Organizations That Excel While most talent management professionals in healthcare have dedicated hours to coming up with excuses why they can't recruit and retain a sufficient quantity of high-quality staff, other firms have found a way to overcome macro-level obstacles. Some of the benchmark firms to evaluate include: Griffin Hospital …
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To Build, Buy, or Trade Talent: That Is the Question Behind Talent Management
Capability and Capacity Planning At the core of this transformation is the application of a science known as capability and capacity planning (CCP), long used in other areas of the business, to the macro-level talent pool that makes up the organization. Capability and capacity planning from the talent management perspective …
Read More »Making Corporate Career Sites More Effective Using World-Class Measurement Approaches
Reporting versus Operational Metrics The problem with most corporate recruiting metrics is that they are designed to report up in an organization, not power the day-to-day decision-making process where small corrections are needed to keep a fast-moving organization on track. These types of metrics are commonly referred to as “reporting …
Read More »Are Recruiters Apathetic?
If you have ever wondered why HR professionals continue to be viewed in a negative light in most organizations, the following results might help you figure out the answer: Who's hiring? Some 96% of the firms responding to the survey had plans to hire either new or replacement staff during …
Read More »Upcoming Innovations in Recruiting
Rules That Drive Innovation If recruiting doesn't want to be the slowest car in a fast-moving train of innovation, it must adopt a series of "innovation rules" to live by. They include: Don't be complacent. Never be satisfied with the status quo, because any competitive advantage you might have will …
Read More »An Applicant’s Bill Of Rights Will Improve Your Acceptance Rates
Business Reasons for Improving the Applicant Experience There are several reasons why recruiting organizations should focus on improving the way that applicants are treated. Some of them include: Passive candidates demand quality treatment. They are used to it at their current job and they expect the same level of respect …
Read More »An Applicant’s Bill of Rights, Part 2
Additional Applicant's Rights In addition to the potential elements of an applicants Bill of Rights that I provided last week, this part includes: More examples of rights for possible inclusion in your own applicant's Bill of Rights A list of applicant responsibilities and your expectations for any applicant A sample …
Read More »Guerilla Recruiting: It’s Time for a Revolution!
Why Now? We could step back and ponder why guerilla-style recruiting tactics are emerging, but we already now the answer. Starvation causes desperation, and when demand exceeds supply, someone is going to have to starve! The migration to a truly global economy has created a situation whereby nearly all nations …
Read More »Missed Opportunities: Talent Intelligence During the Onboarding Process
The Problem With Most Onboarding Approaches Like many programs in human resources, onboarding programs suffer from narrow perspective design. Quite frankly, they are designed by people who truly have no idea what value talent provides or how to maximize the value of that talent. The most common evidence of this …
Read More »Discouraging Low Quality Applicants Allows You To Focus on the Best
If a 14-year-old walked into a liquor store, for example, they would be told to leave. Someone driving up to a Ferrari showroom in a Bentley would be more likely to be served ahead of a potential customer riding up on an old bicycle. Banks routinely discourage customers with small …
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