The U.S. Army kicked off its “Hire a Veteran” campaign Nov. 19, 2012, during a press conference with the Society for Human Resource Management (SHRM). The campaign is aimed at debunking employer misperceptions about the impact of post-traumatic stress disorder (PTSD) and traumatic brain injury (TBI) on veterans’ job performance, and at educating employers on what reasonable accommodations involve.
Posts Tagged Recruitment
I wanted to point out a super piece last week on the Smashing Magazine blog, (a site about and for Web Designers), titled 'The Difference Between Good and Bad Job Requirements', that provides a great look into what technical, (and often hard to find) talent thinks about the typical job descriptions they encounter online.
For the final post in this short series I wanted to write briefly about the consequences of lazy hiring. I’ve already written about lazy leadership and lazy employees, so I thought lazy hiring was a good way to wrap it up. This one will be brief because I just can’t imagine that anyone reading this doesn’t understand the consequences of lazy hiring.
And yet it happens….
Millennial job seekers just wanna have fun, and employers looking to recruit and retain recent graduates should make workplace fun a “central focus of recruiting efforts,” according to recent academic research.
The findings hold up even at a time when a sluggish economy is leaving many graduates under- or unemployed, says John W. Michel, Ph.D., assistant professor of management at Loyola University Maryland.
Most of you know Alec Baldwin’s famous speech in Glengarry Glen Ross where he shares the golden rule of sales: “ABC: Always Be Closing.” Even more so than sales, recruiting is a job where you need to always be on. If you’re not constantly building a pipeline of candidates and promoting your brand, chances are that the top candidates you want to hire will slip through the cracks.
Terry Starr, Director of Social Media Strategy at DICE, shares her combined knowledge of recruiting and social media marketing in this edition of "Live from the Hive", which explores the benefits of social recruiting. Terry has been in the recruitment marketing space for almost 30 years and co-founded a global social network to assist moms re-entering the workforce. Terry can be found on twitter at @HRSocialStarr.
Let's be honest - most job descriptions are terrible. There are exceptions of course, but the vast majority of job descriptions –are cookie cutter templates that provide a laundry list of responsibilities and knowledge/skills/ability requirements that give a job seeker no sense of what it's like to work for the company. We're experiencing so much progress in the talent space with recruiting 3.0, social recruiting, and more startups innovating in the space than we've ever seen – yet most job descriptions are written the same way they were 10 years ago. Why?
"The single most important strategic pillar of any great enterprise is people,” best-selling author Jim Collins said in his Tuesday keynote session at the SHRM 2012 Annual Conference.
After spending nine years studying why some companies thrive in uncertainty or even chaos, while others do not, for his latest book Great by Choice: Uncertainty, Chaos, and Luck—Why Some Thrive Despite Them All (HarperBusiness, 2011), Collins concluded that “it all begins with people.”
America’s got talent. So why is it so hard to find?
Maybe it wouldn’t be great theater, but why not develop another reality-based television show based on marriage—one that would tie the knot between those elusive skilled workers and job openings at thriving U.S. employers.