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The Future of College Recruiting Will Be Dominated by Market Research (Part 2 of 2)

In part one of this two part series I indicated that now is an opportune time to evaluate new strategies and tools with regard to college recruiting.  Leading talent functions in corporations around the globe are migrating their approach to college recruiting away from being a game of chance to a more serious function that embraces cutting-edge marketing and sales …

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The Future of College Recruiting Will be Dominated by Market Research (Part 1 of 2)

The current lull in college recruiting is an opportune time to evaluate new strategies and tools. It is no secret that the vast majority of organizations that recruit from college campuses globally do so tactically, employing little or no strategy.  To even the casual observer, the approaches used are predictable, pedestrian, and in some cases laughable, but all of that …

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How to Get Your Executives to Pay Attention to Metrics (Part 2 of 2)

Include an executive summary — if you must push out a lot of information, keep in mind that like you, busy executives don’t have the time to read an entire report, so be sure to include an executive summary highlighting the problems or opportunities that your metrics point out. Continue the story — in addition to reporting your successes through …

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How to Get Your Executives to Pay Attention to Metrics (Part 1 of 2)

  Five Differentiators of Great Metrics Initiatives Most metrics initiatives kill the design phase upon selecting a final short list of “easy-to-provide” metrics. Unfortunately this approach assures mediocre results! Delivering “easy to provide” metrics is like writing a free newspaper to be delivered via those plastic cubes alongside major streets … the vast majority distributed end up as garbage littering …

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Real Time Location Recruiting: Using Emerging Technology to Meet Prospects

The scenario goes like this: while on your way to grab lunch you check out one or more of the location-based social networking apps (a.k.a. prospect locator apps) to see if any of the top talent you have been courting happens to be in the area. Within seconds, you have identified that a candidate you have been talking to for …

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Think Piece: The Only Competency That Will Matter Is Continuous Learning

Characterizing the Last 20 Years While the adoption of technology has certainly been a major driver of change, there are ultimately four characteristics that define the business environment of the last two decades. Those characteristics are: Continuous churn — frequent cycles of both rapid economic growth and contraction that forced organizations to acquire and shed both talent and entire businesses. …

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The Cost of a Bad Hire: Butts in Chairs and How to Convince Hiring Managers to Avoid Them

(Incidentally, the same arguments can also be applied to existing weak employees in cases where layoffs or terminations are being considered.) The Top 30 Arguments against Hiring … “Butts in Chairs” a.k.a. Warm Bodies, “C” Players and Homer Simpson Business Impacts of Butts in Chairs Lost productivity — a new hire who produces in the bottom quarter of employees in …

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Your Resume Is Boring — And How to Increase Your Career Opportunities

Over a decade ago, Fast Company magazine dubbed me the “Michael Jordan of hiring,” so if you want to have a resume as powerful and effective as Michael Jordan’s actually is, consider each of the checklist items that follow. Bolster the Content of Your Resume While an unusual format may garner a few seconds more of attention, it may also …

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Measuring the Quality of Those You Didn’t Hire – Are You Missing the Best?

Selecting HR Metrics Is Unfortunately Not a Scientific Process Most organizations adopt metrics based on those covered by benchmark reports or that can be easily enabled via their technology providers, instead of determining what they need to discover or prove. As a result, many organizations are burdened with data and reports that offer little in the way of guidance helping …

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