In case you missed it: March 23
For many companies, this time of year is one of the busiest, jam-packed with project launches, new business opportunities, contract renewals, and all-hands meetings. In fact, if it wasn’t for Tuesday’s Google doodle, many of us would have forgotten that it was the first day of spring altogether.
As you bring the first quarter of the year to a close, here is a recap of recent workforce news that you might have missed.
In response to a previous Forbes article that lists the top 10 reason large companies fail to retain top talent, contributor Erika Andersen writes that top talent leaves for one reason: “Top talent leave an organization when they’re badly managed and the organization is confusing and uninspiring.” Andersen believes that to retain top talent, companies need to first ensure that managers are hired for their ability to manage well, are adequately supported, and are held accountable for management practices. Secondly, companies need to be clear about what the organization is trying to accomplish, from financial goals to cultural objectives.
Human Capital League: The Hiring Manager’s Best Friend: Google Your Way to the Best Executive
This article references a 2011 survey that found that 89 percent of hiring managers perform a Google search on candidates, and 86 percent said that a candidate’s positive online reputation influences their hiring decision. The author explains four ways to use online search results to find extraordinary candidates. These include using Google to ensure the candidate’s online persona matches the application, identifying when candidates with common names effectively brand themselves, confirming resume details, and conducting informal background checks. For more on the search engine’s role in recruiting, I encourage you to check out my fellow blogger Joel Capperella’s post about the Google test and the role it should play in your social media recruiting strategy.
The Wall Street Journal: Angry Job Applicants Can Hurt Bottom Line
Negative comments far outnumbered the positive comments from almost 12,000 job candidates that participated in the annual
“Candidate Experience” study conducted by Talent Board. The non-profit surveyed heads of recruiting at 57 large companies and job candidates from 24 of those companies. The study revealed that on average, 8 percent of candidates come away from their applicant experience with “enough anger or resentment toward the company to affect their relationship as customers of that firm.”
Back in January 2010, Seamless Workforce blogger Alison Citti warned that recruiters need to respond to every candidate, even if it’s an automated response. There’s no question that Alison’s advice remains relevant.