Q: Our department of five used to be managed by a micromanager who thankfully is no longer here. Now we’re in the process of hiring a new manager and I’m on the selection committee. Which questions do you recommend asking so we make sure we don’t end up with –heaven forbid- another micromanager?
Hello, hello, baby. You called, I can’t hear a thing.
I have got no service in the club, you see, see
Wha-Wha-What did you say?
Oh, you’re breaking up on me
Sorry, I cannot hear you, I’m kinda busy.
– Lady Gaga
The Job Market in 2019 is drastically different than the one we all became accustomed to for so many years. The unemployment rate is two percent for college graduates, and an even tighter market in the growth areas of Digital Strategy and Data. The result is more and more companies going after a seemingly shrinking talent pool of available candidates. What is a Recruiter to do?
Develop a Relationship
Welcome to the age of the “hyper hopper” where employees are changing companies every few years. The days of tenure, pensions, and retiring from the company you started are more fairy-tale than reality.
Many will tell you that recruiting is the most important function in an organization because it’s where potential new employees meet an entire organization for the very first time—and through one person. Recruiters and HR are tasked with creating smart strategies that will attract and win the hearts and minds of the people their organizations need to grow and thrive.
Want to start a passionate conversation with a recruiter? Ask them, “How much of your time is spent screening applicants?”. From running global recruiting teams to speaking to hundreds of recruiting professionals over the past decade, they’ve shared that as much as an astounding 25% of their time went to reviewing applicants to job postings.
When it comes to recruiting sources, it’s not only important to find and try new ones, but to evaluate their effectiveness.
Recruiting technologies that have emerged over the past few years have been a boon for HR when it comes to unloading many of the burdensome administrative tasks that accompany the hiring process. However, with all this new technology, companies can run the risk of alienating the candidate with a cold and impersonal experience. Balance is needed.
Recruiting is no longer post-and-pray, cost-per-hire, and/or attempting to hire someone at the lowest possible salary (easy, easy—at least I now have your attention). The specialty of talent acquisition (TA) now has its own burgeoning global association, candidate experience now has its own awards and niche conferences now cover topics that didn’t exist as recently as five years ago.
Earlier this week Facebook previewed a new feature that allows users to privately share resumes, or in their parlance, work histories. Also this week, LinkedIn began rolling out video ads targeting its own LinkedIn Audience Network.