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As 2011 winds down, now is a great time to evaluate your recruiting processes. What has been working for you this year and what could be improved? For HR professionals who have trouble getting on the same page as the hiring manager, consider showing the talent that's out there instead of just telling him. By sharing the resumes of the rock star candidate whose salary is significantly more than your budget, the mediocre candidate you can afford, and the underqualified applicant who would save money but require more training time, the hiring manager can see a more realistic picture of the market and better direct you on how to proceed.
Some other areas to consider are your job descriptions, the hiring process, and the personalities and backgrounds you're looking for. While you may be attracted to candidates who are similar to you, it's actually a smarter move to surround yourself with colleagues who complement your skills and personality instead. One hiring expert recommends creating a pie chart to divvy up the requirements you’re looking for in a position and adjusting the width of the slices according to importance. The chart provides a visual key to what's important to the hiring team, and it's also a helpful way to map out candidates' strengths and weaknesses.
Here's a little motivation to start this evaluation: The economy added 120,000 jobs last month and, for the first time in nine months, the unemployment rate is below 9 percent. We also have the lowest unemployment rate since March 2009. Hopefully 2012 will be a more prosperous year, so now is a great time to tweak your hiring process and make it really work for you.
Unemployment Falls to 8.6 Percent As Economy Adds 120,000 Jobs (BLS)
The economy added 120,000 jobs in November and the unemployment rate fell to 8.6 percent, the Bureau of Labor Statistics announced. This is the first time in nine months that the unemployment rate has fallen below 9 percent, and the lowest rate since March 2009, as the recession was just beginning.
13 Most Common Mistakes Made When Hiring (OpenForum)
Don't make these mistakes: going cheap, going fast, or going for the guy with the fancy degree. Have you done these or the other ten?
Hiring: Easy As Pie (Steve Blank)
One way to evaluate candidates doesn't begin with a written job spec or resume. Instead, suggests Silicon Valley entrepreneur Steve Blank, go visual and make a pie chart.
Candidates Do the Darndest Things (RecruitingBlogs)
From the woman who sent a bag of mixed nuts with the message "I'm not nuts, I just really want to work for you" to the guy who sent a shoe "to get a foot in the door," some candidates take "gimmick" to the next level. Share your own in this forum, or read the weirdest one: "[the candidate's] mother sent me a gorgeous basket with chocolates and a bottle of vodka with a note that said, 'Thank you for helping Ralph with his job hunt. You will need this before it's over.' I did, he didn't get the job and was high maintenance."
If You Had Only One Way To Recruit, What Would It Be? (ERE.net)
Recruiters share their "desert island" recruiting techniques. Unsurprisingly, internal referrals, LinkedIn, and the phone make the list, but recruiters also said search engine sourcing was worthwhile, as were job boards and their existing ATS.
How to Recruit When the Hiring Manager Has Champagne Tastes On a Beer Budget (The Staffing Advisor)
It's not worth your time to try to talk the manager into understanding that his proposed salary is too low. Just show him, says Bob Corlett. "Here is a superstar who is 20 percent above your target salary. And here is someone right within the target salary, but they lack this critical skill you wanted. And here is someone below the target salary, but you will need to invest a lot of your time to bring them up to speed." Even the most stubborn managers become reasonable when they can see candidates side-by-side."
Years of Irrelevance, Not Experience (37 Signals)
It takes a surprisingly short amount of time for someone to get up to speed with a new technology, says 37signals' David Heinemeier Hansson. After about six months, "platform knowledge was no longer the bottleneck in their abilities." So why do your job posts require X years of experience with a certain product? Hansson says he uses those requirements "as a gauge of how clued-in the company is."
5 Google Tools Every Journalist Should Know (mediabistro.com )
Hey, journalists and sourcers have a lot in common. They both have to dig up obscure people. Here's how to master Google-fu to get the people you need.
--Compiled by Rachel Kaufman, editor, MediaJobsDaily.com
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