Sourcing

Repost, originally published in June 2016 A comprehensive name-capturing guide for identifying who should be in your recruiting pipeline Let’s get straight to the point: having an external recruiting talent pipeline is a powerful tool but almost no one does it well. You can tell if your pipeline is failing if more than 50 percent of your new hires come …

Hyper-personalizing is the most effective no-cost way to impress candidates. It adds small personalized touches to make them feel special. Unfortunately, many recruiting organizations make candidates feel like they are “no more than a number” during down economic times. An alternative approach, that I call “hyper-personalized candidate actions,” can improve your chances of landing the hardest to hire candidates. This …

Behavioral interviews describe past behaviors. In our dramatically changed world, new-hires can’t be successful relying on outdated actions. Instead, they need to take actions that fit in today’s dramatically changed environment. So, recruiters and hiring managers need to be aware that behavioral interviews (the most commonly used of all interview tools) may no longer work. The historical actions that have …

A manager’s time is limited, so only hire those that are “a pleasure to manage” because they respect a manager’s time. Yes, most new-hires are unknowingly a burden. They drain a great deal of a manager’s time as a result of having to be provided with continuous coaching and direction. However, because a manager’s time is severely limited in a …

Alert: the common corporate excuse for low diversity (the supply) dissolves if you offer “work from anywhere jobs” and fill them globally. Obviously, the workforce of the entire world is diverse. So, you should consider taking advantage of that fact with “the next big diversity solution.” Sourcing

Are you flooded with unqualified applicants that have no chance of being hired? Proactively discourage them and avoid wasted recruiter time and legal risks. Due to record high unemployment levels during this unprecedented downturn, most organizations are being bombarded with applications. Unfortunately, many of these applicants have no chance of being hired. Every organization, of course, welcomes fully qualified applicants. …

Diverse approaches and ideas are encouraged and celebrated because they help us expand the number of available options covering the ways that we can act.

After a sports team beats yours, you try to hire their highest impact player away. Corporations can also prevent losing future competitions using a “hire those that beat you” recruiting program. Which is a program that targets directly hiring at least one key employee away from a competitor’s team that recently beat your company in a head-to-head product development race. …

If you’re striving to learn how to hire remote workers (or if you strive to become one), here are some ideas that should stimulate your thinking about how it could be done.

Fortunately, the top five most effective recruiting tools are simple, logical, and intuitive. They also require no cash outlay, take little time, and work at a range of firms from Google down to small businesses.