by Teresa Fausey
According to NACE’s Class of 2012 Student Survey Report, the employer/job characteristic most important to last year’s grads was finding an interesting, satisfying, and meaningful job. They also wanted (in descending order of importance) a good compensation package, friendly coworkers, a positive company reputation, a right-fit workplace culture, and stability.
And, as might be expected, most of the soon-to-be grads surveyed said that if they were to consider a specific position, the opportunity for personal growth would be the most important factor. Job security, friendly coworkers, good benefits, and recognition made up the rest of their top five “extremely important” considerations. (more…)
by Kevin Hawkins
Your career site—it’s the digital hub of your HR messaging. Yes, you post jobs in the most appropriate venues, you have strong social media channels, you address candidates’ mobile habits, and you practice ongoing search engine optimization. (You DO, right?)
Regardless of your other online activities, your career site is the key to your recruiting success. After all, 77% of candidates use employer career sites as their primary source of company and career information. Career sites are so important that, in CareerXroads 2013 Source of Hire report, 23.4% of surveyed employers identified their career site as a key source of external hires.
With so many candidates using your career site to educate themselves about your company and to apply for jobs, you want everything on your site to help provide the best possible candidate experience. Make sure these three mistakes aren’t driving candidates away from your site: (more…)
by Cynthia Trivella
Christopher de Mers is also an extraordinary person. Not only does he stay very busy at work, he is also an avid volunteer and a supporter of many community groups and events. One of his favorite pastimes is reading—for personal pleasure and to less fortunate children who do not have easy access to books. What most interests me about Christopher is his approach to work and life—he is someone who believes in always applying the KISS principle.
Recently, I had the privilege of sitting down with Christopher de Mers and getting his views about some key HR issues: (more…)
by LeAnne Miller
Planning on blowing them away during your next campus recruiting visit? Extraordinary swag—although lots of fun and totally necessary—is probably not the element that will ultimately drive students to your career site to apply. If students are seriously looking for a job, their first priority will be to get an idea of how they’d feel sitting at a desk and working with a team at your company.
If they’re just collecting swag…
When Kate R., a current college student, was a freshman, she went to a career fair just for the swag. In her MIT Admissions blog post, “Swag…I mean Career Fair,” she explains that she didn’t even take a resume to that event. But here’s what she ended up collecting: (more…)
by Larry Engel
There’s nothing more satisfying than experiencing the exact moment when the light bulb turns on above my client’s head. We’ve all experienced that moment at one time or another—you’re explaining a topic or technique to someone and they’re returning a bit of a blank stare, as if most of what you’re saying just isn’t connecting for them.
Then suddenly, something clicks. Your listener’s expression goes from bewilderment to understanding. She begins to smile and her eyes light up. That’s the moment in a conversation when things get exciting. Now comes the onslaught of exploratory questions—questions that lead to a deeper understanding of the topic.
I love those moments.
And we’re having one right now in the HR/recruiting industry with regard to candidate experience. It’s like a light bulb has suddenly lit up above the HR industry’s collective head—and it’s a wonderful thing. Although candidate experience has been discussed and written about by some industry experts over the years, a real buzz has developed about this topic lately.
by Monica Lukas
odopod.com/inside/ is an excellent example of how great design, along with messaging that honestly communicates your workplace culture, can make your career site an attractive destination for the right job seekers.
This site has a lot going for it, but today, I’ll focus on just one thing—how Odopod conveys its cool workplace culture through a process of “show and tell” that uses clean page design, bold color, smart headlines, and rich content delivered in a fun way.
Odopod’s career section home page starts by simply announcing, “We’re Odopod, a digital agency.” (No question about who they are or what they do.) As you scroll down the page, you’ll find the following basic company information—delivered with a lot of Odopod personality: (more…)
by Matthew Adam
Welcome to the very first edition of a new series called “The Insider’s View.” On a quarterly basis, I’ll be posting interviews with top talent acquisition leaders from all over North America.
I’ve selected these leaders because they display a dedication to delivering best-in-class candidate experiences, as well as an ongoing commitment to their craft. I have found their leadership and perspectives to be both enlightening and inspirational. I hope you will too.
The only thing I ask of contributors is that they share their perspectives as if we’re having a simple one-on-one conversation—be honest and give real answers absent of any unnecessary buzzwords or fluff.
So without further ado, I’d like to introduce my first guest, Rick Badgley, Vice President of Global Staffing at Starbucks®. He lives and works in Seattle, Washington, and was kind enough to share some valuable insights from an award-winning organization.