Most know references to be a tool for checking a candidate’s background, but it’s important to realize that reference related factors can also be one of the simplest, cheapest and effective areas for identifying top candidates. Even the best corporations that excel at recruiting routinely fail to realize that references …
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Dr. John Sullivan’s High-Impact Interview Questions for Top Candidates
If you’re not getting exceptional hires, it may be because your traditional interview process is simply not designed to excite them. Instead of dwelling on the past, a superior alternative is to ask them to solve real problems, to demonstrate that they are forward-looking and that they have solutions for …
Read More »Hiring A Targeted Innovator Requires Bold Approaches
The Top 30 Boldest Actions for Recruiting Individual Innovators. I just returned from the always powerful CoDev conference where a prime focus was on the difficulty of hiring and retaining innovators. Almost everyone agrees on the value of innovators but unfortunately, because of their design and their lack of boldness, …
Read More »13 More Bold and Outrageous HR Practices That May Indicate Your Approach Is Too Conservative (Part 2 of 2)
Additional “Bold and Outrageous” HR and Talent Management Practices Here are my selections for the remaining top recently implemented bold approaches that define the bleeding edge of HR practices. Recruiting on social media with the “10 days of shoes” contest – Marriott is a longtime innovator in employer branding but …
Read More »Bold and Outrageous HR Practices That May Indicate Your Approach Is Too Conservative (Part 1 of 2)
The Top 10 Bold and Outrageous HR and Talent Management Practices Here are my selections for the top 10 bold approaches that define the current “bleeding-edge” of HR practices. Outrageous benefits – Google recently revealed that it offers amazing death benefits to every U.S. employee. Should any of its …
Read More »Exciting Job Titles Can Be Powerful Recruiting and Retention Tools
The Power of the “Genius” Title You certainly don’t have to be a genius to get the “genius” job at Apple. There are no stated IQ or degree requirements for the job, and knowledge of Apple products isn’t even required. The title of “genius” at an admired firm like Apple …
Read More »What’s Wrong With Using Resumes For Hiring? Pretty Much Everything
If you’re getting low quality hires, it’s time to realize that the blind and uneducated use of resumes may be a main contributing factor (note that earlier this year I completed a similar analysis on interviews, the second major contributor to low quality hires). Resumes are the currency of recruiting. …
Read More »What’s Wrong With Interviews? The Top 50 Most Common Interview Problems
What’s wrong with corporate job interviews? Pretty much everything. Interviews are the second most used and “flawed” tool in HR (right after performance appraisals). They are used and relied on around the world for hiring, transfers, promotions, and for selecting leaders. After studying and researching interviews for over 40 years, I find it …
Read More »Remote Work — Why Geography Is the #1 Factor That Limits Applications
It’s a fundamental law in recruiting that you “are limited to hiring individuals who have applied for a position” (even direct sourced candidates will at some time will be requested to acknowledge application). Assuming you want an applicant pool that is bulging with superior talent, a logical question would be, …
Read More »RIP – Announcing the Death of the Corporate Careers Website
Five years ago someone asked if the adoption of social networks would lead to the demise of job boards. It was a great question, one that forced a number of people to ask: “Why would they? What value were they not delivering? How should they evolve?” Today there are more …
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