Recruiting Strategy

Don’t Hire Them… Hire Their References!

It is interesting that a large majority of all U.S. firms use reference checks as a final screen for their applicants. However, few have any data to prove that applicants who get high scores from references outperform those applicants who get lower scores. Reference checks, may actually screen out bold thinkers and innovators who along their career may have challenged …

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What Senior Managers Expect from Recruiters

I often find HR people (and recruiters in particular) with an insufficient understanding of the business that they are recruiting for. One of the ways to avoid that pitfall is to talk directly to the senior managers in order to identify their expectations. If you want to get an idea of what managers expect, look at this summary of the …

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Poaching Tools / Techniques Part 2 of a 2 part series

Recruiters must realize that (unlike in the past, when the “pool” of unemployed people contained some top performers) the current group of unemployed people is short on top talent. Currently the only remaining viable option is to source, raid, or poach top talent from other firms. Unfortunately most recruiting tools were developed to attract unemployed people that were actively looking …

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“Poaching” Isn’t Just For Salmon Anymore (Part 1 of a series – Arguments against poaching)

“Poaching” is the term recruiters use for directly recruiting (raiding) the employees of another firm. Poaching is considered unethical by some but any graduate of the “Gordon Gecko” school of business could easily fail to find any ethical issues in poaching employees. Especially, because, with only 4% of the population actively looking for work, the only way to get any …

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Diversity Recruiting — The Compelling Business Case

There are many excellent legal and social arguments for recruiting diverse employees. However the most powerful and effective arguments that I have made for excellence in diversity recruiting relate to the business and the dollar impact that diversity recruiting can have on the bottom line. Does having a workforce with diverse backgrounds, experiences, and ideas have impact on the firm’s …

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Torture By Resume

Managers hate being presented with a “stack” of resumes. One of any manager’s worst nightmares is when a recruiter drops off a “stack” of resumes to be read “right away.” No matter how well intentioned managers may be, the reality is that they will postpone looking through the stack for days or even weeks. Why Do Managers Hate Stacks of …

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News Flash – Recruiting Has the Highest Impact on a Firm’s Shareholder Value

Ever wonder why recruiting gets so little respect by top management? In my work (regardless of the size of the company or no matter what industry) I find that the reason that recruiting gets no respect is because it fails to quantify its impact (in dollars) on the bottom line! Recruiters regularly use relatively silly metrics to describe their successes. …

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Hire Them Both – A Package Deal

In a tight labor market, firms can gain a tremendous competitive advantage by breaking the old rules and acting differently from the average firm. Unfortunately it’s often quite difficult to get conservative HR departments to realize that the recruiting game has changed forever. And if you are going to get the best recruits, you have to stand out from the …

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Sharing Best Practices In Recruiting – Some Examples

There was a great response to my best practices request. Sorry, I couldn’t mention them all. This is a continuing process so if you do something innovative, please send it on to me at [email protected] REWARDS FOR SAME DAY HIRING – SUPERIOR BANK Our company, Superior Bank is a nationwide $2billion dollar sub-prime mortgage and auto lender. We have 2,000 employees. I …

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The Only Recruiting Measure That Matters – Measure The Quality Of Your Hires!

Note – Let me be clear, the single most important thing you can do to improve ANY staffing function is to measure and reward the quality/performance of the people you hire. Everything else pales by comparison in changing the way you recruit! Most employment managers measure success in the wrong way. Looking at the cost of a hire, the number …

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