Big Data for Staffing?

Consider this scenario: a company was struggling to make the right hiring decisions.

Struggling because of the criteria they were using to find the best candidates. Struggling in the marketplace to compete with richer companies looking to source exactly the same kinds of talented people from a relatively small pool. This hiring manager found ways to utilize key pieces of data to evaluate candidates that others had relatively little interest in. 


Infinite Recruiting Cycles – Getting the Right Candidate

Finding the right candidate might just be getting even harder.

Finding candidates is harder than ever - and it's getting more complicated because of candidates using social media to tell the world of their search and interview experiences.Today’s candidates perform extensive research before agreeing to take an interview. In fact, a 2012 survey by TalentBoard reports that more than half of all candidates had an existing relationship with a company prior to applying.

Social media has led us to the “connection economy,” where at least a portion of our value is determined by the number and the quality of the connections that we have. Connecting with the right candidates requires that hiring organizations – and their recruiting partners – have ongoing, meaningful conversations with candidates. This means that a connection must be established, nurtured and maintained if that organization hopes to interview that candidate.

A survey from CareerBuilder on candidate behaviors shows that 74% of workers are actively looking for work – whether they’re employed or not. As a result, the recruiting cycle goes nonstop and the distinction between passive and active searchers has all but disappeared.

Today’s job seekers are savvy consumers. On average, they tap 15 sources per search to thoroughly vet any new company they become aware of, before they accept any offer of screening or interview. Nothing is sacred in today’s market. Contractors are known to share pay rates, markups and they can bad-mouth clients who leave them hanging or misrepresent an opportunity.


More than a Paycheck

According to a recent survey by Jumpstart: HR, the paycheck still ranks as the top item that a candidate looks at.

Increasingly, candidates want to increase their skills in addition to making great pay.At the same time, an overwhelming number of candidates also want an opportunity to increase their skills. 

During the Great Recession, one of the first items to be trimmed on many corporate budgets was the training and development spends for staff. Opportunities for candidates to stretch their skills on the corporate dime have been slim ever since.



3 Ways Older Workers Can Help Your Business

60% of workers over the age of 60 will look for a new job after retiring from their current company.

By Royale Class

Experienced, older workers can bring fresh perspectives and great ideas to your business - at a fraction of the price.More than 75% of these workers are putting off retirement, most of them for financial concerns, but a great many of them are staying in the workforce as a personal decision. Those making the choice for personal reasons say they really enjoy their work, want to stay active or want to mentor others.

This is great news for the 48% of employers that are looking to hire more seasoned staff. 44% of those surveyed said they hired workers age 50 and over during 2012 – a trend that is likely to continue.

Keep reading for three great reasons to think about hiring older, experienced workers.


Part-Time Expertise from Experienced Workers

Ever had a scenario where you wished you had the right kind of expertise – even just part time?

By Royale Class

Experienced, older workers can bring years of expertise and learning experiences to your company at part-time pay rates.It can be so hard to train a new employee to do things the way they need to be done – and worse,  you training them takes your focus away from the things that you need to be getting done.

There’s a new trend in employment – or should we say, re-employment. The penetration of temporary staffing of those aged 20-24 has decreased significantly, while the penetration for those aged 35-64 has increased (Source: Bureau of Labor Statistics).


Tech Shortage is Here to Stay

Employers are placing an emphasis on roles involving newer technologies, big data and social media

By Royale Class

According to a recent study from CareerBuilder revealed that in addition to recruiting for revenue-related functions like sales and customer service.

Employers are placing more emphasis on roles involving newer technologies, big data and social media.According to the CareerBuilder survey, 16% of employers will be adding mobile technology jobs, while 15% plan to hire for jobs involving cloud technology. More than 10% will be hiring for positions related to social media and managing and interpreting so-called “big data.”


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