Happy Friday! Take a look at this week’s must read articles for recruiters:
U.S. Added 263,000 Jobs in April; Unemployment Rate at 3.6% (Read @ New York Times)
The economy produced another strong month of growth, and the jobless rate fell to the lowest level of the recovery.
Here are the 15 jobs disappearing the fastest in the US (Read @ CNBC)
About 17% of the 818 occupations the Bureau of Labor Statistics tracks will actually lose more workers than they add between 2016 and 2026. The number of metal and plastic machines workers is expected to drop 9% in that decade. While other careers, such as locomotive firers, typists and postmasters will suffer a worse fate.
US firm apologises for seeking ‘preferably Caucasian’ candidate (Read @ BBC)
A US recruitment firm has been accused of racism after posting a job advert stating that it would prefer to hear from white candidates. Cynet Systems listed the account manager role on a number of websites, including LinkedIn and Glassdoor. In the job description, it said the ideal applicant would be “preferably Caucasian who has good technical background including knowledge of RPA”.
How to Recruit for Difficult to Fill Positions
As an employer, sometimes a position or role comes along that is especially difficult to find good quality candidates for. The issue may be that the job itself is difficult, or the combination of skills needed to fill the job are so unique that it presents a challenge.
The Difference Between Recruiting Millennials and Gen Z (Read @ Indeed Blog)
Generations are a funny thing and a concept that we have yet to define in concrete terms. No, seriously. By most accounts, it means something nebulous like “all of the people born and living at about the same time, taken collectively.” Doesn’t exactly give you a lot to work with, and yet, when millennials rolled into the workforce, the whole corporate world reacted with surprise (to say the least): “Who are these people, and what are we supposed to do with them?”
Are ‘Slashies’ The Future of Work? (Read @ BBC)
More than 320,500 self-employed people in Britain are working two or more jobs, new analysis suggests. A study by the Association of Independent Professionals and the Self-Employed (IPSE) shows that 7% have launched an additional business. Some call it a portfolio career or a multi-hyphenate career.
One term that seems to be sticking is “slashie”, as in: “I am a chef/blogger/dog walker.”
Ghosting — Prevent Candidates Who Accept Your Offer From Disappearing (Read @ ERE)
Ghosting in business is getting worse. The Washington Post reports that there was a 10- 20 percent increase in ghosting over the past year. The Federal Reserve Bank of Chicago for the first time even cited an uptick in ghosting in its recent economic activity report. If you’re not familiar with the term ghosting, during recruiting, it’s when a candidate stops merely responding to their recruiter.
When Bad Job Applicants Can Be Your Best Hire (Read @ Inc.)
Some people dismiss certain “types”of job candidates out of hand, regardless of skills, experience or potential. If you don’t fit their idea of what an employee should be like, you’re rejected. This is, of course, illegal in the case of race, religion, disability and a few other things, but perfectly legal in many cases.
WORKERS’ JOB HUNTING HABITS IN 2019, AND WHAT YOU CAN LEARN FROM THEM (Read @ Fistful of Talent)
Last year, I wrote about how recruiting had finally reached the tipping point: forcing recruiters to treat candidates more like customers and get more creative to find and engage new talent through social media and text messaging. With the power to switch jobs more frequently, preemptively reject companies, and negotiate, or even turn down signed offers in lieu of better ones, candidates are in control when it comes to hiring–or are they?
5 Effective Ways to Stay in Touch With Past Applicants (Read @ Recruiter.com)
Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers! Today’s Question: What is a good way to stay in touch with past applicants who might be good fits for future roles?
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