August 21 , 2017

Recruiting Tools

Can’t Find Talent…You Must Be Kidding!

In Times of Low Unemployment, Your Industry is Your Farm Team Like many, you have probably heard that there is a shortage of talent. This statement would be true if you were managing the macro-level economic engine of a state or country, but luckily, you are not. The plain and simple truth is that for any single firm there is ... Read More »

55 Low-Cost Ways to Recruit Nurses

While many firms fight a war for talent, that phrase doesn’t adequately describe what goes on in the healthcare industry. For most industries, the war for talent is a temporary condition that will eventually end, but the battle to attract and retain talent in healthcare is a struggle that literally has no foreseeable end! In the good and bad economic ... Read More »

Successfully Marketing Employment Products (Part Two)

Over the course of the last three weeks, we have laid out a model for managing the portfolio of job opportunities an organization produces similar to that used by organizations to manage their product/service portfolio.   This model repositions the employment opportunity as a product, one that can be defined, engineered, packaged, marketed, and sold just like any other product. ... Read More »

Successfully Marketing Employment Products (Jobs)

It happens to each of us nearly every day. We read something, act on the information, and find out later that the information we acted on deceived us in some way. An advertisement for a sandwich from a quick-service restaurant features a plump, juicy, perfectly grilled chicken breast stacked on a freshly baked sandwich roll with crisp lettuce, juicy, ripe, ... Read More »

How Do Your Employment Products Compare?

In the high stakes game of procuring the world’s best talent, organizations are increasingly realizing that positioning one’s self correctly in the labor market is essential to even being considered as a viable employer. While 10 years ago candidates may have trusted what employers had to say, today top talent is presented with a bevy of options that enable them ... Read More »

Improving Interviews: Changing the Timing and Adding a Sales Component (Part 3 of 4)

In previous articles, I highlighted what’s wrong with interviews, some alternatives to supplement interviews, and pre-planning steps to improve the customer experience. In this part, I’ll provide some suggestions on changing the timing and the content of interviews, both of which can increase the number of top performers who will accept an interview and increase the odds that the interview ... Read More »

Improving Interviews and the Candidate Selection Process (Part 2 of 4)

To improve upon the generally weak results obtained from traditional interviews, consider the suggestions presented here, which revolve around interview planning, preparation, and adding structure to what often is a free-form process. If you don’t like structure, remember that there is plenty of data to support the fact that structure improves interview reliability and accuracy.   Improving the Candidate Experience ... Read More »

Improving Interviews and the Candidate Selection Process (Part 1 of 4)

Most selection processes cannot accurately predict probability of performance. In most cases, the process relies solely upon three basic elements, and each is a poor predictor of performance. In my previous article series, entitled What’s Wrong With Interviews, I outlined dozens of things wrong with the way most firms approach interviews. Because many organizations rely on only three elements (with ... Read More »