Recruiting Strategy

Champions keep score! So why not conduct a year-end assessment of whether you are among the top recruiters in your organization? One of the reasons champions remain on top is that they set aside the time to conduct self-assessments periodically. So, during this late December lag in recruiting, why not act as a professional would and complete your own year-end …

With 14 million losing their unemployment benefits, this December will be flooded with suddenly interested prospects. It will literally be the most lucrative recruiting month. For the first time in memory, a tidal wave of 14 million individuals will all instantly be forced into active job search mode (on a single day after Christmas). And because most were laid off …

Nothing eases a remote work team manager’s burden, where close supervision is difficult, more than only hiring self-motivated people. I recommend that during this troubled time when managers are so busy, recruiters commit to easing their burden by helping them hire technically qualified candidates who are also self-motivated.

A CEO’s call is the top offer closing tool because it makes the candidate feel like they will have a continuing CEO relationship. So, why not utilize the influence power of your CEO when you have a “must-have” candidate that’s working in “an impossible to fill functional area.” This approach is most often used at the end of the recruiting …

Note: This “think piece” is designed to stimulate your thinking on remote work and how it dramatically changes the recruiting competition in every country.  Every global recruiting giant offering remote work jobs is now a serious competitor in every previously local job opening. It’s no exaggeration to say that adding these new fierce talent competitors like Google and Apple to …

During 2020 we’ve endured numerous chaotic problems, and because most were unprecedented, rapid learning became the first step in overcoming them. Almost everyone agrees that if you had to describe the year 2020 with a single word, it would likely be “unprecedented.” And that means that the problems that keep popping up are “never previously encountered” business, environmental, and political …

Hyper-personalizing is the most effective no-cost way to impress candidates. It adds small personalized touches to make them feel special. Unfortunately, many recruiting organizations make candidates feel like they are “no more than a number” during down economic times. An alternative approach, that I call “hyper-personalized candidate actions,” can improve your chances of landing the hardest to hire candidates. This …

Behavioral interviews describe past behaviors. In our dramatically changed world, new-hires can’t be successful relying on outdated actions. Instead, they need to take actions that fit in today’s dramatically changed environment. So, recruiters and hiring managers need to be aware that behavioral interviews (the most commonly used of all interview tools) may no longer work. The historical actions that have …

A manager’s time is limited, so only hire those that are “a pleasure to manage” because they respect a manager’s time. Yes, most new-hires are unknowingly a burden. They drain a great deal of a manager’s time as a result of having to be provided with continuous coaching and direction. However, because a manager’s time is severely limited in a …

Alert: the common corporate excuse for low diversity (the supply) dissolves if you offer “work from anywhere jobs” and fill them globally. Obviously, the workforce of the entire world is diverse. So, you should consider taking advantage of that fact with “the next big diversity solution.” Sourcing