Recruiting Strategy

Recruiting’s Top 7 Bottom-line Business Impacts That Most Ignore

The ultimate goal of any business function should be to have a direct and measurable impact on their company’s bottom line and corporate strategic goals. Having a direct and visible impact on bottom-line results will make your team proud. But it will also get you more executive support and funding. Even though nearly every recruiting leader strives to “be more …

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Settling for Your 2nd-Choice Candidate — The Most Expensive Mistake In Recruiting

This “think piece” is designed to call attention to the tremendous costs resulting from losing your first-choice candidate. “Settling for” a second-choice candidate means that you’re not hiring the best. But few know it may mean suffering a 20 percent performance drop off. This performance loss is better understood when the percent is converted into dollars. For example, a 20 …

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Recruiting’s Role in Futurizing Your Firm’s Skill Sets Must Begin Today

Note: This “think piece” is designed to stimulate your thinking about the strategic role of recruiting Your firm’s future skill sets needs are increasing dramatically. By not adding future skills every day through every new hire, you are reducing your company’s ability to be competitive and grow. The importance of beginning to immediately build your organization’s future skill sets can’t …

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Release Poor Performing New-Hires Fast, Using A No-Fault Divorce Approach

Today’s sparse talent pool increases your chances of a hiring mistake. But a no-fault divorce approach allows you to release mis-hires quickly. And despite the lack of available talent to choose from, the pressure from hiring managers to “get me, anybody, I need butts in chairs” is immense. So, it’s not surprising that hiring mistakes are increasingly common. And, with …

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Separating the Recruiting Function From HR — A Strategic Opportunity!

Arguments for Separating the Recruiting Function From HR  Note: This “think piece” is part of a series of articles that are designed to stimulate your thinking about strategic recruiting. Corporate recruiting can’t be completely successful in ending the talent shortage while it remains part of HR. If the recruiting function were to be made an independent business function, after being …

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The Ultimate Guide for Finding Innovators — Use It to Jumpstart Corporate Growth

Even though increasing corporate innovation is almost always a top-five CEO goal, surprisingly few in recruiting realize that the highest business-impact action in corporate HR is the hiring of innovators. Innovator new hires make an immediate quantum difference in an organization’s performance, direction, and image. Top executives at firms like Google, Apple, and GE have calculated the tremendous “performance differential” …

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