(It’s time to kill the sacred cow of “job experience” in recruiting) Warning – This article will make you think…read on with caution! Recruiters often complain there is a shortage of qualified candidates but a good portion of the “shortage” comes from an over reliance on the number of years of …

I know dozens of employment directors that claim they want their function to be world class or to become “an employer of choice” but talk is heap and few seem to have a plan on how to get there. If you are wondering why you are having difficulty recruiting talent …

Part 2 of a 3 part series on “Developing a World Class Eemployment Function” I know dozens of employment directors who claim they want their function to be world class or that they want to become “an employer of choice.” But talk is cheap and few seem to have a plan …

Part I of a 3 part series on “Developing A World Class Employment Function” I know dozens of employment directors that claim they want their function to be world class or to become “an employer of choice” but talk is cheap and few seem to have a plan on how to …

Developing a “Bring a Friend To Work Program: Many companies have adopted programs like bring your daughter/son to work. These are fine programs, but they “miss the boat” as recruiting efforts because unfortunately most “daughters” are too young to be viable candidates! A more strategic approach, which can have an immediate …

There are basically 4 ways businesses motivate workers. They include: Cash   Benefits Non-monetary (recognition, challenge, etc.) Stock or stock options

Recruiters have been “placing ads and reading resumes” for decades. As an HR professor I get to review hundreds of resumes and I never have understood why any HR professional would rely on it as an accurate source of information about a candidate. If you really want to find out …

Imagine the head of the function that has one of the most strategic impacts on the business not even having a name for their own business strategy? Many employment functions operate strictly on a day-by-day ad hoc basis. As a result recruiters and managers often do not know the focus …

Imagine the head of the function that has one of the most strategic impacts on the business not even having a name for their own business strategy? Many employment functions operate strictly on day-by-day ad hoc basis. As a result recruiters and managers often do not know the focus or …

Applicants know it and recruiters know it to… Job descriptions are boring! WeWOW applicants with great web pages and savvy recruiters but when we get down to the “nitty gritty” we continue to “bore them to tears” in the area that leaves the most lasting impression… the description of the job …