February 26 , 2017

Recruiting Tools

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 »

Valero Case Study — Simplified SLA Example

Staffing Department: Service Level Agreement Customer Commitment:           Utilize the Manager Self Service (“MSS”) portal for all staffing resume reviews, request and applicant processing. Work with recruiter to develop an effective online pre-screen questionnaire, screening processes and interview strategy. Staffing Commitment: Post job within 48 hours of receiving approved job Major job postings Industry specific postings (niche) Employee Referral Program ... Read More »

12 Best Recruiting Practices to Copy

12 Best Practices I Would Emulate Valero's business-case model. Using basic statistical regression models, the recruiting function identified the gaps between what the business would need to continue operations and what talent they could bring in via their current model. They then converted that gap into a dollar impact and used that result to sell the executive team and the ... Read More »

How the Best Firms Convince Line Managers to Focus on Recruiting

Getting Managers to Pay Attention The following is a list of the things that world-class recruiting functions do to get line managers to pay attention to recruiting professionals and recruiting issues: Rewards for great recruiting. At the very best organizations, managers are measured and rewarded for great recruiting and for recruiting-related issues such as diversity. Unfortunately, only 39% of firms ... Read More »

Stop the Recruitspeak: Learn to Talk and Think Like a CEO

Of course, these individuals frequently call themselves "business partners" or strategic individuals. But the fact is that you could tell immediately that they are not like CEOs just by their talk alone. Even though few corporate recruiters have had the opportunity to meet and spend time with their CEO, only a very small percentage of recruiting professionals ever take the ... Read More »