June 23 , 2018

Tag Archives: Recruiting

Using Stories To Improve Your Recruiting Results

by Dr John Sullivan Brace Yourselves Take a moment to think about the future of recruiting, because it is about to change radically. Currently the recruiting paradigm is pretty simple it includes the 5 key components of: 1. Employer branding 2. Sourcing top candidates 3. Assessing them 4. Matching candidates to the right job and then 5. Selling them on …

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Silver Medalists — Reconsider Those Who Came Close to Getting Hired

20 Categories Of Candidates Who You Should Revisit One of the most underused but surprisingly effective approaches to hiring focuses on “silver medalists. If you’re not familiar with the term in recruiting, it is revisiting past applicants who that came in second during a previous hiring effort. Now if you’re thinking that these individuals are “rejects,” you could be wrong …

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You Might Be Surprised How Much Commute Issues Hurt Hiring and Retention

As more firms adapt a data-supported approach to HR decision-making, new data is revealing that commute issues can have a major impact on hiring success and retention. Now you may have assumed that commute issues were an obscure factor with only a minor impact, but you would be wrong. You probably already know that long commute times frequently increase new-hire …

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Grow a Pair — Treat Other Firms as Your ‘Farm Teams’ and as Part of Your Talent Pipeline

I get frustrated with recruiting leaders that continually say that they want to be bold and strategic but they end up actually taking only minor actions. Well, if you’re feeling bold again, I have a strategic big idea for you to consider — build an inexpensive future talent pipeline of already trained and proven-on-the-job talent by identifying potential “farm teams” …

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Hire Like Google — Project the ‘Career Trajectory’ of Your Candidates

I frequently get asked the question “What is the one thing that recruiting functions should be systematically doing, but for some unexplained reason, it doesn’t do it?” Well, one quick answer to that question is “to project the career trajectory of potential hires.” Which simply means to assess whether a candidate, after they are hired, are likely to progress and …

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Passive Candidates — Valuable, Yes, but They’re Not Passive Nor Are They Candidates

Why calling them “passive candidates” or “passive job seekers” is misleading Using the term “passive candidate” is just wrong for so many reasons. First, these recruiting targets haven’t applied for anything, so they can’t be classified as candidates (the correct name for those who have not applied is prospects). Calling them “passive job seekers” is equally inaccurate because they are …

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The Value and Use of Best Practices in Recruiting

By Kimberly Do and Dr. John Sullivan What is a best practice in recruiting? A best practice is a unique leading-edge solution applied at a noted firm to an emerging recruiting problem. It is “best” because a firm known for its excellence in management is implementing it. It is “a practice” because it has already been successfully implemented in at …

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Top 15 Design Principles for Talent Metrics and Analytics

Published at ATC Hub February 4, 2014 Whether you work in Australia, the USA or Europe, the hottest topic relating to how the Talent Management function operates is how to shift to a “metric based” decision-making model using advanced and predictive analytics (Note: the #2 topic is often making all talent applications fully accessible from the mobile phone). The fact …

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The Top 10 ‘Bleeding Edge’ Recruiting Trends to Watch in 2015

Most articles that cover recruiting trends highlight what I consider to be obvious approaches that many firms have already adopted. But my perspective on trends is unique because I am focused on what I call the “bleeding-edge trends.” These trends are unique and rare because they have been adopted by less than 5 percent of the major firms. However, they …

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