HR Roundtable- February Meeting
HR Roundtable- February Meeting
Thursday, February 3rd @ 8:00 am
Burnsville City Hall
1000 Civic Center Parkway
Join the Burnsville HR Roundtable for a Morning of Engaging Content
Candidates are Consumers, What is Your Message?
Employer branding from the candidate perspective
Web 2.0 recruitment strategies for SMB’s
Metrics will help provide your recruiting roadmap
Presented by: Christina Schreyer, Founder and Principal Instigate, Inc.
Protecting the Present- Planning for the Future
PROTECTING THE PRESENT – PLANNING FOR THE FUTURE
Tuesday, November 09, 2010 from 7:30 AM – 11:00 AM (CT)
Hampton Inn North
(694 and Lexington Ave N)
1000 Gramsie Road
Shoreview, MN 55126
Join HR Thought Leaders For a Morning of Engaging Content
Candidates are Consumers, What is Your Message?
Christina Schreyer, Founder and Principal
Instigate, Inc.
Keeping High Performers Engaged in Turbulent Times
Victoria Fuehrer, CCP, SPHR, MBA—Founder and President
PORTICOconsulting
Ten Steps to Protect Your Business
Thomas Revnew, Attorney and Shareholder
Seaton Beck and Peters, P.A.
Complimentary Breakfast Will Be Served
For More Information:
Phone: 651-429-1131
Email: services@instigateinc.com
Instigate Has Gone Sourcing 3.0 with Semantic Search!
It is no secret recruiters have used the Internet for years to find the most qualified candidates. A majority of these efforts have involved keyword searching on resume databases and social network sites. The next wave of Internet search is already underway and Instigate is ready to deliver the results to you. Welcome to Semantic Search!
Semantic Search shifts the focus from ‘keyword’ sourcing to the ‘actual’ meanings found within resumes and job descriptions. At the heart of semantic search is search engine and ranking technology which enables our Internet searches to be ‘trained’ to identify the equivalent meanings of terms found in resumes. No two company job descriptions or candidate resumes are written alike, semantic search is able to find hidden matches that current rigid searches would normally overlook.
The value of Semantic Search:
Better Candidates
By improving and automating the searching of a large number of different passive and active candidate sources, Instigate is able to provide you with results on the best matched individuals from tens of thousands of potential candidates found on the Internet.
Faster Hires
Instigate is now able to filter out near-match candidates far more effectively than traditional Internet search efforts. Semantic Search allows us to filter and rank results automatically to greatly reduce the amount of time necessary to sort through lesser qualified candidates.
Reduce Hiring Costs
Our team can focus more time on recruiting and candidate management – not just candidate sourcing. Finding qualified candidates in a fraction of the time of traditional search means less time and money wasted on searching through hundreds of thousands of candidates and interviewing near-matches. Semantic Search will help us match you with your top talent faster.
Semantic Search is now active with all TalentAssist™ – Enterprise-Wide Recruitment Process Outsourcing Services. We are excited to add this capability to our service offerings as we focus on delivering to our valued clients best-in-class recruitment processes, technology and resources. Please feel free to contact us to learn more about how we are putting Semantic Search to work for you.
Behind the Numbers- Unemployment Rate and Recruitment Success
There is certainly no lack of statistics and data regarding the current national employment situation. One question we have heard over and over since the beginning of the year: “With so many people unemployed, why are we struggling to fill our job openings?” The answer may or may not be your recruiting processes.
Like many employers, do your job openings require a bachelors degree or higher? If yes, the unemployment rate for those who meet your job requirements is significantly lower.
Employment data kept by the U.S. Bureau of Labor Statistics shows that the unemployment rate for those with at least a bachelor’s degree was 4.5 percent in July 2010, while 10.1 percent of high school graduates who didn’t attend college were without jobs. Add those who never graduated from high school, and the unemployment rate creeps up to 11 percent.
If your job openings require a bachelors degree or higher; solid recruitment practices and strong employer branding are still critical to attracting top talent even with today’s difficult economy.
Instigate Releases Conference List for Fall 2010
Instigate, Inc. is pleased to announce that they are scheduled to exhibit at the following upcoming conferences:
• Iowa SHRM Conference – The Amazing HR Race
o September 29th to August 1st – Des Moines, IA
• Wisconsin SHRM Conference – Chart Your Course on an HR Voyage
o October 6th to October 8th – Appleton, WI
• Minnesota SHRM Conference – HR Building Bridges for Success
o October 10th to October 12th – Duluth, MN
Please look for us at these exciting conferences. For more information or to schedule a meeting while attending a conference; please contact Matt Schreyer, President, at 651-429-1131 or 1-800-259-9865 ext 12.
Is Recruitment Outsourcing for Small and Mid-sized Businesses a real option?
Recruitment Process Outsourcing (RPO) is not new. Large companies have been outsourcing segments of their recruiting process for years. Over the last decade, smaller businesses haven’t had many options – having neither the scale and buying power of large firms, nor the staffing volumes to make a business case an in-house recruitment function.
Small and medium-sized businesses [SMBs] often rely on the most expensive and often least effective candidate sourcing options – staffing agencies and recruiters. They are still left with the time and cost burden of a majority of the recruitment functions such a screening resumes, interviewing, on-boarding; which often falls on the hiring managers who are also responsible for managing the business.
Even for SMBs, the recruitment process has many tasks or transactional based activities that can be completed outside the organization, increasing efficiencies through economies of scale. Over the last several years the RPO market has continued to evolve and now provides viable options for SMBs.
Now is an excellent time to look at RPO providers focused on providing solutions to small and mid-sized companies. These providers likely have affordable solutions that can take on the burden of operational recruitment activities, allowing businesses to focus on core value-creating and strategic activities. By transforming processes, utilizing best practices, and replacing a fixed cost base with a variable charging structure, RPO can significantly reduce the cost of recruitment. The time has arrived – RPO for SMBs is now a real option.
Major Job Boards: Cost Increasing, Value Decreasing?
There has been a lot of talk about the major job boards losing their share of the online recruitment market. Studies have shown that niche sites and social networking have impacted the reach of the two major boards. (Our analytics show that there is clearly only two major paid job sites for the U.S. market)
We thought it would be interesting to look at what has happened to the published rates for a job listing on each site from 2005 to present:
Job Board A – 16.7% rate increase
Job Board B – 2.3% rate decrease
We will be the first to argue that there is still value in having major job board usage as part of your total recruitment plan. In the case of Job Board A, the question is whether or not their impact on attracting top talent has increased over the last five years to justify a 17% increase.
Tracking and analytics must play a role in evaluating what online recruitment resources are delivering the most ROI. A “post and pray” approach using one or both major job boards will likely fall short in attracting top talent and delivering high ROI.
So, which job board has had the 17% increase? Contact us to find out.
What Is Your Career Site Bounce Rate?
Wikipedia’s definition of Bounce Rate: Bounce Rate represents the percentage of initial visitors to a site who “bounce” away to a different site, rather than continue on to other pages within the same site.
So how does Bounce Rate impact staffing and recruiting efforts? Good web traffic to your career site does not always equal a high level of candidate response. Let’s use recent data from one of our client’s career sites as an example:
* 543 Visitors – Job Aggregator
* 268 Visitors – National Job Board
On the surface, the aggregator would seem to be the clear driver of candidates to their career site. But, not so fast- A look at the Bounce Rate shows:
* 72.01% Bounce Rate – Job Aggregator
* 22.76% Bounce Rate – National Job Board
So, using Bounce Rate data we see a potential different story unfolding on candidates moving to next steps in the online application process:
* 152 Visitors – Leading Job Aggregator
* 207 Visitors – Leading National Job Board
Bounce Rate can provide you with key metrics on the performance of your online advertising efforts and is a much more powerful metric than simple visitor counts.
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Client Testimonial
Prior to Instigate our recruitment efforts were hit or miss. What we have gained is a knowledgeable staff and a high level of service which has allowed us to bring in highly skilled, qualified talent. Instigate is the right fit and a great partner for our team.
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