Tag Archive | "industry news"

The recently-announced 2012 list of The 100 Best Companies to Work for in America proves once again that great companies understand employee engagement — and how to cultivate it — consistently. This conscientious approach to talent management explains why some companies make the list year after year. To learn more about what it takes to be chosen, we spoke with Amy Lyman, co-founder of the Great Place to Work® Institute and author of The Trustworthy Leader: Leveraging the Power of Trust to Transform Your Organization (Wiley, 2012).

In compiling the Monster 11 for 2011 list of Top HR and Recruiting bloggers to follow, we fell for the shiny statistics and cool tools which were emerging from the margins to the mainstream, taking a highly analytical and ostensibly objective approach to building our list of recommendations. After all, no one argues with numbers. Which is really too bad. Because as we spent another year listening to, and engaging, with the HR and recruiting social media conversation (and another year of writing posts in the second person), we learned that online, like in war or the workplace, leadership isn’t a matter of consensus.

I was born and raised on the Northwest side of Chicago. I’m supposed to be an expert in meat in a tube—along with The Cubs, Michael Jordan, and Al Capone—but I chose a different path. I am a Human Resources consultant. I should have picked sausage. So it makes sense that I was asked to host the upcoming #TNL National Recruiting Conference on December 5 in Aurora, Illinois.

These days, status firings have become downright common. From CNN editors and waitresses, to hospital employees and, yes, even pieorogis, it seems no one is immune to being shown the door over a post that doesn’t sit well with their boss.However, despite the increasing number of dismissals related to social media, most have remained internal matters between employers and their staff.

The Veterans Virtual Career Fair will run from November 14 to 18. If you’re a vet, register today. All you have to do is sign up, post your resume, and start visiting the virtual “booths” of employers. Each booth will have information about the employer and the jobs available, and there will be opportunities to speak with recruiters right at the event. From your computer, you’ll be able to communicate and engage with job exhibitors and attendees in a virtual environment. As long as you have Internet access, you’ll be able to participate.

Here at Monster and Military.com, our ultimate goal is to get veterans to work in meaningful jobs that put their hard-earned skills to work in a civilian setting while giving employers access to a pool of largely untapped and highly valuable talent. Our just-released Veterans Talent Index more than supports the notion that veterans bring a unique set of skills and added value to the employers that hire them. Employers we surveyed overwhelmingly agree that hiring veterans just makes good business sense – nearly all (99%) employers who had hired a veteran felt their work experience was about the same or much better than non-veteran workers. Of that, 69% of employer respondents felt that veteran workers perform their job functions ‘much better’ compared to non-veterans.

Connecting people with job opportunities is our mission at Monster. A big part of that mission is connecting employers with pools of largely untapped talent – like the slew of transitioning veteran talent making their way into our workforce today. One way (among many) we’re helping employers that want to tap into veteran talent is through a new data-driven tool we just unveiled this morning. The Veterans Talent Index is the first of an ongoing series of reports that will highlight both the requirements of today’s employers and the needs of transitioning service members, illuminating the gap that is responsible for the high unemployment rate rampant in today’s veteran population.

As HR and recruiting professionals, we are constantly looking for “silver bullets” when it comes to hiring. We’ll pretty much try and do almost anything it we think it’s going to bring our organizations better talent. This is why I’m perplexed at the one huge miss most organizations are not fully invested or under-utilizing when it comes to talent acquisition: hiring veterans.

As the Global Director of Talent Acquisition for Monster, I know cooking up an ‘al dente’ candidate experience isn’t always easy. Like so many of my colleagues in this industry, our talent organization is evolving to do more work with less resources, a reality compounded by the fact that our biggest challenge isn’t applicant flow – it’s surfing the resume tsunami to find the proverbial ‘needle in the haystack’ as effectively, and efficiently, as possible. I’m proud to work for an organization that not only talks about candidate experience, but is actively working to improve it. Here’s the dish on how Monster served Mario Batali’s hiring needs while turning up the heat on the candidate experience, and what recruiters and employers can learn from this highly visible, highly successful search.