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News and Features
.Jobs Dispute In Cooperative Engagement Phase
by John Zappe Mar 18, 2011, 4:06 pm ET
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The registrar of the .Jobs domain has invoked the #8220;cooperative engagement #8221; provision of its contract to resolve a dispute over its handling of .Jobs Internet addresses.
In a letter sent to the Internet Corporation for Assigned Names and Numbers on February 28th, but just recently made public, Employ Media called for quick action on the matter.
#8220;It goes without saying that all of us here at Employ Media, and indeed many in the international human resource management community, are extremely surprised and disappointed with ICANN’s complete reversal of position in this matter, #8221; the letter says. keep reading #8230;
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Advice and How-To's
Quality, Cost, or Compliance #8212; What Drives Your Company’s Hiring Process?
by Lou Adler Mar 18, 2011, 5:10 am ET
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I recently reread Michael Gerber’s business best seller The eMyth and found that many of the principles he suggests for growing a business apply directly to the corporate recruiting department. You might want to follow some of his advice if any of your recruiting processes are not working as efficiently as you’d like. One reviewer had this to say about the book, which pretty much sums it up:
For turning businesses around, or getting them off on the right foot, Gerber suggests looking at franchises as a model. In comparison to the dismal rate of ordinary small-business startups, 75% of franchises succeed at five years. The product of franchise companies is a business model, not food, hotel rooms, etc. In order to meet this level of success, franchise companies have clear operations manuals, procedures, consistent sales approaches #8212; every detail of running the business is specified.
Performance-based hiring QCC process, click to enlarge
By way of analogy, I’m going to suggest that most corporate recruiting departments are not nearly efficient as possible, primarily due to a lack of consistent processes at every step. Essentially, every recruiter and hiring manager can pretty much do whatever they want as long as they make their numbers or don’t violate the law. In this article, I’d like to introduce an eMyth-like approach you might find useful.
Build Your Hiring Process to Maximize Quality, Minimize Cost/Time, and Ensure Compliance
The model shown in the diagram has been designed with three primary objectives in mind: maximize quality of hire, minimize cost and time to fill, and ensure compliance (QCC). keep reading #8230;
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News and Features
Surprising Economic Reports Help Lift U.S. Stocks
by John Zappe Mar 17, 2011, 3:24 pm ET
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With the world #8217;s investors worrying about Japan #8217;s nuclear problems and rebellions of all sorts in the Mideast, the U.S. enjoyed a little good news today.
Initial unemployment filings dropped more than economists expected, while the Federal Reserve #8217;s Philadelphia branch reported that manufacturing orders in its region were soaring.
The news helped lift the Dow to a nearly 150-point gain by late afternoon. keep reading #8230;
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News and Features
Referrals Lead; Social Media Thrives; Job Boards Survive as Hiring Source
by John Zappe Mar 17, 2011, 1:58 pm ET
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Job boards are far from dead. For the second consecutive year, internal transfers and promotions were the primary source of hire. A quarter of the companies that have a contingent workforce have no idea how big it is. More than half the companies use social media exclusively or as a significant part of their direct sourcing programs.
And finally, and least surprising of all, referrals continue to be the leading source of external hires.
These are among the highlights of the 10th annual Source of Hire study by CareerXroads. Released today, the study reports the results of a survey of 36 large, #8220;well-branded #8221; but anonymous U.S. companies who cumulatively employ 1.32 million workers and hired not quite 133,000 employees in 2010.
This is the 10th year that Gerry Crispin and Mark Mehler have conducted the survey to see where companies source their hires. As has been the case from the beginning in 2001, referrals from employees, vendors, alumni, customers, and other sources was the leading source of external hires. Last year, the surveyed companies reported 27.5 percent of their external hires came from referrals. The percentage has fluctuated only modestly over the years. keep reading #8230;
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Advice and How-To's
Recruiters Need to Follow Through
by Stephen Dufaux Mar 17, 2011, 5:44 am ET
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photo: Deputado Bruno Covas
As a recruiter (whether retained, contingent, corporate, executive search, or independent), there is “No Acceptable Excuse” for not following up or following through with a candidate.
By failing to do so, your actions are contributing to the further erosion of the reputation of our profession and are fueling the negative perceptions presently associated with recruiters.
keep reading #8230;
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Advice and How-To's
The Art of Performing Technical Screening
by Obi Ogbanufe Mar 16, 2011, 5:56 am ET
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suitability matrix
Technical screening is testing candidates in order to identify those with particular characteristics listed in a job description. This can be done in order to avoid the unnecessary cycles of presenting several candidates for interview who are rejected either because the job description was misunderstood or the candidate screening process was ineffective, or a combination of both.
I get into this more in an upcoming Journal of Corporate Recruiting Leadership, but wanted to give you a taste of all this concept today.
During a training session with technical recruiters, we reviewed a C# Developer job description that was posted on their corporate website. The job description was seeking a mid-level developer with 1 to 2 years development (C#, ASP.NET, SQL Server, and Web Services) and analytical experience, who also had experience in SQL Server Reporting Services (SSRS) and SQL Server Integration Services (SSIS).
On reviewing the job description, I saw bright red flags and proceeded to explain. keep reading #8230;
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News and Features
Twitter and Jobs Celebrate Birthdays
by John Zappe Mar 15, 2011, 3:59 pm ET
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An early Happy Birthday to Twitter. And a Happy, if somewhat belated, Birthday to TweetMyJobs.
The former will be 5 yearsold in a week; the latter is now 2. Both of them have enjoyed a robust growth, built on the seemingly preposterous notion that the world would beat a path to their door via 140-character messages.
Indeed the world has. Estimates of Twitter account holders are in the 200-250 million range. (Twitter is secretive about many of its numbers. As far as anyone knows, the company has not shared its active user count, but it #8217;s a safe assumption that regular tweeters are fewer in number. It did report that its current growth rate is about 460,000 new users a day.)
TweetMyJobs has a quarter of a million users and sends between 50,000 and 75,000 tweets a day.
Founder Gary Zukowski says he expects 1 million followers by the end of the year, an ambitious goal for a service that now has so many imitators and competitors that they #8217;re almost impossible to count. Every major job board and every major (and not so major) employer now regularly tweets its job posts.
Twitter users themselves send just about a billion tweets a week. (It took Twitter 3 years, 2 months and a day from first tweet to one billion. That #8217;s another of the factoids Twitter is sharing for its birthday celebration.) Thousands of tweets were sent in Japan within mere seconds of the earthquake last week. Millions more were sent in the hours and days since. keep reading #8230;
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Advice and How-To's
Thorough Sourcing Part VII
by Maureen Sharib Mar 15, 2011, 12:55 pm ET
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The class question from last week asked what things are at work that would cause Lisa our Gatekeeper to drop her defenses in the statement below.
“Lisa?  Hi, this is Maureen Sharib. Can you transfer me to Sheila McKinney?  Before you do, though, can you tell me: is Sheila one of the pipeline engineers there? She is? I thought so. In case I can’t reach Sheila, Michael Edwards is also one of the pipeline engineers I could try? That’s great, Lisa. And just in case I can’treach him, either, can you tell me who else in that group I could try?”
I will list them in occurrence, as I see them.
I said her name.
I then identified myself to her.
I asked for her help that included a name of someone inside the company; a name she was likely to recognize.
I asked one question at a time.
I repeated her name during the “interrogation. #8221;
You may see something else. Tell us about it.
We left our student phone sourcer back in Part IV sitting nervously beside me, listening in on my calls. keep reading #8230;
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Opinion
Hiring Charlie Sheen: Separating the Personal From the Professional
by Raghav Singh Mar 15, 2011, 5:56 am ET
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Charlie Sheen’s recent firing by CBS was likely well deserved. It followed a very public war with his producer and widespread publicity about his bizarre behavior and personal life. But scratch the surface and the decision seems illogical. His behavior today is no different than when he was hired for the show. The show is a hit and his antics haven’t turned off the viewers and he’s making money for his employer, so what’s the problem?
This is similar to what many employers do when recruiting: rejecting candidates for reasons completely unrelated to any ability to do the job. keep reading #8230;
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Advice and How-To's
LeBron the $200 Million Hire Came From a High-Impact Hiring Strategy
by Dr. John Sullivan Mar 14, 2011, 5:38 am ET
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There are two fundamental types of hiring strategies: high volume and high impact. Most corporate directors of recruiting think that the most common, high-volume recruiting, has the highest overall impact because, after all, it is used to fill a large number of openings.
However, senior executives in sports, entertainment, the military, and executive search know that the highest impact comes from hiring or retaining a handful of high-value individuals known as game-changers. keep reading #8230;
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Advice and How-To's
Beware of False Economies: 3 Ways to Avoid the Trap
by Jason Warner Mar 14, 2011, 2:10 am ET
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We are in interesting times with regards to corporate recruiting. This is a Big Inflection Point in the business cycle (arguably the largest one many of us will experience in our lifetimes) and recruiting departments are really stretched.
Part of the challenge corporate recruiting departments face today are a result of not recognizing #8220;False Economies. #8221; A False Economy is when something seems like a great deal or a good idea, but the economics are not what they seem when viewed more holistically or from a different vantage point. This is usually a result of tension between short-term objectives and long-term objectives: value is typically traded between the two. Jack Welch famously remarked about two years ago that #8220;On the face of it, shareholder value is the dumbest idea in the world #8230; #8221;
That is an interesting insight to reflect upon in light of managing a corporate recruiting operation.
There are a host of potential False Economies in corporate recruiting departments #8212; things that seem like they save money or create value, but in reality the true net economic value is substantially less. Identifying and understanding these False Economies will be imperative for staffing leaders to navigate the rough waters ahead.
One timely example is recruiting team capacity #8230; many organizations currently have an insufficient capacity model for the current demand plan. This typically results in overspending that is far greater than the cost of deploying a more sustainable resource model. At the center of the dilemma is the substantial difference between maximum capacity and optimal capacity. Many corporate recruiting departments have been cut so much that they would need to operate at maximum capacity to meet the needs of the business. This is unsustainable, like running your car at redline all the time: sure you can do it, but how long is it going to last? keep reading #8230;
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News and Features
And the Award for Best Candidate Experience Goes To #8230;
by John Zappe Mar 11, 2011, 5:08 pm ET
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If you don #8217;t care a whit about candidate experience, then you aren #8217;t likely to be much interested in being recognized for it. For everyone else, this one #8217;s for you.
I had a chat with Gerry Crispin today and I can assure you he is passionate about the experience job seekers have as they navigate through a corporate career site in pursuit of information. So passionate, that he approaches the subject with near missionary zeal.
Yesterday he, his partner at CareerXroads Mark Mehler, and a group of friends released a monograph on the issue of the candidate experience. I posted about it here, but could not detail every valuable morsel in the paper.
Now, the group is hoping to take the matter to a higher level. Crispin, Elaine Orler, and Ed Newman want help with a survey about what it would take and how much information you would be willing to share to create an industry award around the candidate experience. keep reading #8230;
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News and Features
Pointing the Way to the Candidate Experience
by John Zappe Mar 11, 2011, 5:08 am ET
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What does #8220;Candidate Experience #8221; mean?
That would seem to be an easy question. But try it and you quickly see how tricky it is to answer.
The candidate experience is the emotional impression created in a person as they proceed through the process of seeking, applying, and being considered for a job with a specific company.
That #8217;s my off-the-cuff answer. Considering a simple Google search turned up 99,000 references to a definition, mine seems as good as any.
Which is exactly the problem Gerry Crispin, Mark Mehler, and friends say is hobbling the industry. It is #8220;evident, #8221; they argue in a new, and provocative monograph, #8220;that the stated opinions are too often unsubstantiated. #8221;
#8220;Unfortunately, among the 100,000 or so people claiming expertise about what the candidate experience is (literary license) the few common themes we have found have little substantive support for their conclusions, #8221; the authors note in the introduction. keep reading #8230;
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Upcoming Webinar
Hiding in Plain Sight: Finding Talent in the Blogosphere
Date/Time:
Tuesday, March 29, 2011, 2:00 pm ET
Duration:
60 minutes
Registration:
Register for this free webinar
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presented by Carmen Hudson
Every 24 hours, 80,000 new blogs are created. The blogosphere is an enduring and very social network of individuals and content that can be mined to find top talent in almost any profession.
Carmen Hudson of Recruiting Toolbox will discuss how to include blogs into your passive candidate sourcing strategy.
In this session she will:
Discuss the motivations and psychology of bloggers
Explore blog networks and popular blog platforms
Demonstrate effective blog search tactics
Share passive sourcing productivity tips
This webinar is sponsored by TheLadders.
More information | Register for this webinar
News and Features
Appeals Court Upholds Conviction of Former Monster Exec
by John Zappe Mar 10, 2011, 5:04 pm ET
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A federal appeals court Wednesday upheld the conviction of former Monster president and COO James Treacy, but ordered the trial court to recalculate part of the $6.3 million it ordered him to pay in forfeitures.
Treacy was convicted in May 2009 of stock options fraud in connection with the granting of backdated Monster stock options. He was sentenced in Sept. 2009 to two years in prison, fined $6.3 million and the same in forfeitures. (The amount was determined to be how much Treacy profited by the backdating of stock options he was granted.)
He appealed his conviction and challenged the trial court #8217;s calculation of the restitution. The appeals court ruled against him on all but one issue: how the judge figured the forfeiture amount for 75,000 options with a grant date in December 1998. The revisions ordered by the appeals court will result in a somewhat smaller total amount of forfeitures.
Treacy is the only former Monster executive to receive prison time in connection with a stock options backdating scheme that netted the recipients #8212; including Treacy #8212; millions. Andrew McKelvey, who founded TMP Worldwide, which owned Monster, and was the company’s CEO and chairman, was accused of stock fraud, but because of his terminal pancreatic cancer, was allowed to defer his prosecution after he admitted his guilt in court. McKelvey died in November 2008.
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Podcasts
Why Women #8217;s Workplace Gains Haven #8217;t Reached the Top
by Todd Raphael Mar 10, 2011, 9:57 am ET
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Women reaching parity in numbers in the workplace: not as big an issue anymore.
Jennifer McClure
Women reaching parity in leadership roles: no luck.
In an upcoming Journal of Corporate Recruiting Leadership article, Darren Shearer, a senior research consultant at SuccessFactors, compares male-to-female ratios at the staff level to male-to-female ratios at the executive level, showing a marked difference.
In the podcast below, we discuss what #8217;s behind this: Is it discrimination, people #8217;s choices, or some combination? We talk about ways the workplace is still inhospitable to parents of any gender, but why there #8217;s reason to be optimistic about the future.
Leanne Chase
On the line, in addition to Shearer and myself, are Leanne Chase, of Career Life Connection, and Jennifer McClure of Unbridled Talent. keep reading #8230;
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Opinion
Can #8217;t Talk Now. I #8217;ll Be in Meetings All Day
by Morgan Hoogvelt Mar 9, 2011, 4:18 pm ET
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Caller: #8220;Hi, can I please speak to John? #8221;
Secretary: #8220;Sir, John is not available right now. He is in a meeting. Can I take a message? #8221;
Caller: #8220;Do you know when he will be in? #8221;
Secretary: #8220;He is in meetings all day. #8221; #8230; click.
Bummer. I missed John again. That is one hard guy to get a hold of.
Wait! John just tweeted: #8220;At work, is it Friday yet? Leaving early for H-Hour with the crew #8221;"
What the amp;*() amp;)(?  What kind of meeting? What #8217;s going on here?
Yes, John has left his window open, again.
It is true, social media has changed the way the world now communicates. keep reading #8230;
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Advice and How-To's
How to Make a Phone Call
by Maureen Sharib Mar 9, 2011, 11:15 am ET
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I have a sense that a real yearning is emerging for information about how to communicate.
I mean about how to communicate face to face or over the phone and not about “communicating” on someone’s #8220;Wall #8221; on Facebook or sending an InMail through LinkedIn.
I’m talking about what you should say on the phone. keep reading #8230;
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News and Features
Charlie Sheen Intern Stunt Nets Visibility for Internships.com
by John Zappe Mar 8, 2011, 2:37 pm ET
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In case you somehow missed it #8212; perhaps you were under anesthesia #8212; Charlie Sheen is looking for an intern.
You have to wonder what parent would allow their child to take the job.  But leaving that issue for the parenting sites to take up, the job is both real and promotional.
While Sheen may have joined the ranks of unemployed actors, remarkably, he is not unemployable. The internship job posting and Sheen #8217;s tweeting about it is all about promoting Internships.com. keep reading #8230;
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News and Features
Disney Tops, Again
by Susan Thurman Mar 8, 2011, 5:32 am ET
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Students ranked Disney as their first employer preference for the fourth year, according to a survey of top students.
First, let me explain who conducted the study and who took it.
This is the fourth annual survey of the National Society of High School Scholars #8212; high-achieving students ages 16-22. The previous survey results were published in the March 2008, April 2009, and April 2010 issues of the Journal of Corporate Recruiting Leadership. Our 2011 career survey will appear in the Journal, too, which is a paid PDF.
The 10,000 respondents are members of NSHSS, an honors organization founded by Claes Nobel, a senior member of the family that established the Nobel Prizes. The Society currently has a roster of 700,000 members internationally. This group of respondents consists of both college-bound high school students and currently enrolled college students; the respondents include 3,300 college students and 7,200 high school students.
Students ranked Disney as their first employer preference for the fourth year, and continued ranking highly those companies that reflect their interests in technology, such as Google and Microsoft; medical-related fields, such as St Jude Children’s Research Hospital and the Mayo Clinic; and trend-setting firms such as Abercrombie amp; Fitch. keep reading #8230;
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