I guess it’s just plain human nature to not take action until it’s absolutely required.
I say that because few business owners or hiring managers look for new employees until there’s a pressing need. Then they end up hiring the first warm body that even remotely fits the job description, but that’s no way to build a winning team.
What if we thought of human capital as raw materials? Read more…
A number of years ago I got rejected for a job.
I know, I know, you are probably as surprised as I was. The funny part is, I got the hard copy, snail mail rejection letter 18 months after I had apparently applied. I went back into my email to try to figure out what really happened.
You see, as a Recruiting Pro, I wouldn’t actually apply through an ATS, especially for an executive position, which this was. My email confirmed that fact; I had sent the Chief HR Officer of a large organization my resume directly. This rejection letter was from that contact. Read more…
Last week, I discussed why using the term “passive candidate” or “passive job seeker” was inappropriate and I proposed a more accurate name — “not-looking top prospects.”
In this article I highlight the best sourcing approaches that can be used to identify and eventually attract the highly desirable “not-looking top prospects.” Read more…
The Container Store believes:
- 3 bad employees = 1 OK employee;
- 3 OK employees = 1 good employee;
- 3 good employees = 1 great employee.
And, as you know, it ain’t easy to find great employees, so once you do, don’t treat them equally, treat them fairly! Read more…
Joe Smith (not his real name) is interviewing for a sales representative position with XYZ Manufacturing Company.
They ask him questions about his experience and background, and eagerness to sell. He shows enthusiasm and excitement for the job, and gives examples of successful past experiences.
Joe seems like a good fit, and he’s hired. But after a while, it becomes apparent that Joe’s not performing as he should.
He’s been given a quota of $500,000, but he’s only doing $300,000 in sales, despite the fact that he has a good territory and has undergone extensive sales training. His demeanor is relaxed and laid back, and he shows little passion or motivation.
What went wrong? Read more…
Back in the day, while working at my first job out of school, I became bored.
Shocker for a young person, right? I made the decision that since I had one year of real life working under my belt, it was time to move on and change jobs.
I was scouring the Sunday classified ads and snail-mailing my resumes and cover letters — printed on the perfect shade of buff-colored stationery — to companies. No Internet or job boards back then. How painful would that be if we had to do that today? Read more…
Paralleling the national average wage growth, tech workers saw their pay rise just 1.9 percent last year to an average of $89,450 annually, more than twice what the average U.S. worker earns.
But given that 2014′s increase was the lowest since 2010, there’s growing discontent in the ranks.
The annual Dice Tech Salary Survey says satisfaction with pay declined 2 percent in 2014 to 52 percent of the surveyed workers. That may not seem like much of a change, but it’s a significant drop from 2012 when 57 percent expressed satisfaction with their pay. Read more…
Most job candidates know that falsifying a job application is grounds for being denied employment.
Unfortunately, that doesn’t always stop them from doing it, however most understand the consequences if they get caught.
Conversely, most employers are conditioned to believe they are well within their rights to deny employment on the basis that someone lied on the job application. In fact, I recently conducted a webinar and was asked if it is easier to deny employment based on an application omission or fabrication discovered on a background check rather than going through the adverse action process. Read more…
The candidate experience is a growing priority.
Between 2013 and 2014, organizations increased their amount of focus on building strong relationships with candidates by more than five times. But as the Aberdeen Group observes in their recent report, Why the Candidate Experience Needs to be a Priority ASAP, organizations still need to up the ante.
No matter the industry, a candidate’s application experience should be a top priority simply because their perceptions of the process (whether they get the job or not) can have a serious impact on an organization’s brand, customers, and success. In this hyper-connected age of social media, it can take only one voice to significantly damage a big brand. Read more…
Using the term “passive candidate” is just wrong for so many reasons.
First, these recruiting targets haven’t applied for anything, so they can’t be classified as candidates (the correct name for those who have not applied is prospects).
Calling them “passive job seekers” is equally inaccurate because they are not in fact currently seeking a job.
And finally, they can’t accurately be called “passive” because they are definitely not passive individuals. In fact they are frequently bold and aggressive individuals while on the job. Read more…