Classify According to Motives Develop a formal process for grouping prospects based on their reasons for looking or not looking for a job. The premise here is that you are currently missing out on some prime prospects. You are also wasting resources on some candidates because you have failed to …
Read More »Search Results for: Right day
Great Recruiters Correctly Classify Their Prospects
Classify According to Motives Develop a formal process for grouping prospects based on their reasons for looking or not looking for a job. The premise here is that you are currently missing out on some prime prospects. You are also wasting resources on some candidates because you have failed to …
Read More »Managers or Recruiters: Who Should Make The Contact Call?
Would you like to increase your call-back percentage from “hard to hire” target candidates to 100%? It’s easier than you think as long as you shift who makes the initial contact with these highly desirable but hard-to-contact candidates. I’m a fact driven recruiter in a world full of “instinct,” …
Read More »55 Low-Cost Ways to Recruit Nurses
While many firms fight a war for talent, that phrase doesn’t adequately describe what goes on in the healthcare industry. For most industries, the war for talent is a temporary condition that will eventually end, but the battle to attract and retain talent in healthcare is a struggle that literally …
Read More »Time Your Hiring… To When Your Recruiting Competition Is Low (The Candidate Per Opening metric)
The amazing “right time” strategy advises managers when their recruiting competition is low. Then, they can focus their recruiting during the times when they have the greatest chance of placing a truly outstanding candidate in a priority job. This think piece… is designed to startle you… after you learn about …
Read More »Recruiting Ads In Podcasts – Hire The Most Impactful Candidates, Continuous Learners (The complete guide for recruiting in podcasts)
Learning ability is the #1 predictor of job success, and continuous learners listen to podcasts. Yes, Google, the world’s only data-driven recruiting machine, uses this learning ability criteria for every job. These hires are so impactful because continuous learners not only bring a great deal of knowledge to the job. …
Read More »
A Glimpse Into The Future – Automated Remote Video Interviews And Its Many Benefits
(Understanding asynchronous interviews)
Improve your hiring results and save hours of valuable manager time with automated video interviews. This Emerging Interview Tool Is Right For Today’s Problems To start off, before you even begin thinking negatively about automating anything in HR. Realize that in today’s highly competitive world of recruiting. It is essential …
Read More »The Recruiting Tool Of Last Resort… Sign-On Bonuses (After you’ve tried everything)
During this “forever talent shortage,” after literally everything has failed, add sign-on bonuses to your recruiting mix. It is the only recruiting solution with enough power (with the possible exception of a data-driven employee referral program) to dramatically improve your recruiting results. In my view, it’s time for smart corporate …
Read More »Using Weaponized Recruiting Tools To Achieve Talent Domination – By Shifting To An Aggressive Competitor Strategy
TA must shift from its “can’t we all get along mentality” to an aggressive competitor mentality. This shift must occur because both the need for talent and the competition for it (in critical areas like AI) are now becoming the #1 business success factor. A factor that’s more critical than …
Read More »An Obscure Turnover Cause Is Now Ranked #1 – And “A Company’s Projected Business Outlook” Is That Turnover Cause
Higher uncertainty has made “communicating a positive company outlook” an essential retention tool. Yes, a combination of uncertainty-creating factors, including large layoffs, a volatile economy, and the fear that a lack of AI capability will make some companies noncompetitive almost overnight. And this sudden high level of uncertainty has created …
Read More »