3 things to know This approach doesn’t hire better performers who stay longer. It blatantly ignores gender differences. The intra-generational differences are created based on how and where a candidate was brought up. So any assumption that all generation members share the same attributes is flawed. Treating candidates differently “based …
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Interviews – Getting Employed Candidates to Show Up (A checklist for improving interview attendance)
Employed candidates are the most valuable because their skills and experience are up-to-date. But because they are busy working, employed candidates usually have the highest “didn’t complete” rate among all interviewees. This checklist is intended to be used as a tool for dramatically improving your interview completion rate, especially among …
Read More »Extended Recruiting – Stops Recruiters From Dropping New-Hires “Over The Wall” (The benefits of remaining in touch)
Recruiters are your best friend during hiring, but most disappear after you accept. But “extended recruiting” changes that. Ending The Recruiting Process Early Is A Costly Mistake Before the recruiting process even begins, everyone involved needs to realize that this process shouldn’t end when the new hire starts their new job. …
Read More »Apex Recruiters… You May Need Them For Strategic Impact Jobs
Alert: It’s now a business imperative to fill your strategic impact jobs with top talent. So if you’re struggling to successfully recruit for your strategic impact jobs in hot areas like AI and robotics, this article will provide you with some answers and action tips on how you can improve …
Read More »Recruit During The Summer… When The Jobseeker Pool Is The Largest (The right time recruiting strategy)
Surprisingly, August had the most jobseekers, while July and June ranked #3 and #4. Yes, it’s true. Over the last 12 months, if you wanted to recruit during the time period that had the largest pool of unemployed US jobseekers, you would have recruited during the summer months (BLS). Timing …
Read More »Thank You’s… Don’t Underestimate Their Impact On Recruits (They can boost engagement and the candidate experience)
Remember, not saying thanks is bad, but an insincere thank-you will be a complete candidate turnoff. Frequently Thank Your Candidates Because They Are Investors In Your Company Yes, hiring managers should periodically offer personalized thank-you’s to every candidate. As recruiting icon Kevin Wheeler noted, as far back as 2002, each …
Read More »Missteps Cause In-Demand Tech Leaders To Instantly Drop Out Of Your Hiring Process (Avoid these deal-breaker missteps)
AI and Quantum Computing tech leaders are worth their weight in gold, but they can be easy to offend. Many of your recruiting targets will not be active job seekers, which requires a different approach. Be aware that you may literally anger these leaders simply by calling them “a candidate.” …
Read More »Recruit Those That Can Start Work Immediately – With “Start Next Week Hiring”
I’ve been called the father of speed hiring, perhaps because my first article on it appeared nearly 25 years ago. And today, I’m outlining a version of speed hiring that I call “Start Next Week Hiring” (or SNWH). This program’s primary goal is to first make a hiring decision within …
Read More »The Announced Tariffs Will Disrupt Recruiting – And Where Are The Jobs Moving To?
Most of the talk around the tariffs should have been about “where is your job moving to?” Yes, I urged smart recruiting leaders not long ago to prepare for the upcoming tariffs. Well, now that these tariffs have been announced. Here are my updated predictions on how they will completely …
Read More »Why You Should Have A “Someday I Might Want To Work There” Talent Pipeline
Offer non-jobseekers who already admire your company a way to gradually learn more about it. A Talent Pipeline Group Allows You To Build The Interest Of Those Who Already Admire Your Company Yes, it’s common for top-performing employees, after they read or hear about other highly desirable corporations, to mentally …
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