December 2011 15
It was the best of after-work happy hour, it was the worst of “if my co-worker gives me the side-eye again, I am quitting on the spot” — or so the ancient saying goes. A lot happened in the workplace in the last 12 months, not the least of which involved Occupy Wall Street and the death of Steve Jobs.
In CareerBuilder’s recent webinar, Future of Recruiting, hosted by Beth Prunier and Chuck Loeher, area vice presidents at CareerBuilder, it became clear just how much recruitment has changed since — well, since shows like M.A.S.H. (you ‘ll just have to listen to know what I mean).
The way we consume our information is more fragmented, because we have so many places to get it.
#1 – Workplace Bullying and Your Employees: What Can You Do?
Published April 20, 2011 by Amy Chulik, contributing editor for The Hiring Site
A newly released CareerBuilder survey reveals that workplace bullying is still happening. We share 6 tips to help your company work toward a bully-free workplace.
#2 – Search and Review Candidates – Faster and More Efficiently with ResumeFlip
Published July 14, 2011 by Stephanie Gaspary, editorial director for The Hiring Site
Easily flip from one resume to the next with CareerBuilder's enhanced Resume Database. You’ll view full, complete resumes – the way candidates want you to see them – instead of just generic-looking resume summaries.
#3 – 10 Global HR Trends for 2011 and How to Manage Them
Published March 17, 2011 by Amy Chulik, contributing editor for The Hiring Site
Howard Wallack, the Director of Global Member Programs for SHRM, discussed 10 global HR labor trends for 2011 at HRPA 2011 and how companies can best manage them.
Employers expect to add new jobs in the New Year, but are waiting to see how the economy shapes up before turning up the volume on hiring, according to CareerBuilder’s annual job forecast. Nearly one-in-four hiring managers plan to hire full-time, permanent employees in 2012, similar to 2011. Employment trends among small businesses, which account for the majority of job creation in the U.S., are expected to show some improvement over last year.
There’s been a lot of discussion lately over how employers can navigate the growing skills gap in the American workforce. In addition to adjusting compensation levels, retraining workers and refocusing recruiting efforts, one of the most effective ways employers can help ensure they bring in the qualified candidates they need is one they should already be doing: strengthening their employer brand.
Companies like Pepsico and AT&T have recently begun their own employer branding campaigns with the aim to build awareness about what it means to work for them and attract more relevant candidates to their open positions. Already known for their strong consumer brands, these companies realize having a strong employment brand as well will give them an edge in recruiting the most in-demand workers by positioning them as an “employer of choice” in the eyes of quality job candidates.
So then what, exactly, constitutes a “strong” employer brand? Generally, there are five ways to tell if an employer has an employer brand that effectively communicates the right message to the right audiences, according to Keith Hadley, Senior Director of Employment Branding Services at CareerBuilder. Below is a checklist you can apply as you evaluate your own employment brand.
Five Tests of a Strong Employment Brand
- Is it attractive? Are the benefits and opportunities you offer attractive to potential job seekers? In order to answer this question, you first need to consider your audience. Keep in mind that workers’ wants and needs vary depending on age and situation. For example, while younger workers might seek employers who offer ample advancement opportunities, older workers might be more focused on flexible schedules and retirement benefits. Rather than having a one-size-fits-all marketing strategy, tailor your message to speak to and attract different audiences.
- Is it authentic? Do you practice what you preach? Your brand should reflect the authentic work experience at your company; otherwise, I guarantee you people will find out: Thanks to sites like Yelp and Glassdoor, where employees discuss and rate their employers anonymously, it’s virtually impossible for companies to hide their true employer brands today. Not convinced? Search your company on one of these sites to see what people are saying about you. If you don’t like what you see, go straight to the source to see where you can make changes. Host an open forum to generate honest discussion and feedback or utilize employee surveys to find out your organizations of strength as well as opportunities for improvement.
- Is it embraced? Does everyone – from the top down – believe in the brand and live it each day? A brand is an extension of the vision your leaders have for you as an employer. A well-defined employment brand aligns employee and management expectations so that promises made during the hiring process are delivered. Therefore it is critical your leaders work each and every day to deliver on these promises and reinforce the brand.
You don’t know what you’re doing wrong: You’ve spent hours writing a lovely, heartfelt job description, you’ve painstakingly posted it on CareerBuilder and taken advantage of all our free job posting tools, and you’ve even managed to pop thank-yous in the mail to everyone who’s applied — but you’re still not getting the right candidates.
Wait, that’s not usually how it happens?
They may not have experienced the type of PR nightmares that Netflix experienced from its ill-conceived decision to launch Qwikster or Yahoo! Inc. saw after firing CEO Carol Bartz over the phone, but two-thirds of American companies say they’ve made business mistakes this year they wish they could take back. Those mistakes, according to a new survey, came in the form of bad hires, the results of which ended up costing them in more than just bruised egos.
According to a new CareerBuilder survey on the cost of a bad hire, 69 percent of employers reported that bad hires lowered their company’s productivity, affected worker morale and even resulted in legal issues.
Forty-one percent of companies estimate that a bad hire costs more than $25,000, and one in four said it costs more than $50,000.
While some mistakes are beyond the hiring manager’s control, there are ways to avoid hiring the wrong person. “The more thoroughly the candidates are vetted, the less likely they will be a poor match,” says Rosemary Haefner, vice president of human resources at CareerBuilder.
Haefner advises employers to allow job candidates the opportunity to meet as many employees in the department as possible – especially if they will work closely together. Also, candidates should provide ample evidence to show they have the skills and work experience required for the position.
Hiring mistakes happen...but why?