The following is my response to an item on Retail Wire concerning the fact that The Gap has announced they are going to raise the starting wage of employees to $9.00 an hour this year and $10 next year.
- This is a great move for the Gap for all kinds of reasons. Will it motivate employees? NO. Money has been proven to not be a key motivator over the long run at the frontline level. (Lack of money, however, has proven to be a demotivator.)
- Will it help attract more and possibly better candidates to apply? Yes. Read more…
There are a number of people who I know disagree with this, but I still believe it makes sense for job candidates to have a good résumé.
Yes, I know there are a lot of people who think the traditional résumé is dead, but it’s not gone yet and there are still a lot of recruiters and hiring managers who prefer it to LinkedIn profiles, video clips, or whatever else people are trying to use these days.
I was thinking of this while reading the latest CareerBuilder survey about résumés, and as the research points out, hiring managers are still not spending a lot of time looking at résumés — which means that ANY résumé that wants to get their attention has got to grab them pretty quickly. Read more…
I work in a world of resumes, where resumes equal solid, quality candidates.
I recently met with a client who needed “more” resumes because they didn’t have enough good candidates.
Seems like a simple equation; I just go back to the office and crank up the Resumatic 2000, and BAM — you’ve got “more” resumes.
But as those in recruiting know, it’s never that simple. Read more…
Here are some commonplace interview questions:
- What attracted you to this job?
- What did you like best and least about your last job?
- What do you know about our company and industry?
These kinds of questions are likely to get you rehearsed answers rather than the information you’re really looking for — what motivates the applicant, how they persevere in the face of difficulties, and how the challenges they’ve faced have shaped their thinking and behavior. Read more…
How often have you heard this scenario?
A business loses an important employee and goes into recruiting mode. Time to update (or sometimes create) the job description and post it on Monster.com, LinkedIn, local paper, etc.
If this sounds like you, you’re not alone. Too many businesses operate this way when it comes to recruiting.
You know who doesn’t operate this way? Your more successful competitors. Read more…
In case you didn’t hear about it, college football powerhouse Alabama recently offered a scholarship to 8th grade football player Dylan Moses and LSU offered a scholarship to a 9th grader.
Before you react in shock, as a parent might, consider the fact that teenage talent may be the last remaining untapped corporate recruiting pool.
Most corporate recruiting leaders wear blinders that prevent them from even considering recruiting top high school and non-degreed talent into their professional positions. But not every recruiting leader has a fear of recruiting teenagers, however. In fact the “early-age talent” benchmark recruiting standard was set a long time ago by sports recruiters. Read more…
The glitz, the glamour, the upsets and the tear-jerking acceptance speeches
Yes, the Academy Awards this year graced us again with Hollywood’s elite and we sure did enjoy it (even if it ran a little long).
It wasn’t just a night of beautiful people though, we actually learned a few great interview tips along the way. Read more…
Temporary hiring is on the rise, and recruiters, employers, and staffing pros would be smart to take note.
Only about 24 percent of employers expect to hire full-time, permanent workers this year, which is down slightly from 26 percent in 2013. However, the numbers for temporary hiring paint a much rosier picture: 42 percent of employers plan to hire temporary or contract talent this year.
In 2013 alone, temporary staffing utilization was up 8 percent. That number is expected to rise as more small and mid-size businesses begin to see the value of employing temporary labor to test drive potential hires and defer recruiting costs. Read more…
The most costly recruiting error in recent history was revealed this month.
In mid February, Facebook announced its nearly $19 billion purchase of the instant-messaging firm WhatsApp. But the real news about the acquisition relates to the colossal recruiting failure that occurred a handful of years earlier (as reported by Forbes) when both WhatsApp founders Jan Koum and Brian Acton applied for a job at Facebook and were rejected (Acton was also rejected by Twitter).
As Brian Acton put it ,“We’re part of the Facebook reject club.” You could easily argue that this colossal “hiring miss” cost Facebook billions, and as a result, this hiring error has to rank near the top “not hired” errors, only rivaled by HP’s rejection of Steve Jobs for not having a college degree. Read more…
Here are three timely tips:
- We need to stop training employees and instead start developing them. (We train animals; we develop people. )
- Employees need to be looked at as investors. They invest time and energy and are looking for a return. I am interested in hiring only smart investors Read more…