Curated Recruiting Blogs for April 2017
Summer is coming everyone! April offered several interesting, useful, and amazing sourcing/recruiting blog fodder in the HR and Recruiting world. It seems that blog content keeps getting better and better.
Again we have picked out the articles below we think you will enjoy and hope you benefit from the voices singled out as superior this month. Thanks to the authors for sharing their expertise with us.
We’ve included the publication, author, Twitter name, title of the article, and a quick snippet of each article. Enjoy!
HR Tech Weekly – Megan Flamer (@shinyhealthy)
The Google Hire website appeared this month, and while it hasn’t been officially announced, the world’s largest data aggregator could be gearing up to launch an application tracking website…It makes perfect sense that both Facebook and Google would actively seek to gain control of a larger chunk of the jobs market. These platforms are already a definitive part of many people’s daily lives, so it is not surprising that they want to play an increasingly important role in the job search process.
The Muse – Jennifer Magliano
At work, as in poker, you have to play the hand you’re dealt.
But if you’ve ever joined a game of Texas Hold’em or tuned into a nail-biting round in the World Series of Poker, you know there are a number of ways to play that hand.
In fact, there are four basic styles of poker play, defined by the type of action you take (whether you’re more “passive” or “aggressive”) and how often you are inclined to take action (“loose” players will play a variety of hands; “tight” players are much more choosy). Most players tend to stick to one main approach, but there’s definitely a lot to learn from observing how others behave, too.
The same can be said for how you operate at work. Is your contribution to the office brainstorm an approving nod? Or are you the one who makes the bold move that will change your company’s landscape?
ERE Media – Jody Ordioni (@Brandemix)
Creating a career site that is beyond a job listing means that you must adapt and learn how to speak to today’s top talent. Modern-day candidates are eager to make their mark on the world, create a profound difference, and contribute to a greater vision. They are motivated by more than money — they want depth, meaning and purpose, and are placing an increasing emphasis on joining mission-driven organizations.
They want to be emotionally connected to their position and the company that they choose to work for. Without a doubt, your career site should have the ability to answer questions like “what inspires me to come to work every day,” and “why did I choose to join this organization in particular?”
Workology.com – Steffen Maier (@stgmaier)
Whether you’re an extrovert or an introvert, keeping up effective communication within your team is an absolute must. Being a great communicator is important, not only for coaching and giving clear guidelines, but also for building trust and employee engagement.
Gallup found that the most highly engaged employees communicate with their managers on a daily basis.
Recruiting Tools – Paul Miller
I love recruiting. Where else can you have the opportunity to simultaneously love AND hate so many people at the same time? Lately, recruiting as an industry is getting a bad rap. There’s some truth to what people say: In the staffing/free agent world, recruiters can be mercenaries, choosing dollars over building a great candidate experience. In corporate roles, it’s easy to see why recruiters are called lazy, inside the box thinkers. Don’t be offended; I don’t mean YOU. But we have to know that it’s a perception held by many.
What I want to bring to your attention are a few everyday words and phrases that a lot of us use without thinking. We can’t change recruiting culture overnight, but we CAN stop saying these things, things that I think undercut what we do and feed other people’s perceptions of our jobs.
SocialTalent – Annalena Morris (@SlothIQ)
We can all relate to the terror of realizing you sent a private message to “Reply All” or attached the wrong image. In order to make myself feel better about the huge mistakes I’ve made, I scoured the internet to find fellow Gob Bluths and will take to laughing at their misfortune to distract myself. Take a look at these embarrassing e-mail fails and revel in the relief that it’s not you.
Recruiting Blogs – Kimberly Horan
After seeing a number of teams still relying on the “post and pray” model, I wanted to share some tips this week on how hiring managers and recruiters can source candidates faster. One of the common misconceptions when it comes to sourcing is that it’s time consuming. And I’ll be honest – if you don’t have a set strategy in place, it can be.
As a recruiter, I spend most of my day sourcing candidates for our clients. After using tactic after tactic, here are the five tricks I use to source candidates faster.
Blue Steps Blog – Lisa Marsh
For years, executives hoping to improve their career trajectory have been advised to build and maintain a personal brand, but with increasing competition for top executive roles, it now takes more to stand apart from industry peers. Great executives are easy to find, but industry thought leaders are irreplaceable.
Positioning yourself as an industry thought leader, is no easy feat but there are six steps that executives can take to work towards that enviable professional goal of becoming a unique and in-demand industry expert.
Talent Culture – Meghan M. Biro (@MeghanMBiro)
Futurist and tech billionaire, Elon Musk, believes we may not be far from a time where robots and various forms of artificial intelligence (AI) will perform most jobs. He cautions that a day will come when there will be few jobs a robot will not do better than a human being.
But this reality is still years away.
In the meantime, we need people to fill an increasing number of jobs—today. And we can use AI to our advantage to automate the more tedious tasks of HR, speed up the recruiting process, save companies money and enable them to be more competitive in the race to attract top talent.
Sound incredible? It’s not. It’s very real. Of course, like any technology, AI also has some downsides. Let’s take a look at the positives and the negatives of AI in three areas of recruiting that are most likely to face digital disruption this year.
Talent Culture – Rachel Ryan
It isn’t always easy finding a career that fits like a glove, but the pressure to do so is great for many of us. We are aware that our career comprises a significant part of our identity, and to a certain extent, our happiness at work impacts our happiness at home. We want to find a career that means something, that inspires and motivates us, and matches our personality type.
Finding such a job can be difficult, and once you have answered all the right questions and set your sights on your dream industry, you don’t want to let any opportunity slip through your fingers. You don’t want to diminish your chances by crafting a lackluster CV and you don’t want to be laughed out of an interview. You want to impress, you want to stand out, and you want to land that job.
The problem is, we’re not mind readers. We aren’t recruiters and we don’t know what they want. What do they want to see? What do they hate? I reached out to a number of experienced, enthusiastic recruiters, hiring managers and CEOs, all of whom are eager to share their pet peeves, bugbears, and frustrations when it comes to CVs and interviews. With any luck, you can avoid the following pitfalls.
We hope you’ve enjoyed our Top 10 Recruiting Articles for April 2017!