Receive daily articles & headlines each day in your inbox with your free ERE Daily Subscription.

Not logged in. [log in or register]

Gerry Crispin

Gerry Crispin, is an internationally recognized speaker, author, and thought leader. He seeks to understand how firms design and build staffing processes, the technology to enhance them and the systems to manage them. He is also committed to writing, researching, and sharing his adventures, opinions and observations about evolving staffing models with the HR profession, clients and friends. He and his partner, Mark Mehler, created CareerXroads® and the CareerXroads Colloquium with one goal in mind: critically analyzing corporate recruiting issues from a tactical yet strategic perspective. Learn more at CareerXroads

Gerry Crispin RSS feed Articles by Gerry Crispin...

When We Connect the ‘Global Integration’ Dots, Recruiters Risk Being Defined Here by Their Practices There

by Jan 8, 2014, 12:44 am ET

Screen Shot 2014-01-07 at 2.42.37 PMThe hiring process has no minimum acceptable (or unacceptable) standard of practice. Anything goes and many recruiters prefer it that way. Perhaps intuitively we know that people who think of themselves as recruiters (or enjoy being seen as successful recruiters by others), are highly individualistic and, if occasionally a line is crossed, it’s easy enough to distance the professionals on the right side from those who fall outside that broad norm.

That “norm” however is typically a U.S.-centric perspective at a time when we are moving increasingly toward a global community. Internationally, the practice of recruiting isn’t nearly as individualistic and its many forms are often deeply embedded in the culture of the country.

It is here, at the edge, that some forms of recruiting include practices so egregious (when considering the desperation of those seeking work) — practices we could never imagine being associated with what we love doing. keep reading…

Can You Recognize This Recruiting Model?

by Jan 8, 2013, 6:00 am ET

Truth is stranger than fiction, but it is because Fiction is obliged to stick to possibilities; Truth isn’t. – Mark Twain

See if you can place this current staffing model without skipping to the end.

You are responsible for an organization that has thousands of openings to fill.

For you, big data is an everyday part of your operational initiative. Everyone (and we do mean everyone) who could possibly join your organization is known to you. Access to the details about them has been cost effective (about $.35 per) for some time.

More than just a qualified lead with the necessary skills, knowledge, and experience, you also have access to other demographic characteristics (biodata) about each and every lead that relates to your organization’s “fit” and it all can be uploaded into your tracking system.

In fact not only are all (100 percent) of the potential pool of candidates known but your analysis of the factors that predict success for any one of these individuals can be calculated. So, without you ever meeting them, without their having ever heard of you, selection and assessment is moot for most. It is like finding a mine with the entire world’s supply of a given metal in a ready-to-use state … as long as you can acquire it. keep reading…

Recruiting/HR Lessons Learned in the Superstorm’s Aftermath

by Nov 17, 2012, 5:35 pm ET

Three weeks after Sandy, life is getting back to normal … or is it? Walking the dog this weekend morning around a relatively unscathed block of homes in central New Jersey (miles from the shore) today, reminders are everywhere. Tons of debris lies in front of every home (more than 40 homes). The noise of still more 75-foot oak trees being cut while leaning precariously over homes rends the air. Blue tarps are draped over roofs (five homes) that were speared with limbs weighing tons are waiting for roofers. A flatbed truck finally eases up behind a flattened neighbor’s car (where my 75 -foot oak fell) … I check to make sure he doesn’t accidentally take the new car next to it.

Sandy was a storm that has little comparison even to Katrina, although we can take some comfort that lessons learned from that catastrophic event seven years ago were likely responsible for preparations last month that saved lives — speed to respond and pre-positioning among them.

Still, while the lives were lost by comparison to Katrina and other major U.S. disasters were few, there are some lessons employers and their HR and staffing leaders might find challenging in the upcoming weeks and months as the scope and the size of Sandy’s full impact unfolds. keep reading…

“Our Employees Are Our Most Valuable Asset”

by Jul 26, 2012, 1:11 pm ET

This (standard) cliché is repeated over and over by the world’s public employers in their most valuable marketing piece, their annual report. We know it’s B.S. You know it’s B.S. … and so does everyone else.

Employers, in their infinite wisdom, realize that investment in their firm, at least in part, is subject to the public perception that cash, bricks, and mortar aren’t the only factors in a firm’s success and, at the very least, some reasonable effort to avoid outright abuse of their employees is critical to supporting the brand they’ve managed to build. To that extent, employment and product brands are intertwined.

One could note that sales of clothes, for example, tend to go downhill quickly when a little light shines on them being made with child labor at starvation wages in some distant country.

Taking a more traditional approach, however, the critical work by Becker, Huselid, and Ulrich on the HR Scorecard during the last couple decades demonstrates that if we can improve the engagement of our workforce, those higher engagement scores coupled with our (HR) scorecards tend to be statistically correlated with increased corporate performance.

So, occasionally, it’s not B.S. There are times when firms actually walk the talk and reap the rewards of managing a great workforce. Sounds like a value proposition for HR to me. keep reading…

2012 Candidate Experience Awards Deadline Extended

by Jun 15, 2012, 1:08 pm ET

The Candidate Experience Awards deadline set to expire June 15 was extended to July 13 by the TalentBoard, the non-profit created to oversee the www.theCandEs.org, at its monthly meeting this past week. keep reading…

Which Are More Valuable: Internally or Externally Sourced Candidates?

by Apr 27, 2012, 5:16 pm ET

The science of recruiting is years behind our peers in other disciplines, but when I see research like this journal article, ”Paying More to Get Less: The Effects of External Hiring versus Internal Mobility,” I know we’re beginning to catch up.

This study was published in the Administrative Science Quarterly in September 2011 and recently described in detail by Peter Cappelli (my favorite Wharton Professor), in his column for HR Executive magazine, Paying More to Get Less.

It is perhaps the best work I’ve seen in years.

In the original research, the author describes how he dug into the data of one financial services firm to identify and track a number of jobs filled by both internally and externally sourced candidates over a protracted period of time.

He then compared subsequent performance ratings of the incumbents (over years) and found statistically significant evidence that:

  • Internal candidates performed better than those hired from the outside.
  • External candidates took as long as three years to achieve the performance levels of their internally promoted peers.
  • External candidates were paid 15% more on average.
  • The performance of individuals who were externally sourced was higher if they were not brought in through search.

Now this is science I enjoy … not because it is necessarily true beyond the one firm in which the study was done, but because it is transparent, describing methodology openly and in a way that we (dear readers) would be able to improve on and replicate within your own firms.

As someone who is getting tired of tons of unsupported opinions stated as fact and megatons of research by vendor content creators with serious conflicts of interest, this is refreshing. Give me more.

Conversations With Staffing Leaders: Anita Gutel and Chris Himebauch of Red Lobster

by Jul 14, 2005

You cannot truly lead or make a difference at your company without all the qualities ERE authors describe every day in their articles. But there’s one more thing you must also have: an absolute passion for what it is you are trying to do. It’s this passion that my colleague Mark Mehler and I wanted to capture as we discussed with ERE the concept of partnering on a series of web-based audio conversations with staffing leaders who make a real difference in how their companies find and recruit great employees. Click either audio format to listen to this webcast:

Windows Media | RealAudio Presented by ERE, this series of interviews will attempt to shed light on how staffing leaders, in many cases working behind the scenes, overcame the challenges in front of them and led their organizations to implement best practices in recruiting. All of the interviews in this series will be conducted by either myself or my colleague at CareerXRoads, Mark Mehler. Anita Gutel and Chris Himebauch of Red Lobster Red Lobster’s Anita Gutel and Chris Himebauch have tackled an age-old problem: translating boring job descriptions written by equally boring analysts into engaging and relevant literature. They did it with a world-class approach that more firms should replicate, as Red Lobster’s results clearly demonstrate. I sat down to talk with Anita and Chris recently about job descriptions. Have a listen. Click either audio format to listen to this webcast:

Windows Media | RealAudio [If you experience any technical difficulties in accessing this webcast, you may need to work with your IT department to resolve firewall issues. Send us an email at help@erexchange.com if you experience any other technical difficulties.] About Anita Gutel Anita Dahlstrom-Gutel, SPHR, has spent her career in the hospitality industry, with a majority of that time at Darden Restaurants Inc., the world?s largest casual dining restaurant company. Anita has over 20 years of experience in business operations as a multi-unit director of operations with Red Lobster Restaurants, where she was responsible for $30 million in annual sales. She has spent her most recent six years in human resources with assignments in the areas of organizational development, performance management, and strategic staffing. Her staffing responsibilities encompassed over 65,000 crew members and managers in over 650 locations, and included oversight for sourcing, selection, staffing, and retention of Red Lobster’s human capital. She currently is charged with an enterprise-wide job analysis project for Darden?s leadership. About Chris Himebauch Chris Himebauch has been with Red Lobster since June 1995 and current serves as its director of crew relations. Chris and his team are responsible for managing employment issues, legal compliance, and mediations for 65,000 managers and crew members in over 650 locations. Chris joined Red Lobster as a divisional employment manager in charge of staffing 120 restaurants in the Southeast. Two years later he was named manager of university relations and employment. In this position Chris successfully built valuable partnerships with key universities, implemented a faculty and student internship program, and increased the hiring of college graduate management recruits. One year later, Chris was promoted to director of staffing, overseeing the sourcing, selection, staffing and retention for all 65,000 managers and employees. During his time as director of staffing, Chris was responsible for creating and implementing a new company-wide selection process that helped Red Lobster receive industry recognition as a leader in reducing turnover and improving diversity.

keep reading…

Conversations With Staffing Leaders: Doreen Collins of GE

by Jun 1, 2005

You cannot truly lead or make a difference at your company without all the qualities ERE authors describe every day in their articles. But there’s one more thing you must also have: an absolute passion for what it is you are trying to do. It’s this passion that my colleague Mark Mehler and I wanted to capture as we discussed with ERE the concept of partnering on a series of web-based audio conversations with staffing leaders who make a real difference in how their companies find and recruit great employees. Click either audio format to listen to this webcast:

Windows Media | RealAudio Presented by ERE, this series of interviews will attempt to shed light on how staffing leaders, in many cases working behind the scenes, overcame the challenges in front of them and led their organizations to implement best practices in recruiting. All of the interviews in this series will be conducted by either myself or my colleague at CareerXRoads, Mark Mehler. Doreen Collins of General Electric In its effort to integrate international data protection standards for job seekers, GE was able to put into plain (non-legalese) English (as well as 16 other languages) a series of “promises” to visitors to their staffing pages from anywhere in the world. For now, these promises are only required in a few countries ó but the U.S. isn’t among them. I sat down to talk with Doreen Collins recently about how worldwide privacy standards had an impact on the development of GE’s corporate careers website. Have a listen. Click either audio format to listen to this webcast:

Windows Media | RealAudio [If you experience any technical difficulties in accessing this webcast, you may need to work with your IT department to resolve firewall issues. Send us an email at help@erexchange.com if you experience any other technical difficulties.] About Doreen Collins Doreen Collins is GE’s manager of global staffing quality initiatives. In this role, she is responsible for managing the full suite of staffing tools and processes used across GE globally. She initially joined GE through its Technical Marketing Program, one of GE’s entry-level leadership programs. After spending a few years in various sales and marketing positions, Doreen transitioned to HR and held several HR positions prior to her current role. She has a BSME degree from Michigan State University and an MBA from Harvard.

keep reading…

Conversations With Staffing Leaders: Gary Cluff of MITRE Corporation

by May 17, 2005

You cannot truly lead or make a difference at your company without all the qualities ERE authors describe every day in their articles. But there’s one more thing you must also have: an absolute passion for what it is you are trying to do. It’s this passion that my colleague Mark Mehler and I wanted to capture as we discussed with ERE the concept of partnering on a series of web-based audio conversations with staffing leaders who make a real difference in how their companies find and recruit great employees. Click either audio format to listen to this webcast:

Windows Media | RealAudio Presented by ERE, this series of interviews will attempt to shed light on how staffing leaders, in many cases working behind the scenes, overcame the challenges in front of them and led their organizations to implement best practices in recruiting. All of the interviews in this series will be conducted by either myself or my colleague at CareerXRoads, Mark Mehler. Gary Cluff of MITRE Corporation What do you do when the war for talent looms and the majority of the skills and experience you need are already found within employees at your firm, with 20 and 30 years at your firm — and requiring top secret clearance? You might make it harder for them to choose to leave. MITRE lets them do it their way. I sat down to talk with Gary recently about retention at MITRE. Have a listen. Click either audio format to listen to this webcast:

Windows Media | RealAudio [If you experience any technical difficulties in accessing this webcast, you may need to work with your IT department to resolve firewall issues. Send us an email at help@erexchange.com if you experience any other technical difficulties.] About Gary Cluff Gary Cluff is the corporate recruitment manager for MITRE Corporation based in McLean, VA. Prior to joining MITRE, he privately consulted with corporations nationwide to help them adopt competitive recruitment strategies and more efficient recruitment practices using metrics to influence change. Gary is a frequent speaker on employment trends and is the creator of the original Cost Per Hire Survey for the Employment Management Association. He is the founder of Project SAVE (the Staffing Alliance of Virginia’s Employers) and currently serves as an officer and board member for the Washington Technical Professional Forum (WTPF.org). Gary possesses a B.A. degree in Psychology from Penn State University.

keep reading…

Conversations With Staffing Leaders: Gretchen Ledgard and Heather Hamilton of Microsoft

by May 3, 2005

You cannot truly lead or make a difference at your company without all the qualities ERE authors describe every day in their articles. But there’s one more thing you must also have: an absolute passion for what it is you are trying to do. It’s this passion that my colleague Mark Mehler and I wanted to capture as we discussed with ERE the concept of partnering on a series of web-based audio conversations with staffing leaders who make a real difference in how their companies find and recruit great employees. Click either audio format to listen to this webcast:

Windows Media | RealAudio Presented by ERE, this series of interviews will attempt to shed light on how staffing leaders, in many cases working behind the scenes, overcame the challenges in front of them and led their organizations to implement best practices in recruiting. All of the interviews in this series will be conducted by either myself or my colleague at CareerXRoads, Mark Mehler. Gretchen Ledgard and Heather Hamilton of Microsoft The buzz on blogging just gets louder and louder as everyone jumps on the latest trend. Beyond the hype of interactive diaries and RSS (Really Simple Syndication) is the story of recruiters engaging large numbers of candidates on through their blogs. They’re preparing candidates to put their best foot forward, and at the same time they are trusted by their leadership to simply tell the truth as they see it. I sat down to talk with Gretchen and Heather recently about how they’re using blogs to further Microsoft’s recruiting efforts. Have a listen. Click either audio format to listen to this webcast:

Windows Media | RealAudio [If you experience any technical difficulties in accessing this webcast, you may need to work with your IT department to resolve firewall issues. Send us an email at help@erexchange.com if you experience any other technical difficulties.] About Gretchen Ledgard Gretchen Ledgard is a sourcing programs consultant with Microsoft’s technical central sourcing team. During her five years with Microsoft, Gretchen has worked with the company’s international, college, and industry recruiting teams. Co-founder and author of the Technical Careers @ Microsoft weblog, she currently develops and manages sourcing and marketing programs that attract the software industry’s best technical talent to the company. About Heather Hamilton As the staffing programs manager for marketing and finance talent acquisition at Microsoft, Heather Hamilton is responsible for creating and driving strategies to bring the industry’s best marketing talent to the company. Heather is an industry leader and requested speaker on the topics of candidate outreach and community building, which include blogging and Internet recruiting. Heather’s blogging activities have created press interests including interviews with the Wall Street Journal and the New York Times. Heather has worked in staffing for ten years and has been with Microsoft for five years in a variety of staffing roles, supporting business and technical divisions. Prior to Microsoft, Heather led the technical recruiting team at a large insurance company’s corporate headquarters and was previously with a national IT consulting firm, where she staffed Y2K remediation, application development and application outsourcing projects. Heather began her career at Robert Half International in the AccounTemps division after a brief career excursion in accounting. Heather has a B.S. degree in Business Administration from the University of Southern California.

keep reading…

Conversations With Staffing Leaders: Susan Burns of Federated Department Stores

by Apr 7, 2005

You cannot truly lead or make a difference at your company without all the qualities ERE authors describe every day in their articles. But there’s one more thing you must also have: an absolute passion for what it is you are trying to do. It’s this passion that my colleague Mark Mehler and I wanted to capture as we embarked upon a series of in-depth interviews with staffing leaders who make a real difference in how their companies find and recruit great employees. Click either audio format to listen to this webcast:

Windows Media | RealAudio Presented by ERE, these interviews will attempt to shed light on how staffing leaders, in many cases working behind the scenes, overcame the challenges in front of them and led their organizations to implement best practices in recruiting. Susan Burns of Federated Department Stores Since coming on the scene in the late 1990s, Federated’s award-winning corporate careers site, Retailology, has become an icon for young people thinking about retail careers. Lately, its horizons have once again expanded, as the company moves to embrace experienced professionals in its staffing brand. I sat down to talk with Susan about the Retailology site and other recruiting initiatives at Federated. Have a listen. Click either audio format to listen to this webcast:

Windows Media | RealAudio [If you experience any technical difficulties in accessing this webcast, you may need to work with your IT department to resolve firewall issues. Send us an email at help@erexchange.com if you experience any other technical difficulties.] About Susan Burns Susan Burns is the operating vice president of employment initiatives and college relations for Federated Department Stores. Her role in leading the development and expansion of Retailology.com, Federated’s employment brand and recruitment website, has provided a platform for continued growth and expansion of talent attraction and acquisition strategies. Retailology serves the interests of entry-level through experienced hourly and salaried talent. Susan has delivered a progressive strategy to Federated by focusing on establishing productive, mutually beneficial vendor and university partnerships leading to highly effective relationships. Her contribution to Federated focuses on recruitment technology adoption rates and corresponding talent-centric initiatives through education and alignment of key constituents. Susan held a number of store line management positions, including store manager with Robinson’s May, assuming volume responsibilities of $30 and $40 million in the locations she managed. Susan completed an MBA at Simmons Graduate School of Management in 1997 prior to joining Federated. In 2002, Susan completed Stanford’s executive education program titled “Leveraging Human Resources for Competitive Advantage.”

keep reading…

Conversations With Staffing Leaders: Valerie Kennerson of Corning

by Dec 16, 2004

The first in a series of interviews presented by ERE in audio webcast format. You cannot truly lead or make a difference at your company without all the qualities ERE authors describe every day in their articles. But there’s one more thing you must also have: an absolute passion for what it is you are trying to do. It’s this passion that my colleague Mark Mehler and I wanted to capture as we discussed with ERE the concept of partnering on a series of web-based audio conversations with staffing leaders who make a real difference in how their companies find and recruit great employees. Click either audio format to listen to this webcast:

Windows Media | RealAudio Presented by ERE, this series of interviews will attempt to shed light on how staffing leaders, in many cases working behind the scenes, overcame the challenges in front of them and led their organizations to implement best practices in recruiting. All of the interviews in this series will be conducted by either myself or my colleague at CareerXRoads, Mark Mehler. Valerie Kennerson of Corning I recently sat down with Valerie Kennerson, the global HR communications manager at Corning Incorporated, to discuss a concept most of us talk about but few of us actually use: service level agreements. It turns out, as Valerie explained to me, that they’re an even more powerful tool than any of us realized, as the success of her own recent initiative reveals. Scroll down to the bottom of this page to read more about Valerie and to download a copy of the sample service level agreement discussed in this interview. I think you’ll learn a lot from my chat with Valerie. Have a listen. Click either audio format to listen to this webcast:

Windows Media | RealAudio [If you experience any technical difficulties in accessing this webcast, you may need to work with your IT department to resolve firewall issues. Send us an email at help@erexchange.com if you experience any other technical difficulties.] About Valerie Kennerson Valerie Kennerson is the global HR communications manager for Corning Incorporated, a global, high-technology company that has been changing the world through research and technological innovation for more than 150 years. She has been instrumental in the transformation of Corning’s staffing function into a center of excellence. Valerie previously served as Corning’s global marketing manager and college relations manager, and prior to joining Corning, was manager of strategic sourcing for Lucent Technologies. Valerie has a B.S. degree in Management and Public Relations from Ohio Northern University and an MBA from Kent State University. Link To Sample Service Level Agreement To download and view an example copy of the service level agreement discussed in this interview, click the link below. Sample Service Level Agreement

keep reading…