March 21 , 2018

Latest Posts

Training And Compensation’s Role In Recruiting And Branding

Most people see the role of recruiting as a relatively isolated one. Managers and recruiters are intimately involved in recruiting, but other HR functions (like training and compensation) play only a shadow role. This is a major error, because the training and compensation functions need to accept that they also have a key responsibility in helping build an organization’s external ... Read More »

Consider Other Firms As Your “Farm Teams”

In baseball, major league teams get much of their talent from “farm teams.” A farm team is a team that they sponsor so that when they developed talent beyond the skill limits of the farm league, the farm team then passes along that talent to the next higher level team. In a similar light, it might help managers to look ... Read More »

Target The “Have To Be Asked” Candidate!

The forgotten target in recruiting is the currently employed person that will only consider another job when they are directly approached and asked the big question: Would you consider a job with our firm? I call them the “have to be asked” type. Let’s face it, most people are settled in their jobs. They appear to be loyal to their ... Read More »

Why Hiring Freezes Are Dumb

One of my pet peeves in HR is the “overuse” of hiring freezes. All too often, senior managers respond to a minor budget crisis by immediately putting on a hiring freeze. In some companies the freeze seems to be a predictable practice that is repeated once or twice a year, often with negative consequences. As a recruiter, freezes have a ... Read More »

Use A Dedicated Hiring Team, Not Individual Managers!

Most hiring decisions are traditionally made by individual managers; however, these are some reasons why hiring is better done by a small permanent hiring team.Why Managers Shouldn’t Do Most Hiring There are numerous reasons why individual managers shouldn’t be doing most of the hiring. They include: “Rustiness.” The limited volume of openings that most managers have each year may cause them to ... Read More »

Hire Their Mentor: A Great Recruiting Tool For The Hard To Recruit Candidate

Great recruiters realize that there are individuals who act like “magnets”?meaning that if you attract these people to your firm, others will quickly follow them. Mentors are the second strongest “magnets” (after best friend and spouse) in recruiting. Mentors Are Great Magnets We all have people that mentored us and gave us great advice during our career. Well, these mentors can also ... Read More »

Put the Work Where the Talent Is

A famous thief was once asked, “Why do you rob banks?” He responded simply: “Because that’s where the money is!” Managers need to adopt a similar approach if they want to win the “war for talent.” Managers need to begin to “put the work where the talent is” (or wants to be) if they want to be successful in the ... Read More »

One-Day Hiring Made Easy: Part II

What Is One-Day Hiring? One-day hiring is a deliberate strategy for improving both the quality and the number of hires by making hiring decisions on top candidates in one-day! Steps In One-Day Hiring One-day hiring means making a one-day decision–but not a quick and uniformed decision. The steps you need to take in order to make great and fast hiring decisions include the ... Read More »

One Day Hiring Made Easy: Part I

In a war for talent it is essential that you differentiate yourself from your competitors. If you want to wow top candidates (who have the potential to get multiple offers), you must act differently. Making same day offers will certainly get the candidates attention. What Is One Day Hiring? One day hiring is not for all jobs or candidates. It is designed ... Read More »

Steal Their Recruiters!

Winning the war for talent requires an aggressive approach. Unfortunately, many HR types are rather passive “bambi” types that often shy away from using aggressive recruiting tactics. Recruiting and retaining top talent isn’t a “tea party.” It’s a war?and that means aggressive tactics and strategies. There are very few laws governing how you compete against other firms in recruiting and ... Read More »


Why Candidates Are Dropping Out of Your Hiring Process

As seen on Yello (March 31, 2017) by Tracy Kelly. HR industry thought leader and professor of management at San Francisco State University, Dr. John Sullivan, says the cost to candidate withdrawal is real; the lost investment is a drain on team resources. Your online application is too complicated Sullivan reports that at Fortune 500 firms, 9 out of ten ... Read More »