Recruiting Strategy

Top candidates demand quality co-workers … so show them profiles of team members Imagine this recruiting scenario. During a final interview, one of your top tech candidates clearly appears to be wavering about whether she is willing to leave her current “pretty good job” and accept a possible new opportunity at your firm. Suddenly the hiring manager makes a bold …

How recruiters can become a hero of your hiring managers by dramatically reducing the number of hours that they have to spend motivating and watching their employees  If you are a corporate manager, you already know that you routinely spend a significant portion of your time trying to motivate your employees. On average, I estimate that encouraging, cajoling, and the …

It may seem like a strange proposition at first, but what if an experienced business executive who knew nothing about recruiting visited and took a snapshot assessment of your function? Obviously even a Martian executive would be able to quickly find and understand traditional recruiting functions like employer branding, sourcing, and interview processes. But what would they find missing? In …

An in-depth analysis on how the right timing can dramatically improve recruiting In my experience, the hardest-to-recruit exceptional targets are those who I label as “no, and stop calling me” passive top prospects who simply won’t accept a recruiter’s call. Even though most recruiters will tell you that their lack of interest in changing jobs is unwavering, my research has …

by Dr. John Sullivan and Trena Luong Orville Wright did not have a pilot’s license –slogan used at Facebook to warn hiring managers not to overly focus on credentials I, the lead author, have 40 years of experience working in the talent space. But given that experience, I still don’t understand why recruiters and hiring managers place such an unwavering emphasis …

Imagine being assigned a physician and then purposely rejecting them solely because they were “overqualified” for your medical situation. Well that’s exactly what happens when hiring managers reject candidates who have “too many” qualifications. There is simply no excuse in this new era of data-based recruiting to adhere to this old wives’ tales” in hiring. I have written in the …

by Trena Luong and Dr. John Sullivan This is the final part of a two-part research-based series that is designed to reveal and describe the four categories of factors that restrict the recruiting of STEM women (i.e. women with degrees in Science, Technology, Engineering, or Math) into high-tech firms. In part one we highlighted Category 1, the lack of a short-term impact associated with …

by  Trena Luong and Dr. John Sullivan We are deeply disturbed at the “there’s little we can do” attitude of the leadership at most major tech firms towards increasing the number of STEM (i.e. Science, Technology, Engineering, Math) women recruited into their firms. The leaders of these firms seem to think that their posting of shallow diversity metrics was sufficient. Because males dominate …

by Trena Luong and Dr John Sullivan There has been a great deal of publicity lately surrounding the lack of STEM women at high-tech firms. Unfortunately, we have to give two thumbs down to the diversity data from each of the top high-tech firms that have publicly released their numbers. Although the firms’ intentions were good, the limited scope of …

I almost broke out laughing when I came across an article in Fast Company magazine entitled Why You Can’t Find Women Engineers. This title reflects a common misconception among business executives about the shortage of technically qualified women at their firms. This often-repeated “shortage statement” is only partially true, and if you believe it, you will never fill your firm’s diversity recruiting targets. …