I’m a major advocate of parallel benchmarking, i.e. learning from the best practices that have been successful in completely different business … Read more
T-Shaped People, Jobs, and Recruiting
Recruiting is about to be forced to start looking for people and assessing them in very different ways than they have. The nature of organizations is … Read more
How to Recruit Passive Candidates and Early Birds
Maximizing your use of time is the key to hiring more top performers. In a recent webinar with Jobs2Web, I described the sourcing sweet-spot. This is the … Read more
The Recruiting Video vs. The Real Job Preview Video
The proliferation of recruiting videos since the advent of Web 2.0 has been staggering. Candidates can review an abundance of organizational information in … Read more
Who’s Responsible for Quality of Hire?
Over the past few months I’ve been describing a new approach for determining quality of hire, and using changes in this to justify any new expenditures on … Read more
Candidate Quality Can Be Defined
What makes a good candidate different from a bad one? What defines a high quality candidate? I can’t count the conversations I have had with … Read more
Falling Down on Our Job
I was talking to a friend of mine who is a senior manager/director-level IT professional who was recently laid off. He was moaning about poorly written job … Read more
Outliers and the True Secret to Success
For a number of reasons, Malcolm Gladwell’s latest book, Outliers, is a good read for recruiters and managers, in fact, for anyone who wants to get ahead … Read more
If You’re Really Good, Make Sure You Don’t Apply
Thanks to Ron Katz for the tip about this search firm’s job ad. It’s one I’ll be passing along to my most mediocre friends — who … Read more
It’s Time for a Candidate’s Bill of Rights
When times are tough, candidates are often treated with disrespect. Many recruiters see a surplus of candidates and start acting impersonally or begin … Read more
The UAW, the Detroit Bailout, and Related Sourcing Issues
A top-down command-and-control structure leads to power grabbing, not power sharing. It prevents people from seeing the bigger picture as groups defend … Read more
Don’t Sell the Job, Sell the Next Step!
Too many recruiters rush the closing process, trying to push the candidate across the finish line before the race has even started. If you want to win the … Read more
Carly’s Dilemma: Should Performance Profiles be Used to Vet Candidates?
Carly Simon did question the idea of using a performance profile as a means to determine competency in her hit song, You’re So Vain. However, in this case … Read more
Case Study: Paul’s Attempt to Find the Scarce
It was the beginning of autumn in New England, and the leaves were turning orange, yellow, and red. It was a glorious afternoon, but Paul scarcely noticed. … Read more
Recruiting Passive Candidates in Tough Economic Times
Consider this as a basic truth: in tough economic times every job looks better, especially the one you already have. This would imply that during … Read more
6 Ways to Measure Your Contribution to Retention
For as long as HR has been a separate function from the business, there has always existed a certain tension when it comes to who is primarily responsible … Read more
Be a Mover or Shaker: Learning to Learn Drives All Significant Change
“. . .we can say that Muad’Dib learned rapidly because his first training was in how to learn. And the first lesson of all was the basic trust that he … Read more
Sales Candidate Attributes: Desired or Required
Close your eyes. Now think of the perfect mate. Are you done? Close your eyes again. Think some more. How long is your list of requirements of the perfect … Read more
Customer Service: Key to Successful Recruiting
Fast and personal customer service is what I insist is core to being an effective 21st century recruiter. Every candidate should receive a personal … Read more
Wouldn’t You Love a Job as a P2 Fld Comp Sup?
Quick, look at the following real job titles found on company websites and tell me what they mean: Read more