Category: Recruiting Rants and HR Commentary

How to Implement an Employee Referral Program [INFOGRAPHIC]

ADV: New Book: "Resume Forensics" is a quick and easy guide to finding free resumes and passive candidates on the web.


Each Friday The Recruiter’s Lounge is going to bring you Infographic Fridays. We’ll be finding really interesting and different infographics to share. Hope you enjoy!

Employee referrals are one of the most lucrative ways to hire employees. According to ERE,  46% of all hires at top performing firms are referrals. This inforgraphic dives further into the importance of referrals and why you should be investing in an employee referral program.

Top Takeaways:

  • Referrals are #1 in employee retention rate after 1 year at 46% vs. 33% careers sites.
  • Referrals are a better cultural fit fit because they are pre-vetted by people familiar with how you work
  • Cash rewards for referrals are the #1 incentive for getting employees to participate

TalentCircles and SwoopTalent Announce Alliance #hrtechconf

ADV: New Book: "Resume Forensics" is a quick and easy guide to finding free resumes and passive candidates on the web.





TalentCircles© Inc., an interactive talent acquisition platform hailed as one of the most transformative HR technology solutions by enabling organizations to create and nurture their talent pools announces a strategic relationship with SwoopTalent.

SwoopTalent©, also a Silicon Valley based technology company, is the most powerful talent data aggregation and social sourcing platform in the industry with more than 150,000,000 talent profiles ready to integrate to your own data and processes.

While organizations of all sizes are always looking for the best talent, their efficacy is often plagued by the fact that their talent acquisition process is distributed across poorly communicating products. “TalentCircles allows you to welcome, interact with and interview active and passive candidates as well as match profiles with current or future openings,” says Marylene Delbourg-Delphis, CEO of TalentCircles. “Yet, your talent pool may not always offer the exact profiles you want. So you need to expand your sourcing efforts and find more candidates. The most effective way to do it is from within your candidate relationship management environment. This is what the alliance between TalentCircles and SwoopTalent exemplarily accomplishes,” she adds.

Strategic partnerships are often more designed for marketing purposes. This alliance between TalentCircles and SwoopTalent was geared from day one to simplify the talent acquisition process and place access to talent at the recruiters’ fingertips. “Recruiters have a plethora of tasks needed to recruit the right talent, so both of our teams wanted to make this integration totally seamless and make recruiters’ lives easier. You won’t even know it’s two products!” says Stacy Chapman, CEO of SwoopTalent.

Organizations of all sizes will benefit from this unique integration on October 20, 2014. SwoopTalent will offer a starter package of profiles at no charge and access to more profiles will be made available for a fee also from within TalentCircles.

About TalentCircles:  TalentCircles transforms recruiting and proactively manages the needs of organizations of any size. Its comprehensive interactive talent engagement platform for desktops, smartphones and tablets enables organizations to create powerful talent pools. The larger your talent pool… the better it is for you when you have the right array of features like semantic job matching, screening questionnaires, video interviewing to evaluate candidates for both aptitude and attitude or perform realistic job previews.

About SwoopTalent: SwoopTalent changes the way you think about talent data. Valuable data is structured and unstructured, internal and external, historical and brand new. Swoop tames all this data for you, leaving you with a single place to find every piece of data you need on your candidates, and on dream candidates you don’t know yet.  With hundreds of millions of talent profiles, with Swoop you source the best.

Summer Slackers? Does the Hot Weather Affect Productivity?

ADV: New Book: "Resume Forensics" is a quick and easy guide to finding free resumes and passive candidates on the web.


As the mercury rises, there are a number of impacts on office staff. Whether it be disputes over climate controls or laxity of lunch hours, the summer sun can adversely affect staff’s working environment and mentality.

A survey conducted by One Poll on behalf of air conditioning and heating specialists Andrews Sykes Hire, has revealed how hot conditions affect productivity in the workplace. The study, which questioned 2,000 office staff on their summer working habits, found that 30% of workers exceed their designated lunch breaks by nearly 13 minutes during the summer. Thirteen minutes a day adds up to more than an hour wasted per week or 4.3 over the course of a month.

  • Workers leave the office on average 2.3 days per week, during the summer months.
  • 18-24 year olds were the most likely to admit to lengthening lunches, twice as likely as those 55+, though the elder group said they took longer.
  • The 45-54 age group admitted to taking the longest lunch breaks.
  • 12% admitted to extending lunch breaks by more than 20 minutes during fair weather.

Men are 7% more likely to stretch their lunch break and took, on average, 12% longer than their female counterparts.  40% of men reported being more likely to have an alcoholic drink during their summer lunch breaks, as compared to a third of women. More than half of 18-24 year olds were likely to drink during lunch hours. The likelihood of drinking during lunch decreases with age – down to only 19% of those aged 55+.

Working attire, too, could present productivity problems, with more than half of respondents restricted to formal work wear feeling uncomfortable in the summer heat. Conversely, 56% of those whose dress code was relaxed reported being more comfortable.

  • Less than a quarter of respondents had a relaxed dress code during hot weather.
  • Men are only marginally (7%) less comfortable with working attire than women.
  • Those with a formal dress code were the most likely to have office disputes over temperature, around a third claimed to have argued with a colleague on this issue.

The impact of fair weather is palpable for office workers, those with a rigid, formal dress code are the least likely to work overtime during the summer (3%), as opposed to 16% of those with casual dress codes willing to stay back after hours.

Whether it’s the provision of effective temperature control systems, a dress code change, as already called for by the Trades Union Congress, or a crackdown on lunchtime laxity, summer adaptations to office regimes  seem likely to deliver improvements in staff morale and efficiency.

Andy Whiteley is the National Sales Director, HVAC, and Divisional Director, Andrews Air Conditioning & Refrigeration, at Andrews Sykes Hire Ltd., the UK’s leading specialist in air conditioning, pump, heater and cooling hire, and has more than 20 years of experience managing in the HVAC industry.


The Age of Social Recruiting [INFOGRAPHIC]

ADV: Click here to download free Human Resources magazines, white papers, downloads and podcasts.


Each Friday The Recruiter’s Lounge is going to bring you Infographic Fridays. We’ll be finding really interesting and different infographics to share. Hope you enjoy!

Infographic Highlights:

  • 79% of peoplare likely to use social media in their job search
  • 42% say it’s important for recruiters to engage with candidates on social media
  • 59% of job seekers are willing to budge based on work-life balance offerings
  • 33% of people leave because of career growth



Cool LinkedIn Recruiter Alumni Search Hack

ADV: Click here to download free Human Resources magazines, white papers, downloads and podcasts.


Last year, LinkedIn updated their terms of service to allow for high school age students and younger professionals to create a LinkedIn account. In the US, you can create a LinkedIn account when you are 14 years of age.

This change in terms of service makes LinkedIn more attractive for companies who are recruiting and hiring young professionals in markets like retails, hospitality and restaurant industries. LinkedIn still has better search and targeting functionality than Facebook’s Graph Search although Facebook’s search is improving.

Improved LinkedIn Search & Big Data

LinkedIn’s chief college evangelist recently shared one of the reasonings behind this change is the ability to provide more data and predictive search options. Imagine as a high school student you attend a summer program in data engineering at Stanford. At age 27, this is probably not something you would share on LinkedIn, but younger users will include the information and eventually, LinkedIn will be able to point to certain classes, high school programs and activities that produce top talent for the long term. Imagine the possibilities. You can begin building your candidate pipelines with prospects based on real data, not just a gut feeling or assumptions. Exciting!

LinkedIn has also been growing their university and college career programs focusing on adding Millennials to their growing network which now has over 300 million users on the platform. One of the features I enjoy is the college and university pages because it offers a different targeted search functionality.

LinkedIn Recruiter Alumni Hack

Start by visiting any university or college alumni page. The screenshot below is from Harvard University. The page is pretty straight forward and on the surface doesn’t look to offer many search features. Right click on the “Students & Alumni” Section. Trust me.



In the Students & Alumni section, the search parameters are plain and simple. Search by keyword and years attended. Hit enter and magically below, candidate profiles will appear. You can see from a simple search for data scientists who attended Harvard from 1900-2014, I have netted some impressive results. Now all I have to do is research, select the candidates who meet my job specifications and send them an InMail message to connect with them.


I like this particular functionality for a lot of reasons especially since it offers me different view of targeted candidates than the traditional search LinkedIn offers and I can see the specific breakdown of where the alumni are located. This is key if I am recruiting and targeting a certain area of the country or outside of the US.