If you've had exposure to current events over the past few months, it's no shock that equality is a major topic of conversation. I recently read an article by @KatrinaKibben which raised some interesting and insightful points about how the decision of the Supreme Court to legalize same-sex marriages will impact HR departments across the nation.
It is events and articles such as these that transform the way companies hire – and, ultimately determine if candidates do or do not apply to those companies.
That being said, more and more companies are focused on developing a diversity hiring initiative as a tool to encourage candidates to apply. But that's not all there is to it. Nationally, we're seeing an increase in racial diversity among high school graduates, indicating that the 2025 public high school class will likely be only 51% Caucasian. Most of these graduates will undoubtedly be heading into the workforce shortly thereafter.
Which begs the question, what really makes someone a 'diversity hire'?
While the stock market has been on a roller-coaster ride this year, the employment market has maintained a healthy trajectory. On average, 246,000 jobs are being created each month. While there’s a surge in hiring, recruiters aren’t any less discriminating than they’ve been in the past. As a matter of fact, a recent survey by Beyond shows that HR pros are just as thorough as ever when it comes to which candidates they hire.
We live in an age where digital relationships flourish perhaps more frequently than those IRL. (That's code for "in real life" for those of you who may not be fluent in text speak.) Coming from the generation that bridges social media and the desire to communicate face-to-face, I find it hard to believe that more companies don't try harder to relate to their candidates online. Sure, you use a job board and you post job listings on Facebook and Twitter, but are you really connecting to your future employees? Are you even trying?
It's crucial to ensure you extend your candidate experience beyond your career site. While I was at B2B LeadsCon last week, a key take-away from the session on using video as part of your content strategy, is that it has to be relatable. What makes a video relatable? You do. The people you are proud enough to say you employ. The people you may even call "family".
With that in mind, I set out to find some examples of corporate recruitment videos that give candidates a true sense of who they will be working for and with. The videos I selected highlight company values and the type of drive you need to be successful at each organization.
We all know Amazon for their staggering array of merchandise and impressive ability to deliver urgent – and not-so-urgent – purchases to your door with lightning-quick efficiency. Now, most of us also know them as a slightly scary place to work, if you believe the recent revelations in The New York Times about the highly competitive, incredibly demanding work environment fostered at their Seattle, WA headquarters.
The piece portrays Amazon as a place where long hours are the norm, total commitment is expected, and conflict among colleagues is encouraged if it helps bring out the best ideas. But, there are also stories of brutal performance reviews, unfeeling management practices, and grown men crying at their desks.
Of course, the accuracy of these accounts has been questioned, with Amazon CEO, Jeff Bezos, staunchly defending the company and culture he has built.
But the story is out there, and it’s hard to imagine that it won’t at least give prospective applicants pause when they’re considering an opportunity with Amazon. With HR pros already reporting that it’s harder to find quality hires than it was six months ago, did it just get more difficult to be a recruiter for Amazon?
In a recent survey of HR professionals conducted by us (Beyond), we learned that HR Pros said that it is harder to find qualified candidates today than it was six months ago.
Tweet This: HR Pros said that it is harder to find qualified candidates today than it was 6 months ago.
Is it harder to find candidates because we’re slowly accepting that it’s now a candidates’ market? Or is it that we’re too darn picky? Are we disqualifying great candidates too early in the hiring process for forgivable mistakes? I know...I have a lot of questions.
According to our survey, the number one reason a recruiter disqualifies a candidate for a job is for a spelling error on their resume and the second most popular reason is a grammatical one.
When employers had their pick of the litter of candidates any little reason to disqualify someone was needed to narrow the pool, but with hiring becoming more challenging, is a grammatical error on the resume of a software engineer really such a crime?
According to HR Pros it is—along with these four other offenses. Let us know if you agree.
In a candidate-driven market, finding the right people for the job can be hard. Up to 40% of employers report having a hard time filling positions. When you have empty seats at the office, you’re missing out on productivity and income, and you’re more than willing to pay someone to fill said seat. So why can’t you find anyone? Your search radius may vary, but depending on what positions you’re filling, finding illusive candidates could be a matter of how you’re looking versus where you’re looking.
One of the most prominent small business trends in recent years is getting the hiring manager involved in the hiring process. It sounds obvious, but there was a time when hiring managers simply told recruiters to bring back the best candidates and couldn't be bothered otherwise. Now, more and more hiring managers are entering the process at earlier stages and helping cull down the number of candidates.
Hiring manager involvement in the interview process may be all well and good for larger companies where hiring managers can delegate tasks and lighten their workload, but that’s harder to do in a small business, especially one where the hiring manager could also have a number of other priorities. But don’t worry — even in small businesses, there are ways to reduce your workload that give you the time to interview a smart hire.
The hardest part of posting a new job advertisement is building the description itself. You know what the job entails and you even have a perfect candidate in mind, but how do you make sure your job ad appeals to those coveted candidates? Your hiring leader wants the applicant to be aware of every aspect of the job, but you know there’s such a thing as giving too much information. You’re trying to get candidates excited about the open position, not scare them off with a long list of qualifications and demands.
Mixing all of these factors together can be daunting, no matter how big or small your business is, but if you separate your job advertisement creation process into three distinct parts, you’ll find it’s easier than you think.
It seems like every day I read a news story about a tech startup in Silicon Valley that receives millions of dollars in funding and given that I got my start at a startup (See what I did there?) I have a great appreciation for the startup mentality and all of the things that happen when funding comes in and it’s time to start hiring at rapid-fire.
With so many Silicon Valley companies setting trends when it comes to office layouts, benefits, and meeting philosophies, it’s only natural that organizations across the country want to replicate their processes when it comes to hiring as well. With 64% of Silicon Valley CEOs planning to hire this year all eyes will be on South Bay.
So what can we learn from these scrappy startups as they continue to set trends in the workplace?
74% of HR Professionals Are Liars: They Claim That They Don’t Research Candidates On Facebook, Twitter, or LinkedIn
I have a friend who is the associate director of a summer camp and each year she and her colleagues need to hire about 150 employees from cooks to counselors to tennis instructors. She and I met for lunch and she voiced her frustration about the not so smart things job seekers do.
“What is wrong with people? Why would I hire you to work with children when your Facebook profile picture is you holding a bottle of Jack Daniels in one hand and Bacardi in the other?” she said.
She does make an excellent point; this person isn’t applying to work at a bar or on Madison Avenue in the ‘60s, so they should probably lose the booze in their photo. One would think that this is a very OBVIOUS thing to do when conducting a job search and I know that this topic has been covered before on both the hiring and job seeking side of the industry, but clearly this message isn’t resonating.