IT job growth expected in 2011 – or is it?
After a year of stagnant activity, project delays, and stockpiling of cash, it looks like IT...
Every Thursday, all The Seamless Workforce bloggers get on the phone for a weekly editorial call. We spend a good half hour to an hour discussing talent acquisition and recruiting strategies, observations from the field, and the latest workforce management and staffing news. Here are some of this week's topics of conversation:
Social Networking Websites Gain Popularity as an Employer Recruiting Tool
A recent poll from the Society for Human Resource Management (SHRM) found that more than half of HR professionals use social networking websites to recruit job candidates. Another 20 percent are planning to do so in the future. The study found that the most common reason employers use social media recruiting is to source passive job candidates (84 percent), followed by low cost (67 percent) and to increase employer brand (60 percent). LinkedIn is the most popular social network, used by 95 percent respondents.
Sourcing candidates through a company website still beats social media though, says Jobs2Web. The company reported that to make one hire, a recruiter sorts through six times more applications from job boards than from their own corporate sites.
Most Organizations Greet New Employees with Orientation
Another SHRM study revealed that more than 80 percent of organizations have formal or informal processes in place for onboarding employees. One-third of organizations begin on-boarding when a job offer is accepted, and another third begin on the new hire's first day at work. The length of onboarding programs vary from less than eight days to as long as two or three months.
Technology pros willing to sacrifice pay for telecommuting
A study conducted by Dice.com found that 35 percent of IT pros would sacrifice up to 10 percent of their salaries for the option of full-time telecommuting. This statistic confirms much of what we've talked about -- that employee satisfaction is influenced by more than just salary and financial awards. Telecommuting can be a good option for employers needing new ways to keep employees engaged, and as Dice.com's Alice Hill points out, it also opens organizations up to a larger and more diverse talent pool.
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Social Networking Websites Gain Popularity as an Employer Recruiting Tool
A recent poll from the Society for Human Resource Management (SHRM) found that more than half of HR professionals use social networking websites to recruit job candidates. Another 20 percent are planning to do so in the future. The study found that the most common reason employers use social media recruiting is to source passive job candidates (84 percent), followed by low cost (67 percent) and to increase employer brand (60 percent). LinkedIn is the most popular social network, used by 95 percent respondents.
Sourcing candidates through a company website still beats social media though, says Jobs2Web. The company reported that to make one hire, a recruiter sorts through six times more applications from job boards than from their own corporate sites.
Most Organizations Greet New Employees with Orientation
Another SHRM study revealed that more than 80 percent of organizations have formal or informal processes in place for onboarding employees. One-third of organizations begin on-boarding when a job offer is accepted, and another third begin on the new hire's first day at work. The length of onboarding programs vary from less than eight days to as long as two or three months.
Technology pros willing to sacrifice pay for telecommuting
A study conducted by Dice.com found that 35 percent of IT pros would sacrifice up to 10 percent of their salaries for the option of full-time telecommuting. This statistic confirms much of what we've talked about -- that employee satisfaction is influenced by more than just salary and financial awards. Telecommuting can be a good option for employers needing new ways to keep employees engaged, and as Dice.com's Alice Hill points out, it also opens organizations up to a larger and more diverse talent pool.
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