Thanks to technology, the ability to work with people ANYWHERE in the world is now truly a reality. So, if a company in the United States wants to hire people who live in Sweden, Japan, and New Zealand for example, it is now easier than ever before to connect with those candidates and hire them.
We often talk to recruiters and ask them in which industries they’re having challenges hiring and what it comes down to is they have challenges because they’re limiting their hires to just the United States. And sometimes going outside of the US could be the answer.
We understand that hiring workers around the world sounds overwhelming, but hiring workers around the world might make all the difference for your recruitment program. And recruiters in the United States are not alone; we recently asked the top job boards across the globe to tell us what their biggest hiring challenges are. This [INFOGRAPHIC] is a look at global hiring trends from around the world.
Beyond, recently surveyed over 4,000 job seekers across the country to better understand who would be searching for jobs in 2015.
Highlights from the Study Include:
- Who is searching for jobs
- What they plan to do to improve their searches
- How different types of candidates look for work
As an HR Pro or recruiter getting in front of the right candidates at the right time is critical and this [INFOGRAPHIC] can help. It illustrates exactly how candidates feel about searching for work and how they intend to go about it in the coming months. We hope you find it as valuable and interesting as we do.
Recruiting quality candidates all begins with a well written job posting. The purpose of a job posting in general is to attract the best applicants and deter those candidates that simply apply to EVERY job. HR pros that take the time upfront to write an awesome job ad can save a lot of time sifting through unqualified candidates later.
Think of a job posting as a gatekeeper. In order for the gate aka the ad to function properly, it must be clear and concise. When a job posting is vague, you’re simply asking for anyone to walk through that gate. A job shouldn’t leave room for interpretation when it comes to requirements. And requirements should be listed near the top of the posting with a statement that reads “Applicants that do not meet these requirements will not be considered.” This statement will hopefully deter those unqualified applicants.
With the Academy Awards approaching I’m trying to see as many nominated films as I can—so I recently saw “The Imitation Game”. If you’re not familiar with the (true) story, it takes during WWII and it is the story of the incredibly smart team of people that worked to crack Nazi codes in England. Alan Turing (he is considered the creator of computer science) led this team of geniuses and he knew that recruiting these brilliant minds was going to be hard (a concept recruiters are sadly all too familiar with). But Turing’s recruitment method while unconventional was actually quite simple.
Long gone are the days of a 30-year career with one company. The average person changes jobs 11-15 times during their lifetime and many of them simply hop from job to job without any real strategy or career management roadmap.
In his recent interview with the Recruitment Advisor Blog, Rich Milgram, Beyond.com's Founder & CEO, discusses how people need to focus more on career management, not just finding the next job. And companies shouldn't hire just to fill seats.
If companies--and the people they hire--could take more of a more holistic approach to career management, it could eliminate job hopping, and build stronger, more fruitful employer-employee relationships.
...read the full interview on Recruitment Advisor.
Like most kids do, I’d stomp my feet in protest, struggling to pull myself away from whatever video game I was immersed in … complaining under my breath. And she’d yell up to me “Life isn’t all fun and games!”
Turns out she was wrong. Sort of.
Gamification has been a hot topic for a while, and with the advent of games disguised as personality tests, it's now making its way into the recruitment process.
Read the full article published on ERE.net: http://ht.ly/tYFYm
OK, so you’re a hiring manager, and you’ve just arrived at the office, grabbed your coffee and opened up your email inbox. There--in boldfaced lettering--the subject line of my email screams “JOB PROPOSAL MEMO”. And you’re thinking…great. Another spam from some job seeker. But you open it anyway.
And that’s how my story at Beyond.com began.
10 years and 2 weeks ago, a new position was created at Beyond.com, which was invented and filled by yours truly. The primary tool used to accomplish this? It wasn’t a resume or cover letter. It was a Job Proposal Memo.
Read the rest of this post on ERE.net
CRM, ATS, JADs…the dizzying array of acronyms in the HR products and services ecosystem is overwhelming, and with the addition of new and unique players who are cropping up every day, the delineation between who vendors are and what they do has become blurry and confusing.
The product and technology roadmap from prospect to employee can be generally broken down into 7 major and distinct areas:
“Feelings….nothing more than feelings…”
The song “Feelings”, written in 1974 and performed by many artists since that time, is running through my head as I pen this post. And now, with the addition of some new “human capital emotional monitoring tools” that have recently hit the market, perhaps HR professionals and business owners will soon be singing the same tune.
the world continues to capitalize on the explosive use of mobile devices by
building apps that
make you look pretty or help you
make your friends look fat, innovation in the HR space is no different. Two recent
tools to hit the scene, emooter.com and morale.me, are hoping to help HR professionals better gauge the mood of their employees. A third, called happi.ly, is rumored to be coming out later this year.
Basically, the way these tools work is pretty simple. As an HR administrator, just download the app or log in to the web site, set up the administrator account, and invite your employees to participate. Employees then can click a smiley face or frowny face, or use a slider bar and tell the app how their feeling about their job. Your employees can do this real time and as many times a day as they desire. This data is then aggregated from all of the participating employees across the company and can be used to get a real time pulse on how your employees are feeling. Think of it as an electronic mood ring for your employees. Clever.