In case you missed it: July 13
With the Fourth of July and the BLS unemployment outlook crammed into a three-day span, you might still be recovering from the whirlwind that was last week. To help you catch up, here’s a recap of some of the recruiting and workforce news that you might have missed.
The unemployment rate held at 8.2 percent in June, but the number of workers added to payroll, 80,000, fell short of economists’ prediction of 100,000. Some sectors experienced growth last month, including professional and business services, management and technical consulting services, and computer systems design. But overall the job market continues to be tepid for job seekers.
According to sources close to the company, Facebook plans to launch a job board on its site later this summer. Facebook’s job board will aggregate job postings of third-party providers to enable users to view the posts on the Facebook site. Three job-posting companies that currently use Facebook as part of their offerings — BranchOut, Jobvite, and Work4Labs — will be involved in the new initiative. It will be interesting to see how the social media giant’s entry into the job-recruiting market will impact recruiters and employers, job-seeker habits, and other social networking sites (particularly LinkedIn).
Reporter Paul Davidson discusses whether high unemployment in the U.S. could be attributed to a communication gap rather than a skills gap. He cites issues such as ineffective job descriptions and keyword applicant filters that overlook good candidates as examples. Interestingly, both of these issues could be attributed to understaffed HR departments.
Sajjad Masud, CEO of Simplicant, discusses key techniques employers should use when recruiting for new, technology-driven positions, such as virtualization engineers, app developers, social media managers, and cloud computing administrators. Dynamic, digital roles are currently some of the most sought-after positions. But because they are new, these jobs are often difficult to recruit for. Masud suggests developing a candidate management system and utilizing technology platforms such as Facebook, LinkedIn, and Twitter to create a fast and efficient way to hire the best applicants.