Knocking it out of the park, Erin Osterhaus and the crew over at Software Advice have released their 2014 Applicant Tracking System Buyer Trends Report and it is absolutely packed with data! Compiled from the randomly selected opinions of thousands of purchaser interactions, the highlights include:
Rocco Sannelli, on the trials and travails of preparing the witness and the judge for a successful hire!“While hiring managers are not psychologists or behavioral experts and may not have training in interview skills, they do know better than anyone else in the organization what the key challenges of the open position are. They know the team, the market, and have a clear idea of what a good candidate should be like to ace the interview and get the job.” “It’s all about demonstrating that proof of an expected investment for the company because nobody wants the disastrous effects of a bad hire: a loss in productivity, plus the waste of time and money involved in hiring that employee and the associated training costs.”
Read the rest over at Entrepreneur
Erin Osterhaus over at Software Advice has released their 2014 Job Board survey of a 150 recruiters in cooperation with Recruitment Process Outsourcing Association (RPOA) and the National Human Resources Association (NHRA).
It has some really solid and actionable data on the effectiveness, specifically the ROI, associated with posting jobs to the larger national boards including: LinkedIn, CareerBuilder, Indeed, Monster, Craigslist & Glassdoor.
Study highlights include:
- Overall LinkedIn Delivers the highest combination of Quality and Quantity of applicants at a median cost
- Indeed Delivers the Highest Quantity of applicants of any of the boards
- Indeed is the most useful for Entry-Level positions while LinkedIn leads for both Mid & Senior-Level jobs
- Craigslist Is the Least Expensive by a good margin and tied with CareerBuilder for second place when it came to delivering entry-level candidates
View the complete study at Software Advice
Robert Half’s Director of Western Australia and Queensland, Andrew Morris’ prognostications for the year ahead…
I am always a bit reticent to give lists and trends the time of day but people tend to enjoy the spoon fed content they provide and who am I to judge? What do you guys think?
Is there value to the incessant Tech/Mobile/Marketing drone that we all already know? Is there more subtle synthesis taking place in the undertow? Stay tuned, it most likely will not be a list or a flash infographic, but I think that there are some heartening developments in recruitment that need to be championed and I will do my best to cheapen and trivialize them via a blog post.
By the by, nothing personal Andrew. I would love to take a few to get some true color on the subject from you.
Without further ado, the grand reveal:
Technology Integration in the workplace
As the digital revolution is cementing the need for a successful integration of technology in the workforce is increasing. Technology is no longer a stand-alone field, with the need for successful merging of financial and marketing departments needed to remain current.
App Development and the Mobile Consumer
We’ve seen a sharp increase in financial mobile use over the last 12 months. Expect this to continue as the financial sector ensures that customers feel in control of their assets. The need for highly skilled app developers will increase as many businesses follow the banks example and attempt to encourage users to interact with them via their mobile devices.
Highly skilled Tech Experts
As long as technology continues to be an evolving thing, the need for skilled technology employees will be high. As companies adapt in the current digital market, experts in everything from development of online strategy to IT project managers are highly regarded.
New Marketing Techniques
As the market changes, so does the need for multi-skilled employees. Social media has come into play not only with recruitment, but also with consumer interaction. Now, more than ever it is vital to ensure that a company has a high level of engagement across numerous social media platforms. Employees who are specialists in a sector such as marketing or finance, also need to be skilled in using social media effectively within their sector.
The financial sector has seen strong growth in the past two years, which has been aided by the dedication to mobile banking, remaining on top of marketing trends and staying current in a digital market. Insurance and lending experts are becoming sought after and highly skilled underwriters are going to be essential over the next 12 months if trends continue.
Companies are realizing the importance of skilled, well trained employees and the focus has shifted to retaining these staff members. The readily available salary calculators and heavily marketed job search engines easily allow people to compare pay rates, and consider changing careers. Information is accessible and employers need to be aware that their staff are constantly searching for the next best thing.
- Fly your own flag and be confident enough of your tune, to toot your own horn
- Ask, ask, ask questions – chances are good they know the answer
- Set the pace (pssst… one that you are comfortable with)
- Keep perspective – working with the alternative is considerably less enticing
- Accept the things you cannot change, have the courage to change the things you can and the wisdom to know the difference
- Become immersed with your peers – look at/listen to/read everything you can get your hands on to better identify with their headspace
- Don’t compete – contemplate
Read the complete story over at Inc.
“Now, most recruiting leaders I know sees being identified with HR as an insult. The argument is whether it’s a sales, marketing, operations or supply chain function but the one thing recruitment today definitively is not is human resources.”
“Good recruiters want to distance themselves from the average SPHR who cares about getting their CPEs in at SHRM for good reason: being associated with HR is, objectively, a business liability if you care more about maximizing opportunities than you do minimizing risk. HR, on the other hand, doesn’t sense – or at least, within the next few years (no more than 5, at the absolute most), recruiting will have moved outside of their purview. It will likely report to the CMO or COO, but could, like at many SMBs where hiring is a generalist’s responsibility , imaginably shift directly to the CFO, too. In many cases it has, and while it might not be reflected on the org charts generalists so often value, HR has already lost recruiting, whether they know it yet or not.”
“Recruiting is expensive, but it’s also the one where hiring managers and senior leaders actually play an active role, and business partnership, in the front line and strategic parts of the process. Remove this bridge, and HR’s business unit interaction becomes largely ER and performance management, slashing not only budgets but also the number of core functions that can’t be outsourced or offshored at competitive rates for similar results.”
Read the full article at Recruiting Daily