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Being out of work can be difficult on a number of levels. Reassurance and encouragement from friends and family is essential in supporting job seekers through what can be a frustrating and isolating time. It can take months to get through the recruitment process from beginning to end and sometimes even getting through the first hurdle of the interview can be difficult. 

There are a few simple things you can do to help support someone who is out of work and in need of some encouragement and guidance. 

A phone call - A simple phone call can be the first step ...

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If you’re a follower of the NBA, live in New York or maybe just somebody who has a twitter account, you might have heard of a guy called Jeremy Lin by now. In case you haven’t, here’s a video that might give you some idea.

One week ago, Jeremy Lin was a no name basketball player who had been scratching around the league for a roster spot and buried in the depth chart of a dysfunctional New York Knicks. 1 week, 4 games, 4 straight wins, 4 MVP awards and a record breaking 127 points later, Lin ...

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Sourcers, especially the hard-core practitioners of this specialty niche, are in demand again suggesting that ‘hard to fill' openings are getting even harder to fill.

The bi-annual ERE Sourcecon meeting, as most folks on this site know, was held in Atlanta at the downtown Aquarium February 8-10. The niche conference offered plenty of action for everyone interested in tracking, hunting and engaging candidates.

With over 200 attendees it was the largest gathering of its kind to date and, because of its specialized focus, it afforded me with a glimpse of how some of the best technical practitioners in our profession ...

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The lines between work and personal lives are blurring for many employees. They’re seeking balance between the two, and are finding value in the ability to choose the specific benefits that best meet their needs at this point in their lives. And employers are learning that, when chosen and implemented effectively, benefits can demonstrate leadership’s concern for the well-being of employees, reinforce cultural values, and foster deeper employee engagement.

According to James Berkeley, Director of Berkeley Burke International, however, there’s still a disconnect. “The decisions made regarding what benefits to offer are often based on subjective viewpoints ...

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Almost everyday candidates grouse about the mystery surrounding the corporate hiring process. They just can’t understand why recruiters don’t take their calls or provide updates on the status of a search. And while some companies are making a concerted effort to improve the candidate experience, Dr. John Sullivan concedes that others often “pay only lip service to becoming more open, honest, and transparent.” Read more.

Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. In this article, we’ll be talking about sourcing, recruiting the individual, Sodexo case study, creating your employment stories and Oracle acquiring Taleo.

Here are the articles our that interested us this week (in no particular order), enjoy!:

Sourcing through Adversity by AmyBeth Hale (@ResearchGoddess)

Love this post by AmyBeth on Ada La Chaux’s great presentation at #SourceCon.  You can check out the presentation here.

Recruiting the Individual: 3 ...

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http://www.johnstonsearch.com/inbound-recruiter-blog/ In this VLOG (Video Blog), Brian, your Inbound Recruiter Trainer, discusses a HOT TOPIC on blogosphere over the last few weeks... Agency vs. Corporate Recruiter.

Link to Post: http://www.johnstonsearch.com/inbound-recruiter-blog/bid/71984/Recruiters-Are-Going-To-Die-Get-Over-Yourself-Inbound-Recruiter

After reading another "blog fight", I feel like I needed to cut a video with some viewpoints. There are some really UNHAPPY RECRUITERS on both sides of the fence, which is very sad, and I pray for those who feel like they need to "defend" their territory. (I have been there/not a good place to be)

I LOVE ...

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There is always a risk associated with selecting talent from outside the walls of your organization. Culturally, technically, socially, will the new employee fit and add value? 

We believe the benefits offered by new talent far outweigh the risks. If new talent aligns well with an organization’s needs and corporate culture, the results can impact the company in profound ways. 

To ensure a good cultural fit for new hires, consider structuring interviews to accurately assess candidates’ values and how they define and achieve their goals. This can be done in the form of a cultural questionnaire so that a ...

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Thursday's announcement that Oracle acquired Taleo for $1.9 billion is another in a string of acquisitions generating a lot of buzz in our industry. I've read article after article on what this means for both Oracle (ORCL) and Taleo (TLEO), as well as for stockholders, but none on how will it impact small and mid-size employers? Is Taleo's talent management solution the right fit as it gets folded into Oracle's growing cloud-based offering? Given the current spotlight on acquisitions in the HR solutions arena (SuccessFactors acquired by SAP less than 2 months ago), it's ...

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Innovative managers have traditionally used contests and incentives to motivate employees and eliminate the tedium of performing routine tasks. But now,gamification is becoming widespread as managers and HR leaders use game mechanics and theory to drive behavior by injecting a little fun and a sense of community into non-game environments such as innovation, marketing, training, employee performance, health management and social change. In fact, Gartner predicts that by 2015, more than 50 percent of organizations that manage innovation processes will gamify those processes. Read more.

Making sure you are collecting the right data for your organization is integral to improving and optimizing your recruitment marketing strategy.  But it’s not just capturing this data that’s most important (although you can’t get anywhere if you don’t capture it.)

Instead the most important aspect is how you can display / make available this data in a way where you can easily make meaningful insights into your recruitment & sourcing initiatives.

Making sure you are fulfilling your data needs

In order to make sure this is happening, you need to identify two main things:

What data?:  Basically ...

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Throughout my career as a senior Recruitment Leader and now as an Organizational Talent advisor to a number of companies, I have been fortunate enough to work with a large number of great organizations who gave me the opportunity to partner with them on developing and implementing new practices to enhance their recruitment function and hiring outcomes. A few years ago a large Canadian organization asked me to come in and partner with them to build an in-house recruitment function for them from scratch – what a great opportunity to put my recruitment experiences and beliefs into place. The company had ...

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Taleo goes. 

Thou know'st 'tis common; all that lives must die,
Passing through nature to eternity.

Hamlet Act I, scene 2, line 72.

More common lately !

The economy is hotter at this moment that at any time in my working life.  We had a shockingly good January at our firm, but we have felt the surge for a few months.

The war for talent is gonna be back- for realz.

Its all very exciting- the hangover will hurt, but it's party time now !!     

(This series focuses on the most common reasons we've heard for why recruiters don't want to offer contract staffing.  These reasons are based on common misconceptions about contract staffing and prevent recruiters from reaping the benefits of offering contractors to their clients.)

Reason #2: I don't know where to find contract candidates

There once was a time when it was difficult to get candidates to consider contract assignments.  But that was about the same time when contractors were called temps and were mainly secretaries and blue collar workers. Times have changed, and so have candidates' attitudes toward ...

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The Staffing Lifecycle (SLC)!!

The Staffing Lifecycle (SLC), this is basically the complete process from start to finish in staffing a position. So let's look at it (very simplified, and in some cases you may have extra steps)(where there is an A and B means variables that may happen):

1. Your HR team (sometimes), say your development manager (or any HM), and you have gotten together and have determined there is a need for a new hire.

2. You all determine the level, salary, group, relo, visa, diversity, internal, Hiring Manager (HM), responsibilities, etc. You and the HM ...

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Recently I facilitated a session on "Recruitment Trends and Best Practices" for a large group of senior Recruitment and HR leaders from a large global technology company at their annual HR Leadership offsite in Chicago. This organization is one of the better ones I have worked with in terms of their focus and investment in talent. They understand that the acquisition, development and engagement of talent is the number one priority for their HR team. Their partners in the business look to them as experts in talent. They don't care about the traditional recruitment metrics so many companies get ...

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This blog originally appeared on NAS Talent Talk. To read more from Kristine Rhodes and other bloggers like her, please visit http://www.nastalenttalk.com. 

Ever frustrated about how your employee referral program and the technology that supports it creates an employee referral mess? Frustrated employees. Frustrated referrals. Embarrassed HR departments because of the big black hole, and equally frustrated by how difficult it is to maintain the program. Seems like we should all figure it out, since organizations on average attribute 27.5% of their total hires to employee referral programs (2011 CareerXRoads Source of Hire Report).  

Well, we ...

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Take this quick survey and learn where your company's referral program stands in line with the current benchmarks.   All responses and feedback are appreciated!

GooodJob Team 

According to the Kelly Global Workforce Index employees worldwide give their managers only a marginal ‘pass’ mark for overall performance in the way they lead their teams. Across all regions, managers score just 6.4 out of a possible 10 points—well below the high-performance level that many companies would hope to achieve. 

It’s tempting to dismiss this as employees simply asking ‘too much’ of managers, yet the widespread nature of this assessment suggests that people’s experiences of leadership are generally average at best. 

If this is the case, the chance of employees learning strong leadership skills from ...

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