January 21 , 2019

Recruiting Strategy

Speed Interviewing: Lessons Learned From Speed Dating

The basic process of interviewing candidates for open positions hasn’t changed very much in the last century, despite radical changes in how people socialize and interact both in and out of the workplace. Traditional interviews continue even though no one enjoys them! There is little argument that traditional interviews are time-consuming for all parties involved, often repetitive, and highly subjective. …

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Understanding Why Fast Hiring Is Critical to Recruiting Success

I have been writing on the need for increasing the speed of hire for nearly a decade. During that time, many corporations have begun to realize the benefits of fast hiring. Unfortunately, too many rely on a single time-to-fill metric as their way of measuring hiring speed. There are many reasons why you should hire quickly in certain cases, but …

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The Future of Recruiting: It Won’t Be Anything Like Today (Part 2 of 2)

Most corporate recruiting functions are far from strategic, and most recruiters are intensely resistant to change that. It’s a fact that the business world is rapidly changing, and how organizations recruit talent will be forced to change dramatically as well. The corporate recruiting function of the future isn’t likely to be created from scratch, because the risk of failure is …

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The Future of Recruiting: It Won’t be Anything Like Today (Part 1 of 2)

A while back, I was asked to give a presentation at Google’s main campus in the heart of the Silicon Valley on the future of corporate recruiting. The audience was a combination of Google recruiting staff and recruiters from other organizations in the community that Google was interested in getting to know better. Looking back, I realize that there is …

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Corporate Recruiting: Action Steps During a Recession

Anyone who has worked in corporate recruiting for any period realizes they work in a profession that has dramatic up-and-down cycles. Unfortunately, the down cycles following rapid growth tend to be the harshest. Who can forget the literal “implosion” of world-class recruiting functions like those at Cisco, Nortel, and Trilogy after the 2001 downturn? Those dominating recruiting functions have never …

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Best Practices in Recruiting: 2008 ERE Award Winners

One of the challenges in the fast-moving profession of recruiting is how to keep up with the latest evolutions in best practices at the best firms. Fortunately, it’s a little easier to learn about the emerging benchmark best practices as a result of ERE Media’s Recruiting Excellence Awards, which honor the most strategic and innovative global recruiting practices developed throughout …

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Establishing Applicant Expectations Upfront

An Ever-Expanding Chasm In a book entitled The Support Economy, the authors write: "People have changed more than the business organizations upon which they depend. The last 50 years have seen the rise of a new breed of individuals, yet corporations continue to operate according to logic invented at the time of their origin, a century ago. The chasm that …

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Get Paid To Sell Your Boss: More Outrageous Recruiting

Without a doubt, one of the worst things people have to endure sometime during their career is the pain of working under a horrible boss. Up until now, as an employee under the thumb of a horrible manager, there was little you could do to rid yourself of their tyranny. However, one recruiting organization has come up with an idea …

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A Talent Opportunity Alert Process: You Should Have One

One of the most common questions I get from recruiting managers and executives is “What differentiates a world-class recruiting function from an average one?” Well, in case you didn’t know, one of the primary differentiators is the practice of “proactive recruiting.”   It’s possible to categorize corporate recruiting activities into two basic types, reactive and proactive. Nearly 99.9% of all …

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Effective Approaches for Attracting Competitors’ Employees to Your Firm

As the global war for talent continues to manifest itself in an ever-increasing manner of ways, a nasty practice left over from an era long ago continues to handcuff recruiting organizations around the world. The practice we speak of is the gentlemen’s agreement made between two organizations not to poach one another’s employees.   Once incredibly common among strategic partners, …

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