I realize that one of the core functions of HR is to mitigate risk. It is a CORE function but it is not the ONLY function. Too many companies spend so many resources and money managing out poor or misaligned talent and mitigating risk but if they were to put more emphasis and resources on how employees enter the company, they could see a number of benefits. Continue reading Stop Laying Off Recruiters First!
Running a recruiting organization without a proper dashboard is like flying a plane without the proper control panel. Flying blind is not how you want to manage your team and they deserve better than that. A great recruiting leader is made better when they have access to the right metrics, at the right time, for the right discussion. Continue reading What should be on a Recruiting Dashboard
Recruitment methodology addresses the practices of each stage in the recruitment life-cycle and process. I did address in the book how the methodology allowed the recruiting team to function more efficiently but I have to be honest, it didn’t solve all of our problems. Here are three things a new recruiting methodology will not fix. Continue reading 3 Things a New Recruiting Methodology WILL NOT Fix
I love technology and data. I probably spend more time reading or listening to content on the two topics than most. Last year during my conversation with Matt Alder, host of the popular The Recruiting Future Podcast, we spent some time discussing my vision for a Recruiting Utopia. Here are some of the highlights: AI … Continue reading Top Posts in Recruiting Technology and Data 🤓🤖
After many years of corporate America focusing on employee optimization, studies are showing it’s all about team optimization. Here’s what Recruiting Leaders can learn! Continue reading Leaders, don’t be fooled by this bad habit!
Recruitment methodology addresses the practices of each stage in the recruitment life-cycle and process. I did address in the book how the methodology allowed the recruiting team to function more efficiently but I have to be honest, it didn’t solve all of our problems. Here are three things a new recruiting methodology will not fix. Continue reading 3 Things a New Recruiting Methodology WILL NOT Fix
The AGILE methodology has been around for a while in the software and product development space but has begun transcending into other aspects of business. The AGILE principles were part of the inspiration of Sprint Recruiting. The very first principle of AGILE has helped enhanced organization’s ability to iterate during the sprint and is one … Continue reading How the #1 Principle in AGILE can enhance recruiting
Success is often driven by the ability of a leader to find the right tools, at the right time, for the right job. I will often get asked by other Recruiting Leaders what are my favorite tools. The recruiting technology landscape has changed so much over the last 24 months and for tech nerds like … Continue reading My 3 Favorite Tools as a Recruiting Leader
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
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
