“The world hates change, yet it is the only thing that has brought progress.” — Charles Kettering
There’s been a lot written lately about “cultural fit.” In fact, you could say that cultural fit is the latest rage in talent acquisition.
In an article in the American Sociological Review, Northwestern Professor Lauren Rivera concludes that companies are making hiring decisions today “in a manner more closely resembling the choice of friends or romantic partners.” Read more…
Editor’s Note: Sometimes, readers ask about past TLNT articles they may have missed. That’s why on Fridays we republish a Classic TLNT post some of you have asked about.
Tried-and-true recruiting and interviewing tactics are great, as long as they keep on working.
But would you know, really, if they weren’t? How can we imagine the team we didn’t build, or gauge the hypothetical performance of the passed-over candidate who seemed too anxious? We can’t, and that’s why recruiting and hiring decisions are so important. Read more…
Between January 1, 2010 and March 2012 there were 157 venture capital transactions, totaling $966 million, funding companies focused on solving HR and recruiting challenges.
That’s great news for the HR industry because it means access to new tools and technology designed to help source, recruit and retain new talent.
But here’s the bad news: Three out of four of these new businesses will never return investor capital — they’ll fail.
But what if the problem isn’t with their technology? What if the problem is our fear of failure? Read more…
More technology start-ups will be looking to hire than at any time in the last four years, says Silicon Valley Bank, but they worry they won’t be able to find the talent they need.
Even as most leaders and founders of the firms surveyed by the bank for its annual Startup Outlook report say conditions in the U.S. are better this year than last, the number of them who report hiring talent is their biggest challenge has grown. Nine out of 10 executives report finding and hiring the talent they need is their biggest challenge.
The annual survey says 87 percent of the tech start-ups reported plans to add staff this year. That’s up four points from last year, and 14 points from the first survey conducted in 2010. Read more…
As HR and other leaders grapple with high turnover rates among the Gen Y/Millennial cohort (see last week’s post here), all kinds of issues get raised.
Is the turnover due to “special” characteristics inherent in Gen Y? Is the turnover due to lack of education and training opportunities? Naivete on the part of Millennials – the world of work doesn’t match their expectations? Could a lack of thoughtful onboarding play a part?
The Aberdeen Group published Onboarding 2013: A New Look at New Hires last month and author Madeline Laurano provides data that might help organizations become more effective in retaining the youngest of their workforce. Read more…
“Death by interview” is the harsh but unfortunately all-too accurate name that I give to the majority of corporate interview processes because of the way that they literally abuse candidates.
“Death by interview” is worth closer examination because harsh treatment during interviews impacts almost every working American, simply because each one of us is subjected to many interviews during our lifetime.
The hiring interview shares a love/hate status, where even though applicants initially hope to be granted an interview, once they are finally notified, they almost universally undergo a wave of stress and painful memories that causes them to stop looking forward to them. Read more…
With only days left before this year’s college seniors become alums, those who don’t already have jobs are going to find it as hard to find work as last year’s grads did.
And for those in the liberal arts, three different surveys of hiring managers and recruiting leaders recently found that employers are only planning slight — if any – increases in the number of entry-level grads they bring on board.
Most striking about the surveys is that while they measured different aspects of hiring plans, and talked to different types of companies and employers, the bottom line was the same: entry-level jobs in a grad’s field are few. Read more…
Here’s the scenario:
You have an opening and you do your recruiting thing. You find a candidate, and lo and behold, they are great!
What luck, you think to yourself. The hiring manager is going to thrilled. Boy, my job is easy!
Do I need to even go on?
You set up the interview with the hiring manager. She also thinks the candidate is great. Done deal, you think to yourself. Then “it” happens. Read more…
This is not really news, but was triggered by an email I got from a testing company.
Here is their tag line: “Applicants tell you what they want you to hear. Assessments tell you the rest.”
Are we now supposed to assume applicants don’t tell us only what they want us to know when they take our tests? When did testing become infallible? Read more…
Articles from academics don’t always provide practical lessons, but there have been two recent ones that everyone in talent management should pay attention to.
The results of the first one focus on the output differential produced by top performers. This study published in February in Personnel Psychology which cut across several industries, revealed that the top 5 percent of the workforce at the researched firms produced 26 percent of the firm’s total output. The top-performing 5 percent produced 400 percent more than you would expect (26 percent rather than 5 percent).
That means that top performers have an incredibly high ROI because they produce more than four times more; however, they are generally paid less than 20 percent over an average worker in the same job. Read more…
“Delay exit interviews for at least 6 months from the time of departure. Give enough time to think about it . . . ”
— Dick on Exit Interviews: The 2nd Most Worthless Activity HR Has to Handle, 1 hour ago
“Tom -- I have been to probably 10 SHRM annual conferences, all as a member of the media, and I . . . ”
— John Hollon on Keynote by Hillary Clinton at SHRM Chicago Will Be Closed to Media, 2 hours ago
“Been to several SHRM conferences, can't remember the media being there :D”
— Tom Glasscock on Keynote by Hillary Clinton at SHRM Chicago Will Be Closed to Media, 2 hours ago
“Brett --- thanks for your insight. I can't think of anything to add!”
— jacque vilet on The Recruiting Dilemma: Do You Look for Cultural Fit, or for Innovation?, 1 day ago
“In my experience, it's most effective to have a neutral person asking the questions. That could be an online survey, . . . ”
— Seth McColley on Exit Interviews: The 2nd Most Worthless Activity HR Has to Handle, 1 day ago