Recruiting is full of practices that seem to last forever. Unfortunately, many practices endure for years despite the fact that they add no value to the hiring process. I call these well-established practices “sacred cows” because many longtime recruiters and hiring managers vigorously defend them even though both company and …

One of the most powerful unanswered questions in recruiting is “Why are ‘not hired’ applicants and rejected candidates not provided with feedback?” Providing individual feedback in recruiting is almost nonexistent, even though giving feedback is a widely accepted practice in business. Firms take pride in providing feedback to their customers, …

Innovation = Ideas + Collaboration + Execution As a result of the dramatic business successes of firms like Google, Apple, and Facebook, almost everyone has become aware of the tremendous economic value that comes from continuous corporate innovation. But unfortunately executives at most firms have failed to realize that they …

By now everyone knows that the future of recruiting will require the effective use of both the mobile phone and social media. However, you may not be aware that new features on social media giants Twitter and more recently on Instagram now provide the opportunity to effectively sell recruits with …

If you’re going to measure and perhaps reward individual hiring managers for excellence, you will need to work with a sample of them to determine which output metrics are strategic, effective, and easy to measure. Here are 23 possible scorecard measures as a starting point for that discussion. Note: the …

Employee engagement is at or near the top of most surveys that cover the concerns of HR leaders. Almost everyone is enthusiastic about the concept and their program. However, there is far too little focus on the problems or issues related to engagement. My research and experience with HR leaders …

Few in the corporate world would argue against the fact that the actions of hiring managers have a significant impact on hiring. In fact, I estimate their impact to be over 50 percent (with recruiters and the corporate employer brand covering the remaining impacts). But unfortunately, I estimate that less …

How to develop a recruiter scorecard for assessing individual corporate recruiter performance Champions insist that you keep score. If you understand that concept, you will ensure that in addition to function-wide metrics, you will supplement them with a scorecard for assessing the performance of each individual recruiter. Everyone knows that …

Sample recruiter scorecards  Champions insist that you keep score. If you understand that concept, you shouldn’t be surprised that one of the best ways to separate champion recruiters from weak ones is to bring up the topic of assessing individual recruiter performance. The worst corporate recruiters and way too many …

Quoted in the WSJ article – Didn’t Get the Job? You’ll Never Know Why Companies’ job-application software could provide another source of feedback, albeit automated, suggests John Sullivan, a management professor at San Francisco State University.