a candidate’s past performance might support a hiring company’s future needs.

7 Ways to Celebrate Global Talent Acquisition Day at Your Office

Lever

Next Wednesday, September 4th marks a day to celebrate all those in talent acquisition that have enabled your great company to make hires and scale to the level that you’re at today. But how can you celebrate those that make your lives. Read More.

HR Benchmark Report: How to Recruit, Coach & Develop Teams

Do you really want a team of all-stars? Instead of trying to hire all Type A high performers, research shows it’s much more effective to hire a mix of personalities. In this report, Paycor will explain why and how to go about assembling, coaching, and developing effective teams at work.

ICYMI: Where Fortune 500 Companies Go Wrong in Recruitment Content

Talemetry

While many companies have been creating great recruitment marketing content, most of the Fortune 500 are not delivering a candidate journey where candidates will ever see that content.

How Can Vacation Help Companies Get More Done?

Allegis Global Solutions

Talent scarcity. We hear about it all the time. Can putting more value on non-work actually help companies mitigate the challenges of a talent shortage? Many signs point to “yes,” and employers are taking notice. Consider the talent issues.

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5 Things Your Employee Reviews Are Missing

JazzHR

Formal employee reviews are becoming less common. While 85% of organizations help formal performance reviews in 2017, only 80% conduct them today. Over the same period, the percentage of companies with informal performance check-ins has increased by 8%.

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