February 26 , 2017

Tag Archives: Onboarding

Part 1: Dr. John Sullivan on the Need for HR Metrics

As seen on Dice (January 31, 2017). Dr. John Sullivan has enjoyed a long and illustrious career as a talent management expert. He’s published hundreds of articles on the topics of recruiting and talent management, in addition to dozens of whitepapers and 10 books, and spoken about the topic to every major business source including The Wall Street Journal, The New ... Read More »

In An Interconnected Digital Business World … Why Is Recruiting Still An Island?

A “think piece” designed to stimulate your thinking about strategic recruiting Corporate recruiting, unfortunately, operates as if it were an island. Recruiting can, justifiably, be accused of acting as if it is an autonomous corporate entity because it seldom has any formal processes for sharing information and data with other clearly interdependent business functions. For example, in most corporations, when ... Read More »

The Top 5 Power Tips For Selling Extremely Hard-to-close Candidates

In this obviously tight job market, I estimate that it has become at least 25 percent harder to sell the most in-demand candidates. And closing the best is even more difficult if you are recruiting techies, data scientists, data security, and other in-high-demand professionals. So, if you expect to have a high level of recruiting success, improve your corporate offer ... Read More »

Develop A Process For Limiting Early New-Hire Turnover

Early new-hire turnover is one of the most frustrating (40 percent of new hires leave within six months) and expensive (the cost of losing a new hire is at least three times their salary) aspects of recruiting. Yes, it’s true that all forms of turnover are now a major business issue. In fact, a recent Bersin by Deloitte global executive ... Read More »

WOW, Google’s Simple Just-In-Time Checklist Improves Onboarding Results By 25%

October 26, 2015 | ERE Although the initial part of this article is about how Google improved its onboarding results by 25 percent, the unique approach that it used reveals many other valuable lessons that HR executives should note. Those lessons include the importance of experimenting with different HR solutions, the need to use data to identify what works, and the value ... Read More »