Fidéliser les plus jeunes : l’impossible pari ? - Mobilité interne - Fidelisation des salariés - Focus RH. Pour se développer, il n'y a pas le choix : il faut d'abord recruter puis fidéliser les meilleurs. Pas facile, lorsqu'on ne bénéficie pas d'une marque forte et attractive... Lorsqu'il crée la plateforme Wiztopic (link is external), Raphaël Labbé, ex HEC, a fait le pari de quitter un poste confortable pour se lancer dans la digitalisation de la communication. Aujourd'hui, des clients du CAC 40 et autres grands comptes de la banque et de l’assurance lui font les yeux doux pour faire évoluer leur offre… En réponse, il a fallu recruter une quinzaine de jeunes, des "pure player" du web et autres développeurs très courtisés. Même problématique pour JobTeaser (link is external), plateforme spécialisée dans l'emploi des jeunes, qui fait face à des besoins en main d'oeuvre variés (commerciaux, cadreurs monteurs, développeurs...).
Dénicher les oiseaux rares du web Mercenaires, nos jeunes ? L'ordinateur perso plutôt que le pro Frédérique Guénot Photo : Wiztopic. Recrutement programmatique : quand la publicité online trouve la perle rare. Entreprises et cabinets de recrutement peuvent désormais cibler les meilleurs profils grâce à des offres d’emploi en ligne affichées aux candidats les plus adaptés. Connecté à Internet, vous vous renseignez sur les horaires du film que vous aimeriez voir ce week-end. Sur votre écran, entre une réclame pour un nouveau modèle de voiture ou des offres pour des billets d'avion en promotion, une publicité peu ordinaire apparaît. Il s'agit d'une offre d'emploi pour un poste qui correspond parfaitement à vos attentes et à vos qualifications.
Un miracle ? Un hasard ? Non. Il s'agit d'une technique d'un nouveau genre : le recrutement programmatique. Il faut des connaissances pointues en data science, en publicité online et en achat d'espace "Le recrutement programmatique consiste à transposer les codes de la publicité traditionnelle en ligne au marché du travail. Tout commence par une entreprise qui recherche un profil précis. Page a récolté 50 000 CV grâce au recrutement programmatique. Nearly 40 Percent of U.S. Workers Prefer Gig Work. About 4 in 10 U.S. workers would prefer to work outside of the traditional, full-time, salaried 40-hour workweek, according to new research.
Thirty-seven percent of 7,000 respondents selected alternatives to full-time employment as their preference, with gig work emerging as a leading choice for many. The finding is from research on the size and scope of the contingent workforce in the United States, conducted by Staffing Industry Analysts (SIA), a staffing advisory firm based in Mountain View, Calif. SIA defined contingent work as synonymous with gig work—anyone working on a temporary basis across one or more various types of work arrangements, including: Temporary workers assigned through a staffing agency.Workers managed through an online platform.Independent contractors.Self-employed workers.Temporary employees sourced directly, including summer interns and seasonal workers.Statement of work consultants employed by consulting firms.
Moonlighting. Microsoft Wants Autistic Coders. Can It Find Them And Keep Them? The day before Blake Adickman was scheduled to start interviewing at Microsoft last spring, he called his parents and kept them on the phone as he walked from his hotel to the building where his meetings were set to take place. His parents, back in Boca Raton, Florida, zoomed in on Redmond, Washington, on Google Maps and followed along. When he arrived at the building, he took a photo of its entrance and texted it to them. Then he turned around and retraced his steps to his hotel.
Adickman is autistic. He is 26 years old, with a full beard and a broad-shouldered build, but his affect—chatty, guileless, and eager to please—makes him seem younger than his age. One of the features of his autism is that he gets frazzled by unfamiliar experiences, and the practice walk to Microsoft was meant to try to diminish the newness of his surroundings. This was one of the most important moments of his life, and he didn’t want to mess it up.
This time, though, was supposed to be different. Will It Scale? Why Your Hiring Process Keeps Missing Candidates' Character Flaws. Thirty-seven years ago, New York-based APF Electronics, Inc. released The Imagination Machine, a hybrid video game console and personal computer designed to make a consumer's first experience with computing as painless and inexpensive as possible. APF's playful computer (and its game console, the MP1000) never rivaled the impact of products from Apple or Atari, but they remain historically important because of the man who cocreated them: Ed Smith, one of the first African-American electronics engineers in the video game industry. During a time when black Americans struggled for social justice, Manhattan-based APF hired Smith to design the core element of its future electronics business.
What it took to get there, for both APF and Smith, is a story worth recounting—and one that, until now, has never been told in full. Edward Lee Smith was born in Brooklyn, New York, in 1954. Early on, Smith's father told the younger Smith not to expect any greater aspirations for himself. Manhattan Bound. Canada and the Changing Nature of Work. Table of Contents Executive Summary One of the more disruptive features of the emerging digital economy is the rise of virtual workers.
Online work platforms (e.g. Enable individual workers to advertise their skills and find short-term contracts with employers all over the world – creating a global digital marketplace for labour. An estimated 48 million workers were registered on online work platforms globally in 2013.1 The market is estimated to be growing at 33% annually, with the number of workers expected to reach 112 million and market revenue to hit US$ 4.8 billion in 2015.2 The advent of virtual work could profoundly reshape the nature of work in Canada, transforming how, when, where and what type of work is done.
Insights: What is changing? Policy Challenges: As insights interact, what challenges could lie ahead? Virtual work may demand new and creative solutions on par with some of Canada’s most ambitious social policy initiatives from the past. Insights. Employment in the ‘gig economy’: A new worker category? Philip McCabe, September 05, 2016 What does the highly flexible 'gig economy' way of working mean for HR? At one time only musicians looked to get a 'gig'.
The rest of us found 'proper jobs' that paid a fixed monthly salary with holidays and let us plan for the future with some legal rights. Today more of us have left this traditional job model to try to make a living working for ourselves on one-off 'gigs' –as temporary workers, independent contractors or people selling their skills through websites.
It is a relatively small but growing workforce. Today’s employment laws do not sit easily alongside the expansion of the gig economy and 'portfolio working' – where people work on a number of different projects for different organisations, sometimes combined with being a traditional employee. On the frontline of the legal challenge is Uber. Most HR departments have not got to grips with this new way of working. What does this mean for HR? Why aren't we hiring flexibly? Katie Jacobs, September 28, 2016 Demand for flexible working is on the rise but flexible job adverts are few and far between “It was disheartening because you think ‘what am I supposed to do? Does that mean I can never move jobs?’” That’s not how any HR director wants to make a potential candidate feel. And yet there’s a very high chance your hiring processes are doing just that. The candidate quoted was a marketing manager looking for a new role.
The catch? “We are bad at recruiting, that’s where the challenge is,” says Karen Mattison, co-founder and joint CEO of Timewise, a flexible jobs board. Research by Timewise proves flexible hiring is the missing piece of the puzzle when it comes to taking flexible working mainstream. The overarching issue is that “flexible working is still seen as a privilege”, says Sarah Jackson, CEO of Working Families. “It’s about being really clear what flexibility means in the context of the job,” adds Jackson. “The HRD has a pivotal role,” agrees Mattison.
What Happened to the Human Side of Your Recruiting? A negative candidate experience can be costly because job-seekers are prone to share how they feel about their experience with others. CareerArc’s 2016 State of the Candidate Experience survey found that nearly 60 percent of its 826 respondents said they had had a poor candidate experience, and 72 percent had shared that experience online or with someone directly. Related: Why Smart Entrepreneurs Are Swiping 'Right' on Recruiting Apps So, what makes these bad candidate experiences so common? A staggering majority of the CareerArc survey respondents noted a lack of human-ness -- 85 percent of job-seekers doubted that a human being had even reviewed their application. Companies need to focus on adding a human element to their candidate experience. This is how to make the candidate experience more human and less impersonal: Use all employer-branding outlets Try to step into the shoes of job-seekers. Focus on providing these people the information they want.
Personalize messaging. The best recruitment website I've ever seen. And it made me thirsty, too Sep 20, 2016 A screen grab from the Heineken Go Places website. By Todd Humber I’m a headline junkie. And I’m glad I did, because the Heineken Go Places recruitment website is undoubtedly, unreservedly and unquestionably the coolest recruitment page I’ve ever seen. You have to check it out. “There not an awful lot we know about you,” the host tells you as he walks closer and closer to your computer screen. Then you’re launched into an engaging, entertaining questionnaire that not only digs into your personality but also showcases the Heineken brand to you.
It’s a great example of why branding and HR can — and should — be tied together. The Curator of Choices also takes time to outline the career paths that employees choose — apparently using real employees. “The sky is the limit,” he says. He introduces you to Maja, a worker who started in Poland, moved to France and then on to Brazil — in one year. I could go on, but you get the gyst.
Todd Humber. HR Needs to Communicate the Value of Benefits. 8 Hiring Stats That Will Change the Way You Recruit | LinkedIn Talent Blog. When it comes to creating recruiting processes or making hiring decisions, I like to do my research. And in my normal fact-dependent fashion, I did a little refresher research before I got I began screening and interviewing this fall’s round of interns and onboard new talent at Red Branch Media.
What I found heavily influenced my approach to fall hiring, and I think it will influence yours too. Here’s what I mean... 1. Average time to hire is 28 days. This is an all-time high for recruiters and means there very well might be an opportunity for you to beat others to the punch. You’re not under the impression that you’re the only employer being considered by a candidate, especially not one with a solid resume and knack for interviewing, so don’t hire like you are. What this means to me:If I move fast, I have an advantage that larger companies may not. 2. This informal metric provided by Dr. What this means to me: Hire slow, fire fast is tough to pull off in the Omaha market. 3.
How and Why the Hiring Process Differs for Each Company - FlexJobs. How Best-In-Class Organizations Use Recruitment Marketing. Réseaux sociaux professionnels : qu'en pensent les recruteurs ? Si les réseaux sociaux professionnels font partie du quotidien des salariés, ils sont également utilisés par les professionnels du recrutement. Et ces derniers ont un avis bien tranché. Les réseaux sociaux professionnels constituent pour les salariés un moyen de trouver un emploi, de réseauter ou de réaliser des veilles sectorielles. Mais quel usage en font les DRH, responsables du recrutement et autres consultants en recrutement ? Viadeo a tâché d'y voir plus clair en menant l'étude "Quel recruteur êtes-vous sur les réseaux sociaux professionnels ?
" auprès d'un panel de 2 260 professionnels français. Si les réseaux sociaux professionnels, tels que LinkedIn ou Viadeo pour ne citer que les plus connus sont répandus dans le monde du travail, les recruteurs ne font pas exception à la règle. Aux yeux des recruteurs, les réseaux sociaux professionnels ont de sérieux atouts à faire valoir pour faciliter leur quotidien professionnel. This crucial step is missing from your hiring process. There was a time when a cardboard box was just a simple brown vessel in which to mail packages.
These days, as we purchase more products online than we do in brick-and-mortar stores, brands are using attractive packaging to create a delightful unwrapping experience that allows them to stand out from the crowd. As our doorsteps are piling up with an increasingly diverse array of boxes, bubble mailers, and envelopes, a colorful, beautifully designed box is the modern-day equivalent to having an eye-catching storefront. While big e-commerce companies like Amazon, Zappo's, Target, Macy's, and Walmart still send products in generic, utilitarian packaging, startups have been leading the charge to make boxes and envelopes more exciting. It's a relatively inexpensive way for them to engage with their customers. "Brick-and-mortar stores inherently have endless opportunities for customers to have sensory experiences," says MeUndies's creative director, Andrew Teague.
Visible tattoos: time to roll up the cuffs on employee appearance? Sign of the times? Employers are challenged to change view on tattoos. Pic: Janinne Wiedel/REX/Shutterstock New research on appearance at work from Acas shows that employers may be out of touch with changing public attitudes to visible tattoos, body piercings and other developments. Rachel Pinto looks at how employers should respond. With recent reports of employers like McDonald’s and Starbucks relaxing their stance on tattoos, are attitudes to employee appearance becoming more liberal? New research from Acas and King’s College addresses this very question, exploring employer perceptions on all aspects of staff appearance at work, from dress codes to body modifications such as tattoos and body piercings. Based on a comprehensive review of case law, wider literature and a series of interviews with employers and employees, it is clear that there are still tensions surrounding appearance issues at work.
These rising tensions over what is “acceptable” raise serious questions: About Rachel Pinto. Hiring Job Seekers with Criminal Histories. Page Content Davon Miller was studying computer engineering at National College in Charlottesville, Va., when he was convicted of distributing cocaine and unlawfully possessing a firearm. "I was trying to work my way through college, but there weren’t any jobs," Miller recalls. "In my community, it was easier to make a living with guns and drugs than to find work. " He served two years in prison for his crimes. Following his release in 2009, Miller was ready to start over, particularly after learning what his conviction might have cost him: 45 years behind bars. "That was the wake-up call for me," he said. After six months of job-hunting, he took a position at a local Burger King. Today, Miller is the sous chef and kitchen manager at Charlottesville’s Threepenny Café, and he’s taking business and real-estate courses at a local community college.
Companies are understandably concerned about the safety of their workers and customers as well as their own assets and public image. The Millennial Myth. Diversity - it's just good business. Are millennials the perfect candidates for call centres? What is name-blind recruitment? | Latest News | The Maine Group. Why Ignoring Social Recruiting Will Cost You Your Career. Guide to Posting Job Ads. Social Media Isn’t Just How You Find Passive Candidates — It’s Where You Engage Them.
Blind recruitment gaining traction as way to control unconscious bias. WSJ City - Blind Recruitment Move Brings in New Generation at EY. More diverse but just as smart: EY hails new recruitment policy. How unconscious bias holds us back. Getting real about references. 11 Hiring Hacks Every Recruiter Should Know In 2017 | LinkedIn Talent Blog. IZA World of Labor - Internal hiring or external recruitment? 35 Tools Every Sourcer And Recruiter Needs To Know — Proactive Talent Strategies.
Victoria launches Aboriginal career development program. The civil service must tackle its middle-aged problem – or risk becoming a monoculture.