Trusting resume content is a main cause for the outrageous 46% new hire failure rate (within 18 months). Unfortunately, lies on resumes are becoming even more common because 85% of employers have uncovered a lie or misrepresentation in a candidate’s resume or job application. Alarmingly, lying is up 66% from …
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Recruiting During 2023 – The Good, The Bad And The Ugly
Even the most optimistic need to prepare for another difficult year in recruiting. So, if you’re the Pollyanna type who only wants to hear positive news, I suggest that you immediately stop reading. Because from a recruiting perspective, 2023 is likely to be even worse than the last two years …
Read More »December 2022 – A Unique Recruiting Opportunity That Can’t Be Missed (The right time in recruiting makes all the difference)
Don’t relax, because recruiting this December provides quality candidates and record-low competition. Yes, recruiting “at the right time” is a seldom-used strategic advantage among recruiting leaders. For example, most recruiters and hiring managers routinely “take the end-of-the-year holidays off.” First because they are exhausted. But also because they mistakenly assume …
Read More »Become A Data-Driven Recruiter – Surviving Looming TA Layoffs In 6 Simple Steps
I’ve found the best way to survive the looming wave of recruiter layoffs is to become data-driven. Why? Because being data-driven allows an individual recruiter to successfully land better-performing new-hires faster and with fewer mis-hires. And surprisingly, it’s even possible to be data-driven as an individual recruiter, even if you …
Read More »Improve Referrals Dramatically – Transform Them Into “Talent Recommendations”
A primary flaw in referral programs is allowing employees to refer “strangers” that they barely know. Employee referrals are by far the #1 hiring source, both in volume and for quality (i.e., on-the-job performance). However, I have found that the performance of these programs may improve by as much as …
Read More »CEOs Say Recruiting Is The #1 Growth Limiting Factor – These Ugly Numbers Reveal Why
CEOs cite recruiting as the #1 factor that restricts business growth! That should shock TA leaders. Because during an economic downturn, literally, nothing comes close to the strategic importance of reviving your organization’s growth rate. So in my view, recruiting leaders should be shocked once they discover that recent survey …
Read More »Alert For An Exceptional Talent Opportunity… Target Elite Firms That Are Currently Undergoing Layoffs (Job security is becoming a major attraction factor, so why not poach at Twitter?)
Targeting struggling firms allows you to hire exceptional talent that now seeks greater job security. Yes, during a time when talent opportunities have been quite rare, there is suddenly a recruiting opportunity that shouldn’t be missed. This opportunity now exists because a significant number of elite but temporarily struggling firms, …
Read More »Inflation – Low-Cost Ways To Counter Its Impacts On Recruiting And Retention (Steps for convincing applicants not to worry about low base compensation in their new job)
This action piece… is a scannable list of alternatives to raising employee pay during high inflation. This article covers a list of compensation selling approaches. They are designed to minimize potential applicants’ fear about whether the compensation in their new job will allow them to maintain their current living standards …
Read More »Improve Your Recruiting Results Using These Best Practices From Top Firms (Covering employees as references, impactful fonts, and candidate interview warm-ups)
In this monthly piece, Dr. Sullivan highlights 3 best practices that reveal the future of recruiting. The Benefits Of Adopting Best Practices From Other Firms The best way to rapidly improve your recruiting results involves borrowing and tweaking the best practices from other leading recruiting functions to fit your situation. …
Read More »Candidate Exit Interviews – Getting Feedback From Your Recruiting Customers (The #2 barrier to recruiting excellence)
The two dumbest things in recruiting are not soliciting candidate feedback and not assessing new-hire performance (a.k.a. quality of hire). Unfortunately, most in recruiting are not even aware of the practice of “candidate exit interviews,” soliciting new hires and candidate feedback after completing each hiring process. Unfortunately, gathering exit interview …
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