February 26 , 2017

Latest Posts

Bold and Outrageous HR Practices That May Indicate Your Approach Is Too Conservative (Part 1 of 2)

  The Top 10 Bold and Outrageous HR and Talent Management Practices Here are my selections for the top 10 bold approaches that define the current “bleeding-edge” of HR practices. Outrageous benefits – Google recently revealed that it offers amazing death benefits to every U.S. employee. Should any of its U.S. employees die, their surviving spouse or domestic partner will ... Read More »

Exciting Job Titles Can Be Powerful Recruiting and Retention Tools

The Power of the “Genius” Title You certainly don’t have to be a genius to get the “genius” job at Apple. There are no stated IQ or degree requirements for the job, and knowledge of Apple products isn’t even required. The title of “genius” at an admired firm like Apple is by itself compelling. Any Apple store manager can tell ... Read More »

Show Me the Money — the Top 10 Revenue Impacts of a Great Hiring Process

Many are surprised to learn that in growing corporations, recruiting can have the highest revenue impact of all of the HR functions. That is a powerful statement and it is also the premise of a presentation that I will make in September at the always-groundbreaking ERE national recruiting conference. We all know that in both the sports and the entertainment ... Read More »

Recruiting Lessons From The Olympics

The Summer Olympics start soon and most will be focused on the athletic achievements, but the Olympics can provide many valuable lessons for recruiters. Recruiting leaders often say that they’re looking for “outside-the-box” approaches and it’s hard to argue against the fact that the Olympic recruiting approach differs significantly from the corporate recruiting model. London 2012 What better example to ... Read More »

Bold And Aggressive Ways To Get Noticed By Hiring Managers

By Dr. John Sullivan, globally renowned strategist in the field of human resources and talent management Most job seekers rely exclusively on job boards and their resume to get them a position. Unfortunately, using this conservative approach, there is upward of a 90% chance that your resume will never be seen by a hiring manager. If you have been frustrated ... Read More »

What’s Wrong With Using Resumes For Hiring? Pretty Much Everything

If you’re getting low quality hires, it’s time to realize that the blind and uneducated use of resumes may be a main contributing factor (note that earlier this year I completed a similar analysis on interviews, the second major contributor to low quality hires). Resumes are the currency of recruiting. Job sites, recruiters, and hiring managers all require them and ... Read More »

“HR, Tear Down Those Walls”… and Increase Decision-Making Speed By 45%

Imagine proposing to your CEO that you could improve the speed of organizational decision-making by 45% and do it within a few months. Your CEO would undoubtedly be shocked that such a major improvement was possible in this critical business impact area, but I assure you that they would want to hear more about your solution. Exterior of GlaxoSmithKline offices ... Read More »

20 Reasons Why LinkedIn Will Be the #1 Recruiting Portal of the Future

This week on ERE.net, there is a unified focus by a wide range of authors on the use of LinkedIn. To me, this focus is justified because LinkedIn has the potential of becoming the #1 corporate recruiting portal. I’m the first to admit that LinkedIn still has many flaws, but even with them, the power of the portal in the ... Read More »

Most Sourcing Is Painfully Dull — It’s Time to Try Some Creative Approaches

Compared to the extremely high levels of creativity and innovation that are found in marketing and product branding, the sourcing aspect of corporate recruiting would have to be given a grade of “F” when it comes to creativity and trying new sources. Using the benchmark standard, the CareerXroads annual survey of external hire sources, more than 90% of corporate hires ... Read More »

Webinars

Revelation! Unconscious Bias Hurts Your Hiring Results Across All Candidates

One of the primary reasons why increasing amounts of technology are entering the recruiting space is the recognition that recruiters and hiring managers harbor a great deal of unconscious bias, which has a negative impact on a firm’s recruiting results. I live in the Silicon Valley, where in an effort to increase diversity hiring many high-tech firms have rushed to ... Read More »