After attending ERE last week, I'm convinced that there will never be another "war for talent".
Having lived through the first war for talent of the mid to late 90's during the dot.com boom, I can tell you that we were hiring as fast and as furious as possible. Companies were offering 6 month leases on Ferrari's as signing bonuses and the "war" was on. As employers, we literally battled at offer time against one another - upping the ante' until one of us blinked and lost the… Continue
Added by Phil Haynes on September 17, 2009 at 3:17pm —
It was US Open 2009 in Flushing Meadows a couple of weeks ago when I got to see Serena Williams yell and scream at the lines umpire for calling a foot fault. Serena threatened the lines umpire with profanity laced tirade waving her racquet and was eventually thrown out of the US Open for her behavior leaving Kim Clijsters to not only win the semis but also the finals against Wozniacki. What left me aghast was the attitude of a very talented world… Continue
Added by sundar vanchinathan on September 17, 2009 at 2:00pm —
There are two types of companies – those that are growing and those that are slowly dying. This was a key lesson that I learnt some years ago from one of my mentors.
Trying to pick out a winner is not always easy, as some companies are suffering from the "boiling frog" syndrome, and it requires an alignment of the stars to get your selection perfect.
When we recruit for key roles, it is also vital to ensure we appoint candidates that have the potential for further personal… Continue
Added by Charles Van Heerden on September 16, 2009 at 3:59am —
We have had huge success recruiting top talent by focusing on our insurance benefit packages in our recruitment literature. With so many people without good benefits due to the economy, the fact that we offer comprehensive Medical insurance
/ Short term health
insurance. We use to just add a tag line at the end of our literature that said benefits included, but now that we spell out the details,… Continue
Added by Lincoln Builds on September 11, 2009 at 9:50am —
We have all heard the hype on the baby boomers and the void they will leave in the workforce. In addition, the growing skills gap and talent shortage leave many organizations concerned about the future. This very concern has fueled a talent war as companies compete for highly skilled executives and superior performers to fill the void.
You don't have to take shelter yet. Succession planning
is your best… Continue
Added by Vicki Z. Lauter on August 26, 2009 at 5:53pm —
A good recruiting/staffing organization typically does strive to reduce recruiting costs, reduce time to hire, increase acceptance rates and also to improve time to productivity. However, most organizations do not spend enough time to PREPARE for recruiting. I am not talking about the process of hiring a team. But, more the understanding of the needs of the micro-organization and at the macro level of the company. Typically, the recruiting process starts when hiring managers lob a standard… Continue
Added by sundar vanchinathan on August 23, 2009 at 9:30pm —
The VCs must ask themselves if their companies are run by management teams that are capable of driving companies as the recession eventually bottoms. Studying the shift in the current unemployment rates in the US, HireLabs can forecast a recovery in the international labor market - lead by the US - sometime around Feb 2010.
Very few CEOs of venture-backed companies have the experience of riding a company out of a recession successfully. The first sign that a management team is not… Continue
Added by Saleem Qureshi on August 14, 2009 at 8:35am —
Health care leaders need to employ patience and persistence if they're going to create a beneficial, shared culture in a growing system.
Health care systems with a strong culture ensure that their environment is represented in all of its offices or operations. To achieve this, the organization must apply and measure the same processes, policies and rules throughout the field. If there is a significant variance, then the culture will not be seen as important or a… Continue
Added by Vicki Z. Lauter on August 9, 2009 at 4:37pm —
Ask any marketer about search engine optimization and they gladly go to into a dissertation on its benefits. Although marketing is talking purely about sales leads to the website, the same principles can be applied to attracting applicants to positions. Below is a quick guide to SEO and how you can apply it your recruiting process.
What is search engine optimization (SEO)?
According to Wikipedia: Search engine optimization (SEO) is the process of improving the volume or… Continue
Added by Julia on August 6, 2009 at 9:29am —
The changing demographics of our country have been making headlines. As the population ages and baby boomers begin to retire, labor shortages seem imminent and in some cases, potentially catastrophic. Most of the forecasts focus on a dwindling pool of applicants for entry level positions. However, leading edge health care organizations also have to be able to replace key leaders with little interruption to the business.
A number of hospitals and health networks are turning to… Continue
Added by Vicki Z. Lauter on July 29, 2009 at 10:41am —
It's funny, people are always asking me about what I see inside my crystal ball, where are things headed in the market or what's hot? They seem to be intersted in the newest tricks, places to go on the web, social networks and how to find the best talent. My first thought is usually that before you do anything new you have to first look at all the tricks and tools you already have.
The truth is that I really don't have anything new to tell people about. Most of my thoughts and… Continue
Added by Craig Silverman on July 27, 2009 at 6:23pm —
Are you a NAPS member?
The National Association of Personnel Services is committed to you being the best recruitment professional you can be and is amping up their benefits so you can leverage your power!
Effective July 15, 2009 every NAPS member will receive a 20% reduction on all KeenHire Assessment & Pre-Employment Screening product or service, every training product, seminar, and tool.
Check out the… Continue
Added by Margaret Graziano on July 13, 2009 at 11:59pm —
Employer of Choice, EVP (Employee Value Proposition) call it what you will but attracting talent to your business is a serious business and give it any cool name or anagram you like, it's also bloody hard!
So why do most companies suck at attracting talent and end up spending huge sums of money with recruitment companies, as usual, the answer is a leadership one. Those organisations who are phenomenal at attracting the best talent, have as their best talent guy/girl, their CEO.… Continue
Added by Rowan Watkins on July 6, 2009 at 10:08am —
In January, before demobilizing back to civilian life
, I was honored to speak to a group of over 200 Wounded Warriors in Fort Benning
regarding transition into civilian life and what they should convey to prospective employers when trying to separate themselves from the mainly civilian pack when searching for a job. Luckily… Continue
Added by Chad Sowash on June 16, 2009 at 8:20am —
Resumes must die
It is time to revisit this idea again.
You need to kill your resume!
It is especially time for me to kill my resume.
For a lot of reasons.
Me, circa 2007
I dug up an old resume from Careerbuilder that I put out there a long time ago, like in somewhere around 2007.
It looks like this:
Experienced Human Resources… Continue
Added by Michael VanDervort on June 8, 2009 at 9:00am —
Reposted from Bearing Fruit Consulting at www.bearingfruitconsulting.com
I have often been asked what is the difference between Talent Acquisition and Recruiting. A conversation popped up on Twitter on his topic between me,… Continue
Added by Michael Homula on June 2, 2009 at 2:28pm —
Reason #1 - Increased strain on resources affects your ability to adapt to the market turn around.
While the fear of being downsized is in itself a major mental hurdle affecting employee morale and productivity, the modern lean and mean organizations look more lean and sickly (think Isabelle Caro
instead of Georges St.… Continue
Added by Konstantinos Kasekas on May 27, 2009 at 12:30pm —
The average U.S. office worker goes through 10,000 sheets of paper a year. Instead of relying on a manual paper intensive hiring process, go green with the online applicant tracking system
Going green with an applicant tracking system
- Reduces your carbon footprint:
Remove the paperwork from your hiring process by… Continue
Added by Julia on May 26, 2009 at 2:30pm —
By applying specialised search techniques, online talent search specialists are able to uncover passive candidates in the shadowy Deep Web - wherever they gather to work and play.
The employment market is generally categorised into three main talent pools, namely the unemployed Job Seekers, the employed job seekers and the passive (non-job seeking) candidate. By understanding the nature of these various talent pools, Recruiters are in a better position to attract the right… Continue
Added by Gillian Meier on May 15, 2009 at 5:16am —
There are two simple
steps for great
include the cover letter in the body of the email
you are sending. If the recruiter has to click to open a separate document in order to read your cover letter, chances are that they won’t bother.
2. Target each cover letter to the specific position
for which you are applying. Generic cover letters that tell how great YOU
are and what YOU
want to do without… Continue
Added by Cathy McCullough on April 30, 2009 at 6:39pm —