February 24 , 2018

Latest Posts

“The Future of HR” From a Shareholders Perspective (Part 2 of 6)

CLEARLY DEFINING HR’S PURPOSE AND PRIMARY CUSTOMER In part one of this series I outlined why I believe public companies are about to experience a significant uptick in shareholder interest/involvement in talent management practices.  Large investors interested in protecting their investments are paying more attention to how the companies they invest in are run.  The factors driving their interest are ... Read More »

“The Future of HR” From a Shareholders Perspective (Part 1 of 6)

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

Most pundits that forecast the future of the human resource function do so from a narrow perspective that assumes the future offers little more than an evolution of the past or present.  The forecasts fail to consider how radically different the profession might be if we threw out all that we do today and started with a blank slate, or ... Read More »

Finding the Failure Points in Your Recruiting Process — Some Final Approaches

The three basic FPI approaches include: Evaluating the steps in the recruiting process — in order to find failure points, locate the deluded individual step to determine if it is even being carried out, who is accountable for it, and whether there are  metrics for assessing the output of that step. I covered that approach in a related article. Using ... Read More »

A Recruiting Yield Model … How it Can Identify Failure Points

Benchmark Pass-through Rates At Each Step I recommend that you begin the failure point identification process by calculating the average “pass” or pass-through rate at each step in your process. You can start with benchmark data from other firms. For example, the following data covers over 130,000 applications from nine companies in five different industries. Process Step Average % that ... Read More »

The Steps of the Recruiting Process … and How to Identify Failure Points

The 19 Steps in an Effective Recruiting Process In this section I’ll list each of the 19 distinct steps in the recruiting process, as well as the primary goal and the common cause of failure for each. Step #1 — Determine your ideal recruiting target — the goal of this step is to determine precisely who recruiting efforts should target, ... Read More »

Authenticity: Assessing Whether Your Recruiting Messages Are Effective (Part 2 of 2)

Examine your social media initiatives using the following checklist. Tally your points to determine how authentic your efforts are. Corporate profile page (4 points) — your organization should have a profile page on each of the major social networking sites that service your target audience, including but not limited to LinkedIn, Facebook, Twitter, Qzone, and MySpace. If you set up ... Read More »

Authenticity: Assessing Whether Your Recruiting Messages Are Effective (Part 1 of 2)

Most Current Recruiting Messages Aren’t Authentic Recruiting messages can be presented via a variety of channels, including corporate websites, job postings, print collateral, social media services, and during 1:1 interaction throughout the assessment and hiring process. Unfortunately, regardless of the channel used, most recruiting communications rate low on authenticity. Over the years the language used to “differentiate” an organization has ... Read More »

Interact or Your Talent Competitors Will

A more common form of squatting relates to social media vanity URLs, which let you link to your social media profiles in a more user-friendly way. Vanity URLs enable you to replace the gobbledygook (www.facebook.com/home.php?#!/profile.php?id=845862041&ref=ts) found in a typical social media profile link with a handle of your choosing, i.e. www.facebook.com/yourorgname. Organizations slow to use social media are finding that ... Read More »

Best Practices in Recruiting — ERE Excellence Awards 2010 (Part 4 of 4)

Winner — Sodexo USA If one were to look at the recruiting practices of the U.S. region of this integrated global food and facilities management services provider with over 110,000 employees, you wouldn’t guess that its function was only a few years old. Like many organizations, Sodexo experimented with outsourcing the full scope of its recruiting activities in 2004, opting ... Read More »

Best Practices in Recruiting — ERE Excellence Awards 2010 (Part 3 of 4)

Winner — Ernst & Young As one of the “big four,” Ernst & Young’s thirst for new talent to fill the ranks of its professional service workforce is unending. Despite noticeable economic impacts on their business, Ernst & Young invested as usual, hiring 2,700 new graduates from over 300 of the best colleges and universities in North America. Over the ... 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 »