Latest Posts

What Are the Best HR Metrics for a Large Organization?

These two common errors are: Developing and implementing HR metrics in a vacuum Developing more metrics than it is feasible to maintain and utilize The most common error that I find is that of HR managers trying to create and implement metrics in a vacuum. Instead, I recommend a collaborative approach, in which you take a list of strategic HR …

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Action Steps for Handling the Aging Workforce Problem

Upcoming Problems Related to the Aging Workforce The dollar impact of the aging workforce problem will vary significantly with the size and employment brand of the organization, but in large organizations it will most certainly exceed tens of millions of dollars. Some of the key negative impacts you should expect to encounter include: An increased workload for the pension and …

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Helping Employees Handle the Stress of Heightened Terror Alerts

Why do you need to act? Current and potential employees will judge your firm based on your reaction to this issue. Having stressed-out or nervous employees coming in to work may be disruptive and actually be worse than letting them stay at home. Even if workers do come in, breaking news and rumors during working hours may cause panic and …

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College Recruiting: It’s Time To Revamp Your Program and Strategy

Start long before the rest of the pack, when your target customer base least expects you to approach them. Be persistent and consistent about building a relationship with the target, without being pushy. Don't attempt to build your own channel to the target, but rather rely on trusted channels that already exist. Offer value to the target with every contact. …

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Improving Interviews: Innovative Tools For Selecting “A Players” Every Time

Interviews Stink as Selection Devices Everyone conducts interviews; it is an established part of business culture and nothing is going to change that. Applicants expect interviews as do recruiters and managers. Unfortunately, the extensive use of a tool does not make that tool and accurate one. There are literally dozens of studies that demonstrate that interviews are a weak predictor …

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Using a Pre-Interview Questionnaire to Improve Your Screening Process

Resumes Can Easily Mislead The resume is a commonly used source of information. Unfortunately, the candidate's resume omits any negative information because, by design, all information contained in a resume is self-reported. In addition, because there is no standardized resume format, candidates can, willingly or unwillingly, leave out key information that you might find helpful or even necessary in making …

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A Pre-Interview Questionnaire for Improving Candidate Screening

Pre-interview questionnaires can: Reduce the amount time that managers and recruiters must spend in interviews Allow you do reduce the number of interviews Give you insight into what types of activities they value the most (because preferences are forced) Allow the candidate to provide additional information and provide information specific for the job (since most resumes are not customized to …

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Talent Management Defined: Is It a Buzzword or a Major Breakthrough?

Talent Management Defined Talent management is the integrated process of ensuring that an organization has a continuous supply of highly productive individuals in the right job, at the right time. Rather than a one-time event, talent management is a continuous process that plans talent needs, builds an image to attract the very best, ensures that new hires are immediately productive, …

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Talent Ripe for the Picking: Targeting Top Talent in Hurricane-Impacted States

Leveraging Bad Weather and Natural Disasters Natural disasters are discriminatory, and tend to strike with a rather predictable pattern. Anything in life that has the ability to impact business and can be predicted is fair game when it comes to being competitive. Location has long been something firms have used to distinguish themselves, be it in sales or, in our …

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How the Best Firms Convince Line Managers to Focus on Recruiting

Getting Managers to Pay Attention The following is a list of the things that world-class recruiting functions do to get line managers to pay attention to recruiting professionals and recruiting issues: Rewards for great recruiting. At the very best organizations, managers are measured and rewarded for great recruiting and for recruiting-related issues such as diversity. Unfortunately, only 39% of firms …

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