Recruiting Front Lines
Tired of Staff Who Just Don’t Care?
The hospitality industry has historically seen one of the highest turnover rates of any industry. While a large part of this is due to the seasonality of many businesses, a lack of attention to the hiring process is also a major factor.
Staffing Up in a Down Economy
The Auxiliary Workforce Plan
by Jason C. Blais
I believe the first step on the path toward success is to look within. That doesn’t mean we need to set up meditation schedules and personal reflection time, though those aren’t bad ideas, but rather that we need to figure out just what our companies are made of.
NH Human Resource Professional Come Together!
The Granite State Human Resource Conference’s 2009 Human Capital Summit took place on Tuesday, May 12, in Manchester, NH, attracting nearly 300 professionals in HR, nearly 50 exhibitors, and a dozen or so sponsors. This year, the conference offered more HRCI credits than ever before- with a PHR or SPHR able to pick up 6.25 recertifications hours, and GPHR able to pick up 3.25. The day of professional development and networking was punctuated with a moving keynote speach by Bert Jacobs of Life is Good talking about the power of optimism.
Yahoo! News Story – Layoffs slow to 539K in April; jobless rate rises
Layoffs slow to 539K in April; jobless rate rises
http://news.yahoo.com/s/ap/20090508/ap_on_bi_go_ec_fi/us_economy
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Yahoo! News
http://news.yahoo.com/
Why HR Rarely Develops the Employment Brand
(Reprinted from the Employment Branding Best Practice Exchange on LinkedIn)
After speaking with more than 100 HR professionals over the last year, I’ve found that very few develop or feel they control the employment brand. At first, this appears to illuminate a broken system.
JobsInVT.com Partners With the Vermont Chamber of Commerce
Vermont’s #1 Recruitment Resource Forms Strategic Partnership With State’s Largest Chamber of Commerce, Offering High Growth Industry Portals, Discounts and Webinars to Members
Attracting the Best Candidates for Every Position Every Time.
Winning the War for Talent
Employer career fair tips for attracting the very best candidates every time for every position in your company.
The following tips have been culled from literally thousands of conversations with job seekers at career events. If you are serious about attracting and engaging the very best candidates, be sure to discuss and promote the following items.
Social Media Bucket #1: Social Networking
In today’s edition of the Recruiting Front Lines, I’m concluding my 3-part series on the three primary uses of the social media platforms. As I’ve previously written, I have found that all social media platforms and resources fall into one or more of three buckets: Social Networking, Professional Networking, and Information Sharing. I have already written about the latter two, and have heretofore been reluctant to complete my three part series. It’s really no wonder, considering how little time and experience I have dealing with Bucket Number One, Social Networking. I feel compelled to acknowledge up front, that this is the area of social media that I know the least about. To provide a more thoughtful and complete analysis of this bucket, I’ve turned to a valued expert, Shawn McGowan, Social Media Marketing Coordinator for JobsInTheUS.com.
Abstract from 20/20 Employment Branding
Abstract from 20/20 Employment Branding:
Employment Brand Defined
In this session, we’ll talk about creating and leveraging a “brand” to increase your recruiting success. We’ll identify the strategies that are used in marketing and advertising to attract customers, and apply them to the goals of attracting the best possible candidates.
Simple, Memorable, and Thought Provoking
Simple, memorable, and thought provoking. Those should be the three keys to creating a tagline specific to your employment brand. Also, keep in mind that your employment brand will be viewed internally as well as externally. To this end, slogans will serve to remind your employees what they like about working for your company and therefore, will be effective and lasting. Work with a group within your organization to develop your logo and slogan or tagline. Remember, “good enough” truly isn’t good enough. You’ll want to take enough time that you are absolutely positive that you have the best copy, that it conveys the message you want, and that it is memorable. Once you make a decision to launch an employment brand, you’ll have to be dedicated to sticking with it for a significant length of time without making any changes.
Resume 411 From Guest Blogger Debra Wheatman
Thanks to Debra Wheatman for sharing this excellent article on the truly important issues to consider when creating your resume. Whether or not you’re currently looking for work, this is definitely worth the read!
Drafting an effective résumé is key to contributing to a successful job search. Oftentimes, the résumé is the first thing a hiring manager reviews to determine your suitability for a potential opening. This first (and lasting) impression is critical; putting your best foot forward in creating a highly accomplishment-driven document will go a long way in ensuring that you are contacted. There are a number of things that should be considered to ensure your résumé works to your advantage:
Changing Your Appreciation Progams? Be Careful!
Over the years, I’ve worked for many companies who put on great employee appreciation events, and many more who offered referral bonuses when they were hiring.
Few, however tied these programs together to clearly communicate and reinforce their Employment Brand. If you’re going to put in place an incentive for your employees to speak with their friends and family about working for your company, you should ensure that your core values and unique programs are top of mind, and clearly understood by all. Again, as I have written several times, your values must be in line with the reality of your environment to ensure brand integrity, and ultimately brand loyalty.
Changing Your Appreciation Programs? Be Careful!
Over the years, I’ve worked for many companies who put on great employee appreciation events, and many more who offered referral bonuses when they were hiring.
Few, however tied these programs together to clearly communicate and reinforce their Employment Brand.
My Blog Elevator Pitch (for a tall building)
First, a word of thanks to the MaineHR Cafe for giving me this great idea. You can see the MaineHR Cafe elevator pitch by clicking here. As I read that recently, I was reminded that it’s important to routinely share the motivation, purpose, and hopes associated with a blog to let help new visitors and subscribers understand the intended perspective.
Here’s a go at why I write the Recruiting Front Lines, and why you might care to read it or subscribe:
