Sometimes the best person for the job is the person is the person you know. Below you will find the advantages and of these so-called “boomerang” hires and how to make them work.
As it appeared in Universum Quarterly By Kina Zeidler
The advantages of “boomerang” hiring, or bringing back the alums, are:
• Reduce your recruitment expenses
• Access a broader and qualified pool of candidates
• Improve your company’s overall performance; alumni require less time to be productive
• Gain individuals that already share values and expectations
Dos
• Treat your alumni as you would treat other applicants. The demands should remain the same.
• Only re-hire people who were top performers and left in good standing.
• Understand the reasons why they left in the first place, and do your homework before interviewing to make sure those issues no longer exist.
Don’ts
• Don’t lose contact with the alumni if the interview doesn’t turn into a hire.
• Don’t assume the alumni will take your offer over a competing one because of their past history with the company. They are still looking for the best opportunity.
We all know that LinkedIn is an incredibly useful tool for those trying to build a strong personal brand. There are tons of tools all across the Internet offering aid to individuals looking to improve their LinkedIn image..
But what about employers trying to build a brand on LinkedIn. Can LinkedIn be a useful tool in employer branding?
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In a recent article from ere.net, Dr. John Sullivan counts down the companies that he personally believes to be the boldest innovators in talent management. Sullivan used the following criteria to come up with the Top 15
- Firm included in the current BusinessWeek or Fortune rankings as a top place to work.
- Firm has won awards or been written up for excellence in talent management.
- Firm has been a “launching pad” for talent management leaders who now serve in a leadership role at other major firms.
- Firm has continued to grow and hire, in spite of economic turmoil.
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By Fiona Sandford, Director, College Careers Service, The London School of Economics and Political Science
Building a strong brand on campus is seen by many organisations as the holy grail of successful recruitment. As one who has lived through more ups and downs in the graduate labour market cycle than I care to admit, I would summarise the key to success as these 4 Cs: Consistency, Connectivity, Consideration and Communication.
Another academic year is underway and soon the class of 2011 will enter the job market. With the recession behind us and the expectations of a growing economy, uncertainty is mixed with high hopes among these young career seekers. With the agendas for the upcoming season set, it’ll soon be time to meet employers and start the professional life – a moment for which both sides are preparing.
Career fairs, the second most useful source of information after employer websites according to the results of Universum’s Communicating with Talent 2010 report, are a meeting point for employers and future employees where both sides can get to know each other on a professional level but in a more relaxed setting compared to a formal interview or company presentation.
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Last week Universum hosted two if its annual Employer Branding Forums one in Chicago and one in Washington D.C. Both proved successful and informative for all of those in attendance.
Steven Rothberg of CollegeRecruiter.com was in attendance at the forum and Washington D.C. and summarized some of the key points he took away in an entry on his website.
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We have seen the largest increase in international students in almost 30 years according to the Institute of International Education (IIE). This year alone the number of international students studying in the U.S. increased by 8% to 671,616.
According to the study, students from India continue to supply the majority of international students, followed closely by students from China. The number of students from China that choose to study in the US increased by 21% for the 08/09 school year, to a total of 98,510 students.
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John Zappe of ere.net has recently written an interesting article about the importance of social media in the field of recruiting. In it, Zappe compares two surveys that have to do with the topic.
The first survey is from Universum and it surveyed a number of U.S. students about employers use of social networking. Among many other things, the survey showed that 59 percent of students find it “unattractive” to be contacted by an employer on Facebook–most preferring to be contacted on LinkedIn.
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By Kina Zeidler
When President Barack Obama kicked off his ‘Education to In novate’ campaign in November last year, he made the US STEM-education a national priority. Many were the compa nies, especially those with an extensive need of engineers and scientists, which applauded the initiative. In his speech, President Obama pointed out worrying statistics about 15-year-old Americans who are ranked 21st in science and 25th in math when compared to their peers around the world. The focus of the ‘Edu cate to Innovate’ campaign is hands-on activi ties outside the classroom. President Obama emphasised the significance of great teachers, teacher effectiveness and the importance of a classroom environment that professionals want to bring experience and enthusiasm into. His initiative obviously struck a chord. The private sector, universities, engineers, teachers, organi sations, foundations and non-profits pledged more than USD 260 million to improve the level of STEM-education in the US.
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