Friday newsround – grab a cup of coffee and get your read on – as we take a look back through some of the important and shareable Recruiting news that came across our newsfeeds this week:
Why the best hire might not have the perfect resume (Read or watch video @ Ted)
Given the choice between a job candidate with a perfect resume and one who has fought through difficulty, human resources executive Regina Hartley always gives the “Scrapper” a chance. As someone who grew up with adversity, Hartley knows that those who flourish in the darkest of spaces are empowered with the grit to persist in an ever-changing workplace. “Choose the underestimated contender, whose secret weapons are passion and purpose,” she says. “Hire the Scrapper.”
There are 7 million unemployed and 6.2 million job openings. What’s the problem? (Read @ Washington Post)
The United States has a record 6.2 million job openings. It’s the highest number since the Labor Department began tracking job postings in 2000. At the same time, there are 7 million unemployed Americans. That’s almost one job for every person searching for a role. This should be a no-brainer, right? Get the jobless onto the doorsteps of these employers.
One of the most popular job interview questions is biased and unfair, says Adam Grant (Read @ QZ)
You’re 10 minutes into a job interview. You’ve had a bit of small talk and run over the basics of your resume. Then the interviewer leans back and asks a question that begins the dreaded phrase: “Tell me about a time when…” Who knows what will follow? “When you overcame a professional challenge.” “When you managed workplace conflict.” “When you slew a wild unicorn.”
Must love dogs: Is this viral SF Craigslist ad for real? (Read @ SFGate)
A lengthy Craigslist ad for a personal assistant and its request for help with, well, life itself has gone viral just hours after its posting. The ad starts off simply enough: Two 30-something — or 40-something, as it was later updated to — executives with a dog are looking to get their lives organized since their work hours keep them busy. They’ve accepted reality, they told Craigslist readers. They need a personal assistant.
Google Fires Employee For Expressing an Opinion; Shocked When Employees Don’t Feel Safe Speaking Up (Read @ Inc.)
After James Damore published his document “Damore published his document “Google’s Ideological Echo Chamber” on an internal message board, and that document was leaked to the press, the internet seemed to freak out. People took up sides and jumped to conclusions (often without reading what Damore had actually said). Google fired Damore.
Where Do You Want to Find Job Seekers? (Read @ Fistful of Talent)
Recruiters and sourcers are panicked about the changes on LinkedIn. It started with limiting free access to candidates and now there are rumors of recruiters ending up in LinkedIn jail for using Google Chrome extensions to ferret out contact information. The site, smartly in many ways, continues to find alternatives for monetization, and typically that monetization is seen as a penalization to recruiters.
Your Internal Job Postings May Need a Refresh (Read @ HR Bartender)
One of the things I’ve noticed lately is the number of articles about external recruitment but not much about internal. External recruitment strategies include mobile and social, advertising, job fairs, etc. Even the employee referral program is an external sourcing strategy.
You Are Killing Your Own Employee Referral Program (Read @ HR Daily Advisor)
For many companies, employee referral hires prove to be top quality hires. Research shows that referral hires assimilate more quickly, have greater engagement, and stay at the company longer than non-referral hires. In general, referral hires tend to be among the best hires a company can make. Thus, you want more of them.
Salary History: To Ask or Not to Ask? (Read @ HRE Daily)
A new Glassdoor survey finds many job candidates don’t want to be asked about their pay in past positions, and some cities and states have passed laws prohibiting such queries. Legality aside, what sort of value does asking questions about salary history add to the hiring process?