Having to work with disengaged employees is a major frustrater for managers/teammates. So, limit that frustration by filling your team’s vacancies with self-motivated new-hires. First, the self-motivated (SM) produce the second-highest level of hiring impacts (after hiring top performers). Also, unlike quiet quitters and other disengaged toxic employees, managers and …

The interview phase has the highest candidate dropout rate (25%) of any hiring step. Because only a small percentage of candidates qualify for the interview phase, when interview-level candidates drop out, you are clearly losing the cream of your applicant pool. The same research reveals the impact that your interview …

Remember, not saying thanks is bad, but an insincere thank-you will be a complete candidate turnoff. Frequently Thank Your Candidates Because They Are Investors In Your Company Yes, hiring managers should periodically offer personalized thank-you’s to every candidate. As recruiting icon Kevin Wheeler noted, as far back as 2002, each …

Most of the talk around the tariffs should have been about “where is your job moving to?” Yes, I urged smart recruiting leaders not long ago to prepare for the upcoming tariffs. Well, now that these tariffs have been announced. Here are my updated predictions on how they will completely …

I’ve advised recruiters during 8 different hiring downturns on how to avoid being laid off. Unfortunately, today, I am once again alerting all corporate recruiters to prepare for another round of recruiter layoffs. This time, the cuts are driven by a combination of emerging business and recruiting factors, including reduced …

It’s better to be prepared than to be surprised.So, begin thinking about how tariffs will disrupt recruiting during 2025. Unfortunately, few in the corporate world of talent management have enough free time. To contemplate the drastic corporate cost-cutting and the hiring volatility that will be created by the new administration’s …

Last year, I predicted a unique recruiting opportunity that’s now a reality. Because today… I estimate that the DOGE candidate pool of government employees and contractors that will be considering a new job during the next few months Will rise to nearly 1 million! The Size of This Talent Pool… …

Imagine your anger when, after a 3-month search, a finalist who said yes accepts a last-minute competing offer. Ouch! But this type of nightmare shouldn’t be a surprise. Today, 47% of candidates report that after saying yes, they would remain open to a late arrival offer. You can blame this …

A post-disaster strategy allows you to hire from the large talent pool that the LA fires created. The goal – to highlight the benefits of the “post-disaster recruiting strategy.” The Benefits of a Post-Disaster Recruiting Strategy Because of its high ROI and the competitive advantage that it offers, corporate talent …

This article is in response to a recent social media discussion on the use of the “time to fill” metric. Its goal is to urge you to switch to the more effective “Need-on-Date” metric. Just-In-Time Hiring Is The Ideal Approach If you’re familiar with the business term “just-in-time,” then you …