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Quoted in the WSJ article -

Didn’t Get the Job? You’ll Never Know Why

Companies’ job-application software could provide another source of feedback, albeit automated, suggests John Sullivan, a management professor at San Francisco State University.

These applicant-tracking systems, which are used by almost every large employer, score candidates based on rough measures like the number of keyword matches between a job description and a résumé. Employers could theoretically send candidates their scores, says Mr. Sullivan.

“If you scored 90 out of 100, you might apply again later. But if you scored a 20, you know you applied for the wrong job,” he said. So far, none of the companies for which he has recommended this, have adopted it. They fear it will generate additional questions from applicants or reveal too much about the keyword-matching process, he says.

http://online.wsj.com/article/SB10001424127887324423904578523683173841190.html#printMode

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    Comparing the Competencies Between a “RINO” and an Exceptional Recruiter

    Recruiting is a unique field because it has no entry barriers. Unlike most professions, you can become a corporate recruiter without any formal certification, registration, recruiting experience, or even a college degree in the discipline. Because becoming a recruiter requires no formal qualifications, you probably won’t be surprised to find out that in practice, there is a wide variation in the capabilities of individuals who hold the corporate title of “recruiter.” Many corporate recruiters are truly outstanding, but unfortunately in some corporations, many other recruiters can only be classified as what I call a “Recruiter In Name Only” or a RINO (pronounced as rhino). Continue Reading →

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      Why You Can’t Get A Job … Recruiting Explained By the Numbers

      Is your “six seconds of fame” enough to land you a job?

      As a professor and a corporate recruiting strategist, I can tell you that very few applicants truly understand the corporate recruiting process. Most people looking for a job approach it with little factual knowledge. That is a huge mistake. A superior approach is to instead analyze it carefully, because data can help you understand why so many applicants simply can’t land a job. If you can bear with me for a few quick minutes, I can show you using numbers where the job-search “roadblocks” are and how that data-supported insight can help you easily double your chances of landing an interview and a job.

      Your Resume Will Face a Lot of Competition

      Continue Reading →

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        Death by Interview: Revealing the Pain Caused by Excessive Interviews

        “Death by interview” is the harsh but unfortunately all-too accurate name that I give to the majority of corporate interview processes because of the way that they literally abuse candidates.

        Death by interview is worth closer examination because harsh treatment during interviews impacts almost every working American, simply because each one of us is subjected to many interviews during our lifetime. Continue Reading →

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          Employee referral program fifty percent of hires

          Presentation Date:  May 9, 2013

          Description:

          Almost everyone agrees that employee referral programs routinely produce high quality hires with longer retention rates. Unfortunately, the typical corporate referral program produces less than half of its potential hires. The reasons for this underperformance can usually be traced to elements in the referral program’s design, and fortunately, most of these design flaws can be easily remedied. In times of high recruiter workload and limited budgets, it’s important for recruiting leaders to realize that modern employee referral programs have proven that they can contribute to over 50% of all hires. Reaching that 50% goal will not only increase the quality of your hires, but by leveraging your employee’s contacts and their peer-to-peer selling ability, you can free up your recruiters and recruiting resources so that they can be focused on your firm’s high impact openings.

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