Tag Archives: Recruiting

I Learned All That I Needed to Know About Recruiting From the New York Yankees

You won’t read it in the newspaper, but it’s a fact that the New York Yankees were the world champions of recruiting long before they were declared the world champions of Major League Baseball. The Yankees are perennial winners (many call them a dynasty) not because of their superior equipment, IT processes, or their financial or marketing prowess, but rather …

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Understanding the Available Social Media Recruiting Strategies — Leveraging Your Employees’ Time (Part 1 of 2)

Social media presents progressive organizations with a plethora of recruiting-centric opportunities. Every day, new ways to directly source talent, support the engagement of people with the organization, market employment opportunities, and influence the employer brand arise. The sheer volume of potential directions to follow is confusing, daunting, and at times, just plain overwhelming. While some organizations have stuck a stick …

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Understanding the Available Social Media Recruiting Strategies – Leveraging Your Employees’ Time (Part 2 of 2)

Last week I introduced this series by stating that a majority of social recruiting initiatives currently in progress in organizations around the world would fail primarily because they relied solely on the limited resources of the recruiting function to establish visibility online, engage an audience, and service that audience throughout a multi-stage conversion cycle. This week my attention turns to …

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Improving Interviews by Using Forced-Choice Questions to Replace Yes-No Questions

Most managers share the fear of hiring a bad fit, no matter how technically qualified the candidate might be. Unfortunately, most attempts to measure fit suffer from a fatal flaw: that being the way cultural screening questions are asked. Too many managers and administrators-turned-recruiters ask binary questions that make it easy for candidates to guess the most desirable answer. For …

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Implementing an Agile Talent Management Strategy: The Perfect Model for a Crazy Economy (Part 2 of 2)

Last week I introduced this series by talking about how general business changes have rendered what many might consider traditional strategy development in talent management more of a hindrance to organizations than a benefit. I did not say that strategy is not important, or that delivering a strategic impact is not important, but rather implied that how most organizations are …

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A Christmas Thank You for the Under-Appreciated Recruiter

A “thank you note” from a grateful new hire… I just wanted you to know that you are my hero! The Christmas season is an ideal time for me as a new employee to say thanks to the people who helped me get this new job in this competitive job market. Specifically, I want to thank you, “my recruiter” for: …

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A Think Piece: Why Is Recruiting So Low on the Corporate Power Scale?

Thought-provoking question #1 — Is it true that on the corporate “power scale,” recruiting falls well below where it deserves to be? My basic premise is that when it comes to power and recognition, the recruiting function should be one of the most important business functions, ranked right up there in importance with finance, product development, and sales, but for …

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Emerging Talent Acquisition Trends for 2010: Are You Ready For a Roller Coaster? (Part I of III)

Top 2010 Recruiting Highlights A year from now, if you were to look back and analyze the headlines of recruiting articles, blogs, and consulting guidance, I predict the following topics will dominate the content collective: Churn: Just as seen in 2009, 2010 will be a year in which organizations both grow and contract simultaneously. Business leaders will become more adept …

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The Many Benefits of Social Network Recruiting: Making a Compelling Business Case

Business Case Step #1: Identify the Potential Benefits of Social Network Recruiting Provide targeted executives with a list of potential benefits and then simply have them select the ones that (if proven) would be compelling enough to positively influence their decision. Have them eliminate benefits that, whether true or not, wouldn’t influence their decision. With that guidance in hand, design …

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