I am constantly amazed at recruiters that attend “average” job fairs and then call it “recruiting.” Sitting at a booth and accepting resumes is hardly strategic recruiting! Job fairs are full of marginal candidates and the sheer number of attendees alone makes relationship building almost impossible. Most firms that take …

There is an ongoing debate among employment managers as to whether it is better to give preference to internal candidates before looking externally to fill vacancy. Older, more established firms traditionally give preferences to internal candidates while fast-growing and more innovative firms tend to focus more on external hires. Although …

There is an ongoing debate among employment managers as to whether it is better to give preference to internal candidates before looking externally to fill vacancy. Older, more established firms traditionally give preferences to internal candidates while fast-growing and more innovative firms tend to focus more on external hires. Although …

I do over 100 presentations on HR issues around the world every year. In addition, I often get the opportunity to meet with some of the premier employment departments. Wherever I go the question that invariably comes is ” who is the best employment professional?” I never hesitate with an …

Not every firm can offer the glamour of a Cisco, HP, a “dot com” firm nor can they be lucky enough to be located in the Silicon Valley. But the less than glamorous firms in “less desirable locations” still need talent. What is the best strategy to attract them? Why …

Employment branding is the hottest strategy in employment. It is one of the few long term solutions to the “shortage of talent” problem. Where most employment strategies are short term and “reactive” to job openings building an employment brand is a longer term solution designed to provide a steady flow …

Employment branding is the hottest strategy in employment. It is one of the few long-term solutions to the “shortage of talent” problem. Whereas most employment strategies are short term and “reactive” to job openings, building an employment brand is a longer-term solution designed to provide a steady flow of applicants. What …

Going to an interview is a daunting task for most applicants. Even the most qualified can sweat at the possibility. Going on an interview is often compared to “going to the dentist,” so it’s not surprising that many firms experience high “no show” rates. Part of this problem can be …

Going to an interview is a daunting task — even the most qualified candidates have been known to sweat at the possibility. Often it is viewed by candidates as being equivalent to “going to the dentist,” so it’s not surprising that many firms experience a high “no show” rate for …

Companies everywhere are scrambling for talent. Dozens of magazines have called it a “War for Talent.” It certainly is a “war” where I work in the Silicon Valley, but the part of the story that you probably haven’t read is that in the Silicon Valley…the war for talent is already …