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In the recruiting profession, timing is critical. Whether you are a third party recruiter or a corporate recruiter, the competition for top talent is fierce. The market has changed to a candidate-driven market, but many hiring authorities don’t realize the competition for top talent. When you are discussing an opportunity with hiring authorities, you need to clarify timing by asking the right questions.
CHICAGO, May 3, 2012 – The pace of downsizing remained virtually unchanged in April, as U.S.-based employers announced planned job cuts totaling 40,559 during the month. That is a 7.1 percent increase from 37,880 job cuts announced in March, according to the latest job-cut report released Thursday by global outplacement firm Challenger, Gray & Christmas, Inc.
WEBWIRE – Wednesday, May 02, 2012 — BigVoice Unlimited, a Strategic Digital Marketing Agency has developed a Social Recruitment Program designed to build employer brand equity for Acumen Solutions, a technology and business consulting services firm. Working with Acumen Solutions Recruitment, BigVoice was engaged to boost the power of their employer brand online.
“Your brand is not who you say you are, but who your customers say you are. This is even truer in recruiting, when your customers — your candidates — can develop strong opinions very quickly,” said Mark Burk, Creative Director at BigVoice.
Newport Beach, CA, May 02, 2012 –(PR.com)– MyNextGig.com, an emerging Orange County based job finding website is taking a new approach to job hunting and hiring and is being recognized as one of the top five most innovative human resource technologies of 2012.
My Next Gig beat out hundreds of other hopeful companies to be considered a finalist in this year’s iTalent Competition, sponsored by Oracle in cooperation with StartUp America. The five finalists will compete for honors on May 2 during the HROA Today Forum & Workforce Congress.
When you are sourcing candidates, do you source by title, skills, or both? When recruiters tell me they search by titles only, they may be attempting to recruit the wrong candidates. Why? In the US we sometimes seem too concerned about titles and not enough about the work to be accomplished. Therefore, janitors become maintenance engineers. Then maintenance engineers in LEED Certified buildings become Directors of Green Facilities (I made that title up – I think!). Sales professionals become Business Developers, Account Representatives, Account Managers, etc. At Microsoft, recruiters become Staffing Consultants.
PHILADELPHIA, April 30, 2012 – Two-out-of-three people say the stress level in their workplace is high, according to a survey of more than 450 North American employees by Right Management, the talent and career management experts within ManpowerGroup.
How would you describe the stress level in your work environment?
The subject of Big Data is on everyone’s short list. The trend beneath the buzzword is so important that is as hard to imagine as the web was in 1993. It’s driven by smart tools, cloud architectures, cheap processing, cheap storage, broadening access to data and the search for new ways to gain productivity.
The idea is big enough to support an array of conflicting notions. A scan through the search results finds topics that range from analytics to large scale data integrations to novel correlations. The Big Data tent includes all of these somewhat contradictory ideas.
The job market has gotten complicated lately – and not just for people out hunting for work. For those of us on the other side of the equation things are just as challenging (try and remember the last time you had an honest-to-goodness “easy to fill” requirement to work on). Laundry list job descriptions, constantly moving targets, and under-resourced hiring managers are just par for the course these days – and that’s just the beginning. You’re also expected to be an expert in job boards, social media, referrals, and networking, all while delivering fabulous candidate service, making hires, and keeping abreast of new trends in talent sourcing.
Sounds easy, right? Yeah…not so much. So what’s a headhunter to do when the goal is always changing, high quality candidates are elusive, and there’s literally no end to the number of ways you can search for talent?
London — April 25 — New professional and managerial level employees face a make-or-break “race for impact” as businesses demand more from staff during the tough economic climate, according to a global study from recruitment services firm Futurestep.
The good performance of a new employee at this level is three times more valuable than retention. And 76 percent of those surveyed now measure the impact of new recruits within their first year.
Fort Lauderdale, FL, April 25, 2012 (GLOBE NEWSWIRE) — ACA Talent, a leading provider of high volume recruitment solutions announced today the launch of its newly redesigned website at www.acatalent.com. Complementing the company’s Sales Recruitment Optimization (SRO)™ solutions, the site will offer insights to anyone seeking to learn how to optimize their sales teams and [...]