Nothing eases a remote work team manager’s burden, where close supervision is difficult, more than only hiring self-motivated people. I recommend that during this troubled time when managers are so busy, recruiters commit to easing their burden by helping them hire technically qualified candidates who are also self-motivated.
Read More »Recruiting Strategy
CEO Calls – The Most Effective Recruiting Closing Tool
A CEO’s call is the top offer closing tool because it makes the candidate feel like they will have a continuing CEO relationship. So, why not utilize the influence power of your CEO when you have a “must-have” candidate that’s working in “an impossible to fill functional area.” This approach …
Read More »A Recruiting Game Changer – Remote Work Adds Powerful Talent Competitors
Note: This “think piece” is designed to stimulate your thinking on remote work and how it dramatically changes the recruiting competition in every country. Every global recruiting giant offering remote work jobs is now a serious competitor in every previously local job opening. It’s no exaggeration to say that adding …
Read More »Survive The Continuing Chaos By Hiring JIT Learners
During 2020 we’ve endured numerous chaotic problems, and because most were unprecedented, rapid learning became the first step in overcoming them. Almost everyone agrees that if you had to describe the year 2020 with a single word, it would likely be “unprecedented.” And that means that the problems that keep …
Read More »Hyper-Personalization – The Most Effective No-Cost Way To Impress Candidates
Hyper-personalizing is the most effective no-cost way to impress candidates. It adds small personalized touches to make them feel special. Unfortunately, many recruiting organizations make candidates feel like they are “no more than a number” during down economic times. An alternative approach, that I call “hyper-personalized candidate actions,” can improve …
Read More »Behavioral Interviews Are Dead – “How Will You Act Today” Is A Better Question
Behavioral interviews describe past behaviors. In our dramatically changed world, new-hires can’t be successful relying on outdated actions. Instead, they need to take actions that fit in today’s dramatically changed environment. So, recruiters and hiring managers need to be aware that behavioral interviews (the most commonly used of all interview …
Read More »Hiring For Attitude – Target Those That Are “A Pleasure To Manage”
A manager’s time is limited, so only hire those that are “a pleasure to manage” because they respect a manager’s time. Yes, most new-hires are unknowingly a burden. They drain a great deal of a manager’s time as a result of having to be provided with continuous coaching and direction. …
Read More »The Next Big Diversity Solution – Hire Globally Into Remote Work Jobs
Alert: the common corporate excuse for low diversity (the supply) dissolves if you offer “work from anywhere jobs” and fill them globally. Obviously, the workforce of the entire world is diverse. So, you should consider taking advantage of that fact with “the next big diversity solution.” Sourcing
Read More »Discourage Applications From People You Will Never Hire
Are you flooded with unqualified applicants that have no chance of being hired? Proactively discourage them and avoid wasted recruiter time and legal risks. Due to record high unemployment levels during this unprecedented downturn, most organizations are being bombarded with applications. Unfortunately, many of these applicants have no chance of …
Read More »Quoted by Breezy.HR – Inclusion in the Workplace: 10 Simple Rules Straight from the Pros
Diverse approaches and ideas are encouraged and celebrated because they help us expand the number of available options covering the ways that we can act.
Read More »