Recruiters have been “placing ads and reading resumes” for decades. As an HR professor I get to review hundreds of resumes and I never have understood why any HR professional would rely on it as an accurate source of information about a candidate. If you really want to find out …
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Selecting Your Employment Strategy
Imagine the head of the function that has one of the most strategic impacts on the business not even having a name for their own business strategy? Many employment functions operate strictly on a day-by-day ad hoc basis. As a result recruiters and managers often do not know the focus …
Read More »Selecting Your Employment Strategy: Possible Suggestions
Imagine the head of the function that has one of the most strategic impacts on the business not even having a name for their own business strategy? Many employment functions operate strictly on day-by-day ad hoc basis. As a result recruiters and managers often do not know the focus or …
Read More »Excite Your Candidates With A Project And Opportunity Description (POD)
Applicants know it and recruiters know it to… Job descriptions are boring! WeWOW applicants with great web pages and savvy recruiters but when we get down to the “nitty gritty” we continue to “bore them to tears” in the area that leaves the most lasting impression… the description of the job …
Read More »Instead Of The Cost Of Hire?Measure The Cost Of A Bad Hire
If your company has a turnover of 20% per year and all of your new hires are mediocre, it will only take 5 years for all of your entire workforce to be mediocre. The cost of a “bad hire” for a software engineer can exceed a million dollars, for a …
Read More »Stop Worrying About The Cost Per Hire – A “Better Metric” Is The Quality Of Hire
I hear HR professionals say they want to be strategic but often their actions indicate otherwise. Take the all too commonly used “cost per hire” metric. Sure it’s used by lots of people but so is astrology. Let me explain what’s wrong with it and how it could be improved. What’s …
Read More »How to Ruin a Great Recruiting Effort with the “Orientation From Hell” – Part II
This is the second of a two part series on how to “close the sale” after a world class recruiting effort Sales Reps know it – First impressions are everything! HR professionals need to know it also. Many corporations miss an opportunity to make a great first impression and to …
Read More »How To Ruin A Great Recruiting Effort With The “Orientation From Hell” – Part I
This is the first of a two part series on how to “close the sale” after a world class recruiting effort. SALES REPS KNOW IT – FIRST IMPRESSIONS ARE EVERYTHING! HR professionals need to know it also. Many corporations miss an opportunity to make a great first impression and to …
Read More »Becoming an Employer of Choice – Part II
FIRST STEPS IN BECOMING AN EMPLOYER OF CHOICE (EOC) Do a preliminary survey of top management to identify possible support or resistance. Do a benchmark study of current EOC firms that you wish to emulate. Place special focus on firms that have “recently” begun/successfully completed the transition to an …
Read More »Becoming an “Employer of Choice”
Have a shortage of candidates? An “Employer of Choice” (EOC) like HP, for example may get as many as 1,000 resumes a day! Becoming an EOC isn’t easy but it certainly can help solve your shortage of applicants. An EOC is a conscious corporate-wide employment strategy designed to re-make a …
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Hire Your Customers – The Top Recruiting Source In Retail (Target this often-ignored talent pool)
If you recruit in retail or service industries, a top source should be your customers …
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Alert – Those Great Interview Answers May Be Generated By AI (Identifying “AI boosted” interview answers)
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Stop Painful New-Hire Turnover – By Identifying Candidates That Will Quit (A checklist for screening out flight-risks)
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Hire The Not-Yet-Promotable… And Improve Internal Movement (Hiring for this and the next job)
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The Dumbest Reasons For Rejecting Job Applicants (Questionable rejection factors that hurt hiring results)