One of the key principles in Sprint Recruiting is the use of Work in Progress (WIP) limits to help manage candidates through the process.
I’ve already confessed my obsession with analytics on this website in previous posts so it should be no surprise that I am writing another article on the topic. I shared in a recent post the convergence of Data Analytics and Recruiting based on my experience using the Visier platform. I had the opportunity to participateContinue reading “The Ultimate Recruiting Metrics Dashboard-A Review of Visier’s Talent Analytics Add-on”
What does a headhunter do? I’d like to give some perspective from two different angles: for their client and for the candidates.
I swear, if I read one more blog post about how job descriptions are dead…. Every so called influencer in Talent Acquisition has weighed in on the idea of job descriptions going away completely. They give statistics on how few candidates read them or how companies should try this new sexy way of marketing theirContinue reading “Job Descriptions aren’t Dead! They just need to evolve!”
Every morning can either set you up for success or chaos. Most of us in talent acquisition tend to have a touch of ADD which means we rarely like the word routine. Like it or not, to be successful, a recruiter needs to have a morning routine.
So you’re looking for your next great adventure right? Your plan to get a recruiter’s attention might consist of some bold moves. Let me let you in on the right way to get a recruiter’s attention on LinkedIn.
Talent Acquisition is still trying to catch up with the rest of the world when it comes to leveraging Data Analytics to make better decisions. Unfortunately, most Applicant Tracking Systems (ATS) platforms lack the analytic build outs to help recruiters make smarter decisions quicker and more efficiently. Here some reasons why relying on your applicant tracking system to develop a long-term hiring plan is a mistake.
I’ve always been told that time is the most valuable resource but I’ve learned the true invaluable resource is FOCUS.
I am a total geek when it comes to Game of Thrones. The characters, the intertwined plot, the twists I never see coming and the dragons…. yeah, I’m all in when it comes to the series. To celebrate one of my favorite obsessions, I’d like to share recruiting lessons from the Game of Thrones.
My job is to ensure all of my clients are happy but about 80% of the time, the obstacle to filling the job is not the shortage of talent or the lack of talent but rather, the length of time it takes for managers to provide feedback on the talent. I find a lot of managers don’t understand why it’s important to provide quick feedback on candidates.