RECRUITING

  • RECRUITING ISN’T ROCKET SCIENCE — EXCEPT WHEN IT IS

    AUTHOR: // CATEGORY: Featured, Niche Searches, recruiting

    Every organization has a different goal that it wants to achieve, and a different reason for wanting to achieve it. But one thing we all have in common is that our success is driven by the people we hire. And in the race to find competent staff, all of us must consider what job hunters want, what kind of messaging they’re most receptive to, and what people value most in a new professional opportunity.

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  • TALENT IN A TABOO INDUSTRY: RECRUITING CANNABIS CANDIDATES

    AUTHOR: // CATEGORY: Featured, recruiting, talent shortage

    Read your favorite news source, and you’ll likely find at least one if not several reports on how the U.S. labor market is tightening due to a looming recession. Amid such accounts, the cannabis industry is an extraordinary success story.

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  • ELITE FIRMS ARE INVESTING IN THESE BIG-BET RECRUITING AREAS 

    AUTHOR: // CATEGORY: recruiting, talent acquisition

    This article is co-written by Michael Cox, a program manager at Dr. John Sullivan & Associates.

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  • A RECRUITER REVEALS WHAT IT’S LIKE TO RECRUIT RECRUITERS

    AUTHOR: // CATEGORY: Featured, recruiting

    Recruiting recruiters is not an easy task. It’s actually one of the most challenging types of specializations to recruit for. Think about it: You are recruiting someone who is typically in your shoes, a process that can be disorienting for you and for candidates.

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  • 7 WAYS TO ATTRACT YOUNG TECH TALENT

    AUTHOR: // CATEGORY: Featured, Generational Issues, recruiting, Tech Searches

    How do you capture the attention of young professionals to recruit and retain them effectively in today’s times?

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  • EDUCATE HIRING MANAGERS ON THEIR COMPETITIVE LANDSCAPE — RECRUIT WHEN COMPETITION IS LOW 

    AUTHOR: // CATEGORY: Job Postings, recruiting, Workforce Planning

    Everyone should already know that the best time to recruit is when the competition is low. However, it’s difficult to find corporate recruiters who routinely report to their hiring managers the current level of competition faced in relation to their newly opened job.

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  • 9 RECRUITING LESSONS FROM SANTA CLAUS 

    AUTHOR: // CATEGORY: Featured, Holidays, recruiting

    If you’re a recruiter celebrating the Christmas season, this may be a slow period for you. But it should also be a time to learn. So why not use any extra time to consider a few recruiting lessons from Santa Claus?

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  • IT’S OK TO HIRE AVERAGE EMPLOYEES

    AUTHOR: // CATEGORY: Featured, recruiting

    Is your company average? 

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  • HI, I’M VADIM. AND I DON’T HATE YOU.

    AUTHOR: // CATEGORY: Featured, recruiting

    I hate recruiters.

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  • TALENT ACQUISITION: 3 WAYS HR CAN GUIDE THOSE PICKY HIRING MANAGERS IN THE RIGHT DIRECTION

    AUTHOR: // CATEGORY: hiring, Hiring & Recruiting, In this week's e-newsletter, recruiting, talent acquisition

    Your people make or break your company, but finding the right hire in this tight labor market is a big challenge for HR pros. 

    Something that can make it even more difficult? A meddling manager with unrealistic expectations about their ideal new hire and how the process should go.

    Problematic requests

    This is what John Vlastelica, founder of online hiring resource Recruiting Toolbox, addressed at the recent ERE Recruiting Conference in San Diego.

    According to Vlastelica, managers can be HR’s (and their own) worst enemy when it comes to choosing a candidate. Sometimes, they’re overly picky. Other times, they want the hiring process to move too quickly.

    If you start hitting hiring road bumps with your managers, it’s important to take a step back and evaluate the situation, Vlastelica says.

    When your manager makes an unreasonable request, what are they really asking you for?

    Vlastelica highlighted three common misconceptions managers have about the hiring process and how you can adjust their expectations.

    1. The more resumes, the better

    You may encounter a manager who wants you to keep passing along a giant stack of resumes. After all, the more choices, the better – right?

    Wrong, according to Vlastelica. While you don’t want to just select the first decent candidate, too many choices will be overwhelming. No one can properly compare a dozen different applicants.

    Vlastelica suggests giving your managers three to five strong candidates. If you receive pushback from a manager who wants more options, focus on selling the applicants you’ve already selected. You picked them for a reason – explain why to your manager.

    If a manager isn’t pleased with anyone after conducting several interviews, it can indicate problems lurking in the middle of the
    hiring process.

    If that’s the case, Vlastelica says to think about what’s going wrong in the interviews that’s causing your manager to want to start fresh.

    If there’s a disconnect during the interview process, more resumes won’t help fix your hiring problem.

    What might be going wrong in the interview process? Hireology CEO Adam Robinson says not giving candidates enough attention can be employers’ downfall. You may try to get back to your applicants as quickly as possible, but it just takes one or two bad reviews on Glassdoor to discourage quality candidates from applying.

    If you don’t treat candidates as you would clients, you’ll never get the top talent you need.

    2. Cultural fit is highly important.

    When looking at different candidates, it can be tempting to choose whoever will fit into the company culture best, Vlastelica says. But you want to steer your managers away from making the same hire.

    Robinson agrees, and warns against hiring someone just because they “seem like the right fit.” It’s crucial to have tangible criteria to determine whether a candidate would be a good hire. Think about what skills and traits lead to success in the role you need filled, and how you’d test for them.

    Another reason to ignore “good fit” hires? Not enough diversity. Too often, diversity is seen as something simply “nice to have” instead of a necessity. But, hiring people with different backgrounds and skill sets can add a lot to the company’s culture and success.

    When a manager wants you to find a hire who’s a carbon copy of other employees, Vlastelica suggests you remind them that a different hire will add something unique and push thinking in a new direction.

    3. A large panel of interviewers is best.

    If you have a manager who is indecisive or lacks confidence, they may try and compensate by including a lot of people in the interview process to ensure the best candidate
    is chosen.

    While other opinions can help, Vlastelica says too many interviewers will back you into a corner. If your company requires a consensus to make a hire, you’re setting yourself up for failure by including a ton of people in the decision.

    Not to mention, taking everyone’s schedules into account while setting up an interview can be a nightmare.

    Vlastelica suggests thinking about the importance of the hiring decision when deciding how many interviewers to include in the process.

    An entry-level position? One or two people works. A potential C-suite member? You’ll want to include four or five people in the decision.

     

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