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Jim D’Amico — A Profile of an Exceptional Corporate Recruiting Leader, Part 2

Note: this two-part article is part of my continuing series of profiles on exceptional corporate recruiting leaders Last week in Part 1 of my compelling profile of recruiting-leader-extraordinaire Jim D’Amico, I covered his recommended actions, the firms he admires most, and his top best practices. This Part 2 covers how he measures success in recruiting, how to maintain leading-edge learning, …

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Suffering a Shortage of Applicants? A Checklist Covering the Top 10 Reasons Why

When a corporate recruiting function conducts an audit, I find that the resulting data usually reveals that the recruiting problems that dramatically restrict applications routinely occur during the same steps of the “recruiting funnel.” So, if you work at a firm that is struggling to attract applicants, it’s a huge mistake to blame the tight job market. Instead, focus on …

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Impact on the Bottom Line – The Importance of Speed in Talent Acquisition by Tina Eaton

Written by Tina Eaton on 11/01/2018. Slow vs. Fast Hiring and the Impact on Your Bottom Line HR expert Dr. John Sullivan estimates that on-the-job performance can decrease by an entire percent every single extra day you spend making a hiring decision. ‍At Amazon, if their hiring department was to take 10 more days than usual to acquire human capital, on-the-job performance …

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Jim D’Amico — A Profile of an Exceptional Corporate Recruiting Leader, Part 1

Note: this two-part article is part of my continuing series of profiles on exceptional corporate recruiting leaders. The first time I met Jim D’Amico, he was explaining how he convinced his healthcare CEO to let him try just about anything in recruiting, as long as he could show a positive ROI and a significant direct business impact. This “CEO influencing …

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Improve Talent Performance by Adding Prescriptive Actions to Your Metrics

This “think piece” is designed to stimulate your thinking about a major omission from your talent metrics. Can you imagine the frustration that a manager experiences, when, for example, they are presented with a metric revealing high turnover, but there is no follow up covering the actions needed to lower it? This simple lack of “action guidance” is one of …

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Talenytics’ Howard Flint on – Is ‘Speed of Hire’​ the Next Essential Metric?

As seen on Talenytics.com by Gianna Legate Having recently read Dr John Sullivan’s article on Speed of Hire, Talenytics’ Chief Strategy Officer Howard Flint is left wondering whether or not it could really plug the current gap in hiring metrics. Speed of Hire is an interesting way of dressing up the traditional Time to Hire metric we all know and (sort of) love. Due …

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Top 10 Reasons Why Peer Interviews Are The No. 1 Candidate Selling Tool

For some unexplained reason, the sales component of recruiting is often ignored. Few recruiting leaders ever make a scientific assessment of the sales component of recruiting, but if they did, they would instantly become champions of peer interviews. Peer interviews (where a panel of team members conduct a candidate interview) are certainly not a new practice. However, peer interviews have …

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Crunching the Numbers – Heading Off ‘Regrettable Resignations’ by Arlene Hirsch

Written by Arlene Hirsch on August 28, 2018. udson reviews quarterly attrition reports to determine whether there are any unusual turnover patterns or problems. Tracking this information recently alerted him to an unusual spike in consultants leaving before their first-year anniversary. He wanted to pinpoint the cause to make sure these early departures were an aberration rather than a regular …

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Slow Hiring Is Damaging Your Firm and Here Are 20 Reasons Why

Few realize that increasing your hiring speed often has the second-largest impact on hiring results (after referral hires). Most track time to fill, but few recruiting leaders calculate the high correlation between your hiring speed for top talent and their resulting on-the-job performance after they become a new hire. To put the relationship simply, slow hiring decisions mean that most …

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‘Complementary HR’: HR Learns from the NFL About Complementary Outcomes

If you haven’t heard the term “complementary football,” it’s a performance improvement approach that corporations and HR shouldn’t ignore. This approach increases your chances of winning by ensuring that the outcomes of one sub-team complement and support the work of the next sub-team. Rather than a siloed approach, sub-teams work together in unison. Most in Corporate America already know that …

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