March 23 , 2018

Latest Posts

Earrings for Talent…Creativity in Recruiting

If you want to succeed in the war for talent, you will find that it takes a great deal of creativity and innovation. The staid old approach won’t “cut it” in a world that expects “WOWs.” You must stand out from the crowd if you are going to get the attention of top talent. How are these summaries as examples ... Read More »

Test Your Systems…You Might Not Hire Back Your Own Employees!

Most employment selection systems are so bad that if you submitted the resumes of your own firm’s top performers, they probably wouldn’t get re-hired. It’s not as unusual as you might think. Most selection systems fail to track their own effectiveness. Now before you get nervous, be aware that checking selection systems does not require a complicated validation procedure. Here ... Read More »

When Assessing Talent, “Give Up Without A Fight”

Most recruiting is relatively straightforward and easy to understand. But there is one crucial aspect that is counterintuitive. That aspect is the ease of finding your new hires. It would seem logical that you would be happy when it is relatively easy to get candidates to say “yes” to your offers. In fact, the exact opposite is generally true. Top ... Read More »

Re-Recruit Your Top Talent…If You Want Loyalty, Buy A Dog!

If you want to retain your best workers it takes hard work! Gone are the days when employees would stay at a firm and make it a career. It’s no longer true in professional sports, and it’s no longer true in the business world. I am constantly amazed at the ignorance or arrogance that managers demonstrate when they criticize workers ... Read More »

Getting Managers to Pay Attention to Resumes: “Five Greats, No Uglies.”

Why don’t managers pay more attention to recruiting? Of all the questions I get from HR professionals, this is by far the most common. Managers often fail to put much time into recruiting for a variety of reasons. Why do managers fail to pay attention to recruiting? Delays by managers in screening resumes directly slows the time to fill a ... Read More »

How to Hire Great People Who Don’t Need a Job

Assumptions: Employed “top performers” are different from other candidates and must be treated that way. These candidates are not in the job search mode often, and are certainly not likely to be on the day we happen to have an opening. People who are currently employed are “harder to find” because they are not actively looking and they are less ... Read More »

Use a Recruiting Advisory Board to Improve Your Recruiting

Recruiting is a form of marketing where it is crucial to understand the unique needs of each of your niche customers. Unfortunately, it is difficult for most managers and recruiters to understand the unique needs and wants of certain groups of people. Since the workforce gets less homogeneous as each day passes, recruiters now need “insider” advice to better understand ... Read More »

Finding Talent Is Easy ? Do A Behavior Profile

One of the most common complaints that recruiters have is that it is hard to find top talent. If you are having a hard time finding people in any particular field, try using the following marketing tool (a customer behavior profile) as a start. What is a behavioral profile? One of the basic laws of recruiting is that “A” players know ... Read More »

Hire A “Warrior” Recruiter? Not? Bambi?

I?m helping someone hire a contract recruiter in the communications technology field and I was asked what they should look for in a great recruiter. Here is my response. If you believe that there is a war for talent it’s only logical that you would hire someone with a “warrior? mentality to be your recruiter. There are many types of ... Read More »

Sourcing Tools For Ordinary Managers

Many sourcing tools are centralized and depend on resources from the corporate level. However supervisors and line managers need to be able to identify candidates also. Here is a list of sourcing tools that are simple, effective and can be carried out by most managers without much (or any) corporate support. Top official ?calls? – Ask the CEO/ Group GM ... 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 »