Have you ever been surprised to find out that you were completely wrong about someone you thought you knew? This can happen in the workplace too, but with bigger consequences. Sometimes a great new hire doesn’t turn out to be the shining star they appeared to be during the interview process. There are some important factors to consider when making major hiring decisions that can help you avoid hiring a wolf in sheep’s clothing.
February 20, 2012 | Posted in
Thought Leadership,
Tools |
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Some consultants would tell me, “It’s about time you jumped on the bandwagon!” Others would say, “That is so 30 seconds ago – now we are talking mobile recruiting!” Other consultants would say, “Certainly you have begun offering the new…!”
February 13, 2012 | Posted in
Thought Leadership,
Tools |
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You probably wouldn’t ask someone to marry you after the first date because it is risky to jump into a long-term relationship without spending time learning all you can about a potential partner. Yet, that’s exactly what employers do when recruiting candidates for a position within their organization. After an initial round of interviews, a job seeker is either welcomed into the organization – or not. So, what are we really trying to learn about a candidate before hiring them into an organization?
It’s normal to be nervous before any interview, but some job seekers are especially affected, and so are many of the recruiters who interview them. In fact, at many small companies where hiring exactly the right person is so important, interviewers fret for days before each meeting with a top candidate. Some people are so fearful and apprehensive before any interview that they become tongue-tied, talk too much or say the wrong things.
We spend an enormous amount of time and money branding ourselves to potential candidates. Yet for a lot of companies there is a syndrome in place that drastically affects the candidate’s experience with the brand. And in a down economy, your candidate engagement strategies don’t necessarily have to change, they just need to be firing on all cylinders.
November 21, 2011 | Posted in
Recruiting,
Tools |
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Recently, I answered a question on Quora.com. You may not be familiar with this website, but it occupies a special place in my heart. People ask, and answer, questions there. Sometimes the questions are tough; sometimes they are touching. And sometimes when I am drawn to answer them, it is before I think through exactly how I came to know the answer I’m giving.
November 9, 2011 | Posted in
Tools |
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No matter the economic climate, the most important—and expensive— investment a company can make is in its people. For many companies that statement is a given, but just like any other money spent, there needs to be a return on that investment. A common misconception is that workforce effectiveness and productivity can only be measured qualitatively, but a more sophisticated—and prescriptive—measurement is possible. The problem is that all too often, evaluating workforce effectiveness can be difficult because productivity numbers are a one-dimensional metric and often assembled after a business process is complete.
Google+, +1 Button, Sparks, Circles… It is obvious that after a long delay and several unsuccessful attempts Google is very serious about extending its services into the social media space. It is more than likely that this time it will make a significant impact on the way people use social media but will it affect the recruiting strategies? I think it will and here is why.
With the proliferation of the smartphone, everyone and everything is “going mobile.” From checking email to booking flights or even ordering a pizza, everything can be done on-the-go. This doesn’t stop at job searching. While the national unemployment rate is gradually improving, there are still many people on the job hunt.
With unemployment numbers remaining high, you might think it’s easier to find qualified talent. Ironically, the exact opposite is true. Even though the number of people available for work has increased, the mismatch between qualified candidates and job openings remains extraordinary, contributing to a recruiting challenge for most organizations.
