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Media Jobs Monthly NewsletterMay 9, 2012
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Many employers say the quality of an internally sourced candidate is higher than someone found through outside sources. Logic is, if an employee refers a friend, chances are he or she is familiar with the company culture and is more likely to stick around. But there hasn't been much proof to back that claim up -- until now. A recent study has actual data to support this. The research only follows one company, but performance reviews showed internally sourced candidates performed better and accomplished more than external hires.
You can improve your chances of finding candidates internally by growing your professional network. If you hate the idea of networking, think of it more as building relationships and meeting new people instead of selling yourself and trying to get a job. Ease into things by building a social media presence and engaging with influencers in your industry. As you comment on their updates and get to know each other, you can work on meeting offline. If you're part of a club or organization, talk to new people instead of the ones you already know. Even if you have things to say, listen first and find out what they need. Who knows? You may end up being the one referring candidates and earn some good karma in the process.
When the salary dance starts with your top choices, hiring managers can be tempted to ask for a candidate's salary history. Resist this urge. What Bob made in 2007 isn't any indicator of his worth now. Find out the market rate for the role and base his compensation on that instead of burying yourself in research and salary surveys.
Once you select the candidate, get a move on the process. Job seekers feel like they're living in slow motion when they're waiting to hear back about a job. When Arkansas football coach Bobby Petrino was hiring a student-athlete development coordinator, he pushed HR for an expedited hiring process. If only more hiring managers embraced this, right? Unfortunately, Petrino was only in a rush because he wanted to bypass interviewing qualified candidates so he could hire his mistress instead. Makes you think twice when the hiring process moves too swiftly, huh?
U.S. Added 115,000 Jobs In April (BLS)
The economy added another 115,000 jobs in April, the smallest increase since October 2011. Still, the unemployment rate dropped another tenth of a percentage point, to 8.1 percent, the Bureau of Labor Statistics said. The biggest job gains were in professional and business services, retail trade and health care.
They Can Wait A Week, Right? (The Staffing Advisor)
A week may feel like no time to you as a hiring manager, but "when you are not in control, and you are waiting for someone else, every day feels like a week." Waiting a week to put together an offer could lose you that candidate.
But On The Other Hand... (Fistful of Talent)
One reason a hiring manager might be trying to push a hire through faster than usual is because he or she is up to no good. FoT looks at the case of Bobby Petrino, the former Arkansas football coach who got in trouble for hiring his mistress after asking for an expedited hiring process and overlooking 159 qualified candidates. While it's not likely that the hanky panky at your company would get that severe, expediting the process isn't always done for good reason.
Making a Job Offer? Don't Make This Mistake (The Staffing Advisor)
Do you *really* need not just a candidate's current salary, but his or her salary from her past three jobs? Nuh-uh. And hiring managers and in-house recruiters that demand it lose candidates.
If You Wait Until You Need to Hire, It's Too Late (The Hiring Site)
Even small businesses can't afford to be reactive, say a panel of employment experts. "They don't typically have large numbers of vacant positions, so they go from requisition to requisition. And because they are so reactive, they don't set down some of the basics you need to have in place to attract top talent."
Once a Job Hopper, Not Always a Job Hopper (ERE.net)
A new study found that previous work experience has no correlation with future job tenure. In other words, a candidate who's had five jobs in five years is no more likely to quit than someone who kept the same job for all five years. The results show that one of the most common screening tactics has no value in predicting future employment success.
Hire Internally for Best Results (ERE.net)
A new study tracked jobs filled by both internally sourced candidates, as well as candidates from the outside, and found some surprising results: External candidates took up to three years to achieve the performance levels of their internally promoted peers, yet they were paid an average of 15 percent more. How insane is that?
How To Network in Any Situation (mediabistro.com)
Recruiters and hiring managers need to be great at pressing the flesh. In this premium article from mediabistro, we provide six tips to help even wallflowers get the most out of any networking event.
Commencement Advice They Don't Tell You at Graduation (MediaJobsDaily)
Every commencement speaker will say basically the same things: "These are your best years." "You're full of potential." "Live life to the fullest." Yet, some truths will never be spoken by a commencement speaker. How about: "Don't try to be great"? According to Charles Wheelan, who's released a book called 10 1/2 Things No Commencement Speaker Has Ever Said, "Being great involves luck and other circumstances beyond your control. The less you think about being great, the more likely it is to happen."
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