Ethics and Good Recruiting
It is far too easy to get caught up in our own perspectives, careers, and day-to-day activities that we don't see alternatives to the problems we face. Instead, we continue to follow traditional approaches, even when they are obviously inadequate.
Almost everyone involved with talent acquisition is squirming under pressure from hiring managers to find more qualified candidates. Recruiters are quick to grasp at any solution that offers hope of giving them access to better people.
Why Developing and Rotating Your Employees Makes Sense
In the past few months, I've been working with organizations that are talking a lot about the internal mobility of employees. They want to know how employees should be selected for movement and what criteria should be followed.
Many HR professionals and hiring managers look at internal mobility as something they should control and as something that is somewhat independent of the employee's wishes or timeframe.
Alas, back in the good-old 20th century, employers could call the shots.
The Art of Pushing Back
Hiring managers can be a pain. Let's face it, they often just sit at their desks and send off a requisition or an email requesting someone who walks on water. They pick up the telephone and ask us to drop by while they tell us about that impossible-to-find candidate they want within a week. They may not be sure of what skills they need the new person to have so they ask for a lot more just to make sure.
Anyone who has been a recruiter for a while has had an experience, or many experiences, with managers like this.
The Video Resume
Corporations have been working hard to get us to buy their products and services for decades. Over the years, they have moved from print and billboards to television and movies.
They have learned to be sophisticated and fun. In fact, many of us email our friends funny and entertaining advertisements. Lots of people watch the Super Bowl just because of the commercials that corporations spend millions of dollars preparing.
Helicopter Parents
Are parents calling and promoting the abilities of their son or daughter? Do you feel that the resumes you receive from college seniors were written by parents? Are you faced with irate parents demanding to know why you are offering their child such a low salary? Are benefits and salary being negotiated by mom or dad or both?
If you have experienced any of these or similar incidents, join the crowd, and if not, get ready to!
For more than three years, articles have been mentioning the growing influence parents are having on
How Many of Who?
The convergence of several factors has likely led to the steady rise in the number of articles, conferences, and consulting calls focused on workforce or talent planning.
There have been more venture-funded start-ups this year than any time since 2001, initial public offering activity is up, and the demand for new college graduates increased by 13% this year (according to U.S. News.com) while these graduates' interest in corporate jobs declined.
Managing Talent
Over the past 20 years, American corporations (and most corporations worldwide) have embraced a variety of initiatives for improving efficiency, increasing profit, and ensuring quality.
These initiatives have ranged from business process re-engineering to Six-Sigma quality and have been responsible for the productivity gains world economies have enjoyed, as well as for the lower prices and better quality of most products we use.
These initiatives have changed our expectations.