Articles

Consistently, the top source for producing high-performing hires is an organization’s employee-referral program. Unfortunately, because most current programs were designed years ago based on a 20th-century ERP model, there is a high probability that your stale program is a prime contributing factor to your organization’s current talent and skills shortage. Its design flaws are likely to be costing even medium-size …

Everyone should already know that the best time to recruit is when the competition is low. However, it’s difficult to find corporate recruiters who routinely report to their hiring managers the current level of competition faced in relation to their newly opened job. The technical term for this external analysis is the “competitive landscape” for the job. A typical competitive-landscape …

If you’re a recruiter celebrating the Christmas season, this may be a slow period for you. But it should also be a time to learn. So why not use any extra time to consider a few recruiting lessons from Santa Claus?

When hiring managers demand that we must land truly exceptional candidates, recruiters need to realize that it takes much more than the standard candidate experience to really wow and excite them. Instead, you must provide white-glove treatment that leaves a powerful impression that convincingly demonstrates that your firm really is different. If you have an internal executive-search function, you already …

If you’re involved in hiring, it’s critical that you act on this startling revelation: “Experience doesn’t predict a new hire’s success.” Hiring with a focus on experience is, of course, a well-established tradition in recruiting. In fact, a Harvard Business Review study found that 82% of sampled job ads either required or stated a strong preference for experience. Unfortunately, their analysis does …

Need an edge in your competition for talent? Think December, when there may be 35% fewer job postings trying to attract the normal volume of jobseekers. If you’ve ever gambled in Las Vegas, you would know that when you face great odds like these, you need to be all in. If you are one of the majority of firms that …

Responsibility creep is where top performers (because of their success record) continually get new responsibilities piled on them. Eventually, they don’t spend much of their time “doing what they do best.” They end up spending as much as 60% of their time doing work that they don’t like doing and that they are not especially good at. The net result …

This article spells out a road map for dominating recruiting in your industry. Last week’s part one covered the top 20 strategic shifts and elements for building a significant competitive advantage in recruiting. This final part highlights the last two remaining critical success factor (CSF) categories covering actions within the recruiting function that contribute to the development of a culture of continuous …

If you are a recruiting leader whose executives have extremely high expectations for dominating their industry, this is the article for you. After 20 years of studying Silicon Valley and West Coast firms that dominate their industries, I have found that there are clear differentiators that cause firms like Google, Amazon, Facebook, and Salesforce to produce truly exceptional business outcomes, …

Access to this article is limited to fierce competitors  Most CEOs are fierce competitors. They love my strategy of “targeting your competitor’s top talent, because hiring them makes you stronger, while your competitors simultaneously get weaker.” It’s a two-for-one deal. You might assume that most corporate recruiting leaders share their CEO’s high level of competitiveness. But you would be wrong. …