Craig Fisher and I wrap up 2015 with a show that features some of the tech, apps, and tunes they will be checking out in 2015.
Bigger. Faster. Stronger.
Recruiting is evolving. Fast. Faster than any time in my 15+ years in corporate recruiting. There are many contributing factors: social media, the maturation of employer branding, the prevalence of mobile devices (and their ability to reach a new ‘always on’ generation), advances in HR technology – just to name a few.
These changes in the recruiting marketplace are happening at a pace most corporate recruiting teams struggle to keep up with. It’s created a new crop of consulting firms (like mine) who help them navigate these new waters. There is a lot of opportunity in this new world.
These industry shifts have also spawned a new crop of hyperbolic statements, unicorn statements, about the state of recruiting. Views I feel are beginning to become more and more disconnected with the trench recruiting realities on the ground for most companies. These unicorn views aren’t rooted in the realities most recruiting teams face.
The Resume Is Dead.
No, it’s not. One of the most popular unicorn statements is that the resume is dead. That in the age of social media the resume is a stagnant relic from recruiting’s past that has outlived it’s utility. There are three glaring flaws with this point of view.
This unicorn statement assumes all the prospects our organizations might hire are active on social media. Not just active, but so active they leave enough breadcrumbs for hiring teams to understand what they do, how well they do it, and ideally whether they’re a cultural fit for good measure. That’s just not reality for the across all industries and the universe of prospects we might hire.
Let’s assume there is enough accessible social data to make an informed decision on all prospect’s suitability (there isn’t). How are companies who hire at scale supposed to manage that approach? 50,000 global hires in a fiscal year? Super, fire up the social media aggregator!
Another point, but certainly not least in sheer sexiness of subject, is compliance.
Cool Tools Show hosts, Craig Fisher and Lars Schmidt talk with the CEO of startup Brand Amper, Jason Seiden, about his new tool that helps companies give their employees a voice and a better way to talk about work in a more Profersonal (TM) way online.
Want to learn how to incorporate social into your recruiting workflow? Join me Wednesday 11/19 2-2:45p EST for the latest webinar in Dice’s Open Web series where I’ll be sharing proven techniques on how to increase your hiring efficiency with social media. You won’t want to miss this one!
Date: Wednesday, November 19, 2014
Time: 2 PM EST / 11 AM PST
Duration: 45 minutes
Discover social recruiting techniques that save time.
With dozens of requisitions open, you need one thing more than anything else: more time. The right social recruiting strategy can give it to you—and reduce your company’s average time-to-hire.
Register for a live webinar, featuring Lars Schmidt, Founder of Amplify Talent, to learn how to more efficiently source and engage tech talent. The fourth webinar of this series will teach you:
- How to reduce recruitment cycles with a strategy that combines branding efforts and social recruiting
- How to utilize social recruiting techniques without adding bandwidth to your efforts
- How to expedite the entire tech recruiting process by leveraging time-saving productivity apps
Sharing some thoughts on what recruiting might look like if we built it from the ground up at September’s inaugural Glassdoor Employer Branding Summit.
You can find full presentation videos of all the speakers, including Josh Bersin, Stacy Zapar, Bryan Chaney, Shannon Smedstad, and more here. I definitely recommend checking them out!
I recently had an opportunity to speak at Glassdoor’s inaugural Employer Branding Summit. I made the case that corporate recruiting is still rooted in dated practices, and explored what recruiting might look like if it was built from the ground up today.
One of the points we discussed was job descriptions, and the fact that they’re one of the least evolved tools in our corporate recruiting tool belt.
We’ve stuck to the script for years. Laundry list of vague responsibilities? Check. Unrealistic qualifications? Check. Compliance-driven language? Check. We’re not touching on many things that matter in today’s market. We can do better.
Job descriptions tend to be written for the benefit of the employer, not the employee.
When we write for compliance or legacy, we fail to give prospects a true sense of what our organizations are like – our culture, our teams, our perks, physical office space. We try to convey the soul of our organization in text alone. We’ve become over-reliant on our career sites as the place to share images, video, and our people.
Today’s prospect are busier (and more distracted) than ever. We have a limited window to get their attention, particularly for high-demand talent. A boilerplate JD won’t do it.
What if job descriptions looked more like this?
Candidates don’t want to rely upon boilerplate JD’s to give them a sense of whether they should explore your jobs. They want to know about things like specific deliverables, success measures, growth plans, and perks. They want to know what their desk might look like, what tools they might use, and what their colleagues are like.
Why don’t we consider things like…
- Include a 30 second video from the hiring manger about why you might want to work in this role
- Share stories of past employees in similar roles and their career growth
- Include LinkedIn/social profiles of the team
- Embed photos or videos of the office
- Include infographics and other visual mediums to convey the opportunity
- Make job descriptions text more dynamic by including hyperlinks to more content (press, awards, employee blogs, multimedia, company social links, etc.)
What are they keys to a great job description in your mind? Do you have any examples of other companies getting job descriptions right? I’d love to hear them. Leave a comment and let’s start taking steps to give prospects something better.
What if seems like a good starting point when pondering a revolution.
Think about where we are today in recruiting – our practices, our technology, our shortcomings. How’d we get here? Or more importantly, is where we are in recruiting today where we should be? Have our practices kept up with broader societal changes?
In recruiting, evolution = iteration. Our behaviors and approaches change slowly. Our practices are built upon workforce assumptions that aren’t keeping pace with candidate behaviors.
9/10 job seekers say they will use a mobile device in their job search within the next year, yet 90% of Fortune 500 career sites don’t support mobile apply. We’re not keeping pace with these changes in candidate behavior. It’s time for recruiting to evolve.
What if…we started over. What if we built recruiting today, based on current job search behaviors and expectations? What would it look like?
I’ll be diving into that topic during the opening presentation during Glassdoor’s first Employer Branding Summit on September 12th. I’ll be joined by an exceptional mix of leading Employer Branding and Recruiting minds to discuss the future of Employer Branding, and its impact on recruiting. You can view the full lineup below. I’ll be the MC for the day, so really looking forward to sharing and learning from everyone. You can too!
You can also join the conversation on Twitter at #GDSummit.
Glassdoor Employer Branding Summit Agenda
Hop On, Hop Off! Feel free to join a single session, portions of each or the whole Summit. It’s up to you—just make sure you register now for the live stream! You can also follow our live Twitter feed using the hashtag #GDSummit.
|9:00 am – 9:15 am||Welcome Intro | Robert Hohman – CEO, Glassdoor|
|9:15 am – 9:45 am||Keynote Presentation | Lars Schmidt – Amplify Talent|
|9:45 am – 10:15 am||Simply Irresistible: Are You? | Josh Bersin – Bersin by Deloitte|
|10:15 am – 10:45 am||Break|
|10:45 am – 11:15 am||3 Secrets to Employer Brand Storytelling | Bryan Chaney – IBM|
|11:15 am – 11:45 am||Content Is King, Distribution Is Queen: Content Marketing for Recruitment | Jennifer Tharp – AT&T|
|11:45 am – 12:45 pm||Networking Lunch|
|12:45 pm – 1:00 pm||New to Glassdoor! | Alison Hadden – Glassdoor|
|1:00 pm – 1:30 pm||If Seuss Was Alive in Two Thousand and Five | Arie Ball and Anthony Scarpino – Sodexo|
|1:30 pm – 2:00 pm||Infinite Possibilities, Limited Budget: Optimizing Your Branding Resources | Jen Powell – Deloitte|
|2:00 pm – 2:30 pm||Getting Your Brand Out of the Box | Stacy Zapar – Zappos|
|2:30 pm – 2:45 pm||Break|
|2:45 pm – 3:15 pm||Using Video to Share Your Company’s Story and Attract Talent | Shannon Smedstad – CEB|
|3:15 pm – 3:45 pm||Bringing It All Together: Combining Your Employer Branding Efforts on Glassdoor | Will Staney – Glassdoor|
|3:45 pm – 4:00 pm||Closing Remarks | Lars Schmidt & Robert Hohman|
|4:00 pm – 6:00pm||Cocktail Reception|
Dice just released their 2014 technical salary survey results. You can download the full survey here.
The report provides insights into the current state of tech hiring across the U.S. The infographic below provides details of the top five salaries and markets for technical talent in 2013.
In today’s competitive hiring market, retaining your best technical employees is vital. Rest assured your best technical talent is getting regular calls from recruiters. Will they listen? Are you doing enough to retain them?
The chart below breaks down some of the ways organizations attempted to retain their talent in 2013. They include compensation, increased responsibilities, recognition, and work flexibility.
The full report goes into more details on the current state of technical salaries and expectations. More details below:
Dice’s Salary Survey Report for 2014 shows that salaries and confidence are rising for U.S. tech professionals, but tech powered companies are on edge as compensation satisfaction slips.
More tech professionals in the U.S. enjoyed merit raises last year, driving average salaries up nearly 3% to $87,811. Tech professionals understand they can easily find ways to grow their career in 2014, with two-thirds of respondents (65%) confident in finding a new, better position. That overwhelming confidence matched with declining salary satisfaction (54%, down from 57%) will keep tech-powered companies on edge about their retention strategies.
The following webinar was produced by Recruiting Blogs and Work4. It covers key trends recruiters should be aware of for 2014, and specific examples of digital recruiting campaigns and outreach strategies.
The following post was originally published on the LinkedIn Talent Blog. You can find the original post here.
Last week LinkedIn released their Top 10 Company Pages of 2013. I was surprised and excited to find NPR among them, listed alongside organizations like Kellogg, Adobe, Dell, Mashable, Hubspot and more. As an admitted employer branding geek, I’ve been preaching the benefits for years. I’m also a believer in open-source approaches to work, so wanted to share some of the tips and tactics that helped us make this list.
But wait, isn’t NPR a household name?
In the U.S., this is true. NPR has been around for over 40 years. We’re fortunate to have an incredibly engaged audience, and fans who support us. This certainly gives us an advantage around discovery, but LinkedIn company pages followers are only part of the formula. The real keys are content and engagement. Your name may get people to click the ‘follow’ button, but name alone won’t get them to return and engage with you.
Don’t you need a big staff and resources to be effective in talent branding?
This tends to be one of the bigger misconceptions about social media in general, particularly as it relates to recruiting and employer branding. You don’t need an army of Community Managers to be effective. You need discipline, and tools, and a learned sense of time management – but even if you’re a team of one, you can make an impact. At NPR, we’re a non-profit with limited resources and a lean three member recruiting team. This means that I solely manage our LinkedIn company page (among other responsibilities). It can be done effectively, you just need to be disciplined with your time and use tools to enhance your efficiency. More on that later. Continue reading