[Daily post from itzbig] Newest TV series: When jobs go bad!

You can show candidates there’s a way out of the soap opera of their current situation. Make sure you’ve got something better lined up for them, and you’re going to be able to attract the best and brightest every time.

Human Resources Blog:: Generational Workplace Woes: Geezers vs. Geeks

“Today, we have four distinct generations sharing the workplace: the “Traditional” older workers, the Baby Boomers, Generation X, and Generation Y (also called the “Millennials” or the “Net” generation.) This means that the workplace will be increasingly characterized not just by an aging workforce, but also by increased age diversity.

The Sourcing Corner: Follow that link…

“With the Internet’s potential as a sourcing tool, sourcers/recruiters need to learn and manage strategies for sorting through the abundance of information.”

WSJ.com: Teen Behavior Offers Clue To Why Jobless Rate Stays Low Despite Slowing Growth [subscription]

“Teenagers have been falling out of the nation’s labor force for years. Now, a particularly sharp drop in the number of teenage job hunters may help explain an economic mystery: why the U.S. unemployment rate has remained so low despite a sharp slowdown in growth.”

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[Daily post from itzbig] Quiet Working Professionals and passive candidates - Redux!

We’ve talked before not only about what a Quiet Working Professional is but, even more importantly, why they’re so desirable. It’s an increasingly important topic as the war on talent continues to lumber ahead, so we thought we’d revisit some of our best QWP posts today.

Recruitment Rap: Targeting Baby Boomers…

“Targeted recruiting strategies - As with any hiring plan, employers should consider how to reach people in the demographics that meet their needs, and older workers are no exception. Look to professional organizations, company-sponsored alumni groups and online communities for possible candidates.”

StanleyBing.com: Crazy Bosses Quiz

“Is your boss a crazy boss? Take this simple (if slightly painful) quiz and find out.”

Workforce.com: Business Leaders Don’t See HR as Key to People Strategies

“While 60 percent of senior business executives consider people issues to be a significant factor in corporate strategy, relatively few of them look to their human resources teams for help on those issues, according to a study released Tuesday, May 29, by consulting firm Deloitte Touche Tohmatsu and The Economist Intelligence Unit.”

My Global Career: Trudging Off To The Talent Factory

“A Talent Factory implements ‘rigorous talent processes that support strategic and cultural objectives.’ The good news for global careerists is that these objectives won’t simply mirror your career goals they might pave the way for you. For instance at HSBC, a Brazilian manager is currently on loan to China and an Armenian citizen is in India, the article states.”

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[Daily post from itzbig] A hiring culture beats a hiring strategy any day of the week

That means that merely going through the motions of talent acquisition without considering how you are contributing to the your organization’s HR culture means your HR department will suffer. Guess what happens if HR suffers? Bye-bye, bottom line.

More than a living: Still Training?

“Each career cycle is getting shorter, which means that you need to be thinking about how you are expanding your bases of professional expertise. Being a niche specialist isn’t a long term strategy, and the days of broad generalist are over.”

Distinctive Career Services: Top Tips For Incorporating Your Personal Brand In Your Job Search

“It is not difficult to be convinced that personal branding is the wave of the future when it comes to the professional job search. But once you are convinced, and once you have put the effort into clarifying YOUR personal brand, how do you make that leap to incorporating that brand into your job search?”

The Sourcing Corner: What tools do we need?

“Anyone can get on the internet, choose a few keywords, click on a few of the results and stumble across some interesting resumes. But finding candidates on the internet is not nor should it be a matter of luck.”

HRmarketer.com Blog : Well, only if you’re really interested in buying our stuff…

“Listen, if you’re in the business of lead generation – which you are if you’re a marketer, PR professional or salesperson at an HR supplier or any firm in any vertical charged with helping your company grow – then make sure everyone in your company who ‘touches’ prospects understands that you never tell them: ‘Well, only if you’re really interested in buying our stuff…’”

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[Daily post from itzbig] Recruit well by selling well (and have a long-term vision)

In general, finding and placing candidates is a time-consuming process.To be any good at it, you’ve got to have a long-term plan for going forward, and given the opportunity you’ve got to sell your own talents as much as you sell those of your candidates.

The Adler Group: In the War for Talent, the Biggest Talent Pool Wins

“In the two decades between 1980 and 2000, the U.S. workforce grew by 54%. From 2000 to 2020, it is predicted to grow by only 3%, due primarily to the retiring of the baby boom generation. “

FayObserver.com: Employers can benefit from hiring older workers

“Eighty-four percent of baby boomers (ages 37 to 55) currently participate in the labor market, and baby boomers make up nearly 50 percent of the work force. As the baby boomer population ages, the growth rate of the workforce between ages 55 to 64 will be the highest in the United States.”

HeraldNet: Guard your privacy when job hunting on the Internet

“While Internet career tools may enhance the job seeking process, they don’t always protect the privacy of their users. It’s up to you to manage your exposure and confidentiality on the Web. Here are a few ideas to help you achieve this goal:”

Workforce.com: When Temp Jobs Tumble, the Economy Stumbles?

“The number of temporary jobs in the U.S. declined during the first four months of 2007, the first sign of a possible slowdown in a sector that often serves as an early predictor of the overall health of domestic employment. “

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[Daily post from itzbig] Why candidates can’t find the jobs they want

Sourcers and recruiters are experienced HR professionals whose only job is to find and place talent. If their job is made difficult because of volume, imagine how hard it must seem to candidates who are essentially amateur job seekers.

Human Resources Blog:: Generational Workplace Woes: Geezers vs. Geeks

“Common conversation between ’seasoned’ workers is that ‘I can’t find young people to put in a good week’s work anymore’ (aka - 60-hour work week). To that young Millenials reply: ‘I will work 60 hours if I have too!’ What Gen Ys are really saying is ‘I’m sorry it takes you 60 hours to complete in what takes me only 40 hours.’”

Web Worker Daily: How to Expand Your Network Beyond Your Work Group

“But if you are not just a contractor, but a real employee, it can be just as important to expand your online social circle to your colleagues outside your immediate work group. How can you transcend the miles to reach out to people with whom you don’t necessarily work every day?”

RecruiterMagazine.co.uk: IT Recruitment

“The survey found that 67% of respondents felt it is more difficult getting into the industry as a woman than it is progressing up through the ranks. Once there, 52% said they felt they could move up the career ladder quickly compared to other industry sectors.”

My Global Career: Emotions Are Like a Virus

“‘Emotions travel from person to person like a virus.’ Can your bad day - or bad attitude -psychologically infect your co-workers? In turn, can a co-worker’s bad vibes negatively affect your productivity?”

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[Daily post from itzbig] The Boomers are never going to retire!

Between their increased desirability and increased costs of living (meaning they can’t always afford to retire), Boomers are likely going to be an integral part of the workforce for the foreseeable future. The question is, what are you doing to recruit/retain them?

Gautam Ghosh: The Carnival of HR

“Welcome to the Carnival of Human Resources hosted by yours truly. Today we have a scintillating spread of some of the best Human Resources and related subjects from around the ‘talent-o-sphere’”

Management Issues: Need some help quitting?

“It may seem at first glance that the overwhelming majority of those complaining about their jobs online are Generation Y Americans. But just to break the mold, one UK-based website has turned hating your job and quitting hated jobs into a full-time business venture.”

Workforce.com: Early Dialogue May Get Retirees to Stick Around

“As companies start to tackle the issue, many are realizing that the solution is not just about coming up with new ways of working; it’s about creating a culture where employees close to retirement age feel comfortable discussing their plans with their managers.”

Employee Evolution: Boomers are reinventing retirement, I’m going to bartending school

“I love my grandparents, but when I thought about how their generation retired, it frightened me. I want to continue to contribute to society as long as I can, or else what the hell am I even here for? Eventually our bodies will get the best of us and…”

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[Daily post from itzbig] What the HR world needs is specialization, not generalization

You might call it specialization, focus, finding a niche or a groove, or a sweet-spot. Whatever metaphor is your favorite, the fact of the matter is that to stay competitive, discerning recruiters need to create a precisely-targeted discovery process if they want to see positive results.

8 hours & a lunch: BYOC - bring your own chair

“Did we just decide that if there are, indeed, places where HR is not the bastion of employee engagement and talent management, it certainly was not wherever we reside.”

Secrets of the Job Hunt: Top 10 Interview Questions from Employers Blog with tips and tricks for today’s jobseeker

“The interview is all about your preparation. By practicing questions like these before-hand, you will set yourself up for winning the job.”

RecruiterMagazine.co.uk - HR Challenges

“The survey found that the core HR challenges are: managing talent, managing demographics, becoming a learning organisation, managing work-life balance, and managing change and cultural transformation. However, the survey found that only 30% of respondents say they have begun to tackle these challenges.”

Pursue the Passion: Guest Post- Passion vs. Paycheck

“Working your way up and spending your entire working life with one company is so last century. That is, unless you actually want to. In other words, your passion is there for the pursuing, so don’t ever give in to feeling stuck in a dead-end career that bores you.”

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[Daily post from itzbig] Why changing jobs is not the same as jumping ship

Absent a really incredible set of incentives - meaning the whole dream-job package: compensation, work culture, etc. - it’s likely that top talent will change jobs repeatedly during their career. Just a few years back, job-changing might not have been quite so common, but nowadays, it’s the rule of thumb.

My Global Career: Your Next Job Interview – Via Webcam?

“Although video résumés are controversial and have not been accepted by corporate America, video interviews conducted over the Web or on videoconferencing systems have caught on quickly. Video interviews are considered a fast, cost-effective and excellent way to filter job candidates.”

For Your Approval: The Chief Engagement Officer

“A while back I mused about how enlightened companies will soon create a new executive position, the Chief Engagement Officer, whose primary role will be to nurture employee involvement, commitment and loyalty. It’s great to see that someone has taken my idea and run with it in a new book”

systematicHR: We Don’t Have the Infrastructure to Develop Talent

“The generation of workers after the baby boomers is not large enough to fill the void of senior talent and executive leadership positions when those baby boomers retire, [and] another very real problem is that we simply don’t have the infrastructure needed to produce the right skills needed for the future knowledge economy.”

KnowHR Blog: How Long Should Your Resume Be?

“The Journal of Accountancy has some some answers about resume length based on what HR, finance, and marketing leaders prefer. The answer: It depends. One, two, or three pages can work.”

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[Daily post from itzbig] How to throw money away in Human Resources: ignore the intangibles

Every step of the hiring process has costs attached to it, and we try to carefully monitor all of them. But are HR professionals ignoring the intangibles that can help them place the best talent? Are we forgetting to take into account the needs and desires of the candidates themselves?

Satisfying Career - Happier Life: Document your Accomplishments

“To be proactive in your present career is one smart move which […] could bring you exemplary success and satisfaction at work. Documenting your work today shows your diligence towards your career growth.”

RecruiterMagazine.co.uk: Recruitment & Retention

“The survey of 905 employers found that 73% of businesses still used recruitment agencies in 2006, this is down from 76% in 2005. The report found the key driver for organisations move away from using agencies is to cut down on recruitment costs (72%). “

Work-related Blogs and News:: Working time: An international comparison

“A new study by the International Labour Office estimates that one in five workers around the world - or over 600 million persons - are still working more than 48 hours a week, often merely to make ends meet.”

BtoB Magazine: HR looking for ways to deal with looming worker shortage

“Organizations now realize that high-quality employees give them a competitive edge in the marketplace, so HR software and services that relate to recruiting, developing and retaining talent are very hot.”

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[Daily post from itzbig] Creative thinking creates big rewards for recruiters and candidates

Recruiters, sourcers and candidates often exhibit inside-the-box thinking. Maybe you’d respond, “Yeah, but I place candidates” or “Yeah, but I found a job.” Granted, but what about the ones you missed because you couldn’t get out of The Box?

Guerrilla Job Hunting: Career mavericks

“They’re loved (and hired) because they are self-starters, creative and innovative. They’re also loathed (and fired) because they get restless or don’t toe the line, Kevin Marron writes.”

Recruiting Trends: Driving the Best Candidates to Chose Your Company

“Finding the best shouldn’t be a one-time windfall. It should be your system to shorten time between announcement and final hiring, help overcome the deluge of résumés, and streamline interviews. In the process, you’ll learn even more about how your company works and who drives every key process.”

The Adler Group: Are You Ready for the Upcoming Feeding Frenzy?

“The jobs report for May 2007, which came out on June 1st, showed an unexpectedly large increase of 157,000 in non-farm U.S. payroll. At the 2007 June NACE conference in New York City, recruiters were clamoring for new ways to attract college grads and undergrads, especially MBAs.”

HRmarketer.com Blog: Getting Inside the Mind of HR? Do You Really Want to?

“You may not want to but if you want to sell stuff to the HR department, you must. And the way to get inside their minds is changing according to new HRmarketer.com research which examines the purchasing behavior of human resource executives.”

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