The Week That Was

Start the new month off right with these top five stories from Talentmgt.com for the week of Oct. 1.

1. It’s Time to Rethink Recruitment: Here are five innovations that can provide a competitive edge in recruiting right now, writes Chris Gould, senior director, talent acquisition solutions sourcing leader at Aon Hewitt.

2. Think Exit Interviews Are Pointless? You’re Missing Out: Despite common myths, exit interviews can prove to be quite a useful tool to gather data and make improvements — if used wisely. Beth N. Carvin, president and CEO at Nobscot Corp., an HR technology company, and Kerrie Main, the firm’s in-house journalist, have the story.

3. Can We Manage Integrity?: We can’t roll time backward. We have to build systems that make future breakdowns much less likely, writes Talent Management columnist Jac Fitz-enz.

4. The NFL Was Right: The referee lockout might be over, but there are still lessons to be learned. Here is blogger Dan Bowling’s take.

5. Prevent Top Leader Derailment: Sometimes derailment is caused by factors outside of a leader’s control, but often it is caused by the leader’s own behavior, writes Louis N. Quast, vice president and executive consultant at PDI Ninth House.

In Other News …

As a talent manager or recruiter, how do you view prolonged joblessness in a candidate?

According to an article this week from The Wall Street Journal, research is mixed on if prolonged joblessness has any effect on whether or not the person is hired.

The article says: “The research into this question is decidedly mixed. Duration of joblessness, after all, might be correlated with some other issue that puts off employers.

To get to the bottom of this, three economists devised an interesting experiment. They sent out 12,000 fictitious resumes for 3,000 real job openings in 100 labor markets. On these resumes, they varied the employment status and, if the bogus worker was unemployed, they varied the term of unemployment from one to 36 months. Then they tracked callbacks against duration of joblessness.”

The result: For jobless applicants, the average callback rate sharply declines during the first eight months of unemployment and then it stabilizes.

“In fact, at eight months of unemployment,” the Journal article said, “callbacks are 45 percent lower than at one month because the callback rate falls from around 7 percent to around 4 percent.”