Monthly Roundup - April's Recruiting Must-Reads

BooksOur second edition of the monthly must-read round-up uncovers innovative thoughts from industry influencers across the web. From the top traits of amazing recruiters to a few of Google’s HR secrets, we have it all here for your in the April edition of our Monthly Round-Up.

As the recruiting industry continues to thrive on progressive thinking and new ways to approach the talent acquisition process, it's crucial to keep a pulse on what is going on across the industry, from current events to thought leadership. Whether you’re managing your own hiring team or drawing up recruitment strategies for a small business, there is always room to grow and improve the work you do each day. We know you’re busy, so our goal with this month’s edition of must-reads is actionable knowledge to make you the best recruiter possible, every day of the week!

The 5 Traits of Amazing Recruiting Managers

LinkedIn asked a group of experienced recruiting leaders to describe the characteristics of amazing recruiting leaders. Here is what they said:

  • They remain connected to ‘the trenches’ - Jeff Vijungco, VP of Global Talent Acquisition & Development at Adobe

  • They empower team members to learn as much as possible - Maria Martinez, Chief Human Resources Offices at HSN

  • They help team members identify the right questions to ask stakeholders -  Rich Thompson, Chief Human Resources Officer at Adecco

  • They get team members on board with big decisions - John Fleishcauer , Senior Talent Attraction Managers at Halogen Software

  • They encourage feedback from candidates - Liz Hall, VP of People at Trello

Read the full article here. Article Written by @ritikia_puri

Here’s Google’s Secret to Hiring The Best People

As one of the most powerful and innovative companies in the world, it’s no secret that Google does an amazing job of acquiring top talent to work for its team. Wired shares exactly what Google is doing to hire the best people and some of the tactics that work to recruit its massive team.

Senior VP of People Operations at Google, Lazlo Bock, believes that structured interviews are predictive for all jobs, even those that are unstructured in nature. The People Operations team at Google has found that these types of interviews leave both the candidate and interviewer with a better, “more-fair” experience. The goal of Google’s interview process is to predict how candidates will perform once they join the team, and this is certainly no surprise to any recruiter who knows a thing or two about interviewing. Where the secret lies is how it applies science to understanding the candidate by combining behavior and situational assessments. This gives the Google People team an in-depth look into potential employees' cognitive abilities, consciousness, and leadership skills.

Read more at Written by @LaszloBock2718

Reddit CEO Ellen Pao Bans Salary Negotiations To Equalize Pay For Men, Women

You've likely seen Ellen Pao’s name appear in headlines lately-- Pao, the interim CEO of Reddit, recently revealed that she is working to eliminate salary negotiations from the hiring process with the goal of leveling the playing field for men and women.  

Pao states that “Men negotiate harder than women do and sometimes women get penalized when they do negotiate.” Multiple studies support these thoughts claiming that women are less likely than men to successfully negotiate higher salaries and advancements in their careers.

Read the full article here. Written by @CBSSF.

Google’s Head of HR: It Doesn’t Matter Where Candidates Went to College

Attending and graduating an Ivy League school once landed you at the top of the resumé stack in Google’s People department, but times have changed and so has the way Google seeks out its top talent.

In the company's early days, Google considered Ivy League graduates to be more of an asset than those graduating from other universities, but upon noticing a flaw in strategy, Google Senior VP of People Operations, Laszlo Bock, has shifted towards a different way of thinking. His team no longer focuses on a candidate’s college grades, but rather a few key characteristics including problem solving skills, emergent leadership, and “Googleyness” -- the company’s coined term for cultural fit. Bock states that the least important thing when looking at potential employees is actually,  “Do you know how to do the job?”

Read more about how Bock and his People Operations team operate at Google on Entrepreneur.  Article written by @Geoff_Weiss.

Why hiring millennials could be good for business

Sally Susman, Executive Vice President of Corporate Affairs at Pfizer thinks it may be worth it for your business to start hiring millennials. By the time 2025 comes around, millennials will be expected to make up 75% of the global workforce. So now is the time to consider your millennial recruitment strategy.

Change in the workplace is inevitable, but understanding trends and properly forecasting where your industry and your business is headed can help you staff top talent for years to come. The fairly recent wave of millennials in the workplace has shown how important it is for companies to properly leverage the talents and skills millennials hold, while offering them reasons and room to grow. Susman believes the following are a few areas where millennials, can have an early impact on a company

  1. Push the digital boundaries

  2. Find opportunities to give back

  3. Consider a position in corporate affairs

Read more from Susman on Fortune. Commentary by Sally Susman on @FortuneMagazine

So You Want to Be the Head of Talent Acquisition?

Climbing the ranks of the recruiting world is not easy and you have to put in the hard work to see the results. As you progress through different roles, you may jump from company to company or begin to explore different specialized positions within the recruiting space, and at some point you find yourself asking, “How do I become head of talent acquisition?”

Whether you're an agency recruiter or running your own hiring team, if you find yourself  interested in ascending to to the executive level, then Rob McIntosh can help shed some light on a few foundational themes necessary to become the head of talent acquisition.

  1. People have to be your number one priority.

  2. Leaders inspire.

  3. Leaders have conviction and courage.

  4. Think like a business leader.

  5. Go on a listening tour.

  6. Follow up and follow through.

  7. Don’t fly under the radar.

  8. Go find problems and opportunities.

  9. Be clear on priorities.

  10. Under promise, over deliver.

Read the rest of McIntosh’s themes at  Written by @TheRobMcIntosh.

What LinkedIn’s Acquisition of Lynda Means for Talent Management

LinkedIn’s latest acquisition of Lynda may affect the future of talent management. For those unfamiliar with Lynda, it is a platform very similar to Coursera and Udemy, providing a wide variety of online courses.  Lynda allows users access to thousands of topics, giving everyone an easy way to learn a desired skill, craft or language.

By combining a professional, resume-driven platform liked LinkedIn with a massive library of online courses and educational opportunities, many believe this acquisition will help LinkedIn close a huge existing gap with users by recommended courses and topics based on career path, to better improve the user experience and offer more opportunity to expand and broaden every members professional horizon. Many believe that both the tech world and recruiting industry can grow immensely from this strategic move by LinkedIn.

Learn more as Josh Bersin breaks down the impact this acquisition may have on the future of talent manage at Forbes. Article written by @jacobm.

Do you have additional articles and must reads for recruiters from the month of April? If so, we would love to hear your thoughts in the comments below!

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