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SCG Trendwatch

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SCG Trendwatch: Recruitment Industry News & Insights – Sept 2018

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web.

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Yello, who recently hosted #HRTX Chicago 2018 on Sept 6, shares their top takeaways from the event. HRTX takes place in 8 cities across the U.S. each year, bringing Talent Acquisition and Recruitment leaders together in a half day open environment workshop.

https://recruitingdaily.com/yellos-observations-from-hrtx-chicago-2018/

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ZipRecruiter was announced as the presenting sponsor of Season 3 of Serial, the popular investigative journalism podcast. As part of the sponsorship, ZipRecruiter will launch a series called “Road to Hire”, which travels across America sharing stories of how business find and hire people.  

https://www.ere.net/ziprecruiter-serial-sponsor/

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Human Resource Executive announces their picks for the 2018 Top HR Products awards, spotlighting the most innovative new solutions on the market for HR leaders. This year’s winners include products in the areas of employee financial wellbeing to talent analysis to employee screening and AI technology.

http://hrexecutive.com/leading-the-pack/

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Merlin, a new jobs platform exclusively for connecting hourly workers with employers, launches in New York metro area.

https://www.alleywatch.com/2018/09/merlin-prioritizes-this-aspect-in-its-job-recruitment-app-for-hourly-workers/

 

 

labor day

Do you know the history of Labor Day?

labor dayDo you know why Labor Day is a national holiday, recognized nationwide? If your answer is no – you will now be informed. If your answer is yes – keep reading anyway!

 

During America’s Industrial Revolution (latter half of the 1800’s) the unbearable working conditions eventually led to an uproar – between employers and employees. Worker unions were created and served as the primary catalyst for establishing a political backbone. They organized rallies and strikes that were essential in trying to establish a positive outcome for laborers. Some of these rallies and strikes turned violent, unfortunately leaving casualties. Yet, a trailblazing event took place on September 5, 1882 (which is nationally recognized as the first Labor Day parade). On this day, thousands of activists marched in New York City – from City Hall through Union Square, all knowing they were not going to be paid for this time off. Concerts, picnics and speeches occurred on this day as well.

 

During this time two members of different unions received credited for coining this idea/day. The two men have closely structured last names, but are not related. Matthew Maguire (Secretary of the Central Labor Union) and Peter McGuire (American Federation of Labor co-founder). 

 

Matthew Maguire initiated the type of strikes aimed toward exposing unsafe factory conditions and employee hours in the 1870’s. Matthew’s outspoken political views were deemed outstretched for the time frame and therefore were responsible for his demotion as Labor Day’s founding father.

 

 

Peter McGuire is depicted as advocating this idea/day/parade concept in front of New York Central Labor Union, on May 12, 1882. Peter’s initiated strikes brought change and evolution to work hours – the standard eight hour workday, still withstanding today!

 

The year of 1894 manifested approval by congress and thereby President Grover Cleveland announced a national holiday to occur every first Monday of September, now known as Labor Day.

 

So now that you’re informed about history of this day, do not come in to work on Monday! Enjoy your day off!

snapr pic

Check Out These Cool Networking Tools

Shapr app
Shapr Interface

Many traditional business practices over the past few decades have evolved into having some sort of digital or mobile alternative. Technology is continuously creating new ways to do just about everything, including networking. What used to consist of simply shaking hands and in-person conversation has also hit the digital world with the emergence of social sites such as LinkedIn and some cool networking tools.

 

Although they can provide a way to foster a professional connection that would be otherwise difficult to attain, the way people use social platforms in general can take away the true intention which is to develop a personal relationship that is mutually beneficial.  If you are trying to connect with someone for a specific reason, they may accept your request, but they could have also accepted any number of people that day and now you’re just another connection they may or may not interact with.

 

The good news is, there are many tools out there in addition to LinkedIn that can be used for meeting people and networking, and they take a different approach compared to traditional social and networking platforms. They aim to create an experience that encourages people to go beyond the platforms to actually meet with people for lunch, coffee or at an event to form a genuine professional relationship.

 

Some of them are specific to certain kinds of meetings or interactions like Extendee and Let’s Lunch, while others, like Shapr, are a tool simply for networking with people in the area.  One of the more specific-use platforms, Extendee, is used to meet people that are attending the same conferences, festivals, marathons or any other type of event. You can then begin a conversation with like-minded people before even getting to the event, or even share a ride from the airport to the venue. The most important element that the Extendee boasts is maximizing ROI. When you have invested time and money into traveling to and attending an event, you want to get the most out of it, and Extendee helps you do that.

 

Another one is called Let’s Lunch, which has a mission to empower people to get more out of their lunch time in a unique way. Let’s Lunch connects you to companies that you could go have lunch with and experience the company culture and even discover job opportunities. Forbes said, “while there are a lot of incredible tools and resources that make it easier to network with people from all over the world, there’s still nothing quite like Let’s Lunch.”

 

The platform that I have interacted with the most is the Shapr app. The easiest way to describe it is to say it is similar to Tinder or Bumble, but for professional networking. It has a very similar interface and you swipe left for “no” and right for “yes” on the people you come across.  The app shows you approximately 15 people per day based on your location, but there is more to it. You can log in using LinkedIn, and the algorithm also uses your professional experience and tagged interests. So, if you are interested in entrepreneurship, technology and marketing, you can make that a part of your profile and Shapr shows you people that are also interested in those topics.

 

According to the app’s founder, Ludovic Huraux, the limit of 15 is important to the central idea of Shapr which is to “make networking a habit.” The limit forces people to come back daily and people don’t have the ability to swipe through tons of people every day, which would diminish the impact and effect of the app.

 

In the Shapr app, you swipe anonymously and get notified when both people swipe yes, and then a conversation can be started. Unlike some other platforms, it is less focused on sales or jobs and instead intended to cultivate relationships and get people to meet up offline.  The app has been used by all sorts of people, from company executives to entrepreneurs, recruiters, and students looking for some guidance or mentorship.  Shapr is great for finding people and simply starting a conversation.  If you are not looking for a specific type of meeting or for people going to a certain event, you might use Extendee or Let’s Lunch instead.

 

I stumbled upon Shapr from a social media post and thought it sounded very interesting so I downloaded it right away. I began using it and swiping through people without much of an expectation. I was interested in talking to people working in the marketing field who could offer some career advice. I was able to speak with people in the industry who were more than willing to provide some insight on their own career path.  That is why the Shapr app is an excellent tool for more personal (but still professional) networking. Instead of a pool of thousands at your fingertips, Shapr shows you a limited amount everyday based on what your profile says you are interested in.

 

These tools put a spin on networking on bigger platforms which gives you a pool of thousands at your fingertips. They are more focused, and most users are looking for some insight just as much as they are willing to share knowledge and guidance, which is what makes them powerful.  Most users are looking for help just as much as they are willing to share knowledge and guidance, which is what makes these tools so great.

 

Job Fair

Recruit with Virtual Career Fairs

virtual career fairs

 

 

 

In days gone by, job fairs, while an effective source of recruiting, were expensive, time consuming, labor intensive and took multiple HR representatives out of the office and away from their regular duties for days at a time.  You had to register for the event, rent furniture, schlep your booth to the site (along with your collateral materials and giveaways) and stand for hours on end talking to potential candidates who might or might not have been qualified for the positions you had open.

 

All that has changed with the advent of virtual career fairs.  While they have been around, in the past virtual career fairs were cost prohibitive for many companies. More recently improved technology has made them more reasonable.

 

With virtual career fairs, any event you want to stage is literally at your fingertips. With current technology, we can provide you with event home pages, mobile registration – including screening questions and automated responses to your candidates, ATS integration and real-time analytics – all designed to work around YOUR needsYOUR scheduleYOUR budget.

 

Virtual career fairs allow your team to remain at their desks and interact personally with pre-screened applicants in real time, creating an experience for applicants that immediately furthers your brand, creates an immediate relationship between applicant / recruiter, and establishes your company as technologically savvy.

 

Whether you want to hold a one-off event, or to take a deep dive and hold up to three events a month, we have a solution for you. For more information, we invite you to view our case study and contact us for more information.

 

recruiters marketers

In 2018, recruiters need to act like marketers. Oh, really?

recruitment marketingAt the beginning of each year the recruitment pundits make their predictions as to the trends that will take place in the coming year. They are hoping to give recruiters a head-start in preparing and implementing new strategies. For the most part they are all interesting and informative.

Of course, in a recruitment marketplace that is showing great job growth (January-March had the strongest average monthly job growth since 1997) and extremely low unemployment (January-March holding at 4.1%), successful talent acquisition becomes a much more daunting task. Recruiters are looking for anything that will provide the edge they need. (For more information on why the market is tightening click here.)

In trying to digest all of the suggestions, I noticed that a great number of them were saying that in 2018 recruiters need to be marketers. Hmm. Good and very pertinent suggestion; but shouldn’t talent acquisition professionals always act like marketers?

The objective of a professional talent acquisition team is to identify, attract and onboard talent that will enable the company to meet and even exceed their goals. They strive to put together strategies that will bring the best and brightest to their team. That requires constantly selling the company and continually building the employer brand by consistently repeating the employee value proposition (EVP) – what the employee receives in return for the expertise brought to the table. That is certainly no different than a marketer approaches building their brand.

Below are some things that as a recruitment marketer you can be concentrating on:

Build a consistent employer brand
This will make the candidates predisposed to applying.

Gather market intelligence
This will help you to know your competition and where you can find your next superstar.

Put your advantages front and center in copy
This will help to attract more individuals from which to choose.

Choose your media wisely
There are so many channels out there they can be confusing or the perfect targeting tools.  But it takes homework.

Don’t stop
No matter the job market’s supply and demand, always think like a marketer.

Of course, it would help to have a partner in your recruitment efforts with experience in recruitment and marketing such as an agency full of talent like SCG.  At SCG, in our daily practice we use the Peso model (Paid, earned, shared and owned media) specifically designed for HR, shown below, as the center of our strategic planning to help you achieve your goals.  Contact the SCG location nearest to you.

HR Peso Model

recruitment Peso model

 

recruiting baby boomers

Recruiting the “Baby Boomers” in the Digital Age

recruiting baby boomersYes, I admit to being a member of AARP. And as a member of their organization, I try to keep involved with the issues that affect us “mature workers”. Volunteer work, tech classes, social security updates, employment decisions, healthcare changes, financial strategies, etc. are important to me now and will be even more important to me in the future.

 

A few weeks ago, I attended a presentation on “Job Searching in the Digital Age”. Since several of my clients use digital, I was curious to see what AARP had to say about job sites such as Facebook, LinkedIn, Glassdoor, etc., as well as putting your resume out there, interviewing skills, follow-up, etc. Was the mature audience still working? Were they still being recruited?

Skills

I’ve been very fortunate in my career to keep up-to-date on digital changes and was happy to see that many of the attendees were also. As the majority of the presentation was done on an IPad mini, most individuals understood the use of it … the same with a provided stylus. Everyone owned and used laptops or PCs, and all, of course, had smart phones. Screen swipes, search engines, tapping, keywords, etc. were known by all. Computer skills were excellent, including Excel, PowerPoint, Word, Outlook, etc. There may be legitimate concerns about older workers when it comes to technology, but those skills are being used by us older workers in today’s workplace.

Experience

Customer service is one area in which mature workers tend to shine. You can count on them … you can find a maturity in decision-making you don’t generally find with younger people. In 2014, SHRM asked HR professionals what they considered the top advantages of older workers. Experience was No. 1, followed closely by maturity/professionalism and a stronger work ethic.   Mature workers also play a vital role in providing skills to younger people … people with experience can share what has been tried in the past and hot it can be improved.

Loyalty

Workers older than age 50 may be more loyal. Younger workers may feel conflicted about how to split their time between work and family. For example, their commitment to finish a big project may be at odds with their commitment to take the kids to sports practice in the evening. By age 50, many workers no longer have to worry about those divided loyalties. Children are grown, or at least older, which means less time and energy needs to be devoted to home life. You may have more of a work focus when you’re not worried about the kids.

 

A few points of this blog have been sent to me by colleagues and/or re-emphasized from other sources. But what I’ve found is that all of us — young or old — need to keep the mind challenged and skills updated, especially in today’s changing world. And the older generation has years of experience and life lessons to be a valuable part of today’s workforce. So, let’s keep recruiting these “oldies but goodies” for today’s workforce … you’ll be glad you did!

Businesswoman Searching Online Job In Office

It’s Time to Stop Calling Them Passive Job Seekers

passive job seekersIn the world of recruitment, we use the terms “Active and Passive Job Seeker,” to differentiate between people who are actively searching for jobs, whether out of work or ready for a change, and those who are currently employed, but may be convinced to consider another opportunity.

Before the Internet and social media, candidates had to work hard to find and apply to jobs. But with technology leading to greater access coupled with people changing jobs more frequently, I propose that a new term needs to be implemented. Call it the “Always Looking” Job Seeker, the “Semi-Active” Job Seeker, the “Opportunistic” Job Seeker.

The word passive is outdated. As long as you have a smartphone, you always have the ability to look for job opportunities. A recent Indeed study (Talent Attraction Study: What Matters to the Modern Candidate) demonstrates how job seekers have changed:

  • 71% of workers admit to active job searching or at least openness to a new opportunity. This statistic shows that passive job seekers are no longer the majority.
  • 50% of adults who earn between $100,000 and $110,000 start reviewing new job opportunities within just 28 days of the start of their current role
  • Among all employed adults, 65% look at new opportunities within 3 months of starting their new job.
  • 58% of workers look at other jobs at least every month. 18% review job openings daily.
  • 44% of adults subscribe to job alerts, which deliver notifications right to your inbox

 

Switching jobs has become more common, especially among millennials and younger generations. Currently employed millennials typically plan to stay in their current role for only a year or two. They may not be actively job seeking, but would be willing to switch for a better opportunity, whether that means better perks, better advancement potential, a greater feeling of purpose or something else.

Targeted email job alerts with matching and learning technology, such as ZipRecruiter, allow individuals to keep an eye on possible job opportunities without lifting a finger. Social media sites and niche online communities like Stack Overflow for developers, allow potential job seekers to learn about company culture, values and opportunities, where they are already spending their time online.

As the passive and active job candidate line becomes more blurred, companies need to utilize a mix of tools including social media, job alerts, specialty niche communities and referrals to reach these “in-between” candidates.

2018 is going to be a battleground for talent

5 Reasons 2018 Is Going To Be A Battleground For Talent

2018 is going to be a battleground for talent

If you’re a recruiter, you can already feel it. The demand to fill a growing number of job openings is already here. Complicating things for your recruiting efforts is the fact that job seekers have more opportunities from which to choose. In short, you’re not the only game in town.  Additionally, the improved job market has employees feeling more comfortable to move from passive to active job seekers.

If you are not yet a believer in the changing job market ahead and its effect on recruiting, here are five statistical trends that should change your mind.

Job Openings Continuing to Rise

The job openings trend across the nation has been steadily increasing since July 2009. From that time through October 2017 the total number of job openings has grown nearly 3 times larger. That means job seekers are looking at 6 million opportunities today when back in 2009 their job search would include just over 2 million jobs. That really puts incredible pressure on recruiters to differentiate their company as an employer.

The Quit Rate is Up

According to the Bureau of Labor Statistics, the number of people feeling comfortable enough to quit their jobs has nearly doubled since 2009. These individuals are quitting to accept a new position or feeling confident enough to quit without a new job on the horizon since there are plenty of job openings (as shown above) out there for them.

A Lower Participation Rate

Part of the equation for creating a sufficient talent pool to meet your recruiting needs is the number of individuals who qualify as a potential candidate but for one reason or another have opted out of the job market. In just the last 6 years, that number has decreased from 63.7% to 62.7%. Sounds like a small movement, but in combination with all of the other statistics discussed here, this has a big impact.

Lower Number of Layoffs and Discharges

There are always a number of individuals who are forced into the job market through layoffs and discharges. As the economy improves, the number of individuals affected is reduced. Hence, less talent is available for hiring in the “active” job seeker category. Unfortunately, these are what you refer to as the lower hanging fruit. This is a group that is much easier to recruit and makes your job all the easier.

Tax Changes Will Spur Pay Increases

Sometimes it just takes more money to entice individuals to stay in their current position rather than jumping somewhere else. With the newly implemented corporate tax structure companies are going to have more money to use at their discretion. Many times, they may have an opportunity to save an employee with a raise thus keeping that individual from entering into the job market.

If you want to see most of the statistics above in greater detail, go to the JOLTS Home Page on the Bureau of Labor Statistics website.

If you want more details on the 2018 job market and how you can conquer its massive challenges, feel free to contact SCG Advertising & Public Relations.