I was watching a marketing video today and a great idea hit me. How about creating some links so your employees can put them in their Facebook accounts. Let them recruit for you. This way they can let their friends know about "hot" jobs that need to be filled. This sounds like a great idea.
I'm going to look on my Facebook account and learn more about the features of this social network. I'll keep you posted on what I find out.. Happy New Year!
My Storey
- Jackie, Recruiter Science
- It's a privilege to say that you have found your calling. My calling is in Human Resources. Specifically, my calling is recruiting. Apparently I enjoy selling and recruiting is about selling the candidate to the manager and selling the organization to the candidate. My professional history has included 27 years in healthcare of which 23 are in HR/Recruitment. I currently serve as a Recruitment Consultant for Jobscience, Inc. a Recruitment Solutions provider out of San Francisco, CA.
Wednesday, December 31, 2008
Monday, December 22, 2008
Assessments of Assessments
ERE constantly puts interesting articles in their daily newsletter. This Survey of Assessments is unusually good. Mostly because the company I work for (Jobscience) works with a testing company. The assessment product is integrated with our TalentPath Enterprise system. We are receiving more and more requests for assessment services as the number of applicants increases during this economic time. Here is a portion of the article with a link to the whole.
Sixth Annual Screenng and Assessment Usage Survey
by Dr. Charles Handler and Mark C. Healy, M.A.
We I/O psychologist-types tend to be real data hounds. Much of the work we do for our employers/clients involves the use of data to investigate specific hypotheses in order to illuminate the underlying truth in a situation. The outcome of this work often has tremendous value to organizations because it provides them with hard data on which strategic decisions can be based. Additionally, the collection and analyses of data often helps us to identify new trends that we haven’t yet thought about.
Many of you who follow our articles know that we have a keen interest in the pre-employment assessment industry, and write quite a bit about its trends and happenings within. Our interest in data and trends has led to an annual online screening and assessment usage survey.
The idea for this survey was born back in 2002, when we became frustrated over the lack of available information about the usage of pre-employment screening and assessment tools. This lack of information has been a challenge because though everyone seems to be saying that screening is becoming a hot area, there’s little actual data available to confirm this statement or to tell us how hot it really is. This lack of information also makes it hard for those of us who follow this industry closely to provide factual information about how companies are using online screening and assessment tools, and what the results of this usage have been. This year we have made a few changes to the survey questions to help us be sure we are staying up to date with some of the major trends and issues that pertain to assessment and the manner in which it is integrated into the hiring process.
At the end of this article, you’ll find a link to this year’s survey. Take a few minutes to help other members of our community by providing information about your company’s screening and assessment practices. The more data that’s collected, the clearer existing and emerging trends will become. Last year, we had a record number of responses, a fact that seems to indicate the increased interest level in screening and assessment. Given the steady increase in interest and the lack of information about this industry, we feel the results will continue to have value for the ERE community. We look forward to reporting our findings right here on ERE sometime this coming Spring.
In order to provide some extra motivation, here’s a quick summary of the trends identified in last year’s results.
keep reading…
Sixth Annual Screenng and Assessment Usage Survey
by Dr. Charles Handler and Mark C. Healy, M.A.
We I/O psychologist-types tend to be real data hounds. Much of the work we do for our employers/clients involves the use of data to investigate specific hypotheses in order to illuminate the underlying truth in a situation. The outcome of this work often has tremendous value to organizations because it provides them with hard data on which strategic decisions can be based. Additionally, the collection and analyses of data often helps us to identify new trends that we haven’t yet thought about.
Many of you who follow our articles know that we have a keen interest in the pre-employment assessment industry, and write quite a bit about its trends and happenings within. Our interest in data and trends has led to an annual online screening and assessment usage survey.
The idea for this survey was born back in 2002, when we became frustrated over the lack of available information about the usage of pre-employment screening and assessment tools. This lack of information has been a challenge because though everyone seems to be saying that screening is becoming a hot area, there’s little actual data available to confirm this statement or to tell us how hot it really is. This lack of information also makes it hard for those of us who follow this industry closely to provide factual information about how companies are using online screening and assessment tools, and what the results of this usage have been. This year we have made a few changes to the survey questions to help us be sure we are staying up to date with some of the major trends and issues that pertain to assessment and the manner in which it is integrated into the hiring process.
At the end of this article, you’ll find a link to this year’s survey. Take a few minutes to help other members of our community by providing information about your company’s screening and assessment practices. The more data that’s collected, the clearer existing and emerging trends will become. Last year, we had a record number of responses, a fact that seems to indicate the increased interest level in screening and assessment. Given the steady increase in interest and the lack of information about this industry, we feel the results will continue to have value for the ERE community. We look forward to reporting our findings right here on ERE sometime this coming Spring.
In order to provide some extra motivation, here’s a quick summary of the trends identified in last year’s results.
keep reading…
Sunday, December 7, 2008
Sales 2.0 versus Recruitment 2.0
Waiting in the airport is one of my favorite things to do because it gives me countless hours of reading time. There is a magazine that I recently subscribed to called Selling Power. If you are in sales, you need this magazine. I've received three so far and I've read it cover to cover each time. Today there was an awesome article on Sales 2.0 and the analgy to recruitment was uncanny.
According to the authors (Pelin Wood Thorogood and Gerhard Gschwandtner) there are five tenets to Sales 2.0. Making the connection to recruitment wasn't hard.
Tenet 1: Acceleration
You need the ability to get to your jobseekers faster and process them with the kind of speed you get from the internet. If you don't have a web-based application system you need one. We all understand about the early bird.
Tenet 2: Collaboration
Collaboration between the recruitment team and the hiring managers needs to happen. Even though it is difficult to pin people down, to be successful you need a relationship with your hiring managers (each one).
Tenet 3: Professionalization
Do you know where your recruitment dollars are being spent? Can you tell your management team which job board brings you the most qualified candidates? You need a system that can tell you that. Have you tried an applicant tracking solution that tells you where your jobseekers are coming in from? If not, you need one that does.
Tenet 4: Accountability
This tenet is tough because it means that if a recruiter doesn't produce you need to cut them loose. If they are disengaged, they need to re-engage. Recruiters that do well should have a compensation program much like a sales rep would have. Make the sale, receive a reward.
Tenet 5: Alignment
As recruitment continues to be competitive you need an advantage. Do you meet with your marketing department on a regular basis to ask for assistance? Does your website provide the most up-to-date information because recruitment and the webmaster meet regularly to update the site? Develop creative recruitment/marketing campaigns and measure results. Recruiters can't be all things. Utilize the people in your organization that can provide the expertise you are lacking.
Web 2.0 has brought us and unbelievable new world to use. Make sure you stay current on everything that is happening in recruitment by reading blogs (mine!!), newsletters, magazines, networking, etc.
According to the authors (Pelin Wood Thorogood and Gerhard Gschwandtner) there are five tenets to Sales 2.0. Making the connection to recruitment wasn't hard.
Tenet 1: Acceleration
You need the ability to get to your jobseekers faster and process them with the kind of speed you get from the internet. If you don't have a web-based application system you need one. We all understand about the early bird.
Tenet 2: Collaboration
Collaboration between the recruitment team and the hiring managers needs to happen. Even though it is difficult to pin people down, to be successful you need a relationship with your hiring managers (each one).
Tenet 3: Professionalization
Do you know where your recruitment dollars are being spent? Can you tell your management team which job board brings you the most qualified candidates? You need a system that can tell you that. Have you tried an applicant tracking solution that tells you where your jobseekers are coming in from? If not, you need one that does.
Tenet 4: Accountability
This tenet is tough because it means that if a recruiter doesn't produce you need to cut them loose. If they are disengaged, they need to re-engage. Recruiters that do well should have a compensation program much like a sales rep would have. Make the sale, receive a reward.
Tenet 5: Alignment
As recruitment continues to be competitive you need an advantage. Do you meet with your marketing department on a regular basis to ask for assistance? Does your website provide the most up-to-date information because recruitment and the webmaster meet regularly to update the site? Develop creative recruitment/marketing campaigns and measure results. Recruiters can't be all things. Utilize the people in your organization that can provide the expertise you are lacking.
Web 2.0 has brought us and unbelievable new world to use. Make sure you stay current on everything that is happening in recruitment by reading blogs (mine!!), newsletters, magazines, networking, etc.
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