Articles

Retaining key employees is one of the hottest Human Resource issues companies are facing today. Numerous studies have identified the reasons why employees leave their jobs. Perhaps surprisingly, the key reason employees leave is not compensation. In a similar vein, studies show that the key reason applicants accept new jobs is not …

Want to achieve extraordinary results? Set unreasonable timetables! – John Patrick IBM Strategist What is the speed of hire? A deliberate strategy for improving the quality of our hires by decreasing the cycle time for making a hiring decision. Don’t confuse speed of hire with “time to fill”. Speed of …

It’s relatively easy and cheap to solve most retention problems. Most workers really don’t leave for money. Managers like to hear that “it’s the money” because that shifts the “blame” for losing employees away from managers to the compensation department! Employees often do say, “it’s the money” because that preserves …

Many recruiters get it all wrong! They put major effort into finding great candidates but they almost universally leave out one of the most important aspects of any business deal… they fail to check to see if the customer is satisfied and if the product “works” after the “sale”! I …

PC to PC Live Video Interviews.Teleconference Interviews (Company site or 3rd party vendor (Kinkos)).3rd Party Assisted Video Taped Interviews (with preset questions).Video Taped Interviews (candidate designed and mailed to recruiter).Telephone Interviews.IVR (Interactive Voice Recognition) Interviews.Touch-tone (Keypad response Interviews).Computer assisted Interviews (On line, real time questionnaire with assessment).E-mail questionnaire Interview.Web based …

In the first part of this series I introduced the recruiters paradox. The Paradox is that unemployed / malcontents are the easiest people to recruit but they are the exact opposite of what managers want! If recruiters want the very best in a field they have to target content, employed people. That …

Or how to continually improveyour recruiting program! Many recruiters get it all wrong! They put major effort into finding great candidates but they almost universally leave out one of the most important aspects of any business deal…they fail to check to see if the customer is satisfied and if the …

World class recruiters find “names” rather than resumes Make a note ? Recruiters that rely on resumes miss the best candidates! Why is that? When you are seeking the very best candidates you must assume that because they are excellent at what they do, that they are currently working. Happy, employed …

When recruiters ask managers to describe their “perfect candidate” to recruit they usually describe them something like this: They are a top performer in their job. They have excellent technical and team competencies. They excel at getting things done, no matter what. They work at a major competitor/benchmark firm.

Guide for assessing and improving job rotation programs. by John Sullivan and Sandra Au The business impacts of job rotation programs: Developing new products and cutting time to market require a stable and productive work force. The stability and productivity of the work force can be dramatically increased by ensuring that every employee …