March 23, 2011

Edited and Written by Ira S. Wolfe

Published by Success Performance Solutions.

What's Inside this issue of The Total View:

1. New Report: It Takes 826 Career Site Visitors to Obtain One Hire

2. Workforce Trends

3. What Motivates Employees

4. Annual Performance Reviews Simplified!

5. CandidClues Assessment

New Report:  It Takes 826 Career Site Visitors to Obtain One Hire

Building a high performance workforce these days requires a fresh approach.  That is especially clear when you consider our daily news is filled with paradox: stories of layoffs, hiring freezes and reduced hours are just as common as the need to find and retain highly skilled talent.

The ability to stay competitive as the economy improves is forcing businesses to look at recruitment differently. But businesses need a workforce that is more qualified, more efficient and more skilled than ever before. Companies will not be able to fill new jobs they create or the jobs they have eliminated over the last few years using old strategies and technology.

10th Annual CareerXroads Source of Hire Report: By the Numbers Survey & Report released last week provides cues for employers ready to change.

One of the most powerful findings revealed that it takes 826 visitors to a company career site to obtain one hire. This excellent Jobs2web slide helps to illustrate that an effective recruitment strategy attracts candidates from a variety of sources including job boards, social media, and search engines. 

To compete for talent, employers must now add search engine optimizer to the list of responsibilities for recruiters and human resources professionals. Just last month 101,000,000 global searches on Google for 'jobs' last month (Source: Google Keyword Tool. From Davis Advertising, 2011 Second Annual Survey of Job Posting Sites, Chris Taylor). For employers, recruitment is no longer just a human resources function.  Getting candidates to find you requires a well-executed internet marketing strategy when writing ads, using social media, and designing a career site.

The report also reported that 57.1 percent of the respondents believed that social media played an important part in their direct sourcing program. Asked to rank the impact of social media on various parts of their recruiting program, respondents said its influence was greatest on direct sourcing, college hiring, and on hiring from job boards. 

The most important finding might be that internal movement is the #1 Source of Hire. Yes that's right - career sites, job boards, and ads on social networking sites may help increase the flow through the talent pipeline but more than half of ALL hires were filled from internal movement. It is the second year in a row that internal movement was attributed to at least 50% of the positions filled. 

Referrals contributed the most new candidates when evaluating external sources of hire, following by job boards.  Monster and CareerBuilder continue to be the leading suppliers of new hires. Of the responding companies, 88.9 percent reported making at least one hire from Monster; 85.7 percent hired at least one candidate from CareerBuilder. 

 
Based on these results, I offer four recommendations if employers will be successful in their pursuit of skilled workers: 

1. Candidates must be recruited from multiple sources including internal candidates, referrals, job boards, and social media.
2. A company career site is more important as a central point of application than a direct source of candidates. 
3. An applicant processing system must be considered to facilitate the rapid and accurate screening of applications. 
4. Referrals and word of mouth remain the number one source of external hires. Consequently, social networks cannot be ignored; they are a viable and important sources of candidates.  
 

Comments?  Post them here.   

Workforce Trends

Major changes have occurred in marriage and family formation patterns over the past 50 years. The percentage of adults who are married declined between 1970 and 2009, from 72 percent to 62 percent for women and from 84 percent to 66 percent for men. In 2009, 15 percent of women and 20 percent of men had never married, compared to 7 percent and 9 percent, respectively, in 1970.

For more  workforce and hiring trends, visit Perfect Labor Storm website and Perfect Labor Storm blog.

What Motivates Employees

Business values and motivators determine the "why" of human behavior.  
 

For managers, Business Values and Motivators answers the nagging question - How can I motivate my employees?  
 

For employees and individuals looking to re-energize their careers, the Business Values and Motivators report helps them understand what they value most.  As people, we tend to value certain viewpoints positively and judge others negatively.   How we value or judge determines our motivations and provide us with our sources of energy or conflicts and stress in our personal and professional lives.
 

What are Business Motivators? Read more.

Annual Performance Reviews Simplified!

Save time, increase productivity, and eliminate hassles when administering employee performance reviews with HReviewer.

Ask any manager what he or she hates most about the job and you'll often hear "performance reviews."   That's why we've created HReviewer.

We recognized a huge gap in the performance evaluation market between paper forms and online performance management. 

HReviewer is a user-friendly, centralized online solution to streamline and improve the annual, semi-annual or periodic review for small to medium sized organizations. It's convenient and very affordable too.  Our goal was simple: to help take the hassle out of getting managers to complete performance appraisal forms and giving employees more frequent feedback. 

The system comes with a library of competencies, an easy to use form creator, at-a-glance dashboards and reports, and a built-in reminder system to help HR track down managers when reviews are due....or past due!

More about HReviewer or Email us to schedule a FREE demo. 

CandidClues™

The cost effective solution to curb absenteeism and employee theft 

There is wide-spread concern about the honesty and integrity of employees. Most organizations have serious problems of pilferage, absenteeism, tardiness, employee disagreements that lead to violence, drug and alcohol abuse, and computer misuse. The annual loss from these counterproductive behaviors is estimated in the billions of dollars. There was a clear need for a brief assessment that could be used as part of the pre-employment screening process. CandidClues™ was developed to meet that need.

CandidClues™ assesses six areas of potentially counterproductive behaviors by a self-descriptive inventory that taps six substantive areas of concern as well a Good Impression (validity) scale.

• Hostility
• Conscientiousness
• Integrity
• Substance Abuse
• Sexual Harassment
• Computer Misuse