Recruitment Tips, Employer Trends, and Hiring Insights from CareerBuilder

Monthly Archives: September 2010

Playing in the autumn leaves

See You (Next) September: This Month’s Recruitment News and Gossip Recap

Playing in the autumn leavesAutumn’s a time of change. This past month, we learned that Rahm’s leaving the White House for Chicago to make a mayoral run, we said goodbye to Tony Curtis and Greg Giraldo, and we said hello to Google Instant — and a new planet (?!). In the world of recruitment, we also saw a lot of changes in September — let’s take a final look back at some of them before we fully admit to ourselves that there’s now less than a month to stock up on candy and find that perfect costume before Halloween hits.

Just when you thought you knew all about generations in the workplace, Linksters came along. Who are these members of the “Facebook Generation” — and when will they be invading your office?

Speaking of things you may not be familiar with, if you’ve been wondering what the heck niche job sites are and why your business should care, we break it all down for you here. You know what else you should care about? Seasonal hiring — holiday carols are going to be piped throughout shopping malls before you know it. We’ve got 7 tips that will make your holiday season staffing as smooth as possible.

Candidates and employees aren’t thrilled about a lot of things in the workplace right now, and your salary offer may be one of the reasons why. Heck, a third of your employees think they can do your job better than you can, and others may even be blaming you for their finances. But wait — don’t panic. Here’s some ways you can reignite the flame with burned out employees.

Many workers are drinking this to get through the busy workday and avoid hypnotic states, and other workers are, well, trying to hypnotize potential employers into hiring them. And by learning how to run an extremely successful employee referral program, you won’t have to hypnotize any of your staff to refer candidates — they’ll be lining up to do it.

By in In Review

Man using PDA phone during business meeting

Using Smartphones During Meetings: A Workplace Faux Pas that Needs to Stop?

A while back, a friend (we’ll call her Penelope) complained to me that her manager often wouldn’t pay attention to her in one-on-one meetings. As Penelope poured her heart out and told her manager of her work woes and recent successes, her manager busily listened and offered insightful feedback typed away on her Blackberry, checking messages and responding to e-mails (likely nodding occasionally and raising her head to give Penelope an empty smile or concerned furrowing of her brow). Continue reading >>

By in Talent Management

Cup of coffee from Dunkin' Donuts

Are Your Employees Drinking Coffee to Brew Productivity?

What’s special about today? Well, sure, it’s Wednesday, which means we’re halfway through the work week. And, yes, the first U.S. Congress adjourned on this date back in 1789. And it’s also true that writer Henry Robinson opened his Office of Addresses and Encounters – the first historically documented dating service — on this day in 1650. But no, I’m talking about something a little more… delicious. Continue reading >>

By in Survey Results, Talent Management

They Key to Your Employees’ Hearts is Through Their Significant Others…And More From This Week’s News

While you were attempting to give Katie Couric a run for her money, admitting what everyone had pretty much already assumed,  being deemed “too hot for public access TV,” or having the most productive two days of work you’ve had in years…here’s what was happening in the world of workforce management this week…

Does the latest ad trend mean that casting calls will replace employee interviews Continue reading >>?

By in In Review

Woman rejecting a job offer

Are Potential Employees Scoffing at Your Salary Offer?

Woman rejecting a job offer“Employers are at an advantage in our current economy.”
“Candidates will take any offer you make because they need a job.”
“It’s an employer’s market — candidates can’t expect to make what they used to.”

Heard any of these statements lately? Think they’re true yourself and are abiding by this philosophy — or know a company that is? Well, companies with this mentality may be in for a rude awakening, as the idea that all unemployed workers in our current market will “take anything” just to get a paycheck is a misconception. Evidence of this is shown in the survey just released by Personified, CareerBuilder’s talent consulting arm, among 925 unemployed U.S. workers. The overwhelming majority of unemployed workers surveyed who have received a job offer since unemployment have rejected the offer because the offer was too low. In fact, 17 percent of unemployed workers surveyed have received at least one job offer since they’ve become unemployed, and of those people, a whopping 92 percent rejected the offer. More than half (54 percent) reported that they did so because the offer was more than 25 percent lower than the salary they had earned in their most recent position.

Many unemployed workers are looking for the right job

Although many unemployed workers are eager to start earning a paycheck, not all of them are willing to jump at the first thing they can get. And really, as an employer, would you want them to? I mean, sure, you may need to hire people quickly, but you still need to find quality employees who truly want to work for your company and are going to stick around. Otherwise, you’re just getting warm bodies who are going to walk right back out that door once they find something better (or with better pay, or prestige, or opportunities, or — well, see below).

Job offers not paying off for other reasons, too

While insufficient pay was the number one reason unemployed workers turned down a job opportunity, workers had other things to say about the jobs they were being offered — and the companies offering them.

Other factors cited include:

By in Economy, Retention, Survey Results, Talent Acquisition

text_messaging

10 Tips for Managing ‘The Facebook Generation’

“We need to look around our environment and say, ‘Is our environment encouraging the best talent possible? Are we choosing the right generational mix of people?’” Meagan Johnson says about the responsibilities managers have today.

Johnson and her father, Larry, are multigenerational workforce experts who recently spoke with me about their new book, Generations, Inc.: From Boomers to Linksters–Managing the Friction Between Generations at Work, and the challenge of managing multigenerational workforcesContinue reading >>

By in Generational Hiring, Talent Acquisition, Talent Management

larryandmeaganstanding

Get Ready for the Next Generation of Workers: Linksters

I know what you’re thinking: “Linkster? I hardly even know her! What’s a Linkster?” Linksters, also known as The Facebook Generation, are members of the population who were born after 1995, according to Larry and Meagan Johnson, authors of the new book Generations, Inc.: From Boomers to Linksters–Managing the Friction Between Generations at Work. I recently spoke over the phone with the father-daughter workplace expert team and founders of the Johnson Training Group, to discuss how companies can help manage multi-generational workforces. Continue reading >>

By in Generational Hiring, Talent Acquisition, Talent Management

Businessman timeout

Lost That ‘Love Working’ Feeling? How to Reignite the Flame with Burned Out Employees

Well, it’s official: the recession is over – and has been for quite some time now (shocking how we could’ve missed that), according to the National Bureau of Economic Research, which means now might be the time employers start worrying about the possibility of a talent exodus. But while employers might be worried about which employees are going to leave their organization, instead, they might want to worry about those employees who actually stay.

That’s because, according to Peter Barron Stark and Jane Flaherty in their book, “Engaged! How Leaders Build Organizations Where Employees Love to Come to Work,” employees quit their jobs in one of two ways: The first is physically, where an employee moves on to another job. Though unfortunate, at least this method is manageable because there’s a definitive next step: hiring a new employee.

The second way an employee quits – the one that “strikes fear into the heart of every manager” – is mentally. Unlike a physical quit, when an employee mentally quits an organization, it’s not always clear what an employer’s next steps should be. You can’t, after all, simply hire someone new, but at the same time, the same old engagement tactics you’ve been doing all along clearly aren’t working anymore, either.

Stark and Flaherty idenfity five red flags employers can use to identify these disengaged workers who are no longer invested in their work or the company.

Five Signs Your Employees Have Mentally Quit Their Jobs

  1. Evidence of a “whatever” attitude. The employee is not confrontational, but clearly is not motivated.

By in Talent Management

iphone news

Your Recruitment News and Gossip Roundup, Or, When a Candidate Put Down ‘God’ As a Referral

Ah, yes — a lot has happened this past week in the world of recruitment — and we don’t want you to miss any of it. From a candidate listing ‘God’ as a referral on a resume, to a call to CEOs to be more loving to employees, this week has had its ups and downs. Let’s take a moment to savor the last moments of this past week’s recruitment news and gossip before Monday takes over.

We created a brand new e-book for you — did you know? Well, we did, and it’s called Referral Madness. It’s all about how you can build a better, smarter employee referral program to get quality employees — and more of them — in the door. Download it now (it’s free!).

Enough about us — let’s talk about ice cream. Mmm, ice cream. Dairy Queen just launched a “Good Morning America Blizzard.” It’s mocha chip with bananas — think that’s a healthy start to the morning? If not, what would you suggest?

Okay, on to more serious matters, like love. One executive coach tells CEOs they need to use that oh-so-powerful four-letter word more. Do you agree, or do you think it’s a bunch of (insert another four-letter word here)? Since we’re getting personal, what makes candidates and other users “Like” your brand on Facebook? You may be surprised.

Microsoft employees had a funeral for its competitor’s mobile devices — was it in poor taste or good for employee morale? Speaking of employee morale, Dilbert poked fun at some companies’ social media strategies (or lack thereof) — can you relate?

Recruiters are “going big” in recruiting new hires, and one person says Gen Y suffers from another big thing — their egos.

On The Hiring Site, we addressed the sometimes-mystery of niche job sites (as well as what “niche” really means). What do these niche job sites do? Why should you care? How can they help you find candidates in your specialized market? Don’t worry, we cover it all here.

Sexual harassment in the workplace happens in the halls of Sterling Cooper Draper Pryce, too, and while trying to hypnotize an HR manager into hiring you may not be harassment, it’s certainly strange. Employers (fondly?) recall the most memorable things they’ve seen on candidate resumes — including the one in the headline of this blog post. What’s the strangest thing you’ve come across on a resume — can you top these?

All right, now you’re free to go get that third cup of coffee.

By in In Review

woman listening to gossip

Job Seekers Want to Know: Where’s the Line Between Appropriate Candidate Follow-Up…and Annoyance?

With so many job seekers looking for work – and getting increasingly alienated from not hearing back from employers regarding where they stand – it’s become a common topic of conversation over at our job seeker-focused blog, The Work Buzz, as to exactly when and how (and how much) to properly follow-up with employers regarding candidate status…

So, finally, we decided to help our colleagues over at The Work Buzz out, and come straight to those who can speak to this question the best:

When it comes to candidates following up with you, where do you draw the line between persistence and peskiness? Continue reading >>

By in Interviewing, Selection, Talent Acquisition

Stay Connected

Subscribe