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 —
After I participated in the@animal http://cli.gs/DBSPy9
Radio Show I became more introspective about how I use Social Media as a Social Recruiting tool. What do I use SM for? How do I integrate SM with Full Life Cycle Recruiting? How do I use SM to source new Client Partners and new Human Capital Partners? I am defining SM as LinkedIn, Twitter, Facebook, MySpace, YouTube and Blogs. I am sure there are more, but for… Continue
Added by Dave Graziano on April 8, 2009 at 3:30am —
It's superstars who make the critical difference in your company's performance. Everyone wants the superstars, and you have to fight for them - both the ones you have and the ones you want. Winning takes a multi-faceted approach that includes building a healthy culture and involves everyone in the organization.
Profile of a Superstar:
The first step in the fight to win superstars is understanding who you are looking for and what they value. How do you recognize a superstar,… Continue
Added by Kathleen Quinn Votaw on April 3, 2009 at 11:23am —
I am very confused. Not that is not a normal state of mind for me lately, but more so than ever. My confusion is about the current state of our profession. There are many excellent Recruiters, Talent Acquisition Specialists and Sourcers employed and looking for employment. From the many on line resources we have access to we all see much of the same information regarding all of the open positions in virtually every occupation. We are all overwhelmed with 24x7 information from all media with… Continue
Added by Dave Graziano on February 27, 2009 at 2:30pm —
When business is booming and time is at more of a premium than gas was a few short months ago it sometimes becomes hard to justify spending the time to source excess candidates and fill your talent pool to the brim. Unfortunately for most, that time is not now.
So, what to do with your free time? Why not source a few A+ candidates?
Sure this takes work, and the time could be spent chasing down leads on jobs to fill. However, if you dedicate a little bit of time each day to… Continue
Added by Gino Conti on February 23, 2009 at 5:00pm —
"A Bain & Company study of layoffs at S&P 500 firms during the 2001 downturn showed that it took them six to 18 months to realize savings from job cuts. And, when calculating savings, most executives fail to account for the cost of recruiting, hiring, and training new people who will be needed when good times return—let alone consider the damage to morale and productivity. Those costs are often much higher than people imagine, which helps explain why the study also found that firms that… Continue
Added by Peter Clayton on February 22, 2009 at 5:57pm —
Interns are your company's future. If your company wants to make money in the long term, you can't quit hiring. Hiring is essential to the success of any business, and without it, the talent pipeline runs dry. MBA Focus has the candidates to keep your business talent pipeline running.
Hire class of 2010 interns from these b-schools and more:
- The Univ. of Chicago - Booth School of Business
- Columbia Univ. -… Continue
Added by Ryan Pratt on February 17, 2009 at 10:40am —