ARTICLES, BLOGS & VIDEOS

The latest news, trends and information to help you with your recruiting efforts.

Posted June 12, 2019 by

If Your C-Suite Is Not Supporting Your Diversity Efforts, Ask Them How Many Left-Handed Employees They Have

Numerous studies show that the more diverse an organization’s workforce is, the more productive they are. In fact, research from McKinsey found that companies that are diverse by gender and ethnicity, outperform their peers financially by 35%!

And yet, it can still be a challenge for some talent acquisition teams to get buy-in for their diversity efforts from CEOs and other leaders. Without this support from the top, it’s virtually impossible to create a diversified workforce.

“Organizations must see diversity as an essential element of their strategy, rather than a trend or an accessory,” notes Kimberly Jones, Global Talent Acquisition Specialist and Founder of Kelton Legend, a multi-dimensional talent acquisition strategy organization. “If your leadership team doesn’t see the value of diversity, you can make a strong business case – there is plenty of research that supports the fact that diverse businesses are more competitive.”

Jones suggests an interesting twist to the diversity conversation: Start by asking talent acquisition leaders how many left-handed employees they have. Think about it: If you’re a consumer goods company, designing instruments such as scissors, and you don’t have left-handed engineers or designers, how can you produce a product that is effective for everyone? You’re probably not producing products that are as functional as they could be. And, since approximately 30% of the population is left handed, you’re only marketing to 70% of the people. Why would you intentionally lose out on market share?

This principle applies to gender, ethnicity, age and people who are differently-abled. Without a diverse team, you’re missing out on the valuable perspectives and distinctive contributions that come from a blend of people.

Jones adds: “Forget the assumption that there is ‘norm’ – we are all different. And we should all have an opportunity to contribute our unique talents.”

Using Diversity to Attract Diversity

The other hurdle that companies must get over is creating a diverse talent acquisition team. Having diversity on your talent acquisition team accomplishes two things:

  • It shows that your company values diversity and provides an accurate representation of your workforce (if you have a diverse workforce).
  • It helps a wide variety of potential candidates relate better to your team and your company.

Jones recommends thinking beyond just gender or ethnicity and include different personalities, such as introverts and extroverts. Most companies think that recruiters should be naturally extroverted but imagine a highly-qualified candidate who is an introvert and feels uncomfortable trying to communicate with these outgoing, gregarious people, especially in a crowded career fair or other recruiting event. Some positions, such as engineers or accountants may not require an extroverted person. Companies that fail to relate to all candidates may miss out on some extraordinary talent.

The bottom line: Organizations that fail to embrace diversity may be less productive and less financially successful. They risk losing opportunities due to bias, even if those biases are unconscious.

“Unfortunately, you can’t teach someone to be unbiased,” said Jones. “It’s a result of a lifetime of teaching and experiences. However, you can make people more aware of their biases and teach empathy. That should be our goal.”

To hear more from Kimberly Jones, check out our video interview HERE.

Or visit www.keltonlegend.com to learn more about Kimberly and her talent acquisition strategies.

Posted February 07, 2019 by

AI, Algorithms, and Who Owns the Outcome

Artificial intelligence (AI), sometimes called machine learning or machine intelligence, is in its infancy yet poised to fundamentally change how we work, are educated, and run our businesses. AI is already impacting how leading employers engage with students and recent graduates and then hire and manage them.

AI offers tremendous opportunities to those in talent acquisition and human resources as well as society as a whole, but also poses some threats.

On December 10, 2018, hundreds of talent acquisition and other human resources leaders gathered in Mountain View, California and remotely via live stream to participate in the College Recruiting Bootcamp on AI, organized by job search site, College Recruiter, and hosted by Google.

Our closing keynote was delivered by John Sumser, Principal Analyst for HRExaminer, an independent analyst firm covering HR technology and the intersection of people, tech, and work.

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Posted February 07, 2019 by

Merging Technologies and People for the Workforce of the Future

Artificial intelligence (AI), sometimes called machine learning or machine intelligence, is in its infancy yet poised to fundamentally change how we work, are educated, and run our businesses. AI is already impacting how leading employers engage with students and recent graduates and then hire and manage them.

AI offers tremendous opportunities to those in talent acquisition and human resources as well as society as a whole, but also poses some threats.

On December 10, 2018, hundreds of talent acquisition and other human resources leaders gathered in Mountain View, California and remotely via live stream to participate in the College Recruiting Bootcamp on AI, organized by job search site, College Recruiter, and hosted by Google.

Our featured presentation was delivered by Alexandra Levit, author of Humanity Works, speaker, consultant, futurist, Chair of the DeVry University Career Advisory Board think tank, and expert in all things workplace.

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Posted November 19, 2018 by

Superb hiring news for class of 2019: best hiring outlook since 2007

 

Economic news released today by the National Association of Colleges and Employers contained a lot of great news for students and recent graduates of one-, two-, and four-year colleges and universities.

According to a survey of NACE employer members, only four percent of employers plan to decrease their hiring of recent college grads while a whopping 57.4 percent plan to increase such hiring. For those who aren’t human calculators, that means that 38.6 percent plan to maintain their number of hires. Even better news is that the percent increase in projected hires came in at 16.6 percent, which would be the largest increase in 12 years. It is noteworthy that the hiring rate has not been increasing year-after-year since the Great Recession of 2008-09. Indeed, the class of 2018 saw hiring decrease by 1.3 percent.

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Posted November 05, 2018 by

From internship to full-fledged career: how one Fortune 500 company is recruiting from within

 

Author: Kate-Madonna Hindes

Investing in entry-level workers creates greater job stability and more opportunities for advancement for employees, contributing to a more economically vibrant society.(Rockefeller Foundation)

Every single day, new relationships are forming, and interns are turning into full-time employees. Across thousands of different companies, H.R. and recruiting departments are making long-term investments for maximum growth and profitability. Smart companies are taking note while searching for interns to see if they have the qualities they are looking for in full-time employees.

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Posted August 24, 2018 by

Age discrimination: Over 40 and interviewing

 

Let’s talk about the issues that 40+ year olds are facing in the job market today. Almost 20% of all college and university students — about four million — are over the age of 35. So why do we automatically think of a bunch of 20 something’s when we hear “recent graduates”? This is also often the image that comes to mind for talent acquisition teams and is used to discriminate against older candidates. Jo Weech, Founder and Principal Consultant at Exemplary Consultants, explains the major problems that this misconception creates.

Exemplary Consultants provides business management consulting to small businesses and start-ups. Weech got involved in the process because she truly believes that work can be better for every person on the planet. She published an article back in July that got a ton of traffic, likes, and comments. Steven Rothberg, President and Founder of College Recruiter, had a conversation with her about some of her experiences, where the article came from, and some of the lessons that came from it. The lessons learned are not only useful for job seekers, but for those in talent acquisition as well. (more…)

Posted August 13, 2018 by

Your Affirmative Action Plan’s focus on compensation, and 6 common mistakes

 

If your organization has built or is building an Affirmation Action Plan, Tamara Seiler has great insight for government contractors to comply with requirements and compete for government funding, as well as leverage the data you are required to collect to improve your recruitment efforts. Seiler is Director of Compliance and Marketing Strategy at HudsonMann, and she is very familiar with challenges and trends related to affirmative action.  (more…)

Posted May 18, 2018 by

Nonprofit employer branding solutions to attract entry-level talent

 

Nonprofit organizations have an enormous opportunity to polish their employer brands and really show them off to entry-level job candidates. To hear insight into employer branding mistakes and solutions at nonprofits, we interviewed Matt Kaiser, Director of Recruitment at Children’s Healthcare of Atlanta. Kaiser has a passion for improving the recruitment processes, uncovering a unique employer brand identity, and implementing ideas to improve the candidate experience and attract top talent. He will be a speaker at SHRM 2018, presenting “Pursuing Purpose in Building Your Brand.”

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Posted May 01, 2018 by

Aptitude and attitude isn’t enough: Interview with Randy Pennington about hiring for altitude

 

Randy Pennington, owner of Pennington Performance Group, has been talking recently about the need to hire for “altitude,” in addition to aptitude and attitude. We interviewed him to find out more. Pennington is an expert in helping organizations build cultures focused on positive results in a world of uncertainty, relationships, and accountability. He will be a speaker at SHRM 2018, presenting a mega session titled “The Six Competencies You Need to Remain Relevant in a World of Disruption and Change.” Here we share takeaways from our conversation about recruiting and developing employees, including entry-level, to increase your organization’s altitude.

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Posted March 19, 2018 by

Redefining the role of the college and university relations recruiter

Recruiting and advertising for open positions has changed. Before industrialization, virtually every place of employment was a solo or small operation. Without power, it was difficult to scale anything. All of a sudden with electricity, you could have factories with production lines. Employers needed to quickly go from having a couple people working in their facility to maybe even hundreds or thousands.

Advertising for jobs nowadays is mostly done through social media, networking, and employee referrals. When you only need to hire a few people, chances are you already know them. In that case, no advertising is needed. Steven Rothberg, President and Founder of College Recruiter, explains that if you now have to suddenly start hiring dozens, hundreds or thousands, it’s very unlikely that you’re going to know enough people to fill those positions. Rothberg recently presented “Redefining the Role of the College and University Relations Recruiter,” and we share his takeaways here.   (more…)