Not having a competitive intelligence (a.k.a. CI) gathering process is a missed opportunity for recruiting to increase its strategic contribution and its direct business impacts.

Research has shown that between half and three-quarters of all turnover is preventable. That means an individual’s manager must take ownership of the retention problem and administer the retention tools that will prevent them from leaving.

The Powerful Impacts From Showing Employees That Their Work Is Meaningful Forget engagement survey results. If you really want to kickstart actual hands-on commitment, “walk employees downstream” to see their work’s impact. Walk employees downstream is a tool whose goal is to increase the emotional connection between an employee and …

Implementing a walk-them-downstream retention and recruiting approach Part II of this two-part series focuses on implementing a “walking employees downstream” retention and productivity tool. It is highly effective because it increases the emotional connection between employees and those who benefit from the firm’s final work product (that they contribute to). …

The average time it takes to fill an open position is 44 days, representing a 50-percent increase since 2010, Dr. John Sullivan writes at ERE. For each day a position goes unfilled, the organization loses productivity, as the position’s tasks remain undone. Additional productivity losses occur as other staff members take time from their own work to cover the essential tasks of the open position. Since existing staff are stretched thinner, their engagement suffers and their risk of burnout increases, further jeopardizing long-term productivity.

Fortunately, the top five most effective recruiting tools are simple, logical, and intuitive. They also require no cash outlay, take little time, and work at a range of firms from Google down to small businesses.

Highlighting the Transition from Administrative HR to Business Impact HR I have been publicly forecasting HR’s future since 1998, when I wrote the groundbreaking, but at the time controversial article “e-HR – A Walk Through the 21st Century HR Department” for the IHRIM Journal. However, even today when I give presentations …

If you work in the conservative world of corporate or agency recruiting, it never hurts to occasionally take a quick look at the wild side of recruiting. Such a look is especially valuable if you’re looking for a competitive edge in recruiting (and who isn’t). You gain a competitive advantage …

The very best employee referral programs (ERPs) produce simply amazing results. But unfortunately, many corporate programs were designed years before we had so much data covering what makes the programs effective.

Talent advisors have in most cases failed to make senior executives fully aware of the extremely high ROI generated by a “wonder tool” that directly improves performance in multiple talent areas including productivity, retention, recruiting, motivation, as well as skill and leadership development. This powerful talent approach is expedited internal …