Recruitment Trends

74% of HR Professionals Are Liars: They Claim That They Don’t Research Candidates On Facebook, Twitter, or LinkedIn

CandidatesOnSocialMedia2_blogI 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.

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You Have to See What this Candidate Did to Get Noticed

MNinaairbnbjpgost job seekers really, really, really want to find a new job. Some have specific companies where they’d ideally like to work, but chances are they’re still applying other places.

And then there’s Nina Mufleh.

Mufleh really, really, really wanted to work for Airbnb.

She relocated from the Middle East to San Francisco in hopes of landing a job with the company, but after a year of trying all the usual approaches, a job offer still hadn’t materialized.

That’s when she decided to try something way outside the norm. She created a digital resume that highlights her knowledge of the company and features well-researched analysis of their areas of opportunity. Her personal work history takes a backseat, but her passion shines through from beginning to end.

Now, Mufleh is clearly an outlier, an extreme example of candidate enthusiasm and persistence. But if she hadn’t taken extreme measures, Airbnb may never have recognized her passion and the value she could bring to their growing company.

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Your Applicant Pool Is Depressing Because So Is Your Job Description

IStock_000042853952_LargeThink about the typical job description. Chances are it calls to mind phrases like “The ideal candidate will…” and “Responsibilities include…”

Not very inspiring stuff.

When did we all decide that the primary function of a job description is to either bore or terrify potential applicants?

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Don’t Look Now, But Hiring Just Got Harder

HuntingFishingMemeIn February, the Bureau of Labor Statistics reported that the federal unemployment rate had fallen to 5.5% – its lowest level since May 2008. While many argue that this number is deceiving, it’s clear that confidence is returning to the job market.

In fact, a recent survey of over 2,500 Beyond members found that 47% of job seekers are confident that they will find a job in 2015 – a 9% bump from 2014.

They’re right to be confident. If there’s one hiring trend that experts can agree on, it’s that the balance of power has shifted to candidates for the first time in years. As companies ramp up their hiring and new jobs are created, competition for candidates – especially skilled workers – is on the rise. Today’s job seekers realize they have more leverage in the hiring process, and companies will need to take a hard look at their recruitment tactics if they want to stay competitive.

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A New Study from Beyond Reveals How Job Seekers Will Search for Jobs in 2015

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.

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Stop Receiving Unqualified Resumes

Imitation-GameWith 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.

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3 Changes We Expect to See in The Job Market in 2015

Social icons flickrBeyond recently conducted a national survey of more than 4,000 job seekers and the findings are quite interesting, especially if you plan to grow your team in 2015.  One thing’s for sure, get ready for a lot of confident applicants. Job seekers said that they are more optimistic about finding jobs in 2015 than they were going into 2014. At the end of 2013, 39% of job seekers said they felt it would be easier to find a job in 2014, and when asked the same question at the end of 2014, that number jumped to 47%.

What else should we expect to see from candidates in 2015?

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Stop hunting for purple squirrels and start recruiting the best candidates

Purple Squirrel
The way we currently recruit talent for top positions is absurd. We need to accept that that perfect candidate doesn’t exist, but that doesn’t mean you can’t find an amazing person for the job. Beyond, Vice President of Marketing, Joe Weinlick shared his thoughts on the current recruitment process and why we’re all kidding ourselves.

You can read the full post on HRMorning.com.

Image Source: http://appirio.com