Employee Marketing: Is it HR’s Job?

 

As one marketer said, if someone could bottle the answer to that question, they’d be sitting on bookoo bucks right about now.

Still, marketing internally is important for creating a corporate culture that facilitates an increase in values that will in turn increase a company’s brand value.

Continue reading

Top 5 Careers That Are Hiring Like Crazy

careers

As the New Year approaches,  people tend to get a bit more introspective about their life choices. One example of this is choice of career.  According to a recent survey released in 2014, the majority of Americans—52.3%— are unhappy at work. If you’re like many,  you hate your current job and/occupation and secretly fantasize about “running away” with another employer. Or you may feel cynical or even hopeless that your dream job is out there. (Or even just a better job)

If you can relate, keep reading.

Continue reading

Managing Workplace Romance for HR

HR ROmance image 2

Workplace romance may make for good drama on tv shows like Grey’s Anatomy, but in real life it can be problematic for everyone involved.

“People tend to look at workplace romance as a kind of fluffy topic, but for organizations, they’re taking them more seriously,” said Evren Esen, manager of SHRM’s Survey Research Center. Continue reading

10 Careers That Offer The Best Work-Life Balance

 

Work-Life Balance can be summed up in one word: Flexibility.

Let’s be clear: no job is perfect. Whatever you do for a living will require the capability to draw the line between work and play (Even IF you love what you do)…

Nevertheless, Work-Life Balance is the key ingredient to a happy, healthy career.

In today’s blog, we’re going to define flexibility under 3 categories: Location, Schedule, and Qualifications as we explore 10 Careers that have the best work-life balance.

Here goes… Continue reading

Obamacare and Staffing – 5 Things To Know in 2015

Healthcare has seen many changes in the past few years. With the enactment of the Affordable Care Act (also known as the Health Care Law or Obamacare) on March 23, 2010,  every income-earning individual currently with or without health insurance has since been required to sign up for an Affordable Care Act (ACA) approved health insurance plan or pay the tax penalty.

It feels like only yesterday that health insurance was simple and straightforward.

But now, as one Staffing Industry writer put it—“ For many, the ACA (Affordable Care Act) may feel like peeling back a never-ending onion”.

They weren’t lying.

There’s a lot to keep up with—the ACA is constantly in a state of fluctuation.

As a staffing professional, here’s what you—and your employees or independent contractors—need to know in 2015: Continue reading

5 Things Hiring Managers Notice About Your Resume at First Glance

IMG_1108  We all know that a well-written resume is the way to go when applying for jobs.  Every day,  all across the world,  job seekers email resumes to what seems like thousands of companies along with a litany of other applicants. And aside from getting a response from the recruiter, never get to see what’s happening on the other end- and how they can use it to their advantage.

One thing you don’t see is that most recruiters use a software-based keyword search to find qualified applicants and save time.  Some know them as ‘resume robots’- or less affectionately as, ‘the bots’.

High-end job-seeker platform The Ladders.com gives this example of how it works:

Employers often use Boolean searches to seek local professionals. For example, if a company wants to hire a project manager in the Dallas area, it may conduct a search that looks like this:

” ‘project manager’ AND Dallas.”

This means all resumes not including these two words are automatically eliminated.

Translation: If you indicated keywords that are relevant to the job post being filled, then it’s very likely that your resume will make it to the hiring manager’s desk.

Who-and what-really matters

Most people are trying to figure out what the ‘bots’ are thinking. Others are burning the midnight oil trying to decode the HR folks. More are obsessing over how to write the perfect resume.

However, no one seems to be trying to get inside the head of the one who matters most… Continue reading

The LinkedIn “Tech-Effect” on Today’s Staffing and Recruiting Industry

Sometimes HR recruiters say the darndest things.

 Liz Ryan, the head of HR for U.S. Robotics says:

When the energy is good in your company, people want to work for you. You don’t have to run job ads. You don’t have to beat the bushes to find candidates. They show up at your door!

Liz—like millions of her fellow LinkedIn users—has found the world’s largest business networking site to have changed recruiting and talent acquisition forever.

Another LinkedIn recruiter, John Syed, a recruitment leader in the Gas and Oil Industry, reminisces over the change from the old to the new school:

Recruiters [once] received a daily cascade of candidates who covered the full spectrum of capabilities. You could post a job for CEO and get entry level resumes sent to you. Of the hundreds of thousands of applicants per job posting, recruiters had to manually sift through paper resumes, color coding them along the way and marking them fail, hold or progress…

A big challenge during those times was the lack of any true Applicant Tracking System. Some companies who were savvy enough modified CRM systems to manage candidates, but most relied on a paper based system.”

The change, in essence, was a power shift. Recruiters were the ones responsible for filtering candidates. In fact, compared to today’s LinkedIn worldwide network, there is no filter at all. Anyone who would apply, could apply. It was up to Recruiters to decide whether the applicant was worthy of becoming a candidate.

More importantly, the pool of candidates was limited to those who applied.

Then, it happened: The first online job board appeared.

image courtesy of snelling.com

Hit the Fast-forward button—skittering past Monster.com and Indeed.com in chipmunk-like fashion—to today’s scenario:

The HR world post-LinkedIn (or as a result of LinkedIn, depending on the source), burst the applicant pool wide open like a pin to a water balloon.  Suddenly recruiters had an entire universe of job applicants to select from in one or both ways:

 

#1  Active: Hunter-mode. Recruiters and HR leaders, no longer restricted to a job ad’s direct responses, now get their spears and scan the LinkedIn landscape for potential leads—even reaching out to qualified prospects directly that look like they are a good fit.

#2. Passive:  Allowing the fish to swim upstream. Recruiters and Staffers can post a job on LinkedIn and let the leads come to them.

LinkedIn Pros for recruiters

Networking.  Where else can a recruiter have immediate access to so many job candidates with resumes attached?

Low-cost. Aside from paying for LinkedIn’s recruiter tool, there is a relatively low overhead. No cost for newspaper ads. No travel expenses. No excess paperwork. Some businesses can even get away with circumventing paid tools by sheer networking determination, such as posting job openings in relevant LinkedIn professional groups.

Time-savvy.  Recruiters can get a quick read of a client’s LinkedIn profile resume with one or two clicks. No more waiting for a resume to arrive in snail mail with the applicant’s contact information. With LinkedIn, the once-lengthy recruitment process speeds up dramatically. Since all exchanges are archived, LinkedIn allows recruiters to track their list of prospects, saving hours from working with third party CRM software.

LinkedIn Cons for recruiters

surfing the internet

 

Misrepresentation. As on any social media platform, people can create an entire false reality of themselves online without having to back it up. This virtual fantasy world of avatars can be misleading to recruiters seeking qualified candidates. John looks great on his LinkedIn profile. His photo is clean-cut with the power suit and tie and his resume looks spectacular. After reaching out to John,  however, Joe the recruiter finds out John only has a B.S. degree (and that doesn’t stand for a “Bachelors of Science”, either).

IMG_1108

Hello convenience, goodbye personal relationships. When Diane the job seeker meets with Helen the Head Hunter, Helen gets to know Diane personally. She learns what Diane is looking for, what her strengths and weaknesses are and then works with her to refine her resume and interviewing skills. This exchange happens face to face and over the phone.

In other words, there is a relationship.

As a headhunter, Helen has connections in Diane’s industries of interest and because of these relationships on the hiring side, can give Diane inside tips on improving her chances of getting the job-everything from technical details down to how to dress to impress that particular employer.

Maury Hanigan, founder and CEO of LinkedIn’s first serious competitor, Match-Click, has this to say about LinkedIn’s effect on recruiting:

Whereas a candidate would previously have had a conversation with a single headhunter about what they were looking for in a job, they must now have such conversations with each corporate recruiter who contacts them. The sheer number of contacts they get can be frustrating.”

In other words, LinkedIn, as much as it boasts of its innovative networking chops, is still limited when it comes to organic networking. Technology makes networking and recruiting more efficient, but it cannot replace networking itself.  The key going forward is to successfully integrate the best of both worlds.

Today’s Question:

How can recruiters vet the virtual applicant pool to more efficiently recruit talent?

Answer:

There are tech companies like Boon App  that puts their applicants through a pre-qualifying vetting process to ensure the talent pool you’re drawing from is the best suited for your company’s needs- all for a competitive price.

 

 

5 Reasons Millennials are a Tremendous Asset to your Workplace

 

According to the Bureau of Labor Statistics, millennials will be the largest generation in the workforce in 2015.  Marketing-wise, they are said to be the most studied group in recorded history.

Perhaps Gen X is giving them a run for their money, but for now it’s all about millennials.

This latest study found that when it comes to workplace value, millennials have a lot more to offer than originally expected.

 

Millennials have often been criticized for being flaky, uncommitted and un-driven compared to baby boomers. In the above infographic, courtesy of elance odesk,  this reputation has made millennial employees difficult to find and retain (at least by the 53% of hiring managers polled).

But there’s another side.

Continue reading

Beginners Guide to Staffing Agencies – How to Get a Temp Job, a Raise & a Full-Time Job

guide-01

So, you’re looking for a job, but don’t know where to start.

Try a staffing agency. REALLY.

Statistics prove that people out of work or just starting their careers are using staffing agencies more than ever.

According to the American Staffing Association’s 2014 Staffing Survey, 90% of people say that temporary or contract work made them more employable. Negative assumptions about looking for a job with staffing agencies no longer exist.

So, don’t hesitate — GO FOR IT!

If you’re a newbie to staffing agencies, check out our beginners guide to get the the job and money you want.

Continue reading

5 Common Interview Mistakes Small Businesses Make

Small business owners have a lot on their minds.

Your small business is like your baby. It needs attention non-stop, even-handedness when things go awry, and vision to help it grow. So when the demand gets too big to handle alone, you realize you’ve forgotten one thing:

Your team.

small biz team

Yes, you’ve been so busy with the nuts and bolts of launching and growing a business, you didn’t spend much time assembling your own core dream team.

Hopefully this article caught you in time. If not…hey, better late than never.

Going forward, here are a few mistakes you’ll want to avoid when interviewing new prospects…

Top 5 Common Interview Mistakes Small businesses make during the hiring process:

 

Interview Mistake #1: Focusing too much on college degrees.

*image courtesy of bhs.bps101.net

According to a recent study by Pew Research Center, there has been a paradigm shift occurring among college educated millenials. They feel that in today’s marketplace, the most important skill is communication, followed by science and math (STEM) skills. This is a strong indicator of the value of skill (i.e. communication) versus just a piece of paper.

In reality, a college education alone is not designed for today’s high-tech fast-paced world of non-stop innovation. Nor is it an indicator of a candidate’s ability to successfully perform a job—and  most certainly not an indicator that the person is a good fit with your company.

No extremes here—a degree shouldn’t disqualify a person, either. You should just be looking for qualities in line with your company’s values and goals.

Continue reading