I think it is safe to say that predictions in this economy are difficult AT BEST to make accurately. However, CareerBuilder has come out with their Q4 hiring forecast that contains some interesting information: HIRING IN Q4 2008 Going forward, 23 percent of employers plan to add full-time, permanent employees in the next three months, a slight decline from the previous quarter. Ten percent plan to decrease headcount while 63 percent anticipate no change and 4 percent are undecided. I always find the “no change” group as being rather esoteric – I assume that means no expansion or contraction. But what of replacement? If their company has normal attrition, will… Read More
Continue ReadingSocial Network Sleuthing
Let me state my position – I believe employers should research all sites when considering a candidate for hire. That includes social-networking sites. I know there are arguments for both sides of this new debate and I am not completely sold on my position. However, it appears that the trend among hiring managers is to use these sites in their hiring process: The study, reported by Reuters, found that out of 3,169 hiring managers, 22 percent of them (about 698 managers) used social networking sites to find out information regarding potential candidates. This is up from 11 percent, or 349 managers, since 2006. Even though 22 percent may not seem… Read More
Continue ReadingReturn Of Middle Management?
Here is a trend I have not heard of recently (emphasis mine): The Bureau of Labor Statistics reports about 45 percent of U.S. job openings through 2014 will be in the hidden middle-level job sector, most of them technical jobs that cannot be outsourced. Mid-level means middle management, right? Ok, maybe not. Nonetheless, I still have not heard of this trend until reading this short excerpt from The Career News newsletter. And one last piece of information to offset a popular misnomer: Charted on a graph, the image of a robust technician economy belies a popular misconception. Most assume the job market is heaviest on the low-end of the spectrum… Read More
Continue ReadingThe True-Life Assessment
I was out all yesterday helping the medical clinic where my wife works move into a new facility. I am a wannebe geek so I moved their small computer network for them and installed a new computer for the owner. The interesting item I observed was the work ethic of the people involved. I like to say that some times you just don’t need an assessment. I think moving may be one of those times. To be blunt, moving blows no matter how you look at it. It is disruptive, tiring, laborious and messy. However, one thing you can clearly observe is the work ethic of a person. At one… Read More
Continue Reading6 Biggest Applicant Lies
What are the biggest lies that applicants or candidates make through the hiring process? If you are thinking degrees or education…correct, that is one of them. Maybe it’s just me, but why chance losing out on an opportunity by lying about your education? Recruiting Trends has a post that gives the top 6 lies; a subject we have posted on many times – from embellishing a resume to all out lying. Here are the other 5 lies: Job Title Dates of Employment Compensation False degree from diploma mill Lack of Criminal Record I truly wonder why if verifying this information is so easily done through background checks why more applicant’s… Read More
Continue ReadingInitiative In Front Of You
This is a long set-up, but you’ll get the point. I just read an interesting Q&A article on BusinessWeek.com titled Being Pushy…or Taking the Initiative? Here is the question posed by an office manager who is hiring for a sales position: I’m the office manager in a branch of an international PR firm with more than 50 offices in the U.S. I run the administrative processes, work as the liaison with our U.S. headquarters, and serve as the HR chief for this branch. Last week I interviewed a candidate for an account manager position. This man had applied for the job through an online job ad. I do the first-screen… Read More
Continue ReadingThe Philosophical Ad
I’ve been reading through some sales ads and am seeing a trend regarding the introduction. Many ads are now describing their company in, for lack of a better word, philosophical terms. For instance, this excerpt is from a cell phone company’s ad: Are you ready to join _______ and Live Life in the Now?” “At ______, “NOW” is not a mantra, it’s not a demand and it’s not a time in space. NOW is a fact. It’s a lifestyle. It’s the way we conduct business with each other. And it’s the very essence of the experience we deliver to our customers every single day. We believe in the now. We… Read More
Continue ReadingPsychological Recession
I’m not one to head into a weekend with a downer of a post, but this article from CNNMoney.com is fascinating. The author is explaining how the US economy is not in a recession. The twists begin early with this stat: After all, most of the CFOs questioned in a recent poll agree that the U.S. is in a recession; among the general public, 76% said the U.S. was in a recession six months ago, and other polling suggests most people believe things have grown worse since then. I have seen this belief firsthand which always catches me off-guard. I have even heard people talking of another depression. I suppose… Read More
Continue ReadingTattoo Youth
Ok, lame play on words for a title so my regrets to the Rolling Stones. The tattoo topic is one that seems to be ever-present. What should companies do about employees with tattoos? The Herman Trend Alert (sorry, no link) provides the data as to why this topic is so common: Thus, it is no wonder that over 32 percent of young people aged 25 to 29 and 25 percent of folks aged 30 to 39 have followed suit (Harris Interactive, 2008). A 2006 Pew Research survey found 36 percent of people ages 18 to 25 had tattoos, while a full 40 percent of those 26 to 40 sported them.… Read More
Continue ReadingHow To Size Up Candidates
ManageSmarter has a great article titled, The Ideal Job Candidate: Myth or Reality? that touches on a subject that we have posted on many times. I cannot begin to tell you how many conversations we have around this subject with clients and prospects. Jeff Schmitt has 3 points he writes about when it comes to hiring. As a a hiring manager, I would recommend that you keep these points in mind as you begin a hiring process: Examine yourself. Look at your recruiting effort. Are you still reposting that same job description after another fruitless round of interviews? Unfortunately, this doesn’t change one element: the problem is you haven’t adapted.… Read More
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