Happy Friday! Take a look at the latest recruiting news that popped on our newsfeed this week:
Google Interviewed a Candidate, and then Filed a Patent for Her Work (Read @ Inc.)
Jie Qi went to Google in the hopes of collaborating with them on her projects on electronic books. What began as a chance for collaboration quickly turned to a job interview, with Qi receiving a job offer on the spot. Two years later, she learned that Google filed a patent for work in this same area.
3 Ways to Effortlessly Re-Engage Existing Candidates
If you’ve used iRecruit, applicant tracking system, for a while chances are you have thousands of candidates in your database that you’ve never hired. These applicants selected your positions and applied months or even years ago. So now, if you have new positions available, the same types of roles that these candidates previously applied to, you have this amazing database of contacts that can help you reach these potential new hires with a few mouse clicks. If you’re in a hurry to find talent, this is a fantastic option to have at your fingertips.
Why You Should Consider Removing ‘Bachelor’s Degree’ from Your Job Requirements (Read @ LinkedIn Talent Blog)
It’s become rare to read a job description that doesn’t have “bachelor’s degree” in the requirements, even when the job doesn’t necessarily require college-level skills. In fact, according to a report out of the Harvard Business School, degree inflation in the United States has been especially prevalent for jobs such as administrative assistants and production supervisors. While most people holding those jobs don’t have a BA or BS, the vast majority of new job postings for these positions list a bachelor’s degree as a requirement. For example, only 16% of current production supervisors have graduated from a four-year college and yet 67% of the openings for such positions call for a bachelor’s degree.
THE TICKING TIME BOMB OF U.S. RETIREMENTS (Read @ Fistful of Talent)
John Vlastelica, the founder of Recruiting Toolbox, was recently in Japan for work and posted a bunch of cool learnings on Facebook about a major problem Japan is facing regarding their aging population. Japan has a crisis on their hands and the U.S. isn’t far behind:
Research: Hiring Managers Are Biased Against People with Longer Commutes (Read @ HBR)
Thanks to the résumé, the first things employers learn about job applicants are their names and where they live. Résumés attach a place to a person, and addresses indirectly tell employers something about the applicant’s neighbors, commute, income level, and preferences for neighborhood amenities. This bit of information may influence who employers pick. Can this perception of place perpetuate bias and inequity?
More Ways to Communicate Culture During Recruiting (Read @ HR Daily Advisor)
In yesterday’s Advisor, we noted the fact that trying to assess whether a candidate will be a good cultural fit for the organization is both difficult and important. Sometimes finding the right fit is even more important than finding the right skill set. We also noted that this assessment goes both ways—while the employer is assessing “fit,” so is the candidate. Today, let’s continue that discussion.
5 Red Flags to Look Out for in Job Descriptions (Read @ Glassdoor Blog)
Let’s face it: Many of us are guilty of being job description skimmers. Once we see a title that we’re interested in, scan a few of the qualifications and check out the salary, we often want to apply as quickly as possible to get ahead of the competition.
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