Sourcing

What firm doesn’t need to be strategic? In fact, what could contribute more to the success of an organization in today’s fast-changing world of business than having a large cadre of strategic thinkers? As a result, CEOs would love to have as many of them as possible at all levels of the organization. And when polled, in a survey of executives, a …

As seen on ERE Media June 26, 2017. There has been a great deal of recent coverage on unconscious biases. However, almost all of the attention has been on becoming aware of these unconscious biases. This is problematic because even data-driven Google could not prove that unconscious bias training actually resulted in an increase in diversity hires. So it’s time …

Should You Hire an Employee, a Robot or an Algorithm? You have been warned: a robot is about to take not just your job, but most jobs! Few in talent management or HR are prepared for the robot takeover, and in most cases, the issue is completely absent from the agenda of executives. Literally, while you are reading this, whole …

Let’s face reality: most sourcing efforts are extremely rushed. As a result, there is a high probability that in key jobs, your sourcing effort will completely miss a significant number of high-quality external prospects. If you instead want to avoid missing a single top prospect, a superior approach is to stretch out the sourcing process so that you have a …

If you’re looking for a powerful strategic recruiting approach that has powerful long-term impacts, you really only have two choices: employer branding, and a “recruiting talent pipeline.” While almost every major corporation is investing heavily in building their employer brand, it’s quite rare for one to actually have a high-performing external recruiting talent pipeline. A recruiting talent pipeline approach is …

One of the most frequent questions that I get is, “What are the best practices in recruiting?” Well, one best practice that always appears near the top of my list is developing a “most wanted list.” Unfortunately, this approach is rare in the corporate world, where 100 percent of all hiring is “immediate need hiring.” What this means is that …

By focusing on one type of diversity referral program, within six weeks a firm can dramatically turn around its diversity recruiting … to the point of, for engineering jobs, “a 55-fold increase in the percentage of candidates from underrepresented ethnic backgrounds” and a “24 percent increase in women applicants.” Well, these dramatic results were recently achieved at the Internet firm Pinterest using a program …

It’s a sad fact that most of what we know about those who we are trying to hire (recruiting prospects and candidates) is anecdotal and historical. At the same time, both the job search process and candidate expectations are changing at an incredibly rapid rate. These changes are a result of the Internet, social media, and the new technologies that change …

Engaging those who someday might want to work at your firm We’ve all done it. At one time or another after hearing about the best practices or using the products of a firm that we admire, we have thought to ourselves “someday I might like to work there. It makes sense for corporations to try to engage these individuals who are already …

By far, the most frequently asked question is “What single best practice has the most dramatic impact on diversity recruiting results?”