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If you don’t read Peter Gold, you should. He’s one of my RSS reader connections to the UK, along with Louise and the rest of the bunch.
Peter is an RSS job feed believer, so am I, and he has taken some of the UK wannabes to task over RSS as a primary mode of job delivery.
Read, comment, and blog responsibly.
In case you missed Peyton Manning on Saturday Night Live, last weekend, here’s a spoof on the NFL and United Way commercials. Peyton took alot of flack on this one.
Mature Audience Only
Earlier this month I was able to showcase Kurt Ronn’s BusinessWeek.com article “Rethinking Talent Acquisition” with my “Why recruiting is NOT an Art form” post. My blog and the article received great traffic and comments.
Lucky for me Kurt has more to say on this issue and follows his “Rethinking” article with “A Three-Point Plan for Scouting Talent”, an excellent article providing insight and steps to creating a world-class staffing process.
Here are some highlights -
“EEOC and OFCCP have recognized that technology, and specifically the Internet, have revolutionized recruitment. Recruiters can access millions of job seekers on electronic résumé databases and millions of job seekers can apply online via corporate career sites. Such electronic access broadens the candidate pool, but it can also be used by recruiters to narrow the pool, sometimes with negative or “disparate adverse impact.”
Fetal position, or better recruiting? Your choice.
“Rather than complain about recruitment constraints or disregard the new regulations, companies must find ways to work within the guidelines.”
more importantly…
“The result will be a more effective process, less discrimination, and better talent.”
Choose your third-party search firms wisely young Jedi.
“Systemic discrimination can happen at any stage, and even in third-party search firms.”
and…
“Recordkeeping is the employer’s responsibility and cannot be delegated to a third party.”
Kurt suggests centralization
“…centralization of recruitment resources and investment in recruitment technology to maximize the effectiveness of the workforce plan as well as improve the ability to measure the effectiveness of the organization.”
and standardization…
“Standardization improves execution: The process becomes scalable and enables the company to build better metrics, have a higher level of accountability, improve compliance, further mitigate risk, and, most important, leverage the brand.”
Better recruiting processes promotes heightened awareness…
“In most instances of discrimination, the hiring managers are unaware it’s occurring.”
which is why…
“…self-auditing the recruiting process by stages will raise awareness, and can be an effective tool for improvement.”
Now carrying process excellence on aisle 3…
“Better process and execution can actually strengthen the employment brand, diversify the talent pool, make everyone more accountable, and heighten a company’s competitive advantage.”
The impetus for these process changes were brought along by the need to identify systemic discrimination, which is being audited by the OFCCP.
Government standards driving better recruiting processes, is there really anything wrong with that?
In a Google Analytics case study, Careerbuilder used Google’s FREE Analytics package to measure CB’s, offline, campus campaign effectiveness. That’s right, offline advertising campaigns, while most employers are struggling to compile simple online analytical data.
Hiring companies need data to understand the effectiveness of advertising campaigns, behavior of job seekers on their career site, usage, time spent, whose coming, going, where are they coming from, where are they going, and much more. If you’re going to build a destination location and contend for a top trafficked employer career site, you’ll need more than a just solid brand, you’ll need data. Analytics gives the necessary intellingence to make the very basic decisions regarding the corporate career site, content, online application, SEM campaigns, SEO, future development, and just about anything you can conjure up regarding your website. Unfortunately, companies are making uninformed decisions everyday because they do not have the necessary data to make intelligent ones.
Choose any analytics provider, Google Analytics does not have a corner on the market, although they have been open for business for awhile and are, my favorite word, FREE.
Here’s the latest Workforce.com article regarding JobCentral, the successor to America’s Job Bank:
March 27
Would-Be Replacement for America’s Job Bank Gets Backing
An effort by a private-sector group to replace America’s Job Bank has received a key endorsement.
Last week, the National Association of State Workforce Agencies announced it is backing and will help run the JobCentral National Labor Exchange. The exchange is a service designed to take the place of America’s Job Bank, the U.S. Labor Department’s free online job site set to expire June 30.
The association is a group of state administrators who focus on programs and services provided through publicly funded state workforce systems. The exchange is owned and managed by the DirectEmployers Association, a nonprofit consortium of U.S. employers.
Through the new partnership, NASWA will play a role in governing the exchange, along with the DirectEmployers Association and participating states, says NASWA executive director Richard Hobbie.
“The essence of the agreement is an endorsement and a willingness to work with DirectEmployers,” he says.
The JobCentral exchange “will play a prominent role in helping employers build their workforce and comply with state and federal regulations by serving as our nation’s only online cross-state labor exchange and distributing job listings to the state and local level,” Bill Warren, executive director of DirectEmployers, said in a statement. “It will be invaluable as a replacement for the role America’s Job Bank has played in helping employers meet federal job posting requirements for affirmative action plans and Jobs for Veterans Act compliance.”
Last year, the Labor Department said it planned to phase out America’s Job Bank, arguing that maintaining and improving the site no longer makes sense “given that AJB duplicates what is already available in the private sector.”
But the decision to shutter the site has raised a number of questions, including how companies will meet compliance needs. There are also concerns about possible harm to smaller employers and lower-skilled job seekers.
Hobbie says the exchange will answer those latter concerns in participating states.
So far, no states have signed up officially. But Warren is hopeful.
“We’ve gotten really good interest from the states,” he says.
—Ed Frauenheim, Workforce Management
States have been waiting for this decision, from NASWA, before pledging their participation to any system. Now the decision has been made and any state looking to smoothly transition from AJB can feel free to contact DirectEmployers Association for additional information.
For AJB replacement background information - Click Here
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