Despite the availability of email, voicemail, mobile phones, portable laptops, CRM software, the Internet, and every other form of communication, the oldest recruiting problem in the world still exists: recruiter communication with candidates is slow and sporadic. As a recruiting consultant that has worked with Fortune 100 corporations and 10-person start-ups, I am constantly amazed... [full article »]

During the summer things tend to “slack off” a bit in recruiting. When the days are longer, children are out of school, and the weather is hot, we all lose our motivation to deliver 110%. We work fewer hours, take more vacations, and typically adopt that childlike, summer vacation attitude. This is not bad. We... [full article »]

Lately, it seems as though the recruiting industry has become challenged by resumes. On the far right there are the extreme conservatives, who still hold on to the traditional values of a professionally printed resume on fine linen paper?kept to one page, of course. On the far left there are the radicals, who believe in... [full article »]

Great companies with substantial recruiting budgets–offering challenging opportunities, state of the art technologies, competitive salaries, flexible work schedules and all the other new millennium perks–are still finding themselves “recruiting challenged.” They just cannot seem to get the hires. They try to solve the problem by beefing up technology and throwing more money at recruiting events,... [full article »]

Last Sunday, while traveling in New England, I read an article in the business section of the Providence Journal that exemplified my beliefs on the importance a company?s web site plays as a marketing/sales tool to attract potential candidates. Briefly, the story discusses a young woman who went to the web site of a major... [full article »]

The evolution of the Internet as an everyday tool for communication, information, education and business is having as significant impact on the way we manage our lives, as did the invention of electricity and the telegraph. It is not going away, it will only be enhanced. With that in mind, the Internet has changed the... [full article »]

Part I of this series provided a perspective on the importance of interpreting metrics to make business decisions. Essentially, it focused on have a sense of what you want to measure and the decisions you want to make with the measurement prior to collecting the metrics. Part II will review measuring the effectiveness of recruitment... [full article »]

Why care about metrics? Metrics help us make better business decisions. The numbers themselves are not as critical as how we interpret and use those numbers. Now that “human capital” and the value it adds to an organization’s bottom line has made it to the top of the list in company boardrooms, measuring that value... [full article »]

What a year it’s been! Every company has been affected in some way by the tight labor market and the growth of small companies focused on the emerging technologies. Even Santa Claus has felt the crunch for the first time in hundreds of years. It’s been a challenging and exhausting year for Santa and thanks... [full article »]

Over the last several years finding talent, particularly good technical talent has escalated to the top of the priority list in many corporate boardrooms. Finally top management is beginning to recognize that ?it?s all about talent.? They realize that without the appropriate talent, a company is going nowhere. In the more progressive companies recruiters are... [full article »]

While the business of recruiting has changed dramatically over the past five years, the nuts and bolts of the career has not and will not change. Recruiters are responsible for facilitating one of the single most important functions within a company – talent acquisition. The use of the Internet as a sourcing/marketing medium, the growth... [full article »]

Internet Recruiting, Applicant Tracking Systems, Job Posting Software, Reducing Cycle Time, Reducing Cost Per Hire, Recruiting Metrics, Job Matching Systems, Building Talent Pipelines, Attracting High Tech Talent, new sourcing methodologies?These are the buzz words, topics of conferences, and essential issues occupying the minds and the conference rooms of companies worldwide. They are all great things... [full article »]

Determining how to spend your recruitment advertising dollars is not unlike what a marketing manager for a consumer products company like Kraft or S. C. Johnson does in developing their marketing plans. In recruiting, your product is your company and your consumer is your potential candidate. Your role is to develop the ideal “marketing plan”... [full article »]

In Part I of this series we created WOW by improving our job titles. In Part II we created WOW by focusing on the job content. Implementing both of these tips on all job postings will help to more successfully generate the candidates for which you are searching. In Part III, we focused on keeping... [full article »]

In Part I of this series we created WOW by improving our job titles. In Part II we created WOW by focusing on the job content. Implementing both of these tips on all job postings will help to more successfully generate the candidates for which you are searching. Part III will focus on keeping those... [full article »]

In Part I of this series we created WOW by improving our job titles. We emphasized the importance of have an informative, thorough, eye catching job title to intrigue the candidate to click through to your job announcement. Once they have clicked through to the ad, you now want to WOW them with the opportunity…... [full article »]

Part I of a four part series. Part I: Success With Job Boards — Posting Is Not Enough As a consultant and lecturer on Internet Recruiting, I hear many of the success stories and woes associated with Internet Recruiting. The success stories are wonderful to hear. The woes are typically easy to remedy. This article... [full article »]

In Part I of this series we covered alternative ways of allocating your recruiting budget to include the Internet without sacrificing other strategies that have worked well for you in the past. In Part II we covered the importance of evaluating your internal needs and resources prior to committing funds to the Internet. Part III,... [full article »]

In Part I of this series (published on December 10 — before the snow, tornadoes, floods, ice storms, and flu season) we covered alternative ways of allocating your recruiting budget to include the Internet without sacrificing other strategies that have worked well for you in the past. Using this strategy, we came up with about... [full article »]

With over 2,500 job posting sites on the Internet, hundreds of newspapers, and a multitude of job fairs to choose from, on a limited budget, it can seem overwhelming to determine the most effective ways to spend recruitment dollars. The goal is to achieve the highest qualified response rate per dollar spent. Incorporating a thorough,... [full article »]