Content Roundup: 3 Recruiting Articles to Read in September 2018

Content Round Up

Content Roundup: 3 Recruiting Articles to Read in September 2018

Sigh, summer is drawing to a close and soon winter will be here. Students are back in the classrooms, work is beginning to stack up, and days are going by faster and faster.

To help brace your transition from summer to fall, we have compiled a few must-read articles from the recruiting industry, so you can spend less time searching the internet for reading material, and more time landing searches and talking to candidates.

Workers Are “Ghosting” Interviews, Blowing off Work in a Strong Job Market

Author: Paul Davidson, USA Today

Occasionally, workers would be a no-show to an interview or not turn up on the first day of a new job. However, Chip Cutler, editor-at-large at LinkedIn, says “ghosting” is “starting to feel like a commonplace.”

Companies are reporting anywhere from 20 to 50 percent of job applicants disappearing during the process, recruiting and hiring teams are scrambling to find answers.

“You’re seeing job candidates with more options,” says Dawn Fay, district president of staffing firm Robert Half in the New York City area. More options are putting all the power in the hands of workers. In addition to

record low unemployment figures, the number of employed workers moving to another job is at an all-time high.

Fay continues by explaining how no industry is safe. There used to be a high figure of “ghosting” among low paying labor jobs but now their white-collar counterparts are joining in.

Some believe the phenomenon stems from companies sharing their intent to call back with a decision and not replying. Others think it feels awkward to call and cancel.

Whatever the case, many jobs are left vacant for quite some time leaving companies short-handed and stressed.

The phenomenon has caused companies to rethink the hiring process. JFuerst Real Estate Photography, out of Minneapolis is holding large group interviews with up to 30 applicants at one time. Many companies are stressing about improving their company brand and benefits, to make their company more desirable. Others have decided to expect a few “ghosts” and hire more staff than required.

With the employment rate seeming stable, more and more companies will be forced to face “ghosting” head on and change to find new solutions.

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Culture Fit is Out — Here’s What’s In

Author: Jon Bischke, Forbes

Your company culture is important. Recently, there has been a misconception in the recruiting industry that overvalues being similar to other workers within companies. Hiring managers are selecting candidates based on liking or wanting to hang out with that particular candidate. However, that might be hurting company culture instead of fostering the environment.

Particularly in tech companies team building has been anti-diversity. White males have dominated Silicon Valley and created a “bro culture.” In Emily Chang’s book, Brotopia, she comments on the importance of breaking up the boys club that exists and pushes for diversity and inclusion.

The fault lies in the message that these companies are sending to candidates. A message that says, if you are not like us, don’t apply. Research has shown that diverse companies with many different perspectives see higher financial earnings.

So, the fact is that company culture does matter and should be taken very seriously by recruiters. But, instead of creating a monoculture, instead, find a “culture addition”. A worker who shares similar values but will add a new perspective and growth to your company.

Diversity, not only of ethnicity but also demeanor, within recruiting continues to be a hot topic that will guide recruiting practices into next year.

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Report: US employers opting to eliminate job requirements

Author: Riia O’Donnell – HR Dive

With the job market so tight big companies have turned to a new strategy to fill their job openings. An article released by The Wall Street Journal outlined a new report released by Burning Glass Technologies. The reports examined the relaxation of job requirements and experience desired by employers.

Competition among companies has heated to a breaking point. The results have lowering standards, increasing upfront salaries or retraining existing staff. “Down skilling” will definitely continue to increase as the market stays highly competitive.

IBM has noticeably embraced the trend. They have decided to focus on “skills-based” hiring and drop degree requirements on several job openings.

Due to changes in several industries, the new standard will help stimulate opportunities for candidates who have been left behind.

Some companies have attempted to flip the standard and advocate for “upskilling.” However, market research has suggested that those efforts will not lead succeed financially.

For now, it looks like companies will need to look for candidates they would have otherwise ignored in order to fill all their openings.

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We hope you enjoyed the articles! Looking for more reading material? Check out Crelate Talent’s blog for more recruiting industry news and trends.

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