Recruiting Strategy

Outrageous Recruiting Tools, Continued: 17 More Outrageous Approaches!

My last article on outrageous recruiting approaches gathered several new ideas and a great number of comments. The comments came from three basic categories of recruiters: Executive recruiters. Executive recruiters thought that the whole “outrageous recruiting” argument was comical and that the tools proposed were relatively mundane.  Advanced corporate recruiters. Advanced corporate recruiters were enthusiastic. They noted that they currently use many of these …

Read More »

Diversity Recruiting Metrics

Almost everyone supports diversity recruiting efforts. They are taken as “givens” in most corporate HR departments. But these efforts might actually gain even more resources and respect if recruiters went the extra mile to prove their business impact through the use of metrics. What metrics should you use? I recommend that, instead of relying solely on the traditional EEOC measures, …

Read More »

Make Your CEO Your Chief Recruiter

Take a step back and ask yourself this question: Who is the most powerful and well-known person with the most contacts and resources in your company? The answer of course is your CEO. Now ask yourself, what have I done to make the most powerful and well-known person in the company a recruiter? Unfortunately, the answer in most cases is…nothing. The …

Read More »

14 Outrageous Recruiting Approaches: Try One, You Might Like It!

Let’s face it, recruiters are a conservative lot. When it comes to selecting tools and strategies, they rely primarily on the tried-and-true conservative approach. During my many conversations with companies, salespeople, and especially executive recruiters, I have found that there are many exceptional recruiting and selling practices that are currently used by only a select few recruiters?? but that would …

Read More »

Using Benchmarking as a Recruiting Tool

The best recruiting tools are often the ones that most recruiters don’t use. Why? Because overused recruiting tools generally do not have much of an impact when you are recruiting the prized, currently employed top performers. These so-called passive candidates are smart and aware. Trying to get through to them is difficult, because both they and their companies put up …

Read More »

Why Metrics Are Essential for Success in Recruiting

In a highly competitive world dominated by CFOs who want to cut your budget, it is no longer optional to demonstrate your value. Everyone is accountable! If you are in a situation where “charm” has run out as an option, then it’s probably time to consider switching to metrics in recruiting to prove your impact. It’s interesting that when people …

Read More »

Recruiting Talent to Unglamorous Places, Part 3

Firms that are located in less-than-glamorous locations still need to attract top talent. What is required is a recruiting plan with four elements: Find those with an established family or school connection to the area. Use reverse marketing to find people who like the features in your region. Become a magnet firm, or employer of choice. Build a personal relationship …

Read More »

Recruiting Top Talent to Unglamorous Places

I continually get complaints from managers in “bad weather” areas in the northern U.S. and Canada who claim that it is impossible to recruit top talent because these regions just don’t have the drawing power of other areas. I find it startling that such beautiful cities as Minneapolis, Seattle and Vancouver are among the most frequent complainers. Small-sized firms as …

Read More »

Recruiting After a Snowstorm: Recruiting Opportunities for Warmer Climates

Let’s face facts: most recruiting strategies are painfully traditional and often even dull. But if you have facilities and jobs in a warm weather area ó and you’re feeling bold ó you might try this “bad weather recruiting” approach. Recruiting After a Snowstorm (Bad Weather Recruiting) If you have ever lived in a cold or bad weather climate, there have invariably been …

Read More »