Happy Friday! Take a look at the latest recruiting news that popped on our newsfeed this week:
4 Tips for Creating a Hiring Process That’s More Accessible to Autistic Talent — and Why You Should (Read @ LinkedIn Talent Blog)
Christopher Pauley attacked the job market with a potent weapon: a bachelor’s degree from Cal Poly—San Luis Obispo’s highly regarded computer science program. Christopher had a purposeful approach to landing a job, keeping a detailed spreadsheet for each position for which he applied. But two years and more than 600 job applications later, Pauley was still looking. He didn’t have the communications skills and social agility that would allow him to ace the interview process. Christopher is autistic.
Applicant Tracking Software Frequently Asked Questions (iRecruit)
If you’ve been shopping for a new applicant tracking software, you’ve probably accumulated lots of information and lots of questions. Most ATS software vendors offer very similar features, sometimes with different naming conventions. So how do you sort out the good from the bad? Your wants, your must-haves and your nice-to-haves?
How to Choose Between Two Star Candidates (Read @SHRM)
t’s a predicament that recruiters and hiring managers are happy to have: two highly qualified finalists for an open job. “Once in a great while, something amazing happens,” said Paul McDonald, senior executive director at Robert Half, a global staffing agency and HR consulting firm based in Menlo Park, Calif. “You come across two outstanding candidates whose resumes stand above the crowd. They both interview well. You could see yourself hiring either one of them.”
Wanted, cat whisperer: the job ad that went viral (Read @ The Guardian)
How’s this for a job description? Location: a small Greek island paradise in a nature reserve on Syros, with views of the Aegean. Own home. Job: to look after 70+ cats for four hours a day. Ideal candidate: “a mature and genuinely passionate cat lover” who enjoys tranquillity, nature and their own company. Desired skills: cat-whispering, feline psychology, veterinary experience. Driving licence. Remuneration: modest, but includes the chance to live a meaningful life.
Proof That Using Brain Teasers in a Job Interview Is Sadistic (Read @ The Cut)
As if interviewing for a job weren’t torturous enough, employers at certain companies (among them, Xerox, Microsoft, and Zappos) have taken to asking applicants “brain teaser” questions, like “Estimate how many windows are in New York,” or “Why is a manhole round?” Such questions, in addition to being incredibly annoying and impossible to answer, don’t really teach employers anything about applicants, so why do some employers continue to use them in interviews? Basically, says a new study published in Applied Psychology, it’s because they are sadists.
In Britain, Calls for a 4-Day Week. Can It Be Done? (Read @ New York Times)
LONDON — Increasing numbers of workplaces around the world are embracing technology, and a greater array of tasks is being automated. In the eyes of one major British labor organization, that need not be a threat to workers, but may instead offer an opportunity: less time working.
As job openings reach unprecedented levels, so does quitting (Read @ Yahoo)
U.S. employers advertised the most jobs on record in July, and the number of workers quitting their jobs also hit a new all-time high. Americans are increasingly taking advantage of a tight labor market to find new, often higher-paying jobs. That could help push up wages broadly across the economy.
How Not to Write a Job Posting (Read @ ERE)
Employers should keep an eye on a case in the U.S. Court of Appeals for the Seventh Circuit holding that the Age Discrimination in Employment Act covers both current employees and job applicants.
3 Tactics That Will Help You Successfully Close Candidates, According to LinkedIn’s Head of Recruiting (Read/Watch @ LinkedIn)
Having your job offer shot down is like having a marriage proposal nixed—both mark the end of an unsuccessful courtship that will leave one party pretty bummed out (to say the least).
Gen-Z Is Coming to the Workforce. Here’s What to Expect (Read @ Inc.)
They are young. They are driven. They are pragmatic. They crave financial stability. They won’t put away their laundry no matter how many times you ask them. OK, that last sentence may just refer to the two adorable Gen-Zers who happen to be my offspring. But this next group has just started to hit the workforce (the oldest are 23), and will undoubtedly be the topic of much discussion. (We really should shut up about Millennials, because as the oldest of that group approach 40, we should realize that many have moved into middle management and are making the policies now.)
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