Lately, the mythical silver bullet for our ailing economy has taken on an emerald hue. While “green jobs” have been heralded as a source of employment, the true complexities of “eco” are just starting to take shape. The proactive executive who embraces this change ahead of the curve will tap an enormous opportunity. If you want to be credible and marketable in the future, you need to take action now.
“Eat locally produced food.”
“Support the local economy.”
“Recruit from your local talent pool.”
While ‘my’ eccentric Portland may actively embody the first two statements, it -along with the rest of the country- could still benefit from the third. Aside from the associated warm-n-fuzzy feelings, the slew of advantages from hiring locally just makes good business sense. Let’s take a look at what your company has to gain by recruiting locally. First thing’s first…
Woe for those who rely on job boards and advertisements to advance their careers. The cold truth is that most job vacancies are filled by word-of-mouth referrals and established relationships.
If you are ready to cultivate job opportunities rather than idly wait for them, take a look at trade shows. You will have to be on your game in this high-energy arena. Whether you’re actively looking for change or just flirting with the idea, these tips will help you attract the attention and earn the esteem of your target employer.
Last month, five international oil companies were chastised by the US Congress for having near identical spill-response plans. Putting aside questions of negligence and complacency, this tragedy highlights the risk of only hiring from a talent pool with industry-specific experience. Tight-knit industry clusters breed mediocrity. If BP had not used the inadequate industry boilerplate, then perhaps their spill-response may have had more success.
A recent job search success survey conducted by Notogroup was given to 75 professionals across all job disciplines. Approximately half of those surveyed were unemployed and the remaining half had successfully landed a new job in the past 24 months. 68% of survey participants were professionals at the senior to executive-level. Of those recently hired, 50% found their jobs through a referral by a friend or a colleague and 37% found their jobs through a family member or friend who already worked at the company.
Cognitive dissonance best describes my reaction to a recent Recruiting Roundtable Research Report that suggested that the use of advanced assessment tools and structured interviewing may not significantly increase in quality of hire.
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The lines between personal and professional life continue to get even more blurred as a result of the proliferation of social media. Whether we like it or not, social media now has legitimate business applications and the user population has grown exponentially. Yet, there are many legal and ethical issues that need to be addressed with regard to how social media is used.
With limited job growth expected in 2010, some predict an element of disengagement from employees who may not as productive and positive as they can be based on a number of factors. Even with record unemployment, companies are finding that there are talent acquisition challenges for certain pockets of scarce and highly specialized talent. The combined effect of rapid change in the business environment and the inherent variability of knowledge workers performance and motivation underscore the importance of taking a closer look at the capabilities and potential of your existing workforce.
Market observers who say we are in a period of deflation have missed the point, argues John Tamny — in fact, the current economic malaise could as easily be attributed to inflation.
Do you know who is talking about your company? It’s not just consumers, it is current employees, past employees, and recent job candidates too! That’s right, and they are not just talking about your products. They are serving up uncensored commentary about what it is really like to work at your company. As a result of new websites […]
My job is job complex, challenging, and interesting all at the same time. Each year I have had the opportunity to employ new recruiting strategies, tools, and methods to stay on top of my game. However, just as I think I have started to master my domain, the rules and tools change.
A March 2009 study on talent management trends published by the Aberdeen Group showed that “organization fit” also known as “culture fit” surpassed other hiring quality measures for the first time. According to the report, this trend suggests that companies are now looking for employees who will stay longer and have the ability to adapt and […]
This blog is dedicated to creating a community engaged in a dialogue that will explore the tiny but powerful nuances and complexities of people, work, careers, leadership, business, technology, culture, recruiting, and hiring.
In many cases, the person who gets the job is the one who interviews the best. Over the years, I have interviewed thousands of people and gathered candidate feedback from loads of hiring managers. In my opinion, here are the top 6 biggest interviewing mistakes people make.