Google automates the processing of its job applications
Google's popularity with job seekers seems to have no limits—the Internet darling gets more than 100,000 CVs every month. To sort through this mountain of applications, Google engineers have developed a new type of algorithm. But then, how could we expect any less from the company that revolutionized online searching!
- Step 1. Fine-tuning of a long form using questions based on candidates' behavioural and biographical data. E.g. "How old were you when you became interested in computers?" and "Have you every worked for an association?"
- Step 2. Google employees played the game and answered the questionnaire, allowing engineers to define typical employee behaviours.
- Step 3. Development of an algorithm that studies and analyzes candidate responses. Respondents whose profile is similar to the Google "style" come out on top!
A great idea, or what? Perhaps, but far from being applicable for all companies: only a company with a brand as strong as Google can afford to ask candidates to fill out lengthy forms. Another significant hazard is the systematic cloning of recruitees. With this system, unusual and atypical profiles risk being relegated to the sidelines. Finally, many observers wonder about whether Google could be tempted to use a simplified version of its algorithm to search for online CVs directly. Google CV—now that could appeal to recruiters!
Cutting anti-poverty measures promotes a decrease in unemployment
This is the surprising conclusion of a recently published C.D. Howe Institute study on the relationship between anti-poverty measures and poverty: changes to the employment insurance program over the past few years and the implementation of more selective criteria for social assistance have cut down on the numbers of people living in poverty in Canada by inciting people to work.
John Richards, the author of the study and professor of public policy at Simon Fraser University in Vancouver, uses Statistics Canada data to support his conclusions. According to Stats Can, 11% of Canadians were living under the poverty line in 2005 vs 16% in 1995. This neo-liberal approach will no doubt have advocates of more government involvement in the welfare of the most vulnerable in our society up in arms. Mr. Richards does recognize that the jobs created are often precarious and low paying.
Who are U.S. workers most scared of at work?
To celebrate Halloween, placement firm Adecco conducted a survey of 2,442 professionals to find out who they were scared of at work. At the top of the list—no surprises here—fear of the boss (34%), followed by fear of the President/CEO (28%). Employees also feared their co-workers (25%). More unexpected is that 9% of the people surveyed admitted being terrified of the HR manager, while 5% feared the switchboard operator above all!
Bernadette Kenny, career manager for Adecco USA, reassures employees with advice. First of all, face the situation and ask yourself why you are scared. Then, talk openly to the person behind the stress. According to her, the best way is to break the ice and train yourself to overcome your apprehension. Repeating what you want to say to your boss will help you stay cool when crunch time comes. Her last piece of advice is not to hesitate to call on Human Resources if the situation gets worse.
U.S. army recruiting ads on a gay site
The U.S. army still refuses to admit openly gay people to its ranks. It was therefore surprising to Glee.com visitors, a site for gays and lesbians, to see many army recruiting ads posted!
The explanation was not long in coming. The ads were from Community Connect, the parent company of Glee.com, which has just signed a global partnership agreement with Monster.com. In purchasing a advertising package on Monster and its partners, the U.S. army had not anticipated finding itself on a site targeting homosexuals. The surprises of bulk purchasing. . .
When army recruiters found out their ads were on Glee.com, they had them pulled. The U.S. army spends $6.5 million on online recruiting each year.
Large increase in salaries for finance/accounting professionals in 2008
As it does every year, Robert Half International, a finance and accounting recruiting firm , has just published its Salary Guide. The salary estimates come from thousands of placements managed by Robert Half consultants across Canada. All the indicators are go: finance and accounting professionals should see an increase in their compensation in 2008. Starting salaries are projected to increase by 5.5%. Larger gains are expected for payroll specialists, who will see their salaries increase by 8.9% on average; vice-presidents of finance in large companies (more than 250 million dollars in sales) with an increase of 7.6%; senior financial analysts (+ 6%); senior accountants in small/medium companies (+5.6%); etc. Payroll administrators can expect the largest single increase, at 9.8% of their salary, to a range of $35,250 to $41,500. The level of compensation is of course dependent on the regions and sectors. The 2008 Salary Guide is available at no charge from Robert Half upon request.
Launch of DiversityCareers . ca
On July 4, 2007, a newcomer joined the ranks of niche job boards in Canada: www. Diversity Careers .ca. The site targets all kinds of minority professionals such as qualified immigrants, visible minorities, people with disabilities, Aboriginals and mature workers (45 years +). All the services including job agents, video resumés, proximity searches by postal code, information on diversity, and more are available to candidates at no charge. Employers can post their ads and run searches in the CV database. The appeal of the site lies in being able to reach many minorities via a single site. A variety of large companies have signed up with this new player since its launch including RBC, Adecco, Hewlett Packard, Pepsi Bottling Group, Manpower, Purolator, Aramark and Fedex. The site is based in Scarborough, Ontario. A French version is in the works.