Hiring Process

In June I asked ERE subscribers to participate in a survey aimed at collecting the information needed to examine some trends related to the current and … Read more

You can assess the effectiveness of any business process by conducting an end-to-end yield analysis. Just divide how much you have left by what you started … Read more

Last month I asked readers to complete a survey aimed at gathering information needed on the adoption and use of online screening. My survey sought to … Read more

In my work with some of the top staffing executives in the country, I constantly hear about their biggest concern: that many of their recruiters lack good … Read more

Over the past few months, I’ve surveyed more than 30 staffing executives from top companies around the country, asking them to describe their biggest … Read more

In Part 1, I discussed a major lawsuit involving a large corporation and used it as a learning example. In Part 2, I’ll discuss how common HR … Read more

Lately, I have been so wordy that I have had to separate articles into two parts. This is yet another example of having so much to say about hiring and … Read more

In Part 1, we discussed the fact that high job performance is not the norm ó and that this is very expensive. We also explained that some of the … Read more

This article is the second of a two-part series focusing on building effective foundations for online screening. Last month’s article provided some … Read more

I wrote my first check 30 ó ah, let’s just say several ó years ago. It was an agonizing experience that required about a half an hour, … Read more

We like to think of organizations as being “organized,” with individual pieces working together like a fine machine. But all too often, close … Read more

“When we last left our intrepid hero, Atomic Recruiter, he was being held captive in the Dungeon of Repetitive Tasks and Meaningless Efforts by the … Read more

In Part 1 of this article series, we looked at the many reasons why your organization should measure the quality of its hires. Here in Part 2 we’ll … Read more

It happens every day. Somebody gets the great idea to develop organizational competencies. A committee is formed of trainers, recruiters, and a sprinkling … Read more

Dear Candidate, I am writing to thank you for expressing interest in our current opening. However, I regret to inform you that we feel that your current … Read more

I consider the single biggest fault with corporate and external recruiting functions to be their almost universal failure to measure the quality (or … Read more

The importance of providing a good foundation for every action used to narrow down an applicant pool cannot be understated. This is a universal concern … Read more

In Part 1, we discussed the role of personality testing in hiring by taking the best from each of two theories of job performance and combining them into a … Read more

Personality and job performance are often very misunderstood. For one thing, there is a tendency to look at personality and make assumptions about job … Read more

In Part 1, we discussed simplified hiring systems and good hiring tools. Part 2 covered hiring better technical professionals; Part 3, managers; Part 4, … Read more