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 …

Part 1: Primary Strategic Goals of Onboarding The items in this section are the primary strategic goals that serve as the foundation for world-class onboarding programs. Incidentally, they also differentiate onboarding from the more traditional “orientation” approach. The program should have clear and measurable goals that are communicated to all. …

Staffing Department: Service Level Agreement Customer Commitment: Utilize the Manager Self Service (“MSS”) portal for all staffing resume reviews, request and applicant processing. Work with the recruiter to develop an effective online pre-screen questionnaire, screening processes, and interview strategy. Staffing Commitment: Post job within 48 hours of receiving approved job …

Questions and answers with Michael Lackaye (and some outrageous quotes!) I asked Michael to highlight some of the approaches he used at Quicken Loans and at other previous employers. What follows are his responses. I think you will agree that they are aggressive?and on the edge. What is your most/ …

Fast Company magazine once called me the Michael Jordan of recruiting, but I often call myself “the most aggressive recruiter on the planet.” Through my role as an advisor and speaker I meet thousands of recruiters, a few of which have made me feel like an amateur in the aggressiveness department. …

12 Best Practices I Would Emulate Valero's business-case model. Using basic statistical regression models, the recruiting function identified the gaps between what the business would need to continue operations and what talent they could bring in via their current model. They then converted that gap into a dollar impact and …

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Dr John Sullivan is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high business impact; strategic Talent Management solutions to large corporations. He’s a prolific author with over 900 articles and 10 books covering all areas of Talent Management. He has written over …