10 critical action steps that can lead to the recruiting function being considered as a corporate strategic hero.
Read More »Recruiting Strategy
Experience Is Overrated — Arguments for Hiring Talented Individuals Without Perfect Credentials
by Dr. John Sullivan and Trena Luong Orville Wright did not have a pilot’s license –slogan used at Facebook to warn hiring managers not to overly focus on credentials I, the lead author, have 40 years of experience working in the talent space. But given that experience, I still don’t understand …
Read More »Refusing to Hire Overqualified Candidates – a Myth That Can Hurt Your Firm
Imagine being assigned a physician and then purposely rejecting them solely because they were “overqualified” for your medical situation. Well that’s exactly what happens when hiring managers reject candidates who have “too many” qualifications. There is simply no excuse in this new era of data-based recruiting to adhere to this …
Read More »Revealing the Factors That Restrict the Recruiting of STEM Women (Part 2 of 2)
by Trena Luong and Dr. John Sullivan This is the final part of a two-part research-based series that is designed to reveal and describe the four categories of factors that restrict the recruiting of STEM women (i.e. women with degrees in Science, Technology, Engineering, or Math) into high-tech firms. In part one we highlighted …
Read More »Revealing the Factors That Restrict the Recruiting of STEM Women (Part 1 of 2)
by Trena Luong and Dr. John Sullivan We are deeply disturbed at the “there’s little we can do” attitude of the leadership at most major tech firms towards increasing the number of STEM (i.e. Science, Technology, Engineering, Math) women recruited into their firms. The leaders of these firms seem to think that their …
Read More »Metrics for STEM Women – a Critical Examination of the High-tech Approach
by Trena Luong and Dr John Sullivan There has been a great deal of publicity lately surrounding the lack of STEM women at high-tech firms. Unfortunately, we have to give two thumbs down to the diversity data from each of the top high-tech firms that have publicly released their numbers. …
Read More »End the Shortage — Recruit STEM Women Who Are Working at Your Competitors
I almost broke out laughing when I came across an article in Fast Company magazine entitled Why You Can’t Find Women Engineers. This title reflects a common misconception among business executives about the shortage of technically qualified women at their firms. This often-repeated “shortage statement” is only partially true, and if you believe …
Read More »Always Open ‘Evergreen Jobs’ Can Improve Your Chances of Recruiting Top Talent
As the war for talent continues, it’s time for recruiting leaders and hiring managers to shift to more creative and innovative recruiting solutions. A bold approach that I have been recommending since 1999 is the creation of “evergreen jobs.” Simply put, these are the one or two most critical corporate …
Read More »Diversity Recruiting – What’s Wrong with it? Pretty Much Everything (Part 1 & 2 of 2)
In case you missed it, there was a great deal of publicity generated recently when Google’s Laszlo Bock openly announced Google’s diversity numbers. Even Google was disappointed in them, but that shouldn’t be a surprise. Almost every major corporation struggles with meeting their diversity goals as a result of a poorly …
Read More »Stop Your Firm’s Brain Drain – Convincing Innovators to Choose an Established Firm Over a Startup
There is an innovator brain drain going on. The drain is away from larger established firms, which desperately need more innovators, and toward startup firms, which are successfully recruiting a disproportionately high percentage of these prized innovators. It doesn’t matter whether your corporation is trying to hire experienced talent or recent …
Read More »