Within the recruiting function, marketing should be king, because when assessing recruiting processes, I almost always find that the foundation components that are most responsible for recruiting success all have a marketing focus. Rather than focusing on cutting costs or process-administration efficiency, recruitment leaders need to become data-driven marketing experts …

Consistently, the top source for producing high-performing hires is an organization’s employee-referral program. Unfortunately, because most current programs were designed years ago based on a 20th-century ERP model, there is a high probability that your stale program is a prime contributing factor to your organization’s current talent and skills shortage. …

Everyone should already know that the best time to recruit is when the competition is low. However, it’s difficult to find corporate recruiters who routinely report to their hiring managers the current level of competition faced in relation to their newly opened job. The technical term for this external analysis …

If you are a recruiting leader whose executives have extremely high expectations for dominating their industry, this is the article for you. After 20 years of studying Silicon Valley and West Coast firms that dominate their industries, I have found that there are clear differentiators that cause firms like Google, …

This “think piece” is designed to stimulate your thinking about the tremendous progress that the recruiting profession has made Few in recruiting realize that we are now experiencing The Golden Age of Recruiting. Yes, the highest level of sophistication in our long history. I reached this conclusion because as part …

You could reduce the pain from today’s record turnover by getting some of your very best to return. And that’s often possible because 72 percent of past employees would return to the company if the opportunity arose and almost one quarter regret their decision to leave. And because the top reason for their …

Yes, job interviews have been a tradition for well over a century. But we now live in a world where many new developments threaten the accuracy of interviews by transforming them into more like a version of liar’s poker. For example, candidates can now easily identify their likely interview questions …

A fast and simple way to improve both your speed and quality of hire is to use LinkedIn profiles for your initial candidate screening. They are superior at this first assessment stage because they are more likely to be updated, accurate, and their uniform format makes side-by-side comparisons easier. By …

The future of recruiting is scientific, data-driven, and businesslike. Now you might assume that everything in recruiting is going fine, but you would be wrong. A 2019 survey of CEOs ranked their No. 1 internal business challenge as attracting and retaining top talent.

The ultimate goal of any business function should be to have a direct and measurable impact on their company’s bottom line and corporate strategic goals. Having a direct and visible impact on bottom-line results will make your team proud. But it will also get you more executive support and funding. …