To rally those who have lost their jobs or are facing possible job loss in the current devastated economic climate, Quintessential Careers has created Job Action Day, to be implemented on Monday, Nov. 3. Job Action Day 2008 aims to empower workers and job-seekers to take proactive steps to shore up their job and career outlook, said Quintessential Careers Founder and Publisher Dr. Randall S. Hansen.
"For job-seekers," Hansen said, "Job Action Day is a chance to take a break from the daily grind of job-hunting to take a look at the bigger picture of their careers and job-search strategies. It's a day to strategize plans for developing new job and career options and devising new and better ways to track down job leads and position themselves for employment opportunities."
For workers facing possible job loss, Job Action Day is a time "to not only examine their current job and employer, but also evaluate both the stability of that job and employer as well as their personal fulfillment with their jobs," Hansen said. "It's a day to take stock of their careers and develop a plan for their next career steps."
Hansen said he deliberately set Job Action Day 2008 for the eve of the U.S. presidential election to encourage voters to think about job creation and the avoidance of further job losses as they cast their votes. Beyond the election, Hansen said, "workers and job-seekers must hold the next president's feet to the fire." Echoing Hillary Rodham Clinton's battle cry at a recent rally in Orlando, FL, the concept of "Jobs, Baby, Jobs" must be a top priority for the new leader, Hansen said.
Quintessential Careers will mark Job Action Day 2008 with service-oriented articles and blog entries to provide workers and job-seekers with information, ideas, and concrete steps that they can take to secure their futures -- both in the short-term and the long-term.
I think this is a great idea, not just to reengerize candidates, but to look at our own jobs and our own companies. I'm lucky---I love my job and my company, but it's helpful to take a minute or two and examine my current situation. Periodically I look in my closet and throw out an old sweater that doesn't look as good as it used to. Shouldn't we all spend a bit of time examining our careers and our companies to ensure that they still fit well, but with room to grow?
Innovation! Fun! Creative idea! When was the last time you though this about a career fair? Not me, and I'm actually a big fan of career fairs. I like chatting with people, finding out about them and talking about my company. In my former life as Director of Career Services at Wentworth, I thought I was innovative with an I Just Got Lucky St. Patrick’s Day Career Fair.
Well, just when I thought I'd see or heard of everything DeVry---yes, DeVry---- shocks me so much I had to immediately blog and let you all know. They are hosting a Sadie Hawkins Day Career Fair! Now for those of you who don't know about Sadie, click here for a refresher.
On October 15, DeVry is having students and alums set up tables and present themselves to recruiters! This is great. Students will have to sell themselves and recruiters will have to go around to all the tables and find talent. I love the idea of sometimes jaded recruiters having to go up to tables and initiate the conversations instead of sitting on little chairs checking their text messages and waiting for students to come to them.
Even though this event is in Philadelphia, I may go just to see and support the first true innovation of career fairs in 200 years!
The fair is by invitation only, but I bet recruiters can call and wheedle an invitation. Info is on the site.
If you're a reader of this blog, you know that I am fascinated with millennials and here is another great example why: Alex Steed's research project on millennial activism. A self-described Writer, Doer & Collective Action Enthusiast, he is conducting a national tour to meet millennials across the country and report back on activism of all kinds. His purpose is to answer the question why and how do millennials engage.
His website, http://www.alexsteed.com/millennial.html is worth keeping an eye on, as his reports will give live, in the field anecdotes about how millennials are different and why this difference is so valuable.
As recruiters and HR professionals, it's vital that we learn as much about millennials as we can, and I'm confident that reading Alex's blog will provide great insight into all that's happening out there in this age cohort.
His national tour kicks off in Maine in October. Good luck Alex!
Ever have one of those bad days where you really think about chucking your company and packing it in? I saw a job today that really tickled my fancy: HR person at the South Pole. Listed on SHRM, the position is for Raytheon Polar Services and is a real true job.
Sitting here in August, I imagine running HR from a nice cold igloo. Ah! Nirvana. Then I remember that it's always cold there. At least here I can put on a sweater or go outside to warm up from our Antarctic air conditioning.
Then I think how nice it would be to just work with a small group of people, who are probably all sincere scientists with no complaints at all. But then I remember that I work with a nice group of sincere scientists who have limited complaints and who all go home, far away from the office, at 5pm. I imagine in Antarctica, they just snowshoe off to the next igloo and I see them at dinner, and then at breakfast, and then at the office.
Still, it's a good job for somebody and I think Boston.com readers should go for it. After all, we have been through enough frozen winters. Go to rayjobs.com and look for req number TSC110693. After you get hired, we'll want reports from your igloo.
The NYTimes ran an article today, "Women Are Now Equal as Victims of Poor Economy". Despite the misleading title (women are usually affected worse than men in poor economies), the article discusses a new study that shows that women are leaving the workforce in a poor economy due to the same reasons the men do: jobs are eliminated; can't afford to do same job for half the wage; or can't find equivalent work.
The women, in sum, are for the first time withdrawing from work with the same uniformity as men in their prime working years. Ninety-six percent of the men held jobs in 1953, their peak year. That is down to 86.4 percent today. But while men are rarely thought of as dropping out to run the household, that is often the assumption when women pull out.
“A woman gets laid off and she stays home for six months with her kids,” Ms. Boushey said. “She doesn’t admit that she is staying home because she could not get another acceptable job.”
The biggest retreat has been in manufacturing, where more than one million women have disappeared from payrolls since 2001. Like men, many have not returned to jobs in other sectors.
Wage stagnation often discourages them from pursuing new jobs, says Lawrence Katz, a labor economist at Harvard. “While pay was rising solidly in the 1990s, you had women continuing to move into the work force,” Mr. Katz said.
Pay is no longer rising smartly for women in the key 25-to-54 age group. Just the opposite, the median pay — the point where half make more and half less — has fallen in recent years, to $14.84 an hour in 2007 from $15.04 in 2004, adjusted for inflation, according to the Economic Policy Institute. (The similar wage for men today is two dollars more.)
Not since the 1970s has that happened to women for so long a stretch — and because this is a new experience for them, “women may be even more reluctant than men to accept declining wages,” said Nancy Folbre, an economist at the University of Massachusetts.
Click here for full story.
My phone's been ringing off the hook since 2002 with sales people trying to explain to me why their job site is the best, the biggest, the most worth the money. When I was a young, naive recruiter, hope always flickered in me that perhaps this site was the great one.
I've smartened up in the past few years, and started letting data affirmatively drive my decisions. I no longer try a site and then calculte ROI, unless the sales people are willing to give me a test job for free.
When sales people call and give me their pitch, I ask about their Alexa rankings. Strike one if they can't give me actual traffic data that supports their 'we're the best' claim. Strike two if their 'we are better than xyzsite' isn't supported by data. And woe to the sales person who calls me who doesn't know what Alexa is!
I've been evangelizing about Alexa.com for a while now, and all of my workshops to recruiters and job seekers feature at least a mention of the site and how it can best be used when adverstising or looking for jobs. I'm always worried about pinning all my data on one source (no matter how much I love it). A recent Ann Smarty blogpost on Searchenginejournal.com gives us a few other options when evaluating website traffic, including a new Google feature.
Each of these tools can help recruiters decide where to spend valuable dollars. Is it possible to miss the next hot site by waiting for site data? Absolutely. But if the site is really going to be hot, take a tip from Ben and Jerry's and give free samples. I'm all about try before you buy.
In a career long ago and far away, I was a live-in fraternity house advisor. I went on to be a Greek Advisor on a large campus in Boston and one in Arizona. Having spent a lot of time among the Greek population (and being Greek myself), of course I came across occasional bad behavior, baffling rituals and strange group think, but more often than not, I found some of the best possible student leaders.
Think about this: when graduating from college with fraternity or sorority leadership experience, students may already have the skills they would have acquired working at your company in the first year. Too often, students who spent 40 hours a week for a year running a chapter or organizing an event list their experience under 'activities', so you may have to dig a little to find the experience. I spent lots of workshop hours talking to greek leaders about the importance of taking their leadership seriously and presenting it on their resume in a way that accurately showcases their skill development. It's actually still one of my favorite topics.
For example, on larger campuses, chapter treasurers may have been handling and managing significant amounts of money in multiple accounts: house accounts, philanthropy accounts, operating accounts. On resumes, look for treasurers of larger philanthropies. For example, Rutgers University's Dance Marathon took in over $300K. Looking for a financial analyst? Look for an accounting or finance major who has been active in a fraternity and sorority.
Need people for your management development program? Look at fraternity and sorority presidents and vice presidents. Hey, if you can run a 100+ person organization, and have responsibility for discipline, morale, scholarship and entertainment, you can do anything. Ever try mediating between two co-workers? Piece of cake if by the age of 21, you've already mediated over multiple in-house disagreements and possibly cross-chapter conflicts as well.
Want someone assertive for your sales team? How about the philanthropy chair who not only had to hustle up cash and in-kind donations, but who also had to convince the chapter members to volunteer and represent the school well. Need chutzpah? No need to prove your ability to fearlessly go where others won't if you have routinely motivated others to rise and shine early every Saturday in the fall for a walk-bike-swim-rock a thon.
On many campuses, students are running the major events, and governing themselves. While fraternity and sorority advisors work hard, their work is not (solely) about preventing Animal House 08. Rather, these are on-campus educational administrators who are teaching OUR next generation of employees how to lead, manage conflict, motivate, follow rules, make rules and manage change.
Remember, too, that recruiting through fraternities and sororities is a great way to actualize your commitment to diversity. Don't know what NPHC or NALFO is? You should. I do and I use it to recruit.
Yes, there are still keg parties and occasional bad behavior, but I'd wager the Chess Club gets in trouble from time to time as well. Don't let your stereotypes---either good or bad--- prevent you from really examining the resume of a fraternity and sorority leader. X-ray a fraternity or sorority resume and differentiate between 'attended charity events' and 'organized 500 person rally'. You'll be happy you did.
Google, the category-killer-always-ranked-a-best-employer company is running a contest for the best doodle (art) for their logo and special days. One of the links from the contest page is about The Original Doodler, Dennis Hwang.
From the interview:
"How did you get such a cool job that meshes computers and art?
I had an internship with Google in college. I was given the task of helping with maintenance of the website and I soon became an assistant webmaster. Before I joined Google, the founders Larry Page and Sergey Brin were already thinking about holiday logos...and when I joined, they knew I was studying art and suggested I should give it a shot. I've been doing it since then...
What a great story of how an internship, some talent and a can-do attitude can change your life.
One of the great things that came up at BU's Recruiting Roundtable is work-life balance. One of the points I made is in the difference between millennials and other generations in terms of work-life balance. For Xers and boomers, work-life balance is a 'sane' ratio of time spent at work versus not at work. Millennials, on the other hand, perceive work-life balance very differently--often by how much of their lives they can live at work.
To wit, this interesting information reported on the searchcio.com:
According to the survey, for example, 75% of millennials access Web-based personal email at work, compared with 54% of other workers; 66% regularly access Facebook or MySpace, compared with 13% of other workers; and 51 % of millennials access personal finance applications, compared with 27% of other workers.
The article then goes on to talk about how to cope with this:
How should the IT establishment respond? Not by yelling and telling, said Samir Kapuria, managing director, Symantec Advisory Consulting Services.
"This is a large volume of people who use these personal technologies," Kapuria said. "Businesses need to ask themselves, 'How do I harness the capabilities of this tech-savvy group while also making sure of eliminating the risks associated with the use of this technology?'" Kapuria said there needs to be a council of people who understand the mind-set of the millennials and can measure the business's risk level through this lens, then identify the hard and soft skills required to remediate the risk.
To read the whole article click here.
Ellen Goodman does a great job of capturing the pathetic treatment of Lilly Ledbetter and the rest of our gender when it comes to wage equality in today's Boston Globe:
The idea that the wage gap might be because of, um, sex discrimination seems soooo 20th century. In fact, the Supreme Court implied that Lilly Ledbetter's lower paycheck was her own fault because she didn't start investigating her employer for sex discrimination as soon as she started her job.
As for the conductor of the Straight Talk Express? McCain said he was all in favor of equal pay for equal work, but that women don't need lawsuits, they need "education and training." So let's begin with a couple of basics.
Lesson One: An unequal paycheck is a thief that keeps on taking. Even in retirement, Ledbetter is still, in her own words, "a second-class worker" with a pension and Social Security check that carry Goodyear's bite marks.
Lesson Two: In 2008, the Republicans are partying - "political partying" - like it's 1964.
Click here to read the full story.
Unless you have been living on the moon for the past few weeks, you know that the rules for OPT have changed. What you may not know is how the rules impact your organization. There seems to be confusion about how these new rules will apply. NAFSA (which used to be called the National Association of Foreign Student Advisors) has published the NAFSA - SEVP Policy Guide. While this is a publication written and intended for International Student Advisors at colleges, it can be a great resource for recruiters as well.
The Department of Homeland Security also has the final rule posted here.
To friend or not to friend ... that is the question ... on Facebook. What happens when your boss wants to be your friend, or should you send a friend request to your boss? This is a question looked at in the Boston Globe today.
Ali Riaz has 126 friends on his facebook.com account. Ten of them are his employees.
Click here for the full story.
Boston University's Feld Career Center is hosting an event for recruiters in the New England Area on April 24th. The 2008 Recruiters' Roundtable is called Attracting & Retaining Generation Y--- the Millennial Population and is open to recruiting professionals and talent development managers.
Too often, I find that even if companies acknowledge and understand that Gen Y is different, there are very few interventions planned. In other words, even the most enlightened companies know that the millennials are different, but they still haven't changed anything about their programs and services. This event promises to be a working conference where recruiters can once and for all move beyond "Millennials are Coming" to "and THIS is What We Should Do About It".
Chris Newell from Keane will be speaking about global issues and there will be an address by the Dean of the School of Management, Louis Lataif. In the interest of full disclosure, I should let you know that I will also be speaking briefly on this, my favorite topic. My remarks will be based on the millennials article I wrote for boston.com in June.
The event does require registration--call BU's Feld Career Center to reserve a place.
Can't attend? Check in here in a few weeks and I'll report back on all the best tips and tricks.
Laura Vanderkam over at the Huffington Post had an interesting item on the Spitzer scandal and how it relates to the ever-controversial "opting out" movement. After qualifying that there are some advantages for children when a woman "opts out;" she brings up some very realistic downsides:
But there is definitely a downside to this bargain. For starters, the existence in the workplace of men with no family duties makes life that much harder for moms who don't opt out - and for the men who choose to be involved in the care of their families. People who don't have to think about what time the babysitter goes home don't mind so much if the meeting runs late - even if nothing important is getting done.
And second, while men have learned to be careful about saying their wives "work in the home" rather than "outside the home," switching from two careers to one in high-powered couples changes the power dynamic. Though this probably isn't the case with the independently wealthy Spitzers, in other families, a sole breadwinner can claim anything related to work is important because hey, if he loses his job, it's bad news for everyone. He knows he can get away with a little bit of bad behavior, because if his wife has severely compromised her ability to make a living, it will be that much harder for her to leave.
I have to admit, I'm not surprised about the scandal. Men like him do things like that. However, I was disgusted by his wife standing by him. Should the roles have been reversed, do you think he'd stand by her? Not in a New York City minute.
Click here to read the full article.
Here's a retention issue I bet you don't think about too much: your office building.
Yup, according to a new piece in HR Executive Online:
One-third of office employees worry their buildings are unhealthy or unsafe, and 20 percent say conditions in their offices are hurting productivity and motivation, a new survey has found.Some of the specific issues?
And all this is a reflection on the employer. More than three-quarters of those surveyed say the condition of their office buildings affect how they see their companies. And, 17 percent say they've left a job because they disliked their building's conditions or amenities.
Nearly one-third of those surveyed complained of unclean or under-stocked rest rooms. Among other gripes cited by office workers were outdated furniture and decor (28 percent), unexplained odors or foul/unclean air (21 percent), rodents/insects (20 percent), theft/crime (21 percent) and leaky ceilings and windows (21 percent).Building owners and tenants, time to clean up your act?
Some of you may be familiar with the Monster Careers book series for job seekers. Three titles cover the basics of the job search, interviewing, and networking.
Now the folks at Boston.com's recruitment partner turn their attention to the other side of the table: the employer's side. In their latest book, Finding Keepers: The Monster Guide to Hiring and Holding the World's Best Employees, just out from McGraw-Hill earlier this year, Monster insiders take their typically iconoclastic look at the hiring and retention of employees, turn it inside out, and do it their way. From the release notes accompanying the book:
In Finding Keepers, Monster presents its unique and comprehensive program for recruiting and retaining the world's best employees. The program -- called the Engagement Cycle -- consists of producing a brand experience that attracts the best employees, treating them right, and helping them create a culture that continues to attract more great employees.
Successfully performing the three phases of Monster's Engagement Cycle program
enables you to:
* Build your hiring practices around the unique attributes of your organization.
* Attract skilled workers with a compelling employer brand.
* Get the best candidates to "buy" your company.
* Use your employer brand experience to hold onto the best employees, even in
tight hiring markets.
Packed with practical tips that businesses of all sizes, in all industries, can start applying immediately, Finding Keepers is your action guide to attracting, acquiring, and advancing the smart, capable people you need.
The book, co-authored by a trio of senior Monster execs, Steve Pogorozelski, Jesse Harriot, and Monster Careers co-author Doug Hardy, breezes right along and makes the case with plenty of snappy sidebars and graphics - all in the Monster-branded purple ink.
Monster definitely knows job seekers - their site services millions of job seekers globally each day, and their resume database numbers in the tens of millions - and now they've proven they know employers, too. In a time that's tight on talent, it's definitely worth the read.
Learn more at the Finding Keepers page on the Monster site.
Our Boston Globe Careers section columnist Penelope Trunk is known for her brash, iconoclastic advice in her bi-weekly "Climb" column. Now the author of the recent book Brazen Careers: The New Rules for Success, offers some brazen advice for employers, too:
There is lots of chatter about how resumes are on their way out. There will be blogs, and videos, and LinkedIn profiles and other mechanisms to downplay the concept of a linear career and put upfront the way someone thinks and the ideas he or she has. There should be similar chatter about the near-death of the job listing. Here are ways companies can hire people without focusing on the job listing itself.Just how brazen is her advice? Try Tip #1 on for size:
1. Tell people where they'll go next. Michael Arrington, co-editor of the popular blog TechCrunch, just lost his right-hand man. What did he do? He wrote a very public thank you for good work done - so that people know how appreciative he is. And he wrote a little side note about how everyone who has left TechCrunch has gone on to amazing jobs.Read the full piece from the Boston Sunday Globe.
I was talking with Dylan Tweney, the editor of Wired online, and he was using a similar hiring tactic, showing people how a stint with him at Wired is a stepping stone to places like The New York Times and Wall Street Journal.
It's that time of year again: Engineers Week. At ths time of year, we celebrate the people who really do solve the world's problems. As I think about engineering hiring in Boston, I am continually struck by how little attention we pay to our home-grown talent. Yes, we know there are behmouths of engineering education in town, but there are also a number of lesser known gems. Want to stop Boston's braindrain AND celebrate the engineer? Focus some of your recruiting here:
- Merrimack College. Yes, Merrimack. Who knew they had an engineering program, but they do and their graduates are among some of the brightest in the market today. We've snapped up a few recently ourselves.
- Benjamin Franklin Institute of Technology. BFIT has one of the highest enrollments of minority and women engineering technologists around and a very high proportion of first generation college students. These students are dedicated to their education, and willing to work hard. BFIT students can work directly after their associates degrees, and some transfer to 4 year programs in Boston.
- Worcester Polytechnic Institute. What a school this is and what a great asset to our Northeast community! WPI's Global Perspective Program is gem. According to their website, WPI currently sends more undergraduate engineers and scientists abroad than any other American university. Why aren't we talking about this more?
- Wentworth Institute of Technology. Prior to coming to Osram Sylvania, I was the Director of Career Services at WIT. This experience made me the unabashed evangelical I am about this curriculum, this co-op program and these students. You simply cannot find a better hands-on engineering and engineering technology program in Boston. WIT students are bright, eager to learn, hardworking, and all graduate with two or more co-ops of real-world experience. Their career fair is coming up in March. Often overshadowed by their Huntington Ave next-door neighbor with the bigger advertising budget, WIT is THE undiscovered treasure for engineering recruiters.
Chrystia Freeland of the Financial Times writes about how women find it easier to adapt to new situations than men. She focuses on a study about analysts recently published in the Harvard Business Review.
I am also a strong believer in the idea that the best way to effect real change is for sisters to do it for themselves. That's why I am taking such comfort from research published in this month's Harvard Business Review suggesting that female analysts are more likely than male ones to flourish when they move to new firms.
One of the things that I like about Professor Boris Groysberg's finding is that it was accidental - his analysis builds on previous research warning managers that hiring star performers from the competition usually doesn't work. But when Groysberg combed through his data, he found one surprising exception: women. Appealingly, Groysberg attributes this gender divide to the strategies and skills the star female analysts had to develop to thrive in a sexist environment: call it the uses of adversity, or finding lemons and making lemonade.
Facing "less-than-wholehearted acceptance" on Wall Street, successful women analysts "built their franchises on portable, external relationships with clients" rather than the internal schmoozing the guys focused on. That made it easier for them to move smoothly from one firm to another.
Click here to read the complete article.
As Human Resource Executive Online reports, work is not only part of our everyday reality. It's increasingly part of our dreams, as well:
Work issues and experiences are expanding their grasp on employees' lives, occupying increasing amounts of time during both day and night. The second annual Staples National Small-Business Survey reveals that about half (51 percent) of respondents admit they actually dream about their work. Of those, nearly 70 percent say they wake up and put their work dreams into action.Sound familiar?
- - - - -
"People have always thought about their work," [global director of employee research at New York's Mercer HR Consulting Paul Sanchez] says. For workers involved in "creative enterprises," Sanchez says, "[such thoughts any hour, night or day is] often the way the creative process works."
Knowledge workers involved in the creative process are likely to have work/life boundaries that are "very thin," he says. "They're more likely to have this continuum of 'work is always on my mind.' "
Are you having a hard time getting the career page's updates to the top of your corporate IT priorities?
We all know that the career site is the critical entry point (literally) for employees. You probably know what needs to happen to make your site better. today's Wall Street Journal has some excellent fodder for your conversation. The article refers to Potentialpark Communications' survey of company career portals.
Meeting job hunters' expectations is critical for employers. Company Web sites are the second most common source of new hires, preceded by referrals, according to a survey of 50 U.S. companies with 5,000 employees or more due out later this month from CareerXroads, a staffing-consulting firm.
Features that respondents say they most want to find easily include detailed company and job profiles, descriptions of ideal candidates, insights into long-term career opportunities and a clearly defined application process.
Regular readers of this blog know that any time generational differences are referenced, I'm all ears. In this particular case, Mr. Clegg makes a cogent connection betwen what we know about millennials and what we should do differently in business.
We're paying attention to voice of generation X and Y," says Paul Clegg, director of global talent acquisition at Raytheon Corp., which holds the No. 26 spot in the ranking. "Their values are so different than the boomer generation, and in order to attract and retain them, we've got to shift gears."
Want to see how your site measures up, click here for a link to the articles' graphic on what the top 10 companies in the ranking did right.
Personality types, that is.
Today's Boston.com chat guest, Paul Tieger, author of career guide Do What You Are, says employers should be aware of the diverse personality needs of their organizations:
Type_A__Guest_: Paul, as an employer, should I look to hire a variety of personality types or stick with one type?Read the full transcript of today's chat with Tieger.
Paul_Tieger: Good question and it depends on the tasks and functions you need from your people. Some types are decidedly better at some things than others. For example: if you have an accounting department where people have to pay a lot of attention to details, you "probably" want a Sensing type ("probably" because there are exceptions to every rule), and an Intuitive (someone who looks to the future and likes to consisder creative possibilities) in your marketing department. But we need ALL points of view to make the best, well-rounded decisons.
Local workforce management firm Kronos has issued survey results that point to a rash of sick days after the coming weekend. How do they know?
They call it "Super Bowl Fever":
CHELMSFORD, Mass., Jan. 30, 2008 -- New survey findings suggest that an estimated 1.5 million employed U.S. adults may call in sick to work the day after the Super Bowl. The "Super Bowl Fever Sidelines Employees on Monday Morning" survey of 1,430 adults employed full-time was sponsored by The Workforce Institute (TM) at Kronos (R) Incorporated and conducted online via Harris Interactive.Read the full release on the Kronos site.
- - - - -
Super Bowl-related absences could be particularly striking for organizations with a high population of Gen X and Gen Y employees, as the majority of the employed adults who say they may call in sick the day after the Super Bowl are males and females between the ages of 18-34 years (4 percent and 3 percent, respectively).
I hear there is a big game coming up this weekend. I think that's the reason my husband has been acting so strangely. Today for example, he wore a Patriots hoodie to work, a radical departure from his all-Brooks-Brothers-all-the-time gestalt.
I've always been more of a commericals fan myself and for the past few years as a recruiter, I watch the commercials with even more anticipation. Why? Because of the SuperBowl phenomena: more applicants on job websites in the week after the SuperBowl. My CareerBuilder rep sent me an email to let me know that last year their SuperBowl commercials reached 139.8 million views and drove 1.6 million candidates to the website.
Curious, I went to the referenced source of their data, www.comscore.com. Although I didn't find the Careerbuilder data specifically listed, there was lots of interesting information. Comsource's press release from yesterday has a plethora of interesting facts about the SuperBowl and internet useage.
- more than a quarter (26 percent) [of survey respondents]actually preferred watching the ads [as opposed to the game].
- Males, in particular, were significantly more likely to prefer watching the game itself, while females preferred watching the ads.
- Super Bowl ads will also drive viewers to the Web, with 16 percent of respondents saying they would go online to visit the Web sites of Super Bowl advertisers, while 13 percent said they intended to watch Super Bowl ads or video clips online.
This is all great news for recruiters and a phenomenon I've incorporated into Osram Sylvania's recruitment planning. Even our hiring managers -- who think our department can conjure perfect candidates out of thin air -- are talking about the impact of this weekend's advertising on their open requisitions.
Only time will tell, but I'm keeping my fingers crossed for GREAT career site commercials.
CareerBuilder and Monster, if you're listening, please make your commercials particularly appealing for power electronics engineers and internal auditors---I really need an influx of applicants.
It's the new year, and if your company is anything like ours, interviewing season is in full swing. While we all like to think each of our hiring managers knows and understands the kinds of questions that can be asked during an interview, we can't be sure without training.
Hiring managers DO want to do the right thing, but their intentions may not translate well. Trying to build rapport? Asking 'so are you married' isn't the right way.
At our company, we rolled out a training session with hiring managers in our Exeter, NH location. Our hiring managers came into the workshop slightly dubious as to the efficacy of (yet another) HR workshop, and yet by the end of the training, were seeking to one-up each other with tricky interview questions! What made this workshop successful? Of course, the fact that our hiring managers are smart and engaged, but more than that, because we met their needs: we trained them how to (legally) get the information they needed and wanted.
On this topic, if you are looking for a clear, concise, easy to read list of questions, go to BC's website. Here's a little tidbit:
Are you a citizen of the United States?
If you are not a US citizen, have you a legal right to remain permanently in the United States?
Do you intend to remain permanently in the US?
If not a citizen, are you prevented from lawfully becoming employed because of visa or immigration status?
Statement that, if hired, applicant may be required to submit proof of citizenship.
Inquiries That Must Be Avoided
"Of what country are you a citizen?"
Whether the applicant or his or her parents or spouse are naturalized or native-born US citizens.
Date when applicant or parents or spouse acquired US citizenship.
Requirement that applicant produce his or her naturalization papers.
Whether applicant's parents or spouse are citizens of the US.
Thanks BC for allowing non-Eagles to benefit from this excellent resource. Of course, readers should consult with their own legal department for legal advice. Happy interviewing!
about this blog
In The Boston Globe each Sunday, we publish several original articles focusing on the employment, career management, and recruiting issues facing our readers. We're very proud of our original content, but there's a limit to what we can research, write, edit, and publish on our own. That's why we started the Job Blog and the HR blog: to take advantage of the fact that there is a great big web of that useful and reliable information out there.
Our vision for these blogs is to provide links to that information and, we hope, to help people find jobs.
e-mail your question
Meet the Jobs Docs
Patricia Hunt Sinacole is president of First Beacon Group LLC, a human resources consulting firm in Hopkinton. She works with clients across many industries including technology, biotech and medical devices, financial services, and healthcare, and has over 20 years of human resources experience.
Elaine Varelas is managing partner at Keystone Partners, a career management firm in Boston and serves on the board of Career Partners International.
Cindy Atoji Keene is a freelance journalist with more than 25 years experience. E-mail her directly here.
Peter Post is the author of "The Etiquette Advantage in Business." Email questions about business etiquette to him directly here.
Paul Hellman is the founder of Express Potential, which specializes in executive communication skills. He consults and speaks internationally on how to capture attention & influence others. Email him directly here.