Recruiting Tools

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 …

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Stop the Recruitspeak: Learn to Talk and Think Like a CEO, Part 2

CEO Measurement and Reward Criteria After money and sports analogies, the next element of CEO language to develop covers the board of directors' and the CEO's reward factors. CEOs are not unique in that everyone pays a lot of attention to what they are measured and rewarded on. But because the amounts of their rewards are so high, CEOs are …

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Stop the Recruitspeak: Learn to Talk and Think Like a CEO, Part 3

Risk Taking CEOs love to bet on almost anything for fun, to show that they are good at taking calculated risks. Some CEOs will literally say that they are "betting the future of their corporations" on some of their major decisions. CEOs get major kudos and bonuses when they produce business results. Unfortunately, it is difficult to produce striking results …

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The Top 10 Ways to Shock and Awe Your Senior Managers

Let's face it, most of the things done in recruiting are relatively mundane, and as a result, they get little recognition or even acknowledgment by senior management. If you're tired and frustrated with your present situation in recruiting, it's time to step back and realize that, in the eyes of senior managers, most of the things you're doing are, to …

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Upcoming Innovations in Recruiting

Rules That Drive Innovation If recruiting doesn't want to be the slowest car in a fast-moving train of innovation, it must adopt a series of "innovation rules" to live by. They include: Don't be complacent. Never be satisfied with the status quo, because any competitive advantage you might have will soon be gone. Continuous improvement. Develop programs and practices with …

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An Applicant’s Bill Of Rights Will Improve Your Acceptance Rates

Business Reasons for Improving the Applicant Experience There are several reasons why recruiting organizations should focus on improving the way that applicants are treated. Some of them include: Passive candidates demand quality treatment. They are used to it at their current job and they expect the same level of respect and courtesy at other organizations. Because top performers already have …

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An Applicant’s Bill of Rights, Part 2

Additional Applicant's Rights In addition to the potential elements of an applicants Bill of Rights that I provided last week, this part includes: More examples of rights for possible inclusion in your own applicant's Bill of Rights A list of applicant responsibilities and your expectations for any applicant A sample version of an applicant's Bill of Rights The listing of …

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Discouraging Low Quality Applicants Allows You To Focus on the Best

If a 14-year-old walked into a liquor store, for example, they would be told to leave. Someone driving up to a Ferrari showroom in a Bentley would be more likely to be served ahead of a potential customer riding up on an old bicycle. Banks routinely discourage customers with small bank balances while simultaneously offering enhanced or premium level services …

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U.S. Army Recruiting Needs Your Help!

After analyzing the U.S. Army's approach to recruiting, I have some suggestions for action steps that it could take to improve their efforts. Maybe the ideas presented below will trigger some ideas of your own. Certainly many of them could also be used to improve recruiting at your own organization. Take advantage of referrals. Referrals are always the foundation for …

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How Does Your Employee Referral Program Stack Up?

Lots of Questions While we have written on this topic extensively, sharing what best practices have been observed, documenting what concepts from other functions can be borrowed to drive a program, and highlighting the firms that for lack of a better phrase kick butt, we are aware that program managers have questions. In 2005 alone, concerned recruiting professionals submitted more …

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