October 19 , 2017

Latest Posts

Sacred Cows and Silly Practices Die Slowly in Recruiting

Recruiting is full of practices that seem to last forever. Unfortunately, many practices endure for years despite the fact that they add no value to the hiring process. I call these well-established practices “sacred cows” because many longtime recruiters and hiring managers vigorously defend them even though both company and academic data shows that they should be discarded. Read More »

Is It Finally Time for Corporations to Provide Applicants With Feedback?

One of the most powerful unanswered questions in recruiting is “Why are ‘not hired’ applicants and rejected candidates not provided with feedback?” Providing individual feedback in recruiting is almost nonexistent, even though giving feedback is a widely accepted practice in business. Firms take pride in providing feedback to their customers, vendors, and even their employees, but there is no formal ... Read More »

What Are You Doing To Hire Idea People? Probably Nothing!

Innovation = Ideas + Collaboration + Execution As a result of the dramatic business successes of firms like Google, Apple, and Facebook, almost everyone has become aware of the tremendous economic value that comes from continuous corporate innovation. But unfortunately executives at most firms have failed to realize that they can dramatically increase their corporate innovation rate by simply focusing ... Read More »

A WOW Recruiting Opportunity — Micro-Videos on Twitter and Instagram

By now everyone knows that the future of recruiting will require the effective use of both the mobile phone and social media. However, you may not be aware that new features on social media giants Twitter and more recently on Instagram now provide the opportunity to effectively sell recruits with short micro-videos that are sent to their mobile phones. Read More »

Develop a Hiring Manager Scorecard … to Make Them More Accountable (Part 2 of 2)

If you’re going to measure and perhaps reward individual hiring managers for excellence, you will need to work with a sample of them to determine which output metrics are strategic, effective, and easy to measure. Here are 23 possible scorecard measures as a starting point for that discussion. Note: the highest-impact factors are listed first in each of the four ... Read More »

Develop a Hiring Manager Scorecard … to Make Them More Accountable (Part 1 of 2)

Few in the corporate world would argue against the fact that the actions of hiring managers have a significant impact on hiring. In fact, I estimate their impact to be over 50 percent (with recruiters and the corporate employer brand covering the remaining impacts). But unfortunately, I estimate that less than 5 percent of corporate hiring managers are formally assessed ... Read More »

Develop a Recruiter Scorecard … Because Champions Demand That You Keep Score (Part 2 of a 2-part series)

How to develop a recruiter scorecard for assessing individual corporate recruiter performance Champions insist that you keep score. If you understand that concept, you will ensure that in addition to function-wide metrics, you will supplement them with a scorecard for assessing the performance of each individual recruiter. Everyone knows that corporations are measurement crazy, so I have found that by ... Read More »

Develop a Recruiter Scorecard … Because Champions Demand That You Keep Score (Part 1 of a 2-part series)

Sample recruiter scorecards  Champions insist that you keep score. If you understand that concept, you shouldn’t be surprised that one of the best ways to separate champion recruiters from weak ones is to bring up the topic of assessing individual recruiter performance. The worst corporate recruiters and way too many third-party recruiters that I have come across almost instantly react ... Read More »

In the News

Looking forward, standing still, or stuck in the past?

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. Read More »

Webinars

Why Candidates Are Dropping Out of Your Hiring Process

As seen on Yello (March 31, 2017) by Tracy Kelly. HR industry thought leader and professor of management at San Francisco State University, Dr. John Sullivan, says the cost to candidate withdrawal is real; the lost investment is a drain on team resources. Your online application is too complicated Sullivan reports that at Fortune 500 firms, 9 out of ten ... Read More »