When Sourcing Candidates, Don't Rely on your Gut

It was one of those calls. Businesswoman-balancing-with-items-in-palms-300x240

We were talking with a client that’d purchased a Job Slot and Premium Search package with Beyond about a month prior and wasn’t happy with the response.

I began by taking the “seek to understand” approach and asked the client to explain their concerns. “Well”, the VP of HR said. “We just don’t feel like we’re getting enough candidates.” He went on to say, “And the candidates that are applying simply aren’t qualified. Only 2 out of 10 candidates meet our skill-based hiring criteria. We made an investment in you guys and it’s just not working. We’re frustrated.”

...read the full story at Recruiter.com.


Human Resources IS Brand Marketing

I love HR TshirtToo often the HR department gets bogged down with paperwork, compliance, and legalese, but in reality Human Resources should be all about branding.

“HR is the front-line of brand warfare,” says Joe Weinlick, Vice President of Marketing for Beyond.com. Coming from an ad agency where Joe spent years helping companies build their brands, it is only a natural fit that he is now an integral part of the Beyond.com team that helps HR professionals do their jobs better. Joe wrote a piece to share some easy things HR can do to help build brand.

You can read the full post on LinkedIn.


Devices Candidates Prefer When Searching For Jobs

When online recruiting came on the scene it was a revolutionary way to recruit candidates and now we’re evolving even further. From smartphones to tablets to smart watches to Google Glass—what devices are the most popular when job candidates search for jobs online? Check out the latest Infographic from Beyond.com

Continue reading "Devices Candidates Prefer When Searching For Jobs" »


National Survey Finds College Doesn’t Prepare Students for Job Search

A new study from Millennial Branding and Beyond.com reveals how personality can impact hiring and long term career prospects

Millennial Branding, a Gen Y research and consulting firm, and Beyond.com, The Career Network focused on helping people grow and succeed professionally, today announced the results of a study entitled, “The Multi-Generational Job Search.” Following a national survey of job seekers and HR professionals, 43% of the 2,978 respondents said that “cultural fit” was the single most important determining factor when making a new hire. And while academic success was helpful, the majority of hiring managers (64%) would still consider a candidate who hadn’t even attended college.

According to the survey, the top three attributes that companies are currently looking for are: a positive attitude (84%), communication skills (83%) and an ability to work as a team (74%). However despite this need, liberal arts majors were shown to be the least likely to land a job, with only 2% of companies actively recruiting those graduates – versus 27% for engineering and computer information systems and 18% for business.

Continue reading "National Survey Finds College Doesn’t Prepare Students for Job Search" »


The Dehumanization of Online Recruiting

BoyAs he sat at the dinner table listening to his wife and kids talk about their days, John didn’t really hear a word they were saying, as he couldn’t keep his mind from wandering back to the big decision he had made earlier that afternoon. After years of complacency in his job and after years of dreaming about providing a better living for his family, he had finally done it. Despite his fears, reservations, and resistance to change, the day had finally come and he couldn’t wait another minute to share it with his family!  

...continue reading The Dehumanization of Online Recruiting at Recruiter.com.


Always Tell Your Candidates Why They Didn’t Get Hired

Looking for a job can be stressful, exciting and cumbersome.

I'm an internal recruiter for Beyond.com.  Having been in the recruitment industry for 18 years, I’ve seen applicants make some pretty bad moves that reduce their hiring appeal.

The hardest thing for job seekers is waiting around for that email or phone call to see where you stand – that validation of knowing if they got the job or not.  We use these gut-wrenching phrases, such as “We have decided to pursue other candidates”. There are consolation phrases to the effect of “We plan to keep your resume on file should any future needs arise”.  They are hard to deliver and hard to receive, but it is part of our job.

Read the rest of Candace's article on Recruiter.com.


Which is Better? Obamacare or The Affordable Care Act?

As the hordes of procrastinators rush to Healthcare.gov today to beat the deadline to purchase their healthcare and avoid the individual mandate penalties, the site--which was down earlier today--broadcasts the following message:

During times of especially high demand, you may be queued to begin your online Marketplace application to ensure the best possible shopping experience.”

Say what?

Continue reading "Which is Better? Obamacare or The Affordable Care Act?" »


Employment Data - how to make sense of it all?

After a long winter, we will finally get a glimpse into where the employment market is headed.  Here's how to come to your own conclusion.

Unless you have living in Miami or Honolulu, this was probably one of the longest winters you can remember. Winter seems to have been unwilling to let go and continued to pile snow in the Mid Atlantic and North East into March. 

While March had a lot of the snow, it wasn’t as severe as the middle of the winter and we should get a better read on what is actually happening in the employment market.  

Continue reading "Employment Data - how to make sense of it all?" »


Treat your candidates like your friends: with respect.

Respect_Meme_1Have you ever been a job seeker that has searched endlessly for a job, gone on a promising job interview, and walked out of the interview thinking…”I nailed it!” But then…crickets. Not a peep back. Not a “Sorry, but thanks for coming to talk to us”, or “We’ll keep your resume on file.” Nothing.

This, from the very same company that told you that they would be making a decision in the next week. So, you have no doubt you’ll at least hear whether you got the job or not, right? Wrong! You think to yourself: they took the time to interview me, why they can’t take the time to let me know I didn’t get the job?

Continue reading "Treat your candidates like your friends: with respect." »


6 Fairy Tale Candidates

CastleJob Finalists:

  • Recluse in major need of a haircut.
  • Aggressive gambler.
  • Panics when it comes to deadlines.
  • Will go to any length to succeed.
  • Living a lie, but reaping the benefits.
  • Game player and a cheat.

These don’t sound like the ideal employees, right?

That’s because you might not be looking at the whole picture. By looking past these qualities you’ll see that the first candidate actually has the ability to work autonomously. The second is a risk taker (which might be good). The third is a hard worker that strives to meet their goals. The fourth, always needs to be the best. The fifth climbed the corporate ladder without even trying. And the sixth is creative.

When you're looking for job candidates, it is sometimes hard to see everything that each candidate brings to the table. However Beyond.com’s Career Portfolio makes it a little easier. Check out the career portfolios for six fairy tale characters (and guess who matches witch which description above) that could have possibly had flourishing careers in the real world—if they actually existed.

Read the article published on Business Insider.