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 …
Read More »Recruiting Tools
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 …
Read More »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. …
Read More »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 …
Read More »Recruiting at Professional Events Is a Powerful but Underused Tool
Why Recruit at a Trade Fair or Professional Conference? Unlike a job fair, in which people decide to attend on their own, a trade fair or a conference is a gathering of the very best professionals in any industry, who all are sent by the company. Because they are sent …
Read More »Outside-the-Box Recruiting Using MySpace.com as a Recruiting Tool
Recruiting Outside the Box Takes Courage The only problem with the approach outlined here is that while nearly every recruiter on the planet says that they want to try outside-the-box tools, most recruiters are mundane, lack the courage to try new things, and are unwilling to invest the time it …
Read More »Convincing Reluctant Candidates on the Right Day
Right Days and Wrong Days to Offer Someone a Chance for a New Opportunity Wrong day: Any day during the week before a targeted individual is expected to hear about whether they got their expected promotion. Right day: The day after they were rejected for that promotion. Wrong day: The …
Read More »Convincing Reluctant Candidates on the Right Day, Part 2
The six basic approaches required: Read business papers and magazines. The purpose is to identify when newsworthy companies have positive, negative, or dramatic business events. Watch the weather. Watch the weather channel and read the weather section of the newspaper to identify geographic areas where people are likely to want …
Read More »Boomerangs: The Strategic Process of Rehiring Your Former Employees, Part 1
Beware of Antiquated Thinking! Hiring boomerangs can be political. A number of managers hold the antiquated notion that boomerangs are traitors and should not be allowed to return. This notion is silly because the job world has changed, and the number of employees who remain loyal to a single organization …
Read More »Boomerangs: The Strategic Process of Rehiring Your Former Employees, Part 2
Steps in Building a World-Class Boomerang/Alumni Program There is no standard format for a corporate alumni program, but there are a number of essential steps that you should consider when implementing a program if you intend on being successful. They include: Program Start-up Steps Assign an individual or team to …
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