The gig economy has become a hot workforce topic. However, despite the hype, the concept has numerous hidden management problems. Recently, executives have been drawn to the concept because of its lower benefits costs, but also for the scalability that a gig workforce provides (with the ability to quickly add …
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Recruiting’s Missed Strategic Opportunity — Competitive Intelligence Gathering
Not having a competitive intelligence (a.k.a. CI) gathering process is a missed opportunity for recruiting to increase its strategic contribution and its direct business impacts.
Read More »Recruiting Is a Science Not an Art — How Intuition Hurts Recruiting Results
The future of recruiting is scientific, data-driven, and businesslike. Now you might assume that everything in recruiting is going fine, but you would be wrong. A 2019 survey of CEOs ranked their No. 1 internal business challenge as attracting and retaining top talent.
Read More »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. …
Read More »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 …
Read More »Source for Skills Developed Outside Their Day Job — Lessons From the Army’s Esports Team
Recruiters look for job experience and then sort by skill level. But an alternative is to look for “skills experience,” which better reveals hidden candidates. “Skills experience” is when an individual has spent a considerable amount of time using a particular skill, but when most of the time that they …
Read More »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 …
Read More »Need to Recruit More Applicants? Offer Them a Product Discount
When you’re struggling to acquire talent in these low-unemployment times, application incentives can be a key motivator and differentiator.
Read More »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 …
Read More »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 …
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