Recruiting Strategy

[Webinar] 2010 Talent Acquisition Trends: Q & A on Recommended Action Steps

Prepare action step outlines — it’s not necessary to complete a detailed written plan for every possibility, but you should prepare an action outline highlighting the key steps that you would take for the most likely upcoming events. Develop these steps using if-then scenarios (i.e. if this happens, then we will take these actions or steps). Prioritize jobs — because …

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Emerging Talent Acquisition Trends For 2010: Are You Ready for a Roller Coaster? (Part III of III)

Action steps for handling the power shift There are four primary action steps that you should consider when the competition for attracting and retaining talent once again becomes intense for your organization: Jugaad is now required: The intense competition for candidates that occurs in a war for talent, coupled with dramatic and continuous changes in recruiting technologies, now require recruiters …

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Emerging Talent Acquisition Trends For 2010: Are You Ready for a Roller Coaster? (Part II of III)

2010, A Year of Turmoil and Churn in Business and the Economy The first group of talent acquisition trends will be driven by shifting economic and business cycles. The development of a global economy and the emergence of an expectation among business leaders and customers for continuous, rapid, and dramatic innovation in both products and processes creates a highly volatile …

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I Learned All That I Needed to Know About Recruiting From the New York Yankees

You won’t read it in the newspaper, but it’s a fact that the New York Yankees were the world champions of recruiting long before they were declared the world champions of Major League Baseball. The Yankees are perennial winners (many call them a dynasty) not because of their superior equipment, IT processes, or their financial or marketing prowess, but rather …

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A Think Piece: Why Is Recruiting So Low on the Corporate Power Scale?

Thought-provoking question #1 — Is it true that on the corporate “power scale,” recruiting falls well below where it deserves to be? My basic premise is that when it comes to power and recognition, the recruiting function should be one of the most important business functions, ranked right up there in importance with finance, product development, and sales, but for …

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Emerging Talent Acquisition Trends for 2010: Are You Ready For a Roller Coaster? (Part I of III)

Top 2010 Recruiting Highlights A year from now, if you were to look back and analyze the headlines of recruiting articles, blogs, and consulting guidance, I predict the following topics will dominate the content collective: Churn: Just as seen in 2009, 2010 will be a year in which organizations both grow and contract simultaneously. Business leaders will become more adept …

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A Think Piece: Why Is Recruiting So Low on the Corporate Power Scale?

This is one of a series of what I call “think-pieces.” Instead of casual reading, these articles are intended to stimulate some in-depth thinking and to pose some strategic questions that recruiting leaders should ponder. The questions raised here are, at least in part, designed to make you uncomfortable” with your current approach to recruiting. It’s December 2009 and it’s …

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Countercyclical Hiring: The Greatest Recruiting Opportunity in the Last 25 Years

Being strategic always requires some degree of unconventional thinking. If you are a corporate recruiting manager and you are looking for an opportunity to have a strategic impact, you need to understand why today is literally the best time to be actively recruiting in at least the last 25 years. I’ll demonstrate why there is a confluence of factors that …

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Build an ‘Executive Referral Program’ to Supplement Your Executive Recruiting

Most corporate recruiting functions inexplicably restrict the effectiveness of their employee referral program by limiting senior management participation. Instead, recruiting directors should design a unique “executive referral program” that encourages executives to make referrals for your high-level openings. You might think a separate program is unnecessary because high-quality referrals should flow naturally from your executives as part of their job, …

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