September 26 , 2017

Latest Posts

Steps In Turning an Average Recruiting Function into A “Wow” One!

Part 2 of a 3 part series on “Developing a World Class Eemployment Function” I know dozens of employment directors who claim they want their function to be world class or that they want to become “an employer of choice.” But talk is cheap and few seem to have a plan on how to get there. If you are wondering why ... Read More »

Steps In Turning an Average Recruiting Function into A “Wow” One!

Part I of a 3 part series on “Developing A World Class Employment Function” I know dozens of employment directors that claim they want their function to be world class or to become “an employer of choice” but talk is cheap and few seem to have a plan on how to get there. If you are wondering why you are having ... Read More »

Forget the Daughter?Bring a “Friend” To Work!

Developing a “Bring a Friend To Work Program: Many companies have adopted programs like bring your daughter/son to work. These are fine programs, but they “miss the boat” as recruiting efforts because unfortunately most “daughters” are too young to be viable candidates! A more strategic approach, which can have an immediate impact on recruiting, is a “bring a friend to work” ... Read More »

Resumes Stink, Start Asking For A Portfolio

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 about a candidate go beyond the resume and ask for ... Read More »

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 or “theory” behind their firms’ (or their competitors’) employment strategy. ... 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 “theory” behind their firm’s (or their competitors’) employment strategy. If ... 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 they are applying for. The very best firms use market ... 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 CEO it could be as much as $1.4 Billion (Ask ... Read More »

Webinars

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 »