Today, there’s plenty of evidence that debunks the old myth that “Recruiters don’t hire! Managers do.” Fewer Would Aggressively Resist Accountability If They Knew Its Many Benefits Since so many in recruiting appear to be passionately trying to avoid accepting accountability, it may be surprising to learn that there are, …
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The Many Perils Of Accepting Certifications As Qualifications (Problems with accepting certifications instead of college degrees during hiring)
Only 5% of surveyed recruiters say that certifications can replace college degrees in all jobs. And only 48 % agree that they can replace college degrees in at least some jobs. The latest disruption recruiting leaders now face is the growing emphasis on certifications over college degrees. A recent survey …
Read More »Personalized Messaging Will Instantly Improve Candidate Engagement (Which will improve your recruiting results)
Stop spamming candidates with canned messages and improve their engagement with personalization. If you’re not familiar with the concept, personalized messaging in recruiting is the process where a recruiter changes the content of the messages they send to candidates to the point where the candidate feels special. And even more …
Read More »Recruiting Leaders Your Future Is Dim – Guidelines For Your Transition Into AI
AI’s capability is so great that TA leaders that can’t drive the transition will be replaced. Note: The goal of this short piece is to get TA leaders to plan for their transition into AI. AI is currently dominating both national and business news, and that importance will persist for …
Read More »How to Hire After Layoffs By Lauren Dixon
As seen on Reworked.co by Lauren Dixon How to Hire Again When it does come time to hire for a previously eliminated role, legal questions are the first to address.Society for Human Resource Management (SHRM) suggests to wait at least six months since the layoff. If “the former employee finds …
Read More »Hire Faster – By Reducing “Quickly-Ended” Initial Interviews (A small fixable problem with significant negative impacts)
A quickly-ended interview is when after 1-2 unsatisfactory candidate answers, you just want to end it. And afterward, frustrated hiring managers will openly wonder why this clearly flawed candidate was ever scheduled for an interview. These problematic interviews are labeled as “quickly-ended” because, during the first few minutes, they were …
Read More »The Key Driver Of Every Company’s Bottom-Line… Will Be A High-Volume Pipeline Full Of AI Candidates
The Future of Strategic Recruiting will use tools like Evergreen Jobs to create an AI talent pipeline. As you will learn later, this AI talent pipeline will soon be necessary for any company to achieve its bottom-line results. This “always recruiting tool” that I am highlighting here enables companies to …
Read More »Improve Hiring Instantly… Simply Add An Interview Scheduling App (Seldom does a simple addition have such a measurable impact on your results)
Note that the lengthy back-and-forth of most interview scheduling is the longest hiring delay factor! Yes, using something as slow as a people-driven traditional interview scheduling process. Could, in some cases, lengthen the overall hiring process by up to 50%. And having an overly long time period to complete all …
Read More »You’ll Never Achieve Great Hiring Until You Better Document Your Interviews
46% of hires fail, and Google found interviews can have a lower predictive value than a coin flip. Also, research by Gallup found that “Companies fail to choose the candidate with the right talent for the job 82% of the time.” In my experience, you can fairly blame the common …
Read More »Revisiting Top Talent Failures – Recruiting Sources That Only The Best Use
Most “revisits” are top prospects that applied, and came close, but were never hired during a job search. So they can be classified as top-talent failures. However, I find that these talent failures are right under your nose. It should be considered as a top-quality talent pool instead. It is …
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