October 22 , 2018

Latest Posts

The Tenets Of 21st Century Recruiting

If you are going to be world class in recruiting you need to meet the following: Employment must be able to prove the real value of a great hire and the cost of a bad one in dollars and productivity. We must do all hiring and employment with the single goal of gaining a competitive advantage. All employment strategies must …

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Finding Names The Easy Way – Cards In A Bowl

When 97%of the people in an area are working, the only way to get new talent for your firm is to ?poach/ steal? them from another firm. Now if this makes you nervous? get over it! With a 3% unemployment rate the best talent will be gainfully employed. Your job as a recruiter is to capture the names of the …

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The World’s Most Effective Recruiting Tool – Have The CEO Call Them!

I am often asked by managers and recruiters… “What is the most effective recruiting tool?” As a data driven person I know immediately that the answer is… referrals from top performing employees within your own firm is the best source for quality hires. However, if you push me hard, I come up with what is technically a better answer. The …

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Don’t Hire Them… Hire Their References!

It is interesting that a large majority of all U.S. firms use reference checks as a final screen for their applicants. However, few have any data to prove that applicants who get high scores from references outperform those applicants who get lower scores. Reference checks, may actually screen out bold thinkers and innovators who along their career may have challenged …

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Retention – Talking an Employee Out of Leaving for a Start-Up

One of the most common reasons for leaving a large firm is to go to a start up and get “cash out the wahzoo.” Anyone who is not a DAT (dumb as toast) knows that there are great job and wealth opportunities at start-ups and .com’s but how does a manager (or a recruiter) talk someone out of such an …

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Pre-Need Hiring and Workforce Planning

Most employment systems were designed in the “dark ages” when business moved at the “speed of rock.” In the past when people resigned, a requisition was created and after a relatively long lag time, another person was hired. If the new hire required initial training at the time of their hiring or if there was a long learning curve before …

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What Senior Managers Expect from Recruiters

I often find HR people (and recruiters in particular) with an insufficient understanding of the business that they are recruiting for. One of the ways to avoid that pitfall is to talk directly to the senior managers in order to identify their expectations. If you want to get an idea of what managers expect, look at this summary of the …

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Poaching Tools / Techniques Part 2 of a 2 part series

Recruiters must realize that (unlike in the past, when the “pool” of unemployed people contained some top performers) the current group of unemployed people is short on top talent. Currently the only remaining viable option is to source, raid, or poach top talent from other firms. Unfortunately most recruiting tools were developed to attract unemployed people that were actively looking …

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“Poaching” Isn’t Just For Salmon Anymore (Part 1 of a series – Arguments against poaching)

“Poaching” is the term recruiters use for directly recruiting (raiding) the employees of another firm. Poaching is considered unethical by some but any graduate of the “Gordon Gecko” school of business could easily fail to find any ethical issues in poaching employees. Especially, because, with only 4% of the population actively looking for work, the only way to get any …

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Diversity Recruiting — The Compelling Business Case

There are many excellent legal and social arguments for recruiting diverse employees. However the most powerful and effective arguments that I have made for excellence in diversity recruiting relate to the business and the dollar impact that diversity recruiting can have on the bottom line. Does having a workforce with diverse backgrounds, experiences, and ideas have impact on the firm’s …

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