HR Strategy

Arguments for Separating the Recruiting Function From HR  Note: This “think piece” is part of a series of articles that are designed to stimulate your thinking about strategic recruiting. Corporate recruiting can’t be completely successful in ending the talent shortage while it remains part of HR. If the recruiting function …

The average time it takes to fill an open position is 44 days, representing a 50-percent increase since 2010, Dr. John Sullivan writes at ERE. For each day a position goes unfilled, the organization loses productivity, as the position’s tasks remain undone. Additional productivity losses occur as other staff members take time from their own work to cover the essential tasks of the open position. Since existing staff are stretched thinner, their engagement suffers and their risk of burnout increases, further jeopardizing long-term productivity.

Even though increasing corporate innovation is almost always a top-five CEO goal, surprisingly few in recruiting realize that the highest business-impact action in corporate HR is the hiring of innovators. Innovator new hires make an immediate quantum difference in an organization’s performance, direction, and image. Top executives at firms like …

Highlighting the Transition from Administrative HR to Business Impact HR I have been publicly forecasting HR’s future since 1998, when I wrote the groundbreaking, but at the time controversial article “e-HR – A Walk Through the 21st Century HR Department” for the IHRIM Journal. However, even today when I give presentations …

Revelation! Did you know that two thirds (67 percent) of candidates decide on whether they would accept a job at a firm prior to their first interview? Recruiting leaders who have long treated all recruiting steps equally now need to rethink that approach. Rethinking is required because we now know …

Note: this two-part article is part of my continuing series of profiles on exceptional corporate recruiting leaders Last week in Part 1 of my compelling profile of recruiting-leader-extraordinaire Jim D’Amico, I covered his recommended actions, the firms he admires most, and his top best practices. This Part 2 covers how …

Written by Tina Eaton on 11/01/2018. Slow vs. Fast Hiring and the Impact on Your Bottom Line HR expert Dr. John Sullivan estimates that on-the-job performance can decrease by an entire percent every single extra day you spend making a hiring decision. ‍At Amazon, if their hiring department was to take 10 …

Written by Arlene Hirsch on August 28, 2018. udson reviews quarterly attrition reports to determine whether there are any unusual turnover patterns or problems. Tracking this information recently alerted him to an unusual spike in consultants leaving before their first-year anniversary. He wanted to pinpoint the cause to make sure …

Few realize that increasing your hiring speed often has the second-largest impact on hiring results (after referral hires). Most track time to fill, but few recruiting leaders calculate the high correlation between your hiring speed for top talent and their resulting on-the-job performance after they become a new hire. To …

If you haven’t heard the term “complementary football,” it’s a performance improvement approach that corporations and HR shouldn’t ignore. This approach increases your chances of winning by ensuring that the outcomes of one sub-team complement and support the work of the next sub-team. Rather than a siloed approach, sub-teams work …