Last week I started this series by asking why organizations continue to use interviews as the primary means of assessment, given that they stink as a predictive indicator of performance and nearly every person involved hates them. The response to Part 1 was largely supportive, while a few comments supported …

I’ve always been curious as to why everyone continues to use interviews as a primary means of assessing candidates. Managers don’t like to do them, candidates literally hate them, and as a predictive indicator of performance, they stink! “Interviews are a terrible predictor of performance.”   That quote isn’t an …

Thank you for you interest in an electronic copy of the materials used during this workshop.  They are provided to your here in PowerPoint format.  If you do not have access to Microsoft PowerPoint, a viewer application is available for free at Microsoft.com. To load the presentation, simply click on …

Advertising is Not Employment Branding Unfortunately, a number of organizations have built employment branding programs that are little more than recruitment marketing programs redressed in a different name. Supporting this is a vendor community that sells a multitude of recruitment marketing-related services under the name of employment branding. If you …

The response was predictable, with a great deal of counter response from the recruitment marketing community and a sliver of validation from the corporate community. Embedded throughout each response, including many of those drafted to counter last week's article, are snippets of good advice. John Zappe highlighted that advertising can …

Reference checking of candidates is conducted by nearly every firm in the Untied States. Some firms conduct them internally, while others outsource the process. Unfortunately, both approaches are often executed with little concern for accuracy or effectiveness. In fact, it is not uncommon for reference checks to be completed by …

There’s no doubt about it: Google is one of the most innovative recruiting organizations on the planet. I’ve written in the past about some of their world-class practices, but in light of recent innovations and global news interest, an update is in order. In less than nine years, Google has …

Is your firm experiencing an increasing turnover rate because recruiters from other firms are raiding you? The first four parts of this column covered all of the elements of a world-class blocking strategy. In this fifth and final installment, we wrap up with miscellaneous blocking tips, as well as a …

Is your firm experiencing an increasing turnover rate because recruiters from other firms are raiding you? The first three parts of this column introduced the elements of a world-class blocking strategy, including tips to prevent poaching at conferences and events. This week, we look at online blocking techniques, the most …

Is your firm experiencing an increasing turnover rate because recruiters from other firms are raiding you? Part 1 and Part 2 of this column introduced 15 elements of a world-class blocking strategy. This week, read on to learn six new, essential tips for blocking the poaching. In addition, this column …