The Referral Bonus The largest expense item for most referral programs is the referral bonus. Approximately 90 percent of the programs I have encountered use some form or monetary incentive, the largest of which I have seen recently is $40,000. While that might seem extreme, keep in mind that for …

Turkey Already a Prime Destination for Leading Firms Most people around the world know that there is a country named Turkey, but few know much about it. However, if you were to take a college student from Ohio and plop them down on the streets of Istanbul, a lot would …

Why Recruit at a Trade Fair or Professional Conference? Unlike a job fair, in which people decide to attend on their own, a trade fair or a conference is a gathering of the very best professionals in any industry, who all are sent by the company. Because they are sent …

What Is a Competency-Based Approach? Using the language of those who earn their living selling and marketing competency-based solutions, a competency-based recruiting approach relies on using a series of assessment tools that identify not only the technical skills a candidate possesses, but his behavioral competencies as well. A competency is …

The Goals of a Recruiting Culture Recruiting cultures can only be effective if they are focused, and that means that they must have clearly defined goals that everyone understands. The goals of a recruiting culture should include: Demonstrating to all employees that it's in their own best interest to work …

You may not have realized it, but a growing number of functional excellence awards programs are promoted, sponsored, and, in some cases, even organized by corporations. From math challenges to contests aimed at identifying the best customer service associate in a local geography, these events are quickly becoming a powerful …

Calculating the cost of a vacancy (COV) is a critical activity, one that’s necessary to determine the actual business impact of talent shortages that result from a gap between the time talent is needed and the time required by the recruiting function to supply such talent. As a metric, it …

Recruiting is a relatively simple four-step process, the first two steps of which are called “sourcing”: First you make potential candidates aware of your firm and its job opportunities. Second, you convince candidates to actually apply for the job. Third, you assess them. And last, you try to “sell” the …

This is the final installment in a six-part series on the future of recruiting. In the first five parts of this series, I looked at how the recruiting department, the Internet, corporate websites and recruiting metrics all will change in the future. In this last part, I will explore how …

In last week’s article, Part 3 of this series on the future of recruiting, I examined the strategies that firms will use in Internet recruiting in the future. Here in Part 4, I will focus more specifically on corporate and other websites and the new features that they will offer. It’s …