Recruiting and Staffing

Recruiting and Staffing

Fixing the Hiring Process: Getting More Women Involved Would Help

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The New York Times had an article regarding hiring practices and succession practices at Google, and God knows if Google is doing it, it must be important and we all must try to do the same thing.

What I liked about this article was it didn’t necessarily look at practices and processes, it looked at data. The data found that Google, like almost every other large company, does a crappy job hiring and promoting women.

That’s shocking, I know, if you’re a man! We had no idea this was going on! In America of all places… Read more…

Recruiting and Staffing, Talent Management

Hiring Wisdom: 7 Common Mistakes With Referral Rewards Programs

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Research repeatedly proves that employee-referred candidates are three times more likely to be a good match for the job.

This is because your employees give these candidates much more detailed information about the job and the working conditions than you would.

As a result, candidates are only likely to proceed with the selection process if they feel they will be a good fit. And because they’re a good fit and they already have a friend or acquaintance in your employ, referral candidates are also much less likely to quit or be fired. Read more…

Recruiting and Staffing, Talent Management

Here’s Why We Need to Pay Higher Referral Fees For Diverse Candidates

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I know a ton of HR Pros right now who have been charged by their organizations to go out and “diversify” their workforce.

By “diversify,” I’m not talking about diversity of thought, but to recruit a more diverse workforce in terms of ethnic, gender, and racial diversity.

Clearly by bringing in more individuals from underrepresented groups in your workforce, you’ll expand the “thought diversification.” But, for those HR Pros in the trenches and sitting in conference rooms with executives behind closed doors, diversification of thought isn’t the issue being discussed. Read more…

Recruiting and Staffing, Talent Management

Building Ambassadors, or Why You Need to Offer More Than Just a Job

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“I am so thankful that I got this new job. I now work for a non-profit and we are spearheading all these new initiatives, connecting children and health care. I am on a mission. Never been so excited about a job before from my past of working for profit companies.”

This email message came to me the other morning from one of my colleagues in the U.S. I am hearing more of this type talk from people over the last few years.

This brought me back to a time one of our rising executives quit a promising job and career because her dream job materialized — one that would allow her to work with animals. At the time, I was sitting there listening to this and in the back of my mind, I just did not get it. Read more…

Recruiting and Staffing

The Most Effective Job Referral Approach You’ll Ever Find

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Most managers already realize that employee referral programs routinely produce the highest quality of hires, but few know that the “Give Me 5” program produces the highest-performing hires of any individual referral approach.

The “Give Me 5 Names” tool is easy, fast, and free. You start by proactively approaching individual top performers in the target job area, but instead of asking them the standard question “do you know anyone?” (which usually draws a blank), you instead stimulate their recollection by using an effective memory stimulation trick known as “a retrieval cue.”

What you do is stimulate the employee’s memory by asking them a more targeted question like “name the best innovator who you know in this field. Almost without exception, providing that “cue” (innovator) will result in them providing you with the name of an innovator who they know. Read more…

Recruiting and Staffing, Rewards & Recognition

Employee Retention: It’s Really a Workplace “Stickiness” Problem

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“People just don’t stick around like they used to.”

How often have you heard that phrase in terms of employee retention goals, usually coupled with statements about “there’s just no loyalty anymore.”

History shows that’s just not true. For the last 25 years, tenure has been consistently low across nearly all age ranges. And the youngest generation in the workplace tends to stay the shortest amount of time (which is not surprising considering where they are in their careers).

More recent data published in The Wall Street Journal shows average tenure across occupations doesn’t even reach five (5) years. Read more…

Recruiting and Staffing

Hiring Wisdom: The High Cost of New Hires

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The most expensive person you’ll ever hire is the one you have to fire.

If it seems like more trouble than it’s worth to set a high standard, do a thorough job, and hire tough, here are just some of the repercussions if you don’t: Read more…

HR News & Trends, Recruiting and Staffing

Another Sign of Tighter Labor Markets: Time to Fill Rates Getting Longer

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With the economy adding jobs at the fastest clip since the depression began eight years, it’s taking longer and longer to fill vacancies. In January, the national average was almost 26 working days, an increase of 3.5 days in the 12 months from the previous January.

The Dice-DFH Mean Vacancy Duration Measure, a sophisticated measure of how long it’s taking employers to fill jobs, came in at 25.7 working days. That’s just off from the 15-year high of 26.5 days recorded for last August.

“U.S. labor markets continue to tighten, albeit at a modest pace,” said Dr. Steven Davis, William H. Abbott professor of International Business and Economics at the University of Chicago Booth School of Business, and co-creator of the vacancy measure. “Evidence of labor market tightening is seen in rising vacancy durations and declining unemployment rates.” Read more…

HR Management, Recruiting and Staffing

Stop Relying on Job Descriptions and Find Candidates You Really Want

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Job descriptions, those horribly written, barely comprehensible strings of roughly 500 words of stuff that only barely resembles reality if you squint hard, are the coin of the realm in the recruiting world.

And no matter how much we complain about them to each other, they remain as unchanging as a rerun.

Not only do they persist, but recruiters and talent acquisition professionals continue to rely on them at every stage of the recruiting process. Read more…

Recruiting and Staffing, Talent Management

Hiring Wisdom: HighPo’s Are Great, But High Producers Pay the Bills

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High Potential, or High Producer?

The difference between these two desirable types of recruits or employees are that the High Producer is a proven entity who makes the numbers now, while the High Potential is a promising. potentially High Producer.

Because of this difference, the High Potential is most likely getting a lot of recognition, challenges, and interesting work. Read more…