This past August Apple became the most valuable corporation in the world based on market capitalization, surpassing every firm in the technology industry and every other industry! As a consumer products company, its prolonged growth spurt is even more amazing because it has continued through economic times when consumers are …

You don’t have to be a rocket scientist to realize that when business revenues are down, it simply doesn’t make sense to carry a large-scale recruiting effort, but if you’re smart, you know that once an economic turnaround begins, the competition for talent will again be fierce. Starting a major …

It’s a fundamental law in recruiting that you “are limited to hiring individuals who have applied for a position” (even direct sourced candidates will at some time will be requested to acknowledge application). Assuming you want an applicant pool that is bulging with superior talent, a logical question would be, …

Five years ago someone asked if the adoption of social networks would lead to the demise of job boards. It was a great question, one that forced a number of people to ask: “Why would they? What value were they not delivering? How should they evolve?” Today there are more …

Consider this scenario: you’re trying to recruit a star in your industry, but you’re having difficulty because they are treated extremely well at their current firm. You try everything in your recruiting toolkit, but the target still won’t budge. Because this is an exceptional individual that is slotted for a …

Using social media to support recruiting efforts is justifiably a hot topic. Social media tools are one of the top three most powerful recruiting tools, along with referral programs and mobile technologies. Despite its potential, the approach most recruiting functions are taking to leverage social media is haphazard and weak. …

Employment reference checking and background screening should win recognition as the weakest of all corporate HR processes. A validity meta-analysis study conducted by Aamodt & Williams in 2005 found that the corrected validity coefficient for reference recommendations and actual job performance was a staggeringly low .29. Despite the facts, 96% of …

Employment reference checking and background screening should win recognition as the weakest of all corporate HR processes. A validity meta-analysis study conducted by Aamodt & Williams in 2005 found that the corrected validity coefficient for reference recommendations and actual job performance was a staggeringly low .29. Despite the facts, 96% of …

The World Series is over and the San Francisco Giants won. Whether you are happy or upset with the outcome, you should analyze what it took for them to win and determine what talent management lessons can be learned. Major league baseball has always been a leader in measuring employee …

Many corporate practitioners and HR consultants talk about being more strategic, but then turn around and focus on incremental improvements to strategies, models and practices decades old. When most, if not all, of the practices that form the foundation of the typical HR function today were conceived, times were different. …