Tuesday, January 5, 2016
- On average, each corporate job opening attracts 250 resumes. Of these candidates, 4 to 6 will be called for an interview and only 1 will be offered the job.
- Top 5 biggest factors job seeks consider - 1) Salary and Compensation, 2) Career Growth Opportunities, 3) Work/Life Balance, 4) Location/Commute, 5) Company Culture
- Company website and social media remain 2 of the Top 3 channels most used for company brand promotion; nearly 75% of people say companies do not know how to promote their brand on social media
- 69% of job seeks would not take a job with a company that has a bad reputation
- 41% of Baby Boomers say you should stay with a company for at least 5 years, only 13% of Millennials agreed
B&B clients have interviewed 4 or less job seekers in over 75% of our placements (+250) over the last 2 years.
Let B&B take the guess work out of the equation and save you time. We deliver "finalists" to you and help "sell" your story to candidates. We serve as an extension of your brand and business model.
Tuesday, December 29, 2015
Low turnover has long been perceived as indicative of a strong company. The rationale makes sense—a company must be doing something right if employees remain working there.
However, the issue is much more complex. Employees stay at companies for many reasons which may relate very little to the company. Employees may be:
• Unmotivated to advance
• Anxious that the economy is too unstable
• Comfortable and complacent in a known environment
Turnover can certainly be disruptive to a business, impacting employee morale and performance. It also has real costs, from job postings to interviewer time to lost productivity to higher salaries and sign-on bonuses. It’s no wonder that many employers want to avoid turnover.
But sometimes change is exactly what’s needed. Whether employees are let go or leave voluntarily, turnover can be a smart opportunity for employers to select, hire, and develop new talent into the organization. People who are excited about the company and have the capability to perform at a high level can make a significant difference. Some turnover is actually good for the company! Something to think about as we head into a new year. Is 2016 a year where your company is in need of some change?
Tuesday, December 22, 2015
Job Specialization: Taking on job titles and responsibilities that are industry specific and not transferable to other companies.
Staying With A Company Too Long: Remaining with an employer for an extended period of time may suggest that you fear change and prefer a familiar environment. The exception is receiving numerous promotions during that tenure.
Lack Of Career Progression: Remaining at a specific career level for a protracted period is a definite career killer. It suggests a failure to perform and earn a promotion.
Job Hopping: Job hopping is probably the number 1 career killer. As a general rule, you should average 3 to 5 years at each position. If you are a victim of layoffs after a short tenure, a prospective employer will look at your entire work history and usually ignore a single exception.
Jack Of All Trades, Master of None: A work history that includes experience in multiple disciplines (sales, purchasing, logistics, IT, marketing and customer service) can indicate a person without career direction and depth of expertise.
Staying In One Industry Too Long: This can be problematic, especially if your industry is facing a rapid decline and your skills are not transferable.
Lets partner together to define a road map that aligns to your career and life interests!!
Tuesday, December 15, 2015
The DHI Group Inc.time-to-hire index, a measure of the time it takes U.S. companies to fill jobs, rose to a record 29 working days in July.
See the below excerpt from the September 2015 article in the Wall Street Journal.
"The latest trend in hiring has a lot in common with speed-dating.
Fed up with recruiting that takes weeks or months, employers are experimenting with ways to take on new employees in a matter of days or even hours. Chipotle Mexican Grill Inc. made a highly publicized push last week to hire 4,000 workers in a single day, and other technology and media companies are accelerating the way they woo and acquire talent, from entry-level..."
Click here to read the full article.
Let B&B take the guess work out of the equation. We deliver "finalists" to you and help "sell" your story to candidates. We serve as an extension of your brand and business model.
Thursday, December 10, 2015
- The shift in power to the candidate means current approaches will stop working - 83 percent of recruiters report that the power has shifted away from where it has been for years, the employer, and toward the candidate. Now that top candidates are in the driver's seat, the best have multiple options, recruiting must dramatically increase hiring speed, offer a great candidate experience, and shift to an emphasis away from assessment and toward excellence in "selling candidates."
- Shifting to compelling offers becomes essential - during the down economy, almost any offer was accepted. However, in today's marketplace where top candidates get multiple offers, the offer generation process must be radically updated. That means that sign-on bonuses, exploding offers, and identifying and meeting an individual candidate's job acceptance criteria will become essential once again.
- Perhaps the biggest surprise will be the shortage of top recruiters - as recruiting volume and difficulty both ramp up, firms will begin to realize that there is a significant shortage of talented and currently up-to-date recruiters.
- Videos begin dominating recruiting messaging - If you're not already using video job descriptions, videos for employer branding, video employee profiles, video job postings and video job offers, you need to realize that authentic videos are an essential supplement to all traditionally print messaging. Videos make it easier to see and feel the excitement at your firm.
- Learning to hire whenever scarce talent becomes available - during periods when top talent is extremely scarce, the best targets enter and exit the job market over a matter of days. That means that recruiting functions must shift from their traditional recruiting model, where you hire only when a position becomes open, to a completely different approach, where you hire whenever top talent is available to your company.
- Sourcing will add a "find-their-work" component -With the growth of the Internet and social media, it is now becoming possible to find the actual work of most professionals. There will be a focus on discovering the great ideas and the writing, the pictures, and the video representations of their work.