Departing staffers can become a source of new networks and competitive intelligence.
Given the effort and expense in recruiting, identifying and hiring talent, organizations want to retain their employees at all costs. But in the increasingly mobile labor market, companies should view departing employees as continuing assets and employee turnover as a source of long-term strength.
A team of researchers from the Wharton School of the University of Pennsylvania and the University of Maryland studied linkages between the firms on both sides of an employee move and patterns in the way the firms cited patents. They found that after an employee changed jobs, both firms became more likely to cite the other firm’s patents and gained knowledge. Read more…
Have you ever come across a candidate who you thought was “just not that into you?”
Maybe the candidate was not into your organization or the job, but it most likely wasn’t you personally.
It is very possible that you have candidates who have gone through the application process but are not really interested in the job or in the organization. Maybe they feel like the job is beneath them, or maybe they see the job as a “backup plan,” or simply applied to provide moral support for a friend who was also applying. Read more…
What’s your biggest recruiting challenge?
That’s one of the questions we asked 570 HR professionals in our Global Talent Recruitment Survey and the answer we got back wasn’t what we expected. Getting hiring managers to participate in the recruiting process came back as the No. 1 challenge.
Here are the top responses:
- Finding qualified candidates — 53 percent;
- Finding the right technical skills — 41 percent; Read more…
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…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
When you’re asking interview questions day in and day out, it’s easy to fall into a rut.
Even the most intuitive and engaging hiring managers may find themselves rattling off the same set of stock questions every day, and thanks to Google, these prompts are less effective than ever before. Applicants search online for common corporate hiring questions and then simply memorize their responses. It’s hard to learn anything about your candidates when they’re telling you exactly what you want to hear. 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…
In athletic recruitment there are these things called “Prospect” camps.
Depending on who you talk to, these are either just supplemental income for the coaching staff, or serious recruitment functions needed to get prospective student athletes on campus.
Whatever they are, they’re a little bit of genius! Read more…