A free inside look at jobs and companies. Find jobs and see company salaries, reviews, and interviews posted anonymously by employees.
Glassdoor has been honored by onrec as one of 2011 recruiting awards winners. The winners were honored earlier this week at the annual RECRUITING CONFERENCE in Chicago, Ill. The awards highlight some of the best recruiting efforts by corporate recruitment departments, recruitment advertising/creative agencies on behalf of clients operating in any industry sector, or private or public companies.
This year’s winners are…
I was in Plano, Texas, last Friday, presenting at the Talent Net Live conference. Glad I was, too, because I learned a few things. Like, that the appetite for social tools is monstrous. Sessions on social tools were packed. My closing session not so much… but hey, I’ll get over it. Here are five things I learned at Talent Net Live. None of these things has to do with recruiting, yet every one of them will help you land better talent with less work.
When creating a social media recruitment strategy, there are 3 critical considerations every employer or talent organization must address directly and comprehensively. The good news is, you already know the answers to these crucial questions, and while unique to every company, recruiter and job opportunity, those answers provide a strategic, measurable framework for social recruiting success.
Corporate recruiting is broken – it’s dysfunctional and ineffective, and sucks time and money employers could be using to make better products and services. If you need evidence of the sorry state of the recruiting process at essentially any large or medium-sized employer, just talk to a job seeker — or a hiring manager, for that matter.
Hiring processes are too slow, too cumbersome, and too stuffed with red-tape bureaucracy to allow employers to make thoughtful decisions about the people they’re evaluating. The typical recruiting process is full of unnecessary steps and pointless slights and insults to job-seekers. None of this does an employer any good, but it preserves order (or the appearance of order) and keeps bureaucrats busy, so you don’t find many organizations willing to scrap the broken process and start over. Still, if a CEO were inclined to re-design the recruiting process to make it work for living human people, here are five ways he or she could go about it:
The process used to put people in jobs is really, really broken. Within the recruiting and HR professions, scant attention is being paid to a quality control problem of gargantuan proportion. With 50 million job changes made each year (even when the economy is as wretched as it is), a huge component of the economy is just not working properly.
John Sullivan, a recruiting guru, laid out an enormous number of statistics around hiring failures. Here are some of the high points:
* “Within a year, hiring managers regret 50% of the hiring decisions they make.” – Recruiting Roundtable
* “46% overall hiring failure rate and a modest 19% great hire success rate.” – LeadershipIQ
* “Only 10% of attempts to hire a top performer are successful.” – Recruiting Roundtable
It’s a tough economy and a lot of people are looking for work. For the past few years, employers have been playing the card, “There are so many of you job seekers, and so few jobs; we get to call the shots.” Some of them are realizing that their advantage won’t last forever, and that eventually they’ll have to start treating job seekers like human beings in order to get anyone to work for them.
Smart employers will overhaul their creaky, off-putting recruiting-and-selection processes now before the economic uptick puts them at a hiring disadvantage. They’ve realized that the most marketable candidates won’t stand for bureaucratic, unfriendly treatment during a job search. As a service to those forward-looking employers who want to get a jump on the action, here’s our guide to building your own Gold Standard Recruiting System. Employers who can claim these 12 top-drawer, talent-aware Gold Standard recruiting practices will gain a huge advantage in the war for talent, by removing obstacles that deter great candidates from pursuing jobs in their organizations.
We’ve listed the 12 elements of the Gold Standard Recruiting System in the form of an announcement from one (imaginary) Gold Standard employer, explaining each item and its purpose. Take a look: How does your employer measure up?
Quick: Name one product that you have purchased because you heard their recruiting practices were simply awesome? How about a stock that you invested in because a company recruiting department rocked? Ever recommended a stock because you liked how a recruiter treated you?
If you can answer “yes” to any of those questions then you are a rare person indeed. You hear stories all the time about people who don’t buy a product or service because of how they were treated. But buying or investing because you are treated well? Not so much.
Here is the harsh reality of the present recruiting landscape…
Colleen McCreary, the head of HR for Zynga, was talking about mistakes that jobseekers make when applying online. Colleen’s warning to jobseekers was direct and dire: “You are going to be remembered – and not in a positive way.”
What does this mean? I think it means that recruiters and HR professionals are starting to point out that in this economy jobseekers should beware thinking that populist rage is a solid strategy for finding a job.
…If you are serious about finding a job you need to drop the victim narrative. For every jobseeker who is angry because of their job hunting experience, there is a recruiter who is just as mad because of jobseeker behavior. The experts are stoking a blame-delegation and finger-pointing exercise that can only lead to fewer real solutions and more bad blood. And in this economy the jobseeker is going to be the ultimate loser.
I’ll say it over and over until you want to smack me around (I can hear you now “Too late!”): getting a recruiter on your side is critical to landing your dream job. And as we talked about last week, if you want to get a recruiter on your side you need to earn their trust. A recruiter is like your agent. You want them to use their credibility with a hiring manager to influence a positive outcome for you.
How do you build trust with a recruiter? We’ll review a number of tips over the coming weeks, but here is the way you need to start: ASK QUESTIONS!
First, please, take a risk and shut-up. It may be the hardest thing for a candidate to do, but talking too much is always a bad idea. I call it “Talking Your Way Out of a Job.” It happens all the time, with great candidates blathering away, boring the recruiter. The recruiter ends up convinced of one thing and one thing only: I can’t possibly put this person through to the hiring manager. I’ll look like an idiot!
In short, no trust!
Over the last month I have asked recruiters 10 questions about their work. I encourage you to read the responses – Sean Rehder , Craig Campbell and Glenn Kwarcinski – because their answers can help you understand how recruiters think.
Over the course of many interviews it became clear that most recruiters agree on one thing: they want you to give them straight and honest answers. Honesty and integrity ranked amongst the most important attributes they are looking for in candidates.
This makes sense. After all, a recruiter is like your agent: they are representing you to the hiring manager. They are giving you their professional stamp of approval, their word that you are worth the hiring manager’s time. The recruiter understands that, when all is said and done, their “word” is really how they make money and keep their jobs. A recruiter who earns the trust of a hiring manager is more likely to fill the position quickly and reliably. When a candidate breaks their trust the recruiter ends up hurting their position with the hiring manager. A candidate’s casual shading of the truth could end up costing the recruiter money, or worse, their job.
Admittedly trust is not a two ...
Follow us:
Who Wants To Be A Millionaire? by Personal Branding Blog February 10th, 2012
6 Ways To Establish A Private Career Coach by Hank Stringer February 10th, 2012
The Power Of Social Network Transparency by Kevin W. Grossman February 9th, 2012
Anger Management: How To Keep From Losing Your Job by FINS from The Wall Street Journal February 9th, 2012
The Hiring Process May Be Flawed, But You Can Still Land Your Next Job by onTargetjobs February 8th, 2012