Wednesday , 27 May 2015
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Free Webinar: The Future Of HR Will Be Dramatically Different, So Better Plan Now

FREE WEBINAR:  Wednesday, May 27, 2015 at 2 pm Eastern/11 am Pacific. You probably already know that we live in an often chaotic and highly competitive business world where there is continuous change and an increasing amount of pressure to increase your business impacts. It is a fact that CEO’s and other executives are increasingly demanding more from HR because ... Read More »

Your Future as a Recruiter: You Better Know How to Sell, Because Most of What You Do Today Will Be Done By Technology

If you are currently a recruiter and you’re worried about your future … I agree, you should be. Consider a future as a recruiter where sourcing is gone, and so is resume screening and candidate assessment. All that is left for recruiter to do is related to selling candidates, which unfortunately, is something that most corporate recruiters do not excel ... Read More »

The World’s Most Effective Referral Approach – Give Me 5!

 An effective referral tool that takes advantage of “memory retrieval cues” Most already realize that employee referral programs routinely produce the highest quality of hires, but few know that the “Give Me 5” program produces the highest-performing hires of any individual referral approach. The “Give Me 5 Names” tool is easy, fast, and free. You start by proactively approaching individual ... Read More »

Grow a Pair — Treat Other Firms as Your ‘Farm Teams’ and as Part of Your Talent Pipeline

I get frustrated with recruiting leaders that continually say that they want to be bold and strategic but they end up actually taking only minor actions. Well, if you’re feeling bold again, I have a strategic big idea for you to consider — build an inexpensive future talent pipeline of already trained and proven-on-the-job talent by identifying potential “farm teams” ... Read More »

Hire Like Google — Project the ‘Career Trajectory’ of Your Candidates

I frequently get asked the question “What is the one thing that recruiting functions should be systematically doing, but for some unexplained reason, it doesn’t do it?” Well, one quick answer to that question is “to project the career trajectory of potential hires.” Which simply means to assess whether a candidate, after they are hired, are likely to progress and ... Read More »