All of the sourcing and record keeping programs in the world can’t begin to compensate for a recruiting process that treats potential candidates as objects.
In the recent Glassdoor Quarterly Employment Confidence Survey, job satisfaction was ironically up while pessimism about the employment market was also increasing. How do we explain this rise and what does it mean to today’s HR Leaders?
All of my previous work on JohnSumser.com published over 2008 and 2009 is now available here on HRExaminer. You can see the full archive of my work from JohnSumser.com by clicking here. Posts are shown in typical reverse chronological order. Of course, you may find it easier to search our entire archive or browse articles […]
This week LinkedIn unveiled their new one stop apply button. For the simple addition of 8 lines of code, any employer can facilitate the use of a single, universal application. Is their move heralded, shortsighted or something else?
This week we published the Fourth Edition of our Top 25 List for Online Influence in HR. Hank Stringer discusses the systemic problems clogging up the talent pipeline. John Sumser introduces us to Friendship Farming (not what you think) and Pummeling Equine Cadavers (huh?).
The measurement of online influence is in its very primitive stages. Like any measurement, people change their behavior in order to meet the standard. In this arena, as it is everywhere, “You get what you measure.” Klout measures Twitter activities and is weighted towards volume in followers and tweets. mPact measures the impact of the […]
Self proclaimed HR thought leaders tend to be vacuous morons, incapable of sustained thought. There’s a code that I saw somewhere that says you can’t be one unless someone else says you are (without being asked to). Even that’s not good enough, really. The bluntest knife in the box has a mom who thinks he’s got HR Thought Leadership potential. When he walks up to you and introduces himself as a HR thought leader, hang on to your wallet.
Ask just about anyone if they think the ‘pipes are too full’ with resumes and you will quickly get agreement. Why? Well, ask if a resume has been submitted to a company and where it ended up. Nine times out of ten the response will be ‘the black hole’. As long as systems are designed for talent to view all positions and apply to any of them, many people will do just that – apply for everything and hope. Meanwhile recruiters search public and private resume databases, finding people who may have submitted to a position long ago and never heard back. These are not new problems. They are, however, made worse in our connected world.
All In The Game Marriott's online game is a turning point. The fact that a company would find it interesting to deploy a game for the exclusive purpose of employment branding tells you everything. The project that resulted in the hotel simulation game on Facebook began as an intense exploration of the employment brand problem […]
A friendship involves reciprocal exchanges of real value. You build networks by being the initiator coif the relationship by giving real value first. Real value is not the name of a chum or the redistribution of a job ad. Real value is the kind of help you get from and give to a friend. Our Indian social entrepreneurs are creating their own supply of social capital in order to get a better job.
This is not the kind of service that is being built in the Western world. Most of the HR / Recruiting social media offerings I see are focused on the generation and dissemination of data. Networks are not about relationships in much of the HR Social Media I see. Rather, Networks are sources of data that can be used to selectively target people (as if they were turkeys in a turkey shoot). Meanwhile, the rest of the world is using social media to be social and do social things.
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