Analyzing labor data and trends is essential to the success of any recruiting leader. You have to know what is going on not only in your labor market but at the macro level to identify potential trends. Every month, I prefer reviewing the data from the Bureau of Labor versus reviewing the analysis provided by most news organizations. Continue reading Recruiting Analytics-The numbers are in but do they make sense?
If you want to get ahead of the “War for Talent”, you’re going to have to think differently. It’s time for you to rethink, reskill and redeploy your employees. Continue reading Let’s Talk about the Changing Workforce: It’s time to Rethink, Reskill and Redeploy
Recruiters are innately competitive and will often burn the candles at both ends. Similar to athletes, they strive to consistently perform in the face of adversity, dedicating hours of their work and personal time toward organizational success. I have often pushed myself beyond the limits needed out of a sense of need to prove to the organization my role was vital. I don’t think I am alone in this. Continue reading What Can Recruiters Learn from Simone Biles?
The pandemic continues to force the recruiting industry to evolve. Employers and candidates have experienced unprecedented changes in hiring over the last 12 months. Internal training, retraining, hiring outside workers, and a renewed focus on soft skills have helped some companies remain agile in these turbulent times. The top 2021 Trends in Recruiting underscore that … Continue reading How is AI and Automation Driving Recruiting Trends?
If the pandemic taught us anything, it’s Employee Experience matters! As the economy showed small signs of reopening, analyst and HR influencers began ringing the bell about the Great Resignation. Firms who chose to focus on their employee experience during the pandemic have experienced lower turnover than their counterparts. Corporate culture is an essential aspect … Continue reading The Pandemic created a Stress Test for Employee Experience-Here’s what we’ve learned
One of the first questions I get asked by someone who reads my book, Sprint Recruiting, is how to begin measuring iterative productivity during the sprint. They get how to add points to the positions to determine priority and once they go through two or three sprints, they begin to understand how the process works. … Continue reading How to Track Performance and Measure Iterative PRODUCTIVITY in Recruiting
Organizations can have the best talent acquisition team and still be ineffective. You can offer the best benefits, the most perks and the best opportunities and still not be able to move the needle. At the end of the day, nothing recruits and retains top talent like the leaders for any organization. If you find yourself treading water, you may need to ask yourself: Do we have the right leaders to recruit the level of talent we need? Continue reading How do Leaders Recruit and Retain Top Talent?
In a recent story Let’s lose the idea of a ‘dream job’, Author Rainesford Stauffer said candidates need to let go of the expectation, or fantasy, that we will find fulfillment through our work. Some recruiters lead cold emails or calls with hyperbole like, ‘Are you looking for your dream job’ or ‘Here’s the next step in your dream career’. Maybe I’m a little too cynical but I am not one who believes it is a recruiters job to find someone their “Dream Job”. Why? It isn’t because they don’t exist, it’s more because the definition of ‘dream job’ is different for everyone. Continue reading Is it a Recruiter’s job to find you the “Dream Job” or do those really exist?
In April, I had the chance to sit down with Matt Alder to discuss one of my favorite topics: Recruiting Automation. Here’s a sneak peak of some of the topics we discuss. Continue reading Here’s the latest on Recruiting Automation
Companies are struggling to fill positions are now force to rethink how to attract more talent. According to The New York Times reports, firms aren’t just considering upping the compensation. Some offer more flexibility, or taking risks to train unconventional workers who don’t meet traditional qualifications. A recent study cited “no experience necessary” roles have spiked by two-thirds compared to 2019. Sign on bonuses are now becoming a norm. Data also show minimum compensation requirements for people without college degrees are up 19%, with larger employers acknowledging blue-collar workers have gotten harder to retain. Continue reading New Dynamic of Candidate Attraction & How to Stay Competitive
