Posts Tagged ‘Employment’

75 Percent of American Workforce Looking for New Jobs

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A huge number of Americans are currently looking for new job opportunities – is your recruiting team ready?

Earlier this week, Jobvite released its Social Job Seeker Survey 2012, which found that a whopping 75 percent of Americans in the workforce are looking for new job opportunities. This is a 6 percent increase from last year.

The survey polled more than 2,100 adults – 1,300 of which are considered to be in the workforce, meaning they are either employed or unemployed and looking for a job. Of those who are employed, 69 percent are looking for a new job, up from 61 percent last year.

Some other interesting findings of the survey include:

  • About 33 percent of job seekers are less optimistic about finding a new job this year.
  • 61 percent of job seekers think finding a job is more difficult this year.
  • 41 percent of job seekers think they are overqualified for their current positions.
  • 83 percent of job seekers use Facebook to look for work, a slight jump from 82 percent in 2011.
  • The number of job seekers using Twitter to look for work increased from 37 percent to 46 percent over the last year.
  • The number of job seekers looking for work on LinkedIn grew from 32 percent to 41 percent between 2011 and 2012.
  • 88 percent of all job seekers have at least one social media profile, while 64 percent have two accounts, and 44 percent are using three or more networks.
  • 24 percent of job seekers have been asked for social media info when applying for a job.

“With fierce competition for jobs, which now includes a majority of employed people on top of active job seekers, social media has become a critical tool for job hunting and career growth,” Dan Finnigan, President & CEO of Jobvite, said in a press release. “One in six job seekers polled credited a social network for leading to their current/most recent employment.

“Maintaining your online presence and keeping employment top-of-mind at all times are vital to professional success,” he continued. “With technology and social networking rapidly evolving, those who don’t engage through Facebook, LinkedIn and/or Twitter will quickly find themselves falling behind.”

Where Are the Happiest Employees?

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A lot of things can affect an employee’s happiness, but some cities just seem to have happier employees than others.

CareerBliss recently unveiled its list of the “Top 20 Happiest U.S. Cities for Young Professionals for 2012.” This year, six California cities appeared on the list, with three taking hold of the top spots.

The list is based on data from more than 38,000 employee reviews completed between 2011 and 2012 by young professionals, or those with less than 10 years of experience, throughout the country.

Employees were asked to rate 10 key factors that affect workplace happiness (including: work-life balance, compensation, company culture, overall work environment, company reputation, relationships with managers and co-workers, opportunities for growth, job resources, daily tasks, and job autonomy) on a scale of one to five.

The 20 happiest cities include:

  1. Los Angeles, Calif.: 3.952
  2. San Jose, Calif.: 3.951
  3. Sunnyvale, Calif.: 3.950
  4. Indianapolis, Ind.: 3.942
  5. San Diego, Calif.: 3.884
  6. Irvine, Calif.: 3.866
  7. Atlanta, Ga.: 3.857
  8. Boston, Mass.: 3.845
  9. San Francisco, Calif.: 3.833
  10. San Antonio, Texas: 3.828
  11. Las Vegas, Nev.: 3.820
  12. Seattle, Wash.: 3.784
  13. Irving, Texas: 3.783
  14. Philadelphia, Penn.: 3.779
  15. Orlando, Fla.: 3.763
  16. Pittsburgh, Penn.: 3.743
  17. New York, N.Y.: 3.716
  18. Plano, Texas: 3.705
  19. Miami, Fla.: 3.679
  20. Houston, Texas: 3.679

If you need some help recruiting happy employees, check out PCRecruiter.

Great Recruiting Rules for Small Businesses

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How does your small business recruit? Recruiting can be filled with endless requirements that can eliminate some of the dynamic potential of the process.

Taking a look at advice from Johnny Laurent, vice president and general manager for the Sage Employer Solutions business unit, there are “six rules of wise recruiting” that can help small businesses manage such an important process:

  1. Look back to go forward: Take a look at how your business used to hire talent. What did and didn’t work? These lessons can help you learn from the past, improve what’s broken, and move away from what needs to be forgotten.
  2. Hire for attitude, train for skills: Laurent advises businesses to observe the dynamic potential of an interested employee. After all, you can always train an employee on the changes in software, but their attitude toward work probably won’t be so amenable.
  3. Past performance does predict future behavior: Take a deep look at the prospect’s background and remember that “unclear answers from former employers shouldn’t be accepted.” Laurent also advises you to ask what the person was like in a particular situation.
  4. Become the employer of choice: The “number one recruiting strategy,” according to Laurent – is a goal that your business should strive to be recognized for in recruitment. When resumes start coming to you, Laurent says, you know you’re on the right track.
  5. Put them in the book – it’s important to keep a reference guide: Pay attention to who’s in your business right now. Keep tabs on your current employees and the directions they’re moving. You can keep tabs on your own organization as well as others.
  6. Hire hard, manage easy: Laurent uses this quote from Alan Davis, chairman and co-founder of Alan Davis Strategic Recruiting. If the right amount of energy is put into the recruitment process, the rest “is a breeze,” in Laurent’s words.

Take these tips from Laurent and use them in your own recruitment process. Blending dynamic potential and conventional wisdom, the advice merges the best of both worlds for organizational success.

Inc. Magazine’s 7 Rules for Recruiting Extraordinary People

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Recruiting those really exceptional, ‘extraordinary’ people won’t ever happen if you stick to legacy notions of simply matching skill levels to the company’s job description.

What’s important is what Geoffrey James, a staff writer for Inc’s SalesForce column, came away with from a leadership conference attended by numerous “CEOs and sales execs.”

“How to Hire Extraordinary Employees: 7 Rules” is not a randomly acquired list; the thoughtful tips go beyond the traditional skill-matching process to incorporate a deeper understanding of the applicant’s desires, wants, and even disappointments.

  1. Define your “Extraordinary Employee” – This step requires you to focus on the successful employees in your organization and understand their “talents and skills.” Interview questions around these traits will bring out any skills and character attributes that look to be “exceptional in your specific organization.”
  2. Always be Interviewing – Instead of waiting for the day you need to fill that opening, always be looking ahead and creating an inventory by “interviewing candidates all the time.” Use this along with your social media channels – and email – as a way to find applicants who look like they have that something “extraordinary” to contribute.
  3. Ask Questions That Reveal Character – Don’t throw them the ‘ol soft-ball question, like “What was your greatest achievement?” Get deep-in-the-weeds with this one and ask them to bring up “achievements from grade school, two from high school, two from college … ” and make sure they can tie-in a business-related achievement as well.
  4. Seek People Who Have Overcome Disappointment – You’re looking for those telling and “defining moments” that show they possess resiliency, which is crucial to assessing how they will cope in your business environment.
  5. Don’t Confuse Success with Motivation – How many times have you heard that almost-cliché-type phrase, “self-starters”? Make sure the “self-starter” mantra is only working when heavily supervised.
  6. Hire for Attitude, Not Experience – Hiring based on the applicant’s past track record is not enough; instead you should decide if they have the right mojo and the right attitude to contribute to the company’s future.
  7. Get a Real Reference – Step away from the candidate’s resume when checking references and do your own sleuthing to find the references you need … ”rather than simply calling the ones on the … resume.”

4 Qualities of a Great Recruiter

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It takes a lot of work to find the best employees for your company, but that goal can be met a lot easier if you have a great recruiter on your HR team.

So what makes someone a great recruiter as opposed to a mediocre one? In fact, there are several qualities that set high-performing recruiters above their lesser-performing counterparts.

Here are four essential qualities of a great recruiter:

  1. Good salesperson – Part of your job as a recruiter is to sell your company and your company’s job openings to potential candidates. You have to sell the idea of working for your company in the same manner that you’d sell someone a new product or service, which means you need to have the ability to prove why your company is so great and why someone will want to work there.
  2. People person – As a recruiter, it’s inherent that you’ll be dealing with people on a consistent basis, so you need to be comfortable interacting with all different types of people day in and day out. Since you will most likely be the first point of contact for a potential employee, your attitude and demeanor will essentially provide a first impression of the company, meaning that you need to be able to put on a happy face regardless of what might be going on in your personal life.
  3. Organized – There is a lot going on in the world of recruiting, from writing up job descriptions and reading resumes to calling people for interviews and conducting background checks on potential hires. So as a recruiter, you need to be extremely organized in order to keep track of all of these things, so you can ultimately get the job done.
  4. Technologically inclined – As we mentioned above, there are a lot of tasks that fall at the feet of recruiters, but luckily there are some great technologies out there to help them stay on track. Whether you’re using your company’s applicant tracking system ( to review resumes, scheduling interviews through Google Calendars, or conducting a background check, you need to know how to use the latest technology in order to make your job more efficient.

Keep these important qualities in mind when hiring your company’s next recruiter. With any luck, you’ll snag someone who can entice some of the best employees out there to join your company.