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January 8, 2013
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Essential Articles for Today's Progressive Recruiter.

  Top Story 
  • U.S. hiring index is highest since 2008
    The Conference Board's Employment Trends Index increased in December, the third straight monthly gain, and is at its highest level since July 2008. The index, which points to short-term hiring trends, is encouraging, but "if economic activity continues to expand slowly in the first half of 2013, it would be difficult for employers to maintain the current rate of job growth," said Gad Levanon of The Conference Board. Bloomberg Businessweek (1/7)
  Economic Trends 
  • U.S. jobless rate remained 7.8% last month
    The U.S. economy added 155,000 jobs in December, and the unemployment rate held at 7.8%, according to a U.S. government report. Economists had expected a better result. "The underlying economy is not yet strong enough to support aggressive estimates by economists on job growth," said Brian Sozzi of NBG Productions. CNBC (1/4)
  • State, local hiring is likely to pick up this year, analysts say
    State and local governments are expected to add about 220,000 jobs in 2013 after losing 653,000 jobs from 2008 to 2011, Moody's Analytics says. The forecast is one of several indications that states and municipalities are bouncing back from the recession, analysts say. States' tax collections have increased for 11 straight quarters, beginning with the first quarter of 2010, according to the Rockefeller Institute for State Government. USA Today (1/2) , The Daily Beast (1/7) , Bloomberg (1/1)
  • Other News
  Talent Acquisition/Recruiting  
  • How recruiters can up their game in 2013
    Recruiters should focus this year on getting to know the candidates they're trying to place and the job openings they're looking to fill, Howard Adamsky writes. They should also work to simplify decisions by boiling each one down to an "either/or" proposition. "Time wasters of any kind must go. Hiring managers who are not responsive must be coached. Candidates who you know will never be hired must be cut lose fast. Jobs that are not approved for hire should have none of your time," he writes. ERE.net (1/2)
  • Why your onboarding process should involve social tools
    Most employees decide within their first six months at a company whether they plan to stay, which makes the onboarding process crucial to retention, Karie Willyerd writes. New hires should be tapped into company social networks before they even arrive, so they can start building relationships and learning more about their position. "Make it easy on your new employees to find information and you can make a big first step in improving their time to productivity," Willyerd writes. Harvard Business Review online (12/21)
  • The case for being active on Google+
    Google+ can help recruiters organize their contacts, deliver targeted messages to specific groups of people and improve the Google search rankings of the links that they post, Dunya Carter writes. "If you have put off learning more about Google+, then it may be time to dive into Google's world. You may soon find this social tool as your priority source for recruiting and looking for the best minds in the business," Carter writes. FordyceLetter.com (12/27)
  Employer Branding 
  • How NPR finds talent on a tight budget
    Social media has helped National Public Radio to win talent away from employers with bigger recruiting budgets, talent chief Lars Schmidt says. The Twitter handle "@nprjobs" is used to post job openings and information about what it's like to work at the organization, Schmidt says, noting that he devised the hashtag "#nprlife" to help employees share tidbits that reflect NPR's culture. The Washington Post (1/4)
  Internal Communications 
  • Job titles aren't retention tools
    You may not be as clever as you think if you're giving employees catchy job titles such as "chief people mover," experts say. "People may be temporarily pleased, but after speaking with contacts in similar roles at other organizations or checking online salary resources, they may feel they're being taken advantage of," says Lauren Friese, founder of Talent Egg. The Globe and Mail (Toronto) (tiered subscription model) (1/2)
  From the Shaker Blog 
  SmartQuote 
It is wise to keep in mind that neither success nor failure is ever final."
--Roger Babson,
American entrepreneur and business theorist



 
 
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