Welcome back to the fourth installment of the ConveyIQ weekly roundup. We’ve gathered five interesting articles from HR and Talent Acquisition experts so you don’t have to. While you were busy building organizations, a lot was going on in the world of HR, including a lot of chatter about mobile recruiting and suggestions for how to perfect your employee referral program. Enjoy!
Scandals and injustices at companies often lead to criticism of the HR department, who can be easiest to blame. In this piece from FastCompany, Elizabeth Segran believes that while “HR is meant to be both a megaphone of the values of leadership and the safeguards for when people do things that are inappropriate, wrong, or not in the best interest of the company,” it can be tough if the leadership at the top is part of the problem.
Among her many recommendations, which I would suggest checking out, Segran says that companies need to configure culture from day one, and for smaller companies without a proper HR department, there needs to be one point person for HR matters.
Sjoerd Gehring, the VP of Talent from Johnson and Johnson, is like the Roger Ebert of resumes. He and his team filter through over one million a year and are experts in how to stand out from the crowd. His advice in this post originally on The Muse is useful for candidates and recruiters alike.
Here’s one quick fact from this article that you should know, whether you read the whole post or not: “texts have a nearly 100% open rate so you can be pretty sure that your messages will be read.” If your team is considering adding mobile recruiting to your strategy, make sure to give this one a read.
Thought leaders like ERE have posted reports throughout the years that highlight how powerful employee referrals can be for adding top talent. A separate Greenhouse post from January argues that it’s the absolute best way to find the best talent. Check this recent post to make sure you’re getting a valuable return from your employee referral program.
It’s flashback Friday time. You know this post from ERE is old when it’s written as one large block paragraph. But the thesis is fascinating when you consider that it was written 15 years ago: The Internet and more intuitive technology will drive application volume to new highs.
Job boards like Monster and CareerBuilder drove volume back then and still do today. But in recent years a broader spectrum of HR tech has contributed as well. Applicant Tracking Systems have become more candidate friendly, companies ask for less information up front, and the aforementioned focus on employee referrals helps too. An oldie but a goodie, and the question still remains...Can your team handle the volume?