Volume 19, Issue 4

June 2013

CLSHRM Mission Statement

Be the primary influencer of workplace policies and practices that benefit our members and the organizations they serve;

Build a broad and actively engaged membership that ensures dissemina-tion of leading practices to the work-place;

Be the major source for building strong competence and developing the talent and leadership of people in our organi-zations; and

Ensure a solid financial structure that permits reinvestment in initiatives and learning that advances the state of the profession.

2013 Officers:

President: Sandy Mask

President-Elect: Tony Murray

Past President: Lori Patrick

Secretary: Christina Goodrich

Treasurer: Shannon Tassin

VP, Membership: Joe Sharp

VP, Public Relations: Sarah Van Mol

June 2013 Meeting

Wednesday, June 19, 2013

11:30 a.m. to 1:00 p.m.

Southern Creations ~ 3140 S. MacArthur Drive

Speaker: Craig B. Love, CITRMS, Legal Shield

Topic: ID Theft in the Workplace

*Topic approved for 1.25 hours of HRCI Credit!

Our keynote speakers will provide you with thought-provoking, inspiring per-spectives on the world, allowing you to be clearer and more focused on how you can impact your own world in small – and huge – ways every day, at your work-place and beyond.

By SHRM Online Staff

Centra l Louisiana Society for Human Resource Management Page 2

We are on the web!!!

www.shrm.org

http://clshrm.shrm.org

At the May Chapter Meeting we were able to recognize Mark Dubea! Mark is from Marksville, LA and has worked at Gilchrist Construction Company for over 5

years! Mark’s position at Gilchrist is a People Representative where he helps serve employees by facilitating New Employee Orientation as well as evalua-tions. Along with many other responsibilities, he also assists with hiring and con-

ducts exit interviews. Mark stated “People are our greatest resource and I just want to make sure that we give them what they need in order to do their jobs”. We are proud to have Mark as a 1st year CLSHRM Member!

July 2013 Meeting

Wednesday, July 9, 2013 11:30 a.m. to 1:00 p.m.

Southern Creations ~ 3140 S. MacArthur Drive

Speaker: Sherry Johnson, SPHR. Field Services Director - Southwest Central Region (AR, LA, MO, OK, TX)

Topic: “Future of HR: What’s Next for the Profession?”

*Topic approved for 1.25 hours Strategic HRCI credit

2nd Qtr

Service Project We will be collecting

non-perishable food

items at the June

Chapter meeting to

donate to The Food

Bank of Central Louisi-

ana!

Welcome New CLSHRM Member!!!

Tara Harris - Bancorp South Bank

June 16, 2013

Page 3

6/72013 By Joseph Coombs

Technology’s impact on the recruiting process is having both positive and negative effects on employers of all

sizes. Bob Corlett, president of Olney, Md.-based recruiting firm Staffing Advisors, says subtle changes in job-

seeker behavior have left many small businesses in the dust when it comes to catching the eye of top talent.

At the same time, employers large and small are missing out on connecting with qualified candidates by not em-

bracing mobile applications, which are increasingly being used by those on the hunt for new gigs.

In this Q&A, Corlett talks about current recruiting technology trends and how they affect employers’ ability to con-

nect with job seekers.

Q: When job seekers go online to look for employment, where are they going?

A: Year in and year out, surveys from job sites like CareerBuilder report that nearly 75 percent of currently work-

ing people are open to a new opportunity; but only about 18 percent of them are actively looking at job postings.

Far more people (44 percent of candidates) only respond to a job opportunity when someone contacts them.

When people do go online to look, not everyone goes straight to the job boards. Many candidates now start their

job search on Google. According to research by comScore Inc., a company that tracks where people go and

what they do online, two out of three searches of any kind originate on Google, and job seeking is no different.

So where does Google take all those job seekers? Most end up on the job site Indeed. See for yourself. Type your

job title and city into the Google search bar. Indeed will rank very highly in your search results. Indeed is growing at

the expense of the other job boards. According to comScore, Indeed captured 62 percent of total job seeker

traffic in January 2013, far more than any other career site.

Q: How do these site visits translate into hiring?

A: When three different applicant tracking system vendors analyzed the “source of hire” data from thousands of

customers and tens of thousands of hires, Indeed accounted for more hires than all the other job boards com-

bined. For getting hiring results, Indeed has leaped ahead of everyone in the past two years.

Q: How does Indeed work?

A: The Indeed business model works best when an employer has a career site. Career sites usually are hosted by

applicant tracking system [ATS] vendors. If an employer has a career site, Indeed can harvest all the jobs from it

and post them automatically. So organizations with an ATS can simply post a job on their own system and have it

automatically appear high in the Google search results, thanks to Indeed. Many firms, like Staffing Advisors, also

pay for keyword advertising to get even higher search rankings.

But organizations without an ATS, which include most small employers, are at a real disadvantage. They can

manually post each job in Indeed, but few of them actually do. Ads that are not indexed on Indeed are invisible to

many job seekers.

Contd. On page 4

Page 4

6/72013 By Joseph Coombs

Q: How have recruiting and job hunting gone beyond the PC, and what are the implications for employers?

A: Mobile has huge implications for both big and small employers, but for different reasons. Thirty percent of the

traffic on both Indeed and CareerBuilder is currently on a mobile device, such as phones and tablets, and that

number is growing very, very fast. Millions of job seekers have downloaded job site apps on their phone. This

makes perfect sense. Why would anyone take the risk of using a company computer to look for jobs when you can

be more discreet and use your phone? You can apply at lunch, on the metro or whenever you have five minutes to

spare.

But big employers with complex application processes are at a real disadvantage with mobile job seekers; it is sim-

ply too hard to apply. CareerBuilder research shows that almost 40 percent of job seekers will abandon the

mobile application process if it is too cumbersome. But making your ads mobile-friendly often means more work

for HR. Mobile-friendly functionality on job board ads allows candidates to simply e-mail a resume, instead of ap-

plying on the company career site. But because many big employers rely on their ATS to record data for EEOC

compliance, they cannot accept e-mailed resumes. Another major hurdle is that very few firms have the staffing

levels in HR that are required to upload all those e-mailed resumes into the ATS.

Small employers have the advantage of using a simpler application process. Most already accept an e-mailed re-

sume. But small employers suffer from a different problem: Their ads are not as visible or as mobile-friendly as

large employers. To get mobile-friendly functionality on your ads, you need to set up an account with places like

CareerBuilder and Indeed, and many small employers have not spent the money to do it.

Candidates starting their job search on Google or on a mobile device are making job advertising much more com-

plex than it used to be, thanks to Indeed and trends in mobile usage. It takes real thought and real effort to create

the kinds of employer branding, keyword advertising and application processes that will have good candidates not

only see your ad but also apply.

Q: So what can smaller employers do to compete for top talent?

A: Small employers need to be sure their ads appear where the candidates are looking. When a small employer

does run an ad, it’s important to post to a site that gets indexed by Indeed. For example, CareerBuilder and Mon-

ster ads get cross-posted to Indeed, but Craigslist ads don’t.

Consider getting an applicant tracking system so your jobs will automatically index on Indeed. The recruiting bene-

fits alone will justify the cost. Ask your job board rep to explain how you can get “mobile apply” functionality on all

your ads. Think hard about the candidate experience. On our career site, candidates can apply to jobs with a few

clicks using their LinkedIn profile. Sure it’s more work for us, but at least it gets the conversation started with the

right candidates.

Many people tell me they don’t want to make it easier for people to apply; they get too many unqualified people

applying already. But in recruiting, your goal shouldn’t be to minimize the number of unqualified people who apply.

Your goal should be to maximize the number of qualified people who apply. Far too many organizations destroy

their recruiting effectiveness when they try to reduce their HR workload by advertising on tiny niche job boards or

by making job seekers work harder to apply.

Joseph Coombs is a workplace trends and forecasting specialist for SHRM.