Articles tagged 'hiring'

HR Insights, HR Management

The Many Ways We Seem to Discount Employees

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No, I didn’t make another mistake and mean to title this “Employee Discount,” but you were totally in your right to think I would make a mistake!

Yes, we discount our employees. We do this in a number of ways:

  1. Experience — The 10-year employee is always looked at less than a new employee coming in with 10 years of experience. 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

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

job-description

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

Why We Need to Put an End to the “War For Talent”

War for Talent

When resources are vital but scarce, our basic instincts lead us to provoke a conflict, to fight, and to go to war in order to claim it all for our own well-being. This explains most of the catastrophes and destructions in world history.

This is why I am not a fan of the “war for talent” concept. I do agree with the fact that talent is also vital and scarce, but being at war is not the best thing to do in managing our talent pipeline.

When we define talent management as a “war,” we focus only on competing with each other and undermine our inevitable need for collaboration. Read more…

Recruiting and Staffing

When It Comes to Big Data, Don’t Forget the Human Element

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Big data and people analytics are two of the hottest topics in recruitment this year, but for employers yet to explore the world of HR technology, the wealth of information available can be overwhelming.

Hiring managers and recruiters have a broad range of tools at their disposal to streamline the hiring process and make it easier to connect with qualified candidates – but where do they start?

In the race to attract and hire top talent, concern understandably exists over the trend toward forgetting the human element. Successful recruitment is about building trust with top performers. Automated recruitment offers time and cost savings, but cannot replace genuine rapport.

Incorporate the advantages of technology within your hiring process to attract the best talent. Read more…

Recruiting and Staffing, Talent Management

Hiring Wisdom: Yes, There Really IS a Good Side of Turnover

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The goal is not to eliminate turnover, but to manage it.

Not all turnover is bad. Without turnover, an organization will stagnate. The challenge is to determine where and what level of turnover will ensure consistency, while also promoting growth and change.

When turnover is managed, hiring becomes an opportunity instead of a headache. Read more…

HR News & Trends, HR Technology

A Growing Question: Just How Effective is Big Data in Hiring?

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Big data is transforming the information world at an alarming rate. It’s no surprise that the data being collected, sliced, sorted, and sold is being used to help businesses make better hiring decisions.

According to The New York Times, a growing number of entrepreneurs are applying big data to human resources and the search for talent, creating a field called workforce science. To quote technology writer Steve Lohr, “workforce science, in short, is what happens when big data meets HR.” Read more…

Recruiting and Staffing, Talent Management

Go Out, or Stay In? Why You Should Look to Promote Your Own First

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When you have an open position to fill, do you look to your current employees and promote from within, or do you hire a candidate from outside of the company?

Considering the facts that external hires are paid 18 to 20 percent more than an internal employee for the same position, and receive lower performance evaluations for their first two years on the job than their internal counterparts, it may be a good idea to consider current employees before advertising job opportunities externally.

Before you decide to bring in new blood, here are four (4)  reasons why you should first consider existing employees when new positions become available: Read more…