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 …

With an abundance of candidates and little competition, the best actively recruit during December. Corporate sales or marketing leaders will quickly tell you about the many advantages of taking action when the competition is low. But they would be puzzled to learn that the highest volume of recruiting usually occurs during …

Job posts have an astonishing 90% failure rate because less than 10% of those who view a post actually apply. This failure rate is also extremely expensive. Because of its low success rate, some functions have to spend up to 60% of their recruiting budget on job postings alone. So, …

Stop keeping the excitement in your team a secret by revealing it in smartphone recruiting videos. Add them because these team-generated videos can increase your job applications by as much as one-third. These informal videos have such a significant impact. For the first time, they allow outsiders to actually “feel …

Professional association officers know emerging industry-wide talent better than anyone. This extensive talent knowledge is accessible to them because almost every eager new hire entering an industry will join the top association. Association officers pride themselves on knowing and building relationships with all up-and-coming members (some openly brag about their …

After 25 years as a TA leader, I admit that we use many recruiting practices that are simply silly.  I call them “dinosaur recruiting practices” because they are now obsolete and should be extinct. But they aren’t, and they are still commonly used. For a recruiting practice to reach “dinosaur …

The best candidates will only join a great team, and open houses excel at revealing why a team is amazing. They sell candidates on the team’s strengths even better than CEO calls and peer interviews. The Primary Goal Is To Sell The Attendees On The Team In today’s competitive talent …

Position prioritization allows the recruiting function to “do more with less” (with little effort). Illustrating The Dollar Impact Of Prioritizing Recruiting Normally, because of a shortage of recruiters. This corporation has a 30-day wait until a received requisition is actually acted on under its current date stamp rule. The req …

Having great “co-workers” is a primary attraction factor for top candidates (Gallup research). Being viewed as a more transparent, welcoming, and inclusive company will also increase your applications and offer acceptance rate (especially among currently employed top candidates who can just stay where they are). What Exactly Is A Team …