Corporate Recruiters- It’s OK to engage third party search firms

One of the first lessons taught to me when I entered the recruiting industry as an in-house recruiter was “external recruiting firms are our enemy.” Not knowing any better, I held this to be true for the first several years of my career. I understand the concept that internal recruiting groups should reduce the use … Continue reading Corporate Recruiters- It’s OK to engage third party search firms

Energize and Organize Employer Branding – The Editorial Calendar

Abraham Lincoln once said, “Give me six hours to chop down a tree, and I will spend the first four sharpening the axe.” Lincoln’s quote speaks to the value of preparation and having the right tools. In business, success is driven by thoughtful planning and effective implementation. Employer Branding is driven by the deepening relationships … Continue reading Energize and Organize Employer Branding – The Editorial Calendar

What to do when your Employer Branding has “lost its groove” ( A lesson from Starbucks)

Being authentic helps separate you from your competition. Brands that embrace authenticity are perceived to be more trustworthy. Trustworthiness will help encourage client engagement and can turn your audience into brand advocates. Being authentic can be very scary at first and almost counterintuitive. If you believe that marketing is giving people what they ask for, then do it and be authentic. Continue reading What to do when your Employer Branding has “lost its groove” ( A lesson from Starbucks)

Three Steps to Boost the Candidate Experience

One of the first impressions a candidate will have on your firm is the recruiting process. Long, complicated and confusing procedures, including the application and interview process, can result in fewer candidates. The recruiting landscape continuous to evolve and compete for the attention of prospective candidates. Why not take the time to streamline your process … Continue reading Three Steps to Boost the Candidate Experience

It’s stupid to track Time to Fill if you are not tracking this metric

Oh the time to fill (TTF) metric…. such a timeless, useless metric used by most recruiting functions to sell their value. I’ve long had ambivalence towards this metric but lately, I’ve begun to respect it a little more. Time to fill can be a valuable insight but I have found most recruiting organizations only stop at measuring the length of time to fill a job. I think it’s stupid to track time to fill if you are not tracking your Quick Quit rate as well. Continue reading It’s stupid to track Time to Fill if you are not tracking this metric

Create an Effective Diversity Recruiting Strategy-My Advice in 30 Minutes

Diversity and Inclusion is one topic I am incredibly passionate about. According to Lever.co, 50% of recruiters surveyed indicated they will make Diversity a priority in their 2021 recruiting strategy. I’ve had the opportunity to speak on several panels and key notes recently and one question most often asked is, “How do I get started?” Here is how I would create an effective diversity recruiting strategy. Continue reading Create an Effective Diversity Recruiting Strategy-My Advice in 30 Minutes