Despite the cost-cutting and layoffs of the past two years, many companies have continued to beef up their career-opportunity websites in an attempt to keep their brands fresh in the eyes of younger would-be employees and to be ahead of the pack in attracting talent when hiring picks up.
Some companies are investing in improving their online career portals, making their sites easier to use, adding more detailed company and job information and incorporating more social media. Job postings and text descriptions of corporate culture have been supplemented with YouTube videos and blogs from employees, human-resource officials and even executives, along with links to corporate Flickr, Facebook and Twitter pages that chronicle life at the company and include job postings.

To read the full article The Wall Street Journal

Organizations that collect data on sources of hire consistently find that employee referral programs produce a high volume of high-performing hires with longer retention rates, and in most cases, at relatively low cost.
Unfortunately, when it comes to managing ERPs, there are a handful of organizations doing it really well and a lot of organizations doing it dreadfully bad.
After more than a decade of collecting program performance data, researching program design, and writing a book on ERPs, I can attest that there are many factors that differentiate a great referral program from an average one.

To read the full article click here

Chatted with a recruitment manager yesterday…he had gone to set up an in-house function for a company which had a 100% reliance on 3^rd party agency recruitment. Within little over a year they were doing 40% direct hires. He told me how he set about it, most of it would be pretty familiar to in house recruiters, then he said…

To read the full article on T Recs