I frequently get asked the question “What is the one thing that recruiting functions should be systematically doing, but for some unexplained reason, it doesn’t do it?” Well, one quick answer to that question is “to project the career trajectory of potential hires.” Which simply means to assess whether a …

In a related companion article last week, I highlighted why using the term “passive candidate” or “passive job seeker” was inappropriate and I proposed a more accurate name, “not-looking top prospects.” In this article I highlight the best sourcing approaches that can be used to identify and eventually attract the …

Why calling them “passive candidates” or “passive job seekers” is misleading Using the term “passive candidate” is just wrong for so many reasons. First, these recruiting targets haven’t applied for anything, so they can’t be classified as candidates (the correct name for those who have not applied is prospects). Calling …

By Kimberly Do and Dr. John Sullivan What is a best practice in recruiting? A best practice is a unique leading-edge solution applied at a noted firm to an emerging recruiting problem. It is “best” because a firm known for its excellence in management is implementing it. It is “a …

Published at ATC Hub February 4, 2014 Whether you work in Australia, the USA or Europe, the hottest topic relating to how the Talent Management function operates is how to shift to a “metric based” decision-making model using advanced and predictive analytics (Note: the #2 topic is often making all …

Talent Management Asia is the biggest and most respected conference in Asia Pacific dedicated to best practice human capital management. Now in its 3rd year, the 2-day annual event is held in Kuala Lumpur, Singapore and Hong Kong in April. With cutting edge topics explored and discussed by some of …

Rather than being data-driven, I have found that most recruiters and sourcers contact employed prospects almost randomly on a trial-and-error basis. However, there are specific times when employees who previously said “no and stop calling me” actually change their mind and are fully receptive to a recruiting call. So in …

Rather than being data-driven, I have found that most recruiters and sourcers contact employed prospects almost randomly on a trial-and-error basis. However, there are specific times when employees who previously said “no and stop calling me” actually change their mind and are fully receptive to a recruiting call. So in …

The average time to fill an average job in the United States is 25 days; unfortunately, in many cases top candidates are no longer available after 10 days. You may think that making quick hiring decisions would lower the quality of your hire, but the reality is that in most …

Most articles that cover recruiting trends highlight what I consider to be obvious approaches that many firms have already adopted. But my perspective on trends is unique because I am focused on what I call the “bleeding-edge trends.” These trends are unique and rare because they have been adopted by …