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Have you ever noticed that in the sports world, recruiters are treated as heroes? They have huge budgets and their managers spend a great deal of time and resources on the continuous identification of top talent. Everyone on the team knows who recruited Michael Jordan, Kobe Bryant or Shaq. In …

Recruiters are always complaining that managers don’t cooperate with them. There are many reasons for this, but one of the largest is that recruiters never adjust what they do to better fit with what managers expect or need. It’s easier to adjust if you know what they like and dislike …

I am fortunate to have had the opportunity to train thousands of recruiters over the years. Most turn out to be pretty good at what they do, but a select few strive to and eventually become great recruiters. Here are eight simple rules that lead to greatness in recruiting. When Learning …

Last week I wrote about rebuilding a damaged or tarnished employer-of-choice brand. Based on the articles people were searching for on my website and email questions that had come in over the past few weeks, I figured this was becoming an emerging issue. This week my colleague Master Burnett and …

I have helped numerous companies improve their employer-of-choice brand image over the years. But recently I was asked about an interesting related issue: How do you rebuild a “tarnished” employment brand after a negative PR event? The question is a new one, in part because in the past it was …

Most firms miss the boat when it comes to identifying their recruiting competitors. They assume that their competitors for talent are the same companies that they compete against in the product/service area. But that narrow assumption can be a major mistake. Your talent competitors (TC) are your product and service …

In order to do succession planning, you must first identify the “future leaders” of your organization who will be included in your succession plan. Once identified, those leaders can then be targeted for development and, eventually, a planned progression throughout the organization. But what is the best approach to use …

During economic downturns CEOs and CFOs come to HR looking for ways to cut labor costs. As sales go down, labor costs must also go down proportionately. Unfortunately, HR’s responses to requests for labor cost reductions frequently come well after they can have a real impact. But HR must learn …

In last week’s article, we looked at the “precursor approach” to workforce planning. We saw how using this approach was a great way to split the difference between extensive statistical modeling and relying on “gut instinct.” Here we’ll take a look at some precursors that can be used in conjunction …

There are three parts of all successful workforce plans. It turns out that the three parts are not all equal, however. The first part, which is the workforce forecast, is the most important. It projects company growth and the corresponding change in our talent needs as a result of that …