Everyone knows that the average hiring process is less than perfect. In fact, most selection processes have high failure rates (i.e. even after months or even years of “assessment,” nearly 60 percent of the marriages in California end in divorce). So it shouldn’t be a surprise that as many as …

Innovation = Ideas + Collaboration + Execution As a result of the dramatic business successes of firms like Google, Apple, and Facebook, almost everyone has become aware of the tremendous economic value that comes from continuous corporate innovation. But unfortunately executives at most firms have failed to realize that they …

Presentation Date:  May 9, 2013 Description: Almost everyone agrees that employee referral programs routinely produce high quality hires with longer retention rates. Unfortunately, the typical corporate referral program produces less than half of its potential hires. The reasons for this underperformance can usually be traced to elements in the referral …

Top performers have an incredibly high ROI Articles from academics don’t always provide practical lessons, but there have been two recent ones that everyone in talent management should pay attention to. The results of the first one focus on the output differential produced by top performers. This study published in February …

I nominate the calculating of “cost per hire” as the single most pointless and damaging exercise in recruiting. Even though the cost per hire metric is widely used, that certainly doesn’t mean that it adds value, and it may in fact actually hurt the recruiting function. Years ago when I …

By Dr. John Sullivan, who is renowned around the world as a strategist in the field of human resources and talent management 99% of job seekers are outsiders, because they have never been a corporate recruiter. As an outsider, you’re automatically disadvantaged because you can’t know the recruiting secrets that …

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 …

Talent acquisition functions spend thousands of hours and millions of dollars designing processes to hire top performers, innovators, and game changers. Unfortunately few of those dollars or hours are spent fixing the biggest roadblock in recruiting A-level talent: weak hiring managers. Everyone seems to intuitively know that managers are the …

(Incidentally, the same arguments can also be applied to existing weak employees in cases where layoffs or terminations are being considered.) The Top 30 Arguments against Hiring … “Butts in Chairs” a.k.a. Warm Bodies, “C” Players and Homer Simpson Business Impacts of Butts in Chairs Lost productivity — a new …

One of the worst-kept secrets in recruiting is that source of hire data is inconsistently gathered and rarely accurate. To many corporate recruiters, the validity of source of hire data is a non issue; after all, once the hire is generated, their role is over. However, if you view recruiting …