Tag Archives: Recruiting

Ghosting is an emerging issue in recruiting and has now been rated as the No. 1 challenge by nearly 6 percent of employers (Source: LinkedIn). Ninety-five percent of recruiters say they have experienced “candidate ghosting” (Source: iHire). This ghosting problem is likely to get worse because 40 percent of candidates now believe …

Not having a competitive intelligence (a.k.a. CI) gathering process is a missed opportunity for recruiting to increase its strategic contribution and its direct business impacts.

The future of recruiting is scientific, data-driven, and businesslike. Now you might assume that everything in recruiting is going fine, but you would be wrong. A 2019 survey of CEOs ranked their No. 1 internal business challenge as attracting and retaining top talent.

The ultimate goal of any business function should be to have a direct and measurable impact on their company’s bottom line and corporate strategic goals. Having a direct and visible impact on bottom-line results will make your team proud. But it will also get you more executive support and funding. …

Working with your best friend shouldn’t be ignored. It carries three simultaneous benefits. It directly contributes to attracting and retaining talent, but it also significantly increases productivity.

Ghosting in business is getting worse. If you’re not familiar with the term, candidate ghosting, it’s when a candidate stops merely responding to their recruiter.

When you’re struggling to acquire talent in these low-unemployment times, application incentives can be a key motivator and differentiator.

Once you realize that most of the work done by professional-level employees involves solving a series of complex problems in a team environment, it makes sense to ensure that you assess a candidate’s problem-solving capability. The smartest recruiters and hiring managers go the next step and focus specifically on how a candidate solves problems.

Note: this two-part article is part of my continuing series of profiles on exceptional corporate recruiting leaders. The first time I met Jim D’Amico, he was explaining how he convinced his healthcare CEO to let him try just about anything in recruiting, as long as he could show a positive …

If you’re having difficulty attracting applicants, consider adding an off-site recruiting component to your existing recruiting strategy. The standard corporate recruiting model is a “come to us” approach. Meaning that if you want a job at our firm, you must be willing to take time out of your busy day …