So…the debate rages on recruiting Metrics. Alex Douzet in his Workforce article “Quality of Fill” an Emerging Recruitment Metric did a fine job of getting the two main (and lingering) points across on the state of recruiting metrics: It is surprising that many, MANY companies do not have any metrics in place to measure Recruiting efforts. It is exciting to …
Bueller… Bueller… Bueller… Your Top Talent is Bored Stiff with Being Scared Straight. Time to Create Change.
In HR we hear so much about how our employees fear change, loath change. If you Google the phrase “why do we fear change?” you’ll get 141,000,000 (yes Million) responses. I get it, and I’ve been afraid before; but man-o-man, our guts are just shriveling. There is fear of the unknown (could I lose my job?) and the known (my …
Cheating: The Great Equalizer in a Bad Economy. Even in HR?
I read an article that highlighted the correlation between unemployment and cheating men. As unemployment numbers rise, so does the percentage of men who cheat on their significant other. I know you are shocked. To be fair, stats on women are the same. If you don’t believe me, check out exhibits A and B. So this got me wondering about …
Superiority Complexes in Hiring Teams May Be the Real Culprit of Long Fill Times. Ask Tiger Woods.
Tiger Woods made a horrendous goof in the world of employment and it’s not what you think. Cheat on wife? Horrible! Not biggest goof. Engage with a harem of ladies? Horrible! Not biggest goof. Leave his actual voice on several of his ladies’ voicemails? Stupid! Not biggest goof. Hurt family who supported him? Whew, I want to say biggest goof….but …
Active Candidates Need to Quit Crying and Start Fighting the Good Fight Against Passive Candidates…
Fay Hansen’s recent Workforce article posed a question for the next generation of recruiters: Are resume-based recruiting processes, which cater more to the active candidate, effective anymore? The article highlights Synaptics Inc.’s highly-selective strategy, which doesn’t eliminate active candidates but is shifting focus to attract and go after passive candidates. The effectiveness of passive vs. active recruiting strategies may still …
Zen and the Art of Poaching Talent… Can Competitors Really Share Talent and Keep Their Sanity?
After reading Workforce article When the War on Talent Ends with a Peace Treaty, I found myself in a quandary as a for-profit HR pro. The article highlights the non-profit Teach For America who, challenged with staffing a rapidly growing organization, has created a recruiting “Partnership Agreement” with competitors. Recruiting “rules of engagement” were created to define how to compete …
In Memoriam: Obituary of the (Dys)Functional Resume
The Functional Resume, known more affectionately as “the confusing one” and “the manipulator” died today after a long steady decline. The age of Functional Resume was unknown, since he refused to notate any of his works or accomplishments chronologically. Functional Resume, born by professors and consultants, was a friend to job seekers convinced (by the same professors and consultants) …
Paul McCartney, Your New HR Employee Relations Manager Poster Child
All of your stereotypical HR Rockstars are typically pretty extroverted, kinetic, perpetually in-motion. I’m not saying HR Rockstars can’t be introverts, but most I know are loud and proud. If you are a recruiter, then the extrovert scale doubles (unless you are Jessica Lee from what I hear…who knew a kinetic introvert?) As an extroverted person, I am no exception …
Buck Up! It’s Your Job to Make the Hard & Risky Reject Calls. Chicken, Don’t Hide Behind Your Background Screen…
OK- So, we’re talking talent management right? HR pros all know that rejecting applicants is recruiting 101. But what happens when your reject tap dances on the back of a bad background check. OK-still 101, but I have to question, how many of you pick up the phone and actually talk to a rejected applicant. Really. Really-really? Most will say not often because they don’t have to. Many …