Is digital talent hiring becoming a problem for the retail and fashion industries?
According to search firm 24 Seven Inc., one in four digital jobs in the fashion and retail industry have been left unfilled for five years or more, reflecting the challenges of recruiting, retaining and hiring digital talent.
“It’s a very disruptive time in the industry, and the competition for digital talent isn’t just between retailers and fashion companies,” Celeste Gudas, president of 24 Seven, told Women’s Wear Daily.
“It’s with Silicon Valley, Silicon Alley, pockets in other cities, Google and eBay, just to name a few. It’s not just that the competition is fierce, but in today’s market, everything is transparent. Retail and fashion companies really need to get a hold of talent management.”
Ms. Gudas’ comments came as 24 Seven’s 2013 Salary and Job Market Report found that 89 percent of digital talent say they’re open to making a career move within the next year. Salary tops the list of reasons to move with 72 percent of digital talent citing higher base salaries among their top reasons to change jobs, followed by better growth potential (51 percent), improved quality of life (34 percent) and better advancement opportunities (33 percent).
The 24 Seven report indicated that one issue is that the retail industry continues to offer traditional benefit packages (i.e., medical, dental, discounted merchandise, life insurance and 401k plans), but life balance benefits dominate the priorities for digital workers. Digital talent’s most desired benefits include: medical (76 percent); summer hours/comp days (33 percent); flex time/telecommuting (26 percent); 401k with match (17 percent); international travel (8 percent).
Continue reading “Is Retail Facing a Digital Talent Hiring Problem?”
Does your resume have a social media “punch?”
Few people will argue that social media has an impact in our lives—Facebook, Twitter and Pinterest have given us new ways to connect. LinkedIn offers an easy professional network that can be both independent and authentic.
The one thing to say about social media: the business world has certainly embraced it with a passion. With the ability to create “buzz,” social media has become the go-to stage for things like low-cost advertising, lead generation and connecting with consumers.
Perhaps the place where social media has had the biggest influence is talent management. Job searches, recruitment and candidate administration are all essentially social structures—a two way street custom-made for social media. Hiring has never been a one-sided proposition.
Your resume is no longer just on paper, it’s also online. Companies are just as likely to examine social media to learn about you.
In today’s job market, the questions persist: Do resumes have the social media “punch” to make it in the most competitive market in years.
Increasing interconnectivity means both candidates and employers can rely more on cross-functioning groups to make a hiring decision. This means casting a wider social “net” to increase your visibility to the right people.
Three tips to how to make your resume with a social media punch:
Continue reading “How to Give Your Resume a Social Media Punch”
Northrop Grumman and Taco Bell Rank as Best Performing Companies for Social Media Recruiting
The best employers in America for social media recruiting are—Northrop Grumman and Taco Bell—according to a new survey designed to measure the effectiveness of online hiring.
The Social Recruitment Monitor is what global branding agency Maximum Employment Marketing Group used to monitor and measure the effectiveness of global social media recruiting. This first-of-its-kind metric is an online benchmark tool that studies social media recruiting objectively and fact-based.
Continue reading “You Won’t Believe Who is Tops in Social Media Recruiting!”
Today, social media not only affects the majority of our personal lives, but also transforms ways to conduct business.
Now the age-old problem of finding new talent has changed. It is been brought into a new, exciting time through social media recruitment.
Every business, no matter what size, can benefit from social media recruitment.
It is something no business should avoid, especially if they want to appear in touch with today’s changing workplace.
A 2010 study by Jobvite reports 14 percent of companies will not use social media recruitment.
They are not aware of how to start with social media; do not think they have the necessary resources; can’t do it effectively or see it as not worth their time. It could be that they have not seen what social media recruitment can do for them.
Twelve significant benefits social media recruitment can provide your business immediately:
Continue reading “Social Media Recruitment — 12 Reasons Why It Is Worth Your Time”
With the warmer months approaching in the U.S., many businesses are starting to ramp up by hiring summer help.
Even in the best circumstances, recruiting temporary help can be a challenge. The difficulties in locating the right short-term employees are why many business owners view temporary help as a waste of time.
Making hiring summer help more challenging is that during tough economic times, a single summer job opening can generate hundreds of applicants. For busy business owners trying to make it through the summer, sifting through mountains of resumes is simply not an option.
Finding the right people for the summer does not have to be difficult. With a well-coordinated recruitment strategy, your business will not miss a beat when hiring seasonal help.
Six tips for hiring summer help, to manage your processes and get the best employees quickly: Continue reading “Six Tips for Hiring Summer Help: Plan, Plan and Plan Some More!”
5 Questions to Move Your Hiring Process to the Future!
In the search for new talent, the hiring process in most companies is wedged firmly in the past.
For most companies, the hiring process is about yesterday—training and experience—as a way to establish a good fit. They have a problem, and they think someone with a “good past” will solve an immediate need. This imprudence can be a problem.
No matter how “innovative” companies believe they are, in the hiring process, they become frighteningly shortsighted. They only concentrate on a narrow range of qualifications, as opposed to using the hiring process to look for people with the potential to grow into the job.
The hiring process in any company must include non-quantifiable traits. They should include potential, ability to learn and a capacity to contribute to the company’s business goals.
This change in attitude the hiring process out of the past, transforming it into what an employee will be in the future! A good candidate is not as much about his or her past, but also what they can do in one, five or ten years from now.
Five questions to add to your hiring process. They will change how you look at past events into a view of the possibility for the future: Continue reading “Hiring Process Stuck In The Past? 5 Questions to Move it to the Future!”
Hiring can be a painful process, especially if it isn’t done right!
The hiring process is often both lengthy and arduous, for human resources, management and the candidates themselves. In companies of every size, business owners are so eager to be hiring the next superstar talent, they end up discouraging other good candidates in the process.
Starting with job postings that do not accurately reflect your company culture, vision or brand; lack of follow-up during the hiring and other missteps, there are so many significant opportunities missed. During the hiring, all members of an organization, from management, human resources and the boardroom to the rank and file employee in the mailroom, your main goal is to put your best foot forward.
If your human resources department has the burden of hiring or screening applicants, there are seven key things you should do, to make hiring as painless as possible:
- Write a description of your ideal candidate. As an example, decide on a detail-oriented or a big-picture thinker. To find the right person, it’s essential to know what kind person you’re looking for.
- Nail the job description. Give candidates an accurate idea about the job, with the nitty-gritty details of how, where and when employees are be expected to perform.
- As the flow of candidate resumes come, conduct initial interviews, makes assessments, and produce a short list of candidates for the hiring managers to evaluate.
- To get the most from early interviews, develop a list of pertinent questions to pose to every candidate, as well as the specific answers you want to hear.
- Knowing the right time to offer the job; creating a commission structure to deliver the results you want.
- Deliver a clear and smart training plan for all new hires, extending through the crucial first 90 days of employment.
- Stay involved by staying in regular contact, to coach the new hire through their first six-month employment period.
This infographic below, from employment screening and hiring company HireRight, has information taken from real-world job seekers. Continue reading “7 Steps to Painless Human Resources Hiring!”