Stop spamming candidates with canned messages and improve their engagement with personalization. If you’re not familiar with the concept, personalized messaging in recruiting is the process where a recruiter changes the content of the messages they send to candidates to the point where the candidate feels special. And even more …
Read More »Recruiting Tools
A Simple “What Worked Survey” Quickly Improves Sourcing / Recruiting (How data-driven sourcing will delay AI)
Recently updated research on sourcing once again shows that it remains the top challenge for TA. And unfortunately, the reappearance of this problem in the research means that weak sourcing has been the top TA problem for at least four years running. Not a pretty picture, and something that simply …
Read More »Opposition Research Improves Employer Branding, Recruiting And Retention (So that you win more side-by-side employer comparisons)
Firms compare their products to their competitors, so also make it easy to compare jobs side-by-side. Win Most Employer Comparisons By Weaponizing Opposition Research Making stark side-by-side comparisons may be uncommon in recruiting, but they are a standard practice throughout business, especially during these times of fierce business competition. Most …
Read More »Using Weaponized Recruiting Tools To Achieve Talent Domination – By Shifting To An Aggressive Competitor Strategy
TA must shift from its “can’t we all get along mentality” to an aggressive competitor mentality. This shift must occur because both the need for talent and the competition for it (in critical areas like AI) are now becoming the #1 business success factor. A factor that’s more critical than …
Read More »Interview Icebreaker Jokes – The Damage They Cause Isn’t Funny (This dinosaur practice should become extinct)
One joke can quietly hurt diversity, raise anxiety, and make interviewees feel like they won’t fit. In addition, most of these icebreaker jokes don’t even meet the practice’s primary goals of relaxing the candidate, reducing anxiety, and making the candidate more open to talking. So why do so many interviewers …
Read More »When You Must Hire The Very Best… Extreme Referral Tools Will Have The Most Impact (It’s time to shift to bolder recruiting tools)
Tired of weak results? Blame cautious recruiters that won’t try more aggressive recruiting tools. Understanding Why Extreme Recruiting Approaches Are Necessary One of the primary reasons why most hiring managers have long been frustrated with the number of top candidates that they are receiving. This is because risk-averse recruiters (most …
Read More »Recruiting Leaders Your Future Is Dim – Guidelines For Your Transition Into AI
AI’s capability is so great that TA leaders that can’t drive the transition will be replaced. Note: The goal of this short piece is to get TA leaders to plan for their transition into AI. AI is currently dominating both national and business news, and that importance will persist for …
Read More »The Key Driver Of Every Company’s Bottom-Line… Will Be A High-Volume Pipeline Full Of AI Candidates
The Future of Strategic Recruiting will use tools like Evergreen Jobs to create an AI talent pipeline. As you will learn later, this AI talent pipeline will soon be necessary for any company to achieve its bottom-line results. This “always recruiting tool” that I am highlighting here enables companies to …
Read More »Improve Hiring Instantly… Simply Add An Interview Scheduling App (Seldom does a simple addition have such a measurable impact on your results)
Note that the lengthy back-and-forth of most interview scheduling is the longest hiring delay factor! Yes, using something as slow as a people-driven traditional interview scheduling process. Could, in some cases, lengthen the overall hiring process by up to 50%. And having an overly long time period to complete all …
Read More »You’ll Never Achieve Great Hiring Until You Better Document Your Interviews
46% of hires fail, and Google found interviews can have a lower predictive value than a coin flip. Also, research by Gallup found that “Companies fail to choose the candidate with the right talent for the job 82% of the time.” In my experience, you can fairly blame the common …
Read More »