ERE community

I was wondering if there was baseline figures for corporate
recruiters and contigency recruiters on how many candidates/resumes
they typically need to review to place a successful candidate in a job
position.

We are planning to replace our existing recruiting software, I was wondering if anyone has a Recruiting Software checklist they would be willing to share. Anyone?  

Here is a little background on us. We are a small IT recruiting firm (13 people) that does perm and contract placements. Our current software is EZAccess 5.0 (which is outdated), we are looking for a more robust, user friendly system. 

Thanks,

Tom Byrne  

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

I'm searching for some creative ideas for finding summer talent throughout the US.  Do you have any suggestions?  Most of our positions will be hourly line positions.

Thank you in advance for your ideas!

Jobosabe.com (pronounced Jah-Bo-Sah-Bee) launches in BETA today and early adopters can take advantage of special features. The new Social JOBWorking site is locally focused and is partnering with newspapers across the US to be their local Social JOBworking platform. Recruiters, Job Coaches, Executive and Life Coaches and trainers can establish blogs, Talent Communities and make connections.

"As this site rolls out to dozens of newspapers nationwide over the next couple months, many thousands of candidates will be using the site to share their profiles and make introductions to prospective employers of fellow candidates. Early adopters can take advantage of a unique opportunity to claim their real estate and connect with candidates." noted Sela Rodriguez, VP of Partnerships.

Jobosabe.com has all the features of FB and LI but allows candidates a safe place to showcase ONLY employement related data while they lock down their other social networking profiles to friends and family only. 

"Social JobWorking" is the next thing for candidates and employers to participate in the social networking experience together." added Rodriguez. http://www.jobosabe.com

"Don't be a Lone Ranger on your next job search...Call on a trusted friend!

It’s no secret that recruiters are always on the look out for new ideas that are innovative and creative to help attract top talent to their organizations. Many recruiters have used promotional products. And many recruiters are beginning to use QR codes. But have you ever thought of using them together?

What is a QR code? QR stands for “Quick Response.” It’s essentially a barcode, which, when read by a smartphone, links people directly to a mobile landing page.

So, have you ever considered placing a QR code on yourpromotional items? Think about your stash of giveaways – T-shirts, pens, notepads, coffee mugs, etc. Consider placing a QR code to your mobile career site on each of these items. The code will allow applicants the ability to quickly recall a job, save the job contact information or have a direct link to your company’s website. Since the QR code was placed on a tangible promotional product, it will not only give applicants quick and direct access to your company’s information, but it will also provide them with a useful item that can be used for an extended period of time.

Okay, so that might not be overly glamorous, but imagine this:

An attendee walks up to your table at a career fair. Based on her resume, she’s the type of talent you’re looking for. You’re speaking to her about an exciting career with your organization and before she walks away, you hand her a coffee mug to reinforce her perception of your organization. As she leaves your table, you remind her to scan the QR code on the mug for an in-depth look at what it’s like to work at your organization.

She gets home and sits down at the kitchen table to review her experience at the career fair. As she unpacks your mug from her bag, she scans the QR code. Suddenly, a video appears on her phone. It’s Sally from customer service. She’s sitting at a table, sipping coffee and explaining what she does during the day and how much she enjoys working for your organization.

At that moment, the conversation you had at the career fair table was confirmed by an employee in your organization. And the attendee feels like she knows your company. After all, she just had coffee with one of your employees…

Do I have you now? What other ideas might you use to combine QR codes and promotional products? I’d love to hear your ideas.

Check out my new blog onhttp://www.nastalenttalk.com

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What do you do in a situation when you have contacted candidates via email and via phone and they don't call back?  How do you get from under "nonresponsiveness"  Can we talk?

Hello Everyone!!!

I am in the process of evaluating our compensation plan.  Can anyone tell me, from their experiences, the best plans you have seen work for contingency and technical recruiters?

Thanks!

The National Black Church Initiative (NBCI), a coalition of 34,000 African-American and Latino churches comprised of 15 denominations and 15.7 million African Americans dedicated to the eradication of racial disparities around the world,  is working to connect employers with talent and turning the proceeds into meals to feed America's hungry families. 

NBCI and Diversified Workplace LLC just announced the launch of NBCI's Diversity Recruiting Center, which will connect employers with the best in qualified, diverse talent.  This initiative will assist NBCI in feeding 100,000 additional families in 2012.

"The latest economic downturn has hit the African American family disproportionately" states Rev. Anthony Evans, President of the NBCI.  "On top of this crisis, we currently have over 49.1 million Americans who struggle to put food on their table.  Our mission is to fix the issue.  We will utilize NBCI's network reaching all 34,000 Black Churches and 15 million individuals to connect employers with the very best in skilled, diverse talent.   Our network is all inclusive from entry level workers to the extremely skilled professionals, and we will use the proceeds from the job postings to provide meals for families in need."

"NBCI's Diversity Recruiting Center allows companies to turn standard recruiting operations budgets into meals for struggling families here in America" states Karen Harlan, President of Diversified Workplace.  "We are extremely pleased to introduce NBCI's diversity recruiting solution that benefits employers in increasing the diversity of their workforce, and works to resolve the growing issue of hunger here in America."

Both NBCI and Diversified look forward to what promises to be a meaningful program with a real impact. Linking professional opportunity to hunger challenges will begin to help solve some of the key problems facing America right now, and both organizations look forward to marked progress in 2012.

For more information regarding NBCI's Diversity Recruiting center, please visit http://www.naltblackchurch.com/

Hi Group,

Has anyone ever leveraged post inteview candidate surveys to gather feedback on the candidate's experience?  The one thing that we feel is important is keeping the feedback anonymous, but is there anything else to consider?

Thanks for anyone who takes the time to respond.

Best Regards,

Joe

Hi, 

Just wanted to share this case study about one of our large clients in the Middle East who has implemented recruitment technology and launched a career website very successfully:

http://www.hiringsolutions.com/downloads/BorougeCaseStudy.pdf

Please give me your thoughts!

Hi all,

I am working with a professional services client. They want to widen the net for strong candidates, but don't want to put specific job postings on their website, for fear that their clients will see them and want to apply for the roles. That would put them in the tough position of either potentially poaching a client (and losing that client as a champion at an account) or saying no to a client who is interested in working for them but not the right fit. Any thoughts on the pros or cons of this? How would you popularize job openings without jeopardizing client relationships?

Thanks!

The largest Black Business association in the world, the National Black Chamber of Commerce, with 160 affiliates worldwide introduced a 2012 Unlimited Job Postings promotion for their Diversity Recruiting Center.  This promotion allows you to tap into their network to locate the best in skilled, diverse talent for all your open positions.

Visit www.nationalbcc.org and click on Diversity Recruiting Center for additional information.

iApplicantsis now offering a free white paper titled, "The Painless & Effective Way to Use Facebook in Your Hiring Strategy." Available for download at http://www.iapplicants.com/hr-whitepaper/facebook-recruiting.htm, this paper will help HR Managers of small to mid sized organizations understand how to overcome the common hurdles associated with using Facebook in their recruiting efforts.

Key concepts discussed in the white paper include the following:

• Why Facebook needs to be integrated in your recruiting process
• How posting jobs on Facebook can net the right applicants for your organization
• How to integrate a "Jobs" tab on your organization's Facebook page specifically for new job postings
• How a Facebook application can automate job postings and provide quantitative feedback on the success of your Facebook recruiting tactics

Hi,

I am looking for 2 candidates to fill the following contract positions and would appreciate any leads:

Junior Database Administrator

Report Developer

Let me know!

Thanks

 ets.stone@hotmail.com

Does anyone have a template of a recruiting dashboard to share? If not a template, a sample will suffice. Thank you in advance.

I am looking for information about "HR Consultant networks". How to create and develop an international network.

I am researching how do they work, what are the earnings areas or profits, charges, Foundation Act or commitments between partners and costs, but unfortunatly I haven´t found much.

I am based in Cancun and run an HR Consultant for Argentina, Mexico and Latin America and also have an ATS in Spanish, developed since 2001 by my team.  

I am looking for a first push to the subject or some one interested in the project.

Thank you very much.

Our company is looking at government work which will require us to adhere to OFCCP EEOC regulations.  I've gotten advice from attorneys and had some formal training on the topic and it seems like the message varies a bit from source to source.  I'd like to connect with a someone in a consulting or staffing firm, that has both public and private sector clients, to compare notes with and get first hand accounts of how it has worked (and not worked!) elsewhere.  THANKS!

Hello everyone! We are currently old school and use paper timecards. Does anyone have a solution for online time cards that employees can access from your website? Please, please email me at stacey@truetalentgroup.com

Warmly,

Stacey Stratton

President

True Talent Group

I have been working through a staffing agency for over two years. I have office background, military background, retail sales background. Yet, this staffing agency sends me to factory labor positions. I have had double hand surgeries due to that and seek an office position. This year the staffing agency has only worked me approximately 3 months.

I wish to have my own job. Where I know I have a job on a day to day basis.

Would any one please contact me, let me send you my resume and you tell me what I am doing wrong. I constantly look for jobs and send in the resumes and apply but the only thing I ever hear back on applications is the auto reply response. I am looking for a better response so that I can have a job.

Thank You,

Ellen Grieve

grieve.ellen@gmail.com

I am looking into Jobvite 'Source'- I just kind of scanned it very briefly so I am not sure what it entails, exactly... and I'm not looking for an ATS as I am already content with the one I have. 

I contacted them a few days ago with no response, which tells me their support must not be great, but does anyone have any hands on experience with this? 

Hi all

I really can't see the wood for trees. Is there anyone who is willing to share their IP in the form of a IT Recruitment Guide.

I have recently started as an IT Recruiter, but all the methodologies, technologies and lingo is killing me.

Please help. Thanking you in advance. My e-mail address is riaan.terblanche@live.co.za

Question:   If an employee has already been hired, but not classified at the time of hire, would subsequent evaluation and formal classification permit this employee to be considered as part of this for purposes of compliance, i.e. if they don't get classified as disabled until after they're hired, does it still count? 

Thanks, 

Keith keithsrj@sbcglobal.net