Why You Should Close Candidates On A Good Note (Even If You Know They’re NOT Going To Get The Job)

Elizabeth Dickerson Elizabeth Dickerson, Recruiting 1 Comment

Imagine a situation: You’ve set up an interview on the phone with a candidate. It’s immediately obvious that you won’t be submitting this candidate due to the client’s preferred specs/job requirements—or maybe you realize they’re just not a good fit. What do you do? Do you let them off the hook quickly? Because…they’re not going to get the job, so why waste …

Soccer Is Destined To Fail In The U.S.! Just Like Your Hiring Strategy…

Tim Sackett Candidate Pool, Hiring Bias, Tim Sackett 23 Comments

If you didn’t see it last week, and you probably didn’t because about 17 people in the United States care about soccer (or Football in every other part of the world), the U.S. Soccer team failed to qualify for the World Cup. The World Cup for soccer is like the Olympics for every other sport. It’s the single largest soccer …

Influence 101 – It’s Not Enough To Ask For A Raise: Understand Who You’re Asking

Kris Dunn Kris Dunn, Making Offers, Negotiation, Payroll, Performance 2 Comments

Raises. Of course you should ask for them. Don’t get caught thinking the market inside your company will take care of you. But with that said, let’s break down a couple of realities: 1. Only good-to-great performers really have leverage to ask for more money. If you’re not in that group, you can throw a legal fastball by somebody for equity, …

Tesla Fired Hundreds….To “Improve Morale”

RJ Morris Corporate America, Employee Relations, in the news, Outmatch, RJ Morris 2 Comments

When you geek out on talent like the folks here at FOT, it’s fun to sit back and watch high profile companies make big talent decisions.  Intrigue, strategy and risk are all embedded in public leadership transitions, succession planning, business strategy pivots, acquisitions, mass firings….wait, what? Mass firings?  Who announces those and makes them public?  Well, Tesla does.  Backstory intro …

3 Ways Recruiters Can Win With Storytelling

Corey Burns Corey Burns, Recruiting 0 Comments

Being a great storyteller alone isn’t going to make you a great recruiter, but it’s definitely a differentiating factor between good and great. When looking at the parallels between high performing Recruiters and high performing Sales Professionals, the ability to successfully deliver a high-impact story is identical. I’m aware that the debate between sales and recruiting is a bit touchy. …

To Certify Or Not To Certify….That Is The Question For HR Today

Kelly Dingee HR, Kelly Dingee, SHRM 3 Comments

For years I’ve worked on the HR fringe as a sourcer.  And I say the fringe, because sourcing is truly a subset of recruiting which is a subset of HR. I didn’t start my career with the intent of being a sourcer, I actually started focused on being an HR generalist, intent on eventually being an HR Business Partner.  Fresh …

There Is No Such Thing As “Overqualified”

Mark Fogel Audacious Ideas, Candidate Pool, Mark Fogel, Recruiting 28 Comments

I’m jaded and don’t subscribe to the overqualified candidate debate. To me it is binary—you’re qualified or you are not. I am not sure when the term overqualified entered the Talent parlance. It may, by all accounts, be the must overused term in HR. More than “Engagement” or “Rigor” or “Agility”, and certainly near the historic “Seat at the Table” …

Tom Petty: Don’t Take Advantage Of Top Performers, You’ll Miss Them When They’re Gone

Dawn Burke Dawn Burke, Jobvite, Performance 3 Comments

Tom Petty is gone.  No one saw it coming. When news came that he actually had passed, my social media sites were filled with words of disbelief, fandom, and loss.  Several posted how in retrospect many of their “life” moments were underscored by the Tom Petty song of that day.  Me included.  I mean, I Won’t Back Down, Running Down …

Our Companies Are Sick. #1 Advice on How to Get Well? Fire.Them.All.

Paul Hebert Employee Coaching, Employee Development, Employee Engagement, employee experience, Engagement and Satisfaction, Good HR, Managing People, Paul Hebert, Performance Reviews 1 Comment

Bad management is a chronic corporate illness. And it’s an epidemic. Bad management reproduces quickly in today’s world because in many cases (especially in public companies) performance is measured on a quarter to quarter basis and some of the fastest ways to achieve short-term goals is through fear and intimidation. And managers who use those arcane techniques are the people …