DiscoverME Ann Rickman Graduated with a degree in Public Relations, and an MBA from Northwest...
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Transcript of DiscoverME Ann Rickman Graduated with a degree in Public Relations, and an MBA from Northwest...
DiscoverMEAnn RickmanGraduated with a degree in Public Relations, and an MBA from
Northwest Missouri State University.Has worked as the Associate Dir. of the MBA Program at University of
Kansas. Became the Dir. Of Career Development & Community Service of Kentucky Wesleyan College.
With DiscoverME, Ann has develped and implemented a strategic marketing plan, established and negotiated the relationship with the leading advertising firm in Kansas City, managed design and development of all DiscoverME marketing materials, and obtained PR exposure in seven TV news spots, 5 national magazines, 8 newspapers, two radio shows, and links from enthusiastic web-based supporters.
Recruited over 15,000 candidates and contracted with 10 major universities to promote DiscoverME’s service.
JobDirectHeather D. Wallace
Graduated from IU and worked in retail for 5 years. Earned an MS in College Student Personnel Administration
in 1993. Has worked in academic advising, career services and
orientation at University of Minnesota, University of Nebraska at Omaha, and University of Cincinnati.
Active in American College Personnel Administrators, Midwest Association of Colleges and Employers.
Volunteer activities have included Foster Care Review and providing job search assistance to adult women returning to the work force.
On-line Recruiting Industry
Presented by: Ann Rickman
On-line Recruiting Industry
Employment Market
Employment on the Internet
Future of Employment on the Internet
Employment Market
Employment Market
Global Labor Market
139,100,000 Employees 4.5 Year Average Tenure
The average job tenure has stabilized yet the number of job searches per worker has increased.
Source: Bureau of Labor Statistics
Employment Market
Labor ShortageIn 1998, the U.S. employment base grew at 1.2% according to the Bureau of Labor Statistics. Employment is projected to grow at an annual rate of only 1.3% through 2006. This is down from 2.7% in 1975, and is projected to slow to 0.7% in 2015 as the population ages and birth rates decline.
Employment Market
As chronic labor shortages play out, there are only four ways for employers to meet the shortfall:
Increased productivity Draw more people into the workforce Immigration Globalization
Source: Electronic Recruiting Index
Employment Market
The relative market power between employer and employee is shifting toward the employee. Methods that can help an employer recruit and retain talented employees should increase in relative value.
What does this mean?– Increased competition for the best quality employees– Employees are more likely to act like “free agents” and move from
employer to employer based on compensation, work content and quality of life intangibles.
Source: Electronic Recruiting Index
Employment on the Internet
Employment on the Internet
Internet Access A large and growing installed base of computers in the
home and in the workplace, Advances in the speed of personal computer and modem
performance Easier and cheaper access to the Internet Rapidly expanding availability and quality of online
commerce, Moreover, the opportunity is GLOBAL
Source: Thomas Weisel Partners
Employment on the Internet
The Internet has changed everything for the labor market.Death of time: The web is up 24/7/365 and pages can be updated in real
time. Thus the velocity and accuracy of information moves to an entirely different plane from the off-line world.
Death of distance: A job posted in one state can be referenced by people all over the world.
Death of platforms: The web is technology platform neutral. Any computer with a browser can talk to any other computer with a browser, regardless of operating system or hardware.
Source: Thomas Weisel Partners
Employment on the Internet
What attracts job seekers to the web? Access to job information: Job seekers have access to far more
employment opportunities online than offline.
Visibility: Job seekers can post their resumes on the Internet, to be seen by all employers whose specifications match with the resumes.
Career management capability: Job seekers can apply online to many employers and greatly reduce the time it takes to find a job.
Source: JWT Specialized Communications
Employment on the Internet
What draws you as a job seeker to an Internet job site? Name Recognition Job Postings Personal Search Agents Usability Career Content Career Management Functionality Referrals from Portals Referrals from Friends Online Promotions Responses to Resumes
Source: JWT Specialized Communications
Who are the players?
TYPE PLAYER
Job Boards HotJobs, CareerBuilder, CareerMosaic, DICE,Headhunter.net, Job Shop
Portals Yahoo!, Lycos, AOL, Excite, AltaVista
Online Recruiters Career Central
Newspapers CareerPath
Recruitment Advertisers TMP Worldwide, topjobs.net
Career Fairs Westech, 1st Communications
Traditional Recruiters Korn/Ferry, Heidrick & Struggles
Source: Thomas Weisel Partners
Issues with Web Recruiting
Old Resumes Searches that are large and difficult to
manage Resume Overload Shotgun vs. Rifle Limited Access
Issues with Resumes
The resume as both a commodity and unit of measurement has serious flaws...
Resumes are selling documents, not skills Identical candidates can have radically different resumes Resumes are job histories, not skills histories The language used in resumes is subject to an awful lot of
interpretation Because of language ambiguities, resume databases may actually be harder to
search as they get bigger Resume can be full of fabrications
Future of Employment on the Internet
“The Internet has shifted away from ‘finding’ and towards ‘assessing and placing.’”
-Paine Webber
Future of Employment on the Internet
Over the next 2-3 years we foresee a shift in the market focus from “media” mentality job boards toward an online “transaction” oriented search and selection model, and ultimately on to “metamediaries” that can aggregate a variety of services to create employment cycle solutions.
Source: Thomas Weisel Partners
Future of Employment on the Internet
As the employment industry moves forward on the Internet, the resume will become only part of a broader candidate portfolio that could include:
Education transcripts Skills assessment tests Personality assessment tests Behavioral tests Background checks Work samples References
Taking a deeper look at one niche...PERSONALITY
“Although current hiring practices emphasize credentials and work experience, ‘personal’ credentials may be better indicators of job success…… In light of today’s dynamic business environment and rapidly evolving culture, as well as the fact that current hiring practices were developed in England in 1917, isn’t it time to take another look at this process?”
- Society for Human Resource Management (1996)
Personality: A Definition
An enduring style of thinking, feeling and acting
Characteristic way of reacting towards one’s environment
What You Can and Cannot Change
CAN: Knowledge Levels Skill Level
CANNOT: Personality Traits Intellectual
Abilities and Talents
Matching Foundation
B = f(P,S)B = f(P,S)
Behavior (B) is a function of the Person (P),
in combination with the Situation (S).
Increasing Importance of Individual Differences
WHY? Corporations are flattening their organizations and empowering
employees. Workers face more job autonomy and responsibility than ever before.
With all these changes, it is critical that people are able to function independently at work. People are able to work autonomously when they are able to think,
feel and act according to their natural personalities.
Personality matters more in organizations that demand autonomous employees!
Personality in Personnel Selection
“We want to suggest in the strongest possible terms that the use of well constructed measures of personality in pre-employment screening will be a force for equal opportunity, social justice and increased productivity.”
- Hogan, Hogan and Roberts
Use of Personality Assessments
“Use of personality tests is also on the rise: 18% of companies ask hourly workers to take one and 22% of companies ask managers.”
- USA Today (July 9, 1997)
Use of Personality Assessments
“Personality testing has increased in popularity for two reasons:
Firstly, a growing body of evidence strongly correlates personality with job performance…The second reason for the growth of personality testing is the vast body of research supporting the five-factor approach of personality and the wide acceptance of instruments like the NEO-Personality Inventory.”
- Schmidt and Ryan
The Big Five
“Personality psychologists have reached a consensus that five personality constructs, referred to as the Big Five, are
necessary and sufficient to describe the basic dimensions of normal personality.”
- Mount and Barrick
The Big Five
The Big Five: Extraversion Agreeableness Conscientiousness Emotional Stability Openness to Experience
NEO-PI-R
Factors Facets
Conscientiousness Competence, Order, Dutifulness, Achievement-Striving, Self-Discipline, Deliberation
Extroversion Warmth, Gregariousness, Assertiveness, Activity,Excitement-seeking, Positive
Agreeableness Trust, Modesty, Altruism, Compliance,Straightforwardness, Tender-mindedness
Openness to Experience Fantasy, Aesthetics, Feelings, Actions, Ideas,Values
Emotional Stability Anxiety, Depression, Impulsiveness, Self-Consciousness, Angry Hostility, Vulnerability
Your Logo Goes Here
Find a job you love and you will never work a day in your life.
- Proverb