Many recruiters we meet believe that their value to their organization is predominately in identifying and bringing good candidates to the table. Yes, this is certainly your role (it says so in your job description), but it is only a part of your value. Your value — what you can get done — depends on... [full article »]

So what’s the big deal about strengthening your presentation skills? A lot, if increasing your influence with the hiring managers and creating a reputation as the “go to” person for recruiting is important to you. This is a description of presentation that goes far beyond the old interpretations of platform skills such as poise and... [full article »]

The job market has been picking up, and hiring managers are aggressively trying to increase human capital to reach their 2011 revenue goals. Having the right people in the right seats is key, and we see many companies take too much time when seeking to hire good talent. The most successful recruiters create a sense... [full article »]

The relationship between the corporate recruiter and the hiring manager is not always a good one. True, in some organizations the working relationship between the two is strong. In others, however, there is a schism between them. And in still others, the schism became a chasm. In the latter two situations neither the candidate, the... [full article »]

Most organizations and companies need to recruit external talent. Many believe they have found the holy grail of talent when they identify and bring a manager or exec in from outside the company. And, like in War Games, their “confidence is high! I repeat, confidence is high.” The fact of the matter is  – some... [full article »]

There are three reasons to do a succession plan, and identifying a replacement for the CEO and select top executives is only part of one of these reasons. The three reasons are: Replacement for key employees To support anticipated growth To address and deal with talent shortages Unfortunately, however, succession planning is too often considered... [full article »]

How well does your organization select and integrate talent for internal promotion? If you are like many organizations we’ve seen — not very well. When promoting from within, do you select the person who is doing the best job in their current role? Do you promote the person you like the most, the person who... [full article »]

To be a fast-growing company, whether a start-up or a new growth unit within a large corporation, there needs to be a product or service that is priced right, that customers are interested in, and are buying. The company also need to hire and manage people well, and you as the owner, recruiting executive, or... [full article »]