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This past Friday, the Bureau of Labor announced a new job growth record: the best six months for payroll job creation since 2006!  The U.S. is estimated to have added 227,000 jobs in February—and around 1.2 million over the past six months.  The unemployment rate remained at 8.3 percent, which remains the three-year-low.  Still, experts are concerned about the long-term unemployed—many of whom have been forced to take part-time jobs or have become so discouraged that they have stopped looking for a job entirely.   Hopefully we will see these figures improve in the coming months.  Which industries hired the most?  The industries that experienced the most growth in February were professional and business services, followed by education and health. 

Summer is fast approaching, when college seniors graduate and begin their first jobs—are you taking advantage of all the job search resources available to you? Here are some that you may be overlooking: Your school’s career center. Many students are resistant to it, but according to a survey by the... OneWire

Four Advantages to Capturing Candidates in the Cloud

Software is dead – long live the cloud!

For years technology insiders have been declaring the death of traditional software. We’re bumping up against that reality as cloud-computing moves from nascent to mainstream – and it may be the best thing to happen for recruiting.

The efficiencies and convenience of cloud-based platforms are bringing new capabilities to recruiters and hiring managers by replacing the stagnated information available in traditional systems with a richer, more-dynamic user experience and faster access to accurate, up-to-date information. With cloud-based systems, users get greater flexibility for data retrieval and real-time updating of information.

When it comes to technology, most of us don’t feel the need to look under the hood – we just want our applications to work and improve the way we conduct business. But, cloud-based recruiting applications do more than provide benefit to recruiters. They also give candidates greater control over their information while ensuring recruiters have access to timely data and insight into available talent. In addition to providing increased accessibility to information, cloud computing supports a better experience for candidates and recruiters alike.

How can cloud-based recruiting software bring efficiencies to your recruiting process?

Clear up the clutter – A single-instance cloud-based application can replace multiple systems. Rather than one system to manage social media interactions, another to distribute jobs and another for applicant tracking, a single-instance cloud-based system eliminates redundancies and multiple databases of candidates. With “one version of the truth,” information is accurate, search is easier, and candidate management is simplified.

Eliminate the black hole – There’s nothing more frustrating for candidates than feeling like a resume or application has entered a black hole, never to return. Instead of the “apply and goodbye” rhythm of a traditional Applicant Tracking System (ATS), a cloud-based, candidate-maintained community provides candidates with more control over their destiny. Using a single-instance, cloud-based application, candidates can build a profile, indicate privacy settings and apply for multiple jobs simultaneously. When they update information, it is automatically reflected in applications for other opportunities, reducing applicant abandonment rate and delivering a better user experience.

Develop a pipeline of candidates – There’s the old way – sourcing candidates for a specific position and then discarding those eliminated from consideration – and the new way – maintaining relationships with applicants who might meet future business needs. A cloud-based community makes it easier for recruiters to track and maintain relationships with candidates, including the ability to store notes and tag candidates appropriately for future opportunities. When the next open requisition comes along, recruiters no longer need to start the process over from scratch because they have access to an up-to-date database of talent.

Effective talent mobility – Simplifying the process to update and maintain a profile means candidates are more likely to do so even after they become employed. As companies look to redeploy talent or elicit employee referrals, a cloud-based application makes it easier to match internal people with future opportunities.

The days where we need to back up and sync our information are becoming a relic of the past. With everything centralized in the cloud, the significant benefits of an integrated workflow are irrefutable. From efficient access to information to the time saved searching for the right talent, capturing candidates in the cloud delivers greater value to everyone involved – recruiters, hiring managers and job seekers. Cloud computing brings cutting-edge technology to recruiting. If you haven’t yet moved, it’s time to start exploring your options.

Is Hiring Rebounding in Financial Services? Not in the U.S.

OneWire President, Brin McCagg, publishes a guest post on Forbes

The drop in the unemployment rate, to its lowest level in three years, has helped move the Dow Jones industrial average to its highest close since May 2008 — before the now infamous financial meltdown that took place later that year. But has this trend permeated the financial services sector? While we’re seeing some bright spots in our client portfolio, hiring is spotty and not necessarily what you’d expect.

To the extent that financial services firms are experiencing growth – and since many of them using our platform to hire, I feel qualified to make this observation – the majority of that growth is taking place overseas. While other sectors might be bringing jobs back from offshore, the financial services sector is hiring in China and India, even in Brazil. The mid- to large-sized firms are tapping the U.S. talent pool to handle compliance and strategic IT, whereas jobs for back-office and financing activities are headed offshore.

Most firms continue to have entry level programs; however, they’re highly competitive, particularly at the higher-end firms. These programs are no larger than they’ve been historically and, quite frankly, the competition for entry has always been intense regardless of economic conditions. The new wrinkle is that international students are vying for slots in these programs, which means the competition is global versus the traditional Ivy League pool. It’s making it more challenging for American students to score a slot.

This is actually a great example of what multinational companies need to be cognizant of when they source from a global talent pool. As you go overseas and look for talent, creating uniform and standardized criteria to measure candidates becomes increasingly difficult. The U.S. education system has a set of standards that isn’t necessarily embraced in all regions. Hence, different outcomes are inevitable. A business analyst from Duke University has a different set of experiences than a business analyst from University of Mumbai. Disparities in testing systems, grade point averages and work experiences abound – even the terminology used to describe work experiences can vary dramatically.

So, watch this space. We’re bullish on the financial services sector but cannot report with confidence that the old Wall Street of yesteryears is back. As with everything, change is constant and, despite its tendency to move slowly, the changes in this sector are profound when it comes to recruiting trends.

Brin McCagg has more than 20 years of entrepreneurial and executive management experience at Control Point Solutions,  Flight Options, TradeOut, and Full Circle. He started his career as an investment banker at Drexel Burnham Lambert and received an MBA from The Wharton School. You can follow him on Twitter at @Brin_McCagg.

 

With Spring Break just around the corner, many job seekers find themselves torn between a leisurely beachside vacation and a dedicated, focused job search week.  But is it possible to find a compromise?  Here are four relaxing ways to advance your job search while on vacation:

1.    Put business cards and a couple resumes in your suitcase.  You never know who you could run into on vacation, and you need to be prepared!  Powerful executives take vacations too, and they may be open to a friendly conversation.  It might be worth practicing your elevator pitch on your way to your destination as well.

2.    Build out your online profiles.  Grow your connections on LinkedIn, and complete online profiles to help you connect with relevant employers.

3.    Schedule some informational interviews.  Know anyone who works at a company you’re interested in?  Ask them to join you for coffee!  If you schedule it in advance, they’re more likely to oblige.

4.    Take some time to yourself.  Sometimes, a little relaxation can go a long way.  You may leave your vacation feeling clearheaded and ready to tackle your job search head on!

Look out Wall Street—your jobs may be in JEOPARDY! Watson, the computer game show champion created by IBM, has been hired by Citigroup to help analyze customer needs, as well as process financial, economic, and client data for the development of digital banking. IBM claims that Watson’s ability to comprehend... OneWire

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Wondering why the jobs numbers have been looking so good lately?   A lot of it can be attributed to the technology industry!  Job postings on technology job board Dice.com have risen by 12 percent in the past year, and general online job postings for computer and mathematics positions increased by 2.1 percent in the past month!  Some of the most highly desired workers right now are those who have experience with mobile applications—positions needing these skill sets have increased by more than 100 percent in the past year.  While large technology companies haven’t all been successful—IBM recently let go of 1000 employees—many smaller tech companies are looking to expand.  With over 500,000 software programs for the iPhone alone, there are clearly a number of opportunities in technology.

Interested in becoming a successful international businessman? There may be a new skill that could help you get there! Former international vice president of marketing at IBM, Jean-Paul Nerrière, recently invented Globish. Globish a new language involving simplified English to help professionals from different countries to communicate. The language consists... OneWire

NEW YORK (March 1, 2012) –

WHO:    OneWire®, putting the power of precise recruiting technology in the hands of candidates and recruiters

WHAT:   Will present a complimentary webinar titled “Relationships: The Key to Recruiting Success”

WHEN:   Thursday, March 8, 2012 at 2:00 p.m. EST (11:00 a.m. PST/12:00 p.m. MST and 1:00 p.m. CST)

WHERE:  To register for this event, please visit: http://www2.onewire.com/WebinarRegistration


DETAILS:    

The key to recruiting success lies in the ability to find the right talent when and where you need it. Despite a large pool of unemployed workers, getting the right talent is still a challenge for many organizations. During this complimentary webinar, industry expert Ed Newman, founder of Inside Talent Management Technology and author of the blog “Accidental Entrepreneur,” and a vice president from Petsky Prunier, a OneWire client, will discuss best practices in creating talent pipelines and how technology can be used to help source for success.

In this 60-minute Webinar, attendees will:

-    Learn how to build a pool of qualified and engaged talent that can be sourced for today’s openings and tomorrow’s hiring needs.

-    Discover why choosing technologies that allow candidates to update their profiles will ensure access to the most recent and relevant information and which systems can be utilized to pinpoint talent.

-    Discuss why it makes sense to use a single system for managing relationships and sourcing, tracking, engaging and hiring candidates.

HR, training & development professionals, business managers and executives interested in learning how technology can be used in the recruiting process are encouraged to attend this interactive session.

Fortunately, the job market is slowly opening up again and potential candidates are beginning to hear the phone ring for interviews.  As you prepare, you should not only brainstorm how you will answer questions, but you should also consider which important questions you will ask the interviewer.  According to an article by Luke Roney of US News World and Report, coming to an interview with questions emphasizes your interest in the company, your ability to prepare and research, and your knowledge of the industry as a whole.  Below find a few relevant questions to get you started:

1.    What does the person previously in this role do now?
Based on the interviewer’s response, this question can help you to determine if the company promotes from within or if possibly after a year or two of exhaustive work, the employee chooses to leave.

2.    What do you like about this company?
This question can give you a better understanding of what the company culture is like.  Does the interviewer seem happy and enthusiastic or sullen and negative when she responds?  Make sure to pay attention to both the verbal and nonverbal cues.

3.    What is a typical workday like?
This question can give you a better grasp of what to expect in your potential role as well as how different colleagues and departments collaborate.  You want to make sure that the work environment is a place where you will have the ability to thrive and grow as a business professional.

4.    What qualities do you look for in a successful employee?
This question will allow you to understand what the company is looking for in a top notch employee.  It will also give you some insight into how you will be evaluated in the new role.  You can then use this as an opportunity to re-emphasize your strengths and align yourself with the company’s definition of a successful candidate.

5.    What are the next steps in the hiring process?
This question will allow you to understand the follow-up process after the interview.  You can then avoid the uncertainty of whether you should reach out to the company or if they prefer that you wait for their call.  It also further conveys your interest in the position.

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How do you motivate your employees? Mangers have used many tactics over the years, from monetary incentives, to positive feedback, to employee competition, to general fear.  But some of these approaches may be more effective than others.  According to a recent study, “Rankings and Social Tournaments: Evidence from a Field Experiment,” by Iwan Barankay a management professor at the Wharton School of the University of Pennsylvania, ranking employees against each other might not generate the results that many managers believe it to.  While some managers are of the impression that publicly benchmarking employees will motivate them to work harder, Barankay found that in reality, it often reduces employee productivity. 

In the study, employees who were identified as top-ranking tended to become complacent as the result of their success—their productivity suffered considerably.  Meanwhile, those ranking at the bottom became tremendously discouraged and unable to perform to the best of their ability.  In an experiment involving 330 employees, Barankay determined that 66% of employees who were not ranked offered to do more assignments, while only 42% of employees who were ranked came back to do so.  

Of course, every work environment is different, so make sure management style is catered to your employees.  Know how your employees will respond to feedback; while some may thrive in a competitive environment, it’s important to remember not everyone does.  Great managers are able to take the individual into account.

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According to a recent private survey, the job market will improve in 2012 more than economists estimated!  Economists predicted an increase in payrolls by 127,000 per month back in November, but now predictions are near 170,000 per month.  In addition, unemployment will average 8.3 percent, compared to the 8.9 percent forecast in fall 2011.  The improved outlook for the job market is linked to strides in business investment and homebuilding.  Consumer spending is also expected to rise by 2.4 percent.  Some recent economic predictions even suggest that the unemployment rate could drop to 7.8 percent by 2013!  Let’s hope we see more people find employment in the coming months. 

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How much of an impact can a bad boss make?  According to recent findings, bad bosses can do a considerable amount of damage.  Not only can they completely diminish employee morale; they’ve been linked to poor employee health—especially increased risk of heart disease—an even employees’ family interactions!  When bosses are abusive, significant others report more family conflict and tension at home.  A direct correlation has been determined between bosses’ management styles and the happiness of their employees—when bosses are controlling, as opposed to encouraging, employee morale is far lower.  A study by the Employment Law Alliance found that 44% of U.S. employees report they have worked for an abusive boss.  So if you’re in a management role, make sure to treat your employees well.  They will perform better if you offer them a little autonomy and respect!    

Everyone knows that finance and banking jobs can offer great salaries—but which banks have the best? A recent Forbes article recently ranked banks that paid the highest salaries. Here are the top five, based on salaries for vice presidents and financial analysts: 1. Goldman Sachs Average base salary for vice... OneWire

In 2012, the economy is fluctuating, unemployment is high, and you have to compete against all of your peers for a limited amount of job openings.  Despite these hurdles, you have landed your first job as a recent college graduate!  Now what?  Alison Green at US News & World Report suggests that in order to create a solid foundation on which to build your career, you must be aware of your actions.  Below find a few tips to make sure you’re on the path to success.

1.    Listen
As a novice at your company, make sure to listen closely to the advice and knowledge that circulates around you.  You will not only be able to learn about how things work within the company, but you will also have the opportunity to pick up on new skill sets.

2.    Diversify Your Contacts
Although it may be tempting to only socialize with colleagues of similar age, it is important to expand your group to more experienced professionals.  With their multiple years of experience, you have the opportunity to gain insight on your current job and your future career path.

3.    Don’t Be Exclusive
Avoid forming cliques at work and be open to meeting different kinds of people.  Working with different types of people gives you the opportunity to expand your worldview and experiences.  Also, try to avoid cattiness and gossip which often can be harmful to your career.

4.    Take Responsibility
Be accountable for your mistakes and do not shy away from the responsibility.  By owning up to the mistake as well as seeing it through to a resolution, you not only learn from your mistakes but also convey a responsible and can-do attitude to your coworkers.

5.    Always Have Pen And Paper
Always have pen and paper easily accessible to you.  Whether your boss is giving you instructions or you have the opportunity to sit in on a meeting, you don’t want to miss out on important knowledge.  Often the most important or helpful details do not get repeated.

6.    Limit Your Personal Use of Social Media
Whether it’s Facebook, Twitter, etc., you should try to avoid and in the very least limit your use of these social media platforms at work.  Overuse of these platforms can give the impression of being unprofessional.

7.    Create And Maintain a Timeline
Create a rough timeline of when you are going to complete your tasks.  Remain diligent and complete tasks when you say you will in order to build your credibility at the company.

8.    Be Aware of Company Culture
Take the time to observe and understand company culture.  You will become privy to important information such as dress code, if occasional chit chat is accepted, and if it customary to leave the office for lunch.  If your behavior goes against company culture, coworkers may become wary of you.

9.    Be Open-Minded
Your time at school gives you a solid foundation on which to begin your career.  However, once you enter the real world, your education does not end.  Remain open to learning new things and to considering varying viewpoints.

10.   Thank Others
If your boss or colleague helps you, always remember to thank them, whether verbally or a quick e-mail.  When people feel appreciated, they are more likely to help out again in the future.

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Could Facebook be a good indicator people’s job performance?  According to a recent study, maybe so.  To test the theory, three “raters,” including one professor and two students, were asked to review 56 Facebook profiles of undergraduate students who had jobs.  The raters were permitted to review each profile for around 10 minutes before answering personality-oriented questions about the people they were reviewing.  They looked through photos, groups, basic information, number of friends, and beyond to determine job performance traits, such as conscientiousness and agreeability.  After six months, the researchers collected evaluations from each of the students’ employers.  The results show a strong correlation between the raters’ evaluations and those of the employers.  Could Facebook become a trustworthy recruiting tool? Maybe one day, but much more research needs to be done first!

OneWire President Brin McCagg recently sat down with TotalPicture Radio’s Producer and Host, Peter Clayton, to discuss his experience at SourceCon and OneWire’s single platform recruiting solution.  Listen to the podcast interview here!

For an important job interview, it is not uncommon for a candidate to prepare for hours and to try out multiple techniques to battle his or her nerves. As you prepare, George Bradt, a Contributor at Forbes, clues us in that outside of job knowledge, the decision of whether you... OneWire

OneWire President and COO, Brin McCagg, recently published an article, "Relationships: Your Ticket to Recruiting Success," on SourceCon, a leading event-driven resource for the sourcing community.  In the article, McCagg emphasizes the importance of a relationship-driven approach to recruiting.  He highlights the ways in which emerging technologies can contribute to this process, from candidate relationship management systems, to social sharing, to employer branding opportunities.  Click here to read the full article.

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According to a recent survey by CareerXroads, there were some interesting hiring trends in 2011.  The survey found that the participating companies filled 59 percent of their openings externally, as opposed to internal transfers and promotions.  This percentage is considerably higher than 2010, when almost 50 percent of hires were filled internally.  According to recruiting expert Gerry Crispin, these results suggest that the economy is recovering, and hiring is slowly returning to normal levels.  Based on the survey results, most hires were the result of referrals and job boards—apparently not as much on the decline as once thought—followed by career sites and recruiter efforts.  While social media made up for a mere 3.5 percent of hiring, the increase is significant compared to previous years.