Candidates: Are you interviewing and need support?
Indeed is one of the most valuable tools in the TA professional’s toolbox. Accounting for 58% of all job-related traffic, Indeed offers easily accessible candidate resumes, job postings, and sponsored listings.
However, Indeed’s impressive traffic stream makes it one of the most targeted job search websites, and making job postings stand out is increasingly difficult. In his article “Using Indeed Trends to Optimize Your Job Postings,” Patrick Ward examines how Indeed’s “Job Trends” tool can be utilized to improve your job postings.
The most important metric to look at in the “Job Trends” tool is that of “Jobseeker Interest vs Job Postings.” This metric presents each job title as a ratio of job seekers to job postings.
When choosing a title for a job description, pick one with a positive ratio of job seekers to postings- this ensures your posting will stand out from the crowd. And if there are two applicable titles to your job posting, use both. “Combining the top two performing titles… will help cast an even wider net of qualified candidates,” Ward explains.
Find Patrick: Twitter
“For investors and executives, business models are being disrupted everywhere,” Josh Bersin begins. “70% of CEOs believe their core business model is under attack, and 90% of them believe they do not yet have the right leadership team or technical skills to adapt.” Those are some pretty scary numbers.
But contrary to popular belief, the future of work is not a slippery slope to AI and robotics-driven workforces. Human elements are critical to business success- it just so happens that technology can be used to improve performance.
AI and robotics have an extraordinary capacity to perform menial, repetitive tasks, but are horribly deficient when it comes to portraying emotion and other elements critical to customer service.
Bersin makes the distinction between “augmentation” and “replacement.” The average McDonalds employee will not have their job “replaced,” rather their performance will be “augmented” with tech, allowing them to focus less on repetitive burger-flipping and more on customer interaction. “We are rebuilding companies into ‘digital organizations’: businesses that empower people to use their skills and leverage their best abilities, breaking down the traditional ‘job description’ and upward career model,” Bersin says. Since 70-80% of business value is now based on service and IP, it is becoming clear that taking care of employees can have the most direct impact on an organization’s bottom line.
“If we take care of our employees first, they in turn take care of our customers, who in turn take care of our shareholders,” the CHRO of a large retailer explains.
This puts HR in the hot seat. In a world where the focus is shifting from “life-long careers” to “temporary gigs,” employees are citizens first and employees second. And citizens have strong opinions that they are not afraid to express.
Find Josh: joshbersin.com
“HR insists that employee surveys and other feedback tools need to be anonymous, but when we take a closer look, anonymity doesn’t have a great track record,” Jason Laurtisen states in his article “4 Reasons to Abandon Anonymity in Employee Surveys.”
He compares anonymous feedback he received in the workplace to anonymous internet comments. “I still affectionately refer to the feedback I received as my “you SUCK list,” Laurtisen says. “I didn’t react well to the feedback. I was angry. I was hurt. I was confused.” Not exactly the building blocks of improvement.
Jason’s situation is not unique. We expect leadership to be open and transparent, yet many employees utilize anonymous surveys to levy unhelpful (and often hurtful) criticism on their peers. These are four benefits to removing the veil of anonymity from your workplace feedback:
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A recent Gallup study determined that “managers account for 70% of the variance in employee engagement scores across different business units,” Lauren Stead begins. She continues to identify seven aspects that play a role in this disengagement.
Find Lauren: LinkedIn
“Fulfillment” is one of the most important aspects of employee engagement. “It leads to more productive employees,” William Schiemann explains. “Yet over 80% of employees sought more fulfillment in their lives.” And since most employees spend over 50% of their non-sleep time at work, experiences that take place on-the-job influence fulfillment to a substantial degree.
Given that it is the holiday season, there is no better time to start implementing a policy of fulfillment-fulfilling. Here are six ways Schiemann contends will increase fulfillment:
Find William: Twitter