March 29 , 2017

Recruiting Tools

Sacred Cows and Silly Practices Die Slowly in Recruiting

Recruiting is full of practices that seem to last forever. Unfortunately, many practices endure for years despite the fact that they add no value to the hiring process. I call these well-established practices “sacred cows” because many longtime recruiters and hiring managers vigorously defend them even though both company and academic data shows that they should be discarded. Read More »

Is It Finally Time for Corporations to Provide Applicants With Feedback?

One of the most powerful unanswered questions in recruiting is “Why are ‘not hired’ applicants and rejected candidates not provided with feedback?” Providing individual feedback in recruiting is almost nonexistent, even though giving feedback is a widely accepted practice in business. Firms take pride in providing feedback to their customers, vendors, and even their employees, but there is no formal ... Read More »

A WOW Recruiting Opportunity — Micro-Videos on Twitter and Instagram

By now everyone knows that the future of recruiting will require the effective use of both the mobile phone and social media. However, you may not be aware that new features on social media giants Twitter and more recently on Instagram now provide the opportunity to effectively sell recruits with short micro-videos that are sent to their mobile phones. Read More »

Comparing the Competencies Between a “RINO” and an Exceptional Recruiter

Recruiting is a unique field because it has no entry barriers. Unlike most professions, you can become a corporate recruiter without any formal certification, registration, recruiting experience, or even a college degree in the discipline. Because becoming a recruiter requires no formal qualifications, you probably won’t be surprised to find out that in practice, there is a wide variation in ... Read More »

Death by Interview: Revealing the Pain Caused by Excessive Interviews

“Death by interview” is the harsh but unfortunately all-too accurate name that I give to the majority of corporate interview processes because of the way that they literally abuse candidates. Death by interview is worth closer examination because harsh treatment during interviews impacts almost every working American, simply because each one of us is subjected to many interviews during our ... Read More »

Top Performers Produce 4x More Output and Higher Quality Referrals

Top performers have an incredibly high ROI Articles from academics don’t always provide practical lessons, but there have been two recent ones that everyone in talent management should pay attention to. The results of the first one focus on the output differential produced by top performers. This study published in February in Personnel Psychology which cut across several industries, revealed that the top ... Read More »

Advanced Items For Your Recruiting Agenda – What Should Google Do Next?

During the newly reinvigorated and exciting ERE conference, two attendees posed related but powerful questions to me. The first was “What advanced topics should be on the agenda of recruiting leaders at elite firms?” Or as another put it “What should Google be planning to do next in recruiting?” At least to me, future agenda items are an important topic. ... Read More »

A Missed Opportunity – Failing To Use References For Recruiting Top Talent

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 and the reference process itself can be powerful sources for ... Read More »

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 the future. Top candidates routinely dislike standard interviews because they ... 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, most corporate recruiting processes simply cannot successfully hire a highly ... Read More »