Curated Recruiting Blogs for June 2017
We are now officially in the ‘dog days’ of summer. Hopefully folks are getting the chance to take a break from work. Fortunately, blog writers are still hard at work and June provided many articles to choose from in the recruiting world.
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!
Talent Culture – Kevin W. Grossman (@KevinWGrossman)
Exactly what is the business impact of a poor candidate experience? According to the latest global Talent Board research, 41% of your candidates will take their allegiance, product purchases and brand relationships elsewhere because of it. They won’t apply again, they won’t refer others and they won’t buy your stuff. That could equate to millions of dollars in revenue for consumer-based businesses (like Virgin Media’s business impact work and the dozens of companies that have won our Candidate Experience Awards based on having the highest candidate ratings in our survey research) and potential eventual lost revenue due to not having the referrals needed to grow the business.
On the other hand, because of a positive candidate experience, 64% of job seekers (including those who don’t get hired) will increase their relationships with your brand and your business. That’s the potential revenue upside. Especially since the majority of the candidates surveyed via Talent Board research are rejected candidates.
How’s that for business impact?
So, how do you know for sure whether you’re delivering a great candidate experience or a lousy one? The same way you know your organization’s other key performance indicators—by measuring it.
Talent Culture – Shelly Kramer (@ShellyKramer)
Technology is rapidly transforming the workplace. Some changes will create dramatic shifts in the long-term future of work. For instance, reports estimate that between 45 percent and 47 percent of current jobs could eventually be lost to automation, with seven percent of that job loss coming by the year 2025. These technology-driven workplace changes will continue to spread and accelerate in 2017.
Perhaps the most widespread change in workplaces has come from technology used to identify, recruit, and screen talent. Despite the widespread adoption of automated systems to manage and review resumes, human talent will still be required to evaluate applicants beyond an initial pass at keyword matching. As social recruiting through platforms such as Twitter and LinkedIn continues to gain traction, HR professionals can learn to leverage technology to identify harder to hire candidates in areas such as IT.
ERE Media TLNT – Michelle M. Smith
When we practice mindfulness, our thoughts tune into what we’re sensing in the immediate moment, rather than rehashing the past or imagining the future. Being mindful simply means being fully connected to the reality of what is, and accepting this reality even if we don’t like it.
When we’re mindful we’re fully connected to ourselves and to other people, and this connection allows us to lead ourselves and others to shared certainty, rather than individual confusion.
A report from UNC’s Kenan-Flager Business School summarized multiple studies of the impact of mindfulness training in the workplace. “Practicing mindfulness at work:
- Reduces employee absenteeism and turnover;
- Improves cognitive functions (i.e., concentration, memory, and learning ability);
- Increases employee productivity;
- Enhances employer/employee and client relationships, and;
- Improves job satisfaction.”
HR Tech Weekly – Jessie Davies (@signablehq)
2016 was pretty big when it came to politics, technology and of course; celebrity deaths. So it’s quite easy to see how you may have gotten distracted with what was happening in recruitment – you’re only human.
Now that we’re half way into 2017, it’s clear to see what technology trends are shaping the way the recruitment landscape is advancing. Technology is becoming an important part of our everyday lives and it’s use in how we work should be no different.
At a first glance, the amount of resource out there may seem intimidating (and at times, gratuitous). Continuous innovation is great, but can feel overwhelming when in a company that still relies on traditional methods.
Which is why i’ve put together five trends which are not just popular, but also actionable. Hopefully helping you to cut through the endless supposition out there, and provide you with ideas you can get started with today. And in a role where onboarding new staff is a time-consuming (and sometimes, dated) process, it’s important that you up-skill to avoid inefficiencies creeping into your daily routine.
The Muse – Kathryn Minshew (@kmin)
I still remember the moment I had that sinking feeling that something was wrong with me.
I was sitting on a scratched-up black futon in my small, shared apartment in Manhattan, a few years into my so-called career. Already, I’d covered a lot of ground: I started in international relations, initially dreaming of a career in the foreign service, when I started working at the US Embassy in Cyprus. Disillusioned with government bureaucracy, I then spent a few years at McKinsey & Company, living the hectic life of a management consultant as I flew from city to city and client to client. My third move was international, putting most of my belongings in storage to live in Kigali, Rwanda, while working on vaccine introductions with the Clinton Health Access Initiative.
From afar, they all sound like exciting opportunities. And at one point, I believed deeply that each and every one of them might be my “dream job.”
But for one reason or another, once I found myself actually working in each role, that familiar sensation of career wanderlust would creep in. I couldn’t get myself excited about the long-term, nor picture having my boss’ boss’ job and being happy. Looking ahead two years, or five years, or 10 years down the line didn’t inspire a feeling of anticipation or excitement—instead, it was more like dread.
I started to wonder if I was just lazy, or if I had career commitment issues.
I concluded that it must be me that was the problem—obviously, I was the only common denominator.
Marenated – Red Branch Media – Maren Hogan (@marenhogan)
Once upon a time, I stood in an audience listening to a soon-to-be-friend of mine, Jason Seiden, announce his newest book, called Fail Spectacularly. As I listened to all the stories of missing by a mile or focusing on the wrong thing at the expense of a job, a company or even a relationship, I was happy for him and interested in the premise but didn’t really think it applied to me. After all, I was in my mid-twenties and had turned a failure of a company into something that resembles my career today. I was a post-pivotal moment and felt pretty good about it.
And then everything exploded. The failure I thought I’d parlayed into two new companies (supported by a full-time job) was not sustainable with three young kids and travel. The failure took a toll on my marriage, my new companies and friendships. While I Tarzanned from gig to gig, from travel back to recruiting and HR and my family never went “hungry,” I didn’t feel like a success, I felt like a survivor, which despite the Destiny’s Child song, is not always the best…or should I say only thing to be.
What I learned along the way was more valuable than our revenue numbers, employee count or the awards we win.
Recruiting Daily – John Hollon (@johnhollon)
The first sentence in the CareerBuilder press release about their latest survey says it all:
“Your candidate experience is probably worse than you think.”
I wouldn’t call myself an expert on the candidate experience — I leave that to people who watch it closely, like Gerry Crispin, Elaine Orler, and Kevin Grossman — but I do have a fair amount of recent experience with how organizations mistreat the people who are actually interested in working for them.
As I wrote last month, when it comes to the candidate experience, it’s the Good, the Bad, and the Ugly.
That’s why I was happy to see the latest CareerBuilder survey tackle this topic and break down the 12 Missing Links in Your Candidate Experience. Although the headline data didn’t wow me — it said that “while 78 percent of employers say they feel they do a good job setting expectations in terms of communication at the beginning of a potential hiring interaction, only 47 percent of candidates say employers actually do” — the 12 “missing links” were interesting.
Recruiting Brief – Dylan Redmond (@DylanRedm0nd)
Recruitment vs. Strategic Talent Acquisition (Infographic)
Phil Exec Search Solutions are back again with another detailed infographic. In this infographic, they dissect the two hiring approaches and highlight the differences between recruitment and strategic acquisition. A common misconception about recruitment and strategic talent acquisition is that many people think that they are the same thing. However, this is not the case.
The main similarity between the two is that both involve hiring for vacant positions. They differ when it comes down to the timeframe between those hires. With recruitment you’re hiring someone to start immediately, whereas with strategic talent acquisition you’re hiring for the future.
Understanding the differences between these two will allow you to understand your hiring needs. It especially helps with your businesses short and long-term hiring needs. In this infographic, Phil Exec have highlighted the differences associated with both. You’ll never have confusion over either of these two ever again!
Recruiter.com – Jason McDowell (@JasonRMcDowell)
I know a financial advisor in Minnesota who moonlights as an Uber driver. Another friend of mine works full time in IT and fixes computers on the weekends. At least three of my graduate professors edit literary journals on the side, and I can name at least a dozen more for whom teaching is actually a side job. When I browse blogging gigs online, many specifically ask for lawyers, doctors, accountants, or other professionals to provide paid blog content. We live in the age of the side gig, and it seems like everybody has one.
And, apparently, everybody does, according to the latest WorkSphere survey from Spherion Staffing. Eighty-five percent of survey respondents said they hold at least one side gig in addition to their primary job. Of those, more than half hold two or more side gigs.
“A ‘side gig’ essentially refers to any secondary source of employment that workers hold in addition to their primary job,” explains Lynn Billing, senior vice president at Spherion. “In today’s culture, side gigs take many forms, ranging from in-person jobs … to jobs that can be completed periodically at home.”
HR Bartender – Sharlyn Lauby (@sharlyn_lauby)
Regardless of your opinion of the annual performance review, organizations still need to have a performance management process. Performance management is a way to provide feedback, accountability, and documentation for performance outcomes. Even organizations that are “ditching” the annual review aren’t abandoning accountability, feedback, and documentation. So, it’s important for organizations to create a process that works for them.
At this year’s Halogen TalentSpace Live, David Mennie, vice president of product marketing and strategy at Saba + Halogen, shared the five essential elements to any performance management process. As he was discussing each, I couldn’t help but wonder how organizational performance would improve if everyone just focused on these five things. That the list David shared was really a roadmap for high performing cultures.
We hope you’ve enjoyed our Top 10 Recruiting Articles for June 2017!