April 2012 14
None of us likes getting rejected. In the past, many of you have cited “not enough time” as a reason you don’t send job rejection letters or e-mails. The reality is, we’re all under various types of constraints in our jobs, and while some things are prioritized, others fall by the wayside. Communicating with candidates, however, is a vital step in the recruitment process — and one that you should not be dismissing.
College grads have it sooo easy these days. Or at least, they have it easier than alumni of the previous three years, according to a new joint survey from CareerBuilder and CareerRookie.
Among the more than 2,000 hiring managers who participated in the national survey, more than half (54 percent) plan to hire recent college graduates this year, an increase from 46 percent last year, 44 percent in 2010 and 43 percent in 2009.
…which is perhaps why so many managers are so poor at giving feedback: rather than have a potentially uncomfortable conversation about what their employee needs to improve upon, they avoid it completely. But giving feedback is a crucial skill that every manager needs to practice (in order to get better at giving it).
“Flexibility doesn’t mean, ‘My personal life takes precedence over my work.’ It means, ‘I have the ability to make both work, but I’m going to make sacrifices in both arenas at times,’” says Delta Emerson, executive vice president and chief of staff at Ryan, LLC.
If anyone can speak to the true meaning of workforce flexibility, it’s Emerson. At Ryan, a Dallas-based tax services firm with 900 employees worldwide, workforce flexibility is engrained in the culture, something she couldn’t say about the firm four years ago.
Recruiter 1: “So, how’s your Facebook investigation going?”
Recruiter 2: “Oh, you know — finding the usual: Some inappropriate photos, tons of really poor communication skills, misspellings across the board.
Recruiter 3: “Really? I’ve been all over Twitter, and I’m finding that most candidates are showing a ton of creativity in their tweets and have a have really wide range of interests that would fit in great with our company culture.”
No, I didn’t overhear this conversation at my local watering hole last night (I know, shocker!).
CareerBuilder is proud to be working with MAXIMUS, where finding qualified jobs for qualified candidates is the ultimate goal. We help MAXIMUS find the talent they need to position both clients and candidates for success in today’s workforce. CareerBuilder believes in doing our part to contribute to a stronger economy, and we believe helping companies like Maximus empower employment is the way to get there.
In an exclusive Q&A, the co-founders of the American Freedom Foundation discuss the mutual benefits of veteran hiring initiatives.
If Robin himself – Chris O’Donnell – can’t convince you of the benefits of hiring military veterans, take it from those who’ve experienced it firsthand: CareerBuilder’s Director of Federal Civilian Solutions, Jen Fritz, recently sat down with SMA Jack Tilly (far right in the above photo from the 2011 American Freedom Festival) and Ted Hacker, co-founders of the American Freedom Foundation, to discuss everything from the unique value in hiring veterans to helping veterans make an easier transition to the civilian workforce.
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