Is your firm experiencing an increasing turnover rate because recruiters from other firms are raiding you? Last week’s column introduced three elements of a world-class blocking strategy, including analyzing your talent competitors’ immediate needs; engaging third-party recruiters to determine who is most coveted; and working up an agreement with trusted …

Are you currently experiencing, or are you fearful of experiencing, an increasing turnover rate as global competition for talent drives more and more organizations to directly target your employees? It’s no secret that demand for skilled labor in specific talent pools currently exceeds the available supply of local, and in …

If you are a fierce competitor who wants to practice competitive advantage recruiting, this second part of the article will continue to discuss action steps to take to identify and then counter your competitors’ recruiting actions. Part 1 in this series introduced the initial three steps for building a competitive …

Corporate Head count "Fat" Assessment Plan Ever wonder why the decision that we need layoffs seems to come up as a surprise? Why not establish a set of assessment tools that will let you know in advance where head count and overhead costs are excessive. Redeployment / Agility Plans In …

Business is all about head-to-head competition. Firms regularly compete for a limited supply of customers by designing products to outstage the competition, pricing products to undercut the competition, distributing products as close as possible to the customer, and branding them to drive loyalty over time. In each competitive arena, leading …

Recruiting Managers, Do You Really Have a Recruiting Strategy? Part 1. What is a recruiting strategy? When I meet with directors or managers of corporate recruiting, I routinely ask them a simple question: “What is the name of your recruiting strategy?” Almost without fail, I get one of two basic …

This checklist continues last week’s article about comparing your onboarding program against the design components of a “world-class” onboarding program. Part 3: Operational Design Components   The last level of components for world-class onboarding programs is still important, even though they are more operational in nature. They include the following: …

Basic recruiting strategies This group of strategies isn't particularly exciting or new. But these strategies do offer viable options for less-aggressive talent functions. Butts/bums in chairs: This strategy emphasizes hiring the cheapest and then releasing them when their pay-level makes them too expensive to keep or they themselves get frustrated …

Profile of the Two Teams Strategic recruiting team: It focuses on the very highest impact jobs, including mission critical jobs, senior execs, revenue producing jobs, jobs with a high consequence of an error, and "high value customer" impact jobs. These jobs require a firm to hire candidates who are in …

As a talent management or recruiting professional, take the following steps to increase your success rate in hiring innovative individuals: Make hiring innovators a primary goal. Before you even begin the planning process, you must set as one of your primary goals and metrics in recruiting the increased hiring of …