Recruiting Tools

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 …

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 …

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 …

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, …

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 …

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. …

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 …

At most companies, executives are demanding the continuous upskilling of their workforce. And especially in the “soft skills” area, where in many cases, they are equal in importance to technical skills. And if hiring is going to do its part. It must add more innovative and accurate approaches for assessing …

In a talent shortage, when you must increase participation in recruiting, learn to pay for it! During these extremely challenging recruiting times, there is ample proof that even small incentives will increase participation rates during important recruiting steps.  “What gets rewarded gets done.” When looking at the big picture, it’s …

PDQ boomerang re-recruiting is the most powerful undiscovered opportunity in all recruiting.