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Thanksgiving is all about giving thanks (to the people you love, to the makers of stretchy pants). So there’s no better time to show your employees just how much you appreciate them.

The challenge is clear for talent acquisition professionals: You need to attract and recruit more college graduates to work for your company.

Unfortunately, there’s often a shortage of college grads in your area. Maybe your business is based in rural North Carolina. Or maybe your home office is on the same island as the one inhabited by Tom Hanks and Wilson in "Castaway."

The solution is both easy -- and complicated: Stop basing your campus recruitment on a guess, and get the right data to build a solid strategy.

Thanksgiving is traditionally a day set aside to spend with family, and for more and more Americans, that includes their work family. According to CareerBuilder’s annual Thanksgiving survey, 20 percent of workers say they will celebrate the holiday with co-workers this year - either at or outside of the office - up only slightly from 19 percent of workers who did so last year.

While the sun was shining in Palm Springs, executives and sales and recruiting teams also basked in the spotlight at the annual TechServe Alliance conference. The 2015 TechServe Alliance IT and Engineering Staffing Conference and Tradeshow provided many great takeaways, and our team was there to cover it.

There’s no denying that over the last few years, diversity initiatives have been thrust into the spotlight. Although organizations have touted their commitment to diversity for years, it was Intel CEO Brian Krazanich who, at this year’s CES event, put it most emphatically:

Curious about which industries are driving regional economies? One way to find out is by looking at a statistic called location quotient.

Location quotient measures job concentration by comparing the percentage share of a state’s workforce in a given occupation to the percentage share of the nationwide workforce in that occupation. A location quotient of 1.0 means that percent of employment for the state matches the nation. The higher the location quotient, the more concentrated that job is in that state compared to the national average.

I know the "kids" say email is dead, but don’t believe the hype.

Email is the primary communication vehicle in the corporate world, and it's still the primary communication vehicle with which to connect with candidates. (Well, it’s second best to the good old telephone.)

Technology has opened up the world in many different ways. I can see what your house looks like, know what music you listen to, find out who your friends are and learn which celebrities you have a secret crush on -- all without leaving the comfort of my living room.

Likewise, I can figure out how much you pay your staff, what they think of you, how long they stay with you and where they go afterwards without ever setting foot in your company. Which is pretty neat if I’m looking to hire your people.

Even as veteran hiring in the U.S. continues to rise, veteran workers continue to feel underemployed or they are stuck in low-paying jobs.

Three things are usually off-limits when it comes to workplace conversations:

  1. Religion
  2. Politics
  3. Turnover


The first two are obvious: We don’t discuss hot topics in the workplace. But we don’t talk about the third one, turnover, because we believe we don’t have any control over it. It’s just one of those things that happens in organizational dynamics:

We’ve had turnover, and we’ll always have turnover. Now, let’s get back to talking about fun things like employment branding and candidate experience."


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