I am frequently asked about the use of large job boards as a recruiting source for finding top performers. My answer is always quick and to the point: Don’t use them! Most advanced recruiters smile and quickly agree, while others question my sanity. But the main difference between the supporters …

Let’s face it, the economy has been in a downturn for a good while now, and few of us have been giving much thought to employee retention. But that’s a huge mistake, because a literal flood of turnover is about to take place. Smart managers and HR professionals need to …

Last week’s column, Why Branding Is Important In HR, inspired a number of you to write in with questions regarding the impact of using outsourced providers in HR on both your corporate and employment brand. Because many of you shared similar issues, this week we wanted to address methods you can …

Last week, I started to discuss how to provide a more positive candidate experience by introducing ways to discourage marginally qualified and unqualified candidates from applying and to improve the flow of information in the recruiting process. This week, my attention turns to two additional methods that can be addressed …

Most job application processes fail miserably when it comes to providing any form of interaction that could pass a standard customer service satisfaction test with a decent score. Unfortunately, this revelation isn’t a new one, nor one that hasn’t been addressed before, yet it continues to be one of the …

As I discussed in Part 1 of this article series last week, candidate abuse during the interview and hiring process is becoming increasingly common, particularly because the economy is bad and jobs are scarce. As a result, companies have gotten arrogant about how they treat candidates. Candidates themselves have become more willing …

We frequently read about such things as animal abuse or alcohol abuse. But one of the least talked about forms of abuse that occurs on a daily basis is “candidate abuse” during the interview and hiring process. With the economy slow and jobs scarce, candidate abuse is increasingly common. Companies …

Everyone knows that Google is one of the most popular search engines for finding information. It’s quick, accurate ó and thankfully, it’s free. But only a few savvy recruiters know that Google may also be one of the easiest to use tools on the planet for both finding and assessing top professionals. …

As we saw in Part 1 of this two-part article series, many HR professionals in general ó and recruiters in particular ó act as though they are isolated from the competitive battlefield of business. All too often they act like socialists instead of capitalists. But fierce competitors hire away a competitor’s talent: …

Many managers think that recruiting stops after you hire someone. But smart managers know that the best way to ensure that you always hire great people is to continually improve your recruiting process. One way to improve the process is to gather information from those that have just gone through …