Dice Holdings, operator of multiple niche job boards, changes leaders next week, when current CFO Michael Durney takes over as CEO and president.
Chairman, CEO, and President Scot Melland steps down September 30 after a dozen years in the top company job. He will stay on as a company director.
Both Durney and Melland have overseen the growth of well-known tech career site Dice.com into the eponymous public company that today owns niche sites in energy, finance, and healthcare, as well as operating ClearanceJobs.com for jobs requiring security clearances, and tech networking and collaboration site Slashdot and code-sharing site SourceForge, among others.
With so much recruiting attention focused on social networking, it’s a challenging time for job boards. LinkedIn has become the darling of the recruiting industry; its stock price soaring to nearly $250 a share, while Monster struggles to keep from falling below $4 a share.
Dice, too, hasn’t been spared the fallout. Its stock which soared above $18 two years ago, has been trading at less than half that. Yet Durney, who took on operational responsibility for some of Dice’s newest acquisition just over six months ago, is optimistic about the future of the company and job boards generally.
In an email Q&A, he credits LinkedIn for helping grow online recruiting budgets, and sees Open Web as a powerful new talent search tool that will be rolling out to much of the Dice family in the coming months.
Here’s our email interview with kindergarten and high school dropout (read to the end), and incoming Dice CEO Michael Durney: (more…)
They say a picture is worth a thousand words. Maybe its worth a few hires as well. Jim Stroud, Director of Sourcing and Social Strategy for Bernard Hodes Group, LLC will explore the possibilities of how online photos can be leveraged for a recruitment and sourcing advantage. In a 1-hour webinar, Jim Stroud will explore reasons why photos are increasingly relevant to a sourcing strategy, give a high-level view of how photos can be leveraged to find passive candidates and low-level tactics that you can put to immediate use.
In this webinar you will learn:
- Why photos are increasingly relevant to your sourcing strategy.
- How to attract passive candidates with online photos
- How to find passive candidates using online photo websites
- How to track people via their online photos and uncover their contact information
- Plus, reviews of cool tools for sourcing with photos
If you have a smartphone and more than a few reqs to fill, you do not want to miss this event.
For technical recruiters, the hardest part of the job is often maintaining a full pipeline of quality candidates. We’ve all heard the advice: Use the power of referrals, be considerate when messaging passive candidates, and seek out developers among online and offline community groups. But in a market where the largest tech companies need to fill more than 2,000 developer positions a year, it takes more than active outreach to meet your annual recruitment goals.
If you’re stretching to fill dozens of openings, it may be time to adapt your strategy so that you attract candidates just as much as you reach out to them. There are lots of ways to do this when recruiting — show developers that your company provides the things they care about the most at work, make your job ads less about what you need and more about what they get, and make them feel part of your team from Day 1 of the application process. But a really effective way to get more interest quickly is to offer remote work opportunities. This doesn’t mean letting your developers work from home for a few days a week or outsourcing your entire team to Southeast Asia. It just means letting them live wherever they want and work from there every day. (more…)
Many in business and most in talent management fail to realize that as soon as you open your mouth, it’s immediately obvious to almost all leaders and executives whether you are “strategic” and “know the business.”
If you have ever been a CEO or senior executive (as I have), you already know that strategic individuals use a completely different language than the tactical “doers” who populate the lower levels of the organization. If you are satisfied with being a tactical person, that’s okay, but if you expect to get promoted and to quickly take a leadership position in management, at some point you have to learn how to think and talk strategically.
Talking strategically means using language from each of the seven strategic business “dialects.” These dialects or components of strategic speech can be labeled as…
- Dollars to show impact
- Corporate goals focused
- Knowing with data
- Building a competitive advantage
- Being forward-looking
- Being customer focused
- Emphasizing innovation
I will highlight the focus of each of these dialects, as well as the key strategic words to use under each of them in order to come across as strategic. (more…)
In a blog post Saturday, LinkedIn denied charges in a federal lawsuit that it hacked into users’ email accounts collecting addresses of their contacts in order to send them marketing messages.
“Quite simply, this is not true,” writes Blake Lawit, senior director, litigation at LinkedIn.
He was responding to a class action suit filed last week that alleges LinkedIn accessed users’ Gmail, Yahoo, and other email accounts by pretending to be the account owner. On its website, the Los Angeles firm of Russ August & Kabat says, “The class action lawsuit charges LinkedIn with violations of federal and state law,” and solicits others to “Tell us your story.”
In the lawsuit, the firm cites numerous examples of posts on LinkedIn’s community site complaining about LinkedIn sending invitations to their contacts without their permission or knowledge. Typical of the cited complaints in the lawsuit is this one, posted in March to LinkedIn’s Help Center: (more…)
This week, we’re talking cool. Maybe it’s because Fall starts Sunday or maybe it’s because the coolest show in HR — HR Tech — starts a week after that. Mostly, though, it’s because this PR email came in about the coolest offices in the world, which really isn’t about the whole world, but the offices are, well, not like yours and mine.
First, though, is this advice from The Starr Conspiracy to the vendors who will be exhibiting at the HR Tech show in Las Vegas:
Don’t get caught with a pile of stress balls and a profoundly vapid event strategy.
The Starr Conspiracy is a cool marketing firm that works only for HR vendors and which had an Airstream trailer for a booth at one HR Tech show. It put together a show guide: “Burn After Reading: The Vendor’s HR Technology Conference & Exposition Manual.” It offers bits of wisdom about the four essentials of the show: (more…)
By 2014, approximately 50 percent of the world’s working population will have been born after 1980 (known as gen Y or millennials); this group expects to be courted and treated in a way that may seem unfamiliar to those from older generations. Understanding what we will be expecting as well as how to not only manage, but excel with them in our workforce will set high performing organizations apart.
So what is the future of attracting, retaining and managing talent?
In this webinar, Sarah White, Principal at Accelir, will bust the top talent management myths and review the key questions HR executives need to ask – and answer — when as they prepare for the workers of the 21st Century.
Attendees of this webinar will:
• Gain insight into the future generation of talent and what that means in a business context.
• Acquire best practices on how to establish the business value of talent management strategies and execution
• Learn how to combat decreasing global competitiveness caused by skill and competency gaps, a lower performing workforce and misalignment of employees
• Discover how a unified approach to recruiting and talent management demonstrates immediate business value to executives
• Strategies to recruiting and retaining key people and high performers of various generations
• Best practices on engaging executive management
• How improved alignment drives execution, performance and business results
Our employees aren’t engaged, at least not as engaged as we need them to be. And, figuring out what to do about it is tricky. Finding solutions can feel overwhelming and complicated. But, we may be overlooking one simple and powerful truth.
Creating an environment where people can show up authentically and be embraced for who they are drives engagement. This has always felt intuitively true. Now, there is data to support it.
Join Jason Lauritsen and Joe Gerstandt, the founders of Talent Anarchy, as they share original research that reveals the powerful connection between authenticity and employee engagement. Then, learn how leaders and human resources professionals can cultivate authenticity to drive sustainable engagement in any organization.
In Part 1, I explained that job skills walk around on two feet; past achievements are less important than the skills used to accomplish them; employers rent two-legged skills to do specific jobs; and headhunters produce about the same hiring quality as internal recruiters. I suggested readers Google “Principles for the validation and use of personnel selection procedures”and follow the SIOP.org link; and, read how applicants feel about organizations that follow best-practices.
In Part 2, I’ll continue the discussion.
If you want to learn whether HR is doing a good job screening candidates for critical job skills, ask the hiring manager. (more…)