Eternally Stagnant Recruitment and Some Ideas to Overcome It
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Recruiting never seems to change very much. As I have often written, even with computers, smart phones, cheap video, big bandwidth, and years of accumulated experience, the way we look for people and select them looks very much the same as it looked 50 years ago. The question is: why haven’t these tools and technologies made any significant difference? If we look at other professions, it is clear that technology is not what makes the real difference. Take building as an example. Using only primitive hand tools, carpenters and masons from Roman times on crafted buildings that are enduring and… Read more...
Why You Should Care About Big Data
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I am not sure about you, but I am reading more and more about the power of “big data.” Forrester, McKinsey, and IBM have all issued white papers or reports in the last month or two discussing the impact that the analysis of big data will have on business. Big data refers to the totality of information available. This includes data in emails, instant messages, in video, and in audio files — all data that might help create a more complete understanding about an issue or person or provide an answer to some question. All the spreadsheets and databases we are currently using are made… Read more...
Why Interviews Are a Waste of Time
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Recruiters and hiring managers love interviews. I have never been sure why that’s the case, but it seems to satisfy a human need for power and control. An interviewer has power to recommend for a job or not. Sometimes an interviewer has the power to actually make the hiring decision, and by holding a person’s economic future and career success in your hands, you can feel very powerful. So anyone wielding such a powerful tool should be certain of its validity and of their skill in using it. The EEOC considers the interview to be a selection test, and requires that it be validated before use.… Read more...
The Changing Nature of Work, Employment, and Recruiting
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Negotiating the conditions of employment, hedging one job with another, being wary of accepting full-time jobs that put at risk other work or that compromise skill — those are becoming the normal patterns for accomplished professionals. Individuals are finding new freedoms and exploring their own capacity and taste for change and entrepreneurism. Some organizations are looking for ways to adapt to all of this without endangering their own success, but it may be that these two different needs are not compatible. We will find out over the next 10 years or less. Certainly manufacturing firms and… Read more...
The Door Is Opening and People Are Leaving
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There is going to be an exodus of workers soon from businesses all across the U.S. It seems that for all the work recruiters do at the front end, organizations are undoing it at the backend. Frustrated employees are seeking new opportunities in record numbers, but if you are prepared, your talent shortages may be over. Earlier this week, Mercer released its What’s Working survey that found that “one in two U.S. employees [are] looking to leave or [have] checked out on the job.” Other surveys support these findings, including ones by Right Management. Is this simply the grass-is-greener syndrome,… Read more...
4 Ways to Learn if Candidates Fit Your Culture
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Have you ever hired that dream candidate who met every criteria of the position, was courted by the hiring manager, and who negotiated that huge sign-on bonus and then crashed and burned within a few months? There are hundreds of stories like this. Candidates with great education, experience, and who have worked for all the right companies often fail miserably because they don’t fit into the culture of the company. Tony Hsieh, CEO of Zappos, believes his success has been in finding the right people — the ones who fit comfortably into the corporate culture. So do a growing number of recruiters,… Read more...
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