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How Is Your Rejection Process?
August 24, 2012 by William Frierson
Joe Murphy of Shaker Consulting Group
I sat with a recruiting team this week to discuss aligning staffing with their business strategy. In this case, the strategy was inclusive of how those not hired felt about the company and its brand. For some of their positions, each candidate could be a future customer, future employee, or potential competitor. Holding those thoughts in focus for a moment triggers some questions about the candidate experience. Continue Reading
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Disruptive Recruiting and Pre-Employment Assessments
August 23, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
Kevin Wheeler in his June 17 ERE article discusses Disruptive Recruiting and asks us to rethink recruiting. Specifically he suggests automation and process simplification, among others. I had an opportunity to ask Kevin about improving the candidate experience at ERE, where he suggested we make it easy to apply. We may have made it too easy to apply. While valued from the candidate perspective, making it too easy to apply creates severe unintended consequences for the company and the recruiters. Continue Reading
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Employers Using Video Interviewing to Recruit College Graduates
by William FriersonAs college graduates search for jobs, they may asked to participate in video interviewing as part of the recruiting process. Learn more about this recruiting strategy, as well as other information in the following infographic. Continue Reading
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Better Recruiting Technique: Alchemy or Algorithms?
July 18, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
Alchemy attempts to take common materials and transform them into something rare and valuable. I don’t think anyone has succeeded in this endeavor to date.
Algorithms Can Be Derived from HR Analytics
Unlike alchemy, algorithms can turn raw goods into gold. The raw goods can be candidate evaluation data and the gold is on-the-job performance. However, many recruiters have not invested in the data collection and analysis required to create an algorithm. As such, they make decisions based upon anecdote and conjecture.
Stock traders want to predict future prices and values of individual companies and broader indices. Recruiters want to predict future behaviors and on-the-job results of candidates. Algorithms are used by the best-in-class of both of these disciplines. And the results they achieve are documented by superior outcomes.
The reason both of these professions use algorithms is to identify meaningful relationships among complex data sets. Continue Reading
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Are You Measuring Your Candidate Experience?
July 16, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
I have been writing about the candidate experience. As such, I thought it might be good to go back to the first look we took at how companies evaluate or think about the candidate experience.
We conducted a survey of attendees at the Taleo World 2008 User Conference in Boston, MA. The purpose of the survey was to assess the degree to which organizations are evaluating the candidate experience and measuring the economic impact of staffing process waste or early turnover. Given the expanding focus on the Candidate Experience, it seemed fitting to share the results again.
As a sponsor and exhibitor of the conference, we asked recruiting professionals who visited our booth to complete a five-question survey. Three multiple-choice questions explored candidate experience issues and two questions examined 120-day turnover. Continue Reading
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How Employers Should Handle the Candidate Rejection Process: Part 3
July 12, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
I caught up with Carmen Hudson of Tweetajob at the 2011 ERE Conference in San Diego. She offers some clear advice on improving the candidate experience. In particular, she suggests we let the candidate know they have been rejected quickly and early. Click play to hear what Carmen has to say, then scroll down to read more. Continue Reading
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MBA Graduates are in Demand, Even with Some Concern about Finding a Job
July 09, 2012 by William FriersonWe all hear about how tough it is to find a job these days. However, if you are an MBA graduate, some employers are looking for you.
The vast majority of MBA graduates are still receiving competitive job offers, despite their increasing concerns about employment prospects. That’s one of the key findings of a new survey conducted by Training The Street (TTS), a leading corporate training provider for a majority of Wall Street Firms and top tier Business Schools.
TTS’s third annual detailed hiring survey, which was completed by more than 300 participants from top 25 MBA programs, showed 10 percent of respondents were less optimistic about their job prospects than a year ago, even though an overwhelming 94 percent had been invited for at least one first-round interview vs. 91 percent in 2011. Seventy-eight percent of respondents had received as least one offer, and 50 percent of respondents had received multiple offers, up from 72 percent and 41 percent in 2011 respectively. Continue Reading
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Employers, Are Your Candidates Job-Fit?
July 02, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
Sage advice to the trades suggests an accurate fit can be achieved by taking the time to measure, and then to take a second measure to verify, before making the cut. Two measures increase the confidence in and accuracy of the cut. Following that guidance helps reduce waste and rework when crafting a fine object. The same holds true building a workforce that achieves superior results. Using a multi-method pre-employment assessment allows you to measure twice or even seven times within one candidate experience, to help determine job-fit.
Measure Twice, Cut Once
I have worked in the trades and the joke about the advice above is – I cut it twice and it is still too short! Well intended and skillful recruiters sometime take a pipeline full of candidates, cut it twice and still make job-fit hiring decisions that miss the mark. Measurement to support job-fit decisions is critical.
Job-fit is complex. I have never sat across the desk from someone who said, “Our jobs are simple, people don’t need to bring much to be successful here.” In fact, even in entry level jobs, the variables that drive success are complex and can be difficult to objectively measure. Jobs with complex demands require rigorous evaluation methods, methods that measure twice and cut once. Continue Reading
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How Employers Should Handle the Candidate Rejection Process: Part 2
June 29, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
I had an opportunity to speak with Maren Hogan of Red Branch Media regarding the candidate experience. In particular, we spoke about the candidate rejection process. Maren offers three great suggestions. Click PLAY to hear Maren’s recommendations, then scroll down to read more. Continue Reading
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How Employers Should Handle the Candidate Rejection Process
June 28, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
The candidate experience includes rejection for most. Steffan Martell of CareerBuilder recently offered some clear guidelines on how the candidate rejection process should be handled. Click PLAY to hear what he has to say, and then scroll down to read more. Continue Reading
