One of the top candidate complaints is not getting a callback, an email update, or anything after they apply for a job. This frustration is often amplified when a candidate believes that they are a good fit within the job description requirements, they’ve researched the company, went through the application process gauntlet, which has only lead them to … silence.
Intel has been on a journey to rethink talent acquisition for the last two years. We started from a fundamental premise that the way talent acquisition in large enterprises like ours was operating was fundamentally flawed. It was not meeting the needs of:
If you work in recruiting and you are not personally worried about an upcoming downturn, realize that many others are thinking about it. For example, recent data from Google now reveals that searches for the word “recession” are at their highest level since the last recession ended (November 2009). And the number of current factors that could cause a downturn from Brexit to tariff wars are too numerous to mention. Technically the U.S. hasn’t had a recession in nearly 10 years; the law of probability alone suggests that one is on the horizon.
The year 2018 has come and gone, and it’s been an interesting year here at Houghton Mifflin Harcourt. We’ve shifted gears, changed the status quo, and become much more dynamic in recruiting and sourcing. We’ve gone from the “what is a sourcer” mentality to sourcing and outreach becoming a major focal point in our day today.
Many companies are looking to build out internal sourcing teams strategically aligned within the organization due to the value sourcers bring to an organization. We will dive further into this in the next article “The Sourcing Impact on the Business,” so be sure to stay tuned. Being able to source is a skill and a talent that takes practice. With unemployment at an all-time low, candidates do not just come running to opportunities anymore. Companies have to find new ways to attract talent and retain that talent as well. In this article, we will look at the job market for a sourcer and how to position yourself to stand out.
There has been a high demand for sourcing tools and extensions. Many sourcing tools come and go, yet the market is undoubtedly hot for an extension that enables us to better communicate with candidates.
This is the sense I get when reading so many articles or LinkedIn posts. Recruiters, especially new ones, are evil. They are lower than car salespeople, worse than the political campaign calls and just a wee bit better than the fake IRS calls. How in the heck did the profession of finding/helping people get jobs turn in to the butt of endless Reddit snark?