Tag Archive | "Workforce Planning"

With 22% of retailers planning an increase in holiday hiring, attracting and retaining top seasonal talent is more competitive, and critical, than ever before. Few employers understand this better than Brookstone, whose seasonal staffing strategy requires essentially doubling their workforce for the fourth quarter. Monster spoke with Brett Morgan, HR Director at Brookstone, to learn more about their seasonal recruitment strategies and how this innovative retailer plans on competing – and winning – the fiercely competitive holiday hiring war.

To take a pulse of what’s top of mind with job seekers, the White House recently approached us to tap into the large community of job seekers who engage with Monster on Facebook, Ask the White House gave job seekers the opportunity to present questions on what is currently being done, or what could be done, to help stimulate job growth.

“Your feedback is important to us! Tell us what you think!” Does that sound familiar? In recent years, the use of surveys has grown exponentially. Employee surveys have become increasingly popular across all industries, with organizations of all sizes. Many people may wonder why companies are bothering to put so much effort into soliciting feedback. Could senior level executives really care what people really think of their organization?

According to conventional wisdom, successful recruiting now requires that we carefully tailor our sourcing and selling strategies to the differences among America’s generations. The assumption is that we can’t recruit a Millennial the same way you recruit a Boomer, and we can’t recruit a Boomer the same way we recruit a Gen Xer.

As the business climate continues to shift, so too does our industry’s professional and competitive landscape. This RecruitFest! session featuring Master Burnett and Susan Burns focused on resourcing talent organizations for sustainability, innovation and competitiveness, and what recruiters must do to deliver value and ensure the continued viability and development of the talent function…before it’s too late.

There was an important 3-week period back in 2007 when I did something rather unusual prior to my official appointment as Monster’s Executive Vice President of Global Customer Service: I actually became a Monster customer. For 21 days, I experienced first-hand each and every aspect of the job seeker’s process for finding and landing a job using our services. I called Monster’s customer service… a lot. Sadly, it was a disappointing and frustrating experience and I knew that if I was feeling it than many of our customers were feeling it too.

It was at that moment that I set to work on an audacious 6-month goal to not only return Monster’s customer service function back in-house, but to also make a commitment on a global basis to do business with our customers in their native language.

There’s an old saying that great minds think a like. Here’s another one: One of those minds is redundant. Do we really need two people who think the same way looking at the same problem?

In an earlier post, I talked about diversity being a secret business driver of competitive advantage. A diverse talent base is an excellent source of strength that can help shape strategy, attract new customers and increase revenue.

Working moms at Working Mother’s Best Companies for Hourly Workers are getting the benefits, training and flexibility they need to succeed. And their families benefit too.

We spoke with Nicole Williams, bestselling author and career expert who founded WORKS by Nicole Williams,the go-to destination for career-minded young women. Nicole recently partnered with Monster to educate job seekers about making the most of your resume and Monster’s 6Sense technology for job seekers. Nicole gave us her own unique perspective into today’s job seeker.