Sourcing talent these days is a monumental task. According to the U.S. Labor Department’s latest monthly job openings and turnover survey, for every open position there are 5 potential applicants – a small improvement from the previous month’s survey. However; surely this number doesn’t include the pool of currently employed (and underemployed) adults who are so stressed by the possible loss of their job due to economic conditions they can’t imagine tempting fate by applying for an open and potentially better position, with a new employer.
“Women and the Economy 2010: 25 Years of Progress But Challenges Remain,” a new report by the U.S. Congress Joint Economic Committee (JEC), looks at how women’s economic conditions have improved over the past 25 years, and the findings are encouraging. Women now comprise nearly half of the labor force, the reveals the report, which goes on to note that slightly more of them than men now graduate from four-year high schools.
August 25, 2010 | Posted in
Data Watch |
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There are three simple reasons interviews suck, and it doesn’t matter if you are the recruiter, the recruitee, or someone else who’s been sucked into the process.
Although there’s a lot of talk about transferable skills, identifying and articulating skills that are transferable beyond a position or industry can be challenging.
More than 48 percent of industries experienced a quarterly percentage gain in online jobs posted, according to Beyond.com, Inc.’s Second Quarter 2010 Career Trend Analysis Report, released earlier this week. This reconciles with findings fromMonster Employment Index, which has shown a year-over-year increase in online job postings for the past six months. More than 73 percent of employers were looking for full-time employees, according to Beyond’s findings, an increase of 12 percent from the previous quarter. Healthcare and Medical represented the largest percentage gain in overall jobs posted (5.57 percent), followed by 2.24 percent for Sales and Sales Management.
August 18, 2010 | Posted in
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There’s just too much work and stress in recruitment. Without a wholehearted appreciation for the human aspect of what we do, one will find it difficult (sooner or later) to survive, let alone thrive, so ask yourself “…do you really want to get into recruitment?”
Your ability to listen is the most critical talent you’ll need to succeed in your career. However, only about 10% of us listen properly, according to several psychological studies published at www.CareerCast.com. In fact, most of us don’t know how to listen intelligently, systematically and purposefully.
The greatest way to motivate your team and improve morale is to teach your sales team how to increase their level of success. Individuals in our profession are consistently approaching me to find out why they or their teams are not meeting their expectations. When I asked what those expectations are the most common response was, “To do better than they’re currently doing!”
For several months, the job market has exhibited various characteristics seemingly at odds with each other. Data from July continues this trend. Concurrently, however, job cuts continue apace: Employers announced plans to shed 41,676 workers in July, according to global outplacement consultancy Challenger, Gray & Christmas, Inc., which released its latest report on planned job cuts on Aug. 4. The 6 percent increase in layoffs, compared to the 39,358 layoffs in June, also mirrors others’ findings over many months’ time.
August 11, 2010 | Posted in
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Many employees have “multiple personalities” in which they act differently toward co-workers than towards their manager, depending upon their relative position of influence. They’ve learned to “manage up,” displaying their best qualities and performance in full view of the people who hired them and who wield power over them. Managers, after all, conduct employees’ performance reviews, determine compensation, and guide their career paths within the organization. It is clearly in employee’s best interest to put their best foot forward in interactions with their managers.
