We talk about “top” talent and “top” performers, but how do you know you’ve reached the “top”? Is there some kind of altitude marker? A sign that reads “Welcome to the Top”? Unfortunately, no. But out of all the recruiting metrics in your talent capital toolbox one indicates a recruiting job-well-done above the rest: Quality of Hire.
Fifty-four percent of large U.S. businesses that reduced staff in the past 12 months plan to rebuild their workforces to pre-recession levels within two years, according to a study released in mid-July by Accenture. “The Accenture High Performance Workforce Study” found that among all U.S. companies surveyed, only 13 percent of executives say that they plan to reduce their employee base over the next 12 months.
To recruit people you must first get in touch with them. You already call and email them, but why not reach them directly where they spend time online? Many recruiters ignore social networks as a way to initiate contact with prospects because they’re confused or concerned about the best approach.
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The aviation industry has always exuded glamour and interest, however; with the recent recession, diminishing business travel and debated carbon dioxide emissions have delivered serious punches to the industry. Through it all the aviation industry has still managed to remain an employer of choice for students. The employers have turned their nemesis into a tool for strengthening their recruiting efforts. Long-term employer branding commitment, even when recruiting has slowed, is the primary reason they boast such durable employer brands. In this article, five aviation employers shared some of their brand building tactics with Universum Quarterly.
Employees’ level of engagement in the U.S. workforce has been troubling low over the past 12 months, according to research from Modern Survey earlier this year, and a new study from the same organization shows that this drop has been pronounced in the financial sector: The number of disengaged employees in finance has skyrocketed from 11 percent of the population in 2009 to 29 percent in 2010, a statistically significant increase of 18 percentage points.
The year-over-year average starting salary for college graduates is down 1.3 percent, according to a new study conducted by the National Association of Colleges and Employers (NACE). Even so, recent graduates with degrees in information sciences, economics and finance bucked the trend and saw their average pay increase. Again, and as usual, engineering grads saw the highest average starting pay out of college, but for the first time in a while, that average dipped — slightly, by 0.5 percent.
Today with 1 in 10 Americans unemployed, and countless others underemployed, we are buried with resumes of candidates that fit, are desperate and or just shooting for any attention. That type of resume tsunami, compounded with processes that take time in the most efficient operations, have brought job seekers to a level of frustration not seen before. It has truly stress tested the networking ideas since we all know so many in this situation.
Have you ever hired a great candidate only to have their evil twin show up for work? During the interview process you met an individual with great credentials who you knew would fit into your company culture, but this is not the person who is now working for you and you find yourself questioning your ability to screen and hire.
We are seeing talent management and talent acquisition professionals working together to define and create a combined talent strategy with the ultimate goal of pulling together top performing teams by retaining key players and hiring best of breed candidates from targeted resources. These same teams have come to realize the importance in leveraging the networking capabilities of their current talent to develop and a list of “soft” targets – which develop over time for future opportunities. So moving forward, let us not just think about how recruiting was done before these activities became commonplace, but let us think of what the future can hold for us.
So..I will ask you…are you still living in the dark ages waiting for social media? are you a nonbeliever in the social media/recruiting craze? If not…I quote Andy Dufrane (Tim Robbins character) in Shawshank Redemption, “Get busy living or get busy dying” Maybe that is extreme, but think about it….if you and your hiring managers want to stay in the dark ages, have high time to fills, wait for people to apply via job boards you are a dying breed of recruiter.