May 20 , 2019

Articles

Cost of Vacancy Formulas for Recruiting and Retention Managers

Calculating the cost of a vacancy (COV) is a critical activity, one that’s necessary to determine the actual business impact of talent shortages that result from a gap between the time talent is needed and the time required by the recruiting function to supply such talent. As a metric, it can be configured to measure the dollar impact of voluntary …

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ERE Expo Spring 2010

Join us in sunny San Diego for ERE Expo! ERE Expo Spring 2010 is just around the corner.  To view the agenda and register to attend, click here.

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Improving Sourcing: Techniques for Identifying Which Sources Work and Which Don’t

Recruiting is a relatively simple four-step process, the first two steps of which are called “sourcing”: First you make potential candidates aware of your firm and its job opportunities. Second, you convince candidates to actually apply for the job. Third, you assess them. And last, you try to “sell” the final candidate on your job. When you prioritize each of …

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The Worldwide War for Talent II Is Coming: Are You Prepared?

Do you remember the war for talent in the late 1990s? Well get ready, because it’s about to return with a vengeance. If you read my articles and books, you are aware that I do a good deal of forecasting. In the past, I’ve forecasted the beginning and the end to the last hiring boom and the hiring turnaround that …

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The Future Of Recruiting, Part 6: Recruiters Will Change

This is the final installment in a six-part series on the future of recruiting. In the first five parts of this series, I looked at how the recruiting department, the Internet, corporate websites and recruiting metrics all will change in the future. In this last part, I will explore how the people that manage and do recruiting will change as …

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The Future of Recruiting, Part 5: Metrics Dominate Decision Making in Recruiting

Most recruiting departments currently get by with a minimal use of metrics ó and the metrics that they do utilize are insignificant from the strategic standpoint. But as time passes, most VPs of HR will no longer tolerate such silly metrics as cost per hire, interviews per offer, and the number of requisitions filled. After years of being beat up …

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The Future Of Recruiting, Part 4: Websites Shift to the CRM Model

In last week’s article, Part 3 of this series on the future of recruiting, I examined the strategies that firms will use in Internet recruiting in the future. Here in Part 4, I will focus more specifically on corporate and other websites and the new features that they will offer. It’s important to note that most corporate sites are now little …

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The Future Of Recruiting, Part 3: Internet Recruiting Approaches Will Change

No area of recruiting will be exempt from change as recruiting progresses over the next 10 years. But one of the areas that will undergo some of the most dramatic changes will be the area of Internet recruiting. In my experience, most current Internet recruiting approaches are really just traditional recruiting using “electrons.” As a result, the strategies and tools …

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The Future Of Recruiting, Part 2: Internal Departmental Changes

HR, as a profession, changes at the speed of a rock. It’s no secret that HR practitioners tenaciously cling to the status quo. Recruiting, as a part of HR, does change a little faster it’s true, but most of that change in recent years has been as a result of court cases and changes in employment laws that essentially forced …

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