Retention and recruiting were factors in the downfall of Apple’s $10 billion EV car project! Boeing’s missing door catastrophe was also caused by overlooked HR vulnerabilities. Article Descriptors | Another case of bad HR – Apple’s EV failure – Identifying HR vulnerabilities – 6-minute read Here We Go Again, First …
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All Turnover Isn’t Equal… And “Devastating Turnover” Produces The Most Damage (Prioritizing devastating turnover)
The silliest practice in retention is counting all quits equally in your turnover calculations. So the purpose of this article is to “open your mind” about the problem of measuring only aggregate “total turnover. ” And why you must begin measuring, prioritizing, and focusing on the most damaging category of …
Read More »Having A Muslim Or Jewish Name… Might Trigger Hiring Bias During This Difficult Time (The name-blinding tool)
Just seeing/hearing a candidate’s name can cause them to be rejected because of unconscious biases. So, if you want to avoid religious discrimination, consider using one of the available name-blinding methods. It’s a mistake to assume that the current Middle East conflict isn’t having a negative impact on recruiting. In …
Read More »Most Don’t Rate HR As Strategic – Here’s Why (Outside the box actions for making HR strategic)
Not once in our history has HR convinced a majority of our business leaders that we were strategic. Yes, despite the fact that I’ve never met an HR leader who didn’t continually talk about becoming strategic. New survey data reveals that all of that talk hasn’t translated into results. And …
Read More »The 5 Worst Candidate Assessment Tools… And How They Cause The Loss Of Top Applicants
You may lose up to 40% of your top candidates when you use flawed candidate assessment tools. You might be surprised to learn that many managers worldwide routinely use assessment approaches that, even on the surface, appear silly. For example, Japanese hiring managers have been known to screen out candidates …
Read More »Recruit From A Competitor’s Team… And Rejuvenate Your Business Results (Introducing team-level competitor recruiting)
Hire one key person from a competitor’s team and instantly gain all of their operational knowledge (i.e., non-product secrets). Yes, Team-level Competitor Recruiting is a targeted recruiting practice (some mistakenly call it poaching) that operates at the team level. This approach is designed to hire one key person away from …
Read More »Stop Hiring Lazy Girls*, Quiet Quitters, And Underperformers – Here’s How
70% of employees withhold their best performance, and half of those sleepwalk through each workday (Gallup research). “It seems like nobody wants to work these days.” Yes, this now-famous Kim Kardashian quote has recently been supported by Gallup research that focused on underperforming employees. So if your business situation requires …
Read More »Personalized Messaging Will Instantly Improve Candidate Engagement (Which will improve your recruiting results)
Stop spamming candidates with canned messages and improve their engagement with personalization. If you’re not familiar with the concept, personalized messaging in recruiting is the process where a recruiter changes the content of the messages they send to candidates to the point where the candidate feels special. And even more …
Read More »Opposition Research Improves Employer Branding, Recruiting And Retention (So that you win more side-by-side employer comparisons)
Firms compare their products to their competitors, so also make it easy to compare jobs side-by-side. Win Most Employer Comparisons By Weaponizing Opposition Research Making stark side-by-side comparisons may be uncommon in recruiting, but they are a standard practice throughout business, especially during these times of fierce business competition. Most …
Read More »An “Interview Preview” – It Improves Hiring By Reducing Interviewee Anxiety (An introduction to white-glove interviewing)
The easiest way to raise the interview’s low predictive value is by reducing candidate anxiety. Yes, it’s a fact that Google research, unfortunately, found that most interviews were no more predictive than a coin flip. And academic research has further shown us that one of the primary reasons for the …
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