Wednesday, May 11, 2011

blogging4jobs

Posted: 10 May 2011 05:19 AM PDT

What is Zero Unemployment? I don’t get it.

Zero Unemployment is a numerical and mathematical improbability. It just can’t happen. A quick Google search finds economists and college case studies and papers. And yet you may find yourself on the Zero Unemployment Facebook Page or visiting the @zeroue or the #zeroue Twitter stream.
Zero Unemployment is a movement to generate a conversation started by my friend, Jerome Ternynck, Founder and CEO of Smart Recruiters. I was introduced to Jerome earlier this year. He’s smart, funny, and someone who has big, big goals and ideas to change the world. As someone who works in the HR/Recruiting Industry I was intrigued and #zeroue was born.
Zero Unemployment is a conversation about the hiring process and practices of companies. Why is it so hard to find good talent when April unemployment sits at 9%? What are the fundamental flaws with recruiting as a process? And what can we do to change it?
Zero Unemployment is right up my ally. This site (Blogging4Jobs) was initially created as a tool to make my hiring process easier as a corporate recruiter and human resource professional. I believed that by providing tips and tricks to the job seeker about why they didn’t get the job, I would make my hiring process easier. Candidates would come to me instead of me coming to them. And they did. Between 2007-2009 30% of my candidates came from social media where I built relationships and had direct contact with my talent pools and communities. My candidates from social media had longer tenure and performed better. Even before I teamed up with Jerome earlier this year, I was an advocate for Zero Unemployment.
The idea of Zero Unemployment isn’t just a conversation for Recruiting or even HR. It’s a discussion, a debate, and a dialogue that should come from the lips of every US CEO and leadership team. Why and how is there a war for talent when job seekers are in large supply?
Basic economics tells us that about the laws of supply and demand. As demand increases supply decreases. Except this doesn’t hold true for our current hiring practices and country’s job growth patterns. Zero Unemployment is a platform and tool to generate discussion in the corporate board rooms and water coolers of America.
If you could change one thing about the hiring process for the better, what would you do?
Photo Credit bnet.

Tuesday, May 10, 2011

60 Percent of Jobs are Filled through Referrals

ResumeBear Blog

60 Percent of Jobs are Filled through Referrals

Posted: 10 May 2011 06:00 AM PDT

That's the latest feature from one of the leading automatic online job application software packages, SilkRoad Technology's OpenHire. Thanks to a software update SilkRoad introduced last spring that is being adopted by many HR departments, once you've submitted your resume to a job site using OpenHire 5.0, you'll be able to view potential connections between the organization and your existing professional network.
OpenHire5.0 connects to your LinkedIn account to show you who in your network may be connected to someone at the organization; that lets you follow up your job application with an e-mail to a colleague to request a referral or set up an introduction to someone who can.
Referrals matter, even in the world of automated Applicant Tracking Systems like SilkRoad. Studies have shown that more than 60 percent of jobs are filled through referrals. Employers fast-track job candidates who are recommended by current employees; statistically speaking, employee-referred hires prove to be better hires, have longer job tenures and therefore represent a far sounder investment on the part of employers, according to Thomas Boyle, SilkRoad director of product strategy.
ATS programs that connect to your social networks will be more common as businesses look for more efficient ways to pre-screen candidates, writes Jim Holincheck, managing vice president at Gartner Research and a human resources software analyst, in a blog post.
The employee referral and a direct connection are among the strongest screening tools available, said Lisa Rowan, program director of HR, Learning and Talent Strategies for Framingham, Mass.-based analyst firm IDC. "If I'm an employee, I'm not going to recommend poor candidates, generally," she said.
Most ATSes are sophisticated enough to know this. If an ATS has ranked Candidate A as being 80 percent qualified for a given job requisition, a source note that flags that candidate as also being an employee referral will raise that candidate's ranking.
Job seekers will find themselves applying via OpenHire if they look for jobs at companies including Urban Outfitters, food and agriculture giant The J.R. Simplot Co. or Hillel, the world's largest organization of on-campus Jewish groups. A long list of companies with familiar names use SilkRoad's other products, including Boston University, the Washington Post, United Way, Benjamin Moore Paints, Crate & Barrel and Sony Pictures. In a nutshell, there's a good chance job seekers will cross paths with SilkRoad on the job search.

Share, ’cause that’s fair

Beyond easing the path for candidates to identify connections within an organization, OpenHire encourages job seekers to use the other end of networking to help others find jobs with a single click. The "Share" part of the new "Apply. Connect. Share." feature helps candidates do what they're already doing: Pass along job listings to friends.
"Ninety-nine percent of sites allow job seekers to e-mail a listing to a friend," Boyle said. "But we also realize that social media is growing 10 percent faster than e-mail. If you think they'll only share jobs through e-mail, you're limiting how they'll be shared and you're limiting the likelihood they'll be shared."
If you land at an OpenHire site and cruise the job listings, you might see a position that wasn't perfect for you but might be a perfect fit for a friend. With two clicks, you'll now be able to post that opening directly on Facebook, for example, or any of some 320 social-media venues SilkRoad supports. Beyond the typical suspects such as Facebook, Twitter and LinkedIn, that list includes a mind-boggling array of bookmarking sites and blog sites.
And the practice will help you in the long run; after all, the most powerful way to acquire job leads and referrals is not to ask for them but to help others and wait for them to return the favor.
In other words, apply. To bolster your chances of getting an interview, connect. To make sure the right jobs get to the right people and they potentially return the favor, share, share, share away.

The Work Buzz's Latest News: Business travel: A health hazard?

Business travel: A health hazard?

Posted: 09 May 2011 10:16 AM PDT

Tired of traveling so much for work? Next time your boss asks you to go on a sales trip, you'll have a good reason to suggest a video conference instead: Business travel may be putting your health at risk.
According to a recent study of the medical records of more than 13,000 workers, those who traveled most often for work had, on average, a higher body-mass index, a higher cholesterol level and higher blood pressure — and therefore were at a greater risk for heart disease — than those who traveled less often.
The study, conducted by researchers at Columbia University's Mailman School of Public Health, found that people who traveled more than 20 times per month also perceived their health to be poorest — they were 260 percent more likely to rate their health as being fair to poor than light travelers.
While the study's authors speculate that long, sedentary periods spent sitting in a car or on a plane, and poor food choices on the road contribute to these workers' health risks, perhaps playing an even bigger role is the increased stress that business trips cause frequent travelers.
According to findings of the research published in the "Journal of Occupational and Environmental Medicine:"
"Business travel may have detrimental health consequences because it increases job strain … Be it because of travel delays or being placed under the schedule of the meeting, conference, or sales appointment the employee travels to, business travel often removes the control of the workday from the employee … Job strain has been shown to be significantly associated with cardiovascular disease risk factors such as higher systolic and diastolic blood pressure and cholesterol.
“Frequent business travel may also cause increased psychological stress. A study by the World Bank found an excess of insurance claims for stress related disorders among travelers, with increasing claims seen with increasing travel. A second World Bank study found that almost 75 percent of the staff reported high or very high stress related to business travel. Frequent flying and longer trips were associated with higher stress-related effects."
Other interesting findings and statistics cited in the study include:

Frequent travelers are most likely to be male, and younger than those who traveled less frequently
Seventy-five percent of business trips are made to a location less than 250 miles away. More than 80 percent of business trips are made by car.
People who traveled occasionally for work were generally healthier than those who didn’t travel at all.
Frequent international business travel is also associated with higher alcohol consumption.

Do you travel for work a lot? What do you do to stay healthy? Let us know in the comments section, below.

[Newsletter] How to Prevent Procrastination

Weekly Newsletter | May 10, 2011

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