If the customer is always king, then an applicant who is simultaneously your customer must also be treated like a king. If you recruit at a firm that has retail customers, I guarantee that you don’t know the answer to this…
Dr. John Sullivan
Need More Strategic Thinkers? Here’s How to Hire Them
What firm doesn’t need to be strategic? In fact, what could contribute more to the success of an organization in today’s fast-changing world of business than having a large cadre of strategic thinkers? As a result, CEOs would love to…
Without Metrics, Weak Onboarding Will Neutralize Your Recruiting Results
Think about it for a minute. You devote thousands of dollars and hundreds of management hours to recruiting, and as a result, you land a great candidate. But all that is for naught if the new hire gets off to…
The Definitive Action Guide For Minimizing Bias and Increasing Diversity Hires (Part 2 of 2)
This is the second part of a two-part article covering action steps on how to minimize biases that negatively affect diverse recruiting. The first part of this article was published on June 26, 2017. It explained the two types of…
The Definitive Action Guide for Minimizing Bias and Increasing Diversity Hires (Part 1 of 2)
There has been a great deal of recent coverage on unconscious biases. However, almost all of the attention has been on becoming aware of these unconscious biases. This is problematic because even data-driven Google could not prove that unconscious bias…
Note This Trend — TV Ads for Building Your Image as a Technology-Driven Firm
Technology has grown in importance to the point where every firm has no choice but to become a technology-driven firm. Yes, technology hardware and software are now integral to the operational success of firms in every industry, including healthcare, retail,…
Wonder Woman – Why Every Firm Needs to Hire One
The Wonder Woman movie has been a blockbuster success at the box office, at least in part because both the main character and the director are women. Giving women the director role on major film projects is, unfortunately, rare. However,…
The Top 7 Ways to Get Hiring Managers to Devote More Time to Recruiting
Of all of the contributing factors that lead to success in recruiting, the hiring manager has the highest overall impact. For example, one study found that recruiting’s relationship with the hiring manager was the No. 1 driver of overall talent…
A 12-Step Program For Retaining Your Diverse Workforce
Most firms have no idea that they have a revolving door that is bleeding diversity talent, because unexplainably, they don’t measure and report diversity turnover and the cost. But what if your executives knew that diversity turnover was off the…
The Amazing ’25 Names Approach’ for Filling Your Talent Pipeline Simultaneously With Every Hire
Not using the hiring process for name capturing for future jobs is a missed opportunity Few hiring managers and recruiters realize that the hiring process itself offers a great opportunity to capture the names of top performers for your talent pipeline….
Diversity’s Revolving Door — With 2x the Turnover, a Diversity Retention Program Is Needed
Most firms have no idea that they have a revolving door that is bleeding diversity talent, because unexplainably, they don’t measure and report diversity turnover and the cost. But what if your executives knew that diversity turnover “was off the…
The Future of Recruiting Is an Internal Talent Consulting Group, As Technology Handles Daily Recruiting Tasks
8 Things To Do When You Want Recruiting To Be More Strategic The march of technology is already underway in recruiting. And that means that most day-to-day recruiting activities will become transactions, and that means that most sourcing, job matching,…
Stop Talking the HR Talk If You Want to be Heard
One of the reasons why talent managers continually strive to become more strategic is that they want their ideas and problems to be noticed by their CEO. Because executives have a strategic focus, being viewed by executives as having a…
Impress Your CEO by Focusing on the Things They Care About
Contrasting the Factors That CEOs Focus On, With Those That Garner Little Interest One of the reasons why talent managers continually strive to become more strategic is that they want their ideas and problems to be noticed by their CEO….
10 Business and Recruiting Reasons for Requesting Salary Information
The practice of firms either requesting or requiring applicants to provide their salary history is coming under tremendous pressure as part of the overall push for pay equity for women. As a result, there are many new and proposed laws…
Some Firms Use the Practice of Requesting Salary History — Why Firms Ask for It and How They Use It
The practice of firms either requesting or requiring applicants to provide their “salary history” is coming under tremendous pressure as part of the overall push for pay equity for women. And as a result, there are many new and proposed…
Facing a Shortage of Applicants? — Losing Applicants Explained With 5 Ugly Numbers
It’s an almost universal complaint across both corporations and small businesses around the world. “We aren’t getting enough applicants and it is hurting our business.” This shortage of applications is probably occurring despite the fact that your corporation is well…
What HR Should Do In the Wake of United’s PR Debacle
By now, most of us have seen the shocking video where United Airlines had an unwilling 69-year-old passenger dragged off of one of their airplanes. Many are also aware that United also recently refused to let two teenage girls fly…
Ouch, 50% Of New Hires Fail! 6 Ugly Numbers Revealing Recruiting’s Dirty Little Secret
Large corporations have thousands of business processes, but I doubt that you’ve ever heard of a single process that has a 50 percent failure rate. So your firm’s executives will be shocked to learn that the recruiting process (the HR…
Frustrated With Your Recruiting Results? Ask New Hires ‘What Worked’
It’s a basic law for business process improvement. When your process is completed, you survey your users to find out what worked and what didn’t work. In recruiting, it turns out that identifying “what worked” is the second-most impactful of…