Human Resources Today

Viewing entries tagged
hiring

Talent and HR News Weekly Update: Hiring Trends

Comment

Talent and HR News Weekly Update: Hiring Trends

This week, #teamexaqueo is spending a lot of time thinking about and planning for 2017. As such, we want to share five articles to help you do the same. Enjoy! 
 

Why You Need to Think 'Tools' When Hiring, Not Just 'the Job Post' from Entrepreneur

It’s been a tough year for talent. ManpowerGroup’s 2016/2017 Talent Shortage survey found that 46 percent of U.S. employers surveyed reported having difficulty filling jobs -- an all-time high since 2007.

And there’s more bad news. Among recruiters surveyed by Jobvite this year, 95 percent expected recruiting to be as or more challenging in 2017.

 

Read the full weekly update

 

 

Comment

Talent and HR News Weekly Update: Employee Engagement and Hiring

Comment

Talent and HR News Weekly Update: Employee Engagement and Hiring

Within employer branding, there are countless touch pointsacross the entire employment experience lifecyclethat influence a person's decision to choose, stay or leave an employer. In this week’s update, we share five articles addressing how to shape the candidate experience and retain best-fit talent.

How Escape Rooms, CSI:Labs, And Comedy Can Train Staff To Be Better At Their Jobs from Fast Company

Workplace training often feels like something to check off a to-do list. Companies spend about $130 billion each year on corporate education, according to a study by Bersin by Deloitte, yet research has found that the average adult forgets 40% of what they’ve learned after just 20 minutes and 64% by the next day.

Four companies have adopted some unusual ways to train employees on everything from technology to culture to get a better return on the investment. From comedy to DIY, these unique methods get employees to expand their skillsets while having fun.

Read the full weekly update

 

Comment

Talent and HR News Weekly Update: Hiring and Training Trends

Comment

Talent and HR News Weekly Update: Hiring and Training Trends

It's the fourth quarter and many human resource professionals are deep into strategic planning for the upcoming year. This week's Talent and HR News Weekly Update includes insight to help you plan for your organization's future. Enjoy! 

New Report Reveals the Trends That Will Define Recruiting in 2017 from LinkedIn

It’s not too early to start for planning for 2017. The best way to do that is to look at this current year, assess how you stack against your peers and think about the trends that will shape your work over the next year. To help with that, LinkedIn just released its annual Global Recruiting Trends 2017 report.

The report is based on a survey of around 4,000 corporate talent acquisition leaders across 35 countries and it will give you a look into how recruiting leaders perceive the importance of their teams, the top metrics and priorities they track, as well as how they spend their budgets and where they’d like to invest.

Read the full weekly update

Comment

Talent and HR News Weekly Roundup: Workplace Trends

Comment

Talent and HR News Weekly Roundup: Workplace Trends

Here’s the latest on workplace trends, hiring and culture. Kick-off the last week of Summer with this mashup. Enjoy!   

1) 17 Proven Morale Boosters That Won’t Break The Bank from SnackNation

“Believe it or not, some companies are still skeptical about the value of morale boosters. Sure, morale is nice to have, their argument goes, but it’s not critical to our business, and therefore not something I need to focus on. Right? Well, Doubty McDoubterson, you couldn’t be more wrong. The benefits of high employee morale in your company can be summed up in one word: performance…”

Comment

Talent and HR News Weekly Roundup: Culture + Hiring

Comment

Talent and HR News Weekly Roundup: Culture + Hiring

Culture and hiring go hand-in-hand. How can you become a talent magnet but also hire the right people? What does it take to have a winning culture mindset while still remaining true to company values? This week’s curated news offers helpful insight. Enjoy!

1) Winning Companies Lead With A New Culture Mindset from Forbes

“With today’s interactive social media and the real-time Internet, both customers and employees see inside your company easily, so you can’t hide your real company culture. At the same time relationship perceptions have become the biggest drivers to customer loyalty and employee engagement. Thus in every business, big or small, culture can make or break your success...”

Comment

Talent and HR News Weekly Roundup: Hiring

Comment

Talent and HR News Weekly Roundup: Hiring

From Gen Z to IT, we’re sharing the latest hiring news and insight. Enjoy!

1) Forget Millennials. Are You Ready to Hire Generation Z? from Fortune

“As head of recruiting for the Americas at audit-and-consulting powerhouse EY (formerly Ernst & Young), Black has taken a close look at what Millennials’ younger brothers and sisters are hoping to find in their first jobs. For one thing, he’s met and chatted with many of the almost 4,000 interns working at EY this summer; and the firm recently surveyed 3,200 Gen Zers worldwide about what kind of company they’d feel most comfortable working for. Black also hosted a series of informal “town hall” gatherings on college campuses, inviting college students and local high school kids to talk about how they see their futures. “This is not a shy bunch,” he says. “They’re much more confident and assertive about their goals, and a lot more knowledgeable about employers, than Millennials were at the same age."

Here’s a complete guide for employers on the youngest generation entering the workforce...”

Comment

Talent and HR News Weekly Roundup: Innovative Hiring

Comment

Talent and HR News Weekly Roundup: Innovative Hiring

In this week's Talent and HR News Weekly Roundup, we're featuring a mix of insight on innovative hiring. Enjoy!

1) A Data-Driven Approach to Group Creativity from Harvard Business Review

“How can you ensure that your company has innovative teams? Though many organizations already use assessment for hiring, leadership development, team-building, and executive coaching, it has not been extended much to hiring and building better innovation teams. Why does this even matter? It matters because innovation requires specific personality types, characteristics, and an environment that engenders psychological safety, to be unleashed. In select studies, innovation teams that leveraged personality types generated 95 times more profit and increased the speed as well as effectiveness of new business development by over 900% compared to their counterparts.”

Comment

Talent and HR News Weekly Roundup: Managing Hiring + Talent

Comment

Talent and HR News Weekly Roundup: Managing Hiring + Talent

In this week's Talent and HR News Weekly Roundup, we're featuring insight into managing hiring and talent. Enjoy!

1) What to Look for When Hiring Your Startup Team from Inc.com

“There's a multitude of ideas to consider when building your team, and far more information than can be discussed in a single article. But if you keep these five basic suggestions in mind, you should be able to create the world-class team you had always dreamed of, and on a budget you can afford in your startup's early days.”

Comment

Talent and HR News Weekly Roundup: Innovative Hiring, Talent + Culture

Comment

Talent and HR News Weekly Roundup: Innovative Hiring, Talent + Culture

In this week's Talent and HR News Weekly Update, we're featuring insight into innovative hiring, culture, talent and more. You may even ask yourself a few questions after reflecting on these good reads. Enjoy!

1) 7 Ways Leaders Can Shape A More Meaningful Startup Culture from Forbes

“It doesn’t take a genius to realize that it’s going to take more than a beer keg and an in-house masseuse to drive sustained performance of your startup. Beyond the perks and window dressing that business leaders adorn their exposed-brick workspaces with, what can be done to solidify certain ways of working that guide behavior to tangibly drive the results you’re looking for? Most articles out there about startup culture focus on some of the very important basic foundations that help align people in organizations: Creating a clear and compelling vision that creates a fire in peoples’ bellies about what you’re trying to accomplish. Articulating an intentional strategy where every individual can clearly see how their day-to-day behaviors support the bigger picture. Creating a non-negotiable set of core values that help members of the group understand what’s important and help guide decisions at the point closest to the issue. Right now, some of you may be saying to yourselves, “We’ve done that. Now what?” Well, let’s go there.”

Comment

Talent and HR News Weekly Roundup: Interviewing and Hiring

Comment

Talent and HR News Weekly Roundup: Interviewing and Hiring

In this week's Talent and HR News Weekly Update, we're featuring the latest thinking around interviewing and hiring. Enjoy! 

1) Would You Meet This CEO for a 6:30 A.M. Interview? from The Street

"The job interview is a chance to learn about your potential employer. You can learn a lot from someone who would schedule an early morning interview as a power move. The way an employer schedules and conducts an interview with a potential employee can attract the best talent or drive away recruits in a hurry. That's because the particulars of that meeting can offer a window into company culture -- and a negative light may be all someone needs to take his resume down the street. Many CEOs are unintentionally choosing the latter strategy and repelling workers. Employees who encounter terrible circumstances for a job interview may see an awful future at a company with an unappealing culture: expanded working hours without a rise in pay and an on-call lifestyle."

Comment

Talent and HR News Weekly Update: Spotlight on Hiring

Comment

Talent and HR News Weekly Update: Spotlight on Hiring

In this week's Talent and HR News Weekly Update, we're putting the spotlight on hiring. It's a critical point for any individual and company. There's always the question on both sides if this is the right decision. The timely articles below provide different perspectives when it comes to hiring. Enjoy!

1) The Simple Formula For Hiring And Retaining Top Performers from Inc

Want to attract the best talent and keep them? There’s a simple formula to follow, and it’s not about the money. Perfect Candidate = Ideal Cultural Fit + Proven Ability To Do The Job. There are only three reasons why any hiring manager will hire someone: 1. Best Cultural Fit, 2. Proven Ability, 3. Need For The Role. What Is Your Culture? When you hire for culture first, you’re ensuring that the person you choose will fit in with your existing team. Culture is your unwritten rules, your philosophies, your methods, your beliefs, your way of doing things, even down to your mannerisms and how you dress. When the rock band AC/DC needed a new singer, they didn’t choose a female ballad singer, they chose a hard-rocking, leather-wearing man who fit their style, image and energy. When you’re hiring, whether you are aware of it or not, you’re doing the same thing."

Comment

Talent and HR News Weekly Update: Tips for Making the Right Hiring Decisions

Comment

Talent and HR News Weekly Update: Tips for Making the Right Hiring Decisions

Probably one of the hardest business decisions is a hiring decision. There are so many variables to consider, and it's an expensive commitment. Some people rely on their gut, some pepople rely on more quantitative criteria. Whatever your method, here are some tips for making the right hiring decisions.

1) Old School Tools And Techniques Can't Win Today's Talent War from Forbes

"Think about the talent contests that are so popular on TV these days. They’re entertaining, but they bear no resemblance to the way the world really works. In those shows, individuals vie for the privilege of winning over an elite panel of experts. In the real world, organizations are vying for talent that’s all too scarce and growing scarcer. Why? Demographics are shifting; automation is eliminating most rote tasks, allowing people to do more of what they’re best at; and organizations are looking to expand globally while maintaining the same high standards they established at home."

Comment

Talent and HR News Weekly Roundup: Hiring and Keeping the Best of the Best

Comment

Talent and HR News Weekly Roundup: Hiring and Keeping the Best of the Best

We challenge you to attempt three things for your recruiting and retention strategy. First, hire the right employee. Second, hire the best of the best. Third, keep the best of the best. Easy, right? Not quite. These are some of the toughest things startup and growing businesses face. Everyone is looking at hiring and keeping the best of the best. Here is some of the latest thinking around how to do this in this week's weekly roundup.

1) When It Comes to Hiring and Keeping Great Employees, How Do You Stack Up Against the Best? from Inc.

"Consider benchmarking your hiring, salary setting, and mentorship strategies against those of the fastest-growing U.S. companies. Last year, Sam Bacharach, Cornell professor and co-founder of the Bacharach Leadership group, surveyed  more than 300 Inc. 5000 firms to find out how America's fastest-growing companies recruit and develop their best employees. The infographic below displays his results."

Comment

1 Comment

Talent and HR News Roundup: Growing Your Startup or Small Business Edition

nick_lonesomeTree Startups and growing businesses talk about scale, sure. But when we think of scale, we often forget the trials and tribulations that scale brings, especially when it comes to talent. A few of us here at exaqueo had the opportunity to hear from LivingSocial CEO Tim O'Shaughnessy earlier this week talk about the difficulties of scaling his business.

And guess what?  His challenges were primarily people related.  In fact, LivingSocial went from 35 to 400 to 6000 employees in two years. I never thought I'd a founder talk about the challenges of labor laws. But alas, it's true.  If you really want to scale, you can't ignore the people factor. From hiring a team to your own people skills--it could make or break you. Seriously.

1) ADP Report: SMBs Created 102,000 Jobs in September from Accounting Web

"The September 2013 ADP National Employment Report revealed that small businesses added 74,000 new jobs: those with between one and nineteen employees saw 46,000 new jobs, while companies with twenty to forty-nine employees gained 28,000 jobs. Medium-sized businesses with fifty to 499 employees added 28,000 jobs."

 2) LivingSocial CEO Tim O'Shaughnessy Says People and Culture Keys to Success from Tech Cocktail

"In January 2010, LivingSocial’s employee base of thirty-five could easily fit in one room.  How things have changed in three short years.  They now have over 6,000 employees throughout twenty-seven countries.  They have officially reached the status of–in my own words–’huge-ass corporation’.  Despite these impressive numbers, they still operate as a startup in many ways.  In fact, O’Shaughnessy still considers the company a startup.  One point that he came back to several times during his chat with Frank was that even today the company is still working things out and making mistakes."

3) Ten Reasons You'll Never Raise a Dime for Your Startup from Forbes

"Your Leadership Skills Are Lacking:  Look in the mirror, because it starts with you. Trust me — you are more important than your idea. Every venture capitalist or angel (or bank) I know takes a hard look at the entrepreneur first. If your character, integrity or leadership is out of whack — you won’t get funded. So look hard and fix whatever is broken in that mirror."

4) Shifts Your Startup Needs to Make to Supercharge the Scaling Stage from BostInno

"At some point along this path, the startup begins to grow rapidly and all of a sudden your team in undermanned. You need more people, and you need them now. The rate of hiring speeds up; rather than welcoming a few people on to your team each year, you bring on a few each month. You no longer have the time to nurture your new employees and train them, resulting in lower quality hires and subsequently lower quality hiring processes.  Now that your company is scaling–not just growing–you’ll continuously be hiring, so you need to get good at it."

—–

exaqueo is a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

1 Comment

Comment

Talent and HR News Roundup: Growing Your Startup or Small Business Edition

nick_lonesomeTree Startups and growing businesses talk about scale, sure. But when we think of scale, we often forget the trials and tribulations that scale brings, especially when it comes to talent. A few of us here at exaqueo had the opportunity to hear from LivingSocial CEO Tim O'Shaughnessy earlier this week talk about the difficulties of scaling his business.

And guess what?  His challenges were primarily people related.  In fact, LivingSocial went from 35 to 400 to 6000 employees in two years. I never thought I'd a founder talk about the challenges of labor laws. But alas, it's true.  If you really want to scale, you can't ignore the people factor. From hiring a team to your own people skills--it could make or break you. Seriously.

1) ADP Report: SMBs Created 102,000 Jobs in September from Accounting Web

"The September 2013 ADP National Employment Report revealed that small businesses added 74,000 new jobs: those with between one and nineteen employees saw 46,000 new jobs, while companies with twenty to forty-nine employees gained 28,000 jobs. Medium-sized businesses with fifty to 499 employees added 28,000 jobs."

 2) LivingSocial CEO Tim O'Shaughnessy Says People and Culture Keys to Success from Tech Cocktail

"In January 2010, LivingSocial’s employee base of thirty-five could easily fit in one room.  How things have changed in three short years.  They now have over 6,000 employees throughout twenty-seven countries.  They have officially reached the status of–in my own words–’huge-ass corporation’.  Despite these impressive numbers, they still operate as a startup in many ways.  In fact, O’Shaughnessy still considers the company a startup.  One point that he came back to several times during his chat with Frank was that even today the company is still working things out and making mistakes."

3) Ten Reasons You'll Never Raise a Dime for Your Startup from Forbes

"Your Leadership Skills Are Lacking:  Look in the mirror, because it starts with you. Trust me — you are more important than your idea. Every venture capitalist or angel (or bank) I know takes a hard look at the entrepreneur first. If your character, integrity or leadership is out of whack — you won’t get funded. So look hard and fix whatever is broken in that mirror."

4) Shifts Your Startup Needs to Make to Supercharge the Scaling Stage from BostInno

"At some point along this path, the startup begins to grow rapidly and all of a sudden your team in undermanned. You need more people, and you need them now. The rate of hiring speeds up; rather than welcoming a few people on to your team each year, you bring on a few each month. You no longer have the time to nurture your new employees and train them, resulting in lower quality hires and subsequently lower quality hiring processes.  Now that your company is scaling–not just growing–you’ll continuously be hiring, so you need to get good at it."

—–

exaqueo is a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

Comment

Comment

Talent and HR News Roundup: Growing Your Startup or Small Business Edition

nick_lonesomeTree Startups and growing businesses talk about scale, sure. But when we think of scale, we often forget the trials and tribulations that scale brings, especially when it comes to talent. A few of us here at exaqueo had the opportunity to hear from LivingSocial CEO Tim O'Shaughnessy earlier this week talk about the difficulties of scaling his business.

And guess what?  His challenges were primarily people related.  In fact, LivingSocial went from 35 to 400 to 6000 employees in two years. I never thought I'd a founder talk about the challenges of labor laws. But alas, it's true.  If you really want to scale, you can't ignore the people factor. From hiring a team to your own people skills--it could make or break you. Seriously.

1) ADP Report: SMBs Created 102,000 Jobs in September from Accounting Web

"The September 2013 ADP National Employment Report revealed that small businesses added 74,000 new jobs: those with between one and nineteen employees saw 46,000 new jobs, while companies with twenty to forty-nine employees gained 28,000 jobs. Medium-sized businesses with fifty to 499 employees added 28,000 jobs."

 2) LivingSocial CEO Tim O'Shaughnessy Says People and Culture Keys to Success from Tech Cocktail

"In January 2010, LivingSocial’s employee base of thirty-five could easily fit in one room.  How things have changed in three short years.  They now have over 6,000 employees throughout twenty-seven countries.  They have officially reached the status of–in my own words–’huge-ass corporation’.  Despite these impressive numbers, they still operate as a startup in many ways.  In fact, O’Shaughnessy still considers the company a startup.  One point that he came back to several times during his chat with Frank was that even today the company is still working things out and making mistakes."

3) Ten Reasons You'll Never Raise a Dime for Your Startup from Forbes

"Your Leadership Skills Are Lacking:  Look in the mirror, because it starts with you. Trust me — you are more important than your idea. Every venture capitalist or angel (or bank) I know takes a hard look at the entrepreneur first. If your character, integrity or leadership is out of whack — you won’t get funded. So look hard and fix whatever is broken in that mirror."

4) Shifts Your Startup Needs to Make to Supercharge the Scaling Stage from BostInno

"At some point along this path, the startup begins to grow rapidly and all of a sudden your team in undermanned. You need more people, and you need them now. The rate of hiring speeds up; rather than welcoming a few people on to your team each year, you bring on a few each month. You no longer have the time to nurture your new employees and train them, resulting in lower quality hires and subsequently lower quality hiring processes.  Now that your company is scaling–not just growing–you’ll continuously be hiring, so you need to get good at it."

—–

exaqueo is a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

Comment

Comment

Four Reasons Perks Won't Help Your Culture or Hiring

4 Reasons Perks Won't WorkToo often I hear company leaders or recruiters say things like: "Our culture is great. We have free lunches, you can bring your dog to work, and there's free beer every day at 5pm." Workplace culture does not equal perks.

Perks aren't culture. Even ridiculous perks.  Culture is culture.

Culture is the way in which you work--the norms and values that define who you are as a business and what makes you different. It's how you get work done and the way people are expected to behave.  Culture is your foundation and then your build your business around it--including perks.

Here are four reasons you shouldn't confuse perks and culture:

1) Perks Are False Promises

If you just focus on perks, it's like promising a gorgeous engagement ring--without meeting the guy. If the guy sucks, the ring is only sparkly for so long. Then you get tired of it. No one stays at a company for the perks. They stay for their boss, the product, the potential, the work. Why waste time luring people in only to lose them after the fourth date (week)?

2) Perks Can Blow Up In Your Face

Sure, dogs in the office are cool. But what if that new developer you're trying desperately to hire is allergic? Think about the ridiculousness of that conversation: "We'd love to give you an offer, but we typically have dogs in the office so this isn't going to work." Really? You'll give up a great candidate for that?

3) You Don't Want a Candidate to Make a Decision Based on Perks

When you get that fantastic candidate to fill the void on your sales team, do you really want him to take the offer based on free beer? No. You want him to be passionate about what he's selling, the team behind the product or service and the future of the business.

4) Perks Don't Make Your Employees Perform Better

Free drycleaning or a easy-access gym might make employees' lives easier, but it won't turn an average developer into a stellar one. Culture, values and work rules are much better at vetting out candidates who won't perform well in your environment. For example, one candidate might be a Ruby rockstar but she can't get used to your super-fast product development cycles or deal with the complete transparency that's part of the way you do business

Should you ignore perks? No--they're important rewards and incentives to your business. Just don't hang your culture and hiring hat on them. Otherwise you build a company based on fringe benefits instead of on values.

And when you create perks for your business, tie them to your culture first. If one of your core values is customer service, perks should be designed to make it easier to service customers (making it quieter, freeing up your time, or giving you a budget to spend to develop relationships with customers).

Don't want to give up on perks? Don't. Just make sure your culture, values and work rules are strong. And sell those first.

-----

exaqueo is a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

Comment

Comment

Talent and HR News Roundup: Understanding Candidates Edition

Screen Shot 2013-09-06 at 3.25.43 PM Remember that Mel Gibson movie where he can foretell what women want? Imagine that power in the workplace. We think we know what job seekers want but we're never really sure.  But understanding candidates might be the next best thing. We can't get supernatural powers in the blink of an eye, but we can pay attention to what candidates are learning.  This week's roundup is a collection of stories to help you understand what candidates are reading and learning. It may give you the insight you need into your hiring strategy!

1) How Not To Reject Job Candidates at The Fast Track

"[Don't reject them] by phone. You might think that it’s polite to phone candidates to let them know they didn’t get the job, but resist that impulse and send an email instead. Phone calls put candidates on the spot: They have to react to the rejection while they’re still in the immediate moment of disappointment. It’s awkward. And the call often creates a moment of false hope, which then dissipates when the candidate has to pull it together to be gracious about disappointment seconds later. (Besides, email is better on your side too, since some candidates will try to argue your decision.)"

2) 5 Things You Should Look For in Your First Job at Brazen Careerist

"Early in your career, the most important thing you can do is gain as much experience as possible. Even if you secure a job in your desired field, you won’t be in the same position forever. To advance, it’s important to have a variety of experiences under your belt.  Before you accept a position, consider what kinds of experience you’ll gain. If you’ll be working in publishing, for example, will you be working with the Adobe Creative Suite? Will you also be able to learn new skills such as website design or pagination? No matter what direction your career goes, it never hurts to have skills in multiple areas."

3) 5 Ways to Get More Out of LinkedIn at Time

"This is a great opportunity to let prospective employers see your crowning achievement or even an award you’ve won. It works with a wide range of formats including PDFs, Power Point Presentations, pictures and videos. However, it won’t generate an image of a website or blog. If you want to show that off, you can always take a screenshot of it and upload that."

4) Ten Recruiters Share How to Impress at Glassdoor

"Candidates are getting more and more creative with getting attention.  I’ve been impressed with several candidates recently who have built infographics, videos and even full blown websites to convey their experience!  I’m a sucker for creative people with an awesome design sense.  But, this is not required to get the job.  Not everybody has these skills and we always go for the best person for the job.  As long as you are applying online and convey your experience, passion and goals clearly, you’ll have a fair shot at getting into the adidas Group."

—-

exaqueo is a human resources consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

Comment

Comment

Talent and HR News Roundup: Understanding Candidates Edition

Screen Shot 2013-09-06 at 3.25.43 PM Remember that Mel Gibson movie where he can foretell what women want? Imagine that power in the workplace. We think we know what job seekers want but we're never really sure.  But understanding candidates might be the next best thing. We can't get supernatural powers in the blink of an eye, but we can pay attention to what candidates are learning.  This week's roundup is a collection of stories to help you understand what candidates are reading and learning. It may give you the insight you need into your hiring strategy!

1) How Not To Reject Job Candidates at The Fast Track

"[Don't reject them] by phone. You might think that it’s polite to phone candidates to let them know they didn’t get the job, but resist that impulse and send an email instead. Phone calls put candidates on the spot: They have to react to the rejection while they’re still in the immediate moment of disappointment. It’s awkward. And the call often creates a moment of false hope, which then dissipates when the candidate has to pull it together to be gracious about disappointment seconds later. (Besides, email is better on your side too, since some candidates will try to argue your decision.)"

2) 5 Things You Should Look For in Your First Job at Brazen Careerist

"Early in your career, the most important thing you can do is gain as much experience as possible. Even if you secure a job in your desired field, you won’t be in the same position forever. To advance, it’s important to have a variety of experiences under your belt.  Before you accept a position, consider what kinds of experience you’ll gain. If you’ll be working in publishing, for example, will you be working with the Adobe Creative Suite? Will you also be able to learn new skills such as website design or pagination? No matter what direction your career goes, it never hurts to have skills in multiple areas."

3) 5 Ways to Get More Out of LinkedIn at Time

"This is a great opportunity to let prospective employers see your crowning achievement or even an award you’ve won. It works with a wide range of formats including PDFs, Power Point Presentations, pictures and videos. However, it won’t generate an image of a website or blog. If you want to show that off, you can always take a screenshot of it and upload that."

4) Ten Recruiters Share How to Impress at Glassdoor

"Candidates are getting more and more creative with getting attention.  I’ve been impressed with several candidates recently who have built infographics, videos and even full blown websites to convey their experience!  I’m a sucker for creative people with an awesome design sense.  But, this is not required to get the job.  Not everybody has these skills and we always go for the best person for the job.  As long as you are applying online and convey your experience, passion and goals clearly, you’ll have a fair shot at getting into the adidas Group."

—-

exaqueo is a human resources consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

Comment

Comment

Talent and HR News Roundup: Understanding Candidates Edition

Screen Shot 2013-09-06 at 3.25.43 PM Remember that Mel Gibson movie where he can foretell what women want? Imagine that power in the workplace. We think we know what job seekers want but we're never really sure.  But understanding candidates might be the next best thing. We can't get supernatural powers in the blink of an eye, but we can pay attention to what candidates are learning.  This week's roundup is a collection of stories to help you understand what candidates are reading and learning. It may give you the insight you need into your hiring strategy!

1) How Not To Reject Job Candidates at The Fast Track

"[Don't reject them] by phone. You might think that it’s polite to phone candidates to let them know they didn’t get the job, but resist that impulse and send an email instead. Phone calls put candidates on the spot: They have to react to the rejection while they’re still in the immediate moment of disappointment. It’s awkward. And the call often creates a moment of false hope, which then dissipates when the candidate has to pull it together to be gracious about disappointment seconds later. (Besides, email is better on your side too, since some candidates will try to argue your decision.)"

2) 5 Things You Should Look For in Your First Job at Brazen Careerist

"Early in your career, the most important thing you can do is gain as much experience as possible. Even if you secure a job in your desired field, you won’t be in the same position forever. To advance, it’s important to have a variety of experiences under your belt.  Before you accept a position, consider what kinds of experience you’ll gain. If you’ll be working in publishing, for example, will you be working with the Adobe Creative Suite? Will you also be able to learn new skills such as website design or pagination? No matter what direction your career goes, it never hurts to have skills in multiple areas."

3) 5 Ways to Get More Out of LinkedIn at Time

"This is a great opportunity to let prospective employers see your crowning achievement or even an award you’ve won. It works with a wide range of formats including PDFs, Power Point Presentations, pictures and videos. However, it won’t generate an image of a website or blog. If you want to show that off, you can always take a screenshot of it and upload that."

4) Ten Recruiters Share How to Impress at Glassdoor

"Candidates are getting more and more creative with getting attention.  I’ve been impressed with several candidates recently who have built infographics, videos and even full blown websites to convey their experience!  I’m a sucker for creative people with an awesome design sense.  But, this is not required to get the job.  Not everybody has these skills and we always go for the best person for the job.  As long as you are applying online and convey your experience, passion and goals clearly, you’ll have a fair shot at getting into the adidas Group."

—-

exaqueo is a human resources consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

Comment