1) If your boss doesn’t know you want to move up in the company you are unlikely to get a promotion or even recognition for doing good work. Bosses annot read your mind. Our attention is split all over in this time of electronic communications, and the same is true of your supervisor;The bosses attention is focused on their team, politics, performance, paperwork, compliance, strategy, competition, profile building, hiring and firing, and many other items. If you don’t get feedback…Continue
Added by Donald Sonn on January 29, 2015 at 1:35pm — No Comments
Most job interviews are for positions that will pay at least several thousand more than you are currently earning. Successful job interviews can vault your career forward. Yet, most applicants leave the process to chance. That also explains why they lose out most of the time. Don't let that happen to you! Prepare by studying these simple steps toward success:
Added by Donald Sonn on January 6, 2015 at 8:25pm — No Comments
Posted by Donald Sonn
A business coach who often coaches top executives told me this tale:
It happens quite often that when I coach top leaders, they end up realizing…Continue
Added by Donald Sonn on December 22, 2014 at 11:58am — No Comments
There are problems in using “predictors” of suitability for open positions within a company. Hunter and Hunter (1984) showed that interviewing is one of the worst predictors of future job performance. Using reference checks (.26), education (.22) or biographical data (.37) did not improve the odds too favorably. In fact, even the best predictor, test scores, came out at .57. We could make the…Continue
Added by Donald Sonn on December 10, 2014 at 1:28pm — No Comments
At Great Rated, we're truly excited to share our recent People's Picks: 20 Great Workplaces in Technology, based entirely on the results of confidential employee surveys. Not only do these companies offer fantastic benefits and opportunities for advancement. They've also created magnetic work cultures within a sector that can be particularly challenging for recruiters because the…Continue
Added by Kim Peters on October 8, 2014 at 7:04pm — No Comments
Recruitment Process Outsourcing. This phrase burst onto the recruiting scene in the past 10-15 years or so, but the concept of it has been around for much longer. It was consistently used in the 1970’s during Silicon Valley’s very competitive market for high tech labor – it was very hard to find…Continue
We’ve all seen them. Those annoyingly entertaining mimes who pull themselves down a sidewalk with an imaginary rope, or ride an imaginary escalator down behind a barricade. But the one they are probably the most well-known for is the imaginary box that has seemed to trap them. They can press on the walls, scream, pound their fists – but nothing penetrates that box!
If you are a HR…Continue
Added by Doug Douglas - DX2 Consulting on December 3, 2013 at 3:23pm — No Comments
I just wrapped up a webcast for SHRM today on a new recruitment model that I believe will allow all organizations to have the most effective and efficient recruitment strategy available. It's called IRM (Integrated Recruitment Model). Below is the transcript of the session. Feel free to contact me with any questions or comments. A LinkedIn group has been created specifically for this topic to discuss IRM in an open fashion.…Continue
Added by Doug Douglas - DX2 Consulting on November 25, 2013 at 6:00pm — No Comments
88% of professionals in the region would favor products and services from a socially-conscious company. This is but one of the many fascinating CSR related trends in the Middle East and North Africa, uncovered on the latest poll by Bayt.com, titled “CSR: Is you company making an impact?”, August 2013.
• Almost 90% of professionals feel that CSR is a moral responsibility companies have towards the local community
• 83% of professionals feel that…
Added by Apeksha on August 27, 2013 at 9:30am — No Comments
Check out iCIMS' latest blog post from iCIMS blogger Angelo Gagliano.Continue
Added by Elise Jennings on August 13, 2013 at 11:30am — No Comments
As a recruiter, you’re the gatekeeper between the company you represent and the employees it’s able to hire and retain. A successful recruiter is not only responsible for staffing a business with an adequate number of employees, but strives to bring — and keep — the best people possible for each individual position. Follow these steps to take the leap from good recruiter to great.
Attention corporate recruiters:
You spend your days promoting other peoples' careers - GooodJob wants to help you further yours.
Check out our latest SlideShare presentation, …Continue
Added by Assaf Eisenstein on May 29, 2013 at 10:10am — No Comments
A recovery from the deep U.S. economic recession has reopened the wound of the talent shortage. Companies are seeing the repercussions of having not managed talent and rewards effectively in the downturn and now their high performers are looking for better opportunities at companies that not only have a successful brand and business model, but also have a modern talent strategy that supports them as a professional and across teams and the broader enterprise.
HR practitioners and researchers alike agree that employee referral programs are an excellent source-of-hire. Cost-effective, yet sporting a significant ROI, referral programs enable corporate recruiters to leverage their employees’ networks to reach quality talent pools. With a faster time-to-hire than average, referred applicants are recognized as more productive additions to the workforce.
Employee Referrals Make for Better Employees
Added by Assaf Eisenstein on April 17, 2013 at 8:18am — No Comments
In this increasingly competitive candidate market, employers must now focus as much time on employer branding as would as they do on branding their products and services. Why? Well, if you want to create and deliver the best products and services you must promote your business to candidates in order for you to hire a high quality team of implementers.
As you may be aware, the best candidates will be choosing from several options and will select the employer that best meets their needs…Continue
Added by Sean McPheat on April 3, 2013 at 9:30am — No Comments
All this fuss about Social Recruiting and Recruitment as a Marketing function. Marketing successfully implemented, drives purchase decisions, inspires a call to action, and, if broadcast and amplified on social media as a channel, should drive…Continue
Added by Michael Wright on March 23, 2013 at 9:44am — No Comments
Added by Michael Wright on March 6, 2013 at 5:24am — No Comments
GooodJob is pleased to present an exclusive report by Mona Berberich on the findings of her recent in-depth research, “Employee Referral Programs – A Comprehensive Study”.
Employee Referral Programs are THE answer to talent shortage and…Continue
Added by Assaf Eisenstein on February 25, 2013 at 9:25am — No Comments
The time to start attracting top Millennials, a.ka. Gen-Y, to your organization starts with the candidate experience. Developing a standard process aimed towards keeping Gen-Y candidates informed and aware of your jobs and employer brand cements a positive reputation vis-à-vis the company. Understanding…Continue
Added by Assaf Eisenstein on January 29, 2013 at 10:00am — No Comments
A values-based corporate culture is fast becoming an integral factor in the workplace. It sets the tone for the daily employee experience – employees want to feel good about their work activities, and a positive culture fosters deep awareness and identification.
The effectiveness of employee referral programs is affected by the quality of the corporate culture. Since referral programs are optional to employees, and lie outside of their job descriptions, they are more likely to be…Continue
Added by Assaf Eisenstein on January 21, 2013 at 10:30am — No Comments