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 …
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In the News
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.
Read More »Comparing the Competencies Between a “RINO” and an Exceptional Recruiter
Recruiting is a unique field because it has no entry barriers. Unlike most professions, you can become a corporate recruiter without any formal certification, registration, recruiting experience, or even a college degree in the discipline. Because becoming a recruiter requires no formal qualifications, you probably won’t be surprised to find …
Read More »Why You Can’t Get A Job … Recruiting Explained By the Numbers
Is your “six seconds of fame” enough to land you a job? As a professor and a corporate recruiting strategist, I can tell you that very few applicants truly understand the corporate recruiting process. Most people looking for a job approach it with little factual knowledge. That is a huge …
Read More »Death by Interview: Revealing the Pain Caused by Excessive Interviews
“Death by interview” is the harsh but unfortunately all-too accurate name that I give to the majority of corporate interview processes because of the way that they literally abuse candidates. Death by interview is worth closer examination because harsh treatment during interviews impacts almost every working American, simply because each …
Read More »Top Performers Produce 4x More Output and Higher Quality Referrals
Top performers have an incredibly high ROI Articles from academics don’t always provide practical lessons, but there have been two recent ones that everyone in talent management should pay attention to. The results of the first one focus on the output differential produced by top performers. This study published in February …
Read More »Revealing 3 Leading Edge Talent Practices From the Silicon Valley
Practices: The return of talent agents; HR owns M&A; and hiring without degrees Anyone who tracks advanced trends in talent management knows that many of them originated in the Silicon Valley. However, you probably also know that many of the publicized practices that start in the Silicon Valley are so …
Read More »Solving the “Candidate Sharing Problem” Using a Social Media Approach
NASA artist – black hole There is probably no more misleading statement in corporate recruiting than “we will keep your application on file for six months.” While such a statement may be factually true, the reality is that at most corporations, hell will likely freeze over before anyone will review …
Read More »Advanced Items For Your Recruiting Agenda – What Should Google Do Next?
During the newly reinvigorated and exciting ERE conference, two attendees posed related but powerful questions to me. The first was “What advanced topics should be on the agenda of recruiting leaders at elite firms?” Or as another put it “What should Google be planning to do next in recruiting?” At …
Read More »Interviewing: Position-Related Questions Top Pharma Pros Should Ask
If you’ve ever regretted taking a Pharma job, you have already learned the value of doing extensive research into a job opportunity. Unfortunately, there’s only so much research you can do externally. So to supplement that external research, it’s wise to ask questions during your job interviews in order to …
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