Articles

Employment Branding: Calculating the Economic Impacts

Employment branding is a powerful recruiting retention and motivation tool. For most successful organizations, great employment branding efforts revolve around these six pillars: Becoming “talked about” in key industry and functional publications   Getting listed in best-places-to-work lists Getting listed on best practice benchmarking lists and in research studies Improving management behaviors across the organization through rapid “what-works sharing” among …

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31 Things That Set Great Recruiters Apart From the Average

Anyone can call themselves a recruiter. There are no university degrees in recruiting, no laws that require you to pass a test or be certified like those required to become an accountant or lawyer. All it takes is a job title and a business card. To compound the problem, most people who enter recruiting do so in order to use …

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Recruiting Top Performers: It’s Your Job!

This past Friday (March 26, 2004), Lou Adler penned an article for his ER Daily column entitled, Why You Must Hire Top Employees, Not Top Candidates. The title of this article is something akin to an absolute truth in my book. In philosophical terms, an absolute truth is an idea or notion that cannot be discredited by any line of thinking. …

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Stop Holding Us Back! Problems and Roadblocks in Recruitment

Twice a year, corporate recruiting leaders from around the world converge for several days of learning, sharing, networking, and good times at the ER Expo conference. As usual, I was at the most recent ER Expo, which took place on March 15 and 16 in San Diego. While the program is always invigorating, this year’s schedule included a town meeting …

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Offshoring: Reasons For Failure

Offshoring has become a major topic of conversation lately as more and more firms look to leverage the economic benefits of lower labor costs and availability of skilled labor abroad. While politically many see offshoring in slow economic times, when jobs for U.S. workers are scarce, as taboo, for many firms currently considering or utilizing offshoring, it is the only …

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The 2004 Recruitment Boom: An Interview with Dr. John Sullivan

As an author and corporate advisor, I receive several hundred questions a week from firms looking for advice, direction, and assistance on recruiting issues. Recently, I was contacted by a firm who posed the following questions after reading article I had previously written on preparing for the second installment of the War for Talent. They were interested in sharing these …

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Increasing Diversity Hires by Modifying Your Employee Referral Program

Nearly every firm that has studied recruiting effectiveness has come to the conclusion that employee referral programs are the most effective way to find and hire high quality employees. What makes referral programs so effective is that they “multiply” the number of recruiters that a firm has available. Instead of only a few recruiters seeking out quality candidates, a referral …

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Maintaining Your Status as a Great Recruiter: What You Should Read

Recruiting changes faster than any other HR function. Some of the factors that keep recruiters on their toes include a constantly changing economy, the increasing globalization of talent search, and rapid changes in technology. The net result of all of these changes is that no matter how good a recruiter you are today, whatever knowledge you currently possess about recruiting, …

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The 8 Elements of a Successful Employment Brand

Many organizations are starting to see glimmers of faster paced growth. As a reaction, many are becoming more aware of the need to build their employment brand as a well-managed company and good place to work. And while senior executives long ago realized the value of building product brands, and now credit portions of their market value to such brands, …

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Re-Thinking Diversity Recruiting, Part 3

Diversity recruiting is becoming more and more important as the world becomes more global. At first, legal compliance was the primary driver behind most diversity recruiting. But now organizations have learned that if they want to operate around the world they must be able to recruit and retain individuals who are “different” than those who are in the majority at …

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