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 »

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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 »

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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 »

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 »

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 »

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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 »

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 »