New Recruiting Campaign – Keyword “Google Killer”….

Kris Dunn Candidate Pool, Culture, Kris Dunn, Sourcing

WOW – I love it when a company is in a competitive situation, and lets it all hang out, even with something as image restricted as the recruiting process. What’s gotten me thinking about this?  This freaking cool ad from the Euros within Microsoft, as reported from Valleywag: "After more than a decade of trans-Atlantic antitrust scrutiny, one would think …

Facebook Has A Prom – You Weren’t Invited…

Kris Dunn Culture, Engagement and Satisfaction, Generations, Retention

This is going to make your annual employee appreciation luncheon look a little stale: "It’s true: Facebook held a prom for its employees in San Francisco last night at the Metreon. The shopping mall-cineplex’s fourth floor was tastefully decorated with white flowers, and the gathered Facebookers were dressed up — and so youthful, you might think it was an actual …

Controlling Employee Turnover – Does It Help to Throw “Cold Water” on the Candidate?

Kris Dunn Culture, Interviewing, Kris Dunn, Onboarding, Retention

Everyone knows that realistic job previews are the way to go with your candidates – unless the environment you are selling is a total crapamatic 400…at which point you might want to think about a new gig/company/client/<fill in the blank>… But I digress.  Back to the point.  Realistic job previews – GOOD.  Selling candidates without providing any real world data …

Rejected Candidates with an IQ of 115 – Will They Ultimately Make Google Uncool?

Kris Dunn Candidate Pool, Culture, Interviewing, Kris Dunn

I’m on the record as agreeing with Former Netscape wonderboy, Marc Andreessen, that it’s dangerous to view Google’s approach to Talent as too special.  A focus on the PhD is OK at times, but when you have to have the heavy academic pedigree to get any job at a company, you’re going to miss out on some COLD BLOODED killers …

Where’s the Beef? Is Your Company Brand Angus or Frozen Patty?

Christine LeLaucheur Always Be Closing, Christine LeLacheur, Culture, Engagement and Satisfaction, Retention

Where I come from (Canada, Westside), we’re known for our beef.  We brag about the flavor, texture, and quality.  But guess what…there are still grades.  As much as we brag, not all of it is certifiable prime grade beef.  In fact, only 2% of beef is graded prime.  2%!  That’s it. My question to you, the employer, is what grade …

Can You Tell If a Company Is On Its Deathbed Based on Job Postings?

Kris Dunn Culture, Interviewing, Kris Dunn, Sourcing

Throwing up a careers site says something about your company.  It could say thousands of things, including the following: 1.  We’re hip, and you want to work here…2.  If we were a person, our nickname would be steady Eddie.  You’re not going to get a Matchbox Twenty show in the lunchroom, but we make payroll and have Blue Cross….3.  Damn, …

Candidate Diversity 101 – Simply Placing Ads Is Never Enough…

Jessica Lee Candidate Pool, Culture, Jessica Lee, Sourcing

In light of the presidential election, the topic of diversity is more salient than ever. Elect a black man or, possibly, a woman for president?  Fast Company partially tackled the issue in its cover story on the brand of Obama. This particular passage got me thinking: “… With census data projecting that 40% of Americans will be nonwhite by 2010, …

The Paycheck – A Lousy Management Tool…

Paul Hebert Compensation/Cash Money, Culture, Driving Productivity, Engagement and Satisfaction, Paul Hebert, Total Rewards

I was looking for a profound way to discuss the importance of reward and recognition within an organization and bumped up against a post on Fast Company, highlighting a discussion with David Glazer, an engineering Director at Google.  The discussion centered around how Google maintains its creative culture and innovative edge. From the article: "There’s an old Peter Drucker line …

Thanks for Coming In to Interview – We’ll Start With Monotone, Followed by My Phone Ringing…

Jessica Lee Culture, Interviewing, Jessica Lee, Recruiting

All right. So, I’m kind of superficial. I’ll admit it. Appearance, presentation and overall packaging mean a lot to me and I believe they make a pretty big impact. Even when it comes to interviewing, I feel like I represent my company and therefore, I want to make a great impression on candidates. I put on a suit for most …