Category: Employee attraction
Talent
November 17, 2009
November 17th
“Talent is not patient, and it is not faithful”
- Categories: Articles, Employee Engagement, Employee attraction
Recruiting Software
November 13, 2009
November 13th
Today we see more companies using recruiting software and applicant tracking systems in order to screen through candidates better. I found an interesting article from CIO that gives job seekers hints on how to optimize their resumes for these new technologies.
It’s a time consuming process for the companies to screen out the many candidates who apply to today’s jobs that do not meet the qualifications. We understand this concern and have products developed just to help screen people out and save a lot of time. If you are utilizing job postings then make sure you are adding the screener questions. You can save time by just looking at people who answered your questions correctly. If you are really short on time then leave the full screening portion up to our professionals. We will use our industry recruiting experts to screen out candidates. In the end we will hand you the resumes that meet your qualifications. Just think about all the other things you can accomplish in the week without having to screen out everyone that doesn’t fit your profile.
- Categories: Articles, Employee attraction
Power of Social Media
October 28, 2009
October 28th
Did you know that Careerbuilder is an authorized reseller to Facebook? In a recent post of ours we talked about a survey that was conducted by Ethos Business Law in July 2009, saying that social media is being used as a means to enhance relationships with customers, build a company’s brand, as a customer service tool, boost employee morale, and add to the recruitment process.
My question today for you is how much time have you put into learning about how your business can be impacted by Social Media?
- Categories: Articles, Employee Engagement, Employee attraction
Check out our Q4 2009 Hiring Forcast for free!
October 15, 2009
October 15th
Every quarter CareerBuilder and USA Today partner and conduct a survey to just under 3000 hiring managers and HR professionals. The results are compiled and a booklet containing the forecast is sent to our top customers.
Check out our Q4 2009 Hiring Forcast for free!
- Categories: Economy, Employee attraction
YouTube CEO: Hiring the Right People “Executive Views”
October 2, 2009
October 2nd
When interviewing someone think about if you would want to be stuck in the airport with them.
- Categories: Articles, Employee attraction
Free Vertical Webinar Trainings!
September 30, 2009
September 30th
Sign up for free vertical trainings on your recruiting services. We have 4 different times over the next 3 months.
- Categories: Employee attraction, Technology Industry
Steve Ballmer: Making Outside Hires
September 29, 2009
September 29th
- Categories: Articles, Employee attraction
September 24, 2009
September 24th
Check out Twitter’s CEO on Smart Hiring
- Categories: Articles, Employee attraction
Recruitment and Growth in Biotechnology
August 28, 2009
Biotechnology is often used to produce drugs, therapies, and vaccines commonly found in medical practice, while it is also used in the development of genetically modified crops, DNA fingerprinting, environmental products, and industrial applications. Consisting of about 1,500 companies, the industry has a combined annual revenue of close to $70 billion. The average revenue per worker is more than $350,000, being that the industry is highly capital intensive. Of course, Biotech firms often face stiff competition from pharmaceutical companies, who are also vying to be first with a new product or discovery.
Positive signs of growth at the end of Q2 2009 include the rise of US consumer prices for medical care commodities and medical care services, which are common indicators of biotech’s firms profitability. Both increased to just over 3% in June compared to the same month in 2008.
- Categories: Employee Engagement, Employee attraction, Technology Industry
Study on Social Networking
August 20, 2009
August 19, 2009 –
As social networking grows increasingly pervasive, more
employers are utilizing these sites to screen potential employees. Forty-five percent of employers
reported in a recent CareerBuilder survey that they use social networking sites to research job
candidates, a big jump from 22 percent last year. Another 11 percent plan to start using social
networking sites for screening. More than 2,600 hiring managers participated in the survey, which
was completed in June 2009.
Of those who conduct online searches/background checks of job candidates, 29 percent use
Facebook, 26 percent use LinkedIn and 21 percent use MySpace. One-in-ten (11 percent) search
blogs while 7 percent follow candidates on Twitter.
The top industries most likely to screen job candidates via social networking sites or online search
engines include those that specialize in technology and sensitive information: Information
Technology (63 percent) and Professional & Business Services (53 percent).
Why Employers Disregarded Candidates After Screening Online
Job seekers are cautioned to be mindful of the information they post online and how they
communicate directly with employers. Thirty-five percent of employers reported they have found
content on social networking sites that caused them not to hire the candidate. The top examples cited
include:
• Candidate posted provocative or inappropriate photographs or information – 53 percent
• Candidate posted content about them drinking or using drugs – 44 percent
• Candidate bad-mouthed their previous employer, co-workers or clients – 35 percent
• Candidate showed poor communication skills – 29 percent
• Candidate made discriminatory comments – 26 percent
• Candidate lied about qualifications – 24 percent
• Candidate shared confidential information from previous employer – 20 percent
Fourteen percent of employers have disregarded a candidate because the candidate sent a message
using an emoticon such as a smiley face while 16 percent dismissed a candidate for using text
language such as GR8 (great) in an email or job application.
Why Employers Hired Candidates After Screening Online
Job seekers are also encouraged to leverage social media when advertising their skills and
experience. Eighteen percent of employers reported they have found content on social networking
sites that caused them to hire the candidate. The top examples include:
• Profile provided a good feel for the candidate’s personality and fit within the organization –
50 percent
• Profile supported candidate’s professional qualifications – 39 percent
• Candidate was creative – 38 percent
• Candidate showed solid communication skills – 35 percent
• Candidate was well-rounded – 33 percent
• Other people posted good references about the candidate – 19 percent
• Candidate received awards and accolades – 15 percent
“Social networking is a great way to make connections with potential job opportunities and promote
your personal brand across the Internet,” said Rosemary Haefner, Vice President of Human
Resources at CareerBuilder. “Make sure you are using this resource to your advantage by conveying
a professional image and underscoring your qualifications.”
Haefner recommends the following DOs and DON’Ts to keep a positive image online:
1) DO clean up digital dirt BEFORE you begin your job search. Remove any photos, content
and links that can work against you in an employer’s eyes.
2) DO consider creating your own professional group on sites like Facebook or BrightFuse.com
to establish relationships with thought leaders, recruiters and potential referrals.
3) DO keep gripes offline. Keep the content focused on the positive, whether that relates to
professional or personal information. Makes sure to highlight specific accomplishments
inside and outside of work.
4) DON’T forget others can see your friends, so be selective about who you accept as friends.
Monitor comments made by others. Consider using the “block comments” feature or setting
your profile to “private” so only designated friends can view it.
5) DON’T mention your job search if you’re still employed.
Survey Methodology
This survey was conducted online within the U.S. by Harris Interactive© on behalf of
CareerBuilder.com between May 22 and June 10, 2009 among 2,667 hiring managers and human
resource professionals (employed full-time; not self-employed; with at least significant involvement
in hiring decisions; non- government) ages 18 and over. With a pure probability sample of 2,667 one
could say with a 95 percent probability that the overall results have a sampling error of +/- 1.9
percentage points. Sampling error for data from sub-samples is higher and varies.
About CareerBuilder
CareerBuilder is the global leader in human capital solutions, helping companies target and attract
their most important asset – their people. Its online career site, CareerBuilder.com, is the largest in
the U.S. with more than 23 million unique visitors, 1 million jobs and 32 million resumes.
CareerBuilder works with the world’s top employers, providing resources for everything from
employment branding and data analysis to talent acquisition. More than 9,000 Web sites, including
140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary
job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune
Company, The McClatchy Company (NYSE:MNI) and Microsoft Corp. (Nasdaq: MSFT),
CareerBuilder and its subsidiaries operate in the U.S., Europe, Canada and Asia. For more
information, visit www.careerbuilder.com
- Categories: Articles, Employee Engagement, Employee attraction