Search Results - issue speak

Blog Post: TLS Continuum Part 69: TLS Continuum, Innovation and Society: A couple of weeks ago I posed in the weekly blog whether you are transactional or transformation based. While I contended that the new climate we are in mandated that you shift your focus from…; Added by Daniel T. Bloom at 1:10pm on October 14, 2016

Blog Post: LinkedIn Marketing for Medium-Large Recruitment Agencies: If you’re managing marketing for a recruitment agency that has multiple branch locations, either in the same country or across multiple regions, you could be missing a trick when it comes to the…; Added by Chris South at 2:43pm on February 13, 2017

Blog Post: Power of Intention escalated by Social Media: Friday I attended the MN Recruiters Unconference at Best Buy HQ I arrived late due to previous engagements and only got to see the last 2 presenters. What a contrast! A great job by MN Recruiters…; Added by Patti Yaritz at 6:09pm on December 7, 2009

Topic: Pulse Survey Recap – Third Party Recruiters and Indicators of Economic Growth: Gerry Crispin, Improved Experience has been taking the RBC Pulse on this topic for the past few weeks…not so much to learn what we already knew, but to learn more about the rich variety of perspectives in our own community about the issue. Also, we wanted to set a baseline for future Pulse surveys on the topic. It won’t always be so bad out there, you know. In total, 102 people responded to this first survey between December 5th and 31st (you can still participate if you like by clicking on a Pulse link anywhere on the RBC site), representing 26 industries currently hiring in the US and around the globe. No revelations in the results: those who took the survey generally agreed that the economy is pretty dismal, and economic indicators of growth aren’t doing so well either. How dismal, however, appears to depend on where you sit in the quagmire. The ratings discussed below correspond to a 6-point scale in which 0=Strongly Disagree and 5=Strongly Agree. Here’s a quick look at each question in the survey that related to economic growth indicators, and what the members of the RBC community had to say about them: “The current economic conditions are favorable for third-party recruiters in my industry.” 99 people answered this question with an aggregate score of 1.56; 8.8% said the issue was critical to them, and 2.9% remained neutral. Of all demographics, business owners had the bleakest outlook with an aggregate score of 1.0 – not surprisingly, as it points directly to the P&L. Recruiting managers were slightly more optimistic, assigning a score of 1.71; and recruiters (who were still rather sour about the subject) were kindest with an aggregate score of 2.27. So which subset of recruiters is feeling the most positive? Among corporate, agency, and executive recruiters, only executive recruiters appear to see a silver lining among the clouds with a score of 2.27. “Companies are growing rapidly in my industry.” 100 people answered this question with an aggregate score of 1.73; 8.8% said the issue was critical, and 1.9% remained neutral. The most highly represented industry in the survey was Information Technology and Services, with 18.6% of the respondents working or making hires in that industry; they scored this question at 1.73 points, not so coincidentally the same score awarded by those in the Computer Software industry. Next in terms of industry representation was HR, Recruiting, and Staffing (17.7%), who awarded the question an aggregate score of 1.06 points. Were there any bright spots? As a matter of fact, the Hospital and Healthcare industry (7.8%) awarded the question 3.25 points, and (although it was sparsely represented), Environmental Services (< 1%) awarded the question a whopping 5 points. “Companies are selling more goods and services in my industry.” 23 people answered this question with an aggregate score of 1.74; 1.9% said the issue was critical, and less than one tenths of a percent remained neutral. An interesting sleeper here on the positive side: those representing the Libraries and Museums industry scored the question at 4.0 points, and Hospital and Healthcare scored it at 3.0 points. The only other item of note was that corporate recruiters and agency managers both scored this question at 4.0 points each; I wouldn’t read too much into it though, as the data set was much too small to make statistical inference to the rest of the RBC community. “Companies are committing resources to future products and services in my industry.” 23 people answered this question with an aggregate score of 1.91; less than one tenth of a percent said the issue was critical, and no one remained neutral. Still pretty dismal in terms of overall score, but once again the Hospital and Healthcare industry saved the day by scoring the question at 3.0. “Companies are actively introducing new products and services to customers in my industry.” Now we’re warming up. 23 people answered this question with an aggregate score of 2.09; less than one tenth of a percent said the issue was critical, and no one remained neutral. A variation on the question theme above, it still appears that only Hospital and Healthcare feels somewhat positive with an aggregate score of 3.0. “Companies are outsourcing recruitment operations more frequently in my industry.” 22 people answered this question with an aggregate score of 1.55; 2.9% said the issue was critical, and less than one tenth of a percent remained neutral. Among all job types, only Agency Recruiting Managers scored this favorably at 3.50; among industries, Hospital and Healthcare also scored it at 3.50. There is some intersection in those two demographic perspectives, as 50% of the total responses indicated they were a part of both groups. So with 102 participants in the survey, there were still lots of folks in the RBC community who didn't speak up, and lots of industries that weren't represented. What sense do you make out of all this? Does it agree or disagree with your personal experience? Next week the discussion will continue with a look at survey questions that focused on indicators of the competition for talent. Contrary to the dismal outlook on the economy, the competition for talent is alive and well... but more on that to come. ** In my day job, I’m the Head of Products for Improved Experience, where we help employers use feedback to measure and manage competitive advantage in hiring and retention. Learn more about us here.…; Added by Claudia Faust at 8:57pm on January 1, 2009

Blog Post: Fighting "Fake News" in the Recruiting World: I was just listening to a discussion of the multiple legal infractions involved in threatening to slander someone for conducting perfectly legal business and it reminded me very much of my own…; Added by Nicholas Meyler at 12:01am on July 6, 2017

Blog Post: Law 4 - Always Say Less than Necessary: "When you are trying to impress people with words, the more you say, the more common you appear, and the less in control. Even if you are saying something banal, it will seem original if you make…; Added by Steve Levy at 8:45pm on September 17, 2008

Blog Post: RECRUITING TALENT IN A MULTI-CULTURAL MARKETPLACE: DON’T GET LOST IN TRANSLATION: Whether achieving diversity goals for our clients or simply presenting the…; Added by Mwape Chalansi-Jokic at 2:53pm on October 11, 2016

Comment on: Blog Post 'How the Economic Downturn Has Really Screwed Up Recruiting': ition they'll receive 800 resumes within 2 hours with at least 50 worth speaking to and 20 worth interviewing. Thus I'm working the phones making 200 to 250 outgoing calls per day to speak with 35-40 prospects normally finding 3-4 who'd like me to call them after hours with 1-2 actually sending me their resume. So after a ramp up time for a client with multiple positions who'll work with me (hard to find these days) I'll eventually build a steady candidate flow. An urgency is determined, we agree (either with HR or Hiring Manager) on resume feedback within 72 hours. It always begins well. Recruiter and Manager delighted to see some 'on target' resumes. However, that 3 day window for feedback invariably gets pushed back for any one of 10 reasons. Attempts to rein in the process in essence futile. The choice to keep working with them or find another client after a month's worth of recruiting effort considered.In the end (yes there really are internal candidates, positions put on hold, misrepresented urgency, and ineffectual client points of contact at managing the process) invariably they're holding out for that perfect candidate able to fulfill roughly 100% of their required need. So due to their inflexibility, recruiting process not only becomes protracted but unless a candidate is perfect there's a lack of feedback (bad news doesn't travel it just gets dropped) and interview activity is halted. When a "prefect" candidate is uncovered the fact they're moving next door to do the exact same job at a nominal pay increase offers no motivation to change jobs. If they aren't learning anything new, getting a nominal pay increase, and are now the unproven member of the team why make the change for "uncertainty?" When an offer is extended the candidate then uses the offer as leverage to correct their problem in their present company.Amy hits the key issue. In good times a hiring manager will accept 70-80% of what they require in a candidate and that 20-30% a candidate will learn motivates them to take the position. But when a company wants the perfect candidate, holding out for them, only to discover in the end the perfect candidate has zero motivation to follow through accepting an offer where they aren't learning anything and just going across the street to perform the same job you end up 2 months later recognizing it was a waste and loss of your time--too late …; Added by bill josephson at 11:42am on October 16, 2011

Blog Post: Something interesting happened!!

Something interesting happened!!

So to be honest I was not sure what I was going to write about this week. On Monday morning I was not…

Added by Dean Da Costa at 5:54pm on August 7, 2012

Blog Post: A Guide to Keeping Your Cool in a Tense Office Environment

In an ideal world, our offices would be stress-free environments, and we’d get along well with all of our co-workers.

We know that this is rarely the case in reality, though.

After…

Added by Alicia Walker at 3:20am on November 9, 2021