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Screen Shot 2013-08-23 at 6.53.32 AMMy recent post on helping the unemployed generated a lot of interest — shared over a thousand times on Linkedin. I take it that a lot of us would like to do something to help the millions that are unemployed. Here’s my small contribution to that cause. (more…)

cae-logoAs long as I have been in business, hiring managers have been trying to pin a magic number on job candidates in the hope it will indicate future job performance. Sometimes that number is a GPA, combined test score, or even past earnings. Now we have the Collegiate Learning Assessment (CLA+) … a test given to new college graduates and scored like the SAT. But guess what? Magic numbers are just that … magic!

Magic is the art of illusion. That is, a magician creates illusions using sleight of hand that deceives the audience. Hiring decisions based on a number are sleight of hand because they lead people to think everything about a person can be reduced to a few digits. But anyone with enough years on the job and the professional savvy to systematically compare job performance to pre-employment test scores (i.e., studies … not stories) knows this is only part of the performance story. (more…)

Mike Hard

Mike Hard

2012 was one of the biggest M&A years for recruiting technology: Kenexa bought by IBM, Taleo by Oracle, SuccessFactors by SAP, etc. With all the consolidation and innovation, however, it’s ironic that one major source of talent acquisition remains stubbornly resistant to change: the way companies find, communicate, and work with search firms.

The oversight certainly isn’t due to a decline in the relevance of third party recruiters. Despite the emergence of LinkedIn, recruiting agency usage is exploding. Staffing Industry Analysts’ most recent report predicts that agency spend will hit $8B in 2014 (not including retained search), more than double what was spent as recently as five years ago. CareerXroads, in its 2013 Sources of Hire report, found agencies were responsible for 3.1% of all hires in 2012. Since agencies account for some of the most critical hires any recruiting team will make, one would think of this as an area corporations have locked up and tightly managed. (more…)

About the author: Mike Hard is the CEO of BountyJobs, the Enterprise Agency Management company. Companies use BountyJobs to consolidate their existing recruiting agencies into one cloud-based system, centralize spend and administration, and improve their agency performance. BountyJobs is the contingent search solution for more than one-third of the Fortune 500, and has a private marketplace featuring more than 10,000 approved third-party recruiting agencies. Prior to BountyJobs, Mike was an executive with Microsoft for 17 years. He received his BA from Yale, his MBA from Harvard, and was a member of the US National Rowing team. He lives with his wife and family in New York City. More information is available on BountyJobs.

Alan Schonberg

Note by Peter Cotton: Alan Schonberg, chairman emeritus of MRINetwork, is battling stage four lung cancer. He is undergoing an intensive regimen of radiation and chemo therapy, with the usual resulting side effect of debilitating fatigue. The cancer has also affected his vocal chords, causing him to have a voice that is barely a whisper. If you wish to express your wishes, please understand that he cannot take phone calls.  Cards or letters are welcomed at Alan Schonberg, 25157 Letchworth Road, Beachwood, OH  44122.  Sending Alan an email will certainly make him feel good, but please understand that you should not expect an answer.  His email address is aschonberg@roadrunner.com 

For more than one-half of my life, there has been one person who has been a very significant, steady, positive influence on me. When I first met him in Cleveland, I was a sales manager for GAF supervising a mid-western territory. He was the president of Management Recruiters International, Inc. (MRI), but I didn’t know that at the time. Nor did I know that MRI was the parent company to Sales Consultants, a recruiting firm I had worked with to fill open sales positions in my district.

When I met this man, he asked many questions about me and my plans for my future. It was a sort of interview in a way, but I didn’t realize that either. (more…)

About the author: Peter C. Cotton is president of Best Sales Talent, Inc. specializing in the search, recruitment and placement of sales, sales management and marketing talent. Peter writes a blog for his website. You can follow him on Twitter @pcotton

2012 was one of the biggest M&A years for recruiting technology: Kenexa bought by IBM, Taleo by Oracle, SuccessFactors by SAP, etc. With all the consolidation and innovation, however, it’s ironic that one major source of talent acquisition remains stubbornly resistant to change: the way companies find, communicate and work with search firms. (more…)

lobbyingWhat’s the difference between the recruiting industry and North Korea? North Korea has a lobbyist in Washington. So does Ultimate Fighting. But no lobbying firm represents recruiting interests in Washington. This means that we are unable to influence things like the immigration bill or anything that directly benefits us.

Lobbyists exist to get Congress to pass or change laws that benefit particular groups — so called “special interests.” So what can a lobbyist do for us? Here’s a list. (more…)

I keep seeing articles about the “hottest trends in recruiting” that are, in reality, of little value to the recruiting community.

These articles list “new” recruiting concepts and ideas, but there’s a hitch: most of the “trends” listed have been talked about for years. What’s more, the kinds of ideas that are named must actually be paired with traditional practices and are not enough to effectively drive results on their own. This kind of misinformation can be dangerous for recruiters, particularly those who are just starting out and looking for guidance.

Let me explain a couple of the “trends” mentioned in these types of articles that are most bothersome to me and make note on why they aren’t really trends or, if they are, how to take advantage of them. (more…)

Ethics weighing the worldWhat do we stand for?

What is it we do as recruiters? Fill jobs? Source candidates? Use ATS, social networks, job boards, etc? An excellent recruiter and friend of mine — John Amodeo — has a great answer. John says we’re in the life-changing business. Think about it. When we fill a job we’ve transformed somebody’s life, hopefully for the better. (more…)

About the author: Raghav Singh is a partner at The A-List, a Minneapolis-based staffing services provider that specializes in global recruitment and building talent communities. He has previously been in product management and marketing roles at several HR technology vendors. His career has included work as a consultant on enterprise HR systems and as a recruiting and HRIT leader at several Fortune 500 companies. He also works with CATS software.

What do we stand for?

What is it we do as recruiters? Fill jobs? Source candidates? Use ATS, social networks, job boards, etc? An excellent recruiter and friend of mine — John Amodeo — has a great answer. John says we’re in the life-changing business. Think about it. When we fill a job we’ve transformed somebody’s life, hopefully for the better.

This is the human side of our work, which it seems many of us ignore. I’m just as guilty of this. It’s easy to lose sight of that in the shuffle when we’re neck deep in Linkedin, Facebook, video resumes, and all the other cool technologies we use. I was fortunate to start my career in recruiting managing a team of recruiters, never having hired anyone myself. At the time candidates were just resumes to me. It wasn’t until later that I became a hands-on recruiter. That was when I realized recruiting was more than moving documents and tracking a process. (more…)

Get mobile! Now!
Oh no, everyone’s mobile but us!!
If we don’t optimize for mobile, we’re dead.

Sound familiar? There is no greater hue and cry right now across the recruitment landscape than the “sky is falling” refrain of the “get-mobile” crowd. Google recently added to the anxiety when it announced that it would be rolling out changes to its algorithms designed specifically to improve search functionality for the mobile web. The takeaway: If your company’s website isn’t deeply optimized for mobile users, your search rankings are going to suffer.

Following this announcement, Larry Engel contributed a great piece to ERE.net examining just how Google’s changes may affect the recruitment and HR sector. In short, he theorizes that if your career page isn’t optimized for mobile, you could miss out on a good chunk of quality hires. And he’s right. (more…)