Recruiters are not HR professionals. And not all HR professionals are recruiters.
In companies, it’s typical to see recruiting fall under the broad human resources umbrella but it shouldn’t. Recruiting and HR need to be totally separate job functions joined at the hip so they can collaborate on succession planning, onboarding and the business-related priorities surrounding humans.
Full time recruiters are not HR professionals. They’re recruiting professionals. Read more…
If you’ve ever been late to a movie, you know that trying to figure out what happened before you took your seat can be extremely frustrating.
When you don’t know what led up to what’s now unfolding, the things you see and hear can cause you to make false assumptions and only further confuse you.
The same thing happens when you begin an interview by asking an applicant about their most recent job. Read more…
Editor’s note: The Weekly Wrap is taking one more week of vacation. It will return next week.
Even taking into account the usual summer hiring slowdown, the August jobs report from the U.S. Labor Department can only be called surprising.
The Bureau of Labor Statistics said 142,000 new jobs were created in August, a number far off the 220,000 to 230,000 economists forecast. Unemployment inched down to 6.1 percent from 6.2 percent.
It was the smallest increase yet this year, and follows six months of gains over 200,000 jobs each. Going into August, the monthly average gain in new jobs was 230,000. Read more…
When hiring for a new position, all employers want to recruit the most talented and skilled candidates possible – preferably with a great attitude, too.
In reality, it is becoming increasingly difficult to find potential hires who “have it all.” All too frequently, these “have it all” individuals aren’t actively seeking a move.
Instead, employers are faced with an ever decreasing talent pool where the right combination of attitude, culture fit, and skills are difficult to find in one person. Read more…
Ultimate Software (They’re No. 20 on this year’s Fortune 100 Best Companies to Work for list) just released a whitepaper that looks at Top 5 Talent Acquisition Trends in today’s market.
As much data as we might see on talent acquisition, it’s a perpetually interesting topic to look at because (and Ultimate Software puts it well), “A company can have the right technology, the right infrastructure, the right products and services – yet still fall short of expectations without the right people.”
People are the heart and soul of an organization, and attracting, hiring, and engaging the right people for an organization is vital to its growth and success. The whitepaper highlights that over the past five years we’ve seen a huge change in the landscape of talent acquisition. Read more…
Once you get over your disappointment because the “eagle” you thought you hired turned out to be a turkey, here’s a simple way to turn this unfortunate experience into a blessing.
Just ask yourself: “Where did we go wrong?” We learn far more from our mistakes than our successes, so this is a golden opportunity to improve your hiring system.
Here are some things to consider: Read more…
There are two words with the power to make most employers and recruiters shiver: skills gap.
The skills gap continues to plague employers, even as unemployment remains high and more candidates flood into the job market. An article by Dr. John Sullivan on ERE.net cited the number of resumes per corporate job listing as a whopping 250. Yet, employers are having a more and more difficult time finding the right candidates.
According to a recent CareerBuilder survey, 38 percent of companies have open positions they just cannot seem to fill with skilled talent — but 60 percent of companies aren’t doing much of anything to bridge the skills gap. Read more…
As a business owner or manager, there are a lot of hiring decisions that you will need to be involved in.
One question that comes up on a regular basis is whether you should hire an intern.
Offering an internship can come with a few setbacks, but there are also many benefits to both the intern you hire and your business. If you are still asking, “Should I hire an intern?” here are some of the reasons why you should. Read more…
Second of two parts
Yesterday, I listed 10 Good Reasons You Should Be Hiring Overqualified Candidates. Today, I’ll list 10 more good reasons for you.
The 20 different reasons or benefits associated with hiring overqualified candidates are separated into three categories: 1) recruiting/ business impacts; 2) reasons to be suspicious of qualifications; and 3) actions to mitigate potential problems.
Recruiting and business impacts
11. They may be a self-motivated professional – If you are hiring a professional who is overqualified, it is highly likely that their professionalism and self-pride will drive them to perform and excel, regardless of what job they are currently in. Read more…