Be the First to Make the Shift

Be the First to Make the ShiftBe the First to Make the ShiftAttracting Top Talent in the Job Seekers MarketOver the last several years of the worst recession in recent history, employees were overwhelmingly hit with job loss and uncertainty in employment, which caused many employees to stay put, even in jobs that left them unsatisfied. As a result, employers were in a punkt to place best practices in talent recruitment on the back burner and offer fewer incentives to attract candidates. It was an employers job market.Today, there is evidence that the economy is improving, and employees are seeing the light at the end of the tunnel of survival-mode employment.How prepared are you to compete for todays top talent? Consider taking a look at some of the latest numbers that suggest employees in almost every industry and nearly every state are finally ready to revive their careers and take a few risks they might have avoided only one year ago. What the Numbers Tell UsThe U.S. Department of Labor found this April that the number of people who voluntarily quit their jobs went up 8 percent this year, and that number is 19 percent higher than two years ago. In a recent study conducted by Simply Hired, the growth rate of job openings in 2013 is between over 4,000 and over 6,000 jobs per month from coast to coast. Moreover, Simply Hired found that there were 6.2 unemployed people per job during the recession, and in June 2013, that number dropped to 3 per job, as evidenced in the chart to the right.Lou Adler(1), a leader in the field of talent recruitment and retention, conducted a survey of over 11,000 people, where 95 percent stated that they would be willing to explore a new job if it appeared better than the one they already have. Employees are ready to move and increasing numbers of opportunities await their enthusiasm.You know that an effective recruitment strategy will help you ensure you score the best fit candidates for your positions. Todays savvy candidates no l onger have the mentality of take what you can get when it comes to jobs. Their new attitude is pursue what you want.What Can You Do To Recruit The Best?So, the question remains, what can you do to attract top talent in an atmosphere of born again career and job changers? Consider the tips below to be a leader in talent recruitment in todays job force.1. Be proactive in your search for the bestYour best fit candidates may not know to look for you, so be proactive about finding the candidates you want for your team.You can do this by visiting the same channels as these candidates. LinkedIn is a professional social media outlet that allows you to easily conduct searches for key words representing your opportunities and contact people who look intriguing.In addition, sponsoring your opportunities on Simply Hired allows you to leverage cutting edge search technology that matches your job descriptions with great efficiency to the specific searches of interested and talented candidates.2. Promote your employee referral programWho knows you better than your own employees?How can you engage your employees in contributing to your recruiting efforts? Make it easy for them You have to advertise your program regularly to your employees and emphasize the reward they receive for a successful referral as well as the ease of participating in the program.In other words, if your employees have to jump through hoops on your intranet, remember program passwords, and create a labor-intensive referral document, they are less likely to engage. Consider creating a special internal emaille address where they can simply attach and send resumes. This is yet another practice that makes your current employees feel trusted, as valuable members of your team, whose input you seek to propel the company forward.3. Focus on company cultureEmployers overestimate how little effort it can take to make an employee feel valued. You can start by holding a meeting or conducting a survey of employee ide as and wishes on the matter. Share the results with everyone, and begin implementing a few of the strategies. Southwest(2) reported a policy they adopted that their employees are truly their first customers. The reputation of this type of employee environment can spread like wild fire to active job seekers. Todays savvy candidates research a companys culture, and it can be a deal breaker if they do not like what they learn. There are mountains of ideas to improve your culture. Just take action.4. In a candidates market, you have to sell yourself tooYour company places a great deal of focus on your external brand. What about your internal brand? Think marketing meets recruiting. When you seek top talent, you are asking people to consider investing their time, talents, and energy in contributions to your company. In this sense, you are marketing a product to the candidates you pursue, and the product is your workplace culture. What message can you send to impressive candidates that re presents your corporate environment and attracts them to your culture? If you can leverage the skills of your marketing team to assist you in creating publicity materials to woo the talent, you will be ahead of the field in your recruiting efforts. Even without the help of the marketing department, you can generate sales materials that advertise your company to prospective talented candidates. Some companies hand out pens and notebooks with their company logo, and others provide materials that might include a letter from the CEO or the human resources team touting the incentives for working at the company. This approach gives you the opportunity to act as a freund to the candidates you deem especially valuable for the company. (This introduces a nice contrast to the rigid reputation many recruiting teams have developed as people who seek to screen candidates out. Who would you rather work for?)Daniel Pinks book Drive makes the point that todays employees, while needing to receive co mpetitive compensation, are mostly drawn to opportunities based on intrinsic motivation. Employers who leverage this desire by promoting a healthy, positive, challenging environment, will have it made in the categories of recruitment and retention.Now, dont put this article aside and dream of the days when you can compete for the best. The time is now. Where will you begin?(1)linkedin.com/today/post/article/20130808054206-15454-hire-economics-the-workforce-is-restless-but-has-nowhere-to-go(2)http//managers.emeraldinsight.com/quality/articles/pdf/southwest.pdfRead more articles in this series Get Strategic How to UseData in RecruitingEvaluating Transferable Skills in the Job Seekers MarketHow to Avoid the Pitfalls of a Cumbersome Hiring ProcessConduct a Self-Audit for a Candidate-Friendly Job Application Process

This is the problem with having super attractive coworkers

This is the problem with having super attractive coworkersThis is the problem with having super attractive coworkersThough every movie, TV show and nightclub line contradicts this, it can be tough out there for attractive people. Ladders recently reported on a study that found that people tend to believe that attractive women are perceived as more dangerous and less trustworthy than less attractive ones and now yur hot coworker may be stressing his or her team out.See super beautiful people tend to make us a little nervous. In an article titled Hot People are Stressful by Amanda Mull for The Atlantic in which she recounts a meeting with an extremely-attractive-to-the-point-of-stress-physician (maybe Greys Anatomy is more relatable than we thought?)Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSuddenly you find yourself not being able to form cohesive sentences and sweating a bit with this rol le suddenly before you. You may even become somewhat irritated that you have to deal with this level of shocking beauty when you are just trying to get through your day.Its hot in hereMull cited the research ofHelen Fisher, a biological anthropologist whostudies attractionat the Kinsey Institute, which focused on theleft ventral tegmental area (the left VTA) which produces pleasurable reactions when we see something aesthetically pleasing.Now it should be noted that the left VTA is very distinct from the right VTA which is what contributes to our having romantic feelings for someone. When the left VTA is activated it doesnt mean that we want to be in a relationship with this attractive person or even want to interact with them, we are just getting very excited while looking at them because dopamine is involved.And unlike maybe seeing a movie star on a screen or looking at a beautiful painting, we get stressed because we worry that this Greek god of a human is looking back at us and judging us too. Plus the stress is not just in our heads because cortisol (AKA the stress hormone) is released when we see an Adonis because our feelings of inadequacy are starting to skyrocket which can lead to irritation and annoyance.Now with an attractive coworker, even one that is a dead ringer for Jon Hamm, you will most likely get used to their appearance as you start to see them most days and as you get to know them you will realize they are humans too with imperfections and idiosyncrasies just like everyone else (hot people theyre just like us) but it could create some stress in the beginning, especially on your first Casual Friday together.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

10 Sizzling Companies Hiring Hundreds Now

10 Sizzling Companies Hiring Hundreds Now10 Sizzling Companies Hiring Hundreds Now Its not only seasonal hiring thats up this time of year. There are plenty of hot companies with amazing job opportunities- hundreds of job opportunities . From retail to renewable energy, HR to PR, theres something here for everyone. Refresh your resume , craft a compelling titelseite letter and start applying today. Your next dream job is a click awayPlayStation Where Hiring San Mateo, CA Bend, OR San Francisco, CA denn man to Angeles, CA & more. What Roles Game tafelgeschirrs Content Manager, Partner Marketing Manager, Associate CRM Manager, Game Test Analyst, Program Manager, Digital Merchandising Specialist, Software Engineer of Social, Senior Business Analyst, Contract Lead Product Designer & more. What Employees Say A great culture and all-around environment. Loved my managers. - Former EmployeeAptiv Where Hiring Troy, MI Kokomo, IN Auburn Hills, MI Agoura Hills, CA & more. What Roles Project Manager, Tooling Engineer ADAS, Electrical Design Engineer, Engineering Group Manager ADAS, Software Engineer Autosar, Software Engineer ADAS, Autonomous Driving Vehicle Test Engineer, Mechanical Engineer of Active Safety, Mechanical Engineer of Advance Safety & more. What Employees Say Tons of opportunities to demonstrate your worth and step up to the plate. Expansion of bigger city (Boston and Pittsburgh) offices will attract much better tech talent. - Former EmployeeAppDynamics Where Hiring San Francisco, CA Las Vegas, NV Phoenix, AZ Cincinnati, OH Pittsburgh, PA Dallas, TX & more. What Roles Sales Engineering, Sales Enablement, ENT Sales Reps, Territory Sales Reps, Senior Sales Compensation Analyst, Service Sales Manager, Channel Sales Enablement Manager, Commercial Sales Recruiter & more. What Employees Say Great encouraging and supportive leadership. Promotional opportunities every quarter. (Career advancements). Family atmosphere, where e veryone has a genuine interest in you as an individual and employee. - Current EmployeeInformatica Where Hiring Redwood City, CA Austin, TX United Kingdom Dublin, Ireland & more. What Roles Director of HR Business Partner, Senior Accountant, Head of Commercial Legal, Senior Product Manager, Customer Success Managers, Senior Accountant, Executive Assistant & more. What Employees Say Work-life balance at its best. Wonderful new challenging work to learn and do. Nice team members, always available. - Current EmployeeNational Renewable Energy Lab Where Hiring Golden, CO What Roles Internship in Automotive Thermal System, Technical Illustrator, Water Power Technology Analyst, Senior HVAC Tech, Research Technician, Stockroom & Procurement Support, Facilities Technician & more. What Employees Say Awesome co-workers, great bosses, beautiful campus. - Former EmployeeEndurance International Group Where Hiring Tempe, AZ New York, NY Fort Collins, CO Burlington, MA Provo, UT & mor e. What Roles Inside Sales Representative, Product Owner, Senior Dev Ops Engineer, Director of Business Intelligence & Data Warehouse, Customer Service Representative, Software Engineer, Small Business Consultant, menschlich Resources Manager & more. What Employees Say Very friendly, supportive, and positive environment. Good pay and room to move up. - Current EmployeeREI Where Hiring Berkeley, CA Bellevue, WA Kalispell, MT Washington, DC Goodyear, AZ Greensboro, NC Austin, TX Rockville, MD & more. What Roles Bike Shop Technical Specialist, Retail Sales Manager, Stocking Specialist, Outdoor School Instructor, Talent Acquisition Coordinator, Senior Project Manager, Color Technician, Department Manager, UX/UI Manager & more. What Employees Say If you work hard and are actually interested in the company and what it stands for, you will go far. They are great about giving you the hours and schedule you want if you work hard and take pride in your work. - Current EmployeeBoston Scientific Where Hiring Menlo Park, CA San Francisco, CA Marlborough, MA Maple Grove, MN Ashburn, VA Idaho Falls, ID Atlanta, GA Amarillo, TX & more. What Roles Global Talent Acquisition Program Manager, Product Analyst, Territory Manager, PI Clinical Specialist, Senior Software Engineer, PI Sales Representative & more. What Employees Say Excellent mission. Thoughtful orientation and onboarding process. Always thinking about improving the quality of life and saving lives of patients. - Current EmployeeCox Media Group Where Hiring Atlanta, GA Orlando, FL Memphis, TN Dayton, OH San Antonio, TX & more. What Roles Part-Time Board Operator, Creative Account Manager, Associate Producer, Sales Research Analyst, Integrated Media Account Executive, News Producer, Reporter, & more. What Employees Say I love the fast pace and every day is different. The work is challenging but you are rewarded generously. The people I work with are truly the best and everyone in the building is fr iendly and helpful. - Current Account ExecutiveNetflix Where Hiring Los Angeles, CA Los Gatos, CA New York, NY & more. What Roles Nerds Systems Engineer, Content Marketing Manager, Studio Operations Accountant, Manager of Written/Editorial Communications, Senior Data Scientist, Post Production Specialist, Associate Producer & more. What Employees Say The Freedom & Responsibility Culture is top. I had never (nor have I since) worked with such amazing colleagues. The amount and quality of work we got done was truly amazing. - Former Senior Manager