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News and Features Tech Workers Reward the Personal Touch

by John Zappe

Tech workers get an average of 23 recruiter inquiries a week — yes, a week, says a survey from TEKsystems, a global IT staffing and services firm.

That’s a remarkable number, which, even if is skewed by respondents with very in-demand skills, would still go a long way to explaining why you’re not getting calls back. In fact, the survey shows that IT professionals are picky about whose call they will return.

The best thing a recruiter can do when leaving a message or speaking with a potential candidate is to be as detailed about the job as possible. Hearing details about the specific job, the team, the nature of the work, and the company culture is the kind of information that would lead 88 percent of the survey respondents to return the call. Continue reading →

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Stop With the Recruiting Fashion Trends

by Morgan Hoogvelt

It’s a brand new year, great things are on the horizon … and for me, I have had it up to my eyeballs with a particular topic. I am so fed up with this topic that I want to climb to the highest peak and scream, bang my head against a wall, and even toss my desk around the room over and over. This topic that’s making me and others so irritated is Passive Candidates.

Yes, that’s right. The topic or even the mention of passive candidates now a day makes me want to throw up. In conducting my own personal year in review and through scouring HR topics, articles, blogs, etc., it seems as if 2011 was the year of the “Passive Candidate.” My response … so the heck what. Continue reading →

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Your Onboarding May Be Teaching Your New Employees to Be Cynical

By David Lee

The title of this article comes from a conversation with a senior-level HR professional who demonstrated a level of awareness that many employers seem to lack about their onboarding process.

We were talking about their need to upgrade their onboarding, and she was describing her concerns about the effects of a poorly executed process.

While she listed the typically cited negative costs of sloppy onboarding — increased turnover, longer time to productivity, etc. — she hit on one of the biggest prices employers pay for a shoddy, sink or swim, unwelcoming onboarding process:

You take someone who is initially excited and even starry-eyed about working for you, and rapidly turn them into a cynical, skeptical, eye-roller, who does not respect or trust management and their employer. Continue reading →

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Who’s the Best Company to Work For? Here’s 100 of Them

By John Zappe (was a newspaper reporter and editor until his geek gene lead him to launch his first website in 1994. Never a recruiter, he instead built online employment sites and sold advertising services to recruiters and employers.)

This year’s list of the Best Companies to Work For reads a lot like last year’s. The rankings have changed a bit; SAS, for instance, got unseated for the #1 spot by Google, but otherwise the list (click here for the list of all 100) shows that a great place to work tends to stay that way. Continue reading →

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Transform Your Employees into Passionate Advocates

By Rob Markey is co-author, with Fred Reichheld, of the book: The Ultimate Question 2.0: How Net Promoter Companies Thrive in a Customer-Driven World, just published by HBR Press. He is a partner in Bain & Company’s New York office and head of the firm’s global Customer Strategy and Marketing practice.

Employee happiness is becoming a hot topic among CEOs and in boardrooms, and it’s about time. The current issue ofHarvard Business Review, which includes a series of articles focused on employee happiness, is just one more sign of the growing recognition that happy, engaged employees are more productive and generate better outcomes for their companies. Continue reading →