Tag Archive | "Trends"

Mobile is an opportunity to differentiate; but more than that, it’s a transformation to our professional world that we can no longer ignore. Just as the internet changed the way we attracted candidates from newsprint to online; the mobile phone is revolutionizing the way employers must market to candidates. Close to 80% of job seekers use mobile applications to look for a job and quite frankly, the stats on speed and retention of mobile recruitment messages by candidates vs. traditional recruiting methods is stunning.

A couple years ago, I thought that social media, at least when it came to HR and recruiting, was an online bubble bound to burst quicker than you can say Second Life. After all, HR professionals tend to suffer from stasis, and that’s slowed the growth of social media somewhat, but not the increasing awareness that we’ve got to do something different to really make a difference.

The future isn’t coming; it’s here. As advances in social media and emerging technologies like cloud computing, mobile media and online recruiting reshape the fundamentals of human capital management, organizations whose own headcount was negatively impacted by the recession have to start thinking more nimbly. Beyond buzzwords lies the new recruiting reality: talent organizations must do more with less.

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.

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.

While Generation Y is in the midst of booming into the workforce, the job market for millennials is anything but booming. The truth is, there seem to be fewer and fewer jobs available, a matter further complicated by the fact that many members of the emerging workforce have been pigeonholed into stereotypes that aren’t necessary reflective of reality.

Whatever happened to Generation Y? Used to be a time when every employer out there couldn’t talk about anything else. They were going to invade our workplaces with their newfangled tools and fancy technologies, and we were rolling out the red carpet, helicopter parents and all.

Welcome to the future of Recruiting and HR Technology. So it is with recruiting and many HR tools, which for years treated a recruiter’s connections as a set of flat files and resumes, trapped in some kind of relational database with few connections to the outside world.

In today’s world of work, this need to manage perception and brand, both personal and professional, has led to a veritable cottage industry of consultants and gurus, training programs and certifications devoted to leadership theory, practice and development. But ultimately, leadership isn’t a product that can be sold; it’s a characteristic that must be earned. And the leaders of today face unique challenges, struggling with a widespread lack of confidence by investors and employees, besieged with the twin burdens of internal expectations and external scrutiny.