Curated Recruiting Blogs for August 2017

Fall is here and soon the leaves will be turning and cooler temperatures will finally be here. Our thoughts are with all of those affected by the recent Hurricane’s Harvey and Irma. The cleanup will be a monumental task and require everyone in America to do their part in the recovery. Please donate to the Red Cross if you can. Every donation helps.

As we enter into the new school year how about checking out some of the best recruiting articles from August? We have picked out the articles we think you will enjoy for our Top 10 Recruiting Articles from August. 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 Bartender – Sharlyn Lauby (@sharlyn_lauby

How Organizations and Employees Can Start Focusing on Wellness 

An increasing number of companies are offering employee wellness programs. According to the Society for Human Resource Management (SHRM), 70 percent of U.S. employers offer wellness benefits (up from 58 percent in 2008). That’s because organizations understand that healthy employees perform better. In addition, the company realizes a return on their investment. A RAND Corporation study found that every $1 invested in wellness yields a return on investment (ROI) of $1.50.

 

But the reality is wellness programs can be hard for both the company and the individual. For organizations, it’s hard to find wellness resources that are budget friendly, ergonomically well made, and usable by a diverse group of people. For employees, it’s hard to incorporate wellness activities into our daily routine. We want to, but our plates are full. And unfortunately, when something must move down on our priority list, often it’s exercise. So, how can organizations and employees start focusing on wellness? The answer is one step at a time. Or in this case, one cycle at a time.

Undercover Recruiter – Rich Moy (@rich_moy)

Avoid These Outdated Tactics When Recruiting Technical Talent   

The demand for talented developers is at a fever pitch, and the supply just isn’t there to meet it. With 87 percent of developers stating that they’re currently employed and only 13 percent actively looking for their next job, it would be easy to conclude that growing your engineering team this year is essentially an impossible task.

 

However, keep in mind that over 75 percent of the developers who responded to the Stack Overflow 2017 Developer Hiring Survey, which fielded responses from more than 64,000 developers, told us that they’re interested in hearing from recruiters about job opportunities. While that doesn’t change the fact that technical hiring is a unique challenge, it does show that you can find great developers—if you’re willing to change your approach to recruiting them.

Indeed Blog – Jed Kolko (@JedKolko)

Bang for Your Buck? The Cities Where a Paycheck Goes the Furthest in 2017

When looking at jobs in different local markets, a dollar is not always a dollar—and sometimes it isn’t even a dollar. Paychecks go further where housing and other costs are lower. This is the dilemma job seekers face: The places with the highest salaries also have the highest cost of living.

 

Salaries are highest in San Jose and San Francisco, but that doesn’t take into account the cost of living. When you factor in how much more expensive it is to live in the Bay Area, the rankings flip entirely. It turns out that when salaries are adjusted for cost of living, they tend to be higher in smaller metros than in the largest ones. Adjusted salaries are highest in Birmingham, AL, Jackson, MS, and Fresno, CA—places where what you’re likely to earn buys the most. Big cities like Miami, New York and Los Angeles are among those where your salary won’t stretch far.

 

So should job seekers write off metros where salaries don’t keep up with the cost of living? Not necessarily. Some people want a huge city, despite the high costs. If that’s you, consider Detroit or Atlanta, and check out the list below. In fact, a low average adjusted salary just might be a signal that a city is special for reasons other than money. Plus, places that look like a worse deal today might offer greater job security tomorrow.

Indeed Blog 

Report: Where Will Your College Major Take You?  

You’ve walked across the stage to the strains of “Pomp and Circumstance”, flipped your tassel to the left side of your cap and posed hurriedly for a picture your parents will definitely buy for the fireplace mantel. Now it’s time to begin the next stage of your life: college.

 

And of course, you’ve got to choose a college major — but which major is the right one? The future stretches ahead of you, and there are many possibilities to pursue based on your talents and interests.

 

At the same time, student debt is a serious concern— the average student in the Class of 2016 had $37,172 in debt, and it’s the now the second-highest consumer debt category after mortgages. Which is all to say that choosing the right major is more important than ever before.

 

“A good career starts with a solid foundation,” says Indeed SVP Paul Wolfe. “A student’s major may lead to a variety of options that they don’t even know about yet. But studying the potential options can help you hone in on your area of study, as well influence the types of organizations and people you look to connect with on the way.”

 

Information on which jobs are trending in today’s market can be a helpful resource for students, parents, and educators. Let’s take a closer look at pathways and salary information, based on an analysis of Indeed’s data.

Evil HR Lady – Suzanne Lucas (@RealEvilHRLady)

9 Ways Your Business Can Help Hurricane Harvey’s Houston Victims 

If you’re like most Americans, you’ve been watching the Hurricane Harvey coverage, thanking your lucky stars that you don’t live in its path. However, for millions, their lives have just been turned upside down, and the problems haven’t stopped. You want to help; you want your business to help. How? Here are 10 ways you and your business can help.

 

1. Cash. Cold hard cash.

Jennifer Smith Thames, a victim of last year’s horrible flooding in Louisiana wrote a Facebook post that explained why cash is the best idea:

PSA: For all of those across the country, watching the catastrophic events in TX, and wanting to know what they can do to help, I’m going to say what they’ll feel uncomfortable saying.

They’ll need money. They just will. Work will be disrupted, insurance will be slow to pay, and probably underpay. Even if they get plenty of insurance money eventually, they’ll need money right away.

Less than a week after the flood last year, I was having to buy clothes for our family, replacing ALL of our prescriptions at one time, and buying random other things. We were blessed in that [my husband] Matt continued to get paid with no disruption. We were in the minority. 

2. Donate to a charity that is on the ground.

The American Red Cross is the preferred emergency responder for the U.S. government, but it is not the only one. Many religions have organized charities that are on the ground and ready to go, such as Catholic CharitiesLDS Humanitarian Services, and the Baptist Global Response. Other organizations, such as All HandsGlobal Giving, and Americares, are prepped and ready to go. If you can, check with local organizations such as hospitals, churches, and animal shelters to see if you can help them directly.

Recruiting Blogs – Susy McNeil (@SusyMcNeil10)

What Does the Recruiting Industry Look Like Today?

As some point or another, you’ve been a job seeker. How did you look for employment? For many folks, perusing online job boards like Indeed, Monster and LinkedIn is their first option. Others prefer to do their job search offline by checking out staffing agencies, bulletin boards, job fairs and of course, the tried and true method of taking advantage of their personal network of friends and family to get their foot in the door at a company.

Why does it matter to know how the recruiting industry has evolved over the years? Well, if someone is currently seeking employment, understanding current trends will help them find the right approach to finding a job. Even for an employed individual, keeping abreast of current and future trends could help with a potential job search down the road.

For recruiters, whether they work for a staffing firm or a particular company, it’s necessary to understand effective methods and emerging methods of attracting top talent. The recruiting landscape is constantly changing and remaining adaptable is as important as ever.

ERE Recruiting Carol Cochran (@flexjobs)

Insights from 11 Leaders on Recruiting and Hiring Remote Workers 

Whether hiring remote workers or in-office workers, the goal is typically the same: find the best person for the job and the company. But when it comes to recruiting and hiring remote workers, the methods employed by many remote companies offer unique insights into how remote companies function, and why the process of recruiting remote workers needs to be different.

 

We’ve interviewed remote company leaders from over 100 organizations to find out how they make it all work — the details and differences in recruiting, hiring, and managing remote workforces.  To some extent, the process is similar to hiring in-office workers.

 

But there are a number of ways remote recruiting and hiring is different from in-office hiring. As discussed at the first annual TRaD* Works Forum, which is being held again in September 2017, some of the biggest goals in hiring remote workers are to optimize for productivity, retention, and cultural fit.

Red Branch Media – Maren Hogan (@marenhogan)

#6Things: Extreme Vetting, Finding Purpose at Work, & No More Coding Camps

Coding camps all over the nation are closing up shop. Two major companies have announced they are shuttering operations this year, even though they got a lot of cheddar to be open by famous “edutainment” companies like the University of Phoenix. Why? Because they teach you the basics of coding basically for $26,000 — and employers need more than that. Heck, if you want to learn the basics of coding, why don’t you pay me to work for me and we’ll teach you? Anyway, employers need more advanced coding schools and as I say, when you start seeing Facebook ads for franchise coding camps and schools in the same hockey stick graph format as ugly leggings and shakes that make you skinny, it’s time to get the heck out of dodge.

 

If you’re a software engineer that’s the magic number for how in demand you are. However, in a decidedly McSweeney’s turn, that number plummets from 30% (at 6 years) to just 7% if you have the deadly SEVEN years of experience. Do you ever read something and just think, what in the actual hell is going on in Silicon Valley and other tech hubs? How is this even a thing? Anyway, this infographic from paysa is chocked full of awesome information and you should check it out for sure. Did you know that from Uber to Facebook, the average tenure hovers between 1 and 2 years? Bonkers.

Paysa Blog – Paysa Team

The Top Talent of Tech Disruptors and Titans 

Daydreaming about a job with a high-value startup or an established tech company? Wondering if your college major will increase the chances of landing a position at Facebook or Microsoft? Curious how hiring practices and skill wish lists differ?

 

At Paysa, we wonder those same things, which is why we analyzed over 8,200 job postings and over 70,000 resumes to figure out who’s hiring and which skills are the most in demand at some of the leading tech companies.

 

To make comparisons easier, we’ve split the data into two categories: titans (which are public companies that had an initial public offering (IPO) over 10 years ago and a current valuation of over $100 billion) and tech disruptors (privately held companies or public companies that had an IPO in the last 10 years and a current valuation of over $10 billion).

We hope you’ve enjoyed our Top 10 Recruiting Articles for August 2017!