Welcome aboard the Starship Comet – a virtual spaceship in the smartphone game Cosmic Cadet, which asks players to complete six levels of interstellar challenges in 30 minutes. The game may look and feel like Angry Birds, but it is testing more than your ability to swipe and aim. It is a psychometric assessment, which its creators believe will revolutionise the recruitment industry. Measuring cognitive processes such as resilience and problem-solving, the game collects data on how job candidates instinctively respond to given situations, thereby helping employers gain a better understanding of how they would perform in the role and whether they are a good fit for the company. Newry grew frustrated by the recruitment status quo.
The supply of recruitment technology is sometimes mind blowing. Developments follow each other in an ever-accelerating speed bringing you more and more opportunities to shape a recruitment process that can help deliver you the best candidates in the most efficient way. Imagine being a recruiter today with the opportunity to start from scratch. The choice of apps, software, plug-ins, tools and add-ons is enormous. The reality today is that most recruiters cannot start from scratch but may sometimes be caught in a self-made recruitment technology prison filled with obsolete tools in an outdated process. So how do you recognise if your recruitment technology and process is in dire need for a thorough overhaul? Here are 5 identifiers:
Whiteboard interviews are akin to a hazing ritual — a rite of passage that one must endure before joining an organization — because everyone else there did. “I went through a battery of whiteboard interviews when I got here, so why shouldn’t this person?” Supporters of the whiteboard interview will argue that it tests one’s ability to solve problems under pressure, or that it tests fundamental competence. Whiteboard interviews provide an interviewer a defensible reason for passing on a candidate that their gut tells them they don’t like. Instead of attributing a no-hire decision to a poor “culture fit”, the interviewer can tell themselves and their superiors that “she just didn’t know how to invert a binary tree.” It also provides the interviewer with an opportunity to feel smart and validate that “they’ve still got it” and that they aren’t themselves an imposter, by critically examining the work of an outsider who wants in.
You’re probably wondering what kind of results other recruitment businesses and teams are getting on social media. You’re wondering whether your business is missing out—and whether that should be a cause for concern or not. I’d like to lift the lid on this subject and share with you the kinds of results you can expect. Plus, I’ll help you to figure out how you can improve the results you’re getting—because you’re going to want to, once you realize what’s at stake. The Size of the Prize We have numerous clients across the world and their goals for being on social media vary enormously. But let’s try to put a marker down, so you can assess the types of results you might see in your business.
The complexity across attracting, engaging, retaining and qualifying is increasing significantly. Most recruiters don’t have the bandwidth or the tools to deliver a real impact across all four stages, let alone the mind-set and skill-set, thus impacting the candidate experience negatively. All this comes on top of the frustrations that recruiters already experience:
In early 2015, this is the kind of post you’d find on the Cisco Careers social channels: “#HotJob - Cisco is #hiring an #engineer in #SiliconValley. Join our team. (link here.)” Between these job postings and regurgitating what the corporate social channels were posting, we’d get a couple of likes, maybe a repost or two – all from recruiters. No one else was paying much attention (not even our execs.) Would YOU pay any attention to that post? Even if you were an engineer, why would that post make you want to work at Cisco? If you’re any good, you have your pick of placements. What about that post would incentivize you to click? The answer is nothing. And our metrics showed it. We even had a talent brand consultant come in and give us a brutal dose of honesty: the social efforts were stinking up the joint, and bringing to light an outdated view of talent brand. Transforming Cisco’s employer brand on social media
Email, as we know it, has been around for more than 20 years, which means it’s had 20+ years to grow, evolve and weave its way into our daily routines. It’s had 20+ years to develop into an indispensable form of communication for individuals and businesses alike … or 20+ years to fizzle and fade into the history books next to the Pony Express and scrunch socks.
As I reflect on my use of email, I look at the clock and see that though it’s nearing the close of business, I’m not deterred from popping into my Yahoo! Mail to see what’s new (back off—I’ve had this same email address since, like, 2006 and I also have a trendy Gmail account too, ok?). Upon reviewing my personal email, here are my observations:
What we need to do as an industry is to come together and build the future of our profession as a collective from the inside instead of letting it be torn apart by individuals on the outside. The best way to ensure increased professionalism and improve prevailing perceptions around the recruiting profession, of course, would be if recruiters finally get together and create…wait for it…an association which can help govern our actions, provide training, learning opportunities and mentorship programs, and, most importantly, provides both external advocacy and internal support for the recruiting profession writ large.
De arbeidsmarkt voor IT’ers is opnieuw volledig uit balans, net als 10 jaar geleden. Voor elke starter op de arbeidsmarkt staan 13 vacatures open.
In alle segmenten waar hoogopgeleide IT’ers worden gezocht, neemt de vraag toe en het aanbod van talent dat daadwerkelijk van baan wisselt af, blijkt uit het vandaag gepresenteerde rapport ‘IT labour Market 2016 Netherlands’ dat Sterksen en Intelligence Group voor het derde jaar op rij presenteren. De disbalans is het grootst in de Randstad en in Noord-Brabant. Waar voor elke startende IT-professional 13 vacatures openstaan, is dit voor mensen met ervaring overigens nauwelijks minder: tegenover elke mid-career professional op de markt staan gemiddeld 12 vacatures.
>> Meteen naar het onderzoek
Waar zijn de IT’ers?
Enkele andere opvallende conclusies in het onderzoek:
Indeed just released this startling info on energy jobs. The world’s biggest oil companies are slashing jobs to cope with decreasing revenues, and one knock-on effect has been the drop in oil job postings. Conversely, however, if the current pace of postings hold, solar would become the largest market for energy jobs by the fourth quarter of 2016, according to numbers tabulated by Indeed, the world’s highest traffic job site. According to data provided to Fortune, job postings for the solar industry currently make up 39% of global energy-related work on Indeed, whereas oil jobs account for 50%. (Indeed declined to release the actual job posting figures.)
Cities are mankind’s most enduring and stable mode of social organization, outlasting all empires and nations over which they have presided. Today cities have become the world’s dominant demographic and economic clusters. As the sociologist Christopher Chase-Dunn has pointed out, it is not population or territorial size that drives world-city status, but economic weight
Wieder einmal mehr punktet Professor Dr. Peter M. Wald, wenn es um die Zustammenstellung der Referenten-Liste beim HR Innovation Day in Leipzig am 28.5.2016 geht. Mit hohen Erwartungen tritt dabei Barbara Braehmer in die Manege. Sie erläutert, wie Unternehmen mit Active Sourcing eine alternative zu den herkömmlichen Recruiting-Kanälen nutzen können, und ob Active Sourcing das Allheilmittel – also so etwas wie ein Schweizer Armee-Messer – gegen den Fachkräftemangel ist.
Corporate recruiters have a very important and difficult job. They predict who will be a top performer in certain roles and protect against non-performers getting inside the business ecosystem. We rely on their ability to make constant snap judgments to move a candidate into the interview process or not. A single decision in either direction can cost or make a company $ millions.
Dr. John Sullivan, an internationally known HR expert, estimates that recruiters in larger organizations might carry an open requisition load of 15 – 60 open requisitions at a time. According to CareerBuilder and Inc. Magazine, every open position receives between 75 and 250 applications respectively.
Big data is het buzzword en zal nog in veel trendlijstjes terugkomen de komende jaren. Ook in de inzendingen van de Werf& Awards zien we dat de rol van big data steeds belangrijker wordt. Maar…. Hoe big is big? En “who cares?”
Sinds 1999 werk ik met arbeidsmarktdata. Heel veel arbeidsmarktdata… maar om nu te zeggen dat het big data is, gaat wat ver. Zelfs als we op 10 miljoen records van AcademicTransfer analyses draaien, is het nog steeds small. Een mooie definitie van big data is dan ook…. Als het niet meer past in Excel, dan pas wordt het big. Maar het gaat mij niet om een wedstrijdje ver plassen of wie de grootste (dataset) heeft. Het gaat mij vooral om wat je kunt doen met de data om het huidige wervings- en recruitmentproces te verbeteren. Al heb je alle arbeidsmarktdata van de wereld, als je er niet beter, meer, sneller of goedkoper talent mee kunt aantrekken, heeft het geen toegevoegde waarde.
Recently I discussed the slowdown in tech hiring, which is already reflected in today’s longer and more difficult hiring cycles as hiring managers are more selective with the quality of candidates. Recruiting and job seeking has become significantly more challenging as offers are given out only to candidates that meet all requirements without fail. Sahat Yalkabov, a software engineer at Yahoo, was rejected multiple times describes this trend in his post "F*** You, I Quit — Hiring Is Broken." I empathize with Sahat and others out there who are struggling to get offers.
Whether you’re creating a social media marketing strategy, designing a campaign, or making a business case for using a particular platform, you need to start in the same place: research. The basis of any successful social activity is understanding the platforms, who uses them, and how. That’s why we’ve compiled this list of social media statistics to show what sets each platform—and its users—apart. Whatever idea you’re cooking up, we’ve got the stats to help you plan. The statistics in this post are organized by network and sorted into two categories: users and usage; and businesses, brands, and marketing.
I don’t like making predictions. They get in the way of my digestion. All of that future thinking clogs up the pipes. But there’s a great way to evaluate whether a prediction is true or not. It involves a simple phrase we all know: “This time things will be different.” We know that phrase is always wrong. We know that things stay the same. I’ll give a great example: my 15-year-old doesn’t have email. She doesn’t really use a computer except for homework. But she does use her phone. She texts everyone. Email has been popular for almost 20 years. But the phone has been popular for over 100 years. Not that new things are bad. We’re not using the phone from the year 1900. We’re using a phone that is a more powerful computer than the top supercomputers from 20 years ago, and it fits into our pocket.
RankBrain is a form of Artificial Intelligence used by Google to help filter and process a large portion of search queries, so the results displayed are relevant to, and reflective of, the search intent. RankBrain uses machine learning and AI, with the ability to predict meaning, and therefore relevancy, to display the best matching results, even for previously unknown, and new search requests. RankBrain has a core function of effectively answering new search queries and understanding what results should appear for topics with limited, if any, historical data to base relevancy and therefore ranking on.
Over the last few years, Google has made algorithm advances in the area of semantic search. Last Fall Google told us that their new semantic, machine-learning-based component called RankBrain is now the 3rd most important factor in ranking. With these shifts, long and bulky Boolean search templates are getting less useful and provide fewer relevant results, compared to searching in a simpler fashion, and that is what I am going to illustrate in this post. A traditional “old school” resume search template looks like this: inurl:resume OR inurl:cv OR inurl:vitae OR intitle:resume OR inurl:cv OR inurl:vitae OR inurl:resume -job -jobs -sample -example -apply -submit Let’s add these keywords – “full stack” engineer node.js “san francisco” – and see what we find.
We’ve all had them. Those breakups that leave you hurt, confused, frustrated and angry. What you once thought was a beautiful relationship, is all of a sudden in ruins at your feet, and you’re left wondering what the hell just happened.
Some people would argue that there’s no such thing as a good breakup, that the end of every relationship is sad and hurtful. But actually, there is.
Because it’s how you conduct yourself during that breakup, and how you choose to do it, that will ultimately determine whether you’re labelled as ‘that dickhead’ or ‘the one that got away.’
Unfortunately, recruitment hasn’t quite mastered the art of breaking up with candidates and in most conversations, remains, the ‘dickhead’ of the world of work.
What all of those people who were being cited as super recruiters had in common was that they worked for super companies. And by super, I mean big and well known, not big and nice. Like a really large corporate could ever be described as nice. That would be like trying to describe Kanye West as modest. I think the real test of a recruiter’s ability is probably how effective they are at filling jobs for employers that aren’t super. You know, those employers that most people have never heard of. Those employers that don’t have the luxury of an omnipresent corporate brand.
The building site of the future is going to look very different to the one we are all used to today. Instead of men in high-visibility jackets and hard hats, there are going to be drones buzzing overhead, robotic bulldozers and 3D printers churning out new structures. That at least is the hope of those making technological solutions. But first they have to convince the traditionally risk-averse construction industry that such change is necessary.
Moltke, a German military strategist, was of course referring to battle plans, but the same is true with Google AdWords campaigns. The best planned ad campaign will not survive contact with your competitors…
In other words, planning and setting up your AdWords campaign is only half the battle. The other half is optimizing your campaign once it’s live. Even the best, most perfectly set up campaign will ultimately fail if it’s not managed properly.
What does it mean to optimize your campaign? Once a Google AdWords campaign is live, then there will be 3 core areas that must be continually monitored and improved. These 3 areas, which we refer to as the “3 Ingredients,” are where virtually all of your testing and optimization efforts should be focused.
The culture fit assessment has become so widely used by recruiting teams everywhere, it often becomes just as much of a requirement as some of the practical skills on a job listing. Of course, it’s important to invest your time and energy in fostering a work culture that would make any developer want to come work for you. However, even though you might have a general understanding of what it means to your team, the term has become a catch-all that allows hiring managers to make swift decisions about candidates based solely on a gut feeling.
While it’s difficult to design a culture fit assessment beyond anything anecdotal, it should go far beyond your first impression of how that person interacts with you and your colleagues. How can you define what “culture fit” means for your company? And how can you be more regimented about sticking to it?
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