“The world hates change, yet it is the only thing that has brought progress.” — Charles Kettering
There’s been a lot written lately about “cultural fit.” In fact, you could say that cultural fit is the latest rage in talent acquisition.
In an article in the American Sociological Review, Northwestern Professor Lauren Rivera concludes that companies are making hiring decisions today “in a manner more closely resembling the choice of friends or romantic partners.” Read more…
As HR and other leaders grapple with high turnover rates among the Gen Y/Millennial cohort (see last week’s post here), all kinds of issues get raised.
Is the turnover due to “special” characteristics inherent in Gen Y? Is the turnover due to lack of education and training opportunities? Naivete on the part of Millennials – the world of work doesn’t match their expectations? Could a lack of thoughtful onboarding play a part?
The Aberdeen Group published Onboarding 2013: A New Look at New Hires last month and author Madeline Laurano provides data that might help organizations become more effective in retaining the youngest of their workforce. Read more…
“Death by interview” is the harsh but unfortunately all-too accurate name that I give to the majority of corporate interview processes because of the way that they literally abuse candidates.
“Death by interview” is worth closer examination because harsh treatment during interviews impacts almost every working American, simply because each one of us is subjected to many interviews during our lifetime.
The hiring interview shares a love/hate status, where even though applicants initially hope to be granted an interview, once they are finally notified, they almost universally undergo a wave of stress and painful memories that causes them to stop looking forward to them. Read more…
With only days left before this year’s college seniors become alums, those who don’t already have jobs are going to find it as hard to find work as last year’s grads did.
And for those in the liberal arts, three different surveys of hiring managers and recruiting leaders recently found that employers are only planning slight — if any – increases in the number of entry-level grads they bring on board.
Most striking about the surveys is that while they measured different aspects of hiring plans, and talked to different types of companies and employers, the bottom line was the same: entry-level jobs in a grad’s field are few. Read more…
Here’s the scenario:
You have an opening and you do your recruiting thing. You find a candidate, and lo and behold, they are great!
What luck, you think to yourself. The hiring manager is going to thrilled. Boy, my job is easy!
Do I need to even go on?
You set up the interview with the hiring manager. She also thinks the candidate is great. Done deal, you think to yourself. Then “it” happens. Read more…
This is not really news, but was triggered by an email I got from a testing company.
Here is their tag line: “Applicants tell you what they want you to hear. Assessments tell you the rest.”
Are we now supposed to assume applicants don’t tell us only what they want us to know when they take our tests? When did testing become infallible? Read more…
Articles from academics don’t always provide practical lessons, but there have been two recent ones that everyone in talent management should pay attention to.
The results of the first one focus on the output differential produced by top performers. This study published in February in Personnel Psychology which cut across several industries, revealed that the top 5 percent of the workforce at the researched firms produced 26 percent of the firm’s total output. The top-performing 5 percent produced 400 percent more than you would expect (26 percent rather than 5 percent).
That means that top performers have an incredibly high ROI because they produce more than four times more; however, they are generally paid less than 20 percent over an average worker in the same job. Read more…
As an HR professional, mining Facebook, LinkedIn and Twitter to connect with candidates is likely an integral part of your day.
But similar to you, candidates are relying heavily on social media to learn about potential employers and opportunities, engage in dialogue about jobs, upload profiles and apply to or share positions within their networks. As with consumer experiences, they demand information that is engaging, relevant, targeted, and easy to access.
This participatory environment means HR teams must adapt to ensure their social recruiting processes are designed to help facilitate sharing of content, jobs, and other employment messages to meet these changing expectations among employees. Read more…
What answer would you prefer to hear when you ask these interview questions:
While you may prefer “no” answers to each of the above, a “yes” would be just as informative to your final hiring decision. That’s why, as long as they are truthful, all answers are good answers. Read more…
“Brett --- thanks for your insight. I can't think of anything to add!”
— jacque vilet on The Recruiting Dilemma: Do You Look for Cultural Fit, or for Innovation?, 23 hours ago
“In my experience, it's most effective to have a neutral person asking the questions. That could be an online survey, . . . ”
— Seth McColley on Exit Interviews: The 2nd Most Worthless Activity HR Has to Handle, 1 day ago
“Great post Reese. I think the employer plays a huge part in creating the type of environment that facilitates . . . ”
— Lisa Shelley on The Employee Engagement Choice: Is It a Job, a Career, or a Calling?, 1 day ago
“Yes, Megan! So true. They see "job hoppers" as unstable. The reality is we don't live in . . . ”
— Brett W. Gould on The Recruiting Dilemma: Do You Look for Cultural Fit, or for Innovation?, 1 day ago
“Thanks for sharing your thoughts, Jacque. You touched on something I think is very important. "Pace". Speed of . . . ”
— Brett W. Gould on The Recruiting Dilemma: Do You Look for Cultural Fit, or for Innovation?, 1 day ago