Early new-hire turnover is one of the most frustrating (40 percent of new hires leave within six months) and expensive (the cost of losing a new hire is at least three times their salary) aspects of recruiting. Yes, it’s true that all forms of turnover are now a major business …

Identifying the key program omissions in talent acquisition One of the key characteristics of strategic leaders is that they don’t just focus on refining existing processes, they are also forward-looking. So they continually ask themselves the strategic question “What is missing that we should be adding?” It’s easier to focus …

LeBron James and Stephen Curry are without a doubt both great basketball players. However, those in recruiting should also realize that these two game changers can also provide many valuable recruiting lessons that are adaptable to corporations. Let’s start with LeBron. If LeBron James was a corporate hire, he would …

Let’s face reality: most sourcing efforts are extremely rushed. As a result, there is a high probability that in key jobs, your sourcing effort will completely miss a significant number of high-quality external prospects. If you instead want to avoid missing a single top prospect, a superior approach is to …

If you’re looking for a powerful strategic recruiting approach that has powerful long-term impacts, you really only have two choices: employer branding, and a “recruiting talent pipeline.” While almost every major corporation is investing heavily in building their employer brand, it’s quite rare for one to actually have a high-performing …

You simply can’t catch trophy fish with weak bait, and similarly, you can’t attract quality candidates with dull and ineffective job post descriptions. But most corporations simply post their descriptions without design criteria or any pretesting. This is a serious error because a simple side-by-side comparison test approach (borrowed from …

A comprehensive name-capturing guide for identifying who should be in your recruiting pipeline Let’s get straight to the point: having an external recruiting talent pipeline is a powerful tool but almost no one does it well. You can tell if your pipeline is failing if more than 50 percent of …

If you’re looking for a powerful strategic recruiting approach that has powerful long-term impacts, you really only have two choices: employer branding, and a “recruiting talent pipeline.” While almost every major corporation is investing heavily in building their employer brand, it’s quite rare for one to actually have a high-performing …

If you are a recruiting leader who has had doubts about the need for measuring your firm’s quality of hire or if you have had difficulty building a business case to convince others of its economic value, this is the article for you. Rather than spending a lot of time …

As seen on LinkedIn Talent Blog May 4, 2016.   If you are a recruiting leader who has had doubts about the need for measuring your firm’s quality of hire or if you have had difficulty building a business case to convince others of its economic value, this is the article …