If your company has a turnover of 20% per year and all of your new hires are mediocre, it will only take 5 years for all of your entire workforce to be mediocre. The cost of a “bad hire” for a software engineer can exceed a million dollars, for a …
Read More »Dr John Sullivan
Stop Worrying About The Cost Per Hire – A “Better Metric” Is The Quality Of Hire
I hear HR professionals say they want to be strategic but often their actions indicate otherwise. Take the all too commonly used “cost per hire” metric. Sure it’s used by lots of people but so is astrology. Let me explain what’s wrong with it and how it could be improved. What’s …
Read More »How to Ruin a Great Recruiting Effort with the “Orientation From Hell” – Part II
This is the second of a two part series on how to “close the sale” after a world class recruiting effort Sales Reps know it – First impressions are everything! HR professionals need to know it also. Many corporations miss an opportunity to make a great first impression and to …
Read More »How To Ruin A Great Recruiting Effort With The “Orientation From Hell” – Part I
This is the first of a two part series on how to “close the sale” after a world class recruiting effort. SALES REPS KNOW IT – FIRST IMPRESSIONS ARE EVERYTHING! HR professionals need to know it also. Many corporations miss an opportunity to make a great first impression and to …
Read More »Becoming an Employer of Choice – Part II
FIRST STEPS IN BECOMING AN EMPLOYER OF CHOICE (EOC) Do a preliminary survey of top management to identify possible support or resistance. Do a benchmark study of current EOC firms that you wish to emulate. Place special focus on firms that have “recently” begun/successfully completed the transition to an …
Read More »Becoming an “Employer of Choice”
Have a shortage of candidates? An “Employer of Choice” (EOC) like HP, for example may get as many as 1,000 resumes a day! Becoming an EOC isn’t easy but it certainly can help solve your shortage of applicants. An EOC is a conscious corporate-wide employment strategy designed to re-make a …
Read More »“Intraplacement”: Reduce Retention Problems By Increasing The Internal Movement Of Your Employees
In these times of low unemployment, recruiters are constantly on the lookout for the best talent to fill open positions. We put tremendous resources into external sourcing and recruiting, but most of the time we fail to actively seek out some of the best candidates in the world-those that are …
Read More »42 Things You Can Do to Improve the Quality of Your Employment Function
This is a list of employment practices a recruiter might consider as you attempt to move into 21st century HR: Do a survey of all hires and ask them why they accepted the job (and what were their concerns). Do a survey of all rejected offers and find out what …
Read More »Rethinking Interviews – The “Fut R View”: A Better Way To Hire
Most interview strategies were developed long before the “Internet” age when the speed of change in business was rather slow. However, if your business is in a rapidly-changing environment, you will need new tools that can tell you more about the future possibilities of a candidate than what they did …
Read More »Don’t Isolate Your Employment Function – Coordinate Your Recruiting And Marketing Efforts
Who… Places newspaper ads to get people’s attention and to bring in potential clients? Holds events and goes to “shows” to attract people? Has the responsibility to build the company image and to attract future customers? Uses the web to find “potential new contacts/customers”?
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