Recruiting Strategy

What Is a Competency-Based Approach? Using the language of those who earn their living selling and marketing competency-based solutions, a competency-based recruiting approach relies on using a series of assessment tools that identify not only the technical skills a candidate possesses, but his behavioral competencies as well. A competency is …

What Is a Recruiting Culture? A recruiting culture is a recruiting strategy that shifts the responsibility of recruiting to managers and employees. While the recruiting department provides leadership, every individual and department in the organization is assigned a prominent role in recruiting. No individual is exempt. The process of building …

The Goals of a Recruiting Culture Recruiting cultures can only be effective if they are focused, and that means that they must have clearly defined goals that everyone understands. The goals of a recruiting culture should include: Demonstrating to all employees that it's in their own best interest to work …

Recruiters are a strange lot; thousands flock to the Internet each year looking for out-of-the-box recruiting tools, but they often reject what they find because it seems too different. If you're one of the faint-of-heart recruiters, stop reading, because there's no way you're going to have the courage to explain …

Next Practice Development Is More Common in Other Business Functions Next practice development isn't about making something more efficient; instead, it is about a fundamental transformation of the core business activity. For example, Apple has long been a participant in the computer industry, in which the core best practices are …

Calculating the cost of a vacancy (COV) is a critical activity, one that’s necessary to determine the actual business impact of talent shortages that result from a gap between the time talent is needed and the time required by the recruiting function to supply such talent. As a metric, it …

You might disagree with me about exactly when the next hiring boom is coming ó but there can be no doubt about the fact that it is most certainly coming. At some point soon, the economy will turn around and large scale hiring will begin again. The real question to …

This is the final installment in a six-part series on the future of recruiting. In the first five parts of this series, I looked at how the recruiting department, the Internet, corporate websites and recruiting metrics all will change in the future. In this last part, I will explore how …

Most recruiting departments currently get by with a minimal use of metrics ó and the metrics that they do utilize are insignificant from the strategic standpoint. But as time passes, most VPs of HR will no longer tolerate such silly metrics as cost per hire, interviews per offer, and the …

In last week’s article, Part 3 of this series on the future of recruiting, I examined the strategies that firms will use in Internet recruiting in the future. Here in Part 4, I will focus more specifically on corporate and other websites and the new features that they will offer. It’s …