Your perfect candidate could be located in any number of talent pools — passive candidates, active job seekers, or even entrepreneurs. Your recruiting strategy has to have a sourcing plan to gather candidates with the skills and experience you need, as well as engage them through the entire selection process. A sub-par candidate experience can deter applicants from accepting positions and even damage your reputation as an employer of choice. Learn how to design and implement an experience that engages the emotional, physical, and cognitive aspects of your potential new hires.
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I had it all planned out. An extended September weekend backpacking with my oldest son (our first trip together) along with a couple of neighbors – It was going to be great. Skyline-to-the-Sea is a great Bay Area trail with ...Read more
Is video interviewing technology a fad or our future? Whenever I am asked this question, it makes me recall the success story of Netflix. Netflix originally wanted to partner with Blockbuster, but Blockbuster thought the Netflix concept would not last. Today, I hardly see any Blockbuster stores, while Netflix has become a household name. In other words, my take is that video interviewing technology is here to stay and will continue to evolve and be used beyond interviews and screening, such as onboarding and succession planning.
I run an executive search firm. On a typical search, we’ll review over 600 candidate profiles to put forward 6 candidates for an interview with the client. But even after we’ve ruled out 99% of the potential candidates, some of our ...Read more
While small businesses account for an estimated 49 percent of all private sector jobs in the US, most discussions on human capital strategy revolve around the best practices of multi-divisional (e.g., GE) or technology-intensive (e.g., Google) firms. It is true that small business firms do not typically design and implement long term human capital strategies and usually lack a strategic HR function or a Chief Talent Officer.
Our myopic focus on satisfying short-term needs and desires is killing us – both individuals and organizations. We simply are not good at understanding the beauty of delayed gratification, hard work, patience, and smart risk ...Read more
There are as many different opinions about how to ‘hire the best’ as there are techniques deployed within organizations to attract, select and hire top talent. With these differences comes natural bias; one firm will strongly believe ...Read more
The talent acquisition field hears a lot about passive talent now. A quick Google search on “passive candidates” returns more than 1,790,000 hits. There is no shortage of experts and firms offering advice on how to best search for, engage and hire these elusive candidates.
What is the best way to move forward? Jessica Miller-Merrell offered some great advice in a recent post. She broke down the task into three distinct sources: references, employee referrals and the firm’s current database. Using the references of candidates applying for open positions is an often talked about source of qualified candidates that may not be actively seeking new positions...
For the past few years, the buzz in talent acquisition has been on improving the candidate experience. “We need to eliminate the application black hole,” they say. “Every candidate should get an explanation of why they didn’t receive an interview or offer,” the experts write. In this year’s CareerXroads Mystery Job Seeker Report, Gerry Crispin and Mark Mehler conclude:
“The pace of changing online recruiting practices has, to say the least, been glacial at most companies. This paper highlights many of the same shortcomings that have plagued them for years. Yet what is particularly difficult to understand is why this continues to be the case when the fixes are straight-forward.”
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