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Recruiting News Roundup #FridayReads

Happy Friday! Take a look at the latest recruiting news that popped on our newsfeed this week:

HR Technology Conference: How to Plan Your Ideal Conference Experience (iRecruit Blog)
We’re excited to be at the HR Technology Conference and Exposition next week at the Venetian, Las Vegas, NV. Stop by our booth #236 to speak with Stop by to meet with iRecruit’s Brian Kelly . There is something for everyone in HR at this annual international conference, including over 400 exhibitors, real-world educational sessions, world-class keynotes, including Mike Rowe, and a focus on women in technology.


5 Reasons to Add Reddit to Your Recruitment Marketing Strategy (Read @ ERE)
Outside of traditional job sites, the list of platforms employers and agencies consider when advertising job openings and employer brand is pretty short. The list starts at Google and usually ends at Facebook. Between those two, you can get in front of just about everyone online.

Where Are All the Job Applicants? (Read @ HR Daily Advisor)
There may be more jobs available today than there are applicants to fill them. This is a frustrating scenario for employers. Organizations trying to grow, or even simply keep up with current demand, are finding it more and more difficult to keep employees, and they’re finding it’s more and more difficult to find new employees when a role becomes vacant. empty officeWhere are all the applicants? Why are there no longer enough?

Recruiting Veterans Can Improve Your Company’s Bottom Line (Read @ WOTC Blog)
A recent Glassdoor article discusses the benefits of hiring military veterans: What are your company’s biggest goals right now — building out a core product, improving customer service, growing your client base? When looking at employers’ top priorities, it’s rare to find hiring more veterans among them. But when you hear what National Director of Military Affairs at Power Home Remodeling Mike Hansen has to say, you just might change your mind. He told Glassdoor’s Emily Moore:

3 Seasonal Hiring Strategies That Will Crush the Competition (Read @ Recruiter.com)
There’s a lot riding on your seasonal hiring. Can your process deliver the quality and quantity of hires your organization needs to make goal? In the last 12 months, the hiring landscape for hourly workers has changed. Unemployment in the US fell to an 18-year low in May. While thousands of brick-and-mortar stores have closed, there’s new growth in call centers, warehouses, and delivery services. Demand for talent is driving wages up, and companies are engaging candidates faster than ever through modern technology. If you’re looking for innovative ways to respond to this changed market, here are three strategies you can implement to build a faster, better seasonal hiring process this year:

Do You Google Every Candidate You Screen? A Cautionary Tale (Read @ ERE)
As recruiters we are challenged each day with making judgment calls based on a resume and a phone conversation. Of course, decisions are focused on whether or not the candidate has the experience and skills to do the job, but after that “cultural fit” plays an enormous role, especially when it comes to choosing candidates for leadership positions.

Study: 41% of employees will only accept jobs offering flexible work schedules (Read @ HR Dive)
The preference for flexible work options continues to gain traction: 41% of more than 2,000 employed adults in Spherion Stang Services’ “2018 Emerging Workforce Study” said they would only work for an employer offering agile work options. Fourty-five percent of employees said they are very or extremely satisfied with their work-life balance. The online survey also included responses from 704 HR managers representing companies around the country. They said the presence of contingent workers in their workforces grew from 15% in 2017 to 29% in 2018.

Commute Discrimination Is a Thing (Read @ City Lab)
In Washington, D.C., commuting distance comes with an economic penalty. Applicants who live farther from a low-wage job in the center of the city are less likely to be called back for an interview.

In Tight Labor Market, Inmates Learn to Code (Read @ WSJ)
INDIANAPOLIS—Jennifer Fleming was convicted of dealing drugs in 2012, but when she gets out of prison next year, she is hoping for a job in computer coding. “Technology is definitely going to be a steppingstone in keeping myself stable,” said Ms. Fleming, who is one of eight women in a pilot program at the Indiana Women’s Prison that officials plan to roll out to other prisons in the state. Ms. Fleming, 40 years old, passed a test and two rounds of interviews to be accepted into the program.

Top 5 moans from candidates about organisations recruitment processes (Read @ LinkedIn)
When you are recruiting it is important to remember that many candidates are putting a lot of time and effort into selecting the right role to apply for. The recruitment process needs to work for you, but it should also take into account the individuals applying and their experience with your company brand. Here we consider the top five things that frustrate candidates about the recruitment process.


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