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

Posted September 28, 2012 by

B-School Applicants Decline: Damn Shame or About Time?

Mark Mehler and Gerry Crispin of CareerXroadsBy Mark Mehler and Gerry Crispin of CareerXroads

The B-school numbers are in and they aren’t pretty according to this recent WSJ article by Melissa Korn. 69% of the F/T, two-year MBA degree programs in the US experienced significant declines in 2012 while 79-80% of the schools in Asia (Pacific Rim and Central Asia respectively) experienced gains. Globally the drop-off is 22% after a decline of 10% last year.

While some of this can be attributed to a return to normalcy after significant gains by B-schools during the financial crisis, you also have to wonder about the continuing value of the product exiting the many hundreds of schools granting these degrees. (more…)

Posted September 28, 2012 by

Are You a Mobile Enabler or a Mobile Laggard?

Mark Mehler and Gerry Crispin of CareerXroads

By Mark Mehler and Gerry Crispin of CareerXroads

September marks the start of the 2012 fall frenzy of conferences, niche conferences, un-conferences, expos, seminars, webinars, (and yes, a Colloquium or two). Not every session at every event offers deep dives but the mobile discussion has been noted everywhere this year. One conference, held in mid-September, the second mRecruitingCamp, was totally devoted to the subject. (Michael Marlatt did an excellent job on this one-day niche event.)

Practitioners offering solid case study insights on mobile technology and recruiting included Matt Lavery [UPS], Chris Hoyt [PepsiCo] and Heather Tinguely [Microsoft]. We encourage you to look for their videos. Bottom line, a rapidly increasing percentage of prospects in their pipelines (prospects who are eventually hired) are engaged and in more and more cases applying through mobile devices. (more…)

Posted September 19, 2012 by President Selected as Judge of Candidate Experience Awards

Organizations Assembles Panel of HR and Talent Acquisition Thought Leaders to Select Companies that Best Exemplify a Positive Candidate Experience 

SAN FRANCISCO – September 19, 2012 – The Talent Board, a non-profit organization focused on the elevation and promotion of a quality candidate experience, today announced the members of its panel of independent judges who will select the winners of the Second Annual North American Candidate Experience Awards.(known as “The CandEs”). The judges include: Joseph P. Murphy, vice president of Shaker Consulting Group; Steve Rothberg, president and founder of; Jeremy Tipper, founder of the Talent Collective, a U.K.-based talent acquisition advisory firm; and John Vlastelica, managing director of Recruiting Toolbox, Inc.

Founded by the industry’s leading authorities on candidate experience, the CandEs are designed to recognize organizations that produce outstanding candidate experiences. The program consists of three survey rounds that capture and evaluate employers’ recruitment processes and practices through the entire recruitment cycle and candidate experience. With the first and second employer and candidate survey rounds now closed for North American employers, companies identified with unique and innovative efforts will be advanced to the final round, where they will be interviewed by the CandE judging panel using HireVue’s digital interviewing solutions to determine areas of distinction. (more…)

Posted June 18, 2012 by

Source of Hire: Is It Even Possible to Track?

Mark Mehler and Gerry Crispin of CareerXroadsBy Mark Mehler and Gerry Crispin of CareerXroads

With all the enterprising recruiters who pride themselves on being strictly ‘social’ recruiters, we fantasized what a map would show about the job seeker’s path to a job in the future:

  1. First, the candidate would likely tell (some) friends on Facebook they were looking for a new job. (So far so good).
  2. A friend might then suggest asking Siri to search Google.
  3. And perhaps somebody paid off Siri to forward him to Indeed which led him to Job Central which linked him to a great position on the career site of a firm in his commute range.
  4. The candidate then went to Linkedin and found a friend of a friend who worked there and had gone to the same school as he did.
    Wanting to be cool he followed the employee on Twitter, then put him in his “must meet” circle on Google+ and soon found out that he (the employee) would be at a meet-up nearby where they #accidentally-on-purpose-met. Dropping the name of the friend they both knew in common, they found other common ground (they both pinned Italian recipes on Pinterest) and the now new friend and employee agreed to be his referral for an open position.
  5. When asked in the application, “How did you find us?”, the candidate put in the name of the referral and, internally, the employee completed his form referring the local candidate. When the recruiter searched his ATS, the software’s [proprietary] algorithm weighted and tagged the referred candidate as a highly qualified match and the rest is history.

Except, the firm’s SOH reporting had switched to last IP address and, since the candidate had come directly from his home computer to the company career site, the ‘unknown’ IP address was coded “Other” for Source of Hire. Fortunately the external service that put the cookie on that particular prospect at the moment he reached Indeed was able to update the ‘source’ field – except, the recruiter altered the field again based on his interview of the new hire and so he changed it to, “Facebook”.

– Gerry Crispin and Mark Mehler work full time consulting, educating and discovering how talent and opportunity connect through emerging technology. They can be reached via email at, phone at 732-821-6652, or on-line at

Posted June 18, 2012 by

The 2012 CandEs: Launching this year’s Candidate Experience Awards

Mark Mehler and Gerry Crispin of CareerXroadsBy Mark Mehler and Gerry Crispin of CareerXroads

Last year, 24 firms were acknowledged for their efforts to improve the treatment of their candidates at the HR Technology Conference (where the U.S. awards will be presented again this year). Kudos to these winning firms: Adidas Group, Automatic Data Processing, Inc., Pacific Northwest National Laboratory, The Bozzuto Group, Cliffs Natural Resources, Covenant Health, Crowe Horwath LLP, Deloitte, Deluxe Corporation, General Mills, Harris Interactive, Herman Miller, IncInfoReliance Corporation, Intuit Inc., Ontario Systems, LLC, PepsiCo, Principal Financial Group, Rex Healthcare, RMS Inc., Sage, State Farm, Insurance, SunTrust Banks, Inc., W. L. Gore & Associates, Whirlpool Corporation.

Subsequently we have seen dozens of articles about the awards and the winners in major publications including the Wall Street Journal and WSJ blogs (see this recent post, the High Cost of Treating Job Seekers like Cattle mentioning the 2012 award launch). (more…)

Posted April 10, 2012 by

Contrary to Media Reports, Employers Aren’t Asking For Facebook Passwords

Mark Mehler and Gerry Crispin of CareerXroadsThis non-starter article from the Associated Press was everywhere in March and, from our point of view, much ado about nothing. Not one public company was named and the authors of this and other articles misled readers into thinking, erroneously we believe, that this ‘trend’ among US firms of all sizes and stripes was real and growing. #Yellowjournalismatitsbest.

We cannot imagine any rational firm requiring candidates to fork over their passwords. Can you just see doing that and then discovering the person was last seen celebrating their pregnancy with their friends? Or, how about forcing a candidate to disclose their recent private status where they were praying (shared only with family and friends) for some less than popular outcomes? #classaction (more…)

Posted February 23, 2012 by

Job Boards Are 2nd Largest Source of Hire; College is 5th

Mark Mehler and Gerry Crispin of CareerXroadsMark Mehler and Gerry Crispin of CareerXroads just released their 11th Annual Sources of Hire (SOH) Study – a snapshot of how large, highly-competitive, high-profile firms find their employees. Tracking and monitoring the sources of actual hires tells companies where to dedicate their hiring resources and tells job seekers where to direct their efforts.

Why track source of hire data? Companies need to know where to spend their time, effort and recruiting dollars. Job seekers need to know where to focus their efforts. This data helps both sides of the recruiting process because it tracks where employers actually hired people – not numbers of resumes received, not dollars spent, but actual hires. The top five sources of hires in 2011 were: (more…)

Posted February 20, 2012 by

17 Tips to Treat Candidates With Respect

Mark Mehler and Gerry Crispin of CareerXroadsBy Gerry Crispin and Mark Mehler

  1. acknowledging receipt of an application
  2. avoiding postings that say little or insult the intelligence
  3. eliminating out of date postings
  4. monitoring an application against open opportunities
  5. staying in touch with relevant information
  6. (more…)

Posted February 20, 2012 by

Productivity Gains by Employers Bogus As Huge Contingent Workforce Ignored

Mark Mehler and Gerry Crispin of CareerXroadsBy Gerry Crispin and Mark Mehler

A very well-written article in MIT’s Technology Review, “Tectonic Shifts in Employment’, contends that Information Technology is reducing the need for certain jobs faster than new ones are being created. Noting that, “6.3 million fewer Americans have jobs than was true at the end of 2007. And yet the country’s economic output is higher today than it was before the financial crisis.”

The MIT article admits several elements are in play but claims that technological obsolescence is the predominant factor. A similar case was made in Bloomberg Businessweek, Did That Robot Take My Job? at the beginning of the year. There’s no question that technology destroys jobs (and creates new ones) but is the gap as wide as these articles suggest?

We’re not sure.

We think the use of contingent workers, for example, has increased to astounding levels and the accounting of this headcount is almost non-existent within companies when it comes to calculating productivity from F/T. As a result, firms show productivity spikes when in fact they may be using as much or more labor to accomplish their goals.

We’re also concerned about unmeasured anecdotal evidence surfacing where well-known large companies consciously ratchet their performance technology tools to push individual workers (in the service/exempt classification) to unsustainable levels i.e. burning them out by forcing them to work longer hours to meet quotas etc. (And no, we are not talking about some other country here perhaps someone has been adopting a few developing country techniques here.) These onerous practices are similar to what we used to study in grad school as abuses from the 2nd industrial revolution, 1880-1920, that led to the rise of unions.

It makes us think some of the productivity gains we report might just be sleight of hand.

– Gerry Crispin and Mark Mehler work full time consulting, educating and discovering how talent and opportunity connect through emerging technology. They can be reached via email at, phone at 732-821-6652, or on-line at

Posted January 12, 2012 by

Time to Hire of 105 Days Better Than 135, But Fed Govt Should Still Be Ashamed

Mark Mehler and Gerry Crispin of CareerXroadsBy Mark Mehler and Gerry Crispin

Bill Leonard’s recent HR Magazine article, Wanted: Shorter Time to Hire, was an eye-opening update on the May 2010 executive memorandum directing the US Office of Personnel Management (and other Federal agencies) to reform their hiring process. The original memo called the candidate experience into question with meaningless, subjective essays and an average 135 days time-to-hire (never defined) being singled out.

To put the challenge into perspective Bill’s article notes that each year the federal government receives 21 million applications to fill 350,000 openings (that add to, replace or support 2.1 million Federal employees). (more…)