2018 Boom or Bust for the Little Guys?

Posted: January 11, 2018 in Games, Recruiting and Sourcing, Talent Acquisition
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were hiring

Everyone knows if your company has a pulse you’re hiring. Job boards and social media are gushing with “We’re Hiring” notices. Now brace yourself. The demand for specialized talent is going to get a lot worse starting in 2018. And if you’re a micro-brand, you’ll want to avoid getting crushed in the stampede for new hires.

Why is 2018 a key marker? Because employers, especially the big-brands, have been handed the single largest corporate tax break in years, in an already hot job market. If you’ve been paying attention, you may have noticed top CEO’s making proclamations of sweeping pay increases and putting the pedal to the metal on their recruiting budgets. Not only that, immigration reforms continue to tighten imported labor sources and for the first time in quite a while, worldwide markets and foreign economies are surging in unison. So they’ll be working harder to retain talent inside their own borders.

As if the demand for experienced talent wasn’t already overheated, these converging factors will put even more pressure on smaller brands. Read the rest of this entry »

Your Future as a Recruiter: Better Know How to Sell!

Posted: June 23, 2017 in Interviews, Recruiting and Sourcing, Talent Acquisition
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technology-700x467

Post attributed to: Dr. John Sullivan at: https://www.eremedia.com/ere/your-future-as-a-recruiter-you-better-know-how-to-sell-because-most-of-what-you-do-today-will-be-done-by-technology/

If you are currently a recruiter and you’re worried about your future … I agree, you should be.

Consider a future as a recruiter where sourcing is gone, and so is resume screening and candidate assessment. All that is left for recruiter to do is related to selling candidates, which unfortunately, is something that most corporate recruiters do not excel at.

This shift is occurring partially because recruiting has been a “soft” field since its inception. But finally, recruiting is beginning to follow the pattern that proved so successful in the past on the business side of the enterprise in areas like CRM, marketing, and sales. Recruiting is now finally beginning the inevitable shift to a hard scientific approach, where database decision-making and software technology will literally take over most of the roles currently held by human recruiters. Read the rest of this entry »

Why Do We Work?

Posted: June 4, 2015 in Leadership, Working Life
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tumblr_m80j1q6ppo1qa6s9eo1_r1_500

Reposted from Elite Daily: Why Do We Work? by Paul Hudson

I grew up in a household with two parents who both worked full time — if full time means 60 hours/week. Work — such a fascinating concept. A concept that has not been questioned or reconsidered since the invention of currency. We work because that is what we are told to do. We are taught to learn in order to work.

We pay ridiculous amounts of money to universities in order to have them stamp us with a seal of approval: “ready to join the workforce.” In every country, in every culture, in every society in the world, people are working. But are they working for the right reasons? Do they even have a reason, or are they just being complacent? The truth is that we do not need to work. We don’t. What we do need is to survive — and in order to do that, and because we live in the world that we live in, we need to be capable of paying the cost of living. Read the rest of this entry »

Four Ways Small Businesses Can Recruit Top Talent

Posted: September 3, 2014 in Recruiting and Sourcing, Talent Acquisition
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Andy Warhol's Mao To Be Auctioned At Christies

Reposted from: Four Ways Small Businesses Can Recruit Top Talent – by Ritika Puri at Forbes.com

Hiring managers know that top talent is hard to find. To the casual observer, this statement might be surprising given the chronically stagnant 7 percent U.S. unemployment rate.

Experts at Deloitte call this problem a “talent paradox”—meaning that even with a surplus of job seekers, companies are struggling to attract and retain the talent they need.

For small businesses, recruiting is a major pain point. After all, they’re competing with giants like Google, which offer perks such as on-site doctors, ball pits, company-sponsored ski trips, and vending machines with tech freebies. It’s to be expected that 60 percent of small business owners and managers say finding skilled workers is their company’s greatest challenge. Read the rest of this entry »

The Top 10 Upcoming Recruiting Problems

Posted: June 3, 2014 in Recruiting and Sourcing, Talent Acquisition
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NOT the best Recruiting Strategy

NOT an example of the most effective Recruiting Strategy!

A re-post of Dr. John Sullivan’s article (without a post image). The above picture was not from the original article by John Sullivan. 

Big Challenges for Recruiting Leaders — The Top 10 Upcoming Recruiting Problems
by Dr. John Sullivan Apr 7, 2014, 5:23 am ET
Go to original article: Big Challenges for Recruiting Leaders – The Top 10 Upcoming Recruiting Problems

Read the rest of this entry »

CareerBuilder’s New Talent Crunch Study Explores the Impact of the Skills Gap and Vacancies on Revenue and Turnover

Posted: April 2, 2014 in Industry News, Recruiting and Sourcing, Talent Acquisition
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sky_writing_recruiting

Recruiting skywriting advertising over San Francisco’s high tech SOMA district in 2013

Reposted from:CareerBuilder’s New Talent Crunch Study Explores the Impact of Skills Gap and Vacancies on Revenue and Turnover

Chicago, June 27, 2012 – As companies navigate around the widening skills gap in the U.S., prolonged job vacancies are taking a toll on employee morale and the bottom line. Despite high unemployment rates, 38 percent of employers reported they currently have positions for which they can’t find qualified candidates. One-third (34 percent) reported that job vacancies have resulted in a lower quality of work due to employees being overworked, and 23 percent cited a loss in revenue.

With unfilled positions often translating into longer hours for existing staff, 33 percent of employers said vacancies have caused lower morale and 17 percent pointed to higher turnover within their organizations.

CareerBuilder’s “Talent Crunch” study explores the challenges associated with the skills deficit and what employers are doing to address it. The study was produced in conjunction with CareerBuilder’s “Empowering Employment” initiative, a partnership effort that showcases the programs and learnings of companies who are committed to retraining workers and fueling job creation. Read the rest of this entry »

Companies struggle to find and make contact with top talent

Posted: April 2, 2014 in Recruiting and Sourcing, Talent Acquisition
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recruiting top talent

New “sourcing and recruiting strategies” are hot agenda topics in boardrooms all around the world

by David Musgrove

“A recent survey reveals that 78% of 1,200 CEO’s from 60 various countries are listing strategic recruiting as one of their top three current concerns. Stating strategic talent shortages as the reason for being unable to pursue new business objectives, or have had to delay and/or cancel business initiatives due to strategic talent challenges.” attributed to ERE Webinar: A Reality Check: Benchmark your Strategic Recruiting Process with Industry Leaders.

And from a Price-Waterhouse Coopers survey: “…only 30% of CEOs said they were confident that they would have the talent they needed to grow their organisation in the near future, and 31% said that talent constraints had already hampered innovation at their organisation. In such an environment, knowledge and insight – in the form of human capital data – is power.” Read the rest of this entry »

Play Time – Why Games Matter

Posted: May 11, 2012 in Games
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Repost of a blog by Jeffrey Frizzell, who is a validation architect in Intel’s Visual & Parallel Computing Group. Though it’s obviously Intel-centric, his broader point about games psychology and technology motivation is well made and worth repeating.

Play Time – Why Games Matter
by Jeffrey Frizzell

This is the first of posts I will be doing on PC gaming over the next several months. As you can see in my bio, I work in software quality on the graphics driver team for Intel’s processor graphics – and my focus will be primarily on gaming with Intel’s HD Graphics on the new Sandybridge processors.

There seems to be something wired into the human psyche that makes us want to play – and to play games in particular. Games deliver the satisfaction of solving a puzzle, the adrenaline rush of competition, or just a simple diversion in our day. They allow us to get wound up or unwind depending on the occasion. They give us opportunity for interacting socially. The original Olympics even put games ahead of political and military rivalry.

Games come in many different forms – riddles, puzzles, board games, card games, raffles, races, all manner of sports. My youngest son always wants me to play games with him – generally of the Mille Bornes, mancala, Battleship, MasterMind variety. All of my children play sports – soccer, baseball, volleyball. My wife likes logic puzzles. I am a mild sudoku addict myself. I also like to watch games on TV – this shows that games stir us at a deep enough level that we can enjoy them even if we are just spectators participating vicariously. If you haven’t found a type of game to suit you, you probably haven’t looked hard enough. Read the rest of this entry »

Why It’s So Hard to Get Funded Right Now

Posted: April 25, 2012 in Capital, Industry News
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Post credited to Jeffrey Bussgang, at Inc.com

When it comes to funding young companies, the investment community is constantly raising the bar. Here’s why.

About 10 years ago, I entered the venture capital business after being an entrepreneur. My new partners warned me that my “bar” for new investments would get higher over time.  In other words, the criteria to make a new investment or clearing “the bar” would get stricter with time as I developed more experience.

They were right. The notion that investors get wiser and more selective over time has become common wisdom in the industry. But there’s something very new going on in the last few years, something very striking.  Simply put, when it comes to funding young companies, the investment community’s collective bar has recently gotten higher– much higher.

The entrepreneurs I speak to are feeling it every day. When they pitch their new idea to investors, they are told to build a prototype first. When they build the prototype, they are told to go get customers. When they get customers, they are told to show engagement metrics. When they show engagement metrics, they are told to run some monetization experiments. When they run monetization experiments, they are told to prove scalability.

Why is the new investment bar so high today? Isn’t there plenty of euphoria to go around with the IPO market returning, marquee acquisitions (e.g., Instagram for $1 billion) and the impending, earth-shattering Facebook IPO? I believe this new phenomenon of an extraordinarily high bar is an outgrowth of three related forces: Read the rest of this entry »

A Little Secret The “Monsters” Don’t Want You To Know

Posted: April 22, 2012 in Industry News, Talent Acquisition
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Monsters

by StarCrewZ

In 1994 Monster.com started operations in Maynard Massachusetts, beginning a revolution in online access to jobs all over the world. Their website currently lists over 800,000 jobs in the US by their own count. With over 12% reach into the online job shoppers market, they have captured twice the market share of their closest competitor CareerBuilder.com and YahooJobs.com. With point-and-shoot access for resume submission to most available jobs, you would think the chance for landing your dream job couldn’t be better.

However, many jobs seekers are being “virtually” trampled by a mad rush on the choice positions.

The Monsters of online job search have created tremendous opportunity for career advancement. At the same time, they have created a growing problem not only for those seeking employment, but also for the companies who use job search engines to drive candidates to their door. They have created a monster of a different kind and it’s getting bigger and uglier.

We talk to candidates and Human Resource departments every day in our business. Candidates complain that they send out lots of resumes, but get fewer calls back and when they do get called for an interview, they feel they are being treated more and more like a commodity. They describe it being like a cattle-call, with frustration and disappointment becoming the norm. Read the rest of this entry »

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